Leadership Culture Research Articles

ANALYSIS OF TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE MEDIATED BY ORGANIZATIONAL COMMITMENT

This research aims to determine the influence of transformational leadership and organizational culture on employee performance which is mediated by organizational commitment. The sample in this research was 75 active lecturers at the Batam City Private University. Based on the test results using SEM PLS, it was found that the influence of organizational commitment on performance had a significant influence, the influence of transformational leadership on performance had an insignificant influence, the influence of culture on performance had a significant influence, the influence of transformational leadership on organizational commitment had a significant influence, the influence of organizational culture on organizational commitment had a significant influence, The influence of transformational leadership on performance is mediated by organizational commitment and has an insignificant effect. The influence of organizational culture on performance which is mediated by organizational commitment has a significant effect. . The indirect conclusion is that organizational commitment is able to mediate the influence of organizational culture on employee performance at PTS University Lecturers in Batam City.

Driving Change Readiness in Malaysian SMES: The Roles of Self-Efficacy, Transformational Leadership, and Organisational Culture

Driving Change Readiness in Malaysian SMES: The Roles of Self-Efficacy, Transformational Leadership, and Organisational Culture

The Influence of Transformational Leadership and Organizational Culture on Employee Performance with Organizational Commitment as a Mediating Variable

The Influence of Transformational Leadership and Organizational Culture on Employee Performance with Organizational Commitment as a Mediating Variable

Counting women: Indicator culture and gender inclusion in sports leadership

Counting women: Indicator culture and gender inclusion in sports leadership

Unlocking Gen-Z employee potential: the role of strategic leadership and organizational culture

This study aims to examine the role of strategic leadership and organizational culture in optimizing the potential of Generation Z (Gen-Z) employees in the modern work environment. Gen-Z has unique characteristics, such as high adaptability to technology and a strong desire to achieve work-life balance, which requires a more inclusive and dynamic leadership approach and organizational culture. Through a quantitative approach, this study uses the Partial Least Squares Structural Equation Modeling (PLS-SEM) method to analyze the relationship between strategic leadership and organizational culture on the performance of Gen-Z employees. Data were obtained from a survey of 96 Gen-Z employees working in various industrial sectors. The results of the study indicate that strategic leadership involving open communication, innovation, and long-term vision does not have a positive and significant effect on Gen-Z motivation and performance. In addition, an organizational culture that supports collaboration, flexibility, and personal development has also been shown to play an important role in improving their performance. This study underlines the importance of the role of strategic leaders in creating an organizational culture that is aligned with the expectations and values ​​of Generation Z, so that they can optimize their potential to the fullest. The practical implications of this study provide guidance for managers and organizational policy makers to design effective leadership strategies in the era of a multigenerational workforce.

The Influence of Servant Leadership and Organizational Culture on Employee Performance at ODSK Regional General Hospital in North Sulawesi

This study aims to determine (1) The influence of servant leadership on the performance of employees of the ODSK Regional General Hospital, North Sulawesi Province. (2) To determine the influence of organizational culture on the performance employees of the ODSK Regional General Hospital, North Sulawesi Province. (3) To determine the influence of servant leadership and organizational culture together on the performance of employees of the ODSK Regional General Hospital, North Sulawesi Province. The research method employed is a survey method using questionnaires designed in a Likert scale format. The respondents of the study consisted of 137 employees selected through proportional random sampling. The analysis used to test the research hypotheses includes simple and multiple regression and correlation techniques. The conclusions of this study indicate that (1) Servant Leadership has a positive and significant effect on employee performance. (2) Organizational Culture has a positive and significant effect on employee performance. (3) To determine the joint influence of servant leadership and organizational culture on the performance of employees at ODSK Provincial General Hospital in North Sulawesi. Recommendations: (1) Foster mutually supportive relationships between leaders and employees, as well as among employees, through harmonious interactions. (2) Build an organizational culture that encourages employees to stay and work effectively. (3) Enhance employee performance through servant leadership and organizational culture initiatives implemented simultaneously.

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.

Role and Impact of Safety Leadership Culture in Promoting Safety Practices in Construction Sector of Pakistan

The construction industry offers employment to about one hundred eighty million people worldwide. The construction sector has grown and evolved to meet the demands of urbanization and industrialization, which are the foundation of the modern economy. Construction is still seen as a risky and difficult industry, with the most hazardous and vulnerable work environment, even with the industry's notable improvements. Pakistan's construction industry is known for its high level of risk, which makes strict safety procedures necessary to protect the health and safety of its workforce. This research seeks to understand the impact of safety leadership on safety practices and identify key factors influencing safety culture. In order to provide comprehensive insights, the research uses a mixed-methods approach that combines quantitative surveys and qualitative interviews. The validity and reliability of the results are ensured by thorough experimentations of the statistical methods such as reliability test, relative importance index (RII), and descriptive analysis tests. In order to effectively promote safety practices, management commitment, employee involvement, safety training, and good communication are essential. An in-depth examination of the relationship between management commitment and safety performance reveals how effective leadership and proactive participation improve safety results. The results shows that safety leadership is crucial to encourage safety procedures in Pakistan's construction sector by 68.81%, success factor for safety management by 65.42%, safety management practices by 64.32%, safety performance by 63.35%, barriers to effective safety management 62.47% and safety culture by 61.46%. Strengthening frameworks for regulations, promoting a safety-first culture, investing more in safety equipment, improving worker safety training, improving monitoring and evaluation mechanisms, fostering communication and collaboration, and addressing cultural barriers are just a few of the recommendations.

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.