Effect Of Leadership Style Research Articles

The Influence of Leadership Style and Compensation on Employee Performance

Good human resources will drive the company to progress and develop. Human resources are the main factor affecting company performance. Companies with superior human resources will be able to properly organize every activity within the company, employees will be able to work optimally and the results achieved will be in accordance with predetermined standards. The purpose of this study is to determine the effect of leadership style and compensation simultaneously and partially on the performance of employees at Tanjung Kodok Lamongan Beach Resort Hotel. The sample of this research is the employees of Hotel Beach Resort Tanjung Kodok Lamongan, with a total sample of 50 respondents. The analysis technique uses Multiple Linear Regression with the SPSS program or software. The results showed that simultaneously (simultaneous) showed that leadership style and compensation had an effect on employee performance, partially leadership style had a positive and significant influence on employee performance, and compensation had a positive and significant effect on employee performance.

Pengaruh Gaya Kepemimpinan Transformasional Terhadap Produktivitas Kerja Karyawan PT. Sinar Citra Harapan Kabupaten Maros

This study aims to determine the effect of transformational leadership style on employee productivity at PT Citra Sinar Harapan Maros Regency. This type of research is quantitative As for the population with a total of 100 employees with a sample obtained of 50 employees at. The sampling technique used uses the slovin formula. The data collection technique was carried out by distributing questionnaires to employees. The data analysis technique uses simple regression with the help of SPSS software version 25. The results of this study indicate that transformational leadership style has a significant positive effect on employee work productivity at PT Citra Sinar Harapan Maros City. This can be proven based on the regression analysis obtained a constant value of 13.686 and a regression coefficient X of 0.626 and a coefficient of determination (R2) of 0.324 or (32.4%).

The Effect of Organization Culture, Leadership Style and Working Discipline on Job Satisfaction at the Ministry of Religious Affairs of The Bengkulu City

This research aims to prove the influence of work culture, leadership, and discipline on employee satisfaction, The method used in this study is to use quantitative with explanatory research approach. The population uses employees of the Ministry of Religious Affairs of Bengkulu city, using a sample of 152 samples taken using side random. The results showed that b1 = 0.277: is the regression coefficient value of work culture variable X1 with a value of 0.323 (positive sign), b2 = 0.370 is the regression coefficient value of leadership variable X2 providing a value of 0.370 (positive sign), and b3 is the regression coefficient value of discipline variable X3 providing a value of 0.447 (positive sign). The test results using SPSS, where the significant level obtained is smaller, namely 0.000 from the standard, namely 5% or 0.05 and the comparison results between F_hitung≥F_tabel 58.692 ≥ 3.06, it can be concluded that there is a significant influence between variables X1 (work culture), X2 (leadership style), and X3 (work discipline), and Y (job satisfaction).

The Influence of Servant Leader Leadership Style and Culture Value with the Intervening Variable of Work Motivation on the Performance of the Head of the Work Unit at PNM Magelang Branch

The purpose of the study is to analyze the effect of servant leader leadership style on motivation, culture value on motivation, servant leader leadership style on performance, culture value on performance, motivation on performance, servant leader leadership style to performance through motivation, culture value through to performance through motivation of the head of PNM Magelang Branch. Using quantitative research with population and samples, saturated sampling are PNM employees who serve as heads units at the Magelang Branch, 64 employees. Using SEM, Smart Pls version 4 servant leader have no significant effect on motivation. Culture value have a significant effect on motivation. Servant leadership have no significant effect on performance, Culture value have a significant effect on performance, Culture value have a significant effect on performance through motivation as intervening variable, Servant leader have no significant effect on performance through motivation as intervening variable. work unit PNM Magelang Branch

The Impact of Achievement Orientation on Goal Clarity

Purpose: This study is to enrich the scientific paradigm in the field of Islamic education management, and to explore the effect of achievement-oriented leadership style on the goal clarity, particularly the study of organizational behavior. Study design/methodology/approach: This study employs a quantitative research approach using the survey method. The population consists of all teachers employed in a private Islamic high school in one of the provinces in Indonesia. The sample size was determined to be 120 in number, selected through the area sampling technique. Data collection utilized a questionnaire featuring a Likert scale as the primary instrument. Findings: It revealed that being achievement-oriented has a direct positive impact on goal clarity. The conclusion of this study is that the achievement-oriented, approach influences the goal clarity of Islamic Private High School in one of the provinces in Indonesia. Originality/value: In light of these criteria, the observed t-value (11.11) surpasses the tabulated t-value (1.98), leading to the rejection of the null hypothesis (H0) and acceptance of the alternative hypothesis (H1). The research hypothesis asserts a direct influence of achievement-oriented heads of Islamic Private High School (X1) on the goal clarity of Islamic Private High School (X2), which is supported by the evidence.

The Impact of HR Policies on Employee Behaviour

This research article delves into the complex connection between Human Resources (HR) policies and employee behavior within organizations. By conducting a thorough review of existing literature and empirical studies, the paper investigates the diverse effects of HR policies on different facets of employee behavior, such as job satisfaction, commitment, performance, turnover intentions, and organizational citizenship behavior. Additionally, this study delves into the moderating effects of organizational culture, leadership style, and employee perceptions on the effectiveness of HR policies in shaping employee behavior. By synthesizing existing research findings and offering insights into potential future research directions, this article aims to dwelve to a deeper understanding of how HR policies influence employee behavior and, consequently, organizational outcomes.

Exploring the Effectiveness of Leadership Styles in Organizational Change Management

The article extensively investigates the role of leadership style in organizational change management, covering a wide range of literature on the subject. The authors have made efforts to present various leadership styles that can facilitate change management processes, including authoritarian, transformational, laissez-faire, servant, transactional, democratic, strategic, bureaucratic, consultative, and participative leadership. The review underscores the essential nature of leadership in ensuring successful organizational change, especially in navigating competitive markets. Furthermore, the review delves into the concepts of leadership and organizational change management, providing detailed explanations of their types.

Pengaruh Gaya Kepemimpinan Transformasional, Budaya Organisasi, dan Motivasi terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Variabel Intervening pada PT. PLP Indonesia

The purpose of this study was to analyze effect of tranformational leadership style, organizational culture and employe motivation to employe performance mediated by job performance at PT. PLP Indonesia. The data were obtained from 179 employees working at PLP Indonesia were selected as respondents using proportionate stratified random sampling. The data were analyzed by multiple linear regression methods and path analysis which was operated through SPSS Software. The results of this study indicated that Transformational leadership style has no significant effect on job satisfaction (1) and employees’ performance (4). Organizational culture has significant effect on employees’ job satisfaction (2) and employees’ performance (5). Motivation has significant effect on employees’ job satisfaction (3) and meanwhile no significant effect on employees’ performance (6). Job satisfation has significant effect on employees’ performance (7). Job satisfaction mediates the influence of tranformational leadership style (8) and the influence of organizational culture (9) has no significant effect on employees’ performance. Job satisfaction mediates the influence of work motivations on employees’ performance significantly (10). Transformational leadership style, organizational culture, and motivation simultaneously affect on job satisfaction (11) and affect on employees’ performance (12).

Factors Influencing Job Performance among Academic Staff in Malaysian Public University

Extensive research has been conducted on the factors that determine job performance. The current study was required by a lack of research relating to the factors of job performance among academic staff in Malaysian public universities. The purpose of this study is to investigate the effects of personality traits, motivation, leadership style, and learner autonomy on job performance. Data was collected from the academic staff of a public university in Malaysia. The probability technique, which is simple random sampling was used in this study. The study is guided by an adapted ten-point Likert Interval Scale structured questionnaire as the main instrument used in collecting the data. Furthermore, the analysis of data was undertaken by using Confirmatory Factor Analysis (CFA) procedures. Structural equation modeling (SEM), a multivariate approach, was used to empirically evaluate and estimate the hypothesized link between constructs using Analysis of Moment Structure (AMOS) software version 20.0. The findings indicate that job performance is significantly and positively related to personality traits, motivation, leadership style, and learner autonomy. Motivation is a significant predictor of job performance when compared to other variables. The study proves that the combination of personality traits, motivation, learner autonomy, and leadership style on job performance may contribute to the optimal service delivery to stakeholders within Malaysia's educational system. Therefore, the implications of the findings, potential limitations, and directions for future research are also discussed

Leadership Styles and Their Effects in Northwest Romanian Multinational Companies

Multinational organizations are considered among the best-performing organizations, both through organizational culture, politics, and education. The management functions of these organizations also generate effective leadership that largely determines the organizational performance and success of the companies. The management performance of managers in these organizations is measured by criteria that influence work efforts, effectiveness, and employee satisfaction. The purpose of this paper is an analysis of leadership styles and their effects on Northwest Romanian multinationals. In this sense, the research aims to fill the gaps in the specialized literature in the field. The research was based on instruments specific to the study of leadership styles,by applying a questionnaire to 140 leaders from 24 multinationals operating in NW Romania. The analysis was made through the prism of the correlations between the attributes and behaviors of the leaders and the results of these behaviors, respectively, the performance indicators. These quantitative data have statistics so as to identify the specific relationships between the leadership styles and their results. Also, the differences in the results were analyzed according to the sectors of activity, industry, and services in which these leaders operate. The results showed extremely small differences, which proves that the effects of leadership styles are significantly equal, regardless of the activity sector of the multinational organizations. The importance of the empirical study resides in the results of the analysis, which can lead to the promotion of effective leadership both in the studied region and in the entire country, as well as in other types of organizations and institutions.

LEADERSHIP STYLE ON JOB SATISFACTION MODERATED BY EMPLOYEE COMMITMENT

Leadership is the process or ability of a person to lead, direct, and influence other people or a group of people in achieving a certain goal or vision. Leadership involves various aspects, including decision making, communication, problem solving, motivation, and developing a vision or direction for an organisation or group. The objective of this study is to evaluate the leadership style that can be adopted by a leader. This study will be conducted to examine the relationship between leadership style and job satisfaction for different groups of employees. Through a detailed review of relevant scientific literature, this study will explore whether the effect of leadership style on job satisfaction is stronger for employees with high work commitment compared to those with low work commitment. The scope of this study is for individuals who work in service and real estate companies, focusing on the problem of intense competitions between major companies and how to distinguish themselves from the rest. At the beginning of this study, this article will use literature review to find the research gap in this field whether local or international. It is hoped that the results of the study in this writing will be able to provide evidence to the gaps in previous studies. This study will be carried out by providing analysis to individuals involved as department or company leaders. The significance of this study will be able to prove that the issue of leadership is a broad and important topic in aspects of life, and the understanding of what leadership is can vary according to the context and approach used in the organisation. Results demonstrate that diverse leadership approaches effectively navigate fierce competition and enhance company efficacy.

CEBU ASIANA LOGISTICS, INC. LEADERSHIP STYLES TOWARDS CREATING ORGANIZATIONAL CULTURE

This study intent to investigate the leadership style of middle to top managers of Cebu Asiana Logistics Inc. and to create an organizational culture for the organization. The researcher made use of Burnss Transformational and Transactional theory of leadership, Edgar Scheins theory, and Denisons Model of Organizational Culture as its theoretical framework for this research work. This study ascertains the leadership styles of managers and supervisors in the organizational culture of Cebu Asiana Logistics Inc. A significant contribution to understanding this concept of leadership styles is the transformational leadership theory of McGregor Burns which has captured the interest of many researchers in the field of organizational leadership over the past three decades. This theory as cited by Purwanto, A. et al. (2020) in their study on the Effect of Transformational and Transactional Leadership Style on Public Health Centre Performance, was developed in the late 20th century by Burns (1978) in his investigation of political leaders. Most of the managers in Cebu Asiana Logistics Inc., are 41 to 45 years old. And the majority are males with bachelors degree holders. They had been with the company for 1 to 5 years of service, and most of them attended seminars in the Maritime Industry Authority and Philippine Ports Authority; Supervisor respondents are mostly belonging to the age bracket of 46 to 50 years; are males and bachelors degree holders. In terms of length of service, they have been working in the company for 1 to 5 years and have attended seminars from the Philippine Ports Authority. Personnel respondents are ages 26 to 30 years old; Majority of them are males, and are bachelors degree holders; They are also working in the company for 1 to 5 years. Based on the significant findings and conclusions of this research, the following recommendations are offered. 1. Managers and supervisors should pursue graduate education and should be given incentives by the company. 2. Managers and supervisors as well as personnel should be given the chance to continuously evaluate the leadership styles and implementation of organizational culture competencies for results that could promote the quality, efficiency, flexibility, and productivity of the whole Cebu Asiana Logistics Inc. system. KEYWORDS: Leadership styles, organizational culture, Transformational leadership, Transactional leadership

Selected Leadership Styles and Corporate Governance: Literature Review on Relationship Perspective

This article provides comprehensive literature analyses of the relationship between selected contemporary/modern leadership styles and Corporate Governance (CG). Do leaders apply appropriate CG as they exercise their leadership styles? Therefore, the paper underscores that a good leadership style embraces good CG. Selected leadership styles such as; transformational, transactional, servant, and authentic leadership, have an impact on CG on aspects such as; stakeholder rights, composition of the board of directors, shareholder’s behavior, management practices, organizational policies, and regulations. The Postulated theories of CG such as; agency theory, stewardship theory, stakeholder theory, and resource dependency theory are explored. The literature findings signify the efficacy and predominance of effective leadership styles in shaping good CG practices and the need for appropriate mechanisms that support and enhance effective leadership.

Pengaruh Gaya Kepemimpinan dan Disiplin Kerja Terhadap Kinerja Pegawai Dengan Motivasi Sebagai Variabel Intervening Pada Biro Perekonomian Kantor Gubernur Provinsi Sumatera Barat

This research aims to investigate the relationship between leadership style, level of work discipline, motivation and employee performance at the Economic Bureau of the Governor's Office of West Sumatra Province, with motivation as an intervening variable. The research method used is a qualitative approach to gain a deeper understanding of organizational dynamics. Data was collected through interviews and observations of employees and leaders at the Economic Bureau. The research results show that effective leadership styles, such as transformative and participative leadership, have a positive influence on employee motivation and performance. On the other hand, a high level of work discipline also has a positive impact on employee motivation and performance through creating a structured and supportive work environment. Employee motivation, as a mediator, plays an important role in linking leadership style, work discipline, and employee performance. This research provides valuable insight into the factors that influence employee performance in the Economic Bureau and their effectiveness on the effectiveness of economic management at the provincial level.

Effective leadership styles to boost employees’ work outcomes during COVID-19 pandemic: perspective of facilities management professionals

PurposeThis study investigated what are the effective leadership styles and practices that boost employees’ work outcomes during the COVID-19 pandemic from the perspective of facilities management professionals (FMPs).Design/methodology/approachThree predominant leadership styles (transformational, transactional contingent reward and disaster management) were operationalized into 38 leadership practices (X variables) and 8 work outcomes (Y variables). The explanatory sequential research design was adopted. Online questionnaire survey was first conducted on FMPs who managed facilities during the critical periods of COVID-19 pandemic in Singapore. In-depth interviews were then carried out with subject matter experts to elaborate on the quantitative findings.FindingsDuring the pandemic, FMPs were significantly stressed at work, but also experienced significant job satisfaction and satisfaction with their leaders/supervisors. Statistical results revealed a range of leadership practices that are significantly correlated with FMPs’ work outcomes. One leadership practice is critical as it affects 4 of the 8 FMPs’ work outcomes - frequently acknowledging employees’ good performance during the pandemic.Research limitations/implicationsThe study explored 3 leadership styles. There are other styles like laissez faire and servant leadership that might also affect work outcomes.Practical implicationsBased on the findings, suggestions were provided to organizations that employ FMPs on how to improve their work outcomes during a crisis such as a pandemic.Originality/valueThe novelty is the discovery that in the context of a global disaster such as the COVID-19 pandemic, the most relevant leadership styles to boost employees’ work outcomes are transactional contingent reward and disaster management leadership. The study adds to knowledge by showing that not one leadership style is superior – all 3 styles are complementary, but distinct, forms of leadership that need to work in tandem to boost FMPs’ work outcomes during a crisis such as a pandemic.

Clinical nurse managers' leadership styles and staff nurses' work engagement in Saudi Arabia: A cross-sectional study.

Effective nurse leadership enhances nurse welfare, improves patient care, and increases organisational success. A lack of adequate, supportive leadership significantly contributes to many nurses leaving the profession. Nurse managers need to prioritise engagement and retention as significant focus areas to address the nursing shortage in Saudi Arabia and accomplish the national program's objectives. To examine the correlation between the leadership styles of clinical nurse managers and staff engagement. This study used a descriptive, cross-sectional, correlational design. The leadership styles of clinical nurse managers were evaluated using the Multifactor Leadership Questionnaire (MLQ-5X). Work engagement was assessed using the Utrecht Work Engagement Scale (UWES). Questionnaires were distributed to 450 nurses in four public hospitals in western Saudi Arabia. Non-probability convenience sampling was used to collect the data. A total of 278 nurses from a range of clinical areas participated in the survey, which revealed that the leadership styles of clinical nurse managers positively or negatively impact nurse work engagement. Most clinical nurse managers exhibit transformational leadership, followed by transactional, then passive-avoidant styles. Respondents displayed a high level of work engagement, emphasising the positive impact of transformational and transactional leadership on work engagement outcomes. The findings showed significant differences in leadership styles and work engagement levels between Saudi and non-Saudi nurses across various dimensions. Understanding the effect of leadership styles employed by nurse managers on work engagement can positively impact staff retention rates and the quality of patient care. Nurse managers should participate in training programs to enhance their practical leadership skills to enhance the work engagement levels of nurses. Nurse work engagement can be improved by establishing training programs that promote effective leadership and highlight the significance of various leadership styles and their subsequent impact on nurse work engagement. Nursing students should receive education on leadership styles. Nursing leaders should be given access to mentoring programs and opportunities for career advancement to support the introduction of effective leadership styles.

PENGARUH GAYA KEPEMIMPINAN DAN KEPUASAN KERJA TERHADAP KINERJA PERAWAT DI RUANG RAWAT INAP A RSUP DR. SOERADJI TIRTONEGORO KLATEN

Inpatient services of RSUP Dr. Soeradji Tirtonegoro Klaten is a complex set of services and giving major contribution in determining the quality of service. Nurses play an important role as the spearhead of the longest and energy dealing with patients. Nurses activities reflect the image of the hospital, nurses' performance is inseparable from leadership and job satisfaction. The purpose of research is knowing the influence the effect of leadership style and job satisfaction toward performance. The type of research is quantitative research with a cross sectional design. Independent variable leadership style and job satisfaction, the dependent variable is the performance of nurses. The registered nurse population as a civil servant ( PNS ), amounting to 75 people, collecting sampling techniques total sampling. Analysis techniques of Multiple linear regression. The results is Significance value of leadership style of 0.022 (Sig.< 0,05) and job satisfaction 0.132 (Sig.> 0,05). Test results of F 15.779 with significance level of 0.000. Adjusted R2 coefficient of 28.5 %. The conclusion is 1) leadership style effect a significant toward the nurses performance, 2) job satisfaction variable does not affect the nurses performance, and 3) Leadership Style And Job Satisfaction simultaneously influence toward the nurse performance of inpatient ard A RSUP Dr. Soeradji Tirtonegoro Klaten.

Effect of Leadership on Employee Performance in Rwanda Revenue Authority

The general objective of this research study was to assess the Effect of leadership on employee performance in Rwanda Revenue Authority. The study used a multiple linear regression model. This study used a descriptive research design since it provides a researcher with first-hand primary data that is collected, maintained, and analyzed for the research goals. The current research was compassed by the following specific objectives: To establish the effect of leadership personality on employee performance at Rwanda Revenue Authority; To examine the effect of leadership styles on employee performance at Rwanda Revenue Authority; To analyze the effect of leaders’ competency on employee performance at Rwanda Revenue Authority; To analyze the influence of leaders’ commitment on employee performance at Rwanda Revenue Authority. The target population in this study was 1248 who are staff at Rwanda Revenue Authority (RRA). The researcher used purposive sampling. The sample size of the study was 269 Rwanda Revenue Authority staff selected from the known population of 1248 staff. Simply, in this study data was collected from both primary and secondary sources. The researcher distributed 269 questionnaires to the respondents, however, 265 respondents submitted in their responses while 4 respondents did not submit their responses. 56.2% of respondents strongly agreed that Leaders at RRA are considerate when dealing with subordinates which motivate staff to work and meet deadlines, 31.7% agreed with the statement, none of respondents were undecided, and 8.7% disagreed with the statement while 3.4% strongly disagreed with the statement. About the second item, 25.7% of respondents strongly agreed that Leaders at Rwanda Revenue Authority live a life of integrity at work and outside work which ignites workers to provide a quality work; 27.9% agreed with the statement, 14.7% were undecided, 24.2% disagreed with the statement while 7.5% strongly disagreed with the statement. 62.3% agreed with the statement that leaders at RRA use transformational leadership style to assist employees meet deadlines, 3.8% of respondents were undecided, and 32.8% disagreed with the statement while 1.1% strongly disagreed with the statement. Moreover, 12.1% of respondents strongly agreed that Transactional Leadership is used in Rwanda Revenue Authority by Leaders and have contributed to Quality of work; 86.8% agreed with the statement, none of respondents were undecided, 1.1% disagreed with the statement and none of respondents strongly disagreed with the statement. 63.8% agreed with the statement that leaders at RRA exhibit work expertise which makes also employees to excel in meeting deadlines, none of respondents were undecided, and 11.7% disagreed with the statement while 23.8% strongly disagreed with the statement. Likewise, 32.5% of respondents strongly agreed that Leaders at Rwanda Revenue Authority are results oriented which also encourages all employees to strive for achieving departmental goals; 67.5% agreed with the statement, none of respondents were undecided, none of respondents disagreed with the statement and none of respondents strongly disagreed with the statement. The researcher used questionnaire as data collection instrument. SPSS version 23.00 (Statistical Package for Social Scientists) was used to analyze the coded data.

Effective leadership styles for men and women in managing CIS companies

Relevance. The relevance of the issue stated in the article is due to the fact that in modern realities, despite all the achievements of feminism, gender stereotypes have a significant impact on the perception of subordinates of their supervisor, depending on whether they are a man or a woman. Purpose. The article is aimed at studying effective behavioural models among team leaders and company managers in the post-Soviet states, taking into account the gender aspect. Methodology. The leading approach in this study is the collection and analysis of information that makes it possible to comprehensively consider the problem of gender perception and leadership styles. The following research methods were used: comparative, statistical, method of structural analysis, methods of synthesis and deduction, method of classification. Results. The article presents the results of a study of effective leadership styles for men and women. The main motives for choosing each specific management style of subordinates are revealed. The analysis revealed the root causes of gender stereotypes among the top management of enterprises, as well as differences in the attitude towards women managers in Western and Eastern European countries. Conclusions. It is necessary to continue research on the development of a methodology for forming a gender balance among managers and solving the problem of preparing heads of institutions for monitoring activities for a rational approach to promoting employees to higher positions based on their professional and leadership qualities, without focusing on the gender aspect. Keywords: management; manager; behavioural models; social role characteristics; femininity and masculinity

Personality and leadership style in generation z: A quantitative study in a higher education institution in Mexico

Purpose: The purpose of this study was to discern the combination of personality traits that most contribute to effective leadership styles in individuals belonging to Generation Z.Design/methodology/approach: We utilized a structural equation model to analyze data from 244 higher education students in Mexico. This approach allowed us to examine the relationship between personality traits, leadership styles, and perceived effectiveness.Findings: Our findings indicate that the transformational leadership style is the most impactful among Generation Z individuals. Furthermore, the personality traits of openness and conscientiousness emerged as the most influential in relation to effective leadership styles.Research limitations/implications: Despite valuable insights, limitations exist due to small sample size (n=244) from one institution, restricting generalizability. The cross-sectional nature provides a snapshot, not accounting for societal/technological shifts affecting Generation Z over time. Self-reported data may suffer from biases. The cultural context focuses solely on a Mexican educational setting. Future research calls for larger, more diverse samples across institutions/countries with longitudinal data to offer enhanced, nuanced understanding of evolving leadership and personality traits within Generation Z.Practical implications: Organizations could enhance effectiveness by fostering transformational leadership among Generation Z employees through coaching/training programs tailored for this cohort. Academically, business curricula would benefit from integrating insights on aligning leadership styles with inherent personality traits.Social Implications: Transformational leadership emergence within Generation Z may propagate leaders equipped to drive innovation, convey visionary goals, and evoke follower commitment to address pressing societal issues.Originality/value: To our knowledge, this study represents the first investigation within the Mexican context examining the interplay of personality traits, leadership styles, and effectiveness among Generation Z individuals.