Effective Leadership Behaviors Research Articles

Unveiling the Influence of High School Principals’ Leadership Behaviors on Organizational Motivation: Teachers’ Perspectives

The role of principal in a school context is multidimensional and complex. On one hand the principal manages the school matters as leader and on the other does an academic responsibility. There is a lack of studies to tell about the effect of leadership behaviour on teachers’ motivation to work in a high school context. This study examines the relationship between principals’ leadership behaviour and its relationship with teachers’ organizational motivation in a high school context. Data were collected from 220 teachers based on convenient sampling approach in district Swat, Khyber Pakhtunkhwa. Two scales such as leadership behaviour scale and organizational motivation scale were used as a tool of data collection. The collected data were analyzed using the spearman r correlation coefficient technique. Total five hypotheses were formulated to test the perceptions of teachers out of which only one was accepted and four were rejected. The results of the study revealed that there was strong negative correlation between dictatorial leadership behaviour and teachers’ organizational motivation. However, a strong positive correlation was found between supportive, participative and achievement oriented behaviour and teachers’ organizational motivation. The study concluded that teachers’ motivation reduces under a dictatorial leadership, whereas, teachers’ motivation increase under supportive, participative and achievement oriented leadership environment. It is suggested that the results of this study may be replicated or further studied in other context for better understanding.

Exploring Differences in Leadership Behaviors and in the Perceived Work Environment Between Younger and Older Managers in a Swedish Mining Company

AbstractThis study examines differences in leadership behaviors and in the perceived work environment between older and younger managers in a large Swedish mining company. The leadership behaviors and work environment of young managers in the mining industry will become more important in the future due to the changes taking place in the industry. Such changes include the older generation of managers reaching retirement age, while the industry generally finds it difficult to recruit a younger generation of employees. Moreover, rapid technology-centered transition, such as the green transition of the mining industry, is underway which may put young managers in particular under pressure. Meanwhile, research on young managers in the mining industry more broadly is sparse. Data for this study was mainly gathered via a questionnaire, complemented by data from interviews. The questionnaire included 48 validated self-rate questions on background variables, social and organizational working conditions, health, and leadership behavior. The survey was answered by 216 managers (response rate: 63%). Interviews were carried out with ten young managers (35 years or younger). The study found no statistically significant differences between younger and older managers with regards to workload, working hours, health, and work satisfaction. We found that older managers rate themselves higher, at a statistically significant level, for change-oriented leadership behaviors. However, when age is analyzed together with other variables that are significantly different between the two groups, only managerial experience and managerial positions show statistically significant associations with change-oriented and healthy and effective leadership behaviors. The interviews indicate that the young managers encounter challenges that are related to their experience and training, but few are related to their age. Given the influence of managerial experience on leadership behaviors, leadership training appears to be an important area of intervention, and conditions must be improved to enable change-oriented leadership among managers in the mining industry, with a greater focus on young managers.

A glance at the COVID-19 epidemic control system in Taiwan: implications for organizational crisis management and leadership in black swan events

Abstract The COVID-19 pandemic caused substantial impacts and uncertainty in the world. For human resource leaders compelled into new roles in light of the pandemic, this paper used an exemplary case – Taiwan – to (1) discuss lessons and takeaways from the Taiwanese government’s and organizations’ response to the pandemic and (2) identify the structure of a pandemic control model and effective leadership behaviours at the national level that may be adopted in business settings to decrease the disruptive effects of a crisis. While efficient subsystems in organizational governance, policy, leadership, and culture are essential to combat a crisis, the evidence from Taiwan’s case in these contexts highlights the importance of various infrastructures and communication pathways in crisis management. The study aims to advance the understanding of effective responses and leadership skills in times of crisis and contribute to human resource literature and policy development in business settings. Human resource professionals and leaders play an important role as change agents to reduce the disruptive effects of a black swan event and can benefit from this study to be prepared for future crises. Implications for international human resource interventions in crisis management and leadership and recommendations for future research are provided.

How Systems Thinking Provides the Foundation for A W‐Shaped Model of an Effective Technical Leader

AbstractTechnical Leadership is a relatively new subject that has not been adequately addressed in literature. Behaviors and skills of effective technical individuals and leaders are defined and cited often, including various shape models of individuals. However, a Systems Thinking approach for combining these two mindsets has not been documented. This paper's goal is to provide a background on effective technical and leadership behaviors and skills, relate them to the various shape‐based models of individuals, and ultimately present a novel W‐shaped model describing an effective Technical Leader whose foundation is a Systems Thinking mindset.

Navigating Educational Leadership: Insights into the Effective Practices in Pakistani Schools

Today, educational leadership is extensively investigated, with an focus on the most common styles. The scale of effective educational leadership behavior depicts a visionary, proactive, knowledgeable, and change-agent leader in an academic setting. The current studyn investigates school teachers' perspectives on the effectiveness of their principal's leadership behavior in the school Education department in Punjab. It also examines the extent of disparity in the perception of participants due to gender and sector. The results indicated that these factors play a significant role in how teachers perceive the effectiveness of the educational behavior of head teachers. The head teachers were found to have effective educational leadership behavior as described by their relevant school teachers.

Enhancing E-Commerce SME Performance through Human Capital, Organizational Culture, and Product Innovation: The Mediating Role of Employee Performance

This study investigates the impact of human capital, organizational culture, and product innovation on entrepreneurial performance in e-commerce small and medium enterprises (SMEs) in Shanghai, hypothesizing that these factors positively influence entrepreneurial performance with employee performance as a mediating variable. Approximately 375 entrepreneurs and staff from e-commerce SMEs participated, providing pertinent data through validated questionnaires rated on a 5-point Likert scale. Utilizing a quantitative research design, the study employed SEM-PLS analysis to examine relationships among human capital, organizational culture, product innovation, employee performance, and entrepreneurial performance. The findings indicate that human capital, organizational culture, and product innovation significantly impact entrepreneurial performance, with human capital having the most substantial effect, followed by product innovation. Employee performance was found to mediate these relationships, enhancing organizational competitiveness. Effect sizes and confidence intervals demonstrated strong content validity and statistical significance. The study concludes that strategic management of human capital, fostering a supportive organizational culture, and encouraging product innovation are crucial for improving entrepreneurial performance in e-commerce SMEs. These results suggest that SMEs should invest in human capital development, create an innovation-friendly environment, and emphasize effective leadership and ethical behavior. The implications highlight the importance of these factors in achieving success in the competitive e-commerce market, emphasizing the need for strategic management practices that prioritize human capital and organizational development to drive performance outcomes. This research provides actionable insights for SMEs seeking to enhance their competitiveness and sustainability in the rapidly evolving e-commerce landscape, underscoring the critical role of human capital and innovative organizational practices.

The Neuroscientific Validation of the Leadership Competency Model Drenica

The Leadership Competency Model Drenica, developed by Çitaku and Ramadani in 2020, offers a comprehensive framework encompassing essential competencies crucial for effective leadership. However, validating the efficacy of these competencies necessitates exploring their neuroscientific underpinnings. This study conducted an extensive literature review to elucidate the neural mechanisms associated with each competency outlined in the Drenica model. The findings reveal a robust neuroscientific basis supporting these competencies, ranging from decision-making to communication and collaboration. Key neuroscientific validations include the role of prefrontal cortex activity and neurotransmitter balance in decision-making, the involvement of neural circuits in language processing and empathy for communication skills, and the contribution of neuroplasticity mechanisms to continuous learning and adaptability. Furthermore, the analysis underscores the importance of neurotransmitter systems such as dopamine, serotonin, and oxytocin in shaping leadership behaviors across various competencies. Understanding the neural substrates of effective leadership allows organizations to tailor leadership development programs to enhance organizational outcomes and foster a culture of innovation and inclusivity. Integrating neuroscience into leadership studies holds promise for advancing the understanding of leadership effectiveness and facilitating evidence-based practices in leadership development. In essence, this study underscores the significance of the Drenica model as a versatile tool for leadership development, enriched by neuroscientific insights, thus paving the way for Neuoleadership—a paradigm that leverages neuroscientific principles to cultivate effective leadership behaviors and drive organizational success.

Employee Engagement and Retention: Analyzing the Role of Leadership Styles and Organizational Culture

This article explores the utilization of advanced agricultural technology for sustainable agribusiness development through case studies and identifies future directions. The interplay between leadership styles and organizational culture is examined in shaping employee engagement and retention within organizations. Leadership styles, including transformational, transactional, and laissez-faire, significantly influence organizational culture, impacting employee behaviors and organizational outcomes. A positive and supportive organizational culture fosters higher levels of employee engagement and retention, whereas cultures marked by rigidity hinder engagement and retention. By understanding this interplay, organizations can develop strategies to cultivate effective leadership behaviors and foster a positive work environment. Future research should explore contextual factors' moderating effects on this relationship for a more comprehensive understanding. This study contributes to enhancing sustainable agribusiness development by emphasizing leadership and organizational culture's pivotal role in leveraging advanced agricultural technology.

Leading Volunteers Effectively: Development and Preliminary Validation of the Volunteer Leader Behavior Scale

Volunteers are integral to civic and social life, and leadership is integral to keeping volunteers satisfied and committed. However, volunteer leadership research is hindered by the dispersion of leadership theories and the absence of a specialized leader behavior assessment tool. To address this, we developed and validated a four-dimensional scale for evaluating the behaviors of leaders of volunteers. Using confirmatory factor analyses, we confirmed a four-factor, hierarchical model in an Australian emergency volunteer sample. Concurrent validity was confirmed in relation to satisfaction with leadership, overall satisfaction with volunteering experience, and affective organizational commitment. Further details of quantitative studies for scale evaluation are provided. This study provides researchers and practitioners with a valid and reliable instrument to assess different aspects of effective leader behaviors within the volunteering context. Implications, limitations, and future research directions are discussed.

Leadership training and development in the age of artificial intelligence

PurposeThe purpose of this study is to examine the multifaceted implications of AI on leadership dynamics and organizational practices. By synthesizing insights from behavioral theory, AI analytics, and ethical considerations, the study aims to equip leaders with the requisite knowledge, skills, and mindset to foster adaptive leadership, anticipate change, and cultivate innovation amidst AI-driven disruptions.Design/methodology/approachThis article employs a qualitative research approach, integrating literature review and conceptual analysis to explore the intersection of leadership development and Artificial Intelligence (AI). Drawing insights from scholarly articles, theoretical frameworks and practice, the study elucidates the evolving landscape of leadership in the context of AI adoption. Practical action points are derived to guide organizational leaders and educators in navigating AI-induced transformations effectively.FindingsThe integration of AI into leadership dynamics necessitates a paradigm shift in leadership paradigms, emphasizing the fusion of technical proficiency with emotional intelligence. Behavioral theory coupled with AI analytics offers valuable insights into effective leadership behaviors, facilitating the design of tailored leadership development programs. Proactive leadership strategies, ethical considerations, and talent management emerge as pivotal factors in navigating AI-induced transformations and fostering organizational resilience.Originality/valueThis article contributes to the literature by synthesizing diverse perspectives on AI leadership and offering practical action points for organizational leaders and educators. By highlighting the integration of behavioral theory, AI analytics, and ethical considerations, the study underscores the importance of interdisciplinary approaches in leadership research and education. The insights derived from this study inform organizational practices, curriculum development in higher education, and future research agendas, fostering ethical AI adoption and cultivating adaptive leadership cultures in the age of Artificial Intelligence.

Insights into leadership practices in South African Higher Education

Orientation: The complexity of higher education highlights leadership’s significance. Effective leadership ensures quality education and institutional survival, with senior academics (specifically, professors and associate professors) greatly influencing reputation and research. Exploring senior academics’ leadership experiences is therefore crucial.Research purpose: This study aimed to explore senior academics’ experiences of leadership behaviours at a South African higher education institution, extracting their experiences of positive and negative behaviours.Motivation for the study: Senior academics play significant roles, with vital teaching, research, and reputation contributions to the quality of the university’s educational service. Despite numerous leadership studies, none have explored senior academics’ experiences in South Africa.Research approach/design and method: In this study, a qualitative descriptive design was employed to investigate the experiences and perspectives of 14 senior academics. The participants were selected using stratified random and snowball sampling techniques.Main findings: Participants experienced positive, effective behaviours and negative, destructive behaviours, highlighting the complexity of leadership experiences through contrasting experiences. Positive, effective leadership behaviours include constructive engagement, compassionate support, psychological safety and enabling growth. Negative, destructive leadership behaviours include poor communication and collaboration, eroding integrity and regard, unresolved issues, depersonalisation and toxic practices.Practical/managerial implications: Understanding experiences and implementing recommendations could incorporate positive leadership behaviours into competency frameworks for human resources practices. Awareness of the leadership ethos dichotomy can potentially establish a unique and characteristic leadership culture.Contribution/value-add: This study provides senior academics’ leadership behaviour perspectives and produces lists of positive and negative leadership practices.

Effective Principal Leadership Behaviors That Enhance Teacher Collective Efficacy

This qualitative case study explored teachers’ perceptions regarding the impact of principal leadership behaviors that helped to enhance teacher collective efficacy (TCE). Through analysis of focus group and individual, in-depth interviews, four leadership behaviors supporting enhanced TCE emerged: (1) relationship building, (2) trust, (3) collaboration, and (4) empowerment. The findings suggest that site and district leaders should focus on these four leadership behaviors to enhance TCE.

Effect of Leadership Behaviors and Job Satisfaction on Organizational Citizenship Behavior of Private Commercial Banks in Bangladesh: A Conceptual Framework

Effect of Leadership Behaviors and Job Satisfaction on Organizational Citizenship Behavior of Private Commercial Banks in Bangladesh: A Conceptual Framework

Leadership Behaviour Association with Human Resource Management Practice in Selected Ethiopian Sport Federations

Leadership behavior and human resource management practices (HRMP) in sport organizations is crucial for organizational success. Effective leadership behavior can positively influence human resource management practices, while these practices can also impact leadership behavior. By understanding and leveraging this relationship, sport organizations can create a positive work environment, enhance employee performance, and achieve their organizational goals. To objective of the study was to find the association between Leadership Behaviour and HRMP of selected Ethiopian Sport Federations. In this study, the sequential explanatory research design was used. a sample size of 95 respondents (n = 95) from Ethiopian Football Federation and Ethiopian Athletics Federation was selected using stratified sampling technique. The variable of the study was leadership behaviour and HRMP. In addition to this, standardized questionnaires, document analysis, focus group discussions and semi-structured interviews were used to collect the data. Quantitative data was analysed using Spearman correlation coefficient while qualitative data were transcribed and interpreted. The result of the study shows that there was significant association between leadership behaviour and HRMP, r = 0.41, p = .001. The study concluded that Ethiopian selected federation leadership behavior has contribution for effectiveness HRMP. However, utilizing modern technology, robust monitoring and evaluation mechanism, adequate guidelines, standards and manuals, employee knowledge, skills and attitudes, physical facilities, financial capacities and satisfaction athletes, coaches, officials and stakeholders were not up to the required level.

GEORGIAN MANAGEMENT STYLE AND THE RESEARCH OF FACTORS AFFECTING THE BEHAVIOUR OF SUBORDINATES IN THE MINISTRIES OF ECONOMIC PROFILE

The behaviour of a leader has a significant impact on the actions and feelings of employees. Many European university researchers have recently focused on the impact of effective leadership behaviour on the behaviour of subordinates. Positive behaviour of the leader toward his subordinate creates a sense of belonging to the organization, which reduces the outflow of employees from the organization and improves support for the leader. Leader's behaviour was studied within our research. The object of the research was the Ministries of Economic Profile of Georgia. The purpose of this article is to analyze the influence of the leader's behaviour in terms of gender on such issues as the respondent's perception of himself as a valuable member at work, support for the respondent's career development, motivation of employees to perform the work, effort invested by the respondent at work, and desire to change the leader. Furthermore, the study aimed to investigate the impact of financial benefits on employee satisfaction and motivation. In total, 821 respondents participated in the study. The SPSS software package was used to analyze the obtained data. In such countries as Georgia, there is a stereotypical attitude towards women. Sometimes, the mentioned factor is also reflected in the leader's behaviour. As a result, women have to overcome a variety of challenges, frequently face the glass ceiling phenomenon, and have to break stereotypes. In some cases, as a result of research, it is clear that not only women but also men show a negative attitude toward the leader's behaviour, which indicates the shortcomings of the current management style. Five hypotheses were formulated during the research process, and based on their analysis, we developed recommendations that we believe to be an effective way to solve multiple challenges.

Kepemimpinan Dan Perilaku Organisasi Pendidikan Islam Yang Efektif

This research aims to provide an understanding of the main tasks of leadership and organizational behavior in the context of Islamic education, as well as the criteria for effective leadership and organizational behavior. The method used in this research is library research, by collecting data from various relevant sources. The results of this research conclude that understanding the main tasks and functions of leadership and organizational behavior, as well as the criteria for effective leadership and organizational behavior, is important for leaders and managers of Islamic educational institutions. This understanding helps leaders understand their duties and responsibilities in leading the organization to achieve the desired Islamic education goals. To achieve effective leadership and organizational behavior, several criteria such as a clear vision and mission, the ability to motivate and lead a team, as well as integrity and good morals are very important. Apart from that, factors such as organizational culture, leadership style, and internal and external factors also influence leadership and organizational behavior in Islamic educational institutions. Understanding and implementing these criteria can make a significant contribution to the development and improvement of the effectiveness of Islamic educational institutions.

Augmenting Effect of Inclusive and Ambidextrous Leadership on Public University Academic Staffs’ Innovative Performance: The Mediating Role of Innovative Work Behavior

This study aims to address a gap in research by examining the relationship between leadership styles, innovative work behavior, and innovative performance among academic staff at public universities. Specifically, the study seeks to identify the extent to which inclusive and ambidextrous leadership styles can facilitate innovative performance, examine whether innovative work behavior enhances innovative performance, and discover whether innovative work behavior mediates the relationship between inclusive and ambidextrous leadership styles and innovative performance among academic staff at public universities. A critical survey was conducted using a questionnaire among academic staff at two public universities located on the east coast of Peninsular Malaysia, generating 300 responses. The study used SPSS 27.0 and SEM with AMOS 24.0 to analyze the results. The findings of this study show that inclusive and ambidextrous leadership are positively associated with innovative work behavior. The study also found that innovative work behavior facilitates innovative performance. The study highlights the mediating effect of innovative work behavior on the relationship between leadership styles and academic staff’s innovative performance, offering important insights into how public universities can improve their academic staff’s innovative performance through effective leadership and work behavior strategies.

Trapped by family or compensated from work? The influence of daily negative family events on daily effective leadership behaviors

Trapped by family or compensated from work? The influence of daily negative family events on daily effective leadership behaviors

Leading Through Uncertainty: Transformational Leadership and Cultural Resonance in Vietnamese Higher Education Post-COVID-19

<p style="text-align:justify">This study delves into the role of leadership in addressing disparities in higher education arising from the post-COVID-19 era, as experienced by Vietnamese lecturers. Drawing on qualitative data obtained through semi-structured interviews with 15 university lecturers across diverse regions and institutions in Vietnam, the research aimed to capture the essence of effective leadership behaviors during this unprecedented crisis. The study is underpinned by the Transformational Leadership Theory and Sociocultural Theory. Findings underscore the significance of visionary and inspirational leadership, emphasizing a clear direction amidst adversities. The importance of empathetic and supportive leadership, active faculty engagement, flexibility, commitment to capacity-building, and transparent communication emerged as paramount. Viewed through the theoretical frameworks, the results elucidate how leadership strategies resonated with both universal leadership principles and culturally specific Vietnamese values. The implications drawn highlight the need for adaptive and culturally attuned leadership in crisis scenarios, especially in academic settings. Though the study offers a profound understanding of leadership in a post-pandemic Vietnamese educational context, it also recommends expanded, diverse, and cross-cultural investigations to provide a more holistic perspective in future research endeavors.</p>

Effects of leader behaviors on extra-role proactive service: The role of cultural tightness-looseness

The pertinent literature presents no evidence of the simultaneous effects of leader task-, relations-, or change-oriented behaviors on employee proactivity and extra-role customer service. Nor does it of cultural tightness-looseness as a moderator of the effect of proactivity on extra-role customer service. We propose and test the mediating impact of proactivity in the association between three types of leadership behaviors and extra-role service. We also test cultural tightness-looseness as a moderator of the impact of proactivity on extra-role service. Data obtained from hotel frontline employees in Spain were utilized to gauge the proposed relationships via the partial least squares structural equation modeling. Our findings reveal that proactivity mediates the influences of leader task- and relations-oriented behaviors on extra-role service. We have verified that cultural tightness-looseness strengthens the link between proactivity and extra-role service. The paper subsequently discusses the implications for theory and practice.