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.
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 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.
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.
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.
School Leadership practice in Malaysia is keeping apace with contemporary recommendations that school principals adopt a more democratic and transformational leadership as a way to promote higher levels of school performance and greater teachers'' job satisfaction. These principals generally upheld participatory and collaborative management, relations-oriented and established trusting relationship with teachers. They too possessed the attributes of transformational leadership, such as individualized consideration, idealized influence and intellectual stimulation. Through their communicative virtue and ability to shed their status and back away from power hierarchies, these transformational democratic leaders were able to empower their teachers and forge a more dispersed and democratic form of leadership in schools. As teachers became more highly educated, they expected greater autonomy;though some teachers not in the administrative team were generally concern about their instructional autonomy and had no interest over the school overall policy.
This case study is grounded in theories of higher education, civic responsibility, transformational leadership, pedagogies of practice and the ethics of community planning. This text spends the time connecting the dots between teaching, community planning and the pillars of higher education. The method of assessment for transformational leadership, and the correlation with community engagement, is a new contribution to the literature.
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.
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.
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.
The book discusses a study on the headmasters’ perception of practicing of effective transformational leadership in Malaysia. The samples are 176 headmasters of selected primary schools, comprises of 114 (64.8%) male and 62 (35.2%) female. The study found that majority of headmasters rated themselves as transformational leaders on an average level. Pearson Correlation (r) results showed significant correlation of practice and effectiveness of four dimensions of transformational leadership perceived by headmasters. This probably indicates that the respondents who practiced transformational leadership they perceived it as effective. The result of the T-test analysis showed that there was a significant difference between male and female headmasters in practicing transformational leadership. The female headmasters seemed to exhibit more transformational behaviors as compare to male headmasters. Therefore, the findings of this study suggest that the women are more transformational leaders than the men regardless of any type of organizations, school or non school settings.
This book introduces the 21st-century managerial style. It is about identifying the relationship between managerial-caused turnover intention and transformational leadership style. It provides evidence that the transformational leadership style contributes to employee retention. Consequently, managers who adopt behaviors and skills associated with this style of leadership can expect lower rates of turnover. This book shows the four I’s of transformational leadership correlate highly with one another, are not independent, do not have an additive effect, and are not distinct factors. It introduces a simplified cluster sampling method, which controls the limitation of having an over- or underrepresented clusters. It suggests that hiring or training transformational managers helps effectively control turnover. Managers should acquire excellent transformational leadership behaviors and skills in order to reduce the managerial-caused turnover intention among their employees. This book advocates educators should develop and introduce transformational leadership theory in management textbooks.
Although women have increased in management positions in recent years, they are still underrepresented proportionally compared to men. The paucity of women in management holding significant roles in organizations initiated research on gender similarities and differences in leadership roles and interest in the relationship between gender and transformational leadership. Male and female managers are found by many to employ different leadership styles, while more recent studies suggest there is little or no difference in the result men and women achieve as leaders. The nature of the transformational leadership concept is explored and gender differences are investigated among female and male managers in their use of transformational leadership in the context of the Greek hospitality industry. The findings suggest that transformational leadership style is the most effective leadership style in hospitality in Greece. Therefore, the author suggests that hotels should hire female managers if they want to be successful!
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.
In wake of the precarious scenario of business scandals and various unethical corporate practices, it has become imperative to question the current business leadership styles and their implications. This book is an endeavor to investigate the relationship of transformational leadership values with organizational performance. Moreover, this book is a quantitative analysis of the factors that enhance learning and the overall performance of an organization embedded in an effective transformational leadership.