Leadership Attributes: Its’ Influence on The Five Dimensions of Potentiality Among Faculty Members of An Academic Institution in Cagayan Valley

Abstract

The points of view that members of the teaching staff bring into the classroom are one of the most important factors that influence the amount of success that may be attained in the many different aspects of the teaching and learning processes. In the study, the descriptive technique was utilized to acquire the necessary information from the respondents. This was accomplished through the use of surveys and questionnaires. According to the findings of the study, it is evident that the members of the faculty have the qualities, traits, and abilities of leadership that project their executive ability as well as their skills and competencies to influence other people. These qualities, traits, and abilities of leadership are referred to collectively as leadership competencies. The respondents have a powerful ability to influence the growth of their students into citizens who are more interested in their communities and more responsible for their actions as a result of the role modeling that they provide. There is a significant link between the intellectual and emotional development of a faculty and their capacity for clear and effective communication. The degree to which a person is adept at interacting with others is a significant factor in determining their people management skills. The more the faculty goes out of their way to please, ethers, and research the wants of other people, the more praiseworthy he or she is in terms of devising methods to project his or her managerial skills. In other words, the more the faculty goes above and beyond, the more laudable he or she is. In order for the respondents to realize their full potential, they need to guarantee that they keep the high degree of leadership qualities they now possess. References Agustin, C. P. (2019). The teaching behavioral attitudes of the faculty members of college of business, entrepreneurship and accountancy: A comparative Students evaluation. International Journal of Advanced Research in Management and Social Sciences. 8 (3), 132-170 Agustin, C.P. & Lagundi R.F. N. ( 2019) Classroom teaching Management and Evaluative techniques of the Instructional Staff of business, entrepreneurship and accountancy. International Journal of Advance Research in Management and Social Sciences.8 (3), 171-196. Ahmed, K.Z. and Bakar, R.A. (2013).The association between training and organizational commitment among white-collar workers in Malaysia. International Journal of Training and Development, Vol. 7 No. 3, pp. 166-185. Allen DG, Shore LM, Griffeth RW (2013). The role of perceived organizational support and supportive human resource practices in the turnover process. J. Mgt. 29(1): 99-103. Allen, T. D., & Rush, M. C. (2012). The effects of organizational citizenship behavior on performance judgments: A field study and a laboratory experiment. Journal of Applied Psychology, 83(2), 247–260 Allen, D. G., Shore, L. M., & Griffith, R. W. (2013). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118. Allen, N. J., & Meyer, J. P. (2011). Affective, Continuance, and Normative Commitment to the Organization: An Examination of Construct Validity. Journal of Vocational Behavior, 49(3),252-276. Buchanan, B., II. (2014). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 2014. 19, 533-546. Bolat, O. İ., Bolat, T. ve Seymen, O. A. (2009). Güçlendirici lider davranışları ve örgütsel vatandaşlık davranışı arasındaki ilişkinin sosyal mübadele kuramından hareketle incelenmesi. Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 12, 21, 215-239. Carmeli, A., Gilat, G., & Weisberg, J. (2014). Perceived external prestige, organizational identification and affective commitment: A stakeholder approach. Corporate Reputation Review, 9, 92-104. Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2011) 'Reciprocation of perceived organizational support', Journal of Applied Psychology, Vol. 86, No. 1, pp. 42-51. Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42–51. Eisenberger, R., Rhoades, L., & Cameron, J. (2011). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77(5), 1026–1040. Taguiam, A. ( 2021). Trust or not to trust: Assessing the Employees’ Level of Organizational Trust in the State University. Journal of Positive Psychology and Wellbeing. 5(3),991-1000. Taguiam, A. (2022). Organizational Communication Climate and It’s Relationship to Employee Organizational Trust: An Exploratory Study. Journal of Positive School Psychology. 6 (3, 3332-3342.