Effective Leadership Training Research Articles

The Role of Leadership Training in Developing Effective Police Supervisors

The purpose of the article was to examine how well police supervisors are equipped to lead their teams effectively and morally by means of leadership training programs. The disparity between the abilities needed for efficient supervision and those needed for police officers was the main topic of discussion. The fundamental abilities that police supervisors must possess are teamwork, communication, decision-making, and conflict resolution. The effectiveness of leadership development programs in providing supervisors with these competencies. The possible advantages of efficient leadership development, such as higher officer safety, decreased misbehavior, and better public reputation. The Main Points/Determinations: Officers may not be sufficiently prepared for the intricacies of supervisory responsibilities by traditional police training. Supervisors who participate in excellent leadership development programs can acquire the skills needed to effectively lead their teams. Gaining these abilities can result in better decision-making, more communication, and a happier workplace. Good leadership development programs may help reduce police misconduct and provide a safer atmosphere for both the public and cops. Reviewing previous studies on the effects of police leadership training was the methodology/approach. Examine the fundamental abilities deemed necessary for police supervisors. Examine how these abilities are addressed in leadership training programs through curriculum analysis or participant/developer interviews. Examine any connections that might exist between good leadership development and outcomes that are favorable to the public or less wrongdoing (this could include data analysis or case studies). The study's significance and implications were that it made clear how crucial it is to fund thoughtfully crafted leadership development initiatives for police supervisors. Police agencies may cultivate a more professional, ethical, and community-focused force by providing supervisors with the required training. Good leadership development programs can increase public confidence, lower misbehavior, and make everyone's surroundings safer. The leaders of the police department (chiefs, training officers) were in attendance. Government officers and policymakers. scholars and researchers in criminal justice. Neighborhood groups that support police reform. This training prepares police officers for supervisory roles by equipping them with the skills necessary to lead effectively. Through communication, decision-making, and conflict resolution training, supervisors become better equipped to handle challenging situations. The program also fosters team building by teaching motivation, delegation, and trust- building techniques. Ultimately, effective leadership training enhances public perception of the police, reduces misconduct, and improves officer safety.

Military Physicians’ Perceptions of Their Leadership Training

Healthcare systems present multifaceted operational and leadership challenges stemming from the vulnerable nature of healthcare work and external factors such as social conditions and policies. Within the Military Healthcare System (MHS), leadership challenges are compounded by unique characteristics such as deployed settings, hierarchical structures, and readiness requirements. Despite these challenges, a gap exists in understanding effective leadership training for military physician leaders. Our study addressed this gap by exploring perceptions of military physician leaders regarding influential leadership, their past experiences with leadership training, and the leadership challenges they have faced within military medicine.

Effectiveness of Management Education and Leadership Training for Structural Officers in Karawang District, West Java, Indonesia

Leadership training for structural officials is one of the trainings carried out by the Karawang Regency Government to improve the quality of human resources, the quality of public services and organizational performance. The research aims to analyze the effectiveness of leadership training management, and formulate a hypothetical model of structural officer leadership training management. This study used qualitative methods with three data collection techniques, namely, interviews, participant observation and document analysis. Based on the results of data analysis, this study concludes that leadership training management has not been fully effective. Based on these findings, this study developed a hypothetical model that is used as a strategy to improve the effectiveness of leadership training management, namely competency-based leadership training that can be implemented in leadership training of structural officials of Karawang district.

Neurophysiological markers of asymmetric emotional contagion: implications for organizational contexts.

Emotions play a vital role within organizations, impacting various crucial aspects of work such as job satisfaction, performance, and employee well-being. Understanding how emotional states spread in organizational settings is therefore essential. Recent studies have highlighted that a leader's emotional state can influence their followers, with significant consequences on job performance. Leaders thus possess the ability to influence their employees' psychological state and, consequently, their well-being. However, the biological underpinnings of emotional contagion from leaders to followers remain unexplored. The field of interpersonal (neuro)physiology, which involves recording brain and peripheral activity of multiple individuals during interactions, holds great potential for investigating this phenomenon. Analyzing the time-lagged synchronization of neurophysiological activity during interactions may serve as a measure of the leader's influence on their followers in organizational contexts. In this "mini review," we examine empirical studies that have employed interpersonal (neuro)physiology to quantify the asymmetrical contagion of emotions in different contexts. Asymmetrical contagion was operationalized as the unidirectional influence exerted by one individual (i.e., the "sender") to another one (i.e., the "receiver"), whereby the receiver's state can be predicted by the sender's one. The reviewed literature reveals that delayed synchronization of physiological states is a widespread phenomenon that may underpin the transmission of emotions. These findings have significant implications for various aspects of organizational life, including leader-to-employee communication, and could drive the development of effective leadership training programs. We propose that Organizational Neuroscience may benefit from including interpersonal neurophysiology in its methodological toolkit for laboratory and field studies of leader-follower dynamics.

Crafting Tomorrow's Medical Leaders: Insights from Medical Students and Interns in Saudi Arabia.

Leadership is increasingly recognized as a crucial competency in medicine, with physicians expected to provide leadership skills throughout their careers. This study explores the perceptions, attitudes, and interests of medical students and interns in Saudi Arabia regarding medical leadership. Medical graduates are expected to "provide leadership skills that enhance team functioning, the learning environment, and the healthcare delivery system", according to the Association of American Medical Colleges (AAMC). A cross-sectional study was conducted from January to July 2023, involving 519 medical students and interns in Saudi Arabia. An online survey covered demographic data, perceptions, attitudes, interests, and self-perceived leadership skills. A pilot study was conducted to ensure the questionnaire's validity and reliability. Data were analyzed using SPSS 26, employing descriptive statistics and inferential tests. Most participants had a positive perception of leadership (38.3%), with higher scores associated with medical specialties as a career choice (p < 0.001). The majority expressed average interest in medical leadership (29.1%). Communication and organizational skills were highly self-rated leadership attributes. Barriers to leadership implementation included lack of interest (49.3%), inadequate training (45.1%), and time constraints (43.2%). Only 14.6% rated leadership education in medical school as "very good". This study underscores the importance of leadership in medical education. Integrating comprehensive and structured leadership programs into medical curricula, addressing barriers, and promoting awareness can foster future medical leaders. Continuous evaluation and adaptation are essential for ensuring the relevance and effectiveness of leadership training.

Can Booster Activities Improve the Effectiveness of Leadership Training? Comparing Coaching to E-mails Using a Mixed Methods Design

Can Booster Activities Improve the Effectiveness of Leadership Training? Comparing Coaching to E-mails Using a Mixed Methods Design

Empowering the Invisible: Accelerating Leadership Development for Midcareer Women in Medicine.

Midcareer women physicians face numerous obstacles to career advancement and leadership roles resulting in their contributions and achievements becoming "invisible." This paper addresses the paradox of increasing professional experience coupled with decreased visibility for women in medicine at this stage in their careers. To address this disparity, the Women in Medicine Leadership Accelerator has developed a leadership skill development program specifically tailored for midcareer women physicians. The program incorporates key principles derived from effective leadership training models and aims to combat systemic barriers while equipping women with the necessary tools to navigate and transform the medical leadership landscape.

Pelatihan Kepemimpinan terhadap Kepuasan Kerja dan Kemampuan Manajerial Kepala Ruang

This study aims to analyze the relationship between leadership training and job satisfaction of the head of space. This research method is quantitative research with a comparative causal design. The results showed that the majority of work before being given the leadership training intervention in the intervention group and the control group was low, namely 27 respondents (100%) in the intervention group with an average value of 50.07 and 27 respondents (100%) in the control group with an average value of 61, 11. Job satisfaction after being given the leadership training intervention in the high majority intervention group, namely 16 respondents (59.3%) with an average value of 72.30 pleasure, while without providing leadership training intervention in the low majority control group, namely 27 respondents with an average value of 61, 33 %. Based on the Wilcoxon Signed-Rank statistical test with significant job satisfaction (Z=-4.552, p=0.000). In short, there is an effect of leadership training on the job satisfaction of the head of space.&#x0D; &#x0D; Keywords: Leadership, Job Satisfaction, Training

LEGAL ASPECTS AND EFFECT WORK FAMILY CONFLICT, JOB INSECURITY, AND TRANSFORMATIONAL LEADERSHIP STYLE ON TURNOVER INTENTION

Purpose: The objective of this study is to analyze the relationship between legal aspects, work-family conflict, job insecurity, transformational leadership style, and turnover intention..&#x0D; Theoretical framework: The role theory proposed by Khan et al. (1964) emphasizes the individual's social role and how it effects his conduct in the workplace and society.&#x0D; Design/methodology/approach: This investigation is quantitative in nature. The subjects of this study were 200 SME employees in Palopo City who were selected using a procedure of random sampling. Through social media, online questionnaires with a Likert scale ranging from 1 to 5 were distributed to collect data. The study employed Structural Equation Modeling (SEM), whereas SmartPLS 3.0 was used for data processing.&#x0D; Findings: Legal aspects play a crucial role in determining the level of work-family conflict, job insecurity, transformational leadership style, and turnover intention in an organization. For instance, laws and regulations pertaining to employment contracts, compensation, benefits, and job security can directly impact an employee's level of job satisfaction and intention to leave their job. Additionally, legal requirements such as mandatory leave and flexible working arrangements can reduce work-family conflict and enhance employee well-being. Moreover, legal frameworks for leadership development and training can foster transformational leadership styles that have been shown to decrease turnover intention among employees. Therefore, understanding the legal aspects that impact the workforce can help organizations develop effective policies and practices that address work-family conflict, job insecurity, and leadership style, and ultimately reduce turnover intention among their employees.&#x0D; Research, Practical &amp; Social implications: Legal aspects are crucial for the development and success of small and medium-sized enterprises (SMEs) in Indonesia. Compliance with employment laws and regulations, such as those related to labor rights, employee benefits, and job security, can help SMEs to attract and retain skilled and talented employees. Moreover, transformational leadership styles, which have been shown to enhance employee engagement and job satisfaction, can be developed and nurtured through legal frameworks such as leadership training programs. By understanding and complying with legal aspects and providing effective leadership training, SMEs in Indonesia can improve their employee productivity, foster innovation and growth, and ultimately contribute to the economic development of both the organization and the country as a whole.&#x0D; Originality/value: This study explores the relationship between family conflict, Job Insecurity, and Transformational Leadership Style on turnover intention, and psychological attachment that has not been explored theoretically and tested empirically in the Indonesian context.

The Impact of Effective Leadership on Employee Motivation and Job Satisfaction in Kenya

Purpose: The study was to investigate the impact of effective leadership on employee motivation and job satisfaction in Kenya.&#x0D; Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low-cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library.&#x0D; Results: The literature review indicates that effective leadership, specifically transformational leadership, positively impacts employee motivation and job satisfaction in Kenya's public and private sectors. Perceived organizational support, self-efficacy, and effective communication also contribute to employee well-being. However, there are methodological gaps in existing research, emphasizing the need for more rigorous research design and methodology. Further research is needed to investigate the impact of effective leadership on employee motivation and job satisfaction in Kenya and to develop evidence-based policies and interventions aimed at improving employee well-being and organizational performance.&#x0D; Unique Contribution to Theory, Practice and Policy: This study emphasizes the impact of effective leadership, specifically transformational leadership practices, perceived organizational support, self-efficacy, and communication, on employee well-being and organizational performance in Kenya. The study identifies methodological gaps in the literature and suggests the need for more rigorous research designs. These findings can inform evidence-based policies and interventions to improve employee motivation and job satisfaction in Kenya. Organizations should adopt transformational leadership practices and provide a supportive work environment, while policy makers should prioritize the development of effective leadership training programs and policies that promote employee well-being and organizational performance. This study provides a theoretical framework and practical insights for future research and policy development.

TEACHER LEADERSHIP IN INCREASING THE EFFECTIVENESS OF SOCIOLOGY LEARNING

This study aims to determine the leadership spirit of sociology teachers who are members of the Sociology Subject Teacher Consultation (MGMP) in Banten Province. Previous research has shown that students' motivation and learning achievement are highly dependent on the leadership spirit of teachers and teachers have a major role in shaping students' personalities. This shows that the teacher's leadership spirit affects students' learning motivation, and this leadership spirit has an important role for students to learn, work on, and complete school assignments. This research uses descriptive qualitative research methods which are carried out to members of the Sociology MGMP of Banten Province. This research will be a reference for sociology teachers in order to grow the leadership spirit of sociology teachers. This study uses descriptive qualitative research by interviewing sociology teachers and conducting Focus Group Discussions (FGD) to formulate effective leadership training for these teachers. Researchers facilitate and analyze the needs of sociology teachers in realizing effective sociology learning. Based on the results of the FGD and interviews, it was concluded that an effective teacher is a teacher who is able to adapt his leadership style to the situation and condition of the students. Teachers cannot only apply certain leadership patterns without paying attention to the needs of their students, effective teachers are adaptive teachers and can see situations and conditions when to be authoritarian and when to be democratic.

Leadership skills with classroom instruction integration in hospitality management higher education

ABSTRACT To move from the gap between industry and academia, educators must review and change instructional content to meet industry demands. By addressing the industry imperative for leadership skills, this exploratory study evaluates the most prominent leadership style among faculty who implement leadership pedagogy in the classroom. The researchers surveyed hospitality management faculty through an online survey. The majority of respondents identified as transformational leaders, indicating leadership integration as highly important. The two most frequently integrated instruction methods were student-led discussions and delegation of group tasks. No significant relationship existed between methods of leadership integration and leadership style. Findings from this research contribute how educational leaders influence leadership skills and competency integration in classroom instruction. Recommendations included conducting further studies of hospitality management educators’ leadership styles, enhanced statistical tests to build significant results to methods of transformation leadership in classroom instruction, and effective leadership training for hospitality management educators and administrators.

Project Management and Employer Toxic Leadership: Implications for Managing a Road Improvement Project in Nepal

This is a research paper that is focused on assessing the toxic leadership impacts of Project Management (Employer) on an 81Km road construction project in Nepal in terms of project performance. An interpretive methodology was utilised in order to help understand implicitly the management leadership’s impact on the project. The scope for this research was the on-site supervisory team. The targeted population of interest was made up of 13 engineers located at 2 on-site offices in the early construction phase of a road construction project. The research outcomes consisted of five (5) main themes with corresponding nineteen (19) sub-themes.The paper addresses raised issues of toxic leadership and determines outcomes and implications for the continuing project construction management. The paper also discloses that the Project Management of the Employer has been inadequate. Another specific outcome indicates that more effective leadership training focused on utilizing and embracing contemporary project leadership developments is essential to bring the project back into alignment with the planned Contractual construction schedules.The Employer road construction management appears to be very weak due to their low level of technical knowledge, toxic leadership style, orientation and strategies adopted for the Project Management. The Employer also appears to operate with a demonstrated lack of coherent leadership or oversight that has resulted from a Toxic Leader approach. The outcomes of the integrated analysis shows that this has negatively altered the project quality and delivery expectations. Significant changes have been recommended to address these raised toxic leadership issues.

Supervisors' transformational leadership style and residents' job crafting in surgical training: the residents' views.

ObjectivesThis study aims to explore the effects of three supervisors’ leadership styles (transformational, transactional, and laissez-faire) on residents’ job crafting. MethodsSequential explanatory mixed-methods. First, a purposive sample of residents rated the leadership style of their supervisors and their own job crafting on the Multifactor Leadership Questionnaire and the Dutch Job Crafting Scale. The effects were tested through linear mixed effects regression analysis. Thereafter we conducted semi-structured interviews with residents and conducted a thematic analysis. ResultsA total of 116 residents participated. A transformational style had a positive effect on residents’ job crafting (b = .19, t(112) =3.76, p=. 009), whereas the transactional and laissez-faire styles did not. This could be explained by the fact that residents felt a positive influence of the supervisors with such style on the atmosphere for training, on the job resources available to them, and on their modelling function for how to handle the demands of the environment.ConclusionsA transformational style of the supervisor has a positive effect on residents’ job crafting. Future research should explore the supervisors’ perspective, as well as the effectiveness of leadership training for supervisors with a focus on resident outcomes, such as job crafting.

Instrumentarium zarządzającego programem rozwoju przywództwa: mierniki sukcesu

Theoretical and empirical evidence citing research on leadership development is scarce, as is awareness of the effects of leadership training. Moreover, these programs remain largely ineffective in tapping the optimal leadership potential of employees. Hence, this study aims to identify and describe the effects of investments in leadership development programs and to provide insight into methods for quantifying these benefits regardless of the specialization or location of a large company. Participants were selected purposefully. The core part of the qualitative study was conducting 26 individual semi-structured interviews. The analysis of the data was based on grounded theory procedures. The data indicates that while teaching the practice of leadership behavior generates a variety of benefits, these benefits can sometimes go unnoticed by managers. Meanwhile, a distinction can be made between non-leadership and leadership benefits of leadership training. Leadership benefits relate to the development of individual participants of the program, as well as translate into relationships and the quality and quantity of work performed. In addition, the managers of these programs, except in individual cases, do not measure and analyze the effectiveness of training effects in a standardized manner, which may effectively limit the development of the category of benefits from investment in the leadership development of an individual employee or the potential of these programs, or make it impossible to indicate the direction and scope of improvements necessary to maintain or improve their effectiveness.

The Importance of Similarity: How Gender Congruence Matters for the Impact of Leadership Training

Leadership training is key to promoting more active leadership, but the effects of leadership training can depend on the gender context. Gender congruence between manager and employee can affect how the manager employs leadership behaviors adapted from training and how employees perceive leadership behavior. Quantitative data on 474 managers’ 4,833 employees before and after a large-scale field experiment with leadership training enable us to examine changes in employee-perceived leadership following training. The results show that gender congruence between manager and employee is associated with stronger leadership training effects on employee-perceived leadership behaviors. Female gender congruence shows the most pronounced effects.

Effectiveness of health-oriented leadership interventions for improving health and wellbeing of employees: a systematic review

AimTo identify and summarize the evidence for the effect of health-oriented leadership interventions on health and well-being outcomes at the employee level following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement (Moher et al. 2009).Subject and MethodsA systematic search of relevant studies was conducted in multiple databases. Randomized controlled trials (RCTs), cluster-randomized controlled trials (cRCTs) and controlled before–after studies (CBAs) were included based on the following criteria: interventions that addressed supervisors, to raise awareness for the importance of health issues, teach mindfulness practices for conscious awareness, reduce stress and promote resources at the level of individual behavior, and evaluated the effect on at least one outcome of psychomental stress, absenteeism and well-being on the employee level.ResultsOf 6126 publications retrieved, ten studies were identified for analysis. Significant effects of leadership training were reported on exhaustion tendency, self-reported sickness absence, work-related sickness absence and job satisfaction in studies comparing health-oriented training programs to no intervention. Studies comparing health-oriented leadership training to other training did not report significant effects. Risk of bias was judged to be high in seven studies and unclear in three studies.ConclusionEvidence for the effectiveness of health-oriented leadership interventions on employees’ stress, absenteeism or well-being is judged to be low, clearly indicating the need for more and higher-quality research.

Self‐leadership: A meta‐analytic Review of Intervention Effects on Leaders’ Capacities

Leadership interventions are increasingly popular, but their effects on self‐leadership of leaders are largely unknown. The objective of the current study was to evaluate benefits of leadership interventions on leaders’ self‐leadership capacities. The search encompassed studies published between 1986 and 2019. Included were randomized controlled trials (RCTs), controlled before‐and‐after studies (CBA), before‐after studies without controls (BA), case studies, and qualitative longitudinal studies that examined potential effects of interventions on leaders' self‐leadership capacities. Primary outcomes attributable to self‐leadership theory and its strategies measured by validated instruments were extracted. A meta‐analysis was conducted for quantitative controlled studies with comparable primary outcomes. Eleven studies fulfilled the inclusion criteria, with a total of 571 participants in leadership positions. Eight quantitative studies, two RCT studies, four quasi‐experimental field studies with a pre‐post design (CBA), and two intervention case studies (BA), were included. Three qualitative studies evaluated a comparable form of leadership development. All studies showed positive but small to medium‐sized effects of leadership training on primary outcomes. Results of the review contribute to knowledge of the effectiveness of training for self‐leadership capacities of leaders and identified gaps where evidence remains limited. The findings tentatively suggest that leadership interventions could be beneficial for developing self‐leadership skills. Future studies should focus on content, frequency, and intensity of interventions. Mixed methods are strongly recommended.

Moving On Up? Effects of Leadership Training and Intersectoral Mobility on Women’s Advancement in Danish Public Administration Management

Women’s underrepresentation in middle and upper management is a well-documented feature of the public sector that threatens performance and legitimacy. Yet, we know far less about the factors most likely to reduce these gender inequalities. In this article, we focus on two well-understood drivers of career advancement in public administration: leadership training and intersectoral mobility. In theory, training in leadership and experience across government levels and policy areas should help both women and men to climb management ranks. We use logistic regression to test this proposition using a representative sample of 1,819 Danish public managers. We find that leadership training disproportionately benefits women, and this helps to level the playing field. However, our analyses show that differences in intersectoral mobility do not explain the gender gap in public sector management.

STIMULATION OF INNOVATIVE BEHAVIOR THROUGH THE INCLUSIVE LEADERS AND ENGAGED WORKERS

Based on social exchange theory, this research introduced a model to understand factors that contribute towards inclusive leadership (IL) and its effect on innovative work behavior (IWB) with employee engagement (EE) as a mediator. Although the connection between IL and IWB is previously established. However, few studies have tested the potential mediation effect of EE particularly in the IT sector. Therefore, this investigation provides new insights as to how IL stimulates the innovation through the meditating impact of EE. Data collected through questionnaire were then analyzed through structural equation modeling. 116 participants have provided the data for this study. We found a positive association of IL with IWB, while the mediating effect of EE was also empirically established. This study is novel because it explained how IL can persuade their subordinates to exhibit positive behavioral outcome (i.e. IWB). Furthermore, the current study also might help the policymakers to devise effective leadership training programs so that their managers may adopt IL style and make the employees more engaged and innovative.