Different Types Of Leadership Research Articles

PRINCIPALS' TRANSFORMATIONAL LEADERSHIP ON THE IMPLEMENTATION OF THE INDEPENDENT CURRICULUM IN ELEMENTARY SCHOOLS

Abstract
 In building the growth of a nation, education is very important. As a school principal, it is the principal's responsibility to ensure that students learn well so that the country can achieve its goals and advance its culture. Principals do not only function as administrative officials who sign off on policies, but also play an important role in building the ethos of the institution and planning its future direction. The purpose of this study is to provide school principals with some ideas and insights into the different types of leadership and communication patterns they can use to achieve their set learning goals in order to adapt to the current state of education, taking into account all the points from the description given above. This investigation utilized a literature review methodology, which falls under the category of qualitative research. Based on the discussion given, it can be concluded that a principal's social communication skills have a significant effect on leadership effectiveness and problem solving in the classroom.
 Keywords: education, principal, and learning.

Does nursing leaders' humility leadership associate with nursing team members' psychological safety? A cross-sectional online survey.

The leader's ability to act with self-awareness, lead with generosity, and consider others' opinions is what defines humility leadership. In recent healthcare literature, there has been extensive exploration of humility leadership and psychological safety, but these studies were non-nursing. It is crucial to understand how humble leaders can empower their staff's psychological safety, as inclusivity is a key aspect of humility leadership and is closely linked to psychological safety. Therefore, this study examined the association between nursing leaders' humility leadership and team members' psychological safety. A quantitative cross-sectional design was used in the current study. To assess the studied variables, 245 nursing academics, nurses, and nursing leaders were recruited from different universities and hospitals using the convenience snowball sampling technique, yielding a response rate of 70%. After a pilot study, an online survey using Google Forms was hosted in 2022. The psychological safety of nursing team members was not found to be associated with the humility leadership of nursing leaders. Despite the participants' reports of their nursing leaders exhibiting humility leadership (mean = 3.57/5, SE = 0.055), the participants also reported that psychological safety was borderline (mean = 3.09/5, SE = 0.041). The borderline nursing team members' psychological safety implies that different types of leadership may have an impact on the psychological safety of nursing team members. The lack of association between nursing leaders' humility leadership and the psychological safety of nursing team members highlights the need for further understanding and effort from nursing leaders to establish psychologically safe work environments. This research offers valuable insights into how the humility of nursing leaders impacts the psychological safety of nursing team members. The psychological safety of the nursing team members highlights the specific responsibilities that nursing leaders should assume to establish psychologically safe work environments. There was no Patient or Public Contribution, as the sample included nursing academics, nurses, and nursing leaders recruited from different universities and hospitals. A simple intervention that humble leaders can initiate is inclusivity, where subordinates' positive worth, strengths, and contributions are acknowledged. Inclusivity is a characteristic of humility leadership. Improving teams'' psychological safety calls to promote a culture of civility in the workplace. A random and larger sample is needed, including other types of universities and hospitals, using other research designs across other cultures.

Management leadership in the New Mexican School and teacher revaluation from the recognition of human talent: a scoping review

The preparation of future generations to integrate into society and participate in change processes is a significant need in education systems worldwide. In the New Mexican School context, this preparation is subject to competency-based models that promote efficiency but not the values of the humanistic approach so necessary today. A scoping review was conducted to understand the elements to be considered to promote the management of human talent of the teaching staff from the leadership processes. The main results suggest the need to transform the current discourse on teachers to promote their improvement from collaborative positions and the different types of leadership, emphasizing human development and school organizations. Constitutive elements of human talent management are suggested, as well as lines for reflection on the role of leadership in the valuation of educational actors. The findings point to the importance of carrying out new studies.

Лидерство в арабском мире: от революций к переосмыслению

Leadership as a phenomenon of timeless significance has always been a subject of research interest. It is a special form of social process inherent in all social groups. In this sense, it is characterized primarily by mutual influence of the members of these groups, with one or several of them exerting a disproportionally larger influence on the choices and actions of the other parts of group. At the same time, personal qualities including leadership style and political motivation remain the central concept of political leadership theory. The emergence of new challenges and new requirements for leaders makes it necessary to consider the tools of influence they possess and employ as well as their ability to adapt to the changing internal and external environment. This article focuses on the leaders of the Arab states who came to power in different periods and represented different types of leadership. In the times of national liberation movements, these were revolutionaries, who overthrew outmoded regimes, promised their people a bright future and built it in their own way. At present, the “redefining” leaders (mostly represented by Gulf monarchs) attract the most attention. They have proved to be highly sensitive to the demands of the time, offering their own ways of responding to them. Both monarchs and republican leaders sometimes share similar cultural and historical identities that influence their methods of governance. For example, the Bedouin theme, which emphasizes the ruler’s closeness to his people and his task to take care of his tribesmen, has been accentuated by the Gulf monarchs and by some revolutionary leaders. The author believes that leaders capable of “redefining” are not necessarily a product of democratic systems. In authoritarian regimes, a new generation of rulers has also contributed to the revision of a number of well-established dogmas concerning the goals of social and national development. However, methods, as well as certain management practices used in the Arab monarchies, have been shaped by a mix of elements associated both with modernity and traditionalism.

IMPACT OF LEADERSHIP STYLES ON THE PERFORMANCE OF PUBLIC SECTOR EMPLOYEES IN ZANZIBAR

The focus of the research is on how different types of leadership affect the productivity of public sector workers. The purpose of this study is to analyze the relationship between leadership styles and the productivity of chosen public sector organizations. The study had three main goals: to catalog the different types of leadership used to affect worker productivity, to analyze the efficacy of management policies in this regard, and to assess the impact of leadership style routines on productivity in government agencies. The researchers used an exploratory approach to the investigation. Respondents in Zanzibar provided the data used to develop fresh understanding of the island. The information was collected from the 200 employees who took part in the corresponding case study by means of questionnaires. SPSS was used to analyze the data collected. Employee performance in the public sector is influenced by a combination of leadership styles, including democratic, authoritarian, paternalistic, and transformational, with the Laissez-faire style dominating. In addition, the leadership practices and policies of public agencies have an effect on worker productivity. As things now stand, it's clear that a leader's approach to management has a significant impact on the output of public sector workers. For significant change to occur that has an effect on employee performance in public organizations, the study suggests that laissez faire leadership, which have previously dominated practice and established the pattern of actions among employees, must be eradicated and fought.

The Effects of Leadership Style and Work Environment on Digital Leadership: A Literature Review

This paper thoroughly reviews the literature on the link between leadership style, digital leadership, and the climate of a company. As more and more organizations embrace digital developments, it’s important to know how leadership styles and digital leadership affect the environment of a company. This study aimed to combine what we already know about leadership styles with digital leadership. This will help us understand how corporate climate affects the relationship between leadership style and digital leadership. The results showed that the organizational climate, which is affected by how leaders do their jobs, significantly affects how well digital leadership practices work in a company. Different types of leadership have different effects on a company’s culture, which can help or hurt the success of digital leadership initiatives. The results also showed how important it is to understand and change the organization’s culture in order to use digital tools and lead teams well in the digital age. By creating a positive and helpful environment, organizations can make it easier for digital leadership practices to be adopted and used successfully. This will improve the effectiveness of leadership and the results of the whole organization.
 Keywords: Leadership Style, Digital Leadership, Organizational Climates

The Role of leadership in Stimulating Innovation and the Creative Potential of the team

"The article investigates the significance of leadership concerning the team’s innovation and creative potential. It provides an analysis of the essential elements of effective leadership in stimulating innovation and creative potential within a team. A comprehensive depiction of the contemporary perception of a leader’s role in teamwork is presented. Additionally, the model for team development and its various stages are described, alongside the manager’s creative approach in addressing intricate challenges associated with team development. Moreover, the discussion processes corresponding to each stage are identified. The research aims to elucidate the role of leadership in stimulating the innovation and creative potential of a team. The research employed various methods, including description, analysis and synthesis, comparison, and generalization, to facilitate the study’s objectives. The study explores the perception of the leader’s role and position within a team. It investigates an approach in which the leader’s primary responsibility lies in preventing the team from encountering crises. The contemporary comprehension of the leader’s role in a team is established. Leadership is delineated as a collection of leader traits, and different types of leaders are characterized. Furthermore, the study determines the group’s perception of the leader. The concepts of leader and leadership are carefully analyzed, providing a comprehensive understanding of their implications. The components essential to effective leadership in fostering innovation and unleashing the creative potential of a team are described. These components encompass various attributes such as creativity, innovation, motivation, emotionality, business acumen, and goal orientation. The article provides an analysis of the Team Development Model, examining its principal stages and elucidating the nature of leader-team discussions at each stage. Furthermore, potential justifications for employing a creative approach to address the prevailing issues are identified. The interactions between the leader and the team are thoroughly explored, focusing on their dynamics and characteristics at each stage of the model."

The Effects of interaction of leadership and followership based on followers’ perceptions: Relationships among leader-member exchange, organizational citizenship behavior, work engagement, and job performance

The success of an organization cannot depend solely on leaders or followers. In past research, more attention has been paid to leaders. However, the success of an organization may depend more on followers; and even a harmonious relationship between leaders and followers. This study aims to focus on the Interaction of Leadership and Followership (ILF) perceived by different types of followers; the behavioral patterns generated by such interaction; and the impact of their interpersonal interaction on organizational citizenship behavior, work engagement, and job performance. Furthermore, the mediating effect of Leader-Member exchange (LMX) on the relationship among ILF, Organizational Citizenship Behavior (OCB) and Job Performance (JP); ILF, Work Engagement (WEng) and job performance. There were four styles of followership matched with four styles of leadership, and 16 groups of leadership and followership style interaction combinations were obtained in this study. The study found the interaction of different leadership and followership had positive, negative, and non-impact on OCB, WEng and JP. Future research can examine the interactions between more different types of leadership and followership characteristics to understand their impact on different working variables, Sand to better understand the impact of the interaction between leaders and followers.

The Effect of Leadership Style on Employee Motivation: A Case Study of Manufacturing Companies

This research set out to learn how different types of leadership in Chinese industrial businesses affect worker motivation. One hundred workers and ten supervisors from five Chinese manufacturing firms were surveyed and interviewed for this study. According to the results, both transformational and transactional leadership styles can boost employee motivation, but the latter is less successful at doing so than the former. Job satisfaction, work-life balance, recognition and rewards, job security, and professional advancement opportunities were also variables that influenced employee motivation. Managers in China's manufacturing sector can put these findings to use by prioritizing the adoption of transformational leadership styles and addressing variables that influence employee motivation, as indicated by the study's findings. More study into the connection between leadership style and employee motivation in China's manufacturing sector could benefit from a larger sample size and a mixed-methods approach.

HOW MOTIVATIONAL LEADERSHIP CAN POSITIVELY AFFECT THE MENTAL HEALTH OF EMPLOYEES, LEADING TO BETTER PRODUCTIVITY

The mental health of employees is a crucial aspect of workforce welfare. An organization can stay productive and deliver quality performance when the work environment positively supports the mental well-being of employees. To ensure this productivity, leadership plays a significant role in an organization. There are different types of leadership that can promote the personal and professional development of employees. However, motivational leadership goes a step ahead and connects this scope of development with the innate enthusiasm and willingness of the individual. Motivational leadership induces and emphasizes the constructive side of the workforce, stimulating them to work toward a shared goal. Such leadership is dynamic and has the potential to enable employee motivation leading to better productivity. Therefore, our study's purpose is to analyze this potential and explore how different motivational leadership characteristics positively impact employees’ mental health. The present study will utilize a phenomenological research design to perform qualitative research on 30 participants working in a particular organization. Each respondent will be given questionnaires they will fill out and submit to the research team. The responses will be coded and analyzed using thematic analysis. The expected finding is that motivational leadership positively affects employees' mental health.

The Dimensional Context of Leadership Impact on the Organizational Performance of Selected Manufacturing Companies in Lagos State, Nigeria

This research looks at how different types of leadership affect organizational productivity. Three hundred and seventy-two respondents were surveyed using an adopted and validated questionnaire. The results show that the majority of those surveyed were married and male, with the highest working experience being 9 years and above, as well as possessing a bachelor’s degree as their educational qualification. With the exception of the laissez-faire leadership style (LZS; = -0.094, t = -1.029, p 0.05), the ordinary least square (OLS) regression result shows that leadership style positively affects operational performance with an adjusted R2 value of 0.415, which is positively significant at 5% (ALS; = 0.358, t = 3.062; DLS; = 0.376, t = 3.229, p 0.05). So, the R-squared value of 0.440 shows that the style of leadership only explained 44% of the difference.

A TALE OF TWO AGES AND THE QUEST TO CREATE A PEACEFUL, HARMONIOUS, EQUITABLE, SUSTAINABLE AND SPIRITUAL WORLD

This article examines two very different types of ages – the age of economics and the age of culture. It begins by describing the origins and evolution of the age of economics, makes an impartial assessment of the remarkable strengths and fundamental shortcomings of this age, and concludes that it would be a disastrous mistake to continue living in this age due to the devastating effect it is having on the natural environment, producing colossal disparities in income and wealth, and treating economics as “the whole” rather than a very important “part of the whole.” This opens the doors to the age of culture and examining how the two principal perceptions and definitions of culture that would underlie this age - “the arts, humanities, heritage of history, and cultural industries” and “the whole and total way of life of people” - are helpful in understanding what is going on in the world today. This includes the Black Lives Matter movement, the protests of Indigenous peoples, conflicts between races, groups, and countries with different worldviews and values, and especially the war in Ukraine. This war has decimated many towns and cities throughout this country, destroyed an enormous amount of residential and industrial infrastructure, killed thousands of Ukrainian soldiers and citizens, and displaced millions more. In mounting a phenomenal resistance to this illegal invasion by Russia, Ukrainians have capitalized on many of their most precious historical and contemporary heroes, symbols, and accomplishments, as well as their cherished culture and way of life. This leads to a detailed examination of the incredible potential culture possesses in the holistic sense for systemic change, creating a more effective balance between the material and non-material dimensions of development and life, and the realization of a great deal more peace, harmony, equality, sustainability, and spirituality in the world. The article ends with the conviction that very different types of leaders will be needed to bring the age of culture into existence, capitalize on its numerous assets, capabilities, and benefits, and enable it to flourish in the future. These leaders will need broader and deeper perspectives on the world, higher values and ideals, much more knowledge and understanding of the cultural realm in the all-encompassing sense, and the courage to award a much higher priority to culture and cultures in the overall scheme of things, introduce and implement tough environmental and cultural legislation, and the capacity to demonstrate much more kindness, compassion, and commitment to helping marginalized and oppressed people, groups, and countries throughout the world in practical and concrete terms.

Leading Change in Communities Experiencing Economic Transition: Place Leadership, Expectations, and Industry Closure

ABSTRACT This paper considers the nature, origins and expression of place leadership in communities undergoing large-scale economic transformation. It examines where people look for leadership in the management of the places where they live, and how their perspectives are affected by an adverse event. It documents community attitudes on the influence those who occupy positions of authority have been able to exert on this transition, drawing on perceptions from places affected by the shutdown of the Australian automotive industry in the second decade of the twenty-first century. It seeks to understand which individuals and roles were seen to be influential in leading this process of change. This article gains insights into how leaders have an impact, and where this ability to effect change comes from. It does so with reference to the structural conditions embedded within Australian political life and the way leadership finds expression in periods of uncertainty and transformation. The paper finds communities are acutely aware of where the power to lead change resides, but concerns with the efficacy of that leadership have contributed to discontent. A greater focus on further empowering local leadership while delivering on long term expectations would have resulted in more positive perceptions. MAD statement This paper answers the question, how can local leaders manage large-scale, disruptive change such as the closure of a major employer or the shutdown of an entire industry? The paper makes clear that different types of leaders need to respond in varied ways, depending on their source of authority, their degree of connection to the affected community and the nature of the shock experienced by the local economy. Senior government leaders need to map out and deliver a roadmap for economic recovery, social service providers need to be responsive to local needs and those leaders living in the community must continue to strengthen social networks.

Eğitim Yönetiminde Girişimci Liderliğin Karakteristik Özelliklerinin İncelenmesi

In this study, it is aimed to examine the characteristic features of entrepreneurial leadership in educational management. Within this framework, in addition to entrepreneurial leadership, innovative thinking in educational management will also be included in the scope of the study. Within the scope of the subject totality, the entrepreneurial leader, the characteristics of the entrepreneurial leader, the approach of entrepreneurial leadership and the characteristics of innovative thinking, innovative thinking understanding will be discussed. Leadership in educational management is very much related to the behavior of the manager as a process. With this behavior process, a good manager tries to influence other employees in the institution to do their jobs in accordance with achieving the goals of the institution. Since the leadership process, especially education management, is a dynamic process, it can be evaluated within the integrity of a role, method and technical structure that will affect people in the best way. There are a number of diverse and different types of leadership in educational management, and each of them is considered the most appropriate form in different situations and conditions. A person who encourages and influences employees to act in accordance with a certain goal and goal is also a prototype leader as a real education manager. Key Words: Educational Management, Entrepreneurial Leadership, Innovative Thinking

Improving competitiveness and profitability in the Namibian retail-banking sector

Multiple financial institutions are struggling to survive in the current business environment, due to the challenges that arose due to outbreak of COVID 19 and subsequent economic contraction in Namibia. The outbreak of war in Ukraine where Russia is attacking Ukraine has made the business operating environment more challenging in Namibia. The contemporary economic challenges require different types of leadership that are able to accurately assess the business environment, and then initiate innovative and creative approaches to addressing them. This research was motivated by the need to explore a leadership style that would be able to help banks to cope with the harsh business environment and also to suggest innovative approaches and strategies that could lead to profitability and competitiveness of the banking sector in Namibia. The study employed a quantitative research approach to analyse the relationship between leadership style and bank profitability and competitiveness. Four branches were selected in Namibia from two regions, to take part in the study, with a population of 164 employees and management. A sample size that represented more than 60% of the population was selected utilizing, using a stratified sampling method. The data analyses were done using Kruskal Wallis Test and the Mann-Whitney Test, as well as the Analysis of Variance (ANOVA) and regression analysis. The findings of the study demonstrated that bank profitability and competitiveness in Namibia was linked to leadership styles such as transformational leadership and authentic leadership. The study also noted that organizational style can improve by embracing transformational and authentic leadership style. The study recommended that financial institutions must invest more in developing leadership styles that can lead to more productivity and profitability.

Leadership and Learning at Work: A Systematic Literature Review of Learning-oriented Leadership

Contemporary organizations must be adaptive and agile as the environment changes. To respond to change, leaders must find ways of integrating learning into everyday work experiences. This invites the question: how do leaders facilitate individual, group and organizational learning? Several studies have examined relationships among leadership and learning and potential mediating and moderating variables. However, because this literature is extensive and fragmented it is difficult to discern what is known about how leadership contributes to individual, group and organizational learning. Accordingly, there is a pressing need to assemble and evaluate the existing studies. To address this limitation of the literature, this paper presents a systematic review and critique of literature in this field. Our review of 105 studies suggests that there are statistically significant relationships between different types of leadership and learning at the individual, group, and organizational levels. Furthermore, the findings indicate that these relationships are often mediated by other variables. However, little is known about moderators and boundary conditions. Based on the findings, it would be premature to say with certainty that leadership causally influences learning, since the empirical basis for such a claim is lacking. We outline the conceptual, theoretical, methodological, and empirical refinements needed to guide future research on learning-oriented leadership and advance this research trajectory. The findings of our review and our conclusions will be informative for researchers and practitioners.

The Influence of Leadership Style and Management of Boarding School on Community Interest (Comparative Study between Modern Islamic Boarding Schools and Salafi Islamic Boarding Schools in Rangkasbitung Lebak)

There have been Islamic boarding schools in Indonesia for as long as there have been schools in general, and they play a crucial role in the country's educational system. The researchers set out to learn how different types of leadership and administration at Islamic boarding schools affect students' level of community interest. With a 2 x 2 factorial experimental design, this study used the ex post facto method, sometimes known as a comparative causal relationship. A questionnaire was employed as the data collection technique for this investigation. Descriptive and inferential statistics were employed to examine the data. Path A two-way ANOVA revealed that Fcount is higher than Ftable (Fcount = 5.81 Ftable (0.05; 1:116) = 3.92), indicating that count variables contributed more to the overall variation in this path than did table variables. For some reason, in Row B, we see that Fcount is larger than Ftable (Fcount = 8.73 Ftable (0.01; 1:116) = 6.86). Larger AB interactions are found using Fcount (Fcount = 140.51 Ftable (0.01; 1:116) = 6.86) when looking at rows A * B. Findings from this research indicate a positive correlation between leadership styles and community interest. Additionally, modern Islamic boarding schools and Salafi Islamic schools have vastly different approaches to administration.

Gender and Context-Specific Effects of Vocal Dominance and Trustworthiness on Leadership Decisions

ObjectiveThe evolutionary-contingency hypothesis, which suggests that preferences for leaders are context-dependent, has found relatively consistent support from research investigating leadership decisions based on facial pictures. Here, we test whether these results transfer to leadership decisions based on voice recordings. We examined how dominance and trustworthiness perceptions relate to leadership decisions in wartime and peacetime contexts and whether effects differ by a speaker’s gender. Further, we investigate two cues that might be related to leadership decisions, as well as dominance and trustworthiness perceptions: voice pitch and strength of regional accent.MethodsWe conducted a preregistered online study with 125 raters and recordings of 120 speakers (61 men, 59 women) from different parts in Germany. Raters were randomly distributed into four rating conditions: dominance, trustworthiness, hypothetical vote (wartime) and hypothetical vote (peacetime).ResultsWe find that dominant speakers were more likely to be voted for in a wartime context while trustworthy speakers were more likely to be voted for in a peacetime context. Voice pitch functions as a main cue for dominance perceptions, while strength of regional accent functions as a main cue for trustworthiness perceptions.ConclusionsThis study adds to a stream of research that suggests that (a) people’s voices contain important information based on which we form social impressions and (b) we prefer different types of leaders across different contexts. Future research should disentangle effects of gender bias in leadership decisions and investigate underlying mechanisms that influence how people’s voices contribute to achieving social status.

Effects of Leadership Types on Job Satisfaction Among Malaysian Higher Education Institutions

Employee job satisfaction is an important component of any job and could be influenced by different types of leadership. Keeping employees happy and satisfied while at the same time being a great leader is an extremely difficult balance, especially in educational leadership, where there are two different types of employees, mainly administrators, and educators. It requires a leader who can balance between the lines and choose the proper leadership style to motivate different types of employees. This study looks at three different leadership types: laissez-faire, transformational and transactional leadership. A purposeful sampling of 393 participants was utilized to sample educators from Malaysia's private and governmental education institutions. Data were collected using questionnaires. The findings indicated that transformational leadership and laissez-faire have a significant relationship to job satisfaction where laissez-faire (β = 0.608, t = 16.576, p = 0.000) and transformational leadership (β = 0.865, t = 8.498; p = 0.000), while transactional leadership has an insignificant relationship with job satisfaction (β = -0.019, t = 0.747, p = 0.227).

How Leadership Influences Urban Greenspace Provision: The Case of Surrey, Canada

Much research has examined the socio-spatial distribution of, and access to, urban greenspace; the challenges of supplying greenspace, especially in periods of dynamic urban change, remain poorly understood. Multiple factors shape urban greenspace provision, however understanding the role of leadership as a factor remains somewhat elusive. Addressing this critical knowledge gap, we employed a case study approach, using qualitative methods, to hear first-hand from the key stakeholders involved with municipal urban greenspace provision, to investigate how different types of leadership affected greenspace provision in Surrey, Canada – a dynamically changing mid-size city. Semi-structured interviews with 32 purposively selected participants reveal that here, both leadership and organizational culture influenced resources and decision-making supporting greenspace provision. Aligned political leadership and organizational leadership witnessed a significant increase in Surrey's urban greenspaces – the converse occurred in a later administration. Findings provide insights into the governance of greenspace; especially how different types of leadership can play a pivotal role in effective greenspace provision.