The Role of Transformational Leadership in Increasing Job Engagement and Reducing Employee Turnover in Iraqi Government Institutions An Applied Exploratory Study in a Sample of Government Institutions

Abstract

This research deals with the study of 'The Role of Transformational Leadership in Enhancing Job Engagement and Reducing Turnover Rates in Iraqi Government Institutions within the Framework of Sustainable Development 2030.' The study aims to analyze the relationship between transformational leadership practices and employee behaviors, in addition to exploring the impact of these practices on improving job performance and workforce stability. The study followed a quantitative methodology with a descriptive-analytical approach and relied on data collection using a questionnaire based on a Likert scale. The questionnaire was distributed to a stratified random sample of 385 respondents representing various job categories within Iraqi government institutions, out of a total of 4,074,697 employees at the time of the research, to ensure the comprehensiveness of the results. The questionnaire included three main axes: dimensions of transformational leadership (inspirational motivation, intellectual stimulation, and individual consideration), level of job engagement, and intention to turnover. The results of the statistical analysis showed a clear positive relationship between transformational leadership and job engagement, with the average rating for transformational leadership reaching 4.33, compared to the average productivity rating of 3.66, indicating A Leaders who take a motivational and creative approach directly contribute to improving job performance levels. The study also revealed a strong negative relationship between transformational leadership and the intention to leave a job, with the average rating for this intention being 2.45. This indicates that adopting transformational leadership styles reduces employees' desire to look for other job opportunities, which helps maintain their stability within organizations. Moreover, multiple regression analysis showed that transformational leadership is a key factor in explaining a large portion of the variations in job performance and turnover, confirming its central role in improving performance and reducing resignation rates. These results support the study's hypotheses and highlight the importance of using transformational leadership as a strategic tool to achieve the administrative reform goals outlined in Sustainable Development 2030. At the end of the research, practical recommendations were offered to decision-makers in the government sector, including enhancing leadership training and development programs, integrating transformational leadership indicators into performance evaluation systems, and encouraging a culture of innovation while strengthening internal communication channels to create a more efficient and stable work environment.