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Purpose: This study aims to investigate the impact of the transformational leadership style on the behaviour of restaurant employees. Also, it was aimed to investigate the effect of transformational leadership on trust and the effect of trust on altruistic intention and organizational commitment. Design/methodology/approach: The study integrates insights from transformational leadership to provide a fresh perspective to advance comparative organizational behaviour research. To test the hypotheses, the authors conduct a multiple analysis with observations from Turkey getting staff in culinary department with a quantitative survey. Findings: This study equips different professional entities in the food and beverage industry with useful, contextualized links between transformational leadership. According to results, the perspective of transformational leadership style affects the concepts of trust, altruistic value and organizational commitment positively. Charisma, moral modelling and individualized consideration had a significant effect on trust. Also, trust has a significant effect on altruistic intention and organizational commitment. Research limitations/implications: The present study incorporated confidence as a mediating variable; however, it is recommended that alternative scales be used in subsequent research endeavours. Future research endeavours may incorporate theoretical frameworks such as theory of planned behaviour or stimulus-organism-response. Practical implications: Transformational leadership style is a good acquisition for restaurant employees. There is a healthier and safer job sharing in these restaurants. This can be interpreted as a more satisfied customer. A good leader has a great contribution to the future and sustainability of the business. Social implications: This research created a new model and examined employees' views on the company and its management. As a result of the analysis, it was determined that charisma, moral modelling and individualized consideration had a significant effect on trust. Originality/value: This assists in learning better service quality developing and business practices to augment culinary staff, thereby maximizing their valuable contributions to tourism growth. This research created a new model and examined employees' views on the company and its management. [ABSTRACT FROM AUTHOR]

Organizational commitment and transformational leadership play an important role in organizational success. This study explores the interrelationships between organizational commitment and employee engagement, highlighting their interconnected nature and implications for organizational effectiveness. A conceptual framework approach is used to map the interdependencies between transformational leaders, organizational commitment, and employees. Key findings and models from the selected studies are extracted to identify common themes and gaps. The conceptual framework aims to provide a foundational reference for future empirical studies and will assist practitioners in devising leadership strategies that effectively harness the potential of their workforce. The framework provides a comprehensive understanding of how leadership behaviors influence employees' emotional attachment to the organization and their subsequent engagement in their work roles. [ABSTRACT FROM AUTHOR]

The culinary industry is currently growing rapidly in Indonesia, especially in restaurants that are easily found with a variety of dishes. One of them is Bendega Restaurant, which emerged along with the growth of the culinary business in the city of Denpasar. The existence of Bendega Restaurant stalls continues to survive amid the onslaught of the emergence of many restaurants. This study aims to determine whether work motivation can affect organizational commitment at Bendega Restaurant. The sample in this study was 54 respondents obtained based on the total employees of Bendega restaurant as many as 54 employees. Data was collected through interviews and surveys. The collected data were analyzed by classical assumption test, multiple linear regression analysis, coefficient of determination, simultaneous test, and partial test. The results of this study indicate that transformational leadership has a positive and significant effect on organizational commitment in Bendega Restaurant employees, job satisfaction has a positive and significant effect on organizational commitment in Bendega Restaurant employees, and work motivation has a positive and insignificant effect on organizational commitment in Bendega Restaurant employees. The implications of this research are divided into two, namely theoretical and practical. The theoretical implications of this study support the theory of organizational commitment. Practical implications support that transformational leadership can increase employee organizational commitment. [ABSTRACT FROM AUTHOR]

This study conducts a comprehensive bibliometric and content analysis of scholarly articles investigating the relationship between leadership and organizational commitment. Utilizing the Web of Science Core Collection database, the research encompasses a rigorous search strategy focused on terms such as "leadership", "distributed leadership", "transformational leadership", and "organizational commitment". We selected a final dataset of 2110 peer-reviewed papers from the management and business domains after filtering through over 10,000 sources. The analysis identifies five key clusters to expand the understanding between leadership and organizational commitment: (1) "The Future of Remote Work and Its Impact on Organizational Commitment", (2) "Authentic Leadership in the Age of Climate Organizational Change", (3) "Job Satisfaction Promotes Leadership and Organizational Commitment by Empowering Attitudes and Perceptions", (4) "Study of Leadership Style and Culture as Antecedents of Organizational Performance", and (5) "Leadership in the Digital Age: Exploring the Intersection of Transactional and Transformational Leadership Styles". This study's originality lies in its extensive bibliometric examination, offering novel insights and guiding future research directions, thereby significantly contributing to the understanding and advancement of the field. [ABSTRACT FROM AUTHOR]

The success of education is largely determined by the performance of quality teachers in planning, implementing, and evaluating learning, maintaining task discipline, and being active in the classroom. This study examined the interrelationships between transformational leadership style, teacher competence, organizational commitment, and teacher performance within educational environments. This quantitative study used the SmartPLS software with the bootstrapping method. A questionnaire was used to collect data from the 75 participants. Transformational leadership has a significant influence on both teacher and organizational commitment. Although competence positively influences organizational commitment, it does not affect teacher performance. Likewise, organizational commitment does not affect teacher performance. Furthermore, Transformational Leadership did not significantly affect Teacher Performance through Organizational Commitment. Similarly, Teacher Competence does not have a significant effect on teacher performance through Organizational Commitment. Understanding these dynamics could enhance strategies for improving teacher effectiveness and organizational outcomes in educational settings. The findings contribute both practically, by informing leadership practices and teacher development programs, and theoretically, by advancing the understanding of the complex relationships among leadership, competence, commitment, and performance in educational contexts.

This study determined the best-fit model on teachers’ organizational commitment as influenced by organizational climate, transformational and ethical leadership of school heads among public elementary schools in Region XI, Philippines. It was conducted from August to December 2022. The study used quantitative, non-experimental correlational research using Structural Equation Model (SEM). The 400 teachers among public elementary schools were determined using the stratified sampling procedure. Mean, Pearson r, and SEM were used as statistical tools. Moreover, adapted survey questionnaires were used to contextualize to the local setting. The result showed that the level of organizational climate of schools was high while the transformational and ethical leadership of school heads were very high. The organizational commitment of teachers was also very high. Further, the exogenous variables: organizational climate, transformational and ethical leadership were correlated with the endogenous variable: organizational commitment of teachers. Model 3 came out as the best-fit structural model for teachers’ organizational commitment as it indicated that by structural modifications, the organizational climate was described by trusting relationship as well as job and goal setting freedom. Transformational leadership was described by transactional and execution, while ethical leadership was measured by people orientation and integrity. On the other hand, organizational commitment was defined by affective commitment and continuance commitment. This implies that schools may focus on implementing leadership training enhancement activities for all school heads in public elementary schools as part of their staff development program. [ABSTRACT FROM AUTHOR]

Purpose: To aim of the study was to analyze the effect of authentic leadership on organizational trust and commitment in Sweden. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Authentic leadership in Sweden significantly enhances organizational trust and employee commitment by fostering a culture of transparency, ethical behavior, and consistency. Employees perceive authentic leaders as genuine and reliable, which boosts mutual respect and openness, leading to higher levels of job satisfaction and loyalty. This leadership style promotes open communication and collaboration, encouraging employees to share ideas and feedback, thereby driving innovation. Unique Contribution to Theory, Practice and Policy: Transformational leadership theory, social exchange theory & leader-member exchange (LMX) theory may be used to anchor future studies on effect of authentic leadership on organizational trust and commitment in Sweden. Organizations should invest in training programs that focus on developing authentic leadership qualities among their leaders. These programs should emphasize self-awareness, transparency, ethical behavior, and consistency in actions and values. Develop organizational policies that support and promote authentic leadership behaviors. This includes policies related to leadership selection, promotion criteria, and performance evaluation that prioritize authenticity and ethical conduct. [ABSTRACT FROM AUTHOR]

This study aims to analyze the factors that influence job satisfaction of ASN employees of the DKI Jakarta Province Education Office. The benefit of this research is to solve the problem of job satisfaction of ASN employees of the Jakarta Province Education Office. The population of this study were ASN employees at Jakarta Province Education Office with a sample size of 130 employees with an observation period of 2024. The dependent variable in this study is job satisfaction, while the independent variables used are leadership and organizational commitment, with the intervening variable used is work motivation. This research is a quantitative research with data analysis method using Structural Equation ModelPartial Least Square (SEM-PLS). The results showed that leadership and organizational commitment have a positive and significant effect on work motivation, leadership and organizational commitment have a positive and significant effect on job satisfaction, transformational leadership and organizational commitment have a positive and significant effect on job satisfaction through work motivation. [ABSTRACT FROM AUTHOR]

The business environment is increasingly complicated and competitive so business people must be more responsive. In order to remain relevant, the role of leaders must be maximized in developing and advancing the human resources they have. This is still a problem with the leadership style applied in a business organization. The transformational leadership style is a solution to companies' anxiety in facing an increasingly dynamic and disruptive business environment. This research aims to find out how transformational leadership style can impact job satisfaction. The research method used in this research is a systematic literature review taken from 2018-2023. Transformational leadership is applied more often because it has a high level of satisfaction and has a significant influence on commitment and work performance. Transformational Leadership Style has a positive relationship with job satisfaction. [ABSTRACT FROM AUTHOR]

This study investigates the intricate relationships between transformational leadership behaviours (TLB), job satisfaction (JS), organizational commitment (OC), and organizational citizenship behaviours (OCB) within the context of county governments in the United States. Drawing on a theoretical model that hypothesizes both direct and indirect effects of TLB on OCB, mediated by JS and OC, this research employs structural equation modelling to analyze survey data collected from 372 matched leader-follower pairs across various county governments. The findings substantiate the hypothesized model, revealing that TLB indirectly influences OCB through the mediating effects of JS and OC. Specifically, the study underscores the pivotal role of job satisfaction and organizational commitment as conduits through which transformational leadership exerts its positive impact on organizational citizenship behaviours. This research contributes to the literature by empirically validating a comprehensive model within the public sector context, thereby extending our understanding of the mechanisms through which transformational leadership fosters a conducive work environment that promotes OCB. The study's implications for leadership development and organizational policy within public sector organizations are discussed, alongside limitations and directions for future research. [ABSTRACT FROM AUTHOR]

Academic leaders at managerial universities have been confronted with significant challenges of recruiting and sustaining faculty members who are both committed to their work and satisfied with it. This study investigated the mediating effect of research self-efficacy and job stress on the relationship between transformational leadership and working attitudes. A questionnaire survey was conducted with 1,498 faculty members in total from 26 Chinese research universities. The results indicated the significant positive impact of academic leaders' transformational leadership on the positive working attitudes of Chinese university faculty members. They also indicated both positive and negative mediating effects of university faculty members' research self-efficacy and perceived job stress on the relationship between transformational leadership and working attitudes. [ABSTRACT FROM AUTHOR]

This study aims to test and analyze the influences: 1) transformational leadership on organizational commitment, 2) organizational culture on organizational commitment, 3) transformational leadership on performance, 4) organizational culture on performance, 5) organizational commitment to performance, 6) transformational leadership on employee performance through organizational commitment, 7) organizational culture on employee performance through commitment organization. This research uses a research explanatory approach, conducted at the SATPOL PP office of Mojokerto Regency. The population is 59 ASN, then sampled using the census technique. Primary data related to research variables were obtained through questionnaires given directly to respondents. After the data is collected, it is then analyzed using path analysis. However, previously a validity, reliability and classical assumption test was carried out. To test the hypothesis, the t-test with a 5% alpa is used, and to determine the organization's commitment to act as a mediator, the Sobel test with a 5% alpa is used. The results of this study prove that: 1) transformational leadership has a significant effect on organizational commitment; 2) organizational culture has a significant effect on organizational commitment; 3) transformational leadership has no effect on employee performance; 4) organizational culture has a significant effect on performance; 5) organizational commitment has no effect on employee performance; 6) organizational commitment does not play a mediating role in the influence of transformational leadership on performance; 7) Organizational commitment plays a role in mediating the influence of organizational culture on performance. [ABSTRACT FROM AUTHOR]

This study aims to determine the relationship between job satisfaction to OCB and organizational commitment partially and simultaneously, by investigating the role of transformational leadership as a moderator variable at CV. Bangun Mandiri. The population of this study were all employees of CV, using testing techniques with the Smart PLS application. This study uses Measurement Model Analysis (Outer Model), Structural Model Analysis (Inner Model), and Hypothesis Testing. The results of this study indicate that Organizational Commitment and Job Satisfaction have no significant effect on OCB. In contrast, Transformational Leadership has a substantial effect on OCB but does not moderate the relationship between Organizational Commitment and Job Satisfaction with OCB. Thus, only Transformational Leadership has a direct impact on increasing OCB without strengthening other relationships.

Given the global challenge of increasing teacher attrition and turnover rates, the exploration of factors and mechanisms that improve teachers' organizational commitment has become a pivotal topic in educational research. In this context, the present study examines the influence of teachers' emotional intelligence on their organizational commitment, with a specific inquiry into the mediating role of teachers' psychological well-being and the moderating role of principal transformational leadership, as informed by the broaden-and-build theory of positive emotions and the trait activation theory. We verified this study's hypotheses based on 768 valid questionnaires collected from Chinese primary and secondary school teachers. The results reveal that teachers' emotional intelligence can predict their organizational commitment both directly and indirectly through the mediating role of psychological well-being. Additionally, principal transformational leadership amplifies the positive effect of teachers' emotional intelligence on psychological well-being and, subsequently, organizational commitment. These findings theoretically deepen our understanding of the psychological pathways and the boundary conditions linking teachers' emotional intelligence to their organizational commitment, while also offering valuable practical implications for building a stable and effective teaching workforce. [ABSTRACT FROM AUTHOR]

This study aims to find strategies to strengthen the Organizational Commitment of Teachers by analyzing the influence of variables that have a positive and dominant effect on Teacher Organizational Commitment. The research was conducted in 7 State MTs (Islamic Junior High Schools) in Cianjur Regency with a sample of 138 civil servant teachers. This research uses the POP-SDM approach (Modeling and Optimization of Management Resources) with SITOREM analysis to generate optimal solutions from the existing solutions. From this research, it was found that there is a positive and significant influence of transformational leadership on teacher organizational commitment with a standard factor loading value of 0.16, work climate on teacher organizational commitment with a standard factor loading value of 0.27, professional attitude towards teacher organizational commitment with a standard factor loading value of 0.50, transformational leadership on professional attitude with a standard factor loading value of 0.33, work climate on professional attitude with a standard factor loading value of 0.52. Meanwhile, the optimal solution obtained is that all indicators need to be improved with the priority order of improvements as follows: having a sense of responsibility, being enthusiastic about learning, being willing to do the job voluntarily, pride in the profession, support from superiors, openness among teachers, high tolerance, freedom of expression, exemplary behavior, raising awareness of vision and mission, inspiration, charisma, responsibility, loyalty, seriousness, and the desire to stay in the organization. The implication of the research is that if organizational commitment is to be strengthened, development is needed in transformational leadership, work climate, and professional attitude. [ABSTRACT FROM AUTHOR]

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The impact of organizational support, organizational commitment and transformational leadership on employee performance is an academic review of literature in the area of human resource management science. The aim of this article is to develop hypotheses about the connections between different variables, which will be utilized in upcoming research. Research materials derive from digital repositories, academic search engines, and scholarly databases. The writing method involves library research using articles, journals, and e-books. The analysis is qualitative and descriptive. The findings of this paper: 1) Organizational Support affects Employee Performance; 2) Organizational Commitment affects Employee Performance; and 3) Transformational Leadership affects Employee Performance. [ABSTRACT FROM AUTHOR]

The current study's purpose is to present a picture of the extent to and frequency at which Israeli Arab principals are perceived as displaying the leadership styles of participative leadership versus directive leadership and transformation versus transactional leadership and then investigating the relationship of these leadership styles to teachers' organizational commitment (OC). Data were collected from two sources: senior management team members and teachers to avoid same source and common method bias: 426 participants overall from 71 high schools in the Israeli Arab educational system. Unianova analysis and hierarchical regression analyses were used to test the proposed relationships. The results of the overall model indicated that although principals in the Arab society in Israel are perceived mostly as directive leaders, participative leadership was positively associated with teacher OC beyond the specific influence of directive leadership. Changes in teacher perceptions, toward freedom of self‐expression and career advancement, seem to be reflected in the influence of principals' leadership styles on teachers' OC that are derived in part from cultural features of the school's environment. Implications for theory and practice are discussed. Practitioner points: Principals in the Arab educational system in Israel are perceived mostly as directive leaders and thus display leadership styles that are aligned with the cultural attributes of their society.The positive implication of participative leadership on teacher organizational commitment seems to indicate a shift in Israeli Arab teachers' aspirations for change, autonomy and involvement in school policy and decision making.Israeli Arab society has been engaged in a process of transition in which a traditional society that puts the collective at the center is being influenced by modern values such as social equality and individual aspirations for career advancement, with the result of placing the individual rather than the collective in the center. [ABSTRACT FROM AUTHOR]

This study proposed a conceptual model and examined the nature of the relationship between transformational leadership (TFL), perceived organisational support (POS), employee engagement (EE), and organisational commitment (OC) among employees in the Indian IT sector. It then examined the mediating effect of EE on the relationship between TFL, POS, and OC. The partial least squares equation modelling (PLS-SEM) was applied to validate the conceptual model. The findings revealed that TFL, POS and EE were significantly and positively related to OC. TFL had a greater significant effect on OC than POS. EE was found to partially mediate the relationship between TFL, POS, and OC. Control variables had a weak effect on EE and OC. However, Multigroup Analysis (MGA) revealed a significant difference in the EE of TFL between the lower and middle level managers. The findings confirm that direct policymakers and HR departments influence TFL and EE by adopting organisational interventions. Besides, its effect is also manifested in increasing the positive attitude and commitment towards the employees' work. [ABSTRACT FROM AUTHOR]

The objective of this study is to investigate how transformational leadership, organizational commitment and job satisfaction as intervening variable would influence Organizational Citizenship Behavior for the Environment (OCBE) in Agency of Labor, Transmigration and Energy Special Capital Region of Jakarta. The method used in the study is quantitative method and the whole population is used as sample or known as non-probability sampling. Population of the study is civil servants with two-year minimum experience with a total of 93 people. The data was analysed with Structural Equation Model (SEM) using SmartPLS 4. The results show that transformational leadership influence job satisfaction, organizational commitment influence job satisfaction, transformational leadership influence OCBE, job satisfaction influence OCBE, organizational commitment has positive and significant impact on OCBE, transformational leadership through job satisfaction as intervening variable influence OCBE, organizational commitment through job satisfaction as intervening variable influence OCBE [ABSTRACT FROM AUTHOR]

This study investigates the direct or indirect impact of transformational leadership and adaptive resilience on affective commitment and turnover intention. Qualitative research was conducted to validate the concepts and the research model and quantitative research was carried out to analyze data from 310 employees selected via convenient sampling in Vietnam. The results reveal that transformational leadership does not only directly affect adaptive resilience and turnover intention, but also indirectly and fully affects affective commitment via adaptive resilience, and indirectly and partially affects turnover intention via affective commitment and adaptive resilience. Furthermore, adaptive resilience significantly impacts turnover intention via affective commitment. There is no proof in the research that adaptive resilience directly affects turnover intention. This research has documented valuable experiences related to the adaptive resilience of organizations following social crises in the relationship between leadership and turnover for scholars and managers in the future. [ABSTRACT FROM AUTHOR]

The high interest of the community in pursuing higher education in Islamic institutions certainly needs to be supported by effective educational management. This is to ensure that Islamic Higher Education institutions in the Jambi Province can compete and produce quality graduates. This research aims to examine the influence of transformational leadership style, interpersonal communication, and job satisfaction on the organizational commitment of lecturers, both partially and simultaneously, as well as directly and indirectly. This quantitative research employed a survey method conducted at the Islamic College (STAI) in the Jambi Province, with a population of 144 lecturers. The analysis tool used Path Analysis followed by Determination Analysis (R Square), Hypothesis Testing with t-tests and F-tests, and a significance level of alpha 5 percent. The results of the study indicate that: 1) Transformational leadership style has an effect on job satisfaction with a t-value of 3.261; 2) Interpersonal communication affects job satisfaction with a t-value of 3.958. 3) Transformational leadership style and interpersonal communication simultaneously affect job satisfaction with an F-value of 67.198; 4) Transformational leadership style influences organizational commitment with a t-value of 5.035; 5) Interpersonal communication affects organizational commitment with a t-value of 4.088; 6) Transformational leadership style and interpersonal communication simultaneously influence organizational commitment with an Fvalue of 107.340; 7) Job satisfaction influences organizational commitment with a t-value of 11.213; 8) Transformational leadership style, interpersonal communication, and job satisfaction simultaneously influence organizational commitment with an F-value of 83.408; 9) Transformational leadership style through job satisfaction affects organizational commitment; and 10) Interpersonal communication through job satisfaction affects organizational commitment. Based on these findings, the better the Transformational Leadership Style, Interpersonal Communication, and Job Satisfaction of lecturers, the higher the Organizational Commitment of lecturers will be. [ABSTRACT FROM AUTHOR]

Purpose: This study examines the influence of organisational culture and long-term learning contexts on the connection between transformational leadership and organisational commitment among Chinese university professors. Through examining these dynamics, the research aims to offer valuable insights to encourage educators in Chinese university environments to increase their dedication and engagement. This will improve efficiency within organisations and boost employee morale in higher education institutions. Method: The research explored the measurable effects of extended learning settings and corporate culture on the impact of transformational leadership on organisational commitment among Chinese university professors using questionnaires. Employing a quantitative research approach, standardised surveys were distributed to professors from various Chinese universities to collect data. The research analyses information from 200 scholars at different Chinese educational institutions through quantitative research methods and an extensive literature review. Structural equation modelling is used to analyse the data. The research was conducted using convenience sampling, a non-probability sampling technique. Findings: Results indicate a significant positive relationship between transformational leadership and organisational commitment within the academic community. In addition, the research indicates that the connection is influenced by the presence of a robust long-term learning atmosphere, enhancing the positive impacts of transformational leadership on organisational dedication. In addition, organisational culture plays a crucial role as a moderator in determining the impact of transformational leadership on instructors' commitment through its influence on the cultural background of academic institutions. Implications for Research and Practice: The consequences underscore the importance of fostering transformational leadership qualities, establishing conducive long-term learning environments, and nurturing a positive organisational culture to enhance lecturers' commitment and engagement in Chinese university contexts. This study contributes to a better understanding of leadership dynamics, organisational dynamics, and strategies for human resource development in the context of Chinese higher education. [ABSTRACT FROM AUTHOR]

The research was conducted to examine the relationship between coaches' perceived leadership styles and organizational commitment levels. For this purpose, people who actively continue their coaching duties in different branches and reside in Trabzon were included in the study. Three separate forms were used to collect data in the research. These; Personal Information Form, Multifactor Leadership Scale and Organizational Commitment Scale. SPSS (Version 26) was used in the analysis process of this study, which was carried out in the relational screening model. Among parametric tests, t-test, ANOVA and Pearson correlation analysis were used. According to the research results; There were no differences in the variables of gender, education level, being a national athlete, type of sports branch and region of duty. However, in the transformational leadership sub-dimension; Statistically significant results were obtained depending on the variables of age, marital status, coaching level, institution and tenure. In the transactional leadership sub-dimension; Statistically significant results were obtained depending on the variables of age, perceived income status, coaching level, institution and tenure. In the organizational commitment variable; Statistically significant results were obtained only in the variables of perceived income status, coaching level and tenure. Finally; It was concluded that there was a positive relationship between the leadership styles perceived by the coaches and their organizational commitment levels. [ABSTRACT FROM AUTHOR]

This study aimed to determine the level of transformational leadership style, employee job satisfaction, and organizational commitment in pesantren (Islamic boarding school) and assess the role of job satisfaction as a mediator in the relationship between transformational leadership style and organizational commitment. The study used the quantitative method by surveying 556 educators from each Darunnajah Islamic boarding school branch in Indonesia. Information examination utilized numerous relapse investigation to test the inquire about theory and progressive relapse examination to test the intervention speculation. The study found that transformational authority, representative work fulfillment, and organizational commitment at Islamic boarding schools were more than direct. In expansion, representative work fulfillment can intercede between transformational authority and organizational commitment. [ABSTRACT FROM AUTHOR]

The purpose of this study is to analyze the elements affecting ASN employees' job satisfaction in the East Jakarta City Administration Education Department. The benefit the goal of this study is to address the issue of job satisfaction. for ASN employees of the East Jakarta City Administration Education Sub-dept. The East Jakarta City Administration's ASN employees make up the study's population. Education Sub-dept. using 104 employees as the sample size and an observation period of 2023. This research is quantitative research with data analysis methods using Structural Equation Model-Partial Least Square (SEM-PLS). The results of the research show that transformational leadership and organizational commitment have a positive and significant effect on work motivation, transformational leadership and organizational commitment have a positive and significant effect on job satisfaction, transformational leadership and organizational commitment have a positive and significant effect on job satisfaction through work motivation. [ABSTRACT FROM AUTHOR]

This study aims to investigate the effect of transformational leadership on sustainable employee performance mediated by organizational commitment and green motivation. The respondents of this explanatory research are 110 employees of two local governments. The data was harvested through questionnaires and analyzed using PLS-SEM. This study finds that transformational leadership positively and significantly influences sustainable employee performance. Organizational commitment practices partially mediate the effect of transformational leadership on sustainable employee performance and green motivation is unable to mediate the effect of transformational leadership on sustainable employee performance. [ABSTRACT FROM AUTHOR]

This article examines the influence of transformational leadership, job satisfaction, and interpersonal communication on organizational citizenship behavior and organizational commitment in a tax office. The study utilizes a questionnaire and structural equation modeling to analyze the data. The findings indicate that transformational leadership, job satisfaction, and interpersonal communication have a significant impact on the behavior and commitment of tax office employees. The study emphasizes the importance of these factors in enhancing engagement and commitment within the organization. [Extracted from the article]

In this modern era, schools require Organizational Citizenship Behavior (OCB) of organization members as one of the determining elements for the smooth process of achieving school goals. Leadership can transform an organization's entire potential as a learning community towards better organizational change, which is needed to increase OCB. This article aims to analyze the direct and indirect relationship between transformational leadership (TL) and OCB with quality of work-life (QWL) and organizational commitment (OC) as mediators. Another aim is to analyze the role of QWL as a mediator of the relationship between TL and OC. The research sample was 165 permanent teachers from several high schools in Madiun City. Research data was collected through questionnaires, and Structural Equation Modeling (SEM) was used for data analysis. The data analysis results prove a significant direct relationship between TL, QWL, and OC with OCB in a positive direction. The results of testing the role of mediating variables contribute to the novelty of this research, namely: 1) QWL partially mediates the relationship between TL and OC, as well as the relationship between TL and OCB; 2) OC partially mediates the relationship between TL and OCB. The analysis results indicate that increasing teacher OCB can be done effectively through increasing transformational leadership practices, programs to improve the quality of work-life, and increasing teacher organizational commitment.

Human resources in the organization are a source of competitive advantage, and it was found that 90% of the success of modern organizations is due to organizational commitment (OC). On the other hand, transformational leadership (TL) is among the most significant forms of modern leadership, but many leaders still struggle to survive using traditional leadership techniques. Therefore, the aim of this study is to investigate the impacts of transformational leadership on organizational commitment between the heads of administrative departments in a number of general directorates in Duhok Governorate. Samples of 130 persons from the head direction of the administration department of the directorate general of Duhok province were selected using convenience sampling. In total, 130 questionnaires were distributed; a total of 124 valid questionnaires were collected, and 95.38% of the participants responded. The Statistical Package for the Social Sciences Statistics software was utilized for data analysis. The results of linear regression show that transformational leadership has a positive and significant impact on employees’ organizational commitment. Also, the average score of transformational leadership and organizational commitment in the sample group is significantly higher than the average level of society at the 99% confidence level.

Organizational citizenship behavior (OCB) is work behavior employees outside the formal job description that is done voluntarily. OCB displayed by employees can support the performance and achievement of organizational goals. This study aims to determine the role of organizational commitment in mediating the effect of transformational leadership and workload on OCB, a study on employees in administrative positions in the logistics & warehouse and sales & marketing departments at PT. Saka Agung Abadi for Bali, NTB, NTT and East Kalimantan. This research was conducted at PT. Saka Agung Abadi for the Bali, NTB, NTT and East Kalimantan regions with a sample of 134 respondents spread across 16 head offices and branch offices. This research is associative and causal by using quantitative analysis methods. Determination of the sample is done by using saturated sampling. Data analysis was performed using Structural Equation Modeling (SEM) using the Partial Least Square (PLS) approach. The results showed that transformational leadership had no positive and significant effect on OCB, workload had a positive and significant effect on OCB, organizational commitment had a positive and significant effect on OCB and organizational commitment was able to partially mediate the influence of transformational leadership on OCB. and organizational commitment is able to partially mediate the effect of workload on OCB. These results illustrate that the OCB displayed by employees will be higher if organizational commitment increases, as well as transformational leadership that is played well by leaders and the workload provided by the company is in accordance with the abilities and working hours of employees.

The aim of this research was to investigate the effect of principlas’ transformational leader behaviors on teachers’ organizational commitment. In the research, causal-comparative and relarional survey methods were used. The study group, defined according to convenient sampling method, was composed of 260 public school teachers working in five provinces in the Central Anatolia Region in Turkey. The data was gathered with “Transformational Leadership Scale” and “Teachers’ Organizational Commitment Scale”, in the spring semester of the 2021-2022 academic year. Descriptive statistical analysis, independent groups t-test, test of variance (ANOVA), Pearsons’ corelational analysis and regresion analysis were employed in the analysis phase. The findings showed that both principals’ transformational leadership levels and teachers’ organizational commitment levels were moderate. It was observed that teachers’ perceptions about their principals’ transformational leadership behaviours and organizational commitment levels didn’t show a significant difference among the groups of gender, age and work experience. It was found that there was a significant relationship between principals’ transformational leadership behaviours and teachers’ organizational commitment, and the former was a significant predictor of the latter. It was concluded that principals’ transformational leadership behaviors might be effective in enhancing teachers’ organizational commitment. In this frame practical, theoretical and research recommendations were developed.

AbstractThis study has explored the link between school principals’ transformational leadership style to teachers’ organizational commitment in Addis Ababa government secondary schools employing correlational research design. Stratified random sampling technique was applied to draw a representative sample of 385 teachers for the study. The result of this study shows that transformational leadership is less practiced in Addis Ababa government secondary schools. The study further reveals that transformational leadership is positively and significantly related to teachers’ organizational commitment. Hence, improving the exercise of transformational leadership in schools may heighten the teachers’ organizational commitment. Further research is required with more sample of the study including school principals, students and parent teacher association to examine the link in more detail in Ethiopian context.

This study aims to determine the effect of organizational culture, transformational leadership, organizational support and employee competence on employee innovation, organizational commitment and organizational performance of Village-Owned Enterprises (Badan Usaha Milik Desa) in Bali Province. The study population was 583 employees. Using the Slovin formula with a tolerance of 5%, the number of samples was 273 respondents. Test the model with Generalized Least Square Estimation (GLS), structural equation model analysis (SEM). The test results show that the model (fit) can be seen from the values of GFI, AGFI, TLI, CFI, RMSEA and CMIN / DF, which are 0.928, 0.912, 0.958, 0.967, 0.067 and 0.514 all within the range of expected values so that the model can received. The results showed that: 1). Organizational culture influences innovation, organizational performance, and does not affect organizational commitment. 2). Transformational leadership influences innovation, organizational commitment, and organizational performance. 3). Organizational support influences innovation, organizational commitment, and organizational performance. 4). Competence affects organizational performance, and does not affect organizational commitment. 5). Innovation has no effect on organizational performance. 6). Organizational commitment influences the performance of Village-Owned Enterprises [ABSTRACT FROM AUTHOR]

The millennial generation is often referred to as Generation Y. Researchers are still debating the year they were born, but most estimate that this generation was born in the last 22-40 years. This generation has now reached maturity, their talents have colored the world of work, especially in the business sector. Generation Y grew up with technological developments, making it easier to find information, faster to learn, aggressive, creative, and innovative than the previous generation. They are seen as having unique characteristics, expectations, priorities, and work ethic so they are not afraid of change. This unique character is very important for organizations to manifest Organizational Citizenship Behavior. This is important to support organizational performance, namely increasing the organizational ability to adapt to environmental changes such as and improve quality in a sustainable manner. The purpose of this study is to analyze the factors that can trigger the emergence of Organizational Citizenship Behavior. The research object is focused on employees who are included in the millennial generation. The sample is determined purposively from the population with certain criteria. Data collection was carried out using a questionnaire via Google Forms. Data analysis used multiple regression analysis techniques. The research findings conclude that the Adversity Quotient has no effect on Organizational Citizenship Behavior, but Transformational Leadership, Organizational Commitment, and Job Satisfaction are stated to have a significant positive effect on Organizational Citizenship Behavior [ABSTRACT FROM AUTHOR]

In recent years, styles of transformational and transactional leadership have become an important area of research because of its significant impact on teachers' outcomes such as commitment, job satisfaction, self-efficacy. However, the relationships between transformational and transactional leadership styles of school principals and teachers' organizational commitment have been rarely investigated in the educational context in Vietnam. This study aimed to determine how transformational and transactional leadership styles influence the organizational commitment of Vietnamese high school teachers. The study employed two standardized surveys to collect data from 387 teachers at 24 public high schools in the Mekong Delta of Vietnam. The results of correlation coefficient analyses indicated that teachers' organizational commitment was positively influenced by transformational leadership and negatively influenced by transactional leadership. In addition, the results of multiple regression analyses showed that the organizational commitment of teachers was predicted by all components of both leadership styles of principals. The present study suggested that school leaders might combine both transformational and transactional leadership styles in their leadership practices to improve teachers' organizational commitment. [ABSTRACT FROM AUTHOR]

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The Social Security Administrative Agency for Health (BPJS Health Agency),is a public state corporation, launched by the government to manage the Health Insurance program for all Indonesian people, is until now, in the midst covering the health care for millions of people in Indonesia, sadly facing financial deficit every year.And it causes BPJS Health Agency to receive sharp scrutiny from all parties, starting with the government, hospitals, and the people of Indonesia. This attracted the attention of the writer to attempt a research on how the performance of BPJS Health Agency employees is, in its conditionwith financial deficit each year,what factors that influence the performance of BPJS Health Agency employees,and last,writer also interested in analysing the differences in employee performances based on age and gender using the PLS Multi-Group Analysis (MGA) method. The quantitative method that is used in this studyis being applied with 156 BPJS Healt Agency employees as respondents. The result of the research presents following findings such as; Transformational Leadership has a direct positive effect on Good Corporate Governance; Organizational Culture has a direct positive effect on Good Corporate Governance, and Good Corporate Governance has a direct positive effect on Employee Performance, also Organizational Commitment as a moderate variablegives the effect of Good Corporate Governance on Employee Performance as positive and significant. While the result of MGA analysis based on age,is that, there is no significant difference in the coefficient of the effect of Good Corporate Governance on Good Employee Performance between the age 30 year and under (≤30 THN) and those whom over 30 years (>30 THN). The following result of the MGA analysis based on gender is; there is a significant difference in the coefficient of the effect of GoodCorporateGovernance on GoodEmployeePerformance (Y) between female and male. [ABSTRACT FROM AUTHOR]

This study aimed at testing the influence of organizational culture, transformational leadership, and personality on organizational commitment, with job satisfaction as the intervening variable. This study employed a quantitative method with path analysis technique and SITOREM (Scientific Identification Theory to Conduct Operation Research in Education Management) analysis. The study was carried out in a Private Madrasah Aliyah, East Jakarta, with hundred and forty (140) full-time teachers of the institution as the samples. Data were collected through questionnaires. The result of the study shows that there is a positive and significant direct influence of organizational culture on organizational commitment; transformational leadership on organizational commitment; personality on organizational commitment; job satisfaction on organizational commitment; organizational culture on job satisfaction; transformational leadership on job satisfaction and personality on job satisfaction. On the other hand, the study revealed that organizational culture does not significantly influence organizational commitment through job satisfaction; transformational leadership does not significantly influence organizational commitment through job satisfaction; and personality does not significantly influence organizational commitment through job satisfaction. From the result of the SITOREM analysis, seven (7) indicators of priority that requires handling were obtained. This study recommends that the institutions should improve their policies so that the level of teachers’ commitment is increased.

Purpose: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach: This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings: This study using respondent data from Pakistan sets out to demystify the relationship between role stress, transformational leadership, job burnout, and organizational commitment. The results include that more role stress caused lower organizational commitment and vice versa. And, interestingly, the presence of a transformational leader in a person's work life is at least a partial antidote to stress-induced burnout occurring. The findings support advice that managers can help avoid an escalation to their people burning out by proactively identifying and resolving unclear role boundaries, overbearing workloads, and conflict among colleagues. Poor, harmful leadership should also be addressed properly and early. Originality/value: The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format. [ABSTRACT FROM AUTHOR]

The Ministry of Social Affairs of the Republic of Indonesia has a very heavy responsibility in ensuring that the Child Welfare Institution (LKSA) can carry out the mandate of the Law in implementing the process of caring for neglected children. This paper aims to evaluate the impact and analyze the influence of transformational leadership against organizational performance, mediated by organizational learning, organizational commitment, and organizational culture, altruism as the moderator. This study was conducted using the Partial Least Square method in analyzing the behavior of the highest Leadership of the Child Welfare Institution (LKSA) of the Ministry of Social Affairs of the Republic of Indonesia, with a sample of 185 A-accredited institutions throughout Indonesia. The results of the study indicate that several factors affect the process of evaluating organizational performance. First, LKSAs need to improve the quality of their organizational performance in accordance with the requirements of the Ministry of Social Affairs consistently and sustainably in carrying out the fulfillment of service quality standards. The contribution of novelty in this study is that the variable organizational commitment cannot improve organizational performance. This means that the consistency of the implementation of organizational commitment has no effect when the highest leadership cannot carry out the sustainability of the standards that have been prepared with difficulty. But on the other hand, transformational leadership can maximize organizational performance. [ABSTRACT FROM AUTHOR]

Theresearch objective to be achieved is to build an empirical model that can improve the Organizational Citizenship Behavior (OCB) of the State Civil Apparatus (ASN) of the Millennial generation through analysis of the Influence of Organizational Culture and Transformational Leadership on Organizational Citizenship Behavior (OCB) mediated organizational commitment and work satisfaction in the State Civil Apparatus (ASN) of the Millennial generation at the Ministry of Manpower of the Republic of Indonesia, Jakarta. The sampling technique that the researchers used was Proportionate Stratified Random Sampling. In this study, the number of State Civil Apparatus (ASN) from the Millennial generation who were sampled was 270 people from 833 people who worked at the Ministry of Manpower of the Republic of Indonesia, Jakarta. The procedure used in the development and testing of models and data processing is the structural equation model (SEM). The data were analyzed using the statistical software Lisrel 8.0. This research resulted in the finding that Organizational Culture, Transformational Leadership affect Organizational Citizenship Behavior (OCB), while Organizational Commitment and Job Satisfaction affect Organizational Citizenship Behavior (OCB). Other results show organizational commitment is able to mediate the indirect influence of Organizational Culture and Transformational Leadership on Organizational Citizenship Behavior (OCB). Likewise, Work Satisfaction is able to mediate the indirect influence of Organizational Culture and Transformational Leadership on Organizational Citizenship Behavior (OCB) [ABSTRACT FROM AUTHOR]

This study examines the effects of transformational leadership, affective organizational commitment, and job satisfaction on employee performance. This study employs explanatory research with a quantitative approach. The population in this study consisted of all employees who had worked for a civil consulting partnership company for more than one year, for a total of 1008 employees. Purposive sampling was used in this study. The study used 285 samples. Surveys and documentation were used to collect data, and the instrument was tested using a Likert scale. The data were analyzed using structural equation modeling (SEM-PLS). The results of this study indicate that transformational leadership, job satisfaction, and organizational commitment can all improve employee performance. Additionally, transformational leadership can directly boost organizational commitment and job satisfaction. Job satisfaction and organizational commitment can also improve employee performance. The findings of this study suggest that managers and business owners with family businesses in civil consulting services can increase transformational leadership to improve employee performance. [ABSTRACT FROM AUTHOR]