Dimensions Of Leadership Research Articles

Climate leadership competencies in public sector organisations in the Pirkanmaa region of Finland

Regions play an important role in concretising climate change mitigation and adaptation action. In this study, we asked those who work in designing and implementing climate strategies in regional public sector organisations in the Pirkanmaa region of Finland, for their views on what is needed for climate leadership in a regional organisation. We characterise the attributes of a climate leader in the context of regional public sector organisations in terms of the resources, processes, challenges and motivations in their work on climate change mitigation and adaptation, and describe the competencies needed for regional climate leadership. This research aims to support education design better to respond to the needs of regional climate actors.

Does empowering leadership behavior affect employee performance? The mediating role of workforce agility

PurposeWorkforce agility (WFA) is an emergent research topic in volatile times. However, there is a lack of research in understanding the leadership dimension that triggers such an attribute in organizations. Our study aims to understand the impact of workforce agility on empowering leadership behavior and employee performance dimensions (task performance, contextual performance and counterproductive work behavior).Design/methodology/approachWe collected data from 236 employees using reliable, validated scales and conducted various statistical analyses.FindingsOur results demonstrated that WFA (1) partially mediated the relationship between empowering leadership and contextual performance (CP), (2) has not mediated the relationship between empowering leadership and counterproductive behavior (CWB) and (3) mediated the relationship between empowering leadership and task performance (TP).Practical implicationsOur research has practical implications for management practitioners. It suggests hiring and developing an agile workforce through appropriate training and development programs can significantly impact organizational performance. Furthermore, it provides insights into building leadership capabilities that sustain workforce agility practices, empowering leaders to make informed decisions.Originality/valueOur research fills a significant gap in the existing literature by exploring the effects of WFA on leadership and performance. This novel approach provides a fresh perspective on the dynamics of organizational behavior, making it a valuable addition to the field.

Enhancing understanding of broad-based pedagogical leadership in Finnish early childhood education through cultural artifacts

This ethnographic case study examines the artifacts of the leadership culture of one Finnish early childhood education (ECE) center and how they appear from the perspective of broad-based pedagogical leadership. Qualitative content analysis with a directed approach was guided by Pasquale Gagliardi’s and Mary Hatch’s definitions of artifacts. In addition, artifacts were analyzed through broad-based pedagogical leadership. Based on the analysis, thirteen activities, six verbal expressions, and thirteen objects of leadership culture were found in the data. Most of the artifacts were indirect pedagogical leadership, and some had several purposes due to staff interpretations. The interpretations varied both between the leaders and the staff but also within the staff. The findings indicate that symbolic leadership is present in many leadership situations and that a lack of knowledge about the symbolic and cultural dimensions of leadership can undermine leaders’ good intentions. The results of the study can be utilized in practical work in leading organizational cultures and in structuring pedagogical leadership in ECE. Additionally, the research has theoretical implications by enriching leadership research in ECE and enhancing the concept of broad-based pedagogical leadership, which can be used in leadership training programs in the field of education.

Dimensions of Job Demands Among New-Generation Employees Based on Online Reviews by Employees

Based on employees’ online reviews, this article analyzes the dimensions of job demand for new-generation employees, using a combination model of Latent Dirichlet Allocation, decision-making trials and evaluation laboratory, interpretative structural modeling, and cross-impact matrix multiplication (LDA—DEMATEL—ISM—MICMAC). The results show that job demand is composed of 10 dimensions, and there is significant interdependence between the dimensions. Changing one dimension will quickly affect the other dimensions. The dimension with the greatest influence degree is leadership and team atmosphere (s1), while the dimension with the highest affected degree and centrality degree is welfare and promotion (s3). Leadership and team atmosphere (s1), company culture and industry (s4), overall environment and platform (s5), and platform and technology (s7) were identified as the key factors. They play a causal role in job demand and have a significant impact on other dimensions. Dimensions such as working relationship and intensity (s2), welfare and promotion (s3), opportunity and resources (s6), business and industry development (s8), corporate prospects and personal development (s9), and work stress and position (s10) are affected by other dimensions and require special attention. The underlying need is present for the dimension of leadership and team atmosphere (s1), which has a direct or indirect impact on other dimensions in different ways.

Application of the MENTOR model to advance One Health by promoting bat conservation and reducing zoonotic spillover risk

For few taxonomic groups do conservation efforts have such a disproportionate impact on biodiversity and human well-being as they do with bats. Bats face significant conservation challenges that affect their long-term viability, inhibit their ecosystem functions and services, and increase zoonotic spillover risks. Protecting bat populations and their habitats ultimately reduces these conservation threats, helps prevent pandemics, and supports essential ecosystem services. MENTOR-Bat is a fellowship program focused on strengthening technical research, and leadership capacity in the Global South to promote healthy environments where bats and humans can coexist with reduced risks of pathogen transmission. Co-designed by the United States Fish and Wildlife Service (USFWS) and Bat Conservation International (BCI), MENTOR-Bat mirrors the One Health framework by featuring a transdisciplinary team of three mentors and nine fellows from Cameroon, Colombia, and Indonesia. Fellows and mentors receive academic and field-based training on bat ecology and conservation, One Health, human dimensions of conservation, behavior change, strategic communications, international policy, adaptive management, project planning, conservation leadership, and public health. Fellows will then design and implement team pilot projects to advance One Health and bat conservation in their respective countries. Program evaluation of MENTOR-Bat is based on Kirkpatrick’s Hierarchy and focuses on measuring the development of established One Health core competences. By incorporating One Health and conservation within its activities, MENTOR-Bat can become a valuable programmatic template for transdisciplinary programming advancing evidence-based strategies for improving the well-being of bats, humans, and the environment.

The Impact of Supportive Leadership on Work Stress: An Empirical Research in the Ministry of Iraqi Interior

Purpose: The purpose of this research is to discover the effect of supportive leadership on work stress in the Ministry of Iraqi Interior / Human Resources Management to achieve a happy life for its employees and hence achieve the desired level of performance. Theoretical Framework: The current research deals with introducing the Ministry of Iraqi Interior / Human Resources Management to the latest developments in the administration field through supportive leadership style and work stress, as well as presenting the latest concepts, importance, and models that previous researchers have arrived at. It contributes to expanding the researched organization's awareness of adopting any of these models that are appropriate for their goals and future direction. Design/Methodology/Approach: The research analyses administrative data within the Ministry of Iraqi Interior / Human Resources Management (2023-2024), using the dimensions of supportive leadership (empowering employees, fairness of treatment, and inspirational motivation) and the dimensions of work stress (role ambiguity, role conflict, workload, and work nature). It will determine the factors affecting them. Findings: The findings of this current research have approved the key effect hypothesis (supportive leadership style and its dimensions have a significant and negative impact on work stress and its dimensions). Research Implications: The results most leaders of human resources in the under-study organization practice the dimension of fair treatment more than other dimensions (empowering employees, and inspirational motivation. Originality/Value: This research seeks to enhance awareness of the importance of the negative role of a supportive leadership style on work stress. This research has dropped the knowledge gap between them and uses a framework that is compatible and harmonious to save the lives of the employees and at the same time increase organizational performance.

Elements, Contexts, and Attributes of Teacher Leadership Identified by College Professors in southeastern Mexico

Teacher leadership has its beginnings in Western countries as a response to fast changes that have taken place in the social, political, and economic environments. Currently in the Latin American context it has become a focus of interest for educational researchers particularly because the incipient research on the topic in these contexts. This study focused on knowing the elements, contexts, and attributes identified by college teachers about teacher leadership southeastern Mexico. All full-time faculty from a college at a public university (50) participated in this study, 20% of whom have formal administrative functions in addition to their teaching. The main findings show that: the main elements that are related to the concept of teacher leadership are behaviors focused on interpersonal relationships and school innovation. Regarding the contexts, the development of teacher leadership is often based on institutional context and collaborative work. Regarding the attributes, special emphasis is placed on interpersonal relationships, change, and individual development and recognition. No significant differences were found in the perceptions of participants who have an administrative appointment and those who do not, regarding the contexts and attributes of teacher leadership, except for the elements of the concept of teacher leadership between men and women.

Assessing the Impact of Leadership Styles on Organizational Effectiveness in Chinese Vocational Schools

This research examines the impact of leadership styles on the organizational efficacy of vocational institutions in China. The main aim is to evaluate the effects of several leadership dimensions—communication, decision-making, motivation, empowerment, conflict management, relationship building, and ethical behavior—on these schools' overall operation and performance. Utilizing a descriptive-comparative and regression analytic methodology, data was gathered from instructors and students at five vocational schools in Guangdong Province via structured questionnaires. The research examined the opinions of leadership effectiveness among instructors and students, finding notable disparities between the two groups, with teachers consistently providing more favorable leadership evaluations. The regression study further substantiated that leadership styles substantially influence critical aspects of organizational success, including strategy planning, resource management, employee engagement, performance management, and student orientation.

ASSESSING THE HUMAN DIMENSION OF DIGITAL LEADERSHIP TO SUCCESSFUL DIGITAL TRANSFORMATION

All industries are experiencing significant changes due to Industry 4.0 and the upcoming Industry 5.0. These advancements will greatly impact the industry globally over the next five years. Therefore, several companies are undergoing digital transformation. Successful digital transformation relies on various factors, with leadership being crucial for setting a vision and driving change. By undertaking digital transformation, companies ensure their leaders continuously develop essential digital leadership skills. According to the assessment at PT X a state-owned enterprise in Indonesia engaged in transportation and logistics, the results indicate a gap between employees' current digital leadership competencies and the required level. This study aims to improve digital leadership competency at PT X. Objectives include identifying existing training programs, evaluating digital leadership dimensions needing improvement, and determining necessary improvements. The study uses the Digital Leadership Scale by Haroon Abbu et al. (2022), with a quantitative design involving 124 respondents. Findings show that digital leadership is part of the leadership development program, tailored to job levels from junior managers to executive presidents. The lowest scores based on assessment are in skill acquisition and courage, indicating areas for improvement. This research provides insights into digital leadership and competency improvement, crucial for successful digital transformation.

The role of entrepreneurial leadership in achieving strategic excellence an analytical study of the opinions of a sample of college council members at private universities in the Erbil city

The research aims to determine the availability of the dimensions of entrepreneurial leadership and the dimensions of strategic excellence from the point of view of a sample of members of college councils in private universities in the Erbil city, in addition to analyzing the relationship and impact of entrepreneurial leadership represented by its dimensions (Creativity, risk taking, proactiveness, independence) in the dimensions of strategic excellence represented by (Leadership excellence, individual excellence, cultural excellence, service excellence). The general framework of the research was represented in the research problem, which was defined by raising several questions about the nature of the relationship and influence between the independent variable (entrepreneurial leadership) and the dependent variable (strategic excellence). For this purpose, a hypothetical chart was designed that expresses three main hypotheses, and to ensure their validity, they were subjected to multiple statistical tests. The questionnaire was used as a means of obtaining data. The research adopted the descriptive analytical method, where the main and sub-variables were described, to analyze the relationships and influence between the two variables. The research population was represented by all members of the college councils in the private university colleges in the Erbil city, whose number was determined according to the data and statistics of the Ministry of Higher Education and Scientific Research, and their number reached (117), and (58) members were chosen from them to represent the research sample. The hypotheses were tested through a set of analyzes and statistical tests using the computer program (SPSS Ver.26). The research reached a set of conclusions, the most important of which is the existence of positive ethical relationships at a high level between the dimensions of entrepreneurial leadership and strategic excellence at the macro and micro levels. This confirms the benefit of colleges in private universities from employing the dimensions of entrepreneurial leadership in adopting the dimensions of strategic excellence, in addition to the presence of a positive effect on statistically significant levels of the entrepreneurial leadership variable in the strategic excellence variable, according to what was produced by the analysis indicators at the macro and micro levels. The research presented a set of proposals, the most important of which is the necessity of investing in the strong relationship between the two variables and directing this relationship towards serving the colleges under research.

Transforming Performance: The Significance of Transformational Leadership

In the contemporary organizational landscape, effective leadership is essential for fostering employee enthusiasm, engagement, and performance. This research aims to investigate the dynamic relationship between transformational leadership and job performance from the employees' perspective. Transformational leadership, characterized by its ability to inspire and empower employees towards shared goals, contrasts with transactional styles by emphasizing idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Using a quantitative approach, data was collected through questionnaires distributed to employees across various departments in a company located in Bandar Baru Bangi. The survey focused on the four key dimensions of transformational leadership and their impact on employee performance. The results were analyzed using Pearson correlation, indicate significant positive correlations between all dimensions of transformational leadership and employee performance. The findings emphasize the importance of transformational leadership in enhancing employee performance. Leaders who demonstrate charismatic behavior, inspire with a compelling vision, provide personalized support, and stimulate creativity can significantly improve employee performance. This study provides valuable insights for human resource practitioners seeking to leverage transformational leadership to boost employee performance and achieve organizational success. By adopting transformational practices, leaders can foster a motivated, engaged, and high-performing workforce, thereby driving organizational growth and sustainability.

Harmony of Transformational and Transactional Leadership Styles towards Positive Change in Teachers’ Motivation, Attitude, and Performance

This study aimed to establish correlations using a correlational research design. It was guided by the Full Range Model which emphasizes the effectiveness of combining transformational and transactional leadership. A sample of 134 public elementary and secondary school teachers from 21 schools in Calauan Sub-Office, Laguna Province, was surveyed to examine these relationships. The instrument used was a researcher-made survey-questionnaire which underwent multiple validation stages. Based on the results, there was a very high level of transactional and transformational leadership styles among school heads, positively correlating with teachers' motivation, attitude, and performance. Specifically, transactional leadership behaviors such as contingent rewards and active management significantly influenced these factors, along with transformational leadership dimensions of idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. These findings emphasize the critical role of leadership in fostering positive teacher outcomes. Recommendations include the investment in leadership development programs focusing on expanding beyond transactional approaches towards transformational leadership. Initiatives should sustain and deepen transformational practices, capitalize on teacher motivation and positive attitudes, and reinforce effective performance through targeted interventions and continuous professional development.

Subnational leadership in response to environment and climate change

ABSTRACT This paper explores subnational leadership in collective action, responding to environment and climate change. The research was conducted in the county of Cornwall in the UK to explore why and how people take up local leadership roles, and how personal and shared values influence their activities. The results show four dimensions of place-based leadership: (1) willingness (the individual or I-dimension), (2) mobilisation and framing (the collective or WE-dimension), (3) place-shaping practices and leadership roles (the practical or IT-dimension) and (4) collaboration and responsiveness (the political or THEY-dimension). Our findings illustrate the relevance of (inter)subjective aspects of local leadership and how leaders support different scaling processes.

Does what others can(not) see really matter? The relationship between leadership Arena-Reputation-Identity (LARI) model and leader effectiveness.

Leadership scholars recognize that there is value in capturing how leaders view themselves and how they are viewed by others. Recently, the leadership Arena-Reputation-Identity (LARI) model has been advanced as a means of more precisely capturing the shared and unique perspectives that underlie multisource ratings of leadership. Despite its strengths, several critical questions pertaining to this model remain unanswered: (1) Does the wealth of information provided by the LARI model have any bearing on the effectiveness of a leader? (2) Does the amount of variance explained by a particular source within the LARI model depend on the observability of the leadership dimension being rated? (3) Does the LARI model generalize to the upper echelon of the firms (i.e., senior executives) while also accommodating additional source effects (i.e., board members)? Drawing on multisource ratings of 491 senior executives' leadership competencies, as well as a team-based assessment of their effectiveness, we first conceptually and empirically extend this Model 1 that can accommodate predictive relationships, that is, LARI (S-1) model, and then find that the LARI (S-1) model functions well as a means of conceptualizing multisource ratings of leadership (even in a distinct context and additional sources of ratings). We also find that the LARI (S-1) model captures a significant, and at times, substantial portion of variability in leader effectiveness. Our results also suggest that the extent to which a particular source of leadership ratings predicts a leader's effectiveness is based, in part, on the observability of the leadership dimension being assessed. Implications and future directions are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The influence of authentic leadership on teacher performance in Guiyang public primary schools

This study examines the impact of authentic leadership on teacher performance within the context of Chinese primary schools, focusing specifically on the mediating roles of internalized moral perspective, balanced processing, and relational transparency. Utilizing a sample of 396 primary school teachers from 18 public primary schools in Guiyang, China, the study employs Partial Least Squares Structural Equation Modelling (PLS-SEM) to analyze the data. Results reveal that all four dimensions of authentic leadership—self-awareness, internalized moral perspective, balanced processing, and relational transparency—significantly enhance teacher performance. Additionally, internalized moral perspective, balanced processing, and relational transparency were found to mediate the relationship between self-awareness and teacher performance. These findings highlight the importance of fostering authentic leadership to improve educational outcomes. The study discusses its implications for teacher training programs, potential limitations, and directions for future research.

Transcending traditional metrics: Evaluating school leadership effectiveness through emotional intelligence and qualitative instruments

This paper examines the integration of school leaders' emotional intelligence and qualitative instruments into commonly used metrics for measuring school leadership effectiveness. Traditionally, these metrics rely heavily on questionnaires to assess leadership effectiveness. However, a weakness of these metrics is their excessive reliance on numerical data, which overlooks the qualitative dimensions of leadership. This study utilises Trait Emotional Intelligence Theory and Team Emotional Intelligence as units of analysis to redefine school leadership assessment. To make sense of the related literature and theories used in the study, an integrative literature review was employed as the methodological approach. The findings indicate that emotional intelligence significantly contributes to leadership effectiveness. The study also reveals that leaders who are self-aware of their emotional composition and its impact are more effective than those who are not. Furthermore, the results suggest that leaders who are cognisant and responsive to the emotional dynamics of their teams benefit from enhanced team cohesion, collaboration, and goal attainment. The study emphasises the importance of incorporating adaptable qualitative tools alongside quantitative instruments to accurately measure leadership effectiveness. Thus, this study adds to the existing literature by proposing a theoretically informed and adaptable framework that integrates an emotional intelligence construct and qualitative instruments for assessing school leadership effectiveness.

Translation and Validation of a Transformational Leadership Scale in Peruvian Public Servants

Background Transformational leadership has been identified as an essential component for success and innovation within the public sector, especially in the digital age and in the face of global challenges. This form of leadership, which seeks to change and inspire people, has been shown to be crucial for improving organizational performance and the quality of public services. However, the application of these principles in Peru faces specific challenges, and there is a notable lack of empirical research on this phenomenon in the Peruvian public sector, particularly in the evaluation of the tools used for its measurement. Objective This study aimed to examine the psychometric properties of the Global Transformational Leadership (GTL) scale in a sample of Peruvian public servants. Methods An instrumental research design was adopted, using non-probabilistic sampling. The sample included 290 Peruvian public servants (M = 34.61, SD = 9.2), with an analysis that encompassed confirmatory factor analysis (CFA) and reliability estimates. Results Descriptive analysis results indicated a high tendency to respond positively on the scale. The CFA confirmed the proposed unidimensional structure of the scale, with acceptable fit according to various indices (χ2 = 39.130, CFI = 0.97, TLI = 0.95, RMSEA = 0.08, SRMR = 0.03), and all factor loadings were significant and greater than 0.50, indicating a strong association with the transformational leadership dimension and exceptionally high internal consistency (α = 0.94). Conclusions The study confirmed that the GTL transformational leadership scale is a psychometrically robust tool and applicable to the Peruvian context. The unidimensional structure and high reliability of the scale suggest that it is suitable for measuring transformational leadership among public servants in Peru.

Exploring the dimensions of authentic leadership and its impact on nursing outcomes: An integrative review.

Exploring the dimensions of authentic leadership and its impact on nursing outcomes: An integrative review.

ANALISIS KEPEMIMPINAN TERHADAP EFISIENSI PENCAPAIAN TUJUAN PERUSAHAAN: STUDI KASUS KETUA DIVISI CSR PT. BUKIT ASAM

To achieve efficiency in achieving organizational goals, leaders can apply five dimensions of leadership based on strategic vision, communication, member development, effective division and tasks, and objective work evaluation. This study describes five dimensions of leadership in the CSR Division of Bukit Asam Company. The study used qualitative descriptive methods using interviews and secondary data. The results showed that the head of CSR Division of Bukit Asam Company has implemented five dimensions of leadership, thus having a significant positive impact, both performance and reputation. In this case, the head of CSR Division of Bukit Asam Company needs to maintain and improve its ability to lead in order to achieve the goals of the CSR Division of Bukit Asam Company efficiently.

Automated question answering for unveiling leadership dynamics in U.S. Presidential speeches

This study introduces an innovative methodology utilising deep learning and automated question-answering techniques to explore leadership dynamics. The research analyses 989 speeches from U.S. Presidents, ranging from George Washington to Joe Biden, applying a machine learning model to decipher the essence of effective leadership within the context of presidential rhetoric. This approach facilitates an interrogation of “What constitutes a great leader?” by extracting pertinent attributes from these presidential discourses. The study conducts a comprehensive statistical examination of the responses generated, unveiling the evolution of presidential perspectives on leadership across historical epochs. Furthermore, the research employs a regression analysis that extends over 120 years, integrating the attributes of outstanding leadership with the Economic Policy Uncertainty (EPU) index specific to the United States. The findings indicate that periods marked by heightened uncertainty necessitate leaders with a charismatic approach, whereas servant leadership is more effective during times of reduced uncertainty. An extensive validation and robustness assessment of the study affirm that the outcomes are steadfast, notwithstanding variations in key parameters of the deployed machine learning models. Moreover, these findings align coherently with the qualitative assessments of U.S. Presidential views on leadership undertaken in prior research, thus contributing novel insights into the intricate relationship between leadership qualities and historical and economic contexts.