Leadership Culture Research Articles

Leadership, Retention, and US culture in the LDS Church in Latin America and Europe

Leadership, Retention, and US culture in the LDS Church in Latin America and Europe

Strategic Leadership in the Nigerian Telecommunication Industry: Case Study Analysis

This article explores the dynamics of strategic leadership within the Nigerian telecommunications industry. As one of the fastest-growing sectors in Nigeria, telecommunications plays a pivotal role in the country’s economic development. Strategic leadership is not just a management buzzword, but a necessity for telecommunication companies to navigate the complex and competitive landscape of the industry. This study examines the critical elements of strategic leadership, including vision, innovation, and organizational culture, and their impact on the performance and success of telecommunication firms in Nigeria using case studies. Findings from the research questions that were answered by the case studies indicate that the telecom industry exhibited key characteristics of vision and innovation and its leaders at the inception had a clear vision of the future of telecommunications. The leaders perceive the role of strategic leadership as crucial in achieving organizational goals by aligning resources and actions with strategic goals to make them competitive. Findings further revealed that the regulatory environment governed by the Nigerian Communication Commission plays a crucial role in shaping the strategic decisions of telecommunication companies and the heavily regulated environment created challenges for leaders trying to implement strategic initiatives. Policy recommendations include enhancing the regulatory framework to promote fair competition, innovation, investment, and robust infrastructure. Encourage research and development in telecom technologies to drive innovation and competitiveness and collaborate with government, industry players, and other stakeholders to address common challenges to drive industry growth.

The guidance culture in the context of building society 5.0.

The purpose of the study was to analyze the development of educational policy, which should contribute to significant social improvements and still remains a major problem area in most democratic societies. The article focuses on educational institutions and, in particular, their leaders, who must confront the challenges of education in the twenty-first century. It is noted that educational institutions should be transformed into institutions to promote internal change, stimulate social transformation and prepare students for active participation in increasingly diverse, complex and dynamic communities. Attention is focused on educational managers and leaders who should be agents of change, civic leaders and promoters of social development, playing the role of leaders, in particular within the framework of the five-pillar spiral model and the achievement of the UN Sustainable Development Goals. The article is devoted to the analysis of the phenomenon of leadership as a new stage of leadership development of future education managers in the context of building Society 5.0. The obtained results demonstrate the need for synergistic modeling of the concept and programs for the development of leadership culture in future education managers, with the inclusion in the «orbit» of this training of the goals of sustainable development, achieving social justice, translating knowledge and innovation in society, strengthening the foundations of the country's soft power on the basis of transformational leadership and deep conscious personal motivation. The practical significance of the study lies in the possibility of applying the conclusions and recommendations in the process of optimizing the university training of future education managers.

The centrality of school leadership culture on students’ performance: The experience of high performing public secondary schools in Tanzania

The impact of the school leadership culture on educational institutions is widely known but it is unclear how it is associated with students' performance, especially in high performing public secondary schools. This paper reports on a study that examined the association between the school leadership culture and students' performance in high performing public secondary schools in Tanzania. The study adopted a mixed-methods approach with a concurrent embedded design, involving a total of 235 participants. Data were collected via questionnaires, interviews and documentary review. The quantitative data were analysed using Spearman's Correlation Coefficient, while the qualitative data were analysed thematically. Generally, the results revealed a significant positive correlation between the school leadership culture and students' performance (r=.653, p < 0.01). Specifically, students' performance correlated positively with their involvement in academic planning (r = 0.26, p < 0.01) and decision making (r = 0.29, p < 0.01), the timely communication of their academic progress (r = 0.65, p < 0.01), their cooperation with teachers (r = 0.64, p < 0.01) and their motivation (r = 0.63, p < 0.01). Policymakers and educational practitioners should strive to foster a positive school leadership culture so as to reduce the performance disparity that has persistently plagued public secondary schools in Tanzania.

Motivation to Lead: A Study of the Supportive Nursing Leadership Environment

Background. With projected nursing shortages, an aging workforce, and the imminent retirement of nurse leaders, nursing leadership shortages are a concern. While several studies have indicated the interest of nurses in pursuing leadership positions, limited research has focused on examining the influence of the leadership practice environment on nurses’ motivation to lead. Aim. The aims of the study were to (1) assess the relationship between the leadership environment and the motivation of nurses to lead and (2) determine whether there are particular aspects of the leadership environment that influence motivation to lead. Methods. A cross‐sectional research design was used to collect data from 435 nurses working in 16 public and private hospitals in Oman. Leadership Environment Scale and Motivation to Lead Scale were used to assess participants’ perceived leadership environment and their motivation to engage in formal leadership roles, respectively. Multivariate linear regression was used to assess the relationship between the perceived leadership environment and the motivation of nurses to undertake leadership roles. Findings. Nurses reported a mean scale value of 3.208 out of 5 (SD = 0.467) for their motivation to lead, which exceeds the midpoint, indicating a strong motivation to engage in formal leadership roles. Nurses reported a mean score of 3.194 out of 4 (SD = 0.661), which exceeds the midpoint, suggesting a favorable perception of leadership environment. The findings showed a significant relationship between the leadership environment and nurses’ motivation to lead. Specifically, self‐organization (β = 0.185, p = 0.001, CI = 0.086–0.378), agents (β = 0.221, p = 0.002, CI = 0.124–0.474), and transformative exchange (β = 0.100, p = 0.037, CI = 0.101–0.142) were characteristics of the leadership environment that were associated with greater motivation to engage in leadership. Conclusion. This study emphasizes the importance of cultivating a supportive leadership environment as a potential strategy to attract nurses to assume formal nursing leadership roles. Implications for Nursing Management. Strategies to improve nurses’ motivation to lead in a complex healthcare environment include improving nurses’ active involvement in their organization, creating a collegial supportive and mentoring leadership culture, and improving transformative exchange by supporting career and educational advancement.

A Connectivity behív bennünket : A társadalmilag elosztott és megtestesült megismerés módszere a Woolly Mammoth Theatre Company által inspirált színházon keresztül

This article intends to serve as a case study and inspiration in the field of audience engagement and community experience and invites international exchange &amp; discussions on best practices and experimental praxises. It briefly examines the cultural history and context that preceeded Connectivity. Then sets out to illustrate with examples how the aim of the Connectivity department is to forge dynamic and multifaceted bilateral relationship between the theatre—Woolly Mammoth Theatre Company specifically—and her community in Washington, D.C. Each play programmed has a constellation of curated experiences designed to engage, explore and educate: from open first reads, to interactive lobby displays, to post show events, the theatre seeks relentlessly how to best facilitate the encounters that strengthten and enrich lifes in and with the arts. By bringing the concept of Connectivity to a continental readership, the article invites us to examine the function and potentiality of our institutions in the civic and cultural landscape they serve and thereby extend our notions of cultural leadership by offering a variety of approaches to invite, engage and sustain audience participation beyond spectatorship.

The Effects Of Transformational Leadership And Organizational Culture On Employee's Performance (Case Study at Nippon Paint Company Branch in Bengkulu City)

This study aims to determine the calculation and effect of leadership and organizational culture on employee’s performance at Nippon Paint company branch in Bengkulu City. The analytical method used in the research is the quantitative method. Based on research results, Transformational Leadership has a significant effect on Employee’s Performance because tcount (2.753) is greater than ttable (1.674) with a significant value of 0.008 &lt; 0.05. This illustrates that the better the transformational leadership at Nippon Paint company branch in Bengkulu City, the more employee’s performance will increase. Organizational culture does not have a significant effect on employee’s performance because tcount (0.771) is smaller than ttable (1.674) with a significant value of 0.445 &gt; 0.005. This illustrates that employees at Nippon Paint company branch in Bengkulu City. From the simultaneous test results we can see that there is a significant effect between transformational leadership and organizational culture on the employee’s performance at Nippon Paint company branch in Bengkulu City together because the value of Fcount &gt; Ftable is 4.581 &gt; 3.18 with a significance of 0.015 &lt; 0, 05. From the results of the coefficient of determination test, the R square value is 0.155 or 15.5%. It can be concluded that there is a variable effect on employee’s performance of 15.5%. The remaining 84.5% is effected by variables outside this research.

Ethics and Organizational Performance: Exploring the Impact of Leadership in Higher Education

It is impossible to overstate the role that ethical leadership plays in driving higher education institutions (HEIs) success in light of the rapid pace of change in the sector. This study analyzes the revolutionary potential of ethical leadership in higher education institutions and demonstrates its huge impact. We delve into faculty members' perceptions and descriptions of their own institutions' achievements and failures to examine the link between ethical leadership and organizational performance in HEIs. A quantitative cross-sectional survey was employed. The participants of the study were teaching faculty of higher educational Institutions of District Dera Ismail Khan Khyber Pakhtunkhwa Pakistan. Through surveys, 210 faculty members from HEIs provided the data for this study, which was then analyzed using SPSS-26. This study investigates how much ethical leadership practices have an impact on organizational performance in the setting of higher education. The findings shed important light on how faculty members view ethical leadership and its bearing on organizational success. The study's findings add to the existing body of information on ethical leadership in HEIs and have implications for leaders and administrators in developing a culture of ethical leadership to improve organizational performance.

Shared Leadership and Employee Satisfaction in China: A Multiple Correspondence Analysis of Gender and Education Aspects of Participative Leadership Models

The relevance of researching on modern management approaches is today´s dynamic labor market’s demand for flexible leadership models, such as shared leadership, to attract talents in companies by meeting employee´s requirements of more participation in management tasks. This paper aims for the investigation of gender and education level related influences on attitudes toward shared leadership and employee satisfaction in a Chinese cultural context for a better understanding of possible limitations of shared leadership. Shared leadership is mainly explored with a focus on its origins in North America, the study of shared leadership in the Chinese culture is underrepresented. This quantitative research is conducted through an online survey, distributed by WeChat, involving 103 Chinese employees, with 39 women and 64 men, 34 years old on average, in a manufacturing work environment to approve the industry relevance. The convenience sampling ensures a high level of trust and data quality of the respondents regarding sensitive information about employee satisfaction and attitude toward shared leadership. Only existing, validated questionnaires were used. The survey regarding employee satisfaction is based on Spector (1985). The survey regarding attitude toward shared leadership is based on Small (2007). The results are evaluated by their means, standard deviations, correlation analysis and multiple correspondence analysis. Statistical analysis is performed by XLSTAT. The first hypothesis (H1), suggesting a clustering effect by gender and education level on shared leadership’s scope, is not significantly confirmed by the correlation analysis. The multiple correspondence analysis raises suspicions about men exhibiting higher employee satisfaction and a more negative attitude toward shared leadership than women. Individuals with a bachelor’s degree tend to display ambivalent attitudes toward shared leadership. The second hypothesis (H2), proposing a positive correlation between attitude toward shared leadership and employee satisfaction, is not confirmed by the correlation analysis. No significant correlation is found among the variables for the entire sample of Chinese respondents. The third hypothesis (H3), proposing an ambivalent attitude of Chinese employees toward shared leadership, is confirmed by the calculated mean score within the survey by Small (2007). There are potential reasons for this ambivalence, e.g. suggesting a conflict between traditional and modern values in China. This paper recommends a deeper understanding of ambivalent employee satisfaction at work to enhance the effectivity and efficiency of planned leadership changes. Tailored leadership training should be designed to align with the preferences of these specific target groups. Future research directions could focus on strategies for persuading team members to embrace a shared leadership approach. Additionally, exploring the reasons behind negative attitudes toward shared leadership paves the way for further research, such as examining potential connections with hierarchical power structures.

Impact of Entrepreneurial Networking on Firm Performance A Dual Moderated Mediation Analysis

Entrepreneurial networking is one of the important components in the field of entrepreneurship and this leads to the higher firm performance. Therefore, the purpose of this study is to investigate the relationship between entrepreneurial managers networking on SMEs firm performance with mediation business model innovation, as well as the moderating ambidextrous leadership, entrepreneurial networking learning culture effects, and business model innovation effect in the Pakistani textile sector. The hypothetical-deductive technique is used in this analysis. The mediation and moderation test was analyzed using Smart PLS to explore the indirect impact of the proposed factors on the SME's firm performance. By applying Smart PLS (Partial Least Square) the structural Equation Method (SEM) was used as a mathematical technique to assess the direct impact of the suggested variables on the SMEs firm performance. Empirical results of this research revealed that entrepreneurial networking and SMEs firm performance have a positive association. It was found that the business model innovation has a positive influence as a mediator and the ambidextrous leadership and learning culture also has a positive influence as moderators.

Розробка і впровадження нових організаційних структур в публічному секторі

Розробка і впровадження нових організаційних структур в публічному секторі

Angngaru Tradition in Maros Regency Perspective ' Urf

This research focuses on the angngaru tradition in Maros Regency with an 'urf perspective with the aim of describing the angngaru tradition for the people of Maros Regency, then to find out the views of cultural figures, community leaders, religious leaders and angngaru practitioners for the people of Maros Regency and to find out the implementation of the angngaru tradition in the Regency Maros in 'urf perspective. The type of research used is field research with qualitative descriptive. Then two approach methods were used, namely the Sharia approach and then the historical approach. The results of the research show that after extracting information through direct interviews with sources, namely cultural figures, religious figures, community leaders, practitioners and the general public of Turikale Village, the author was able to draw the conclusion that the angngaru tradition in the Turikale community plays a big role in maintaining legal order. and the social order. This was proven after the author received information that those who carry out this tradition must meet several criteria, such as those who carry out the aru must be people who are selected and have been trained, must be humble and humble, and ready to participate in maintaining the goodness of the people being carried out. (the person who is doing the angngaru in front of him). The implementation of Islamic law towards this tradition can be done through the 'urf method approach, where the author concludes that this tradition has many benefits and does not violate Islamic values. So that the angngaru tradition in the 'urf perspective approach can continue to exist among the people of Maros Regency.

Metaphors of 6th Grade Students Regarding the Culture Concept Included in the Social Studies Curriculum

This research aims to reveal the metaphors used by 6th grade secondary school students regarding the concept of culture in social studies. In this qualitative research study, the researchers interviewed 80 students – 40 girls and 40 boys – regarding their metaphors concerning the concept of culture. We conducted content analysis to analyze the data collected. We categorized the metaphors under five titles. These categories are cultural element, heritage, leader, continuity, and unifying. The study observed that the students mostly associated the concept of culture with the concept of history and tradition and defined the concept of culture mostly through cultural elements. In addition, in the study, the researchers observed that the participants did not develop a negative metaphor about the culture and perceived the beneficial aspects of the culture. We can say that the social studies course and the curriculum successfully foster a favorable perception of culture.

The Influence Of The Principal's Leadership And School Culture On The Job Satisfaction Of Private High School Teachers

Based on basic education data (DAPODIK) at the high school level in Bekasi Regency in the Odd Semester of the 2022/2023 Academic Year, the number of students of 44 public high schools in Bekasi Regency reached 45,043 students. This means that as many as 77.85% of students attend public high schools. While the number of students attending private high schools is only around 12,811 students (22.15%). As a result, as many as 60 private high schools were declared unhealthy/unhealthy, due to a shortage of students. If this continues, it is likely that in the following year, many private high schools in Bekasi Regency will close because they do not get students. Of course, this must be overcome with a strategy to improve the quality of schools, one of which is to improve the performance of private high school teachers through job satisfaction. The purpose of this study was to determine the influence of the principal's leadership and school culture on the job satisfaction of private high school teachers in Bakasi District. This study used a quantitative approach with an explanatory method with a population of all private high school teachers in Bekasi Regency totaling 848 people. Data was collected using questionnaires and analyzed using path analysis. The results of the pathway analysis showed that there was a positive influence of the principal's leadership on teacher job satisfaction. The percentage of influence contribution is 37.5%. This means that the magnitude of the influence of the principal leadership variable (X1) on teacher job satisfaction (Y) is 37.5%. The results of the pathway analysis show that there is a positive influence of school culture on teacher job satisfaction. The percentage of influence contribution is 43.7%. This means that the magnitude of the influence of school culture variables (X2) on teacher job satisfaction (Y) is 43.7%.

Effect of principal's instructional leadership practices on teachers' professional development: A cross sectional study of secondary school level from selected areas of Lahore, Punjab, Pakistan

This study investigates the intricate relationship between principal instructional leadership practices and their effects on teacher professional development, school culture, and the broader educational environment. The research was conducted in selected areas of Lahore, involving 260 participants from both private and public secondary schools. Data was collected through a Likert scale questionnaire containing 25 items measuring seven dimensions of instructional leadership and 11 items for teacher professional development. Statistical analysis, including Cronbach's Alpha, KMO and Bartlett's tests, factor analysis, Pearson correlation, and regression analysis, were employed to examine the data. The research revealed significant associations between principal instructional leadership practices and teacher professional development, highlighting the influence of instructional leadership behaviors such as providing feedback, setting clear educational objectives, and fostering collaborative learning environments. This study identified a substantial impact of principal instructional leadership on school culture and organizational environment, with instructional leadership practices positively correlating with welcoming environments and a culture of continuous improvement. The findings of this study have practical implications for educational officials and practitioners. Educational leadership development initiatives that focus on enhancing instructional leadership skills among administrators can create conditions conducive to effective teacher professional development. These initiatives should prioritize fostering cooperation, providing constructive feedback, and establishing clear instructional objectives. This research underscores the vital role of instructional leadership in shaping school culture and student outcomes. Effective educational leadership is an ongoing process that encourages trust, collaboration, and adaptability in a rapidly evolving educational landscape. While acknowledging the study's limitations, this research contributes to the ongoing dialogue on educational leadership, emphasizing its significance in promoting successful school communities.

All that Glitters may not be Perceived Gold. When and How Authentic leadership can be ineffective in power distance cultures

Considering the critical role of effective leaders towards ensuring organizational success, current study attempt to revisit the effectiveness of authentic leadership in a power distance culture. More specifically, current study considers the contingency role of power distance culture over the relationship between authentic leadership and its effectiveness through LMX and perceived impression management. For this purpose, data were collected from public sector organizations in Pakistan comprising 31 managers and 202 respective employees. Multilevel path analyses provided reasonable support for our hypotheses. It is demonstrated that authentic leadership is positively associated to leaders’ effectiveness and LMX. Moreover, power distance culture conditions the relationship between the authentic leadership and its effectiveness through perceived use of impression management tactics and LMX in a way that relationship gets weaker when power distance is high. Both practical and theoretical implications of this perspective are discussed.

The Influence of Transformational Leadership Style and Military Organizational Culture on Soldier Performance at Makorem 101/Antasari

Improving the quality of soldier performance is greatly influenced by leadership and organizational culture. The aim of this study is analysis the influence of transformational leadership style and military organizational culture on the performance of soldiers in Makorem 101/Antasari. The research method is quantitative using partial least squarewith data analysis using Smart PLS 3.0 software. The study population consists of 100 soldiers from the Military Regional Command (MAKOREM) 101/Antasari. The result shows that transformational leadership style and military organizational culture on soldier performance.

Influence Of Transformational Leadership on Organisational Culture with a Mediating Effect of Innovative Work Behaviour: A Systematic Review

Objective: Leadership and organisational culture are mostly researched areas independently. However, the relationship between transformational leadership and culture of the organisation have not been much rooted into especially with a mediation of innovation. This paper aims at enhancing the knowledge on the association between transformational leadership and organisational culture with innovation mediating the relationship.&#x0D; &#x0D; Method: Systematic Literature review was conducted to arrive at a conclusion for the study. 60 articles were selected for final assessment after careful screening from the Scopus database. Articles from the year 2000 to 2023 were taken into consideration for the review.&#x0D; &#x0D; Results: The systematic review has found that there exists a relationship between transformational leadership and the culture of the organisation with a mediating effect of innovative work behaviour.&#x0D; &#x0D; Conclusion: Transformational leadership has the potential to create a proper organisational culture that will promote and enhance the innovative work behaviour of the employees. This systematic review reinforces the aspect of transformational leadership, guiding and motivating the employees thereby creating a positive organisational culture paving way for innovation in the organisation.

The Influence of Leadership and Organizational Culture on Performance through Compensation for Employees of the Directorate General of the General Judicial Body of the Supreme Court Republic of Indonesia

This research aims to examine the influence of leadership and organizational culture on performance through employee compensation. This research uses quantitative methods by distributing questionnaires to employees of the Directorate General of General Justice of the Supreme Court of the Republic of Indonesia. The population of this research is all Civil Servants of the Directorate General of General Justice, totaling 113 people within the Directorate General of General Justice. The sampling technique in this research used the Slovin formula. The data analysis method used in this research is multiple linear regression and simple linear regression, namely the F test and T test. This research shows that simultaneously leadership and organizational culture have a positive and significant effect on compensation at the Directorate General of General Justice of the Supreme Court of the Republic of Indonesia. This can be seen from the calculated F value of 122.134. And the R square value is 0.830 or 83% with a significance probability value of 0.000 &lt; 0.05.

Understanding the Role of Organizational Confidence on the Culture of Teacher Leadership in Public Schools in the Philippines

The purpose of this study is to understand the role of organizational trust on the culture of teacher leadership in selected public-schools in the Philippines. The study utilized a qualitative research design involving public-school principals in Schools Division Marikina, Marikina City. Findings revealed that one of the leading themes that stood out in the responses was that teacher leadership is a skill that needs continuous development. The participants said that teacher leadership is being observed when school tasks are being properly managed and when there is a harmonious work environment in the institution. The most dominant challenges are the reluctance of teachers to accept challenging tasks, low self-confidence, and lack of compassion. Participants shared unique characteristics of leadership empowerment, such as being transparent, honest, responsible, and considerate. The majority of the participants agreed that organizational confidence can be achieved through teacher empowerment. Participants also stated that it is time for the organizational confidence to be established in order to effectively render a good quality education in the Philippines. Findings also revealed that being a good listener is a key factor in advocating teacher leadership and that building a working environment wherein everyone will have their own opportunity to experience leadership is also one the recommendations mentioned by the participants.