This study chose Contingency Theory as a theoretical perspective to empirically investigate the role of transformational leadership, training, lecturer engagement, and compensation in improving lecturer performance. The research respondents were 166 lecturers at the College of Economics in Riau Province. The data was processed using PLS Structural Equation Modeling (SEM). This study proposes lecturer engagement and compensation as a strategy to improve lecturer performance. From the results, it was clear that transformational leadership and education and training affected lecturer performance, lecturer engagement played a role in mediating the effect of leadership and training on lecturer performance, and compensation moderated the effect of lecturer engagement on lecturer performance. These results reinforce the Contingency Theory which states that individual and organizational performance depends on the motivational system and the extent to which the leader has control and influence in certain situations.

The importance of quality and innovation in today’ 21 st century cannot be over emphasised, therefore organisations require leadership styles that can embrace both innovation and quality in order to confront today’s dynamic competitive fierce environment. Sometimes organisations fail to attain or maintain their competitiveness because of limited understanding regarding these strategic variables. There is little research that has attempted to analyse the direct and indirect-relationships among these strategic variables. Therefore this study attempted to bridge the gap in literature by analysing how important-innovations and quality-results as TQM practices influence the association between transformational leadership-style and competitive advantage using sample data collected from TAZARA employees in management using Jamovi. The study shows that transformational leadership style, quality-results and important innovations have significant positive effects on competitive advantage. The results also show that important-innovations and quality-results both individually and collectively partially mediate the relationship between transformational-leadership and competitive- advantage. Managers and advocates of transformational leadership style are emphasised to be aware and cautious of quality results and important innovations at all-time especially in today’s dynamic environment.

This study aimed to develop a conceptual model of the role of differentiation strategy and organizational citizenship behavior in mediating the effect of transformational leadership on the performance of private high schools in Pekanbaru. The sample was 140 principals and vice-principals of private high schools in Pekanbaru. The data obtained were processed using Structural Equation Modeling Partial Least Square (SEM PLS). The findings in this study are that transformational leadership has a positive effect on the performance of private high schools in Pekanbaru, differentiation strategy and organizational citizenship behavior mediate the effect of transformational leadership on the performance of private high schools in Pekanbaru. The most effective pathway to affect the performance of private high schools is the mediating pathway of organizational citizenship behavior on the effect of transformational leadership on the performance of private high schools.

This study investigates the relationships between transformational leadership, empowerment, and employee creativity in the hotel sector in Jordan, examining the mediating role of empowerment. A quantitative cross-sectional survey was conducted with a stratified random sample of 300 employees from Jordanian hotels. Data was analyzed using Partial Least Squares Structural Equation Modeling. Findings reveal significant positive direct effects of inspirational motivation and individualized consideration on employee creativity. Empowerment partially mediates the relationships between all transformational leadership dimensions (idealized influence, inspirational motivation, intellectual stimulation, individualized consideration) and employee creativity, with individualized consideration exhibiting the strongest indirect effect. The study contributes empirical evidence on the mediating role of empowerment in the transformational leadership-creativity relationship, specifically in the hotel sector context. It offers insights for managers on adopting transformational leadership practices and fostering empowerment to promote employee creativity and innovation. This study uniquely examines the relationships between transformational leadership, empowerment, and employee creativity within the Jordanian hotel sector, providing a nuanced understanding of the differential effects of transformational leadership dimensions and the crucial role of empowerment.

The main aim of the current study is to assess the relationship between knowledge management (KM) capabilities and organizational performance (OP) in developed nations. In addition, this study also aims to assess the moderating influence of transformational leadership (TL) between KM infrastructure (KMCI) and organizational performance (OP) of the Jordanian service and tourism sectors. In this study, it’s suggested that KMCI and its components will directly affect OP. In addition, it’s expected that TL moderates the relation between study variables. Purposive sampling was used to gather data from the service and tourism sectors in Jordan, as it is the population of this study. Partial Least Squares was used to analyze the data. The findings indicate that KMCI and its components significantly affect OP. TL moderated the effect of KMCI on OP. It is advised for decision-makers to concentrate on KMCI, create the proper culture and organizational structure, and improve its technologies to support the growth of KM activities in Jordanian service and tourism sectors.

Highly competitive and continuous business changes in telecommunication industry make organizational citizenship behavior (OCB) strategically important. This research aims to test the impact of transformational leadership of the direct supervisor on working motivation of the employees. Does supervisor's leadership capability impact on employees' work motivation more intrinsically or extrinsically? The study was conducted in an Indonesian telecommunication company which provides television cable and high-speed internet services for the high-rise building in Java and Sumatra. It involved 199 employees as the respondents. The collected data was analyzed with structural equation modelling approach. The statistical test has proved that transformational leadership has a positive impact on work motivation and organizational citizenship behavior. The motivation – both extrinsic motivation and intrinsic motivation, impacts on organizational citizenship behavior significantly. Although transformational does impact on organizational citizenship behavior both directly and indirectly, but the working motivation does not play a mediating role in the relationship between transformation leadership and organizational citizenship behavior.

Contemporary businesses usually pay considerable attention to improve their employee work abilities, by paying attention to aspects of human resources. This study analyzes the effect of organizational climate, organizational citizenship behavior and transformational leadership as aspects that are predicted to increase job satisfaction and work morale. Sampling was taken using a non-probability sampling method, and through a Likert Scale with the questionnaire being distributed to 96 employees. The results of regression analysis show that there are significant effects of job satisfaction on work morale (t=2.706 and p=0.008 ≤ 0.05), organizational climate on job satisfaction (t=6.701; p=0.000≤0.05), and organizational citizenship behavior on job satisfaction (t=3.295; p=0.001≤0.05). In examining the mediating effect, the findings showed that there were significant effects of organizational climate on work morale through job satisfaction (t=2.492; p=0.015≤0.05), organizational citizenship behavior on work morale with job satisfaction interventions (t=2.311; p=0.023≤0.05). However, the study found that there was neither any significant effect of transformational leadership on job satisfaction nor transformational leadership on work morale with job satisfaction mediation. In theoretical term, the findings emphasize the importance of job satisfaction in forming company climate and employee morale. In practical side, this study found a basis for managerial level to pay more attention to job satisfaction in workplace as it also reflects an atmosphere that provides a combination of inside and outside work.

The recent study aims to examine the impact of transformational leadership on government employees’ job satisfaction in Jordan. The researchers selected a sample of n= 52 Human Resource employees from public sector organization by using a convenient sampling method. Structural equational modeling also helped to validate the proposed relationship between study variables. Findings revealed a strong positive relationship between transformational leadership and job satisfaction among the HR employees. As found, despite Covid-19, transformational leaders help employees work effectively and increase employee’s job satisfaction and organizational commitment. By keeping in view, the results of the present investigation consider transformational leadership as highly capable tool for dealing with organizational crisis and management. The researchers therefore suggest further studies to illustrate the role of leadership in strategically following administrative procedures during major social and health crisis situations.

While some organizations realize the important role of strategic planning (SP) and leadership in influencing their business performance, it is unknown what SP dimensions and leadership style are required to improve the performance of banking institutions. The purpose of this study is to investigate the effects of transformational leadership (TL) style and SP dimensions (strategic planning level, implementation and barriers) on organizational performance. To this end, a self-administered questionnaire is distributed to a sample of 246 managerial employees from private banks in Yemen. The analysis with structural equation modelling using partial least squares indicates that TL style and SP dimensions significantly influence the performance of Yemeni banks. The results reveal that TL and SP dimensions are profoundly needed to enable Yemeni banks to propel to improved bank performance. The results draw several pertinent implications for decision makers that will help enhance the performance of the banking sector. Limitations from the findings and recommendations for further research are put forward.

This study aims to examine the mediating effect of employee optimism on the relationship between transformational leadership and innovative capability in the context of batik small and medium en-terprises (SMEs) in Indonesia. This study applied the convenience sampling method to survey 186 employees at batik SMEs in Central Java Indonesia through a self-administrated questionnaire. Data were analyzed using smart PLS v.3 to test the hypotheses. The result show that optimism partially mediated the idealized influence of transformational leader behavior on innovative capability. In ad-dition, optimism fully mediated the individualized consideration of transformational leader behavior on innovative capability. This present study provides both empirical and theoretical contribution fo-cusing on leader behavior, employee optimism and innovative capability.