Transformational leadership is emerging as the prevailing model to understand how managers can affect behavioral and emotional reactions of their employees. The basic purpose of this descriptive study is to examine the relationship between transformational leadership and overall job satisfaction and organizational commitment of employees working in banking sector of Pakistan (Lahore). The effect of overall job satisfaction on employees’ organizational commitment and their turnover intentions was also analyzed.For the purpose of current research, four hypotheses were developed and had been tested with the help of statistical tools. The findings provided solid support for the proposed significant and positive relationship between transformational leadership and overall job satisfaction and organizational commitment of bank employees. The results also supports the significant and negative relationship between employees overall job satisfaction and their turnover intensions. A significantly positive association was also found between employees overall job satisfaction and organizational commitment of bank employees.
Nowdays,nurse managers need to utilize behaviors of transformational leadership which focus on staff nurses’ job satisfaction in healthcare environment. This descriptive correctional study was conducted to determine the levels of nurse managers’ transformational leadership, the levels of staff nurse job satisfaction, and to identify the relationship between transformational leadership and job satisfaction. This study introduce the management at the Second Teaching Hospital of Harbin Medical University in China. This study is important for nursing administrators to provide training program for nurse managers to improve their knowledge and skills of transformational leadership and develop effective strategies to improve the level of staff nurses’ job satisfaction. By raising the level of staff nurses’ job satisfaction at their work, the quality of work life may be elevated and the rates of turnover and shortage of nursing personnel may be reduced.
Researchers, industry analysts and the broader medical fraternity generally agree that physician adoption of healthcare technology is vital to the advancement of healthcare outcomes and cost effectiveness. Accordingly, there is a vast body of research into technology design, implementation process methodology, total cost of ownership and many other technical factors. However, there is minimal research into the humanistic socio-medical components such as leadership, particularly transformational leadership. In general leadership is one of the most observed and least understood phenomena on earth? (Burns, 1978). The entrenched rigid hierarchical structure of the medical fraternity sets forth legitimized power and authoritative leadership by decree to the members of this complex web. This research has a focus on the efficacy of transformational leadership mediated by trust in relation to the adoption of electronic medical record technology. The purpose of this research is twofold. First, it examines the perceptions of transformational leadership by senior management in healthcare. Secondly, it explores if and how the practice of transformational leadership, mediated by trust.
The purpose of this study was to investigate the relationship between school principals’ self-reported spirituality and their transformational leadership behaviors. The relationship between spirituality and transactional leadership behaviors was also explored. The study used Bass and Avolio’s (1984) Full Range Leadership Model as the theoretical framework conceptualizing transformational leadership. Data were collected using online surveys. Overall, six principals and sixty-nine teachers participated in the study. Based on the findings from this study, the researcher proposed a modification of Bass and Avolio’s (1985) Full Range Leadership Model. An additional dimension, spirituality, was added to the continuum of leadership styles. The findings from this study imply that principals’ self-reported levels of spirituality was related to their being perceived as displaying transformational leadership behaviors. Principals who identified themselves as “spiritual”, were more likely to be characterized by the transformational leadership style of inspirational motivation.
This study investigates the nature of the relationship between transformational leadership and two work-related attitudes: job satisfaction and organizational commitment. It also compares the effects of transformational leadership on employees of nonprofit and for-profit organizations. The collected data are analyzed using Pearson Product Moment Correlation, MANOVA, ANOVA and Hierarchical multiple regression analysis. The research designs used were co-relational and comparative types. The results show that transformational leadership has strong and positive effects on organizational commitment and job satisfaction in both organizations. However, significant difference is not found in the effects of transformational leadership behaviors on employees of both organizations (FPO and NPO). Although bound with certain limitations, it is hoped that the findings of this study will contribute towards the wider knowledge of transformational leadership paradigm, and more practical application in organizations in the changing world of globalization.
This study is premised on the fact that changes taking place in public universities in Uganda have led to new challenges that call for improved exchange of knowledge and information among university staff to engage in organizational learning. Transformational leadership has been singled out as the most appropriate leadership style needed to foster organizational learning. Consonant with the above background, this study aimed at establishing the nature of transformational leadership and organizational learning existing in public universities, and establishing the relationship existing between transformational leadership behaviours and organizational learning in public universities in Uganda. Correlational research design guided this study and data for this study was collected using questionnaires and interview guides. The sample of the study consisted of 330 academic staff from four public universities in Uganda. Content and thematic analyses were used to analyse qualitative data; while quantitative data were analyzed using descriptive statistics, Pearson correlation Coefficients, and multiple regression analysis.
The Transformational CIO is chock full of stimulating thought leadership and useful knowledge that will help you leverage new and existing technologies to create business value, generate more revenue, increase profits and improve customer relationships in rapidly changing global markets. This book is a practical guide for senior executives seeking optimal returns on technology investments, now and in the future. Hot-button issues and essential topics covered in the book include: Vision and Organization Culture and Change Partnering with the Business The Art and Science of IT Leadership Team Building Cloud Computing Enterprise Collaboration Strategic Sourcing Executive Career Development The Transformational CIO features real-world stories and revealing anecdotes from CIOs and IT thought leaders at leading organizations as Disney, Kimberly-Clark, Kaiser Permanente, Dell, Flextronics, Wipro, Boston Scientific, Salesforce.com, General Motors, Shell Oil, Pitney Bowes, IBM, Cisco, Siemens, Citigroup, Microsoft, CVS Caremark, Frontier Communications and the U.S. Tennis Association. Written in straightforward business language, The Transformational CIO is a concise guide for staying ahead of the competition and seizing opportunities for success in a turbulent global economy.
This book discusses how the characteristics of Transformational Leadership (TL) can be used to have better customer relationship. More importantly the salespersons'' TL has been observed. Both theories of Transformational Leadership and Relationship Marketing have been linked empirically. Finally it is recommending to the practitioners to use transformational leadership qualities of a salesperson to get more relationship oriented output with their customers.
Understanding the relationship between Cultural Intelligence, Transformational Leadership, and Burnout is extremely important for the 21st Century Leader. Leaders must be culturally sensitive in a globalized society in order to be transformational and less burned out. This book will help leaders understand how best to lead in a culturally diverse era. This research study was motivated in part by a lack of succession planning for companies, and a need for more culturally sensitive transformational leaders globally.
1. To promote and perpetuate the essence of sustainability as regards to SUC administrators’ high qualifications as competent managers in bringing high positive outcome in the entire academic institutions, merits of promotions programs for SUC administrators as adopted by PASUC and NBC 461 must strictly be followed and implemented. Great Emphasis must be given to relevant experience. 2. Result of the study revealed that women administrators showed parity in qualifications with their male counter parts in terms of educational qualifications, seminars attended, relevant training attended; and review of related literature and studies magnified the success of women administrators as education leaders specifically on areas of soft component of management termed as “human relation” where they surpassed their male counterparts; it is high time that women be also given equal preference in the selection as SUC administrators. 3. PASUC should strive to conduct several continuous organized development programs like live-in training, workshops, in-service training, seminars and conferences throughout the year so as to address issues on leadership and management.
Over the past few years many organizations have grappled with reality of global economy, competition and the evolving demographics. The clarion political, economic, social, and cultural shifts have created an array of new challenges never witnessed before. These challenges have threatened not only the renown successes of many established institutions but their ultimate survival. The success or failure of organizations in realms such as business, industry, commerce, healthcare, and education rests on pedestals of leadership. The growing interest in transformational leadership is fueled by the need for organizations to brace these challenges and sour to the top. Transformational leadership has provided evidence-based trajectory of success for many institutions. This book looks at transformational leadership within the purview of Christian institutions. The findings points to exemplary personal and organizational outcomes: Job satisfaction, professional commitment,and organizational commitment. The conclusions gleaned from the findings show that empowering leaders and empowered staff are more productive and work collaboratively to achieve the vision and mission of the organization.
Leading a business in an age of globalization is often complicated by the interplay of forces such as technological advances, globalisation, and increasingly sophisticated multicultural workforces. This book delves into the minute details of transformational leadership and advocates for its adoption by business leaders operating in, particularly, developing countries. The book highlights best practices in employee motivation, change management, managing multicultural workforces, vision creation, demonstrating ethics and integrity, and creating a business strategy. An examination of the experiences and perceptions of top Liberian business leaders reinforces findings from an extensive review of the extant literature on leadership effectiveness, and helps make a compelling case for transformational leadership as the model best suited for 21st-century business.
Transformational leadership is needed today to facilitate employee engagement and increase productivity. This quantitative survey study aimed to determine the connection concerning transformational leadership and engagement among personnel in the branch- banking sector in Bangladesh. The independent variable was transformational leadership, which relates to the capability of the leader to provide an environment that engages their employees. The dependent variable was work engagement, which pertains to the level of commitment among employees in the organization. The main research question examined the correlation between the study variables among employees in the branch- banking sector in Bangladesh. The outcomes of this study revealed that in a work environment, applying transformational leadership style does not assure that the employees will be fully engaged. However, the results of the current study are not aligned with the existing body of literature on transformational leadership and employee engagement.
The author explains five constutuents elements of transformational leadership. These elements are critical in assisting school managers in meeting the challenges schools face. These challenges identified have the potential in making sure that the school as an organisation does not function accordingly. These five constituents elements are interrelated and and should be deployed in an intergrated approach.
Leaders are in a position to conduct mergers and acquisitions (M&As) within their industries in order to increase market share and competitive advantage. When a merger or an acquisition is undertaken, especially when it involves competitor companies, a question arises whether transformational leadership is paramount to ensuring success. Cooperation between merging groups is more likely when it involves a vertical integration (Mueller & Sirower, 2003). Examples of these types of M&As include Google’s acquisition of YouTube and Hewlitt-Packard’s acquisition of Electronic Data Systems. Cooperation between two groups is much more challenging when the two groups were competitors prior to the merger.