Effects Of Charismatic Leadership Research Articles

The Mediating Effect of Charismatic Leadership on Teachers’ Engagement and Performance, Basis for Strategic Professional Program

The construction and development of first-class disciplines in universities not only require academic leaders with profound academic achievements, but also require school administrators to have excellent leadership abilities and play a crucial leadership role in university construction and teacher growth. This article is based on the concept of charismatic authoritative leadership proposed by German sociologist Max Weber, combined with numerous research results on the impact of charismatic leadership on organizational performance in Eastern and Western cultures. Using Chengdu University of Information Technology as the sampling institution, a sample survey was conducted on in-service teachers and staff. The exploration of "charismatic leadership" in universities can help guide organizations towards the right direction, lead scientific research and innovation in disciplines, and guide teachers to form a good team spirit. Through empirical research, we can find that charismatic leadership has a positive impact on job performance. The above research has certain guiding significance for improving employee job performance, reducing management costs, and enhancing employee happiness and satisfaction in the context of Chinese university management.

When Charismatic Leadership Loses its Luster: Examining the Interactive Effect of Charismatic Leadership and Abusive Supervision on Follower Prosocial Motivation and Citizenship Behavior

We develop a multilevel framework that examines the simultaneous co-occurrence of charismatic leadership and abusive supervision and how they jointly diminish followers’ prosocial motivation. Furthermore, we tested a mediated moderation model to examine whether followers’ prosocial motivation mediates the link between charismatic leadership and followers’ citizenship behavior under high and low levels of abusive supervision. Results from a field study based upon 296 employees and 44 supervisors in 44 teams across three organizations provided support for the predicted relationships. Charismatic leadership positively influenced followers’ prosocial motivation when abusive supervision was low but not high. Furthermore, followers’ prosocial motivation mediated the link between charismatic leadership and followers’ organizational citizenship behavior when abusive supervision was low but not high. We discuss theoretical implications for abusive supervision's neutralizing effect, identify avenues to advance charismatic leadership and prosocial motivation research, and provide recommendations for practitioners to cultivate an environment that nurtures employees’ prosocial motivation.

The Effect of Charismatic Leadership and Motivation on Employee Performance Mediated by Work Discipline at PT. Payung Indonesia Kuat

This study aims to determine The Effect of Charismatic Leadership and Motivation on Employee Performance Mediated by Work Discipline at PT. Payung Indonesia Kuat, Bekasi City. Respondents of this study were 60 respondents and this study used a quantitative approach with the SmartPLS 3.0 data processing application. The results of this study found that 1. Charismatic leadership has a positive and significant effect on work discipline, 2. Motivation has a positive and significant effect on work discipline, 3. Work discipline has a positive and significant effect on employee performance, 4. Charismatic leadership has a positive and significant effect on employee performance, 5. Motivation has a positive and significant effect on employee performance, 6. Charismatic leadership has a positive and significant effect on employee performance through work discipline, 7. Motivation has a positive and significant effect on employee performance through work discipline.

Exploring Resilience as a Mediator Between Charismatic Leadership and Affective Commitment to Change

Objective: The purpose of this study is to measure the effects of charismatic leadership on change initiatives (affective commitment to change), mediated by resilience. Method: Data was collected using the Affective Commitment Inventory. Charismatic leadership scales (Conger & Kanungo, and Resilience inventory) using Structural Equation Modelling. This study surveyed 355 employees in the banking and insurance industry. Results Finding and Discussion: The results showed that charismatic leadership positively affected affective commitment to change directly and by resilience as a partial mediator. It is also demonstrated that the results added to the body of knowledge and theory concerning the function and adaptability of charismatic leaders in change initiatives and change management procedures. Research Implications: The results contribute to the organization in terms of developing the change agent with a style of charismatic leadership to develop an affective commitment to change. Originality/Value: The research offers about manage organizational change, especially to manage the strategic position of leaders as How to be a change agent. To create an affective commitment, change leaders must adopt the characteristics of charismatic leaders, including unconventional behavior, innovative and unique activities, and sensitivity to their followers.

The Mediator Role of The Organizational Culture in The Relationship between Charismatic Leadership and Corporate Reputation

Abstract Background and purpose This study aims to reveal the mediating role of organisational culture in the relationship between charismatic leadership and corporate reputation. Methodology The universe of the study consists of health sector workers working in Istanbul. The analysis of the data obtained from the survey application of the data collected from 405 employees in the five-point Likert scale was carried out with SPSS 26.0 program, and a 95% confidence level was studied. Frequency and percentage statistics for categorical variables, mean, standard deviation and minimum and maximum statistics for numerical variables are given. In the study, the mediation model was tested with Proces Hayes Regression. Non-hierarchical clustering was used to divide the sample into groups using scale scores, and the Chi-square test was used to relate demographic characteristics with the determined groups. Results According to the analysis results, it was concluded that organisational culture has a mediating role in the effect of charismatic leadership on corporate reputation. The results of the mediation role model are mediated by organisational culture in the effect of charismatic leadership on corporate reputation. According to the clustering analysis results, corporate reputation, charismatic leadership, and organisational culture scores are statistically significant variables for clustering. Conclusion Together with these results, it is thought that drawing attention to the charismatic leadership behaviours in the health sector and arranging the organisational culture in a way to adapts to it positively affect the corporate reputation perception of the enterprises in line with the proposed solutions and attracts attention will make a positive contribution for both employees and individuals who will prefer health enterprises.

School and teacher level predictors of organizational loyalty in an era of school reform

Teachers’ organizational loyalty plays a critical role in the success of reforms in periods when educational reforms gain momentum. This study examined the effects of charismatic leadership, trust in leader, and teacher engagement on teachers’ organizational loyalty based on data collected from 872 teachers in 77 public schools in Türkiye. We examined the predictors of organizational loyalty at the school and teacher levels via multilevel analysis. Using structural equation modeling and bootstrapping test, we also investigated the mediating role of teacher engagement and trust in leader in the relationship between charismatic leadership and organizational loyalty. The results of multilevel analysis demonstrated that school- and teacher-level variables were significant predictors of organizational loyalty. The mediation test results revealed that the relationship between charismatic leadership and organizational loyalty is realized through teacher engagement and trust in leader. Based on the findings, we discussed the effects of charismatic leadership, engagement, and trust in leader on teachers’ loyalty.

Charismatic Leadership Is Not One Size Fits All: The Moderation Effect of Intolerance to Uncertainty and Furlough Status During the COVID-19 Pandemic.

This study aims to examine the effect of charismatic leadership on followers' attitudinal, emotional, and well-being outcomes in a crisis setting. Combining leadership literature with Conservation of Resources and leader-follower distance theories, we propose that the effect of charismatic leadership on follower outcomes depends on the interplay between the follower's furlough status during the lockdown period and their Intolerance to Uncertainty (IU) dispositional characteristic. A cross-sectional study was conducted at two points in time: during the first lockdown (March-April 2020) and four months after the lockdown (August 2020). The final sample included 336 employees with data for both points in time (n = 199 continued to work during the lockdown, n = 137 were on furlough). The findings confirmed the study's hypotheses and revealed that charismatic leadership significantly contributed to employee outcomes only in the case of furloughed employees with low levels of IU and of continuously-employed employees with high levels of IU. It did not make a similar contribution in the edge cases-employees with low IU levels who continued to work during the lockdown or those with high levels of IU who were furloughed. This study provides novel insights into the relationship between charismatic leadership effectiveness and follower outcomes, and informs managers how to better adjust their leadership style to their followers in a crisis setting. The findings extend our knowledge about charismatic leadership by suggesting the mutual contribution of the distance dimension and employee dispositional characteristics as a boundary condition to charismatic leadership effectiveness.

THE RELATIONSHIPS BETWEEN CHARISMATIC LEADERSHIP AND AFFECTIVE ORGANIZATIONAL COMMITMENT: THE MEDIATİNG ROLE OF WORK ENGAGEMENT

ABSTRACT
 The main purpose of this study is to examine the effect of charismatic leadership on affective organizational commitment of employees in accommodation establishments and to measure the mediating effect of work engagement in this relationship. A questionnaire was conducted to collect data. Questionnaires were conveyed via e-mail, and 481 applicable questionnaires were gathered. Using the AMOS program, the research hypotheses were tested with structural equation modeling (SEM). As a result of the analysis, it was found that the charismatic leadership style of the managers has a positive and significant effect on the affective organizational commitment of employees; and work engagement has a mediating effect on the relationship between charismatic leadership and affective organizational commitment. No study has been found in the literature investigating the mediating effect of work engagement on the relationship between charismatic leadership and affective organizational commitment.

Charismatic Leadership Effects of Teachers in Fostering Graduate Quality of Senior High School

Introduction/Main Objectives: The purpose of the study is to explore the effects of charismatic leadership teachers in fostering the quality of graduates. Background Problems: Not all teachers establish a close relationship and have an appeal that can affect the learners in the form of thoughts, feelings and behavior in the form of new characters and have the competencies required for entrenched in daily life. Novelty: The importance of developing a closeness teachers and learners emotionally so that the effect on the formation of character and competence of the learners can be achieved. Research Methods: The method used is literature study by analyzing the various articles related to the focus of the research. Data collection use documentation study with the analysis of the data through the data collection, data reduction, and conclusion making. Finding/Results: The results of the study (1) the effect of charismatic leadership can develop a sense of trust and a strong bond between students and teachers without terms for shaping the character of the new positive to be better, (2) learners with a vengeance because of his loyalty dare to do the formation of behavior and increase the competence for the needs of his life in the present and future, (3) motivate learners to have the ideals that are higher and greater ability to achieve these ideals. Conclusion: Teachers who have integrity, hard work, respect and accountability will be emulated by the students as the effect of charismatic leadership.

The Effects of Charismatic Leadership of the Eastern European Cultural Cluster in Crisis Situations

Within the last ten years, the European continent has been strongly affected by three major crises. In addition to the migrant crisis, Covid-19, and the Russian-Ukrainian war, a fourth energy crisis is now on the horizon. All these crises have affected the social changes in European countries, also influencing their leadership which had to adjust to new situations that brought uncertainty and required rapid and radical changes. The goal of this paper is to analyse the effects of charismatic leadership in the cultural cluster of Eastern Europe during the crisis. The cultural cluster of Eastern Europe is characterised by a high degree of collectivism, as opposed to a low degree of future orientation and avoidance of uncertainty. A charismatic leader focused on values, people, and results responds to these characteristics of culture. In addition, charismatic leadership has a specific effect on followers in crisis situations by instilling confidence and making them feel safe. Literature review indicated that the alignment between the characteristics of cultural cluster and leadership style leads to positive effects and a strong relationship between leaders and followers in the crisis management process.

PENGARUH KEPEMIMPINAN YANG KARISMATIK DAN JIWA BERWIRAUSAHA TERHADAP KEBERHASILAN USAHA (STUDI KASUS PADA USAHA MIKRO KECIL MENENGAH (UMKM) DI DESA LIMAU MANIS TANJUNG MORAWA DELI SERDANG)

This study aims to determine the effect of charismatic leadership and entrepreneurial spirit on business success. The results showed that the entrepreneurial spirit (X2) had a positive effect on business success for MSME actors in Tanjung Morawa Village, Deli Serdang. This can be seen from the value of tcount > ttable (1.723 > 1.67528) with a significance of 5% or 0.05. Thus the decision taken is to accept the alternative hypothesis (H2) and reject the alternative hypothesis (H0). Together, the variables of charismatic leadership and entrepreneurial spirit have a significant influence on business success for MSME actors in Tanjung Morawa Village, Deli Serdang. This can be seen from the value of Fcount > Ftable (4.036 > 3.17 ) with a significant value of 5% or 0.05. Thus, the decision taken is to accept the alternative hypothesis (H3) and reject the alternative hypothesis (H0). The coefficient of determination value reached 0.39, meaning that it was able to explain the dependent variable of charismatic leadership and entrepreneurial spirit to the Independent variable, namely business success for MSME actors in Tanjung Morawa Village, Deli Serdang by 39% while 61% percent was explained by other variables not explained in the this study.

PENGARUH KEPEMIMPINAN KARISMATIK TERHADAP ETOS KERJA STAKEHOLDER PADA PONDOK PESANTREN MODERN MAN ANA KECAMATAN PAMIJAHAN KABUPATEN BOGOR

Maulana Firdaus (NIM: 1415.04.003). Effects of Charismatic Leadership on Stakeholder Work Ethics
 This study aims to determine the effect of charismatic leadership on stakeholder work ethics. This research was conducted at Modern Man Ana Islamic Boarding School, Pamijahan District, Bogor Regency. The research method used is a type of inferential research with a quantitative approach with research subjects are the Principals of Modern Man Ana Islamic Boarding Schools and respondents of this study are all stakeholders of the Modern Man Ana Islamic Boarding Schools. Sampling is done by non-probability sampling technique that is with saturated samples. Data collection using the questionnaire method and unstructured interviews. Analysis of the data used in this study was a descriptive analysis of respondents, a descriptive statistical analysis of variables, an assumption test using the normality test, and a hypothesis test using simple linear regression analysis, the t-test and the coefficient of determination test (∆R2).
 The results of the study which were processed using the SPSS computer program version 16.0 for windows showed that the results of hypothesis testing using simple linear regression analysis showed that charismatic leadership had a positive effect on stakeholder work ethics in Modern Man Ana Islamic Boarding School, Pamijahan District, Bogor Regency. This is evidenced by the beta coefficient (β) of 0.269 and a significance value of 0.034. The contribution of charismatic leadership influence to the work ethic of stakeholders of (∆R2) 0.168 or 16.8% (significant influence) can be proven by stakeholders and students have been able to achieve achievements that boast both academic and nonacademic.
 The application of charismatic leadership to the work ethic of stakeholders in Modern Man Ana Islamic Boarding School, Pamijahan Sub-district, Bogor Regency is seen from 4 aspects of charismatic leadership implemented by the leadership of Modern Man Ana Islamic Boarding School in daily life, namely among them: ability, self confidence, confidence, and environmental sensitivity.
 Charismatic leadership positively influences stakeholder work ethic at Modern Man Ana Islamic Boarding School, Pamijahan District, Bogor Regency. This is evidenced by the regression coefficient of 0.269, indicating that if charismatic leadership increases by 0.269; the stakeholder work ethic increases by 0.269; t count 2,249> t table 2.059 then H0 is rejected and H1 is accepted, so it can be concluded that the charismatic leadership variable (X) influences the stakeholder work ethic variable (Y). Significance value of 0.034 <0.05 then H0 is rejected and H1 is accepted, so it can be concluded that the charismatic leadership variable (X) influences the stakeholder work ethic variable (Y).

Exploring the multi-level influence of shared leadership on workplace spirituality in teams

PurposeThis study aims to examine the association between shared transformational leadership and workplace spirituality in teams. While articulating its theoretical propositions, this research draws on the theory of motivational effects of charismatic leadership based on the self-concept.Design/methodology/approachThe paper has adopted the quantitative method and cross-sectional research design while examining the study’s variables’ multi-level relationship. The authors researched 141 project teams in India’s information technology setting.FindingsThis study shows that shared transformational leadership is associated with workplace spirituality. This research has also found significant within-team variance in team members’ workplace spirituality experiences.Practical implicationsThe study’s results show that the information technology companies’ employees aspire to cultivate individual-specific meaning at work. Therefore, team leaders should strive to display transformational leadership behaviours to build individual-specific meaning and a sense of community among team members.Social implicationsThe study’s findings imply that shared transformational leadership can reduce individualistic utilitarianism and the resulting baneful impact of hedonism. Society can also benefit from shared leadership’s impact on individuals’ self-work integration as it will probably strengthen the “other-benefitting” behaviour instead of mere hedonistic orientation.Originality/valueThis paper has addressed the theoretical tensions regarding the role of shared transformational leadership in inducing employees’ inner life, meaning at work and sense of community. This paper helps us understand shared transformational leadership’s effects on individual workplace spirituality experiences.

CHARISMATIC LEADERSHIP AND WORK MOTIVATION ON PERFORMANCE THROUGH JOB SATISFACTION OF REGIONAL SECRETARIAT EMPLOYEES IN BURU SELATAN REGENCY

This study aims to analyze the mediating effect of job satisfaction in influencing charismatic leadership and work motivation on employee performance. Sampling in this study was 35% of the existing population, namely 151 employees so that the sample was 53 employees at the Regional Secretariat of South Buru Regency. Data were analyzed by path analysis. The results showed that job satisfaction mediates the effect of charismatic leadership and motivation on performance.

CHARISMATIC LEADERSHIP AND WORK MOTIVATION ON PERFORMANCE THROUGH JOB SATISFACTION OF REGIONAL SECRETARIAT EMPLOYEES IN BURU SELATAN REGENCY

This study aims to analyze the mediating effect of job satisfaction in influencing charismatic leadership and work motivation on employee performance. Sampling in this study was 35% of the existing population, namely 151 employees so that the sample was 53 employees at the Regional Secretariat of South Buru Regency. Data were analyzed by path analysis. The results showed that job satisfaction mediates the effect of charismatic leadership and motivation on performance.

The Effect of Charismatic Leadership on Leader Centrality and Team Performance

This study investigates how team leaders’ charismatic leadership affects their teams’ work performance. Drawing from social capital theory and the literature on social networks, we posit that team leaders’ charismatic leadership has a positive indirect effect on team performance via their centrality in the whole organizational influence network. We further identify informal leaders at the organizational level as a critical boundary condition under which charismatic leadership’s influence in the organizational network and its effectiveness in boosting team performance via leaders’ central positions are amplified. We tested our overall model using time-lagged, multi-source data collected from 150 insurance sales teams in two major provinces in China. The results lend support to our propositions. Our study contributes to the literature by illuminating a unique influence process that charismatic leadership shapes leaders’ central positions in the organization network and in turn their team performance.

Too Much Fit with a Group? Person-Group Fit as a Moderator of the Effect of Charismatic Leadership

Drawing on theories of substitutes and contingencies for leadership, we explore how person-group (PG) fit moderates the relationship between charismatic leadership (CL) and task performance via followers’ organizational citizenship behavior (OCB). Using data collected from 139 employees and their direct supervisors working at a public sector firm in Korea, we found that employees’ task performance via OCB was positively influenced by CL when the employees had high person-group demands-abilities (PG DA) fit. However, CL did not affect task performance via OCB when the employees had high PG value fit. By introducing contingencies and specifying their underlying logic, this study broadens the current theoretical spectrum for both substitutes for leadership and CL contexts.

Managing Tacit Knowledge Sharing: From Charismatic Leadership to Psychological Safety Climate

This study aims to examine the effect of charismatic leadership on the psychological safety climate and tacit knowledge sharing. This study also investigates the central role of psychological safety climate as a mediating variable between charismatic leadership and tacit knowledge sharing. This study adopted a simple random sampling method with 61 samples of employees from five of MSME companies in Banten. With the help of SmartPLS 3.0 software, the results of this study indicate that charismatic leadership has a significant direct influence on the psychological safety climate and tacit knowledge sharing. Likewise, the psychological safety climate has a significant direct effect on tacit knowledge sharing. This study also found evidence that charismatic leadership has a significant indirect effect on tacit knowledge sharing through mediating the psychological safety climate. Thus, the psychological safety climate acts as a partial mediator in this research model.

SMEs’ charismatic leadership, product life cycle, environmental performance, and financial performance: A mediated moderation model

In recent years, researchers have begun to examine the effects of charismatic leadership on environmental performance. Previous studies have considered how the stages of product life cycles influence green manufacturing, but have neglected to explore the connections among charismatic leadership, environmental performance, and product life cycle. To investigate these connections, survey data were collected from small and medium enterprises (SMEs) along the east coast of China. The main findings included a mediated moderation effect to connect those concepts and enriched the literature of organizational context and natural-resource-based view. Precisely, we concluded that the product life cycle is a contextual factor in the effects of charismatic leadership on environmental performance to support the strategy of product stewardship; SMEs’ charismatic leadership helps share visions among stakeholders for promoting environmental performance and sustainable development; and environmental performance ultimately improves financial performance for sustainability.

THE EFFECT OF CHARISMATIC LEADERSHIP, ORGANIZATIONAL COMMUNICATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE (CASE STUDY AT THE AL-QUR’AN WAQF BOARD, HEAD OFFICE JAKARTA)

Research entitled "The Effect of Charismatic Leadership, Organizational Communication and Job Satisfaction on Employee Performance (Case Study on the Al-Quran Waqf Board at the Jakarta Head Office)" mission to know the influence of Charismatic Leadership, Organizational Communication and Job Satisfaction. on Employee Performance. This study's subjects were 61 employees who work at the Al-Qur'an Waqf Board at the Jakarta Head Office. The data obtained were analyzed using multiple linear regression with the help of the SPSS program version 23. Results show a positive and significant influence on the Organizational Communication Variables and Job Satisfaction Variables on the Performance of Employees who work at the Al-Qur'an Waqf Board at the Jakarta Head Office. However, there is an insignificant influence on the performance of the Al-Qur'an Waqf Board employees at the Jakarta Head Office. It is recommended that companies communicate vertically, especially downward communication, so that superiors communicate more frequently with subordinates and the company can set strategies in the form of a wage scale so that no employee feels disadvantaged, either new employees or old employees.