Leadership Behavior Research Articles

Exploring relationships among leadership behaviors, organizational citizenship behaviors, organizational justice and person–organization fit in Vietnamese academic libraries

Purpose This study aims to examine the relationship between leadership behavior, organizational justice, person–organization fit and organizational citizenship behavior in the context of Vietnamese academic libraries. Using social exchange theory, this research indicates the impact of leadership behavior on organizational citizenship behavior. This study also examines the mediating role of organizational justice and person–organization fit in the relationship between leadership behavior and organizational citizenship behavior. Design/methodology/approach A total of 248 responses are obtained from academic library personnel in Vietnam, which are used to examine the research hypotheses. Findings The findings partially support the hypotheses because two leadership dimensions significantly influence organizational citizenship behavior, and organizational justice mediates the relationship between relationship-oriented leadership and organizational citizenship behavior. However, person–organization fit does not mediate the relationship between leadership behavior and organizational citizenship behavior. Practical implications Results indicate that two types of leadership behavior can significantly impact the organizational citizenship behavior of the librarians. Academic libraries should provide opportunities to librarians to engage in citizenship behavior by implementing organizational justice intervention. Originality/value This research contributes to the social exchange theory by integrating leadership behaviors, organizational justice, person–organization fit and organizational citizenship behaviors. Given that no prior studies have investigated the associations among four constructs, the obtained findings are a new exploration.

Leadership Development in Women STEM Students: The Interplay of Task Behaviors, Self-Efficacy, and University Training

This study explores the relationship between task-oriented behaviors, self-efficacy, and leadership emergence in women STEM students, grounded in the context of prototypical leadership theory and self-efficacy theory. Prototypical leadership theory emphasizes the alignment of leadership behaviors with group expectations, which, in STEM fields, are often task-oriented. The research examines how task-oriented behaviors, such as planning, decision-making, and supervision, influence women’s self-perception of leadership ability and their subsequent emergence as leaders. Our results show a positive relationship between task-oriented behaviors and self-efficacy and a positive relationship between self-efficacy with leader emergence, with academic experience further ngthening this link. As students’ progress through their programs, engaging in more teamwork and leadership tasks, their self-efficacy enhances, leading to stronger leadership emergence. Also, we found an indirect effect from task-oriented behavior to leader emergence via self-efficacy. These findings have significant implications for fostering leadership in women, particularly in STEM. The study calls for educational programs to enhance opportunities for women to develop these behaviors early on, ensuring their growth into leadership roles in STEM fields.

Perceptions of Local and Traditional Government Leaders for Enhancing Community Development

Purpose: There are two key governance forms in Ghana, specifically traditional governance and democratic governance. Accelerating development in the local communities requires effective collaboration and the fusion of the two governances divide to harness the unique capabilities and opportunities embedded within each paradigm. The perceptions hold by local and traditional leaders about each other is fundamental to collaborative efforts. Such perceptions speak to the psychosocial, convictional and behaviour of local leaders. Methodology: This study through a field survey samples the views of two leadership divide about each other in terms of their ability to drive positive change in the community to drive accelerated community development. The study was conducted among three select districts specifically, the Accra Metropolis, Kumasi Metropolis and the Tamale Metropolis using key informant interviews, and focus group discussions to gather the data. The data was analysed using thematic analysis. Findings: The findings of the study indicated that there are shared perceptions of strengths of both systems of governance for developing local communities. The traditional leaders are seen to be strong on cultural legitimacy, moral authority, communication competence, and historical knowledge, all of which helps in social mobilization within the local communities. The local government leaders were found to exercise strength in the areas of access to money and resources, legal authority, and enforcement authority. Unique Contribution to Theory, Practice and Policy: We conclude that there are opportunities to harness each of these strengths such that a successful fusion of local and traditional systems of government will lead transformative leadership for sustainable local development.

School Principal’s Perspective on Continuing Institutional Growth Development of an Education of Private School in Phnom Penh

This study aimed to explore the school principal’s perspective on continuing institutional growth development. The school principal's job is hard in a number of ways. School principals have to balance their jobs as site manager and instructional leader on a regular basis. This study looked into and identified the knowledge and learning opportunities that school leaders, particularly those who head schools with bilingual programs, rely on to lead their schools. School leadership and management are recognized as key determinants for school reforms; however, little is known about the effects of school principals’ leadership as perceived by teachers on teaching and learning outcomes. Education is main key element for develop family value, community, country, and all sectors in the world. So, school leader must be set clear policy, vision, mission, and core value for students ’achievement. School principal need to have strong commitment and long perspective for develop institutions by change their leadership styles, infrastructures, and school development’s plans. According to data collection and analysis of Mean = 3.29; Std. Deviation = 6.19 from 30 school principals and vice school principals from private school located in Phnom Penh show that: Schools or institutional growth development depend on school principal leadership styles and long perspective for development institutions. Another researchers or scholar can be choose leadership behavior, employee ’mindset change, integrated technology for institution for next studies.

Instructor’s Leadership Style Improves Student Learning Motivation at Akademi Penerbang Indonesia Banyuwangi

The study "Instructor’s Leadership Style Improves Student Learning Motivation at Akademi Penerbang Indonesia Banyuwangi" examines how instructor leadership influences student motivation at API Banyuwangi. Learning motivation is key to academic success, and both intrinsic and extrinsic factors affect it. This study highlights the significant role instructors play in shaping student motivation through their leadership style. Using a quantitative approach, the researchers collected data from students and flight instructors via surveys. Two questionnaires were used: one to measure leadership style and another to assess student motivation. The sample was selected using stratified random sampling to ensure broad representation. The data was analyzed using SmartPLS 3, a tool that supports structural equation modeling and bootstrapping. Key findings show that specific leadership behaviors, such as giving clear instructions, offering constructive feedback, and using varied teaching methods, significantly enhance student motivation. Students are more motivated when instructors are seen as fair and engaging, which positively impacts their learning commitment. The analysis demonstrated that 74.2% of the variance in student motivation could be attributed to instructor leadership style, highlighting its importance. The study concludes that effective instructor leadership is crucial in boosting student motivation at API Banyuwangi. By fostering a supportive and engaging learning environment, instructors can enhance academic outcomes. The research emphasizes the importance of continuous professional development and innovative teaching practices to keep students motivated and committed to their studies.

Navigating the Shadows: Exploring the Impact of Self-Centered Leadership on Teacher Emotional Exhaustion

ABSTRACT Researchers studying educational leadership theory tend to examine positive leadership behaviors and their outcomes far more frequently than their opposite. Such a lopsided approach, while admirable in its intent, has undermined efforts to identify and excise the continuation of poor leadership attributes currently extant. This study aims to address the latter issue by investigating how, and under what conditions, a school principal’s self-centered leadership style contributes to the proliferation of teacher emotional exhaustion amongst school faculty. Data collected from 855 teachers in 72 Kuwaiti public schools were analyzed via regression analysis and bootstrapping tests to evaluate a moderated mediation model of self-centered leadership effects on teacher emotional exhaustion; teacher diffident silence acted as the mediator, while teacher ambivalent identification served as the moderator. The results showed that diffident silence partially mediates the relationship between self-centered leadership and teacher emotional exhaustion. Additionally, ambivalent identification mitigates the positive relationship between self-centered leadership and diffident silence as well as the indirect effects of self-centered leadership on teacher emotional exhaustion via diffident silence. Our discussion highlights the benefits of understanding the roles of diffident silence and ambivalent identification in the relationship between self-centered leadership and teacher emotional exhaustion, and offers recommendations for improving school leadership practices.

The impact of safety leadership on safety behaviors of aircraft rescue and firefighting personnel during the COVID-19 pandemic

Objectives. Facing risk of contracting COVID-19, adopting individual health and safety behaviors to prevent infection was critical for first responders to ensure personal and public safety. This study assessed direct and indirect relationships between safety leadership, safety behaviors and the effect of risk perceptions on these relationships among aircraft rescue and firefighting (ARFF) personnel during the COVID-19 pandemic. Method. A total of 127 ARFF frontline personnel participated in an online survey. COVID-19-specific constructs of safety leadership, safety behaviors and risk perceptions were assessed using a structural model with moderation and serial mediation analysis using the mixed-model method. Results. Safety leadership had significant direct effects on safety compliance and indirect effects on safety participation and mask use. ARFF personnel’s perceived severity of the virus had significant direct effects on mask use and indirect effects on safety compliance and participation behaviors. The interaction of safety leadership and perceived susceptibility to the virus had significant direct effects on safety compliance behaviors and indirect effects on safety participation and mask use. Conclusion. There are practical implications to strengthen safety compliance behaviors through leadership. This study contributes to the literature on leadership and safety behaviors among ARFF personnel during exceptional circumstances and times of crisis.

Transformational Leadership and Innovation Work Behavior: The Role of Perceived Organizational Support and Knowledge Sharing

Transformational Leadership and Innovation Work Behavior: The Role of Perceived Organizational Support and Knowledge Sharing

Nurses Innovative Behaviour in the Context of Authentic Leadership: A Scoping Review.

This scoping review aims to explore the existing research on the impact of authentic leadership on nurses' innovative behaviours. The following databases were searched (from 2013 to 2023): PubMed, Cumulative Index to Nursing and Allied Health Literature, Cochrane Library, Embase, Scopus, APA Psych Info, Educational Resources Information Centre, and ABI Inform. Search results were exported into Covidence software to assist with the selection and assessment of retrieved studies. Studies were included that specifically examined the relationship between authentic leadership and innovative behaviour among nurses working in healthcare settings. 12 papers remained for full-text review after title and abstract screening. Four studies that met the inclusion criteria were included in the final analysis. Using the Crowe Critical Appraisal Tool two reviewers independently evaluated these four studies. Findings revealed that authentic leadership affects nurses' innovation and creativity in various healthcare settings and cultural contexts. It also highlighted mediating factors such as increased engagement and knowledge sharing. Resilience and technological infrastructure were identified as additional factors that affect and support this relationship and influence the development and enaction of innovative behaviours. Authentic leadership was found to contribute to innovative nursing behaviours that have important implications for the best practices in healthcare and outcomes. Innovative behaviour among nurses is essential for rising to the challenges of complex healthcare environmental challenges, and the potential for authentic leadership to act as a catalyst for this is important. Future research needs to further explore the impact of authentic leadership on innovative behaviour and the contextual and cultural influences that effect this. More research is also needed on the exact nature of nurses' innovations and their potential use in healthcare. The EQUATOR guidelines for PRISMA have been met. No patient or public contribution.

The Influence of Leadership Behavior Assessments and Servant-Oriented Leadership on Employee Engagement

Employee engagement is vital for organizational success, driving productivity, innovation, and resilience. Despite efforts to enhance engagement, challenges persist, particularly in adapting to remote and diverse workforces. This research evaluates the influence of leadership behavior assessments and servant-oriented leadership on employee engagement within Chinese organizations. The study also uses a quantitative research design based on questionnaires to explore how demographic factors impact engagement levels. Findings reveal that differences in occupation and Types of Job generate differences in Employee Engagement, emphasizing the need for tailored engagement strategies. Additionally, Leadership Behavior Assessments and Servant-oriented Leadership demonstrate significant positive impacts on Employee Engagement, underscoring the critical role of effective leadership in driving engagement and enhancing organizational performance. Integrating servant leadership principles into leadership development programs can foster a collaborative and productive work environment, ultimately contributing to organizational success.

Promoting employees’ innovative work behavior through innovation-specific leader behavior: An AMO-approach

Abstract Fostering employees’ innovative work behavior (EIB) has become one of the most important tasks of leaders. Although numerous studies have investigated the relationship between leadership and EIB, it is still unclear which specific leader behaviors promote EIB. Previous research has focused on leadership in terms of broad, non-innovation-specific leadership styles. Behavioral sub-factors have been neglected, and prioritization according to the importance of individual behaviors is still lacking. To address these issues, we identify innovation-specific leader behaviors and analyze which behaviors are best suited to increase EIB. To explain the relationship between the respective leader behaviors and EIB, we rely on the Ability–Motivation–Opportunity (AMO) framework and distinguish between ability-enhancing, motivation-enhancing, and opportunity-enhancing leadership behaviors. Our empirical analyzes are based on data from 1214 German employees. Our findings reveal that motivation- and opportunity-enhancing leadership behaviors foster EIB, with certain innovation-specific behaviors being particularly important for EIB. Building on our results, we provide guidelines for innovation-specific leadership.

Does relational context matter? Trust in principal as a moderator between distributed leadership and organisational citizenship behaviours in Turkish schools

This study investigates how and under what conditions distributed leadership influences teachers’ organisational citizenship behaviours. Using survey data from a sample of 419 teachers working in primary and secondary schools across six provinces in Türkiye, the current study tested a moderation model of distributed leadership’s impacts on teachers’ organisational citizenship behaviours, with trust in principal as the moderator. A regression-based moderation analysis was performed to examine the relationships between the study variables. The results demonstrated that distributed leadership is significantly associated with organisational citizenship behaviours, and trust in principal significantly moderates this link. Furthermore, distributed leadership fails to exert a significant influence on organisational citizenship behaviours when trust in principal is relatively low, indicating the pivotal role of trust as a relational context factor in elucidating the leadership’s impact on organisational citizenship behaviours. The results contribute to a deeper understanding of how the relational aspects of the workplace influence the impact of distributed leadership practices on positive teacher behaviours. The study has several implications for theory, policy and practice.

Impact of AI ethics on school administrators’ decision-making: the role of sustainable leadership behaviors and diversity management skills

Impact of AI ethics on school administrators’ decision-making: the role of sustainable leadership behaviors and diversity management skills

Improving Innovative Work Behavior in Small and Medium Enterprises: Integrating Transformational Leadership, Knowledge Sharing, and Psychological Empowerment

Small and medium enterprises (SMEs) significantly contribute to society’s growth and welfare. Nevertheless, SMEs often experience challenges, i.e., high levels of competition and market demands. To maintain SMEs’ existence, a competitive advantage is demanded by increasing innovative work behavior. This study explores and evaluates the relationship between transformational leadership and innovative work behavior and examines the mediating role of knowledge sharing and psychological empowerment on the relationship between transformational leadership and innovative work behavior. This study uses a quantitative approach, where data were gathered from a questionnaire distributed to 190 employees of export SMEs and were further examined using Smart PLS 3.2.9. The findings demonstrate that transformational leadership does not influence innovative work behavior but significantly and positively influences psychological empowerment and knowledge sharing. Psychological empowerment and knowledge sharing significantly and positively influence innovative work behavior. Subsequently, psychological empowerment and knowledge sharing partially mediate the linkage between transformational leadership and innovative work behavior.

Mediating effect of Felt obligation between Inclusive leadership and Caring behavior of Chinese nurses

PurposeIt aims to validate the mediating role of felt obligation between inclusive leadership and the caring behavior of clinical nurses using a structural equation model. MethodsAll of the nurses were investigated with the general Information Questionnaire, Caring Behavior Scale, Felt Obligation Scale and Inclusive Leadership Questionnaire. AMOS 21.0 was used to construct the structural equation model and analyze the mediating effect of felt obligation, and Bootstrap method was used to test the mediating effect model. ResultsThe total scores of caring behavior, felt obligation and inclusive leadership were 125.25±18.31,21.38±3.36 and 38.04±6.56 respectively. Felt obligation played a partial mediating role in the relationship between inclusive leadership and caring behavior of nurses, and the mediating effect accounted for 43.5%. ConclusionsFelt obligation plays a partial mediating effect between inclusive leadership and caring behavior of nurses. Nursing managers can adopt the leadership concept of inclusive leadership to enhance the level of felt obligation of nurses, so as to better improve the caring behavior of nurses.

Losing Your Best: How Poor Leadership Can Drive Top Talent Away

This article discusses how leadership behaviors can inadvertently undermine employee engagement and drive top performers to seek new opportunities. It identifies five areas where leaders commonly fall short: lack of recognition and praise for good work, insufficient meaningful feedback, unclear career growth opportunities, poor work-life balance expectations, and deficient company-wide communication. For each area, research is presented on its importance for retention followed by an illustrative example of an employee who departed due to that specific deficiency. The article advocates for leaders to adopt strategies like regular praise, ongoing development-focused feedback, transparent career roadmaps, flexibility that respects personal well-being, and consistent messaging. When leaders make intentional efforts to strengthen these human aspects of work, it nurtures an environment where high-performing talent is motivated to stay committed to the organization long-term.

Neurodivergent Leadership: An Underutilized Resource

This article examines the underutilized leadership potential of neurodivergent individuals in the workplace. Drawing from research in neurodiversity, leadership, and organizational behavior, it explores the inherent competencies commonly possessed by those with autism, ADHD, dyslexia, and other neurologically diverse conditions that can make them well-suited for senior roles when provided the proper developmental support. Strategies are proposed for nurturing neurodivergent talents into executive strengths through unbiased assessments, cultivating self-awareness, customized coaching, mentorship, and outcome-based promotion and evaluation. Real-world cases are also presented of accomplished neurodivergent leaders achieving success in technology and finance by capitalizing on their divergent cognitive gifts. The brief argues neurodivergent traits represent untapped brainpower when organizations focus on performance over traits, make proactive environmental adjustments, and view neurodiversity as a priority for inclusion rather than assimilation alone. Unlocking neurodivergent potential represents a pathway to transformational results for progressive firms.

Learning goal orientation, empowering leadership and participative decisionmaking as predictors of expatriates’ postpandemic job performance

Purpose This paper aims to investigate the relationship between learning goal orientation, empowering leadership, participative decision-making and organizational citizen behavior and its effect on post-pandemic job performance within the expatriate UAE community. Design/methodology/approach The study proposes a theoretical model based on responses from survey data collected from 314 expatriates working in private sector organizations in Dubai, UAE. Findings The findings indicate that both learning goal orientation and participative decision-making have a significantly positive direct relationship with organizational citizenship. Furthermore, organizational citizenship is demonstrated to have a significant positive impact on job performance. However, the study reveals that there is no significant relationship between empowering leadership and organizational citizenship. Originality/value This study adds to extant expatriate management theory relating to international business by examining the effects that organizational citizenship behavior, learning goal orientation, empowering leadership and participative decision-making have on expatriates’ job performance.

Gender and Job Satisfaction: Examining the Role of Leadership Behavior and Gender Congruence Over Time

This article examines the longitudinal relationships between leader gender, leadership style, gender congruence between leaders and followers, and employee job satisfaction over time. Drawing on gender stereotype and role congruity theories, it reviews how communal attributes ascribed to females can initially disadvantage women in leadership roles by compromising their perceived competence. However, evidence indicates such bias may fade as individuals gain experience observing a leader's actual behaviors, values and competencies through ongoing interactions. Specifically, a five-year longitudinal field study found women leaders initially received marginally lower evaluations than men but ended with equal or higher ratings as preconceptions diminished. Additionally, demonstrating a transformational leadership style emphasizing inspiration and development associated positively with follower well-being across genders and leader-follower gender alignments. Practically, organizations that implement regular assessment and mentoring activities appear most effective at fostering truly inclusive cultures where talent, not attributes, drive satisfaction and career outcomes long-term.

How and When Leaders’ Self-Sacrifice Backfires: Examining the Impact on Subordinate Unethical Pro-Organizational Behavior

Self-sacrificial leadership has generally been studied in terms of its beneficial effects on organizations. However, recent research has challenged this notion by highlighting that leaders’ self-sacrifice can also produce dysfunctional outcomes for leaders and their followers. The present study draws on social identity theory and extends this novel perspective by examining whether self-sacrificial leader behaviors can inadvertently encourage unethical pro-organizational behavior (UPOB) among subordinates. The study further explores the mediating role of organizational identification and the moderating role of followers’ unethical tolerance and ethical organizational climate. Using time-lagged data from 271 employees, results confirm that leaders’ self-sacrifice is indirectly related to UPOB through organizational identification. The indirect relationship gets weakened when followers have low unethical tolerance, and the organizational climate is highly ethical. This study augments our understanding of the antecedents of UPOB and the boundary conditions under which UPOB may be curtailed. Implications for theory and practice are discussed.