Leadership Competencies Research Articles

Development and Validation of A Questionnaire Assessing Challenges and Competencies of Crisis Leadership in The Public Healthcare System

Introduction: During the pandemic, crisis leadership is being tested in ways the world hasn’t seen in generations, and leading through it has become a severe challenge for leadership in public health organisation. Therefore, this study aims to develop and validate a self-administered questionnaire (Crisis Leadership Questionnaire, CLQ) to assess the challenges and competencies faced and needed in crisis leadership. Methods: The questionnaire describes the general sociodemographic data of the participant, assesses challenges in the organisation in the categories of structural (4 domain), political (3 domain), and cultural (3 domain), and also on the nine (9) competencies needed in crisis leadership. Ten (10) sociodemographic data-related questions with 90 questions (53 on the challenges and 37 on competencies) were reviewed by two experts for face validity, and exploratory factor analysis was performed, using principal axis factoring with Promax rotation, to establish the construct validity of the questionnaire. The internal consistency of the questionnaire was tested using Cronbach’s α coefficient. Results: The final CLQ contained ten (10) sociodemographic questions, thirty-three (33) items focus on challenges categorized into structural (3 domains), political (2 domains), and cultural (3 domains) aspects, and twenty-two (22) items assess five key competencies required for crisis leadership. The content validity index (CVI) value is 0.96 for the challenges construct and 1.0 for the competencies construct, respectively, while the internal consistency reliability analysis (Cronbach’s alpha = > 0.6) is for all the domains. Conclusion: The developed questionnaire will help better understand the challenges and competencies of crisis leadership for current and future preparedness.

Evidence-Based Leadership in Nursing: An Evolutionary Concept Analysis.

To conduct a concept analysis of evidence-based leadership in a nursing context. Rodgers' evolutionary method was employed to identify attributes, antecedents, consequences, definitions and surrogate and related terms. We systematically searched three databases (PubMed, Cumulative Index to Nursing and Allied Health Literature and Scopus) for relevant publications. The databases were searched from their inception to 4 February 2024. We included 12 papers published between 2005 and 2022. The attributes include leadership attributes (personality, developing common goals and visions and influencing others) and evidence-based attributes (valuing evidence-based practice, integrating evidence and adapting evidence). The antecedents include individual internal factors (commitment to growth and proficiency in implementation science) and individual external factors (growing need for evidence-based practice, training support and available resources), while the consequences are personal growth, organisational benefit and disciplinary development. Based on the concept analysis, evidence-based leadership can be defined as a process whereby individuals, based on their personality and values towards evidence-based practices, integrate the best evidence into practice, adapt the evidence integration process based on evaluations and influence others towards achieving a common goal and vision. This concept analysis enhances our understanding of evidence-based leadership, guiding nurses to integrate evidence into their leadership practices to achieve specific goals and visions within the healthcare context. Future studies could consider developing instruments to evaluate evidence-based leadership based on this refined concept, ultimately promoting nurses' leadership competencies in real-world settings. This concept analysis not only raises awareness of the responsibilities of nurses as healthcare professionals, including the provision of evidence-based practice, but also facilitates their effective execution of these responsibilities. Empowering nurses to actively incorporate evidence into their leadership practices can further enhance the quality of healthcare delivery. Not applicable. Not applicable.

Relationship between Soft Skills and Academic Outcomes in Higher Education: Evidence from Undergraduate Management Students

The article considers the problem of development and assessment of competencies in higher educational institutions. The relationship between the grades for academic disciplines and the level of competence development of undergraduate students in the direction of “Management” of the Faculty of Economics of Lomonosov Moscow State University is investigated. The analysis uses a multiple regression model, logistic regression, ordinal logistic regression and hierarchical clustering. According to the simulation results, it is shown that the numerical abilities of students are positively associated with grades in 22 subjects. The Leadership competence is positively associated with grades in three subjects, persuasion skills – in nine, analytical abilities – in seven. Numerical abilities and the competence of “Persuasion” are positively associated with the average grade of students in all subjects. At the same time, decision–making skills are negatively associated with assessments in nine disciplines, and communication skills - in five disciplines, which may be explained by the peculiarity of the assessment tools used. In 14 cases out of 26, competencies predict the grades students receive better than numerical abilities. In order to bridge the gap between approaches to assessment within academic disciplines and approaches common among employers, recommendations are proposed for making changes to the formats of assessment tools and changes in the structure of the template of working disciplines.

Resonant Leadership in Army Nursing: A Concept Analysis.

Leadership development is of the utmost importance as the Army Medical Department prepares for future conflicts. All Army Medical Department leaders, including nurses, need to be prepared to lead in a high-tempo, complex environment. Nurse leader effectiveness is paramount to military readiness as well as for recruitment and retention within the Army Nurse Corps (ANC). Both Army talent management and Defense Health Agency documents recognize the importance of Emotional Intelligence principles for successful leadership. Resonant Leadership (RL) is informed by Emotional Intelligence principles and is well-studied within nursing literature. Additionally, the body of evidence examining RL demonstrates a positive impact on the nurse work environment. The purpose of this concept analysis is to define RL within the context of Army nursing, to clarify how this concept relates to Army leadership doctrine, and to propose innovative application(s) of RL within the ANC. Rodgers' evolutionary concept analysis method was used to define the attributes, antecedents, and consequences of RL. The concept elements were then cross-referenced with published Army leadership doctrine, applying RL to the context of Army nursing. The outcome of this analysis defines RL as a way of being, with attributes including strong, trusting relationships, the leader being in tune with followers, and mutual optimism. Antecedents of RL in Army nursing center on individual leader behavior and include emotional intelligence, technical/management skills and intellect, and acting on follower worries/concerns. Consequences of RL for Army nursing impact followers/staff and include improved job satisfaction, empowerment, and decreased burnout/emotional exhaustion. The defining characteristics of RL complement the competencies and attributes outlined in Army leadership doctrine. Additionally, the outcomes of RL positively influence the nursing work environment. There has been extensive research on the effect of RL within the civilian nursing workforce. However, to date, no studies have researched RL Army nursing. Leaders within the ANC can apply this analysis to their own leadership practice and integrate RL into leadership development education. Policy decisions within the ANC should promote RL to support positive nursing workforce outcomes including improved satisfaction and retention. Resonant Leadership bridges the gap between frontline nursing leadership development, the Army leadership model, and the DHA's Joint Professional Practice Model for nurses. By focusing on developing resonance, Army nurse leaders can simultaneously demonstrate many of the attributes and competencies the Army describes within its leadership doctrine. Although further research is needed to determine the prevalence of RL within Army nursing, RL has applicability to practice and military education. RL is one tool at the disposal of ANC senior to leaders to promote healthy work environments while preparing competent leaders for the complexities of future combat operations.

What Are the Leadership Competencies for the 21st Century? A Qualitative Study of French Millennials at an Elite Business School in France

ABSTRACTThis study examines the impact of national culture on the perceived required leadership competencies for the 21st century among French millennials. To capture French millennial perception, the study relies on the qualitative research methodology and on semi‐structured interviews with a sample of 22 French graduate students born between 1996 and 1999 attending an elite business school in France. The findings of the research indicate that participants do share similar perspectives on leadership with other millennials around the world including the expectation for a collaborative leadership style, more human orientation, and global leadership competencies. However, they also distinguish themselves by expecting certain leadership competencies influenced by their national culture such as the need for an autocratic and coercive style, a hierarchical and legitimate approach to leadership, and the need for the leader to be charismatic. The findings of this study bring a new perspective to the generational cohort theory and show that the implicit leadership theory adds value to the study on generations and more specifically on millennials. The managerial implications are that organizations operating in France should adjust their human policies to the French millennials' perception and not have a global approach when hiring and managing elite business schools' graduates. Furthermore, it shows that an organization that implements a transformational leadership style will be more successful in attracting and retaining millennials. The main limitation of this research is that it is based on the view of millennials graduating from an elite business school in France and does not consider graduates from other fields or from other “grandes écoles”.

Navigating VUCA: Strategic Leadership Competencies among University Administrators in Malaysia During the COVID-19 Pandemic

Navigating VUCA: Strategic Leadership Competencies among University Administrators in Malaysia During the COVID-19 Pandemic

Impact of digital transformation on banking employee performance with self-efficacy as a mediator

In the digitalization era, banks strive to implement digital transformations; digital culture, competence, and leadership become essential factors to advance the company’s digitalization. Digital transformation is indispensable in improving employee performance amidst rapid digital advancements, helping companies stay competitive and avoid falling behind fintech and banking rivals. The study aims to examine the influence of digital transformations on banking employee performance in Indonesia, targeting state-owned banks. Primary data were gathered through questionnaires involving 100 participants. Data analysis employed partial least squares structural equation modeling (PLS-SEM) to assess the influence of independent on dependent and mediating variables. The results demonstrate that digital culture (p < 0.05), digital competency (p < 0.05), and digital leadership (p < 0.05) positively and significantly influence employee performance. Self-efficacy does not function as a substantial mediating variable between digital culture (p > 0.05) or digital competence (p > 0.05) and employee performance. However, self-efficacy is a crucial mediating variable connecting digital leadership to employee success (p < 0.05). The study demonstrates that digital transformation in terms of culture, competence, and leadership can improve performance. Self-efficacy is able to mediate the effect of digital leadership on employee performance but fails to affect the influence of digital culture and digital capabilities on the performance of banking employees. AcknowledgmentThe authors thank Universitas Sumatera Utara, especially the Research Institute, for their support. Acknowledgments are also expressed to the Kementerian Pendidikan dan Riset through the DRTPM program (number: 92/UN5.4.10.S/PPM/KP-DRTPM/2024), which has provided intellectual and financial assistance. The authors would also like to thank the Management Science Study Program, Universitas Sumatera Utara.

Improving Leadership in the Digital Era: A Case Study from Rural Mexico

The development of leadership competencies is a current topic in the scientific community. The weaknesses detected in our study reflect the limited treatment offered to this area of work and the current struggle of rural elementary school directors in navigating the challenges of the digital era. The following methods and techniques were used at the theoretical and empirical levels: analytical–synthetic, historical–logical, inductive–deductive, systemic, documentary analysis, observation, surveys, interviews, and self-assessment scales. The systematized theory is based on the process of development of leadership competence in school directors as a dimension of educational quality. This research introduced a professional development strategy for the development of leadership competence in primary school directors consisting of three stages, with their objectives and actions contributing to raising the scientific methodological level of these management teams, including workshops, consultancies, accompaniments, and case studies, as well as monitoring their transformation. The proposed strategy improves the educational leadership skills of school principals, encourages mastery of content, and increases the degree of motivation and interest in management work. It is based on the diagnosis of their reality, and it includes the combination of improvement, methodological, and self-improvement actions to stimulate reflection and the active involvement of participants in their own transformation process.

The Role of HR Information Systems, Competence and Work Discipline in Improving Employee Performance in (Study of Regional Revenue Management UPT Jember District)

The purpose of this research is to analyze and determine the role of HR Information Systems, Competency and Work Discipline in Increasing Employee Performance in (UPT Study of Jember Regency Regional Revenue Management). This research uses a qualitative research approach with a descriptive type. Data collection techniques use observation, interviews and documentation. Data analysis uses an interactive model of Milles, Huberman and Saldana theory with steps of data collection, data reduction, data presentation and conclusion drawing, data validity using source triangulation and technique triangulation. The results of this research are: 1) HR information systems play an important role in employee performance, namely attendance using FC ID finger print because recording digital attendance is one of the first steps to improve the performance of employees at the Jember Regional Revenue Management UPT. 2) Employee competency plays an important role in improving performance at the Jember Regional Revenue Management UPT. a) Interpersonal competence (active joint operations and socialization of superior service schedules). b) Leadership competency (Jember coordinator performance evaluation meeting). c) Personality competency (optimization of external services to collect motor vehicle tax arrears). d) Public service competency (mobile samsat). 3) Work discipline plays a very important role in improving employee performance in terms of timeliness, compliance with rules and procedures and ensuring tasks are completed on time. a) Timeliness (digital attendance). b) Compliance with regulations (definite time for coming to the office and completing tasks), c) Ensuring that each task is completed on time (actively coordinating data collection section and matching data related to P-AP TA.2024

Reimagining the future through the co-creation of social entrepreneurship in higher education: a multivariate prediction model approach

PurposeThis remastered analysis focuses on the impact of entrepreneurial interventions in higher education institutions (HEI), particularly in social entrepreneurship. The study evaluated the effectiveness of such interventions through a pre-and post-test approach, examining various skill sets in students. The primary goal was to analyze the influence of entrepreneurial training programs on students' competencies in social entrepreneurship by analyzing changes in personal behavior, leadership, innovation, social value and management skills before and after the educational interventions.Design/methodology/approachThe study employed a quasi-experimental design, analyzing pre-and post-test results in three distinct social entrepreneurship training experiences. The sample consisted of 304 participants, providing a comprehensive view of the impact of these interventions.FindingsThe main findings were: (1) Educational interventions in social entrepreneurship must emphasize strategies for self-awareness, emotional intelligence and personal development improvement. The analysis revealed significant improvements in these areas, indicating that targeted strategies in these domains are essential for enhancing the effectiveness of social entrepreneurship education. (2) The impact of educational interventions on these capabilities can be effectively evaluated using machine learning methods such as ordinary least squares (OLS) regression. This approach allows for the inclusion of variables such as gender, age or location, providing a comprehensive assessment of the interventions' impact. (3) The interventions were particularly effective in improving students' innovation and leadership competencies. The analysis demonstrated substantial enhancements in these areas, underscoring the success of the interventions in developing these critical skills. (4) The study highlighted the need for a more focused approach in future interventions, emphasizing the importance of management, social value and personal skills. Additionally, it pointed out the necessity of developing and utilizing appropriate tools to create and evaluate these interventions effectively.Practical implicationsThe study provides insights into improving educational interventions in social entrepreneurship to better develop essential skills in students.Originality/valueThis research introduces a significant approach to educational interventions for educational communities and decision-makers by demonstrating the effectiveness of entrepreneurial training for competencies in innovation and leadership, which are crucial for societal and economic development.

The AHEAD leadership development program: an illustrative case example in a unique healthcare context

Purpose Leadership development programs (LDPs) have emerged relatively recently in the healthcare context as a mechanism not only to develop capable and competent leaders but also to retain them. The purpose of this paper is to describe a perspective on practice by illustrating a case example that showcases a pilot LDP for newly promoted healthcare leaders. The details about how it was developed and implemented collaboratively by a healthcare consortium and higher education institution (HEI) to address shared healthcare leadership talent pipeline and retention challenges are provided. Design/methodology/approach This perspective on practice describes how a consortium of competitive healthcare organizations, a type of branded Inter-organizational Relationship referred to as “Coopetition,” contracted with a HEI to design, develop and launch a pilot LDP, referred to as the Academy for Healthcare Education and Development program, using the analyze, design, develop, implement and evaluate model. Findings The significance of this illustrative case example is discussed along with some initial lessons learned based upon this pilot LDP that 24 program participants completed. Implications for research, theory and practice are presented, followed by limitations and a conclusion. Originality/value Inter-organizational relationships, particularly coopetition, are relatively new in the healthcare sector, along with collaboration with HEIs to develop interventions to solve compelling industry problems. This illustrative case example offers insights that address scholars’ calls and practitioners’ needs to explicate different approaches for LDPs to build the healthcare leadership talent pipeline.

Transformational Leadership, Psychological Safety, and ICT Competencies: Effects on Employee Performance

In the growing digital era, transformational leadership has become one of the key factors in improving employee performance. It motivates employees to achieve organizational goals and creates a psychologically safe environment, where employees feel valued and supported. This study aims to examine the influence of transformational leadership and psychological safety on employee performance, by exploring the mediating role of ICT competence in Subang Regency MSMEs. This study employs a quantitative approach utilizing SEM-PLS methodology to explore the interrelationships among relevant variables. The research was conducted on 55 SMEs, using an online questionnaire as the data collection tool. This study emphasizes that ICT competence acts as a crucial mediating factor in the relationship between transformational leadership and psychological safety on employee performance in MSMEs in Subang Regency. The analysis results show that transformational leadership and psychological safety have a positive and significant impact on employee performance, which is enhanced by ICT competence. Transformational leadership improves employee performance by strengthening technical skills, technology knowledge, and the ability to adapt to new technologies. Similarly, psychological safety, supports employee performance through increased ICT competence, which facilitates productivity, work quality, and innovation.

The impacts of international exchange programs on Moroccan teachers’ professional development: the case of in- presence programs

During the last decades, many Moroccan TEFL teachers have participated in different international exchange programs. Although much attention has been paid to such programs globally, there is no study that assesses the impact nationally. The actual study aims to explore the benefits of such programs on Moroccan TEFL teachers’ personal and professional development. It surveys their attitudes, knowledge and practices after they participate. This includes language awareness, techniques and strategies in teaching, leadership, soft skills and cultural competence. The results of the study prove that exchange programs promote the development of teachers’ personal, professional and intercultural competencies, namely language acquisition, intercultural understanding, easy integration in unfamiliar contexts, and efficiency in teaching. Thereafter, it in the end gives some recommendations to different partners in the educative sector in order to encourage this type of programs.

Unveiling the mechanisms between project manager leadership competencies and team performance: an empirical study

Purpose This study aims to explore the influence of construction project manager competencies on team performance, using structural equation modeling (SEM) within the framework of social information processing theory. It investigates the multidimensional nature of project manager competencies and their impact on team processes and outcomes. Additionally, the study examines the mediating role of team processes in the relationship between competencies and team performance. Design/methodology/approach Drawing on data collected from 483 construction professionals in China, this study uses SEM to analyze the relationships among project manager competencies, team processes and team performance. Findings The results demonstrate a significant and positive effect of competencies on team performance. Specifically, task-related competencies directly contribute to performance, while people-related competencies enhance leader-member relations, and self-related competencies exert a gradual, cumulative influence. Moreover, the research confirms a three-factor competency structure and elucidates the nuanced mediating roles of team learning, monitoring and climate in the competency-performance relationship, shedding light on how specific competencies affect different stages of team development. Originality/value This study contributes to project management literature by applying social information processing theory to elucidate how project managers influence team cognition through competencies. From a practical standpoint, it advocates for a competency-based approach to project manager selection and training, aiming to enhance team performance. Overall, this research advances the understanding of the intricate interplay between project manager competencies and team performance, using SEM and a theoretical perspective rooted in social information processing theory.

EMPOWERING LEADERS THROUGH INTENT – BASED LEADERSHIP: A TRANSFORMATIVE APPROACH IN MILITARY EDUCATION

This article examines the application and potential impact of intent-based leadership (IBL) in military education, focusing on its ability to enhance decision-making, autonomy, and responsibility among military cadets and officers. IBL, a leadership model popularized by the former U.S.. Navy Captain David Marquet shifted authority from a centralized, top-down approach to a decentralized system that empowers subordinates to make decisions aligned with the commander’s intent. This study aims to document the existing research on IBL and analyze its effectiveness in military settings, drawing insights from both case studies and leadership programs in high-stakes environments. This article reviews documented evidence from various military academies and allied organizations, focusing on the alignment between IBL principles and the desired leadership competencies of military personnel. The findings suggest that IBL can address key gaps in traditional military leadership training by enhancing critical thinking, adaptability, and accountability among trainees. However, implementing IBL in military institutions presents challenges, including resistance from entrenched hierarchical structures, and the need for extensive cultural adaptation. This study provides a foundation for understanding the potential of IBL in military education, highlighting both the opportunities for leadership development and the structural considerations necessary for effective implementation.

Perilaku Inovatif Guru Melalui Kepemimpinan Transformasional, Knowledge Sharing, dan Kompetensi Digital

This study focuses on the problem of low innovative behavior of teachers that can hinder effective learning processes. The purpose of this study was to analyze the influence of transformational leadership, knowledge sharing, and digital competence on innovative behavior of teachers. The research method used was quantitative involving a sample of 143 teachers at the Nurul Iman Islamic Boarding School in Bogor. Data collection technique used an instrument with a Likert scale distributed to respondents, while inferential statistics were used to analyze the data. The results showed that there was a significant positive effect between transformational leadership and innovative behavior of teachers, where support and motivation from educational leaders contributed to increased creativity and innovation in teaching. In addition, knowledge sharing was shown to increase collaboration between teachers, while digital competence facilitated the application of technology in more innovative learning. The implications of these findings emphasize the importance of developing inspirational leadership and improving teachers' digital skills to create a more dynamic and responsive learning environment to students' needs. Thus, schools need to design training programs that focus on these aspects to support teacher professional development and improve the quality of education

A Study of the Effects of University Leadership Behavior on Professional Teachers’ Job Satisfaction and Intention to Stay

In the approach to the 21st century, countries in the world applied education reform as the tactic to enhance the effectiveness of school education and cultivate talents required for national development. It became a primary issue to confirm the progress of national educational development conforming to the trend through educational research. Aiming at professional teachers in south of Taiwan as the research objects, total 280 copies of questionnaire are distributed, and 246 valid copies are retrieved, with the retrieval rate 88%. The research results show that 1.leadership behavior is important to professional teachers’ job satisfaction, 2.a university leader should observe professional teachers’ emotional changes and try to make improvement so that professional teachers are willing to identify the university and accept the work schedule planned by the university leader to enhance the work promotion willingness and climate, and 3.a university leader should regularly/irregularly concern and encourage professional teachers or collaboratively discuss the encountered problems and frustration for solutions to prevent from the turnover. According to the results to proposed discussions, it is expected to help university leaders, with personal unique leadership competence and school management model, present the significant meaning of university leadership to the promotion of school operation.

The influence of transformational leadership style, competency and emotional intelligence on job stress, job satisfaction and performance of women leaders of private universities (PTS) in LLDIKTI region VII, which is moderate by work-life balance

This research aims to examine the influence of transformational leadership style, competence, and emotional intelligence on job stress, job satisfaction, and performance of women leaders, which are moderated by work-life balance. Using a quantitative approach with explanatory research as the object of study using SEM-PLS analysis. The sampling technique used was simple random sampling, and a sample of 78 respondents was obtained. Data collection techniques were carried out using observation, interviews and questionnaires. The results are transformational leadership style has a negative and significant effect on work stress, transformational leadership style has a positive and significant effect on job satisfaction, transformational leadership style has no significant effect on individual performance, competence has a negative and significant effect on work stress, competence has a positive and significant effect on job satisfaction, competence has a positive and significant effect on individual performance, emotional intelligence has a negative and significant effect on work stress, emotional intelligence has a positive and significant effect on job satisfaction, emotional intelligence has no significant effect on individual performance, work stress has a negative and significant effect on individual performance , job satisfaction has a positive and significant effect on individual performance, work-life balance strengthens the negative influence of work stress on individual performance and work-life balance weakens the positive influence of job satisfaction on individual performance.

Empirical Connections Between Followers’ Emotional Intelligence and Followership Styles

Emotional intelligence (EQ) has emerged as a prominent leadership topic as scholars believe that higher EQ results in better leadership performance. Although leadership literature primarily focuses on leaders, followers play an essential role in the overall leadership process. However, most studies related to EQ concentrate on how leaders’ EQ impacts followers or how followers’ EQ results in better follower commitment to organizations and personal job satisfaction. The overwhelming focus of EQ on increasing leader competencies or follower behavioral outcomes overlooks many other potential benefits of EQ within the workplace. Some followers enable bad leadership, while others deter such. EQ may be a critical component of how individuals view their roles as followers. If EQ influences followership, increasing followers’ EQ might help derail toxic leadership behaviors. The current research explored connections between midwestern followers’ EQ and followership using Kelley’s followership styles and Bar-On’s conceptualization of EQ, finding positive correlations between some EQ components and followership. Additionally, a manipulated star followership variable uncovered significant differences between the highest-scoring star followers and others.

Leading To Success: Exploring The Link Between School Leadership Competence And Academic Outcomes In Sidama Region Secondary Schools

Leading To Success: Exploring The Link Between School Leadership Competence And Academic Outcomes In Sidama Region Secondary Schools