ABSTRACT: Following the notion that transformational leadership is a solution to many leadership problems and creates valuable positive change in followers, this study examined emotional Intelligence as a precursor of transformational leadership among nursing professionals in Ghana. The overall as well as the individual effects of the sub-dimensions of emotional intelligence on a leader’s exhibition of transformational leadership behavior were examined. Evidence of such links would be considerable for Ghanaian healthcare providers in their quest to find potential nurse leaders to train, so as not to dwell highly on the seniority criterion in the selection of leaders. Thus, 80 leaders and their corresponding subordinates were selected conveniently. A quantitative approach of research was used and a detailed statistical analysis revealed that, nurse leaders from the selected hospitals exhibited an average transformational leadership behavior. Also, others’ emotion appraisal, a sub-dimension of the emotional intelligence construct had the most variance in transformational leadership behavior. Based on the findings, when leaders are trained to be emotionally intelligent and the skills are fostered, they are more likely to exhibit transformational leadership behaviors which will further result in organizational effectiveness and follower satisfaction. Recommendations, Limitations and areas for further studies were discussed.
The challenges of leading healthcare organizations and what makes an excellent healthcare leader given the various stake holders and divergent interests
A proposal that establishing a well-articulated organizational culture with engaging employees and effective leaders is essential to achieving and enhancing employee’s psychological health and workplace safety.
The challenges of leading healthcare organizations and what makes an excellent healthcare leader given the various stake holders and divergent interests
A proposal that establishing a well-articulated organizational culture with engaging employees and effective leaders is essential to achieving and enhancing employee’s psychological health and workplace safety.
Questions to consider at the Academy of Marketing Conference, Vancouver. Discover how your institution or organization can be influenced by the latest research findings published by Emerald.
The Influence of Leadership on Followers Performance among Bottle Water Compa...Dr. Amarjeet Singh
This study was to investigate the relationship
between leadership style and followers performance in the
bottle water companies in port Harcourt. In this study, we
have two variables leadership style as the independent
variable and followers performances as the dependent
variable, the methodology adopted were descriptive
research design to collect both primary and secondary data.
The population of this study consists of 100 (one hundred)
employees in the selected bottle water companies in Port
Harcourt. The instrument used for data collection was a
questionnaire in four point likert scale. 100 copies of
questionnaire were distributed to employees of selected
bottle water companies in Port Harcourt which 90 was
retrieved for the analysis. From the above it was discovered
that leadership styles have a positive impact on the
followers, but each have to be used strategically in different
environment in other to maximize employees performance.
It was recommended that organizations should empower
and motivate employees since this will ensure total loyalty
and increase their retention and productivity to the
organization.
HOW AESTHETIC LEADERSHIP STYLE MIGHT RELATE TO EMPLOYEE MORALE AT WORKPLACE? ...JIANGUANGLUNG DANGMEI
Leadership plays an important role in shaping employee morale but organizations are facing the challenges of dealing low morale of employees. Studies have shown that poor leadership and heartless management are among numerous reasons for low morale among employees in the organizations and recent trends towards organizational downsizing and restructuring have negatively impacted employee morale leading to low organizational productivity and thus organizational transformation must be accompanied with maintaining moral responsibility. In this regard, the researchers explore the emerging aesthetic leadership style on how it might help to foster positive employee morale and found that aesthetic leadership style builds positive work environment which is crucial for employee morale at the workplace. It also creates positive feelings around the organizations by emphasizing on empathy, emotions, ethics, value-based and moral behavior. This paper analyzes the aesthetic leadership style with the implications for future leadership preparation to harness positive employee morale at the workplace and concludes that by considering aesthetic leadership style can boost positive employee morale necessary for enhancing organizational performances.
Impact of Leadership Styles on Followers' Job Satisfaction: A Four Frame Mod...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Linking leadership style, organizational culture, motivation and competence o...inventionjournals
This research aims to analyze empirically the influence of leadership style, organizational culture, motivation, and competencies on civil servants performance in mediation is job satisfaction. The design of this research using survey method with the collection of the data in cross-section through the questionnaire. Determination of a sample using simple random sampling with the total number of respondents as much as 265 employees. Methods of analysis of data used in hypothesis testing are the analysis moments of structures. This research provide evidence that leadership style, organizational culture and competence of a positive and significant effect on the job satisfaction, while the negative effect of motivation but Significantly to job satisfaction. Then the leadership style and organizational culture is positive but not significant effect on civil servants performance and motivation as well as competence and job satisfaction the positive and significant effect on the civil servants performance. Job satisfaction is not as mediating variable in explaining the effect of leadership styles and organizational culture on the civil servants performance, while on the other mediation of job satisfaction testing proved to be a full mediation in analyzing the effect of motivation and competencies on the civil servants performance.
Leadership Styles of Managers and Employee’s Job Performance in a Banking Sectoriosrjce
IOSR Journal of Humanities and Social Science is a double blind peer reviewed International Journal edited by International Organization of Scientific Research (IOSR).The Journal provides a common forum where all aspects of humanities and social sciences are presented. IOSR-JHSS publishes original papers, review papers, conceptual framework, analytical and simulation models, case studies, empirical research, technical notes etc.
Leadership Effectiveness of Islamic Education Management Department at Educat...inventionjournals
The purpose of this study was to reveal: (1) The direct effect of confidence level toward work discipline, (2) The direct effect of the task structure toward work discipline, (3) The direct effect of the level of confidence toward effectiveness of the leadership, (4) The direct effect of the task structure toward effectiveness of leadership, (5) the direct effect of labor discipline toward effectiveness of the leadership of the Islamic Education Management Department at Faculty of Education of the State Islamic University of North Sumatra. This research method used correlated path models. The study population was faculty and students with the number of 148 people. Sampling using Krecji table, with this technique resulted in a sample 108 people. The instrument used to collect data was questionnaire Likert scale models. The analysis technique used is path analysis. The findings of this study indicate: (1) The confidence level affect the work Discipline of 16.9%, (2) Structural work tasks affect the Discipline of 18.7%, (3) The level of trust directly affects the effectiveness of the leadership of 19,4% , (4). The task structure directly affects the effectiveness of the leadership of 19.5% and (5) Work Discipline directly influence the effectiveness of the leadership of the Department of 22.1%.
Questions to consider at the Academy of Marketing Conference, Vancouver. Discover how your institution or organization can be influenced by the latest research findings published by Emerald.
The Influence of Leadership on Followers Performance among Bottle Water Compa...Dr. Amarjeet Singh
This study was to investigate the relationship
between leadership style and followers performance in the
bottle water companies in port Harcourt. In this study, we
have two variables leadership style as the independent
variable and followers performances as the dependent
variable, the methodology adopted were descriptive
research design to collect both primary and secondary data.
The population of this study consists of 100 (one hundred)
employees in the selected bottle water companies in Port
Harcourt. The instrument used for data collection was a
questionnaire in four point likert scale. 100 copies of
questionnaire were distributed to employees of selected
bottle water companies in Port Harcourt which 90 was
retrieved for the analysis. From the above it was discovered
that leadership styles have a positive impact on the
followers, but each have to be used strategically in different
environment in other to maximize employees performance.
It was recommended that organizations should empower
and motivate employees since this will ensure total loyalty
and increase their retention and productivity to the
organization.
HOW AESTHETIC LEADERSHIP STYLE MIGHT RELATE TO EMPLOYEE MORALE AT WORKPLACE? ...JIANGUANGLUNG DANGMEI
Leadership plays an important role in shaping employee morale but organizations are facing the challenges of dealing low morale of employees. Studies have shown that poor leadership and heartless management are among numerous reasons for low morale among employees in the organizations and recent trends towards organizational downsizing and restructuring have negatively impacted employee morale leading to low organizational productivity and thus organizational transformation must be accompanied with maintaining moral responsibility. In this regard, the researchers explore the emerging aesthetic leadership style on how it might help to foster positive employee morale and found that aesthetic leadership style builds positive work environment which is crucial for employee morale at the workplace. It also creates positive feelings around the organizations by emphasizing on empathy, emotions, ethics, value-based and moral behavior. This paper analyzes the aesthetic leadership style with the implications for future leadership preparation to harness positive employee morale at the workplace and concludes that by considering aesthetic leadership style can boost positive employee morale necessary for enhancing organizational performances.
Impact of Leadership Styles on Followers' Job Satisfaction: A Four Frame Mod...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Linking leadership style, organizational culture, motivation and competence o...inventionjournals
This research aims to analyze empirically the influence of leadership style, organizational culture, motivation, and competencies on civil servants performance in mediation is job satisfaction. The design of this research using survey method with the collection of the data in cross-section through the questionnaire. Determination of a sample using simple random sampling with the total number of respondents as much as 265 employees. Methods of analysis of data used in hypothesis testing are the analysis moments of structures. This research provide evidence that leadership style, organizational culture and competence of a positive and significant effect on the job satisfaction, while the negative effect of motivation but Significantly to job satisfaction. Then the leadership style and organizational culture is positive but not significant effect on civil servants performance and motivation as well as competence and job satisfaction the positive and significant effect on the civil servants performance. Job satisfaction is not as mediating variable in explaining the effect of leadership styles and organizational culture on the civil servants performance, while on the other mediation of job satisfaction testing proved to be a full mediation in analyzing the effect of motivation and competencies on the civil servants performance.
Leadership Styles of Managers and Employee’s Job Performance in a Banking Sectoriosrjce
IOSR Journal of Humanities and Social Science is a double blind peer reviewed International Journal edited by International Organization of Scientific Research (IOSR).The Journal provides a common forum where all aspects of humanities and social sciences are presented. IOSR-JHSS publishes original papers, review papers, conceptual framework, analytical and simulation models, case studies, empirical research, technical notes etc.
Leadership Effectiveness of Islamic Education Management Department at Educat...inventionjournals
The purpose of this study was to reveal: (1) The direct effect of confidence level toward work discipline, (2) The direct effect of the task structure toward work discipline, (3) The direct effect of the level of confidence toward effectiveness of the leadership, (4) The direct effect of the task structure toward effectiveness of leadership, (5) the direct effect of labor discipline toward effectiveness of the leadership of the Islamic Education Management Department at Faculty of Education of the State Islamic University of North Sumatra. This research method used correlated path models. The study population was faculty and students with the number of 148 people. Sampling using Krecji table, with this technique resulted in a sample 108 people. The instrument used to collect data was questionnaire Likert scale models. The analysis technique used is path analysis. The findings of this study indicate: (1) The confidence level affect the work Discipline of 16.9%, (2) Structural work tasks affect the Discipline of 18.7%, (3) The level of trust directly affects the effectiveness of the leadership of 19,4% , (4). The task structure directly affects the effectiveness of the leadership of 19.5% and (5) Work Discipline directly influence the effectiveness of the leadership of the Department of 22.1%.
Running head DUPLANTIERMDHA7008-2 1DUPLA.docxjeanettehully
Running head: DUPLANTIERMDHA7008-2
1
DUPLANTIERMDHA7008-2
2
Annotated Bibliography
Research Theory, Design, and Methods
10/20/19
COMMENTS: Good job, Maria. You selected some sound and credible articles for possible use in your Capstone Project down the road. You’ll find a few notable issues – some of which have been identified in your previous assignments – that you [still] need to address in all future writings (e.g., text needs to be LEFT-JUSTIFIED, not block-text; need to credit outside sources of information with in-text citations and references; APA style, etc.). Please see my detailed feedback below. Remember … when you open this document, make sure you go to the toolbar at the top of your screen and click the ‘Review’ link. From there, go to the right, click the dropdown, then click ‘All Markup’ to view all of my feedback (including any Track Changes, highlighted in-text comments, and ‘Comments’ bubbles located in the right-hand margin of the document).
Annotated Bibliography
Excellent and effective leadership is essential for the success of any organization. In the same case, the healthcare industry requires effective leadership that can ensure quality service delivery. Healthcare facilities have the unique priority of providing patient care. Therefore, there is a need for good leadership to ensure that professionals and other staff are well-directed on what they ought to do to achieve the set organizational goal. Besides, guidance helps in giving the facility a direction to ensure coordination and a high level of cooperation among the employees. Healthcare organizations have different departments. Therefore, it is essential to ensure that the facility has quality leadership that can help them work together for the overall good of the facility and patients.
Research on leadership in healthcare can significantly contribute to the improvement and efficiency of healthcare facilities. The study will provide insight into the most effective leadership strategies and styles that leaders can adopt to deal with varying challenges in the healthcare context. Additionally, it will contribute to determining the effectiveness of various strategies that are critical in healthcare, as well as the role of a leader to ensure the success of an entity. Leadership is crucial in ensuring cooperation and teamwork between interprofessional personnel. In this case, the study will be useful in promoting the effectiveness of healthcare organizations through quality leadership.
Key Terms
Leadership- the action of leading and directing a group of people towards a particular goal. Healthcare- in the study, healthcare refers to the large organizations with the responsibility of providing care for treating physical and mental illness in people.
Databases
1. Google Scholar
2. Science Direct
3. HealthData.gov
Chang, A. M., Cohen, D. J., Lin, A., Augustine, J., Handel, D. A., Howell, E., & Sun, B. C. (2018). Hospital strategies for reducing emerg ...
Examples Of Exemplary Leadership In Nursing
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Running Head LEADERSHIP APPROACHES1Leadership App.docxcowinhelen
Running Head: LEADERSHIP APPROACHES
1
Leadership Approaches
Name:
Institution
Date:
Literature Review
Organizational leadership in the contemporary environment is increasingly becoming a vital tool in defining the competitiveness of an organization due to the role it plays in motivating employees and determining critical decisions. Accordingly, diverse empirical studies have been conducted in the field of leadership in an attempt to determine the optimal leadership approach that should be adopted by organizations. The diverse leadership approaches that have been learned in the past include transformational leaders, transactional leadership, trait leadership, and situational leadership. The transformational leadership implies a leadership approach in which the leader works the juniors in the identification of the changes that are needed, defining the vision to guide the change execution and embracement, and in the execution of the change (Hill & Jones, 2014). In contrast, the transactional leadership implies that leaders should reward or punish employees in return for their efforts and deterrence against undue behaviors in the organization. The trait leadership approach indicates that leaders are defined by personal characteristics that are integrated (Hill & Jones, 2014). Thus, diverse individual differences help in selecting and fostering an effective leader. In contrast, the situational leadership approach indicates that effective leaders are defined by the situation of the leadership needed in a diverse environment. Thus, the approach implies that leaders should be capable of adjusting their leadership style to ensure they are capable of leading certain followers (Hill & Jones, 2014).
This literature review explores on various journal articles that have focused on the leadership approaches in different setups. One of the critical journal articles that have investigated the role of leadership approach is by Den, Deanne, and Belshack (2012). The article investigates when the transformational leadership leads to proactive behavior of the employee. Equally, the study explores the role of self-efficacy and autonomy in influencing employee personal initiative (Den, Deanne, & Belschak, 2012). The study was conducted using two-multisource researchers to evaluate the interaction between the contextual and personal variables towards the proactive behavior of employees. Consequently, the three authors of their study found that transformational leadership, employee independence, and breadth of the service-efficacy have a positive impact in stimulating proactive behavior among the employees (Den, Deanne, & Belschak, 2012). Furthermore, the study found the positive interaction between the personal and contextual variables in determining the proactive behavior of the employees. The findings of the study indicate that transformational leadership and high employee autonomy relate positively in enhancing the proactive behavior of the workers in i ...
IN THE FIELD OF HEALTH CARE EVIDENCE BASED PRACTICE IS MOST IMPORTANT FOR MOST ACCURATE CARE AND TREATMENT.FOR THIS PURPOSE RESEARCH IS COMPULSORY.THIS PRESENTATION TELLS ABOUT THE IMPORTANCE OF RESEARCH,LEADERSHIP AND MANAGEMENT IN NURSING.
At least 2 citations. APA 7TH EditionResponse 1. TITop.docxcockekeshia
At least 2 citations. APA 7TH Edition
Response 1. TI
Top of Form
Dr. Joubert and colleagues, the study of leadership has developed, giving forth new theories and structures that explore the description of what it means to be a leader, and how to carry out the same effect. It would be pragmatic to note that one is not made a leader by a job title but through practical impact in. The situational theory is one such theory that can be effective in the medical field. This theory, often referred to as the Hersey-Blanchard situational leadership theory, suggests that no single leadership theory style is the best. However, Researchers and developers of leadership theories have not agreed on the leadership theories (Duggan et al., 2015)
.
Nursing leadership is a multidimensional concept. The nursing profession involves role model leaders that can transform their environment and leading their teams to succeed by overcoming obstacles. Situational leadership requires the leader to transform their leadership style to meet the followers' leadership needs (Marshall & Broome, 2017). Developing a single satisfying leadership theory has become problematic due to these phenomena. Leadership style has a direct impact on the quality of care administered by the nurse team. The leadership style defines the quality of the relationship between the leader and the followers and sets the tone and mood of the work environment (Laureate Education, 2018).
Our director of nursing practice a contingency leadership style. Aware of the different dispositions on our team, she treats each nurse based on their abilities and needs. At times, she exercises Laissez-fair leadership, dictatorial, transformational, democratic, and other transformational styles. I was amazed by the approach. It helped to manage the team. For instance, the recalcitrant nurse received warnings, punishment for mistakes, and reward for an excellent performance. These restrained her actions and caused her to develop positive behaviors and care towards patients.
In Addition to the application of situational leadership style, she had leadership characteristics such as charisma, honesty, communication skills, creativity, innovativeness, decision-making, and integrity. Combination of the style and the qualities facilitated leading our team initiatives. to create a leader that we were all revered. According to Calderon-Mafud and Pando-Moreno (2018), organizations experience cultures of flexibility, social support, innovation, an also increased personal confidence, and openness to change. Furthermore, the implementation of an authentic leadership style mostly behaved as a middleman in the organization as it increased work productivity, helped implement staff engagement, and improving job satisfaction.
References
Calderon-Mafud, J. L., & Pando-Moreno, M. (2018). Role of authentic leadership in
organizational socialization and work engagement among workers.
Psychology
, 9, 46-62. doi:10.4236/psych.2018.91.
Unit I 1Unit I 4Literature Review Effective Lead.docxmarilucorr
Unit I 1
Unit I 4
Literature Review: Effective Leadership Strategies used in Healthcare Leaders
Advanced Health Care Management
Columbia Southern University
LaTonya Whitaker
February 7, 2017
Literature Review
According to Madden (2013), effective leaders in healthcare organizations lead by example. Since everything they do or say is often subject to intense scrutiny, they conduct their action, decisions and personality set a tone for the entire healthcare organization. They do this while knowing that almost every employee looks up to them as a role model. Also, effective leaders encourage participation and inclusion since they acknowledge that good ideas can come from anyone. It also a good way to encourage learning from other practitioners. Madden (2013) further states that by creating an environment that fosters participation the, the leaders can construct a broader channel of creating thinking.
Effective leaders in healthcare have a habit of being empathetic and more than often exhibit the tendencies common in spiritual leadership by tapping into their emotional character (Sweeney and Fry, 2012). They can understand their subordinates character and provide a grace period for improvement. For instance, not all gaffes are punishable. However, repeats are subject to confrontation. It is, therefore, accurate to state that they also have a limit. They also practice emotional intelligence alongside showing empathy that allows them to regulate their emotions in a way that it will not interfere with prudent decision-making. The endeavor thus makes them able to bypass emotions and guide them to make rational decisions using sensitive information (Sweeney and Fry, 2012).
According to West et al., (2011), effective leaders in healthcare engage staff in all forums which in turn promotes organizational productivity either in patient outcomes, safety, and quality of healthcare. One way that effective leaders use to engage their staff is through the utilization of the performance appraisal process. West et al., (2011) states that performance appraisals help staff members in improving how well they perform their duties as well as makes them feel valued by their leaders. It is also instrumental in setting objectives of their work. Therefore positive healthcare outcomes become achievable using a leading strategy that encourages engagement.
San Park and Hyun Kim (2009) implore that effective leaders create and use organizational culture as a means to drive in desired outcomes in a healthcare setting. The leaders acknowledge that for quality to be achieved there has to be a direction, arrangement and set objectives that require realization. The acknowledgment, therefore, drives leaders to create inspiring visions at every operationalized level. It also shows them the need to design clear and aligned objectives for all levels and departments. Thus once a culture created based on these attributes adheres to the institution can credit itself to ...
The Distinction between Leadership and ManagementThink of the mana.docxhe45mcurnow
The Distinction Between Leadership and Management
Think of the managers you have reported to thus far in your career. Now consider the people you have worked with or know of that you would consider leaders. Based on these experiences, what would you surmise about the responsibilities of managers and leaders and about the distinctions between these two categories in health care settings?
This week’s Learning Resources classify management and leadership (which are often confused in everyday discussion) and explain their significance for health care organizations. As you advance professionally, it is critical to understand the distinctions between management and leadership and how you can apply this knowledge for increasing effectiveness in your workplace.
To prepare:
·
Review the information in the Learning Resources.
·
Conduct additional research on your own and select at least two current, credible sources that contribute to your understanding of management and leadership.
·
Reflect on how the roles of management and leadership differ in supporting the organization to set and achieve goals.
·
Drawing upon specific examples from a current or previous practice setting, bring to mind someone who seemed to be a leader but not a manager and someone who seemed to be a manager but not a leader (generally speaking, or within a specific circumstance). Be prepared to support your assessment with specific behavioral descriptions found in the literature.
Address the following in my Assignment:
1.
An analysis of how management and leadership roles differ in terms of supporting an organization to set and achieve goals.
2.
In addition, post descriptions of an individual who demonstrates leadership behaviors but not management behaviors and an individual who demonstrates management behaviors but not leadership behaviors.
3.
Provide your rationale, identifying specific characteristics of effective managers and leaders. (
Note:
Do not identify these individuals by name, position, or location
.)
4.
Summary with Conclusion
REMINDERS:
1)
2-3 pages (addressing the 4 questions above excluding the title page and reference page).
2)
Kindly follow APA format for the citation and references! References should be between the period of 2011 and 2016. Please utilize the references at least three below as much as possible and the rest from yours.
3)
Make headings for each question.
Readings
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theory and application
(8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
o
Review Chapters 2 and 3
Note:
Many of the articles in this week’s Required Readings are foundational in the leadership and management literature. The concepts presented in these early articles still apply to today’s workplace.
·
Jennings, B. M., Scalzi, C. C., Rodgers, J. D., & Keane, A. (2007). Differentiating nursing leadership and management competencies.
Nursing Outlook, 55
(4).
The effect of functionalized carbon nanotubes on thermalmechanical performanc...journal ijrtem
The new approaches for preparing nanocomposite coating by modificated carbon nanonotubes
(CNTs) and epoxy resin was done in the study. thermal-mechanical performance of nanocomposite coating was
investigated and the results were reported in this paper. The physic-chemical techniques such as Differential
scanning calorimetry (DSC) and Thermal gravimetric analysis (TGA) were used to characterize the thermal
performance of Epoxy nanocomposite coating. The test techniques for mechanical properties of paint coating as
adhesion, hardness, impact resistance and bending strength were employed in the work. The results indicated
that CNTs were dispersed in epoxy coating with only ratio of 0.1 wt% enhanced the Glass Transition
Temperature (Tg), decomposition temperature of epoxy coating and improved mechanical properties
significantly. Also functionalized CNTs can be reinforced thermal-mechanical of the epoxy coating better than
neat CNTs.
Development Issues and Problems of Selected Agency in Sorsogon, An investigat...journal ijrtem
: The study venture on the developing issues and problems of selected agency in the province of
Sorsogon with an end-view of identifying solution towards achieving effective delivery of services to the
public. The agencies covered by the study are the employers of the students enrolled in Public Administration
512 subject in the graduate school program of the Sorsogon State College 1st semester SY 2016. Guided by a
structured matrix questionnaire and checklist, the class spearheaded by the assigned focal person per
identified respondent-agency conducted a focus group discussion covering sequentially the issues and
problems besetting the organization. It likewise pursued how does it affects the management & performance of
the office and ultimately identifying possible solutions out of the issues and problems. Result revealed that
most pressing problems and issues of the selected agency in the province of Sorsogon covers; (a) understaffed,
(b) poor communication, (c) poor implementation of the policy, and (d) poor performance feedback
mechanism in the system
Positive and negative solutions of a boundary value problem for a fractional ...journal ijrtem
: In this work, we study a boundary value problem for a fractional
q, -difference equation. By
using the monotone iterative technique and lower-upper solution method, we get the existence of positive or
negative solutions under the nonlinear term is local continuity and local monotonicity. The results show that we
can construct two iterative sequences for approximating the solutions
Organic foods refer to products that are grown naturally or produced by methods that comply
with the standards of organic farming. They are not only environmentally friendly, they are also healthy. Many
people believe organic foods are healthier than conventional food. Today, organic foods have become very
popular and everyone wants to know about their benefits. This paper provides a brief introduction on organic
foods and their pros and cons.
Molecular computers are systems in which molecules or macromolecules individually mediate
information processing functions. Molecular computing provides an alternative to computing using silicon
integrated circuits. It aims at developing intelligent computers using biological molecules as computational
devices. It is a promising means of unconventional computation owing to its capability for massive parallelism.
It offers to augment digital computing with biology-like capabilities. This paper provides a brief introduction to
molecular computing.
Industry 4.0 refers to the current trend of automation and deployment of Internet technologies
in manufacturing. This includes using machine-to-machine and Internet of Things (IoT) deployments to help
manufacturers implement increased automation, improved communication and process monitoring. This trend
of Industry 4.0 (sometimes referred to as the 4th Industrial Revolution) affects most processes and people
throughout society. This paper provides a brief introduction to Industry 4.0.
With mounting concerns over the state of our planet, there is continuing demand that chemists
and chemical engineers should develop greener chemical processes and products. In the 1990s, with the
growing awareness of the hazardous impacts of the chemical industry, the green chemistry revolution was
launched by American chemists Paul T. Anastas and John Warner. Green chemistry is the kind of chemistry that
seeks to minimize pollution, conserve energy, and promote environmentally friendly production. This paper
provides a brief introduction to green chemistry
Rural Livelihood and Food Security: Insights from Srilanka Tapu of Sunsari Di...journal ijrtem
Food security is the foremost need of every human society. It is a fundamental right and
government responsibility but still food insecurity is prevalent in rural areas of least developed nations. To cope
with food insecurity, undertaking diverse income generating activities is common as well as key strategy adopted
by rural people. The objective of this study is to assess rural livelihood and food security status of a remote island
named Srilanka Tapu of Sunsari district. A random sampling technique was used to collect primary data from 40
rural household heads using semi-structured questionnaire. Descriptive methods were used for analyzing. The
findings revealed that the food security situation of the Tapu is insecure. Most basic infrastructures and social
services needed for people livelihood such as road, electricity sufficient food availability, education, healthcare,
sanitation, etc. were found to be extremely poor. Most of the households are small scale farmers involving
themselves in diverse livelihood activities which are mostly temporary, low-skilled and low paying. However,
people are fulfilling their food needs at every cost but are highly vulnerable to food insecurity. Also, their lives
security is equally vulnerable because of disastrous Koshi River flooding which occurs every year in the Tapu.
The findings therefore critically suggest that food security of remote and vulnerable human settlements should be
at top priority in policy formulation and implementation level. The study also recommends a need for an in-depth
research for making evidence based policy interventions for improvement of diversify rural livelihood along with
sustainable environment
Augmented Tourism: Definitions and Design Principlesjournal ijrtem
After designing and implementing several iterations of implantations of augmented reality(AR) in
tourism, this paper takes a deep look into design principles and implementation strategies of using AR at
destination tourism settings. The study looks to define augmented tourism from past implementations as well as
several cases uses designed and implemented for tourism. The discussion leads to formation of frameworks and
best practices for AR as well as virtual reality(VR) to be used in tourism settings. Some main affordances include
guest autonomy, customized experiences, visitor data collection and increased electronic word-of-mouth
generation for promotion purposes. Some challenges found include the need for high levels of technology
infrastructure, low adoption rates or ‘buy-in’ rates, high levels of calibration and customization, and the need for
maintenance and support services. Some suggestions are given as to how to leverage the affordances and meet
the challenges to implementing AR for tourism
A study on financial aspect of supply chain management journal ijrtem
The more common approaches used in the SCM consider only the physical logistic operations
and ignore the financial aspects of the supply chain. The main objective to incorporate financial aspects in
supply chain management is to strengthen managerial decisions concerning financial flows in supply chains,
while empirical knowledge about financial supply chain management (FSCM) is in its early stages. This paper
presents a model for FSCM which financial planning in addition to operation planning is decided in it. The
main contribution of this paper is to define two approaches for Financial Supply Chain Management and to
compare them. This financial approaches are: Traditional financial approach and new financial approach.
Traditional financial approach integrates physical goods flows and financial flows. New financial approach
considers in making decisions other financial indicators such as market to book value, liquidity ratios, capital
structure ratios, and return on equity, sales margin, turnover ratios and stock security ratios, among others.
Moreover, the new approach applies the change in equity instead of the traditional approach measures of profit
as the objective function to be maximized in the presented model. To show the attributes of the presented
approaches, the results of the new approach and the traditional approach is compared. The findings indicate
that the traditional approach leads to lower change in equity compared to the financial approach. Also, the
results clearly reveal the better improvement of using the new approach over the traditional approach, and
convince the decision makers to take advantage of the new approach
Existence results for fractional q-differential equations with integral and m...journal ijrtem
This paper concerns a new kind of fractional q-differential equation of arbitrary order by
combining a multi-point boundary condition with an integral boundary condition. By solving the equation which
is equivalent to the problem we are going to investigate, the Green’s functions are obtained. By defining a
continuous operator on a Banach space and taking advantage of the cone theory and some fixed-point theorems,
the existence of multiple positive solutions for the BVPs is proved based on some properties of Green’s functions
and under the circumstance that the continuous functions f satisfy certain hypothesis. Finally, examples are
provided to illustrate the results.
The following Project shows the benefits of a research established into a multi-products
warehouse belongs to an automotive industry supplier. The main goal was applied a tool recognizing the rules
for distribution and material storage. Once the research was completed, the benefits were, the idle times
reduction per hours/week by the two initial processes. The politics for storage assignment and location, propose
a system to improve the space into this areain order to avoid material management and flow issues. It is
important to mention, the system proposed could be applied into warehouses with storage size and space
restricted by sorting area, also different material types, production settings and physical specifications for
which set warehouses with traditional management of distribution without slack, involves lack of materials,
pieces without records, incorrect location assigned, stock error.
Study of desalination processes of seawater from the desalination plant of La...journal ijrtem
: The use of water for food purposes requires excellent physicochemical quality. To contribute to
the control of water quality. Water treated by reverse osmosis is aggressive and demineralize can not be used
directly as a source of drinking water. The objective of this work is to study, physics-chemical analyzes of raw
water, pretreated osmosis and treated (permeate) and produced water (reservoir) at the desalination plant of
seawater Laayoune (SDL), located in southern Morocco. For this, we have followed several qualitative
parameters such as pH, conductivity, turbidity.
Effect of Cash Management on The Financial Performance of Cooperative Banks i...journal ijrtem
This paper analyses the effect of cash management on the financial performance of cooperatives
banks in Rwanda. A descriptive research design was used. The population comprised of 148 employees of ZIGMA
CSS from which a sample of 108 employees was determined using Solvirn and Yemen’s formula. Data was
collected from both primary and secondary sources using questionnaires and document analysis. Data was
presented using frequency tables from which analysis was made. A multi regression analysis was used to analyse
relationship between the variables. The results from the survey revealed that ZIGMA CSS uses various cash
management techniques in the cash management. The results further revealed a strong relationship between cash
management and financial performance of ZIGMA CSS. The study concludes that cash management is a key tool
in the financial management of the banks since cash forms the biggest asset of the bank. Cooperatives banks
should ensure that they develop policies in effective cash management.
Technical expertise on the cause of engine failure of the Mitsubishi Pajero S...journal ijrtem
The article concerns the case of the damage to the Mitsubishi Pajero Sport engine and the
methodology a technical expert applied to identify a direct cause of failure. The engine failure occurred while a
vehicle was being repaired to eliminate air conditioning malfunction and engine overheating. When repairing, it
was necessary to replace a cylinder head and the pistons were checked removing the pully from a crank shaft.
After the repair had been completed and after 16-day vehicle operation, engine timing belts got damaged. To
eliminate this malfunction, damaged belts were replaced. Thirty (30) days after the vehicle had been put into
operation, emergency engine failure occurred, and a technical expert was called upon to assess the quality of the
repairs having been performed. The article describes the procedures and methodology a technical expert applied.
In the conclusion, the findings are stated. To determine the cause, a vehicle was on the car service station
premises, where a technical expert was present and according to his instructions, diagnostic and subsequent
disassembly works have been done. The procedure of evaluating the key characteristics on individual parts, their
display, and the resulting evaluation are described.
Clustering based Time Slot Assignment Protocol for Improving Performance in U...journal ijrtem
Recently, numerous approaches have been proposed for designing medium access control (MAC)
in underwater acoustic networks (UANs). Some of those works tried to adapt MAC protocols proposed for
terrestrial networks. However, unique environmental characteristics of UANs make the MAC protocols hard to be
used in the UANs and degrade network performance. In order to improve network performance, COD-TS MAC
protocol was proposed. COD-TS focuses on both single hop and multi-hop mode and utilizes CDMA for
exchanging schedule information between cluster heads. COD-TS has shortcomings such as collisions, additional
energy consumption by exchanging schedule information and near-far effect of CDMA. To overcome above
shortcomings, we propose a clustering-based time slot assignment protocol. In the proposed protocol, nodes are
clustered, and each cluster head performs two-hop neighbor cluster discovery operation. And then, a cluster head
obtains its own relative position information. Finally, the cluster head assigns its own time slot for data
transmission based on the information. Simulation results show that the proposed protocol has always better
performance compared to the COD-TS.
Design and Implementation of Smart Bell Notification System using IoT journal ijrtem
Smart phones have become part of our daily life. People using smart phones have increased
rapidly. The proposed paper is to provide a security system that combines the functions of smart phone and home
network system. It enables the users to check the image of the visitor who is present at the door. It also saves all
the images in their drive. We send an alert message to the Owner whenever the doorbell is pressed. Furthermore,
the owner can call to the visitor with the help of our app. We are also providing a link in the SMS sent so that it
redirects the user to the app
Assessment of the Water Quality of Lake Sidi Boughaba (Ramsar Site 1980) Keni...journal ijrtem
Sidi Boughaba Lake, part of a wetland complex of Morocco (Ramsar site in 1980) is located on
the Atlantic coast of northwestern Morocco, oriented NNE - SSW and located in an interdunal depression. The
existence of this body of water is due to the fact that the topographic surface is at a lower cost than that of the
piezometric surface of the coastal water table, rainwater and runoff water. The objective of this study is to
determine the physical and chemical characteristics of the waters of this lake. Thus, several water samples were
taken monthly in the period 2016-2017. Parameters such as: temperature, pH, electrical conductivity (EC),
chloride (Cl-
), turbidity (NTU), calcium (Ca2+) and magnesium (Mg2+). The results obtained show that the
distribution of the analyzed elements in Lake waters is quite variable between seasons, as well as between stations.
However, the analysis showed that the studied waters are very mineralized, with an EC between 7 g/l and 14.8
g/l. This mineralization is essentially evaporitic and is controlled by various processes, such as evaporation and
marine influence by aerosol.
The case of a cyclist and tractor traffic accident journal ijrtem
When assessing the cause of a traffic accident, it is also necessary for the technical expert to
take into account the real influences that affect individual participants. This is especially important for accidents
in which one of the participants is cyclist. Technical expert must consider all the circumstances necessary to
assess the cyclist´s behavior. Negligible is not even the age of a cyclist, since in the case of a child or an old man
the driver overtaking bicycle should take this into consideration. The article deals with case of traffic accident
between tractor with the trailer and a bicycle which was riding by cyclist at the age of 80. Apart from the described
procedure by expert in the calculations, the influences on participants' behavior are also discussed
: This paper is aimed at designing a density based dynamic traffic signal system where the timing
of signal will change automatically on sensing the traffic density at any junction using the IoT technology. Traffic
congestion is a severe problem in most cities across the world and therefore it is time to shift more manual mode
or fixed timer mode to an automated system with decision making capabilities. To optimize this problem, we have
made a framework for an intelligent traffic control system. Sometimes higher traffic density at one side of the
junction demands longer green time as compared to standard allotted time. We therefore propose here a
mechanism in which the time period of green light and red light is assigned on the basis of the density of the
traffic present at the time. This is achieved by using LIDAR sensors.
Water scarcity is the lack of fresh water resources to meet the standard water demand. There are two type of water scarcity. One is physical. The other is economic water scarcity.
Welcome to WIPAC Monthly the magazine brought to you by the LinkedIn Group Water Industry Process Automation & Control.
In this month's edition, along with this month's industry news to celebrate the 13 years since the group was created we have articles including
A case study of the used of Advanced Process Control at the Wastewater Treatment works at Lleida in Spain
A look back on an article on smart wastewater networks in order to see how the industry has measured up in the interim around the adoption of Digital Transformation in the Water Industry.
TECHNICAL TRAINING MANUAL GENERAL FAMILIARIZATION COURSEDuvanRamosGarzon1
AIRCRAFT GENERAL
The Single Aisle is the most advanced family aircraft in service today, with fly-by-wire flight controls.
The A318, A319, A320 and A321 are twin-engine subsonic medium range aircraft.
The family offers a choice of engines
Sachpazis:Terzaghi Bearing Capacity Estimation in simple terms with Calculati...Dr.Costas Sachpazis
Terzaghi's soil bearing capacity theory, developed by Karl Terzaghi, is a fundamental principle in geotechnical engineering used to determine the bearing capacity of shallow foundations. This theory provides a method to calculate the ultimate bearing capacity of soil, which is the maximum load per unit area that the soil can support without undergoing shear failure. The Calculation HTML Code included.
Explore the innovative world of trenchless pipe repair with our comprehensive guide, "The Benefits and Techniques of Trenchless Pipe Repair." This document delves into the modern methods of repairing underground pipes without the need for extensive excavation, highlighting the numerous advantages and the latest techniques used in the industry.
Learn about the cost savings, reduced environmental impact, and minimal disruption associated with trenchless technology. Discover detailed explanations of popular techniques such as pipe bursting, cured-in-place pipe (CIPP) lining, and directional drilling. Understand how these methods can be applied to various types of infrastructure, from residential plumbing to large-scale municipal systems.
Ideal for homeowners, contractors, engineers, and anyone interested in modern plumbing solutions, this guide provides valuable insights into why trenchless pipe repair is becoming the preferred choice for pipe rehabilitation. Stay informed about the latest advancements and best practices in the field.
Hybrid optimization of pumped hydro system and solar- Engr. Abdul-Azeez.pdffxintegritypublishin
Advancements in technology unveil a myriad of electrical and electronic breakthroughs geared towards efficiently harnessing limited resources to meet human energy demands. The optimization of hybrid solar PV panels and pumped hydro energy supply systems plays a pivotal role in utilizing natural resources effectively. This initiative not only benefits humanity but also fosters environmental sustainability. The study investigated the design optimization of these hybrid systems, focusing on understanding solar radiation patterns, identifying geographical influences on solar radiation, formulating a mathematical model for system optimization, and determining the optimal configuration of PV panels and pumped hydro storage. Through a comparative analysis approach and eight weeks of data collection, the study addressed key research questions related to solar radiation patterns and optimal system design. The findings highlighted regions with heightened solar radiation levels, showcasing substantial potential for power generation and emphasizing the system's efficiency. Optimizing system design significantly boosted power generation, promoted renewable energy utilization, and enhanced energy storage capacity. The study underscored the benefits of optimizing hybrid solar PV panels and pumped hydro energy supply systems for sustainable energy usage. Optimizing the design of solar PV panels and pumped hydro energy supply systems as examined across diverse climatic conditions in a developing country, not only enhances power generation but also improves the integration of renewable energy sources and boosts energy storage capacities, particularly beneficial for less economically prosperous regions. Additionally, the study provides valuable insights for advancing energy research in economically viable areas. Recommendations included conducting site-specific assessments, utilizing advanced modeling tools, implementing regular maintenance protocols, and enhancing communication among system components.
Courier management system project report.pdfKamal Acharya
It is now-a-days very important for the people to send or receive articles like imported furniture, electronic items, gifts, business goods and the like. People depend vastly on different transport systems which mostly use the manual way of receiving and delivering the articles. There is no way to track the articles till they are received and there is no way to let the customer know what happened in transit, once he booked some articles. In such a situation, we need a system which completely computerizes the cargo activities including time to time tracking of the articles sent. This need is fulfilled by Courier Management System software which is online software for the cargo management people that enables them to receive the goods from a source and send them to a required destination and track their status from time to time.
Event Management System Vb Net Project Report.pdfKamal Acharya
In present era, the scopes of information technology growing with a very fast .We do not see any are untouched from this industry. The scope of information technology has become wider includes: Business and industry. Household Business, Communication, Education, Entertainment, Science, Medicine, Engineering, Distance Learning, Weather Forecasting. Carrier Searching and so on.
My project named “Event Management System” is software that store and maintained all events coordinated in college. It also helpful to print related reports. My project will help to record the events coordinated by faculties with their Name, Event subject, date & details in an efficient & effective ways.
In my system we have to make a system by which a user can record all events coordinated by a particular faculty. In our proposed system some more featured are added which differs it from the existing system such as security.
Forklift Classes Overview by Intella PartsIntella Parts
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Democratizing Fuzzing at Scale by Abhishek Aryaabh.arya
Presented at NUS: Fuzzing and Software Security Summer School 2024
This keynote talks about the democratization of fuzzing at scale, highlighting the collaboration between open source communities, academia, and industry to advance the field of fuzzing. It delves into the history of fuzzing, the development of scalable fuzzing platforms, and the empowerment of community-driven research. The talk will further discuss recent advancements leveraging AI/ML and offer insights into the future evolution of the fuzzing landscape.
Student information management system project report ii.pdfKamal Acharya
Our project explains about the student management. This project mainly explains the various actions related to student details. This project shows some ease in adding, editing and deleting the student details. It also provides a less time consuming process for viewing, adding, editing and deleting the marks of the students.
Student information management system project report ii.pdf
Examining Emotional Intelligence as A Precursor of Transformational Leadership Among Nurse Leaders in Ghana
1. Invention Journal of Research Technology in Engineering & Management (IJRTEM)
ISSN: 2455-3689
www.ijrtem.com Volume 1 Issue 12-Version-4 ǁ December. 2017 ǁ PP 31-41
| Volume 1 | Issue 12 | www.ijrtem.com | 31 |
Examining Emotional Intelligence as A Precursor of
Transformational Leadership Among Nurse Leaders in Ghana
Ebenezer Malcalm (Ph.D)1
, Isaac Boakye2
1
(Graduate School Department, Ghana Technology University College, (Ghana)
2
(Research Department, University of Applied Management, Ghana)
ABSTRACT: Following the notion that transformational leadership is a solution to many leadership problems
and creates valuable positive change in followers, this study examined emotional Intelligence as a precursor of
transformational leadership among nursing professionals in Ghana. The overall as well as the individual effects
of the sub-dimensions of emotional intelligence on a leader’s exhibition of transformational leadership behavior
were examined. Evidence of such links would be considerable for Ghanaian healthcare providers in their quest
to find potential nurse leaders to train, so as not to dwell highly on the seniority criterion in the selection of
leaders. Thus, 80 leaders and their corresponding subordinates were selected conveniently. A quantitative
approach of research was used and a detailed statistical analysis revealed that, nurse leaders from the selected
hospitals exhibited an average transformational leadership behavior. Also, others’ emotion appraisal, a sub-
dimension of the emotional intelligence construct had the most variance in transformational leadership behavior.
Based on the findings, when leaders are trained to be emotionally intelligent and the skills are fostered, they are
more likely to exhibit transformational leadership behaviors which will further result in organizational
effectiveness and follower satisfaction. Recommendations, Limitations and areas for further studies were
discussed.
KEYWORDS: Transformational Leadership, Emotional Intelligence, Nurse leaders
I. INTRODUCTION
The role played by employees to achieve corporate success cannot be underestimated. Workers’ imagination,
vitality and inspiration are critical to driving organization’s performance (Alabi, 2013). Therefore, in order to
pursue company goals, it is relevant to put to use these employee potentials. It has been suggested that effective
leadership is one of the maximum applicable achievement elements in the pursuit of company goals (Adams, King
& King, 1996). According to Anderson (2009), leadership is ultimately about creating a way for people to
contribute to making something extraordinary happen. Contemporary leadership scholars have pointed out that
personal characteristics are relevant to effective leadership, particularly intelligence: which includes, emotional,
social intelligence and IQ; and also aspects of personality such as dominance, extraversion, sociability, self-
confidence, high levels of energy and resilience. Research, for instance, those of Ansari (2011) and Avolio (2007)
have clearly shown that effective leaders are also likely to be emotionally intelligent.
The meaning of leadership effectiveness varies from an author to another; one noteworthy contrast is the kind of
result chosen as the effectiveness foundation (Bass & Bass, 2008). In most organizational settings,
transformational when contrasted with transactional leadership is viewed as a more successful leadership style
and is reliably found to advance more noteworthy organizational performance (Bye & Syversen, 2013).
Transformational leaders persuade and move others to accomplish their best. Furthermore, Carnicer, Sanches ,
Perez and Jimenez (2004), stated that if we are to succeed in our efforts to build healthy, maintainable
organizations, we should keep on investing in the advancement of transformational leaders who understand and
respect the people that are at the heart of their success. Nursing is a people-focused calling and consequently, the
issue of leadership is urgent for success. Nursing leadership is seen as the most crucial aspect of healthcare
management since nurses represent the largest group of health professionals and rendering up to 90% or more of
the health care services in the preventive, curative and rehabilitative dimensions (Gambles, Lewis, & Rapoport,
2006). According to Esson (2004), each nurse who expects a leadership role can and ought to hone
transformational leadership. Such leaders will understand that the majority of followers are visionary and
energetic, they have awesome inventive thoughts regarding how to change healthcare that should be brought to
light through transformational leadership. “The roles of the transformational leader in the healthcare setting
include promoting teamwork among staff, encouraging positive self-esteem, motivating staff to function at a high
level of performance, and empowering staff to become more involved in the development and implementation of
policies and procedures” (Erdogan, Kraimer, & Liden, 2004, p.47).
2. Examining Emotional Intelligence As A Precursor Of Transformational…
| Volume 1 | Issue 12 | www.ijrtem.com | 32 |
With transformational leadership, leaders can produce a generation of great leaders who can easily solve the
profession’s most crucial issues (Ward, 2002). According to Hein (2005), one of most important goals of
transformational Leadership is to enable the leader and follower to enhance their growth and also find meaning to
whatever task they are pursuing. Researchers, for instance identified leadership behaviors that foster positive staff
outcomes in which the transformational leadership style has been frequently found to promote better staff outcome
among nurses Zhou and Schriesheim (2009). Walumbwa, Cropanzano, and Goldman (2011). Likewise,
Walumbwa, Cropanzano, and Goldman (2011) found in their work that there was a noteworthy relationship
between transformational leadership practices, improved patient satisfaction, and reduced antagonistic occasions.
Kuvaas, Buch, Ysvik and Hærem (2012) in their landmark qualitative study of the nature of nursing leadership in
Ghana revealed that knowledge about the kind of leadership style employed by Nurse Managers is unclear but
claimed there is the perception that, Nurse Managers’ style of leadership is one of hostility and lordship. Emotional
Intelligence has been keenly tied to transformational leadership and nursing. emotional intelligence has been
defined as “the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for
managing emotions well in ourselves and in our relationships” (Goleman, 1998, p. 317). There is always a notion
that emotional intelligence is positively related to leadership (Boahen, 2015; Bolger, 2001), and that with an
effective training emotional intelligence can be enhanced and developed (Bushira, Usman, & Naveed, 2011).
Clark (2000, p.79) suggested that “EI is a skill that deserves to be given credence in nursing for its potential
benefits to patient care and staff welfare” and further acknowledged that it is relevant in nursing leadership. Thus
emotional intelligence has been perceived to be a key factor in determining transformational leadership traits.
Problem Statement : The poor leadership menace within Africa and Ghana for that matter has become evident
in the eyes of the public as some statesmen and academic researchers have spoken against the leadership problem
in Ghana with a quest to contribute towards the solution (Boahen, 2015). A study by Erdogan, Kraimer and Liden
(2004) revealed that more than 45% of workers left their former jobs due to the behavior of their leaders. This
goes to buttress the issue that leadership plays a very key role in the behavior of employees. A majority of scholars
have asserted that transformational leadership is the panacea to the leadership woes of several organizations
(Harrington, 2009). Although this is without a doubt, little enquiry has been made into establishing the tools that
can bring up a transformational leader. A conceptual paper by Hein (2005) posited that emotional balance could
play a very important role in eliciting transformational leadership behavior. This indicates that more studies about
the precursors of transformational leadership seem warranted. One key sector that has been under-researched in
Ghana is the Healthcare sector, more specifically the nursing sector when it comes to management (Boahen, 2015).
Nursing leadership in Ghana has attracted little investment and research as compared to Europe, America, and
parts of Asia. Furthermore, according to Kinnunen, Geurts and Mauno (2004), there is little investment in
developing nursing leadership in Ghana, for the development of patient care. Kinnunen, Geurts and Mauno (2004)
further indicated there is the observation that Nurse Managers' style of authority, in Ghana, is one of antagonistic
vibe and lordship, there is no researched information on the kind of leadership provided in the hospitals by nurse
managers.
Various studies have tried to discover the uniqueness of transformational leadership as it relates to other leadership
styles (Kuvaas, Buch, Dysvik, & Hærem, 2012). Others have also examined the effect of emotional intelligence
on leaders on the satisfaction and turnover intention of employees. It has also been found in many studies that
gender plays an important role in transformational leadership, however there has been several conflicting reports,
with some authors (Walumbwa, Cropanzano, Goldman, 2011) suggesting that there is a significant difference
between men and women in their exhibition of leadership styles. However other authors (Eisenberger, Karagonlar,
Tinglhamber Neves, Becker, Gonzalez-Morales, & Steiger-Mueller, 2013) think otherwise, suggesting that men
and women do not significantly differ in their style of leadership and for that matter, transformational leadership.
It is also worth mentioning that while the evidence on leadership style differences between men and women is
conflicting, the evidence on the results they attain is not (Diaz-Saenz, 2011). As suggested by Clark (2000), there
is the need for more studies into variables that influence transformational leadership skills. This study, therefore,
seeks to contribute to the ongoing discussion by assessing the effect of emotional intelligence on transformational
leadership using nurses from selected hospitals as the case study.
Objectives of the study :The overall goal of the study is to determine the effect of Emotional Intelligence on
Transformational leadership among nurse leaders in selected hospitals. In order to achieve this objective, the
specific objectives are:
1. To examine the level of transformational leadership behavior of nurse leaders at where?
2. To assess whether the sub-constructs of emotional intelligence affect the transformational leadership behaviors
of nurse leaders at where.
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3. To examine the effect of emotional intelligence on transformational leadership behavior of nurse leaders at
where.
II. LITERATURE REVIEW
Transformational Leadership : Bums (as cited in Brook & Price, 2006) described the transforming leader as
one who is able to lift followers up from their petty preoccupations and rally around a common purpose to achieve
things never thought possible. A Transformational leader is said to be the leader moving the follower past quick
self-interests through Charisma, intellectual stimulation, individualized consideration, or inspiration. It raises the
followers' level of development and standards and also attentiveness toward accomplishment, self-completion,
and the prosperity of others, the organization, and society. “Transformational leaders are frequently motivated to
go beyond the call of duty for the benefit of their organization” (Brown, 2003, p.48) According to Avolio (2007)
unlike transactional, transformational leadership is more emotion-based and involves heightened levels of
emotions. This therefore implies that transformational leaders should be highly emotionally intelligent. “Bass’
(2008) model of transformational leadership has been embraced by scholars and practitioners alike as one ways
in which organizations can encourage employees to perform beyond expectations.
Emotional intelligence and Transformational Leadership : Emotions matter tremendously for leadership.
Ansari (2011) indicated “it is widely accepted that leadership is an emotion-laden process.” (p. 100). “Leaders
must be able to manage their own emotions in the face of drastic change” (Anderson, 2009, p. 103). “Leaders
must get on top of anxiety which impedes the brain’s ability to understand and respond and fear which can cripple
decision making” (Alabi, 2012 p.14). Emotionally intelligent leaders are good at managing their disruptive
emotions. They keep their focus, thinking clearly under pressure. They are prepared to change before a crisis
occurs and even in tumultuous circumstances, they can imagine a brighter future, discuss that vision with
reverberation and lead the way. Emotionally intelligent leaders create a climate of enthusiasm and flexibility
where people feel most innovative and give their best. Some authors found that emotionally intelligent leaders are
mostly able to notice the expectations of followers and hence it is easier for them to meet these expectations
(Carnicer, Sanches, Perez, & Jimenez, 2004). According to Clark (2000), transformational leadership is “largely
dependent upon the evocation, framing and mobilization of emotions” (p. 251) this therefore means that emotional
intelligence is an essential precursor of transformational leadership behavior.
Also, according to Diaz-Saenz (2011) “as TL demands leaders who are emotionally self-aware and capable of
emotional self-management, all transformational components require personal EI competencies” (p. 374). It was
further found that some sub-dimensions of emotional intelligence correlated to those of transformational
leadership, for instance a relationship was found between self management of the emotional intelligence construct
and was found to relate to individualized consideration and inspirational motivation both of the transformational
leadership construct (Delle-Arkorful, 2014). Despite the numerous links found between emotional intelligence
and transformational leadership, there are still prevailing mixed and contradictory reports. Erben and Güneser
(2009) is of the view that the support for the emotional intelligence model might be speculative rather than based
on empirical evidence since the EI models are loaded with issues of reliability and validity. An issue of common
method variance was raised concerning studies utilizing data from the same source to examine the relationship
between EI and TL. Dulebohn, Bommer, Liden, Brouer and Ferris (2011) stated that “When considered alone,
emotional intelligence seems to be statistically related to transformational leadership. However, when ability and
personality were controlled for, the effect became non-significant.” Having seen the need for more empirical
studies on the connection between TL and EI, the current study to examine the effect of EI on TL is deem fit. The
study examined how each sub-dimension of emotional intelligence affects the exhibition of transformational
leadership.
Transformational Leadership and Nursing : In this era where nurses look for leaders with a transformational
leadership style (Esson, 2004, p.87), “it’s imperative for nurse managers to employ a transformational leadership
style, which encourages adaptation to change”. Nursing requires compassion, hard work and integration into a
hierarchical leadership structure that is often overburdened and ripe for change. Granted that nursing does not
promote freedom or professional latitude and hence impedes innovation by nurse leaders, it is worth
acknowledging that nurses may hold the key to transforming health care and dragging it into the 21st century in
terms of work practices and reform therefore every nurse who assumes leadership (CNO, nurse manager, charge
nurse, preceptor) can and should practice transformational leadership. Nurse managers that develop and foster
transformational leadership can surmount oppressive traditions and confidently navigate a complex and rapidly
changing healthcare environment.
4. Examining Emotional Intelligence As A Precursor Of Transformational…
| Volume 1 | Issue 12 | www.ijrtem.com | 34 |
Emotional Intelligence and Nursing : The qualities enveloped under the Emotional Intelligence construct are
indispensable to professional nursing. Nursing values caring and supports its practitioners to pick up information
of self-including intrapersonal and interpersonal abilities, to deal with emotions, and to create empathetic and also,
restorative nurse–client connections. Nurses have since quite a while ago encouraged strong and positive
community oriented workplaces also, have utilized Emotional Intelligence characteristics as a part of their
interaction with associates, partners, and customers (Hein, 2005). Emotional Intelligence, additionally, has
significance for the advancement of nursing leaders to manage the steadily changing scene of human services and
to stem the tide of burnout among professional nurses. Qualities and results ascribed to viable nursing leadership
and the caring nurse–patient relationship, for example, compassion, mindfulness, inspiration and self-control have
been firmly adjusted with passionate knowledge.Kinnunen, Geurts and Mauno (2004) indicated that it is
impossible to describe the art and science of nursing without referring to emotions, indeed nursing literature is
replete with reference to the emotional labour of nursing. More often writers have been working to rehabilitate
the emotions, once deemed to be inappropriate in nursing, back into the nurse–patient relationship. Nurses, in
their professional life, clearly work consistently with human emotion, whether this be through pain, discomfort,
sadness, relief or hope. Kuvaas, Buch, Dysvik, and Hærem (2012), along with other writers, contend that the
ability to manage our emotional life, while interpreting other people’s is a prerequisite skill for any caring
profession. Indeed, it could be argued that the advent of patient- and relationship-centred care represents an
explicit acceptance of these long-debated concerns.
III. METHODOLOGY
Both the quantitative and qualitative approach research using a cross-sectional survey designed to collect data
from nurses about their Nurse leaders ‘use of transformational leadership styles, and also data from the nurse
leader about their own emotional intelligence. The quantitative approach arises from the belief that human
phenomena can be studied objectively Zhou and Schriesheim (2009). According to Harrington (2009),
quantitative research uses a fixed design that organizes in advance the research questions and a detailed method
of data collection and analysis. Cross-sectional design is also economical and relatively manageable but is often
constrained by the problem of using snapshot to make generalizations. However, the survey approach to cross-
sectional design usually allows for the collection of original data sufficient enough for generalization to the
population of interest. Furthermore, with the intent to collect data that seeks to go deeper to ascertain the behavior
patterns of leaders with respect to their emotional intelligence, the researcher conducted an interview with three
supervisors. This enabled the researcher to have a better idea of what leaders in such positions do in some
situations and how that affect their leadership ability as a whole.
Population of Study : The study was carried out in five hospitals in the Greater Accra region of Ghana. The
hospitals selected are: Ridge Hospital being the greater Accra regional hospital, Lekma Hospital being a municipal
hospital, 37 Military hospital and more importantly an autonomous hospital, University of Ghana Hospital, also
being autonomous, and then Pantang Hospital, which has a dedicated mental health unit. The hospitals are
purposively selected for the purpose of the study as they were necessary and most convenient for the researcher
to be able to obtain the needed information. easy access to research assistance. The target population included all
clinical nurses/midwives working in the wards or nursing units of the selected hospitals in the Greater Accra
Region of Ghana. The participation requirements was in two parts: Category I was for subordinates to rate their
leader and category II was for leaders to give a self report of their emotional intelligence level.
Inclusion criteria for category I : Included persons in the study, were full time employees who are professional
nurse/midwife or auxiliary nurse (enrolled nurse and community health nurse) with a minimum qualification of a
certificate in nursing/midwifery. In addition, a minimum of six months working experience with their current
Nurse leader is a requirement to participate in the study. This was only to ensure that participants know their Nurse
leaders well enough.
Exclusion criteria for category I : Qualified nurses/midwives on internship or temporary employees were
excluded even if they had more than six months working experience with the Nurse leader. Nurse leaders and
their immediate assistants were also excluded in the study.
Inclusion criteria for category II :Included persons in the study, were full time employees who are professional
nurse/midwife or auxiliary nurse (enrolled nurse and community health nurse) with a minimum qualification of a
certificate in nursing/midwifery. In addition, the nurse leader and their immediate assistant were required to have
been in the position for at least six months in order to participate in the study. This was only to ensure that
participants were well known by their subordinates.
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Exclusion Criteria for category II : Qualified nurse/midwives on internship or temporary employees were
excluded even if they had more than six months working experience as nurse leaders. Nurses acting on behalf of
the nurse leader were also excluded in part this part of the study.
Sample size and technique: A multistage sampling strategy was used to recruit the participants. Each of the five
hospitals was given a proportional quota based on their nursing and midwifery staff population. In each facility,
a convenience sampling strategy was used to recruit participants who met the inclusion criteria and consented to
participate in the study. According to Friedman and Greenhaus (2000) quantitative researchers should select the
largest sample possible so that it is representative of the target. In all, 80 leaders were chosen with their
corresponding 80 subordinate nurses. The sample size was deemed appropriate for the study based on the
recommendations of Harrington (2009) which stipulates that for an appropriate sample size for studies involving
the use of multiple regression, the sample size (N) should be (N>50 + 8M) where M is the total number of
independent variables. Since there is one independent variable in the study (emotional intelligence), the minimum
sample size required for this study was fifty-eight (58) [i.e., 50 + 8(1) = 58]. Therefore, the sample size of 80
respondents in each category more than satisfies the recommended sample size for the purpose of the present
study.
Data type and sourcesh :The data for the current study is Primary data and as such would be collected through
survey by the use of questionnaires from selected hospitals: Ridge Hospital, Lekma Hospital, 37 Military
Hospital, University Hospital, Pantang Hospital in the Greater Accra region
Instrumentation: Questionnaires was used as the main tool for data collection. Hein (2005) contends that
questionnaires are the best possible means of data collection in survey designs. Standard tools were adapted and
slightly modified to suit the methodology and objectives of this study. The modifications of the questionnaire
were mainly the use of the terms Nurse leader and Nurse in place of leader and subordinate respectively. The
questionnaire was in two categories: category I was used to collect data on transformational leadership from
selected subordinates of selected leaders whereas category II was used to collect data on emotional intelligence
from the selected nurse leaders. Interview guides were also developed to assess the leadership behaviors of the
supervisors as well as their emotional intelligence behaviors.
Transformational Leadership instrument : The Leadership items were adapted from measures developed by
House (1998). A 5-point Likert scale where 1 represents strongly disagree and 5 represents strongly agree would
be used for all the leadership items. Nurses were asked to respond to the leadership items keeping in mind the
Nurse leader of their work unit, which was defined as that group of people that individuals interact with on a day-
to-day basis. The various sub-dimensions: Articulating a vision, Intellectual stimulation, Inspirational
communication, Supportive leadership and Personal recognition. Three items developed by House (1998) was
adapted to assess the articulating a vision sub-dimension. This scale has a Cronbach’s alpha of 0.82. In scoring
the instrument, the mean of the scale was calculated. With 15 items on a five point Likert scale, the least sum of
the mark is 15 and the maximum is 75, the least mean score is therefore 1 and the maximum is 5. A mean score
from 1 to 2.33 indicates a low level, 2.34 to 3.67 indicates moderate and then 3.67 to 5 is high level.
Emotional Intelligence Instrument : The study employed a standard questionnaire developed by Wong and Law
(2002) to assess the emotional intelligence behavior of leaders. This is a 16-itemized instrument that measures
leader emotional intelligence based on four sub-dimensional constructs. The instrument is arranged on a five-
Likert response rate, thus from 1 to 5 with 1= Strongly Disagree, 2= Disagree, 3= Undecided, 4=Agree, 5=Strongly
Agree. Sample items on the questionnaire include “I readily tell others my true feeling emotions”. In scoring the
instrument, the mean of the scale was calculated. With 16 items on a five point likert scale, the least sum of the
mark is 16 and the maximum is 80 , the least mean score is therefore 1 and the maximum is 5. A mean score from
1 to 2.33 indicates a low level, 2.34 to 3.67 indicates moderate and then 3.67 to 5 is high level.
IV. STATISTICAL DATA ANALYSIS
Preliminary Analysis :Data Examination: Checking for errors, outliers and assessing normality Before going
ahead to conduct the main study analysis. The researcher took time to assess the state of the data that was collected
from the respondents. That is, the researcher assessed whether there were some errors within the data collected
especially in terms of how they were entered into the statistical software. An assessment of the information on the
face value showed that there were no critical errors as to how the information was entered into the software.
Furthermore, based on the recommendations of Kuvaas, Buch, Dysvik and Hærem (2012), it is very important to
assess whether there are outliers in a dataset as these are very critical to the kind of results that will be displayed.
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An outlier is a response or item that behaves differently from the remaining items on the questionnaire. This could
be due to the fact that the specific item was misjudged or the coding was done wrongly. A frequency distribution
was utilized to evaluate issues of outliers inside the dataset. It was revealed that there were no outliers in the data.
From there, the researcher then inspected whether there were missing values from the responses. The rationale for
inspecting missing values is to ensure that each case within the data had enough response so not to annul some
type of analysis. However, on the contrary, no missing value was observed in the data and hence was fit for further
analysis.
Field (2013) recommends that before conducting some parametric statistics such as regression and independent
sample t-test, there is the need for the data to be inspected for some assumptions such as normality and
Multicollinearity. In order to assess for the normality of the variables, the study employed the Skewness and
Kurtosis values using the threshold between +1.96 and -1.96 (Harrington, 2009). A look at the results below is
indicative of the fact that the skewness and kurtosis values remained within the confined threshold and hence the
data was fit for further parametric statistics. Finally, the study also checked for reliability using the Cronbach
alpha analysis with the threshold of 0.60 as asserted by (Harrington, 2010)). The table reveals that the data was
reliable for further analysis as displayed below:
Table 1: Normality and Cronbach Alpha test for study instruments
Cronbach Alpha, Normality test and Descriptive Statistics of study TL N=80
Variables Kurtosis Skewness Cronbach's
Alpha
Mean S.D
Transformational
Leadership .426 -.561 .830 2.76 0.14
Cronbach Alpha, Normality test and Descriptive Statistics of study EI N=80
Variables Kurtosis Skewness Cronbach's
Alpha
Mean S.D
Self-Emotion Appraisal
-.235 -.811
.812 3.50
1.68
Others’ Emotion Appraisal -.581 -.386 .831 3.32 1.31
Use of Emotion -.401 -.521 .798 3.17 1.43
Regulation of Emotion -.481 -.183 .861 2.86 1.30
4.2 Dominant Leadership style exhibited by nurse leaders
In order to test whether the assertion that leaders among the selected nurses will demonstrate a high level of
transformational leadership, a descriptive statistical analysis was employed. The results of the analysis have been
output below:
Table 2: Frequency of Leadership Behavior of leaders
Leadership Behavior Mean (π) Standard Deviation
Articulating a Vision 2.71 0.11
Inspirational Communication 1.91 0.31
Supportive Leadership 4.36 0.17
Intellectual Stimulation 2.83 0.21
Personal Recognition 2.01 0.91
Average Transformational Behavior 2.76 0.14
Source: Survey data, 2017
Table 1 above reveals the level of transformational leadership behavior exhibited by the selected leaders. The
table demonstrates that the dominant transformational leadership sub-dimension displayed by the leaders among
the selected nurses was supportive leadership (M= 4.36, SD=0.17), followed by intellectual stimulation (M= 2.83,
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SD=0.21), whiles inspirational communication was the least behavior trait exhibited (M= 1.91, SD=0.31).
Supportive leadership being the most dominant transformational leadership trait exhibited could be as a result of
the sensitive nature of the health sector. That is, it is very important for the leaders to provide support from time
to time on the daily work activities of their subordinates. On the other hand, the analysis revealed that overall
average transformational leadership behavior was high (M= 2.76, SD=0.96). Using the scale of 1 to 5 indicates
that there was a moderate overall exhibition of transformational leadership behavior among selected nurse leaders.
In an interview with one of the supervisors, the researcher asked which ways the leader adopts to encourage
subordinates to express their ideas and concerns. In response, the interviewee asserted that “In my own way I do
encourage my subordinates by personally asking them if there was any issues they were facing in the organization,
also, I do create a welcoming atmosphere for them to come to me with any concerns they have. But the facts on
the ground is that there is not a general opening here and most subordinates do not have the willingness to come
to us because the environment does not open up to consider their views which in my opinion is very bad”.
Furthermore, another respondent opined that “When subordinates have concerns they can always come to me, I
have not so much concentrated on that aspect as a leader because I feel I open up much enough to allow customers
to come to me and so will be very surprised if a subordinate were to feel not welcome to me at any point in time.
In my display as a leader, I am very welcoming and that’s how I have created the atmosphere for subordinates to
come with me with any productive idea they have”. Besides, another leader also revealed that “I try to encourage
my subordinates to come to me with any idea they have by ensuring that any idea that comes to me is not
communicated to anyone else unless they the subordinates are willing to let that information out”.
Deducing from the statements above, it indicates that supervisors did not display a high skill in encouraging their
subordinates to come to them with ideas, thus, as leaders, it was expected that skills such as initiating conversations
with a bid to assess the thoughts of subordinates would be one tactics they would use to setup a conversation that
seeks to solicit ideas from their subordinate (Ansari, 2011). This finding is also evidenced in the quantitative
analysis that presented the view that leaders were very low in inspiring communication between them and their
subordinates. However, in terms of their supportive skills, most of the leaders pointed out that they always
preferred working with their subordinates as this they see to be the greatest support because it also enables them
to understand what their subordinates go through. In a hospital setting, it is expected that leaders would to a large
extent work with their subordinates and so more was expected from the leaders. In this line, one of the leaders
stated that “I try my best to help my subordinates reduce stress because this type of job is very critical that a
stressed worker can cause little error which will impact greatly the situation at hand especially if we are working
on a patient. This I do by sometimes telling them issues concerning life as well as my experience in this profession
and how that things will become better with their lives as they move on, this helps a lot to release stress knowing
that nothing is impossible with them”. When asked about an experience where he committed a mistake and how
it was handled, the supervisor responded that “It was when I was supposed to deliver a report of an Aids patient
to him and I mistakenly revealed it to a friend of his without the original patient’s concern, this was very terrible
for me because I felt very bad due to my patient getting to know of it, however, I did it without any malice. What
I did was to speak to myself and control my emotions because I realized just minutes after that had happened I
wrongly diagnosed a drug to a patient and so had to take a few minutes away to cool off and get back, that has
been how I control myself most of the time. Another supervisor responded that “Most of the times when I face
difficulties, what I do is to talk to myself. This has helped me to also understand my subordinates when they face
any problem with themselves, there are times when I give them time off their duty to get themselves together, this
I will say is what every leader must do as it is critical to successful leadership”.
The third supervisor pointed out that “I realized that most of the times I was hard on my subordinates until myself
sometime I committed a huge mistake by giving a patient more dosage than was expected. This came about as a
result of a problem I was facing with my family but I decided not to face it but rather worked through it and that
caused me a lot. From there I always decide to talk to other people when I face issues and this helps me to deal
with difficulties on the job”. A critical look at the information gathered above is indicative of the fact that
understanding one’s emotions is critical in being concerned with the emotions of others. Thus, when leaders are
such that they have a fair understanding of their own emotions, it leads to an understanding of the emotions of
their subordinates, which is a component of transformational behavior.
Sub-Dimensions of Emotional Intelligence and Transformational Leadership The second research objective
sought to assess which emotional intelligence dimension will have the most effect on transformational leadership.
To assess this enquiry, a hierarchical regression was employed. The results of the analysis have been output below:
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Table 3 Model Summary
Table 3 above indicates that all the sub-dimensions of emotional intelligence caused significant effect to
transformational leadership. More specifically, regulation of emotion caused a 16.1% variance in transformational
leadership behavior of leaders (R2
= 0.161, p=0.000). Moreover, when use of emotion was introduced into the
model, it had a significant effect on transformational leadership (R2
change = 0.158, p=0.000). Besides, the third
variable introduced into the model was self-emotion which also brought about a 11.8% of change in the overall
effect on transformational leadership behavior (R2
change = 0.118, p=0.000). Finally, when others emotion
appraisal was introduced into the model, it was revealed that it had a unique effect of 24.9% on transformational
leadership.
Furthermore, the coefficient table in table 6.2 reveals that after controlling for the other emotional intelligence
traits, it was only the appraisal of others’ emotion that was significant to transformational leadership behavior.
This implies that, a leader’s others’ emotion was the emotional intelligence sub-dimension that had the greatest
effect on the exhibition of transformational leadership, hence hypothesis two was supported.
Effect of Emotional Intelligence on Transformational Leadership :In order to assess the overall effect of
emotional intelligence on transformational leadership, a regression analysis was used. The results of the analysis
have been output below:
Table 5: Model Summary
Model R R Square Adjusted R Square Std. Error of the
Estimate
1 .381a
.686 .135 1.41935
a. Predictors: (Constant), Emotional Intelligence
Table 7.1 above reveals the summary of results for the regression analysis. From the table it can be inferred that
total emotional intelligence contributed to a 68.6% variance in leader transformational leadership behavior.
Table 6: Coefficients
Model Unstandardized
Coefficients
Standardized
Coefficients
t Sig.
B Std. Error Beta
1
(Constant) 2.081 .225 9.243 .000
Emotional Intelligence .394 .108 .697 3.644 .000
a. Dependent Variable: Transformational Leadership
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Table 7.2 reveals the relationship between emotional intelligence and transformational leadership. It is evident
that emotional intelligence has a significant positive relationship with transformational leadership (β= 0.697,
p=0.00). Furthermore, the table also reveals that the predicted transformational leadership behavior is equivalent
to 2.081 + 0.394 (emotional intelligence). Thus, for every per unit increase in emotional intelligence,
transformational behavior increases by 0.394. Hence hypothesis three is supported.
V. DISCUSSION OF RESULTS
Given the widespread interest surrounding Emotional Intelligence as a precursor of transformational leadership,
the study examined the relationship between EI and transformational leadership. Transformational leadership
behaviors in the health sector is very critical in determining effective leadership (Gambles, Lewis & Rapoport,
2006). The very sensitive nature of the sector demands that outstanding leaders be recognized and appointed,
especially in terms of the emotional stability requirement of such a sector. Recently, it was argued that
“leadership theory and research have not adequately considered how leaders’ moods and emotions influence their
effectiveness as leaders” (Harrington, p. 1028). The resulting studies conducted using EI measures to address
this deficit have produced somewhat mixed results. Some have taken the positive findings as proof that EI was
significantly related to transformational leadership (Boahen, 2015), whereas others remain entirely skeptical of
the validity of the construct of EI itself, much less its role in leadership outcomes (Walumbwa, Cropanzano, &
Goldman, 2011). In such a situation, where the results of empirical research are not entirely clear, further analysis
can offer insight into the possible reasons for such confusion in addition to providing a more precise estimate of
the relationships in question.
Overall, the results of the study linking EI with transformational leadership were not as strong or as compelling
as advocates of EI testing predicted. Although the study found a moderate relationship between EI and
transformational leadership behaviors, researchers argue that this could be as a result of methodological inflation.
In studies where the raters of EI and transformational leadership were not the same, the relationship was small
but significant, with effect sizes comparable to those found between personality traits and transformational
leadership (Bono & Judge, 2004). Across the various facets of transformational leadership, the results were
broadly the same with studies using same-source raters showing moderate effects and studies using multiple
raters showing small or non-significant effects. For other components of the full range model of leadership (Bass
& Bass, 2008), the results of the study supported the various hypotheses.
Although these results fail to support some of the more extreme claims of EI proponents concerning the potential
role of EI in effective leadership, they did not rule out the possibility that EI may play an important role. There
have been a number of studies conducted assessing the role of EI in transformational leadership, very few have
actually been conducted using each of the different measures of EI. Moreover, for each measure of EI, almost no
studies have been conducted using a multimethod framework, so comparisons of effect size estimates across
methods are not entirely reliable. As newer EI assessment tools are developed and older tests are refined with
criteria prediction in mind, it could be expected that validities will improve. Indeed, it has been pointed out that
it is unfair to judge the current state of research in EI using results from early measures (Bolger, 2001).
Nevertheless, these results do reflect the current state of research aimed at linking EI to transformational
leadership. In terms of practical implications, this study suggests that the claims made by EI proponents are
largely overstated, in particular those who market EI assessment tools as management screening or training
devices. It has even been suggested that “given the sparse empirical evidence, it is unethical and unconscionable
to use these measures in applied settings” (Avolio, 2007, p. 248). In fact, even noted proponents of EI have
stated that “management practitioners need to take care that they do not overemphasize the predictive value of
emotional intelligence in workplace settings” (Brown, 2003 p. 205). Given these concerns and the limited
evidence of the effectiveness of EI instruments as predictors of effective leadership styles, we would suggest that
EI assessment devices be limited to usage for encouraging self-awareness and self-reflection in managers until
better EI measures can be developed and validated. With respect to transformational leadership and gender, the
study found that there was no difference in transformational leadership behavior due to the gender of leaders.
That is, it could not be statistically proven that there would be a significant change in the transformational
behaviors of leaders on the account of their gender status.
VI. CONCLUSIONS
Based on the findings of the study, some conclusions can be made. Firstly, in developing transformational leaders,
there is the need to identify some tools that will increase emotional intelligence level, more specifically, traits
related to understanding of others’ emotion. The findings from this study indicate that one of the factors to check
when selecting nurse leaders should be their emotional intelligence and not necessarily a matter of seniority as it
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is mostly the case now. Having stated that, if leaders, both male and female are trained to be emotionally intelligent
and the skills are fostered, they will be more likely to exhibit transformational leadership behaviors which will
further result in organizational effectiveness and follower satisfaction.
The relationship of EI and transformational leadership has been shown, but what remains is how to foster and t
rain for this skill development and witness the application of such knowledge
VII. RECOMMENDATIONS
The study identified some recommendation for both theory and practice based on the findings of the study. That
is, hospitals ought to give careful consideration to understanding the significance of emotional intelligence, all the
more particularly, a model ought to be drafted that will suit the hospital setting in achieving high emotional
stability among leaders. To begin, hospitals ought to participate in leadership training exercises that are focused
on the control of one's emotions at work and subsequently understanding others' emotions. Furthermore, hospitals
can also create slogans that are geared at preaching emotional intelligence and hence have them on the walls of
their organizations in order to arrive at a more integrated mode of communication of this cause. Finally, the Ghana
Health Services or Nursing and Midwives’ council and the authorities in the autonomous hospital facilities can
also adjust the type of questions used during interview sections, so that a section of the questions be related to
understanding the transformational behavior of would be leaders as well as the state of their emotional intelligence
levels. This could also be done in the form of aptitude test where interviewees will respond to some questions
especially questions that call for them to recall a situation they found themselves in and the nature of behavior
they undertook.
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