Publication Search

This article discusses the concept of Christian leadership management centered on Christ as the foundation for forming spiritual leaders who are characterized by integrity and service. In today’s modern context, which is often driven by power orientation and human-centered success, Christian leadership offers an alternative paradigm rooted in love, humility, and servanthood. Through a literature review of various thinkers such as Daniel Ronda, Yohanes Nuban Timo, Hendrik Senduk, and John C. Maxwell, this paper emphasizes that the essence of Christian leadership is not position but a calling to serve and to make disciples of Christ. Christian leadership management encompasses theological, spiritual, and practical dimensions, ranging from personal transformation, spiritual discipline, and the formation of Christlike character, to ministry management based on servant leadership principles. This article also integrates relevant secular leadership theories such as servant leadership, transformational leadership, and situational leadership with biblical values. In conclusion, effective Christian leadership can only be realized when leaders follow the example of Christ, depend on God’s wisdom, and produce new leaders who are able to bring spiritual and social impact to the world.

This study investigates the simultaneous and individual effects of School-Based Management (SBM), principal supervision, transformational leadership, and work culture on the performance of junior high school teachers in Serang City, Indonesia. Against the backdrop of the Merdeka Curriculum and the shift to hybrid learning in the post-pandemic era, the research addresses persistent challenges such as hierarchical school cultures and technological disparities. Employing a quantitative ex post facto approach, data were collected from 316 teachers across public and private schools through structured questionnaires, classroom observations, and document analysis. Multiple linear regression analysis reveals that SBM, principal supervision, transformational leadership, and work culture each have significant and positive impacts on teacher performance, with transformational leadership and work culture exerting the most substantial influence. The results demonstrate that 74% of the variance in teacher performance can be explained by these four organizational factors, underscoring their critical role in shaping pedagogical competence, classroom management, and professional development. The study further highlights the necessity for comprehensive managerial training, the integration of technology in supervisory practices, and the cultivation of collaborative and innovative work cultures. Practical recommendations include enhancing principal leadership capacity, fostering instructional supervision, and investing in digital infrastructure to support sustainable improvements in teacher performance. The findings contribute to the body of knowledge on educational management in Indonesia and offer actionable insights for policymakers, school leaders, and educators aiming to strengthen teacher effectiveness amidst ongoing educational reforms and digital transformation.

Electronic Medical Records (EMR) are a crucial component of hospital information systems that support the effectiveness, accuracy, and continuity of patient care. However, their implementation among nurses at Hospital X remains suboptimal due to barriers related to organizational culture, leadership, and individual motivation. This study aims to analyze the effect of organizational culture (X1) and transformational leadership (X2) on the implementation of EMR (Y) through work motivation (Z) as an intervening variable. The research applied an explanatory-causal design with a quantitative approach, using a cross-sectional survey method. Data were collected through questionnaires distributed to nurses and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The findings reveal that organizational culture and transformational leadership significantly influence EMR implementation both directly and indirectly through work motivation, with p-values less than 0.05. These results indicate that strong organizational values, collaborative culture, and transformational leadership that fosters motivation and innovation can improve nurses’ willingness and effectiveness in utilizing EMR. The study concludes that enhancing organizational and leadership factors, along with maintaining high work motivation, is essential to ensure successful EMR adoption and optimize healthcare service quality in hospitals.

This study explores the role of principal leadership style in shaping the quality of 21st-century teaching skills among elementary school teachers in Indonesia, with particular attention to leadership practices, challenges encountered, and strategies for improvement. Using a descriptive qualitative approach, the research was conducted at SD Negeri 90 Sampulungan, Takalar, South Sulawesi, involving the principal and teachers as participants. Data were gathered through in-depth interviews, direct observations, and documentation to provide a comprehensive understanding of the phenomenon. The findings indicate that the principal primarily employed transformational and democratic leadership styles. These approaches motivated teachers by inspiring them with clear visions, serving as role models, and encouraging active participation in decision-making processes. Such leadership practices contributed significantly to teacher engagement and the overall school climate. Teachers, in turn, demonstrated competencies aligned with 21st-century learning demands, particularly through the application of the 4Cs: critical thinking, creativity, communication, and collaboration. They also showed efforts in integrating information and communication technology (ICT) into their teaching practices and implementing interactive classroom management strategies. However, several challenges were identified, including limited availability of facilities, resistance among some teachers toward adopting innovative methods, and the heavy administrative workload that often distracted from instructional focus. To address these issues, the principal implemented various strategies such as organizing continuous professional development training, providing close supervision and mentoring, and offering motivational support to sustain teacher commitment. Overall, the study emphasizes the crucial role of transformational leadership in strengthening teachers’ 21st-century skills and offers practical implications for educational policy development, while also recommending future studies across broader school contexts in Indonesia.

This research is motivated by problems arising from organizational performance caused by transformational leadership, internal control systems, and innovation. This study aims to determine the factors that influence organizational performance. The approach in this study uses quantitative. Data were obtained from employees of the Kertosono Community Health Center. The sampling technique used saturated sampling. The population in this study was all 62 employees of the Kertosono Community Health Center. The sample in this study was 62 employees who work at the Kertosono Community Health Center. The research method used was multiple linear regression analysis. The results of the partial test study indicate that the variables of transformational leadership, internal control systems, and innovation partially have a significant effect on organizational performance. Based on the results of the simultaneous test, it is known that the variables of transformational leadership, internal control systems, and innovation simultaneously have a significant effect on organizational performance. The results of this study are expected to be used as a reference for the Kertosono Community Health Center to always improve its transformational leadership style, strengthen its internal control system, and develop a culture of innovation that can affect organizational performance.

The phenomenon of quiet quitting has emerged as a significant challenge in modern human resource management, reflecting a fundamental shift in the psychological contract between employers and employees. This study aims to explore integrative strategies capable of aligning employee well-being with organizational productivity targets to address the commitment paradox. Utilizing a descriptive qualitative approach, this research integrates the Job Demands-Resources (JD-R) model and the Conservation of Resources (COR) theory to analyze the psychological processes of employee withdrawal as a protective mechanism against emotional exhaustion or burnout. The analysis indicates that quiet quitting is characterized by minimal work effort, low emotional investment, and restricted social communication. Demographic factors, such as age (Generation Z) and organizational injustice, serve as the primary drivers of this phenomenon. The study concludes that organizations must recalibrate managerial strategies through transformational leadership, the provision of autonomy via job crafting, and the strengthening of psychological safety to foster a sustainable work ecosystem

This study was conducted to analyze the influence of transformational leadership and work morale on employee performance at company X, both partially and simultaneously. The study used a quantitative approach with a causal associative design aimed at testing the cause-and-effect relationship between variables. The study population consisted of 37 permanent employees who were also sampled using a total sampling technique, so that the entire population was represented in the study. The main instrument for data collection was a questionnaire using a Likert scale, which allows respondents to provide measurable answers. The collected data were analyzed through multiple linear regression with the help of the SPSS program version 26 to test the influence of each independent variable on the dependent variable. The results showed that the transformational leadership variable obtained an average score of 3.86 which is included in the good category, the work morale variable had an average score of 4.08 also in the good category, and the employee performance variable obtained an average score of 4.17 which is in the good category. Partial regression analysis revealed that transformational leadership has a significant influence on employee performance with a contribution of 40%. Meanwhile, work morale also has a significant influence, although its contribution is smaller at 10%. Simultaneously, both independent variables, transformational leadership and work morale, significantly influenced employee performance, with a combined contribution of 41%. This finding indicates that a transformational leadership style implemented by leaders and high employee work morale can significantly improve performance. However, 59% of other factors outside this study also influence employee performance, such as organizational culture, reward systems, work environment, and intrinsic and extrinsic motivation. Thus, this study emphasizes the importance of implementing transformational leadership and company efforts to improve employee work morale to achieve optimal performance.

This study aims to analyze the effect of school principals' transformational leadership on the performance of ICT teachers in implementing digital learning at SMAN XYZ, specifically examining how four dimensions of transformational leadership Influence teacher motivation, creativity, and innovation in technology integration. This quantitative research employed an explanatory correlational design with 20 ICT teachers as respondents selected through purposive sampling. Data were collected using validated questionnaires adapted from the Multifactor Leadership Questionnaire (MLQ) by Bass and Avolio (1994) for transformational leadership and the TPACK framework by Koehler and Mishra (2009) for teacher performance. Simple linear regression analysis was conducted using SPSS 25 to test the research hypothesis. Results demonstrate that transformational leadership significantly and positively influences ICT teacher performance (β = 0.672, p = 0.003 < 0.05), explaining 67.2% of performance variance. The principal's transformational leadership scored highly (4.3/5), with individualized consideration contributing most significantly to teacher performance. ICT teacher performance reached a high category (4.1/5), with the most substantial achievement in technology-based lesson planning, although challenges remain in independent digital content development and innovative assessment methods. Theoretically, this research strengthens transformational leadership Theory in digital Education contexts and supports the TPACK framework's emphasis on leadership support for technology integration. Practically, findings guide principals to optimize transformational leadership through enhanced mentoring, professional development programs, and the creation of an innovation culture. The study offers an empirical foundation for educational policymakers to develop school leadership training programs focused on digital transformation, while highlighting the importance of individualized consideration in supporting teacher technology competency development.

This study investigates the influence of transformational leadership on teacher performance in disadvantaged regions, with a specific focus on SMP Satu Atap Werdi in Pekalongan Regency. Schools located in remote and underdeveloped areas often face structural challenges such as limited resources, inadequate infrastructure, and geographical isolation, which significantly hinder the delivery of quality education. In this context, the role of school principals becomes critical in shaping organizational culture and motivating educators to maintain high performance despite the constraints. The research employed a qualitative descriptive approach, using participant observation, in-depth interviews, and document analysis to gather rich and comprehensive data from the principal and teachers as key informants. Findings indicate that even though SMP Satu Atap Werdi operates in an area with severely limited facilities, the transformational leadership style adopted by the principal has successfully brought about meaningful improvements in school management and teacher performance. The leadership was manifested through four main dimensions: idealized influence, demonstrated by strong role modelling and exemplary behaviour; inspirational motivation, reflected in the principal’s ability to encourage teachers to remain committed and enthusiastic; intellectual stimulation, which fostered creativity, innovation, and problem-solving among teachers; and individualized consideration, shown through personal guidance and support tailored to each teacher’s needs. These practices led to visible progress in teacher discipline, professional dedication, and organizational commitment. The study underscores the importance of transformational leadership as a catalyst for positive organizational change in education, particularly under challenging circumstances. The findings align with previous literature highlighting its effectiveness in motivating subordinates and enhancing performance. From a practical standpoint, this research suggests the need for policymakers and education stakeholders to strengthen transformational leadership practices in schools across disadvantaged regions as a strategy to achieve equitable educational quality in Indonesia.

This study aims to determine the influence of transformational leadership style, physical work environment, and intrinsic compensation on employee performance on CV. Nina Etik Garment Indonesia, a written batik industry operating in Mojokerto. The background of this research departs from the phenomenon of low employee productivity which is allegedly influenced by internal and external factors of the organization. The research method used is a quantitative approach with a census method for all permanent employees totaling 39 people. Data analysis was carried out using Structural Equation Modeling–Partial Least Square (SEM-PLS) based on the SmartPLS 4.1.1.2 application. The results show that only the physical work environment has a significant effect on employee performance. This indicates that the factors of comfort, security, and the feasibility of work facilities have a dominant role in improving employee performance. In contrast, transformational leadership styles and intrinsic compensation have not been shown to have a significant impact. These findings provide an idea that the motivation of employees in the creative industry sector based on local culture such as written batik is more influenced by the real working conditions they face on a daily basis than by a leadership approach or non-financial reward alone. The practical implication of this research is the need for company management to prioritize improving the physical aspects of the work environment, such as lighting, ventilation, cleanliness, and ergonomic workspace layout. By creating a comfortable and supportive work environment, employee productivity and performance can be significantly improved. In addition, although there is no significant effect in this study, leadership style and intrinsic compensation still need to be considered in order to create a balance in the sustainable human resource management strategy and be able to support innovation, creativity, and competitiveness of the company.

This study aims to describe the transformational leadership strategy implemented in Masohi hospital and analyze its impact on the performance of human resources (HR). The research approach used is qualitative with case study design, which allows researchers to understand the phenomenon in depth in a real context. The Data was collected through in-depth interviews with eight informants, consisting of directors, field heads, room heads, and implementing staff, so that diverse perspectives were obtained from various levels of management and implementers. The data analysis process is carried out through three main stages, namely data reduction, data presentation, and conclusion/verification. The results showed that transformational leadership strategies in Masohi hospital include exemplary, inspirational motivation, innovative thinking encouragement, and attention to individual employee needs. Implementation of this strategy can improve discipline, work ethic, teamwork, and a sense of responsibility of employees in providing services to patients. In addition, it was found that the work culture built through transformational leadership can strengthen organizational commitment and improve overall service quality. However, the implementation of this strategy is not free from challenges. The obstacles that arise include complex bureaucracy, managerial competence gaps between units, as well as resistance to change among staff. This challenge requires an adaptive approach and effective communication so that the strategy can run optimally. Overall, the findings of this study confirm that transformational leadership has a positive impact on strengthening work culture and improving service quality in regional hospitals. This research is expected to be a valuable input for the development of leadership and HR management policies, not only in Masohi hospital, but also in other regional hospitals that face similar challenges.

Education plays a vital role in improving human resource quality, making it essential for addressing challenges in developing countries, such as inequality, poverty, and cultural instability. Teachers, as key facilitators in the learning process, are central to achieving educational goals, with performance influenced by internal factors like self-efficacy and external factors like organizational climate and leadership style. This study examines the influence of organizational climate and transformational leadership on teacher performance at SMK 3 Sukawati, with self-efficacy as a mediating variable. The population and sample include all 55 teachers, selected through purposive sampling. Data were collected via questionnaires, interviews, and documentation, then analyzed using path analysis. Results show that organizational climate and transformational leadership positively and significantly affect both teacher performance and self-efficacy. Self-efficacy also positively and significantly influences performance. Additionally, organizational climate and transformational leadership indirectly impact teacher performance through self-efficacy.

This study explores the role of transformational leadership in driving digital innovation and management practices in SMP Negeri 4 Jombang, an Indonesian public junior high school navigating the shift toward digital-based education. The research was motivated by the challenges many schools face in adopting digital technologies, particularly in terms of limited resources, digital literacy, and leadership readiness. The objective of this study is to investigate how school leadership contributes to the successful implementation of digital transformation, focusing on collaboration, inclusivity, and innovation within school management. Using a qualitative approach, the study involved in-depth interviews and observations with the school principal and several teachers as key informants. Data were analyzed thematically to capture leadership strategies, teacher engagement, and institutional responses to technological change. The findings reveal three main insights. First, the principal’s transformational leadership acts as the primary catalyst for digital innovation, inspiring a shared vision, fostering trust, and encouraging a proactive culture among teachers. Second, the implementation of digital management is characterized by collaborative decision-making and teacher inclusivity, ensuring that policies and practices remain contextually relevant and broadly accepted. Third, significant barriers persist, particularly regarding insufficient technological infrastructure, inconsistent internet connectivity, and varying levels of digital literacy among staff, which often limit the pace and scale of digital adoption. These findings suggest that effective digital transformation in education requires not only strong visionary leadership but also collective engagement from teachers and systemic support from educational stakeholders. The study emphasizes the importance of aligning leadership practices with institutional readiness to create sustainable digital change. By offering a practical framework that highlights the interdependence of leadership vision, collaborative practices, and organizational capacity, this research contributes to the growing literature on educational leadership and digital innovation. Furthermore, it provides valuable implications for policymakers and practitioners seeking to strengthen school management practices in the era of digital transformation.

Vocational education in Indonesia faces a serious challenge in the form of a gap between the competencies of Vocational High School (SMK) graduates and the evolving needs of the workforce. Timika City, despite having the largest number of vocational high schools (SMK) in Papua, has not yet fully demonstrated optimal educational management quality, particularly in the aspect of school administration. This condition has resulted in low effectiveness in data recording, documentation of industrial work practices, and reporting and evaluation of partnerships with the business and industrial world (DUDI). This study aims to explore and analyze administrative management strategies that can improve educational quality while strengthening the work readiness of vocational high school students in Timika City. The research method used is a descriptive qualitative approach with content analysis of secondary data, including government policy reports, educational statistics, and the latest scientific literature. The results show that weaknesses in the administrative system are one of the factors inhibiting the achievement of competitive vocational education quality. The implementation of management strategies based on Total Quality Management (TQM) principles, particularly through the Plan–Do–Check–Act (PDCA) cycle, data-driven decision-making, and the involvement of all school elements, has proven effective in increasing the efficiency and accountability of administrative services. The discussion also emphasized the importance of transformational leadership from school principals, developing the competencies of administrative staff, utilizing information technology in administrative systems, and strengthening strategic partnerships with the industrial and industrial sectors (DUDI). Therefore, it can be concluded that school administrative management is not merely a technical function, but rather a strategic component in building a vocational education ecosystem that is adaptive, relevant, and oriented to the needs of the workplace. This research recommends that school policymakers and local governments strengthen administrative governance systems to support educational quality and improve the job readiness of vocational high school graduates.

This study investigates how transformational leadership, work motivation, and human resource (HR) human resources training influence employee performance across various industrial sectors in Indonesia. Improving employee performance is crucial for organizational success in an increasingly dynamic business environment. This study utilizes a quantitative survey method and involves 200 people from the manufacturing, service, and trade sectors. The data was analyzed using multiple linear regression after being collected through questionnaires. Research shows that human resource training, work motivation, and transformational leadership simultaneously and partially have a positive and significant effect on employee performance. The results indicate that organizations must enhance their inspiring leadership styles, boost employee morale through internal and external approaches, and implement sustainable training programs to improve their employees' skills. This study provides a theoretical basis for the advancement of human resource management science and offers practical benefits for human resource managers and practitioners in improving organizational efficiency.

In the rapidly changing digital and global era, organizations are required to be adaptive and innovative to survive and compete sustainably. Employee performance is one of the strategic factors in supporting organizational success. This research is motivated by the urgency of improving performance through innovative work behavior (IWB) and work engagement, which are considered two key elements in addressing the challenges of modern organizations. The main objective of this study is to analyze the effect of IWB on employee performance and evaluate the mediating role of work engagement in this relationship. This study uses a quantitative approach with the Structural Equation Modeling Partial Least Square (SEM-PLS) method, and was conducted on employees of the Batu City Regional Disaster Management Agency (BPBD). The results of the analysis indicate that IWB has a positive and significant influence on work engagement and employee performance. In addition, work engagement is also proven to act as a partial mediator that strengthens the relationship between IWB and performance. This means that the higher the innovative behavior of employees, the higher their engagement in work, which ultimately has a positive impact on performance improvement. These findings enrich the theoretical literature, particularly supporting theoretical frameworks such as Social Exchange Theory, Self-Determination Theory, Job Demands-Resources Model, and Conservation of Resources Theory. Practical implications of this research suggest that organizations need to create a work environment that supports innovative behavior and enhances employee work engagement by providing autonomy, recognition, and opportunities for self-development. This research suggests further studies to explore other contextual factors, such as organizational culture, transformational leadership, and supervisor support, which have the potential to strengthen the relationship between IWB, work engagement, and employee performance in various organizational sectors.  

Through seminars and leadership training, the goal of this community service project is to identify an effective leadership model that will enhance the work ethic of Jumantik employees in Setu Village, East Jakarta. Participating in the Effective Leadership program in enhancing work ethics were 100 Jumantik cadres from the village, the heads of the Development of Family Welfare of Setu Village, Cipayung District, and RW in the Setu Village neighborhood of East Jakarta. Lecture and coaching techniques are used in the training process. As a result of this training, a leader must employ effective leadership techniques to enhance work ethic when overseeing Jumantik cadres. To improve the motivation, accountability, and discipline of Jumantik cadres, one successful leadership model employs a transformational and participatory leadership style. This approach encourages open communication and fosters a sense of belonging among the cadres. It has been demonstrated that cadres who regularly monitor mosquito larvae perform better under leadership that offers clear guidance, emotional support, and active involvement in decision-making. Furthermore, the training emphasizes the importance of collaboration and teamwork, which are essential for achieving common goals. Jumantik cadre supervisors are advised to participate in leadership training since effective leadership would facilitate the development of a more inclusive and cooperative leadership model. Thus, it is anticipated that the effective sub-district eradication of Dengue Hemorrhagic Fever (DHF) will be facilitated by the adoption of the appropriate leadership paradigm, ultimately leading to healthier communities and improved public health outcomes. This is expected to make the public more vigilant and protected from potential online fraud in the future. Furthermore, increased legal literacy is expected to create a safer and more trustworthy digital transaction ecosystem for all parties.

This study aims to analyze the influence of intrinsic motivation and transformational leadership on organizational commitment. In addition, this study also aims to analyze the influence of the mediating variable of organizational commitment on the relationship between intrinsic motivation and transformational leadership on organizational citizenship behavior. The population used was all Assistant Managers of Goods at the Education and Culture Office of Demak Regency, Jl. Sultan Trenggono No. 89, Demak, totaling 478 employees. The sample taken was 118 employees. The types of data used were primary and secondary data. The data collection method used was a questionnaire. The analysis technique used was Path Analysis. The results of the study showed that: 1). Intrinsic motivation has a positive and significant effect on organizational commitment. 2). Transformational leadership has a positive and significant effect on organizational commitment. 3). Organizational commitment has a positive and significant effect on organizational citizenship behavior. 4). Intrinsic motivation has a positive and significant effect on organizational citizenship behavior. 5). Transformational leadership has a positive and significant effect on organizational citizenship behavior. 6). Intrinsic motivation has an effect on organizational citizenship behavior with organizational commitment as an intervening variable. 7). Transformational leadership influences organizational citizenship behavior with organizational commitment as an intervening variable.

This study rigorously investigates the Ulul Albab spiritual leadership construct and its impact on psychological well-being among campus da'wah activists, employing a Confirmatory Factor Analysis (CFA) approach grounded in both theoretical integration and empirical data. The inquiry draws upon a meta-analysis of 47 quantitative studies encompassing a total of 12,847 respondents from leading universities in Indonesia, Malaysia, and Brunei Darussalam, spanning the years 2018 to 2024. This methodological scope enhances the external validity of the findings. The CFA results confirm that the Ulul Albab spiritual leadership model exhibits a robust level of model fit, as indicated by optimal statistical indices (χ²/df = 2.34; CFI = 0.956; TLI = 0.943; RMSEA = 0.047; SRMR = 0.039), suggesting strong coherence between the theoretical construct and field data. The three core dimensions conceptualized in this model are statistically validated through high factor loadings: intellectual spirituality (0.847), Islamic transformational leadership (0.823), and emotional-spiritual intelligence (0.791), each serving as integral pillars of the Ulul Albab paradigm. Furthermore, structural regression analysis reveals a significant effect of Ulul Albab spiritual leadership on the psychological well-being of da'wah activists (β = 0.673; p < 0.001; R² = 0.453), thereby affirming the model's predictive strength in fostering individual potential rooted in Islamic spiritual values. These findings reinforce the theoretical propositions advanced by Garden, M. (2004), Fry (2003), and Zohar and Marshall (2000) regarding the significance of spiritual leadership within organizational dynamics. However, this study offers a novel conceptual contribution through the epistemological synthesis of the Ulul Albab construct, integrating intellectual and spiritual intelligence within a holistic Islamic framework. Unlike Western-based models of spiritual leadership proposed by Fry and Nisiewicz (2020), the Ulul Albab construct demonstrates a notable advantage in the dimension of intellectual spirituality, as evidenced by its higher factor loading (0.847 compared to 0.634), underscoring the imperative of balancing dzikir and fikir as both ethical and cognitive foundations in contemporary Islamic leadership.

The role of the principal in educational management has undergone significant changes in line with the dynamics of 21st-century needs. Demands for improved learning quality have led to the emergence of a new paradigm that positions the principal not merely as an administrative leader but as a learning leader capable of facilitating a culture of continuous learning within the school environment. This study aims to reflect on and reformulate the principal's strategic role through the integration of two leadership approaches: instructional leadership, which emphasizes strengthening the learning process, and transformational leadership, which focuses on vision, motivation, and empowerment of all school members. The method used is a literature review of 26 national and international scientific articles published in the last ten years. The results of the study indicate that the synthesis of these two leadership models strengthens the principal's capacity to create a collaborative, adaptive school climate oriented toward continuous improvement of educational quality. This research is expected to serve as a conceptual foundation for future school leadership development policies and practices.