Transformational leadership is a sustainable and exemplary form of leadership that liberates subordinates’ ideas, enables subordinates to view problems from a different perspective, helps adaptation to changing environments, and increases Human Resources Management effectiveness in public and service institutions. The effects of transformational leadership on organizational performance by means of knowledge management have been examined in this study on the northern Cyprus Security Forces. In addition, the study aims to analyze the relationships between transformational leadership, knowledge management, organizational performance, job satisfaction, organizational learning, and knowledge creation processes. The questionnaire was conducted in three different periods using a time-lag method, and data were collected from 1229 employees for this study. The collected data were analyzed using structural equation modeling (Lisrel 8.54). The findings of the research include 17 hypotheses that were supported, and 1 hypothesis that was not. In addition, it was determined that organizational learning, knowledge management, and job satisfaction mediate the effect of transformational leadership on organizational performance.

The current study developed and tested a model that investigated the relationship of supervisor support with work-family conflict and family-work conflict and the effects of both directions of conflict with family satisfaction, career satisfaction, and life satisfaction. The model also examined the impact of supervisor support on family and career satisfaction outcomes and the effects of these satisfaction variables on life satisfaction. The study hypotheses were tested based on data obtained from frontline employees in the Turkish hotel industry. According to the results of the path analysis, supervisor support lessened both work-family and family-work conflicts. As predicted, family-work conflict diminished family, career, and life satisfaction outcomes. Unexpectedly, work-family conflict was found to trigger career and life satisfaction. Results reveal that supervisor support increased both family and career satisfaction. The study findings also showed that family satisfaction was significantly and positively related to life satisfaction. The study findings, however, did not lend any support to the relationship between work-family conflict and family satisfaction and the effect of career satisfaction on life satisfaction. Implications for business practice and future research directions are discussed in the study.