Influence Of Leadership Behavior Research Articles

The impact of leadership behaviors on organizational innovative performance and learning in AI-driven Industry 5.0 environments

Purpose Our aim was to elucidate how leaders’ behaviors may impact innovation and organizational learning in a fast-changing, human-centric and sustainability responsive AI-driven Industry 5.0 environment. Design/methodology/approach An unsystematic narrative review of relevant literature was conducted focusing on the influence of leadership behaviors on innovation and learning in Industry 5.0 environment. Findings We found that leadership behaviors that align with Industry 5.0 demands and values must emphasize collaboration, empathy, and continuous learning. The translation of leaders’ actions into desired outcomes requires a psychologically safe work environment, ensuing team cohesion, empowering team members, promoting a learning culture, engendering trust, and vision and goal alignment. Research limitations/implications Being aware of leadership qualities required in Industry 5.0 environment, characterized by machine–human collaboration, sustainable innovations, and continuous learning, enables organizations to focus their recruitment efforts on leaders’ characteristics that align with this environment. It also helps them design suitable leaders’ training and development programs. This study requires further expansion and empirical testing to validate the proposed model. Originality/value There is a plethora of studies on leadership in various contexts; however, there is very little research on the type of leadership that maybe effective in the fast changing and AI-driven Industry 5.0 environment. The findings of this paper shed light on such a leadership.

Seeing Employee Performance Through the Influence of Leadership Behavior and Work Environment with Mediation of Public Service Motivation in the Public Service Regional Apparatus Organization in the City of Kendari

Seeing Employee Performance Through the Influence of Leadership Behavior and Work Environment with Mediation of Public Service Motivation in the Public Service Regional Apparatus Organization in the City of Kendari

The Influence of Leadership Behavior and Organizational Justice on Lecturer Performance

The Influence of Leadership Behavior and Organizational Justice on Lecturer Performance

Leadership Behaviours and Organisational Commitment Mediated by Job Satisfaction of Academic Staff at Kyambogo University

The study examined the relationship between leadership behaviours and the organisational commitment of academic staff at Kyambogo University, mediated by job satisfaction. Specifically, the study tested the influence of leadership behaviours on organisational commitment and job satisfaction, the influence of job satisfaction on the organisational commitment of academic staff, and the mediating effect of job satisfaction on the influence of leadership behaviours on organisational commitment. Based on the three-component model by Allen and Meyer (1990), organisational commitment was studied in terms of affective, continuance, and normative commitment. The study adopted a correlational research design on a sample of 175 full-time academic staff of Kyambogo University. The study utilised a self-administered questionnaire to collect the data. Data analysis involved carrying out partial least squares structural equation modelling (PLS-SEM). The results indicated that leadership behaviours positively but insignificantly influenced job satisfaction, while job satisfaction positively and significantly influenced organisational commitment, and leadership behaviours positively and significantly influenced job satisfaction. The results also revealed that job satisfaction partially mediated the influence of leadership behaviours on organisational commitment. The study concluded that while leadership behaviours are not a prerequisite for increasing organisational commitment among academic staff members, they improve academic staff members' job satisfaction. Also, academic staff members' commitment is increased by their job satisfaction, and job satisfaction partially significantly affects the association between leadership behaviours and academic staff members' commitment. The study recommends that to improve organisational commitment, university leaders should not overfocus on leaders’ behaviours. Nevertheless, to improve job satisfaction, they should exhibit those leadership behaviours that enhance job satisfaction. Further, university leaders can improve academic staff satisfaction by implementing appropriate job satisfaction practices. Last but not least, in addition to good leadership practices, university leaders should implement appropriate job satisfaction practices to enhance academic staff members' commitment

The relationship between coaching behaviors by situational leaders and new employee engagement

PurposeResearch suggests that leaders influence employee engagement and their connection to the organization, their manager and their team. However, the influence of leadership behaviors on new employees requires further investigation.Design/methodology/approachThis nonexperimental, cross-sectional, quantitative, exploratory study examined Situational Leadership II (SLII) behaviors, specifically the Coaching (S2) style and new employee engagement. New employees that had worked with medium-sized organizations (100 to 999 employees) for less than a year were surveyed using the Leadership Action Profile II (LAPII; The Ken Blanchard Co., 1979) and the Utrecht Work Engagement Scale-9 (UWES-9; Schaufeli and Baker, 2003). Regression analysis was used to determine the degree to which the SLII leaders’ behaviors explained new employee engagement. The research question and hypotheses explored the gap between SLII behaviors and new employee engagement.FindingsThe findings of this research indicated a positive relationship between the SLII leadership style of Coaching (S2) and new employee engagement. It is important to engage new hires in order to reduce turnover.Originality/valueThe SLII leadership style of Coaching (SW) was studied and in relation to new employee engagement. New hire engagement (those working for an organization for less than a year) is not an area that has been studied in relation to coaching in medium sized organizations and this article contributes to the literature.

Pengaruh Perilaku Kepemimpinan Terhadap Motivasi Kerja Pegawai Pada Kantor Desa Abbanuangnge Kecamatan Maniangpajo Kabupaten Wajo

This research was motivated by preliminary research at the Abbanuangnge Village Office, Maniangpajo District, Wajo Regency, with initial information that could be obtained, namely the impression that the work motivation of employees at the Office, a number of ideals were thought to be influenced by leadership behavior which was also not ideal. This research aims to examine the influence of leadership behavior on employee work motivation at the Abbanuangnge Village Office, Maniangpajo District, Wajo Regency. This research uses quantitative research methods. The population in this study was all 8 Abbanuangnge Village Office employees. The sample in this research uses a saturated sample, namely a sampling technique when all members of the population are used as samples. The primary data source is in the form of a questionnaire. The data analysis techniques used are descriptive statistical analysis, correlation analysis, coefficient of determination, simple linear regression. The questionnaire measurements answered by respondents used a Likert scale which was processed using the Statistical Product and Service Solution (SPSS). The results of this research show that training has a positive and significant influence on the performance of civil servants at the Pammana District Office, Wajo Regency. Meanwhile, the R2 (R Square) value is 0.623, which shows that the percentage contribution of the Training variable to the Civil Servant Performance variable at the Pammana District Office, Wajo Regency is 62.3%.

Influence of Leadership Behavior of Basketball Coaches on Athletes' Motivation and Training Satisfaction in Applied College Basketball Teams in Yunnan Province

Influence of Leadership Behavior of Basketball Coaches on Athletes' Motivation and Training Satisfaction in Applied College Basketball Teams in Yunnan Province

Influence of Leadership Behaviors of School Heads on the Performance of Teachers in Nueva Vizcaya

Influence of Leadership Behaviors of School Heads on the Performance of Teachers in Nueva Vizcaya

Leadership Behavior on Organizational Performance in Indonesian Government

This research generally aims to determine the influence of leadership behaviour on organizational performance through the values of religiosity and organizational commitment in the Jambi provincial government. Based on an understanding of these objectives, the researcher used the Grand Theory a human resource management which is related to the Middle Range Theory is organizational behaviour which is the scientific parent of the research and the Applied Theory used in this research is the Leadership Style Theory: Leadership behaviour Approach, Religiosity, commitment and performance, each of which can be specifically reduced into variables as well as the relationship between the grand theory with middle range theory, the respondents in this study were all civil servants in the Jambi Provincial Government. The total sample of respondents was 387 people. To find out whether the model created based on observational data matches the theoretical model or not, a model match index is needed. The results of this research found that leadership behaviour through religiosity values and organizational commitment has an influence on organizational performance in the Jambi provincial government.

How Emotional Contagion among Teachers Affects the Relationship between Transformational Leadership and Team Cohesion.

Teachers and educators are experiencing turmoil under the drastic changes in educational practices caused by the COVID-19 pandemic. According to research, transformational leaders effectively facilitate organizational change by fostering teachers' sense of belonging and boosting social identity in their team members, which can result in better team well-being via higher team cohesion. Recently, research has increasingly explored the role of emotional contagion and its relationship with leadership. Accordingly, the current study aims to delve deeper into the role of emotional contagion in linking transformational leadership to cohesion among teachers in the school setting. To this purpose, 581 teachers from northern Italy filled out a self-report questionnaire (72.1% female, Mage = 47.06, and SDage = 11.42). A moderated mediation model was tested to assess the mediating role of organizational identification in the relationship between transformational leadership and team cohesion and how emotional contagion may moderate this association. The obtained results provided support to the hypothesized model. Overall, the present study corroborates the critical role of school principals' behavior in fostering greater organizational identification among teachers, which is associated with better team cohesion. This study constitutes an early attempt to gain more insight into the role of emotional variables in explaining the influence of leadership behavior.

Leadership Behaviours and Job Satisfaction of Academic Staff of Kyambogo University, Uganda

This study examined the influence of leadership behaviours on the job satisfaction of the academic staff of Kyambogo University in Uganda. Specifically, the study examined the influence of participative, supportive, directive and achievement-oriented leadership on the job satisfaction of academic staff in Kyambogo University, Uganda. Job satisfaction was studied in terms of intrinsic and extrinsic job satisfaction. Using the quantitative approach for inferential analysis, the study adopted the correlational research design on a sample of 175 full-time academic staff. The study used a self-administered questionnaire to collect the data. Data analysis involved carrying out Structural Equation Modelling (SEM) using SmartPLS. The results indicated that while participative, supportive and directive leadership positively and significantly influenced the job satisfaction of full-time academic staff, achievement-oriented leadership had a negative and insignificant influence on the job satisfaction of academic staff. The study concluded that while participative, supportive and directive leadership behaviours are imperative for the job satisfaction of full-time academic staff, achievement-oriented leadership is not. Therefore, it was recommended that to boost the job satisfaction of academic staff, managers of universities should promote participative, supportive and directive leadership than achievement-oriented leadership

Nurses' perceptions of the influence of leadership behaviours and organisational culture on patient safety incident reporting practices.

Patient safety is a priority for all healthcare organisations. Enhancing patient safety incident reporting practices requires effective leadership behaviours at all levels in healthcare organisations. To explore nurses' perceptions of the influence of nurse managers' leadership behaviours and organisational culture on patient safety incident reporting practices. A descriptive, cross-sectional, correlational design was adopted with a convenience sample of 325 nurses from 15 Jordanian hospitals. Respondents had positive perceptions of their nurse managers' leadership behaviours and organisational culture. There was a significant positive relationship between leadership behaviours and organisational culture (r=0.423, P<0.001) and between leadership behaviours and actual incident-reporting practices (r=0.131, P<0.001). Additionally, there was a significant positive relationship between organisational culture and incident-reporting practices (r=0.250, P<0.001). Healthcare organisations must develop leaders who will foster a supportive and just culture that will enhance nurses' practice with regards to reporting patient safety incidents.

Influence of leadership behaviours in enhancing employee performance with reference to work characteristics of virtual teams

Influence of leadership behaviours in enhancing employee performance with reference to work characteristics of virtual teams

The role of a leader in the processes of social responsibility of business and management of the company’s financial activities

The article is devoted to the justification of the role of the leader in the process of functioning of the enterprise and the influence of his initiatives on the development of social responsibility of business. In the conditions of the growth of socio-economic changes, the role of leadership in the processes of social responsibility of business and management of financial activities of the company acquires significant importance, the use of the potential of leadership influence is especially relevant. The purpose of the article is to substantiate the influence of leadership behavior on the processes of social responsibility of business and financial results of the company. The significance of the influence of the head of the enterprise as a leader in the processes of socially responsible business has been proven. A socially responsible business should involve all members of the work team, but the vector of movement is still set by the leader. It was determined that the problem preservation financial stability at the same time use commercial methods for active development social impact creates unique challenges for leadership and management. The three key roles of a socially responsible business leader are justified: leadership in society, strategic management of the organization, and personal leadership. Each one with three roles brings unique challenges and considerations for a leader socially responsible business. The roles should not be considered separately, but as a whole. The ideal socially responsible business leader must combine practices and personal qualities that optimally match each role. It has been proven that a modern socially responsible business leader must acquire different leadership styles, in accordance with various socially responsible business initiatives. Rigid and flexible aspects of social initiatives are highlighted. The scientific novelty of the work consists in the development of recommendations regarding the choice of leadership styles, in accordance with various aspects of socially responsible business (rigid and flexible) and social initiatives. It is proposed to consider the correspondence of leadership styles to socially responsible business initiatives. Among the leadership styles, the following are distinguished: authoritarian, democratic, sociable, visionary, leading leader, coach leader, servant leader. The development of leadership skills is useful not only for managers and leaders, but also for everyone who has to work in a team to achieve the goal and implement socially responsible business initiatives.

Quality of leadership and self-rated health: the moderating role of ‘Effort–Reward Imbalance’: a longitudinal perspective

ObjectiveLongitudinal studies on the influence of leadership behavior on employees’ self-rated health are scarce. As a result, potential mechanisms describing the impact of leadership behavior on health have not been adequately investigated so far. The present study accounts for the influence of leadership behavior on self-rated health within the framework of the Effort–Reward Imbalance model.MethodsThe study was conducted on the basis of a cohort which comprised a random sample of healthcare workers from ten different hospitals and one elderly nursing home in Germany. A 2-level repeated measurement model with random intercept and slopes was modeled, since it was aimed to account for individual as well as intra-individual variation of subjective health across three time points over 36 months. Beside ‘Effort–Reward Imbalance’ and ‘Quality of Leadership’ from the Copenhagen Psychosocial Questionnaire, physical and mental health was assessed by German version of the SF12 multipurpose short-form measure of health status.Results‘Effort–Reward Imbalance’ and a lack in ‘Quality of Leadership’ negatively affect self-rated physical health. No effect was found for self-rated mental health. Effort–Reward Imbalance significantly moderates the effect of ‘Quality of Leadership’ on self-rated physical health.ConclusionThe findings, and the interaction effects in particular, suggest that leadership behavior moderated by factors such as appreciation and support, influences self-rated physical health. The study therefore provides an interpretation for leadership behavior and its influence on employees’ self-rated health within the ‘Effort–Reward Imbalance’ model.

Perilaku Kepemimpinan, Promosi Jabatan, dan Lingkungan Kerja Fisik terhadap Kinerja Karyawan

This research aims to examine and analyze the influence of leadership behavior, promotion, and physical work environment on the performance of employees of PT. Pawnshop (Persero) Medan. This research method is descriptive quantitative. Population and research sample using saturated sampling technique. Data analysis techniques start from data compilation, data tabulation to the testing stage. The statistical method used is multiple linear regression analysis. The results showed that 89.3% of employee performance can be explained by independent variables and the remaining 10.7% is explained by other factors that have not been considered in this regression. In conclusion, simultaneously and partially leadership behavior, promotion, and physical work environment have a significant effect on the performance of employees of PT. Pawnshop (Persero) Medan.&#x0D; Keywords:Employee Performance, Physical Work Environment, Leadership Behavior, Promotion

Peran Eudaimonic Well Being sebagai Mediasi Pengaruh Perilaku Kepemimpinan terhadap Kinerja Organisasi UMKM

Business organizations in MSMEs are oriented towards profit achievement and can contribute to the economy. Efforts in achieving the goals of MSMEs should be organizational leaders who can empower the potential of each employee. The role of the leader can create a comfortable environment that can encourage increased employee performance, one of the factors is the happiness felt from employees when carrying out work in the organization. The aims of this study are (1) to analyze the influence of leadership behavior on the organizational performance of MSMEs; (2) analyze the influence of leadership behavior on eudaimonic well being; (3) analyzing the effect of eudaimonic well being on the organizational performance of MSMEs; (4) analyzing the role of eudaimonic well being in mediating the influence of leadership behavior on the organizational performance of SMEs. The data analysis method used is Structural Equation Modeling (SEM) measurements using SmartPLS software. The results of the study are (1) leadership behavior shows a significant positive influence on the organizational performance of SMEs; (2) leadership behavior shows a significant positive effect on eudaimonic well being; (3) eudaimonic well being shows a significant positive effect on the organizational performance of SMEs; (4) eudaimonic well being as a mediation of the influence of leadership behavior shows a significant positive influence on the organizational performance of SMEs

Pengaruh Motivasi Intrinsik Terhadap Prestasi Belajar Siswa pada Mata Pelajaran Bahasa Arab Kelas V di MI Al Azkia Tenjolaya Bogor

Teacher work loyalty is a measure of loyalty which is described by the ability of employees to defend and maintain the company / organization both in the area and outside the work area. This study aims to determine the contribution of leadership behavior to teacher job loyalty. This research was conducted in private high schools throughout Cibungbulang District. The number of samples taken was 25 teachers, with a non-probability sampling method with a sampling technique, namely saturated samples. This research uses a quantitative approach with a survey method. Data collection techniques using a questionnaire or questionnaire. The data analysis technique used is simple linear regression. Based on the results of the analysis, it shows that there is a contribution between leadership behavior and teacher work loyalty. This shows that the stronger the influence of leadership behavior, the higher the job loyalty generated by the teacher. Therefore, to foster job loyalty to teachers, a leader is expected to further improve leadership behavior in order to increase teacher job loyalty.Keywords: Leadership Behavior, Teacher Work Loyalty

Influence of Leadership Behavior and Management Process on Immunization Program Implementation

Background: Indonesia is still ranked 4th in the world for having low DPT3 immunization coverage among children. Complete basic immunization coverage is targeted at 95% according to the strategic plan of Indonesian Ministry of Health, but it still achieves at 91.1%. This study aims to analyze leader behavior and health center management on immunization program implementation.Method: Quantitative research using a cross-sectional design was conducted at the Puskesmas Biru-Biru Deli Primary Healthcare Center, Serdang District. The research population and samples consist of 122 respondents which include all 121 midwives in 17 villages and one person in charge of immunization services. The survey data were analyzed using the chi-square test and logistic regression test.Results: The chi-square test showed an influence of leadership behavior and management process on immunization program implementation (p = 0.000). In the last stage of logistic regression analysis, one variable that most dominantly affected the program implementation is management process (p = 0.0000; OR = 25,497; 95% CI = 6.475-100.406). The primary healthcare center needs to improve leader’s behavior and management process.

PENGARUH PERILAKU PIMPINAN, DISIPLIN KERJA, DAN GAJI TERHADAP KINERJA KARYAWAN PADA DEPARTEMEN PRODUKSI PT. GEMBIRA BATAM

The purpose of this study was to determine: (1) To determine the effect of leadership behavior on employee performance at PT. Gembira Batam. (2) To determine the effect of work discipline on employee performance at PT. Gembira Batam. (3) To determine the effect of salary on employee performance at PT. Gembira Batam. (4) To determine the effect of leadership behavior, work discipline and salary simultaneously affecting employee performance at PT. Gembira Batam. The dependent variable of this study is employee performance (Y). The independent variables include: leadership behavior (X1), work discipline (X2), and salary (X3). The research method used is quantitative research methods. The sampling technique used purposive sampling method with a total sample of 67 people. The data collection technique uses a questionnaire that has been tested for validity and reliability. The data analysis technique used to answer the hypothesis is multiple regression, t test, F test, and R2. The results of this study indicate that: (1). There is an influence of leadership behavior on employee performance at PT. Gembira Batam is evidenced by the t value of 2.478 with a significant value of 0.000 &lt;0.05 and a regression coefficient of 0.023, (2). There is an effect of work discipline on employee performance at PT. Gembira Batam is evidenced by the t value of 5.794 with a significant value of 0.000 &lt;0.05 and a regression coefficient of 0.392, (3). There is an effect of salary on employee performance at PT. Gembira Batam is evidenced by the t value of 9.973 with a significant value of 0.000 &lt;0.05 and a regression coefficient of 0.584, and (4). There is an influence of leadership behavior (X1), work discipline (X2), and salary (X3) simultaneously. on employee performance at PT. Gembira Batam. evidenced by the calculated F value of 58.027 with a significant value of 0.000 &lt;0.05.