Leadership Of Leaders Research Articles

Transformational Leadership Model in Islamic Education

The transformational leadership leads its human resource into its elightment sensitivity, organisational development, collective vision, leadership delegation, and developing organisational culture which is a must in organisational restructure scheme. This leadership model would be able to accelerate the awareness of its followers by promoting productive ideas, a synergical relationship, responsibility, educational concern and collective expcetations. The transformational leadership leaders are those visionary and able to identify changes and transformation into organisations. In addition, they will be able to promote organisational changes and motivate creative and innovative individual employees. Furthermore, they also build strong team work, promote the positive working culture and maintain responsibility.

Hubungan Fenomena Groupthink dengan Gaya Kepemimpinan Ketua RT di Desa Cikarawang

Neighborhood activities are a process that can be used to see the level of group members' participation, often member participation is influenced by several things, such as groupthink phenomenon and group leader leadership style. The purpose of this study was to: (1) identify groupthink causal factors in groups, (2), identify leadership styles found in neighborhood, and (3) analyze the relationship of leadership style with groupthink phenomena in groups. This study uses a quantitative approach supported by qualitative data with 30 neighborhood as respondents. The subjects of this study were neighborhood groups located in Cikarawang Village, Dramaga District, Bogor Regency. Analysis of research data using the Spearman rank correlation test. The results show that there was no relationship between the leadership style of the chair and groupthink phenomena in the neighborhood activities. This condition influences the neighborhood leader dominant leadership style is laissez faire, so it has no relation to the decline in criticism of neighborhood members in groupthink phenomena.

HUBUNGAN FENOMENA GROUPTHINK DENGAN GAYA KEPEMIMPINAN KETUA RT DI DESA CIKARAWANG

Neighborhood activities are a process that can be used to see the level of group members' participation, often member participation is influenced by several things, such as groupthink phenomenon and group leader leadership style. The purpose of this study was to: (1) identify groupthink causal factors in groups, (2), identify leadership styles found in neighborhood, and (3) analyze the relationship of leadership style with groupthink phenomena in groups. This study uses a quantitative approach supported by qualitative data with 30 neighborhood as respondents. The subjects of this study were neighborhood groups located in Cikarawang Village, Dramaga District, Bogor Regency. Analysis of research data using the Spearman rank correlation test. The results show that there was no relationship between the leadership style of the chair and groupthink phenomena in the neighborhood activities. This condition influences the neighborhood leader dominant leadership style is laissez faire, so it has no relation to the decline in criticism of neighborhood members in groupthink phenomena.

Strategic Leadership of the Business Organization and the Role of the Manager-Leader

In the study of the theory and practice of business management, it is more and more often commented on the new qualities that a modern leader should possess. This substantiates the author's research interest in exploring and analyzing the relationship between the leader's leadership behavior and the manager and the organization's leadership. The focus is on the knowledge, roles, and skills that a leader needs to possess that are considered to determine the leadership behavior of the organization he or she is managing in a rapidly changing environment. The purpose of the publication is to synthesize and systematize the qualities and characteristics of the leadership behavior of the manager, which are a prerequisite for achieving strategic success and leadership of the entire business organization. On this basis, to identify areas of knowledge and skills with which to upgrade the competencies of modern managers.

Research on the Organization Citizen Action Promotion Factor of Volunteers Who Participated in a Large-scale Sporting Event: Volunteer Leader's Leadership

Research on the Organization Citizen Action Promotion Factor of Volunteers Who Participated in a Large-scale Sporting Event: Volunteer Leader's Leadership

ORGANIZATIONAL CHARISMATIC LEADERSHIP: LEVELS AND CHALLENGES

This study identifies the level of charismatic leadership in leaders of the slaughterhouse company located in the south of Santa Catarina (Brazil). It was theoretically approached the effects of charisma in the exercise of leadership and charismatic leadership and its dimensions according the theoretical model of Conger et al. (1997). This research is characterized as descriptive. The technique analysis is predominantly quantitative. The study was carried out in three factories in the company of food of slaughterhouse type, located in the south of Santa Catarina. This company has a total of 4.526 employees and 51 leaders in the three units. Only 40 leaders participated in the search. The data collection process consisted of the application of a structured questionnaire proposed by Conger et al (1997) with 20 statements distributed in 5 (five) dimensions as follows: (i) strategic vision and articulation; (ii) sensitivity the environment; (iii) sensitivity members; iv) personal risk and v) non-conventional behavior. The 47th issue was opened, proposed by the authors of this paper, as a way understand the challenges of leadership in this field of research. It can be concluded that leaders present the more traditional leadership than charismatic. To the charismatic leadership, the leader should be more enthusiastic in order mobilize members to their best the company. The results indicated that leaders tend act within a certain neutrality, without causing greater impacts that arouse enthusiasm in the leaders.

Implications of Servant Leadership for Leaders

Recent years have witnessed a surge of scholarly interest in servant leadership, resulting in substantial evidence of its beneficial effects for employees, group and organizational outcomes. Despite the impressive progress researchers made over these years, the implications of servant leadership for leaders still remains largely unknown. This study attempts to address this issue by looking into the questions related to what consequences servant leadership brings to leaders, how the process unfolds, and when the influence is more likely to occur. Adopting conservation of resources theory as overarching framework and using multilevel, multisource, multistage data collected from a sample of 89 supervisors and 536 employees, we found that servant leadership was beneficial for leaders'workplace (i.e., task performance, job satisfaction) and work-family interface (i.e., work-to-family conflict, work-to-family enrichment) outcomes through leaders reducing their resource loss (operationalized by emotional exhaustion) and generating psychological resources in terms of positive affect, work meaningfulness, and need satisfaction. Moreover, our results revealed boundary conditions for the resource generating mechanisms. Specifically, the positive effects of servant leadership on positive affect, work meaningfulness, and need satisfaction were less salient when leaders' perceived organizational support was high. Key words: Servant leadership, COR theory, resource loss, resource generation, workplace and work-family interface outcomes

A Study on Relationships between Leader's Leadership, Exercise Flow,and Athletic Performance Perceived by Female Taekwondo Players

A Study on Relationships between Leader's Leadership, Exercise Flow,and Athletic Performance Perceived by Female Taekwondo Players

Gambaran Kepemimpinan Pembina Kegiatan Ekstrakurikuler Pramuka di SMA Adabiah Padang

This research is motivated by, the scout member in SMA Adabiah Padang has good discipline, allegedly caused by the leadership of scout leader. The purpose of this study is to describe the leadership of scout leader which includes: the leadership of the coach in moving the scout leader's leadership in guiding the scout members, and the leadership of the builder in influencing the scout members. This type of research is descriptive quantitative. The population in the study amounted to 230 people. Sampling technique in this research is random sampling technique. The number of samples in this study is 46 members of Boy Scouts on extracurricular scout activities. Data collection techniques used are questionnaires, while the data collection tool uses a list of statements. Data analysis techniques using the formula percentage. The results showed that the leadership of scout extracurricular activities is very good, it can be seen from: (1) the leadership of the supervisor in the move, (2) the leadership of the supervisor in directing, (3) the leadership of the supervisor in influencing. It is suggested to the principal to increase the leadership of scout leader, to the coach in order to maintain the leadership system, to the scout members in order to apply it in everyday life.

The effect of the work meaning on organizational commitment

The study was designed to investigate the effects of employees’ work meaning on organizational commitment and the moderating effect of transformational leadership on the relationship between work meaning and organizational commitment. Data were collected from 1,000 employees via online survey. Results of hierarchical regression analyses showed that work meaning explained an additional 26.1% of variance in organizational commitment with controlling demographic variables. Also among three factors of work meaning, self-actualization was the most important factor in explaining organizational commitment, and was followed by making a living and social relationships in order. Transformational leadership was found to play a moderating role on the relationship between self-actualization work meaning and organizational commitment. The higher transformational leadership of leaders was, the stronger relationship between self-actualization and organizational commitment was. This study showed that organizational commitment is influenced by work meaning and leadership style, and interactions of the two variables. Finally, the implications and limitations of this study and suggestions for the future research were discussed.

The Effect of the Work Meaning on Organizational Commitment: The Moderating Effect of Transformational Leadership

The study was designed to investigate the effects of employees’ work meaning on organizational commitment and the moderating effect of transformational leadership on the relationship between work meaning and organizational commitment. Data were collected from 1,000 employees via online survey. Results of hierarchical regression analyses showed that work meaning explained an additional 26.1% of variance in organizational commitment with controlling demographic variables. Also among three factors of work meaning, self-actualization was the most important factor in explaining organizational commitment, and was followed by making a living and social relationships in order. Transformational leadership was found to play a moderating role on the relationship between self-actualization work meaning and organizational commitment. The higher transformational leadership of leaders was, the stronger relationship between self-actualization and organizational commitment was. This study showed that organizational commitment is influenced by work meaning and leadership style, and interactions of the two variables. Finally, the implications and limitations of this study and suggestions for the future research were discussed.

I am who I connect with: the interplay of a group leader's leadership identity, intra-organisational ties, and group outcomes

This article conceptually explores the role of intra-organisational ties of group leaders in influencing group outcomes. We use insights from the leadership identity construction theory to bridge the gap between the group leadership literature and the leadership networks literature. We propose that group leaders' leadership identity influences their instrumental ties with their subordinates, other group leaders, and higher-level managers. These networks, in turn, play a significant role in influencing the group's outcomes such as its power and organisational resource access potential that thus affect the group's performance.

I am who I connect with: the interplay of a group leader's leadership identity, intra-organisational ties, and group outcomes

This article conceptually explores the role of intra-organisational ties of group leaders in influencing group outcomes. We use insights from the leadership identity construction theory to bridge the gap between the group leadership literature and the leadership networks literature. We propose that group leaders' leadership identity influences their instrumental ties with their subordinates, other group leaders, and higher-level managers. These networks, in turn, play a significant role in influencing the group's outcomes such as its power and organisational resource access potential that thus affect the group's performance.

Developmental leadership: How Chinese leaders integrate control and care to cultivate subordinates

I examine a case of Chinese-style developmental leadership–leader behaviors that give priority to subordinates’ development over the achievement of collective goals–and argue that such leadership i...

THE RELATIONSHIPS AMONG LECTURERS’ SELF-CONCEPT AND LEADERSHIP STYLE AND STUDENTS’ MOTIVATION TO LEARN ENGLISH AT TERTIARY LEVELS OF EDUCATION

This study was aimed to find out (a) the existing phenomena of English lecturers’ of non-English major self-concept and leadership style at Sriwijaya University, (b) the existing phenomena of non-English major students’ motivation to learn English at Sriwijaya University, (c) whether or not there was significant correlation among lecturers’ self-concept and leadership style and students’ motivation to learn English, (d) how much lecturers’ self-concept and leadership contribute to students’ motivation to learn English. The data were collected by distributing self-concept questionnaire and leadership questionnaire to 19 English teachers of non-English majors and motivation to learn English questionnaire to 714 non-English major students. The result described that the lecturers’ self-concept was mostly positive for the five sub-scales with the highest positive percentage was for self-regard (84.9%). For the leadership style, the result revealed that 10.5 % of the lecturers had country club leadership style and the other 89.5% had team leader leadership style. In terms of students’ motivation to learn English, the twelve subscales were dominantly responded positively by the students with the highest percentage (96.5%) went to integrative orientation subscale. Furthermore, there was significant correlation between lecturers’ self-concept (total) and students’ motivation to learn English (total) (R2= .006, sig. F= .044). However, there is no significant correlation between lecturers’ leadership style and students’ motivation to learn English.  Key words: lecturers’ self-concept, lecturers’ leadership styles, students’ motivation

The Impact of Transformational Leadership on Self-Efficacy and Job Satisfaction of Beauty Service Providers

This paper aims to identify the impact of the transformational leadership that has recently emerged in a variety of fields as an independent variable of job satisfaction for beauty service providers and the mediating effect of self-efficacy on transformational leadership and job satisfaction. The results of the study are presented below. In accordance with the verification of the impact of transformational leadership on job satisfaction, it was identified that transformational leadership had an impact on job satisfaction among beauty service providers. It is also found that as an independent variable, transformational leadership had a significant impact on self-efficacy, a dependent variable. Regression analysis was used to verify the impact of self-efficacy on job satisfaction. The analysis indicated that self-efficacy, an independent variable, had a significant impact on job satisfaction, a dependent variable. The mediating effect of self-efficacy on transformational leadership and job satisfaction was shown. Self-efficacy showed a partial mediating effect in all fields except the correlation with charisma and welfare. The empirical analysis presented in this paper identified that the transformational leadership of leaders in the beauty service industry had significant impact on self-efficacy and job satisfaction of beauty service providers. The need for the introduction of transformational leadership and the importance of its application will be recognized by the beauty service industry in the academic aspect.

평생교육기관 종사자가 인식한 상사의 영성 리더십, 조직시민행동, 소명의식의 관계 분석

평생교육기관 종사자가 인식한 상사의 영성 리더십, 조직시민행동, 소명의식의 관계 분석

Distributed Leadership in a Low-Carbon City Agenda

This paper uses Spillane’s (2001) theory and Gronn’s (2000) concerted efforts approach to examine distributed leadership in a low-carbon city agenda. The main purpose of the paper is to find empirical evidence of a relationship between distributed leadership and the achievement of the agenda. Eight constructs emerged that informed our understanding of distributed leadership dimensions within the low-carbon city framework: vision, organizational framework, organizational culture, consensus, instructional programs, expertise, team leader leadership, and team member leadership. The evidence shows that there is a positive relationship between distributed leadership and the outcome of the low-carbon city agenda, and that a dispersed pattern in distributing leadership is required to enhance community engagement. The findings also suggest that an organizational culture that facilitates multiple sources of leadership may largely contribute to the effectiveness of distributed leadership practices in realizing the low-carbon city agenda.

交易型领导对组织承诺之影响以组织文化中介检定

领导能力是一个能够增加一个团体获得愿景或目标的能力。它是公司或组织与组织员工互动的组织管理要素一，领导阶层素质与领导者领导能力对组织的员工流动损失率有很大的影响。领导能力更是组织实现其利润目标和策略目标的重要武器，没有它组织就无法实现其主要目标, (Sarros & Santora, 2001) [1]。本研究是针对产业的基层员工，共计发放250份问卷，回收222份问卷，扣除8份无效问卷，共计回收214份有效问卷，有效回收率85.6%。并以结构方程模型(SEM)进行假说检定分析及中介检定分析。研究结果发现交易型领导对组织情感承诺有显著影响；交易型领导对创新型文化具显著影响；交易型领导对组织情感承诺中创新型文化具部分中介效果。 Leadership is the ability to add a group to a vision or goal. It is the element ability to interact with employees. Leadership quality and leader leadership style have a significant impact on the organization’s employee turnover rate. Leadership power is the important capability to lead organization to achieve its profit targets and strategic objectives (Sarros, & Santora, 2001) [1]. In this study, a total of 250 questionnaires were dispatched to the primary workers of the traditional industries. 222 valid questionnaires were collected and 8 invalid questionnaires were retrieved. A total of 214 valid questionnaires were used for data analysis and the effective recovery rate was 85.6%. The results show that transactional leadership has a significant impact on organizational emotional commitment. Transactional leadership has a significant impact on innovative culture. The effect of transactional leadership on the organizational commitment and the organization innovation cultural act as a partial mediation role.

How Creative Can Leaders Afford to be Without Losing Credibility?

Leaders know in their gut that creativity and innovation are the life blood of their organization. New ideas can lead to programs that are superior to an organization's established or planned programs. Leadership is to engage the right people, at the right times, to the right degree, in creative work. Inspirational leaders will promote employee creativity. On the other hand, the ability of leaders to be creative is an essential quality of leadership. Done well, the change of course looks like a moment of courage. The leader went to the precipice and had the strength to say, Let's turn back. Done badly, the change of course looks like pure opportunism or lack of conviction, and the leader's leadership credibility is undermined. The line between the two is thin. Which side a leader ends up on depends essentially on how the leader takes into account essential strategic factors, and how hard the leader will work to keep others on their side when they make the move.