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In the current study, the structural and external validity of data derived from two shorter versions of the Multidimensional Assessment of Teamwork in Sport (MATS) were examined using multilevel analyses. Evidence of model–data fit was shown for both a 5-factor model comprising 19 items (with subscales assessing teamwork preparation, execution, evaluation, adjustments, and management of team maintenance) and a single-factor model comprising five items (providing a global estimate of teamwork). In general, data from both versions were positively and significantly correlated with (and distinct from) athletes' perceptions of team cohesion, collective efficacy, performance satisfaction, enjoyment in their sport, and commitment to their team and their coaches' transformational leadership. The measures appear well suited to detect between-teams differences, as evidenced by intraclass correlation coefficients and acceptable reliability estimates of team-level scores. In summary, the 19-item Multidimensional Assessment of Teamwork in Sport-Short and five-item Multidimensional Assessment of Teamwork in Sport-Global provide conceptually and psychometrically sound questionnaires to briefly measure teamwork in sport. [ABSTRACT FROM AUTHOR]

Objective: Transformational leadership benefits both patients and staff. The objective of this scoping review was to explore personal and organisational attributes that support transformational leadership in acute health care. Methods: A scoping review was undertaken using Cumulative Index to Nursing and Allied Health Literature (CINAHL) Complete, Medline Complete, PsycInfo and Emerald Insight databases. Search terms were related to transformational leadership and acute care hospitals. Results: A total of 18 studies were included: 14 reported personal attributes and 8 reported organisational attributes supporting transformational leadership. The most common personal attributes were manager educational preparation (n = 5), years of management experience (n = 4), age (n = 3) and emotional intelligence (n = 3). The most common organisational attributes reported were larger organisational size (n = 2) and culture (n = 2). Personal (manager) attributes were synthesised into the following categories: demographics, role characteristics, leadership preparation and traits. Organisational attributes were categorised as manager support, organisational characteristics and organisational processes. Conclusions: Despite the beneficial outcomes of transformational leadership for patients, staff and organisations, the personal and organisational attributes supporting transformation leadership are not well understood. What is known about the topic? Transformational leadership has clear benefits for patients, staff and organisations. What does this paper add? The personal and organisational attributes supporting transformation leadership are not well understood. What are the implications for practitioners? Transformational leadership was unrelated to gender or years of experience but was strongly associated with manager educational preparation and emotional intelligence. [ABSTRACT FROM AUTHOR]

To fully understand the transformative leadership potential inherent in the entrepreneurial practices of migrant entrepreneurs, it is crucial for readers of this study to go beyond the common stereotypes of instability and economic survival often associated with migrant entrepreneurship. This study employs interpretive constructivism to investigate transformational leadership identities and practices shared by 16 Romanian immigrant entrepreneurs in London on Facebook and via semi-structured interviews. The participants shared their practices as transformational leaders within their communities and in broader British society. This study draws on theories of Social Identity and self-efficacy (Tajfel & Turner, 1979) and Leader-Follower (Graen & Cashman, 1975) to enhance our comprehension of how entrepreneurs enacted idealised influence, inspirational motivation, intellectual stimulation, and individualised consideration to motivate and inspire stakeholders towards a broader focus on social positive impact rather than solely economic outcomes. This study focuses on Romanian immigrant entrepreneurs and contributes to the interdisciplinary understanding of transformational leadership through entrepreneurship. It facilitates the shift from belief-driven policies to evidence-driven policies that promote and support the inclusivity of entrepreneurs and leaders. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine the role of green transformational leadership (TL) that influences green product and process innovation. More specifically, drawing together from leadership and capability-based view, the present study views green dynamic capabilities (GDCs) as an important underlying mediating mechanism through which green TL prompts green innovation. It also examines the moderating role of environmental dynamism between green TL and GDCs. Data were collected from manufacturing SMEs using the convenience sampling technique at two points in time. PLS-SEM was utilised to perform the analysis. The results demonstrate that green TL has a significant direct and positive association with green product and process innovation. The results also show a positive effect of green TL on GDCs, and GDCs in turn promote green innovation. Furthermore, these findings suggest that environmental dynamism plays moderating role in the relationship between green TL and GDCs, which implies that green TL is more effective in determining GDCs under high environmental dynamism. The study contributes to theoretical and practical knowledge by elucidating the relationships among green TL and green product and process innovation, underscoring areas of managerial development that can affect sustainable product and process innovation, specifically in manufacturing SMEs industry. [ABSTRACT FROM AUTHOR]

Researchers have yet to adequately identify the hierarchical structure and nature of servant leadership, and there are an excessive number of models and measures that take varying perspectives. Although the servant leadership style has been shown to be non-redundant with the dominant transformational leadership style, the lack of an understanding of its structure hinders both theoretical work and the cumulation of research findings. This study identifies the hierarchical structure of servant leadership using Goldberg's "bass ackwards" approach on data from a survey administered to 1248 respondents that included the four principal measures of servant leadership. Our results make a theoretical contribution by highlighting the distinction between a follower orientation and a community orientation among servant leaders. Furthermore, this follower orientation can be either task-oriented or person-oriented. By identifying the hierarchical structure of servant leadership, our analysis suggests new insights into what distinguishes and drives servant leaders, thereby, contributing to this important stream of leadership research. [ABSTRACT FROM AUTHOR]

The study aimed to identify the impact of Transformational Leadership (TL) on the Quality of Work Life (QWL), and to determine the practiced level of TL, and the certain level of QWL among employees of Yemeni pharmaceutical manufacturing companies. To achieve these objectives, the descriptive analytical method was adopted, and a questionnaire tool was developed as the tool of collecting primary data from the study population, which included (2200) employees. The questionnaire was distributed to a sample of (327) employees was selected using proportional stratified random sampling method, where (327) questionnaires were distributed, from which (302) questionnaires were retrieved, and (292) questionnaires were valid for analysis. The data were analyzed with the help of SPSS 21, and the study findings revealed that there is a statistically significant impact of TL in all of TL dimensions on the QWL among the employees of the study population, as the ideal influence and inspirational motivation dimensions of TL have the highest impact on the QWL, followed by intellectual stimulation and individual considerations dimensions with equal influence. The findings also showed that the certain level of QWL among the employees was moderate, as the level of occupational safety and health dimension was achieved with a high degree, while the rest of QWL dimensions have obtained medium scores. The study also revealed that the practiced level of TL was moderate in all of its dimensions at the study companies. Based on the findings, the study recommends the leaders of Yemeni pharmaceutical manufacturing companies to adopt the TL style, as it is one of the modern leadership styles that contributes to more achievement of QWL. [ABSTRACT FROM AUTHOR]

Drawing from transformational leadership (TFL) theory and research on contextual leadership, we examined a conditional process model of leadership in nursing teams to predict patient loyalty. Using TFL's individualized consideration dimension as a salient facet of the construct in care services, we first posited that nurses' team affective commitment would partially mediate the impact of nurse leadership. We further conceptualized nurse–physician collaboration, organizational formalization and task feedback as discrete contexts that may curb the influence of head nurses' individualized consideration. In a three‐wave, multisource and multilevel study, we surveyed 654 nurses and 1770 patients from 91 hospital units. We found that team‐level head nurses' individualized consideration positively and partially related to patient loyalty through nurses' team commitment and that higher levels of nurse–physician collaboration, organizational formalization and task feedback were associated with reduced influence of individualized consideration on team commitment and patient loyalty. We discuss the implications of these findings for advancing theory and research on TFL and contextual factors of leadership. [ABSTRACT FROM AUTHOR]

A great leadership is imperative for organization wanted to achieve their goals. Transformational leaders will transform and to realize performance outcomes who is able to motivate, inspires and create a commitment with their followers. This study’s aims to have better understanding the influence of transformational leadership on employee performance, by investigating the mediating role of talent management and intention to stay. The research uses SPSS.25 to correlate between each indicator score with the total construct score to determine. To test the hypothesis and cause and effect depiction’s using AMOS software using Structure Equation Model (SEM) to see both, the direct and undirect correlation between indicators. The sample was 200 public servant working in government agencies located in Jakarta using online surveys with non-contrived setting in cross sectional survey design. The results indicate transformational leadership has a significant positive influence on employee performance as talent management and intention to stay as a mediator. Government agencies are improving their human capital management strategies, as they realize that it leads to increase in productivity, innovation, improved rates of participation which all contribute to society welfare and economy. This study should be able to stress the importance factors of transformational leadership in implementation of talent management, and how intention to stay effects performance of the employee. Transformational leadership has been around over decades, but there is remains a lack of comprehensive studies regarding the influence of talent management and intention to stay and provide different perspective for governments in implementing talent management strategies. [ABSTRACT FROM AUTHOR]

This research examines the relationship between three leadership types exhibited by principals (instructional, distributed, and transformational leadership) and teacher academic optimism in order to reveal the differential effects of these leadership models on teachers' perceived academic optimism. The participants of the study included 225 elementary school teachers working at 20 schools across two provinces of Turkey. Several multiple regression models with OLS assumptions were employed in the analysis of the data. The results showed that all three leadership types were significantly related to teachers' academic optimism, yet distributed leadership explained the largest proportion of the total variation. When other leadership types were controlled, only distributed leadership emerged as a significant predictor of teacher academic optimism. [ABSTRACT FROM AUTHOR]

OBJECTIVE To investigate the effect of leadership styles on strategic leadership, as well as the integration and commitment to a change plan within a hospital environment. METHOD A quantitative study was conducted to measure the impact of leadership styles on the following factors: (a) strategic leadership, (b) integration of change, and (c) commitment to change. The research sample consisted of 280 employees working in general hospitals located in the area of Thessalia, Greece. The questionnaire used included several tools to measure the variables mentioned above. RESULTS The research revealed that the transformational leadership style's idealized influence and inspirational motivation characteristics were the most frequently adopted, while the passive laissez-faire style was the least utilized. Furthermore, the findings of this study showed a positive connection between both transactional and transformational leadership styles with the factors of strategic leadership, integration of change, and commitment to change. In contrast, the laissezfaire style exhibited a negative relationship with the variables of strategic leadership, integration of change, and commitment to change. CONCLUSIONS Effective leadership plays a crucial role in managing a health institute and successfully implementing a strategic organizational change plan. The commitment and integration of healthcare employees are essential assets for the successful execution of organizational change. [ABSTRACT FROM AUTHOR]

The present article describes the main qualities and strategies of the school's Principal leadership in a school in the region of Ñuble, Chile. The analysis of the case study is carried out by using a qualitative methodology with an interpretative approach, by means of the conduction and analysis of 12 interviews and 1 focus group to different actors of the educational community. Based on the methodology proposed by the International Successful School Principalship Project (ISSPP), we address the challenges posed in the context of school management, the contributions of the school management team, the integration of students coming from different social and cultural backgrounds, and the raising of achievement levels in the school. The study concludes that the qualities and strategies that characterize the school leadership evidence a successful leadership, as demonstrated by the integration of the three types of leadership: transformational, distributed, and pedagogical. [ABSTRACT FROM AUTHOR]

Previous research has highlighted positive associations between teacher transformational leadership and student enjoyment in school. However, there is a dearth of evidence regarding the mediating effect that motivational orientation has on the relationships between transformational leadership and enjoyment in physical education classes. Given that an affinity for physical education fosters healthy behaviors among adolescents outside of school, this study explores the relationships between teachers' transformational leadership style and enjoyment experienced by students in physical education, examining the mediating role played by motivational orientation in these relationships. A total sample of 478 adolescents aged 13 to 18 years (mean = 14.55; standard deviation = 1.11) participated. To assess the study variables, the Transformational Teaching Questionnaire, the Task and Ego Orientation in Sports Questionnaire, and the Sport Satisfaction Instrument in Physical Education were used. The findings from the applied structural equation model revealed a significant and positive relationship between teachers' transformational leadership style and students' perceived satisfaction, while negative relationships were observed with feelings of boredom. Additionally, positive connections were established between task orientation and enjoyment, along with negative associations with boredom. Indirect effects were also found between a transformational leadership style and both enjoyment and boredom, mediated by the variable task motivational orientation. These results underscore the importance of evaluating both students' motivational factors and their perceptions of teachers, since they may interact with each other to determine their school satisfaction. Consequently, teachers may need to modify their behavior to improve their interactions with students and increase the chances of adherence to physical activity. [ABSTRACT FROM AUTHOR]

This study explored the mediation role of follower organization‐based self‐esteem (OBSE) and the moderation role of workplace friendship in the relationship between transformational leadership and follower qualitative job insecurity. We adopted a three‐wave longitudinal design and collected survey data from 142 Chilean employees. Cross‐lagged mediation panel analysis indicated that transformational leadership had a lagged effect on follower OBSE, which, in turn, had a lagged effect on follower qualitative job insecurity. Further, follower workplace friendship moderated the effect of transformational leadership on follower OBSE such that transformational leadership only promoted follower OBSE when followers had high workplace friendship but did not significantly moderate the indirect effect of transformational leadership on follower qualitative job insecurity via OBSE. Integrating the leadership literature with the job insecurity literature, our study takes the first attempt to explore how, why, and when transformational leadership may influence follower qualitative job insecurity. [ABSTRACT FROM AUTHOR]

This study examines how teachers' perceptions of academic emphasis moderate the relationship between their middle leaders' transformational leadership and organizational resilience subdimensions (principal organizational resilience and faculty organizational resilience). Academic emphasis in schools prioritizes academic excellence in teaching and is crucial in evaluating school effectiveness. The study used a two‐source survey design with self‐report data from 609 participants in 103 secondary schools in Israel. The results indicate that academic emphasis moderates the relationship between transformational leadership's sub‐dimensions (idealized influence, inspirational motivation, individualized consideration and intellectual stimulation) and principal organizational resilience but not faculty organizational resilience. The findings suggest that middle leaders can create a positive academic emphasis to optimize their transformational leadership's effects on organizational resilience. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Background: Budget constraints, staff shortages and high workloads pose challenges for German hospitals. Magnet® and Pathway® are concepts for implementing organization-wide change and redesigning work environments. There is limited research on the key elements that characterize nurse leaders driving the implementation of Magnet®/Pathway® principles outside the U.S. We explored the key attributes of nurse leaders driving organization-wide change through Magnet®/Pathway® principles in German hospitals. Methods: Using a qualitative study design, semi-structured interviews (n = 18) were conducted with nurse leaders, managers, and clinicians, in five German hospitals known as having started implementing Magnet® or Pathway® principles. The interviews were recorded and transcribed verbatim. Data were analyzed in Atlas.ti using content analysis. For the analysis, a category system was created using a deductive-inductive approach. Results: Five leadership attributes and eleven sub-attributes were identified as main themes and sub-themes: Visionary leaders who possess and communicate a strong vision and serve as role models to inspire change. Strategic leaders who focus on strategic planning and securing top management support. Supportive leaders who empower, emphasizing employee motivation, individualized support, and team collaboration. Stamina highlights courage, assertiveness, and resilience in the face of challenges. Finally, agility which addresses a leader's presence, accessibility, and rapid responsiveness, fostering adaptability. Conclusions: The study demonstrates leadership attributes explicitly focusing on instigating and driving organization-wide change through Magnet®/Pathway® principles in five German hospitals. The findings suggest a need for comprehensive preparation and ongoing development of nurse leaders aimed at establishing and sustaining a positive hospital work environment. [ABSTRACT FROM AUTHOR]

The purpose of this study was to examine the effect of perceived organisational policies (POPs) on knowledge management (KM) with regard to the moderating role of transformational leadership (TL) and librarians' professional commitment. The study was conducted in three stages. First, the research moderating variables were chosen through an explorative study and surveying the librarians. Following the design of the theoretical model, the Delphi method was employed to validate it. Finally, the model was tested with a sample of 205 librarians working at Iranian state universities. To examine the causal relationships between the research instrument variables, the structural equation modelling technique and Smart PLS software were used. The results of the study revealed that POP was moderated through TL and the librarians' professional commitment and affected the processes of knowledge acquisition and identification, knowledge generation and sharing, and knowledge application. The results, further, confirmed the strong effect of POP on professional commitment and the effect of TL on KM. The findings indicate that moderating the negative effects of POP in academic libraries could pave the way for the improvement of librarians' job performance. To date, no empirical investigations have examined the effect of POP on KM in libraries with regard to the moderating role of TL and the librarians' professional commitment. This study is assumed to fill this gap. [ABSTRACT FROM AUTHOR]

The role of transformational leadership is vital in engaging employees to perform for the betterment of organization. This study intends to predict hospitality industry frontline managers work engagement, innovative work behavior, sustainable employability, and organizational citizenship behavior. Limited empirical research conducted on these behaviors in the context of hospitality industry. Two hundred and nine frontline managers of four and five-star hotels in six tourists' city of Pakistan participated. The study results revealed that transformational leadership has positive influence on managers' work engagement. Further, work engagement significantly mediates the relationship between transformational leadership and innovative work behavior, sustainable employability, and organizational citizenship behavior. [ABSTRACT FROM AUTHOR]

The primary purpose of this study is to map the temporal impact of a transformational leadership development intervention on leaders' awareness in the two public universities. Deans and heads from the two universities were involved in a six-week-long intervention. To study the short-term impact, an evaluation was conducted three months after the initial intervention with leaders of University A, and one year later, the next evaluation was conducted with leaders from University B to study the long-term impact. Semi-structured interviews and a case study method were adopted for data collection, and content analysis was carried out to identify indicators of awareness levels in leadership behaviours. Compared to the immediate post-intervention evaluation results, awareness levels decreased, but the results were still sufficiently robust compared to the baseline awareness levels measured in a control group. Implications and recommendations for future research will be discussed. [ABSTRACT FROM AUTHOR]

The U.S. Military Academy at West Point is widely considered the premier leader development institution in the United States. Since first admitting women in 1976, few studies have examined factors that may influence female cadets to perform as leaders in this environment. The present study analyzed archival data collected during a unique longitudinal study of leader development conducted at West Point during the years 1993–2000, the Baseline Officer Leader Development Study (BOLDS). Personality hardiness, transformational and transactional leadership styles were evaluated as potential predictors of performance as leaders, according to supervisor ratings. Regression results showed that female cadets excel as leaders, outperforming male cadets as a group. Hardiness and transformational leadership style predicted leader performance for both male and female cadets. Additional analyses indicated it is the transformational leadership element of "charismatic" (or idealized influence) leadership that accounts for this finding. The transactional component "management by exception‐active" also predicted leader performance, but for male cadets only. This study confirms that hardiness and charismatic leadership style are important for leadership performance of both male and female cadets. For male cadets, leader performance was also tied to actively identifying and addressing failures in subordinates. Leader development programs for both men and women may thus be enhanced by including programs to develop personality hardiness and transformational leadership qualities. [ABSTRACT FROM AUTHOR]

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 explored the underlying mechanisms and boundary conditions of the relationship between transformational leadership and teacher burnout. Specifically, it investigated the mediating role of teacher self-efficacy and the moderating role of teacher emotional intelligence (EI) in this relationship. Data from 539 primary and secondary school teachers were analyzed using Structural Equation Model and hierarchical regression. The results indicate that transformational leadership predicted teacher burnout negatively, self-efficacy mediated the association of transformational leadership with burnout partially, and EI strengthened the association between transformational leadership and burnout. This study has important theoretical and managerial implications as it deepens the understanding of the association between transformational leadership and burnout in the educational field and provides practical suggestions on how to relieve teacher burnout in the school context. [ABSTRACT FROM AUTHOR]

This study is to examine the direct influence of transformational leadership on employee performance and the indirect influence of transformational leadership on employee performance through work motivation and organizational culture. Empirical studied were conducted at Retail Companies in Tasikmalaya City. Sampling was carried out using a simple random sampling technique with a total sample of 326 samples who were active employees at Retail Companies in Tasikmalaya City. The instrument of this study is a statement questionnaire with a Likert scale. Data analysis techniques used Structural Equation Modeling with Smart PLS applications. The research results showed 1) Transformational leadership, work motivation, organizational culture and employee performance are within good criteria. 2) Transformational leadership and work motivation have a positive effect on employee performance, but organizational culture has no effect on employee performance. 3) Transformational leadership has a positive effect on employee performance through work motivation as a mediating variable, in other words work motivation plays a positive role in mediating the influence of transformational leadership on employee performance. 4) Transformational leadership has no effect on employee performance through organizational culture as a mediating variable, in other words organizational culture does not play a role in mediating the influence of transformational leadership on employee performance. [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]

The purpose of this paper is to examine whether faculties' affective professional commitment mediates the relationship between transformational leadership behaviors of university management, perceived organizational support, and faculties' institutional citizenship behavior. Data were collected through a self-administered questionnaire from a total of 220 full-time academicians teaching in Debre Berhan University of Ethiopia. The mediating role of affective professional commitment in promoting faculties' institutional citizenship behaviors has been overlooked in the existing literature and this paper is original. Particularly in developing countries like Ethiopia, this investigation brings a paramount contribution to curtailing the resignation of academic staff. [ABSTRACT FROM AUTHOR]

Academic advisors hold a crucial leadership role on campus, embodying servant and transformational leadership styles in their interactions with students. Through their selfless commitment, they prioritize students' success by offering guidance, support, and resources tailored to individual needs. They serve as mentors, advocates, and motivators, helping students navigate challenges, set goals, and realize their academic and personal potential. Beyond their direct support for students, advisors also contribute significantly to institutional development. Their expertise and insights inform the creation of student-centered policies and practices, fostering a campus environment that promotes inclusivity and success for all. By advocating for innovative solutions and collaborating with stakeholders across campus, advisors play a vital role in shaping the direction and sustainability of their institutions. [ABSTRACT FROM AUTHOR]

This study explored how green transformational leadership, green organizational identity, and green innovation affect performance. It also looked at the role of green organizational identity in mediating the relationship between green transformational leadership and green innovation, as well as the role of green innovation in mediating the relationship between green organizational leadership and performance. PLS–SEM was used to analyze 885 responses collected from Egyptian travel agency Category A employees. The results highlighted a significant and positive effect of green transformational leadership on green organizational identity, innovation, and performance. As well, the results depicted that green organizational identity affects significantly both green innovation and performance. The results also revealed that green organizational identity plays a partial mediating role in the relationship between green transformational leadership and innovation. Moreover, the results clarified that green innovation plays a partial mediating role in the relationship between green transformational leadership and performance. The study contributes to the theoretical understanding of green transformational leadership and performance in the tourism and hospitality industries. In practice, the study includes suggestions to managers in the tourism and hospitality industries on how to improve green innovation and performance through green transformational leadership. Limitations and future research directions were outlined. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine whether leadership style affects the professional satisfaction of employees in the field of hospitality and specifically in luxury hotels in Greece. A quantity survey was conducted measuring the characteristics and behavior of leaders, and employee satisfaction. The originality of the article derives from the thorough study of the individual forms of leadership's effect on job satisfaction in Greek luxury hotels, presenting existing organizational data during a strenuous period of pandemic and financial crisis leading to significant changes in the internal and external environment of hotel companies. [ABSTRACT FROM AUTHOR]

In this case study, we use two complementary frameworks, Kotter's (1996, 2014) change model and Torres' (2019, 2021) Transformational Resistant Leadership theory, to analyze institutional change processes and activist leaders' actions that laid the groundwork for a Latinx mentoring program at a Predominantly white 1 Institution (PwI). Our investigation revealed the importance of critically analyzing societal forces, recognizing causes of systemic institutional change, and theoretically grounding insights of successful efforts to disrupt systemic racism. Our study offers a guide for PwIs and illustrates how faculty, administrators, and communities of color collaboratively engage to enact institutional change. [ABSTRACT FROM AUTHOR]

Background: Theory and correlational research indicate organizational leadership and climate are important for successful implementation of evidence-based practices (EBPs) in healthcare settings; however, experimental evidence is lacking. We addressed this gap using data from the WISDOM (Working to Implement and Sustain Digital Outcome Measures) hybrid type III effectiveness-implementation trial. Primary outcomes from WISDOM indicated the Leadership and Organizational Change for Implementation (LOCI) strategy improved fidelity to measurement-based care (MBC) in youth mental health services. In this study, we tested LOCI's hypothesized mechanisms of change, namely: (1) LOCI will improve implementation and transformational leadership, which in turn will (2) mediate LOCI's effect on implementation climate, which in turn will (3) mediate LOCI's effect on MBC fidelity. Methods: Twenty-one outpatient mental health clinics serving youth were randomly assigned to LOCI plus MBC training and technical assistance or MBC training and technical assistance only. Clinicians rated their leaders' implementation leadership, transformational leadership, and clinic implementation climate for MBC at five time points (baseline, 4-, 8-, 12-, and 18-months post-baseline). MBC fidelity was assessed using electronic metadata for youth outpatients who initiated treatment in the 12 months following MBC training. Hypotheses were tested using longitudinal mixed-effects models and multilevel mediation analyses. Results: LOCI significantly improved implementation leadership and implementation climate from baseline to follow-up at 4-, 8-, 12-, and 18-month post-baseline (all ps <.01), producing large effects (range of ds = 0.76 to 1.34). LOCI's effects on transformational leadership were small at 4 months (d = 0.31, p =.019) and nonsignificant thereafter (ps >.05). LOCI's improvement of clinic implementation climate from baseline to 12 months was mediated by improvement in implementation leadership from baseline to 4 months (proportion mediated [pm] = 0.82, p =.004). Transformational leadership did not mediate LOCI's effect on implementation climate (p = 0.136). Improvement in clinic implementation climate from baseline to 12 months mediated LOCI's effect on MBC fidelity during the same period (pm = 0.71, p =.045). Conclusions: LOCI improved MBC fidelity in youth mental health services by improving clinic implementation climate, which was itself improved by increased implementation leadership. Fidelity to EBPs in healthcare settings can be improved by developing organizational leaders and strong implementation climates. Trial registration: ClinicalTrials.gov identifier: NCT04096274. Registered September 18, 2019. [ABSTRACT FROM AUTHOR]

This study aims to examine the relationship among motivation for joining an educational leadership training programme (MOT), perceived skills (PS), and perceived changes in transformational leadership (PCTFL) in educational leadership training. The study drew on survey data from 761 participants who were associated with a leadership development programme under an EU‐China cooperation project. The conceptual model was tested by structural equation modelling (SEM) by the Mplus programme. MOT and PCTFL were measured, respectively, by second‐order factor structure assessments due to their multi‐dimensional nature. The findings of the study suggest that motivation positively influences perceived changes in transformational leadership, and this relationship is positively mediated by perceived skills as learning gains in educational leadership training. The study provides novel empirical evidence on motivation that leads to transformational leadership changes in leadership training programmes. Policymakers and other key stakeholders can use these findings to gain a deeper understanding of the success of projects and encourage academic members to participate in leadership training programmes to improve transformational leadership. [ABSTRACT FROM AUTHOR]

Aims Background Methods Results Discussion Implications for nursing and nursing policy This study investigated the impact of nurse managers' transformational leadership on the subjective career success of staff nurses, particularly through exploring potential variations in this relationship based on nurses' positive psychological capital.Amid a challenging nursing environment, nurses' perceptions of career success affect their individual psychological satisfaction and improve work performance. Human resource strategies often include factors for workers’ subjective career success, e.g., managers’ transformational leadership and individual‐level positive psychological capital.This cross‐sectional study collected survey data in 2021 from 348 staff nurses in 40 wards of a Korean tertiary hospital. The survey instruments included the Transformational Leadership tool, the Subjective Career Success Inventory, and the Psychological Capital Questionnaire. Multilevel hierarchical regression analysis and a simple slope test were used to examine moderating effects. The STROBE checklist was used for reporting.Nurses reported significantly higher subjective career success when they worked in units where unit managers’ transformational leadership was greater. This relationship strengthened when nurses had high positive psychological capital.To enhance staff nurses’ perceptions of career success, both managers' transformational leadership and individual nurses' positivity should be emphasized in nursing practice and education.Comprehensive efforts to highlight managers’ transformational leadership and staff nurses’ positive psychological capital can enhance subjective career success, which in turn improve nurses' job performance and intention to stay. Nursing policymakers should value transformational leadership among managers so nurses can achieve their subjective goals. An organization‐wide institutional system should be developed so nurses can receive support to strengthen their positivity. Future research should include interventions to foster managers' leadership and nurses' positive capital. [ABSTRACT FROM AUTHOR]

Organizations play an important role in the continuity of a good work environment. This study aims to determine the types of leadership influence the innovative behavior of librarians in public libraries and innovation climate influences the innovative behavior of librarians in public libraries. This study using qualitative methods and was conducted in several public libraries in Indonesia. The respondents are the librarian in Malang City public Library, Gunung Kidul public Library, and Yogyakarta Special Region public Library. The research found that transformational leadership impact to librarian innovative behavior and innovation climate in Indonesia's public library. [ABSTRACT FROM AUTHOR]

In making important decisions, especially during times of crisis, it is likely that leadership style cannot be disregarded (Faeq & Ismael, 2022). This study aimed at determining the transformational leadership style of school administrators and its influence to the crisis management practices of CTU as a higher education institution utilizing quantitative research focusing on descriptive survey where it used a survey questionnaire in order to describe the demographic profile to the respondents, transformational leadership style of the school administrators and the effective implementation of crisis management. Respondents were chosen using the sample determination on Slovin formula. Data were collected using the adopted questionnaire from Donmez and Toker's (2017) and Crises Management Practices adopted from The change leader, Inc. (2007). It was revealed that age and gender are diverse, probationary employees are greater in number, new and rank and file employees dominates the workforce. Furthermore, transformational leadership styles are evident among administrators, and crisis management practices are well-implemented. Gender and civil status have no direct influence to the perceived transformational leadership styles, but age, employment status, length of service and current position does. Transformational leadership significantly influence crisis management practices in CTU-Tuburan. It can be concluded that sound decision can be made when leaders possess transformational leadership style. Hence, this calls for sustainability and consistency from the top management. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine the boundary conditions of transformational leadership, follower psychological capital, and their effects on follower mental health outcomes. Specifically, we utilize archival, multi-wave data from a military sample to examine whether the negative relationship between transformational leadership and adverse follower stress outcomes increases as the context shifts from a relatively safe environment to one in which follower lives are at risk. Additionally, psychological capital, a constellation of personal psychological resources, is also assessed to account for individual buffers against extreme stressors. Findings from the current study suggest that the negative relationship between transformational leadership and follower stress increases significantly when the context shifts to a high-risk, mortality-salient environment. [ABSTRACT FROM AUTHOR]

OBJECTIVE To determine the relationship of transformational leadership with the job satisfaction of the nursing staff working in different public hospitals in Thessaloniki, Greece, during the COVID-19 pandemic. METHOD The questionnaire was divided into three parts; the first was related to the collection of demographic data, the second included the Transformational Leadership Scale (TLS) and the third the Kuopio University Hospital Job Satisfaction Scale (KUHJSS). The survey was conducted using an anonymous questionnaire with closed-ended questions. The research sample consisted of 268/420 (response rate: 63.8%) nurses and was held from February till May 2021, in six public hospitals of Thessaloniki in Greece. The analysis of the collected data was performed through the Statistical Package for Social Sciences (SPSS), version 21.0. RESULTS The total average value of transformational leadership in nursing staff was 3.6±0.7, which indicated very good transformational nursing leadership, while in terms of job satisfaction, the average value of total satisfaction was 3.7±0.7, a fact which also indicated very good satisfaction. At the same time, the increase in the quality of care provided was associated with an increase in overall satisfaction, while the transformational leadership, in all its individual scales, was positively related to job satisfaction. More specifically, better transformational leadership in terms of individuality and performance was associated with increased satisfaction with leadership while better transformational leadership in terms of individuality, performance, and direction was associated with increased satisfaction overall. CONCLUSIONS The empowerment of nursing staff, the emphasis on the well-being of nurses and the increase of their job satisfaction through the application of transformational leadership should be a priority but also a challenge for every administration. [ABSTRACT FROM AUTHOR]

The objective of this study was to investigate the impact of emotional intelligence (EI) and the Big Five personality traits on the attainment of success in leadership positions within hospital administration. The researchers predicted the association between emotional intelligence (EI) and neuroticism, anticipating a negative link. Additionally, they projected a positive relationship between EI and the Big Five personality traits, specifically openness to experience, agreeableness, openness to new ideas, and extraversion. The primary objective of this study is to fill a void in the existing body of research by examining the relationship between personality, emotional intelligence (EI), and leadership effectiveness and performance. Our results indicate that the association between individual differences, leadership, and performance exist. This study did not examine the firm's performance metrics, but the disturbances' absorption of measurement errors in the endogenous regressors, which are independent of the exogenous, and minimize coefficient estimate biasesas as held by (Antonakakis et al., 2020). Individual predictors had a low to moderate effect on variation, but their aggregate influence accounted for 56% of transformational leadership variance and 26% of management leadership effectiveness variance. Our study supported merits consideration due to the implementation of controls such as age and managerial experience, the utilization of a longitudinal measure of effectiveness, and the mitigation of common method variance through the use of measures from different sources for predictors and criteria. [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 analysis of transformational leadership as a driver of the performance of large companies has been widely studied, while the same research on small companies with a focus on studies on culinary has not received much attention. Research on culinary business during the covid-19 pandemic aims to analyze the impact of transformational leadership on business performance through digital capability. This research uses a quantitative approach. The respondents of the study were the owners/managers of culinary businesses in Jakarta, the capital city of Indonesia. Data analysis was carried out with Structural Equation Model (SEM) With Partial Least Square (PLS). The results show that the direct influence of transformational leadership on performance is less than the influence of transformational leadership on performance through digital capabilities. This means that transformational leadership and and digital capability the two sides of the coin are inseparable [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 research examined the effects of principal transformational leadership on teachers' inclusive teaching behaviour, with a particular inquiry into the mediating effects of teachers' inclusive role identity and efficacy for inclusive practice, as informed by identity theory and social cognitive theory. Structural equation modelling with bootstrapping estimation was conducted using data from 712 teachers delivering inclusive teaching in primary or secondary schools in China. The results revealed the sequentially mediating mechanisms of teachers' inclusive role identity and efficacy underlying the principal transformational leadership effects on teachers' inclusive teaching behaviour. Research implications are also discussed. [ABSTRACT FROM AUTHOR]

Drawing on insights from the conservation of resources theory and the job demands–resources theory, our study investigates the association between two types of emotional labor—surface and deep acting—and the psychological well-being of firefighters. In addition, it investigates the moderating effect of transformational leadership within this context. To this end, this study utilizes ordinary least squares models to analyze survey data from 1453 firefighters in Gyeonggi-do, South Korea's largest province by population. The findings reveal a negative association between both types of emotional labor and the psychological well-being of firefighters. The study further demonstrates that transformational leadership mitigates the adverse effects of surface acting on psychological well-being. Our research indicates that transformational leadership plays a pivotal role in replenishing lost emotional resources, thereby enhancing the mental and emotional health of those engaged in demanding roles such as firefighting and emergency medical services. Accordingly, the study highlights a vital strategy for maintaining the psychological well-being of firefighters. [ABSTRACT FROM AUTHOR]

The role of leadership is very strategic and important for the achievement of the mission, vision and goals of an organization, is one of the motives that encourage humans to always investigate the intricacies associated with leadership. Transformational leadership basically encourages subordinates to do better Behavior demanded by today's organizations is not only in-role behavior but also extra- role behavior. Extra-role behavior is also called the Organizational itizenship Behavior.OCB is a term used to identify the employee behaviors that can be called a "good employee". If employees in the organization have OCB, efforts to control employee declined, since employees can control their own behavior or being able to choose the best behavior for the benefit of the organization. OCB will enhance transformational leadership because the good nature of OCB will influence the behavior of the leader. There is a significant influence ith the value of P = 0.00 between OCB and transformational leadership. This shows there is an increase in transformational leadership due to OCB behavior. [ABSTRACT FROM AUTHOR]

The long-term prosperity of a business depends heavily on innovation. Although many businesses have in-house R&D departments, the contribution of non-executive technical directors to innovation is often disregarded. The purpose of this study is to understand better the contribution of non-executive technical directors to corporate innovation. Semi-structured interviews with non-executive technical directors of different organizations were employed as a qualitative study strategy to collect data. The data was analyzed using a thematic approach to isolate common threads. According to the report, non-executive technical directors encourage creativity and new business ideas. The insights and technical knowledge they bring to the boardroom support the company's innovation strategy. Non-executive technical directors also serve as a link between the company's technical personnel and the board, ensuring that innovation projects are in line with the company's overall strategy. A company's innovation ecosystem must include non-executive technical directors. Their capacity to bridge the gap between the technical and business sides of the organization, as well as their technical experience and strategic thinking, make them invaluable to the company's innovation initiatives. Businesses that place a high priority on the position of non-executive technical directors in their strategic plan are more likely to have long-term success and development. [ABSTRACT FROM AUTHOR]

Performance problems are dynamic problems and will always experience changes, primarily related to developments in science and technology which will affect leadership styles and culture in the organization. Therefore, this research aims to find out the influence of leadership, organizational culture, and work environment on employee performance. The research method used in this study is to use an associative quantitative approach. Primary data in this study were questionnaires distributed to 41 District Office employees, while secondary data was taken from accountability reports and Singkep District reports in figures published by the BPS. The instrument in this study was a questionnaire made with a Likert scale. Then the data were analyzed descriptively and then tested the hypothesis with multiple linear regression and the coefficient of determination. The results of this study indicate that 0.033 <0.05, which means that transformational leadership has an effect on the performance of the sub-district office. Based on the research, the significance value between organizational culture and sub-district office performance is 0.338>0.05, indicating no influence between organizational culture and sub-district office performance. The results showed that the significance value between the work environment and the performance of the District Office was 0.000 <0.05 which indicated that there was an influence between the work environment on the performance of the Singkep District Office. In conclusion, transformational leadership, organizational culture, and work environment jointly influence the performance of Singkep District. [ABSTRACT FROM AUTHOR]

In the midst of the post Covid-19 pandemic, the challenges of the world of education continue to grow. In addition to facing technological advances, teachers also experience various changes in the learning process and learning curriculum. Thus, the involvement of a teacher is needed in order to make learning activities effective. This study aims to identify and analyze strategies and ways to increase employee engagement through strengthening transformational leadership and reward effectiveness in madrasah aliyah. Qualitative research methods are used by researchers with in-depth interview data collection techniques, literature studies and documentation. This research activity was in collaboration with ten teachers of private aliyah madrasahs, five teachers of state aliyah madrasahs, three heads of private aliyah madrasahs and two heads of state aliyah madrasahs. The results of this study show that the head of the madrasah strives to foster teacher engagement through transformational leadership by example, motivating teachers, encouraging the creativity of subordinates and developing harmonious relationships between superiors and subordinates as well as a more humane work environment. This condition is shown through the perspective of the head of the madrasa. This study concludes that growing madrasah teacher engagement is not easy. So it takes strengthening transformational leadership and reward effectiveness to encourage teacher engagement. [ABSTRACT FROM AUTHOR]

This study tested a moderated mediation model of transformational leadership's effects on teacher innovative practices, with teacher commitment as mediator and trust in principal as moderator. Implementing a cross-sectional survey design and using data from 611 teachers working in 56 schools in Turkey, we employed multilevel structural equation modelling with Bayesian estimation to estimate the structural links between our variables. The results provided evidence of the indirect effects of transformational leadership on teacher innovative practices through the significant mediator role of teacher commitment. We also found evidence that trust in principal acted as a significant moderator of the indirect effect of transformational leadership on teacher innovative practice through teacher commitment. This study adds nuanced evidence to the global literature by concluding that the effect of transformational leadership on teacher commitment and innovative practice is contingent upon the extent to which teachers trust their principals. We conclude with key implications for policy and practice. [ABSTRACT FROM AUTHOR]

Leadership styles have often been proven to support employees in performing their duties better and with more efficiency while enabling them to have extended organizational tenures. Staff nurses are an essential resource of hospitals to ensure proper administration and quality patient health care. The study aims to determine how transformational and authentic leadership styles affect the staff nurses' turnover intention in private hospitals. In addition, it also finds the moderating effect of perceived organizational support. An explanatory quantitative research design with a cross-sectional investigation and a stratified sampling strategy was used for the study. Data from 296 nurses from the eight chosen private hospitals in the Kingdom of Bahrain were gathered using a questionnaire with 24 items. Smart-PLS was employed to conduct PLS-SEM (partial least squares structural equation modeling) to measure direct and indirect effects. The result indicates that transformational, authentic leadership styles and perceived organizational support significantly negatively affect nurses' turnover intention. The study confirms the negative moderating effect of perceived organizational support between transformational leadership and turnover intention and the positive moderating effect of perceived organizational support between authentic leadership and turnover intention. Managers should concentrate on the leadership style to avoid its impact on turnover intention. By considering human resource practices such as communication and training strategies to cope with the negative effect of turnover intention, organizations can enhance employee engagement, improve job satisfaction, and foster a more stable and productive work environment. The present research revealed the adverse impact of turnover intention within hospitals by examining its association with leadership styles. The research made a significant contribution to the existing literature by delving into the impact of leadership styles on turnover intention, focusing on the moderating effect of perceived organizational support. The study's findings shed light on the intricate relationship between leadership practices and employee turnover, providing valuable insights for both scholars and practitioners in the field. The study used a cross-sectional design to collect data and ensured the absence of standard method variance. The research enhanced the social dominance theory (SDT) by examining how perceived organizational support moderates the relationship between leadership styles and turnover intention. [ABSTRACT FROM AUTHOR]