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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.

This study aims to determine the effect of internal motivation and transformational leadership on employee performance with spiritual intelligence as a moderating variable at the Lubuklinggau City Social Service. The background of this study is based on the importance of the role of human resources in achieving organizational goals and the decline in employee work productivity as seen from monthly performance achievement data. This study uses a quantitative approach with an associative method. The sample used was all 31 employees of the Lubuklinggau City Social Service, with a saturated sampling technique. Data were collected through observation, interviews, documentation, and questionnaires with a Likert scale. Data analysis was carried out using SmartPLS 3.0 software. The results of this study are expected to provide empirical evidence that internal motivation and transformational leadership have an effect on employee performance, and spiritual intelligence can moderate this effect. This study also provides theoretical contributions to the development of human resource management science and practical benefits in improving the performance of public organizations.

Generation Z consists of people born from 1995 to 2010. This generation has been familiar with technology since childhood. The purpose of this study is to determine the relationship between transformational leadership style and characteristics of generation Z employee members. This study uses a systematic literature review to identify and analyze the transformational leadership style on the characteristics of generation Z employee members, so that it can be used as a reference for future research and to help organizations understand better what they are doing. The results show that there is a match between transformational leadership style and the characteristics of generation z who value flexibility, collaboration, and innovation, often preferring workspaces that allow social interaction. Transformational leadership style is beneficial to improve the spirit, performance and participation of generation Z in public, business and social organizations.

This study aims to map and analyze the development of literature related to diversity management, organizational culture, leadership, and human resource management through a systematic literature review approach. The method used is content analysis of 12 selected scientific journals published between 2017 and 2024. The results of the study indicate that diversity management significantly contributes to improving employee performance, with inclusive leadership, training and development programs, and fair policies as the main supporting factors. Research on organizational culture indicates that organizational values, norms, and customs play an important role in shaping employee loyalty and commitment, although their influence on organizational performance varies depending on the situation and environment. Additionally, it was found that organizational communication factors have a greater influence on performance compared to organizational cultural factors. In terms of leadership, transformational leadership style has been proven to have a positive impact on employee job satisfaction and productivity. Based on this mapping, an integrated framework has been developed that can be used as a reference for further research and strategies for managing workforce diversity, particularly in the context of Indonesia, which has high social and cultural diversity. In general, these findings emphasize the importance of implementing a comprehensive approach to human resource management to achieve organizational effectiveness in a diverse work environment.   Keywords: Diversity Management, Organizational Values, Leadership Style, Human Resources, Employee Performance.

This study aims to analyze the implementation of transformational leadership models by school principals and their influence on improving teacher performance in secondary schools. The research adopts a mixed-method approach, integrating both qualitative and quantitative data to provide a comprehensive understanding. The study was conducted in 15 secondary schools, involving a total of 245 respondents consisting of school principals and teachers. Data collection techniques included the use of questionnaires to gather quantitative data, alongside in-depth interviews and direct observations for qualitative insights. The results reveal that transformational leadership—particularly through its core components of intellectual stimulation, inspirational motivation, individualized consideration, and idealized influence—has a significant positive impact on teacher performance. These leadership behaviors were found to enhance teaching quality, increase teacher professional commitment, and improve overall job satisfaction among educators. Additionally, the study highlights the role of school culture and the professional learning environment as mediating factors in the effectiveness of transformational leadership. The findings underscore the importance of implementing structured leadership development programs for school principals. By equipping school leaders with transformational leadership skills, educational institutions can foster more supportive and dynamic teaching environments that ultimately lead to better learning outcomes. These insights are particularly relevant for policymakers and educational administrators who are seeking sustainable strategies to improve school performance through leadership practices. In conclusion, transformational leadership stands out as a vital leadership style that not only motivates and empowers teachers but also contributes significantly to the institutional development of schools.

Human resources play a fundamental role as a key component in supporting the success of an organization or agency, including village governments, as they serve as the link between formulated visions, missions, and targets and their actual implementation in the field. This study specifically focuses on examining the influence of transformational leadership, communication, and the work environment on the performance of village officials, with job satisfaction as a key mediating variable. The research method employed a quantitative approach with purposive sampling, involving 79 village officials deemed representative of the population. The findings indicate that transformational leadership partially has a significant impact on increasing the motivation, loyalty, and work ethic of village officials, as visionary leaders are able to direct, inspire, and encourage employees to work more optimally. Communication has also been shown to play a significant role, as open, two-way, and transparent communication minimizes misunderstandings and creates harmonious working relationships among employees and between superiors and subordinates. A conducive work environment, both physically, psychologically, and socially, contributes to a sense of security, comfort, and higher work morale. Furthermore, this study confirms that job satisfaction is a crucial mediating factor in linking transformational leadership, communication, and the work environment with the performance of village officials. This is because when employees are satisfied with their jobs, their commitment, productivity, and dedication to their tasks increase significantly. Therefore, this study emphasizes the need for an integrated strategy in human resource management at the village level, with an emphasis on an inspirational leadership style, an effective communication system, the creation of a healthy work environment, and increasing job satisfaction as a sustainable effort.

This Community Service Program (PKM) aims to enhance the leadership capacity and organizational management skills of cadres of the Islamic Student Association (HMI) Dumai Branch through the strengthening of Islamic values and the application of modern organizational management principles. The program was implemented as part of the Intermediate Training (Latihan Kader II/LK 2), which serves as a strategic forum for developing future organizational leaders. The activities were conducted using a combination of lectures, interactive discussions, case-based learning, and leadership simulations designed to encourage critical thinking and active participation. A participatory approach was employed to ensure that participants were directly involved in the learning process and could relate the material to real organizational challenges. The results of the program indicate a significant improvement in participants’ understanding of transformational leadership, collective–collegial leadership, and effective organizational planning and management skills. In addition, the program increased participants’ awareness of the importance of integrating Islamic values as an ethical and moral foundation in student organizational leadership practices. Overall, this PKM contributes to the development of qualified HMI cadres who possess integrity, adaptability, strong leadership competence, and a sustained commitment to community service and organizational development.

PT Perkebunan Nusantara I (PTPN I) is an Indonesian State-Owned Enterprise (BUMN) specializing in plantation operations, particularly the cultivation and processing of primary commodities, including rubber, coffee, and tea. Additionally, the company engages in secondary ventures such as tobacco production, plastic sack manufacturing, and asset optimization. As of December 1, 2023, PTPN I functions as a subholding entity with regional offices strategically located in Sumatra, Java, and Sulawesi to enhance operational efficiency. The company was originally established in Aceh in 1961 as PPN Kesatuan Aceh, marking the beginning of its long-standing presence in the industry.This study aims to analyze the impact of transformational leadership, internal communication, and work ability on both organizational commitment and organizational performance at PTPN I’s Surabaya region. Utilizing a quantitative causal-explanatory approach, primary data was collected through structured questionnaires. The target population comprised employees of PTPN I in Surabaya, with 100 respondents selected via purposive sampling. Data analysis techniques included descriptive statistics and SEM-PLS (Structural Equation Modeling-Partial Least Squares). Findings reveal that transformational leadership, internal communication, and work ability significantly and positively influence organizational commitment. Likewise, transformational leadership, work ability, and organizational commitment exhibit a significant positive relationship with organizational performance. However, although internal communication has a favorable effect, its impact on organizational performance is not statistically significant in this context.

Human resources have an important position in very organization because to achieve maximum organizational performance it is necessary to utilize its resources including human resources. Utilizing individuals in the organization to participate in maximizing organizational performance is the task of human resources manajement. This study aims to determine the importance of human resources manajement in improving organizational performance. This research use a qualitative approach with the miles and Huberman interactive analysis model. Qualitative data analysis is carried out interactively and continuously until completion, so that the data is saturated and consists of 3 main activities, namely: data reduction, data presentation, and conclusion drawing. Based on the research, the importance of human resource manajement (HRM) in improving organizational performance has been proven to be significant in the context of business ang manajement. HRM plays an important role in creating a healthy work culture, increasing employee motivation, and improving overall organizational productivity. By paying attention to factors such as transformational leadership, employee development, diversity management, and result-based performance management, HRM caan create an effective work environment and ensure that the organization has a qualified and high- performing work team, so that it can face businnes challenges, improve competitiveness, and achieve long-term success.

Digital transformation of government has become a priority agenda in smart city development in Indonesia. This study analyzes the digital transformation strategies implemented by various local governments in adopting smart city technology through a comparative study approach. Using a qualitative methodology with multi-case analysis, this study examines five cities in Indonesia that have implemented smart city initiatives: Jakarta, Surabaya, Bandung, Yogyakarta, and Makassar. Data were collected through in-depth interviews with key stakeholders, field observations, and policy document analysis. The findings show that the success of smart city implementation is influenced by transformational leadership factors, digital infrastructure readiness, multi-stakeholder collaboration, and human resource capacity. Implementation failures are mainly caused by budget constraints, resistance to organizational change, and lack of system integration. This study provides theoretical contributions in the development of a digital transformation framework for government and practical contributions in the preparation of a smart city roadmap in Indonesia.

Transformational leadership has been identified as an effective approach to mitigate these challenges by fostering supportive, innovative, and empowering school environments. This study aims to investigate the multifaceted influence of transformational leadership on teacher performance enhancement, burnout reduction, and professional development through effective management practices. Employing a library research methodology, the study synthesizes recent empirical evidence and theoretical frameworks from peer-reviewed literature published within the past five years. Data were collected and analyzed through systematic review and thematic synthesis of scholarly articles focusing on transformational leadership in educational settings. The findings demonstrate that transformational leadership substantially enhances teacher motivation and job satisfaction by providing individualized support and cultivating a shared sense of purpose. Instructional support through mentoring, guidance, and feedback strengthens teaching effectiveness, while a positive school climate mediated by transformational leadership fosters trust and collaboration. Furthermore, transformational leadership promotes continuous professional learning and pedagogical innovation by creating psychologically safe environments conducive to reflection and experimentation.

Leadership in education plays a crucial role in influencing the performance and motivation of organizational members. This study examines various types and functions of leadership, including transformational leadership, which significantly enhances teacher performance and creates an innovative learning environment. Through a literature review, it is found that adaptive leaders who understand the socio-cultural context can effectively manage change, thus creating an atmosphere conducive to learning. Additionally, this study highlights the importance of leadership development strategies that focus on interpersonal skills and active participation of members in the decision-making process. The findings indicate that a deep understanding of leadership types and their application in the educational context can enhance the overall quality of education, as well as encourage higher engagement from all stakeholders in achieving desired educational goals.  

Demographic changes and the acceleration of digital transformation have presented new challenges in leadership practices, especially in the healthcare sector of ASEAN countries. Generation Z, who grew up in a digital environment, brings different values and preferences to leadership styles. This study aims to identify the leadership model that best suits the characteristics of Gen Z in the context of healthcare, as well as analyze the contextual factors that influence it in the Southeast Asian region.This study uses a qualitative approach based on literature studies from various academic publications and empirical findings in ASEAN countries. Data are analyzed thematically to reveal the leadership patterns that are most relevant to the needs of Gen Z in the health sector.The study results show that transformational, participatory, and digital-based leadership styles are more effective for leading Gen Z healthcare workers. This generation rejects leadership models that are tightly controlled or micromanaged, and prefers leaders who support autonomy, collaboration, and innovation. Local cultural factors, such as traditional values and social collectivity, also reinforce the importance of adapting leadership styles to diverse cultural contexts. Leadership success is also greatly influenced by the leader's ability to bridge cross-generational differences and manage communication effectively.These findings contribute to the development of a generationally and contextually relevant leadership model, as well as serve as a reference in formulating HR development strategies and leadership training programs in multigenerational health organizations in Southeast Asia.

Early childhood education plays an important role in the formation of children's personality and development. This study aims to identify the application of transformational leadership in Early Childhood Education institutions to welcome 21st century education. The important key in creating an innovative, adaptive and creative learning environment lies in the transformational leadership style so as to increase children's potential to the fullest. The method used in this research is a literature review, by analyzing various relevant literature sources to assess the impact and importance of transformational leadership in the world of early childhood education. Transformational leadership has enormous potential, so the results of this study can help realize a generation that is not only intellectually intelligent, but also socially and emotionally developed, in accordance with the demands of an ever-evolving world.  

Transformational leadership plays an important role in improving organizational performance by creating an inspiring vision, building strong working relationships, and encouraging innovation. This study aims to analyze the impact of transformational leadership on employee performance across various sectors, with a focus on the Central Bureau of Statistics (BPS) in Maluku Province. The research employs a quantitative approach and is analyzed using statistical methods. The findings show that transformational leadership has a positive impact on employee motivation, engagement, and productivity. Leaders who provide a clear vision, offer emotional support, and encourage innovation have been proven to enhance organizational effectiveness. This study also identifies challenges in implementing transformational leadership, such as resistance to change and resource constraints. Therefore, it is crucial for organizations to develop adaptive and sustainable leadership strategies to optimize employee performance. These findings are expected to serve as a reference for stakeholders in designing more effective leadership policies.

This study explores leadership psychology within the context of education, focusing on the relationship between leadership styles, psychological empowerment, and organizational performance. Using a literature review method, the findings reveal that leadership styles such as transformational, democratic, and situational have a significant impact on creating a supportive and collaborative work environment. Effective leadership fosters psychological empowerment by enhancing employees' sense of meaning, competence, self-determination, and influence. This, in turn, directly contributes to increased motivation, job satisfaction, and overall performance within educational institutions. Therefore, a psychological approach to leadership is a crucial element in building competitive and adaptable educational organizations.

In the era of digital transformation, technology plays a central role in shaping the future of education. This study explores the role of school principals as transformative leaders in promoting technology-based learning, particularly in the context of Indonesian schools. Using a descriptive qualitative approach, data were collected through in-depth interviews with school principals, teachers, and education personnel from schools that have integrated technology into their teaching and learning processes. Secondary data were obtained from government policies, official school documents, and relevant literature. Thematic analysis was employed to identify key patterns related to leadership practices that support the adoption of educational technology. The findings reveal that effective principals act not only as visionaries and change agents but also as facilitators, mentors, and collaborators who foster inclusive and innovative school environments. They play a critical role in developing teachers’ digital competencies, ensuring adequate infrastructure, and building a positive digital culture. This study highlights the importance of strategic leadership in overcoming challenges such as limited resources and resistance to change. The results provide practical guidance for principals and policymakers to develop sustainable technology-based education programs and contribute to the global discourse on educational leadership in developing countries. Keywords: , , , , .

This study examines the application of management psychology approach as a strategy to improve the effectiveness of learning and performance of educators in Indonesia. Using descriptive-analytical qualitative methods, this study explores how factors such as work motivation, leadership, and stress management contribute to creating a conducive educational environment. Literature analysis and empirical findings reveal that increasing educator motivation through rewards, feedback-based evaluation, and the implementation of transformational and participatory leadership can significantly increase work enthusiasm and innovation in the learning process. In addition, balanced workload management and the provision of work welfare programs have been shown to help reduce stress levels and improve the psychological well-being of educators. The results of this study provide recommendations for educational institutions to integrate the principles of management psychology into human resource management policies in order to achieve continuous improvement in the quality of teaching and learning.

This literature review investigates the role of HRM as a strategic factor in boosting institutional performance, competitiveness, and organizational resilience in educational institutions. By analyzing five selected academic articles, the study identifies three core HRM approaches: best practices, contingency, and configurational models. Key focuses include competency development, technological integration, and transformational leadership in fostering a productive and adaptive work environment. Findings reveal that strategic HRM significantly contributes to organizational sustainability amid global challenges. The study recommends a human-centered, data-driven approach to establish a sustainable HRM framework for educational institutions.

This study aims to: (1) describe employee performance, transformational leadership style, and team collaboration: (2) analyze the influance of transformational leadership style and team collaboration on employee performance both partially and simultaneously. The population of this study comprised 35 employees from the Regional Disaster Management Agency (BPBD) Office of Sikka Regency. Due to the limited population, acensus or saturated sampling method was employed. Data were collected through questionnaires and analyzed using descriptive and inferential statistical methods, specifically multiple linear regression. Hypothesis testing was conducted using F-test and t-test. Descriptive analysis results indicate that the employee performance variable was categorized as good, the transformational leadership style variable as good, and the team collaboration variable as good. The statistical test results show that partially, the transformational leadership style variable had a positive and significant influance on employee performance. Additionally, the team collaboration variable had a positive and significant influence on employee performance. The F-test results indicate that simultaneously, both transformational leadership style and team collaboration variables significantly influence empployee performance. The determination analysis results indicate that both independent variables in this study explain 37,60% of the variability in the fluctuation of employee performance at the Regional Disaster Management Agency (BPBD) Office of Sikka Regency.