LEADERSHIP STYLE AND ORGANIZATIONAL PERFORMANCE IN NIGERIA'S PUBLIC SERVICE: ASSESSING TRANSFORMATIONAL LEADERSHIP PRACTICES IN KADUNA STATE CIVIL SERVICE

This study examined the relationship between transformational leadership and organizational performance in the Kaduna State Civil Service, Nigeria. The study was motivated by persistent concerns regarding bureaucratic rigidity, employee motivation, and public service delivery despite ongoing administrative reforms. Specifically, it assessed the extent to which transformational leadership practices influence employee commitment, innovation, accountability, and organizational performance. A mixed-methods research design was adopted. Quantitative data were collected through structured questionnaires administered to civil servants across selected Ministries, Departments, and Agencies (MDAs), while qualitative data were obtained through semi-structured interviews with five senior public officers. Quantitative data were analysed using descriptive statistics comprising frequencies, percentages, and mean scores, whereas qualitative data were analysed using thematic analysis. The findings revealed that transformational leadership practices were evident within the Kaduna State Civil Service, particularly in ethical leadership, inspirational motivation, and individualized consideration. Leaders who communicated a clear organizational vision, demonstrated integrity, and provided mentoring enhanced employee commitment, timely task completion, accountability, and public service delivery. The qualitative findings corroborated these results by showing that mentoring and purpose-driven leadership improved employee motivation and workplace performance. However, intellectual stimulation remained comparatively weak because of bureaucratic procedures, inadequate funding, limited digital infrastructure, political interference, and lengthy administrative approval processes, which constrained innovation and organizational effectiveness. The study concluded that transformational leadership positively influences organizational performance by strengthening employee commitment, accountability, motivation, and service delivery. However, its effectiveness depends on supportive institutional conditions. The study recommends strengthening leadership development programmes, institutionalizing mentoring systems, improving digital infrastructure, streamlining bureaucratic procedures, and providing adequate resources to enhance sustainable public sector performance.