Effect Of Leadership Style Research Articles

Presenting a Qualitative Model for the Implementation of Transformational Leadership in the Form of an Interactive Leadership Framework (Case Study: Hospitals in Zanjan Province)

Background: The method of choosing the leadership style of an organization is very important in the success of the organization in gaining a competitive advantage in society, and on the other hand, the method of managing and creating change and innovation is also considered necessary for the success of the organization as these factors dynamically affect each other. Some create obstacles on the way and some strengthen each other. Methods: The statistical population considered for this research in the qualitative part included participants, some of whom were academic professors, and some were managers of high managerial and organizational levels who were proficient in management topics in medical sciences hospitals. In terms of method, this research had a mixed approach. In other words, a combination of quantitative and qualitative methods was used. In data collection, in general, documentary studies and field method using MAXQDA software were used. Results: The results of the evaluation showed that the observed correlation between the examined components and the transformative leadership variable was completely significant. Therefore, it was concluded that the model examined in this research had a sufficient level of significance to be used as a guide to increase the transformation of the organization by relying on the role of interactive leadership in the hospitals of Zanjan province. Conclusion: One of the important and influential factors of an organization's success is how to apply management and effective leadership styles of managers of that organization. There are managers who can choose different styles in directing human resources. Their appropriate behavior patterns in any organization cause strong morale and motivation among employees, -and subsequently, increase the motivation of employees, their level of satisfaction and the level of productivity.

The Effect of Digital Leadership Styles on Sustainable Performance: A Systematic Literature Review

The importance of sustainable performance (SP) increased after the launch of the Sustainable Development Goals (SDGs) by the United Nations. Governments instructed organizations to participate in achieving the SDGs. However, there are varied levels of compliance and achievement correlated with SGs across countries, industries, and organizations. This study reviewed the literature and examined the role of leadership styles in SP. The findings showed that the number of articles on this topic has been constantly increasing, especially after 2017. Moreover, the number of studies on this field has been correspondingly increasing in developing and emerging economies, and particularly in manufacturing and small and medium enterprises. The findings also indicate that most of these studies are quantitative and have utilized an adequate sample size. The Resource-Based View (RBV) and stakeholder theories are widely deployed. Leadership styles are critical for SP. There are mixed findings, though, in terms of the effect of certain leadership styles on SP. Hence, more studies need to be carried out in different countries and industries, while different approaches are required to be put into service since having the right leadership style can improve SP.

Effect of Leadership Style on Teacher’s performance of Private School in Nawalparasi

Exercising appropriate leadership, administrators might potentially alleviate the confusion resulting from the overlap of tasks in the work place, administration, and giving the directions within the top level of the management team work unit. The primary theory employed to assist this investigation was the Path-Goal Theory. The purpose of this study was to look into how school administrators' leadership philosophies impact the efficacy of their teachers. This study used a questionnaire as an instrument in a quantitative method survey design. In this investigation, a straightforward random sampling technique was applied. 212 administrators and teachers of private school from Nawalparasi are taken into consideration. Frequency, percentage, mean value, standard deviation, correlation Pearson were used to analyze the results. Furthermore, at the significance level of 0.95 both models of leadership have been showed the teachers effectiveness. In conclusion, administrators should consistently encourage, practice, and enhance these two leadership styles supportive leadership and participative leadership in order to boost the effectiveness of teachers at work.

Effect of Leadership Styles on Employee Productivity in Nepalese Commercial Banks

Different leadership styles can significantly affect organizational outcomes and employee well-being. There are many distinct leadership philosophies, and a leader may choose to implement a certain style depending on their inclinations, the circumstances, and the demands of their group. The aim of this study was to investigate the impact of different leadership styles on employee productivity in the banking sector. The study employed a descriptive and causal comparative research design. This quantitative research aimed to establish the relationships between dependent and independent variables. The population consisted of employees from Nepalese commercial banks, with 384 complete responses gathered through a judgmental sampling method from initial 390 questionnaires distributed. The findings shows the transformational leadership, transactional leadership, charismatic leadership and laissez-faire leadership are all positive and statistically significant on the employee productivity. The consistency in the positive effects of transformational charismatic leadership and laissez-faire leadership across different contexts suggests that these styles may be universally beneficial, although the degree of impact may vary depending on the organizational environment and culture. Transactional leadership, while effective, may need to be complemented with other styles, especially transformational and charismatic, to achieve optimal outcomes.

School leadership fostering mental health in the times of crisis: synthesis of school principals' views and PISA 2022.

Administration and governance of schools including many complex processes like bureaucracy, teaching, and school improvement is responsibility school principals. They are like bridges between micro-level dynamics and macro-level policies. Additionally, Turkey has experienced crises like pandemic and natural disasters in the recent years. These crises negatively affect the mental health of school stakeholders. All of these issues require an effective leadership style. In these aspects, the current study aims to investigate school leadership fostering mental health in times of crises. The design of the study is mixed-method research in which both quantitative and qualitative paradigms are followed. The data sources of the study were school principals and PISA 2022 dataset. PISA 2022 data related to mental health were extracted from dataset. Semi-structured interview forms were administered to school principals. Data coming from interviews are analyzed within content analysis while Hierarchical Linear Modelling (HLM) was run for PISA 2022 data. In terms of student-level variables, the PISA 2022 results showed that stress resistance was positively related to sense of belonging, feeling safe, assertiveness, and emotional control whereas it was negatively related to being bullied and empathy. Considering school-level variables, educational leadership and school diversity and multicultural views predicted stress resistance significantly. The results related to qualitative part showed that themes of perception on crisis, the impact of crises, crisis management actions, mental health support, and ways to improve mental health were effective in leadership style. It is concluded that school leadership fostering mental health depends on holistic perspective and taking action.

Effects of Transformational and Transactional Leadership Styles and the Use of Enabling and Coercive Managerial Control Systems in Creative thinking

This study aims to analyze the effects of leadership styles and the use of a management control system on creative thinking. Descriptive research was carried out using a survey with 215 mid-level managers from the Brazilian textile industry and hypotheses were tested using structural equation modeling. Results show that transformational leadership is significantly related to divergent thinking and enabling and coercive approaches. Moreover, transactional leadership is significantly related to convergent thinking, besides coercive and enabling approaches. The enabling approach exerts complete mediation in the relationships between transformational leadership and divergent thinking, as well as the coercive approach mediates between transactional leadership and convergent thinking.

PENGARUH GAYA KEPEMIMPINAN, MOTIVASI DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN (STUDI KASUS PADA KARYAWAN PROMOTOR BRAND REXI ACCESSORIS DI KOTA BENGKULU)

This study aims to determine the effect of leadership style, motivation and work discipline on the performance of Brand Rexi promoter employees in Bengkulu. Respondents of this study were employees of Brand Rexi promoters in Bengkulu totaling 36 employees. The sampling technique used in this study was accidental sampling. Data analysis techniques using multiple linear regression analysis, coefficient of determination and hypothesis testing. Based on the results of research on leadership style, motivation and work discipline simultaneously or together have a significant effect on the performance of employees of the Rexi Brand promoter in Bengkulu City with a probability value (sig) of 0.000 <0.05. As well as the leadership style variable with a probability value (sig) of 0.034 <0.050 has a significant effect on employee performance. Motivation with a probability value (sig) of 0.008 <0.05 has a significant effect on employee performance. And work discipline with a probability value (sig) of 0.000 <0.05 has a significant effect on employee performance.

Exploring the Effect of Leadership Styles on Financial Management Practices in Tertiary Healthcare Institutions in South-South Nigeria

Leadership in healthcare institutions has a significant effect on financial management practices, which are crucial for ensuring the sustainability and efficiency of service delivery. This study explores the effect of various leadership styles—autocratic, democratic, laissez-faire, bureaucratic, transformational, and transactional—on financial management practices, specifically financial accountability and budgeting, in two tertiary healthcare institutions in South-South Nigeria: University of Port Harcourt Teaching Hospital (UPTH) and Rivers State University Teaching Hospital (RSUTH). Using a cross-sectional design approach, quantitative data were collected through structured questionnaires administered to 195 participants from UPTH and 115 from RSUTH. The data were analyzed using Descriptive statistics and Spearman’s rank-order correlation. The results revealed that at RSUTH, transformational and autocratic leadership styles positively influenced financial accountability, with transformational leaders fostering transparency and ethical practices, while autocratic leaders ensured compliance with financial standards. In terms of budgeting, democratic and transactional leadership styles were positively associated with budgeting practices at RSUTH, supporting inclusive and structured financial planning. At UPTH, laissez-faire and bureaucratic leadership styles unexpectedly showed positive correlations with budgeting, suggesting that decentralized decision-making and procedural rigor may encourage employee engagement in financial planning. These findings highlight the importance of adaptable leadership that balances compliance with collaborative and innovative approaches to financial management. The study concludes that healthcare institutions should prioritize transformational and democratic leadership styles, which promote transparency, accountability, and participatory decision-making. Implementing leadership development programs to equip leaders with adaptable skills based on situational needs is recommended. Future research should investigate the long-term effects of leadership styles on financial sustainability across diverse healthcare contexts.

The Impact of Leadership Styles on Teacher Performance

Leadership in educational settings plays an important role in shaping teacher performance, influencing motivation, job satisfaction, and overall school improvement. This study investigates the effects of transformational, transactional, and servant leadership styles on teacher performance. Using a mixed-methods approach, it examines the nuances of how each leadership style uniquely impacts teachers’ commitment, morale, and engagement in professional development. The study focuses on the UAE educational context, where understanding effective leadership approaches is essential in fostering an environment conducive to teaching excellence and student success. Findings suggest that transformational leadership enhances motivation and commitment, while transactional leadership supports efficiency and adherence to structure. Conversely, servant leadership fosters a community-oriented and supportive culture. This study provides valuable insights for educational leaders aiming to optimize teacher performance through strategic leadership styles and offers recommendations for future research in varied educational settings. Keywords: Educational Leadership, Teacher Performance, Transformational Leadership, Transactional Leadership, Servant Leadership.

Navigating values: leadership behaviors for enhancing police organizational identity

PurposeThis study investigates the differential effectiveness of leadership styles within the German Federal Police Office, focusing on how these styles interact with employees' personal values to influence organizational identification (OI). Thus, we investigate the augmentation hypothesis and explore the moderating effects of personal values on leadership effectiveness regarding OI.Design/methodology/approachUtilizing a quantitative cross-sectional design, the study analyzes responses from 1,816 police employees via the Multifactor Leadership Questionnaire and Portraits Value Questionnaire. Hierarchical regressions are used to analyze the hypothesized associations.FindingsThe results indicate that transformational leadership significantly enhances OI more than transactional or laissez-faire leadership. Moderating effects of personal values reveal complex interactions: while transformational leadership consistently predicts higher OI, transactional leadership’s effectiveness varies according to the employees' values such as Conformity and Tradition enhancing OI, Universalism and Benevolence diminishing it. These findings suggest that leadership effectiveness in policing is contingent on aligning leadership style with the personal values of the employees.Originality/valueThis research contributes to the understanding of how personal values modulate the impact of leadership styles on organizational outcomes within police organizations. It underscores the necessity for police leaders to consider the value profiles of their employees to optimize OI and effectiveness. The study is among the first to systematically explore these dynamics within a law enforcement context, providing empirical evidence to inform targeted leadership development and policy-making in policing.

Effects of Leadership Styles on Employees Job Performance: A Case Study of a Public Sector Organization in Ghana

Institutions are supervised by managers who are expected to direct their subordinates towards the achievements of organizational goals. Achievement of goals in an organization largely depends on the relationship between the supervisors and subordinates. Leadership styles play a crucial role in every organization in terms of industrial harmony and achievement of goals. Managers depending on the situation could employ democratic, autocratic or laissez-faire leadership styles to get organizational goals and objectives achieved. Primary data from public sector employees was used for this study based on the objectives of the study. Data was gathered from 50 employees using closed-ended questionnaires. The number of respondents was selected randomly from a population of 135 and determined using Yamane, 1974 formula and Browly proportional formula as indicated by Kumar 1976. The questionnaire were divided into three sections thus background characteristics of the respondents, respondents’ perception of their superiors’ leadership styles, employees’ assessment of their job performance respectively. The leadership styles were categorized autocratic, democratic and laissez-faire. The leadership and performance scales were measured using a 5-point Likert scale thus, 5=strongly agree; 4=agree; 3=undecided; 2=disagree; 1=strongly disagree. The outcome of the research was to the effect leadership exist in organizations have positive or negative impact on the job performance of workers. The results showed that a democratic leadership style has a significant positive impact on job performance within an organization, while autocratic and laissez-faire leadership styles contribute to apathy and lower work performance. Moreover, it was suggested among other things that the use of laissez-faire and autocratic styles should be discouraged since they are could be a recipe of creating lawless working environment which could result in low productivity.

Influence of Corporate Culture on the Implementation of Change Initiatives in Kirinyaga County Government, Kenya

This research aimed to examine influence of corporate culture on the implementation of change initiatives in Kirinyaga County Government, Kenya. The investigation used the Kanter Theory of Change Management and Resource-Based Theory. The study adopted a descriptive survey methodology and specifically targeted a cohort of 213 individuals who were engaged in the administrative sector of Kirinyaga County. The sample size was obtained by the use of stratified random sampling, and the appropriate sample size was computed using the Yamane formula. Therefore, the study sample size was 139 respondents The investigating methods used questionnaire. The data were collected by use of questionnaires and examined using version 26.0 of the Statistical Package for the Social Sciences (SPSS) software. The descriptive statistical analysis included the computation of percentages, frequencies, measures of central tendency, and measures of dispersion. The research used inferential statistical analysis, namely correlation and multiple regressions, to ascertain the magnitude and orientation of the relationship between the variables under investigation. The analysis was performed with a 95% confidence level. The findings demonstrated a robust and statistically significant correlation between the corporate culture and the implementation of change initiatives in the Kirinyaga County Government, Kenya. R-Squared is a statistical metric that estimates the proportion of variability in the dependent variable that can be explained by the independent variables. The study revealed that the R-squared value was 0.572, suggesting that the corporate culture, can explain 57.2% of the variability in the implementation of change initiatives in the Kirinyaga County Government, Kenya. The study highlights the need of fostering a more inclusive decision-making process by increasing engagement at lower levels of hierarchy within the firm. The research recommends that county officials should prioritize and improve communication by consistently and transparently explaining the reasons for change initiatives to all employees. The paper proposes conducting a comparative research to examine the effects of different leadership styles and change management tactics used in the county administration.

Unleashing the Pygmalion’s nudge: The roles of leadership styles and leader expectations in driving employees' pro-environmental behaviors

Given that employees’ pro-environmental behaviors (PEB) play a critical role in achieving sustainability goals, we utilized a mixed methods approach to explore the factors that may foster their PEBs. In view of the qualitative findings, we developed a conceptual model that examined green goal clarity as a mediator of the effects of green authentic and green servant leadership styles. The model investigated leader expectations of their followers (the Pygmalion effect) as a moderator of the impacts of these leadership styles on PEB, and the moderating role of environmental passion is investigated on the link between green goal clarity and PEB. Results suggest that the conceptual model developed in this study is viable, and all hypotheses are supported based on data gathered from hotel employees. Our research contributes to the literature on leadership styles and employee PEB, providing insights for practitioners and scholars seeking leadership strategies to promote and accomplish environmental sustainability goals.

The Effect of Leadership Style, Motivation and Work Discipline on Employee Performance

The purpose of this study was to describe, analyze and find out the most dominant influence of competence, motivation, work discipline on the performance of the employees of the "Handayati" Public Hospital in Tapin District. To analyze the problem, 30 respondents were used through the nonprobability sampling method. Data collection techniques using survey methods with closed questionnaire tools. Data analysis was performed using validity, reliability testing, descriptive analysis and multiple linear regression analysis. Data processing uses SPSS Version 22.00. The results showed that partially human resource competency (X1) did not significantly influence the performance of 0.360 <0.05, work motivation (X2) partially had a significant effect on the performance of 0.002> 0.05 and work discipline (X3) partially had an effect significant to the performance of 0,000> 0.05. Simultaneously independent variables (HR competence, work motivation and work discipline) significantly influence the performance of R2 (coefficient of determination) of 0.877 or 87.7% or the remaining 22.3% influenced by other factors beyond the three independent variables. Work discipline is the most dominant variable that influences the performance with a beta value of 0.806 compared to work motivation variable 0.321 and HR competency variable -0.096.

Human Resource Management Affecting Organizational Engagement: A Case Study of The Nakhon Si Thammarat Provincial Administrative Organization

Background and Aim: Nowadays, the world has changed. Management within public and private organizations There is a need for adaptation, especially in ​​human resource management. Nakhon Si Thammarat Provincial Administrative Organization It is an agency whose duty is to provide public services. Human resource management has been given importance in line with goals and missions by giving importance to building morale. And develop personnel potential. There is a salary adjustment. Organize employee training to enhance personnel knowledge. If a person is attached to the organization, it will lead to loyalty. And intend to work efficiently. Research on “Human resource management that affects organizational commitment: A case study of Nakhon Si Thammarat Provincial Administrative Organization” has the following objectives; 1) Study the level of human resource management. And the level of commitment to the organization of Nakhon Si Thammarat Provincial Administrative Organization personnel, 2) Study the relationship between human resource management and organizational commitment of Nakhon Si Thammarat Provincial Administrative Organization personnel. Materials and Methods: It is quantitative research. The population used in this research is personnel working in the Nakhon Si Thammarat Provincial Administrative Organization. The sample group used in this research is personnel working in the Nakhon Si Thammarat Provincial Administrative Organization, which is 200 people, by convenience sampling. The instrument used to collect data was a questionnaire. Statistics used in data analysis include frequency, percentage, and arithmetic mean. Standard deviation and correlation coefficient Results: The results of the study found that 1) Human resource management level and the level of organizational engagement, it was found that the overall human resource management of the Nakhon Si Thammarat Provincial Administrative Organization was at the highest level. When considering each aspect, it was found that every aspect has the highest human resource management level. The aspect with the highest human resource management score was personnel, followed by Relationships with businesses and organizations and welfare. 2) The relationship between human resource management and overall organizational engagement is at the highest level. When considering each aspect, it was found that every aspect had the highest level of commitment to the organization. The aspects with the highest commitment to the organization are Satisfaction in the workplace and effective communication, Followed by Fair compensation, Effective leadership style, and job security. Overall, human resource management of the Nakhon Si Thammarat Provincial Administrative Organization is significantly related to the organizational commitment of Nakhon Si Thammarat Provincial Administrative Organization personnel at the 0.01 level, with a high level of relationship Conclusion: Overall, the Nakhon Si Thammarat Provincial Administrative Organization has the highest human resource management level. Arrange the scores for each aspect from highest to lowest: 1) personal aspect, 2) relationship with businesses and organizations, and 3) welfare aspect. Organizational engagement of Nakhon Si Thammarat Provincial Administrative Organization personnel as a whole It has a relationship with human resource management in both general and in each of the three areas The relationship is at a high level and is going in the same direction.

Building Employee Performance: The Synergistic Effect of Organizational Culture, Leadership Style and Organizational Commitment

This study examines four variables, namely organizational culture, leadership style, organizational commitment, and employee performance. The purpose of this study is to analyze and explain the influence of organizational culture, and leadership style on employee performance with organizational commitment as a mediating variable. The respondents of the study were all employees of PT. PLN (Persero) UP3 Merauke, ULP Kuprik, Merauke, Indonesia. The research sample was 41 employees with a sample collection method using the census method. The analysis techniques used are descriptive and Structural Equation Modeling which is solved by linear regression techniques. A quantitative approach was chosen to explain the influence between research variables. Data collection using questionnaires. The results of this study found that organizational culture and leadership style can influence work commitment which ultimately has a positive impact on employee performance. This means that if an organization's organizational commitment is increased it will result in more optimal employee performance, supported by strong organizational commitment generated by a strong organizational culture and leadership style.

The moderating role of paternalistic leadership in the relationship between job satisfaction and job stress among health workers in Gaziantep, Turkey.

Adopting an effective leadership style is of critical importance in increasing healthcare efficiency and therefore determining patient satisfaction. For example, although there are many new and effective leadership types today, the paternalistic leadership approach can still play an effective role in developing countries. The aim of this study is to examine the moderating role of paternalistic leadership in the relationship between job satisfaction and job stress. A total of 466 healthcare workers completed measures of perceived paternalistic leadership, job stress, and job satisfaction. The research was conducted in the center of Gaziantep, one of the largest cities in Turkey. Regression analysis was used to evaluate the moderate variable. Dawson slope were used to visualize the results. A negative relationship was found between job satisfaction and job stress. Additionally, it has been determined that the perception of paternalistic leadership has a moderating role. It has been observed that as the perception of paternalistic leadership increases, the negative relationship between job satisfaction and job stress decreases. It has been concluded that the paternalistic leadership approach can play a critical role in increasing the productivity of healthcare workers and reducing the negative effect of stress on satisfaction. It has been suggested that policies be developed to develop appropriate strategies for creating work environments that will increase employees' perceptions of paternalistic leadership.

Influence of COVAW Capacity Building on Gender-Based Violence Program Performance in Narok County, Kenya

Purpose: The study explores the influence of employee capacity building on the performance of gender-based violence (GBV) programs in Narok County, Kenya. The specific objectives include examining the effect of leadership style, the impact of community empowerment on program effectiveness, the role of resource allocation, and the influence of organizational innovation on program outcomes. Methodology: Utilizing a descriptive survey design grounded in modernization theory and performance and human capital theory, the research targets full-time staff from ten GBV programs operated by COVAW. A sample of 92 respondents is collected through convenience and stratified sampling techniques, incorporating both community participants and program personnel. Data collection employs interview schedules and semi-structured questionnaires, with quantitative data analyzed using SPSS software and qualitative data thematically analyzed. Findings: Findings reveal a prevailing democratic leadership style that fosters collaboration; however, community empowerment faces challenges due to inadequate integration and mobilization. The study concludes that there is a significant interconnectedness among leadership, community engagement, resource management, and organizational adaptability in enhancing GBV program performance. Unique Contribution to Theory, Policy and Practice: Recommendations include adopting diverse leadership styles, strengthening community engagement, and optimizing resource management practices to ensure the sustainability and impact of GBV initiatives.

Effect of Transformational Leadership Style on the Adoption of Digital Transformation in the Public Sector in Kenya

Effect of Transformational Leadership Style on the Adoption of Digital Transformation in the Public Sector in Kenya

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.