Integrative Leadership Research Articles

UNCOVERING THE DARK SIDE OF LEADERSHIP: CONSEQUENCES OF TOXIC LEADERSHIP ON TURNOVER INTENTION WITH BPHUBBING AS MODERATION

This research aims to measure the role of toxic leadership which is reinforced by boss phubbing behavior as a moderating variable which negatively influences employee behavior and triggers the employee's desire to leave an organization. We use a sample from 305 employees of private companies and work for both industrial and service companies in Indonesia. The method was carried out by conducting a pre-test using Confirmatory Factor Analysis to determine validity and reliability. Furthermore, this research describes the respondent's profile and tested the hypotheses using the Structural Equation Modelling (SEM) method. The results showed that there was a significant, direct effect from the influence of toxic leadership on job stress, perceived leader integrity, and meaningful work. These three variables also had a significant effect on turnover intention. Moreover, boss phubbing also managed to moderate the relationship between toxic leadership and job stress, perceived leader integrity, and meaningful work. The research is unique because no empirical research before tries to examine the relationship between toxic leadership and Boss phubbing as a supporting element for the emergence of negative behavior for employees.

ANALISIS PENGARUH INTEGRITY LEADERSHIP DAN PENGEMBANGAN KARIR TERHADAP MOTIVASI INTRINSIK DAN KINERJA KARYAWAN PADA PT. ASURANSI JASA INDONESIA CABANG RIAU


 ABSTRACT. Fajar Prihasianto, NIM 2010241802. Analysis of the Effect of Integrity Leadership and Career Development on Intrinsic Motivation and Employee Performance at PT. Asuransi Jasa Indonesia, Riau Branch. Under the guidance of Susi Hendriani and Raden Lestari Garnasih.
 This study aims to determine the effect of Integrity Leadership and Career Development on Intrinsic Motivation and Employee Performance at PT. Asuransi Jasa Indonesia, Riau Branch. This study uses primary data, namely data obtained from the results of questionnaires to employees of PT. Asuransi Jasa Indonesia, Riau Branch. Secondary data from the company such as the general description of the company and the number of employees. The sample in this study amounted to 117 people. The sampling technique is a census or saturated sample. The analytical method used is Path Analysis with the help of the SPSS program.
 The results showed that 1) integrity leadership has a positive and significant effect on intrinsic motivation, 2) career development has a positive and significant effect on intrinsic motivation, 3) integrity leadership has a positive and significant effect on performance, 4) career development has a positive and significant effect on performance, 5) intrinsic motivation has a positive and significant effect on performance, 6) integrity leadership influences performance through motivation, and 7) career development influences performance through motivation.
 
 Keywords : Performance, Intrinsic Motivation, Leadership Integrity and Career Development

Enabling Teams to Implement Innovative Personalized Activation in a Public Sector Context: Why and How Frontline Leadership Matters

This article investigates the strategies used by frontline supervisors to lead teams in the implementation of innovative activation services and the ways in which these strategies are perceived by the frontline workers they lead. Empirical data are collected from team observations and in-depth interviews with frontline supervisors and workers known as employment specialists in a public sector context, i.e., in the Norwegian Labour and Welfare Administration (NAV). In this context,a large-scale programme known as Extended Follow-Up was implemented beginning in 2017 with the aim of improving activation services for persons with complex support needs. We identified two leadership strategies: a) a team-focused strategy based on interdependence, in which frontline workers were encouraged to shape and adapt the activation services to each jobseeker, and b) a rule-focused strategy based on constant monitoring of frontline workers to secure their adherence to predefined tools and aims. The former strategy promoted team cohesion and provided the necessary psychological safety to implement the personalized activation service,while the latter strategy limited the frontline workers’ creativity and room to manoeuvre. Our findings reveal that integrative leadership approaches that combine autonomy with support present greater prospects for successful innovation implementation in a public sector context.

Unveiling the Mechanisms through Which Leader Integrity Shapes Ethical Leadership Behavior: Theory of Planned Behavior Perspective.

Leadership integrity is crucial in shaping ethical leadership or promoting a rigorous adherence to moral principles and standards. This study explores the intricate relationship between leader integrity, moral identification, self-regulation, and ethical leadership behavior, providing practical insights for healthcare leaders seeking to enhance ethical practices. It addresses a critical gap in the research landscape by focusing on individual-level ethical leadership within the healthcare sector, where prior investigations have been limited. This study examines the mediating role of moral identification among leader integrity and ethical leadership behavior. We surveyed 181 health sector workers and employed SmartPLS to assess the conceptualized relationships. The analyses reveal a significant indirect influence of leader integrity on ethical leadership behavior, whereas moral identification mediates the relationship. Our findings further indicate an intriguing moderation effect of self-regulation on the relationship between moral identification and ethical leadership behavior. This divergence from previous research underscores the significance of contextual and methodological factors in studying leadership integrity and ethical behavior. Our study contributes to the literature on the relationship through planned behavior theory by demonstrating that moral identification mediates the relationship between leader integrity and ethical leadership behavior in the context of the theory of planned behavior. Our findings underscore the significance of fostering leader integrity within organizations to indirectly promote ethical leadership behaviors through moral identification. Organizations should prioritize initiatives that cultivate moral identification among their members to enhance ethical cultures.

Relationship Between Integrative Leadership and Performance of Public Boarding Secondary Schools in Frontier Counties: The Mediating Effect of Employee Motivation

Relationship Between Integrative Leadership and Performance of Public Boarding Secondary Schools in Frontier Counties: The Mediating Effect of Employee Motivation

Shaping a leadership style in the process of generational change in enterprise management

The article examines the peculiarities, problems, and means of forming the leadership style of the follower in the process of generational change in enterprise management. A generalization of the theoretical foundations of leadership style formation is carried out. The structure and directions for ensuring the effectiveness of this process have been identified. The leadership system applied by the management of a modern enterprise can be considered a competitive advantage, the preservation of which in the process of changing generations in the management of the enterprise can be achieved by the purposeful formation of a leadership style in persons in the personnel reserve. Work with the personnel reserve should be aimed at forming a synergistic unity of content and communication components of the leadership style and solving the task of harmonizing the value systems and value orientations inherent in the manager and the company's staff. At the same time, considerable attention should be paid to the formation of such elements of leadership behavior as work with values – identification, agreement, correction; working with conflicts - development of communicative competencies of the "mediator" leadership style and the ability to use the potential of conflict to rally and unite followers; emotion management – the ability to identify emotions, changes in emotions and their integration into the motivation process. Using the theory of generations as a tool for identifying the values of different age groups allows us to simplify the mechanism of identifying potential problem areas in leadership relaying and to determine the directions of formation and development of the successor's leadership style. Both traditional forms of professional development (for the creation of essential management competencies) and modern interactive ones, training, and coaching (for the formation of integral leadership formations) should be recognized to ensure the formation of a leadership style during the change of generations at the enterprise. Keywords: leadership, leadership style, management competencies, management, enterprise management, generational theory.

Women’s Leadership and COVID-19 Pandemic: Navigating Crises through the Application of Connective Leadership

International and national crises often highlight behavioral patterns in the labor market that illustrate women’s courage and adaptability in challenging times. The COVID-19 pandemic and resulting changes in the workplace due to social distancing, remote work, and tele-communications protocols showcased women’s power of authenticity and accessibility (interpersonal and personalized experiences) to engage with their constituents effectively. The catalyzed this research was our desire to underscore the importance of studying the impact of COVID-19 on women leaders. The COVID-19 pandemic brought to light specific challenges and disparities women faced in the workplace. It has been asserted that women leaders substantially benefit businesses and organizations and we wanted to test this out through the practices of our research participants. Decades of research reveal that women leaders enhance productivity, foster collaboration, inspire dedication, and promote fairness in the workplace. This article introduces the feminist Connective Leadership Model (CL) an integrative leadership model and one informed by early feminist theory for understanding women’s leadership during the COVID-19 pandemic. A mixed-method study of select US women leaders before and during the COVID-19 pandemic revealed the CL model and its efficacy for adaptive, inclusive leadership in various contexts. First, this article highlights the impact of the COVID-19 pandemic on women’s leadership and behavioral response to the crisis through the lens of the CL model. Second, this article delves into challenges the women leaders faced, including adaptive challenges, isolation, team management, increased caregiving responsibilities, and gender-related disparities. Third, this article reframes women’s voices articulated through a crisis management leadership framework coupled with an understanding and application of the behaviors defined through complexity theory which are aligned with the CL model. Finally, the article discusses the four ‘As’ of crisis leadership: authenticity, alignment, awareness, and adaptability. The application of the CL model provides an effective framework for determining the most appropriate leadership behaviors within the complex challenges of a crisis; it enables the leader to focus on personal, employee, and organizational well-being.

Relationship Between Integrative Leadership and Performance of Public Boarding Secondary Schools in Selected Counties Under the FCDC Kenya: The Mediating Effect of Employee Motivation

An integrative leadership framework from an educational perspective is vital in understanding the efforts that are put in by school leaders to support overall school performance. Integrated leadership is also critical in the management and the development of partnerships aimed at increasing the quality of school performance. An integrative kind of leadership motivates members of the school community to maximize their overall performance. Integrative leadership combines the qualities of servant leadership, authentic leadership, and value-based leadership while simultaneously addressing their weaknesses. This paper sought to ascertain the mediating effect of employee motivation on the relationship between integrative leadership and the performance of public boarding secondary schools in selected Counties under the FCDC Kenya. This paper critiqued empirical studies linking the relationship between integrative leadership and performance and the mediating role of employee motivation. This study adopted a pragmatism research philosophy. This study also triangulated data using both qualitative and quantitative methods. The target population included all public boarding secondary schools from four FCDC Counties namely Lamu, Isiolo, Samburu, and Wajir. The study also targeted student leaders, teachers, principals, stakeholders (Board of Management representatives, County, and Teachers Service Commissions (TSC) Directors). The sample included 300 student leaders from 16 public boarding secondary schools in four FCDC Counties. A sample of 96 teachers, 16 principals, 16 Board of Management (BOM) stakeholders, 4 county directors of education and 4 TSC county directors; and 4 representatives of development partners also formed part of the sampling units. Therefore, the total sample size was four hundred and forty (N=440). Questionnaires were used to gather information from the teachers and students while interview guides were used to gather information from the school principals, BOM representatives, and County Directors of education. Interview guides were open-ended and detailed. Data was analysed using both quantitative and qualitative data analysis approaches based on the research objectives. Descriptive statistics was used to summarize quantitative data and the results were presented in frequencies and percentages, while inferential statistics were used to test the study hypothesis. Qualitative data on the other hand was summarized and reported in themes. The study revealed that integrative leadership has a significant relationship with the performance of public boarding secondary schools in selected Counties under FCDC Kenya. Further, the study findings indicated a partial mediating effect on the mediating role of employee motivation on the relationship between integrative leadership and school performance.

In Integrity We Trust: Organizational Crisis Elevates the Importance of Leader Integrity

In Integrity We Trust: Organizational Crisis Elevates the Importance of Leader Integrity

Transformational leadership for technology integration in schools: Empowering teachers to use technology in a more demanding way

The present study aims to investigate whether the transformational leadership practices of school principals support teachers in using digital technologies in a way that fosters students' engagement in cognitively demanding learning activities in class. To this end, teachers' positive beliefs about digital technology, their technical skills, the digital school infrastructure, and teachers' skills in teaching with digital technologies were investigated as relevant mediators of the relationship between transformational leadership and technology integration. Based on a survey of 2247 upper secondary education teachers in Switzerland, multilevel correlation and structural equation modeling analysis indicated that transformational leadership had a significant and positive impact on the digital school infrastructure, teachers' positive beliefs about digital technology, their technical skills, and their skills in teaching with digital technologies. In turn, all of these factors, except the digital school infrastructure, significantly and positively predicted higher levels of technology integration. These findings position principals’ transformational leadership approaches as crucial in supporting teachers as key players in technology integration in the classroom.

ANALISIS INTEGRITAS PEMIMPIN DALAM KELOMPOK SEL BAGI PENINGKATAN ROHANI JEMAAT DI GEREJA BETHEL INDONESIA TABGHA TANJUNG PIAYU BATAM.

Christian leadership should follow the example of Jesus Christ. Small groups are a biblical pattern that occurs in fulfilling God's grand plan for the salvation of humanity, as demonstrated by Jesus with His twelve disciples. True Christian small groups can lead everyone to become disciples of Jesus by carrying out the Great Commission. The integrity of leaders within small groups is believed to bring spiritual growth to the congregation in the local church, leading more people to come and seek God during worship. This research was conducted with the aim of determining the extent of Leader's Integrity, Small Group, and Spiritual Growth in Tabgha Church in Tanjung Piayu, Batam. After collecting all the data from interviews and observations, the researcher proceeded to analyze the data in accordance with the research methodology outlined in the research chapter. The study found a coherence between words and actions; leaders who hold their duties and responsibilities can achieve predetermined goals. Leaders who adhere to the planned course from the beginning, along with all the risks involved, must possess honesty, responsibility, set an example, have the courage to rebuke those who do wrong, but also courageously praise those who do well according to the given direction. Trustworthy leaders are those who can guide, assign tasks in line with the established objectives, stay focused on those objectives, and provide updates on progress made.

The Role of Strategic Agility in Achieving Organizational Excellence in the Presence of Organizational Flexibility As a Mediating Variable in the Jordanian Telecommunication Companies

This study aimed to measure the impact of strategic agility and its dimensions as an independent variable on achieving organizational excellence as a dependent variable with the presence of organizational flexibility as a mediating variable in Jordanian telecommunication companies. The study population consisted of the companies' upper & middle management employees and considered the whole population. A questionnaire was used as a tool to collect data. The results showed that the level of strategic agility, as well as the level of organizational excellence and organizational flexibility were high on the five-point Likert scale and that there is a statistically significant impact at the level of significance (α ≤ 0.05) of strategic agility and its dimensions (strategic sensitivity, leadership unity and resource fluidity) on organizational excellence with the presence of organizational flexibility as a mediating variable in Jordanian telecommunication companies. The study recommends that Jordanian communication companies need to implement strategic agility in all their administrative structures, as well as the application of organizational flexibility so that they can continue to achieve sustainable competitive advantage.

180° view on general practitioners’ leadership skills: practice-level comparisons of leader and staff assessments using data from the cluster-randomised controlled IMPROVEjob study

ObjectivesStrong primary care leaders are needed to assure high quality services for patient populations. This study analysed general practitioners’ (GP) leadership skills comparing practice-level self and staff assessments based on...

Linking Sustainable Supplier Selection to Firm’s Sustainable Performance: The Moderated Mediating Role of Supplier Development and Leadership for Functional Integration

This study aims to investigate the moderated mediation model in which leadership support for functional integration complements sustainable supplier selection to enhance a firm’s sustainability performance by promoting sustainable supplier development practices. We tested the proposed hypothesis using 289 data collected from multiple sources of manufacturing firms. Our results reveal that sustainable supplier selection indirectly enhances a firm’s sustainability performance via sustainable supplier development practices. In addition, our results highlight that leadership support for functional integration strengthens this indirect relationship. This study contributes to the sustainability management literature by providing insights into how firms promote sustainability performance by combining leadership with sustainable supplier management.

Understanding Leader Integrity on Employees’ Perceived Inclusion through Mediating Role of Leader-Member Exchange

Understanding Leader Integrity on Employees’ Perceived Inclusion through Mediating Role of Leader-Member Exchange

The Role of Developing Individual Leaders to Enhance Organizational Performance: The Human Capital Perspective

There is evidence showing the role of developing individual leaders to enhance organizational performance. However, both theoretical and practical works relating to components of leadership development practices and organization-level performance are required in the literature. To close this gap, a model analyzing the impact of two components of leadership development methods on the growth of human capital, which in turn improves organizational performance, was presented. The differentiation leadership development practice component is directed primarily at developing the intrapersonal knowledge, skills, and abilities of leaders, while the integration leadership development practices component helps develop leaders’ interpersonal knowledge, skills, and abilities. Primary data were collected using a structured questionnaire from a sample of 336 bank managers to test the proposed hypotheses. The collected data were analyzed using Structural Equation Modeling. The results of the data analysis revealed that the differentiation leadership development practice was positively correlated with human capital and that human capital may explain the correlation between this practice and organizational performance.

Leadership styles: a study in Latin America, the United States and Europe

Introduction: leadership styles vary in organizations due to multiple factors, such as policies or organizational culture. Today's globalized world and post-pandemic times require a leader capable of integrating people and motivating them to achieve objectives. Objective: the aim of this study was to analyze leadership styles in organizations in Latin America, the United States and Europe. Method: a sample of eighty-one leaders were administered a questionnaire composed of twenty-one items, in order to evaluate the leadership style with the Blake and Mouton test, in order to identify whether leaders are people-oriented or task-oriented. Results: once the test was applied to the leaders of the study sample, it was found that 1,23 % are social leaders, 4,94 % are authoritarian leaders and 93,83 % are team leaders.Conclusions: today's society demands an integrative leadership style that helps transform the work team. Research on leadership identifies multiple factors that can lead to the selection of a leadership style. In this regard, the results obtained revealed that the team leadership style is the one most used by leaders

“This is not going to be a quick fix”: a grounded theory study of superintendents leading school integration through redistricting

PurposeThis study investigated how superintendents lead the process of within-district racial and socioeconomic integration.Design/methodology/approachThe researchers used Constructivist Grounded Theory methodology to analyze interviews with superintendents, documents and videos from four school districts in suburban, southeastern Pennsylvania.FindingsThe emergent “Leadership for In-District Integration” theory indicated that superintendents who led redistricting initiatives aligned their systems for organizational equity only after developing culturally competent leadership practices and building trusting relationships within the school community. Despite these efforts, only two of the four districts achieved racial or socioeconomic balance in the targeted grade levels. In all districts the efforts to integrate their schools for equity were ongoing.Practical implicationsThe current study's findings indicate that school leaders may face less conflict with constituents about school desegregation if they capitalize on existing needs to redraw district boundaries for other purposes. Superintendents seeking to engage in such work should set clear goals for what constitutes desegregation, view integration as more than demographic balancing and seek support to develop culturally competent leadership practices that build trusting relationships among community members.Originality/valueThe Leadership for In-District Integration theory adds conceptual and practical value to the field of educational administration by effectively illustrating what it meant to superintendents to integrate a school system and revealing insights that may help other school leaders make such a change. This research is significant because it is one of the few studies that focuses primarily on leadership factors associated with integration within suburban school districts.

The role of CEO accounts and perceived integrity in analysts’ forecasts

Although holding oneself accountable is deemed important for effective leadership, CEOs tend to demonstrate a self-serving tendency when reporting their company’s performance to the financial community. Leaders do so by providing internal accounts for favorable performance and external accounts for unfavorable performance. The effects of this strategy on the financial community’s judgments of a company’s value, however, is frequently mixed. Guided by the actor-observer perspective, we propose that observers (i.e., analysts) are likely to provide higher forecasts for firms whose CEOs attribute unfavorable organizational outcomes to internal factors and favorable outcomes to external factors. Integrating this conceptual perspective with attribution theory, we predicted that CEO accounts will have a stronger influence on analysts’ forecasts when the company performs unfavorably versus favorably. Results of archival data analysis (N = 35,676 quarterly earnings conference calls) generally supported our hypothesis, and were then replicated in a pre-registered follow-up field experiment (Study 2; N = 307), showing that analysts’ perceptions of the leader’s integrity mediated the effects of CEO accounts on analysts’ evaluation of the company. The mediating role of leader integrity was only significant when the company performed unfavorably (versus favorably). The present research adds to theory on causal accounts and perceived leader integrity, while offering guidance on how leaders’ accounts can relate to observers’ evaluations of those leaders and their companies.

Developing identity of conscientious business-to-business organizations through integrative leadership

A more in-depth approach to sustainability by the B2B companies, going beyond the standard requirements of CSR and acting as conscientious organizations that advance the balanced creation of value for different stakeholders has been called for. Organizations should advance behaviors based on their purpose and distinctive capabilities, especially focusing on the long-term effects of their actions. In spreading the consciousness throughout the organization, leadership plays a significant role. In responsible leadership literature, integrative approach has been put forward suggesting broadening the scope of leadership beyond formal leaders to incorporate a variety of people with different backgrounds, experiences, and knowledge to enhance conscientious actions throughout and outside the organization. The present study employs existing knowledge of conscientious organizations and integrative leadership to identify how a conscientious organization in a B2B context develops its organization identity. The empirical part of the study includes a single case study of a B2B firm operating in the software industry. By abductive analytical approach, the study identifies practices strengthening the organization identity of a conscientious B2B organization, but also the underlying strategic choices and related tensions in the development towards in-depth conscientiousness.