Effective Leadership Research Articles

Study Literatur: Pengaruh Kepemimpinan Transformasional Terhadap Kinerja Karyawan

Organizations can change their management patterns through transformational leadership to improve optimal performance, especially when facing increasingly complex competition. Human resources, with their unique ideas and mindsets, are an important key in implementing the organization's vision, goals, and objectives. Employees play a vital role in achieving organizational success through their contributions. Employee performance is an important indicator that organizations must consider. Leaders play a major role in creating a positive work environment, and transformational leadership is one of the most popular styles, especially in the digital age. With secondary data collected from relevant articles, this journal uses a literature review method to investigate the effect of transformational leadership on employee performance. Research findings show that transformational leadership style significantly affects employee performance. Employees who actively participate feel more motivated, confident, and committed to following the organization's philosophy, ideology, and vision. Interesting changes more easily influence them and show high dedication while realizing their potential. Employees who are inspired by transformational leadership tend to work harder, improve performance, and display helpful behaviors, which ultimately support organizational growth.

Examining the efficacy of core competencies of municipal leaders in transforming local government in South Africa

PurposeThis study aims to examine the efficacy of municipal leaders’ leadership competencies in transforming local government in South Africa. Specifically, it focuses on identifying core competencies and obstacles that influence successful governance outcomes.Design/methodology/approachThe research employed a mixed-methods approach. Qualitative focus group interviews were conducted with n = 50 municipal leaders, stakeholders and experts. Additionally, an online survey was administered to N = 121 municipal leaders. The sample was drawn from eight local municipalities across South Africa, including Emfuleni Municipality, Ehlanzeni Municipality, Mbombela Municipality, Bushbuckridge Municipality, Msunduzi Municipality, Okahlamba Municipality, the City of Johannesburg and Tshwane MunicipalityNelson Mandela, Matlosana, Emfuleni, Ehlanzeni, Mbombela, Bushbuckridge, Msunduzi, Okahlamba, Mbombela Local Municipalities, the City of Johannesburg. Data analysis encompassed thematic coding and statistical analysis.FindingsThe findings suggest that the practical application of core competencies by municipal leaders is crucial for navigating complex challenges, fostering innovation and improving organizational culture and employee morale within local government agencies.Research limitations/implicationsResearch limitations include sample bias, reliance on self-reported data, contextual specificity to South Africa, potential for subjective interpretation and lack of long-term impact assessment.Practical implicationsUnderstanding the key competencies required for effective municipal leadership can inform training and development programmes for current and aspiring leaders. Practical application of these competencies can enhance governance outcomes, foster innovation and improve employee morale.Social implicationsEffective municipal leadership can contribute to social cohesion and service delivery, thus impacting the lives of citizens positively. By empowering employees and engaging stakeholders, municipal leaders can drive enduring outcomes and contribute to the overall well-being of communities.Originality/valueThis study fills a gap in existing research by examining the efficacy of leadership competencies within the context of South African municipal leadership. By identifying core competencies and obstacles, it provides valuable insights for improving governance and service delivery at the local government level.

The Influence of Leadership Behavior Assessments and Servant-Oriented Leadership on Employee Engagement

Employee engagement is vital for organizational success, driving productivity, innovation, and resilience. Despite efforts to enhance engagement, challenges persist, particularly in adapting to remote and diverse workforces. This research evaluates the influence of leadership behavior assessments and servant-oriented leadership on employee engagement within Chinese organizations. The study also uses a quantitative research design based on questionnaires to explore how demographic factors impact engagement levels. Findings reveal that differences in occupation and Types of Job generate differences in Employee Engagement, emphasizing the need for tailored engagement strategies. Additionally, Leadership Behavior Assessments and Servant-oriented Leadership demonstrate significant positive impacts on Employee Engagement, underscoring the critical role of effective leadership in driving engagement and enhancing organizational performance. Integrating servant leadership principles into leadership development programs can foster a collaborative and productive work environment, ultimately contributing to organizational success.

When the going gets tough: Educational leadership and resilience in times of crises

Managing and leading under challenging conditions is one of the hallmarks of effective leadership. In today’s educational environment, educational leaders and managers must be swift-thinking and fast-acting in their approach. This demands building resilience. In this mixed-methods study, the researchers explored educational leadership and resilience during crises. The study sought to answer two overarching questions: What lessons did educational leaders learn from the COVID-19 experience, and How do the lessons learned prepare educational leaders to be resilient in times of crises? Data for this study were collected via survey and interviews. Survey data were analysed using descriptive statistics, and interview data were analysed using Taylor-Powell and Renner’s (2003) five-step approach. The major findings revealed a necessity for proactive planning, effective communication, and a team approach. Leaders highlighted the importance of resilience training, preparation, and emotional intelligence in navigating crises. The findings provide valuable information that could be used to equip educational leaders and managers to build resilience and augment the practice of educational leadership, particularly during times of crises. Therefore, the recommendations emphasise the need for comprehensive crisis leadership training, the development of contingency plans, and continuous professional development to enhance leaders’ capacity to manage future disruptions effectively.

Peran Kepala Sekolah Berbasis Mutu Pendidikan dalam meningkatkan Jumlah Peserta Didik Baru

Educational quality-based leadership plays a key role in attracting new students to an educational institution. Quality-based leadership can increase the number of new students through superior programs such as BTQ, ICT learning, and education about batik. Improving the quality of education requires effective and efficient management of all institutional components, including educators, education staff, students, facilities and finance. Overall, effective leadership and quality educational programs have an important role in increasing the number of new students in an educational institution. The aim is to find out the role of school principals in increasing the number of students and to find out what programs can attract and attract new prospective students. The research method is qualitative, which is field research because the data produced is in the form of written or spoken words from objects and behavior that can be observed. The research results show that the quality-based leadership program in increasing the number of students at SD Muhammadiyah Wirobrajan 2 shows encouraging numbers in line with the targets to be achieved and satisfies education users.

Within-Team Individual Power and Creativity: Moderating Effects of Democratic Team Leadership and Collectivistic Value

ABSTRACT Though prior research suggests that high individual power can increase individual creativity, relatively few studies have examined conditions when this positive relationship is more likely to hold. Drawing from a cognitive resource perspective and a perspective of socialized power motivation, in this study we theorize and test democratic team leadership and an individual’s collectivistic value as two moderating conditions on the relationship between an individual’s within-team individual power and his or her creativity. Using multi-source data from team members and team leaders from thirty-nine work teams, we predicted and found that within-team individual power is more positively related to individual creativity when democratic team leadership is higher. Moreover, the hypothesized positive moderating effect of democratic team leadership is stronger and more significant for individual team members with high collectivistic values. Our findings provide implications for managing employee creativity and for the responsible use of individual power in teams.

Charting Success: The Influence of Leadership Styles on Driving Sustainable Employee Performance in the Sierra Leonean Banking Sector

Effective leadership sits at the heart of organisational success, especially during periods of change. In the dynamic and highly competitive environment of commercial banks in Sierra Leone, the impact of leadership styles on employee performance is a critical area of investigation. The purpose of this paper is to assess the differential effects of transformational and transactional leadership styles on employee performance during change initiatives within commercial banks in Sierra Leone. The research study utilised a cross-sectional survey design, and data was collected from 903 participants employed in the banking industry. The study used the structural equation model as an investigative instrument to examine the hypotheses. The findings reveal that transformational and transactional leadership styles demonstrate a strong bearing on employee performance, with the latter having a bigger influence. Organisational citizenship behaviour has a mediating effect between leadership styles and employee performance. In contrast, employee commitment does not act as a mediator between transformational leadership and employee performance but does act as a mediator between transactional leadership and employee performance. Commercial banks need to devise training programs that will advance both leadership styles to arouse, energise, or inspire followers to display favourable behaviour and commitment to attain organisational goals. The paper makes an insightful contribution to the existing leadership literature by ascertaining the significance of leadership styles on performance and the role of commitment and organisational citizenship behaviour as mediators of the nexus between leadership styles and performance in the Sierra Leone banking industry.

Analisis Peran Kepemimpinan Digital dan Budaya Organisasi dalam Meningkatkan Kinerja Karyawan: Tinjauan Literatur Sistematis

The digital era has brought significant changes in organizations, creating a need for effective digital leadership, and adaptation in organizational culture. This transformation not only affects technological aspects, but also impacts how organizations operate. This systematic literature review aims to explore the role of digital leadership and organizational culture that have implications for improvement employee performance in the digital era. Through the Systematic Literature Review (SLR) approach, this study analyzes recent literature on digital leadership, organizational culture, and employee performance in the context of digital transformation. The SLR method is conducted through systematic searches in academic database, study selection based on inclusion and exclusion criteria, data extraction, and synthesis of findings. The results of the review show that digital leadership plays a crucial role in facilitating organizational adaptation to new technologies and driving innovation. Organizational culture that supports digitalization has been found to have a positive impact on employee performance. The interaction between digital leadership and organizational culture creates an environment conducive to increasing productivity, creativity, and employee engagement. Keywords: Transformation, leadership, innovation, and productivity.

Which Leadership Traits Matter Most? An Activity in Leadership Development

Leadership is widely associated with an array of attributes. The variety of attributes present both advantages and disadvantages. On one hand, attributes are appealing and easy to recognize in leadership. On the other hand, the number of attributes and which ones matter the most may be overwhelming. Grounded in experiential learning and situational interest, we present an implicit leadership activity with two main goals. First, we provide examples of attributes associated with many effective leadership prototypes. And second, we ask students to reflect on these attributes themselves and with others. The exercise is ideal for undergraduate introduction to leadership in general or implicit leadership theory. We provide instructions and resources to tailor the exercise to the needs of the instructor.

The evolution of leadership: Past insights, present trends, and future directions

We first review leadership research that has been dominant before and after the Journal of Business Research was established fifty-one years ago, along with a discussion of those approaches that have continued to attract research attention. Next, we discuss moral approaches to leadership, including authentic, ethical, and servant leadership. We address criticism of these and other approaches, especially concerns about the way leadership styles are measured. Furthermore, we provide coverage of current trends in leadership research, such as studying the dark side of seeming positive leadership approaches, examinations of the importance of followership in the study of leadership, as well as research that explores the effects of leadership from a leader-centric perspective. Finally, we offer directions for future leadership research, such as integrating leader power and authority with leadership approaches and developing ways of addressing criticism that has been leveled against leadership research.

Leading with Empathy: How Understanding Others Creates Connection and Drives Success

This article examines the role of empathy in effective leadership. Through a review of scholarly literature from fields such as psychology, management, and health sciences, the article defines empathy and distinguishes it from related concepts like sympathy. It explores how empathy involves understanding others' perspectives and experiences on an emotional level. The article then discusses four key strategies leaders can use to develop stronger empathy skills, such as active listening, perspective taking, emotional self-regulation, and storytelling. Drawing on empirical research, the potential organizational benefits of leader empathy are outlined, including increased employee trust, engagement, and well-being. Specific examples demonstrate how empathy has strengthened culture and driven performance outcomes in companies and other institutions. Finally, the article advocates for leaders to incorporate empathy more fully into their approaches to better connect with people and foster environments where individuals and teams can thrive.

Closing the Gap: A Holistic Approach to Leadership Development in Times of Change

Effective leadership is essential for organizations to thrive in today’s fast-paced and complex business environment. However, many companies face critical leadership development gaps, particularly in managing change, attracting and retaining top talent, and fostering diversity. This article examines these challenges and provides actionable strategies for addressing them. Organizations often struggle to cultivate leaders prepared to drive transformation, as traditional leadership programs focus on stability rather than agility. Attracting talent is also hindered by the absence of key leadership qualities like emotional intelligence and collaboration. Furthermore, a lack of diversity in leadership pipelines limits innovation and decision-making capabilities. To overcome these gaps, organizations must foster change leadership through hands-on initiatives and mentoring, develop high-performance cultures that empower and engage employees, and create diverse pipelines by addressing unconscious bias and providing sponsorship programs. Companies like Amazon, Google, and Accenture demonstrate how aligning leadership strategies with modern business needs can drive sustained success. Ultimately, leadership development must be a continuous, integrated effort woven into the organization’s culture to meet evolving challenges and ensure long-term growth.

Role and Impact of Safety Leadership Culture in Promoting Safety Practices in Construction Sector of Pakistan

The construction industry offers employment to about one hundred eighty million people worldwide. The construction sector has grown and evolved to meet the demands of urbanization and industrialization, which are the foundation of the modern economy. Construction is still seen as a risky and difficult industry, with the most hazardous and vulnerable work environment, even with the industry's notable improvements. Pakistan's construction industry is known for its high level of risk, which makes strict safety procedures necessary to protect the health and safety of its workforce. This research seeks to understand the impact of safety leadership on safety practices and identify key factors influencing safety culture. In order to provide comprehensive insights, the research uses a mixed-methods approach that combines quantitative surveys and qualitative interviews. The validity and reliability of the results are ensured by thorough experimentations of the statistical methods such as reliability test, relative importance index (RII), and descriptive analysis tests. In order to effectively promote safety practices, management commitment, employee involvement, safety training, and good communication are essential. An in-depth examination of the relationship between management commitment and safety performance reveals how effective leadership and proactive participation improve safety results. The results shows that safety leadership is crucial to encourage safety procedures in Pakistan's construction sector by 68.81%, success factor for safety management by 65.42%, safety management practices by 64.32%, safety performance by 63.35%, barriers to effective safety management 62.47% and safety culture by 61.46%. Strengthening frameworks for regulations, promoting a safety-first culture, investing more in safety equipment, improving worker safety training, improving monitoring and evaluation mechanisms, fostering communication and collaboration, and addressing cultural barriers are just a few of the recommendations.

The Stress-inducing Potential of Inclusive Leadership: Does Resilience Help?

This study leverages the Conservation of Resource theory to investigate how project managers’ inclusive leadership might contribute to their stress through role overload while also considering how their resilience might lessen this stress. Drawing on multi-wave data from 436 leader-member dyads across various project-based sectors, including IT, construction, NGOs, and the petroleum industry, our analysis indicates a positive link between project managers’ inclusive leadership and stress, mediated by role overload. Notably, the study highlights that higher levels of resilience can reduce the effect of project managers’ inclusive leadership on stress. Our study contributes to the understanding of inclusive leadership's effects on leaders themselves, which has been a less-focused area of research within project management. Additionally, the study shows that the pursuit of inclusivity takes a toll on the project manager through increased role overload if they lack the resilience to buffer the stress-inducing potential of inclusive leadership.

Development and Evaluation of a Novel Resuscitation Teamwork Model for Out-of-Hospital Cardiac Arrest in the Emergency Department

Cardiopulmonary resuscitation (CPR) is critical for out-of-hospital cardiac arrest patients but is prone to rapid changes and errors. Effective teamwork and leadership are essential for high-quality CPR. We aimed to introduce the Airway-Circulation-Leadership-Support (A-C-L-S) teamwork model in the emergency department (ED) to address these challenges. The study comprised 2 phases. The development phase involved reviewing CPR videos, categorizing problems, and formulating strategies using the Systems Engineering Initiative for Patient Safety model. Resuscitation tasks were organized into A-C-L-S domains using hierarchical task analysis. Equipment and environmental deficits were optimized ergonomically with a pit-crew style arrangement. Mnemonics enhanced teamwork and leadership. The evaluation phase assessed postimplementation ED resuscitation team performance, focusing on adherence, timeliness, and quality of A-C-L-S tasks. The development phase produced a structured teamwork model, assigning tasks, tools, mnemonics, and positions based on A-C-L-S domains. The A-team manages the airway and optimizes end-tidal CO2 levels; the C-team focuses on high-quality chest compressions and defibrillation. Leadership coordinates resuscitation efforts using goal-directed mnemonics (DABCD2E3), whereas the S-team handles medications, timekeeping, and recording. The evaluation phase showed improvements in adherence and timeliness of A-C-L-S tasks, with sustained increases in chest compression fraction before mechanical CPR, from 67.2% preimplementation to 83.0% postimplementation, 89.1% after 1 year, and 86.1% after 2 years. Overall, chest compression fraction also improved from 81.7% to 88.6%, peaking at 92.2% after 1 year and maintaining 90.8% after 2 years. The A-C-L-S teamwork model is feasible, applicable, and effective. Further research is needed to assess its influence on patient outcomes.

Beneficial Impacts of MSIB Internship Program on PT Bank Mandiri (Persero) Tbk for Students in Preparing Professional Skills

Internships are widely recognized as a vital component of higher education, providing students with practical experience and enhancing their employability. This research reviews existing literature to examine the impact of internships on the development of professional skills. This study employs a quantitative research method. The data in this study consists of responses regarding professional skills, social skills, and internship placements obtained through a questionnaire on Google Forms. The respondents in this study totaled 49 individuals who are participants of MSIB internship program in PT Bank Mandiri (Persero) Tbk, which come from universities all over Indonesia, including the University of Indonesia, Gadjah Mada University, Airlangga University, Malang State University, Brawijaya University, and Bandung Institute of Technology. The data obtained was then analyzed descriptively with the help of the SPSS application. At the MSIB internship program in PT Bank Mandiri (Persero) Tbk 96.74% of students stated that they gained advantages regarding professional skill while attending the internships program, while 96.16% of students were satisfied with the learning process during the internship. The findings indicate that internships significantly improve various competencies essential for career success, including effective communication, teamwork, time management, problem-solving, leadership, adaptability, stress tolerance, and decision-making. Internships also offer valuable insights into specific industries, clarify career goals, and provide opportunities for networking. Despite the overwhelmingly positive impact, areas such as leadership development and career relevance require further attention. The study suggests integrating structured internship programs into academic curricula, enhancing leadership opportunities, aligning placements with career aspirations, and providing training on soft skills. By implementing these recommendations, educational institutions and organizations can maximize the benefits of internships, ensuring that students are well-prepared for their professional careers.

What's Draining Your Workplace Energy and Joy? Identifying and Addressing Sources of Unhappiness to Boost Productivity and Morale

This article explores the major factors that contribute to employee unhappiness and low engagement based on organizational behavior theory and empirical research. It identifies unclear role expectations, lack of autonomy, poor leadership, and unhealthy workplace cultures as key sources of job dissatisfaction. Research shows only 30% of workers worldwide feel engaged in their jobs, indicating widespread unhappiness comes at a cost to both individual well-being and organizational performance. The article outlines specific strategies organizations can implement to address each issue, such as providing detailed job descriptions, setting clear performance goals, empowering employees with control and input, developing effective leadership skills, and fostering a positive values-driven culture. Additional considerations like workload concerns, growth opportunities, recognition programs, and coworker relations are also discussed. By understanding why jobs so often fail to inspire and implementing targeted improvement initiatives, leaders can systematically transform work into a fulfilling experience that maximizes employee potential and engagement. This enhances organizational competitiveness by differentiating companies as employers of choice.

Leadership styles and collection development practices of librarians in academic libraries: a case of Ekiti state, Nigeria

Purpose The purpose of this study was to investigate the impact of leadership styles on collection development practices in academic libraries within Ekiti State, Nigeria. Design/methodology/approach The research used a survey research design, using a questionnaire as the primary data collection instrument. The study encompassed 86 library personnel selected from six academic libraries in Ekiti State. Findings The study’s findings revealed a notably high level of engagement in collection development practices within the academic libraries under investigation. In addition, the library managers exhibited a blend of leadership styles, with the democratic style being the most frequently used, followed by autocratic and laissez-faire styles. Furthermore, the research identified a significant influence of leadership styles on collection development practices, with evidence suggesting a collective impact when considering various leadership styles together. Social implications The study implies that effective leadership plays a crucial role in realizing the overarching objectives of academic libraries, and a well-informed leadership approach positively impacts the library’s ability to meet its collection development goals and serve its academic community effectively. Originality/value This study contributes to the existing body of knowledge by shedding light on the intricate relationship between leadership styles and collection development practices in academic libraries. The identification of a predominant democratic leadership style and its implications on library practices provides a nuanced understanding of leadership dynamics in this context.

Using benevolent leadership to improve safety behaviour in the construction industry: a moderated mediation model of safety knowledge and safety training and education

Objectives. Despite extensive regulatory reform, safety research and safety programmes over the past several decades, the construction sector remains notoriously dangerous in different regions across the world. Despite the fact that effective leadership is crucial for improving workplace safety behaviour (SB), there have been insufficient studies on how benevolent leadership (BL) affects such behaviour. Methods. Using a cross-sectional design, this research examines the influence of BL on employees’ SB. The mediating role of safety knowledge and the moderating role of safety training and education were also observed. Data obtained from 413 employees of construction firms in Turkey were used to verify the links. Results. BL has positive influences on employees’ SB and safety knowledge. Safety knowledge has a positive influence on SB and partially mediates the BL–SB link. At a low level of safety training and education, the BL–safety knowledge link is weaker for firms whose employees receive low safety training and education. At high levels of safety training and education, both the direct and indirect links between BL and SB are stronger for firms with high levels of safety training and education. Conclusion. The findings significantly extend safety literature through the lens of implicit followership theory.

Diagnosing leadership – construction and validation of the leadership impact inventory

PurposeThe purpose is to examine the connection between leadership and its proximal and distal outcomes on employee, team and organization-level outcomes. As a more practical endeavor, a leadership measurement is constructed and validated.Design/methodology/approachThe study takes a quantitative approach, statistically analyzing 301 online survey responses to a survey of leader attributes and their organizational impacts.FindingsThis study shows that the impact of leadership is associated more with actionable behaviors than personality traits. More specifically, leader success leans on leader dependability, management mode, emotive skills and coaching style, which relate to organizational outcomes. Additionally, preventative conflict management belongs to immediate supervisory foci, whereas already escalated conflicts ought to be outsourced to e.g. HR. Further, the findings verify that management is even more about communication than previously understood. Interestingly, employee satisfaction does not predict willingness to stay and is therefore irrelevant as a predictor of employee retention. This verifies the role of satisfaction as a proximal outcome and a post-goal state. Finally, the role of psychological safety is incoherent and equivocal in relation to organizational outcomes.Practical implicationsAs a practical ramification, we devise an instrument, the Leadership Impact Inventory, for (1) diagnosing the quality and effect of organizational leadership in an easy-to-adopt, cost-effective and quick manner and (2) analyzing the influence of various leadership dimensions on satisfaction and goals on individual, team and organizational levels.Originality/valueThis study expands the earlier body of research on leader influence to factors promoting not only proximal outcomes that are typically post-goal states but also distal outcomes. Further, it examines outcomes on all organizational levels, as an extension to prior studies which are typically limited to the entire organization. Finally, the study does not explore leadership as a force or process separate from culture but rather appreciates their synergy through the inclusion of cultural features. This is achieved by monitoring leader success with such subjective aspects describing employee experience and organizational culture that are associated with follower performance.