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Background: Effective leadership plays a pivotal role in healthcare settings, particularly in the fast-paced and high-pressure environment of the emergency room, as it is closely linked to patient safety and the overall quality of care. This study assessed the mediating role of work satisfaction in the relationship between nurses' perceptions of their nurse managers' transformational leadership, reported adverse patient events, and the nurse-assessed quality of care in the emergency units., Methods: A cross-sectional survey design was carried out involving 283 emergency room nurses from the Philippines, utilizing standardized scales. Mediation testing was performed using Hayes' PROCESS macro in SPSS (Model 4)., Results: Emergency room nurses perceived their nurse managers as highly transformational. Nurses' perceptions of transformational leadership in their nurse managers were associated with a reduction in reported adverse patient events and an increase in nurse-assessed nursing care quality. Work satisfaction partially mediated the relationship between transformational leadership and nurse-assessed nursing care quality, but it did not serve as a mediator between transformational leadership and reported adverse patient events., Conclusion: The results suggested that enhancing transformational leadership behaviors among nurse leaders can foster work satisfaction in ER nurses, which, in effect, contributes to enhanced nursing quality of care provision in emergency settings., Competing Interests: Declaration of Competing Interest The author declares no conflict of interest., (Copyright © 2023 College of Emergency Nursing Australasia. Published by Elsevier Ltd. All rights reserved.)

Background/purpose: Leadership behaviors correlate with job satisfaction, which is supposed to have impact on overall organizational performance. This study aimed to establish a model to explain organizational performance by determining the relational effect size between transformational and transactional leadership, job satisfaction, and organizational performance, and to examine the moderating effect of educational context. Materials/methods: Meta-analytic structural equation modeling (MASEM) technique was used to determine the effect size of the relationship between transformational and transactional leadership, job satisfaction, and organizational performance. The model-data fit of the models established between these variables was then examined. Correlation coefficients from 25 primary studies were combined according to the random effects model. Results: Analysis showed that significant effect sizes (p < .05) were found between transformational and transactional leadership, job satisfaction, and organizational performance. The model constructed between these variables was found to have a good model-data fit. Transformational and transactional leadership affects employees' job satisfaction, and job satisfaction affects their organizational performance. The primary findings of the study are that employee job satisfaction is a partial mediator of the indirect effect of transformational leadership on organizational performance, and that leadership context does not significantly moderate the effect between these variables. Conclusion: Organizational leaders need to consider the job satisfaction level of their subordinates in order to enhance organizational performance.

The link between well-being at work and leadership has received considerable attention. Leaders have the power to influence followers not only due to formal position, but also their positive behaviors could reinforce the followers' positive working experience. Following the crossover model (Westman, 2001), this study investigates whether leaders' work-related positive psychological states (i.e., work engagement) cross over to those of the followers (i.e., work engagement and job satisfaction) through the mediation of the latter's perception of transformational leadership. We used MPlus 8 to test two multilevel mediations in a sample of 1505 nurses nested in 143 groups led by as many leaders (87.19% of nurses and 56.50% of head nurses of the entire population). Results show that while there is not a crossover of leader work engagement to nurse work engagement, manager work engagement can cross over to nurse job satisfaction, enhancing their well-being through transformational leadership behaviors. This study adds further insights both on crossover theory and on the importance of leaders in expanding and transferring resources to followers at work. Fostering work engagement at a managerial level in the healthcare sector could be the driver to facilitate the well-being of nurses at work, address negative outcomes, and promote positive ones.

Research on workplace cyberbullying (WCB) is still scarce and needs verification. This study addressed the indirect influence of positive and negative leadership on WCB via perceived role stressors and negative team climate. The main goal is to test the applicability of the work environment hypothesis and job demands-resources model for WCB on a cross-sectional sample of n = 583 workers in Germany (n = 334) and Spain (n = 249). We tested multiple mediation models, and findings revealed that negative (passive-avoidant) leadership increased role and team stressors and thereby WCB exposure, whereas positive (transformational) leadership decreased the same stressors and thereby reduced WCB exposure. No cross-cultural differences were found, indicating portability of the results. This study highlights the explanatory factors for WCB at individual and team level and emphasizes the role of managers as shapers of the work environmental antecedents of WCB in the emergent digitalized working world. Theoretical implications and future research avenues are discussed.

Scholars have paid extensive attention to transformational leadership for decades. However, existing studies still lack ample discussions on the underlying mechanism and boundary conditions of its influence on employee job satisfaction. This study proposed a moderated mediation model based on social exchange theory. We collected survey data from 211 frontline employees to verify our hypotheses. The results showed that transformational leadership was positively associated with employee job satisfaction via the mediation role of the perceived employee relations climate. Furthermore, the relationship between transformational leadership and the employee relations climate, as well as the indirect relationship between the two, was demonstrated to be more significant for male employees. This study offered a new account of the mechanisms of transformational leadership and clarified a boundary condition for its effectiveness.

Guangxi is a border area where ethnic minorities are distributed, with poor economic development foundation, slow growth, relatively traditional, high turnover rate and outdated education. The purpose of the study was to evaluate the impact and to identify the path of principals' transformational leadership on teachers' teaching effectiveness in ethnic autonomous region of China. A regression analysis survey design was adopted to collect the data from the teachers of elementary schools. Based on 5-point Likert Scale of 771 questionnaires from Guangxi Province of China, the survey concluded: (1) principals' transformational leadership, teachers' organizational commitment, and teachers' teaching effectiveness differed significantly by gender and age, (2) principals' transformational leadership significantly influenced teachers' teaching effectiveness, in addition, teachers' organization commitment can partially mediate the effects, (3) gender can moderate the path of principals' transformational leadership to teachers' organization commitment, specifically, male teachers carry more weight. The study findings may serve as a guide for further research on management and leadership of leaders and members in educational organizations.

Background/purpose: The rapid transition to virtual teaching (VT) due to COVID-19-related school closures posed challenges to teachers in regard to upholding the standards of their profession. Perceived transformational leadership of virtual teaching (perceived TL-VT) may have had a protective role in difficult circumstances. Hence, this research study aimed to examine the relationship between perceived TL-VT and organizational citizenship behavior of virtual teaching (OCB-VT) in Indonesia, with job satisfaction of virtual teaching (JS-VT) as a mediator. Materials/methods: A cross-sectional survey design was used in this study, in which data were collected from a sample of teachers at 40 elementary schools in Blitar District, Indonesia. A total of 418 teachers with VT experience completed survey with items adapted from related scales. The collected data were analyzed using descriptive statistics and correlation analysis. Moreover, the mediation effect was evaluated using Hayes Process of Model 4. Finally, Hayes (2013) bootstrap technique was used to investigate the significance of the mediation effect. Results: Perceived TL-VT and JS-VT were found to be positively associated with OCB-VT. Mediation tests confirmed the relationship between perceived TL-VT and OCB-VT was mediated by JS-VT. Moreover, bootstrap analysis showed that coworkers had the most significant mediating effect on the relationship between perceived TL-VT and OCB-VT, followed by promotion, supervision, and work, while the effect of pay was shown to be insignificant. Conclusion: It was found that JS-VT had a mediating role in the relationship between perceived TL-VT and OCB-VT. Therefore, a good principal leadership could be critical to maintaining both teacher satisfaction and behavior during the COVID-19 crisis, regardless of teachers' actual readiness to overcome barriers associated with virtual teaching.

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

Teachers in Estonia are working in a tense environment of conflicting expectations which, on the one hand, involves a neoliberal approach to standards and, on the other, the humanistic values of education and well-being of students. The purpose of the study was to identify the factors of school climate which ensure both the job satisfaction of teachers and the satisfaction of students, and to analyse the impact of these factors on the teacher-student relationship. The findings are based on the results of interviews with teachers (n=40) and students (n=39) and the results of student questionnaires (n=139) conducted in four schools. The teachers and students who were satisfied with the school and their job perceived the teacher-student relationship through the following aspects: the potential of students, openness to knowledge, the recognition of personal qualities, equal treatment and taking students into account. Despite the external turbulence in the Estonian school system, all schools still have the autonomy to transform their school into an oasis where all parties feel satisfied.

Purpose: In recent decades, researchers have increasingly begun to study the effects of transformational leadership on various teachers' attitudes in K-12 settings. However, studies on the effect of transformational leadership on the job satisfaction of vocational high school teachers are not sufficient. Therefore, in this study, the nature of the relationship between transformational leadership and job satisfaction in Turkish vocational high schools was examined. Design/methodology/approach: The study data came from 847 teachers working at 82 state vocational high schools located in 12 regions in Türkiye. To test the research model, we conducted multilevel structural equation modeling to explore the structural relationships between transformational leadership, teacher professional learning, teacher' self-efficacy and job satisfaction. Findings: The analysis confirms that teacher professional learning and self-efficacy are prominent mediators in the relationship between transformational leadership and job satisfaction in Turkish vocational high schools. Originality/value: The present study is expected to contribute to the body of research focusing on the effects of transformational leadership on job satisfaction in vocational high schools. Implications for theory, practice and policy are discussed.

Instructional leaders of the school building influence teachers' well-being. While there have been many studies conducted regarding reasons teachers leave the classroom, very few studies focused on the differences between leader behaviors and teacher well-being. The purpose of this research study was to determine if there were statistically significant differences between leader behaviors and teacher well-being at high and low socioeconomic schools located in Alabama. The study used survey data from the "Multi-factor Leadership Questionnaire" (MLQ-5X) Instrument and the "Teacher Subjective Well-Being Questionnaire" (TSWQ) using an online Qualtrics platform. The study surveyed 46 participants in the high socioeconomic group and 44 participants in the low socioeconomic group. An independent samples t-test was conducted to determine if any significant differences exist between high and low socioeconomic schools regarding leader behaviors and teacher well-being. The results indicated that there was a statistically significant difference in the leader behavior between low and high socioeconomic schools but not a statistically significant difference between teacher well-being between low and high socioeconomic schools.

Purpose: This study examined a serial mediation model testing the effects of STS on turnover intention through executive leaders' use of transformational leadership as perceived by child welfare workers and then organizational commitment while controlling for age, gender, and social work degrees., Method: Survey data were collected from 264 child welfare workers at one Midwestern state., Results: The results supported the serial mediation model, corroborated by the finding that the impact of STS on turnover intention has disappeared as a result of transformational leadership and organizational commitment between the two variables., Discussion: The findings of the study provide practical implications for training transformational leadership styles to leaders training at the middle manager and executive leadership levels in child welfare agencies.

Introduction: the nurses´ perception of their supervisors´ leadership styles has a substantial impact on their well-being. Effective leadership in health care is crucial in improving and enhancing the effectiveness of health care systems. This study aims to assess the leadership styles of nurse leaders as perceived by employees, and to explore the relationship between perceived leadership styles and the quality of life of nurses in Lebanese hospital settings., Methods: it was a cross-sectional study conducted in 2017 and involved a sample of 250 nurses chosen randomly in eight hospitals. The survey included questions on socio-demographic and health-related characteristics, Multifactor Leadership Questionnaire 5X Short Form, and the Short Form Health Survey-12 V2 (SF-12v2)., Results: the managers used enough transformational leadership style, whereas they used fairly often transactional leadership. The Laissez-faire style was adopted from time to time by the managers. Male nurses perceive their managers as transformational significantly more than female nurses (2.94 vs. 2.73; p = 0.05). Transformational leadership style was statistically related to all scales scores of the SF-12v2 (p < 0.001) except the Social Functioning domain (p = 0.42). The transactional leadership style was associated with the Vitality scale scores (p < 0.001). The physical (p < 0.05) and Emotional Role (p < 0.001) and the mental health summary measure (p < 0.05) were lower in persons who perceived the leadership style of their manager as Laissez-faire., Conclusion: this study highlights the existence of a positive effect of leadership styles in the wellbeing of nurses, and confirms that nursing management has been identified as a challenge in the Lebanese hospitals., Competing Interests: The authors declare no competing interests., (Copyright: Ibtissam Mohamad Sabbah et al.)

In this study, we use a social information processing perspective to propose that employee mindfulness will boost the positive relationship between transformational leadership and employee well-being and will amplify the negative relationship between abusive supervision and employee well-being. We found, using a time-lagged survey of 246 employees (controlling for baseline well-being), that employee mindfulness strengthened the positive relationship between transformational leadership and psychological well-being. Furthermore, employee mindfulness intensified the relationship between abusive supervision and employee psychological well-being. This study shows the benefits of employee mindfulness in certain contexts and reveals one potential dark side of mindfulness at work. We conclude with a general discussion of this study and outline future directions for research., (© 2020 John Wiley & Sons, Ltd.)

Transformational leadership is a leadership style that prioritizes commitment values, patterns, and performance to achieve organizational goals needed in the 21st century. This leadership style is widely applied in developing countries and has the best educational status in the world, such as in Finland and the United States. Researchers have recommended that transformational leadership is an important aspect of teacher performance; however, whether the effect varies across related studies and the robustness of the overall effect size remains unclear. A meta-analysis technique was used to synthesize the results from 65 independent studies and investigate the overall relationship between transformational school leadership and the three measures of teacher performance. This study found that, in terms of the average influence measure, transformational school leadership positively influenced teacher job satisfaction, commitment, and self-efficacy.

The purpose of this study was to examine the relationships between transformational leadership (TL), structural empowerment (SE), job satisfaction (JS), nurse-assessed adverse patient outcomes (APO), and the quality of care (QOC). The study further investigates the mediating effects of SE and JS on TL-APO and TL-QOC relationships. A total of 600 nurses working at 17 government hospitals in Pakistan completed the survey. The hypothesized model was tested using a confirmatory factor analysis and structural equation modeling. We found a positive relationship between TL, SE, JS, and QOC but negative relationships between TL and APO, SE and APO, and JS and APO. Our study further suggests that SE and JS strongly mediate both TL-APO and TL-QOC relationships.

Although some previous studies have examined the impact of transformational leadership on safety behavior, those works have paid relatively less attention to the intermediating role of employees' job strain in the link as well as contingent variables that moderate the relationship. Considering that not only job strain substantially affects employees' perceptions, attitudes, and behaviors in an organization, but also there are some contextual factors that moderate the relationships, we investigated intermediating mechanisms (i.e., mediator and moderator) in the relationship between transformational leadership and safety behavior. Relying on the context-attitude-behavior framework, we conducted a structural equation modeling analysis with a moderated mediation model. Specifically, we hypothesized that the level of an employee's job strain would mediate the transformational leadership-safety behavior link. We also hypothesized that an employee's self-efficacy regarding safety would moderate the association between job strain and safety behavior. Using survey data from 997 South Korean employees, we found that all of our hypotheses were supported. The findings suggest that the level of an employee's job strain mediates and elaborately explains the transformational leadership-safety behavior link. Moreover, an employee's self-efficacy regarding safety is a buffering factor which decreases the harmful effects of job strain on safety behavior.

This study explores the mediating effect of work engagement on the relationship between transformational leadership (TFL) and nurses' job performance, along with the moderating effect of conscientiousness on work engagement within the TFL/performance relationship. Survey data were collected from 234 supervisor-subordinate dyads at a regional hospital in Taiwan, and linear regression modeling performed to examine the hypotheses. TFL was found to be positively correlated with nurses' job performance; and the motivation mechanism of work engagement did mediate the relationship between TFL and job performance, but only when nurses' conscientiousness was high. As such, the results provide new insights into both how, and why, TFL can enhance nurses' job performance: specifically, that their work engagement and conscientiousness are key determinants of how the TFL/job performance relationship operates.

This quantitative study investigated the relationship between leadership styles and teacher job satisfaction in Ethiopia, based on teacher perceptions. The multifactor leadership theory also known as full range leadership theory and work adjustment theory provided the theoretical framework to explore the relationship. Analysis of data yielded three major findings: (1) while the practice of transformational leadership was significantly lower, the practice of laissez-faire was significantly higher than international benchmarks; (2) teacher job satisfaction was low and significantly lower among males; and (3) there were low to moderate correlations between leadership styles and teacher job satisfaction with aspects of transformational and transactional leadership predicting job satisfaction, a trend similar to studies in other African countries. This study suggests that practicing principals, leadership preparation programs, and reform initiatives for school success in Ethiopia, consider providing professional development that includes predictors of teacher job satisfaction--inspirational motivation and contingency reward among other things.

Based on the problem that the teacher's commitment to the profession is still not as expected, this study aims to find ways to improve teacher commitment to the profession by examining the influence of transformational leadership, self-efficacy, and job satisfaction. The methodologies used are the Path method and Sitorem method. The study population was 1307 Non-Civil Servant, middle school teachers in Cirebon District, Indonesia with a research sample of 136 teachers. The Non-Civil Servant middle school teachers are teachers who are not paid by the government but by the foundation. The results showed that the Teacher's Commitment to the Professionals could be increased through strengthening Transformational Leadership, Self-Efficacy, and Job Satisfaction. The strengthening of variables is carried out by correcting the weak indicators based on Sitorem's analysis, so that the priority order for handling the improvement of indicators is carried out as follows: 1. Strength of self-confidence, and 2. Announcement of self-confidence for Self-Efficacy variables, 3. Salary received, 4 Promotion, and 5. Supervision of Supervisors for the Job Satisfaction variable, 6. The job itself, 7. Surviving in the Organization, and 8. Establishing Professional Values for the Teacher Commitment variable towards the Profession. This main contribution of our research to provide empirical evidence that the Path Analysis and Sitorem Analysis methods are very good to be used to analysed the factors that influence the strengthening of the Teacher's commitment to his professionalism.

The quality and level of job satisfaction among lecturers play a significant role in implementing transformation to improve the education system. The main reason for the decreasing of job performances among lecturers is due to the low level of job satisfaction. This study aimed to examine the relationship between a director's transformational leadership style and the level of job satisfaction among lecturers at MARA Professional College. This is a survey study employing descriptive and inferential quantitative method. The Multifactor Leadership Questionnaire (MLQ) and Job Descriptive Index (JDI) instruments were distributed to 64 participants that were chosen using simple random sampling from the 75 population of MARA Professional College lecturers. The data was analyzed using Statistical Package for Social Science (SPSS) version 22. The findings revealed that the level of practice of the director on transformational leadership was low. In addition, there was a significant relationship between the transformational leadership practice of the director and the level of job satisfaction among lecturers at MARA Professional College. The level of job satisfaction among the lecturers was influenced by the director's leadership practice, thus a director can increase the level of job satisfaction among the staff by practicing the transformational leadership style in managing a college. The findings are expected to assist the organization of MARA Professional College to identify the level of work pressure faced by the lecturers.

Introduction: The health organizations of today are highly complex and specialized. Given this scenario, there is a need for health professionals to work collaboratively within interprofessional work teams to ensure quality and safe care. To strengthen interprofessional teamwork, it is imperative that health organizations enhance strategic human resources management by promoting team member satisfaction., Objective: To analyze the satisfaction of members in interprofessional teams and to explore interpersonal relationships, leadership, and team climate in a hospital context., Methodology: This study is an explanatory sequential mixed methods (quantitative/qualitative) study of 53 teams (409 professionals) at a university hospital in Santiago, Chile. The first phase involved quantitative surveys with team members examining team satisfaction, transformational leadership, and team climate. Social network analysis was used to identify interactions among team members (cohesion and centrality). The second phase involved interviews with 15 professionals belonging to teams with the highest and lowest team satisfaction scores. Findings of both phases were integrated., Results: Significant associations were found among variables, and the linear regression model showed that team climate (β = 0.26) was a better predictor of team satisfaction than team leadership (β = 0.17). Registered nurse was perceived as the profession with the highest score on the transformational leadership measure (mean = 64), followed by the physician (mean = 33). Team networks with the highest and lowest score of team satisfaction showed differences in cohesion and centrality measures. Analysis of interviews identified five themes: attributes of interprofessional work; collaboration, communication, and social interaction; interprofessional team innovation; shared leadership; and interpersonal relationship interface work/social. Integration of findings revealed that team member satisfaction requires participation and communication, common goals and commitment for patient-centered care, clear roles and objectives to support collaborative work, and the presence of a transformational leader to strengthen well-being, dialog, and innovation., Conclusions: Results have the potential to contribute to the planning and decision-making in the field of human resources, providing elements to promote the management of health teams and support team member satisfaction. In turn, this could lead to job permanence especially where the local health needs are more urgent.

The current study examines whether person-job fit moderates the relationship between transformational leadership and work engagement. Data were collected using cross-sectional design from 224 (15 male and 209 female) hospital nurses. Participants completed measures of transformational leadership, person-job fit, and work engagement. Moderated multiple regression results showed that transformational leadership had a significant positive predictive relationship with work engagement, and person-job fit had a significant positive predictive relationship with work engagement. Simple slope analysis showed that person-job fit moderated the relationship between transformational leadership and work engagement such that transformational leadership was more positively related to work engagement for nurses with high person-job fit compared with those with low person-job fit. Thus, all the hypotheses were confirmed. The findings were discussed, and suggestions for future research were offered.

Background: Improving patient safety within health care organizations requires effective leadership at all levels., Purpose: The objective of this study was to investigate the effects of nurse managers' transformational leadership behaviors on job satisfaction and patient safety outcomes., Methods: A random sample of acute care nurses in Ontario (N = 378) completed the crosssectional survey. Hypothesized model was tested using structural equation modeling., Finding: The model fit the data acceptably. Transformational leadership had a strong positive influence on workplace empowerment, which in turn increased nurses' job satisfaction and decreased the frequency of adverse patient outcomes. Subsequently, job satisfaction was related to lower adverse events., Conclusion: The findings provide support for managers' use of transformational leadership behaviors as a useful strategy in creating workplace conditions that promote better safety outcomes for patients and nurses., (Copyright © 2017 Elsevier Inc. All rights reserved.)

Aim: To compare nurses' job satisfaction and perceptions of transformational leadership style of their manager among four different nurse/manager gender dyads in Saudi Arabia., Background: Women and men differ on many behavioural characteristics and are influenced by the cultural environment. Understanding these differences may have an impact on leadership behaviours and job satisfaction., Design: A descriptive analysis of one-time survey data collected in 2011 from Saudi nurses employed in six general public hospitals located in three cities., Method: Three hundred and eight (51.3%) of 600 Saudi nurses solicited to participate completed anonymous questionnaires that measured their job satisfaction and perceptions of transformational leadership style of their manager., Findings: Factorial ANOVA tested the main effects of gender of the nurse, gender of the manager and the interaction term on the nurse's job satisfaction, and perceived transformational leadership style of their manager. These analyses indicated a main effect of gender of the manager on both job satisfaction and perceived transformational leadership style of the manager (p < .05) with no significant effect of the gender of the nurse or the interaction term on these variables. Post hoc analysis indicated that nurses regardless of their gender reported higher job satisfaction and perceived transformational leadership style of their manager when their manager was male., Conclusion: These findings contrast with what other researchers have reported that nurse job satisfaction and perceived leadership characteristics of their manager are independent of the gender of the manager. These perceptions of Saudi nurses may be a result of "sex-role spillover" in a male-dominated, gender-segregated society., (© 2017 John Wiley & Sons Ltd.)

Aim: To investigate the impact of leadership behaviours of nurse managers and organizational culture on Jordanian nurses' intention to stay at work in public, private and university hospitals., Background: Leadership behaviours of nurses and organizational culture are considered important factors in enhancing retention of nurses., Methods: A correlational design was used in the study. A sample of 285 Jordanian nurses was conveniently selected to complete a self-administered questionnaire that consisted of three measures; Kouzes and Posner's Leadership Practise Inventory, Professional Organizational Culture questionnaire and McCain's Intent to Stay Scale., Results: Nurse managers' leadership behaviours and organizational culture were positively associated with the level of intention to stay at work. The study variables explained almost 43% of the variance in nurses' intention to stay at work., Limitations: The limitation of the study was the use of convenience sampling method., Conclusion: The results asserted that transformational leadership styles of nurse managers enhance positive hospitals' culture as well as the intention of nurses to stay at work., Implications for Nursing and Health Policy: Nurse executives should promote leadership behaviours of nurse managers through training. The regulatory bodies of nursing profession in collaboration with nurse educators and administrators should help in developing competencies for nurse managers that are based on transformational leadership and incorporate such competencies in nursing education programs as well as continuous education programs., (© 2017 International Council of Nurses.)

The purpose of this study was to examine the relationships between nurses' organizational and managerial resources (ie, perceived organizational support and transformational leadership) and their quality of patient care, and second, the mediating role of job satisfaction in these relationships. Participants were 510 nurses from 25 out of 29 French pediatric oncology units. Structural equation modeling results revealed that perceived organizational support and transformational leadership were related to nurses' perceived quality of care and that job satisfaction acted as a mediator between these 2 antecedents (ie, organizational and managerial determinants) and this outcome (ie, quality of care). Based on these findings, practical suggestions and directions for future research are discussed.

Employee job satisfaction is an important factor that can determine organizational productivity, and organizations need to pay attention to this pivotal aspect. This study aimed to empirically examine the role of transformational leadership styles and employability on employee job satisfaction. The participants of this study are 49 university teachers at the University of X Yogyakarta. The sampling is randomly chosen using a simple random sampling technique. In addition, data are collected using the scale of job satisfaction, the scale of transformational leadership style, and scale of employability. The data are then analyzed using multiple linear regression techniques. The results showed that 1) Simultaneously, transformational leadership style and employability provide a very significant role in influencing job satisfaction with p=0.000 (p<0.01); 2) Partially transformational leadership style provide a significant role on job satisfaction with p=0.019 (p<0.05); 3) Partially there was a very significant role of employability on job satisfaction with p=0.000 (p<0.01). Transformational leadership style and employability contribute 52.5% to job satisfaction. Employability contributed more dominantly to job satisfaction (35.8%) than the transformational leadership style (16.7%).

It is predicted that hundreds of chief enrollment management officer (CEMO) positions may become available due to high turnover within the next few years, creating an opportunity for a new generation of leaders. In this causal comparative quantitative study, data was collected from 211 current CEMOs to understand the challenges and highlights of the role and provide recommendations for reshaping the role. Tenets from transformative leadership theory, feminist theories, and labor economics combined to form the theoretical underpinnings for this study. Structural equation modeling was used to examine the relationship between demographic and work-life factors on job satisfaction, morale, and intention to stay. The findings suggest that career support, recognition for competence, and favorable working conditions were significantly correlated with higher morale and intention to stay in their current position. Findings from this research can help institutions make the CEMO role more attractive to the next generation of diverse transformative leaders who will be responsible for solving complex problems in the changing, highly competitive landscape of higher education.

This study aims to explore the practices of transformational leadership and its influence on teachers' job satisfaction in Addis Ababa government secondary schools. Narrative research design was employed to achieve the objective of the study. Thirty-nine school principals were selected using a purposive sampling technique. Thematic analysis was used to investigate the qualitative data that was gathered through principal's interview. The finding of this study reveals that school principals are practicing transformational leadership by consoling their staff members to consider new thoughts, to use a variety of technologies, and to involve in training to fill any knowledge gap. Principals also strive to take into account the needs of each teacher and function as role models in all of their activities. However, it is not operated to its fullest potential in schools due to challenges related to teachers engagement in routine activities than creating new methods and ideas, multiple responsibilities of school principals, COVID-19-related activities, and poor school environment. Teachers' job satisfaction is also low due to low level of transformational leadership. Hence, enhancing the exercise of transformational leadership through improving the school environment and delegating principals authority to the department heads, teachers, and student representatives is required to escalate the teachers' job satisfaction.

While the relationship between job resources and engagement has been well established, a greater understanding of the upstream factors that shape job resources is required to develop strategies to promote work engagement. The current study addresses this need by exploring transformational leadership as an upstream job resource, and the moderating role of recovery experiences. It was hypothesized that job resources would mediate the relationship between transformational leadership and engagement. Recovery experiences were expected to moderate the relationship between resources and engagement. A sample of 277 employees from a variety of organizations and industries was obtained. Analysis showed direct relationships between: transformational leadership and engagement, and transformational leadership and job resources. Mediation analysis using bootstrapping found a significant indirect path between transformational leadership and engagement via job resources. Recovery experiences did not significantly moderate the relationship between job resources and engagement. To date, the majority of published literature on recovery has focused on job demands; hence the nonsignificant result offers insight of a potentially more complex relationship for recovery with resources and engagement. Overall, the current study extends the JD-R model and provides evidence for broadening the model to include upstream organizational variables such as transformational leadership.

Background: Recent studies have revealed that nursing staff turnover remains a major problem in emerging economies. In particular, nursing staff turnover in Malaysia remains high due to a lack of job satisfaction. Despite a shortage of healthcare staff, the Malaysian government plans to create 181 000 new healthcare jobs by 2020 through the Economic Transformation Programme (ETP). This study investigated the causal relationships among perceived transformational leadership, empowerment, and job satisfaction among nurses and medical assistants in two selected large private and public hospitals in Malaysia. This study also explored the mediating effect of empowerment between transformational leadership and job satisfaction., Methods: This study used a survey to collect data from 200 nursing staff, i.e., nurses and medical assistants, employed by a large private hospital and a public hospital in Malaysia. Respondents were asked to answer 5-point Likert scale questions regarding transformational leadership, employee empowerment, and job satisfaction. Partial least squares-structural equation modeling (PLS-SEM) was used to analyze the measurement models and to estimate parameters in a path model. Statistical analysis was performed to examine whether empowerment mediated the relationship between transformational leadership and job satisfaction., Results: This analysis showed that empowerment mediated the effect of transformational leadership on the job satisfaction in nursing staff. Employee empowerment not only is indispensable for enhancing job satisfaction but also mediates the relationship between transformational leadership and job satisfaction among nursing staff., Conclusions: The results of this research contribute to the literature on job satisfaction in healthcare industries by enhancing the understanding of the influences of empowerment and transformational leadership on job satisfaction among nursing staff. This study offers important policy insight for healthcare managers who seek to increase job satisfaction among their nursing staff.

Aims: To examine the effect of transformational leadership on early career nurses' intent to stay, job satisfaction and organizational commitment., Background: Lack of leadership support is one of the top reasons staff nurses leave. Current studies reported mixed results about the impact of transformational leadership on key nurse outcomes. However, little is known whether leadership directly or indirectly affects satisfaction, organizational commitment and intent to stay., Design: This study was a cross-sectional study of nurses who had been licensed for 7·5-8·5 years which was part of a 10-year longitudinal panel design., Methods: The analytic sample was 1037 nationally representative newly licensed Registered Nurses. Data were collected from January-March 2013. We used a probit model to model the relationship between transformational leadership and intent to stay, organizational commitment and job satisfaction., Results: Transformational leadership did not have a significant impact on intent to stay and job satisfaction, but significantly associated with organizational commitment. Organizational commitment, job satisfaction, mentor support, promotional opportunities and age were positively associated with intent to stay, while ethnicity, non-local job opportunities and work settings were negatively associated with intent to stay., Conclusions: Transformational leadership had no direct relationship with intent to stay and job satisfaction and had a small direct positive effect on organizational commitment. Transformational leadership has potential to slow attrition and retain nurses by creating a positive work environment that supports nurses. Any improvement in job satisfaction and organizational commitment would positively increase the change in probability for intent to stay., (© 2016 John Wiley & Sons Ltd.)

Aim: To determine if nurse managers' leadership style is related to Japanese staff nurses' affective commitment to their hospital., Background: In Western countries, nurse managers' transformational leadership style has been found to increase staff nurses' affective commitment to their hospital. However, there are few studies examining this relationship in the context of acute care hospitals in Japan., Methods: Staff nurses completed measures of their nurse managers' perceived leadership style and factors related to their own affective commitment. The association between affective commitment and perception of leadership style was assessed with multiple logistic regression., Results: Of 736 questionnaires distributed, 579 (78.9%) were returned, and data from 396 (53.8%) fully completed questionnaires were analysed. The intellectual stimulation aspect of transformational leadership positively increased staff nurses' affective commitment (odds ratio: 2.23). Nurse managers' transactional and laissez-faire leadership styles were not related to affective commitment among staff nurses., Conclusions: The intellectual stimulation aspect of transformational leadership may increase the retention of staff nurses through enhanced affective commitment., Implications for Nursing Management: To increase staff nurses' affective commitment to their hospital, we suggest that hospital administrators equip nurse managers with intellectual stimulation skills., (© 2016 John Wiley & Sons Ltd.)

This research was conducted to find a conceptual framework of organizational culture that can be relied upon to build and develop organizations. Research methods use a literature review by relying on data sourced from various relevant literature, both books, and journals. The data were analyzed by critical analysis. The results of the study found a conceptual framework of organizational culture mediating the effect of transformational leadership and organizational communication media on motivation, organizational commitment, job satisfaction, engagement, job involvement, innovation, OCB, productivity and performance. This conceptual framework can be utilized by academics, researchers and practitioners in the future as an effort to build and develop highly competitive organizations.

Leadership and motivation are inseparable. Principals' transformational leadership has been a focus in education over a decade because of the crucial role it plays in influencing the performance of teachers and students. There is a call for principals who are more transformational and less transactional. Prior research has established that principals who adopt the transformational leadership style are able to motivate their teachers to ensure higher academic achievement of students. Nonetheless, there is limited study on the relationship between the transformational leadership styles of principals and teacher motivation in most developing countries such as Ghana. Using the Multifactor Leadership Questionnaire (MLQ 6S), this study investigates the four dimensions of transformational leadership; idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration on teacher motivation in some selected basic schools in Eastern Region, Ghana. Findings indicate that although principals self-reported higher transformational leadership style, it had no significant relationship with teacher motivation. Three of the four dimensions of transformational leadership negatively correlated with teacher motivation ("idealized influence, inspirational motivation, and intellectual stimulation). Teachers also reported low motivation. Further analysis revealed that principals equally practiced the transactional leadership style and less of the laissez-faire leadership style. The laissez-faire leadership style negatively correlated with teacher motivation. School administrators are encouraged to organize more leadership training programs for principals, and ensure teachers are adequately motivated to improve the academic performance of students.

This study discusses the influence of transformational leadership on job satisfaction through assessing six alternative models related to the mediators of leadership trust and change commitment utilizing a data sample (N = 341; M age = 32.5 year, SD = 5.2) for service promotion personnel in Taiwan. The bootstrap sampling technique was used to select the better fitting model. The tool of hierarchical nested model analysis was applied, along with the approaches of bootstrapping mediation, PRODCLIN2, and structural equation modeling comparison. The results overall demonstrate that leadership is important and that leadership role identification (trust) and workgroup cohesiveness (commitment) form an ordered serial relationship., (© The Author(s) 2016.)

This systematic review aims to investigate the relationship between school principals' leadership behaviours and teachers' job satisfaction. With this purpose, studies that focused on this relationship in the literature were examined. Twenty-seven studies found in different databases (i.e. ERIC, WOS, SCOPUS and ULAKBIM) were included in the analysis. These studies mostly focused on the relationships between school principals' transformational and interaction leadership behaviours and teachers' job satisfaction. Additionally, job satisfaction was also studied in relation to servant leadership, ethical leadership, distributive leadership, individual- and task-oriented leadership and school leadership behaviours. Based on the findings of the studies examined, school principals' transformation leadership behaviours were found to have stronger relationships with teachers' job satisfaction compared to interactional leadership behaviours and were an important predictor of job satisfaction. Negative relationships were revealed between laissez-faire leadership and job satisfaction. On the other hand, school principals' servant leadership and ethical leadership behaviours were found to be important variables in ensuring job satisfaction. Lastly, school principals' administrative behaviours that encourage participation and are flexible, sharing leadership at school, and exhibiting individual-oriented and supportive leadership behaviours were revealed to enhance teachers' job satisfaction.

Understanding the impact of leadership and leadership styles on job satisfaction and organizational success is critical when hiring a school principal. This study explores the impact of leadership styles on teacher job satisfaction; assesses the affect that principals have on student success; and explores key leadership behaviors. This researcher examines existing literature on the subject of transformational leadership in general, as well as its application in the field of education and in terms of principals' leadership in their schools. The study focuses particularly on literature that addresses leadership styles in terms of the impact those styles have on teachers, on students, and on the overall school climate.