PRINCIPALS’ TRANSACTIONAL LEADERSHIP STYLE AND TEACHERS’ JOB PERFORMANCE IN PRIVATE SECONDARY SCHOOLS IN NAIROBI COUNTY, KENYA

The purpose of this study was to assess the influence of principals’ transactional leadership style on teachers’ job performance in private secondary schools in Nairobi County, Kenya. The study was guided by the following objectives: to investigate the influence of principals’ contingent reward behaviour on teachers’ job performance and to find out whether principals’ passive management by exception behaviour influences teachers’ job performance in private secondary schools in Nairobi County, Kenya. The study was anchored on Transactional Leadership Theory. A convergent Parallel Mixed-Methods Design was used for the study. The target population was 206 schools, 206 principals, and 2099 teachers. The study used systematic sampling to select 20 out of 206 schools, purposive sampling to include all 20 principals from the selected schools, and proportionate stratified and simple random sampling to select 336 out of 2,099 teachers. Data collection tools included questionnaires for teachers and in-depth interview guide for principals. Quantitative data were analyzed using descriptive statistics (frequencies and percentages), which were processed using the Statistical Package for Social Science Version 29. Tables were used to present the quantitative data. Qualitative data were analyzed through thematic analysis and presented in the form of narratives and direct quotations. Findings revealed that principals ‘contingent rewards behaviour positively influenced teacher motivation, syllabus coverage, and classroom management. In contrast, passive management by exception, where principals intervene only after problems escalate, was associated with reduced morale and inconsistent performance. The study recommends that the government develop frameworks emphasizing clear reward systems and accountability measures. Policies should ensure principals are adequately trained to implement transactional leadership strategies effectively, including setting clear expectations and providing timely feedback. The principals should strengthen structured reward systems, professional development, and timely feedback to enhance teacher effectiveness and improve student outcomes.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu/0121/a.php" alt="Hit counter" /></p>