Leadership Approach Research Articles

'For Youth by Youth': Distributive Leadership in Action With a Youth Codesign Team.

Integrated youth services are an emerging delivery model in Canada that addresses siloed and fragmented youth mental health and other services. Youth engagement is viable for developing integrated youth services when purposefully built. However, it is not always clear how youth are involved in service transformation as decision-makers, and it requires an exploration of how to work with youth authentically and intentionally in the codesign process. This study reflects on the development of HOMEBASE, a network of integrated youth service delivery in Saskatchewan, Canada, and documents the process of actively and authentically engaging with youth through distributive leadership in the codesign process. Youth are actively and eagerly willing to participate in the codesign process of developing integrated services when there is a shared responsibility, and they are authentically involved and informed within the decision-making process. This requires time to form trust, build relationships and provide youth with low-pressure environments to foster healthy debates. By utilizing a distributive leadership approach, the Youth Codesign Team has been engaged in various levels of decision-making. By following these guiding principles, policymakers, youth development workers and researchers can engage youth in meaningful ways to improve the design and development of integrated care. Five youths from the HOMEBASE Provincial Youth Co-Design Team collaborated in writing this article based on their experiences of being engaged at varying levels of decision-making in a distributive leadership approach to building integrated youth services.

Gender differences in perceptions of leadership and their influence on motivation among faculty members of Taif University

This study investigates gender differences in perceptions of leadership styles and their impact on faculty motivation at Taif University, Saudi Arabia, within the context of Islamic higher education. Utilizing a quantitative research method approach, the researcher gathered survey responses from 74 faculty members at Taif University. The investigation focused on three main areas: the significant gender differences in perceptions of leadership styles among faculty members at Taif University; the tendency of female faculty members to perceive transformational leadership styles more positively than their male counterparts; and the more favorable response of male faculty members to transactional leadership styles compared to female faculty members. The results of this study revealed significant gender differences, with female faculty members showing a preference for transformational leadership, while male faculty members responded more positively to transactional leadership. By adopting these findings, leaders at Taif University can participate positively on faculty members' motivation. In addition to that leadership practices can move toward sustainability, ensuring the continuous development of faculty, students, and resources. These findings contribute to a deeper understanding of gender-based perceptions of leadership in an Islamic higher education setting and offer strategies for enhancing faculty motivation through tailored leadership approaches.

Attitudes and Perceptions of Leadership on Succession Planning in the Indian Manufacturing Sector

This study explores the critical role of organisational leadership in the implementation of succession planning within Indian manufacturing organisations, given the increasing importance of seamless leadership transitions for maintaining operational stability and organisational resilience. The research investigates the attitudes and perceptions of senior leaders towards succession planning, focusing on how their views influence the execution of these strategies. Employing a mixed-methods approach with quantitative and qualitative interviews, the study gathers insights from a representative sample of organisational leaders. The main objectives are assessing leadership attitudes towards succession planning and understanding their perceptions of its implementation. Two key hypotheses are proposed: H01 asserts that leadership attitudes have no significant impact on succession planning, while H02 posits that leadership perceptions do not significantly influence its execution. Analysis of the collected data aims to reveal the extent to which leadership perspectives shape succession planning practices, providing valuable insights and recommendations for strengthening leadership approaches and succession frameworks. The findings are expected to contribute to a broader understanding of how effective leadership can foster a strong succession planning system, driving sustainable growth and resilience in the manufacturing sector.

Path-Goal Theory and Followers’ Work Engagement: An Empirical Exploration of the Situational Leadership Approach

By adopting a path-goal theory approach, this study tests in a sample of Italian employees (N=181) whether a framework considering at the same time leadership style, follower characteristics, and task characteristics explains work engagement levels in followers. The study provides new empirical evidence supporting path-goal theory and offers insights into the role of situational factors in the leader-follower relationship.

Adaptive Digital Leadership Approaches for Self-engagement to Overcome Digital Transformation Gaps

Digital transformation, forced by a rapidly changing environment and the increasing speed of technological advancements, enables various valuable opportunities in the business context, like increased efficiency, lower costs, and thus enhanced competitiveness, and manifold, complex challenges, like fast-changing customer expectations, increasing job demands, new value creation structures, and disruptive competition from outside the traditional industry boundaries. This often leads to business process reengineering and urges the strategic realignment of management and leadership styles based on competitive positions and corporate goals. In digital transformation, value impedance defines resistances encountered when integrating new digital technologies and processes into existing systems and workflows. Similarly, digital transformation gaps such as the business model gap are discrepancies preventing organizations from fully exploiting benefits and overcoming the challenges of digital transformation. The connection of digital transformation gaps and value impedance is recommended to avoid conflicts when facing digital transformation. However, as many organizations face difficulties with that alignment, this paper introduces the topic of digital transformation gaps, specifically the business model gap, and discusses its bridging with digital leadership aspects regarding self-engagement. Self-engagement enhances employee motivation, innovative work behaviors, performance, and a positive attitude toward change. This research thus answers the following research question: what digital leadership factors contribute to the development of self-engagement of employees in organizations to bridge the business model gap in digital transformation? This qualitative research is based on the Design Science Research method and elaborates four matrices with four strategic options each to enhance the self-engagement of employees, based on validated questionnaire items from the existing literature, and iteratively evaluated and further developed through semi-structured interviews with domain experts. Consequently, these four matrices build the basis for bridges to overcome the business model gap in digital transformation. Further research is suggested, on the one hand, to validate the proposed strategic options quantitatively and, on the other hand, to extend the approach with more strategic options also for other focus areas.

Leadership in the post-COVID-19 Work Environment: A Qualitative Study of Servant Leadership in an ICT Company

This study aimed to enhance understanding of servant leadership and its relevance given the worldwide turbulence that resulted from the COVID-19 pandemic. Employees experienced uncertainties and complexities during and post the pandemic and the study investigated whether servant leadership is capable of delivering a leadership approach that can meet the challenges of the modern workplace. Servant leaders are those who place the needs of their subordinates before their own. The research examined the participants’ conceptualisations of servant leadership by, firstly, exposing them to background information on this form of leadership, secondly soliciting managers’ perspectives on servant leadership and, thirdly, investigating ways in which its principles and values can be applied in an ICT company. A qualitative research design was employed, with in-depth interviews conducted with 18 purposively selected managers. The data were analysed using Braun and Clarke’s (2006) thematic analysis approach. The study found that the majority of participants embraced servant leadership principles and were motivated by serving employees’ interests. An important finding was the relevance of explaining the concept of servant leadership prior to the interviews, which enabled participants who had no exposure to this concept to understand it. Servant leadership, which values collaboration and shared foresight while accepting accountability and challenging goals to maintain high work standards, was unanimously deemed a viable form of leadership that would benefit an organization if successfully implemented. The benefits identified by participants included employees feel valued and trusted, which motivates them to provide clients with quality service.

Leadership in Sports Organizations: An Overview of Indonesia

This study discusses various leadership approaches that affect organizational performance and human resource development. In this context, the two main approaches analyzed are behavioral and transformational approaches. The behavioral approach focuses on the behavior patterns of leaders which are divided into four systems, ranging from authoritarian exploitation to participative. Meanwhile, the transformational approach emphasizes the ability of leaders to empower their subordinates through changes in values, beliefs, and needs, with the aim of leading the organization towards future success. This study also explores various types of leadership, such as charismatic, paternalistic, militaristic, autocratic, laissez faire, populist, administrative, and democratic, each of which has different characteristics and influences in leading an organization. The concept of effective leadership is considered key to building and maintaining a healthy corporate culture, which in turn can improve overall organizational performance. In the context of sports management, leadership also plays an important role in building character and social skills through sports. The conclusion of this study shows that good leadership can have a positive impact on the organization, by building good relationships between leaders and subordinates and creating a conducive working atmosphere to achieve common goals.

Leading Different Generational Cohorts in the Workplace: Focus on Situational and Inclusive Leadership

Five distinct generational cohorts, from the Silent Generation (born 1920s-1940s) to Generation Z (born 1996-2010s), are active in the workforce. These cohorts are defined by shared characteristics shaped by pivotal historical events influencing their worldviews and work behaviors. Each generation presents unique challenges due to differing values, expectations, and workplace norms. Effective organizational leaders must adeptly navigate these intergenerational dynamics. This paper (1) delineates the distinct characteristics, values, and motivations of each generational cohort; (2) conceptualizes situational and inclusive leadership approaches as preferred styles of leading a multi-generational workforce; and (3) suggests the Integrated Situational and Inclusive Leadership Framework that provides insights and actionable strategies for adaptive leadership that meet the diverse needs of these generational groups.

The moderating role of paternalistic leadership in the relationship between job satisfaction and job stress among health workers in Gaziantep, Turkey.

Adopting an effective leadership style is of critical importance in increasing healthcare efficiency and therefore determining patient satisfaction. For example, although there are many new and effective leadership types today, the paternalistic leadership approach can still play an effective role in developing countries. The aim of this study is to examine the moderating role of paternalistic leadership in the relationship between job satisfaction and job stress. A total of 466 healthcare workers completed measures of perceived paternalistic leadership, job stress, and job satisfaction. The research was conducted in the center of Gaziantep, one of the largest cities in Turkey. Regression analysis was used to evaluate the moderate variable. Dawson slope were used to visualize the results. A negative relationship was found between job satisfaction and job stress. Additionally, it has been determined that the perception of paternalistic leadership has a moderating role. It has been observed that as the perception of paternalistic leadership increases, the negative relationship between job satisfaction and job stress decreases. It has been concluded that the paternalistic leadership approach can play a critical role in increasing the productivity of healthcare workers and reducing the negative effect of stress on satisfaction. It has been suggested that policies be developed to develop appropriate strategies for creating work environments that will increase employees' perceptions of paternalistic leadership.

Total quality management (TQM) for sustainable growth performance in the private healthcare sector

This study explores the influence of total quality management (TQM) on the sustainable growth performance of companies in the private healthcare sector. A quantitative research method and a purposive sampling method were used. A questionnaire comprising 25 items was spread among 282 administrative employees in private hospitals and healthcare centers in Negeri Sembilan, Malaysia. Structural equation modeling (SEM) via Smart PLS revealed that, except for leadership, all TQM variables exhibit positive and direct interrelationships within the sector. Key findings indicate that customer focus, continuous improvement, and employee involvement positively correlate with company performance, while leadership has a negative direct impact. Collectively, these exploratory TQM factors explain 73% of the variance in healthcare company performance (R² Adj = 0.732, P < 0.01), with employee involvement identified as the most critical component for enhancing performance. These results highlight the importance of prioritizing employee engagement in hospital management to achieve optimal performance outcomes. Additionally, the study suggests a need to reevaluate traditional leadership approaches, as they may hinder performance. This investigation advances the understanding of TQM in healthcare, advocating for a strategic emphasis on employee involvement and a reassessment of leadership practices to drive organizational success. Acknowledgment This study received no specific grant from any funding agency in the public, commercial, or not-for-profit sectors. The questionnaire was validated based on studies involving human participants that were reviewed and approved by the social sciences, arts, and humanities ECDA University of Hertfordshire (UK).

Addressing the Gaps in Belongingness: A Qualitative Investigation of Student Exclusion on Outdoor Orientation Programs

Despite their aim to foster belongingness, a small percentage of incoming college students (1%-2%) report feeling excluded (not belonging) during their outdoor orientation program. Feelings of exclusion are often highly consequential to a person transitioning to college. This study explores the experiences of students reporting low levels of belongingness (n= 11) to better understand their experience and to help inform interventions. Thematic analysis using a General Qualitative Approach (GQA) revealed several factors contributing to students' lack of belonging. Findings led to the development of the Belongingness Assessment Model (BAM). This novel approach assesses a lack of belongingness along two scales, isolated vs. generalized lack of belonging and whether the lack of belongingness is bridgeable or unbridgeable. Leader approaches to belongingness are nuanced and may require different interventions based upon the type of exclusion a participant is experiencing.

Investigating Blended Leadership Dynamics: Analysing Transformational, Transactional, Laissez-Faire, and Instructional Approaches in High and Low Achieving Secondary Schools in Ethiopia

This study delves into the leadership practices within secondary schools in the Gedeo Zone, with a specific focus on those achieving high performance. Employing an embedded mixed research design, the study selected four high-performing and eight low-performing schools. Data collection methods encompassed surveys, document analysis, focus group discussions, and interviews, engaging 48 principals, 311 teachers, 6 senior teachers, and 7 supervisors, totaling 372 participants. Statistical analyses including regression, correlation, and independent t-tests, coupled with thematic analysis, were utilized. Both qualitative and quantitative findings indicate notable differences in leadership practices between high-performing and low-performing schools, with principals in high-performing schools demonstrating a blended approach of instructional and transformational leadership styles. Positive correlations emerged between principal effectiveness, employee effort, and satisfaction, linked to the adoption of instructional and transformational leadership styles. Regression analysis suggested that blended leadership styles positively impact academic achievement in high-performing schools but may have adverse effects in low-performing schools due to insufficient implementation of such leadership styles. The study proposes that principals in Gedeo Zone's secondary schools adopt a blended leadership approach, incorporating full-range and instructional models to enhance school performance. Additionally, the education department in the zone is encouraged to arrange workshops integrating full-range and instructional leadership practices. Received: 11 March 2024 / Accepted: 29 October 2024 / Published: 05 November 2024

How Should iSchool Leaders Approach the Future?

How Should iSchool Leaders Approach the Future?

Playing the Game Differently: How Women Leaders in Academia Are Challenging Neopatriarchy

AbstractDespite Australian and New Zealand Universities pledging to address gender inequities, the patriarchal history of universities continues to impact the careers of women in academia. Under-representation of women in senior leadership and a culture of masculinity can lead to a lack of resources for feminist leadership and a devaluing of women’s work. We investigate how women in academic leadership are playing the game differently, making strategic moves to navigate leadership in the neoliberal neopatriarchal academy. We explored the experiences of 22 women in academic leadership through online qualitative surveys and reflexive thematic analysis of the data, taking inspiration from Bourdieu’s work on habitus and doxa. Although women leaders were able to successfully make strategic moves to advance their careers, these were shaped by parenting status, race, culture, and age. The women’s leadership approaches were counter to the masculine doxa of the academic field, leading instead relationally. We do not suggest that there is a specific ‘female’ style of academic leadership, but that successful authentic leadership can be founded on a feminist ethics of care in contrast to neopatriarchy. Adoption of such approaches across the academy might unshackle academics across genders from their positioning in academic leadership hierarchies.

Teacher Leadership Development: The Role of Professional Certification Programs

The past few decades have seen a growing interest in teacher leadership development worldwide. However, there is a need for more empirical research to understand how professional certification programs make teachers leaders, what roles teacher leaders play and what challenges they encounter. This study addresses these questions by examining the perceptions of eight professionally certified teachers working at a Government College in Bangladesh. As a qualitative study, participants were selected through purposive and snowball sampling, and a self-developed semi-structured interview schedule was used to collect the data. Data were then analyzed thematically. The findings reveal that professional certification programs significantly contribute to making teachers as leaders, enhancing their pedagogical, professional, research, and collaborative skills compared to their prior positions. In addition, these professionally certified teacher leaders motivate students for better careers and organize seminars, symposiums, and workshops to improve their achievement, inspire colleagues to pursue higher degrees, exchange innovative teaching approaches with them for their professional development, and work on academic committees and research cells, provide valuable insights for overall college improvement. However, the study found that professionally certified teachers face challenges such as a top-down leadership approach, a lack of collaborative college culture, external political pressure, limited financial incentives for pursuing degrees, and a lack of desirable postings to complete the professional certification programs. In contrast to previous literature, the study did not find a lack of time among the professionally certified teachers to perform leadership roles. This study sheds new light on developing teacher leadership through professional certification programs and providing insights for principals and policymakers on how certified teachers contribute to overall college improvement. Future research should focus on the impact of teacher professional certifications on student achievement, colleagues’ professional development, and overall college improvement from students’, colleagues’ and principals’ perspectives.

The evolution of leadership: Past insights, present trends, and future directions

We first review leadership research that has been dominant before and after the Journal of Business Research was established fifty-one years ago, along with a discussion of those approaches that have continued to attract research attention. Next, we discuss moral approaches to leadership, including authentic, ethical, and servant leadership. We address criticism of these and other approaches, especially concerns about the way leadership styles are measured. Furthermore, we provide coverage of current trends in leadership research, such as studying the dark side of seeming positive leadership approaches, examinations of the importance of followership in the study of leadership, as well as research that explores the effects of leadership from a leader-centric perspective. Finally, we offer directions for future leadership research, such as integrating leader power and authority with leadership approaches and developing ways of addressing criticism that has been leveled against leadership research.

Leadership styles and collection development practices of librarians in academic libraries: a case of Ekiti state, Nigeria

Purpose The purpose of this study was to investigate the impact of leadership styles on collection development practices in academic libraries within Ekiti State, Nigeria. Design/methodology/approach The research used a survey research design, using a questionnaire as the primary data collection instrument. The study encompassed 86 library personnel selected from six academic libraries in Ekiti State. Findings The study’s findings revealed a notably high level of engagement in collection development practices within the academic libraries under investigation. In addition, the library managers exhibited a blend of leadership styles, with the democratic style being the most frequently used, followed by autocratic and laissez-faire styles. Furthermore, the research identified a significant influence of leadership styles on collection development practices, with evidence suggesting a collective impact when considering various leadership styles together. Social implications The study implies that effective leadership plays a crucial role in realizing the overarching objectives of academic libraries, and a well-informed leadership approach positively impacts the library’s ability to meet its collection development goals and serve its academic community effectively. Originality/value This study contributes to the existing body of knowledge by shedding light on the intricate relationship between leadership styles and collection development practices in academic libraries. The identification of a predominant democratic leadership style and its implications on library practices provides a nuanced understanding of leadership dynamics in this context.

Efektivitas Gaya Kepemimpinan dalam Menciptakan Lingkungan Kerja

This study aims to analyze the leadership style implemented at CV Golden Mart Gunungsitoli, examine employee perceptions of this style, and identify the barriers in its application. A qualitative descriptive method was employed, involving key informants with firsthand experience regarding the company’s leadership approach. Findings indicate that leadership at CV Golden Mart tends to be centralized and control-oriented, leading to a generally negative perception among employees. Employees feel inadequately involved in decision-making processes, which negatively affects their motivation and productivity. It is recommended that company leaders adopt a more inclusive leadership approach by engaging employees in decision-making. Implementing participative leadership principles is expected to enhance employee engagement, motivation, and job satisfaction.

A Strategic Leadership Approach To Conflict Resolution In Papua

This study, titled "Strategic Leadership Approaches in Conflict Resolution in Papua," aims to explore how strategic leadership can contribute to resolving conflicts in Papua. The research focuses on two main areas: the impact of strategic leadership competencies on conflict resolution and the application of strategic leadership guidelines within organizational culture. First, the study examines the influence of strategic leadership competencies on the effectiveness of conflict resolution in Papua. These competencies include the ability to plan, implement, and evaluate strategies, as well as adapt to changing situations. The research evaluates how leaders with strong strategic competencies can facilitate dialogue, build consensus, and design sustainable solutions for long-standing conflicts. Second, the study assesses the application of strategic leadership guidelines within the context of organizational culture. Understanding the local culture and applying leadership principles that align with the organizational culture are central to this analysis. The research investigates how formal procedures and strategic control are used to manage and resolve conflicts effectively within organizations operating in Papua. The findings indicate that effective strategic leadership requires a deep understanding of the local context and skills in designing and implementing adaptive strategies. Integrating cultural values with leadership principles is crucial for building harmonious relationships and resolving conflicts. This research provides practical insights for leaders in designing more inclusive and responsive approaches to conflict resolution in Papua.

Transformational Leadership and Team Synergy in Improving Communication and Collaboration in Educational Settings

This study explores the impact of transformational leadership on team synergy, communication, and collaboration in educational environments. The purpose of the research is to examine how transformational leadership enhances team dynamics by fostering trust, communication, and participatory decision-making among teachers and staff. Utilizing a qualitative phenomenological methodology, in-depth interviews were conducted with school leaders, teachers, and administrative staff, complemented by participatory observation and document analysis. The results reveal that transformational leadership significantly improves collaboration by encouraging open communication and empowering team members to take initiative. Teachers reported feeling more motivated to innovate in their teaching methods and engage in interdisciplinary collaboration. However, challenges such as staff resistance and limited resources hindered the full adoption of collaborative practices in some schools. The study also highlights varying levels of team participation, which indicates that the effectiveness of transformational leadership depends on the leader's ability to engage all team members. The major conclusion of the study is that transformational leadership positively influences team synergy through enhanced trust and collaborative problem-solving. The findings provide important practical insights for educational leaders, suggesting that transformational leadership fosters a more inclusive and innovative school environment. This research contributes to the field by emphasizing the need for flexible leadership approaches that adapt to team dynamics and the critical importance of institutional support and resources to fully realize the benefits of transformational leadership in educational settings.