Effects of Transformational Leadership Styles (Other (Not Listed) Sample)

Effects of Transformational Leadership Styles 
Transformational leadership redesigns organizational commitment, perceptions, and values to facilitate inspiration (Song, Hongsuchon, Kittikowit, & Dong, 2022). According to Wang et al. (2020), authentic leadership influences job security, satisfaction, and performance. Authentic leaders promote the development of those around them by first incorporating fundamental values and behaviors. Such leadership styles also enable candid assessments of employees based on their performance and behavior. Alwali & Alwali (2021) also depict how different transformational leadership components affect workplace values and behaviors. 
Transformational leadership contributes to organizational commitment (Ingsih, Suhana, & Ali, 2021). Employee commitment is an example of the many competence indicators of an organization, which requires enough consideration. Effective organizational leadership, such as transformational leadership, is an influential aspect that automatically increases an employee's commitment. Employees with higher levels of organizational commitment are recognized as proud members who often experience job satisfaction and retention. Besides organizational commitment, emotional intelligence also impacts job performance and trust in organizations (Lee, Li, Yeh, & Yu, 2022). The authors adopt the cognitive theories of faith from a leader's traits, such as honesty, kindness, and impartiality. These leaders tend to be more proactive, develop realistic objectives, and motivate their followers. It makes it possible for such leaders to employ a clear vision concerning high productivity levels and inter-professional collaboration.
  Similarly, Alwali & Alwali (2021) use public hospitals as a case study to examine the effects of job satisfaction on performance. Job satisfaction is significant in transformational leadership as it directly influences employees. Leaders' skills and knowledge bases play a vital role in their job performance (Alwali & Alwali, 2021). Technological innovation in enterprise transformation boosts market competition and globalization, which are crucial elements of job performance (Song, Hongsuchon, Kittikowit, & Dong, 2022). Together with Wofford, Wyman, & Starr (2021), the latter researchers analyze the effects of rapid technological innovations in real estate industries. Such innovation is favorable when improving the quality of products or services and meeting customers' intention of consumption (Song, Hongsuchon, Kittikowit, & Dong, 2022).  
On the contrary, the findings of the third hypothesis from Alwali & Alwali (2021) depict how transformational leadership does not have a significant connection with employee job performance. The theory states that "transformational leadership is positively associated with job performance". However, Ingsih, Suhana, & Ali (2021) findings indicate that transformational leadership experienced during the Covid-19 pandemic has positively influenced job satisfaction and performance. According to the same article, transformational leaders inspire employee performance and turnover, decreasing an employee's turnover intentions.
 Additionally, such findings should consider shortcomings such as different forms of enterprises, management strategies, and even supervisor powers Wang et al. (2020). Therefore, making employees go through varying levels of job insecurity when they are at different enterprises. Wang et al. (2020) reveal the importance of psychological empowerment in leadership and job security. Rizzardi (2015) argues about rising sea levels and the insufficient compliance of ethical standards by responsible entities, a stark contrast with the contents of other literature.
Methodologically, the literature uses qualitative research to depict work from leadership, technology, and organizational management (Amina, Burell, & Lewis, 2021; Wofford, Wyman, & Starr, 2021). On the other hand, data employed in the research were primary data through a questionnaire survey; linked to organizational commitment, transformational leadership style, and job satisfaction (Alwali & Alwali, 2021; Ingsih, Suhana, & Ali, 2021). The major areas of disagreement are the significant effect of transformational leadership on job insecurity and performance.