Leadership Culture Research Articles

MEDIATING EFFECT OF WORK ENVIRONMENT OF SCHOOL HEADS ON THE RELATIONSHIP BETWEEN ETHICAL LEADERSHIP AND SCHOOL CULTURE

This study sought to ascertain the role that the workplace environment played in mediating the link between ethical leadership and school climate. Data were collected from 300 respondents who are elementary public school teachers of the public elementary schools in the province of Davao Oriental using a quantitative, non-experimental design using a correlational approach. For data gathering, the researcher used an online survey and stratified random sampling. Additionally, the researcher used the Pearson r, Med graph employing the Sobel z-test and mean statistical methods. According to the study's findings, there are very high levels of mean scores for ethical leadership, a high level for school culture, and a high level for work environment. Additionally, the findings showed a substantial association between ethical leadership and work environment, a large relationship between work environment and school culture, and a substantial relationship between ethical leadership and both. Additionally, it was discovered that the relationship between ethical leadership and school culture was somewhat mediated by the workplace.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0799/a.php" alt="Hit counter" /></p>

Analisis Peran Kepemimpinan Digital dan Budaya Organisasi dalam Meningkatkan Kinerja Karyawan: Tinjauan Literatur Sistematis

The digital era has brought significant changes in organizations, creating a need for effective digital leadership, and adaptation in organizational culture. This transformation not only affects technological aspects, but also impacts how organizations operate. This systematic literature review aims to explore the role of digital leadership and organizational culture that have implications for improvement employee performance in the digital era. Through the Systematic Literature Review (SLR) approach, this study analyzes recent literature on digital leadership, organizational culture, and employee performance in the context of digital transformation. The SLR method is conducted through systematic searches in academic database, study selection based on inclusion and exclusion criteria, data extraction, and synthesis of findings. The results of the review show that digital leadership plays a crucial role in facilitating organizational adaptation to new technologies and driving innovation. Organizational culture that supports digitalization has been found to have a positive impact on employee performance. The interaction between digital leadership and organizational culture creates an environment conducive to increasing productivity, creativity, and employee engagement. Keywords: Transformation, leadership, innovation, and productivity.

The Surge in Human Papillomavirus Vaccine Rejection in Nigeria.

In October 2023, Nigeria integrated the single-dose human papillomavirus (HPV) vaccine into its routine immunization program, aiming to protect 7.7 million girls aged 9 to 14 years. This milestone in the fight against HPV-related cancers, especially cervical cancer, faces significant challenges due to high vaccine rejection rates driven by misinformation and cultural barriers. Despite the vaccine's proven safety and efficacy, uptake remains low. This communication highlights the urgent need for a comprehensive public health education campaign to address these barriers. Proposed strategies include leveraging digital health technologies, integrating HPV education into school curricula, training community health workers, engaging religious and cultural leaders, and launching media campaigns featuring personal narratives. Implementing these evidence-based interventions is crucial for dispelling myths, misconceptions, and skepticism surrounding HPV vaccines. This will enhance acceptance and uptake, ultimately reducing cervical cancer mortality in Nigeria.

What's Draining Your Workplace Energy and Joy? Identifying and Addressing Sources of Unhappiness to Boost Productivity and Morale

This article explores the major factors that contribute to employee unhappiness and low engagement based on organizational behavior theory and empirical research. It identifies unclear role expectations, lack of autonomy, poor leadership, and unhealthy workplace cultures as key sources of job dissatisfaction. Research shows only 30% of workers worldwide feel engaged in their jobs, indicating widespread unhappiness comes at a cost to both individual well-being and organizational performance. The article outlines specific strategies organizations can implement to address each issue, such as providing detailed job descriptions, setting clear performance goals, empowering employees with control and input, developing effective leadership skills, and fostering a positive values-driven culture. Additional considerations like workload concerns, growth opportunities, recognition programs, and coworker relations are also discussed. By understanding why jobs so often fail to inspire and implementing targeted improvement initiatives, leaders can systematically transform work into a fulfilling experience that maximizes employee potential and engagement. This enhances organizational competitiveness by differentiating companies as employers of choice.

The Influence of Leadership on Employee Performance of PT. Actual Kencana Adhijaya Moderated by Organizational Culture

PT. Actual Kencana Adhijaya engaged in asset assessment (appraisal) and financial management and business consulting services. The purpose of this study is to determine the partial and simultaneous influence of Leadership and Organizational Culture variables on Employee Performance using Linear Regression Analysis. In this study, the influence of the Moderating Variable (Organizational Culture) in Strengthening or Weakening the Influence of Leadership on Employee Performance. From the results of the analysis carried out, it is known that 1) Leadership has a significant influence on Employee Performance with a calculated t value (5.403)> t table (1.985). Where leadership has an influence of 23.5% on employee performance; 2) Organizational Culture has a significant influence where Organizational Culture Weakens the Influence of Leadership on Employee Performance with a calculated F value (64.874)> from F Table (3.094). Where leadership and organizational culture have an influence of 67.7%

Digital Empowerment for Administrative Staff in Private Higher Education Institutions

This study aims to analyze if work flexibility mediates the relationships between technology leadership, digital skills, organizational culture, and digital adaptation of administrative staff in private Higher Education Institutions City of Bandung, Indonesia. This research is targeting 138 private higher education institutions. Of 1325 eligible administrative staff to be surveyed, 203 gave their response to the questionnaire. PLS-SEM was used to analyze the data collected. The findings suggest that technology leadership, digital skills, and organizational culture significantly affect the digital adaptation of administrative staff. Work flexibility mediates the impact of the three independent variables on digital adaptation. This research, however, has several limitations including sample limitation and baseline on the context of the private higher education institutions in Bandung’s city. Recommendations would be to improve training a technology leader and digital skills and strengthen an organizational culture that supports innovative culture and work flexibility. Further research should broaden the scope of the sample and other factors in the context.

Digital Business Transformation of Malaysian Small and Medium-Sized Enterprises: A Review on Digital Leadership and Digital Culture

Digital Business Transformation of Malaysian Small and Medium-Sized Enterprises: A Review on Digital Leadership and Digital Culture

Rediscovering paternalistic leadership: a powerful engine for startup

ABSTRACT This study investigates the effects of paternalistic leadership, a predominant leadership style in Confucian-influenced East Asia, on the growth and innovation of start-up companies, particularly within the information technology sector. Contrary to the prevailing belief that paternalistic leadership stifles innovation, our findings reveal that this leadership style can significantly enhance business performance. This study identifies key mechanisms, such as fostering employee loyalty, improving decision-making processes, and encouraging proactive behaviours, that drive growth under paternalistic leadership. Empirical evidence shows that employees under such leadership exhibit entrepreneurial behaviours marked by innovation, risk-taking, and initiative, leading to measurable improvements in profitability, customer satisfaction, and market share. These results underscore the role of paternalistic leadership in accelerating the success of East Asian start-ups and provide valuable insights for organisations seeking to balance cultural leadership styles with the demands for innovation.

The Mediating Role of Institutional Culture in Transformational Leadership and Organizational Performance in Faith-Based Higher Education in Kenya

This study investigates the mediating role of institutional culture in the relationship between transformational leadership and organizational performance in private, faith - based higher learning institutions in Kenya. A quantitative research design utilizing self - administered questionnaires was employed, targeting leaders and staff across selected institutions. Data analysis involved regression and mediation testing. The findings provide insights into the dynamics of leadership, culture, and performance within faith - based higher education contexts in Kenya.

Public health innovation labs framework development: a design study of GGD West-Brabant Netherlands

Abstract Introduction Innovation Labs are spaces that encourage the creation, development and testing of novel ideas within organizations.While there are known frameworks for the organization of such labs in the private sector, current literature does not reflect a framework for developing a public health Innovation Lab (PHI-Lab) specifically.The aim of this study was to develop an evidence-based framework for a PHI-Lab together with the Dutch Municipal Health Service(GGD). Methods Our design thinking study consisted of 4 phases: Discovering, Defining, Creating and Evaluating.An initial framework was developed based on the public and public health sectors in the literature.To create and evaluate the framework,a document analysis of the GGD was performed,and co-creation and testing sessions were organized with 11 internal and 11 external stakeholders of the GGD. Results The final PHI-Lab framework is composed of: rationale, enablers and barriers, environment, approach, outcomes and values. Findings emphasized practical reasons for investing in a PHI-Lab, such as the shortage of health professionals.Stakeholders highlighted that proactive leadership and innovation culture are crucial enablers for the setup of the PHI-Lab.The right space and human resources (environment) and methods including design thinking and cross-collaboration (approach) were highlighted as important strategies for overcoming innovation challenges.Despite barriers such as bureaucracy and resource limitations, tailoring solutions to organizational objectives is key to the PHI-Lab’s success and sustainability, with added values of inclusiveness, adaptability and fun. Conclusions This study highlighted some practical additions to the initial framework that are specific to the public health setting, although mostly an adaptation from the public sector.Findings emphasize that there isn’t a one-size-fits-all solution to develop a PHI-Lab.This framework has the intention of benefiting other public health organizations. Key messages • The framework has the intention of benefiting other public health organizations within established networks and partnerships. • Proactive leadership and innovation culture are crucial enablers for the organizational setup of the innovation lab.

The Effect of Transformational Leadership on Organizational Culture Change: A Case Study of the Manufacturing Industry

This study aims to analyze the influence of transformational leadership on organizational culture changes in the manufacturing industry. The phenomenon behind this research is the challenges faced by the manufacturing industry in adapting to the dynamics of the business environment, such as technological developments, global competition, and demands for increased innovation and efficiency. Many manufacturing companies have difficulty adapting due to rigid organizational cultures and employee resistance to change. Transformational leadership is seen as an approach that is able to overcome these obstacles by encouraging adaptive, innovative, and performance-oriented cultural change through empowerment, motivation, and effective communication. This study uses a quantitative method with survey techniques as a data collection tool. A total of 121 respondents, consisting of employees in the manufacturing sector, were selected using the purposive sampling technique. The research instrument is in the form of a closed questionnaire with a five-point Likert scale. The data obtained were analyzed using SPSS version 25 software to conduct validity, reliability, and multiple linear regression tests to test the relationship and influence between transformational leadership and organizational culture change. The results of the study show that transformational leadership has a significant influence in creating a more adaptive, innovative, and performance-oriented organizational culture. Factors such as effective communication, employee engagement, and an appreciation for creativity were found to be important elements in supporting such change. These findings suggest that the application of transformational leadership is particularly relevant in the dynamic manufacturing industry, especially in the face of market challenges and changing business environments. Leaders in this industry are expected to adopt transformational leadership to build a more responsive and productive organizational culture.

The Complexity Of School-Based Management In Improving Teacher Quality

This research discusses the complexity of school-based management as a strategy to improve teacher quality. In the ever-evolving era of education, the role of school-based management becomes crucial in creating an effective learning environment. The concept of complexity is applied to describe the dynamics, interactions and challenges involved in managing teachers together in an educational environment. This study uses a qualitative approach with a focus on the implementation of school-based management and its impact on co-teachers at SD Negeri 3 Tirtanadi. Data were collected through interviews, observation and document analysis related to education policy. The research findings show that the complexity of school-based management includes factors such as leadership, stakeholder engagement, professional development and organisational culture. The results provide deep insights into how schools can effectively manage these complexities to improve teacher quality. The practical implications of this research involve crafting education policies that support the implementation of school-based management, empowering school leadership and strengthening collaboration among stakeholders. As such, this research makes a significant contribution to the understanding of the complexities of school-based management as a strategic endeavour in improving teacher quality in the contemporary education era.

Developing a tool to support vaccine literacy with a participatory approach: Glossary of essential terms on vaccinations

Abstract Issue Access to vaccination services on their own is often difficult for migrants, especially newcomers (NAM), due to few vaccine literate services. Professionals who meet migrants need easily accessible vaccine information, to strengthen their ability to promote vaccination and facilitate vaccination access for NAM, especially non-medical professionals such as cultural mediators, reception staff, language teachers, social workers and community leaders. Description For offering accurate, accessible and actionable information by using plain language, a Glossary of Essential terms on Vaccination was developed and then tailored in each consortium countries, with a participatory approach. The Glossary is structured in two sections: vaccination related terminology and terms specific to country healthcare organization. Results 8 workshops were organized in Greece, Italy, Spain, Germany, Cyprus, Malta, Poland, Romania to consult health and non-health professionals who work with migrants to make the tool as actionable as possible (83 participants). Cultural mediators were most represented, followed by NGO operators and physicians. The workshops were held based on shared guidelines, the focus was on assessing the clarity, completeness and usability of the glossary. 90% reported that the glossary is clear and useful, 80% considered the tool relevant, while 75% thought it is easy to use. The Glossary has been formatted with facing text in different languages for each consortium country, thus providing a comprehensive resource (53 final versions). Lessons By implementing the glossary, we aim to enable, empower, guide and facilitate access to immunization for NAMs. Sharing an essential vaccine-related information tool with “professionals for health” boosts their advocacy for NAM’s vaccination and healthcare system’s responsiveness to vaccine literacy. The participatory approach increases effectiveness and permeability of the tool itself.

Servant Leadership of School Heads, Organizational Culture and Teamwork: A Causal Model on Teacher Engagement of Public Secondary School Teachers

This study aims to determine the best-fit structural model for teacher engagement of public secondary school teachers in Region XI, Philippines. It examines the interplay between exogenous variables: servant leadership of school heads, organizational culture, and teamwork on teacher engagement. It tries to understand how these factors influence each other and contribute to fostering a more engaging environment for teachers. The study utilized a descriptive correlational technique through structural equation modeling (SEM). Selected were 400 respondents using stratified random sampling. Findings show that servant leadership of school heads; organizational culture; and teamwork showed significant relationships with the endogenous variable, teacher engagement. Further, results showed that the best-fit model is the Generated Model 3 showing a direct causal relationship of the exogenous and endogenous variables. Furthermore, structure modifications revealed that servant leadership of school heads was grounded by the retained indicators: building community and empowering people which is highly reinforced by organizational culture, described by retained indicators- organizational management and organizational cohesion. Likewise, teamwork was strengthened by the retained indicators: communication and coordination. When the results of this study are given consideration, the goal of quality education in the Sustainable Development Goals that is quality education is positively achieved which resulted from highly engaged teachers.

Enhancing understanding of broad-based pedagogical leadership in Finnish early childhood education through cultural artifacts

This ethnographic case study examines the artifacts of the leadership culture of one Finnish early childhood education (ECE) center and how they appear from the perspective of broad-based pedagogical leadership. Qualitative content analysis with a directed approach was guided by Pasquale Gagliardi’s and Mary Hatch’s definitions of artifacts. In addition, artifacts were analyzed through broad-based pedagogical leadership. Based on the analysis, thirteen activities, six verbal expressions, and thirteen objects of leadership culture were found in the data. Most of the artifacts were indirect pedagogical leadership, and some had several purposes due to staff interpretations. The interpretations varied both between the leaders and the staff but also within the staff. The findings indicate that symbolic leadership is present in many leadership situations and that a lack of knowledge about the symbolic and cultural dimensions of leadership can undermine leaders’ good intentions. The results of the study can be utilized in practical work in leading organizational cultures and in structuring pedagogical leadership in ECE. Additionally, the research has theoretical implications by enriching leadership research in ECE and enhancing the concept of broad-based pedagogical leadership, which can be used in leadership training programs in the field of education.

Corruption in the Nigerian Public Sector: Causes, Consequences and Sustainable Solutions

Corruption in Nigeria's public sector has long hindered the nation's development, stability, and prosperity. It permeates various facets of governance and society, leading to detrimental consequences, including economic stagnation, social injustice, and the erosion of public trust. Historical factors, such as the legacy of colonial exploitation and successive post-independence governments' mismanagement, have entrenched a culture of corruption. Despite efforts to combat it, including the establishment of anti-corruption agencies like the Economic and Financial Crimes Commission (EFCC) and the Independent Corrupt Practices Commission (ICPC), corruption remains pervasive. This study adopts a qualitative research design to explore the complex dynamics of corruption in Nigeria's public sector. Using Albert Bandura's social learning theory as the theoretical framework, and it explores how corrupt behaviors are observed, imitated, and reinforced within the public administration. The research identifies multiple causes of corruption, including institutional weaknesses, economic pressures, and cultural norms, which create an environment conducive to corrupt practices. The consequences of corruption are enormous: It undermines economic growth and development, deters foreign direct investment, exacerbates poverty and inequality, erodes public trust in government, and fuels political unrest and instability. Addressing corruption requires a comprehensive approach involving the strengthening of institutional frameworks, promoting transparency and accountability, improving public sector management, and fostering a culture of ethical leadership. Sustainable solutions to combat corruption include; enhancing the capacities of anti-corruption agencies, to be independent of the executive body, implementing public procurement reforms, ensuring budget transparency, and enforcing stringent anti-corruption measures.

Exploring Leadership Excellence and Accountability in Organisational Dynamics: A Comprehensive Analysis in Nigeria

This study explores the relationship between leadership excellence and accountability within organisations in Plateau State, Nigeria, and their combined impact on organisational culture and success. The research adopts a mixed-methods approach, utilizing both quantitative and qualitative data to provide a comprehensive analysis. Quantitative data were gathered through a structured questionnaire, revealing moderately positive perceptions of leadership practices, with a particular emphasis on fostering continuous learning and responsibility among leaders. Qualitative data, obtained through thematic analysis of open-ended responses, highlight effective leadership practices such as transparent communication and collaboration, as well as challenges in implementing accountability measures, including resistance to change and resource limitations. The Integration of quantitative and qualitative findings underscores the significant influence of leadership on accountability and, consequently, on organisational culture. The study also addresses social desirability bias by assuring participants of their anonymity and encouraging honest feedback. The findings contribute to academic discourse by providing localized Insights into leadership and accountability within the specific context of Plateau State, Nigeria. Practical recommendations include investing in leadership development programs, enhancing clarity in accountability measures, promoting continuous learning, addressing communication gaps, and prioritizing employee engagement. This research offers a roadmap for organisational leaders aiming to foster a culture of accountable leadership and drive organisational success in dynamic business environments.

Literature Review on Creative Leadership in Chinese Culture and Arts Industry Managers

With the rapid development of the economy and culture, the creative industry has become the pillar of urban economic growth, and the supply of creative industry personnel has been in short supply. The bottleneck in the development of China’s creative industry is the extreme shortage of creative talent, and the education and training of a large number of creative talents is a great success for China’s creative industry in the future. This study investigated the model of Creative Leadership in China. Xiang (2009) documented that the dual quality superimposing model of cultural industry’s competence can be divided into five dimensions: (1) integrity, responsibility, integrity, fairness, self-control, team spirit, (2) management and management: initiative, public relations, negotiation, marketing, service consciousness. Wang (2016) commented on the status of creative talent competence, judged on the competence of creative talent, conducted empirical research on the competence of creative talent through the design of the research path, and analyzed the data. Li (2007) defines the connotation of the creative industry and the skills of the creative industry, analyses the talents’ ability and quality. At the same time, the concept of competence is introduced, and the competence characteristic model of creative advertising person is established with the example of a creative advertising person. This paper analyzes the strategies for cultivating the competence of creative industrial talents from three levels: society, enterprise, and talent itself.

“Going beyond the margin” work ecology model: A Filipino representation of gay instructional leaders in basic education

There has been an abundance of foreign studies on queer leadership in schools, but significantly fewer in the country. This study was initiated for this very purpose: to have a vivid description of who the Filipino gay instructional leader is as embodied in his/her work ecology model. Through the use of grounded theory, the inclusion criteria were employed to ensure a thorough exploration of the experiences of seven (7) gay instructional leaders in leading their units. The leaders were selected using theoretical sampling to develop categories that explain the specific phenomenon and form a rich and nuanced theory. Throughout the process, the researcher considered theoretical sensitivity, purposeful sampling techniques, constant comparison, theoretical saturation, and flexibility in data collection and analysis. Queer leadership, as was grounded in the data collected, meant being challenged by the culture of heteronormative leadership in the country, which includes (but is not limited to) encountering pressure to conform to traditional gender roles, navigating toxic work environments, and facing gender stereotyping and biased treatment. Further, Filipino gay instructional leaders are distinguished in their PRIDE qualities-- Passion, Resilience, Inclusivity, Diversified Role as a Leader, and Empowering Others. These qualities help them to serve and lead schools effectively. The "Going Beyond the Margin" work ecology model, created using these same grounded qualities of a Filipino gay leader, is centered on inclusivity and symbolizes the progress made by these leaders toward achieving complete acceptance and acknowledgment of what they can contribute. However, there remain some individual and systemic issues in leadership that the Filipino gay leader continues to traverse.

Influence of Leadership Styles on Performance of Local Government Agencies: Case of Central Equatoria State Local Government in South Sudan

An organization's success depends on successful leadership and good organizational culture. This study investigates the influence of various leadership styles on the performance of local government agencies in Central Equatoria State, Juba, South Sudan. It explores how transformational, transactional, and laissez-faire leadership styles influence the performance of the central Equatoria state local government. The general objective of the study was to examine the influence of various leadership styles under the long-range leadership model on the performance of the central Equatoria state local government. The specific objectives of the study include the following: To assess the influence of transformational leadership style on performance of the central Equatoria state Local Government, to establish the influence of transactional leadership style on performance of the Central Equatoria state Local Government and to examine influence of laisses-faire leadership style on performance of the Central Equatoria state Local Government. The research employed a descriptive design, targeting 791 individuals, including local government officers and leaders from public institutions. A sample of 138 respondents was selected through stratified random sampling, and data was collected via questionnaires, interviews, and document analysis. To ensure validity of the finding, the researcher performed a pilot study on the data collection and analysis instruments in Juba County. This was done to guarantee the instrument's content coverage and authenticity by enhancing problems, the format, and the measuring scales. the researcher ensured protection of the research process to ensure reduction of anomalies, inaccuracy and scoring in the measurements to guarantee reliability of the data obtained. This research was focused on both primary and secondary data. Questionnaires was used as the main tool of data collection supported by both physical and telephone interview. Analysis of reports published on newspapers and internet was as well done. The study utilized the full range leadership model by James MacGregor Burns (1985) and Bernard M. Bass (1985), which encompasses transformational, transactional, and laissez-faire leadership styles. The findings revealed that both transformational and transactional leadership styles are not widely practiced by the CESLG Leaders and had limited impact on performance of the central Equatoria state local government while laissez-faire leadership being the most practiced style, significantly influenced poor performance outcomes of the central Equatoria state local government and it’s one of the reasons for the poor performance of the CESLG institutions. As such the researcher recommend among others, the following to both the CESLG leaders and other stake holders for implementation; The CESLG leaders need to consider recruiting young and well-educated local government officer as the study revealed that majority 48.8% of the local government officials are aged between 51 to 60 years whose performance are average , the local government leaders need to consider initiating executive training and development Programme for local government officers, The CESLG leadership is advised to conduct regular performance review for its institutions and staff. the CESLG leaders and other stakeholders/institutions are encouraged to adopt modern leadership styles such as transformational and transactional in their management styles.