The Effect of Chameleon Leadership on Employee Grievances

As more public attention is paid to corporate social responsibility, enterprise stakeholders are also paying more attention to corporate social responsibility. Enterprise decision-makers are faced with the problems of how to manage activities socially and to allocate their limited resources in a balanced manner between competing priorities. For example, managers are focusing on how to formulate relevant policies to combine corporate social responsibility, human resource management practices and employee initiatives. In terms of academic research, the studies of corporate social responsibility by scholars have mostly focused on the macro level in previous years. Recently, academic researchers, especially in the fields of organizational behavior and human resource management, have begun to pay more attention to corporate social responsibility at the micro level. In organizational behavior and human resource management, there have been studies analyzing the factors that influence the corporate social responsibility, such as organizational culture, leadership style, entrepreneur’s feature and stakeholder pressure. Some scholars placed emphasis on the role of employees in the implementation process of corporate social responsibility and the impact of corporate social responsibility on employees’ attitudes and behavior. This paper systematically reviews the major achievement and latest development of corporate social responsibility research in the field of organizational behavior and human resource management. Firstly, we summarize the theoretical basis of related research from the organizational level, group level, and individual level of organizational behavior. The main theoretical basis for research at the organizational level is Social Norm Theory. The relevant theoretical basis for research at the group level is Social Learning Theory, Stakeholder Theory, Resource Dependency Theory, Upper Echelons Theory and Principal-Agent Theory. The theoretical foundations for individual-level research include Social Identity Theory, Social Exchange Theory, Psychological Contract Theory, Organizational Justice Theory, Social Learning Theory and Attribution Theory. Secondly, the paper summarizes the empirical research results of relevant research on corporate social responsibility in the field of organizational behavior and human resource management, such as the measurements, antecedents and the consequences. As the highest form of corporate social responsibility, corporate philanthropy has also received extensive attention from scholars. The paper also summarizes the measurements, the antecedents and the consequences of corporate philanthropy. Thirdly, the paper examines the non-empirical research on corporate social responsibility in the field of organizational behavior and human resource management, including case study, theoretical deductions research, and experimental research. Specifically, this paper summarizes the research on corporate social responsibility of the platform enterprise, enterprise ecosystem and other organizational forms in the context of the Internet and Big Data. Fourthly, the paper sorts out and integrates the relevant non-empirical and empirical studies of corporate social responsibility in the field of organizational behavior and human resource management, developing an overall framework of existing empirical research. Finally, based on the summary and review, the paper proposes a framework for future research and four suggestions for further research: firstly, to expand and improve the relevant theoretical basis; secondly, to explore new research variables, such as different leadership styles’ effects on corporate social responsibility, the impact of corporate social responsibility on team-level variables, the negative impact of corporate social responsibility on employees; thirdly, to explore employees’ social responsibility; and fourthly, to use a variety of research methods, such as case studies, behavioral events analysis, comparative research, and dynamic research for further exploring social corporate responsibility.

Leadership plays an important role in shaping the dynamics in the workplace, including stakeholder performance and the overall success of the organization. Effective leadership alongside emotional intelligence can impact the productivity and motivation of an employee. This study assessed the different leadership styles – transactional, transformational, and charismatic and their relationship to emotional intelligence (awareness, empathy, social skills, and motivation). A total of 388 rank-and-file sales personnel in the automotive industry in the National Capital Region in Metro Manila, Philippines participated the survey. Quantitative research using simple random sampling was employed in the study. A self-made survey questionnaire was administered with a Cronbach's alpha of 0.87. The results revealed that the leadership styles and emotional intelligence were extensively exhibited by their immediate supervisor based on the assessment of the respondents. Furthermore, using regression analysis, data revealed that there is a significant relationship between empathy, social skills and motivation when transactional, transformational and charismatic types of leadership were considered. Awareness of the contrary resulted in a significant relationship with transformational and charismatic types of leadership, but not with to transactional types of leadership. This study makes a significant contribution to the understanding of how emotional intelligence influences leadership effectiveness in sales-driven industries. The results underscore the importance of incorporating emotional intelligence training into leadership development programs to foster stronger supervisor-employee relationships and enhance overall organizational performance.

Universities throughout the world are always striving to enhance their performance in order to satisfy the demands of a highly competitive higher education market, secure resources, and preserve their survival and continuation. In line with this approach, the goal of this research is to determine the nature of business leadership styles and their applicability to the environment of higher education in order to draw certain conclusions that will help universities in Iraq and the Kurdistan Region of Iraq. The researcher employed the Meta-analysis approach to examine chosen theoretical and applied studies spanning over seven decades, including theoretical studies on leadership concepts, theories, and styles, as well as the pros and cons of leadership. Several empirical and applied studies connected to the concepts in the theoretical studies were also analyzed in order to derive the results from the applications and determine the extent to which the applied results are compatible with the approved leadership styles' theoretical frameworks. Based on the foregoing, the researcher discussed leadership concepts, theories, styles, and applications, as well as the extent to which leadership style applications are influenced by motivation, the conclusions drawn from them, and indicators of their use in universities and higher education institutions.

Improvement of schools requires effective leadership. Effective leadership behavior can be demonstrated through the leadership type or style practiced. However, the interpretations and usage of leadership style and type in educational leadership and practice have become a bone of contention among practitioners and researchers. This position paper discusses the varying paradigms of the interpretations and usage of leadership styles and types which have created confusion in educational leadership and practice. The paper deconstructs the various arguments that have advanced leadership behaviors explained in some academic literature as leadership styles. However, they are supposed to be construed as leadership types and vice versa. It has also highlighted the differences between leadership styles and leadership types with examples and demonstrated how they should be applied in school leadership. The paper also explains the types or styles of leadership practice that will enhance improvement in schools as well as children’s academic performance.

We present a framework how research on organizational economics and organizational behavior can complement each other. By doing so, we highlight that an approach that bases on a complementarity may address research issues that can be addressed neither by approaches from the field of organi-zational behavior nor from the field of organizational economics. To develop our argument, we begin with a literature review on the controversy between scholars from the fields of organizational economics and organizational behavior that has taken place in the last years. The latest findings of motivational research and within the literature on the micro-foundations of organizations are particularly insightful for understanding this controversy. Against the backdrop of the particular contributions of organizational economics and organizational behavior, we present an approach that reveals the interdependencies between both fields. This approach highlights that research on organizational economics and organizational behavior does not have to conflict with each other; instead, both disciplines may be complementary. Finally, we use our approach for revealing research gaps that emerge if we avoid the constructive stimuli of a complementary approach. Against the backdrop of our approach, we finally present a research agenda for further research.

PurposeThe purpose of this study is to examine leadership qualities and style as panacea for job productivity and effective service delivery among library staff members in academic libraries in Nigeria. This study will help to ascertain the leadership style that is mostly adopted by university library management staff members in university libraries in South South, Nigeria, ascertain the type of leadership style that can be adopted by library management to attain productivity and effective service delivery among staff members in university libraries in South South, Nigeria and identify the leadership qualities that allows for productivity and effectiveness of staff members in university libraries in South South, Nigeria among others.Design/methodology/approachA descriptive survey research design was adopted for this study. The target population for this study comprises 672 library staff members from 23 university libraries across the South South region of Nigeria. Total enumeration sampling technique was used to sample the entire population. The instrument used for data collection was a structured questionnaire. A total of 672 copies of the questionnaire were administered and total of 623 were duly completed and found useable, therefore there was 93% response rate. The data collected for this study was analyzed using simple percentage/frequency counts and weighed mean.FindingsFinding from the study revealed that the leadership style mostly adopted and practiced by the staff members at the management level in academic libraries in South South, Nigeria is the autocratic type of leadership. Also, Almost all library staff members in academic libraries in South South, Nigeria upholds the view that democratic type of leadership, if practiced by staff members at the management level in academic libraries will allow for maximum job productivity and effectiveness among library staff members, that commitment and passion for their job, excellent communication skills, good decision-making skill, delegation of authority/subordinate empowerment among others are qualities a good leader.Originality/valueThis submission is a work by the researcher and to the best of the researcher's knowledge contains no materials previously published or written by another person.

A Study of The Impacts of Leadership Styles, Organizational Innovation, Organizational Commit, Job Satisfaction on Job Performance－A Case Study of Chailease Finance Co., Ltd. Te-Lung Sheng Huei-Ting Tsai Executive Master of Business Administration SUMMARY Recently, leasing industry has triggered a vigorous growth with the development of economy. Although it have be subjected to the economic shock for the past few years, leasing industry has a slightly increment, so we can find that leasing industry has become an important role in financial circle. Comparing with foreign and internal market, we can find that the internal leasing industry still has its space of development. In leasing industry, the employees have become a major indicator. With the keen competition of internal leasing industry, whether leadership styles, organizational innovation, organization commit, job satisfaction can promote the leasing employees to create more profit and performance for company? This is what the issue we want to discuss. This research discuss the leasing industry employees, and take the employees in Chailease Finance Co., Ltd. as the objects of a questionnaire survey. The results are as follows: 1. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees are partially related to employees’ personal characters. 2. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees have a partial relationship. 3. The leadership styles, organizational innovation, organizational commit and job satisfaction of leasing industry employees have a partial impact on job performance. Keywords: Leadership styles, Organizational Innovation, Organizational Commit, Job Satisfaction, Job Performance. INTRODUCTION Background Leasing industry that has rising in 1950 is a new type of financing method, and has the dual functions of leasing-assets and financing, and provides a greatest help to small and medium enterprises development. So leasing industry can give financial assistance flexibly and make proper products carefully to small and medium enterprises. A lot of large enterprises in Taiwan had been support by leasing industry in developing process, and then promotes to the international famous position presently. Leasing industry wishes to provide more diversified financing services with continuously organizational integration. In the organizational integrating process, whether the influence of leadership style to leasing industry employees has react with job performance is the first purpose of this study. Leasing industry makes continuously progress on organizational planning and personal training, and promotes increasingly on quality and efficiency, and grows up obviously in economical scope. Whether the influence of organizational innovation to leasing industry employees has react with job performance is the second purpose to this study. In order to accommodate to the development of the world, leasing industry is going along internationally. Whether the influence of organizational commit to leasing industry employees has react with job performance is the third purpose to this study. Whether the influence of job satisfaction to leasing industry employees has react with job performance is the fourth purpose to this study. In leasing industry, whether the difference of personal characteristics has react with job performance is the fifth purpose to this study. Integrating literature reviews of this study, leadership style has positive relation with different aspects in different industries and environment. This study adopts the view of Bass（1985）, and discusses the relationship of leadership style and job performance in leasing industry. Organizational commit has positive relationship with job performance in different enterprises, this study integrates literature views to discuss the relationship of organizational commit and job performance. In many different researches, we can find that organizational innovation has positive relationship with different aspects, so this study wishes to discuss the relationship of organization innovation and job performance. In many literature reviews, job satisfaction plays an important role between individual and organization, this study wishes to discuss the relationship with job satisfaction and job performance. MATERIALS AND METHODS This study mainly discuss the relationship between leadership style, organizational innovation, organizational commit, job satisfaction and job performance. By analyzing relative literature reviews and questionnaire survey, we can comprehend the relationship between each aspects and study subject. According to relative studies and literature reviews, this study brings up following hypotheses. Whether different personal characteristics have significant relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. Whether the relationship is significant between leadership style, organizational innovation, organizational commit, job ratification, and job performance. Whether the sub aspect of leadership style, organizational innovation, organizational commit, job satisfaction, and job performance is significant relative with job performance. This study mainly discuss the relationship between leadership, organizational innovation, organizational commit, job satisfaction, and job performance, and takes the employees in Chailease Finance Co., Ltd. As sampling objects. SPSS is implemented as a statistical analysis software in this study, and is used to proceed to analyze with descriptive statistics, analysis of reliability, factor analysis, correlation analysis, and multiple regression analysis. RESULTS AND DISCUSSION The main purpose of this study is to measure the relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. We induce the results as follows: 1.Different characteristics are partially relative to leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. 2. Leadership style, organizational innovation, organizational commit, job satisfaction, and job performance are partially relative to each other. 3. Leadership style, organizational innovation, organizational commit, and job satisfaction have the partially effect on job performance. We can find that leadership style plays an important role in leasing industry and has a great effect on trust relationship between employees and superintendents. The identification of employees to superintendents can promote substantially on job performance, and hasten employees identify himself to enterprise culture to heave performance. Form this study, organizational planning innovation and human resource innovation are significant relative to job performance. It places importance on personal training in leasing industry, personal training takes an important part in organization. The company will appoint lecturers to give lessons, and even invites external lectures to teach professional courses to increase membership specialty. The identification to organization members is very important. The more organizational commit means organizational members identify themselves highly to organizational goal. The capability of leasing industry employees is affected by job satisfaction. In order to encourage organizational members, it is raised in compensation system and promotion system every year, and excites members to achieve the goal and pursue remarkable. This study mainly takes employees in Chailease Finance Co., Ltd as objects, it can be extended to other leasing companies or abroad employees. In questionnaire design, it can take different parts like superintendent and non-superintendent. It can added other aspects to discuss the relationship between different variances.

Corporate social responsibility has been an emerging issue all around the world after 90’s. On the other hand, effect of leadership on feeling and behaving responsibly toward society is incontrovertible. Thus, the question asks which type of leadership would be more effective on the corporate social responsibility practices toward employees of a firm. Hence this research aims to investigate the leadership style influence on the level of CSR practices toward employees. We have collected data from 197 employees of various private corporations in Kurdistan Region of Iraq. Further, we have proposed structural equations modeling to understand the level of impact. The results have shown us that ethical leadership plays much more significant role in CSR practices toward employees than transformational leadership does.

This introduction provides an overview of the special issue of Zeitschrift fur Psychologie on ‘‘Followercentric Approaches to Leadership.’’ The purposes of the special issue were to highlight new research on followers’ needs, motivations, and attributions as critical aspects of the leadership relationship. In addition, we hope to have brought together a set of papers that represent new potential directions in research that stem from the examination of followers and followership. Many of the empirical findings and theoretical contributions in this special issue suggest that, just as not all leaders are the same, followers vary (sometimes dramatically) in their needs for certain types of leaders and leadership. In addition, followers differ in their susceptibility and responsiveness to certain types of leadership (e.g., adverse, charismatic, transformational, directive vs. supportive). Over the past several decades, scholars have focused increased attention on followers and followership as a critical component of the leadership relationship. Anyone interested in leadership has likely considered the role of followers, whether active or passive, as fundamental to our understanding of the development, impact, and maintenance of leadership processes. A followercentric approach to leadership highlights new questions and new approaches. For example, how do individual characteristics and qualities of followers influence the development of leaders? What roles do followers’ needs, values, wants, and preferences play in their tolerance or affinity for certain leadership styles? What types of leadership help in developing effective followership, and what types of followership help in developing effective leadership? These questions, among others, are the focus of this special issue. This special issue therefore has a dual purpose. First, we wanted to highlight what types of research questions emerge from a followercentric approach. To this end, we sought empirical studies that considered: (1) followers’ characteristics and potential biases that influence attributions of leadership, including attributions for organizational success and failure and the ‘‘romance of leadership’’ (Meindl, 1995); (2) the role of follower characteristics, perceptions, and motivations in interpreting leadership ratings, as well as the potential impact of situational factors such as the role of crisis and follower uncertainty or fear on these processes; and (3) the social construction of leadership, including social contagion processes and other interfollower processes that enhance or suppress leadership. Second, we also hoped to include new theories and perspectives on the study of leadership and followership. The vast majority of studies of leadership are cross-sectional comparisons of leadership styles and followers’ perceptions of leaders’ styles; only within the last two decades have scholars begun to study the other side of the proverbial coin, focusing on followers’ styles and the processes of followership. The studies in this special issue examine what it means to ‘‘reverse the lens’’ (Shamir, 2007) in leadership research by studying how followers perceive and enact their own roles in the co-production of leadership.

Today the library is a dynamic organization, going inside to fulfill the dynamism of this matter which is crucial thing that is element of leadership. Nowadays it has been discovered that different types of leadership can be the successor to which a leader can apply that type, so that when that type of leadership becomes the leader's principle, it will create a certain symbolism. There is a charismatic type of other types of leadership, the transformational leadership style. This leadership style is based on the follower's satisfaction in addition to the goal achievement orientation, so this style is more supportive of the followers (librarians) to reach their orientation. Therefore, this research as a search for the symbolism that appears in its implications for self-autonomy librarians. Analysis used in this research, that is by using literature study. Researchers reviewed the literature with the primary literature is the literature of Bass & Riggio entitled Transformational Leadership .

With the transformation of human cognition in theory and practice, the individualized needs of Intellectual” have prompted organizations to evolve from traditional compensation management to total rewards management. First of all, this paper summarizes and refines the origin, components, concept connotation and theoretical basis of total rewards. It is found that the academic community constantly gives the elements of total rewards a new connotation and expands total rewards according to the constant changes in the perception of employees’ human needs. The measurement research and practice tests are conducted continuously in the meantime. The theoretical basis of total rewards is mainly reflected in the motivation theories whose core element is how to design effective total rewards content and level to meet the actual needs of employees. Secondly, according to the organization’s human resource management objectives, the theoretical and practical circles mainly study the impact of the components of total rewards on employee retention, employee attraction and employee engagement from the perspective of organizational management. After reviewing the above research results and summarizing the existing research frameworks of total rewards, this paper finds that the existing research mainly studies the influencing factors and mechanisms of the total rewards system design from the perspective of organizational management, and optimizes the total rewards system based on the above influencing factors and mechanisms. With the deepening of the total rewards research in the theoretical and practical circles, some research results have initially involved total rewards research from the perspective of managers and employees. However, these studies are scattered and do not form a systematic and clear research framework. It can be seen that the research on total rewards in the theoretical and practical circles shows a trend of changing from an organizational perspective to an individual perspective. Finally, based on the trend of total rewards research perspective, this paper points out that the future research trend of total rewards is to explore the impacts and mechanisms of personal traits, leadership style, culture and other factors on the total rewards structure and level of employees in the organization’s total rewards framework from the perspective of employees and managers. Furthermore, this paper proposes a future research framework for total rewards from an individual perspective, and summarizes the future research focus of total rewards which includes three aspects: Firstly, the employee personality characteristics affect the long-term and short-term total rewards structure and level. Secondly, the manager’s personality characteristics and leadership style affect the long-term and short-term total rewards structure and level of employees. Thirdly, it combines Chinese local culture and organizational situation to study the total rewards structure model of Chinese employees and its influencing factors. Through the above research, it provides a reference for the organization of total rewards management, managerial personal traits and leadership style improvement, and employee personal traits and behavior improvement, so that employees can feel fairness and incentives to effectively achieve human resource management goals.

This study examined the effects of leadership style and organizational culture on organizational commitment and organizational performance, and then verified the mediator role of organizational commitment between leadership style and organizational performance, and the mediator role of organizational commitment between organizational culture and performance. The employee of top ten financial holding companies that Common Wealth Magazine’s (2006) announced are the survey subjects, and the study uses stratified sampling to proceed the questionnaire survey. Out of 452 questionnaires sent, 396 valid questionnaires returned, resulting in a valid return rate of 87.6%; furthermore, this study’s confirmation used cluster analysis, one-way ANOVA, and regression analysis, and the result are as followed: 1. The effects of different types of leadership style on subordinate’s organizational commitment have significant difference. It means when the director are apt to use transformational leadership, their subordinate will have higher organizational commitment, and the effort commitment is the highest. If the director are apt to use transactional leadership, their subordinate will have lower organizational commitment, and the retention commitment is the lowest. 2. The effects of different types of leadership style on organizational performance have significant difference. It means when the director are apt to use transformational leadership, their organizational performance will be higher, and the performace of learing and growth is the highest. If the director are apt to use transactional leadership, their organizational performance will be lower, and the financial performace is the lowest. 3. The effects of different types of organizational culture on subordinates’ organizational commitment have significant difference. It indicates that the supportive culture has the highest subordinates’ organizational commitment and the effort commitmet is the highest. The bureaucratic culture has the worst subordinates’ organizational commitment and the retention commitment is the lowest. 4. The effects of different types of organizational culture on organizational performance have significant difference. It indicates that the supportive culture has the highest organizational performance and the performance of learing and growth is the highest. The bureaucratic culture has the worst organizational performance and the performance of learing and growth is the lowest. 5. It has the positive relationship between organizational commitment and organizational performance. It means the more degree of organizational commitment to the subordinates, the higher of their organizational performance. The subordinates’ value commitment impact the performance of learning and growth most. And the subordinates’ effort commitment impact the performance of learning and growth most. And the subordinates’ retention commitment impact the performance of learning and growth most 6. The study demonstrates that organizational commitment truly has positive mediator effect degree between leadership style and organizational performance. 7. The study demonstrates that organizational commitment truly has positive mediator effect degree between organizational culture and organizational performance.

Organization Performance and Leadership Style: Issues in Education Service

Purpose- It is a clear fact that innovation and the ability to innovate is essential for organizations. Especially, actions of individuals are essential for continuous innovation and improvement. That’s why innovative behaviors of the individuals at a workplace have the utmost importance to achieve innovation regarding organizational level. Hence, to uncover the relationship between leadership styles and innovative work behaviors of the employees is the purpose of this study. Methodology- In this study, the data has been collected through a questionnaire survey within the sample of white-collar employees of one of the special banks which operates in Turkey by using convenience sampling method. As a means of measurement, Leadership Style (MLQ) Scale by Bass and Avolio (2000) and Turkish Translation by Yurtkoru (2001) and Innovative Work Behavior Scale by de Jong and den Hartog (2010) and Turkish translation by Çimen and Yücel (2017) have been applied. Exploratory factor analysis, correlation and multiple regression analysis have been conducted. The main question to which this research tries to find answer is whether leadership styles have any significant effect on employees’ innovative work behavior or not. Findings- Research results revealed that the leadership behaviors of the leader affect the employees’ innovation tendency or in other words, their innovative work behaviors. Conclusion- Both transformational leadership and transactional leadership types have a significant effect on innovative work behavior of the employees. On the other hand, laissez-faire leadership type has no effect on innovative work behavior of the employees. In addition, this study provides conclusive evidence for further research that organizational culture, psychological factors and innovation climate in the organization can be put into the model as well to see the mediating or direct effect of leadership styles on employees’ innovative work behavior.

This empirical study seeks to examine the effect of Total Quality Management characterized by (management-leadership, employee relations, supplier management, project design, training, quality data and reporting, process management, continuous improvement, and customer focus) via organizational performance in the sector of construction in Sulaymaniyah City - Kurdistan Region - Iraq. For conducting this study, the data was collected through primary sources using a survey questionnaire to collect data from (106) leaders, heads of departments, managers, and supervisors. The obtained data were analyzed using statistical analysis tools like SPSS and SEM. The results showed that all the principles of Total Quality Management have a significant positive impact on construction company performance. The proposed model showed an acceptable fit.