Components Of Leadership Research Articles

How Can Regional Collaborative Governance Promote Public Value Through Relational Leadership? Grounded Research Based on Inter-Provincial Collaboration Between Guangdong, Hunan, and Guangxi in China

Studies on regional collaborative governance based on China's institutional context are abundant, but the leadership perspective behind regional collaborative governance has rarely been discussed in previous studies. Based on a review of relational leadership theory, this study adopts the grounded theory methodology to study the three cities bordering Guangdong, Hunan, and Guangxi provinces, condensing the components of relational leadership in regional collaborative governance and the general explanatory framework. The research found that relational leadership in regional collaborative governance is composed of mission-driven, social capital, governance resources, trust shaping, common learning, interaction mechanisms, and public value. Among them, mission-driven is the motivation, social capital and governance resources are the basic conditions, trust shaping and common learning are actions, the interaction mechanism is the carrier, and public value creation is the goal. At present, the main problem of regional collaborative governance is that the governance mechanism is "built but not run.” It is necessary to build an effective network governance system through the relational leadership of leaders, improve the overall public leadership of regional governance, and promote a governance system to operate more effectively. This research not only explores the dynamic leadership process of regional collaborative governance, but also enriches the micro perspective of regional collaborative governance research, expands the theoretical space of collaborative leadership, makes up the "leadership deficit" in the field of regional collaborative governance, and has reference significance and practical enlightenment for further promoting the performance of collaborative governance in the cross-region context.

Analysis of components and find mechanism models to promote digital transformational leadership of school administrators

The research aimed to: 1) analyze components and indicators of digital transformation leadership among school administrators, 2) assess their leadership needs, and 3) develop mechanism models to promote this leadership. A mixed-method approach was applied, involving three sample groups: 8 experts, 406 administrators, and 7 experts. Data collection tools included semi-structured interviews, leadership scales, needs assessments, and focus group discussions, with analysis performed through construct validity testing, needs assessment, and content analysis. The findings revealed: 1) The components and indicators of digital transformation leadership showed structural validity, as confirmed by the model’s alignment with empirical data (Chi-Square = 82.3, df = 65, p = 0.072, CFI = 0.998, TLI = 0.997, RMR = 0.00965, RMSEA = 0.0256). 2) Among the leadership components, “innovative knowledge” ranked highest in need (PNImodified = 0.075), followed by “ideological influence” (0.066), “consideration of individuality” (0.055), “intellectual stimulation” (0.052), and “inspiration” (0.053). 3) Mechanism models for promoting leadership emphasized enhancing these five components to strengthen administrators’ skills in applying technology, managing teaching and development plans, and fostering innovation. Administrators were encouraged to tailor strategies to individual needs, inspire personnel, and create a commitment to organizational change and development. These mechanisms aim to equip administrators to effectively lead transformations, motivate staff, and drive educational institutions to adapt and thrive in evolving environments.

Development Management Model of Teacher’s Global Competence and Complexity Leadership Based on the Merdeka Curriculum

This study aims to produce: 1) A product of a global competency measurement instrument for senior high school teachers, 2) A product of a measurement instrument for the complexity of leadership of senior high school principals, and 3) A product of a global competency development model based on the complexity of leadership for senior high school teachers in DKI Jakarta, and 4) A product of a training module for developing global competencies for senior high school teachers in DKI Jakarta. The unit of analysis of this study was SMA Penggerak in DKI Jakarta, with respondents of SMA Penggerak Batch I teachers totaling 301 teachers taken by proportional random sampling. Measurement of teacher global competence was carried out by distributing questionnaire instruments compiled based on 3 (three) core elements of teacher global competence, namely: 1) Teacher disposition, 2) Teacher knowledge, and 3) Teacher skills (Tichnor-Wagner, et al, 2019). Meanwhile, measurement of complexity leadership was carried out by distributing questionnaire instruments compiled referring to 3 (three) components of complexity leadership, namely: 1) Administrative leadership, 2) Adaptive leadership, and 3) Enabling leadership (Uhl-Bien et al., 2009). This study uses the SEM model with data processing techniques using Wrap PLS. The results of the design of the complexity leadership and global competent teacher measurement instrument show a high level of validity and a perfect level of reliability, so it is very suitable for use in this study. The results of the complexity leadership hypothesis test on global competent teachers show that there is a significant influence. The results of measuring the complexity leadership dimensions on global competent teachers also show that each dimension has a significant influence, where the empowering leadership dimension has the most significant influence.

Practicing With a Framework Mindset: A Closer Look at the Principle of Leadership.

This article is the third in a series highlighting the practice principles of the updated School Nursing Practice Framework. Each article in this series provides an in-depth look at a principle of the Framework, including how school nurses can apply the principle to their day-to-day practice through a Framework Mindset. This article explores Leadership as a practice principle, demonstrates school nursing Leadership in current practice, and details components of Leadership through a case study. Subsequent articles in this series will continue to build upon and explore the interconnections between the Framework principles.

Generation Z in Search of Leadership to Create Commitment Model of Intergenerational Leadership for Creating Commitment (MILCC)

Generation Z is already integrating into the fast and changing world of work around us and the effects of its entry are noticeable in rapid employee turnover, perceptions of an absence of commitment to organizations, and difficulty in understanding employee needs. This article presents a model for creating commitment for Generation Z employees. The model is based on extensive research on executive leadership's impact on creating commitment for Generation Z employees. The research was conducted in the methodology of mixed methods research which was based on a qualitative study where interviews with managers in the field of Israeli High-Tech as well as a quantitative study in which 180 Generation Z employees working in Israeli High-Tech participated. The Model of Intergenerational Leadership for Creating Commitment (MILCC) was constructed in light of research findings showing that managers' leadership was the most significant factor in creating employee engagement. The model presents four circles of influence producing employee engagement and shows five core management and leadership components managers must strengthen and develop to create commitment: authentic leadership, agile management, soft skills, ability to build motivation, and digital leadership. This article and model reinforce the view that alongside the changes in the world of work, organizations and managers must change their approach to employees and organizational expectations.

Leadership Strategies in Digital Education: Enhancing Teacher Development and Student Outcomes through Technology Integration

The integration of technology in education has become increasingly vital, particularly in the context of digital learning environments. This study employs a qualitative methodology through a comprehensive literature review to explore effective leadership strategies that enhance teacher development and improve student outcomes in digital education. The research highlights the role of transformational leadership in fostering a culture of technology integration within educational institutions. By examining various studies, the findings indicate that school leaders who actively support and empower teachers to utilize digital tools significantly impact their willingness and ability to incorporate technology into their teaching practices. Furthermore, this paper discusses the essential components of effective leadership, including vision, support, and professional development opportunities for educators. The results suggest that when principals adopt a proactive approach in guiding teachers through the integration process, it not only enhances instructional quality but also leads to improved student engagement and learning outcomes. This article contributes to the understanding of how strategic leadership can shape educational practices in the digital age, providing insights for policymakers and educational leaders aiming to optimize technology use in classrooms.

The role of scholars of the State of Algeria in achieving the quality of stability of economic, social and cultural life -Mazouna as a model

The researcher in the history of Algeria - or what was formerly called the central Maghreb - and its great heritage, faces great obstacles and great frustrations; This is because no nation has had its heritage plundered and its glory tampered with like the history of the Algerian nation, and the generations that were raised on ingratitude and neglect of glories were the biggest factor in deepening this calamity. It appears that the Algerian country has long striven to seek knowledge in all its forms, and it came to it from all its gates with the intention of standing on its rational and transmitted, so it mastered its origins and chapters by deduction and graduation on the basis of scholars who built their writings on the pillars of investigation, and fortified them with walls of scrutiny, so they were truly stars to be guided by, in their calamities, especially in the scientific capital of Mazouna, which reflected the political, economic and social features. The financial system was of great importance in the Algerian economy during the Ottoman era, as the circulating currencies varied between local and foreign, and with the advent of the Ottoman era, with its well-known currency, the Sultani - the first gold coin circulated in Algeria - the economic arena was filled with the provisions of financial transactions and the incidents of exchange and currency, which reflect the components of sovereignty and leadership of the Kingdom of Algeria during the Ottoman rule. This research paper aims to emphasize the extent of the independence of the Algerian state and its economic strength during the Ottoman.

What’s Needed for Mentoring Future Leaders: The Connections between Risk-Taking, Living Values, and Radical Listening

Mentoring Gen Z to be effective leaders requires fostering a comfort with the uncomfortable, a willingness to take risks and accept potential failure. Based on our experience teaching Gen Z in the college classroom, and working in mentorship relationships, we propose that the key to developing the skill of risk-taking lies in mentoring individuals to define their values; providing a structure through journaling for mentees to experiment with how values guide actions. We link value identification to listening as an essential component of leadership and offer the method of reflective structured dialogue as a tool for fostering listening skills. The relationship between risk aversion, values, and listening impacts every facet of life and interaction between individuals. Teaching the links between risk aversion, value clarification, and the art of listening is an opportunity for mentorship.

Ethical Leadership Behaviors and Employee Perceptions of Organizational Justice: A Qualitative Research

Objective: The study explores a crucial aspect of the service industry: how managers' leadership impacts employees' views on justice within the coffee shop industry, specifically focusing their views of justice perceptions. Theoretical Framework: This research study's theoretical foundation lies in the principles of leadership and organizational justice, incorporating theories such as climate and decision-making along with models of organizational justice, including distributive, procedural, and interactional justice. Method: The study employed a method in its research work involving 16 managers and staff members working at coffee shops in Ankara, selected through convenience sampling for the sample collection process. Data were gathered through direct observations and semi- structured interviews utilizing a questionnaire focused on ethical leadership and organizational justice concerns. Results and Discussion: The research findings showed that ethical leadership practices directly impact how workers view fairness in their environment. Effective communication and seeking input are components of leadership that significantly influence the perception of impartiality and equity among employees. Moreover, providing support, being fair, and demonstrating sincerity are characteristics that distinguish ethical leaders. The study also emphasized that when leaders exhibit these behaviors, they help cultivate an environment of justice and equity, leading to increased employee contentment and confidence. Research Implications: The study's findings indicate that it is essential for service industry organizations, such as coffee shops, to cultivate leadership practices that foster a culture of fairness within the workplace environment. Managers and leaders should strive to communicate with their teams and offer support while ensuring equal treatment for all employees to improve their perceptions of fairness. These results have implications as they may be implemented to establish a favorable work atmosphere that boosts employee engagement and loyalty while enhancing overall productivity within the organization. Originality/Value: This research contributes to the existing body of knowledge by examining how ethical leadership practices impact justice in the coffee shop industry and provides information for managers and leaders to promote a culture of justice.

Exploring the Connection between a Leader's Emotional Intelligence and their Effectiveness in Managing Teams and Organization

This study focuses on leaders in the province of Punjab, Pakistan, aiming to explore the influence of emotional intelligence on various aspects such as leadership effectiveness, communication, conflict management, and the motivation and retention of employees. Questionnaires from a pre-structured set were sent to 150 business managers from a variety of industries as part of a quantitative research study. ANOVA, regression, and correlation analyses were used to develop three hypotheses. It was found that emotional intelligence has a significant impact on leadership effectiveness. One of the most important findings from the correlation study was that emotional intelligence and leadership effectiveness are strongly linked (r = 0.78, p < 0.01). The study demonstrated how emotional intelligence plays a key role in communication, conflict resolution, and group dynamics. Finally, the ANOVA results showed that as a leader's emotional intelligence increases, their motivation, organizational commitment, and employee retention also rise significantly. Then, evidence was presented to add to (Goleman & Intelligence, 1995) study on emotional intelligence and underscores its importance for effective leadership. The findings suggest that emotional intelligence is an essential component of successful leadership, improving team performance, employee satisfaction, and overall organizational success. Data was gathered from self-report questionnaires administered to a broad range of leaders in Punjabi businesses.

Bridging the Assessment Gaps: The Engaged Validation of Adaptive Leadership Behavior and Self-Awareness Scales

Effective measurement of adaptive leadership remains a challenge within leadership development programs (LDPs). This challenge is intensified by a gap between the theoretical concepts taught and the assessment tools employed, and by the divergence between developers and users of these tools. This study addresses these gaps by development of two new scales: Adaptive Leadership Behavior (ALB) with four factors and Adaptive Leadership Self-Awareness (ALSA) with three factors. In a collaborative validation process with a Midwestern non-profit leadership center, this research helps bridge the teaching-assessment gap by closely aligning the scales with the theoretical underpinnings of Heifetz's adaptive leadership. The findings empirically demonstrate that certain components of adaptive leadership, once seen merely as practices, are crucial for impact assessment. The scales measure key competencies such as seeking perspectives, surfacing conflict, making space for multiple perspectives, and acting experimentally, along with awareness of needs, defaults, and purpose. This study tackles the long-standing challenge of demonstrating the impact of adaptive leadership programs and interventions. It offers insights for future leadership research and skill development.

Exploring determinants influencing artificial intelligence adoption, reference to diffusion of innovation theory

An organization's ability to accept innovation heavily depends on its leadership caliber. Although leadership is known to affect all three stages of adoption (initiation, adoption, and routinization), literature has yet to examine the specific leadership components that contribute to each of these phases. Drawing from existing literature on transformational leadership and AI adoption, this article examines how transformational leadership can facilitate the successful implementation of AI technologies. This paper explores the intersection of transformational leadership and artificial intelligence (AI) adoption within organizations. This study used data from 250 companies to develop and evaluate a framework combining the Diffusion of Innovation (DOI) theory with transformational leadership (TL). The results were analyzed using structural equation modeling (SEM) techniques. The study examined the determinants influencing the adoption of AI as a new technology. This study found TL is a crucial driver of adoption, whereas elements like vision and intellectual stimulation are essential for the Intention to adopt. Also, this research indicates that adopting a significant innovation like AI is intricately linked to leaders' vision and ability to respect and recognize the feelings and needs of others (both indicators of offering individual assistance). Additionally, practical implications and recommendations for leaders are provided to navigate the complex landscape of AI adoption.

Leadership Qualities of the Future Officers as an Innovative Way of Developing Moral Resistance

In today's world, where the situation is constantly escalating and new geopolitical challenges are being created, some leaders-officers possess the quality of leadership and moral stability to perform various tasks and lead their units to victory. The author analyzes the main components of leadership that contribute to the military personnel’s effective training and determines the relationship between leadership qualities and the ability of officers to withstand moral and ethical challenges. It is especially important to pay attention to innovative methods of education that contribute to increasing the personal responsibility and moral stability of future military leaders in modern conditions. It is noted that future officers’ moral stability is a key aspect of the successful performance of tasks in conditions of danger and stress, officers must not only physical training but also a strong moral spirit that allows them to defend their principles and values, independent of complex requirements. Therefore, leadership qualities are one of the key components that contribute to the formation of moral stability of future officers of the Armed Forces of Ukraine and help create a strong foundation for professional development and success in a military career. A researched type of resilience that allows officers to remain strong and determined even in the most difficult situations without compromising their principles and duties. Leadership and moral stability, which are integral aspects of successful professional training of future officers of the Armed Forces of Ukraine, are characterized.

Investigating the Impact of Digital Leadership Dimensions on Service Economics Dimensions: An Empirical Study of Service Ministries in the Kingdom of Saudi Arabia

This study examines the influence of various aspects of digital leadership (such as digital culture, visionary planning, system design, empowering leadership, employee development, innovation, persuasion, and knowledge) on different dimensions of service economics (including innovative economic ideas, efficient use of economic resources, leadership behaviors, and economic learning) within service ministries in the Kingdom of Saudi Arabia. We used a quantitative technique to collect data from a sample of 475 workers involved in service ministries via the use of a survey questionnaire. We conducted a thorough study of the data using the method of multiple regression analysis. The findings indicate that the different components of digital leadership have a significant and advantageous impact on the variables associated with service economics. The research determined that digital culture, innovation, and employee professional development are the main characteristics that have a major impact on digital leadership. This study contributes to the current literature by providing empirical evidence on the relationship between digital leadership and service economics. Additionally, it offers practical suggestions for service ministries in Saudi Arabia to enhance their service economics via the implementation of effective digital leadership methods. Nevertheless, the study is subject to many limitations, including its cross-sectional design and its narrow emphasis on a particular environment. It is recommended that future research endeavors address these constraints.

The Impact of Leadership Practices on the Adoption of Digital Transformation: The Moderating Role of Organizational Culture in Jordanian Manufacturing Sector

This study investigates how organizational culture influences the relationship between leadership practices and digital transformation, as well as the impact of digital leadership practices on the adoption of digital transformation inside organizations. Using a quantitative approach, data from numerous firms reveal that achieving digital transformation necessitates effective leadership, with specific leadership components such as communication, strategic planning, digital leadership, and continuous improvement being crucial. The findings show that, depending on how effectively organizational culture fits with leadership initiatives, it can either facilitate or delay digital change. The study underlines the importance of purposeful investments in leadership development and cultural alignment for successful digital disruption management. While emphasizing the importance of cultivating an innovative culture and giving leaders with practical insights.

IMPLEMENTASI KEPEMIMPINAN TRANSFORMASIONAL KEPALA MADRASAH DALAM MENINGKATKAN MUTU LULUSAN LEMBAGA PENDIDKAN ISLAM

In the era of globalization and modernization, Islamic educational institutions such as madrasahs face significant challenges in enhancing graduate quality to ensure their competitiveness. Transformational leadership, recognized for its ability to inspire and empower staff, has become an essential approach for creating a dynamic and progressive educational environment. This study aims to answer the question of how transformational leadership practices of madrasah principals can improve graduate quality. Using a descriptive qualitative research method, this study examines the four main components of transformational leadership, as proposed by Bernard M. Bass: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Findings from Madrasah Aliyah Al-Jawami reveal that the madrasah principal plays a crucial role in inspiring and motivating both teachers and students through exemplary behavior, empowerment, and inclusive communication. The impact of this transformational leadership is evident in the improved quality of graduates, both academically and in non-academic skills, preparing them for challenges beyond school. These findings suggest that implementing transformational leadership can be an effective strategy for enhancing educational quality in Islamic institutions.

The Position and Influence of Transformational Leadership on Organizational Culture and Strategies

It is obvious that traditional leadership will not survive in the third millennium and the world will need transformational leaders. Transformational leadership actions enable companies to improve their performance while competing in a turbulent and unpredictable environment. When the components of transformational leadership are used as a complement to other leadership actions, it can become a source of competitive advantage for the company, and the use of this competitive advantage can significantly contribute to strategic competition and obtain higher returns in the short and long term. . In fact, without effective transformational leadership, the probability that the company can achieve superior and even satisfactory performance when facing the challenges of the global economy will decrease. In this article, transformational leadership, the scope and development process of transformational leadership and its components are examined, and the impact of transformational leadership on organizational culture and company strategies is examined. The current article is of a descriptive type and the library method was used to collect information related to the subject literature. The results of this research can help organizations to gain more efficiency in a competitive environment.

Who is the next leader? Understanding women leadership development and succession planning in Saudi Arabian higher educational institutions.

Leadership development and succession planning is a valuable strategy for closing the gender gap and providing an equal chance for males and females to be trained and involved in leadership roles. This strategy is an incredibly effective tool in higher education, where there is a significant disparity between male and female academic leaders. Despite its effectiveness, succession planning remained an overlooked component of the higher education system. Further research studies enhance our understanding of the current state of succession planning and the factors that affect the recruitment and selection of future academic leaders. Hence, this study aims to identify the current women's leadership development and succession planning practices in public and private universities in Saudi Arabia. A qualitative study was conducted in a Saudi Arabian higher education setting. The interest in Saudi Arabia stems from the fact that succession planning is less likely to be practiced since gender discrimination is apparent when assigning leadership positions. Results indicate that top powers typically select leaders since succession planning is absent in Saudi Arabia's higher education institutions. In this circumstance, networking and relationships play a significant role, as these institutions have no formalized succession planning process. In a highly gender-segregated society like Saudi Arabia, women are deprived of expanding their networks and showcasing capabilities to male decision-makers. The results of this study further identified the underlying components of the women's leadership and succession planning process in the Saudi Arabian setting. This study contributes to leadership and succession planning knowledge and its implications, which may extend opportunities for practitioners, consultants, and policymakers to include women in higher education succession planning.

The Psychological Self-Empowerment: Effect of Transformational Classroom Leadership on the EMI Teacher’s Self-Efficacy

This article examines the relationship between the English medium instruction teacher’s classroom leadership and their teaching self-efficacy. The self-reported data were collected from 188 English-medium instruction teachers at a Chinese public university. The correlational analysis of data revealed that there was a close positive relationship between classroom leadership and teaching self-efficacy ( r = .70, p < .001), and the teacher’s classroom leadership contributed 48% of the variance of their teaching self-efficacy. Among the three components of teaching self-efficacy, self-efficacy for student engagement had the highest correlation with the teacher’s classroom leadership ( r = .66, p < .01). The multiple regression analysis showed that teaching self-efficacy was significantly predicted by two components of classroom leadership, that is, intellectual stimulation (β = .29, p < .001) and idealized influence (β = .24, p < .05). The ANOVA test results showed that classroom leadership increases with the teacher’s EMI teaching experience, reaching the highest when it gets to 10 years, and then decreases later, while teaching self-efficacy increases continuously. The findings have great potential to open new areas for the development of the English-medium instruction teacher’s self-efficacy.

Linking Leading-Following and Family.

It is thought-provoking to reflect on the ways in which the idea of family arises within many leading-following situations, especially within work settings where coworkers may refer to each other as or name each other their "work family." In this paper, the author explored the ways in which the humanbecoming paradigm (Parse, 2021) and its models may be used to lead with others from a family view. There are many meaning-making moments within leading-following professional relationships that shape all constituents (families) over time. As in all unique disciplines, such as nursing, that have leadership and practice components, it is important that there is a theoretical framework serving as the foundation to co-build professional relationships.