Leadership Culture Research Articles

Level of Participative Leadership, Quality Culture, Job Satisfaction and Achievement Motivation Lecturer at the Faculty of Sports Science, Universitas Negeri Medan

This research aims to evaluate the level of participative leadership, quality culture, job satisfaction and achievement motivation of lecturers at the Faculty of Sports Sciences, Medan State University. The method used in this research uses descriptive methods and a survey research form. The population and sample in this research were 100 lecturers at the Faculty of Sports Science, Medan State University. The results of the research carried out showed that the participative leadership category showed that it was 80.20% in the "high" category. The quality culture category shows that it is 85.64% in the "high" category. The job satisfaction category shows that it is 70.30% in the "medium" category. The achievement motivation category shows that it is 73.27% in the "medium" category. This shows that although participative leadership and a culture of quality have been achieved well, there are challenges in increasing job satisfaction and achievement motivation of lecturers at the Faculty of Sports Science, Medan State University. These findings show the importance of strategic interventions to increase job satisfaction and achievement motivation, even though the basics of leadership and quality culture are already quite strong.

Organizational Citizenship Behavior Reduction: The Role of Transformational Leadership, Job Satisfaction, Organizational Commitment, and Organizational Culture on Employees at The Java Heritage Hotel Purwokerto

This study attempts to ascertain the result of transformational leadership, job satisfaction, organizational commitment, and organizational culture on organizational citizenship behavior (OCB) in the Java Heritage Hotel employees of Purwokerto. The research method used in this research was all 143 employees of Java Heritage Purwokerto, and 143 employees used saturated sampling techniques. These results indicate transformational leadership, job satisfaction, and organizational commitment do not affect OCB. However organizational culture has a positive and significant influence on OCB. The anticipated outcomes of this investigation should offer benefits for the leaders and employees of the Java Heritage Hotel Purwokerto.

Pengaruh Kepemimpinan Transformasional dan Budaya Kerja Terhadap Kinerja Guru Melalui Motivasi Kerja di Sekolah Dasar Gugus 01 Sugihwaras Bojonegoro

The purpose of this study is to describe, test, and analyze the effects of Transformational Leadership and work culture on teacher performance, both directly and indirectly through teacher motivation, at Elementary School Cluster 01 Sugihwaras Bojonegoro. This research employs a quantitative approach, with a sample of 61 teachers selected using census sampling. Data collection was carried out through questionnaires and documentation, and the analysis used Partial Least Squares (PLS). The findings indicate that performance, motivation, transformational leadership, and organizational culture are all rated very high. Transformational leadership and organizational culture have a significant positive effect on teacher motivation. Organizational culture significantly impacts teacher performance, while transformational leadership does not have a direct significant effect on teacher performance. However, transformational leadership significantly affects teacher performance through motivation, and organizational culture significantly impacts teacher performance both directly and through motivation.

The Role Of Religiousity Leadership As A Moderation Of Factors Affecting Organization Performance After Publish Of The Minister Of BUMN Number SE-7/MBU/07/2020

The effectiveness of an organization in achieving its vision, mission, and organizational goals cannot be separated from the role of its leader. The role of the leader can be seen from his leadership style. This study aims to analyze the role of religious leadership of a leader in strengthening or weakening the factors that influence the performance of BUMN companies with the banking industry sector. The factors that influence the performance of an organization are seen from the servant leadership, organizational culture, and work ethic of the company.This study uses a quantitative method with primary data obtained from the distribution of questionnaires that will be carried out in this study to respondents who are employees working at State-Owned Enterprises in the Banking Industry sector with an assessment for their superiors in the department where they currently work. This study uses samples that have been collected or returned from both physical questionnaires and digital questionnaires with google forms consisting of 159 BUMN employees working in the banking sector who are domiciled in the cities of Jakarta and Bandung as respondents from 170 questionnaires distributed. The results of the study indicate that Servant Leadership and Organizational Culture have a positive effect on organizational performance. However, work ethic does not affect organizational performance. Religiousity Leadership can moderate the influence of Servant Leadership and Organizational Culture on Organizational Performance. However, Religiousity Leadership cannot moderate the influence of work ethic on organizational performance. This research contributes to organizational management, especially State-Owned Enterprises in the banking sector so that they can improve their organizational performance after the publication of the Circular Letter from the Ministry of BUMN

Leadership and School Culture: Their Influence on Increasing Competence, Relevance, and Quality Aspects in Senior High Schools

Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan kepala sekolah dan budaya sekolah terhadap peningkatan mutu sekolah menengah atas di Sulawesi Selatan. Konsep mutu pendidikan dipahami sebagai pencapaian kualitas yang memenuhi atau melebihi harapan penerima, termasuk aspek kompetensi, relevansi, fleksibilitas, efisiensi, berdaya hasil, dan kredibilitas. Penelitian ini menggunakan metode kuantitatif dengan teknik Proportionate Random Sampling untuk memilih 226 kepala sekolah sebagai responden. Hasil analisis deskriptif menunjukkan variasi karakteristik responden dalam hal jenis kelamin, usia, pendidikan terakhir, lama mengajar, dan status jabatan. Uji regresi linear berganda dilakukan untuk menguji pengaruh variabel independen (kepemimpinan kepala sekolah dan budaya sekolah) terhadap variabel dependen (peningkatan mutu sekolah). Hasil uji F menunjukkan bahwa kedua variabel independen secara bersama-sama berpengaruh signifikan terhadap peningkatan mutu sekolah (F = 104,064, p < 0,05). Penelitian ini menyimpulkan bahwa kepemimpinan kepala sekolah dan budaya sekolah memiliki dampak yang positif terhadap peningkatan mutu sekolah. Oleh karena itu, penting bagi lembaga pendidikan dan praktisi pendidikan untuk memperhatikan aspek-aspek kepemimpinan dan budaya sekolah dalam upaya meningkatkan mutu pendidikan di sekolah menengah atas. Hasil penelitian ini dapat menjadi dasar untuk pengembangan strategi dan kebijakan pendidikan yang lebih efektif dan berkualitas di masa depan.

The Role of Leadership in Mitigating Toxic Workplace Culture: A Critical Examination of Effective Interventions

Toxic workplace culture, characterized by negative behaviors such as poor communication, lack of trust, and unethical conduct, poses significant challenges to organizational effectiveness and employee well-being. Leadership plays a pivotal role in either perpetuating or mitigating these toxic environments. This article critically examines the role of leadership in addressing toxic workplace culture, focusing on effective interventions that leaders can implement to transform negative work environments into positive and productive spaces. The study highlights how different leadership styles, particularly transformational and ethical leadership, are instrumental in fostering a culture of accountability, open communication, and ethical behavior. It also explores the importance of leadership interventions such as establishing clear organizational values, implementing conflict resolution mechanisms, and promoting continuous learning and development. However, the study also acknowledges the challenges leaders face, including resistance to change, deeply entrenched toxic behaviors, and external pressures that may undermine efforts to create a positive work environment. The findings suggest that while leadership is crucial in mitigating toxicity, success depends on sustained commitment, adaptability, and the ability to navigate complex organizational dynamics. By prioritizing ethical leadership and fostering a culture of inclusion and respect, organizations can effectively combat toxic workplace culture and promote long-term organizational health and success. This research contributes to the broader understanding of the critical role of leadership in shaping workplace culture and provides practical insights for leaders seeking to address and prevent toxicity in their organizations.

Comparative Analysis on Safe Traditional Practices by Iraqi and Philippine Mothers in the Treatment of Newborn Health Problems: A Narrative Review

Background: Traditional practices are usually derived from the relationships with the environment and human attitude towards nature. Various societies, especially in developing nations, have unsafe traditional practices for newborns, traditionally associated with poverty, low educational levels, religiosity, culture, and by word of mouth intergenerationally handed over advice by elders in the families. Objectives: This narrative review points out the prevalence, cultural significance, and health implications of unsafe traditional newborn care practices in Iraq and the Philippines. Methods: Literature was searched in PubMed, Scopus, Web of Science, CINAHL, and Google. All iterations searched literature among mothers whose neonates were at issues, favoring traditional techniques rather than modern medicine—a total of 51 articles to be reviewed from articles published from 2019 to June 2024. Results: The following ten critical themes of unsafe practices were identified: care of the umbilical cord, feeding, traditional healing, bathing rituals, circumcision, swaddling, and treatments for gastrointestinal, respiratory, and eye problems, besides newborn isolation and practices of exposure. All these practices are comparatively prevalent in the rural setup and are ingrained in the fabric of cultural beliefs and traditions. These could include exposure to infection, complications, developmental delays, and neonatal mortality. The practices have also been associated with the perpetuation of poverty, low literacy levels, and cultural backgrounds. Conclusion: This review indicates that interventions towards these problems have to be multi-faceted. Multiple dimensions can be integrated into evidence-based interventions to improve education and economic opportunities, engagement with religious and cultural leaders, health system strengthening, fomenting research, and community engagement to develop culturally relevant solutions linking tradition and evidence-based care to improve newborn health outcomes.

Why millennials and gen Z are silently leaving their jobs? Unraveling the ‘quiet quitting’ trend

This paper investigates the phenomenon and factors that influence quiet quitting behavior that is happening in millennial and Z generation workers. Quiet quitting is employee behavior that chooses to work moderately according to the tasks that have been given. Several previous research results found that this behavior can be anticipated by increasing job satisfaction which is influenced by empowering leadership, organizational culture, and work overload. This research was designed with a survey method and using a quantitative approach. Data collection in this study used online questionnaires distributed to workers in the age range of millennial and Z generations. The data analysis technique used in this research is Structural Equation Modelling (SEM) with AMOS software. The number of samples in this study was 600 respondents. The respondents are dominated by workers on the islands of Java and Sumatra and the rest are from other regions in Indonesia. The findings of this research highlight the negative effect of job satisfaction towards quiet quitting behavior in millennial and Z workers. Another result of this study is that there is a positive effect of empowering leadership and organizational culture on job satisfaction, while work overload have a negative effect on job satisfaction. The research results are useful information for planning strategies to retain employees and provide their best performance at work. These findings are significant to measure the factors that influence job satisfaction of millennial and generation Z employees so that they do not quiet quitting or leaving the company.

The Effect of Visioner Leadership, Communication and Organizational Culture on Employee Commitment and Their Implications on Employee Performance

Facing competition in the current era of globalization requires every organization to work more efficiently and effectively. Competition Increasingly stringent conditions cause organizations to be able to increase their competitiveness in achieving the goals and objectives set by the organization. one of which is increasing employee commitment This study aims to know, analyze, and examine the influence of visionary leadership, communication, and organizational culture on employee commitment and its implications on employee performance at PT. Saraswanti Group North Sumatra. The research methods used are descriptive and verifiative analysis. The data collection used is using questionnaires accompanied by observation techniques and literature. The study used samples taken from proportionally selected employees. Data analysis techniques used to use SEM analysis. The results of the study descriptively show that visionary leadership, communication, organizational culture, employee commitment, and employee performance are in the category of quite good. The results of the verification research show that visionary leadership, communication, and organizational culture affect employee commitment both simultaneously and partially, and employee commitment affects employee performance at PT. Saraswanti Group North Sumatra.

Transformational leadership and organizational culture of Islamic boarding school mediated by employee engagement

This study examines the effect of transformational leadership and organizational culture on employee performance in teachers of formal boarding schools in Bangkalan, Madura through the mediation of employee engagement. This research was conducted at three boarding schools in Bangkalan, Madura. This research uses saturated sampling. Primary data were obtained by distributing questionnaires to 89 teaching staff. Data analysis used the Least Square partial structural equation model (SEM-PLS) with the Smart-PLS 3.0 application. The results showed that transformational leadership and organizational culture have a positive and significant effect on employee performance. This study also found that employee engagement is able to partially mediate the effect of transformational leadership on employee performance. Employee engagement also acts as a partial mediation on the effect of organizational culture on employee performance. Based on these findings, it is necessary to pay attention and optimize the practice of transformational leadership style and organizational culture continuously to be able to improve employee performance.

Creating Job Satisfaction through Improving the Quality of Transformational Leadership and Organizational Culture in Blister City Government, Indonesia

Civil Servants (PNS). As elements of the state apparatus, state servants bear a hefty burden in carrying out their duties and functions, considering the various phenomena of dynamic changes in the strategic environment in the current era of globalization. Based on these problems, this research aims To determine the description of transformational leadership style, organizational culture, and job satisfaction in the Blitar City Government. To analyze the influence of transformational leadership, organizational culture and motivation on job satisfaction in the Blitar City Government Environment. The population in this study consisted of civil servants within the Blitar City government. Based on data from Regional Personnel Agency Blitar City, in 2022, the number of employees will be 886. Sampling from the research population was done using a proportional random sampling technique. The number of samples in this study used the Slovin formula with an error rate of 10% of 274. This research concludes that Transformational leadership style and organizational culture affect employee job satisfaction at the Blitar City Government. The results of this research are expected to significantly contribute to the development of knowledge relevant to research problems. They are expected to strengthen the body of theories and for further research in human resource management.

The Influence of Digital Leadership and Organizational Culture on Employee Performance: the Mediating Role of Digital Transformation

The Influence of Digital Leadership and Organizational Culture on Employee Performance: the Mediating Role of Digital Transformation

The Effect of Transformational Leadership and Organizational Culture on Organizational Innovation Through Employee Creativity as an Intervening Variable “Study on the Jurisdiction of the West Papua High Court”

This research focuses on analyzing the impact of transformational leadership and organizational culture on employee creativity and organizational innovation in the West Papua High Court Jurisdiction. The type of research used is quantitative research method with causality analysis. Data was collected by utilizing a questionnaire. In the data processing process to calculate each indicator, a Likert scale was used. Furthermore, validity and reliability tests were carried out. Data analysis was carried out by descriptive analysis and SmartPLS Analysis. The results showed that partially, transformational leadership has no effect on employee creativity, organizational culture partially has a positive effect on employee creativity, partially transformational leadership has no effect on organizational innovation, partially, organizational culture affects organizational innovation, and employee creativity partially has no effect on organizational innovation, partially, transformational leadership intervened by employee creativity has no effect on organizational innovation, and partially, organizational culture intervened by employee creativity has no effect on organizational innovation. Suggestions, it is good for organizations to improve the quality of transformational leadership, and need to pay attention to values, norms, and behaviors that encourage creativity.

Membangun Budaya Kelas Konstruktif Melalui Prinsip Servant leadership di Universitas Islam Negeri Maulana Malik Ibrahim Malang

This research explores the implementation of servant leadership as a strategy to overcome the problem of unconstructive classroom culture in the university environment. In the context of Islamic education, the importance of creating a learning culture that is balanced between intellectual, spiritual, and moral aspects is the main foundation. Support from the literature on constructivism and previous research shows that a constructive classroom culture has a positive impact on academic achievement, critical thinking skills, and the development of ethical values in Islamic education. Servant leadership, as a proposed solution, emphasizes service as the main approach, with leaders focusing on listening and responding to the needs of their class members. This research will explain in depth how the application of servant leadership by the Class Leader can form constructive classroom conditions at Maulana Malik Ibrahim State Islamic University Malang. Through qualitative methods with observation and in-depth interviews. The findings are expected to contribute to a more comprehensive understanding of the relationship between servant leadership and constructive classroom culture, with the potential to provide a basis for policy development or decisions related to leadership principles in creating positive and inclusive classroom conditions

The S.E.L.F. Framework for Keeping Children Connected to Their Culture in Out-of-Home Care

ABSTRACT For children entering out-of-home care due to child protection concerns, meaningful connections to family and culture are important and necessary. In this article the complexities of promoting cultural connections for culturally and linguistically diverse children in out-of-home care are explored. Through the use of the settlement, ethnicity, language and faith (S.E.L.F) cultural framework, practitioners and leaders working in the child and family sector can consider the cultural elements of the children in their care. The framework provides questions to explore what culture may mean for families and encourages practitioners to self-reflect on their own cultural assumptions. The framework development has been informed through community of practice reflections and learnings by the authors who have held multiple practice, leadership, and research roles in the child and family sector. IMPLICATIONS The S.E.L.F. framework encompasses curiosity questions that guide the collection of information from children and families to aid in better understanding and enhancing cultural connection practices and to build organisational cultural competency. The framework promotes practitioner critical thinking and reflection on their own cultural bias and assumptions.

Meta-analysis of association between Just-in-Time system and firm performance: moderating effects of National Culture differences

PurposeThe effectiveness of the Just-in-Time (JIT) production system in non-Japanese contexts is a topic of diverse findings. This study conducts a meta-analysis of empirical research on JIT and its relationship with performance, focusing on studies published since 1995. Additionally, it examines the moderating influence of National Culture (NC) values on JIT outcomes.Design/methodology/approachA total of 59 empirical studies with 211 effects and 17,008 observations from 18 countries are meta-analyzed. A meta-regression using hierarchical linear modeling (HLM) is performed to explore how four dimensions of National Culture (NC) moderate the impact. (viz. institutional collectivism, uncertainty avoidance future orientation, and power distance,) based on the Global Leadership and Organizational Behavior Effectiveness (GLOBE) culture model.FindingsThe meta-analysis results show that improved production efficiency, product quality and reduced wastes achieved through JIT deployments translate into the overall performance of organizations. The meta-regression results shed light on how local cultures influence the effectiveness of JIT across different countries.Originality/valueThe findings of meta-analysis have implications for multinational manufacturers in realizing efficacy of JIT. The research adds to the international operations management literature by examining how NC values influence strategies and decisions in operations management.

Participatory leadership and supportive organisational culture Panacea for job satisfaction regulatory role of work-life balance

This study examines the direct influence of participatory leadership (PL) and supportive organisational culture (SOC) on employee job satisfaction (JC). Additionally, the research delves into the mediating role of work-life balance in the relationship between PL, SOC, and job satisfaction. Data was collected using 450 questionnaires through random sampling from hotels managing food security in Saudi Arabia. These findings indicate a direct correlation between participatory leadership, supportive organisational culture, and job satisfaction. Furthermore, work-life balance was found to mediate the relationship between PL, SOC, and job satisfaction. Given the importance of a supportive organisational culture for robustness, this study suggests that hotels, particularly those managing food security in Saudi Arabia, should prioritise fostering a supportive culture. They should also encourage democratic leadership and formulate strategies to help employees achieve work-life balance (WLB), leading to enhanced job satisfaction.

Liturgical Theology: Liturgical Inculturation as an Effort to Maintain Religious and Cultural Identity for Catholic Students who are Prospectives Catechists of The Batak Tribe

Local culture has extraordinary wealth for the people who have it and makes life valuable. The existence of local culture is eroded by the presence of outside cultures and becomes consumed by the younger generation, including Catholic students. Cultural changes have also changed for the community, especially students as a young generation. This has an impact on the inculturation of local culture (Batak culture) in the church through Catholic liturgy. This research aims to find out the main elements in the inculturative liturgy, namely aspects of language, building architecture, liturgy music, liturgical clothing, and dance movements, which are cultural artworks that have the values of Batak community life and become an attraction for Catholic students as a form of love for local wisdom. This research uses a descriptive qualitative method with interview techniques for informants, the collection of supporting data through documentation, and direct observation related to the facts that occur about the implementation of liturgical inculturation. Key informants in this research include Catholic students, parish pastoral councils and parishioners, and cultural leaders. The research findings show that Catholic students really understand the basic concept of Catholic liturgical inculturation of local culture in the form of church music, dance, clothing, singing, architectural forms of church buildings, and language. Another finding is that students' love for local culture (Batak culture) in Catholic church liturgy is evidenced by taking part in the celebration of inculturation liturgy. This research shows that Catholic students have an understanding of and love for local culture in the celebration of the inculturation Eucharist.

EXPLORING THE ROLE OF LEADERSHIP AND ORGANIZATIONAL CULTURE IN ENHACING PUBLIC SECTOR INNOVATION IN MEDAN: AN SEM-PLS STUDY

The purpose of this study is to find out and analyze the extent to which leadership variables and organizational culture affect the quality of public sector services through increasing public sector innovation as an intervening variable. The subject of this study is the population of Medan City, where the variables in this study are independent variables, namely leadership and organizational culture, dependent variables, namely public sector service quality variables, and intervening variables are variables that increase public sector innovation. The results of data analysis were carried out by SEM analysis using SMART PLS 4.0 software. The data collection technique is by observation and documentation studies. The research method uses a quantitative descriptive method of data analysis using the structural equation model (SEM) method, where the results of data processing using the SEM method are carried out with the PLS 4.0 application. From the results of the study, the existing conclusion is that partially, leadership variables and organizational culture affect the quality of public sector services and affect the improvement of public sector innovation. Simultaneously, leadership and organizational culture affect the quality of public sector services through the variable of increasing public sector innovation as an intervening variable. The more leadership serves, the more innovation will grow in public sector services which will eventually change the organizational culture that tends to be flexible and serve which makes the quality of public sector services improve its performance.

The Dynamic Effects of Cultural Leadership Ideals on Nascent and Operating Social Entrepreneurship (WITHDRAWN)

The Dynamic Effects of Cultural Leadership Ideals on Nascent and Operating Social Entrepreneurship (WITHDRAWN)