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

Purpose: This study aims to investigate the mediating role of quality culture (QC) between transformational leadership (TFL), transactional leadership (TNL) and organizational performance (OP) in higher education institutions. Design/methodology/approach: The study collects data through a nationwide survey of administrators representing public and private universities in Pakistan using stratified random sampling techniques, while partial least squares structural equation modeling (PLS-SEM) is used for data analysis. Findings: The results show that both TFL and TNL directly influence QC and that QC directly influences OP. Additionally, the study reveals significant indirect effects of TFL and TNL on OP through QC. However, the direct effects of TFL and TNL on OP are not empirically supported. Research limitations/implications: This study contributes theoretically to the understanding of OP in universities by examining valuable resources (TFL, TNL) and dynamic capability (QC) as predictors while also introducing QC as a mediator to explain the underlying mechanism between TFL, TNL and OP. However, limitations include a cross-sectional design, a small sample size and reliance on administrators' perceptions as the sole respondents. Practical implications: This study provides interesting insights for leaders, policymakers and quality managers to integrate valuable, dynamic resources and foster QC by increasing quality awareness at all departmental levels, thereby improving university performance. Originality/value: The novelty of this study is the introduction of QC as a mediator of TFL, TNL and OP in a university setting. [ABSTRACT FROM AUTHOR]

The study aims to characterize the global scientific production on environmental management at the global level in the Scopus and Web of Science, between the months of January 2020 to March 2022. A retrospective descriptive bibliometric analysis was carried out. 1133 documents from the Web of database were analyzed. Science and 1687 from Scopus, drawn from 565 and 771 sources respectively. Regarding the number of authors, Scopus presents 6067 and Web of Science, 4043. The rate of collaboration between authors is slightly lower in Web of Science (3.82) compared to 3.95 from Scopus. The most cited article is "Green innovation and environmental performance: The role of green transformational leadership and green human resource management ", the author with the most papers on the subject is Yi Zhang, IOP Conference Series: Earth And Environmental magazine Science stands out as the medium with the largest number of publications related to environmental management, the type of scientific document that stands out the most is the original article, as for the country with the largest number of publications on environmental management, China stands out. With regard to collaboration between countries, China and Pakistan stand out in the case of Web of Science and China and the United States in the case of Scopus. It is concluded that, in recent years, scientific production on environmental management has shown an accelerated increase motivated by the dramatic changes generated by the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

Purpose The purpose of the study is to report on organizational citizenship behavior of health practitioners, explaining the impact of transformational and responsible leadership styles on organizational citizenship behavior with mediating roles of employee empowerment and leader-member exchange. It also explains the role of the moderating role of gender. Methodology This empirical study is survey-based research in which data was collected from 320 health practitioners on adopted instruments of the constructs the meditation and moderating paths were tested with the structural equation modeling technique with partial least square software. Findings: The results show that transformational leadership has a positive effect on organizational citizenship behavior indirectly through the mediating role of leader member exchange in between transformational leadership and organizational citizenship behavior. Further, the results revealed that there are two ways through which responsible leadership indirectly affects organizational citizenship behavior; one through the single mediating effect of leader member exchange and second through serial mediation in leader member exchange and employee empowerment Implication This study suggests managers and leaders adopt the transformational and responsible leadership styles if they wish to create organizational citizenship behavior. Moreover, it will generate a leader-member exchange and make employees feel more empowered. Originality The research on transformational and responsible leadership their impact on OCB on one model and that on health practitioners of Pakistan with local context is exclusive. [ABSTRACT FROM AUTHOR]

The number of complex projects is increasing across many sectors and the associated challenges are substantial. Using a field study, the present dissertation aims to understand how project managers' emotional intelligence (EI) contributes to project success. Further, the study proposes and tests a model linking EI to project success and examines the mediating effects of project managers' transformational leadership style on this relationship. To achieve the objectives of the study data were collected through self-administered questionnaires from a sample of 218 project managers and project employees. The descriptive stats and partial least square structural equation model were applied through SPSS and SmartPLS for data analysis. The results of the study revealed that the emotional intelligence of project managers has a significant and positive effect on project success of construction projects. Furthermore, the study found evidence that the transformational leadership style mediates the relationship between EI and project success. The study has practical implications for construction companies and recommends the need to look for cognitive intelligence and experience in hardcore management skills to recruit emotionally intelligent managers which result in project success. [ABSTRACT FROM AUTHOR]

The present paper sought out to investigate the robustness of the transformational leadership (TL) towards corporate entrepreneurship (CE). The study is quantitative. The conceptual model is tested through cross‐sectional data that are collected from small and medium‐sized enterprises of Pakistan. The owner/CEO/managers of SMEs are targeted to get the response through a survey questionnaire. In total, 306 usable samples are utilized for the final analysis. By employing to SEM, the overall findings show a significant and positive impact of TL such as intellectual stimulation, idealized influence, inspirational motivation, and individual consideration on CE (new business venturing, innovativeness, self‐renewal, and proactiveness) in SMEs sector of Pakistan. The outcomes of the study may be helpful for policymakers to formulate the policies regarding the promotion of TL and CE to reduce the failure rate in the SMEs. Transformational leaders may develop creative and innovative ideas to address the challenges of the organizations. Furthermore, the outcomes of the study would contribute to the related literature, mainly for developing countries. The study provides the real picture of the relationship between TL and CE in a developing country. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green creativity. Specifically, drawing upon the ability, motivation and opportunity theory, the authors tested how green perceived organizational support (green POS) mediates the link between GHRM practices and employees' green creativity. Furthermore, based on the firm's resource-based view, the authors examine the moderating role of green transformational leadership on the relationship between GHRM practice and green POS. Design/methodology/approach: Using a survey questionnaire, this research was conducted with a multi-source sample of 201 supervisors and their 428 subordinates from organizations working in grocery, food and personal care products in Pakistan. Findings: The findings of structural equation modeling revealed that green POS plays a mediating role between GHRM and employees' green creativity. The study findings also highlighted that green transformational leadership moderates the positive relationship between GHRM practices and green POS. Practical implications: Organizations need to implement GHRM practices to achieve environmental performance. Individuals are likely to recognize themselves with organizations that are engaged in green practices, and therefore, organizations can get benefits from implementing GHRM practices. Originality/value: This research explores green POS and green transformational leadership as novel mechanisms through which GHRM practices influence employees' green creativity in organizations. In addition, the authors empirically examined our theorized relationships in the South Asian context. [ABSTRACT FROM AUTHOR]

The current study tries to align various model of mediation through leadership styles (Transformational, Transactional), organization culture types (innovative, supportive and bureaucratic) with employees commitment thorough job satisfaction among the employees of government libraries from Khyber pakhtoonKhwa Pakistan. The data was collected through adopted construct from finite sample and it was analyzed through (Barron and Kenny) meditational procedure. Findings depict that employees commitment with job depend upon the leadership styles and it is positively mediated by their satisfaction from job. In contrast from three different cultural set up only bureaucratic cultural attribute shows significant relationship with employee's commitment through meditational role of employee's job satisfaction. Interestingly both supportive and innovative culture did not indicate the direct relationship with employee's commitment, nor does it support the meditational role of employee's job satisfaction. [ABSTRACT FROM AUTHOR]

The primary aim of this research is to investigate the effect of despotic and transformational leadership on employee engagement through mediating role of self-efficacy as the researchers used quantitative research methods. The population of this research includes managerial-level employees of the banking sector in Pakistan. The sample-size of the current study was 350 managerial-level employees working in the conventional banks in Pakistan. The researcher used a questionnaire to collect data from respondents. The findings indicated that despotic leadership has a significant and negative effect on employee engagement. Furthermore, the findings indicated that transformational leadership has significant and positive effect on employee engagement. Moreover, the self-efficacy mediates the relationship between despotic leadership and employee engagement. Lastly, self-efficacy mediates relationship amid transformational leadership and employee engagement. The findings of study are consistent with the findings of previous research and have implications for managers and other relevant stakeholders along with certin clues for future researchers for revisiting the research issues in different contexts. [ABSTRACT FROM AUTHOR]

This study aimed to investigate the impact of safety climate on safety behaviour with the mediating role of safety attitude and mediating role of safety-specific transformational leadership. Data were collected from 294 respondents from different construction projects in Pakistan. The study employed an analytical descriptive approach as its research methodology. The results revealed that safety climate exhibits a significant positive correlation with safety behaviour in projects, as well as with safety attitude. Moreover, the findings demonstrated that safety attitude and safety-specific transformational leadership do not mediate the relationship between safety climate and safety behaviour in projects. In this study, the implications for the project managers and employees as well as future research directions are discussed. [ABSTRACT FROM AUTHOR]

The central aim of this research study is to investigate the interconnections and dynamics within small and medium-sized enterprises (SMEs) by examining Fintech adoption, competitiveness, circular economy practices, transformational leadership, and sustainable performance. The study's theoretical framework is grounded in the Practice-Based View, integrating Fintech adoption, competitiveness, circular economy practices, transformational leadership, and sustainable performance into the proposed model. To validate this model, the research employs the SEM-ANN analysis method. The study focuses on workers within SMEs in Pakistan, with a sample of 473 participants collected using a simple random sampling technique and 442 samples were deemed suitable for analysis. Preliminary data examination and hypothesis testing were conducted using Smart-PLS 4.0 and SPSS-23. A two-fold SEM-ANN approach was employed to validate the study's proposed model. The research findings indicate a direct and significant impact of Fintech adoption and transformational leadership on the sustainable performance of SMEs. Circular economy practices and competitiveness play vital intermediary roles, connecting Fintech adoption and sustainable performance. Furthermore, transformational leadership acts to moderate the relationships between Fintech adoption and both circular economy practices and competitiveness. The ANN approach complements the SEM analysis, providing additional insights and expanding our understanding of the subject. This study illuminates the interplay between Fintech, circular economy practices, and transformational leadership in enhancing SMEs' competitiveness and sustainable performance. It underscores the pivotal role of integrating Fintech and sustainable practices for SMEs and provides insightful directives for policymakers and scholars aiming to bolster SMEs in a competitive business environment. [ABSTRACT FROM AUTHOR]

The objective of this investigation is to analyze the impact of leadership styles on frontline employee psychological empowerment, and thereby, improving the job satisfaction level of employees. A questionnaire‐based survey was conducted in nongovernmental organization (NGO) functioning in two major cities (Islamabad and Peshawar) of Pakistan, analyzing a total sample size of 319. Structural equation modeling results revealed that transformational leadership style has a significant association with job satisfaction, and the effect is partially mediated by the psychological empowerment. Conversely, findings showed that the relationship between transactional leadership and psychological empowerment was insignificant. Though, there existed a direct positive relationship between transactional leadership and job satisfaction. This research makes an important contribution in the area of leadership, which can be useful for NGOs to recognize the importance of leadership and encourage psychological empowerment of frontline employees. The findings also provide significant implications for organizations to understand better the importance of leadership, which will be helpful to enhance organizational success. [ABSTRACT FROM AUTHOR]

The role of nursing is crucial for providing required cure and care to patients in hospitals. The leadership style influence nurses working abilities and job related outcomes. Considering these arguments the present study aims at examining the relationship between nursing leadership styles (i.e. transactional and transformational) and job related outcomes (i.e. commitment with organization, satisfaction with job and work performance). To do this data was collected from 206 nurses working in different hospitals of Pakistan was collected. Descriptive and inferential statistical treatment was given to analyze the data. The results of the study revealed that both the leadership styles (i.e. transactional and transformational) positively and significantly correlated with work performance, organizational commitment and job satisfaction. On the other hand, regression analysis confirms that transformational leadership study has greater impact on job satisfaction and organizational commitment as compared transactional style while, transactional leadership style has greater influence on work performance. [ABSTRACT FROM AUTHOR]

Objectives: The aim of the present study was to explore the relationship of personality traits (engagement and altruism) and transformational leadership style in the leaders of organizations. Design of the study: Correlation research design Place and Duration of the study: Jan to Dec, 2019, Karachi, Pakistan Sample and Method: The sample included 213 leaders (team-lead to CEO) working in different industries of Pakistan, having supervisory experience of at-least two years. In this study two measures were used. For personality evaluation, HEXACO personality inventory [60 item scale] was used (Ashton and Lee, 2009) and for assessing the leadership style, Multifactor Leadership Questionnaire (MLQ-6S) was used (Bass and Avolio, 1992). SPSS was used to perform statistical analyses. Results and Conclusion: The findings of present study revealed that personality traits [engagement (r=.43, p<.05) and altruism (r=.18, p<.05)] have significant positive relationship with transformational leadership style in the leaders of organizations. However, correlation between transformational leadership and altruism is weaker than transformational leadership and engagement thus the findings of this study may conclude that engagement (personality trait) impacts the transformational leadership more than altruism. [ABSTRACT FROM AUTHOR]

The importance of innovation within organizations has been demonstrated on numerous occasions, which has subsequently led to the identification of effective leadership as a potential catalyst. Most of us would acknowledge that effective leadership plays a pivotal role to engender innovativeness among nursing staff. Although research has identified some leadership styles to foster a nurse's innovative work behavior, a comprehensive model explaining the effect of transformational leadership on nurses' innovative work behavior is still unclear. This research built and tested a theoretical model linking transformational leadership and innovative work behavior via several intervening variables. Data were collected from 587 nurses and 164 doctors (nursing supervisors) through structured questionnaires from public sector hospitals in Pakistan. Results of the study indicated that, as anticipated, transformational leadership positively affected psychological empowerment of nurses, which in turn influenced both intrinsic motivation and knowledge sharing behavior. These latter two variables then had a positive influence on innovative work behavior. Empowerment role identity moderated the link between transformational leadership and psychological empowerment, whereas willingness to rely on leader (reliance-based trust) and willingness to share sensitive information with leader (disclosure-based trust) moderated the connection between knowledge sharing behavior and innovative work behavior. These results imply that transformational leadership through psychological empowerment, knowledge sharing, and intrinsic motivation fosters nurse's innovative work behavior. The results also show that the relationship between transformational leadership and innovative work behavior is stronger among nurses who frequently share their knowledge about best practices and mistakes with co-workers. [ABSTRACT FROM AUTHOR]

As Pakistani higher education embarks on a reform agenda today; an inherent assumption dwells deep that the ineffective leadership behaviors at Pakistani universities have predominantly manifested in a cultural dilemma in Pakistani higher education and have contributed to lower employee morale and satisfaction among employees. Ironically despite these implicit assumptions, no serious attempts have been made for empirical validation of these assertions. The current study seeks to empirically explicate these assumptions whereby a survey approach was used wherein MLQ 5x rater form was distributed to 338 full-time faculty members of five public and five private universities of Rawalpindi and Islamabad for evaluation of leadership styles of their supervisors. The objective of the research was to explore dominant leadership styles of academic supervisors. The leadership styles as extrapolated by the questionnaire were correlated with the outcomes of extra effort, satisfaction, and effectiveness through regression analysis. Findings revealed Transformational style as the dominant leadership style of sample universities. In addition findings through regression analysis revealed that dominant transformational leadership style of supervisors correlated positively with outcomes of effectiveness, extra effort and satisfaction in comparison to Transactional and Laissez faire leadership styles. [ABSTRACT FROM AUTHOR]

The study focused on the impact of transformational leadership on employee performance and commitment during the change process in the academic libraries of Pakistan. Five components of transformational leadership; idealized influence, charisma, inspirational motivation, intellectual stimulation, and individualized consideration have been analyzed in relation with job performance and commitment. The study based on survey research methods. The observatory sample comprises of library staff members from 21 public and private sector universities of Pakistan charted by Government of Pakistan. The questionnaire sent through email and in person. SPSS (version 20) is used for descriptive, correlation and regression analysis. The results presented the insight of transformational leadership practices across academic libraries and its impact on employee job performance and commitment. Result reveled that transformational leadership is positively related with affective commitment and job performance. The findings of this study may help libraries to initiate and maintain the environment that would add value to employee's commitment and increase their performance. Result may be used as guide line in devising the human resource policies that construct the long-term commitments of employees through innovative and participative style of leadership. [ABSTRACT FROM AUTHOR]

This study examines the GHRM practices and the transformational leadership specific to environmental sustainability of Pakistan's dairy industry. It also investigates the mediating role of pro-environmental behaviour in the relationship of GHRM practices, The environmental-specific transformational leadership, and sustainable behavior. Additionally, the study examines the moderating role of the pro-environmental attitude between GHRM practices and The environmental-specific transformational leadership. The target population consists of employees working in dairy organizations of Pakistan. A simple random sampling technique was used for data collection. A survey questionnaire method was used to collect data; after data screening a total of 430 responses were subjected to SEM for analysis. The findings indicated that the GHRM practices play a significant role in improving employee environmental and sustainable behavior. The environmental-specific transformational leadership positively affects the pro-environmental behaviour of employees, but its impact on sustainable performance is insignificant. In addition, GHRM practices and environmental-specific transformational leadership have been shown to indirectly contribute to sustainable performance through environmental behavior. The pro-environmental attitude moderates the effect of GHRM practices and environmental-specific transformational leadership on pro-environmental behavior, and pro-environmental behavior leads to sustainable performance. This study is one of the rare attempts to examine the integrated impact of GHRM practices and environmental-specific transformational leadership on pro-environmental behavior and sustainable performance in the domain of environmental management. It explicitly offers insights into the literature by developing a mechanism to improve sustainable performance through GHRM practices and environmental-specific transformational leadership in the dairy industry. The findings of this study have postulated that a package of GHRM practices and environmental-specific transformational leadership is needed to build pro-environmental behavior and foster sustainable performance. It can help managers in their effort to build environmental friendly behavior under the lens of a pro-environmental attitude that facilitates sustainable performance. Aligned to cope with the increasing environmental concerns of the dairy industry, this study proposes that managers would support specific transformational environmental leadership along with green discipline by raising pro-environmental behaviour under the lens of a pro-environmental attitude for the implication of environmental policies to achieve sustainable performance of dairy firms. [ABSTRACT FROM AUTHOR]

This research looked into the leadership styles of 50 school head teachers of district Lahore, Pakistan. The researcher used quantitative survey research design in this research. A five point Likert scale questionnaire was used to collect the data. It was Multi-factor Leadership Questionnaire (MLQ) 5X (shorter-version) made by Bass and Avollo (1995). It was used to measure the Transformational Leadership, Transactional Leadership and Lassies faire leadership. A few modifications were made In the items of the above mentioned questionnaire to validate it for the school heads of Pakistan. Descriptive and inferential statistical techniques were applied to analyze the data. The results showed that transactional leadership style Is emerging as the most popular style of leadership among the school administrators as compared to the transformational and laissez faire leadership styles. It was also found that female administrators are more transactional leaders as compared to the male administrators. [ABSTRACT FROM AUTHOR]

The core purpose of the current study is to explore the relationships of transformational leadership and the job embeddedness through the potential mediation of employee empowerment. There are only few studies available in this field of knowledge and there is dire need of studying the behavior of current variables particularly in the local context. The study implies the use of PLS SEM with a data set of 300 employees from different manufacturing sector in Pakistan. This research reveals that the idealized influence has direct significant relationship with the job embeddedness. The relationships of Inspirational motivation and intellectual stimulation with job embeddedness are mediated by the employee empowerment. Furthermore, this research examines the relationships among the idealized influence, inspirational motivation, intellectual stimulation, individual consideration, job embeddedness and employee empowerment which have not been examined or tested before empirically. This explicitly marks the significance of the current study in local context. [ABSTRACT FROM AUTHOR]

The present study investigated the effect of leadership styles on knowledge management. The population of the study consists of faculty and administrative staff of public sector universities of Khyber Pakhtunkhwa. To test the study hypotheses, correlation and regression analysis were conducted. The study found that transformational leadership style has positive and significant relation with knowledge management effectiveness. The study found that transactional leadership style has negative but significant relationship with knowledge management effectiveness. The study concluded that educational institutions should adopt transformational leadership style in order to improve knowledge management effectiveness. Educational leaders should not adopt transactional leadership style as that type of leadership negatively affects knowledge management. The study recommended that leaders of the educational institutions should get involved their subordinates in decision making process in order to further enhance their performance. Managerial implications, recommendations and directions for future research are also highlighted. [ABSTRACT FROM AUTHOR]

Drawing on motivated information processing theory and social exchange theory, this research investigates the mediating effects of leader–member exchange and moderating impact of perspective taking in the relationship among transformational leadership and turnover intentions of public servants. Using a sample of 385 respondents from different public sectors across Pakistan, we found a negative association of transformational leadership with the turnover intentions, which is further mediated by leader–member exchange. Moreover, perspective taking moderated this mediating relationship. The present research has theoretical and practical implications. In addition, we have discussed some future directions. [ABSTRACT FROM AUTHOR]