This study aims to identify the impact of transformational leadership in improving the performance of employees and its impact on raising the efficiency of organizations by considering that transformational leadership is one of the successful leadership methods to achieve the effectiveness and efficiency of organizations and improve their performance. In this paper, a systematic literature review of existing international papers is used. the meta-analysis method was used to analyze the articles published in scientific journals with high evaluation indexed in Scopus. Through the analysis process, application (WordStat 8) was used to investigate articles and summarize the descriptive statistics, correlation, and cloud keywords. The results reveal the effectiveness of transformational leadership on job performance. whenever managerial leaderships possess the attributes and characteristics of a transformational leader, including positive influence, inspirational motivation, and individual consideration, the more their subordinates will have creative skills and abilities. Also, the results indicate that the leader who possesses the characteristics of a transformational leader contributes significantly to the development of the capabilities of his subordinates, which is positively reflected in the upgrading of the organization's efficiency. In this paper, we present identifiable patterns in the relationship between transformational leadership, improving employee performance, and the raising efficiency of organizations. Then we suggest emerging core topics that deserve more academic attention. This paper's added value is that it undertakes a thorough and complete assessment of the relationship between transformational leadership, boosting employee performance, and increasing organizational efficiency. It also includes a written review of the work as well as an updated reference index covering the years 2011 to 2020, making it valuable for academics and professionals alike.

The objective of this research is to investigate the perception of owner – managers and

their employees regarding entrepreneurial leadership. To develop the research, two questions

are raised related to the similarities or differences of the perceptions of both groups

with what is established in the literature and between the self – evaluation of the owner –

managers and their employees on whether the former perform as an entrepreneurial leader.

As a research method, both groups are asked to perform, first individual evaluations and

then to match certain behaviours and the levels at which they should appear at certain levels

of entrepreneurial leadership capacity. The data gathered during the investigation were

processed using the Categorical Principal Components Analysis and revealed the similarities

and differences between the perceptions of the owner-managers and their employees on

entrepreneurial leadership. In spite of not finding significant differences between what is established

in the literature and among the perceptions of the groups under study, interesting

nuances stand out that, if not identified and understood, could have a negative effect on

the performance of SMEs. The results of the research demonstrated the importance of the

approach of behaviour and perception in the study of entrepreneurial leadership.

Leadership research is an essential part of all areas of organisational science worldwide, and there is still a lack of studies in this research area. The paper aims to determine leadership competency perceptions and their sub-competencies characteristics and determinants in the fourth industrial revolution era. The research survey, conducted in 2018-2021, covered a sample of 100 respondents from organisations from the Czech Republic. The most important competencies for leadership are effective communication, innovation, cooperation, creativity, solving problems, lifelong learning, Information and Communication Technology (ICT) and motivation and support of others. We selected statistical methods ANOVA and linear regression for the characteristics of the respondents and the cluster analysis for the leaders’ 4.0 types determination. The linear regression results showed that age, the field of education, position in the organisation and tenure in the organisation of the respondents affect their assessment of the level of leadership competency. We identified three management types that are currently facing the challenges of Industry 4.0: ICT-oriented Junior Managers, Top 4.0 Prepared Leaders, and Non-Creative Unmotivated Senior Directors. The contribution of this paper is the in-depth study in the area of perceived levels of partial competencies for leadership for different criteria of respondents.

This study investigates (1) the effect of quality information on quality performance through process control and (2) the moderating role of shop floor leadership on the relationship between quality information and quality performance in the context of manufacturing plants on a global basis. The moderated mediation analysis with a bootstrapping approach was employed to analyse data for hypotheses testing. The data is from the fourth-round dataset of the High- Performance Manufacturing Project, collected from manufacturing plants worldwide. The results indicate that (1) quality information is positively associated with quality performance through process control, and (2) shop floor leadership (i.e., supervisory interaction facilitation) positively moderates the indirect effect of quality information on quality performance; that is, the shop floor leadership practice strengthens the effect of quality information on quality performance through process control. This study also has a practical implication for top managers who should consider the vital role of leadership practices adopted by shop floor supervisors in implementing total quality management practices and should raise awareness that leadership practices are not only for the ‘C-suite’ but also for shop floor supervisors.

The goal of this article is to discuss dynamics hindering women's career in managerial roles of Polish comprehensive universities. Although female academics outnumber their male peers, they remain underrepresented in the management at universities. In the last 30 years, only 2 women held a position of rector. In this article, we analyse the reasons for this phenomenon on the basis of qualitative research performed with the use of individual in-depth interviews, preceded by the analysis of career advancement of individual women. The research has been carried out on a group of 15 women, which currently occupy position of vice-rector or have had position of rector in the past. The results of the analysis show that occupying a position of vice-rector is a key factor determining the chance to obtain a position of rector. This stage of the career helps to consolidate the chosen professional role in the organisation (3 main roles were recognised: expert, researcher and activist). Depending on the type, these roles give greater or lesser opportunities for self-identification in the position of a leader, for adapting to collegial culture of university and as a consequence becoming a rector.

We consider fiscal and monetary policy interactions in a monetary unionunder monetary leadership, when the common central bank is concerned with theaverage fiscal stance of the union. We use a static two-country monetary unionmodel to investigate the policy-mix problem under different regimes of non-cooperation, cooperation, and enforced cooperation among fiscal authorities.We find that fiscal policy is unambiguously countercyclical, a feature that ismore pronounced under fiscal policy cooperation. Monetary policy can be eithercountercyclical or procyclical. A central bank concerned about the aggregatefiscal stance is effective in stabilizing output and central budget, but at theexpense of inflation stabilization.

Agility is a concept and practice with significant importance in managing and leading added

value in products, services, projects, and organizations, although it’s usage can also be very

risky due to its degree of fuzziness, if not properly understood and defined. This research

re-defines agility, emphasizes the need for ontologies for its management and leadership

applications and uses a new type of fuzzy logic-based software to measure the degree of

agility inside a technology company. In our agility research, various definitions of agility

were first gathered and presented for the creation of an agility ontology through a mind

map, revealing the main characteristics of agility. Then as part of the Co-Evolute theory and

methodology, the first agility ontology was developed as well as the first software application

that evaluates the degree of agility in an organization. The application includes statements

on which the respondents give opinions in their situation concerning the current and future

desired states of agility and its importance in an evaluative way. Today the application has

been fully tested in the real world and we have obtained the first test results. The positive

verification and validation of the method are shown in this article.

This study analyzes and discusses key strategies for digital education. It begins by examining and defining several key concepts, including global citizenship, digital citizenship, computational thinking, informational thinking, and systemic thinking. Moreover it analyzes the role of leadership in the age of digitalization and advocates for panoramic leadership. Then it compares STEM-based education with STEAMbased education extended by panoramic leadership – STEAMPL.