Leadership Culture Research Articles

Pengaruh Kepemimpinan Kepala Sekolah dan Budaya Sekolah Terhadap Kinerja Guru TK

This study was conducted with the aim of analyzing and describing the influence of principals' leadership and school culture on teacher performance, either partially or simultaneously. To perform these tests, this research uses quantitative methods. Data collection techniques were carried out through questionnaires and documentation, and the data obtained were analyzed through multiple regression tests which first tested the normality distribution of the data, symptoms of heteroscedasticity and multicollinearity. The results obtained from the research conducted stated that the data were normally distributed, there were no symptoms of heteroscedasticity and multicollinearity so that the test was continued with parametric statistical analysis. So it can be concluded that the principal's leadership partially has a significant influence on teacher performance. Likewise, school culture has a significant influence on teacher performance in partial testing. In simultaneous testing, it was stated that the principal's leadership and school culture had a significant influence on the performance of kindergarten teachers in the Banyuasin III sub-district, Banyuasin Regency.
 
 Keywords : Principal Leadership, School Culture, Teacher Performance

Developing early career teachers’ professional digital competence: a systematic literature review

ABSTRACT Early-career teachers face numerous challenges when using digital technologies in their educational practices. This systematic literature review explores how early-career teachers develop professional digital competence in practice and identifies some of the contributing factors for this development. Twenty-five publications were selected for inclusion in the review study after a careful search strategy and detailed screening conducted in three popular and relevant databases (Web of Science, Scopus and ERIC). The analysis of the reviewed publications revealed four overarching themes (actively developing professional digital competence, taking advantage of development opportunities, mentoring as a way of development, and professional digital competence interwoven with early-career teachers’ professional identity development). The analysis also revealed five factors (institutional culture, accessibility and availability of resources, governance and leadership, insufficient or lack of technical and pedagogical support and a heavy workload) contributing to early-career teachers’ professional digital competence development. The systematic review offers conclusions and research implications.

Leadership in Turkish Culture in the Context of Proverbs

Küreselleşme ile birlikte yaşanan değişim ve gelişmeler sonucunda ülkeler arasında farklı kültürel özelliklere sahip bireylerin birbiriyle olan etkileşimleri önem kazanmaya başlamıştır. Farklı kültürel değerlere sahip çalışanların tek bir hedef etrafında bütünleşmesi ve yönlendirilmesi örgütlerin sahip oldukları kültürel özelliklere uygun liderlik türünün benimsenmesi örgütsel etkililik ve verimlilik açısından önem kazanmıştır. Bu farklılıklara sahip bireyleri bünyesinde barındıran örgütlerin nasıl yönetileceği sorununu ise kültür, kültürel farklılıklar ile liderlik türleri üzerine yoğunlaşılmasına neden olmuştur. Kültürel mirasın temel unsurlardan biri olan atasözleri bağlamında Türk kültüründe liderliğin incelendiği bu çalışmanın amacı atasözleri bağlamında Türk kültüründe liderlik özelliklerinin değerlendirilmesidir. Çalışma nitel araştırma olarak tasarlanmış ve araştırmanın hedefinde yer alan olgu ya da olgular hakkındaki bilgileri içeren yazılı materyallerin analiz edilmesine fırsat veren doküman incelemesi yönteminden yararlanılmıştır. Çalışmada Aksoy (2007) tarafından yayımlanan Atasözleri Sözlüğü kullanılmıştır. Bu sözlükte yer alan 2667 tane atasözü incelenmiş ve içerik analizi ile veriler analiz edilmiştir. Yapılan analiz sonucunda geleneksel liderlik kapsamında; otokratik liderlik, demokratik-katılımcı liderlik, tam serbestlik tanıyan liderlik türleri ve özelliklerinin yanı sıra çağdaş liderlik yaklaşımları kapsamında da; ağ liderlik, canlandırıcı liderlik, dağıtımcı liderlik, dönüşümcü liderlik, eleştirel liderlik, entelektüel liderlik, etkileşimci liderlik, girişimci liderlik, hizmetkâr liderlik, karizmatik liderlik, kuantum liderlik, kültürel liderlik, öğretim liderliği, öğretmen liderliği, paternalist liderlik, vizyoner liderlik türleri ve özelliklerine ulaşılmıştır. Araştırmanın sonuçları atasözleri bağlamında Türk kültüründe en fazla dönüşümcü ve otokratik liderlik türlerine vurgu yapıldığını ve bunu sırasıyla demokratik-katılımcı liderlik, etkileşimci liderlik ve dağıtımcı liderlik türlerinin izlediğini göstermektedir. Araştırmada öne çıkan bir diğer bulgu ise otokratik liderliğin “Lider kendi başına karar alır ve aldığı kararları astlarına bildirir.” özelliğinin; dönüşümcü liderliğin “Takım ruhu ve kararlara katılım ön plandadır.” özelliğinin; dağıtımcı liderliğin “İşgören uzmanlığına önem verilir.” özelliğinin; kuantum liderliğin “Lider, belirsizliklerle baş edebilmeyi bilmektedir.” özelliğinin; etkileşimci liderliğin “Lider-izleyen arasında takas ilişki söz konusudur (amaç-ödül; baskı-ceza)” özelliğinin; canlandırıcı liderliğin “Takım üyeleri ile işbirliği yapar.” özelliğinin atasözlerinde en çok vurgulanan liderlik özelliklerinden olmasıdır. Tüm bu özellikler dikkate alındığında araştırmada; otokratik eğilimli, işbirliğinin ön planda olduğu, belirsizliklerle baş edebilme, ödül ve cezalandırmaya dayalı sistem anlayışı, takım ruhu oluşturma gibi liderlik özelliklerine atasözlerinde daha fazla yer verildiği sonucuna ulaşılmıştır. Araştırma bulgularından hareketle, örgütlerin belirle-nen amaçlarına ulaşabilmesi için öncelikle sahip olduğu kültürel özelliklerin belirlenmesi ve bu kültürel özelliklere uygun liderlik türüne yer verilmesi önerilebilir. Liderlik ve kültür arasındaki ilişkiyi farklı açılardan ele alacak çalışmaların farklı sözlü ve yazılı kültür öğelerinin incelenmesinin alan yazına katkı sağlayabileceği düşünülmektedir. Farklı liderlik türleri ve özellikleri kapsamında atasözlerinin incelenmesinin yanı sıra farklı dil ve kültürlere ait atasözlerinde de liderlik özelliklerine ilişkin vurguların inceleneceği karşılaştırmalı araştırmalar yapılabilir.

Analisis Faktor Employee Engagement terhadap Kinerja Karyawan di PT Sinkona Indonesia Lestari

Length of work is one of the assessments or determinants that can show that the company has engaged employees. PT Sinkona Indonesia Lestari (PT SIL) has employees who have worked for more than 16 years as much as 62,25 percent, this shows that many employees at PT SIL feel engaged with the company. Based on this background, this research was conducted at PT SIL which aimed to find out and analyze what factors influence employee engagement on performance or employee performance at PT SIL. The sample for this study includes 100 of his employees with a stratified random sample. The variables used to describe employee engagement factors are leadership, compensation, and organizational culture. Other potential variables are employee engagement and employee performance. Organizational culture (organizational culture) has been shown to have a significant positive impact on both employee engagement and employee performance (employee performance).

The Influence of Leadership, Motivation, and Work Environment on Employee Performance Through Job Satisfaction as a Mediating Variable

This study aims to analyze the factors that influence employee performance, including: leadership, work motivation, work environment and job satisfaction. This study also wants to analyze the influence of leadership, work motivation, and organizational culture on job satisfaction and analyze how job satisfaction mediates the influence of leadership, work motivation and work environment on employee performance. The population in this study amounted to 130 permanent employees at PT TI. The sample used was 99 employees using the Slovin formula calculation. The sampling technique used was simple random sampling technique which was carried out randomly without regard to strata in the population. The research method used is quantitative with SEM-PLS. Based on the analysis in this study, the results show that: 1) Leadership has no significant effect on job satisfaction; 2) Work motivation has a positive and significant effect on job satisfaction; 3) The work environment has no significant effect on job satisfaction; 4) Leadership has no significant effect on employee performance; 5) Work motivation has no significant effect on employee performance; 6) The work environment has a positive and significant effect on employee performance; 7) Job satisfaction has a positive and significant effect on employee performance; 8) Job satisfaction does not mediate the influence of leadership on employee performance; 9) Job satisfaction mediates the effect of work motivation on employee performance; 10) Job satisfaction does not mediate the influence of the work environment on employee performance.

DIMENSI SIMBOLIK DAKWAH KULTURAL PADA PENGGUNAAN PAKAIAN HAJI BAGI PENGANTIN DI MANDAILING NATAL

This study aims to unravel the history of the use of hajj clothes worn by brides in Mandailing Natal Regency. This study also uses the interview method with cultural and hatobagon community leaders in the local area where the research is carried out. In the results of his study, hajj clothing is part of the symbolic dimension of the meeting between culture and religion that has been passed down from generation to generation, and this is proven not to deviate from Islamic teachings. It is known that the bride's purpose to wear Hajj clothes worn by the bride is a symbol of prayer, hope, and the sanctity of the marriage itself and the expectation that the bride and groom will perform the Hajj. In addition, leaving for the pilgrimage can raise the image and social strata of the community for those who carry it out.

A STUDY ON DETERMINING THE EMPLOYEE PERFORMANCE IN SERVANT LEADERSHIP STYLE IN BANKING SECTOR

Servant leadership is a well-established idea; the word was first used in 1970 by Robert K. Greenleaf in his article "The Servant as Leader," which was published in Harvard Business Review. "The servant leader is first and foremost a servant," Greenleaf said. Greenleaf felt that institutions, rather than merely people, could be servant leaders as well as servants. Servant leadership culture is becoming more popular among top-ranking corporations throughout the globe, as they recognize the pragmatic effect it has on both leaders and followers. The rise of servant leaders has flipped the power hierarchy in the banking sector on its head. Serving their followers, the servant leader has evolved into a leader who is accountable for guiding the firm. The impact of servant leadership and its impact on organisational effectiveness, there has been little research into the relationship between servant leadership and employee performance. There has also been little research into how to determine employee performance through moderating. Employee performance is influenced by factors such as the workplace environment, leadership, career development programs, and incentive systems, as well as training skills and new talents to meet the current and future needs of the firm. Employee engagement, as well as employee performance, is a significant component in determining employee performance. It is possible to evaluate employee performance in terms of the organization's current and future needs and requirements.

Persepsi Masyarakat Badui terhadap Pandemi Covid-19

Communication is the main factor influencing the success of mitigating the Covid-19 pandemic in remote Baduy tribe areas. Traditional lifestyle practices in daily activities reflect the life of the Baduy tribe who are always guided by the tribe's cultural norms (pikukuh). It was found that there were no positive cases of Covid-19 in the Baduy tribe community. The aim of the study was to find out the communication strategy that the Puun (the highest cultural leader in Baduy Tribe) and the Jaro Pamarentah (Head of the village) emphasized in order to shape the social perceptions of the Baduy Tribe to avoid transmission of Covid-19. The research was conducted using qualitative methods with constructivism paradigm. This research shows that the perception of the Baduy Tribe is formed through the central role of the Puun and the Jaro Pamarentah through a cultural approach by giving an appeal that the Covid-19 outbreak is very dangerous based on the reality that is happening to the surrounding community. By implementing pikukuh in carrying out their daily life it is suggested that it protected them from the threat of the Covid-19 outbreak.

Impacts of Digital Transformation on Manufacture in Vietnam

Digital Transformation is becoming a common term in all economic and social sector, which is often understood as the process of changing from a traditional business model to a digital one by applying new technology such as Big Data, Internet of Things (IoT), Cloud computing (Cloud),... aiming to change the operating method, leadership, working process and company culture. Besides, market trends and consumer behavior are changing rapidly, all industrial sectors have to face enormous challenges and fierce competition, in which the manufacturing sector is not an exception. In the complicated context of the COVID-19 epidemic, the role of digital technology in production and business activities, become more significant than ever before due to limitation in transportation and logistics. In the brutal context of the epidemic, digital transformation is regarded as a "vaccine" for the economy. It is necessary to have a deep understand about the impacts of digital transformation on manufacture to suggest some solutions to promote socio-economic development, contributing to the fight against the epidemic and economic recovery.

The Phenomenon of Disruption in Human Resource Management: A Systematic Literature Review

Disruptions in human resource management (HRM) include changes in the way companies recruit, manage, retain, and develop their employees. In the ever-evolving digital era, technologies such as artificial intelligence, data analytics, and automation have become key drivers of this change. In addition, shifts in employee preferences and expectations also affect HRM practices. This study aimed to conduct a systematic review to explore the phenomenon of disruption in human resource management. The literature search process was carried out on various databases (PubMed, Web of Sciences, and Google Scholar) regarding the analysis of the disruption phenomenon in human resources management. This study follows the preferred reporting items for systematic reviews and meta-analysis (PRISMA) recommendations. Disruption in human resource management is a necessity. The phenomenon of disruption has changed aspects of human resource management related to the use of technology, digitalization of human resource management services, orientation towards employee satisfaction, and the adoption of a collaborative and inclusive culture in organizational leadership.

Competitiveness Through Development of Strategic Talent Management and Agile Management Ecosystems

Organizations thrive on attaining and sustaining competitiveness because of the turbulent, rapidly changing business environment. The research shows that it is possible to improve organizations’ competitiveness by considering the multidimensional model viewpoints, which include the strategic talent management ecosystem viewpoints and the strategic agile management ecosystem viewpoints. The multidimensional model includes the essential constructs for developing strategic talent management, i.e., acquiring talented employees, target development of talented employees, designing talent teams, and talent leadership, as well as the following essential constructs for developing strategic agile management, i.e., designing agile teams, agile leadership, and support agile management culture. The research was implemented on 532 owners/managers in organizations. Structural equation modeling was used to test the hypotheses. Results show that developing a strategic talent management ecosystem positively affects developing a strategic agile management ecosystem and leads to higher organization competitiveness. A developed multidimensional model will help owners and managers comprehensively embrace and implement agility in their organization to increase competitiveness.

Social Interaction Patterns of Muslim-Hindu in Kampung Loloan, Jembrana

Bali has been a model of unique multicultural life, including inter-religious harmony. This study aimed to describe the social interaction of Muslim-Hindu in Kampung Loloan, Jembrana Bali. The type of study was qualitative research, where research data was obtained through literature review, observation, and interviews with Balinese cultural observers and community leaders of Kampung Loloan. The results showed that from the Dutch colonial era (17th century) until the post-reform era, social interaction between Muslims and Hindus in Kampung Loloan experienced ups and downs. In general, social interaction could be sorted into four patterns: (1) social interaction based on kinship (menyamebraya); (2) social interaction based on partnership; (3) social interaction based on the spirit of competition; (4) social interaction based on prejudice. The first, second, and third patterns of social interaction could support the Ajeg Bali movement and the multiculturalism development that strengthened the Unitary State of the Republic of Indonesia (NKRI). Meanwhile, the fourth pattern of social interaction was a latent danger that needed to be anticipated because it could ignite social conflict and reduce national integration.

Remote Employee Engagement and Organizational Leadership Culture, Measured By EENDEED, a Validated Instrument

With the current post-pandemic unpredictable work environment characterized by remote and hybrid work, the leadership culture of an organization is important in fostering a desirable working environment. Such a culture of leadership is modeled by leaders of the organization and instilled in new leaders, as leadership helps motivate, inspire, and engage employees.
 
 The purpose of this study was to analyze if the four types of leadership culture (mentoring, risk-taking, result-oriented, and coordinating) as determined by the Organizational Culture Assessment Instrument (OCAI) have a direct influence on the level of engagement of employees.
 
 To analyze the influence of organizational leadership culture on remote employee engagement, this study implemented a quantitative non-experimental correlational design. Remote employee engagement was measured using a validated instrument called EENDEED (Enhanced Engagement Nurtured by Determination, Efficacy, and Exchange Dimensions). Data were collected through an online survey from 325 participants, all remote workers in organizations within the United States and a multiple regression analysis was conducted.
 
 The findings of this study confirmed that there was a statistically significant relationship between an organization’s leadership culture and its employees’ level of engagement. In other words, the organization leadership culture as defined by OCAI contributes to employee engagement. Mentoring was shown to be the highest contributor in employee engagement. In other words, a mentoring-based leadership culture produced more engaged employees. While risk-taking and coordinating produced a statistically significant positive contribution to employee engagement, a result-oriented culture was not significant in contributing to employee engagement.

Zakat accounting and public accountability: Evidence from Indonesia

To what degree does muzakki enforce accountability on zakat institutions to verify the proper transmission of their zakat payments, as posited by the theory? The primary objective of this research is to examine the impact of zakat accounting, internal control, leadership, and organizational culture on public accountability within zakat institutions. The survey was carried out among managers of zakat institutions operating in the Yogyakarta and Surakarta regions. A purposive sampling technique was employed to determine the sample for this study. The research utilized the statistical method of Structural Equation Modeling (SEM) based on variance to analyze the collected data. The findings of the study indicate that zakat accounting, internal control, and organizational culture have a positive influence on public accountability, while leadership does not significantly affect public accountability in zakat institutions. The robustness testing conducted in this study further validates the significance of zakat accounting, internal control, and organizational culture as the primary predictors of public accountability. Theoretically, this research contributes by proposing a new construct, namely zakat accounting. The practical implications derived from this research underscore the importance of implementing zakat accounting practices within zakat institutions as a means to bolster public accountability.

PENGARUH KOMUNIKASI, KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI DINAS SOSIAL, PEMBERDAYAAN PEREMPUAN DAN PERLINDUNGAN ANAK KABUPATEN PONOROGO

The purpose of this study was to determine the effect of communication, leadership and organizational culture on the performance of employees of the Social Service, Women's Empowerment and Child Protection in Ponorogo Regency. This research is a survey research and is classified as explanatory research. The research was conducted at the Social Service for Women's Empowerment and Child Protection, Ponorogo Regency. The population in this study was 54 employees of the Social Service for Women's Empowerment and Child Protection, Ponorogo Regency, and all of them became samples. Data collection techniques using questionnaires and literature study. Data analysis technique using multiple linear regression. The results showed that communication had a positive and significant effect on the performance of employees of the Office of Social Affairs, Women's Empowerment and Child Protection in Ponorogo Regency with a p value of 0.004 < 0.05 Leadership had a positive and significant effect on the performance of employees of the Office of Social Affairs, Women's Empowerment and Child Protection in Ponorogo Regency with a p value 0.036 < 0.05. Organizational culture has a positive and significant effect on the performance of employees of the Office of Social Affairs, Women's Empowerment and Child Protection in Ponorogo Regency with a p value of 0.013 < 0.05, Communication, leadership and organizational culture affect the performance of employees of the Office of Social Affairs, Women's Empowerment and Child Protection in Ponorogo Regency simultaneously with a p-value of 0.000 < 0.05. Keywords: communication, leadership, organizational cultu

Perceived facilitators and barriers to the uptake of the human papillomavirus (HPV) vaccine among adolescents of Arabic-speaking mothers in NSW, Australia: A qualitative study

BackgroundAustralia has a large immigrant population but there is little data regarding whether human papillomavirus (HPV) vaccination coverage in adolescents varies according to parents’ cultural or ethnic background. This work aims to identify facilitators and barriers to HPV vaccination of adolescents as perceived by Arabic-speaking mothers in Western Sydney, South Western Sydney and Wollongong, NSW, Australia. MethodsA purposive sampling approach was applied to recruit mothers of adolescents from Arabic speaking backgrounds who had at least one child eligible for the HPV school-based vaccination program. Face-to-face semi-structured well as online interviews were conducted in Arabic between April 2021 and July 2021. The interviews were audio-recorded, transcribed, and translated into English and examined using thematic analysis. ResultsSixteen mothers of adolescents from Arabic backgrounds described facilitators and barriers to HPV vaccination. A) Facilitators of HPV vaccination included: knowledge of HPV disease, trust in the school vaccination program, opportunistic recommendations from healthcare workers, information from friends. B) Barriers to accessing HPV vaccination included communication gaps: breakdown in school-parent information flow, lack of access to the Arabic language version of the information sheet, mother - GP communication barriers, mother–child communication gap; and health system gaps: missed opportunities for vaccination. C) Mothers’ suggestions to improve HPV vaccination acceptance: to involve religious and cultural leadership, encourage engagement with GPs, and provide school-based education for parents and students. ConclusionParents could benefit from assistance with HPV vaccination decision making. Interventions via schools, health professionals and religious and cultural organisations could play important roles in HPV vaccination acceptance for Arabic speaking immigrant families and in introducing their adolescent children to this vaccine.

Assessing the Impact of Organizational Culture in Effective Leadership: An Empirical Study

Assessing the Impact of Organizational Culture in Effective Leadership: An Empirical Study

The Influence of Principal Transformational Leadership, Work Culture on Job Satisfaction through Self-Efficacy of State Elementary School Teachers

This research aims to know and analyze influence leadership transformational head school and culture Work to satisfaction Work through efficacy teacher self. This research is quantitative research with a path analysis approach. The research population was 285 with samples are 166. Data collection was carried out using instruments consisting of transformational leadership of school principals (25 items), work culture (33 items), efficacy self (20 items), teacher job satisfaction (20 items) that have been tested its validity and reliability. Analysis of the research data using path analysis (Path Analysis). The results of the study found that there was an effect of transformational leadership on job satisfaction (0.165) work culture on satisfaction work (0.416), efficacy self to teacher job satisfaction (0.740), leadership transformational to efficacy self (0.626), culture Work to efficacy self (0.408), leadership transformational head school on teacher job satisfaction through efficacy self (0.463), work culture on satisfaction Work through efficacy self (0.302).

Ethical leadership, adhocratic culture, and innovative work behavior: Drivers of company performance

Purpose — This study aims to analyze the effects of ethical leadership and adhocratic culture on company performance, with innovative work behavior serving as a mediating factor.Method — This study employed a quantitative approach, with permanent employees from the Social Security Agency on Health (BPJS) company as survey respondents, constituting 70% of the sample. The sampling technique utilized purposeful saturation sampling. Validity and dependability of the outer model were evaluated using SmartPLS. The hypotheses were tested using the output of the SmartPLS inner model.Result — We found that ethical leadership and innovative work behavior have a significant influence on company performance. However, our analysis suggests that adhocratic culture does not exert a significant impact on company performance. In terms of the relationship between ethical leadership, adhocratic culture, and innovative work behavior, we observed that both ethical leadership and adhocratic culture play an important role in shaping innovative work behavior. However, our findings indicate that innovative work behavior does not serve as a positive and substantial mediator between ethical leadership and company performance. Similarly, we found that innovative work behavior does not act as a positive and substantial mediator between adhocratic culture and company performance.Contribution — This study makes an academic contribution by revealing the specific impacts of ethical leadership and adhocratic culture on company performance, highlighting the importance of ethical leadership and innovative work behavior.

PENGARUH GAYA KEPEMIMPINAN DAN PROFESIONALITAS KEPALA SEKOLAH TERHADAP BUDAYA SEKOLAH DI SD IT AULIA MUARA BULIAN

This Study aims to determine the influence of the style of leadership on the school culture, the influence of headmaster professionalism of the school culture, The influence of the style of leadership and the headmaster professionalism of the school culture at SD IT AULIA Muara Bulian.
 This research uses a quantitative approach by determining the sample using survey technique. Data collection techniques were done by distributing questionnaires and documentation. Data analysis techniques include validity test, reliability test, normality test, homogeneity, linearity and path analysis. 
 The result of research shows that shows that the influence of the style of leadership (X1) on the school culture (Y) is 68,7%, The result of headmaster professionalism (X2) of the school culture (Y) is 9,07%, Then the influence of the style of leadership (X1) and the headmaster professionalism (X2) of the school culture (Y) is 64,4%. This shows that the influence of style leadership (X1) and headmaster professionalism (X2) school culture (Y) have a positive effect. Because of the influence of exogenous variables (the style of leadership and headmaster professionalism of the school culture) is almost close to100% only 35,5 % influenced by other variables not investigated in this study.