The Impact of Transformational Leadership Style on Employee Performance: A Case of Government Institutions in Kenya

Leadership is a defining force behind the performance, resilience, and long-term sustainability of organizations across all sectors. In today’s fast-evolving workplace marked by rapid technological advancements, shifting societal expectations, and dynamic institutional frameworks the need for effective and adaptive leadership has never been more critical. Among the various leadership paradigms, transformational leadership stands out as a powerful driver of change, known for its ability to inspire a shared vision, stimulate innovation, and unlock employees’ full potential (Northouse, 2022; Avolio et al., 2021). At the core of organizational success lies employee performance, which extends beyond the achievement of routine tasks to include creativity, adaptability, and collaborative effort in pursuing organizational goals (Armstrong & Taylor, 2020). In the public sector, this performance takes on even greater significance, as it directly impacts service delivery, citizen satisfaction, and public trust (Obiero & Were, 2022). Despite its importance, many government institutions particularly in developing countries continue to face persistent challenges such as inefficiency, low employee morale, and weak accountability structures (Mwangi, 2023). Against this backdrop, understanding the role of transformational leadership in enhancing employee performance is not only timely but essential. This study seeks to shed light on how leadership practices can be leveraged to drive meaningful improvements in organizational effectiveness within the public sector.