ภาวะผู้นำการเปลี่ยนแปลงในยุคดิจิทัล

Chen  Liang; Naphawan  Netpradit; Pichaphob  Panphae

Authors

Chen Liang Faculty of Management Sciences, Lampang Rajabhat University
Naphawan Netpradit Faculty of Management Sciences, Lampang Rajabhat University
Pichaphob Panphae Faculty of Business Administration and Liberal Arts, Rajamangala University of Technology Lanna

Keywords:

Transformational leadership, Digital Era

Abstract

This article aims to present the concepts and components of transformational leadership, as well as its theoretical and practical impacts. By reviewing relevant literature and research studies and conducting document analysis, the study findings are as follows: (1) The key components of transformational leadership include idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. (2) The theoretical impacts of transformational leadership encompass: Impact on leadership theories, organizational management and strategy, and change management. (3) The practical impacts of transformational leadership, analyzed through both domestic and international research case studies, demonstrate its effects on organizational transformation and development in various dimensions, including: Impact on personnel, human resource management, organizational culture, knowledge management and the creation of a learning organization, and organizational efficiency. For future research directions on transformational leadership, the following recommendations are proposed: (1) Expanding conceptual frameworks by exploring the connections between transformational leadership and other leadership theories. (2) Emphasizing empirical studies through the use of technological tools to analyze historical and current data for future predictions. and (3) Conducting cross-cultural comparative studies to understand transformational leadership in different contexts. Exploring case studies under key themes such as: Transformational leadership in the digital era and artificial intelligence, in uncertain and crisis situations, in relation to employee well-being, and in the context of diversity and inclusion.

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