Dimensions Of Leadership Style Research Articles

Transformational Leadership on Performance of Selected Ethiopian Sport Federations

Transformational leadership may not be positively and significantly affects the performance of sports federations, because sport organization unique nature is competitiveness and result-driven organization. The purpose of this study was to assess the impact of transformational leadership practices on the organizational performance of some Ethiopian sports federations. Cross-sectional design was used to collect transformational leadership and organizational performance variables. The study was conducted in Addis Ababa City Administration, Ethiopia. The data was collected from Ethiopian sports federations participants (n = 95). Transformational leadership as a predictor variable measured by multifactorial leadership questionnaire and sport federation performance was measured by Australian national Olympic sporting organizations effectiveness. SPSS version 26 was used to process the data; robust method of multiple regression analysis was used to analyze the data p < 0.05. The result of the study shows that idealized influence was statistically significantly predicted organizational performance (β = .26, p = .00). However, that inspirational motivation (β = .03, p = .54), intellectual simulation (β = .11, p = .12) and individualized considerations (β = -.05, p = .49) did not significantly predicted organizational performance. The finding of the study shows that transformational leadership idealized influence enhanced the performance of selected Ethiopian sports federations through inspiring trust, fostering commitment, promoting excellence, and cultivating a positive organizational culture. Ethiopian Sports Federation managers were advised to consider transformational leadership style dimensions such as inspirational motivation, intellectual simulations and individual considerations in their leadership.

Embracing Complexity: Ambidextrous Leadership Enriching Job Satisfaction in Nepalese Commercial Banking Sector

Scholars argue that ambidexterity serves as a crucial precursor not only to organizational innovation but also for teams and individual workers. This study indulges into ambidexterity and analyzes the synergic combination of transformational and transactional leadership style to create ambidextrous leadership and the positive impact of ambidextrous leadership on job satisfaction in Nepalese commercial banks. The research employed a survey design to collect data from 150 employees in Nepali commercial banks. Simple random sampling techniques were utilized, and a questionnaire was administered to gauge respondents' job satisfaction levels with various dimensions of transactional leadership styles, employing a five-point Likert scale. The findings reveal a significant relationship between ambidextrous leadership style dimensions and job satisfaction in Nepali commercial banks. The study concludes that ambidextrous leadership is the potential to be the most influential leadership style for fostering job satisfaction and recommends the balancing of counteracting leadership styles promoting ambidextrous leadership in Nepali commercial banks

Assessing the Effect of Leadership Styles on Employee Engagement: A Case Study of Construction Companies in Bhaktapur District

The effect of leadership styles on employee engagement is widely recognized as an indispensable factor in organizational success. While previous studies have explored the relationships between leadership styles and employee engagement in different contexts, no research has yet scrutinized how leadership styles influence employee engagement specifically in construction companies within Bhaktapur. Thus, this study investigates the influences of various dimensions of leadership styles, such as transformational, transactional and laissez-faire leadership styles, on employee engagement in construction companies. This study utilized a quantitative research approach to analyse the effect of leadership styles on employee engagement. A combination of research designs, including descriptive, relational and causal research designs, was employed in the study. Relevant information was collected through a questionnaire from 137 samples, and the sampling method used in this study was convenient. The study indicates that an employee’s level of engagement with work is strongly influenced by leadership style. The results of the analysis show that transformational and transactional leadership styles have a positive but insignificant effect on employee engagement. Similarly, the laissez-faire leadership style positively and significantly affects employee engagement.

Effect of Perceived Leadership Style and Emotional Intelligence on Organisational Commitment in Private Universities in Ogun State

Universities in Nigeria are encumbered with serious challenges in the area of the organisational commitment of employees, ineffective leadership and low emotional intelligence, resulting in poor organisational outcomes such as low motivation and high turnover. In this study, investigation was carried out to find out the effect of perceived leadership style and emotional intelligence on organisational commitment of two private universities. Using a convenient sampling technique, 181 respondents participated in the study and two main hypotheses were tested using multiple regression analysis on SPSS version 20. The results indicated that though perceived leadership style has a statistically significant positive effect on organisational commitment, but of the three dimensions of leadership styles examined, only transformational leadership showed significant positive effect on organisational commitment with a p-value of .001 (p = < 0.05) and a beta value of .240. Both transactional leadership and laissez-faire leadership styles showed negative beta values (β =-.163; β = -.128 respectively) indicating a negative effect on organisational commitment. Emotional intelligence was discovered to have significantly positive effect on organisational commitment. Thus, it is recommended that more attention should be given to developing and exhibiting transformational leadership attributes in the private universities and also, emotional intelligence training should be regularly reinforced and given to employees of the educational organisations.

The effects of idealised influence on the dimensions of employee resistance to change at the automobile dealerships in the eThekwini region of Kwazulu-Natal, South Africa

The effects of idealised influence as one of the four components of transformational leadership serve as a critical dimension of leadership style. Others include inspirational motivation, intellectual stimulation, and gaining the admiration, trust, and respect of the followers. However, this study focuses on the context of employee resistance to change and its varying dimensions about the role idealised influence plays as a mediator in mitigating resistance to change and facilitating a successful change implementation at selected automobile dealerships in eThekwini Region of KwaZulu-Natal. Idealised influence refers to the leader’s ability to act as role model and gain the admiration of employees and by so doing, positively influence employee’s resistance to change. The study examines the effects of idealised influence on employee resistance to change at the automobile dealership organisations in the eThekwini Region of KwaZulu-Natal. The study investigates the mediating role of idealised influence on employee resistance to change at the automobile dealership organisations in the eThekwini Region of KwaZulu-Natal. Assessment was based on the effect of this leadership style component and its impact on employees’ willingness to accept or resist changes introduced at the selected organisations. Of the 270 staff members identified for participation, 196 questionnaires were returned and analysed using the convergent data analysis as well as the Structural Equation Model (SEM). The study revealed that the idealised influence is positively associated with the staff quick acceptance of change. The study improves the existing framework with regards to understanding how leaders with idealised influence can facilitate change management acceptance of employees by embracing and inculcating the essence of idealised influence. The results can help managers and change management interventionists formulate human resource development to improve change management planning programmmes.

Transformational leadership improves nursing documentation self-efficacy

Transformational leadership improves nursing documentation self-efficacy

Diagnosis of Leadership Pattern in the Treatment of Functional Laziness:Sample of Samarra University

The current research seeks to reveal the relationship and influence between leadership styles through its dimensions (autocratic style, democratic style, free style) and functional laziness. Where (52) questionnaires were distributed to the research sample, in which the higher departments were chosen from the university president, his assistants, deans, their assistants, and heads of departments, comprehensively, and the data was analyzed using statistical methods (SPSSv.26), as a number of statistical methods were used to verify the validity of the hypothesis, including Correlation coefficient (person) and simple regression analysis, where the results showed that there is a very strong correlation between some dimensions of leadership styles, while the correlation is almost non-existent with others, as the correlation coefficient for dimensions ranged between ((-0.084-1) at the level of significance (0.01). Which indicates the existence of a close and significant correlation between the variables and that it has a strong (directive) effect on leadership styles, and therefore we reject the null hypothesis, as the result came that the style A For an autocratic, its correlation coefficient was very strong and statistically significant, and the correlation was inverse with the democratic style and direct with the free style, and the effect of the autocratic style onthe audience of the research sample appeared very strong, and on the basis of that, recommendations were made, including the need to highlight the concept of the characteristics of leadership styles and characterize them well, in addition to not adhering to the leadership style One.

Executive leadership traits and the organizational culture of selected higher education institutions in region 08, Philippines

The productivity of each institution is determined by executive leadership of its administration. This study employed a descriptive correlational research design which aims to determine the interplay of the respondents’ profile variables, leadership styles, and organizational culture among SUCs in Region VIII in the Philippines. The respondents of the study were the 338 chief executives and second level executives of the ten (10) State Universities and Colleges (SUCs) of Region VIII (Eastern Visayas Region) in the Philippines. Along the educational attainment held by the respondents, it is significantly correlated with the Culture of Inclusion and Culture of excellence among. Respondents’ number of search engines used posted a significant relationship with the Culture of Inclusion, Culture of Wondering, and Culture of developing. The respondents’ leadership styles posted highly significant correlations with all the dimensions of organizational culture except for the Laissez-faire leadership factor and Culture of Reinvention which only posted significant correlation. Since all posted positive correlations, they denoted that the higher the perceived score on a particular dimension of leadership style, the higher is the perceived score on a particular dimension of organizational culture.

Analyzing Relationship between Safety Climate and Safety Leadership in a Phosphoric Acid Industry

Introduction: Safety-based leadership style has a positive relationship with the workplace safety climate in a company. Transactional leadership has a direct positive relationship with work safety participation and has an indirect relationship with work safety climate. In a phosphoric acid industry especially in 2019, the achievement of sulfuric acid production decreased from 2019 to 2020. The gap range was caused by leadership factors. This study has an objective to analyze the overview of safety climate based on safety leadership in the phosphoric acid industry. Methods: This research used a cross-sectional quantitative survey. The respondents comprised of 44 personnel. The independent factors in this investigation were the dimensions of leadership style and the dependent variable in this study wasthe condition of the work safety climate in each work group in the creation unit. The analysis used NOSACQ-50 radar plot analysis. Results: Of all perceptions of consideration leadership style, eitherin the high, very high, or enough categories, the dimension of work safety justice had the lowest score. The highest dimension of work safety climate was in the dimension of management safety priority and ability, especially in the perception of a high and very high initiating structure leadership style. Conclusion: A very high perception of the consideration leadership style had a work safety climate that had a higher score when compared to the high and sufficient perception. The highest dimension of work safety climate was in the dimensions of management safety priority and ability, especially in the perception of a high and very high initiating structure leadership style.

The Relationship Between Path-Goal Leadership Style and Work Motivation of Nurses at Pidie Regional Hospital

Leadership style can affect nurses’ work motivation, where the dimensions of leadership style include directive, supportive, participative, and achievement orientation. This leadership characteristic is very unique and interesting to explore, where the style shown must be able to influence, encourage, manage, and regulate with leadership skills possessed. The purpose of this study was to analyze the relationship between leadership style and work motivation at Pidie Regional Hospital. This type of research is a correlation analysis with a cross-sectional study design with a total sampling method of 253 nurses. Data collection have collected through a questionnaire using the Path-Goal Leadership questionnaire. Bivariate results obtained directive leadership style with p-value 0,008, supportive leadership style with p-value 0,427, participative leadership style with p-value 0,000 and achievement-oriented leadership style with p-value 0,000. The multivariate test with logistic regression test showed the results of participative leadership style with an odds ratio value of 13,198 and an achievement-oriented leadership style sub-variable with an odds ratio value of 0,321. Based on the results of the study, it is expected that the leadership style that will be used to increase the work motivation of nurses is participative, the leader invites each other to achieve goals.

Modeling the occurrence of unsafe behaviors based on safety climate and organizational leadership style dimensions in oil platforms using the fuzzy logic approach

AbstractOffshore platforms have a high potential for major accidents. This study aimed to model the occurrence of unsafe behaviors based on safety climate and organizational leadership style using the fuzzy logic approach. This study was conducted among five oil platforms located in the Persian Gulf. Multifactor leadership and standard occupational safety climate questionnaires measured organizational leadership style and safety climate, respectively. To determine unsafe behaviors, a checklist of unsafe acts was used. Data analysis was performed using one‐way ANOVA and Pearson correlation coefficients in R4.1.0. A fuzzy logarithmic model and MATLAB software were used for modeling. There was a significant inverse relationship between transformational and transactional leadership style and the occurrence of unsafe behaviors. Findings revealed a significant correlation between the dimensions of the safety of the workplace and the neglecting dangers and the occurrence of unsafe behaviors. The fuzzy logarithmic model results showed that mentioned parameters are important risk factors for predicting unsafe behaviors. Findings revealed that transformational and transactional leadership styles, the workplace's safety, and neglecting dangers in oil platforms are among essential factors in unsafe behaviors. Using fuzzy logarithmic models can also be an effective way to predict unsafe behaviors in different workplaces.

Studying the Impact of Leadership Style on Organizational Culture in New Agencies Under the Ministry of Culture and Islamic Guidance

Purpose: The performance of an organization’s members and its results root in an ethical organizational culture. One of the most critical factors that promote the organizational culture and develop the news agencies is leadership style. Accordingly, the present study aims to evaluate the impact of leadership style on organizational culture in news agencies under the Ministry of Culture and Islamic Guidance. Design/Methodology/Approach: The statistical population includes all employees of news agencies governed by the Ministry of Culture and Islamic Guidance, who were 500 people. Using Cochran's formula and a simple random sampling method, 217 people were selected as a statistical sample. A questionnaire was used to collect the data, and they were analyzed using SPSS software. Findings: The descriptive results of the research showed that the organizational culture average is 74.6%, leadership style average is 66.8%, organizational behavior average is 65.1%, individual behavior average is 52.9%, and internal intention average is 70.9%. Practical Implications: The inferential results of the study also showed that the relationship between leadership style and its dimensions (organizational behavior, individual behavior, and internal intention) with organizational culture is statistically significant. Also, the variables of organizational behavior, individual behavior, and internal intention (as dimensions of leadership style) were significantly effective in the regression model of organizational culture, which could explain 45% of the changes in organizational culture, from that the effect of organizational behavior was more than the other two variables. Originality/Value: This study confirms the positive effect of leadership style on organizational culture in news agencies under the Ministry of Culture and Islamic Guidance, which can improve the working situation.

Relationship between the leadership style and organizational performance in Hungary

Effective leadership is one of the most essential tools for an organization to sustain its business in the face of problems caused by the global economic environment. Successful managers can influence their employees and motivate them for strengthening organizational performance. The effective leadership style as a unique way of integrating employees with the organization to achieve its vision or goals. The current study provides a deeper insight into the factors of effective leadership style of organizations. The research paper is seeking to examine the relationship of leadership style and organizational performance by quantitative analysis of 376 participants in Hungary. The results showed a correlation between the dimensions of leadership style and organizational performance. It was also found that leadership style predicted organizational performance, which meant a 29% variance in performance. The findings of this study may assist current and future managers who are seeking to improve organizational effectiveness.

Do We Need a New Leadership Paradigm Due to Covid-19?

Explores whether the changing context of COVID-19 requires new leadership skills in organizations and, perhaps even, a new context-specific leadership theory. Fourteen professional blogs and reports related to leadership skills and practices in response to COVID-19, published in the professional online literature during the height of the pandemic (March 16 - December 20, 2020) were reviewed in terms of suggested new leadership style dimensions and contrasted with the tenets of existing academic leadership theories. The proponents of an emerging leadership style advocate that in dealing with the pandemic, leaders must be able to manage their organizations in turbulent times, lead a distributed workforce of individuals and teams, and become a resilient leader themselves. Synthesis: The analysis suggests the leadership dimensions called for during the pandemic were already present in transformational leadership theories (e.g., authentic, shared feminine, servant and crisis leadership theories) but that the pandemic provided the structural break accelerating the existing transformational leadership paradigm. COVID-19 also confirmed leadership matters and the command-and-control leadership style—still prevalent in many of our top-down bureaucratic organizations—is outdated.

PENGARUH GAYA KEPEMIMPINAN KEPALA SEKOLAH DAN KECERDASAN EMOSIONAL GURU TERHADAP KINERJA GURU SMK NEGERI DI KOTA METRO LAMPUNG

School Principal as the leader in particular school is influential to the teacher performance, in the effort of raising the performance in order to achieve the educational goal of the school. The leader has responsibility both physically and non-physically for the successful performance of the school. The principal's leadership must be able to influence all the school employees so that they are willing to work hard to improve performance voluntarily and passionately in achieving the vision, mission and goals of the school. Emotional Intelligence of the teacher will be able to send out warmth, awareness of one's own feelings, having sensitivity to the feelings of others and will be able to overcome emotional problems openly.This present study aims to: (1). know the contribution of principal’s leadership style toward the state vocational teachers’ performances in Metro City, Lampung, (2) know the contribution of the emotional intelligence of teachers to the performance of vocational state school teachers in Metro City, Lampung and (3) both the contribution of principal’s leadership style and emotional intelligence of the teachers toward the state vocational teachers’ in Metro City, Lampung.This research was descriptive study design used quantitative approach through regression analysis. This research aimed to know the influence between independent variable and dependent variable. The correlative study aimed to know whether there is any influence or not between two variables or more. The researcher decided 336 teachers as the population of the research and 77 teachers of 336 teachers as the sample of the research. The try out was 30 teachers of the rest of the research population which the sample has been previously determined.Due to theoretical assumption and the conclusions of data analysis, it can be concluded that: both the principal's leadership style (X1) and emotional intelligence (X2) have positive and significant contribution to the performance of teacher (Y) of State Vocational Schools in Metro City. This conclusion was supported by the analysis findings. There was positive and significant contribution of the principal's leadership style toward the teacher’s performance. The number of the contribution of the principal's leadership style to performance in this study was based on the results of calculations at the sufficient category. There was positive and significant contribution between emotional intelligence on teacher performance. The number of emotional intelligence contribution to teacher performance in this study was based on the results of calculations at the sufficient category and simultaneously there was a positive and significant contribution between the principal's leadership style and emotional intelligence on teacher performance.The dimension of leadership style influenced the teacher’s performance were administrator, class manager, mediator, facilitator and evaluator. The contribution number of principal leadership style and the emotional intelligence toward the performance of the teacher.

Leadership Style, Work Discipline, and Compensation to Employee Performance through Job Satisfaction

The purpose of this thesis is to study the influence of leadership style, work discipline, compensation, job satisfaction and employee performance at PT. Sraya Dinamika Mandiri and to provide suggestions on how PT. Sraya Dinamika Mandiri can increase job satisfaction by improving employee performance that affects it. For the independent variable: leadership style (X1), work discipline (X2), compensation (X3), the dependent variable is employee performance (Y1), and the intervening variable is job satisfaction. The research approach is quantitative research by the questionnaire. The sample used was 150 respondents. This study indicates that each dimension of leadership style, work discipline, and compensation has a direct and significant positive effect on the performance of PT. Sraya Dinamika Mandiri employees. Job satisfaction directly has a positive and significant impact on employee performance. However, work discipline has no positive and significant effect on job satisfaction, and work discipline has no positive impact on employee performance through job satisfaction.

ORGANIZATIONAL CULTURE, THE ROLE AND CHALLENGES OF LEADERS IN THE NIGERIAN BANKING SECTOR: A STUDY OF ZENITH BANK PLC.

Given the limited understanding of the impact of organizational culture and leadership style on operational activities and outcomes, this study investigated how organizational culture and leadership styles affect employees’ operational activities. A total of 284 selected employees from Zenith Bank Branches in Rivers State, Nigeria participated in the study and responded to the already validated scales used in the study. As hypothesized, the study reveals that organizational culture and leadership style independently and jointly significantly influence operational activities experience by employee with individualistic dimension of organizational culture and democratic dimension of leadership style combining to impact more positively on operational activities. Theoretical and practical implications of the findings are discussed. The study recommends that; Zenith Bank should encourage individuals in leadership and supervisory positions to become more aware of the impact of their leadership style on the quality of life of their subordinates and to the extent that the context allow for it to modify and adapt their own behaviors to better match the value shared by their subordinates so that positive operational activities can be achieved for the employee and also help improve the productivity level of the organization.

Probing the Effects of Transformational Leadership on Employees’ Job Satisfaction With Interaction of Organizational Learning Culture

The purpose of this study is to explore how various dimensions of leadership style are being used to measure organizational effectiveness. Job satisfaction is one of the essential indicators used to measure organizational effectiveness. Literature suggests that the manager’s transformational leadership style highly influences the employees’ job satisfaction. This study focuses on identifying the role of a transformational leader in developing job satisfaction in employees of the banking industry, using the organizations’ learning culture as the moderating variable. For this purpose, a total of 180 respondents were surveyed from UAE’s banking sector. In this study descriptive statistics, Pearson’s correlation coefficient, and multiple regression analysis were employed for the data analyses. The results confirmed that the five dimensions of transformational leaders and overall transformational leadership style significantly affect the employee’s job satisfaction, whereas the moderating effect of the organizational learning culture on any of the said relationships was found insignificant. This study used self-reported data based on a cross-sectional survey in the banking sector only. The research emphasizes the implication of the leaders’ personal traits to be a significant determinant of an employee’s satisfaction. In addition, managers in the banking sector in UAE realized that organization learning culture (OLC) has not had any significant impact on employees’ job satisfaction. As there is not sufficient literature on the moderating role of organizational learning culture, this study is a valuable contribution to the existing body of knowledge.

Influence of idealized influence on employee engagement in parastatals in the energy sector in Kenya

Parastatals continue to experience difficulties in trying to achieve employee engagement. Consequently, governments have transitioned to the transformational leadership style to effectively achieve employee engagement. Nevertheless, it is still ambiguous whether the institution of transformational leadership style dimensions has boosted employee engagement levels in parastatals in Kenya. The objective of the study was to investigate the influence of idealized influence on employee engagement in parastatals in the energy sector in Kenya. Also, the study sought to determine the moderating influence of employee motivation on the relationship between idealized influence and employee engagement. This study targeted the 10 parastatals within the energy sector in Kenya with a population of 315 middle-level managers. The study adopted a positivist research philosophy to examine how idealized influence influences employee engagement and data were collected using structured questionnaires. A correlational research design was conducted with the purpose of determining the strength of the relationship between parameters of idealized influence and employee engagement in parastatals in the energy sector in Kenya. The findings showed that employee engagement has a statistical significant relationship with charisma, r(166) = 0.590, p < 0.01; ethical leadership, r(165) = 0.553, p < 0.01; teamwork, r(166) = 0.531, p < 0.01. Multiple linear regression analysis revealed that employee motivation positively and significantly moderates the relationship between idealized influence and employee engagement, R2= 0.405, F(2, 159) = 54.100, p <0.05, ? = 0.225, p < 0.05. The study concluded that charisma, ethical leadership, teamwork, and employee motivation positively enhance employee engagement.

IMPLIKASI GAYA KEPEMIMPINAN TERHADAP KETERIKATAN KERJA PADA PUSAT PENELITIAN DAN PENGEMBANGAN SUMBER DAYA AIR

Tujuan dari Penelitian ini adalah menganalisis dampak gaya kepemimpinan atas keterikatan kerja pegawai Pusat Penelitian dan Pengembangan Sumber Daya Air, Kementerian Pekerjaan Umum dan Perumahan Rakyat. Metode yang digunakan yaitu metode deskriptif dan verifikatif. Pengumpulan data primer dilakukan dengan menggunakan kuesioner. Responden dalam penelitian ini adalah 100 orang pegawai negeri sipil kantor pusat Puslitbang Sumber Daya Air yang diambil secara proporsional. Adapun metode penentuan sampel yang digunakan adalah convenience sampling. Hasil penelitian menunjukkan bahwa gaya kepemimpinan situasional di Puslitbang SDA lebih termasuk kedalam gaya kepemimpinan selling, terutama jika dibandingkan dengan gaya kepemimpinan telling, participating, dan delegating. Studi ini menunjukkan bahwa keterikatan kerja di Puslitbang SDA termasuk dalam kategori tinggi. Selain itu, hasil analisis regresi sederhana pada penelitian ini mengungkap dampak yang bermakna penting dari gaya kepemimpinan atas keterikatan kerja. Keragaman varian penjelas keterikatan kerja yang ditinjau dari gaya kepemimpinan tergolong moderat, sehingga hal ini membuka peluang yang lebih besar untuk studi lebih lanjut di masa mendatang.