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This research aims to examine the mediation effect of teaching behaviour in the relationship between teachers' transformational leadership practices and students' interest in science. A non-experimental quantitative approach was used, with a total of 250 students from secondary private schools in Malaysia participating voluntarily as respondents in the study. Google Form questionnaires were distributed through email for data collection. The findings indicated significant positive associations between teachers' transformational leadership practices, teaching behaviour, and students' interest in science, as revealed by correlation and regression analyses. Mediation analysis demonstrates that teachers' teaching behaviour partially mediates the relationship between transformational leadership and students' interest in science. This study emphasizes the importance of effective teaching behaviour in fostering students' interest in science, providing valuable insights for educational policymakers, school administrators, and teachers in promoting science education and improving students' academic achievement.

Teachers play a significant role and face diverse challenges everyday, therefore escalating the research of teacher well-being and its factors, with leadership being one of them. This review aims to summarize the findings focusing on the differences and teacher's perspectives on teacher well-being and transformational leadership in schools. The review consists of peer reviewed articles from 2012 to 2021, with kindergarten to high school teachers as participants. Several databases were used, which are Scopus, Science Direct, PsycInfo, World of Science (WoS) Journal, PubMed, SAGE journals, Education Resources Information Centre (ERIC), and Garuda. Articles were selected using preferred reporting items for systematic reviews and meta-analyses (PRISMA) guidelines and 10 were included in the qualitative synthesis. Studies showed that transformational leadership positively correlated with teacher well-being. Research regarding the efficiency of transformational leadership's each aspect in increasing teacher well-being can be interesting to study in the future.

Professional Learning Community (PLC) is embedded in one of the Malaysian educational policies with the aim of improving teachers' effectiveness. However, the robust empirical evidence upon this matter is scarce, especially in terms of the relationship between school culture and PLC. Therefore, a correlational design study conducted to examine the relationships between the school culture dimensions (Collaboration, Collegiality, Emphasis on Learning, Professional Value, Sharing Planning, Transformational Leadership) and PLC. A randomized controlled trial cluster involving 612 teachers has been conducted. The Partial Least Squares-Structural Equation Modeling (PLS-SEM) using SmartPLS version 3 was applied to analyze the data. The result from SEM path analysis shows that only three constructs have significant influences on PLC, which are Professional Value ([beta] :0.045); Sharing Planning ([beta] :0.071), and Transformational Leadership ([beta] :0.040). This study has gone some way towards enhancing the understanding of the importance of school culture in promoting teachers' professional development through PLC.

Leadership is crucial in an organisation's long-term viability and incredibly motivating teachers. Theoretical and conceptual searches for leadership styles that work in any situation, such as teachers' teaching motivation and with any set of followers, have never been more abundant in the field of leadership research. However, some findings reported that there had been some uncertainty about the relationship of leadership styles towards teacher teaching motivation in some schools. Hence, this study is designed to get the response of primary school teachers in Sabah on the school heads' transformational and structural leadership styles, the level of teachers' teaching motivation, and the relationship between the school heads' transformational and structural leadership styles towards teachers' teaching motivation. This study is a descriptive quantitative study conducted through a survey using a questionnaire from the instruments of L. Bolman Personnel correspondents for structural leadership style, MLQ (Multi-Factor Leadership Questionnaire) for transformational leadership style, and A Questionnaire Measure of Individual Differences in Achieving Tendency (QMAT) for teaching motivation. The study involved 350 respondents from primary schools in Sabah. The analysis of the findings uses frequency, percentage, mean, standard deviation, and Pearson correlation analysis with determination = 0.05. The results showed that teachers' response in primary school in Sabah to the leadership style of the school heads is at a satisfactory level. The study also found a significant relationship between the school heads' leadership styles towards teachers' teaching motivation. This study supports the findings of other studies, whereby the headmaster leadership styles influence teachers' level of teaching motivation in schools.

The purpose of this paper is to examine the different levels of transformational leadership between male and female principals and their relationships with teachers' Innovative Work Behavior (IWB) in Malaysian secondary schools. In total, 477 teachers from various secondary schools were randomly selected as respondents (218 are working under female principals, while 259 of them are under male principals). This study revealed that the respondents agree that male principals practice transformational leadership higher than female principals. However, the female principals were highly influential on the teachers' IWB compared to their male counterparts. This study provides a glimpse of the teachers' innovative behavior improvement resulted from transformational leadership by male and female school principals.

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.

School leaders employ essential skills and requisites to lead culturally diversified teams in order to achieve organizational objectives. This study aims to uncover the leadership styles of international school leaders in the culturally diverse environment of Malaysia. In uncovering perspectives on cultural diversity, this exploration employs a qualitative approach using interviews with four school leaders, observation field notes and documentary analysis from three international schools. Qualitative data analysis rendered a contextualization of instructional and transformational leadership attributes in international school leadership. The perspectives of school leaders specified practices of creating a shared mission and vision through the school's core values, curriculum and co-curricular activities while encouraging harmonious interaction among the members of the international school community. Despite the presence of challenges stemming from cultural differences, the school leaders highlighted the vitality of their role in providing a safe learning environment. Hence, this paper provides guidelines to prepare potential school leaders with the essential leadership skills for international schools in multicultural environments and for the advancement of culturally responsive leadership in the globalized era of the 21st century.

Funds raised from philanthropic giving have become a key element in the long-term finances of higher education institutions around the world, presenting leaders, primarily principals, with a range of novel challenges that have not, hitherto, been key drivers of leadership. This article explores the problem by reporting on qualitative research that looked at how fundraising is carried out in the Malaysian higher education system, which has recently experienced profound changes to its financial landscape. Data were generated by semi-structured interviews with fundraisers from a range of higher education settings. It was found that for fundraising efforts to succeed, they must be spearheaded by an active principal who adopts the stance of transformational leader towards potential donors, forming a long-term relationship based on a shared vision. He or she is likely to be supported by a fundraising team that will be more transactional in approach and style.

Effective leadership helps our nation through times become a developed country. This study was undertaken to investigate the effects of leadership style among students in Technical and Vocational at University Tun Hussein Onn Malaysia. Descriptive study carried out to evaluate student leadership. The study sample consisted of 319 Technical and Vocational students. We used the questionnaire to identify students' perceptions of leadership. If we wish to develop successful leaders, we need for students to understand leadership styles in order to upgrade their existing abilities. Data were analyzed using frequency, mean and standard deviation. The findings show that articulate was the highest in leadership styles that students practice.

School leaders are key factors in implementation of information and communication technology (ICT) in schools. They need to understand the capacities of the new technologies, to have a personal proficiency in their use, and be able to promote a school culture which encourages exploration of new techniques in teaching, learning and management. However, there is less information about the current status of ICT use by Malaysian school principals. This paper investigated the extent to which secondary school principals use computers in Malaysia and determined factors related to level of computer use by principals (cultural perceptions and leadership style of principals). Initial report also highlighted analysis of a baseline data gathered from 520 secondary school principals in the state of Selangor and Wilayah Persekutuan, Malaysia. Findings indicate that school principals are using computers for instructional and administrative purposes and they have moderate competency in computer applications and spent a few times a week working on their computers. Also, cultural perceptions and transformational leadership contributed significantly to the level of computer use by principals. It is anticipated that the data obtained from the study will open new lines of inquiry about the crucial roles of school leaders in the adoption of ICTs and will contribute to decisions about future developmental needs because more will be known about their preparedness for change. Hence, policy makers must design professional development programs, such as leadership studies, in order to teach the components of transformational leadership; idealized influence, inspirational motivation, intellectual stimulation and individual consideration to future administrators.

This study aimed to determine the level of transformational leadership practices by headmasters in the primary national schools in the district of Temerloh, Malaysia. The four dimensions of Transformational Leadership studied were fostering the ideal influence, inspirational motivation, intellectual stimulating and individual consideration. The study also looks at the level of teachers' job satisfaction and teachers' commitments as well as the relationship with the practice of transformational leadership by headmasters. The respondents consisted of 240 teachers working in 10 primary schools in the district of Temerloh, Pahang. The data obtained was processed using SSPS program version 12.0 and were analyzed using descriptive and multivariate. The result of the study showed that the practice of transformational leadership by headmasters in the district of Temerloh, Malaysia, was at a high level and teacher's job satisfaction was high too, and there exist a significant relation between the level of transformation leadership and teachers' job satisfaction while teachers' commitments were average. However, the results of the study showed a significant relation between the level of transformational leadership and teachers work commitment. The implication of this study is that leaders should always ensure their high performance leadership to have a significant relationship with staff's satisfaction and school staff's commitment.

Purpose: The purpose of this paper is to provide a systematic review of the Malaysian literature on three prominent leadership models (instructional, distributed and transformational), linked to a major educational reform initiative captured in the Ministry of Education's Malaysia Education Blueprint (MEB). Design/methodology/approach: The approach is a systematic review of all relevant Malaysian literature, in English and Bahasa Malaysia, on instructional, distributed and transformational leadership and alternative terms linked to these models. Findings: The findings show that there is an emerging literature on these leadership models and their prevalence in Malaysian schools but that they have been interpreted in ways that are distinctive to the highly centralised Malaysian context. For example, instructional leadership is prescribed, so there is some evidence of its practice, notably in respect of monitoring. Similarly, distributed leadership is allocative, rather than emergent, as suggested in western literature. Research limitations/implications: The findings show that, while research on these models is emerging, much more research is required to establish whether and how leadership practice in Malaysia differs from that outlined in the normative western literature. Practical implications: There is emerging evidence to suggest that instructional and distributed leadership, if enacted carefully, can have a positive impact on student outcomes. Social implications: The leadership models were developed in western, mainly decentralised, contexts, and there are clear implications for how such models might apply in highly centralised cultures, such as that prevailing in Malaysia. Originality/value: This is believed to be the first systematic review of the Malaysian literature on school leadership models, linked to the MEB. It is also distinctive in including both English language and Bahasa Malaysia sources.

This study was undertaken to determine the extent to which leadership capabilities and managerial competencies explain leadership performance in Malaysian Higher Education context. Data were collected from academic leaders in 25 public and private universities and colleges using a few previously developed scales in Malaysian context. Next, the collected data through 368 surveys were screened thoroughly prior to the main analysis. A variance-based structural equation modeling approach was adopted and SmartPLS[subscript 3] was used to analyze the data, followed by running finite mixture segmentation and importance-performance map analysis. The results did disclose unobserved heterogeneity within the data. Through the study, two models namely low-current-tenure leaders and high-current-tenure leaders models were developed. Moreover, role-specific competency and change-oriented capability were identified as the major areas of improvement to be addressed by managerial activities based on low-current-tenure leaders and high-current-tenure leaders models, respectively.

This study determines the preferable leadership practised by colleges' directors, institutional factors and challenges encountered in knowledge sharing in Malaysian technical higher learning institutions (HLIs). Using a pragmatic mixed-method strand, we obtained 212 teachers and instructors' viewpoints on knowledge sharing factors and barriers. The study also interviewed four teachers in exploring college directors' leadership practices and issues faced while sharing their knowledge and experiences with their colleagues. The findings revealed that technical college teachers favoured enabling others to act as a preferable leadership practice that empirically supports their knowledge sharing practices. Thus, reward system and culture were antecedents and significant predictors for teachers' knowledge sharing practices in technical HLIs compared with their colleges directors' transformational leadership practices. Teachers also highlighted that their directors provide affirmative responses concerning the knowledge sharing activities; thus, practising their roles as a knowledge sharing catalysts. However, lack of support from the management, micro-politics and teachers' own negative perceptions were identified as challenges and constraints teachers encountered while sharing their knowledge with their peers. The findings put forward some suggestions for improvement on technical college's knowledge sharing practices.

This article outlines the findings from a contemporary study of principals' leadership practices in Malaysia as part of the 7 System Leadership Study. Recent policy developments within Malaysia have increased principals' accountability and have underlined the importance of the role of the principals in transforming school performance and student learning outcomes. This article draws upon emerging empirical evidence about principals' leadership practices and highlights some of the challenges associated with the new accountability expectations and demands placed upon principals in Malaysia. It provides a contemporary insight into the way in which principals in Malaysia view their leadership practice. The article proposes that despite the pressure on them to secure better school and student outcomes, principals in Malaysia increasingly view their leadership practices as transformational and distributed.

This study investigates the impact of transformational leadership as idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration on teachers' commitment towards organization, teaching profession, and students' learning. A quantitative survey method was applied, and four broadly hypothesized relationships were tested with a sample of 1,014 trained non-graduate and graduate teachers serving in twenty-seven secondary schools in Sarawak, Malaysia. The results indicate a moderate level of teachers' commitment and a low level of transformational leadership qualities among the respondents. This study found that inspirational motivation, individualized consideration, and intellectual stimulation were the factors contributing towards teachers' commitment to teaching profession, and there was no dominant factor influencing commitment to students' learning. Moreover, it was discovered that inspirational motivation was a factor to teachers' efficacy and teaching experience. Besides, teachers' efficacy and teaching experience were predictors to teachers' commitment to organization, teaching profession, and students' learning, respectively. These findings revealed that there was a significant relationship between transformational leadership and teachers' commitment to organization and teaching profession, but not students' learning. The results of this study indicate the necessity for leadership development of school leaders so that they could systematically acquire and internalize the effective transformational leadership qualities that are crucial in changing teachers' attitude and improving their commitment towards their profession.

Presently, the role and the function of universities in Malaysia have been described as being in a state of change. Several strategies have been adopted to assist in the re-branding of higher institutions of learning. As a consequence, an effective model of leadership practices, particularly at the Malaysian academic departmental level, has to be generated in order to replace the traditional leadership practices in meeting the national aspirations. The purpose of this study was to investigate the relationship between department heads' leadership behaviour with academics' organisational commitment. Survey responses from 430 academics from Malaysian public universities were received and analysed. The main finding of this study reveals that the adoption of encouraging leadership behaviour (Kouzes and Posner's Transformational Leadership) shows a 55% direct positive relationship with academics' organisational commitment, with demographical factors playing no role as a moderator with either variable. This reinforces the rationalisation for adopting the model within the Malaysian academic setting, where department heads should indeed lead the academic organisation.

Many factors contribute to the effectiveness in implementing organizational change. However, many change effort fail due to several factors such as lack of commitment, style of leadership, and emotional distress of the employees who have to implement the change. This study was intended to determine the influence of leadership behavior and organizational commitment on organizational readiness for change in a higher learning institution. It was based on a conceptual framework that combined part of an adapted model from organizational development and change theory. A total of 169 academic staff from the main and branch campuses UiTM throughout Malaysia were selected based on stage and cluster sampling to participate in this study. The result shows that there is a significant relationship between organizational commitment and leadership behavior on organizational readiness for change. The findings also revealed that 36.5% of the variance in readiness for change is explained by organizational commitment and transactional leadership behavior. In determining the role of the organization commitment as a moderating variable, the result of the study indicates significant moderating effect of affective commitment on the relationship between transformational leadership behavior and organizational readiness for change. This study implied that building organizational commitment as well as developing transformational and transactional leadership behavior could contribute to formulation of organizational readiness for change and subsequently lead to the success of a change program.

Purpose: The purpose of this paper is to share the experience of Universiti Sains Malaysia in promoting the sustainable development agenda through its leadership role in the Regional Centre of Expertise (RCE) Penang using an "inside-out approach". Design/methodology/approach: This paper describes the institutional structure, policies and programme within the campus, and activities carried out with the surrounding community to promote sustainable development. Findings: Being part of the RCE network provides various reciprocal benefits. One, it provides a greater opportunity and an impetus for the university to transform itself into an agent of sustainable development. Two, it serves as an excellent platform for the university-community partnership programme which brings the two closer together. Three, it improves the university's reputation and allows it to participate in regional and global discussions on sustainability and the sustainable development agenda. Practical implications: This paper provides an example of establishing and promoting education for sustainable development through university research, teaching and learning as well as community engagement. Originality/value: The format of the main discussion is offered as a potential model for adoption by others engaged in education for sustainability.

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]

This study investigates the pivotal role of trust in bridging the effects of transformational leadership on organizational citizenship behavior (OCB). The study was conducted using a multilevel longitudinal approach with 276 employees in 71 teams from private medium-sized organizations in Kuala Lumpur, Malaysia. Transformational leadership was found to be positively related to: (1) three facets of trustworthiness (ability, benevolence, and integrity); (2) trust in the leader; and (3) OCB. All three facets of trustworthiness mediated the relationship between transformational leadership and trust in leaders. In addition, trust in the leader mediated only the relationship between the benevolence facet of trustworthiness and OCB. As OCB is inherently benevolent, these findings not only are consistent with the principle of compatibility, but they also contribute to theorizing about 'how' trust plays an important role in the influence of transformational leadership on employees. [ABSTRACT FROM AUTHOR]

This article provides an overview of the impact of transformational leadership on work performance in the pharmaceutical industry in Malaysia. It emphasizes the importance of transformational leadership in fostering innovation, creativity, and commitment among employees. However, the article also highlights a lack of scholarly publications on this topic in Malaysia, indicating a need for further research. The article emphasizes the patient-centric approach, collaboration, ethical conduct, and adherence to quality standards in the industry. Overall, it suggests that transformational leadership has the potential to positively influence work performance in the Malaysian pharmaceutical industry, but more research is needed to fully understand its impact. [Extracted from the article]

This study examined transformational leadership and succession planning in Malaysian higher education. The study investigated how transformational leadership influences university staff career development and leadership preparation. Data were obtained from 300 university administrators and academics. The analysis was done using Smart PLS. The data revealed that idealised influence and inspirational motivation were positively and significantly associated to career development, whereas intellectual stimulation and individual influence had an insignificant negative relationship. Furthermore, when examined with leadership preparation, idealised influence and intellectual stimulation were shown to be inconsequential, whereas individual influence and inspiring motivation revealed an insignificant negative relationship. In conclusion, the study improves the existing framework in regard to understanding how transformational leaders can facilitate career development and leadership preparation of university employees in Malaysia. It is hopeful that the findings can help university policy makers to strategically formulate human resource development policies to improve succession planning programs. [ABSTRACT FROM AUTHOR]

Research Aims: This study examines the mediating effect of psychological empowerment on the relationship between transformational leadership and employee creativity in a financial organisation in Peninsular Malaysia. Design/Methodology/Approach: Quantitative methods were employed in this study. Two hundred questionnaires were distributed to employees of Islamic financial institutions in Malaysia. Of these, only 153 questionnaires were usable. Random sampling and partial least squares structural equation modelling (PLS-SEM) techniques were utilised in data analysis. Research Findings: The results of the analysis showed that psychological empowerment had an indirect effect on the impact of transformational leadership on employee creativity in the organisation under study. Theoretical Contribution/Originality: The result aligned with Spreitzer's (1995) concept of self-motivation through increasing self-esteem and modifying resilience, which promotes motivational behaviour in organisations. Managerial Implication in the South East Asian Context: Transformational leadership has been shown to be effective in addressing crises in organisational management. Leadership that applies this concept is able to sustain the organisation and its competitiveness over time, especially in Asia. Research Limitation & Implications: During the duration of this research, the data were collected only once. The sample for this study was obtained from a single organisation, and the only method used to collect data was a questionnaire. In times of globalisation and economic turmoil, practitioners can use the findings of this study to practice transformational leadership to sustain and support the vision and mission of an organisation. [ABSTRACT FROM AUTHOR]

The leadership role in a school organisation is crucial for long-term success, particularly in relation to teachers' motivation, especially in the implementation of ICT. School leaders possess the opportunity to employ diverse leadership styles that can influence teachers' motivation, specifically in integrating ICT into teaching and learning. Technical and vocational education is an area where ICT integration holds significant potential for productivity enhancement, given its pivotal role in developing students' college-ready skills. However, previous studies have shown uncertainties in the relationship between principals' leadership styles and teachers' motivation in certain schools. Therefore, this study aims to examine the relationship between principals' leadership styles and TVET teachers' motivation in implementing ICT. A correlational study was conducted, employing survey methods, and utilizing the Principal Instructional Management Rating Scale (PIMRS) for instructional leadership styles and the Multifactor Leadership Questionnaire (MLQ) for transformational leadership styles. The instruments used to measure teachers' motivation were adapted from the instruments aligning with the TAM model. Data analysis included percentage, mean, standard deviation, frequency, regression, and Pearson's correlation analysis, with a significance level set at p = 0.05. The results revealed that TVET teachers' responses to the leadership styles of school principals in Malaysia are satisfactory. Furthermore, a significant correlation exists between the principal's leadership styles and TVET teachers' motivation. In addition, regression analysis demonstrates that transformational dan instructional leaderships influence TVET teachers' motivation in implementing ICT. These findings provide support for previous research indicating that the principal's leadership styles indeed influence teachers' motivation. [ABSTRACT FROM AUTHOR]

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

InMalaysia, small and medium enterprises (SMES) account for the majority of workplace accidents. SMEs encounter challenges in achieving effective safety performance due to limitations in organisational resource in managing occupational safety risks. Scholars have a unified agreement on the substantial factor that contributes towards accident and injury, which is human factor namely unsafe behaviour. On the other hand, scholars advocated that leadership is an effective approach in encouraging safety behaviour at work, especially among SME workers. Through the conceptualization of Transformational-Transactional Leadership Theory and models established by previous studies, this paper proposed to model of both leadership styles in effecting safety behaviour as well as safety performance. A total of 107 responses were collected from Safety and Health / Human Resource personnel who work in the SME (manufacturing) firms in the northern region of Malaysia. In this research, a questionnaire was constructed by adapting items from previous studies. SmartPLS 3.2.9 was used to analyse the data by applying partial least square-structural equation modelling (PLS-SEM) analyses. The results of this research showed that safety behaviour had a substantial effect on safety performance. Furthermore, a significant mediating effect of safety behaviour could be found in the relationship between transformational and transactional leadership on safety performance. This research contributes to the existing body of knowledge by offering an alternative model that has been empirically validated which can be employed as a reference by academia and industry to explain the significant role of transformationaltransactional leadership towards overall safety performance for SME manufacturing industry. [ABSTRACT FROM AUTHOR]

Purpose: Not much is known about the conditions under which the negative relationship between co-worker undermining and employee outcomes may wax or wane. This study seeks to address this issue by analysing the role of leadership in mitigating the negative impact of co-worker undermining on employee outcomes. Drawing on expectancy violation theory (EVT), the study proposes that servant leadership will alleviate the association between co-worker undermining, emotional exhaustion and consequently organisational commitment. Design/methodology/approach: Two-wave time-lagged data were collected from a sample of 345 nurses working under 33 supervisors in a large public hospital in Malaysia. To account for the nested nature of the data, generalised multilevel structural equation modeling (GSEM) in STATA was used to test the hypotheses. Findings: After controlling for transformational leadership, co-worker undermining was indirectly related to organisational commitment via emotional exhaustion, and this indirect relationship was weaker when servant leadership was high. Practical implications: Organisations need to invest in interventions that help reduce co-worker undermining and put emphasis on promoting servant leadership. Originality/value: The study extends the literature by introducing EVT as a new theoretical lens to analyse the consequences of co-worker undermining on employee outcomes. The study also addresses calls for research on the role of leadership in ameliorating the negative consequences of co-worker undermining. [ABSTRACT FROM AUTHOR]

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

Employee performance plays a crucial role in the productivity of organizations, especially in the hospitality industry in Malaysia. This work performance is influenced by leadership style, and finding the type of leadership style that is suitable to apply to employees is crucial, especially in the midst of the COVID-19 pandemic. Transformational leadership theory is selected for this study in determining leadership styles. There are four dimensions under transformational leadership theory, namely idealized influence, individualized consideration, inspirational motivation and intellectual stimulation. Data were collected online from 400 employees working in the hospitality industry in Malaysia and analyzed using partial least square structure equation modeling (PLS-SEM). The findings show that only two dimensions of transformational leadership, namely idealized influence and inspirational motivation, have a significant positive influence on employee performance. Implications in the context of human resource management and recommendations to increase employee performance are also discussed. [ABSTRACT FROM AUTHOR]

Purpose: The study aims to explore how lean research and development (R&D) tools and techniques (T&T: i.e. R&D hard practices) affect the relationship between lean R&D soft practices and organization performance within R&D-based manufacturing firms in Malaysia. Design/methodology/approach: The current study is a quantitative study that utilized an online survey questionnaire for data collection. Data were collected based on a cross-sectional survey of R&D managers from 102 R&D-based manufacturing firms in Malaysia. Structural equation modeling (SEM) was used to test the impact of lean R&D soft and hard practices on firms' performance. Findings: As per the study findings, it was determined that T&T of lean R&D was significant mediator in the relationship between lean R&D soft practices (i.e. managerial practices, transformational leadership, financial capability and supplier involvement) and R&D firms' performance. Practical implications: The study delivers an important message to R&D companies that lean practices could be applied in R&D environments to drive organization performance. Originality/value: The study extends the knowledge regarding lean principles and framework beyond the domains of production and services. The study offers new conceptual contribution in term of lean principles and framework in R&D environments by introducing the role of lean R&D tools and technique to enhance the effects of lean R&D practices on organization performance. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to deliberate the significant impacts caused by the COVID-19 pandemic on small and medium enterprises (SMEs). It also discusses SMEs' practical approaches to capitalise on the renewed opportunity in the new normal by expanding their businesses regionally and globally. This paper also discusses the tactical and strategic interventions SMEs need to take to charge forward. Design/methodology/approach: The resource-based view of the firm (Barney, 1991) is used to explain how SMEs develop a sustainable competitive advantage in the new normal. The resource-based view focuses on the link between strategy and firm internal resources. Drawing from the resource-based view of the firm, internal analysis of the resources that are regarded as sources of competitive advantage controlled by the SMEs is imperative in today's business environment. Based on the resource-based view theory, this paper focuses on reinventing SME's strategies in the new normal to foster sustainability. Findings: Post-COVID-19 pandemic, SMEs must essentially be dynamic, forward-looking and transformational in capturing the regional and global markets' opportunities. They need to sharpen their internal competencies and realign their effective business strategy in seizing the vast opportunities in the international markets. Practical implications: How SMEs respond to COVID-19 has important implications for subsequent performance in the new normal. This study focuses on the different potential SMEs' reactions to COVID-19 and how their strategy affects SMEs performance and fosters sustainability in the new normal. Social implications: The sustainability of SMEs is critical for the nation's socio-economy. This study offers a holistic view of how SMEs respond to their challenges and help them choose the right business options. Originality/value: This paper's contents are solidly based on accumulated evidence, observation and critical arguments on the impacts caused by the COVID-19 pandemic that caused numerous challenges faced by the SMEs, with a specific focus on SMEs operating in Malaysia. [ABSTRACT FROM AUTHOR]

Employee job satisfaction is an important component of any job and could be influenced by different types of leadership. Keeping employees happy and satisfied while at the same time being a great leader is an extremely difficult balance, especially in educational leadership, where there are two different types of employees, mainly administrators, and educators. It requires a leader who can balance between the lines and choose the proper leadership style to motivate different types of employees. This study looks at three different leadership types: laissez-faire, transformational and transactional leadership. A purposeful sampling of 393 participants was utilized to sample educators from Malaysia's private and governmental education institutions. Data were collected using questionnaires. The findings indicated that transformational leadership and laissez-faire have a significant relationship to job satisfaction where laissez-faire (ß = 0.608, t = 16.576, p = 0.000) and transformational leadership (ß = 0.865, t = 8.498; p = 0.000), while transactional leadership has an insignificant relationship with job satisfaction (ß = -0.019, t = 0.747, p = 0.227). [ABSTRACT FROM AUTHOR]

BACKGROUND: Research on Transformational leadership has received attention among scholars, particularly in the field of management. However, the discussion about this issue in the context of higher education is still limited, particularly in the context of Research Universities in Malaysia. Therefore, this study is conducted to address this gap. OBJECTIVE: This study aims to examine the role of organizational commitment in mediating the relationship between transformational leadership and organizational citizenship behaviour (OCB). METHODS: The study was conducted by a structured survey questionnaire on 250 academic staff in Malaysian public universities (MRUs). Structured Equation Modeling (SEM) via SmartPLS software was utilized to examine study hypothesis. RESULTS: The findings of this study showed that transformational leadership has significant direct effect on organizational commitment and organizational commitment has significant direct effect on OCB. These results highlight the importance of mediating role of organizational commitment in predicting transformational leadership –OCB relationship. CONCLUSIONS: The leaders in Malaysian research universities could utilize these findings by setting up strategies to promote transformational leadership and maximize the feeling of academic staff of being committed; this will enhance citizenship behaviour of academic staff. It adds empirical evidence in the existing literature that organizational commitment has a mediation effects on the relationship between transformational leadership and organizational citizenship behaviour, especially in the Malaysian higher education context. [ABSTRACT FROM AUTHOR]

Prior research highlighted the significance of transformational leadership in predicting important job outcomes using different mechanisms. However, psychological safety and pro-environmental behaviour received considerable less attention in the hospitality industry. Drawing on social exchange theory and supplies-values fit theory, we investigated the effect of transformational leadership on follower's job satisfaction via psychological safety and green human resource management (GHRM) practices in hospitality organizations. We collected time-lagged survey data from hotels employees in Malaysia. Moreover, we tested the data using Mplus. We found support for the direct effect of transformational leadership on job satisfaction. In addition, we found support for the indirect effects of transformational leadership on job satisfaction via psychological safety and GHRM. We discussed the implications of the study in the hospitality industry. [ABSTRACT FROM AUTHOR]

The aim of this research article is to explore the impacts of leadership qualities on the student's performances in educational institutions in Malaysia. Success or failure of any organization highly depends on the leadership's impacts on employees to be more productivity. In academic sense, productivity means students better performances and scoring higher marks. This study envisages the need of an efficient leader in the academic institutions to bring the desired academic performances. Training, guidances, working ambiances, equipments, leadership styles plays a vital role in delivering academic performances in Malaysia. The leader has to motivate his or her subordinates and enhance the learning capacity of the students. Regular tests, appraisals, quiz and competitions, effective communications skills, presentation skills are to be conducted to improve their learnings. Updating curriculum, improving teaching pedagogy, crating trust and increasing confidence level are few strategies to be executed by the leader to improve the educational delivery. Due to the present pandemic Covid-19, impacts, students are not allowed to attend the classes and online classes alone are conducted. The leader has to arrange the online contents, equipments, wifi, internet, projectors and necessary audio equipments to deliver the subject contents. The leader has to get support of the parents too. There should not be any discrimination to students with regards to race, caste, language, religion. A successful leader should delegate powers and responsibilities, recognizes the individual skills and performances, motivate the subordinates, for accomplishing the institutional goals and objectives. Several leadership theories were explained. Various leadership styles are also mentioned. Considering the aspect of education system in Malaysia, the transformational leadership style was appropriate. The literature review also affirms with this aspect. The values of educational leadership and standards of educational programs are discussed briefly. The research objectives and questions were provided. The challenges, limitations, constraints, and recommendations were also provided in brief. [ABSTRACT FROM AUTHOR]

School leaders employ essential skills and requisites to lead culturally diversified teams in order to achieve organizational objectives. This study aims to uncover the leadership styles of international school leaders in the culturally diverse environment of Malaysia. In uncovering perspectives on cultural diversity, this exploration employs a qualitative approach using interviews with four school leaders, observation field notes and documentary analysis from three international schools. Qualitative data analysis rendered a contextualization of instructional and transformational leadership attributes in international school leadership. The perspectives of school leaders specified practices of creating a shared mission and vision through the school's core values, curriculum and co-curricular activities while encouraging harmonious interaction among the members of the international school community. Despite the presence of challenges stemming from cultural differences, the school leaders highlighted the vitality of their role in providing a safe learning environment. Hence, this paper provides guidelines to prepare potential school leaders with the essential leadership skills for international schools in multicultural environments and for the advancement of culturally responsive leadership in the globalized era of the 21st century. [ABSTRACT FROM AUTHOR]

The competitive nature of work now requires employees to provide excellent service and practice organizational citizenship behavior. Therefore, the objectives of this study are to examine the relationship between transformational leadership, organizational commitment and organizational citizenship behavior; test the influence of transformational leadership towards orgnizational commitment; test the influence of transformational leadership towards organizational citizenship behavior, test the influence of organizational commitment towards organizational citizenship behavior; and examine the role of organizational commitment as mediator in the relationship between transformational leadership and organizational citizenship behavior. The study employs a survey design by distributing questionnaires to respondents. A total of 143 respondents from Ministry of Finance Malaysia were selected using random sampling. Multifactor Leadership Questionnaire was used to measure transformational leadership practices, Affective, Normative, and Continuance Commitment Scale was used to measure organizational commitment and Organizational Citizenship Behavior Scale was used to measure organizational citizenship behavior. The data collected were analyzed using Pearson correlation and linear regression. The results showed that there were significant relationships between transformational leadership, organizational commitment and organizational citizenship behavior. Transformational leadership predicted significantly towards organizational commitment and organizational citizenship behavior. Results also showed that organizational commitment mediated the relationship between transformational leadership and organizational citizenship behavior. The findings of this study emphasized the importance of transformational leadership among leaders and organizational commitment in order to increase organizational citizenship behavior among employees. When this is achieved, individuals can give the best contribution towards the organization which consequently ensures organizational effectiveness. [ABSTRACT FROM AUTHOR]

Leadership is a key function and process to unlock the effectiveness and enhancement of any organization’s development, including Religious-NGOs (RNGOs). This can be attained via three main characteristics, which are charismatic, transformational and servant leadership. Previous research has proved that these characteristics are relevant for NGOs, but little was found for RNGOs. RNGO is a form of NGO that is well-known for its active role in contributing to a harmonious and religious society. This paper focused on the concept of leadership in RNGOs and an introductory to the identity of Malaysian Islamic RNGOs that are diverse by ethnic identities. This study was qualitative in nature and depended heavily on existing literature and official reports. The study found that all three selected Islamic RNGOs that represent the Malay Muslims, Chinese Muslims and Indian Muslims adopt and practice charismatic, transformational and servant leadership in executing their organizations’ objectives, which could possibly be a yardstick to effective RNGO leadership development in the future. [ABSTRACT FROM AUTHOR]

With a leader being able to possess different types of leadership styles, there is a lack of literature investigating which leadership style best facilitates supervisory coaching behavior. The current study aimed to investigate which leadership style would exhibit supervisory coaching behavior, and if supervisory coaching behavior would mediate the relationship between leadership styles and job performance. The study compared the effects of three leadership styles—transformational, transactional, and empowering leadership—on supervisory coaching behavior, which has been reported to influence job performance. A multilevel approach was adopted in this study using 500 employees from 65 organizations within Malaysia. The study found that only empowering and transactional leadership styles exhibited supervisory coaching behavior, which in turn mediated their relationships with job performance. Overall, the findings suggest the importance of leadership styles that prioritize employee development, as these would lead to improved job performance in employees. [ABSTRACT FROM AUTHOR]

Sustainability is considered a significant element for property development. However, implementing sustainability effort and achieving sustainability goals are real challenge have debated from three decades ago. According to the United Nations General Assembly Brundtland Report, protecting the environment and the society in the midst of human seeking economic growth is at times taken for granted. The motivation behind this study is to seek deeper understanding of the role of transformational leadership in promoting sustainability among property development companies in Malaysia by determining the relationship between transformational leadership and sustainability in terms of environmental, economy and social. It also analyses whether organisational culture acts as a mediating factor between transformational leadership and sustainability. For this purpose, this study employed a purposive sampling method with data collected from top management from a total population of 100 listed property development companies in Bursa Malaysia. Multivariate data normality tests, descriptive statistics, and structural equation modelling through SmartPLS were used for data analysis. The study revealed a significant positive relationship between transformational leadership and sustainability. It shows that transformational leadership is essential to sustainable achievement where management possess the necessary leadership competencies, skills and knowledge to be able to achieve sustainability in property development. However, the results established insignificant relationship between organisational culture and sustainability. These findings proved that bureaucratic organisational culture mediated the relationship between transformational leadership and sustainability, while innovative culture and supportive culture did not. These results confirmed that bureaucratic culture enhances the role of transformational leadership in promoting sustainability among property development companies in Malaysia. Therefore, this study recommends organisations to invest in transformational leadership trainings to support the leadership behaviours through bureaucratic culture towards achieving sustainability. [ABSTRACT FROM AUTHOR]

Funds raised from philanthropic giving have become a key element in the long-term finances of higher education institutions around the world, presenting leaders, primarily principals, with a range of novel challenges that have not, hitherto, been key drivers of leadership. This article explores the problem by reporting on qualitative research that looked at how fundraising is carried out in the Malaysian higher education system, which has recently experienced profound changes to its financial landscape. Data were generated by semi-structured interviews with fundraisers from a range of higher education settings. It was found that for fundraising efforts to succeed, they must be spearheaded by an active principal who adopts the stance of transformational leader towards potential donors, forming a long-term relationship based on a shared vision. He or she is likely to be supported by a fundraising team that will be more transactional in approach and style. [ABSTRACT FROM AUTHOR]

Objective - Leadership and innovation are two related concepts which have gained a lot of interest among researchers focusing on management and entrepreneurship. Research on these topics are important for the development of the dynamic workforce and are useful to various organisations. However, in the real world, the effectiveness of employee performance is considered as unsatisfactory meaning there is room for improvement. Methodology/Technique - Previous literature had found that Transformational Leadership and Team Innovation are among the key factors which can be used to improve employee performance. This study will examine and test the relationship between Transformational Leadership and Team Performance to understand how Team Innovation mediates this relationship. A total of 197 samples are collected from employees in Multinational Companies (MNC). The data was analyzed using the Statistical Package for the Social Sciences (SPSS) version 23. Findings - The findings indicate that Transformational Leadership has a significant positive impact on Team Performance. Further, Team Innovation mediates the relationship between Transformational Leadership and Team Performance. Novelty - The major implications of these findings are further explored. In particular, this paper contributes to leadership literature by recommending that team leaders aim to inspire and empower employees to achieve organizational goals. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine and evaluate the implications of organizational commitment factors as a mediator of the relationship between transformational leadership styles and teamwork performance among law enforcement in Malaysia. Quantitative research design has been used which comprise a number of 254 support group of law enforcement officers in the Federal Territory of Putrajaya. Multiple regression analysis is used to evaluate the direct and indirect relationships of variables and study models. The two factors characteristic of the transformational leadership style are used as an independent variable in looking at the effectiveness of teamwork performance among law enforcement. The inspirational motivation and individual considerations have positive and significant relationships with teamwork performance. Organizational commitment is found to have a partial mediator that influenced the relationship between inspirational motivation and individual consideration in teamwork performance. The inspirational, motivational features and individualized considerations in the style of transformational leadership are necessary and emphasized in producing more productive and effective teamwork commitments and performance. This study presents the details of the implications of transformational leadership style characteristics on organizational commitment and teamwork performance in the context of law enforcement in Malaysia. [ABSTRACT FROM AUTHOR]

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Research aims: This study aims to investigate organisational culture (OC) of public universities from the perspective of academic leadership. It examines the impact of organisational culture on transformational leadership. Design/Methodology/Approach: The Organisational Culture Assessment Instrument (OCAI) and The Multifactor Leadership Questionnaire (MLQ5x) are used as proxies for the variables tested. Data are collected from academic leaders attached to 18 public universities in Malaysia. Analysis is done using structural equation modelling (SEM). Research findings: The results suggest that academic leaders view the clan culture as the dominant workplace culture type. The clan culture is also the most prominent across the OC dimensions except for the dominant characteristics dimension, where the market culture is more distinct. The results also reveal that the effect of organisational culture on transformational leadership is significant. Theoretical contributions: This study fills the void in literature by showing how organisational culture is impacting transformational leadership within the education setting of developing countries. Since it is likely that different kinds of leadership behaviours are associated with different organisational cultures, it is also likely that the same may affect the Malaysian educational setting. Practitioner/Policy implications: The findings of this study are expected to facilitate the educational administrators in fine-tuning leadership behaviours through organisational culture. A match between these two dimensions should make the organisations more effective, thereby enabling administrators to improve the selection process of leaders and their future developments. [ABSTRACT FROM AUTHOR]

Effectiveness in managing knowledge asset is essential to improve the quality services and to enhance performance. The purpose of this study is to explore on how hospitals extracting the value of their knowledge assets in order to sustain and be competitive by considering leadership styles factors. The data collection was carried out by survey. Questionnaires were distributed to all top management team of private hospitals in Malaysia. From the survey, the results indicate that transformational leadership styles are significantly related to the knowledge assets element. This suggests that some hospitals might use the characteristics of transformational leadership styles such as idealized influence, inspirational motivation, intellectual stimulation and individualized consideration to enhance knowledge assets management. The findings might also assist the regulators and managers of the hospitals to formulate strategies in enhancing governance of knowledge assets. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to provide a systematic review of the Malaysian literature on three prominent leadership models (instructional, distributed and transformational), linked to a major educational reform initiative captured in the Ministry of Education’s Malaysia Education Blueprint (MEB).Design/methodology/approach The approach is a systematic review of all relevant Malaysian literature, in English and Bahasa Malaysia, on instructional, distributed and transformational leadership and alternative terms linked to these models.Findings The findings show that there is an emerging literature on these leadership models and their prevalence in Malaysian schools but that they have been interpreted in ways that are distinctive to the highly centralised Malaysian context. For example, instructional leadership is prescribed, so there is some evidence of its practice, notably in respect of monitoring. Similarly, distributed leadership is allocative, rather than emergent, as suggested in western literature.Research limitations/implications The findings show that, while research on these models is emerging, much more research is required to establish whether and how leadership practice in Malaysia differs from that outlined in the normative western literature.Practical implications There is emerging evidence to suggest that instructional and distributed leadership, if enacted carefully, can have a positive impact on student outcomes.Social implications The leadership models were developed in western, mainly decentralised, contexts, and there are clear implications for how such models might apply in highly centralised cultures, such as that prevailing in Malaysia.Originality/value This is believed to be the first systematic review of the Malaysian literature on school leadership models, linked to the MEB. It is also distinctive in including both English language and Bahasa Malaysia sources. [ABSTRACT FROM AUTHOR]