Impact of Transformational Leadership Development for Business Sustainability with Gender Balance as a Mediator For Nestlé in Malaysia

In the present era, leadership transformation is imperative for business sustainability. However, there remain challenges in transforming managers into leaders, particularly among leaders in Nestle Malaysia. Limited exposure to the right behavioral and skillsets attributes has hindered their transformational journey. This study investigates the correlation between behavioral and skillsets attributes among leaders in Nestle Malaysia, a pivotal factor in the leadership transformation. The study aims to achieve five sub-objectives: (i) to systematically identify and analyze the transformational leadership development initiatives implemented at Nestlé Malaysia from 2015 to 2021, (ii) to evaluate the impact of transformational leadership development initiatives on the business sustainability outcomes of Nestlé Malaysia, (iii) to elucidate the unique challenges and opportunities posed by the Malaysian socio-economic, cultural, and environmental context for the practice of transformational leadership, (iv) to conduct a comparative analysis of the transformational leadership practices and sustainability outcomes of Nestlé Malaysia with those of other MNC subsidiaries in similar markets, and (v) to develop actionable recommendations for MNC subsidiaries on optimizing transformational leadership development for enhanced business sustainability. Conducted quantitatively, the study distributed survey questionnaires to 140 leaders in Nestle Malaysia via digital platforms such as WhatsApp, email, and Telegram. Respondents were selected using non-probability sampling, and the data was analyzed through descriptive, Pearson correlation coefficient, and multiple regression analyses. Among the factors, behaviors exhibited the highest mean and standard deviation, followed by skillsets. The correlation coefficients revealed significant positive relationships between gender balance and leadership transformation (r = 0.495, p < 0.01), between gender balance and leader’s attributes (r = 0.577, p < 0.01), and between leader’s attributes and leadership transformation (r = 0.488, p < 0.01). Leader’s attributes showed significant positive associations with both leadership transformation and gender balance. Multiple regression analyses indicated that after considering the mediating variable of gender balance, the β weight for leader’s attributes remained significant. Thus, gender balance serves as a partial mediator in the relationship between leader’s attributes and leadership transformation. The hypothesis H3, suggesting that gender balance mediates the relationship between leader’s attributes and leadership transformation, was supported. This study contributes to theoretical advancement by illustrating the mediating role of gender balance between leader’s attributes and leadership transformation. Additionally, the study proposes intervention programs aimed at enhancing leader’s attributes and the leadership transformation, thereby improving business sustainability through strategic business planning, and strengthened leadership development programs.

Name dc:type.qualificationname

dba

Level dc:type.qualificationlevel

doctoral

Grantor dc:publisher.institution

University of Wales Trinity Saint David

Year dc:date.issued

2025

Author dc:creator

• Sanmugam, Velautham

• HD28 Rheoli. Rheoli Diwydiannol

Dc Identifier Grantnumber

UWTSD

OAI identifier oai:identifier

oai:repository.uwtsd.ac.uk:3668