Effects of Transformational Leadership on Organizational Performance within Public Universities in Kenya: A Case of Kenyatta University

Abstract

The general objective of this study was examine the effects of transformational leadership on performance within public universities specifically Kenyatta University. It sought to realize four specific objectives; to investigate the effects of idealized influence on performance of public universities in regard to Kenyatta University, to find out the influence of inspirational motivation on performance of public universities in Kenya a case study of Kenyatta University, to assess the effects of intellectual stimulation behavior on performance of public universities in Kenya specifically Kenyatta University, and to determine the influence of individualized consideration on performance of public universities in Kenya limiting the study to Kenyatta University. This study used a mixed methods research design in which descriptive and explanatory research designs were adopted. It deployed a cross-sectional survey approach. The target population of this study was 5000 individual employees working in academic and administrative positions at Kenyatta University.Purposive sampling technique was used to create identify the respondents for this study. Data was collected using questionnaires and presented through SPSS using descriptive statistics and regression analysis techniques. This study found that idealized influence was an important factor in performance of the institution. It found that the indicators of idealized influence including leaders’ ability to be good role models, trustworthy, command respect, identify with employees, be emulated by employees, enhance innovativeness among employees, enable employees to exceed expectations and assist employees going through personal change were all positively associated with performance of the university. It established through the regression model that idealized influence accounted for four-point-seven percent of the change in performance of the institution. This study established that inspirational motivation was a factors affecting performance of the institution. All the indicators of inspirational motivation studied registered a weak but positive correlation with the performance of the institution. The indicators included; leaders’ ability to motivate, articulate clear vision of the future, optimism for the future of the institution, communicate what needed to be accomplished well, ignite team spirit, encourage employees to perform tasks and exhibit commitment to the established goals of the institution. It found through, regression analysis results and as per the R Square value that fourteen-point-six percent of change in performance of the institution can be accounted for by leaders’ inspirational motivation This study also found that intellectual stimulation was among the key aspects of transformational leadership affecting the performance of the institution. Among the indicators of intellectual stimulation which it found to influence performance included; leaders’ ability to motivate employees, enhance employees creativity, help employees become good decision makers, direct employees towards logical problem solving, recognize creative employees, support critical thinking among employees and engage employees in decision making. It found according to the regression model that twenty-point-five percent of change in performance could be attributed to intellectual stimulation. This study determined that individualized consideration is also a key attribute of transformational leadership affecting the performace of the institution. The idendicators of leaders’ individualized consideration that were found to be importnat included leaders’ attention to employees’ work-related needs, ability to act as mentors and coaches to employees, to listen to employees’ concerns, to empathize with employees, to discuss employees’ concerns, recognize the contributions of the employees and to promote employees self-development.It found, through the regression analysis, that individualized consideration accounted for ten-point-one percent of variance in the performance of the institution. It concludes that by arguing that idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration are all key aspects of transformational leadership which enhances performance. Transformational leaders acting as mentors to employees by leaders, leaders’ attention to employees work related needs and listening to employees’ concerns are elements of leaders’ individualized consideration which positively affect the performance of KU. It recommends that, one, the institution should also seek to train and in so doing enhance the ability of leaders in the institution to support employees to exceed expectations and to go through personal changes. Two, public universities should identify and hire leaders who exude confidence and are able to motivate confidence among employees, and three, that researchers should conduct cross-sectional studies comparing the effect of transformational leadership among the public universities in Nairobi, Kenya.