Leadership Behavior Research Articles

Unlocking employee innovative behavior: the role of humble leadership, core self-evaluation, and leader-member exchange

Humble leadership has gained attention in recent years due to its potential impact on employee performance. This study explores the association between humble leadership and follower innovative behavior by investigating the moderating role of core self-evaluation (CSE) and the mediating role of leader-member exchange (LMX). The study uses data from 328 followers and their immediate leaders to test a mediated moderation model. Results show that there is a favorable association between humble leadership and LMX and followers’ innovative behavior, particularly pronounced for followers who possess lower levels of CSE. The findings suggest that humble leaders should focus their development efforts on followers with low CSE to achieve complementarity congruity and improved innovation. This research enhances the existing body of knowledge by emphasizing the significance of comprehending the functions of relational procedures and the psychological resources of followers in determining the effectiveness of humble leadership. These findings have practical implications for organizations seeking to enhance their leadership effectiveness and followers’ innovative behavior.

How CEO transformational leadership affects business model innovation: a serial moderated mediation model

PurposeThis study aims to reveal how chief executive officer (CEO) transformational leadership affects business model innovation (BMI) by exploring the serial mediating role of top management team (TMT) collective energy and behavioral integration and the moderating role of TMT-CEO value congruence.Design/methodology/approachThe sample of 520 TMT members from 127 enterprises in North China was collected through a two-wave questionnaire survey. Hierarchical regression and bootstrapping were used to test the hypothetical relationships proposed in this study.FindingsThe results indicate that TMT collective energy and behavioral integration play a serial mediation role between CEO transformational leadership and BMI. TMT-CEO value congruence positively moderates the relationship between CEO transformational leadership and TMT collective energy as well as the serial mediation effect.Practical implicationsThe results suggest that CEOs can stimulate TMT collective energy by demonstrating transformational leadership behaviors, thereby promoting TMT behavioral integration and ultimately achieving BMI. In addition, to enhance the effectiveness of CEO transformational leadership, enterprises should take measures to ensure that TMT members hold values that are consistent with those of CEOs.Originality/valueBased on social cognitive theory, the mediating mechanism and boundary conditions of CEO transformational leadership that affect BMI are revealed by this study, thus opening the “black box” of the relationship between the two. It also supplements research on the role of TMT among the antecedents of BMI.

Modeling innovative work behavior through leadership behaviors in the hospitality industry; the role of work–family enrichment

PurposeThis study aims to examine authentic leadership behavior (ALB) and empowering leadership behavior (ELB) as predictors of innovative work behavior (IWB) while assessing the mediating role of work-family enrichment (WFE).Design/methodology/approachThrough the explanatory research design, data was retrieved from 303 respondents from 16 small-sized hotels in Ghana and analyzed quantitatively using descriptive and inferential statistics (hierarchical component analysis within PLS-SEM).FindingsThe study’s findings revealed that both ALB and ELB positively and significantly relate to IWB. Additionally, our study found that WFE partially mediated the nexus between ALB and IWB as well as ELB and IWB.Practical implicationsThe findings of our study imply that in the pursuit of excellence, ALB and ELB in the hospitality industry are crucial, as they not only nurture employee potential but also help employees to thrive both at home and at the workplace.Originality/valueThe hospitality literature lacks a comprehensive understanding of the underlying mechanism by which ALB and ELB influence IWB. To the best of the authors' knowledge, our study is the first empirical study conducted on ALB, ELB, WFE, and IWB in the hospitality industry.

Challenges of a Digitalising World in the Light of an International Survey

In recent years, the use of high-level IT systems and the digitalisation of organisational processes has become increasingly important in business organisations. This means that digitalisation is one of the most frequently mentioned objectives in the development of organisations. This study aims to examine how well-prepared organisations are on the path towards these goals and how can organisational culture help. The quantitative international research involved 692 respondents in 34 countries across 6 continents. Responses were assessed using SPSS software. The results show that an organisational culture that is open to change and based on trust supports digital transformation processes, leadership attitudes, human responses and interactions. Regardless of geographical location and economic performance, organisations face similar challenges and there are no marked differences internationally in terms of preparedness for digital transformation. The characteristics of the learning organisation culture studied have the greatest impact on leadership behaviour and the least influence on the digital tools used.

Validity and reliability of the toxic leadership behaviors of nurse managers scale among Chinese nurses.

Toxic leadership is increasingly becoming common in the nursing field, but the measurement tools are lacking. Therefore, this study aimed to translate the toxic leadership behaviors of nurse managers (ToxBH-NM) scale into Chinese and test its psychometric properties among Chinese nurses. The data for this study were obtained from a cross-sectional survey of 1,195 nurses. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used to examine the structural validity of the ToxBH-NM. The following psychometric properties of the scale were assessed: content validity, criterion validity, internal consistency reliability, and test-retest reliability. The Chinese version of the ToxBH-NM (C-ToxBH-NM) scale had two dimensions and 30 items. The correlation coefficients between the scores of each item and the total scores were 0762-0.922 (p < 0.001), and the range of the CR determination values of all the items were 8.610-18.998, with statistical significance (p < 0.001). The total content validity index (CVI) was 0.996, the average CVI was 0.996, and the item-level CVI was 0.875-1.000. Two common factors were identified in the EFA, and 81.074% of the variation was explained cumulatively. The CFA showed that all the fitting indexes reached the standard, and the model fit degree was good. When the Chinese version of the Destructive Leadership Scale was used as calibration, the correlation coefficient was 0.378 (p < 0.001). The Cronbach's alpha coefficients of the overall scale were 0.989 and of the two dimensions were 0.969 and 0.987, respectively, with a split-half reliability of 0.966 and test-retest reliability of 0.978. The research results show that the C-ToxBH-NM scale has good reliability and validity and can be used to evaluate the severity of toxic leadership behavior among nursing managers.

An Examination of How Toxic Leadership Behaviours of School Principals Relate to Teachers' Perceived Stress

The study examines how toxic leadership behaviours of school principals relate to teachers' perceived stress. It is a correlational survey model, and the sample consists of 278 primary and secondary school teachers. We collected the data with the Perceived Stress Scale and Toxic Leadership Scale. The findings show that gender does not cause a statistical difference in perceived stress and all dimensions of toxic leadership. Stress levels of branch teachers are higher than those of primary school teachers, with a statistically significant difference. The perception of branch teachers in ignorance, self-interest, and negative mental state of toxic leadership is significantly higher than classroom teachers. A moderately significant positive relationship exists between teachers' perceptions of stress and all dimensions of toxic leadership. 20% of teachers' perceptions of stress are explained by toxic leadership. The negative mental state of school principals is a significant predictor of teachers' perceptions of stress.

What Happens When a Leader is Toxic? A Qualitative Investigation

This paper investigates the phenomenon of toxic leadership and its dynamics within Higher Education Institutions (HEIs). Drawing upon social constructivist worldview, the research explores the prevalence, antecedents, outcomes, and impacts of toxic leadership behaviors on the psychological well-being of individuals within academic settings. The study employs a qualitative research design, utilizing semi-structured interviews to gather comprehensive insights from faculty, staff, and students across multiple HEIs. The findings reveal that the causes of leader toxicity extend beyond the leaders’ personality alone, rather other factors are associated to it as well. In addition to the personality traits highlighted which are associated to toxic leaders, certain environmental and cultural factors also foster the development of toxicity among the leaders and their subordinates. Such leader-member exchanges lead to destructive consequences, affecting not only the subordinate alone at an individual level but the overall organizational effectiveness as well. Thus, coping strategies to deal with such toxicity have also been discussed. Key themes identified were categorized as personality traits, organizational culture, psychological consequences and coping strategies. This research contributes to both theoretical understanding and practical implications, shedding light on the complexities of toxic leadership dynamics within the academic context. It underscores the importance of fostering healthier leadership practices and organizational cultures to promote positive psychological well-being and enhance overall academic experiences within HEIs. Recommendations for future research have also been discussed.

Examining the impact of leadership on job satisfaction in Greek luxury hotels

The purpose of this study is to examine whether leadership style affects the professional satisfaction of employees in the field of hospitality and specifically in luxury hotels in Greece. A quantity survey was conducted measuring the characteristics and behavior of leaders, and employee satisfaction. The originality of the article derives from the thorough study of the individual forms of leadership’s effect on job satisfaction in Greek luxury hotels, presenting existing organizational data during a strenuous period of pandemic and financial crisis leading to significant changes in the internal and external environment of hotel companies.

Local Leader Traits, Local Values and Citizens’ Political Participation in Vietnam

ABSTRACT This study investigates the impacts of local leader traits and local values on citizens’ political participation. Specifically, it examines how leadership traits (measured by the term of office and gender) and local values (measured by protests and the status of receiving official development assistance (ODA)) affect citizens’ political participation. It finds that leaders in their first term, protests and receiving ODA positively associate with citizens’ political participation, while female leaders negatively associate with it. The paper contributes to the literature that short-termism and face-saving theories should be appropriately integrated with career path theory to explain political behaviors of local leaders and that preventing short-termism and prejudices against local female leaders are potential solutions for citizens’ political participation. These findings shed light on understanding the roles of local leader traits and local values in promoting citizens’ political participation in communist one-party-led countries.

Inclusive leadership and employee involvement in proactive behavior at the workplace: the mediating role of gratitude

PurposeThis study examined how inclusive leadership in the workplace promotes proactive behavior in employees based on self-determination theories and a model of motivation for proactive behavior.Design/methodology/approachUsing a sample of 270 employees from various provinces in China, we investigated the relationship between inclusive leadership (measured at Time 1), workplace gratitude (measured at Time 1) and proactive behaviors (measured at Time 2). To test our hypotheses, SEM analysis was conducted to measure the path coefficients, followed by bootstrapping analysis to assess the indirect impacts of gratitude at work.FindingsThe results suggest that inclusive leadership could enhance subordinates’ propensity to be grateful, which in turn will increase the frequency of their proactive behaviors.Originality/valueFirst, the evidence presented further validates the proposed association between inclusive leadership and proactive behavior, and it also enriches related theories. Second, our study introduced workplace gratitude as a mediator, deepening the understanding of the mechanisms linking inclusive leadership and proactive behavior.

The Role of Trust in Effective Leadership

This literature review examines the relationship between leadership behavior and organizational trust across diverse contexts. Studies in Latvia, manufacturing plants, Lithuania, and on leadership styles highlight the significance of ethical, transformational, and democratic leadership in fostering trust and commitment. Findings reveal that ethical leadership prioritizing integrity and fairness significantly contributes to trust-building processes. Transformational leadership in manufacturing plants enhances team cohesion and trust through emotional intelligence. In Lithuania, leadership relationships mediate the link between ethical culture and organizational trust. Contrasting democratic leadership positively influences trust levels, while non-democratic styles diminish trust. These insights emphasize the universal relevance of ethical, transformational, and democratic leadership in cultivating trust and collaboration within organizations, providing actionable guidance for leaders striving for sustained success.

The interplay of innovative Leadership, innovative work environment and organizational citizenship behavior

The study aimed to examine the influence of innovative leadership and innovative work environments on the organizational citizenship behaviour of the employees. To deepen the concept of the study, literature was reviewed. The study used assessment and correlational research design and thus weighted mean, Pearson r and ANOVA were used to analyze the data. The population of the study were the employees of the institution (DWCL). To gather the data, validated questionnaires were used. The study found that innovative leadership, innovative work environment and organizational citizenship behaviour were high, however, there was no correlation between innovative leadership, innovative environment and organizational citizenship behaviour. The study recognizes its limitation because of the limited variables investigated. Thus. the study recommends further study to identify other organizational factors and leadership that affect organizational citizenship behaviour.

Promoting organizational citizenship behavior through ethical leadership: The education context

The study aimed to examine the effect of ethical leadership on the organizational citizenship behaviour of the employees. To deepen the concepts of the study, the literature was reviewed. The study used the assessment and correlational research design. The population was all employees of the Divine Word College of Laoag. To gather the data, research questionnaires were used and weighted mean and Pearson r were used to analyze the data. The study found that there is a significant correlation between the ethical leadership of administrators and organizational citizenship behaviour in terms of OCBP but there is no correlation between ethical leadership and organizational citizenship behavior related to OCBO.

EXPLORING THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP ON SALESPERSON JOB PERFORMANCE: THE MEDIATING ROLES OF SELF-EFFICACY AND CREATIVITY IN VIETNAMESE SMES

Purpose: This study investigates the influence of transformational leadership on the job performance of salespersons in Vietnamese SMEs. It examines the mediating role of self-efficacy and creativity, contributing to the literature on effective leadership strategies and their impact on salesperson performance. Theoretical Framework: Grounded in transformational leadership theory, the study proposes that transformational leadership positively affects self-efficacy and creativity, leading to improved job performance among salespersons. Design/Methodology/Approach: Data is collected through a survey questionnaire administered to salespersons in Vietnamese SMEs. The collected data was analyzed using structural equation modeling (SEM) to examine the proposed relationships. Findings: The study reveals the impact of transformational leadership on salesperson job performance and highlights the mediating roles of self-efficacy and creativity. Research Implications: This research contributes to leadership and organizationnal behavior literature in Vietnamese SMEs, offering practical insights for enhancing sales force productivity. Practical &amp; Social Implications: This study emphasizes the significance of transformational leadership in enhancing salesperson self-efficacy and creativity. It informs the development of targeted interventions and training programs, resulting in improved sales performance and overall organizational success. Additionally, the findings have broader applicability to effective leadership strategies across diverse cultural and business contexts.

Do leadership behaviour preferences differ among generations? A qualitative study of Gen X, Y, and Z in India

Do leadership behaviour preferences differ among generations? A qualitative study of Gen X, Y, and Z in India

Action Speaks Louder: The Role of Proactive Behavior between Creative Leadership and Employees' Creativity.

Drawing on social learning theory, this study presents a moderated mediation model to examine the role of proactive behavior and conformity value in the positive relationship between creative leadership and employees' creativity. Two-wave data are collected from 230 employees and their leaders in an automobile manufacturing enterprise in China, in which employees are encouraged to be creative because they need to implement novel designs and proposals to attract consumers. Statistical analysis reveals that proactive behavior partially mediates the influence of creative leadership on employees' creativity. Conformity value moderates not only the relationship between creative leadership and proactive behavior but also the indirect effect of creative leadership on employees' creativity via proactive behavior. The relationship and the mediating mechanism are stronger in the presence of employees' higher conformity value. We discuss the theoretical and practical implications as well as future research directions of the findings.

Leading in times of crisis and remote work: perceived consideration leadership behavior and its effect on follower work engagement

Based on the job-demands resources theory, we examine whether leadership behavior affects followers' work engagement in the context of remote work during times of crisis, and how this effect can be explained. We focus on consideration leadership and its impact on followers' engagement under conditions of enforced remote work during the COVID-19 pandemic. Therein, we examine the role of optimism as a potential mediator. To better understand how the impact of consideration leadership behavior unfolds during crises, we examine whether being new to remote work and feeling personally impacted by COVID-19 amplified the proposed relationship between consideration leadership and followers' engagement. A sample of 729 German employees participated in a three-wave study across 6 weeks in May and June 2020. Longitudinal structural equation modeling uncovered direct positive effects of consideration leadership on changes in followers' work engagement in the second time lag (T2 to T3), while optimism did not mediate this effect. Multigroup comparisons revealed that employees who worked from home were particularly responsive to consideration leadership. No moderating effects were found for whether the COVID-19 pandemic personally impacted employees. The discussion highlights the critical role of leadership in followers' motivation and wellbeing in times of crisis and remote work.

Leadership behaviours during crises: cases from early childhood education and care in England

ABSTRACT In this paper, we present research into how leaders in early childhood education and care (ECEC) in England conceptualise and respond to sudden and challenging circumstances at organisational and personal levels. A distinction is made in this paper between critical incidents, such as a fire in the kitchen, and crises whereby leaders need to respond to unexpected, long term and evolving events. Although the impact of Covid-19 pandemic was uppermost in participants’ minds, crises emerging from other issues were also investigated. The data informing this study were collected during the first half of 2021, nearly a year after the start of the Covid-19 pandemic, with ECEC leaders experiencing drastic changes which extended existing perceptions of crises. The research employed qualitative methodology using interviews with 16 accountable leaders in 13 different settings, with a further interview of a local authority officer with responsibility for advising and guiding multiple settings.

Investigating links between teacher leadership, collective efficacy and teacher commitment in Egyptian schools: a mediated-effects analysis

PurposeResearch investigating the impact of school leadership on teachers’ emotions and practices has mostly focused on the leadership behaviors of school principals, thus ignoring the potential leadership qualities of other school members, especially teachers. The current study aimed to bridge this gap by providing further insight into the link between teacher leadership and teacher outcomes in Egyptian schools. Specifically, the study examined the mediating role of collective teacher efficacy in the relationship between teacher leadership and teacher commitment.Design/methodology/approachThe study employed structural equation modeling and bootstrapping to analyze survey data collected from 497 teachers in primary and middle schools in Damietta city, Egypt.FindingsThe results supported our proposition that teachers’ leadership practices have more indirect than direct effects on teacher commitment through collective teacher efficacy. That is, teacher leadership practices positively affect teachers’ efficacy beliefs, which, in turn, increase their sense of commitment to school.Originality/valueThe study adds a new aspect to the literature by investigating the potential role of teacher leadership in promoting positive teacher attitudes that can have a positive impact on student learning. This is significant given the growing emphasis that educational systems place on enhancing school effectiveness. Specifically, understanding the factors that contribute to teacher commitment can inform strategies for retaining effective teachers and improving the overall quality of the teaching workforce. Additionally, since most of the empirical research on teacher leadership has been produced in Western contexts, it is important to enrich the field with studies conducted in other societies, especially in the Arab region.

Contagious resilience – how leaders’ resilient behaviour promotes followers’ resilient behaviour

PurposeLeaders are role models and through social influence processes, they shape the behaviour of their followers. We build on social learning, social identity and person-environment (P-E) fit theories of leadership to explore the association between leaders’ and followers’ resilient behaviours.Design/methodology/approachIn a three-wave, multisource study amongst 269 Dutch leaders and their followers, we investigate the mediating role of coaching in the relationship between leaders’ resilient behaviour and followers’ resilient behaviour and the moderating role of regulatory focus in this mediation path.FindingsOur results show that coaching is a key relational vehicle through which leaders’ resilient behaviours shape employees’ resilient behaviours, and this indirect association is stronger for employees scoring low on promotion focus. In addition, our results show that resilient employees attract more coaching from their leaders, which further strengthens their resilient behaviours.Originality/valueExisting studies have shown the occurrence of trickle-down effects of various leader behaviours, moods and work states on those of their followers. However, it remained obscure whether leaders’ resilient behaviour could trickle down to followers’ as well. Our study shows that such a link indeed exists and that coaching is a relational vehicle that embodies two key mechanisms to (1) foster social learning through behavioural entrainment and contagion and (2) facilitate support provision through which leaders promote resilient behaviour in their followers.