Transformational leadership of School Administrators under the Office of Special Education Administration Yala Province

Abstract

This independent research aims to 1) to study the level of transformational leadership of educational institute administrators under the Office of Special Education Administration, Yala Province 2) to compare the transformational leadership of school administrators under the Yala Provincial Office of Special Education Administration, according to the perspective of teachers who Classified by gender, work experience and the size of the school 3) To compile recommendations on the transformational leadership of the school administrators The sample group consisted of 158 teachers and mentors in educational institutions under the Yala Provincial Office of Special Education Administration, calculated by using the Yamane formula. The research instrument was a questionnaire divided into 4 parts. The statistics used were frequency, percentage, arithmetic mean. Standard deviation, t-test, F-test, when the difference was found, the test was used. using the chef's method

             The results were as follows:

             1.The level of transformational leadership of the school administrators Under the Office of Special Education Administration, Yala Province, the overall picture is at a high level.

1. Compare the level of leadership change of educational institution administrators. under the Office of Special Education Administration Yala Province classified by gender and work experience Overall and each aspect is not different. except classified by school size It was found that the overall picture differed statistically at the .001 level. and when considering each aspect It was found that every aspect was different.
2. Suggestions on the transformational leadership of the school administrators Under the Office of Special Education Administration, Yala Province, namely, administrators should have uncompromising ideology. and have a clear standpoint of their own have a clear and systematic work plan, can control one's emotions appropriately to the public, be a good role model and should be fair; open opportunities and encourage all personnel to know how to develop themselves Open the world for study visits, training for self-development in different areas

and must give opportunities to all personnel have the right to leave a comment recognizes the importance of professional advancement of colleagues and supports everyone Do not choose nepotism