Leadership Ability Research Articles

Empowerment Leadership: Cultivating Cultural Intelligence and Its Effects on Job Flourishing

Understanding human behavior and cultural dynamics within a company becomes crucial in the competitive business era, where job flourishing, involving satisfaction, motivation, and professional development of employees, plays a key role in ensuring optimal performance and sustainability of the organization. This study aims to fill the gap by exploring the relationship between empowering leadership and job flourishing in the context of organizations in Indonesia, using a quantitative method with a cross-sectional design and focusing on a micro-level analysis. The population of this study was 250 employees, using Krejcie and Morgan's (1970) formula and simple random sampling technique, 154 respondents were obtained. We distributed closed questionnaires with a 7-point Likert scale, and data were processed using SEM PLS. The study shows that although empowerment leadership does not directly affect employees' job flourishing significantly, its effectiveness depends on cultural intelligence. This confirms that successful leadership approaches in the workplace not only pay attention to empowerment but also the leader's ability to understand and adapt to cultural diversity in the work environment. Leaders with cultural intelligence need to nurture and develop employees' cultural intelligence levels to interact better amidst cultural differences. Thus, the integration between empowerment leadership and cultural intelligence becomes key to creating a work environment that supports job flourishing.

Hacking Habits for High-Performance Leadership

This article discusses how leaders can continuously improve their skills and effectiveness through habit hacking. It explores how reframing mindsets, building supportive systems, and committing to small daily optimizations can strengthen areas of weakness over time. Specifically, the article recommends practicing self-compassion and adopting a growth mindset. It also suggests implementing daily rituals like morning reflection and scheduled time for skill-building. Leaders are encouraged to do micro-optimizations like extending exercise routines slightly each day. Recognizing even small milestones is important for maintaining motivation. Real-world examples demonstrate how specific leaders hacked habits like prioritizing tasks, scheduling device-free breaks, and sharing mistakes to boost various outcomes like productivity, creativity, morale and innovation. The conclusion emphasizes that viewing routines through a growth lens and hacking habits through small tweaks can significantly enhance leadership abilities and fulfillment as part of an ongoing development process.

Concordance of leadership documentation in curricula vitae and recommendation letters among applicants for general surgery residency

BackgroundLetters of recommendation (LOR) are vital to surgical residency applications. Our prior study demonstrated differences in letter content by applicant sex, including more frequent reference to leadership and awards for male applicants. This study evaluates if leadership activities and awards as documented by the applicant's curriculum vitae (CV) corroborate differences noted in corresponding recommendation letters. MethodsLORs and CVs for 2016–2017 surgery resident applicants selected for interview at single academic institution were analyzed for documentation of leadership and awards and assessed for concordance. Results89 applicant CVs (45 male, 44 female) and 332 LORs (165 male, 167 female) were reviewed for evidence of leadership and awards. While 94 ​% of CVs had evidence of leadership, leadership was referenced in LORs more often for men than women (45 ​% vs 30 ​%, p ​= ​0.004). References to leadership skills (38 ​% vs 21 ​%, p=<0.001), elected/appointed office (33 ​% vs 16 ​%, p ​< ​0.001), and volunteer/work-related leadership role (12 ​% vs 3 ​%, p ​= ​0.001) occurred more commonly for men. Similarly, awards were present in 74 ​% of CVs without difference by sex but referenced more commonly for men compared to women (64 ​% vs 46 ​%, p ​= ​0.001). ConclusionReferences to leadership and awards in LORs were more common for men than women applicants, which is not reflective of CV content. Although LOR need not recapitulate CVs, fair appraisal of leadership abilities is encouraged.

Spiritual Leadership Enhances Caring Behaviour: The Mediating Role of Calling

Background: Caring behaviour is essential for patient health; however, it is often not practised optimally. Therefore, spiritually-based leadership is required to encourage this behaviour. Unfortunately, research investigating the ability of spiritual leadership to enhance caring behaviour through spiritual well-being is limited.Purpose: This study aimed to examine the impact of spiritual leadership and spiritual well-being in the form of calling and membership on caring behaviour.Methods: This study employed an explanatory quantitative design with a cross-sectional approach. One hundred fourteen inpatient nurses who provided comprehensive patient care were selected as a total sampling technique. Data were collected using the Spiritual Leadership Questionnaire and the Caring Behaviours Inventory. The analysis adopted partial least squares structural equation modelling (PLS-SEM) using a second-order reflective-formative model.Results: The findings demonstrate that spiritual leadership has a significant direct effect on caring behaviour (t=3.976, p=0.000), calling (t=4.672, p=0.000), and membership (t=2.845, p=0.005). However, the direct impact of membership on caring behaviour was insignificant (t=1.298, p=0.194). Calling proved to mediate the effects of spiritual leadership on caring behaviour (t=3.145, p=0.002), while membership could not function as a mediator (t=1.197, p=0.231).Conclusion: This study emphasizes the importance of spiritual leadership in nursing care, particularly in enhancing nurses' caring behaviours. Healthcare organizations should implement training programs on spiritual leadership to encourage calling nurses to perform their duties with dedication. Developing nurse membership should be considered, but the main focus must be on strategies that strengthen nurses' calling, as this is an essential factor in providing quality and empathetic care.

Collective response capacity: Developing crisis leadership in organisations

AbstractHow can crisis leadership be developed before an organisational crisis occurs? This article addresses this important question by reviewing three individual‐level leadership perspectives (leader personality traits, leadership styles, and functional leadership) and three organisational level perspectives (leadership as contextual, leadership as collective, and leadership as dynamic), on how to develop crisis leadership with regard to recruitment, selection, and training. While crisis leadership is often perceived as something individual “leaders are born with” or as a variant of general leadership abilities, such an understanding leaves much to chance in terms of who will be effective leaders in a crisis, as well as the development of leadership capacity in organisations before a crisis actually occurs. This passive approach not only contradicts research on what constitutes effective crisis leadership but also is perceived to be unethical in terms of the potential consequences ineffective leadership can have in a crisis. This article provides an integrative overview of current and hitherto dispersed crisis leadership development research, showing how recruitment, selection and training to achieve collective crisis leadership capacity encompasses switching between organisational and individual level perspectives. We suggest implications for theory and future research as well as for practitioners responsible for developing crisis leadership in organisations.

Blending Spirituality and Leadership Abilities for Sustainable Management

Blending Spirituality and Leadership Abilities for Sustainable Management

Study of Leadership Ability Based on Emotional Competence: a Case Study of Teamwork Performance in Indonesia

Study of Leadership Ability Based on Emotional Competence: a Case Study of Teamwork Performance in Indonesia

The Information Cocoons in Military Decision Making and Strategies for Coping

As we all know, the information cocoon has a broad impact on people&amp;apos;s basic cognitive abilities such as memory, decision-making, and judgment. This article first extends the concept of information cocoons to the field of command and decision-making behavior, and studies the harm and response measures of information cocoons to command and decision-making. The paper first elaborates on the causes of information cocoons, including technical factors, organizational structure factors, and psychological factors. Secondly, the harm of information cocoons to command decision-making was analyzed, including hindering accurate judgment of the battlefield situation, increasing battlefield risks, and increasing the likelihood of battlefield losses.Then, corresponding measures were proposed, including the application of technical means and optimization of organizational structure and decision-making processes. Finally, the importance of improving psychological resilience and leadership abilities was emphasized. The research conclusion of this article is helpful for command decision-makers to effectively overcome the challenges brought by the information cocoon to command decision-making and improve the correctness of decision-making.

The Practice Innovation of Law Competition from the Perspective of New Liberal Arts

The new liberal arts in the United States and domestic promotion have formed a top-down from the outside to the trend of education reform. Law students, whether undergraduates or postgraduate students, should become the leading force in the construction of new liberal arts. The participation of law students in the competition is mostly limited to moot court, court debate and other oral argument competitions, but the participation in the comprehensive cross-over competition in the new liberal arts background is seriously insufficient. The academic circle pays little attention to the literature presentation of competition research, there is a contradiction between the degree of attention to competition and the conversion rate of teaching reform articles, and the problems existing in traditional competition practice and new problems in the background of new liberal arts are emerging. The practice of legal professional competition has a low degree of embracing and contributing to the new liberal arts. Therefore, in order to improve law students' comprehensive qualities and abilities such as information acquisition ability, writing ability, PPT making ability, expression ability and presentation ability, teamwork ability and leadership ability, risk identification, response ability and resolution ability, contingency ability and scientific research ability through competition practice, Universities and teachers should dig deep into the practice levels and elements of the legal profession, actively guide students to participate in the national business competition of multi-disciplinary integration, and improve the "six-level practice method".

Leadership knowledge in practice: Reimagining pedagogy, application, and assessment.

Leadership learning frequently overemphasizes teaching, while undervaluing how students acquire leadership knowledge, skills, and abilities (Barr & Tagg, 1995; Fink, 2013). This article discusses the value of grounding leadership learning processes in a framework unique to leadership learning (Guthrie & Jenkins, 2018). Specifically, we advocate for the leadership learning framework (LLF) with an emphasis on leadership knowledge in practice. The authors share an overview of a practical approach toward leadership learning and offer a praxis model. Additionally, we offer a critical analysis of several instructional and assessment strategies, including peer facilitations, classroom learning, and rubrics. We share recommendations and implications for practice around leadership knowledge in pedagogical practice. Lastly, the authors provide their own examples of leadership knowledge in practice from their work.

Kepemimpinan Transformasional Kepala Sekolah untuk Membangun Budaya Literasi Membaca di Lingkungan Sekolah Negeri

The principal is a leader figure in the school environment. The principal’s transformational leadership has an influence on the reading literacy culture in the school environment. Researchers in this study collected data from library data and from journals and books which are better known as library studies.researchers analyze research content related to the theme being researched to draw conclusions. The research result show that the principal’s transformational leadership builds a good and efficient literacy culture. The principal’s transformational leadership is able to change the school’s potential to have a high literacy culture. The ability possessed by the principal’s transformational leadership is in the form of innovation ability, innovation is useful for encouraging the emergence of new breakthroughs in education. The motivation, motivation is useful for encouraging student’s enthusiasm in the educational process and fostering the work ethic of their educators. And inspiration, inspiration is useful for fostering high passion for all school staff. The school principal’s transformational leadership abilities are able to have an effect on students and girls in the school to enjoy reading and in general can foster a culture of literacy for all members of the school.

The Influence of Entrepreneurial Leadership on Innovativeness Mediated by Digital Leadership

Companies that are affiliated with and part of state companies, such as Krakatau Information Technology, play a greater role in supporting state finances, so their performance needs to be given attention. Efforts to realize this can be made by creating a climate of innovativeness that has implications for positive changes in employees, which can be done through leadership roles with entrepreneurial and digital characteristics, so the aim of this research is to test the construct of the relationship between these variables. Quantitative methods in the space of causality were used in this research by testing PCA data for the validity approach and Cronbach's alpha for measuring reliability, while testing the mediation model using the t-test and Sobel test. The general picture shows that entrepreneurial and digital leadership directly have a positive influence on stimulating employee innovativeness, and the leader's ability to use digital technology is able to positively mediate the influence of entrepreneurial leadership on the innovative behavior of Krakatau I.T. employees.

Peran Kesetaraan Gender dalam Kemampuan Kepemimpinan Siswa di Sekolah Dasar

Student leadership is one of the student abilities that need to be developed. This research is motivated by the low leadership ability of female students because they are not given the opportunity to lead equally with male students. This study aims to determine students' leadership abilities, understanding of student gender equality and gender equality analysis of student leadership abilities. The approach used in this research is a qualitative approach with descriptive methods. The subjects of this research are students, principals and teachers. The techniques used in this research are observation and interview. The results showed that the understanding of gender equality is characterised by the situation in schools that provide equal access, participation, control and benefits for male and female students. Likewise, the leadership skills of students who have the ability to lead proficiently, student leadership skills are facilitated through the habituation of routine activities at school even though the school does not yet have a special programme for leadership. By creating a gender-responsive space, male and female students can optimise their leadership skills that will be useful for their future lives.

Model of competency development of professional group leaders (PGL) in higher vocational colleges in Fujian province

This study aims to take Chinese higher vocational colleges professional group leaders as the research subjects to analyze the components of their key competencies, develop the competency model of professional group leaders (PGL), and analyze the main factors influencing the model. It provides a powerful help for improving the scientific level of the construction and management of the teaching staff in higher vocational colleges and filling the gap in the research on the quality and ability of Chinese professional group leaders. A mixed research method is deployed in this study. Data are collected with the help of a self-administrated questionnaire and a semi-structured interview based on grounded theory. Data analysis involves structural equation modeling using AMOS, complemented by qualitative coding in NVivo. It concludes that the competency development model of professional group leaders comprises two main dimensions: explicit competencies and implicit competencies. Explicit competencies include cross-border adaptability (CBA), resource integration ability (RIA), innovation and development practice ability (IDPA), management leadership ability (MLA), and interdisciplinary scientific research ability (ISRA). Implicit competencies include personality attitude (PA), and intrinsic motivation (IM). The study fills a significant gap in the literature by providing a detailed model of competency for professional group leaders in the context of higher vocational education, offering a practical framework for improving the training and management of teaching staff and promoting the development of professional groups effective in vocational colleges.

Introduction to Impacting Education Themed Issue

Educational leadership doctoral granting programs have been on the rise for the last 25 years. These programs recruit students who work full-time as educational leaders while completing full-time doctoral coursework. Previous research on educational doctoral programs has found that they provide unique access to doctorates in education (EdD) for first generation students and students of color. In addition to access, educational doctoral programs create spaces for these students to improve their leadership skills. This issue leverages and shares the voices of alumni of an educational leadership doctoral program and faculty. This special issue highlights what they have learned from their scholar-practitioner journeys. We organized the contributions into three themes that make visible the leadership and scholar-practitioner journeys of our alums and faculty. Most importantly, our contributors emphasize how their doctorate degrees have impacted their capacity for research to inform their everyday practice, and how their leadership abilities were enhanced by the transformative experiences they had in their program.

Does a CEO from a reputable university create a better working environment? Evidence from Indonesia

PurposeThis study aims to investigate whether CEOs who graduated from prestigious universities can provide a better-quality working environment.Design/methodology/approachUsing a sample of 1,877 observations from all companies listed on the Indonesia Stock Exchange from 2019–2021, this research employs logistic OLS and coarsened exact matching (CEM) analyses to ensure robust results.FindingsThis study revealed that companies with CEOs who are alumni of a reputable university provide a high-quality working environment. These results are robust using the coarsened exact matching (CEM). Additional analyses exploring subindicators of working environment quality revealed that CEOs who have received an education from a reputable university have a better understanding of the importance of continuous education and training.Practical implicationsThe findings of this study can provide guidance for managers and decision-makers in managing human resources and the work environment more effectively. By understanding the impact of high-quality education on leadership abilities in creating a supportive work environment, companies can be more strategic in recruiting and developing their leaders.Originality/valueThis study provides a unique contribution by providing empirical data on the quality of the working environment in Indonesia, specifically focusing on the role of CEOs from a reputable university as policy-makers, which has not been extensively explored in previous research.

Clinical Leadership of Nurse at Inpatient Room University of Sumatera Utara Hospital in 2023

Clinical leadership is an appropriate competency for nurses in improving quality and patient safety through innovation and creativity in nursing practice. Unoptimal clinical leadership skills are a problem for hospital management and affect the low quality of service. Based on interviews in a preliminary survey with eight nurses at inpatient room University of Sumatera Utara Hospital, it was found that the implementation of clinical leadership has not been effective. This study aims to describe clinical leadership (demonstrating personal qualities, working with others, managing services, improving services, and setting direction) of nurses at inpatient room University of Sumatera Utara Hospital in 2023. This research is a descriptive analysis research using quantitative research methods with a cross-sectional research design. A total of 58 respondents were selected by total sampling. Data collection was collected through interview method with direct interview technique guided by semi-structured questionnaire. Data were analyzed by univariate analysis. The results showed that the clinical leadership ability of nurses at inpatient room University of Sumatera Utara Hospital was classified as good, with a value in the range of 172.6. The clinical leadership skills were distributed in 1 indicator with a very good category (working with others), 3 indicators with a good category (demonstrating personal qualities, managing services, and improving services), and 1 indicator with a not good category (setting direction). The conclusion of this study is that nurses at inpatient room University of Sumatera Utara Hospital do not all have good clinical leadership. Based on the results of the study, it is recommended to the University of Sumatera Utara Hospital to provide management support to improve nurses clinical leadership abilities. Keywords: Clinical Leadership, Nurses

The impact of leadership style on employee performance in salaam Somali bank

This study was used to investigate the impact of leadership style on employee performance in salaam somali bank. This study have four main objectives they are: to study the impact of leadership style on employee performance in salaam somali bank, to examine the leadership style used in salaam somali bank, to achieve the effect of transformational leadership on employee performance in salaam somali bank, to assess the impact of leadership style on employee motivation and job satisfaction. A key component of every organization is its leadership, which shapes its culture, directs its vision, and affects member behavior. Salaam Somali Bank's leadership's ability to inspire and guide its employees is a critical component of its success. The leadership style that the bank chooses may have a big influence on overall performance, job satisfaction, and staff morale. Different leadership philosophies, including transactional, transformational, and laissez-faire, provide unique methods for overseeing and inspiring staff. The study method of data collection was used by questionnaire. Data analysis used by this Study (spss) descriptive statistics, frequencies, percentage, mean, standard deviation, and regression analysis.

DEVELOPMENT OF A LEADERSHIP COMPETENCY MODEL FOR PRINCIPALS IN PRIMARY SCHOOLS IN SHANGHAI, CHINA

The effective running of schools requires principals to possess leadership competence. In the Chinese context, the selection of principals is based on criteria established by the government, not necessarily the demonstration of leadership ability. Therefore, school principals may still need to enhance their leadership competencies. The goal of this study is to create a leadership competency model specifically for primary school principals in Shanghai. The study was structured around four key objectives: 1) To determine the leadership competencies needed for primary school principals; 2) To determine the factors that affect principal leadership competency development in primary schools in Shanghai; 3) To find the gap between current and needed leadership competencies for primary school principals in Shanghai; and 4) To develop a model of leadership competencies for primary school principals in Shanghai. We used an exploratory mixed-methods design, utilizing both interviews with principals and a survey of 1,113 teachers. The qualitative content analysis revealed eight competencies from the literature: collaboration, communication, educational administration, time management, adaptability, diversity and inclusion, self-awareness, and well-being. Factors that affect competency development were discovered during interviews with principals. Results of the Priority Needs Index (PNI) found that the top three competencies in need of development were collaboration, communication, and educational administration competence. Expert intuition facilitated the development and validation of a model. This model aims to serve as a guide for primary school principals in Shanghai, enhancing their leadership competencies.

Employment Preferences and Self-Perceived Confidence of House-Officers across Dental Teaching Institutions of Lahore

Introduction: Despite progressive statistics, the oral healthcare system suffers from an unevenly distributed workforce, lack of infrastructure, and reduced quality of dental education. As a result, dental graduates have decreased job satisfaction and limited career prospects. This article assesses the perceptions of dental graduates regarding their workforce skills, abilities, and employment preferences. Methodology: This was a cross-sectional, questionnaire-based study targeting House-Officers from various randomly selected dental teaching institutes of Lahore. The study tool was a modified version of the questionnaire used by Manakil and George [13] and assessed the perceptions of dental graduates regarding their workforce skills and preferences. This study aimed to evaluate self-perceived confidence of new dental graduates, and investigate the relationship between gender perceptions. Results: The sample size was of 256 House- Officers. Most participants were confident in their skills and abilities with 167 (65.4%) individuals confident in workforce integration, 166 (64.8%) confident in their patient management skills, 154(60.2%) confident in their interpersonal skills and 163 (63.7%) confident in their leadership abilities. Mentorship was considered to be crucial by 207 (80.9%) individuals. Two hundred and thirty-three (91%) individuals were willing for an additional year of internship and 174 (68%) participants chose a city-based employment. The government sector was the most preferred for employment by 122 (47.7%) individuals whereas research was least preferred. Conclusion: It is imperative that career development and mentorship programs are put into practice, incentives are provided to work in rural areas and research culture is promoted.