Articles

The Influence of Transformational Leadership and Perceived Organizational Support on Innovative Work Behaviour Mediated by Work Engagement among Civil Servants at PPSDM Regional Yogyakarta

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The low level of innovative work behaviour at PPSDM Regional Yogyakarta is reflected in the institution’s 2024 accreditation result, which was rated at the one-star category, as well as the limited contribution of new ideas from employees. This condition highlights the importance of understanding internal organizational factors that can foster IWB, particularly the roles of transformational leadership, organizational support, and work engagement. This study aims to analyze the effects of transformational leadership and perceived organizational support on innovative work behaviour and to examine the mediating role of work engagement among civil servants at PPSDM Regional Yogyakarta. A quantitative approach was employed using a survey method, involving 108 civil servants. Data were analyzed using Partial Least Square–Structural Equation Modeling (PLS-SEM). The findings indicate that transformational leadership and perceived organizational support directly influence IWB. Both variables also have a positive and significant effect on work engagement. Furthermore, work engagement was found to have a positive and significant impact on IWB. Work engagement also significantly mediates the effects of transformational leadership and perceived organizational support on IWB. These results emphasize that work engagement serves as a key mechanism linking leadership and organizational support to employees’ innovative behaviour. Enhancing employees’ IWB cannot be achieved solely through transformational leadership or organizational support; instead, strengthening work engagement as a central mediator is essential. Organizations need to foster employee involvement by improving support, appreciation, and the consistency of policies to build a sustainable innovation culture in the workplace.

Impact of Transformational Leadership on Employee Performance in Startups: Mediating Role of Job Satisfaction and Commitment

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Human resources are a valuable asset for any organization. In human resource management, the issue of employee performance is very important because performance has a major impact on the success of an organization. Therefore, researchers want to conduct research by linking the variables of transformational leadership, job satisfaction, and organizational commitment because these variables are considered to be very instrumental in efforts to improve employee performance at company.

The purpose of this study was to determine the effect of transformational leadership on employee performance with job satisfaction and organizational commitment as mediation at company. This research was conducted on employees at company. The sampling method used simple random sampling. Data collection was carried out by distributing questionnaires to 100 respondents. This type of research is a type of quantitative research and uses an analysis method with the Smart PLS 3.0 programmed.

The results indicate that transformational leadership does not have a significant positive impact on job satisfaction or employee performance within the company. However, it positively and significantly influences organizational commitment. Additionally, job satisfaction shows no effect on employee performance, whereas organizational commitment demonstrates a positive and significant impact on employee performance. Furthermore, transformational leadership indirectly and significantly affects employee performance.

Evaluating Organizational Culture with the OCAI: Insights from the Competing Values Framework at PT. SGM

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This study analyzes the organizational culture of PT. SGM using the Organizational Culture Assessment Instrument (OCAI) based on the Competing Values Framework (CVF). The research employs a quantitative approach, distributing OCAI questionnaires to all employees to evaluate six cultural dimensions: dominant characteristics, organizational leadership, management of employees, organizational glue, strategic emphases, and criteria of success. The findings reveal that PT. SGM’s current culture is predominantly clan-oriented, emphasizing a collaborative and supportive environment, with significant hierarchical elements reflecting structure and control. However, employees prefer a shift towards a more competitive market-oriented culture, focusing on achievement and innovation. The study recommends adopting a bottom-up approach to enhance employee participation and innovation, as well as implementing transformational leadership to balance the current culture with desired competitive and innovative traits. This approach aims to align the organization’s culture with employee preferences and market demands, fostering a dynamic and innovative work environment for long-term success.

Influence of Individual Consideration on Organizational Performance on private Universities in Nairobi County, Kenya

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Transformational leadership is a process in which leaders and followers help each other to advance to a higher level of morale and motivation, creating significant changes in the lives of people and organizations. The purpose of the study was to investigate the influence of individualized consideration style on organization performance in private universities in Nairobi City County, Kenya. The objective that guided the study was to: establish the influence of individualized consideration on organizational performance in private universities in Nairobi City County, Kenya. The study used Transformational Leadership Theory by Burns (1978) and the conceptual framework was based on the relationship between individualized consideration style and organizational performance. The sample comprised of 288 lecturers and 7 Deans of Academic Affairs of the chartered private universities, and questionnaires and interview guides were used to gather data. Validation of the questionnaires was through Cronbach’s Alpha and the use of expert judgement. The coefficient value was 0.879 at alpha = 0.05. Data was analyzed using both descriptive and inferential statistics, and the regression analysis showed a strong relationship between individualized consideration and the performance of private universities. The results revealed a positive and significant relationship between individualized consideration (β = .370, p<.05). It was concluded that offering leadership support and advice, mentorship, career development, and solving individual needs among their employees influences performance. The following recommendations were made: the management of private universities ought to offer leadership support and advice to their employees as this is important in improving their performance. Furthermore, they should realize that in order to realize higher performance for their institutions they need to ensure that the leaders in the institutions act as both mentors and coaches for the employees and recognize their contributions to the organization. The Deans of Academic Affairs need to attend seminars and training in transformational leadership so that they can be well-versed in transformational leadership skills, responsibilities, and characteristics.

Implementation of Principal Transformational Leadership and Independent Learning Policy in Improving Education Quality: A Literature Review

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The search ranges from 2015 – 2020. Most of the research results indicate that the principal transformational leadership plays an important role in shaping the quality of education in implementing independent learning education policies. First, the articles reviewed were in English, so other studies were not reviewed due to limitations in the context of several countries. Second, dissertations and theses were not discussed in this article because they could cause publication bias in the results. Third, the scope of the articles reviewed is still limited. Implementation of principal transformational leadership free learning policy in improving the quality of education can be used for various organizations in various countries.

Transformational Principal Leadership on Teacher Performance: A Literature Review

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The principal as an educational leader in school institutions has an important role in advancing the educational institutions he leads. The success or failure of educational institutions is strongly influenced by the ability of the principal as a leader to be able to carry out his duties, one of which is helping teachers in improving their performance. The purpose of this study was to determine the role of transformational leadership on teacher performance. This study uses a literature review. The result of this discussion is the role of transformational leadership causes a teacher to work more enthusiastically and focused, so that the teaching and learning process becomes transformative for every teacher.