The Impact of Transformational Leadership on Commitment to Change Among Jordanian Government Accountant Toward IPSAS Implementation

IPSAS was accepted by Jordan’s government in accordance with worldwide trends.The Jordanian Ministry of Finance launched cash-basis IPSAS in 2015 and planned to implement accrual accounting by January 1,2021.However,the commitment to change remains uneven,hindering the full shift.Moving from old accounting processes to new ones is tough.Even then,it hasn’t been implemented,creating a gap due to the difficulty in committing to new accounting standards throughout implementation due to obstacles.Thus,knowing government accountants’issues is essential to applying IPSAS in government accounting.This study examines how transformational leadership affects government accountants’commitment to IPSAS adoption in Jordan’s public sector.This study used a quantitative approach to survey Jordanian Ministry of Finance accountants.The 384-person study had a 78%response rate.Additionally,PLS-SEM was used to confirm variable relationships.Transformational leadership positively predicted IPSAS implementation,according to the study.

Comparing Three of the Leadership Theories: Leader-Member Exchange Theory,transformational Leadership and Team Leadership

Leadership is a complex process.It is one of the most researched areas around the world.It has gained importance in every walk of life from politics to business and from education to social organizations.According to the study of"Leadership in Adult Education Venues",here has a much more clear recognition of leadership:leadership is a process whereby an individual influences a group of individuals to achieve a common goal.There are many approaches of leadership throughout the study of this class,the three theories of leadership I choose to describe in this paper are:Leader-Member Exchange(LMX)Theory,Transformational Leadership,and Team Leadership.

A Cross-Cultural Study on Transformational Leadership

This paper examines transformational leadership theory and the relationship between transformational leadership and group performance as well. Transformational leadership asks leaders to understand the needs of followers and motivate followers for their overall development, which brings benefits to a group. It is hoped that this paper can contribute to comparative studies on Transformational leadership in the U.S. and China.

Ministerial Leadership： The Servant Leader as a Transformational Leader

This paper provides a different meaning on the role of the Pastor or Ministry Leader as a ＂servant leader＂ referencing the text--＂Pastor： The Theology and Practice of Ordained Ministry＂ by William H. Willimon （2002）, where the author describes the ordained ministry as ＂a is a gift of God to the church＂ which usually does not mean that it is an easy task but rather, more complex and challenging as ministry leaders or pastors feel a call to transforming societies beyond their calling. In post-modern society, the pastors＇ role has differed and extended to form in line with creating a just and beloved community. In such communities, the pastor has more interaction with the community and the day to day activities of its neighbors or hosts. The purpose of this paper is to understand leadership and the role of the Ministry leader as a transformational leader, that goes beyond the role of being a servant leader.

Effective Education in a College in Bangladesh: From Managerial to Transformational Leadership

This paper is a study on the compulsion of transformational leadership from the part of the principal of this era when the demography of the students are changing exponentially, when the globe is experiencing massive changes in methods and techniques in educational process but the institutions remain the same as its ethics and operational strategies. The time is eloping when an educational head earns praises due to their prominence and performance in managerial functioning. But this paper tends to focus on several persisting challenges in these educational institutions like huge gap between teacher-student ratio, students’ increasing technological oriented learning, teachers’ lack of knowledge of multimedia class operation, girls’ little rate of enrolment in higher level of education, early marriage of school going girls and ensuring quality education to girls as per the demand of SDG 4 by 2030. This paper fosters the idea that a transformational head of the institution can be successful in this chase of challenges as he involves everyone to activities in order to reach goal. He works with the other members as a team member and thus a challenge of an institution turns to be liability to all.

Transformational Leadership： The Emerging Leadership Style of Successful Entrepreneurs

This research was conducted to identify the emerging leadership style being practiced by successful entrepreneurs and the leadership behavior they frequently applied. Since, leadership style and behavior has a huge influence to the success of the entrepreneur＇s enterprise. One hundred and fifty （150） successful entrepreneurs was the respondent of this study and they were survey and interviewed about their actual leadership style and practices. The research design was qualitative-descriptive type of research with the use of the Multifactor Leadership Questionnaire 5X （MLQ 5X） as the survey instrument to collect data regarding leadership styles of successful entrepreneurs. An interview guide questions was likewise utilized for validating the result of the study. An in-depth semi-structured interview was also conducted to 30 entrepreneurs from the 150 respondents. Findings of the study revealed that a successful entrepreneur exhibits a noticeably higher inclination toward transformational leadership and they consistently rated themselves higher in inspirational motivation for their leadership behavior. Therefore, the emerging leadership style of successful entrepreneurs is the transformational leadership and the leadership behavior that they frequently use is the inspirational motivation. Furthermore, the aimed of this study is to explore practices of transformational leadership behavior of successful entrepreneurs from entrepreneur＇s perspective.

The Effects of Work Ethics, Transformational and Transactional Leadership on Work Performance of Teachers

Teacher performance is an important factor to improve education performance. This study aimed to analyze the effect of the work ethics, transformational, and transactional leadership style on teacher performance. The experiment was conducted in public high school No. 112 Jakarta. A total of 50 teachers were included as samples, where they were given the questionnaires to be filled by self-rating. Data were analyzed with multiple linear regression model and processed with SPSS version 20. Results showed that transformational leadership, transactional leadership and work ethics have positive and significant impacts on teacher performance both simultaneously and individually.

CEO信息技术背景与企业绿色技术创新:理论机制与实证检验

提升绿色技术创新水平是企业可持续发展的必然选择。具有信息技术背景的CEO能够着眼于未来发展趋势,发掘企业绿色创新潜力。基于此,利用2012—2021年我国A股上市企业的数据,探究CEO信息技术背景对企业绿色技术创新的影响及作用机制。研究发现:CEO信息技术背景能够显著促进企业绿色技术创新,并通过推动数字化转型和提高内部控制质量两种中介机制助推企业绿色技术创新;CEO信息技术背景对企业绿色技术创新的促进作用在国有企业、大规模企业及行业竞争较强的企业中更加显著。结论丰富了CEO信息技术背景的经济后果及企业绿色技术创新影响因素的相关研究,对推进企业绿色技术创新具有重要启示。

Supercritical water syntheses of transition metal-doped CeO_2 nano-catalysts for selective catalytic reduction of NO by CO:An in situ diffuse reflectance Fourier transform infrared spectroscopy study

In the present study,we synthesized CeO2 catalysts doped with various transition metals(M=Co,Fe,or Cu)using a supercritical water hydrothermal route,which led to the incorporation of the metal ions in the CeO2 lattice,forming solid solutions.The catalysts were then used for the selective catalytic reduction(SCR)of NO by CO.The Cu‐doped catalyst exhibited the highest SCR activity;it had a T50(i.e.,50%NO conversion)of only 83°C and a T90(i.e.,90%NO conversion)of 126°C.Such an activity was also higher than in many state‐of‐the‐art catalysts.In situ diffuse reflectance Fourier transform infrared spectroscopy suggested that the MOx‐CeO2 catalysts(M=Co and Fe)mainly followed an Eley‐Rideal reaction mechanism for CO‐SCR.In contrast,a Langmuir‐Hinshelwood SCR reaction mechanism occurred in CuO‐CeO2 owing to the presence of Cu+species,which ensured effective adsorption of CO.This explains why CuO‐CeO2 exhibited the highest activity with regard to the SCR of NO by CO.

Could One Transformational Leader Convert the Organization From Knowledge Based Into Learning Organization, Then Into Innovation？

This paper examines the role of transformational leadership in transforming an organization into a knowledge based, then into learning organization so that it becomes an innovative company. Important features of the leader such and ability to assist in developing and accommodating the implementation of knowledge management programs, learning organization concepts and innovation protocols are discussed in this paper. This paper demonstrates that shifting the organization to become a knowledge based and then to be learning organization and finally to become innovative company could involve some unique attributes of a transformation leadership. In that regards, the paper also demonstrates that organizations need first to create, capture, transfer, and mobilize knowledge before it can be used for learning and then for innovation. The paper will present a method of a studying how successful innovation leaders of companies could found themselves acting in three roles namely： knowledge leader, learning leader and then innovation leader.

The Global Chief Executive Officer （CEO）： Leadership Styles, Arts, and Skills

The global chief executive officer （CEO） should quickly adjust his/her leadership styles, arts, and skills to customize for the particular host country as he/she manages the global organization in its many diverse environments. He/she has to quickly customize to the local needs his/her styles of strategic and operational decision-making, communication, and interpersonal approaches. His/her repertoire of leadership styles, arts, and skills has to be wider and richer in variety. He/she must quickly move from one host-country-focused approach to another, drawing the needed blend of leadership styles, arts, and skills from his/her repertoire and effectively applying them to the host country situation. Thus, a CEO must analyze his/her situation and re-orient his/her approach to fit the varying international situations, such as culture, operating, and subsidiary＇s organizational, economic, political, governmental, and technological. An effective CEO is perspicuous and quick of action in adjusting and modifying his/her roles, styles, arts, and leadership processes to fit the situation in which he/she is in at the moment.

CEO数字化支持行为对供应链企业数字化转型的影响机制研究

数字经济时代,信息数据作为核心生产要素对供应链企业的发展具有重要作用。本文利用结构方程模型(SEM)与模糊集定性比较分析法(fsQCA)分析CEO数字化支持行为对供应链企业数字化转型的影响。结果发现:CEO数字化支持行为对企业数字化转型有正向影响,数字技术跃迁、数字设施搭建、信息系统协同在CEO数字化支持行为与数字化转型之间起多重中介作用。CEO数字化支持行为、数字技术跃迁、数字设施搭建、信息系统协同四个变量的组合形成6条高和6条非高数字化转型路径。因此,CEO在供应链企业数字化转型过程中应加大支持力度,积极推进企业数字技术提升和数字设施平台的搭建,促成供应链企业之间的信息协同。

中小企业CEO变革型领导行为、战略人力资源管理与企业绩效--HRM能力的调节作用

中小企业是我国经济发展和转型升级的重要力量,CEO能否将其变革型领导行为落实为绩效是影响中小企业在移动互联时代生存和发展的关键所在。本研究基于高阶理论和行为学派理论,探索了作为员工行为重要塑造手段和信息传递重要途径的战略人力资源管理在C E O的变革型领导行为与企业绩效之间的中介机制,基于京津冀地区168家中小企业的实证分析结果表明,战略人力资源管理在CEO变革型领导行为与企业绩效之间起到了部分中介作用,人力资源部门的H R M能力对C E O的变革型领导行为与战略人力资源管理、战略人力资源管理与企业绩效之间的关系以及战略人力资源管理的中介效应都起到了正向调节作用。

CEO授权型领导对高层管理团队创造力的影响研究

基于自我决定理论,通过对121家企业CEO-高层管理团队配对数据的调查分析,探讨了CEO授权型领导对高层管理团队创造力的影响机制,并检验了内在动机和高层管理团队成员认知多样性在以上关系中所起的中介作用和调节作用。研究结果表明,CEO实施授权型领导有利于高层管理团队创造力的发挥,高层管理团队成员的内在动机在以上关系中起着中介作用。另外,高层管理团队成员认知多样性调节了内在动机和创造力的关系,高层管理团队的认知多样性程度越高,其内在动机就越有利于高层管理团队创造力的发挥。

基于知识型员工特征的我国CEO领导力实证研究

假设CEO所面临的领导情境具有同质性,则影响CEO领导力的主要因素是被领导者,即知识型员工。在文献综述的基础上,推导出4个CEO领导力研究假设,并对某7次会议的与会CEO进行了问卷调查和实证研究。结果发现,善于塑造多元文化、吸引和影响员工、授权管理的CEO,一般能够产生更高的企业绩效,因而也具有更强的领导力。

董事长和CEO两职分离的形式及影响因素综述

近年来,越来越多的企业选择董事长与CEO分离的治理形式。是什么促使了两职合一到两职分离,两职分离可以采用哪些形式,董事会又是基于何种考虑做出决策的?围绕这三个问题,通过对相关最新文献的梳理,从理论逻辑和实证研究的视角,首先对两职合一和两职分离问题的理论基础进行了回顾;其次对两职分离的三种形式进行界定;再次,对三种分离形式背后的影响因素及其因果机制进行归纳和分析,并提出了一个影响两职分离形式选择的概念性模型;最后概述了文章的主要内容,指出了未来可能的研究方向。

CEO变革型领导行为对中层管理者工作绩效和工作满意度的影响：组织支持知觉和价值观的作用

本文以社会交换的理论和价值观领导理论为基础,探讨了CEO变革型领导行为及其价值观对中层管理者工作绩效和工作满意度的跨层次影响。研究结果表明,CEO变革型领导行为有助于提升中层管理者的工作绩效和工作满意度,而组织支持知觉则在其中起着部分中介的作用。同时,CEO价值观对CEO变革型领导行为与组织支持知觉之间的关系具有调节的作用。本文的研究成果有利于进一步完善变革型领导理论,对企业实践也有一定的启示意义。

CEO变革型领导行为对组织惯例更新的影响机制研究

本文主要探讨CEO变革型领导行为与组织惯例更新的关系以及环境不确定性的调节效应。基于上海、新疆、山东三省市201家企业高层管理人员的数据分析,研究结果表明:CEO变革型领导行为能够显著影响组织惯例更新的进程;组织学习倾向在CEO变革型领导行为与组织惯例更新之间起着中介效应;环境不确定性在CEO变革型领导行为与组织惯例更新之间起着调节效应。这些研究结果在理清组织惯例更新机制,丰富领导行为研究成果的同时,对企业管理实践具有一定的指导意义。

CEO变革型领导与高管团队创造力:一个被调节的中介模型

战略型领导与高管团队创造力之间的作用机制是战略管理及创造力研究领域的前沿问题。本文以创造力组成理论和社会资本理论为基础,通过构建一个被调节的中介模型,对变革型领导、团队过程(学习行为、创造氛围)和外部社会资本影响高管团队创造力的机制进行研究。通过对90个企业高管团队的调查数据进行统计分析,结果表明,变革型领导通过团队学习行为对团队创造力产生积极影响,外部社会资本越高,团队学习行为发挥的中介作用越强。虽然团队创造氛围没有中介变革型领导与团队创造力间的关系,但是创造氛围对团队创造力的正向影响随着外部社会资本的提高而增强。本文的研究结论揭示了宏观层面因素对微观领域研究的作用机理,为探索社会资本理论与创造力组成理论的融合提供了新思路。