Leadership Behavior Research Articles

The Impact of Presidential Elections on Organizational Leadership in Business Environments

This essay delves into the impact of U.S. presidential elections on organizational leadership within the business sector. By scrutinizing shifts in economic policy, regulatory practices, market expectations, and leadership behavior, this work evaluates how these elections shape the strategic and operational decisions of corporate leaders. The study integrates various theories of leadership and organizational behavior, alongside recent case studies, to demonstrate how different election outcomes influence corporate governance and the broader market landscape. Ultimately, it highlights the intricate relationship between political events and business leadership, offering insights into the adaptive strategies employed by corporate leaders in response to electoral changes.

Are female entrepreneurs ambidextrous leaders? A qualitative study through the lens of social role theory

Purpose The purpose of this study is to examine how female leaders demonstrate ambidextrous leadership behaviors amid perceived role incongruity. Design/methodology/approach This study adopted an exploratory, qualitative approach. Data is collected via interviews with 14 female business owners and analyzed thematically. Findings As entrepreneurs, the female leaders draw on both communal and agentic traits; they also demonstrate both opening and closing leadership behaviors and can switch between leadership behaviors and traits as may be required by the situation. Experiences of gender-specific challenges were less visible for this group, and the female leaders consider all actions taken to ensure business venture success as superseding role expectations of any kind. Research limitations/implications The research design may limit the extent to which the findings can be generalized. Practical implications The study provides insights on issues such as gender equality (SDG 5), reduced inequalities (SDG 10) and uncovers ways to support female leaders or encourage young girls to embrace leadership opportunities and business ownership. Current and future female leaders may also find this study useful to boost self-efficacy and navigate gender-specific leadership challenges. Originality/value This study shows that female entrepreneurs are ambidextrous leaders and gender-related challenges are less visible for female entrepreneurs/business owners. It highlights that consideration for business success is more important to female entrepreneurs than concerns about role incongruity. Also, the study shows that female entrepreneurs need to balance communal traits and agentic traits as well as opening and closing leadership behaviors to successfully lead their business ventures.

The Relationship between Ethical Leadership and Employee Innovative Behavior: The Mediating Role of Personality Traits

The organization must rely on new approaches and ways to succeed in current environments. One of these methods is to improve ethical leadership behavior to create a more expressive and productive work environment. Employee innovative behavior is a key factor contributing to businesses' long-term survival and growth. This study focuses on the impact of ethical leadership on the link between employee innovative behavior and considering personality as a mediator. Data were collected from 220 employees in the construction industry. The data were analyzed using partial least square structural equation modeling (PLS-SEM) to assess the measurement and structural models. The study findings show that ethical leadership has a significant positive influence on employee innovative behavior. Personality mediates the relationship between ethical leadership and employee innovative behavior. This study has implications for officials who desire to identify and promote leadership techniques that encourage employee innovative behavior. By understanding the significance of ethical leadership, management can improve from this study, which can assist in strengthening and developing essential employee innovative behavior, which can eventually have a beneficial effect on organizational performance. This research provides a significant practical impact on construction industry management executives. Additionally, this research contributed to the literature for scholars concentrating on the outcomes of ethical leadership.

THE HIDDEN DRIVERS OF JOB SATISFACTION: INCLUSIVE VS AUTOCRATIC LEADERSHIP WITH MEDIATING INFLUENCE OF TRUST

This study investigates the impact of inclusive & autocratic leadership styles on employees’ job satisfaction in manufacturing organizations, focusing on mediating role of organizational trust. Leadership significantly influences employees' attitudes, motivation, and overall performance, yet the interplay between leadership styles, organizational trust, and job satisfaction remains underexplored in the manufacturing sector. Drawing on leadership and organizational behavior theories, this research examines that how inclusive leadership fosters trust & boosts job satisfaction, while autocratic leadership may undermine trust, negatively affecting satisfaction. A quantitative survey design was employed, collecting data from 300 employees across diverse manufacturing firms. Structural Equation Modeling (SEM) was used to test hypothesized relationships. Results reveal that inclusive leadership positively correlates with job satisfaction, mediated by organizational trust thereby highlighting trust as critical mechanism linking leadership and satisfaction. Conversely, the autocratic leadership exhibits a negative relationship with organizational trust and job satisfaction. Therefore, results are important in highlighting the importance of creating enabling, and inclusive leadership styles to direct the trust as well as ensure better employee outcomes in the manufacturing settings.

코칭행동이 혁신행동에 미치는 영향: 자기결정성과 조직몰입의 매개효과 조직지원인식의 조절효과 중심으로

In an environment threatened by rapid environmental changes in 4th industrial era technology, global economic downturn and instability, and the acceleration of technological change, companies are desperate to survive and secure competitiveness. Competition between industries is intensifying and requires the continuous change and innovation of companies in unpredictable environments. In uncertain environments, the need for coaching behaviors that can induce innovative behavior is expanding as companies demand creativity and challenges taken on by organization members. This study verified the influential relationship between the coaching behavior of leaders and the innovation behavior of members, and attempted to confirm the mediating effects of the variables of organizational commitment and self-determination from the intrinsic motivation-level of the individual along with moderating effects through perceived organizational support. This study showed that factors of coaching behavior can have a practical effect on the leaders of organizations who reinforce innovation. Results of this study showed that, first, the coaching behavior of leaders was verified to have a positive (+) effect on the innovation behavior, self-determination, and organizational commitment of members. Second, the coaching behavior of leaders was shown to have a positive (+) effect relationship on the mediating effects of self-determination and organizational commitment, among the innovation behavior of members. Third, perceived organizational support was found to have a moderating effect between the coaching behavior of leaders and the innovation behavior of members. This study can strengthen and differentiate theoretical foundations that are relatively under-researched in the coaching field through self-determination theory and it can be a meaningful study that expands academic mechanisms. In practice, the coaching behavior of leaders can promote corporate sustainability and the innovation behavior of members seeking a competitive advantage and it can provide an empirical basis for the coaching behavior development of leaders.

The Influence of Transactional Leadership Behavior and Organizational Climate on Organizational citizenship Behavior among Ugandan Public Healthcare Workers

The Influence of Transactional Leadership Behavior and Organizational Climate on Organizational citizenship Behavior among Ugandan Public Healthcare Workers

IMPACT OF TOXIC LEADERSHIP, EMOTIONAL EXHAUSTION & LACK OF WORK-LIFE BALANCE ON TURNOVER INTENTIONS: MEDIATING ROLE OF JOB STRESS

This study examines the impact of toxic leadership, emotional exhaustion, and lack of work-life balance on the employee turnover intentions, with a focus on mediating role of job stress. Research posits that toxic leadership, characterized by abusive, manipulative and harmful behaviors, exacerbates emotional exhaustion and disrupts work-life balance, thereby increasing employee stress & heightening turnover intentions. Using a survey-based method, data were collected from employees across various industries and structural equation modeling was employed to test the proposed model. The results indicate that toxic leadership is positively related to emotional exhaustion and a lack of work-life balance, both significantly contribute to job stress. Job stress, in turn, mediates the relationship amid these factors and employee turnover intentions. The findings suggest that organizations need to address the toxic leadership behaviors, enhance work-life balance programs, and mitigate emotional exhaustion to reduce stress at work and decrease turnover intentions. This study contributes to the understanding of the psychological mechanisms driving turnover intentions and provides valuable insights for the organizations aiming to improve the retention and employee well-being.

Adaptive leadership practices and their relationship to the performance of school teachers in the West Bank - Palestine

Leadership is one of the crucial matters that determine the work of educational institutions. As it provides a good framework for principals to improve teachers’ performance. The study aim is to Examining the relationship between adaptive leadership practices and the performance of school teachers in Palestine. mixed method was used. 245 questionnaires were distributed, answered by 245 male and female teachers in the West Bank using a simple random sample. In addition, semi-structured interviews were conducted with 15 school principals and 15 teachers using a purposive sample. The results showed that adaptive leadership behaviors that affect teacher performance in schools are poor, with the average response for the overall score of 2.56. The results were indicated that there are positive adaptive leadership practices that have an impact on teacher performance, such as (supporting teacher professional development, encouraging teamwork and cooperation among teachers, and emphasizing empathy). It was also found that the performance of school teachers was average, the average total response was 3.095, and a statistically significant positive relationship was found between adaptive leadership and the job performance of school teachers in Palestine (r = 0.63; p ≥ 0.01). This study has practical implications for educational policymakers and school leaders, emphasizing the importance of developing adaptive leadership competencies to improve teacher effectiveness and, by extension, student results.

Ethical Leadership and Employees' Innovative Behavior: Exploring the Mediating Role of Organizational Support

Purpose- The primary purpose of this study is to examine the relationship between ethical leadership and innovative behavior of employees in Nepalese commercial banks with the mediating role of organizational support. Design/Methodology/Approach- To examine the relationship between ethical leadership and innovative behavior, with organizational support as a mediator, a descriptive and causal research design was employed. Data were collected from a sample of 287 employees at various capacity levels within Nepalese commercial banks, using a convenience sampling technique. Findings- This study reveals that ethical leadership significantly fosters innovative behavior among employees in Nepalese commercial banks, with organizational support serving as a key mediating factor. Strong organizational support amplifies this relationship by offering essential resources, encouragement, and a secure environment that nurtures creativity and innovation. Implications- The findings of the study indicate that prioritizing ethical leadership training and strengthening organizational support systems can substantially boost employee innovative behaviour. This, in turn, contributes to enhance organizational performance and strengthens competitive advantages of the business. Originality/Value- This study provides new insights into the impact of ethical leadership and organizational support system on innovative behavior. Further it supports for fostering a culture of innovation, which is critical for enhancing competitiveness in the banking sector.

The influence of ethical leadership and ethical culture on ethical behavior in higher education institutions

Educational institutions play a crucial role as examples of ethical behavior enforcement in society. This study aims to examine the influence of ethical leadership on ethical behavior through the mediating role of ethical culture in Universitas Mercu Buana, a higher education institution accredited in Jakarta. Specifically, the research investigates how leadership shapes the ethical culture and, subsequently, ethical behavior among academic and administrative staff, thereby setting an example for students in ethical behavior formation. The research employs a quantitative approach with a causality design. Data were collected using structured questionnaires distributed to 150 academic and administrative staff as respondents, selected through purposive sampling. The data were analyzed using the Structural Equation Model (SEM) with the AMOS software to identify direct and indirect relationships between variables. The findings reveal that ethical leadership has a significant positive effect on ethical culture (CR = 4.233, P = 0.000) and ethical behavior (CR = 6.677, P = 0.000). Furthermore, ethical culture mediates the relationship between ethical leadership and ethical behavior, emphasizing its pivotal role in shaping ethical practices. These results highlight the importance of fostering ethical leadership and culture within educational institutions to promote ethical behavior. The study concludes that strengthening ethical leadership and cultivating an ethical culture in higher education can significantly contribute to forming ethical attitudes and behaviors, which are essential for graduates and society. Practical implications include the need for ethics-based leadership training and the establishment of institutional policies that reinforce ethical norms. These findings offer valuable insights for both academic researchers and practitioners in organizational ethics.

Research on the Influence Mechanism of Leader Incivility on Employees' Complaints

Employee complaints are expressions of employee dissatisfaction related to work and organization, and it is a workplace phenomenon that cannot be ignored in today's society. Leaders' uncivil behaviors can bring negative psychological experiences to employees and affect their behaviors. Based on the theory of emotional events, this study takes negative emotions as mediating variables and justice sensitivity and self-monitoring as moderating variables to explore the influence mechanism of uncivilized leadership behavior on employee complaints, so as to provide references and lessons for the intervention management of leader incivility and the management of employees' complaints in corporate practice.

Strategic Responses to Employee Well-Being Issues in VUCA (Volatile, Uncertain, Complex, and Ambiguous) Conditions: Expanding the JD-R (Job Demands-Resources) Model with Job Crafting.

Current work environments, driven by globalization, demographic changes, and digitalization, demand substantial adaptation, which leads to decreased employee well-being. While occupational psychology research has identified supportive mechanisms, it often lacks a deepened understanding of how interventions function. This study aims to analyze the impacts of VUCA contexts and leadership behavior on job crafting, focusing on white-collar workers. Our objective is to identify workplace configurations that safeguard employee health in dynamic settings. Utilizing the JD-R model augmented by job crafting as a theoretical framework, we conducted qualitative comparative case studies using the GABEK® methodology to analyze and systematize data. This approach captures complex organizational interrelationships through sentence analysis, transforming subjective meanings into a comprehensive network and providing deeper insights into organizational dynamics. Research findings reveal that evolving work demands, notably from digital transformations, impact knowledge management, communication, and employee well-being. IT discrepancies and communication deficits intensify work complexity, underscoring the need for enhanced management frameworks. Proactive and adaptive leadership, along with job crafting, is crucial for protecting health and enhancing performance in fast-paced digital environments. These strategies promote structured decision-making and efficient knowledge management, fostering a resource-oriented culture that enhances employee well-being and overall effectiveness.

The Role of Transformational Leadership and Organizational Values in Enhancing Commitment to Service: An Empirical Study of Credit Unions in West Kalimantan

This study examines the impact of Transformational Leadership and Organizational Value on Commitment to Service within the service industry context. Using a quantitative causal research design, data were collected from employees of Credit Unions in West Kalimantan through structured questionnaires and analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM). The findings reveal that Transformational Leadership positively influences Commitment to Service, with leaders' inspirational motivation and individualized consideration fostering employees' dedication to quality service. However, the effect is relatively minor compared to Organizational Value. Organizational Value demonstrates a more substantial influence, where the alignment between organizational and individual values significantly enhances employees' sense of responsibility and commitment to providing excellent service. This research underscores the dominant role of Organizational Value over leadership styles in shaping Commitment to Service. These findings contribute to the theoretical understanding of leadership and organizational behavior while offering practical insights for organizations to prioritize strengthening organizational values as a strategic approach to improving service quality. The results emphasize the need for integrated strategies that combine leadership development and value-driven management to optimize employee engagement and performance in service delivery.

Beyond laptops and tables: unveiling Singapore’s success in hybrid work through a two-wave gender multigroup analysis of compassionate leadership

PurposeIn recent years, hybrid work has become a new working model. Using the job demands-resources, the conservation of resources and social role theories, we investigate gender disparities in the impact of social support at work and perceived organisational support on shaping various aspects of the hybrid work experience. We further explore whether compassionate leadership is effective in generating these forms of support.Design/methodology/approachOur study is based on data collected from 310 Singaporean white-collar professionals through a two-wave method and analysed using PLS-SEM.FindingsThe results reveal that while compassionate leadership is essential in today's hybrid work environment, men and women perceive differences in the effectiveness of support mechanisms on various dimensions of the hybrid work experience.Originality/valueThis research represents a pioneering effort in elucidating the potential of compassionate leadership in fostering various resources within organisations. Compassionate leadership, characterised by empathy, care and concern for employees, is shown to be instrumental in generating additional forms of resources beyond the conventional metrics. These additional resources may include emotional support, trust and a sense of belonging among employees, which are crucial for their well-being and performance. Overall, this research contributes to the growing body of literature on leadership and organisational behaviour by shedding light on the significance of compassion in leadership and the intricate dynamics of hybrid work arrangements. It underscores the importance of fostering a supportive and empathetic leadership style to navigate the challenges of contemporary work structures effectively.

Empowering the Next Generation: The Principal's Role in Leadership Development and Succession in Secondary Schools

This study explores the influence of leadership behaviors on leadership transformation in high schools and higher education, emphasizing the need for effective preparation of future leaders. The issue arises from a lack of focus on leadership development in educational settings, which is critical for enhancing educator performance and organizational commitment. A quantitative survey approach was employed, involving 351 students from universities and high schools. Data collection was conducted via questionnaires, and descriptive statistical analysis was performed using SPSS Version 25.0, with standardized hierarchical regression analysis applied to test relationships. The findings reveal that transformational leadership behaviors significantly and positively influence job satisfaction, organizational commitment, and teacher performance. Leaders' individual attention to team members was identified as a key factor in improving leadership effectiveness. The study highlights the critical role of structured, evidence-based leadership development in fostering a positive organizational culture within educational institutions. Leadership behaviors that focus on communication and conflict management were found to be instrumental in achieving these outcomes. Educational institutions should prioritize leadership training programs to prepare effective leaders and enhance institutional performance. Future research should incorporate qualitative methods to provide a deeper understanding of leadership dynamics across high schools and higher education contexts.

Sustainable leadership and work behavior in hotel businesses: The influence of perceived environmental corporate social responsibility

Despite the growing emphasis on sustainability in the hospitality industry, there is a notable gap in understanding how sustainable leadership influences employee work behavior, particularly through the lens of perceived environmental corporate social responsibility (PECSR), an area that has yet to be fully explored in the context of hotel businesses. Therefore, this study aims to examine the impact of sustainable leadership on sustainable work behavior among employees in hotel businesses with a particular focus on perceived environmental corporate social responsibility as a mediator. This study focuses on full-time employees working in five-star hotels in Egypt, with a total of 352 valid responses collected. The data were analyzed using WarpPLS software, a user-friendly tool for the PLS-SEM approach adopted. The findings indicate that sustainable leadership has a positive impact on employees' sustainable work behavior and their perceptions of environmental corporate social responsibility. Additionally, the study shows that PECSR not only positively influences employees' sustainable work behavior but also serves as a mediator in the relationship between sustainable leadership and sustainable work behavior. This study contributes to sustainability and leadership literature in the hospitality industry. It demonstrates that sustainable leadership’s impact on employee behavior is partially mediated by employees’ perceptions of their organization’s environmental responsibility, enriching leadership theories with insights from corporate social responsibility and organizational behavior. Practically, the research offers hotel managers actionable insights on integrating sustainability into leadership practices, emphasizing the importance of transparent communication about CSR initiatives, leadership training, and aligning sustainability with organizational strategies to enhance employee engagement and foster sustainable work behavior.

The role of Mahabbah intellectual stimulation leadership in improving organizational performance

This research aims to explore a new conceptual model that can fill the limitations of previous studies and research gaps between organizational learning and organizational innovation which is centered on the concept of mahabbah intellectual stimulation leadership which is expected to encourage increased organizational performance. There are phenomena and research gaps so that a conceptual model is built and a hypothesis is proposed so that the significance of the hypothesis test becomes the basis for answering the research problem. The model produced through the development of organizational learning and organizational innovation based on Mahabbah Intellectual Stimulation Leadership towards improving performance in the Private Higher Education Undergraduate Study Program under the auspices of the Superior Accredited University in LLDIKTI Region VI Central Java is a finding for the novelty of this research. Leadership can be realized through a leadership quality approach, namely Mahabbah Intellectual Stimulation Leadership (MISL), which is a leader's behavior that encourages subordinates to think creatively and innovatively on the basis of compassion and maintaining harmony within the organization and has the potential to increase intelligence and organizational performance. 130 questionnaires were obtained from the Head of the Study Program. Data collection was carried out using a sampling method using proportionate stratified random sampling technique. Model and hypothesis testing was carried out using structural equation modeling (SEM) analysis with AMOS software. The existence of mahabbah intellectual stimulation leadership is an important concept regarding leadership that encourages organizational innovation towards organizational performance. This study develops a new leadership model based on compassion and harmonization based on Islamic values, namely Mahabbah Intellectual Stimulation Leadership. Next, test the relationship of this new concept to organizational learning, organizational innovation and ultimately to improving organizational performance (organizational performance) in the Private Higher Education Undergraduate Study Program under the auspices of the Superior Accredited University in LLDIKTI Region VI, Central Java.

Exploring the role of ethical leadership and personality traits in shaping ethical behavior among Ugandan security officers

PurposeThe study investigates the mediating role of ethical leadership on the association between personality traits and ethical behavior among police officers in Uganda. The primary aim is to understand how personality traits influence ethical behavior and the role ethical leadership plays in this dynamic.Design/methodology/approachEmploying a quantitative, descriptive research design, data were collected through convenience sampling from 259 police officers across various stations. A self-administered questionnaire comprising closed-ended questions was utilized to assess the officers’ personality traits, ethical behavior and ethical leadership, with responses measured on a five-point Likert scale. The data were analyzed using structural equation modeling (SEM) with Smart PLS software, incorporating bootstrapping techniques to evaluate direct and indirect effects among the constructs.FindingsThe findings indicate a positive association between personality traits and ethical behavior, with ethical leadership significantly mediating this relationship.Practical implicationsSpecifically, officers with favorable personality traits are more likely to engage in ethical behavior, facilitated by the presence of ethical leadership. These results emphasize the necessity of promoting ethical leadership to enhance the ethical conduct of police officers in Uganda.Originality/valueThis research contributes original insights into the interplay between personality traits, ethical leadership and ethical behavior within the Ugandan police context. The practical implications suggest that law enforcement agencies should prioritize ethical leadership development initiatives, as these can significantly enhance ethical standards among officers, thereby improving the overall integrity of the police force and fostering public trust.

Paradoxical Leadership Behavior: Literature Review and Prospects

Paradoxical Leadership Behavior: Literature Review and Prospects

The Role of Psychological Safety in Fostering Creativity and Innovation in the Workplace

This research study would focus on the relationship between psychological safety and creativity and innovation in organizational contexts. Following a quantitative methodology, it analyzes how far psychological safety influences an employee's tendency towards taking risk, expressing his ideas, and collaborating-on all of which are part and parcel of creativity and innovation. The research population consisted of 180 participants: team leaders, HR managers, and educational principals, using self-administered questionnaires for the purpose. Correlation, regression, and post-hoc analysis of the collected data has been done in this case to determine both strength and direction of relationship existing between psychological safety and some crucial organizational outcomes. The analysis, employing correlation, regression, and post-hoc techniques, reveals strong positive correlations between psychological safety and creativity, with psychological safety significantly predicting creativity (? = 0.55, p < 0.01), accounting for 47% of its variance. Additionally, psychological safety was found to encourage risk-taking (r = 0.72, p < 0.01) and idea-sharing (r = 0.65, p < 0.01). Leadership behaviors and communication strategies were also identified as crucial in fostering psychological safety, with both predicting 52% of its variance. The study underscores the importance of creating a psychologically safe environment to promote innovation and continuous improvement in organizations.