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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]

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]

The purpose of this study is to determine if there is a positive relationship between full-range leadership and employees' effort, efficiency, and satisfaction. A questionnaire was administered to 577 executives from Colombian companies, and the data was analyzed using a partial least squares structural equation modeling (PLS-SEM) approach. The results show that both transformational and transactional leadership have a direct and significant impact on extra effort, effectiveness, and satisfaction, with transformational leadership having the greatest impact on these factors. Conversely, passive-avoidant leadership has negative effects on these three constructs. This study validates the effectiveness of the MLQ 5X in a South American country, a geographical region where such studies are in their early stages. Finally, the whole range of leadership styles--transformational, transactional, and passive-avoidant--is looked at. These styles are seen as second-order constructs that challenge latent multidimensional models as they emerge. [ABSTRACT FROM AUTHOR]

This study explores the impact of transformational leadership on innovative work behavior at Jakarta Woman and Child Hospital, involving both medical and non-medical staff. With 281 respondents, the research uses purposive sampling for individuals with over a year of experience working directly or indirectly with patients. Utilizing Structural Equation Modeling-Partial Least Squares (SEM-PLS), the analysis reveals a positive influence of transformational leadership on innovative work behavior and job involvement. However, no significant relationships are found between transformational leadership and psychological capital, and between job involvement and innovative work behavior. Additionally, psychological capital does not act as a mediator in the relationship between transformational leadership and innovative work behavior. Managerially, enhancing transformational leadership is vital for fostering innovation and job involvement in hospitals, recommending strategies to improve psychological capital through positive work environments and training programs. Despite valuable insights, the study's limitations warrant further research for a broader understanding and identification of influencing factors within the healthcare industry. [ABSTRACT FROM AUTHOR]

In the dynamic knowledge-based landscape, effective leadership has a crucial role in sharing knowledge and expertise towards innovation. Multiple previous research studies have studied the correlation between leadership style and innovative behaviour. Nevertheless, few empirical studies have investigated the mediating influence of psychological empowerment on the connection between organisational leadership and innovative behaviour. The study also examines how creative self-efficacy influences the connection between entrepreneurial leadership and innovative behaviour. This study addressed the knowledge gap by examining the correlation between transformational leadership, entrepreneurial leadership, and innovative behaviour. Additionally, it sought to explore the role of psychological empowerment and creative self-efficacy as mediators in the relationship between entrepreneurial leadership, transformational leadership, and innovative behaviour. A questionnaire was administered to 228 individuals who are employees working in Pakistan's SMEs. The data were then analysed using Structural Equation Modelling (SEM) with Smart-PLS software. The findings suggest transformational leadership and entrepreneurial leadership heightened innovative behaviour among employees through psychological empowerment and creative self-efficacy. No direct impact was established for transformational leadership on innovative behaviour indicating the presence for mediator. This study contributes to the existing literature by offering empirical proof of the correlation between transformational leadership, entrepreneurial leadership, and innovative behaviour. It also examines the influence of psychological empowerment and creative self-efficacy on innovative behaviour. The practical implication is that to encourage innovative behaviour, leaders need to get down the field to empower and build confidence among employees. [ABSTRACT FROM AUTHOR]

This study examined the mediating effect of school culture on the relationship between transformational leadership and teaching performance in Yemeni public schools. A stratified random sample of 375 teachers from schools in Sana’a, Yemen, was selected to participate. Data were collected through questionnaires and analyzed using structural equation modeling with SmartPLS 3. The results showed that transformational leadership and a positive school culture significantly predicted better teaching performance. Furthermore, school culture mediated the positive relationship between transformational leadership and teaching performance. These findings provide valuable insights for school leaders on the critical role of school culture in achieving teaching excellence. The results also shed light on mechanisms to improve school culture and educational leadership to implement policies for better student outcomes. Thus, this study addressed a gap in research on the connections between leadership styles, teaching performance, and school culture in the understudied context of Yemen’s education system. [ABSTRACT FROM AUTHOR]

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

Purpose: Grounded in the transformational leadership theory, conservation of resource theory and job demands-resources model, this paper aims to examine the effect of transformational leadership on psychological empowerment and employee engagement of faculty members in Bangladesh and Thailand. This study also integrates Hofstede's cultural dimensions theory to justify whether transformational leadership could affect psychological empowerment of faculty members in these two countries differently. Design/methodology/approach: Survey data were collected from a total of 457 faculty members from two universities in Bangladesh (n = 243) and two universities in Thailand (n = 241). This study used partial least squares structural equation modeling for analyzing the proposed model. Findings: The evidence shows that faculty members who worked for department heads and who exhibited transformational leadership demonstrated high level of psychological empowerment and employee engagement. Psychological empowerment also mediates the effect of transformational leadership on employee engagement. Moreover, the degree to which transformational leadership positively affects psychological empowerment is stronger for faculty members in a higher power distance culture (Thailand) than for those faculty members in a lower power distance culture (Bangladesh). Practical implications: Because human capital plays a crucial role in determining the potential of universities to achieve superior performance, universities should provide leadership training to help department heads understand the key elements of transformational leadership and apply them in their management practices to promote empowerment and engagement of their faculty members. Originality/value: The finding provides new evidence that broadens the knowledge from existing research about the cross-cultural effectiveness of transformational leadership, which has not been explored in the area of psychological empowerment. [ABSTRACT FROM AUTHOR]

This study examines the influence of transformational leadership on corporate entrepreneurship, and analyzes the impact of the different dimensions of both constructs on each other. A quantitative research method was employed, and data was collected via a questionnaire. The participants of this study were 300 employees working in private hospitals in Pakistan. The findings revealed that intellectual stimulation, idealized influence, inspirational motivation and individual consideration have substantially significant and insignificant impact on new business ventures, self-renewal and innovativeness. Transformational leadership dimensions seem to exist within the corporate entity, which need to be synergized with new business ventures, innovativeness, and selfrenewal to enhance corporate entrepreneurship. Thus, we examine the relationship between transformational leadership and corporate entrepreneurship in private hospitals in Pakistan, which has implications for current leadership issues such as diversity and competitiveness in the workplace. [ABSTRACT FROM AUTHOR]

In an era marked by increasing environmental concerns, this study investigates the impact of corporate social responsibility (CSR), transformational leadership (TL), and green organizational culture (GOC) on the environmental performance of the Malaysian manufacturing sector. Utilizing the resource-based view and ability-motivation-opportunity theory, this study explores GOC's mediating role between CSR, TL, and environmental outcomes, offering insights into enhancing sustainability in manufacturing. Through a survey of 375 Malaysian manufacturing professionals from October 2022 to January 2023 and using Structural Equation Modeling for analysis, the research confirms that CSR, TL, and GOC significantly enhance environmental performance. It highlights the critical role of transformational leadership in driving sustainability efforts and the positive influence of a green culture. This study contributes practical strategies for managers and policymakers to merge leadership, culture, and social responsibility in promoting environmental sustainability. Emphasizing the benefits for the Malaysian economy, it advocates for manufacturing firms to incorporate these findings into their CSR strategies, fostering a culture and leadership conducive to superior environmental results. This approach is vital for aligning with sustainable development goals, thereby boosting both ecological and economic growth. [ABSTRACT FROM AUTHOR]

Purpose: Considering the important role of knowledge management in the global growth of world economies, the importance of knowledge management in the tourism industry can hardly be overestimated. Knowledge management, empowering leadership and innovation can open new research prospects for online travel and tourism, thereby increasing organizational capacity. In this context, this study aims to investigate the relationship between knowledge management practices and transformational leadership, along with the mediating role in this relationship of leadership communication. Knowledge management practices are discussed through the lens of managers'/organizational perspectives working in the online travel and tourism industry. Design/methodology/approach: Using a descriptive research method, the data were collected from a total of 174 managers/senior executives working in the online travel and tourism sectors. The proposed conceptual framework was evaluated using structural equation modeling through AMOS 21 and Process Macro (SPSS-Plugin). Findings: The results revealed a significant increase in the adoption of knowledge management practices in the online travel and tourism sector under transformative leadership. The results also highlighted that effective communication is a vital contributor and significant complementary mediator in the relationship between transformative leadership and knowledge management practices. Practical implications: The results of this study suggest that transformational leaders, who are equipped with the "high touch" nature of leadership and the "high tech" aspect of the contemporary workplace, are the best fit to manage online travel and tourism organizations. To have an adequate knowledge management system, knowledge managers should adopt a transformative leadership style and receive comprehensive training in developing leadership abilities such as effective communication competencies. Originality/value: To the best of the authors' knowledge, this study is the first to demonstrate that, in emerging online travel and tourism sectors, organizational knowledge can be managed through effective leadership communication. [ABSTRACT FROM AUTHOR]

Rapid developments in the financing industry sector in Indonesia have created dynamic and challenging business competition. Sustainable business growth is one crucial achievement that is a point of competition between finance companies. Therefore, the optimal job performance of each employee is a significant factor. Previous studies have shown a connection between job performance with variables such as POS, transformational leadership, and work engagement in other industrial sectors. This study was aimed at analyzing the influence of said variables among finance company employees in Central Jakarta and South Jakarta. The research was conducted in quantitative methods with primary data collection using questionnaires. The sample was taken using a purposive sampling technique, with a total of 250 respondents who are employees of finance companies in selected areas. Data analysis used the Structural Equation Model (SEM) with AMOS version 22 software and the Sobel Test to calculate the effects of each variable and its connection. This research results show that POS and transformational leadership have a positive influence on the job performance of finance company employees in Indonesia. It was also revealed that work engagement does have a mediating role in the relationship between the previous variables and job performance. In this context, the study indicates that factors from within and outside employees, such as POS and transformational leadership, play a role in improving their job performance by also increasing work engagement. [ABSTRACT FROM AUTHOR]

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

Purpose: The objective of this investigation is to examine the correlation between green transformational leadership (GTL) and organizational green innovation (GI) by employing a mediation model. Drawing upon the social cognitive theory and natural resource-based view, the present study explores the role of green creativity (GC) as a mediating variable in the relationship between GTL and GI in the hotel industry. Design/methodology/approach: The research was conducted in Italian luxury hotels to assess the efficacy of our conceptual framework among workers in the hospitality industry. The study utilized a three-wave 2-week time-lagged design (N = 303). In addition, the study also intends to apply the Partial Least Squares – Structural Equation Modelling (PLS-SEM) and the fuzzy qualitative comparative analysis (fsQCA) to have distinctive discernment into model rapport. Findings: The results of the study indicate the linkage between GTL and GI. Furthermore, the study also found the partial mediation of GC of employees. The results show numerous combinations using fsQCA that can be utilized to increase green performance (GP). Originality/value: The study helps the hotel industry maximize its performance by unravelling irregular relationships. Therefore, it contributes by explaining previously unexplored factors and elucidating causal recipes to build a higher GP base through GTL, GC and GI. The research findings hold significant implications for comprehending the effects of GTL on organizational GI as well as its influence on GP. The limitations of the study are discussed for avenues of future research. [ABSTRACT FROM AUTHOR]

This study emphasizes the significance of people management and strategic human resource management (SHRM) in shaping dynamic capabilities to promote organizational performance and sustained competitive advantage. Data for this research were gathered from 548 respondents from the banking sector in India. Covariance-based structural equation modeling was utilized for hypotheses testing. This study contributes to bridging the "black box" between high-performance work system (HPWS) and its outcomes. The research utilizes the ability–motivation–opportunity framework to formulate the HPWS bundle and confirms that HPWS is a crucial enabler of organizational agility, allowing banking organizations to adjust quickly to market needs. By using the dynamic capability view, this research considers organizational agility as a critical dynamic capability to elucidate the mechanism by which HPWS is linked to organizational performance. Furthermore, this work attempts to bring management and leadership literature closer by investigating the moderation effect of transformational leadership. The findings indicate that a higher degree of transformational leadership is essential to promote the positive association between HPWS and organizational agility. Transformational leadership can help in implementing HPWS to manage workforce adaptability, which enables the workforce to react according to the dynamic environment. Additionally, the study empirically validates that in the presence of a greater level of HR flexibility, HPWS is significantly effective in promoting agility in banking firms. [ABSTRACT FROM AUTHOR]

The study explores the impact of transformational leadership on innovative employee behaviour, with tacit knowledge sharing as a mediator. This contributes to existing literature on the dynamic interplay between transformational leadership, employee innovation, and tacit knowledge sharing within organisational contexts. The study used a cross-sectional research design to examine relationships between the variables. 450 questionnaires were distributed among white-collar employees in Greater Jakarta, and a high response rate of 91.2% was achieved. Using the widely accepted Partial Least Squares Structural Equation Modelling technique, the study further analysed the hypothesised relationship among transformational leadership, tacit knowledge sharing, and innovative work behaviour. As evident from the study, transformational leadership would play a major role in influencing the level of sharing of tacit knowledge among employees and, therefore, would result in a supportive, innovative environment. It also has a direct effect on the employees to behave in an innovative way by the inculcation of new ideas or changes. Tacit knowledge sharing is positively related to innovative behaviour. Transformational leadership also indirectly affects innovative behaviour via tacit knowledge sharing. The model explaining these linkages was also further evidenced to be effective through the conduction of structural equation modelling. Overall, the results underline transformational leadership as a critical success factor for a knowledge-sharing culture and innovation development within the organisation, either directly or indirectly. The research topic area also encompasses the role of tacit knowledge sharing in mediating the relationship of transformational leadership with innovative work behaviour and, hence, reveals the connection between leadership and innovation through knowledge exchange. It places transformational leadership in a discourse of knowledge management and outcomes of innovation, which points to the general importance of intangible assets and specifically to knowledge sharing. The empirical findings supported the idea that transformational leaders provide a climate where sharing tacit knowledge is an important aspect of organisational innovation. This review, therefore, focuses on the knowledge management, innovation, and leadership literature, with the aim of providing a multidisciplinary overview that would be helpful for readers in management, organisational psychology, and business innovation. This is the approach of leadership development by organisational leadership. HR professionals need to focus on strategies supporting the inculcation of a culture of sharing tacit knowledge around innovation. It ought to support measurement approaches for evaluating effectiveness in leader-led efforts to promote innovation and knowledge exchange. [ABSTRACT FROM AUTHOR]

Engaging in learning with colleagues is paramount for teachers to enhance students' learning. To be effective and sustainable, it requires engagement both by individual teachers as well as whole teams. Surprisingly however, research examining learning activity as a characteristic of individuals in teams and a property of teams, as well as their antecedents on both levels, is still scarce. This study examined how perceptions of transformational leadership, as mediated by goal interdependence and collective-efficacy, facilitate teachers' engagement in information sharing, and whether effects are similar for individuals and teams. Questionnaire data were analyzed using multilevel structural equation modelling. Results showed that individual engagement in information sharing and individuals' perceptions of goal interdependence were directly impacted by transformational leadership practices. Information sharing of teams, and collective efficacy, were impacted by consistent perceptions of goal interdependence. Teachers shape their learning amongst themselves in teams, with individual support from their leader. [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]

The study utilizes a direct-indirect effects model to examine the connections among Transformational Leadership Behaviors (TLB), Organizational Citizenship Behaviors (OCB), and Organizational Performance (OP) within the public sector. TLB data were collected from leaders and followers, allowing for comparison between leader-perception and follower-perception models. A survey methodology involved 1,364 participants from U.S. county government executives and followers, analyzed using structural equation modeling. It aims to bridge gaps in the literature by integrating TLB, OCB, and organizational-level performance into one model, providing nuanced insights into their interactions. Findings support TLB's positive impact on OCB and OP and OCB's positive influence on OP. Differences in leader and follower perceptions highlight the need for comprehensive evaluation. The study addresses the limitations of prior research by considering both leader and follower perspectives, contributing to understanding leadership's role in organizational performance. Practically, it suggests strategies for enhancing performance through TLB fostering, OCB encouragement, and creating supportive work environments. Its originality lies in its holistic examination of TLB, OCB, and OP, offering valuable insights into the public sector and organizational practices. [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]

In recent years, there has been an upswing in the research on cyber incivility and its impact on individuals and organizations. Despite its negative consequences, cyber incivility has become increasingly common in the workplace as an increasing number of employees use technology to communicate. This study investigated the impact of cyber incivility on the service innovation of Jordanian hotel workers and the mediating effects of leadership change. A comprehensive survey involving employees of Jordanian hotels was conducted, and responses were subjected to structural equation modeling analysis using Smart PLS 4.0 software. The analysis reveals that cyber incivility has a significant negative direct impact on service innovation, while transformational leadership demonstrates a positive and significant direct effect on service innovation. Additionally, the mediating role of transformational leadership in the relationship between cyber incivility and service innovation is negative and significant (b =2.171, r= 0.000), emphasizing its crucial contribution to mitigating the adverse effects of cyber incivility on service innovation in the hotel industry. These findings have important implications for hotel managers seeking to improve their employees' service innovation and mitigate the negative effects of cyber incivility. [ABSTRACT FROM AUTHOR]

This study examines the direct, mediating, and moderating effects of Transformational Leadership (TL), Work Engagement (WE), and Project Complexity (PC) on Project Success (PS). Using survey methods and multivariate data analysis through structural equation modeling with 326 project managers in Vietnam, the results show that TL scientifically predicts PS; TL positively impacts WE; WE strongly influences PS; and the link between TL and PS is moderated by PC and mediated by WE. The results indicate that project-oriented businesses should consider TL when hiring for project management roles and offer transformational leadership training to assist project managers in becoming more exceptional. Future studies could use longitudinal research to understand better how the impact of these antecedents on project success changes over time. [ABSTRACT FROM AUTHOR]

The evidence of the effect of leadership on creativity of research and development (R&D) employees has been both limited and debated. Some research indicates that leadership is unnecessary in an R&D setting, whereas other studies argue that it remains essential even in such environments. Thus, this study seeks to examine the relationship between transformational leadership and creativity of scientists, as well as the mediating role of psychological empowerment between transformational leadership and scientists' creativity. The research is based on a sample of 357 scientists employed in various public sector R&D laboratories in India. Structural equation modelling techniques, utilising SmartPLS software, were employed to evaluate the relationships among the different constructs. The results indicate that both transformational leadership and psychological empowerment have a significant positive effect on scientists' creativity. Scientists' psychological empowerment has a significant positive impact on their creativity. Furthermore, psychological empowerment was found to mediate the relationship between transformational leadership and scientists' creativity. This study provides valuable insights for public sector R&D leadership, highlights the role of psychological empowerment, and discusses implications for fostering creativity among R&D scientists. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to test a four-variable research model using organizational behavior, social and technical systems, and leadership theories. This study set out to determine how different leadership philosophies, such as transformational leadership and empowering leadership, affected innovation. In addition, the model's mediating role for psychological empowerment was quantified. Design/methodology/approach: This study used a quantitative approach, which is primarily a questionnaire, to gather information from 320 health-care sector workers at four public hospitals in the Basrah Governorate. Findings: The majority of the relationships in the research model were shown to be positive by data analysis outcomes. The findings also showed how crucial the mediating variable was in preserving the link between the independent and dependent variables. Discussions were made on the theoretical and practical ramifications and suggestions for additional research. Originality/value: This study concentrated on the application of contemporary leadership styles, gathered information on them and combined them into a single model to boost innovation. This study, which was conducted in the setting of the Iraqi health-care industry, stands out from previous studies because it used a large sample to provide conclusive and significant results, making it a valuable resource for academicians who seek to cultivate innovation. [ABSTRACT FROM AUTHOR]

BACKGROUND: Transformational leadership and organizational learning culture have become exciting topics to be explored over the last few decades. However, several previous studies have shown certain inconclusive findings regarding the link between transformational leadership and organizational learning culture. OBJECTIVE: This study fills this gap by developing a clear model and aims to examine the extent of the impact of (1) transformational leadership on organizational learning culture and intrinsic work motivation, (2) intrinsic work motivation on organizational learning culture, (3) intrinsic work motivation in mediating and moderating the relationship between transformational leadership and organizational learning culture. METHODS: The data of this study are collected from employees working at the community health center in Indonesia. A partial least squares (PLS) based structural equation modeling (SEM) technique is used to analyze the data by utilizing the SmartPLS 3.0 software package. RESULTS: First, the results concluded that transformational leadership has a significant impact on organizational learning culture and intrinsic work motivation. Second, intrinsic work motivation has a significant impact on organizational learning culture. Third, intrinsic work motivation fully mediates the relationship between transformational leadership and organizational learning culture. Also, intrinsic work motivation moderates these variables' relationships. CONCLUSION: The theoretical model of previous research on the relationship between transformational leadership and organizational learning culture with intrinsic work motivation as a mediator and moderator variable has yet to be fully developed both in public and private organizations, particularly in the health sector. [ABSTRACT FROM AUTHOR]

Purpose: Given the important role of change capability for organizational development and competitive advantage, the purpose of this study is to clarify the influences of transformational leadership (TL) on organizational change capability (OCC) via mediating roles of two specific aspects of trust in leadership namely disclosure-based trust and reliance-based trust. Design/methodology/approach: Structural equation modeling is applied to test the degree of influences of TL and employee trust on OCC via empirical data collected from 376 participants in 115 small and medium firms in China. Findings: The results show the positive and significant impacts of TL and aspects of employee trust in leadership on OCC. It indicated that disclosure-based trust in leadership has a greater influence on change capability in comparison with the effect of reliance-based trust in leadership. Especially, the findings have shown the evidence supporting the mediating mechanism of aspects of employee trust in leadership between TL and OCC. Research limitations/implications: This study provides the practical initiatives that highlight the importance of applying TL style to build and improve the trust of employees in their leadership for fostering OCC. Originality/value: The paper has significantly advanced and deepened insight of how transformational leaders nurture employee's specific shades of trust in leadership for fostering OCC. The valuable findings of this study contribute to enriching the theoretical basis of organizational behavior and change management, and can be used to analyze and explain the relationships between TL, employee's trust in leadership and organizational capability for change. [ABSTRACT FROM AUTHOR]

This study analyzed supervisor factors that affect employee attitudes, and adds two new aspects to these. We applied structural equation modeling to an online survey of 1,000 full-time employees across 10 Japanese industries. We found that the supervisor's innovative personality had a positive effect on the subordinates' job satisfaction, and the traditional drinking culture of Japanese companies had a positive effect on the subordinates' turnover intention. Therefore, it is necessary to convey the importance of expressing innovation on a daily basis in training managers, and to not force the drinking culture into the 360-degree evaluation feedback of supervisors. [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]

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]

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]

Purpose: The major purpose of this paper is to examine the mediating role of job competency in the effect of transformational leadership to performance of university lecturers. This article also attempts to examine the direct effect of transformational leadership on job competency and lecturer performance. Design/methodology/approach: For the purpose of the study, quantitative research was applied by conducting an empirical survey with the active participation of 223 lecturers. The survey was conducted in ten high-ranked private universities in Jakarta, Indonesia. Structural equation modeling (SEM) was employed for the measurement and structural model analyses. Findings: The results reveal that the effect of transformational leadership on lecturer performance is expressed only by indirect effect (through lecturer competency). Even though transformational leadership has a positive direct effect on lecturer performance, it is not statistically significant. This paper highlights the crucial role of lecturer competency in the performance of academic scholars. The findings suggest transformational leadership is fundamental in fostering competencies, which, in turn, improve the work performance of university lecturers. Originality/value: This study makes significant contributions to the understanding of the interaction between transformational leadership and performance in higher education, and the statistical significance of lecturer work competency in mediating this relationship. The results of this study provide a snapshot of the contextual mechanism linking transformational leadership and lecturer performance. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has caused massive economic shocks, hurting companies and disrupting global production and consumption of markets, organizations, and commodities. This study investigates the effect of government intervention and transformational leadership on the relationship between COVID-19 containment measures and the performance of SMEs in Ghana's beverage manufacturing sector. Employing exploratory and cross-sectional design, we gathered empirical data using a quantitative research method. Participants completed research questionnaires independently, without any assistance from researchers, to provide data for the study. The questionnaires were self-administered. The data was collected from 100 SMEs, each with 500 leaders, owners, or CEOs. A structural equation model was used to analyze the data. The results showed that COVID-19 containment measures positively influenced SMEs' beverage businesses and transformational leadership. Results showed that transformational leadership significantly impacted the performance of SME beverage firms. The finding also indicated that government interventions significantly influenced the performance of SME beverage firms. The results showed that the performance of SME beverage firms and COVID-19 containment measures were mediated by transformational leadership style. However, government interventions have had a positive effect but did not moderate COVID-19 containment measures and the performance of SME beverage firms. The study contributes to the body of knowledge in the literature by establishing empirical evidence about how COVID-19 containment measures affect the performance of beverage manufacturing SMEs through the moderating effect of government intervention and the mediating effect of transformational leadership as limited studies have been conducted in this area in a single study. [ABSTRACT FROM AUTHOR]

Introduction: In today's fast-paced business environment, innovation from elder employees is increasingly vital to organizations. High-involvement work practices that emphasize engagement and empowerment have a significant impact on the innovation performance of these employees, harnessing their wealth of experience and fostering organizational growth. However, most of the current research on innovation performance focuses on the single factor of the individual or the organization, and most of them focus on the linear relationship; research on the factor of human resource practices, in particular high-involvement work practices, is inadequate. Methods: Based on social exchange theory, this paper uses structural equation modeling (SEM) to examine the impact of high-involvement work practices on elder workers' innovation performance using 278 valid samples from three time points, and the non-linear effects of exploratory and exploitative innovation on elder workers' innovation performance. Results: (1) There is no significant relationship between high-involvement work practices and elder employees' innovation performance. (2) Exploratory innovation has a significant U-shaped relationship with innovation performance, i.e., as the level of exploratory innovation increases, the innovation performance of elder employees first decreases and then increases. There is a significant inverted U-shaped relationship between exploitative innovation and innovation performance, i.e., as the level of exploitative innovation increases, innovation performance first increases and then decreases. High-involvement work practices have a U-shaped effect on elder employees' innovation performance through exploitative innovation. (3) Transformational leadership moderates the direct effects of high-involvement on exploratory innovation and elder employees' innovation performance, and transformational leadership moderates the U-shaped effect of high-involvement work practices on elder employees' innovation performance through exploratory innovation. Discussion: The conclusion is helpful for organizations to enhance elder employees' innovation performance by enriching high-involvement work practices. [ABSTRACT FROM AUTHOR]

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

This paper is to examines the effect of TL and talent management on job satisfaction. It also purposes to determines the meditating role of POS in relationship between transformational leadership and talent management on job satisfaction at the Secretariat General of the Ministry of Energy and Mineral Resources, Indonesia. This explicit research uses quantitative approach with Structural Equation Modelling via Partial Least Squares (PLS-SEM) method to carried out the evaluation of the measurement model, the evaluation of the structural model and the evaluation of the goodness and fit model. Total of the responses are 135 government employees in 15 divisions. Primary data was obtained by distributing questionnaires through print out paper and online. The result based on pvalue shows that TL has negative insignificant effect on job satisfaction, TM has a positive and significant effect on job satisfaction, POS has a positive and significant effect on job satisfaction, TL has a positive and insignificant effect on job satisfaction meditated by POS, TM has a positive and significant effect on job satisfaction meditated by POS. The findings suggestion that talent management variables should be examining and continuing to improved job satisfaction. [ABSTRACT FROM AUTHOR]

The increasing recognition of universities as a seedbed of new knowledge and technology to boost economic growth, technological improvements, and competitiveness has led to the notion of commercialization of university research outputs to gain traction and popularity in different fora. Despite the significance attached, the commercialization of research outputs and innovation has remained low in universities. The purpose of this study is to lay emphasis on Uganda's Universities in light of the examination of how institutional pressures and collaboration influence the commercialization of university research output with the mediating role of transformational leadership. Data was collected using a questionnaire from 115 university staff in the 23 chartered universities in Uganda. The paper adopted Exploratory Factor Analysis (EFA) for instrument validity and reliability, and Structural Equation Modeling (SEM) for testing and estimating relations between the commercialization of university research outputs with its antecedents of institutional pressures, collaboration and transformational leadership. The results indicate that the operational measures developed for research commercialization, along with its antecedents satisfy the reliability and validity tests. The proposed measurement scale for research commercialization with its antecedents (institutional pressures, collaboration and transformational leadership) will help practitioners to measure research commercialization performance in universities. The findings demonstrated that transformational leadership mediates the relationship between institutional factors and collaboration with the commercialization in Ugandan Universities. [ABSTRACT FROM AUTHOR]

The construction sector is known for its dynamic nature, and numerous construction projects have failed to reach completion due to inadequate development of leadership. As a widely recognized leadership, transformational leadership has shown the positive relationship with project success. However, the mechanisms driving this relationship remain unclear in the context of construction projects. In response to this topic, by adopting the Input-Mediator-Outcome model, this study seeks to investigate the mediating effect of team flexibility and team agility between transformational leadership and project success in the context of construction projects. Data were collected through a survey from 306 construction project members. The Structural Equation Modeling method was employed to test the proposed model. The findings demonstrate that (1) transformational leadership positively impacts team flexibility and team agility; (2) team flexibility and team agility positively impact project success; (3) team flexibility shows a positive mediating effect between transformational leadership and project success; (4) team agility shows no mediating effect between transformational leadership and project success; and (5) team flexibility and team agility play serial mediating roles between transformational leadership and project success. [ABSTRACT FROM AUTHOR]

This study aimed to investigate the relationship between transformational leadership, innovative work behavior, and turnover intention among software engineers in China. A survey was conducted, and data were collected from 289 software engineers working in various Chinese software companies. The data were analyzed using structural equation modeling (SEM), and the results indicated that transformational leadership had a significant negative impact on turnover intention, while innovative work behavior had a significant mediating effect on the relationship between transformational leadership and turnover intention. The results of the study showed a significant negative impact of transformational leadership on turnover intention among software engineers in China. This implies that when software engineers perceive their leaders as transformational, inspiring, and supportive, they are less likely to have the intention to leave their current job. Additionally, innovative work behavior had a significant negative impact on turnover intention. These findings suggest that transformational leadership and innovative work behavior can play crucial roles in reducing employee turnover intention in the software industry. [ABSTRACT FROM AUTHOR]

Considering diversity of commitments to multiple targets in the organization, this cross-sectional study investigates the strength and direction of the relationships between perceived strategies of transformational leadership, two types of commitments (commitment to the organization and commitment to the job), and the intention to quit. The sample consisted of 478 respondents working in different professions in both the private and public sectors (168 male, 310 female). The findings from the structural equation mediation model reveal that commitment to the organization serves as both a direct and mediating factor in reducing the intention to quit. Conversely, commitment to the job does not exhibit a significant impact on the intention to quit, either directly or as a mediator. Consequently, the association between transformational leadership and the intention to quit is only partially mediated by commitment to the organization, while commitment to the job shows no effect on the intention to quit. These results emphasize the significance of prioritizing the unidimensional commitment model and recognizing distinctions among various commitment targets when assessing the influence of transformational leadership strategies on the attitudes of followers. [ABSTRACT FROM AUTHOR]

Purpose: To investigate the influences of leadership styles on learning capacity and on the types of business budget use in agro-industrial cooperatives. Methodology: It is a descriptive investigation, characterized as quantitative, and as a survey, with the application of the statistical technique of structural equations modeling with partial least squares estimation using SmartPLS software. Results: It was possible to verify that (i) transactional leadership had a positive influence on the diagnostic use of the budget; (ii) organizational learning capacity as a mediator of transformational leadership in the interactive use of the budget presented the expected result; (iii) transformational leadership showed a positive meaning in organizational learning; (iv) organizational learning capacity had a positive meaning in the interactive use of the budget. Contributions of the Study: This research contributed to show that the manager's role goes beyond elaborating, applying and accompanying the organization. It is necessary to channel efforts or demand time for the management process, since the collaborators perceive their importance and contribute effectively when engaged with the organization in which they work; it was possible to verify that the style of the leader has a significant influence on the use of the referred tool and that this can be a great ally if well developed. [ABSTRACT FROM AUTHOR]

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Purpose: The purpose of this study was to discern the combination of personality traits that most contribute to effective leadership styles in individuals belonging to Generation Z. Design/methodology/approach: We utilized a structural equation model to analyze data from 244 higher education students in Mexico. This approach allowed us to examine the relationship between personality traits, leadership styles, and perceived effectiveness. Findings: Our findings indicate that the transformational leadership style is the most impactful among Generation Z individuals. Furthermore, the personality traits of Openness and Conscientiousness emerged as the most influential in relation to effective leadership styles. Research limitations/implications: Despite valuable insights, limitations exist due to small sample size (n=244) from one institution, restricting generalizability. The cross-sectional nature provides a snapshot, not accounting for societal/technological shifts affecting Generation Z over time. Self-reported data may suffer from biases. The cultural context focuses solely on a Mexican educational setting. Future research calls for larger, more diverse samples across institutions/countries with longitudinal data to offer enhanced, nuanced understanding of evolving leadership and personality traits within Generation Z. Practical implications: Organizations could enhance effectiveness by fostering transformational leadership among Generation Z employees through coaching/training programs tailored for this cohort. Academically, business curricula would benefit from integrating insights on aligning leadership styles with inherent personality traits. Social implications: Transformational leadership emergence within Generation Z may propagate leaders equipped to drive innovation, convey visionary goals, and evoke follower commitment to address pressing societal issues. Originality/value: To our knowledge, this study represents the first investigation within the Mexican context examining the interplay of personality traits, leadership styles, and effectiveness among Generation Z individuals. [ABSTRACT FROM AUTHOR]

This research is proposed to determine factors affecting organizational citizenship behavior (OCB), tested on counselors, totaling 156 respondents. This study applied three waves in data collection with an interval of 30 days and a multigroup analysis to validate OCB. The analysis technique used is the Structural Equation Modeling (SEM) method using the IBM SPSS AMOS v26. The results showed that transformational leadership and psychological capital could, directly and indirectly, influence OCB and substantially affect work engagement as the mediator. Furthermore, male counselors with OCB were more dominantly influenced by work engagement, whereas female counselors were by transformational leadership. The results of this study can be used as a basis for policy recommendations by organizational management, especially organizations in the public service. This research has strengthened the empirical foundation on voluntary extra-role behavior and initiatives that can improve organizational effectiveness. This behavior can be manifested by strengthening psychological capital, transformational leadership, and work engagement. [ABSTRACT FROM AUTHOR]

This study examines the mediating role of employee engagement between its transformational leadership and turnover intention. Cross sectional research design was used and data were collected from 442 academic staffs of Ethiopian public higher education institutions. To test hypothesized model, structural equation modeling was performed using analysis of moment structure (AMOS 24.0). The result shows that transformational leadership has significant positive influence on employee engagement. Both transformational leadership and employee engagement has significant negative effect on employees' turnover intention. The study also discovered that the association between transformational leadership and intention to leave is partially mediated by employee engagement. [ABSTRACT FROM AUTHOR]

Staff member's engagement has been at the core of consideration for top management and scholars who stated that staff member's engagement can be a key driver of an organization's business success. Many scholars have found in recent research that a transformational educational leadership approach has a beneficial connection with staff member's engagement. Therefore, this research oriented to investigate the connection of transformational educational leadership on staff members engagement through the mediating role of figurehead intrinsic enthusiasm. Researchers examine the information from a sample of 338 elevated education staff members working in the elevated educational institutes in Ethiopia by means of structural equation modeling (SEM) and confirmatory factor investigation (CFA) to examine the framed hypothesis. Afterward, the bootstrapping investigation was employed to verify the mediation examine in present research. The investigation manifested that transformational educational leadership approach had considered proficient impact on staff member's engagement for the mediating role of intrinsic enthusiasm. The impact of transformational educational leadership on staff member's engagement was found to be totally mediated by figurehead intrinsic enthusiasm. Hypothetically, present experiential investigation contributed to the novel knowledge on the exclusive mediating impacts of figurehead intrinsic motivation on the connections among transformational educational leadership and staff member's engagement in Ethiopia. Practically, present research has administrative connotation in the field of governmental administration, leadership and HRM. [ABSTRACT FROM AUTHOR]

Frugal Eco-Innovation (FEI) has become crucial for supporting the hospitality industry in third-world countries facing sustainability challenges. FEI can potentially enhance the environmental performance of employees in the hospitality sector. However, there is a lack of empirical studies on this topic in the existing literature. Therefore, our research aims to investigate the impact of Green Transformational Leadership (GTL), Green Work Engagement (GWE), and Green Job Crafting (GJC) on frugal eco-innovation. We conducted our study using a self-administered questionnaire, collecting data from 298 employees working in tourist hotels in Bali. We employed covariance-based structural equation modeling to test our hypotheses. Our statistical analysis revealed a significant positive relationship between green transformational leadership and overall frugal eco-innovation (b=0.215, t=2.954, p<0.003). This result suggests that GTL significantly promotes frugal eco-innovation for sustainable practices among green hoteliers. Furthermore, our results indicated that GTL is equally important for both green job crafting and green work engagement. GTL practices were positively correlated with both variables (b=0.377, t=5.289, p<0.000; b=0.542, t=7.744, p<0.000). Lastly, we found that GTL has a significant indirect effect on FEI, mediated by GWE and GJC, with a partial mediation effect. This empirical investigation is the first that provides an organized way to examine the effects of green transformational leadership on frugal eco-innovation and recommends the most effective means for hoteliers to embrace the best policies for sustainable practice. This study has important policy implications for harnessing individual development into resource-constraint green management practice. Additionally, GTL provides a supportive environment for employees with green crafting and engagement to realize their green potential. [ABSTRACT FROM AUTHOR]

Due to escalating environmental problems and challenges, ensuring sustainable development (SD) has become a matter of concern for organizations worldwide at a precinct scale. This study aims to integrate the variables, which are antecedents of SD through direct and indirect paths. The managers as participants of small‐ and medium‐sized enterprises have helped the researchers to explore the role of green knowledge management (GKM) and green dynamic capacity with the intervention of green innovation and competitive advantage in achieving SD. The results achieved through structural equation modeling revealed positive and significant direct and indirect relationships, however, the intervening role of green innovation and green competitive advantage between GKM and SD show insignificant results. Interestingly, we have also identified two significant moderators as a part of this study: large firm size and transformational leadership. This research has important implications and significant contributions to theory and practice. It can be considered innovative by using a range of antecedents in an integrated way, proposing and testing a theoretical model of SD in a developing country Pakistan, which is affirmed and committed to achieving SDGs by the year 2030. [ABSTRACT FROM AUTHOR]

Purpose: The increasingly uncertain and unstable factors in the internal and external environments of megaprojects lead to more potential crises and challenges, hence increasing the importance of improving organizational resilience. This study aimed to explore the effects of transformational leadership and employee self-efficacy on organizational resilience from a leader–employee perspective. Design/methodology/approach: By combining the perspectives of leaders and employees, this study constructed a development mechanism of the organizational resilience of megaprojects. Organizational climate and organizational learning were selected as two organizational resources to study the mediating roles of leaders and employees. A partial least-squares structural equation model was used to test the hypotheses based on data collected from 243 respondents. Findings: Results show that transformational leadership and employee self-efficacy positively affect organizational resilience and organizational resources. Organizational learning positively mediates the effects of leader–employee factors on organizational resilience, whereas organizational climate does not. Originality/value: This study verifies the positive role of transformational leadership and employee self-efficacy in organizational resilience and reveals the development mechanism of using organizational resources to build organizational resilience. This paper enlightens project managers and employees on how to well respond to the uncertainty and complexity of megaprojects. [ABSTRACT FROM AUTHOR]

We assumed that the perception of the leader as an attachment figure would mediate the relationship between transformational leadership transformational leadership and leader/follower's reports of team performance. Leaders (N = 38) and employees (N = 204) completed separate questionnaire batteries. Team members assessed their perceptions of the leader as an attachment figure, transformational leadership of their leaders, and general and citizenship performance. Leaders assessed their transformational leadership style and the performance of their teams. We applied multi-level structural equation modeling (multi-level mediation). Perceptions of the leader as an attachment figure did not significantly mediate team or general performance prediction. But, the transformational leadership of the leader (team level) positively predicted the dimensions of the attachment figure (secure figure and separation distress – individual level). The secure figure positively and separation distress negatively predicted interpersonal and organizational citizenship performance at the team level. The perception of a leader as an attachment figure at the team level has different characteristics than at the individual level. The results indicate that the best scenario for team performance, as seen through the lens of transformational leadership, is a secure-figure leader and followers with low separation distress. The discussion meets the topics of the low statistical power and the need to differentiate a leader's attachment figure functions in organizations regarding the individual versus team level. [ABSTRACT FROM AUTHOR]