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Transformational Leadership

🧠 Journal Summary: Leading to Stay: The Role of Principal Leadership in Urban Teacher Retention

 

Authors: Seth N. Key

Published In: The University of Memphis, LEAD 8003: Policy-Oriented Research

🔍 Study Summary

This qualitative study investigates how principal leadership styles affect teacher retention, specifically focusing on urban schools. The research explores effective leadership styles, communication, and teacher support, and their correlation with teacher retention through a literature review of empirical and non-empirical studies. The primary goal is to address existing gaps in research by centering teacher voices through semi-structured interviews to understand their perceptions of leadership. High teacher turnover in urban schools disrupts stability and quality of education, making this an urgent concern.

💡 Key Concepts

  • Teacher Retention: The ability of schools to keep qualified teachers in their positions, especially a critical concern in urban areas due to high turnover rates. High attrition negatively impacts educational continuity, student achievement, and creates financial burdens.
  • Principal Leadership: A pivotal element influencing teacher attrition and retention. Effective leadership can create supportive work environments, increase job satisfaction, and cultivate a positive school culture.
  • Servant Leadership: A leadership style where leaders prioritize serving their faculty and staff, fostering a supportive culture where teachers feel valued and understood. This style is positively correlated with teacher retention rates.
  • Transformational Leadership: A leadership style linked to motivating staff and creating a shared vision. It positively influences teacher self-efficacy and well-being, crucial for teachers to believe in themselves and contribute to shared goals, leading to higher retention.
  • Principal Turnover: Frequent changes in principal positions often lead to adverse school environments and contribute to higher teacher attrition rates. Teachers are significantly more likely to leave in the year following a principal change.
  • Teacher Voice: Centering teachers’ perspectives and lived experiences to understand how they interpret and internalize principal leadership styles. This approach provides valuable insights for policy conversations and strategy crafting.

📊 Key Insights

  • Teacher retention is a significant problem in the U.S., particularly in urban schools, where 30% to 50% of qualified teachers may leave the profession early.
  • Principal leadership is a critical factor influencing teacher retention rates; effective leadership fosters positive school culture and job satisfaction.
  • Both servant leadership and transformational leadership are positively associated with teacher satisfaction and retention. These styles emphasize empowering teachers and providing adequate support, which cultivates a sense of belonging and loyalty.
  • The combination of servant and transformational leadership styles can synergistically influence teacher retention by addressing immediate needs and contributing to long-term organizational goals.
  • High principal turnover rates are linked to lower teacher retention and school performance, creating instability and negatively impacting teacher morale and job satisfaction.
  • District-level pressure on principals, often tied to performance metrics, can lead to rapid policy shifts and increased demands on teachers, contributing to stress and dissatisfaction for both principals and teachers.
  • There are research gaps concerning the effectiveness of specific leadership styles in urban settings and a lack of comparative analysis between urban and suburban school leadership.
  • Understanding how teachers perceive principal leadership practices, including aspects like trust, vulnerability, and empathy, is crucial for developing targeted strategies and training for urban school leaders.

📘 Example Application

Imagine an urban school district facing a persistent challenge with teacher turnover, where many new teachers leave within their first few years. To apply the study’s findings, the district leadership could implement a program focusing on developing principals in both servant and transformational leadership styles. For instance, principals would be trained to prioritize teacher well-being by actively listening to their concerns and providing resources for workload management. Concurrently, they would learn to inspire teachers by articulating a clear, shared vision for student success and involving teachers in decision-making processes regarding curriculum development and school policies. By fostering a supportive and empowering environment where teachers feel valued and have a voice, the district aims to increase job satisfaction, deepen teachers’ commitment to their schools, and ultimately improve retention rates.

💬 Comment from Dr. Dwi Suryanto

This study provides compelling evidence that effective leadership is not just about management, but about deeply understanding and supporting the human element within an organization—in this case, teachers. The emphasis on ‘teacher voice’ is particularly powerful. When leaders genuinely seek to understand teachers’ perceptions and experiences, they can move beyond superficial solutions to address the root causes of turnover. The synergy between servant and transformational leadership suggests a holistic approach where care and inspiration combine to build a resilient and dedicated teaching force. This is vital for creating stable and thriving educational environments, especially in challenging urban contexts.

📌 Takeaway

To effectively retain teachers, particularly in urban schools, principals must cultivate a leadership approach that combines empathetic support (servant leadership) with inspiring vision and teacher empowerment (transformational leadership). Centering teacher voices is crucial for understanding their experiences and crafting sustainable retention strategies.

Principal Leadership Quiz

Quiz: Principal Leadership & Teacher Retention

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Transformational Leadership

🧠 Journal Summary: Enhancing Employee Grit Through Leadership and Participation

Authors: Abun et al.

Published In: Divine Word International Journal of Management and Humanities

🔍 Study Summary

This study investigated how a transformational leadership style and an employee’s participation in decision-making influence their grit1. The research was conducted in an educational context, specifically among the employees of the Divine Word College of Laoag, to understand if these management approaches could foster more passion and perseverance toward long-term goals. The goal was to provide guidance for management on how to motivate employees and enhance their commitment3.

💡 Key Concepts

  • Transformational Leadership: A leadership approach where leaders inspire and motivate followers to achieve extraordinary outcomes by creating positive, valuable change4. It has four key dimensions:
    • Idealized Influence: The leader acts as a role model, earning trust and respect through their actions and values5.
    • Inspirational Motivation: The leader articulates a compelling vision for the future and inspires confidence and commitment to achieve goals6.
    • Intellectual Stimulation: The leader challenges assumptions, encourages creativity, and involves followers in problem-solving7777.
    • Individualized Consideration: The leader acts as a coach or mentor, showing genuine concern for the individual needs and development of each follower8888.
  • Participation in Decision-Making: A management style that actively involves employees in the decision-making process, especially on matters related to their work999999999. It’s a form of power-sharing that builds on the belief that employees have valuable knowledge and skills to contribute10101010.
  • Grit: A non-cognitive trait defined as the combination of passion and perseverance for long-term goals11. It consists of two main components:
    • Consistency of Interest: The ability to maintain focus on a goal over a long period without getting distracted12.
    • Persistence of Effort: The ability to continue striving toward a goal despite setbacks and challenges13.

📊 Key Insights

  • The study found high levels of transformational leadership, employee participation in decision-making, and employee grit among the participants14.
  • There is a significant positive correlation between transformational leadership style and employees’ grit. Specifically, the dimensions of idealized influence, intellectual stimulation, and individualized consideration were strong predictors of an employee’s consistency of interest15151515.
  • There is a highly significant positive relationship between allowing employees to participate in decision-making and their grit. As participation increases, both their consistency of interest and persistence of effort also increase16161616.
  • The findings strongly suggest that to enhance employee grit, management should focus on improving transformational leadership practices and increasing opportunities for employees to be involved in decision-making17.

📘 Example Application

Imagine a high school principal aiming to improve the school’s graduation rate over the next five years.

Instead of simply issuing new rules, the principal applies the study’s findings. She uses inspirational motivation to share a compelling vision of student success. She then implements participation in decision-making by creating a teacher-led committee to brainstorm and pilot new tutoring strategies. This also serves as intellectual stimulation, as teachers are encouraged to think creatively. Finally, she provides individualized consideration by meeting with departments to offer tailored resources.

Because the teachers were involved in the process and inspired by the vision, they develop higher grit. They are more persistent in helping struggling students and remain consistent with the new strategies, even when faced with initial challenges.

💬 Comment from Dr. Dwi Suryanto

This study provides solid evidence for something great leaders know intuitively: you don’t build a resilient, determined team through commands, but through inspiration and inclusion. The link between participative decision-making and ‘grit’ is particularly powerful. When people feel they have a voice in their work, their commitment to long-term goals deepens, turning challenges into opportunities for growth rather than reasons to give up. It shifts the mindset from “I have to do this” to “we want to achieve this.”

📌 Takeaway

To cultivate a team with true grit, leaders must do more than just set goals; they must actively involve their people in shaping the path to those goals and inspire them with passion and persistence.

Employee Grit Quiz

Quiz: Enhancing Employee Grit

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Transformational Leadership

Journal Summary: The Impact of Organizational Innovation Capability, Organizational Agility, and Digital Strategy

🧠 Journal Summary: The Impact of Organizational Innovation Capability, Organizational Agility, and Digital Strategy on Business Resilience in Food and Beverage SMEs: The Mediating Role of Adaptability and the Moderating Role of Transformational Leadership

Authors: Umi Suryani, Irsyad Parama Dwiputra
Published In: Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE), Vol. 8, No. 2 (2025)

🔍 Study Summary

This study investigates how innovation capability, organizational agility, and digital strategy enhance business resilience in small and medium enterprises (SMEs) in the food and beverage (F&B) sector. It explores the mediating role of organizational adaptability and the moderating effect of transformational leadership in these relationships. The research aims to provide practical guidance for F&B SMEs to survive and thrive amidst challenges like supply chain disruptions and changing consumer preferences.

💡 Key Concepts

  • Innovation Capability: The ability to develop new products, services, or processes to stay competitive, including product innovation (new offerings) and process innovation (improved efficiency).
  • Organizational Agility: The capacity to quickly adapt to market changes, such as shifts in customer needs or demand fluctuations, through structural, operational, and strategic flexibility.
  • Digital Strategy: The use of digital tools like e-commerce and digital marketing to improve customer engagement, reduce costs, and access new markets.
  • Organizational Adaptability: The ability to respond effectively to external changes, acting as a bridge between strategies and resilience.
  • Transformational Leadership: A leadership style that inspires and motivates employees to embrace change, foster innovation, and achieve exceptional outcomes.
  • Business Resilience: The ability to withstand and recover from disruptions while maintaining core functions and achieving long-term sustainability.

📊 Key Insights

  • Direct Effects: Organizational agility (p=0.000) and digital strategy (p=0.009) significantly enhance business resilience, while innovation capability’s direct impact is not significant (p=0.869).
  • Mediating Role: Organizational adaptability mediates the relationship between innovation capability, agility, digital strategy, and business resilience, with significant effects (p<0.05 for all).
  • Moderating Role: Transformational leadership strengthens the effect of organizational adaptability on business resilience.
  • Statistical Findings: The model explains 71% of the variance in business resilience (R²=0.710) and 47% in organizational adaptability (R²=0.470).
  • Sample Profile: The study surveyed 100 F&B SMEs in Indonesia, with 51% female respondents, 33% aged 21–30, and 42% having revenues of Rp. 6–10 million.

📘 Example Application

A small café facing declining sales due to a new competitor implements a digital strategy by launching an online ordering platform and using social media for targeted marketing. The owner, adopting transformational leadership, trains staff to innovate new menu items and streamline operations. By fostering adaptability, the café quickly adjusts to customer feedback, introduces unique dishes, and scales operations during peak demand, ultimately regaining its market position and improving resilience against future disruptions.

💬 Comment from Dr. Dwi Suryanto

This study highlights the critical synergy between agility, digital tools, and leadership in building resilient F&B SMEs. It offers a roadmap for business owners to navigate uncertainty by embracing adaptability and inspiring their teams, making it a valuable guide for both practice and further research.

📌 Takeaway

F&B SMEs can boost resilience by integrating digital strategies and agility, supported by transformational leadership and adaptability, to thrive in a dynamic market.

Quiz: Innovation, Agility, and Resilience in F&B SMEs

Interactive Quiz: Innovation, Agility, and Resilience in F&B SMEs

1. Which factor does NOT have a significant direct impact on business resilience in F&B SMEs?

✅ Correct! The study found that innovation capability’s direct impact on business resilience is not significant (p=0.869).

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Transformational Leadership

🧠 Journal Summary: The Role of Quality Management Systems in Business Intelligence and Transformational Leadership

Authors: Ângela Lacerda-Nobre, Rogério Duarte, Fernando Pimentel, Marc Jacquinet, Maria Luísa Silva
Published In: X Encontro de Investigadores da Qualidade

🔍 Study Summary

This paper explores how Quality Management Systems (QMS) serve as a vital link between information systems (especially Business Intelligence) and the strategic leadership needed for organizational change. It emphasizes how QMS not only support processes and operations but also play a role in developing Transformational Leadership and shaping institutional culture.

💡 Key Concepts

  • Quality Management Systems (QMS) – Frameworks that ensure consistency, effectiveness, and improvement in business processes.

  • Business Intelligence (BI) – The use of data and technology to support decision-making and business insights.

  • Transformational Leadership – A leadership style focused on inspiring and driving meaningful organizational change.

📊 Key Insights

  • QMS act as a bridge between operational processes and strategic leadership goals.

  • Business Intelligence is enhanced when integrated with QMS, allowing for more dynamic decision-making.

  • Transformational Leadership plays a crucial role in guiding the organizational culture shaped by QMS.

  • QMS are not just technical systems—they also represent organizational philosophy and values.

📘 Example Application

A company facing stagnation implements a robust Quality Management System, enabling clear process tracking and data-driven decisions. At the same time, leadership promotes a culture of innovation and motivation, helping teams to align with the new direction. As a result, both performance and morale improve.

💬 Comment from Dr. Dwi Suryanto

This paper is a strong reminder that quality isn’t just a technical checklist—it’s a strategic tool. When QMS are combined with thoughtful leadership and the smart use of data, they become a powerful engine for innovation and transformation. Organizations that embrace this holistic view will lead with both precision and vision.

📌 Takeaway

Quality systems must go beyond compliance—they should be strategic enablers. When integrated with Business Intelligence and guided by Transformational Leadership, they shape the future of high-performing organizations.

Quiz: Quality, BI & Transformational Leadership

Interactive Quiz: QMS, BI, and Leadership

1. Which leadership style best aligns with a QMS-driven culture?

✅ Correct! Transformational leadership helps shape a culture of change and continuous improvement, in line with QMS goals.

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Transformational Leadership

🧠 Journal Summary: Emotional Intelligence and Transformational Leadership

Authors: Yusof bin Boon, Arif bin Hj. Hassan, Mohamed Amin Embi
Published In: Procedia – Social and Behavioral Sciences
Main Theme:
This article investigates how emotional intelligence (EI) influences transformational leadership (TL) in educational organizations.

🔍 Study Summary

The study surveyed 260 school administrators in Malaysia to analyze the correlation between emotional intelligence (EI) and transformational leadership (TL). Using statistical methods like Pearson correlation and regression analysis, it found that higher EI is significantly associated with stronger transformational leadership capabilities.

💡 Key Concepts

Emotional Intelligence Components:

  1. Self-awareness – Understanding one’s emotions and how they affect others.

  2. Self-regulation – Managing disruptive emotions and impulses.

  3. Motivation – Being driven to achieve for the sake of achievement.

  4. Empathy – Considering others’ feelings, especially when making decisions.

  5. Social Skills – Managing relationships to move people in desired directions.

Transformational Leadership Dimensions:

  1. Idealized Influence – Being a role model and gaining trust.

  2. Inspirational Motivation – Inspiring followers through vision and meaning.

  3. Intellectual Stimulation – Encouraging innovation and creativity.

  4. Individualized Consideration – Coaching and developing followers individually.

📊 Key Findings

  • Strong correlation between EI and TL (r > 0.7).

  • EI can predict up to 50% of the variance in TL.

  • Empathy and social skills were the strongest EI predictors of transformational leadership.

📘 Example Application

A school principal with high emotional intelligence:

  • Notices a teacher’s burnout and offers support.

  • Encourages team members to think differently about lesson planning.

  • Models respectful and inspiring behavior during conflict resolution.

This journal makes it clear that great leadership is not just about strategy—it’s about emotional connection. Leaders who understand emotions—both their own and others’—are better able to inspire, guide, and support teams, especially in complex environments like schools.

For educational institutions or companies undergoing change, prioritizing emotional intelligence development in leadership training may yield far-reaching benefits in employee morale and performance.

📌 Takeaway

Building emotional intelligence is not optional for leaders—it’s essential. Without empathy, self-awareness, and social skills, even the most technically brilliant leader may fail to inspire or mobilize their team.

Quiz: Emotional Intelligence and Transformational Leadership

Quiz: Emotional Intelligence and Transformational Leadership

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Transformational Leadership

🧠 Journal Summary: Emotional Intelligence and Transformational Leadership

Authors: Yvette H. Fannell, 2021
Main Idea: This study examines the relationship between Emotional Intelligence (EI) and Transformational Leadership (TL) in women leaders within higher education institutions.

🔍 Key Insights:

  1. Emotional Intelligence (EI) includes:

    • Self-awareness

    • Self-regulation

    • Motivation

    • Empathy

    • Social skills

  2. Transformational Leadership (TL) traits:

    • Idealized influence (role model)

    • Inspirational motivation (vision)

    • Intellectual stimulation (encouraging innovation)

    • Individualized consideration (personal support)

  3. Research Method:

    • Qualitative interviews with 9 women leaders in U.S. higher education.

    • Common traits: resilient, collaborative, and emotionally attuned.

📌 Examples:

  • A leader used self-regulation to manage a campus crisis calmly, preventing panic among staff.

  • Another leader showed individualized consideration by mentoring junior faculty during emotionally taxing periods.

📈 Key Findings:

  • EI enables women leaders to build trust and inspire their teams.

  • TL paired with EI results in improved organizational culture and morale.

  • Barriers include bias, lack of institutional support, and underrepresentation.

Quiz: Emotional Intelligence & Leadership

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Transformational Leadership

Transformational Leadership and Organizational Transparency: A Case Study in Higher Education

Authors: J. Joy Cumming, Donna Rooney
Main Theme:
This study explores how transformational leadership contributes to organizational transparency in higher education. It focuses on how leaders inspire openness, ethical behavior, and collaboration during periods of strategic change.

Context:

The case study examines leadership behaviors during a university’s structural transition. The data includes interviews, policy analysis, and public communications over 4 years.

Key Concepts:

  1. Transformational Leadership Elements:

    • Idealized Influence: Leaders lead by example and embody integrity.

    • Inspirational Motivation: Visionary communication energizes the team.

    • Intellectual Stimulation: Leaders challenge norms and foster innovation.

    • Individualized Consideration: Support is tailored to team members’ needs.

  2. Transparency Practices:

    • Open access to meeting minutes and decisions.

    • Forums for dialogue with stakeholders.

    • Visible alignment between values and actions.

Case Example:

During a major restructuring, the university’s Vice Chancellor initiated regular open forums, invited feedback from faculty, and made budget and performance reports publicly available. This helped reduce anxiety and increased trust.

Insightful Lessons:

  • Transparency isn’t just a policy—it requires consistent, trust-based leadership.

  • Ethical leadership increases long-term institutional credibility.

  • Even controversial decisions are accepted better when leaders are open and empathetic.

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Leadership & Organizational Behavior

Internationalization and its Challenges at U.S. Regional Comprehensive Universities

Authors: Ibrahima F. Yaro & Aaron W. Hughey (2025)
Main Theme: The role of transformational leadership and the challenges faced in the process of internationalization at Regional Comprehensive Universities (RCUs) in the United States.

Study Context:

This study aims to explore how transformational leadership helps overcome the challenges of internationalization at regional universities in the U.S. It employs an interpretive phenomenological approach, based on in-depth interviews with 12 Senior International Officers (SIOs) from five regions: West, Midwest, South, Southeast, and Northwest.

Example:
An SIO from a Midwestern university organized a controversial seminar discussing the Israeli-Palestinian conflict by inviting a former Fulbright scholar. Although the event initially triggered public resistance, it ultimately succeeded in opening minds and breaking down stereotypes among the participants.

Transformational Leadership:

The SIOs apply a transformational leadership style, which includes:

  • Charisma – Serving as a trusted role model.
  • Inspirational Motivation – Clearly and confidently communicating a vision.
  • Intellectual Stimulation – Encouraging critical and creative thinking.
  • Individualized Consideration – Providing personal support tailored to each individual’s needs.

Example:
One SIO actively involved senior university leaders in international activities by inviting them to key events, fostering awareness and institutional support for global programs.

Key Challenges:

1. Limited Funding

State budget cuts hinder the ability to run high-quality international programs.

Example:
A Midwestern university experienced a sharp decline in enrollments from Saudi Arabia—previously a major source of international funding. This forced the institution to seek alternative income sources.

2. Low Student and Faculty Engagement

Many domestic students from rural areas show little interest in global initiatives, and some faculty members are reluctant to incorporate international perspectives into the curriculum.

Example:
Students in agricultural regions of the Midwest often say, “We’re comfortable here. We don’t want to travel abroad.”

3. Institutional Location and Reputation

RCUs located in less well-known areas struggle to attract international students and distinguished staff.

Example:
A regional university found it difficult to compete with more prominent schools in New York or California due to limited brand recognition.

4. Political Climate and Xenophobia

Nationalist policies and visa restrictions discourage international students from choosing the U.S.

Example:
Travel bans implemented during the Trump administration led to a significant drop in applications from certain countries.

5. Leadership Priorities

When university leadership does not prioritize internationalization, SIOs face a lack of support and resources.

Example:
An SIO at one institution noted that while “international” appeared in the mission statement, it was not backed by meaningful institutional commitment.

Practical Recommendations from the Study:

  • Provide regular transformational leadership training for SIOs through international education associations like NAFSA.
  • Engage in active advocacy at the legislative level to ensure consistent funding for internationalization.
  • Strengthen “internationalization at home” strategies so that domestic students can still gain global perspectives without studying abroad.
Quiz: Internationalization at RCUs

Quiz: Internationalization at U.S. RCUs

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