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The understanding of leadership which gives importance to green, that is, to the environment, today emerges as a green transformational leadership approach in the field of management and organization. The green transformational leadership approach is defined as a leadership model trying to protect the environment and providing the necessary behaviors along with the features which are covered by the transformational leadership approach. Green transformational leaders highlight the environmental values of the business, explain terms related to green business and aim to focus upon high-level environmental values. In the present study, it is probed to explain the meaning of green transformational leadership and how green behaviors of businesses make contribution to the environment and their performance and to contribute to the literature. Green transformational leadership is a leadership model which provides businesses an opportunity to solve problems related to their relationship and interaction with the environment and their impact upon economic performance. Namely, a transformational leader with green values motivates the followers and aims to provide organizational development by focusing on the issues which are beneficial to the organizational environment. Through the present study, it has been tried to draw a conceptual framework about green leadership and in this way make a contribution to the present literature. Although further studies on green transformational leadership which contributes to the emergence of green values are needed in the literature, it is thought that the present study, which aims to make a contribution to the literature theoretically, can shed light on related empirical studies. [ABSTRACT FROM AUTHOR]

Meaningful work is a psychological state related to the meaning and purpose of positive work, so that individuals feel that their work is important and can produce great benefits. Meaningful work is an important discussion in the industrial and organizational sector, because of its big impact on achieving organizational goals. It is necessary to know what are the antecedents of a job’s meaningfulness. This scoping review to analyze 31 international journals and present literature on the antecedents of meaningful work. After the review process, 29 antecedents were found that relate to and influence meaningful work. The review results show that the most common antecedents found are job crafting (12%), Corporate Social Responsibility (CSR) (10%), ethical leadership (7%), authentic leadership (7%), transformational leadership (5%), person job fit (5%), and others (2%). [ABSTRACT FROM AUTHOR]

Transformational and transactional leadership behaviours of healthcare managers have a positive impact on employee job satisfaction and commitment, ultimately improving patient care quality. The most efficient way to develop leadership behaviour in managers is to teach emotional intelligence skills simultaneously. Training programmes are more effective when preceded by a com - petency assessment. The aim of the research was to determine the relationship between employees' perceptions of the transformational and transactional leadership behaviours and emotional intelligence of managers as well as to identify the link between those perceptions and the socio-demographic data of the respondents. A quantitative and cross-sectional study design was used. The sample included 231 healthcare workers. The study used the following instruments: Transformational Leadership Behaviour Inventory, Leader Reward and Punishment Questionnaire, and Genos Emotional Intelligence Inventory. The data were analysed using descriptive and inferential statistics. Emotional intelligence and transformational leadership dimensions were found to have statistically significant positive relationships. Contingent and non-contingent reward behaviours were positively related to emotional intelligence, whereas contingent and non-contingent punishment behaviours were negatively related to emotional intelligence. The study discovered a link between managers' leadership behaviour and the gender, nationality, qualifications, and tenure of the respondents. To conclude, emotional intelligence skills help healthcare managers develop transformational and transactional leadership behaviours. Managers may need to make an effort to understand employee diversity in order to devise leadership strategies aimed at maximising employee potential. In Estonia, the short version of Genos Emotional Intelligence Inventory is recommended as an alternative for healthcare leadership research. [ABSTRACT FROM AUTHOR]

This paper explores whether green mindfulness is the motivation behind green innovation and whether this relationship is moderated by green transformational leadership. The paper also investigates the indirect influence of green mindfulness on environmental performance through the mediating mechanism of green innovation. The above goals are necessary to find solutions that meet environmental goals, especially in emerging countries such as Vietnam. Data was collected from an online survey of 278 managers in manufacturing firms in Vietnam and analyzed using SmartPLS software with the partial least squares structural equation modeling (PLS-SEM). The results showed that green mindfulness directly affects green innovation, which in turn, contributes positively to environmental performance. Green mindfulness also increases environmental performance through the mediating role of green innovation. Moreover, green transformational leadership moderates the effects of green mindfulness on green innovation. These results contribute to the ability to achieve environmental goals in manufacturing firms. The study shows the role of green mindfulness and green transformational leadership in promoting green innovation and environmental performance in manufacturing firms in emerging market contexts. [ABSTRACT FROM AUTHOR]

Rooted in both the self-concept based theory of transformational leadership and the conservation of resources (COR) theory, transformational leadership is hypothesized to elicit follower-felt support for excellence and, through it, follower psychological capital (PsyCap), resulting in high follower job performance as well as work engagement. We examined this three-path mediation model with change scores from a two-wave study of 149 Indonesian healthcare workers. When applying structural equation modeling to the change scores, the integrated model was supported. Further cross-lagged analysis showed that transformational leadership had a lagged effect on follower PsyCap and that follower PsyCap had, in turn, a lagged effect on follower job performance. Hence, PsyCap is proposed as a parsimonious element in the self-concept-based theory of transformational leadership. Moreover, the results suggest that the transformational style can be added as a so-called "key" resource to COR's notion of "gain spirals". [ABSTRACT FROM AUTHOR]

Leadership is about having the capacity to make a vision a reality. In the context of transformational leadership, this study examines creative behavior as a key factor in Pakistan's IT sector. Examining the relationship between transformational leadership and innovative behavior is the main goal of this study. While transformational leadership affects people because it inspires them, fosters morale, and boosts productivity. A moderated mediation model based on social cognitive theory was provided in this study. In contrast, the functions of mediation and moderation were played by knowledge sharing, organizational identification, and learning goal orientation. In this cross-sectional study, we implemented the convenience sample method and gathered 391 valid responses from the IT sector. Using the use of AMOS 26 and SPSS 23, the authors measured the latent variables and discussed their connection using a descriptive and correlational approach. The findings showed that transformational leadership has a favorable and substantial impact on innovative behavior. As a result, the mediation of knowledge exchange unites innovative behavior with transformational leadership. When two moderators' organizational identification and learning goal orientation are effective, knowledge sharing mediates transformational leadership and innovative behavior. By highlighting the mediating function of knowledge sharing in promoting particular traits of innovative behavior, this research has broadened the scope of social cognition theory. [ABSTRACT FROM AUTHOR]

This study was grounded on a previous investigation of the mediating effect of teamwork on the relationship between transformational leadership and performance. The purpose of this study is to enhance theoretical knowledge of transformational leadership. This study enrolled 263 athletes registered with the Korea Sports and Olympic Committee. We assessed transformational leadership, communication, team cohesion, and athletic performance. To analyze the collected data, SPSS 24.0, PROCESS macro (V4.1), and Amos 24.0 were used. There was an interaction effect between transformational leadership and communication on athletic performance, mediated by team cohesion. According to the moderated mediating effect index, team cohesion was a significant moderator of athletic performance. It can be concluded that coaches who possess strong coaching abilities and engage in accurate, positive communication with their athletes can enhance team cohesion, organizational behavior, leading to a positive impact on athletic performance. [ABSTRACT FROM AUTHOR]

Great attention has been paid to the projects' success, which is the core of project management. It is not surprising that much research is being done in this area, as several factors contribute to the project's success. However, the moderating effect of top management support (TMS) on the relationship between transformational leadership (TL) and project success (PS) has not been investigated before. This study aims to examine whether the relationship between a project manager's transformational leadership and project success is moderated by top management support. This study uses a post-positivism philosophical objective to investigate the theoretical model. A cross-sectional time-lagged survey design was used to collect quantitative data. Data was collected using a structured questionnaire from 273 team members, project managers, and stakeholders working in Pakistan's public sector. The factor and hierarchical regression analysis were used for analysis. Our results showed that TL and TMS significantly impacted project success. Moreover, we found that TMS moderates the relationship between TL and PS. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine the role of Generative leadership (GL) in fostering employees toward green creativity (GrCRT) in tourism and hospitality industry. The present study theorized a model with the help of the theory of componential creativity to investigate GL, PGC, and GC as precursors of GrCRT. In addition to positing the direct associations, the model anticipates the mediation effect of PGC and GC on the association between GL and GrCRT. The data collected from a sample of 380 frontline workers in the hospitality industry of Pakistan assessed by their respective 112 supervisors is analyzed using Process macro. Empirical results confirm that GL significantly fosters employees toward GrCRT. Furthermore, results confirm that psychological green climate (PGC) and green commitment (GC) partially mediate the link between GLGrCRT. Moreover, the results show that serial mediation is positive and significant. This is maidan study to empirically examine a new construct, such as Generative leadership on green creativity in tourism and hospitality. Further, this study is the first one to study the mediating role of psychological green climate and green commitment on the said relationship and validating the theory of componential creativity. Furthermore, this study would be among the few ones that has examined the serial mediation of psychological green climate and green commitment between GL-GrCRT. This study also make valuable contributions to policy makers in the tourism and hospitality industry to understand how they can reduce the environmental footprints through generative leaders who can encourage employees toward green creativity. [ABSTRACT FROM AUTHOR]

This article investigates the leadership succession in Cuba from Fidel Castro, who was widely perceived as a highly charismatic leader, to his younger brother Raúl Castro and then to the civilian President Miguel Díaz-Canel. This leadership succession provides us with an interesting and unusual case study of a successful transfer of authority from one type of leader to another. We examine the narratives of Cuban people through 32 semi-structured interviews, allowing us to draw insights into the Cuban people's views of their leaders and the leadership succession. We identify themes that may explain how a crisis-free succession was possible, despite Weberian arguments that this was highly unlikely to occur. [ABSTRACT FROM AUTHOR]

As a result of the changes and developments experienced with globalization, the interaction of individuals with different cultural characteristics between countries has begun to gain importance. Integration and orientation of employees with different cultural values around a single goal, adopting a leadership type suitable for the cultural characteristics of organizations has gained importance in terms of organizational effectiveness and efficiency. The problem of how to manage organizations that include individuals with these differ- ences has led to focus on culture, cultural differences and leadership types. The aim of the study, which examines leadership in Turkish culture in the context of proverbs, which is one of the main elements of cultural heritage, is to evaluate leadership characteristics in Turkish culture in the context of proverbs. The study was designed as a qualitative research and the document analysis method, which allows the analysis of written materials containing information about the phenomenon or facts in the target of the research, was used. The Dictionary of Proverbs published by Aksoy (2007) was used in the study. 2667 proverbs in this dictionary were examined and the data were analyzed with content analysis. As a result of the analysis, within the scope of traditional leadership; autocratic leadership, democratic-participatory leadership, full freedom leadership types and characteristics as well as contemporary leadership approaches; network leadership, exhilarating leadership, distributive leadership, transformational leadership, critical leadership, intellectual leadership, transactional leadership, entrepreneurial leadership, servant leadership, charismatic leadership, quantum leadership, cultural leadership, instructional leadership, teacher leadership, paternalistic leadership, visionary leadership types and characteristics has been reached. The results of the research show that in the context of proverbs, transformational and autocratic leadership types are emphasized the most in Turkish culture, followed by democratic-participatory leadership, transactional leadership and distributed leadership, respectively. Another prominent finding in the research is that the feature "Leader takes decisions on his own and informs his subordinates of his decisions" of autocratic leadership, the feature "Team spirit and participation in decisions are at the forefront" of transformational leadership; the feature "Employee expertise is given importance." of distributor leadership; the feature "The leader knows how to deal with uncertainty." Of quantum leadership; the feature "There is a clearing relationship between the leader and the follower (purpose-reward; pressure-punishment) of interactionist leadership; the feature "Collaborates with team members." of refreshing leadership is one of the most emphasized leadership characteristics in proverbs. When all these characteristics are considered in the research; it has been concluded that autocratic-leaning, cooperation is at the forefront, leadership characteristics such as coping with uncertainties, understanding of the system based on reward and punishment, team spirit building are given more space in the proverbs. Based on the research findings, it may be recommended that the cultural characteristics of the organizations should be identified and the appropriate type of leadership should be included in order for the organizations to achieve their established objectives. It is thought that the study of different oral and written cultural elements of the studies that will address the relationship between leadership and culture from different perspectives can contribute to the field. In addition, by examining proverbs within the scope of different types and characteristics of leadership, comparative research can be carried out in which emphasis on leadership characteristics will be examined in proverbs of different languages and cultures. [ABSTRACT FROM AUTHOR]

Purpose: Innovation for service contributes to service quality and customer satisfaction, and further benefits service-centered organizations to sustain competitive advantages. However, concurrent mediating and moderating mechanisms underlying innovation for service at both the group and individual levels have been scarcely investigated. The purpose of this study is to explore multilevel mediating and moderating mechanisms behind the relationship between dual-level transformational leadership (TFL) and innovation for service at the group and individual levels. Design/methodology/approach: Data were collected from two countries (i.e. China and Australia). Multilevel structural equation modeling was employed to validate the research model. Bootstrapping with 5,000 replications and latent moderated structural equation modeling were used to respectively examine the mediating and moderating mechanisms. Findings: The cross-national results showed that task interdependence and creative role identity respectively played as the group-level and individual-level mediating roles between TFL and innovation for service. It was also found that task interdependence played as a cross-level predictor enhancing individual innovation for service. Task interdependence was a moderator on the relationship between individual-level TFL and creative role identity among Australian employees, but not among Chinese employees. The relationship between creative role identity and individual innovation for service was not moderated by task interdependence among both Chinese and Australian employees. Originality/value: This study contributes to advancing the TFL–innovation research through revealing dual-level TFL as the antecedent of innovation for service at both the group and individual levels. It also extends the understandings of the mediating and moderating mechanisms behind this dual-level relationship between TFL and innovation for service. [ABSTRACT FROM AUTHOR]

Objective of this study was to investigate the effect of work stress on job burnout and quality of life and the effect of moderating group factors (transformational leadership and group member interactions) on the relationship between work stress, job burnout, and quality of life. This study takes front-line border police as the research object, adopts a cross-level perspective, and takes work stress as a key factor affecting work efficiency and health indicators. Methods: It collected data through questionnaires, with questionnaires for each research variable adapted from existing research scales, such as multifactor leadership questionnaire developed by Bass and Avolio. A total of 361 questionnaires were filled out and collected in this study, including 315 male participants and 46 female participants. The average age of the participants was 39.52. Hierarchical linear modeling (HLM) was used to test the hypotheses. Results: First, it was found that work stress has a significant impact on job burnout and quality of life. Secondly, leadership style and group member interactions have a direct, cross-level effect on work stress. Third, it found that leadership style and group member interactions have an indirect, cross-level effect on the relationship between work stress and job burnout. However, these are not indicative of quality of life. The results of this study highlight the particular impact of the nature of police work on the quality of life, and further enhance the value of this study. Conclusion: The two major contributions of this study are: 1) it shows the original characteristics of the organizational environment and the social context of Taiwan's border police and, 2) in terms of the research implication, it is necessary to re-examine the cross-level impact of group factors on individual work stress. [ABSTRACT FROM AUTHOR]

This research examines the connection between the adoption of e‐commerce and leadership ideologies. The purpose of the study is to evaluate leaders' perspectives toward using e‐commerce and to determine the sorts of management styles that are associated with the level of e‐commerce adoption. Becoming a successful leader in the economic world of today is a difficult task. Businesses which have already adopted new business concepts nowadays often have a greater benefit and fulfil more clients than businesses that operate in the traditional way. The personality and leadership style of a manager directly affect the business ecology, according to experience. To improve the organisation's efficiency in practice, various methods are widely used to promote employees' personal development based on the “generating learning” and “organisational knowledge” systems. This study investigates the role of leadership in enhancing competitive advantage for E‐business analysis in organisational practices that has been done at the Near East University in Cyprus. The study provided questionnaires among the university's teaching staff to know the role of leadership in the eyes of the academic staff. The results showed that transformational leadership influences the competitive advantage, proved by the data collected from the Near East University in Cyprus, which contributes to increasing the competitiveness of the university and its sustainable development. [ABSTRACT FROM AUTHOR]

Research on the correlation between personality traits and safety behaviors has been thoroughly explored in previous literature. However, most of these studies are based on explaining the relationship between the Big Five personality traits and safety behavior, with few explaining the relationship between proactive personality and safety behavior. This study relies on trait activation theory, social cognitive theory, and social exchange theory to understand the relationship between proactive personality and safety behavior (safety participation and safety compliance) by using safety self-efficacy and team member exchange as mediating variables and safety-specific transformational leadership as moderating variables. Method: Considering the issue of common method bias, a multi-source and multi-stage data collection research design was used to collect 287 valid questionnaires from construction workers in 10 construction projects and apply regression analysis for hypothesis testing. Conclusions: Research results indicated that proactive personality positively and significantly influenced construction workers' safety behaviors, while safety self-efficacy and team member exchange partially mediated the relationship between proactive personality and safety behaviors. In addition, safety-specific transformational leadership enhanced the positive relationship between proactive personality and safety behavior. These findings enrich the research on the correlation between personality traits and safety behaviors of construction workers in a safety context. [ABSTRACT FROM AUTHOR]

This study aims to investigate the relationships among transformational leadership, followers' innovative behavior, commitment to change, and organizational support for creativity. First, we examine the mediating role of commitment to change in the relationship between transformational leadership and followers' innovative behavior, using both objective and subjective measures. Our results reveal that commitment to change indeed mediates this relationship. Second, we analyze whether the link between commitment to change and followers' innovative behavior is moderated by organizational support for creativity. We find that this relationship is stronger for individuals with high organizational support for creativity compared to those with low support. Empirical analysis was conducted using data collected from 535 managers in 11 subsidiaries of a financial institution in South Korea. This study contributes to the management discipline by resolving mixed outcomes between transformational leadership and followers' innovation and highlighting the influence of commitment to change and perceived organizational support for creativity on innovative behavior. [ABSTRACT FROM AUTHOR]

Purpose: Employee sickness absence increased steadily in recent years posing an important challenge for organizations and research. The present study addresses this need by analysing the causal link of transformational leadership and sickness absence, while also taking into consideration the context of leadership by studying the moderation effect of a leader's perceived organizational support (POS) in that association. Design/Method: 57 middle managers of two Spanish companies were randomly assigned to either the control (n = 22) or intervention (n = 35) condition. Multigroup linear regression in MPlus was carried out to compare the effect of transformational leadership on follower sick leave during a 6 months pre and post-test period for both groups, while also taking into account the moderation effect of a leader's POS. Findings: The analysis confirmed the association between transformational leadership and sick leave days due to short-term spells, moderated by the leader's levels of POS. Moreover, this relationship was stronger within the intervention as compared to the control group. Conclusion: The present research provides causal evidence for the link between transformational leadership and sickness absence, and offers an evidence-based and actionable leadership training method for organizations seeking to reduce employee sick leave. [ABSTRACT FROM AUTHOR]

This paper explores whether green mindfulness is the motivation behind green innovation and whether this relationship is moderated by green transformational leadership. The paper also investigates the indirect influence of green mindfulness on environmental performance through the mediating mechanism of green innovation. The above goals are necessary to find solutions that meet environmental goals, especially in emerging countries such as Vietnam. Data was collected from an online survey of 278 managers in manufacturing firms in Vietnam and analyzed using SmartPLS software with the partial least squares structural equation modeling (PLS-SEM). The results showed that green mindfulness directly affects green innovation, which in turn, contributes positively to environmental performance. Green mindfulness also increases environmental performance through the mediating role of green innovation. Moreover, green transformational leadership moderates the effects of green mindfulness on green innovation. These results contribute to the ability to achieve environmental goals in manufacturing firms. The study shows the role of green mindfulness and green transformational leadership in promoting green innovation and environmental performance in manufacturing firms in emerging market contexts. [ABSTRACT FROM AUTHOR]

Rooted in both the self-concept based theory of transformational leadership and the conservation of resources (COR) theory, transformational leadership is hypothesized to elicit follower-felt support for excellence and, through it, follower psychological capital (PsyCap), resulting in high follower job performance as well as work engagement. We examined this three-path mediation model with change scores from a two-wave study of 149 Indonesian healthcare workers. When applying structural equation modeling to the change scores, the integrated model was supported. Further cross-lagged analysis showed that transformational leadership had a lagged effect on follower PsyCap and that follower PsyCap had, in turn, a lagged effect on follower job performance. Hence, PsyCap is proposed as a parsimonious element in the self-concept-based theory of transformational leadership. Moreover, the results suggest that the transformational style can be added as a so-called ''key'' resource to COR's notion of ''gain spirals.'' [ABSTRACT FROM AUTHOR]

Leadership is about having the capacity to make a vision a reality. In the context of transformational leadership, this study examines creative behavior as a key factor in Pakistan's IT sector. Examining the relationship between transformational leadership and innovative behavior is the main goal of this study. While transformational leadership affects people because it inspires them, fosters morale, and boosts productivity. A moderated mediation model based on social cognitive theory was provided in this study. In contrast, the functions of mediation and moderation were played by knowledge sharing, organizational identification, and learning goal orientation. In this cross-sectional study, we implemented the convenience sample method and gathered 391 valid responses from the IT sector. Using the use of AMOS 26 and SPSS 23, the authors measured the latent variables and discussed their connection using a descriptive and correlational approach. The findings showed that transformational leadership has a favorable and substantial impact on innovative behavior. As a result, the mediation of knowledge exchange unites innovative behavior with transformational leadership. When two moderators' organizational identification and learning goal orientation are effective, knowledge sharing mediates transformational leadership and innovative behavior. By highlighting the mediating function of knowledge sharing in promoting particular traits of innovative behavior, this research has broadened the scope of social cognition theory. [ABSTRACT FROM AUTHOR]

This study was grounded on a previous investigation of the mediating effect of teamwork on the relationship between transformational leadership and performance. The purpose of this study is to enhance theoretical knowledge of transformational leadership. This study enrolled 263 athletes registered with the Korea Sports and Olympic Committee.We assessed transformational leadership, communication, team cohesion, and athletic performance. To analyze the collected data, SPSS 24.0, PROCESS macro (V4.1), and Amos 24.0 were used. There was an interaction effect between transformational leadership and communication on athletic performance, mediated by team cohesion. According to the moderated mediating effect index, team cohesion was a significant moderator of athletic performance. It can be concluded that coaches who possess strong coaching abilities and engage in accurate, positive communication with their athletes can enhance team cohesion, organizational behavior, leading to a positive impact on athletic performance. [ABSTRACT FROM AUTHOR]

Great attention has been paid to the projects' success, which is the core of project management. It is not surprising that much research is being done in this area, as several factors contribute to the project's success. However, the moderating effect of top management support (TMS) on the relationship between transformational leadership (TL) and project success (PS) has not been investigated before. This study aims to examine whether the relationship between a project manager's transformational leadership and project success is moderated by top management support. This study uses a post-positivism philosophical objective to investigate the theoretical model. A cross-sectional time-lagged survey design was used to collect quantitative data. Data was collected using a structured questionnaire from 273 team members, project managers, and stakeholders working in Pakistan's public sector. The factor and hierarchical regression analysis were used for analysis. Our results showed that TL and TMS significantly impacted project success. Moreover, we found that TMS moderates the relationship between TL and PS. [ABSTRACT FROM AUTHOR]

This study entails an exploratory investigation of transformative leadership in the context of waqf institutions. In analysing the transformational leadership style, the study interviewed the heads of the State Islamic Religious Councils in charge of waqf institutions in Malaysia. The best practices in the two waqf institutions were found to fall under four areas related to transformational leadership: idealised influence, inspirational motivation, intellectual stimulation, and individualised consideration. The four categories were generated from three sub-categories, bringing the overall total to 12 sub-categories. The findings demonstrate the applicability of transformational leadership in waqf institutions, where it fosters employee inspiration, contentment, and creativity. In addition, this study adds to the body of knowledge as there are not many previous investigations on transformational leadership in the setting of waqf institutions. Waqf sector leaders can use this study's practical application to comprehend, apply, practice and evaluate transformational leadership in accomplishing the objectives of their respective waqf institutions. [ABSTRACT FROM AUTHOR]

Introduction. Leadership is a process similar to management in many ways. Leadership involves influence, as does management. Leadership requires working with people who need management as well. Leadership is concerned with the effective attainment of goals, and so is management. Effective leadership of health professionals is very important to strengthen the quality and integration of health services and effective leadership also depends on the approach or leadership style adopted. Objective. The purpose of this study is to determine the leadership model in health services based on the literature review. Materials and Methods. The design used is a literature review, articles were collected using electronic databases such as ScienceDirect, Google Scholar, and PubMed from 2013-2022. The analysis uses journal content analysis. Results. Based on the results of the literature review, it was found that the most widely used leadership model is the transformational leadership model. Discussions. Transformational leadership is a leadership style through a process of increasing aspirations, inspiration, and motivation, having a vision for the future, and being able to identify environmental changes and transform extraordinary changes into an organization so that coordinated members foster a high sense of trust that can encourage to build a solid team. and contribute more to the organization. Conclusions. lLeadership is one of the main determinants related to success and failure in an organization. The most frequently used leadership style is transformational leadership. [ABSTRACT FROM AUTHOR]

Introduction. A national action plan for the acceleration of stunting reduction was prepared to encourage and strengthen convergence between programs through a stunting-risk family approach. The increasing role of Family Planning Instructors in assisting families at risk of stunting becomes a challenge to support behavioral change in the community. Materials and Methods. This study aims to determine the relationship between years of service, competence, attitude, transformational leadership, and performance of Family Planning Instructors in assisting families at risk of stunting in Lampung. The research was carried out in April-May 2022. This is a cross-sectional-quantitative study. Results and Discussion. The results showed that 49.3% of the Family Planning Instructors had years of service more than 28 years, only 36.4% were well competent, 43.1% had a positive attitude, 68% felt positive transformational leadership and 64.9% had an active performance. Years of service (r=0.017), competence (r=0.004), attitude (r=0.025) and transformational leadership (r=0.000) were proven (CI=95%) to be significantly related to the performance of Family Planning Instructors. However, only competence, attitude and transformational leadership were simultaneously related to performance. Transformational leadership had the strongest relationship with performance, that Family Planning Instructors who perceived positive transformational leadership had 5,8 times higher active performance than those who perceived negative transformational leadership after being controlled by competence and attitude variables. Conclusions. It is necessary to increase the competence, operational support in the field and leadership awareness as good role models who inspire, motivate, stimulate creativity and innovation, and pay more attention to the potential of Family Planning Instructors. [ABSTRACT FROM AUTHOR]

Collegiate sports participation is often anecdotally touted to improve leadership development in college students, yet current research has yet to confirm this belief with any consistency or with any consideration for potential leadership differences between NCAA competitive divisions. Therein, the purpose of this study was to measure transformational leadership in NCAA athletes and non-athletes across three competition levels. METHODS: Collegiate student athletes (N = 645) and non-athlete peers (N = 767) were recruited to complete the Student Leadership Practices Inventory (SLPI). RESULTS: When controlling for student activity and age, D1 athletes scored higher than D1 nonathlete students on all 5 subscales of the Student Leadership Practices Inventory (SLPI). In 4 of the 5 subscales, athletes (regardless of division) scored higher than non-athlete students including, Challenge the Process (M = 22.82; 22.21 p < .001), Inspire a shared vision (M = 22.43; 21.91; p = .001), Encourage the heart (M = 23.56; 22.46; p < .000), and Enable others to act (M = 21.76; 21.14; p = .003), respectively. No significant difference was found between athlete competition level on any SLPI subscale. CONCLUSION: Collegiate athletes demonstrate statistically higher levels of self-perceived transformational leadership practice than non-athletes and leadership practice is not affected by NCAA competition level. However, the practical significance of these differences is likely negligible and could allude to athletic programs often failing to provide adequate outlets for athletes to capitalize upon the leadership experiences gained through athletic participation. [ABSTRACT FROM AUTHOR]

Human-robot interaction research has shown that social robots can interact with humans in complex social situations and display leadership-related behaviors. Therefore, social robots could be able to take on leadership roles. The aim of our study was to investigate human followers' perceptions and reactions towards robot leadership behavior, and differences based on the robot's displayed leadership style. We implemented a robot to show either a transformational or a transactional leadership style in its speech and its movements. We presented the robot to university and executive MBA students (N = 29) and subsequently conducted semi-structured interviews and group discussions. The results of explorative coding indicated that participants differed in their perceptions and reactions based on the robot's leadership style and based on their assumptions about robots in general. We observed that participants quickly imagined either a utopia or worried about a dystopia, depending on the robot's leadership style and their assumptions, and that a subsequent reflection led to more nuanced views. We discuss the implications and recommendations for human-robot interaction and leadership research. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this research was to develop, implement, and test the efficacy of a theory-driven, evidence-informed peer leadership program for elementary school students (Grade 6 and 7; age 11–12 years) and the Grade 3/4 students with whom they were partnered. The primary outcome was teacher ratings of their Grade 6/7 students' transformational leadership behaviors. Secondary outcomes included: Grade 6/7 students' leadership self-efficacy, as well as Grade 3/4 motivation, perceived competence, general self-concept, fundamental movement skills, school-day physical activity, and program adherence, and program evaluation. Methods: We conducted a two-arm cluster randomized controlled trial. In 2019, 6 schools comprising 7 teachers, 132 leaders, and 227 grade 3 and 4 students were randomly allocated to the intervention or waitlist control conditions. Intervention teachers took part in a half-day workshop (January 2019), delivered 7 x 40 minute lessons to Grade 6/7 peer leaders (February and March 2019), and these peer leaders subsequently ran a ten-week physical literacy development program for Grade 3/4 students (2x30 minutes sessions per week). Waitlist-control students followed their usual routines. Assessments were conducted at baseline (January 2019) and immediately post-intervention (June 2019). Results: The intervention had no significant effect on teacher ratings of their students' transformational leadership (b = 0.201, p =.272) after controlling for baseline and gender. There was no significant condition effect for Grade 6/7 student rated transformation leadership (b = 0.077, p =.569) or leadership self-efficacy (b = 3.747, p =.186) while controlling for baseline and gender. There were null findings for all outcomes related to Grade 3 and 4 students. Discussion: Adaptions to the delivery mechanism were not effective in increasing leadership skills of older students or components of physical literacy in younger Grade 3/4 students. However, teacher self-reported adherence to the intervention delivery was high. Trial registration: This trial was registered on December 19th, 2018 with Clinicaltrials.gov (NCT03783767), https://clinicaltrials.gov/ct2/show/NCT03783767. [ABSTRACT FROM AUTHOR]

This study was conducted to determine the Organizational Citizenship Behavior (OCB) of correctional officers at the Super Maximum-Security Prison in Indonesia which is influenced by Transformational Leadership (TL) either directly or indirectly through Affective Organizational Commitment (AOC), Job Satisfaction (JS) and Job Self-Efficacy (JSE). This research was conducted on 224 prison officers as a sample size. Data was collected by means of a questionnaire distributed via Google Form. Robustness was built in two stages; the first stage was through a try out of research instruments and the second stage was through data collection which was done with the time lagged method. Furthermore, the data were analyzed using Structural Equation Modeling (SEM) with the help of AMOS 24 software. The results of this study indicate that triple mediation consisting of AOC, JS and JSE fully mediates the effect of TL on OCB. The novelty of this research lies in the role of triple mediation as the focuses of the study. Furthermore, the triple mediation has been proven to fully mediate the effect of TL on OCB thus may serve as empirical evidence that contribute to theoretical and practical developments in the fields of Human Resource Management and Organizational Behavior. [ABSTRACT FROM AUTHOR]

An effective leader follows a style that helps maintain good relations with his staff. A school leader should use a style best suited to his teachers' behavior. This research investigates the association between four leadership styles (instructional, democratic, transformational, and laissez-faire) and teachers' behavior in Malaysia. This study applied a quantitative research method using a survey technique by administering questionnaires. Both descriptive and inferential statistics were used to analyze the data. Multiple regression and ANOVA were used to study the strength of the relationship between variables. The research found average care of the principals towards teachers' emotional behavior. Democratic leadership style showed significant relationships that explain 28.5% of the variation in the emotional behavior of the teachers. Leaders with a democratic leadership style were more aware of and responded positively to teachers' psychometric behavior. School principals with transformational leadership styles responded positively to teachers' pro-social behavior, although the relationship was weak. These results indicate that a democratic leadership style addresses the issues of teachers' emotional behavior, while instructional leadership, which is the most perceived leadership style, does not. The result of this study can guide Malaysian school principals in choosing the appropriate leadership style best suited to teachers' behavior. [ABSTRACT FROM AUTHOR]

• We investigated the relationship between general transformational leadership (GTL) and safety-specific transformational leadership (SSTL). • Measurement models show that GTL and SSTL are distinct albeit highly correlated constructs. • We use paradox theory to argue for "either-or" and "both-and" mindsets in considering the relationship between safety and performance. • Perceived safety concern in the work environment helps to distinguish GTL and SSTL. Introduction: Research exploring the relationship between transformational leadership and safety has used transformational leadership in context-free (e.g., "general transformational leadership," or GTL) and context-specific forms (e.g., "safety-specific transformational leadership," or SSTL), assuming these constructs are theoretically and empirically equivalent. In this paper, a paradox theory is drawn on (Schad, Lewis, Raisch, & Smith, 2016; Smith & Lewis, 2011) to reconcile the relationship between these two forms of transformational leadership and safety. Method: This is done by: (a) investigating whether GTL and SSTL are empirically distinguishable; (b) testing the relative importance of GTL and SSTL in explaining variance in context-free work outcomes (i.e., in-role performance, organizational citizenship behaviors) and context-specific (i.e., safety compliance, safety participation); and (c) examining the extent to which perceived safety concern in the work environment renders GTL and SSTL distinguishable. Results: Two studies (one cross-sectional, one short-term longitudinal) show that GTL and SSTL are psychometrically distinct albeit highly correlated. Furthermore, SSTL explained statistically more variance than GTL in both safety participation and organizational citizenship behaviors, whereas GTL explained more variance in in-role performance than did SSTL. However, GTL and SSTL were only distinguishable in low-concern contexts but not high-concern contexts. Conclusions and Practical Applications: These findings challenge the "either-or" (vs "both-and") approach to considering safety and performance, cautioning researchers to consider nuanced differences in context-free and context-specific forms of leadership and to avoid further proliferation of often redundant context-specific operationalizations of leadership. [ABSTRACT FROM AUTHOR]

Cultural tightness–looseness, one of the cultural dimensions that play an essential role in organizational development, is changing the perception of psychology and behavior in organizations. This study conducted a paired questionnaire survey of leaders and their employees from five Chinese companies over three periods during the COVID-19 pandemic. The results found that organizational cultural tightness was more influenced by transformational leadership. Different from previous findings, in the context of the Chinese epidemic, organizational cultural tightness positively predicted employees' work engagement with the moderating effect of transformational leadership. Team-member exchange also mediated employees' work engagement, which had a facilitative effect on employees' work engagement. In future research, the contingent effects of other leadership styles and organizational cultural tightness will be explored to reveal the different mechanisms of action on employees' work engagement. [ABSTRACT FROM AUTHOR]

This research purposes to explore the influence of transformational leadership and personorganizational fit on innovative work behavior through knowledge sharing behavior. This research is a development of previous research on employees in formal education units. The contribution of this research is expected to able providing new information at the theoretical level of human resource management science and become a reference and have positive managerial implications that can be applied in organizations. Referring to the results of previous research and empirical theory related to the learning process of human resource management, this research was conducted using a survey data collection method by spreading questionnaires online. The population in this study amounted to 28,406 teachers, with respondents selected using the purposive sampling method on teaching staff in the formal education unit at East Jakarta area of 105 teachers as research respondent data. In this study using factor analysis and modeling the Structural Equation Model (SEM) Lisrel. The invention of this study related obtained on transformational leadership do not have a significant positive relationship with innovative work behavior, but transformational leadership can have a positive impact on innovative work behavior through the mediation of knowledge sharing. The managerial implication of this research is that there is a need for leaders to engage with their subordinates in building communication and absorbing any new information as well as creating various kinds of innovations that can be applied and in line with organizational goals. [ABSTRACT FROM AUTHOR]

Through the lens of social cognitive theory (SCT), we formulated hypotheses and tested the mediating role of psychological empowerment (PE) in linking transformational leadership (TL) to project success (PS). A structured questionnaire was used to gather responses from 356 team members, project managers, and stakeholders. Our findings demonstrated that PE and TL had a substantial influence on PS. Furthermore, we determined that PE partially mediates the relationship between TL and PS. This study sought to give insights into this relationship and identified PE as a precondition for TL effectiveness. These findings have implications for theorists and practitioners because they assert that the association between TL and PS may be explained by psychological empowerment as the underlying mechanism. By demonstrating how leaders inspire their followers to become leaders themselves, we elucidate how these findings add to the literature on leadership. We also go into further detail about the use of leadership training. [ABSTRACT FROM AUTHOR]

This study proposes that there is relationship between transformational leadership and employee's voice as well as relational identification as a mediation and proactive personality as a moderator. Structural Equation Modeling was used to analyze data gathered from employees at the Ministry of Law and Human Rights through questionnaires. The findings revealed that transformational leadership has a significant effect on employee's voice and relational identification; relational identification mediates the relation between transformational leadership and employee voice behavior, and proactive personality will weaken the transformational effect on employee's voice behavior. This study enriches empirical studies that employee's voice can represent the opinions and ideas of employees with the presence of relational identification, proactive personality, and transformational leadership in the organization. Furthermore, transformational leadership can build relational identification that is strengthened by a proactive personality so that employees are happy to convey their voices. [ABSTRACT FROM AUTHOR]

Over the last several decades, the attention of scholars in the field of leadership in higher education (HE) has been rapidly growing. A corpus of literature on leadership research has established how leadership styles affect institutional performance, organizational commitment, culture, employees' motivation, effectiveness, retention, and job satisfaction. Although a considerable amount of research on how leadership is related to employees' job satisfaction across literature exists, however, little research has studied the influence of academics' perceived leadership styles on their job satisfaction in African countries and particularly in Tanzania. Drawing from Bass and Avolio's (1994) Full Range Leadership Theory (FRLT) and Herzberg's two-factor theory, the present study examined the association between academics' perceived leadership styles employed by either their deans or head of departments on their job satisfaction as measured by the Minnesota Satisfaction Questionnaire (MSQ). The study was quantitatively driven with a cross-sectional survey design. A convenient sample of academics (N = 411) of which (Men: N = 310, Women: N = 101) from four Tanzanian universities responded to a Multifactor Leadership Questionnaire (MLQ-5x short) and MSQ. A hierarchical multiple regression analysis was performed by using SPSS version 25 to detect significant predictors of academics' job satisfaction. Results demonstrated that both perceived transformational and transactional leadership styles statistically significantly related to academics' job satisfaction over and above their marital status, gender, age, academic rank, and institutional type. While the study has both practical and policy implications, it situates these findings into a broader management and governance literature of higher education leadership. [ABSTRACT FROM AUTHOR]

Organizational commitment is posited to be influenced by organizations' leadership styles. This is due to leadership provides guidance and influence the organizations' members to move towards attaining the collective objectives. Within the context of a high compliance organizations such as the Royal Malaysia Police (PDRM, leadership style is expected to impose stronger influence on the members' work behaviors including the organizational commitment. Thus, this study aims to analyse the effect of transformational and transactional leadership styles on the organizational commitment of the lower rank police officers in the PDRM. The study employs quantitative research design which based on the survey technique. Questionnaires are distributed to 226 respondents among the lower rank police officers who are involved in the crime prevention and enforcement task in the Police Headquarters in one of the districts in Selangor. The study sample has been selected through the random sampling technique and consist of members from the Sub Inspector, Sargent Major, Sargent, Corporal, Lans Corporal and Constable ranks. The Multiple Regression analysis is used to test the influence between variables in the study framework. The study findings show a significant relationship between the transformation and transactional leadership style with the members' organizational commitment. As a result, transformational and transactional leadership styles are essential leadership styles that have influence on the lower rank police officers' organizational commitment. The study result further indicates transformational leadership styles has more positive influence and dominance in contributing to higher level of organizational commitment compared to the transactional leadership style. [ABSTRACT FROM AUTHOR]

Individuals may experience positive changes or gain growths after struggling with traumas or challenging circumstances such as the COVID-19 pandemic. This study aimed to assess potential levels of posttraumatic growth (PTG) of the general public during the COVID-19 pandemic and PTG's associations with perceptions of transformational leadership in local government and public trust. The data of a probability sample of 1011 community-dwelling adults (61.2% females; Mean age=41.2 years, SD=15.8) in Macao, China, were collected via a telephone poll survey. Multiple regression analyses were conducted and a bootstrapping approach was utilized to test the hypothesized moderating effects and mediating effects of trust in local government on the association between perceived transformational leadership and PTG, respectively. Results showed that about half of the respondents reported at least a medium level of PTG. Whereas perceived transformational leadership in the Macao local government was positively associated with four individual aspects of PTG (i.e., appreciation of life, new possibilities, personal strength, and relating to others) as well as the overall PTG, while controlling for the demographic variables, trust in the local government showed no moderating or mediating effects in these associations. Our findings suggest the value of governments' transformational leadership in promoting people's PTG in the face of public crises such as COVID-19. More transformational leadership behaviors, such as attending to citizens' personal needs and conveying an inspirational vision, in government are called for to bring about greater positive responses from individuals and ensure social vitality and resilience during this long-term public health battle. [ABSTRACT FROM AUTHOR]

This study introduces the moderating influence of leadership style on the connexion between knowledge management and organizational performance studies. We present a Knowledge-Based Theory and associated hypotheses for testing. A survey design using a case study approach of four organisations in the Petroleum, Energy, Micro Banking, and Education sectors in Ghana was used to collect quantitative data. Data analysis shows the Structural Equation Modelling of the study using Analysis of Moment Structures. The outcome shows a strong and significant relationship between Organisational Performance and Knowledge Management as well as Leadership Style and Organisational Performance. However, results indicate that Leadership Style does not moderate the relationship between Knowledge Management and Organisational Performance. The implication of the study suggests the implementation of comprehensive knowledge management policies through employees to enhance organisational performance. [ABSTRACT FROM AUTHOR]

Islam is a comprehensive religion that does not discuss one aspect of knowledge but covers all aspects, including leadership. Islamic leadership must be based on the pillars of Islam, namely the Qur'an and Hadith. Islamic leaders must work towards a vision to create a just society where the rule of law is upheld among all believers and non-believers. In the context of Islam in Western countries, leadership faced many challenges during the early years of the 21st century. These challenges can come from internal organizational challenges, such as social, cultural, and structural challenges. However, challenges arise from external contexts, such as social, cultural, legal, and political. In Islamic economic philosophy, the leadership model that is considered ideal is one based on fair and ethical leadership principles. This qualitative research aims to explain and redesign the transformational leadership theory with Islamic leadership. The study results are four characteristics that can influence transformational Islamic leadership: government pressure, media hostility, international politics, and a legal system. The impact of international politics unites the Muslim population to some extent. Australia's Muslim population hails from many countries, including a significant group born and raised in Australia. As a result, the Muslim population in Australia is a minority in an international context. [ABSTRACT FROM AUTHOR]

Orientation: It is scientifically questionable whether a predominantly Western construct and instrument could be used in the culturally diverse South African context. The sound measurement of transformational leadership in a multicultural context with the Transformational Leadership Questionnaire (TLQ), developed by Podsakoff et al. (1990), is studied from an etic perspective. Research purpose: Our study aimed to investigate the TLQ in terms of its construct validity. The instrument was developed outside the South African and the broader African and context; our study thus adopted an etic approach. Motivation: The psychometric properties of the TLQs are examined through a contextual lens (the South African context), building on the previously conducted work of Podsakoff et al. (1990) and Podsakoff et al. (2012). Research approach: This research employed a typical empirical paradigm using a cross-sectional design and quantitative analysis. The sample comprised 3805 respondents. A multi-factorial model was explored and confirmed using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The results support the original conceptualisation of the overall construct, but with an adjusted factorisation. Main findings: Two factors of transformational leadership were confirmed, namely leadership focused on organisational, group and individual transformation and leadership focused on creativity and innovation. Good psychometric properties, in terms of good fit and acceptable levels of convergent and discriminant validity were reported for a two-factor model. Implications and contribution: Our study established a valid measure of transformational leadership from an etic approach. The necessity for our study originated from the diverse nature of the South African workforce. Participants from both the private and public sectors were included in our study. [ABSTRACT FROM AUTHOR]

Orientation: Organisations are facing several challenges pertaining to effective leadership, fairness and loyalty of employees. The moderating influence of transformational leadership (TL) on the relationship between justice and employee commitment is still largely unknown and needs to be explored further, especially within the customer service industry. Research purpose: The aim of this study was to determine the relationship between organisational justice and employee commitment and to examine the moderating effect of TL on the relationship between organisational justice and employee commitment in a customer service organisation. Motivation for the study: The research setting of this study is a customer service organisation. This organisation calls for a role model leadership approach, such as TL, to create a just, fair workplace and ultimately increase the level of employee commitment. Research approach/design and method: A quantitative cross-sectional survey design was used to collect the data from a sample of 111 permanently employed staff in a South African customer service organisation. Main findings: The findings indicate that TL had a significant positive relationship with organisational justice and employee commitment. Furthermore, the results indicate that TL moderated the relationship between organisational justice and employee commitment. Practical/managerial implications: The findings showed that TL could be vital as an effective leadership approach that can enhance justice perceptions and psychological attachment in the workplace. Contribution/value-add: This study contributes to the theoretical debate on TL, workplace fairness and psychological attachment by providing empirical support on the effect of TL on the relationship between justice and commitment perceptions. [ABSTRACT FROM AUTHOR]

The performance-related problems facing small and medium enterprises (SMEs) in South Africa are well known. Efforts to find lasting solutions are ongoing and include empirical research focusing on various business practices and models. Applying leadership practices and supply chain management to SMEs provides fertile ground for groundbreaking solutions. This study tested the relationship between transformational leadership, supply chain execution and supply chain performance in manufacturing SMEs in South Africa. The study uses structural equation modelling to examine this empirical connection using data collected from 411 professional employees drawn from SMEs in three South African provinces. The study found that idealised influence and intellectual stimulation exert a positive impact on supply chain execution. Supply chain execution is positively linked to four supply chain performance factors, namely agility, reliability, cost optimisation and responsiveness. Transdisciplinary contribution: The study connects transformational leadership, which is an organisational behaviour construct to supply chain management, the latter of which is an emerging business discipline. The study recognises that business strategy is implemented by people whose conduct and practices are pivotal to strategic success. In addition, the study has an entrepreneurship orientation as it addresses the challenges facing manufacturing SMEs in South Africa. [ABSTRACT FROM AUTHOR]

Purpose: To research leadership skills that encourage innovative practices in a Federal Higher Education Institution. Approach: The research resorted to a bibliographic review to form a set of leadership skills aimed at the development of innovative actions in public organizations. Subsequently, interviews were conducted with managers linked to the research unit (experts) in order to assess the adherence of competencies to the university context. Finally, analysis elements were categorized into dimensions - participation, relationship and recognition - and composed the electronic forms (survey) applied to a random sample (N) of 96 civil servants: teachers and administrative technicians in education (ATE). Main Results: By the theoretical focus, the study shows that the transformational leadership style approximates the skills to provide an innovative culture in public institutions. By the empirical focus, the opinion of the participants shows that there is a clear dissonance between the perception of professors and ATEs regarding the dimensions "participation" and "recognition". On the other hand, equity was observed in the "relationship" dimension, something that is positive for leaders to institute innovative actions that involve the community. Academic contributions: The power for innovation in public organizations is associated with strengthening the collective participation of teams in the decision-making and strategies formulation and, in this sense, the study is suggestive for research in institutions that aim to encourage the innovative culture. Practical contributions: The study raises reflections on people management and provides opportunities for planning actions aimed at developing leadership in the research unit. [ABSTRACT FROM AUTHOR]

This is a literature-based article on the importance of the pastor for change and growth in the local church. The article discusses five themes derived from a review of the research literature, namely the general leadership literature and the church leadership literature. The contribution of this article is its discussion of the church leadership literature on the role of the pastor, taking into account the general research on the role of a top leader. Six propositions on how the pastor contributes to change and growth in the church are derived:. 1) The pastor, as the senior leader, is vital for team development, change, and growth. 2) The personality traits and gifts of the pastors are important. 3) To increase change and growth, the senior pastor must emphasize a change-promoting leadership role and style, moderated by the roles and styles of the leadership team members. 4) A change- and task-oriented style must be moderated and reinforced - probably more so than in other organizations - by a transformational and relational leadership style. 5) The pastor should build an influential top-leader team to create direction, strategy, and change. Diversity facilitates the necessary discussion within the team. A common goal and appealing vision contribute positively to cooperation within the team. 6) Leadership should not only be understood as what the leader or pastor does but also as a complex interaction with other actors and the context. Building trust and good relationships with subordinate leaders and coworkers is thus vital for change and growth. Finally, a model for understanding the connection between the pastor, change, and growth is outlined. [ABSTRACT FROM AUTHOR]

Green architecture, engineering, and construction (AEC) projects are deemed more complicated compared with their traditional counterparts. They have been reported to have relatively more frequent delays and higher cost growth. The AEC literature has repeatedly highlighted the importance of leadership for sustainable design and construction and the need for team integration for optimal outcomes. However, studies exploring leadership in the context of green AEC projects are limited. Transformational leadership is a highly regarded theory that is known for its potential to effectively facilitate team integration. This empirical study tests the role of shared transformational leadership received by team members in improving team performance through team integration for green AEC project teams. We collected data from 103 individuals working in nine Leadership in Energy and Environmental Design (LEED) projects in the US. We analyzed the data using structural equation modeling (SEM). Our findings suggest that transformational leadership received by team members is positively related with perceived team performance, and this relationship is mediated through perceived team integration. The study is a pioneer in examining leadership for sustainability and mediation effects of team integration in the AEC literature. The outcomes urge for a change in green AEC project teams to think beyond project delivery systems and practices and incorporate transformational leadership across organizational and communicational tiers of project teams through team procurement, project management, and skill development and training. [ABSTRACT FROM AUTHOR]

Over the past few years, numerous Leadership models, theories, and methodologies have emerged so that the question arises as to which of the models is most effective, or even which has prevailed. One approach to this question is to compare different models in terms of their overlaps or similarities. This study researches the topic with a reverse approach: can one derive a preference for a particular leadership style or even a leadership direction or leadership 'school' fromthe popular leadership literature? The guiding question is which leadership books sell the most and which leadership style or elements of leadership they represent. For this purpose, Amazon's bestseller lists in leadership andmanagement in a specific period and local market are examined in a quantitative-qualitative study both to elicit the distribution of amodel and to find common styles and elements of leadership among different authors. The result shows that current popular leadership literature primarily reflects transformational leadershipmodels with elements of transactionalmanagement. Aparticular leadershipmindset and special leadership activities such as goal orientation or inspirational motivation can be found in almost all of the most widespread models. [ABSTRACT FROM AUTHOR]

Green practices are becoming increasingly important throughout the world. The performance of SMEs is becoming a crucial issue because of increasing awareness of consumers about environmentally friendly products; therefore, enterprises not following green practices may face a significant decline in performance. Therefore, the purpose of the study was to identify the mediating role of green product innovation between green entrepreneurial orientation, green transformational leadership, and the performance of SMEs. To meet the objectives of the study, structural equation modeling was applied to the data collected from 384 manufacturing SMEs operating in Amman, Jordan, using systematic sampling. The findings revealed that the mediating role of green product innovation was insignificant at the 5% level of significance but significant at the 10% level of significance. All other relationships were significant at the 5% level of significance. This study provides theoretical support for investing more resources in green product innovation to gain sustainability. [ABSTRACT FROM AUTHOR]

This study sought to examine how operational demands hinder individual well-being in firefighters, and also the extent to which fire chiefs' transformational leadership style acts as an operational resource to attenuate this relationship. A total of 115 firefighters participated in the study and completed surveys over seven consecutive days. The results suggest that individuals' well-being trajectories are not influenced by operational demands while individuals' well-being is enhanced over time by team leaders' transformational leadership. The implications of these findings are discussed and future research directions are advanced. [ABSTRACT FROM AUTHOR]

Emotional intelligence is a second-stratum factor of general intelligence (MacCann et al. 2014) that: (a) has been popularly touted as an essential individual difference for effective leadership (Goleman 1998), but also (b) exhibits large gender group differences favoring women (Joseph and Newman 2010). Combining these insights, we propose that emotional intelligence is a key mechanism in the so-called female leadership advantage (Eagly and Carli 2003—which emphasizes the finding that women are rated slightly higher in transformational leadership compared to men). The current study seeks to explain this gender leadership gap by specifying three personality-based theoretical mechanisms that enhance transformational leadership: (a) emotional intelligence (favoring women), (b) communion (stereotypical femininity; favoring women; Hsu et al. 2021), as well as an offsetting effect of (c) agency (stereotypical masculinity; favoring men). Meta-analytic data (including original meta-analyses among the leader's ability-based emotional intelligence, transformational leadership, communion, and agency) are used to test our theorized model. Results confirm the full mediation model of female leadership advantage. Because the three unique mechanisms operate in different directions, their individual indirect effects are notable, but their cumulative indirect effect is small and near-zero. In conclusion, we emphasize incorporating emotional intelligence with other personality-based explanations of gender effects in leadership perceptions. [ABSTRACT FROM AUTHOR]