Leadership Assessment Research Articles

An Assessment of Transformational Leadership of School Heads and Its Relationship to the School Climate

Attaining high levels of learning outcomes has been the core of school management, operations, and teaching. Correspondingly, various programs, projects, and activities of the Department of Education (DepEd) aimed toward the recovery and enhancement of learning, and ultimately the holistic development of the youth have been implemented every academic year. Some of the key factors for pupils' learning and holistic development are the provision of a positive school climate and the leadership style of the school heads. Hence, this review paper looked into the existing literature for the given key variables and identified the research gap and future research perspectives. The findings showed that there is a significant relationship between idealized influence, inspirational motivation, and personal consideration. As assessed in all the domains of transformational practices of school heads as highly observed, meanwhile, intellectual stimulation does not significantly influence the school climate thus, much effort is required from the school heads to inspire and motivate the teachers to attain higher performance of the students. This paper hopes to contribute to the potential research undertakings in the locale and provide clarity about how transformational leadership impacts school climate which ultimately leads to positive learning outcomes.

Performance Assessment of Branch Office Assistant (KCP) Leaders Using the Simple Additive Weighting Method

Abstract— Performance Appraisal is a process that allows organizations to know, evaluate, measure and assess the performance of their members appropriately and accurately. This activity is closely related and influences the effectiveness of the implementation of human resource activities in the company, such as promotion, compensation, training, career management development and others. This is because the performance appraisal function can provide important information to the company to improve decisions and provide feedback to employees about their actual performance.The implementation of the achievement and performance appraisal of KCP leaders at KSPPS Tunas Artha Mandiri Nganjuk Branch has so far still used manual and has not used a decision support sistem so that the data generated is not accurate and takes a long time. As a result, if used in decision making, it is not appropriate and causes problems such as non-transparent management, decreased quality and performance of KCP leaders. The author applies and implements the Additive Weighting method (SAW) to measure the achievement and performance assessment of the Sub-Branch Office leadership at KSPPS Tunas Artha Mandiri Nganjuk Branch. With the aim of this decision support sistem can provide information and recommendations as well as accurate and efficient performance appraisal data.Keywords-Decision Support Sistem, Simple Additive Weighting, Employee Appraisal

Assessing leadership in a US home visiting programme

Leadership and supervision are a critical aspect of workforce development for home visiting programmes in the US; yet little is known about leadership skills of home visiting supervisors. An online leadership assessment survey of South Carolina Maternal Infant and Early Childhood Home Visiting (MIECHV) supervisors and home visitors (76 total) was conducted. The survey gathered information on demographics and each identified component of comprehensive, high-quality leadership. The most frequent areas home visitors assessed as an area for growth or needing attention were: Experience in the Field; Fiscal Management; Advanced Skills and Education; Clear, Flexible, and Adaptive Approach; and Diversity, Equity, and Inclusion. The most frequent areas supervisors self-assessed as an area for growth or needing attention were: Fiscal Management; Community and Early Childhood Systems Development/Resource Coordination; Experience in the Field; Use of Programme Data; Programme Vision; Advanced Skills and Education; and Advocates for Home Visiting. This is the first study, to our knowledge, to examine and assess home visiting leadership among home visiting supervisors, by themselves and by the home visitors they supervise. This work highlights several future areas for training of supervisors and emerging leaders in home visiting.

Corporate social responsibility and employee retention: an impact assessment of innovative leadership

Purpose This research aims to investigate the influence of corporate social responsibility (CSR) on employee retention among banking employees in Pakistan, along with the moderating effect of innovative leadership on the relationship between CSR and employee retention. Design/methodology/approach The nature of this study is quantitative, where structured questionnaires were used to collect the data from 327 employees working in different banks. The sample size was calculated using the Krejice and Morgan model. Data was analysed through SPSS and smart-PLS 4. Findings Results of this study indicate that CSR has a significantly positive relationship with employee retention. Study results also suggest that innovative leadership has a significant positive relationship with employee retention and that innovative leadership moderates the relationship between CSR and employee retention. Research limitations/implications This study is limited to banking employees; therefore, future studies can be extended to other service sectors such as telecom and private educational institutions. This study model can also be tested in other industries as well. Furthermore, longitudinal studies can also be conducted in future. Originality/value This study is different from the previously available studies based on the following grounds. Firstly, this tests the relationship of CSR and employee retention through stakeholder and social exchange theories on a micro-level perspective of CSR. Secondly, the role of innovative readership as a moderator has not yet been explored in the existing studies, whereas this study is enriching the literature on this topic.

The Role of Transformational Leadership in Building Teacher Commitment in Secondary Education

This study analyzes the principal's transformational leadership role in building teachers' commitment at SMA Labschool Jakarta. The research method used is a qualitative approach with descriptive methods. Researchers obtained primary data directly through observation, observation, and in-depth interviews with informants. The secondary data was obtained through documents, books, data, and transformational leadership activities of principals in building teacher commitment at SMA Labschool Jakarta. Data was collected through grandtour observations of teachers and principals, observations of schools, and teachers' and principals' interviews at SMA Labschool Jakarta. After the data were obtained, they were analyzed interactively and continuously until completion, which had several stages. The results of this study show that the principals serve as role models and influencers, motivating and inspiring their followers, encouraging innovation and reframing problems, and prioritizing the growth and achievement of their followers. Teachers' commitment is driven by their commitment to students, the workplace, teaching, and their profession. Thus, the principal of SMA Labschool Jakarta, who implements transformational leadership, can build teacher commitment. Moreover, principals should enhance personalized support for teachers by focusing on professional development and well-being and acknowledging their efforts. Regular assessments of the principal's leadership will allow teachers to give feedback on necessary adjustments within the school.

Thematic analysis of six Asian prehospital emergency medical systems to explore development principles

Abstract Background Well-designed and functioning emergency medical service (EMS) can provide equitable access to emergency care to improve health issues, especially in low- and middle-income countries where the majority of deaths are due to conditions that could be treated with emergency care. To address this gap, this study explored the contextually appropriate development process in addition to the system architecture, which is lacking in Global South EMS research. Method This study was a thematic analysis of the development of EMS systems in six Asian countries. Experts in emergency care were selected through convenience sampling. Each country described and evaluated its EMS system using a standardized form with 102 EMS items that cover the emergency care system in terms of leadership, governance, financing, community-based activities, prehospital care, and quality assessment. From the descriptions, various themes were extracted focusing on the developmental perspective of EMS in Asia. Result The study identified the domain of the developmental focus, best practices, and future strategies for EMS in the Asian region. The identified areas for developmental focus are governance, multidisciplinary collaboration, communication/coordination, community participation, decentralization, equitable access, supply-demand balance, and quality assurance activities. Conclusion Countries under investigation achieved progress in planning, implementing, and sustaining EMS through varied strategies in the mentioned focal areas that can be emulated by other countries in this region. Further, their development levels varied according to the extent to which each country realized the development principles identified in this study.

PREDICTING LEADERSHIP EFFECTIVENESS THROUGH THE TALENTS THAT REALLY MATTER

AbstractConchie (founder and president of Conchie Associates) and Dalton (partner, Conchie Associates) explain that they apply science “to the study, application, and development of leadership,” adapted from the research in their book The Five Talents Really Matter. They discuss their criteria for outstanding leadership and point to “over 58,000 top level leaders in our global database.” Their scientific “assessment of The Five Talents That Really Matter carries a disproportionate weight, greater than all the other factors thought to be important in leadership selection, in predicting top leadership performance.” The Talents “capture the broad variability of traits, dispositions, and characteristics the very best leaders possess, and, through the Executive Leadership Assessment built to measure these talents, we are able to use the results to help predict future leadership performance.” In their words, the Talents are Setting Direction (using modern GPS technology as a metaphor), Harnessing Energy, Exerting Pressure (“Debate and dissent, we’ve found, is what many leaders claim to value yet precious few succeed in delivering”), Increasing Connectivity (“The very best leaders…are straight shooters who deliver difficult messages with compassion,”) and Controlling Traffic (“Exceptional leaders responsible for business execution follow rigid rules with maximum flexibility.”)

Transformational Leadership, Technological Competence and Teachers' Performance

This study evaluated the extent of transformational leadership and technological competencies of school teachers in selected universities in China. The study further formulated a policy program that ensured the practice of transformational leadership in the involved institutions. It made use of a quantitative research design. More specifically, the study utilized a descriptive-comparative-correlational research design to gather data and further process, analyze, and interpret these. This research was conducted among three (3) selected universities in Hunan Province of China. The Universities are Hunan International Economic University, Hunan Normal University, and Hunan University. The study was conducted among 186 teachers selected from a population of 357. Several statistical tools such as frequency count and percentage, weighted mean, standard deviation, t-test and ANOVA, and Pearson’s Correlation was used for the data analysis. Based on the study findings, the majority of the teachers are between 31-40 years old, mostly males, with mostly 16-20 years of teaching experience, and are mostly post-graduates. In the assessment of the transformational Leadership of the superiors, the evaluation showed that the superiors possess a higher level of individualized consideration, followed by idealized influence, then intellectual stimulation, and inspiration motivation. In the assessment of the difference in transformational leadership based on age, the finding suggests that the mean assessment of all the age groups are similar, indicating a balanced distribution of the respondents based on age in individualized consideration, inspiration motivation, and idealized influence. The assessment on technological competence show that the highest dimension is the technological pedagogical knowledge, followed by technological content knowledge, and the technological knowledge. A significant relationship exists between technological leadership, technological competency, and the performance of the teacher superiors. This relationship entails that a transformational leadership practice among the superiors influences the level of technological competency and the performance of the teachers.

Which story to tell: applying age, period, and cohort approaches to leadership assessment

Which story to tell: applying age, period, and cohort approaches to leadership assessment

Transcending traditional metrics: Evaluating school leadership effectiveness through emotional intelligence and qualitative instruments

This paper examines the integration of school leaders' emotional intelligence and qualitative instruments into commonly used metrics for measuring school leadership effectiveness. Traditionally, these metrics rely heavily on questionnaires to assess leadership effectiveness. However, a weakness of these metrics is their excessive reliance on numerical data, which overlooks the qualitative dimensions of leadership. This study utilises Trait Emotional Intelligence Theory and Team Emotional Intelligence as units of analysis to redefine school leadership assessment. To make sense of the related literature and theories used in the study, an integrative literature review was employed as the methodological approach. The findings indicate that emotional intelligence significantly contributes to leadership effectiveness. The study also reveals that leaders who are self-aware of their emotional composition and its impact are more effective than those who are not. Furthermore, the results suggest that leaders who are cognisant and responsive to the emotional dynamics of their teams benefit from enhanced team cohesion, collaboration, and goal attainment. The study emphasises the importance of incorporating adaptable qualitative tools alongside quantitative instruments to accurately measure leadership effectiveness. Thus, this study adds to the existing literature by proposing a theoretically informed and adaptable framework that integrates an emotional intelligence construct and qualitative instruments for assessing school leadership effectiveness.

Calling All Leaders

ABSTRACT The U.S. Surgeon General recently published two reports highlighting the current public health crisis of unhealthy work environments that are contributing to mental health and physical, emotional, and psychological challenges for 161 million American workers. He identifies leaders as crucial partners in addressing this crisis. This editorial presents an approach to leadership assessment not often discussed in the human services sector, namely, using evidence-supported tools to assess a leader candidate’s qualifications prior to hire. Details of this approach, specific tools, as well as implications for social work practice, are reviewed.

Developing Principal Leadership Assessment Instruments: The Necessity and Challenges

Developing Principal Leadership Assessment Instruments: The Necessity and Challenges

Spiritual Leadership Scale: Theoretical Foundations and Empirical Validation in the Context of Turkish Employees.

The objective of this study was twofold: firstly, to develop a novel scale for measuring the concept of spiritual leadership, and secondly, to evaluate the psychometric properties of this scale. The principal objective was to facilitate the assessment of spiritual leadership on the part of managerial personnel. In the course of the research, a three-stage process was undertaken. In the initial phase, the theoretical underpinnings of the concept were established through a comprehensive review of the spiritual leadership literature, and an item pool was constructed. In the second stage, exploratory factor analysis (EFA) was employed to ascertain the factor structure of the scale. In the third stage, confirmatory factor analysis (CFA) was employed to corroborate the identified structure and criterion validity analysis was conducted. The EFA results indicated that the scale exhibited a single-factor structure. The CFA results demonstrated that the model exhibited good fit indices, thereby confirming the single-factor structure. In the reliability analyses, the internal consistency coefficient (Cronbach's alpha) of the scale was 0.988, which indicated a high level of reliability. These findings collectively demonstrate that the spiritual leadership scale possesses sufficient validity and reliability.

Beyond boundaries: Navigating the positive potential of ChatGPT, empowering education in underdeveloped corners of the world

In November 2022, ChatGPT3, an advanced AI-powered chatbot, emerged suddenly, generating significant interest in higher education. Concerns arose regarding its potential to complicate the authentication of genuine student work. While some foresaw negative impacts, we advocate a positive outlook, suggesting educators can utilize ChatGPT to cultivate supportive learning environments that enhance students' character development. Our study thoroughly explores ChatGPT's implications for education in underdeveloped countries, examining both opportunities and challenges within AI research in education. We investigate practical applications, and potential benefits, and propose responsible integration strategies for students, teachers, and schools in utilizing ChatGPT for learning and assessment. Emphasizing ethical use, we stress leadership, character development, and authentic assessment as crucial factors. Despite concerns about academic integrity, we highlight ChatGPT's dual nature, it can facilitate cheating but also has the potential to deepen learning experiences. Our research focuses on understanding ChatGPT's impact on education from both student and teacher perspectives, discussing future trends in learning and teaching. The strategic integration of ChatGPT and AI in universities demands ethical foresight, personalized learning strategies, and ongoing research to optimize educational benefits while preserving core values and fostering student development.

Fostering Sustainable Digital Leadership in Educational Organization, Systematic Literature Review using NVIVO and PRISMA

This research identifies the role of digital leadership in educational organizations. The analysis uses qualitative analysis. The research method used is SLR (Systematic Literature Review) with the PRISMA protocol through stages supported by the Publish or Perish and NVIVO applications. All supporting publications were searched through Publish or Perish and Dimension Database. The article search results found 543 related studies in 2020-2024, then filtered through the PRISMA protocol to 35 articles selected to answer the research questions. The results of the article are: 1) Sustainable digital leadership involves several essential aspects: agility, resilience, and adaptability. 2) There are 10 sustainable digital leadership competencies that digital leaders need to have: Focus on Vision, Repetitiveness, Communication and Collaboration, Flexibility, Resourcefulness, Risk-Taking and Recovery, Critical Thinking, Culture of Learning, Responsiveness, and Creativity and Innovation. 3) Future leaders must prioritize understanding digital change and assessing digital leadership competencies. This competency development can take the form of training, talent development, support from experts, and digital leadership assessments. 4) Essential to provide financial resources, infrastructure, work environment, and access to the latest learning technology. 5) The most vital aspect of digital leadership is how leaders collaborate and empower to realize the vision, implement change, and create a creative and innovative educational organizational environment.

Comparing Leader and Follower Perceptions of Transformational Leadership: Implications for Organizational Commitment and Performance.

Purpose: The transformational leadership paradigm has been a focal point in organizational research, but a critical methodological question remains: whose perception of transformational leadership should be relied upon for accurate evaluation? This study addresses this question by examining the differences that arise depending on whether the leader’s or their followers' assessment of the leader's transformational leadership is used. Methodology: Transformational leadership behavior (TLB) perception data were collected from both leaders (n=372) and their followers (n=892) to analyze its impact on organizational commitment (OC) and organizational performance (OP). Structural equation modeling was employed to reveal the impact of TLB on OP from both leader and follower perspectives. Findings: Both leader and follower perception models exhibit a significant positive effect of TLB on OP. However, the mechanisms differ substantially. In the follower perception model, the impact of TLB on OP is almost entirely mediated through OC. Conversely, in the leader perception model, the impact of TLB on OP is split between the direct effect of TLB on OP and the mediated effect through OC on OP. Unique Contribution to Theory, Practice, and Policy: These findings have significant implications for interpreting past research on transformational leadership and future methodologies. The study contributes to the literature by offering a comprehensive understanding of the relationships between TLB, OC, and OP, particularly in the public sector, utilizing a large-scale sample.

The Institutional Leaders in Universities: A Framework for Improving Competency Assessment

This study describes the process of creating and improving a leadership competency framework within an organisation responsible for identifying potential leaders in universities. Specifically, this study assesses the leadership competency framework created in 2015 and its current relevance. Based on the focus group discussions, this study emphasises the need to refine the existing leadership competencies framework to accurately represent the current state of leadership at universities. The participants unanimously agreed to retain all clusters with minor changes. Specifically, the participants suggested that self-management should replace self-confidence to improve personal effectiveness. The leaders must have the ability to manage stress efficiently and maintain a stable state of mind. This study indicates participants understood diversity and flexibility, and leaders must adapt and use others' skills, especially in certain circumstances. The ability to adjust behaviour and ideas to environmental changes fosters inventiveness, critical thinking, and methodological challenge. In addition, the leaders must have a friendly and highly skilled demeanour. The participants also suggested introducing five additional assessment tools to evaluate the competence of future leaders. The five instruments include the 180-degree assessment, the 360-degree leadership assessment, the psychometric tests for IQ and EQ, the psychometric tests for personality, and the scenario planning analysis. The findings of this study provide an improved structure for identifying a competent leader who is exceptionally well suited to universities' unique demands.

Assessment of Authentic Leadership, Mindfulness, and Managerial Competencies among Nurse Managers in Hospital

Assessment of Authentic Leadership, Mindfulness, and Managerial Competencies among Nurse Managers in Hospital

Reading Instructional Leadership and Pedagogical Digitized Reading Practices in Selected Public Schools in Parañaque City

This research aims to correlate the assessment of the reading instructional leadership of the school administrators and extent of implementation of teachers on digitized reading Division of Parañaque, City. Drawing on survey data collected from a diverse sample of educators, the study assesses reading instructional leadership practices, implementation of digitized reading instruction, and the influence of demographic factors on educators' perceptions and practices. The findings reveal consistently high scores in reading instructional leadership, indicating a strong alignment between administrators' practices and the promotion of a shared vision for reading instruction. Additionally, teachers demonstrate a high level of implementation of digitized reading instruction, leveraging digital resources to enhance content delivery, teaching strategies, and assessment practices. While demographic factors such as age, civil status, length of service, and educational attainment do not significantly influence the implementation of digitized reading instruction, age emerges as a significant factor affecting assessment and overall implementation. The study underscores the importance of tailored support programs for educators, leadership development initiatives for administrators, and fostering a data-driven culture to inform instructional practices. Recommendations include promoting diversity and inclusivity, providing professional development opportunities, supporting effective leadership practices, fostering data-driven decision-making, and encouraging the integration of digital tools into reading instruction. By implementing these recommendations, educational stakeholders can create a supportive environment conducive to enhancing literacy outcomes and promoting student success.

The Social Construction of Leadership, Implicit Leadership Theories, Leader Development, and the Challenge of Authenticity

If people want to be thought as leaders by others, they must be observed acting in accordance with others' implicit leadership theories. Therefore, prospective leaders are advised to consider whether to change their behavior to influence others' leadership assessments of them. The decision whether or not to instrumentally change behavior to match others' expectations raises authenticity concerns. There is a need to explore the tensions in the relationship between the practical application of ideas emanating from the socially constructed approach to leadership and authenticity. There are four strategies prospective leaders can choose between to navigate their own approach between instrumentally and authenticity. Two of the strategies accept the idea prospective leaders might deliberately change their behaviors; the other two strategies reject the notion. Learning how to reveal other people's implicit leadership theories is an important skill for prospective leaders to acquire so they might make informed decisions about how to adapt their own behaviors. Prospective leaders might consider making conscious decisions about the values and norms they are prepared to accept and the ones they will confront.