The Dimensions of Transformational Leadership and Its Organizational Effects in Public Universities in Saudi Arabia: A Systematic Review

Transformational Nurse Leaders and Nurse Well-Being: Examining Mediating Influences of Organizational Justice and Quality of Work Life Mixed Methods Study

Background: Transformational leadership is recognized as a crucial factor influencing nurses' work experiences and well-being. However, the mechanisms through which transformational leadership affects nurse well-being, especially concerning organizational justice and quality of work life, are not fully understood. Aim: This study investigates the direct and indirect effects of transformational leadership on nurse well-being, focusing on the mediating roles of organizational justice and quality of work life. Methods: Using a sequential explanatory mixed methods design, quantitative data were collected from 580 nurses across five hospitals in Saudi Arabia with validated tools: the Global Transformational Leadership Scale, Organizational Justice Scale, Quality of Nursing Work-Life Scale, Emotional Exhaustion Subscale of the Maslach Burnout Inventory, Job Satisfaction Scale, and Perceived Stress Scale. Qualitative data were obtained from 25 focus group discussions using a validated semistructured discussion guide. Quantitative analyses included hierarchical multiple regression and mediation analyses, while qualitative data wereanalyzed thematically. Results: Transformational leadership significantly reduced emotional exhaustion (β = -0.48, p < 0.001), increased job satisfaction (β = 0.53, p < 0.001), and lowered perceived stress (β = -0.46, p < 0.001). Mediation analyses showed significant indirect effects through organizational justice and quality of work life (indirect effects: -0.34 to 0.38, p < 0.001). Qualitative findings highlighted the importance of inspirational motivation, individualized consideration, intellectual stimulation, and idealized influence. Conclusions: Transformational leadership directly and indirectly enhances nurses' well-being through improved organizational justice and quality of work life. These findings emphasize the need for healthcare organizations to foster transformational leadership and promote fair, supportive work environments to enhance nurse well-being.

Gender differences in perceptions of leadership and their influence on motivation among faculty members of Taif University

This study investigates gender differences in perceptions of leadership styles and their impact on faculty motivation at Taif University, Saudi Arabia, within the context of Islamic higher education. Utilizing a quantitative research method approach, the researcher gathered survey responses from 74 faculty members at Taif University. The investigation focused on three main areas: the significant gender differences in perceptions of leadership styles among faculty members at Taif University; the tendency of female faculty members to perceive transformational leadership styles more positively than their male counterparts; and the more favorable response of male faculty members to transactional leadership styles compared to female faculty members. The results of this study revealed significant gender differences, with female faculty members showing a preference for transformational leadership, while male faculty members responded more positively to transactional leadership. By adopting these findings, leaders at Taif University can participate positively on faculty members' motivation. In addition to that leadership practices can move toward sustainability, ensuring the continuous development of faculty, students, and resources. These findings contribute to a deeper understanding of gender-based perceptions of leadership in an Islamic higher education setting and offer strategies for enhancing faculty motivation through tailored leadership approaches.

Assessing the Effect of Transactional Leadership and Empowerment on Nursing Staff's Satisfaction: A Cross-Sectional Study

Aim

The present study aimed to explore the impact of transactional leadership and psychological empowerment on Greek nurses' job satisfaction.

Methods

Α cross-sectional study was conducted in five Greek public general hospitals between January 1 and March 30, 2022. Participants were 608 nurses. The study was conducted using a self-administered questionnaire that included: a) demographic and occupational characteristics, b) the Multifactor Leadership Questionnaire (MLQ), c) the Psychological Empowerment Instrument (PEI), and d) the Kuopio University Hospital Job Satisfaction Scale (KUHJSS).

Results

Mean scores indicated positive perceptions of transactional leadership (3.55 ± 0.72), high levels of empowerment (3.94 ± 0.49), and job satisfaction (leadership 3.92 ± 1.07, working environment 3.34 ± 0.78, motivating factors 4.11 ± 0.89, and team spirit 4.08 ± 0.37). Younger nurses with secondary education exhibited higher satisfaction. Multiple regression analyses identified nurses' level of education, transactional leadership, and psychological empowerment as main predictors of leadership satisfaction (F=4.343, p=.002, R2 =.28, adjusted R2 =.22). Younger nurses with higher empowerment levels and positive attitudes toward transactional leadership reported greater satisfaction from motivating factors (F=6.925, p=.000, R2 =.44, adjusted R2 =.38).

Conclusion

The results of the study showed that nurses' satisfaction from work is mainly derived from leadership, despite the potent effect of psychological empowerment.

Fostering green transformational leadership: the influence of green educational intervention on nurse managers' green behavior and creativity

AIM

This study aimed to investigate the influence of green transformational leadership educational intervention on nurse managers' green behavior and creativity.

BACKGROUND

Organizational creativity is greatly influenced by leaders and their personality attributes. Additionally, innovative employee behavior is crucial for organizational performance and survival, which in turn promotes long-term organizational growth.

METHOD

A quasi-experimental design was conducted by using pre-test, post-test, and follow-up for a group that included 116 nurse managers who completed the intervention. Data were collected through the green transformational leadership knowledge questionnaire, green transformational leadership scale, green behavior questionnaire, and green creativity scale.

RESULTS

Following the implementation of the Green Transformational Leadership educational intervention, there was an improvement in responses connected to the nurse manager's use of green behavior and creativity. Three months after the intervention ended, the improvement was still present.

CONCLUSION

Nurse managers who had good knowledge about green transformational leadership showed increased green behavior and green creativity, which enhanced the organization's success. This study showed the significance of developing and improving the skills of managerial creativity for the nurse supervisor of a hospital through training in transformational leadership.

IMPLICATIONS FOR NURSING MANAGEMENT

The concept of "green transformational leadership" refers to leadership behaviors and strategies aimed at promoting environmental sustainability and responsibility within an organization or a specific context. In the case we mentioned, it involves implementing educational interventions targeted at nurse managers to enhance their understanding and adoption of green practices, as well as fostering green behavior and creativity among them.