Abstract

The governance of higher education has suggested improving research at universities that focus on developing human resources for higher education and digital transformation. Meanwhile, the higher education system and resources must receive enough financial support to improve weaknesses, which is essential for higher education. They must have considered a rule of development that will crucially enhance intellectual capability for creating leadership to all the degrees in their job. Transformational leadership absorbs the pressure at the workplace and encourages them to challenge hard work. At the same time, leadership behavior is the most observed, help to changing the employees behavior to get a more interested in a job, diagnostic, and reduce turnover and stress. This study reviews and discusses the effect of the perception of transformational leadership on job satisfaction, innovative behavior, and work performance of the university’s staff in Phnom Penh, Cambodia. Participate, transformational leadership, job satisfaction, and innovative behavior are independent of influencing work performance, in which work performance is a dependent variable; thus, the development hypothesis will be shown in the literature review.

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