Leadership Constructs Research Articles

Influence Interpersonal Communication and Leadership on Work Discipline and Their Impact on Teacher Performance of SMK Negeri 8 Palembang

This study aims to determine the effect of Interpersonal Communication, Leadership and Discipline on the employment of teacher performance at SMK Negeri 8 Palembang. In this study, the population is 60 people as sample tests as samples. Sampling was conducted using the saturated sampling technique sampling is done on the whole of the population. The results of this study are Interpersonal Communication's positive significant effect on employment Discipline Master, Interpersonal Communications positive significant effect on Teacher Performance. Leadership has a positive and significant effect on employment Teacher Discipline, leadership and significant positive effect on teachers' performance. Teachers' work discipline has a positive and significant effect on the performance of teachers of SMK Negeri 8 Palembang, and work discipline is mediating variables Interpersonal Communication relation to the performance and discipline of work is mediating variables Leadership relation to performance. Discipline variable labor has a value r-square of 0.996, meaning that the variable Disciplinary work can be explained by the Interpersonal Communication and Leadership construct 99.6%. Variable Performance r-square value of 0.255 means that the variable performance can be explained by the construct of Interpersonal Communication, Leadership, and the Discipline of the work amounted to 25.5% Based on these conclusions, if the principal of SMK Negeri 8 Palembang intends to increase Interpersonal Communications to improve the performance of teachers, it is necessary to work through increased Discipline Discipline of work is mediating variables Leadership relationship to performance. So based on these conclusions, if the principal of SMK Negeri 8 Palembang. intends to enhance its leadership to increase performance, it is necessary to work through increased Discipline of the three variables used to see the effect on the performance, ie Interpersonal Communication, Leadership, and the Discipline of the work, all of which have a positive effect on performance. But of these three variables, can be prioritized improvement of Leadership. Because of 9 indicators of Leadership., One indicator has a value of loading factor is quite high, namely more than 0.9.

Principal Leadership Constructs School-based-curriculum and Shapes School Culture for Teaching and Learning: Rooting on Core Competence

Principal Leadership Constructs School-based-curriculum and Shapes School Culture for Teaching and Learning: Rooting on Core Competence

Constructive and Destructive Leadership Behaviors, Skills, Styles and Traits in BIM-Based Construction Projects

Building information modeling (BIM) implementation is expanding over time, and collaboration is becoming more critical in construction projects. Leadership characteristics may contribute to or hinder the effectiveness of these collaborations in BIM-based construction projects. However, the current body of knowledge lacks information on the leadership characteristics that can be constructive or destructive for BIM-based construction projects. Therefore, this study aims to determine the constructive and destructive leadership behaviors, skills, styles, and traits in BIM-based construction projects. An explorative qualitative study was conducted by interviewing twenty architecture, engineering, and construction (AEC) professionals. Then, the thematic analysis approach was used to analyze the interview data. The study findings suggest that common constructive leadership behaviors are tolerant and committed. Furthermore, the common constructive leadership trait and style is reliability. On the contrary, the common destructive leadership behavior is intolerant. This study provides the literature with a novel list of constructive and destructive leadership characteristics for BIM-based construction projects. Understanding these characteristics would assist industry professionals and policymakers in increasing the performance of BIM-based construction projects.

Leadership styles and their outcomes: a study of a Nigerian hospital middle management nurses

PurposeThis study was conducted to identify and explore the leadership styles and the leadership outcomes of the middle management nurses in a large tertiary hospital in Ibadan, the capital of Oyo state of Nigeria. This study aims to explore and describe the perception of staff nurses (SNs) about their nurse managers’ (NMs) leadership styles, to investigate the leadership outcomes of NMs as perceived by their SNs and to investigate what are the best predictors of the leadership outcomes among the perceived leadership styles.Design/methodology/approachThirty-six variables of the MLQ-5X were compressed into the nine psychological constructs, as proposed by Avolio and Bass (2004). Four items of each of the nine sub-scales were combined together, to form the independent variables. The nine items of the leadership outcomes were compressed into three composite variables as: the Leader’s perceived influence as being effective in leading the group variable, it has four items; the Leader’s perceived influence as being satisfactory to the group being led variable, it has two items; and lastly, the Leader’s perceived influence to encourage the staff.FindingsWhen all the three leadership sub-scales were combined as one total leadership outcome, the regression analysis showed that four leadership constructs were the predictors of the leadership outcome, that is, idealized attribute (ß = 0.173, p = 0.011), intellectual stimulation (ß = 0.171, p = 0.016), individualized consideration (ß = 0.240, p = 0.001) and contingent reward (ß = 0.194, p = 0.006). The coefficients and the p-values of the remaining five leadership constructs are as shown in Table 1.Research limitations/implicationsThis study has many limitations. One, the respondents were not randomly sampled, so the results cannot be generalized outside of UCH, Nigeria. It is also a one-time survey.Practical implicationsManagers who regularly practice transformational leadership (TFL) would be able to encourage their SNs to put in their best for the greater good of the organization. In this study, three sub-scales of the TFL, that is, idealized attribute, intellectual stimulation and individualized consideration were found to be strong predictors of leadership outcomes. Leaders who are able to treat their staff with care and concern for the individual, able to mentor, advise, coach and develop their staff are likely to also see improved staff satisfaction and extra effort in staff performance. This is especially necessary in sub-Saharan African countries, including Nigeria.Social implicationsIt is therefore strongly recommended that middle management nurses in UCH should continue to strive and improve on their TFL skills as well as their contingent reward styles of leadership. Vesterinen et al. (2012) said that NMs who can observe their own behaviour and its effects on employees can adjust to a better leadership style. In particular, individualized consideration skills such as coaching, mentoring, advising, developing and showing concern for the individual needs of their staff would encourage SNs to put in extra effort and be more satisfied with their leaders.Originality/valueTo the best of the author’s knowledge, this is his original research work and it has never been published elsewhere. The whole work was however submitted for a PhD thesis to the University of Salford.

Sustainability Leadership and Boards: A Conceptual Framework

Sustainability demands boards to be intrinsically motivated. Translating the sustainability agenda into measurable social and environmental outcomes implies a behavioral transformation on the individual, group, and organizational levels. Focusing only on regulatory requirements, ESG metrics, and corporate reputation does not lead to the genuine commitment of board members to enhance the organization’s sustainability. Embedding sustainability into the organization’s business model and strategy calls for the board’s commitment and impactful actions. Therefore, this study attempts to provide new insights on how boards could enhance their sustainability engagement and performance by developing and demonstrating specific leadership behaviors. For this purpose, a literature review has been conducted. To draw on the premises of stakeholder theory and selected leadership constructs, the method of theory synthesis was used. This study builds on and extends the existing leadership and corporate governance literature by providing a conceptual framework that links sustainability leadership and board dimensions: purpose and authenticity, power and responsibility, and process and transformation. It proposes the initial assessment questions for each dimension. The proposed conceptual and assessment frameworks offer practical implications for various stakeholders. Board members can use them as self-assessment and development tools that can enhance their sustainability engagement and leadership behaviors. Based on these frameworks, human resources management could define sustainability competencies to be considered in board recruitment, assessment, development, and succession. Leadership and organizational development specialists could also use these guidelines to design and implement sustainability leadership development programs. By offering a novel perspective that links sustainability efforts and leadership behaviors of boards, these research contributions could inspire organizations to move beyond compliance-oriented sustainability toward genuine sustainability. Future research could be directed at validating the proposed conceptual framework by conducting qualitative and quantitative studies to explore the board members’ perceptions and views on specific leadership behaviors in the context of the sustainability agenda.

Leadership in Construction: A Scientometric Review

Leadership plays an increasingly important role in construction projects, and numerous research studies have been conducted. This study aims to identify the structure evolution development trends of this knowledge domain using visualisation analysis with CiteSpace. A total of 1789 peer-reviewed articles are collected from Scopus and the WoS core collection database to conduct a scientometric analysis. The results indicate that the US dominates this field and that institutions from Australia have made greater contributions. However, international cooperation in this area is not active. A total of eight co-citation clusters were identified, and the research of leadership in construction primarily focused on the topics of transactional leadership, safety leadership, team performance, leadership interaction processes and actual leader behaviour. The keywords co-occurrence evolution analysis was also conducted to provide a holistic knowledge map. Based on the development of this field and its current status, we propose trends and innovative research areas for future research. The findings in this research would help scholars to understand the structure and future trends of this field. Meanwhile, the research results would provide a reference for construction enterprises to formulate project manager competency criteria.

Influence of Sad Warnaning Rajaniti’s Leadership and Employees’ Work Culture on Organizational Commitment

Purpose: This research aimed to analyze the effect of the Sad Warnaning Rajaniti’s leadership and employee’s work culture toward the organizational commitment in achieving the performance of public service employees at Class 1 District Court of Bali Indonesia.
 
 Theoretical framework: Leadership plays the important roles in the employees’ performance in an institution/agency, both government and private. The work results of an employee are strongly influenced by the leadership style of a leader (Habeeb & Ibrahim, 2017; Ilham, 2018; Salman et al., 2016).
 
 Design/methodology/approach: This research used 128 respondents from four Class 1 District courts in the area of Bali which were determined by the stratified proportionate random sampling method using a questionnaire instrument. The data analysis is using PLS.
 
 Findings: The findings showed that the leadership construct of Sad Warnaning Rajaniti has no significant effects on organizational commitment and employee performances.
 
 Research, Practical & Social implications: We suggest a future research agenda and highlight the contributions made to executive and management a leadership work culture on organizational commitment.
 
 Originality/value: Furthermore, it is also aimed to analyze the mediating organizational commitment role to regarding the relationship between Sad Warnaning Rajaniti leadership and organizational culture on employee performances. This research conducted at Class 1 District Court in Bali region. Therefore, it is suggested in subsequent research to use other relevant variables that affect organizational commitment and employee performance.

Volodymyr Zelenskyy, heroic leadership, and the historical gaze

Since the onset of Russia’s invasion of Ukraine, a great many people have cojoined their admiration for the grit and determination shown by the Ukraine people with their esteem for the nation’s formal leader, Volodymyr Zelenskyy. He has been constructed, particularly in the Western press, as kind of larger-than-life hero, displaying physical courage, resilience, and a brilliant use of communication skills to help mobilize world opinion. But the construction of heroic leadership raises concern within the framework of critical leadership given the often-accompanying characteristics of worshipful acquiescence, hyper-masculinity, and an overly individualized view of causation. In addressing the tension between holding Zelenskyy up as an admirable, even heroic leader while simultaneously harboring a deep distrust of any notion of heroic leadership, the essay examines the historiography devoted to an earlier heroic leader, Martin Luther King, Jr. The goal of this essay is to provoke thought and deepen an appreciation for the complexity of the heroic leadership construct.

A CRITICAL DISCOURSE ANALYSIS OF MAINSTREAM COLLEGE STUDENT LEADERSHIP DEVELOPMENT MODELS

Developing leaders for a diverse democracy is an increasingly important aim of higher education and social justice is ever more a goal of leadership education efforts. Accordingly, it is important to explore how dominant leadership models, as blueprints for student leadership development, account for and may unwittingly reinforce systems of domination, like racism. This critical discourse analysis, rooted in racialization and color-evasiveness, examines three prominent college student leadership development models to examine how leaders and leadership are racialized. We find that all three leadership texts frame leaders and leadership in color-evasive ways. Specifically, the texts’ discourses reveal three mechanisms for evading race in leadership: focusing on individual identities, emphasizing universality, and centering collaboration. Implications for race in leadership development, the social construction of leadership more broadly, and future scholarship are discussed.

Procjena uvjeta ugodnosti nakon useljenja u prostorima zelenih poslovnih zgrada

This paper aims to reveal the relationship between the post-occupancy evaluation (POE) and indoor comfort conditions for green office buildings. First, six office buildings in Turkey with Leadership in Energy and Environmental Design-New Construction (LEED-NC) certification were evaluated for their envelope features. Second, a post-occupancy survey was conducted to investigate the indoor comfort of green office building users. The post-occupancy questionnaire (Cronbach’s alpha reliability of 0.956) was evaluated with regression and cross-tabulation methods using the Statistical Package for the Social Sciences (IBM SPSS Statistics) Program. The results show that envelope characteristics are important for POE of building performance and occupant indoor comfort satisfaction levels are related to a personal workplace location.

The influence of Islamic leadership on work performance in service industry: an empirical analysis

PurposeThis study aims to propose a practical, virtue-centric model of leadership based on Islamic principles. The structure of the Islamic leadership construct is validated through confirmatory factor analysis. Its relationship with performance and organizational commitment is examined and the mediating role of organizational commitment is assessed.Design/methodology/approachIslamic leadership model is tested using confirmatory factor analysis with data collected from employees working in the services sector in Turkey. Relationships between Islamic leadership, organizational commitment and performance are examined through a path analysis.FindingsThe factor analysis results presented a good fit for the proposed Islamic leadership model, which consists of wisdom, religiosity, justice and kindness dimensions. Regarding path analysis, findings indicated a positive relationship between Islamic leadership and job performance. Moreover, organizational commitment partially mediated the relationship between Islamic leadership and job performance.Originality/valuePrevious studies on Islamic leadership contain a very little number of empirical models. This study proposes a valuable empirical model of Islamic leadership consisting of moral values, spirituality, ethics and wisdom. In addition, the proposed model is supported with empirical pieces of evidence. Evidence of the partial mediating role of organizational commitment between Islamic leadership and job performance is also revealed by the study.

Comparing models of follower outcomes: destructive and constructive leader behavior

PurposeTo provide evidence-based recommendations on the types of leader behaviors organizations should target for a better return on leader training investment the authors draw on the destructive and constructive leadership behavior model and the bad is stronger than good proposition to examine the following question: Compared to constructive leader behavior, does destructive leader behavior have a greater effect on follower outcomes or is something more nuanced occurring?Design/methodology/approachThe authors used Qualtrics online panels to collect data (N = 211 and N = 342) from full-time office-based participants. They used multivariate latent regression and dominance weights analyses to examine the relative strength of destructive versus constructive leader behaviors on followers' satisfaction with leader, and task performance.FindingsAcross both samples, leader hypocrisy and leader social undermining had relatively stronger effects on follower satisfaction with leader. Leader knowledge hiding had a relatively strong effect on follower task performance. Leader ethical conduct had the strongest association with follower satisfaction with leader in both samples. Hence, the authors' results were aligned with the bad is stronger than good proposition.Originality/valueThe authors' show that white-collar organizations can benefit from improved follower attitudes and performance by reducing leader hypocrisy and social undermining (destructive behavior) while simultaneously promoting leader ethical conduct (constructive behavior).

Failure of crisis leadership in a global pandemic: some reflections on COVID-19 and future recommendations

PurposeBeing a novel public health crisis, the COVID-19 pandemic presented world leaders with difficult options and some serious dilemmas that must somehow be negotiated. Whilst these leaders had limited knowledge about the coronavirus and how the pandemic would potentially evolve, they were still expected to make high-staked judgements amidst a range of uncertainties. The purpose of this paper is to explore the response strategies used by various world leaders from the perspective of crisis leadership within the public health domain.Design/methodology/approachSecondary data was collected from research papers, policy reports and credible media outlets to examine the construct of crisis leadership within the context of the global pandemic.FindingsThe paper identified three cognitive antecedents to the COVID-19 crisis leadership failures, which helped to explain why certain policy decisions were successful and why others were less so. On this basis, a clear dichotomy was drawn between highly rated leaders and their less successful counterparts in relation to the management and governance of the coronavirus pandemic.Originality/valueThe uniqueness of this paper lies in its psycho-political approach, which offered insights into the cognitive undertones that underpin the three leadership failures that emerged from the distinct approaches used by world leaders to prepare for, respond to and recover from the COVID-19 pandemic. The practical recommendations proposed in this paper are hoped to aid better decision-making for leaders faced with the task of managing future public health crises.

Should we stop using the label of “paternalistic leadership”? Evidence from three Chinese samples

PurposeProponents of paternalistic leadership argue that a paternalistic leader is authoritative and at the same time, a benevolent and moral individual, and this style is effective in non-Western societies. However, past empirical studies consistently found that authoritarianism related negatively to benevolence, morality and job outcomes. The authors posit that the original proposed style probably did not exist, or at least not being a dominant style, in modern Chinese business organizations.Design/methodology/approachThe authors collected supervisor–subordinate dyadic data from three independent Chinese sample in Taiwan (N = 305), Hubei (N = 350) and Jiangsu (N = 270) and utilized the latent profile analysis method to test the hypotheses.FindingsFirst, authoritarianism ratings are much lower than ratings of benevolence and morality. Second, none of the identified profiles is high on authoritarianism, benevolence and morality at the same time. Third, leadership style with low authoritarianism, but high on benevolence and morality leads to the best employee outcomes.Originality/valueConceptually, the authors clarify the typical leadership styles that compose of the independent dimensions proposed by paternalistic leadership researchers. Methodologically, the authors showed that using person-centered latent profile analysis method can examine combinations of various leadership dimensions or constructs to examine a leader as a whole person. Practically, understanding a leadership style that composes of different levels of various leadership constructs may better inform managers and leaders how they could effectively influence subordinates.

Which Traits and Leadership Styles Best Predict Job Performance? A Machine Learning Approach

What are the most important antecedents of employees’ job performance? Two influential research streams have identified a wide range of personality traits and constructive leadership styles as independent predictors of job performance. However, virtually all past research has assessed the contributions of a few constructs at a time, leaving several open questions: Which personality trait and/or constructive leadership style matters most for high job performance? As a group, are personality traits or constructive leadership styles more relevant for job performance? Which are the strongest personality-constructive leadership interactions that predict job performance? Given the large number of personality and constructive leadership predictors identified in the literature, answering these questions using traditional regression-based approaches is not feasible. This research adopts a machine learning approach (i.e., a gradient boosting model) with a large-scale field study of 5,849 employees to answer these questions. The machine learning results revealed optimism and leader-member exchange are the most predictive personality and constructive leadership variables; concluded that as a group, personality traits and constructive leadership styles have equivalent predictive power; and identified multiple novel personality × constructive leadership interactions. Our research highlights that machine learning methods can help generate novel theoretical and practical insights in the organizational sciences.

Explicating the Moral Component of Moral Forms of Leadership

A leader’s morality is a starting point in the making of a leader. It is one of the oldest debates in the philosophy of management. Since many positive outcomes have been associated with leader morality, a host of moral forms of leadership have been suggested and implemented in the organizations. The 21st century has particularly seen a rise in the moral forms such as ethical leadership, servant leadership and authentic leadership. The paper attempts to integrate the overlapping literature in this domain, to offer clarity in the construct of ethical, authentic and servant leadership, especially on their foundational principle of morality. A review of literature, with an agenda to juxtapose it with moral theories and moral development, has been undertaken. Deeper delving helps in constructing parallels between consequentialism, virtue ethics and deontology with servant, authentic and ethical leadership respectively as points of distinction. Along with a discrete moral identity and moral sensitivities, moral motivation and moral action as other matter of differential outlook of the leaders. Despite these perceived differences, the moral forms of leadership converge on the aspect of care. So while we may see separate branches in the moral forms of leadership, they share a common root of morality.

IsTransformational Leadership Past its Prime or Increasingly Useful? A Temporal Meta-Analysis

Transformational leadership (TL) is one of the most studied leadership constructs found in the literature and has been related to positive follower outcomes (i.e., performance, job satisfaction, and organizational commitment). However, as the nature of work and employees continually change in the modern era, scholars have questioned the extent to which the relevance and importance of TL has strengthened or weakened over time. Using a sample of U.S. based studies consisting of 105 studies, 173 effect sizes, and a total sample size of 44,566 between the years of 1987 and 2018, we examined changes in the use of TL and the strength of the relationship between TL and the organizationally relevant outcomes of follower in-role performance, extra-role performance, job satisfaction, organizational commitment, satisfaction with leader, and leader effectiveness. Our results show that over the past thirty years, supervisor usage of TL behaviors, as indicated by mean level changes, has increased over time. Furthermore, the relationships between TL and follower job satisfaction, organizational commitment, satisfaction with leader, and leader effectiveness have remained stable over the past thirty years. In contrast, preliminary evidence suggests that the relationship between TL and supervisor rated follower in-role and extra-role performance has increased over time.

Balancing the teeter totter: A dialectical view of managing neurodiverse employees

Effective management of autistic employees is a topic germane to the successful integration of autistic employees into the workplace, but is a question that management researchers are only starting to broach (Vogus & Taylor, 2018; Beatty, Baldridge, Boehm, Kukarni, & Colella, 2018). Unlike past research, we explore successful management for employees on the spectrum without applying specific leadership constructs to the research. Instead, we use a grounded approach to investigate what autistic employees and managers of autistic employees have found useful in the workplace. In doing so, we identify a dialectic in wanting to treat all employees as equal while understanding that different employees have very different needs. Based on this dialectic, we propose managerial types associated with the poles that they favor and explore how these different management types are associated with different outcomes for employees and organizations.

Yapıcı ve yıkıcı liderlik özelliklerinin örgüt iklimi ve çalışan performansına etkisi

The aim of this study is to investigate the effects of constructive and destructive leadership styles on organizational climate and employee performance, and to reveal separately whether the organizational climate has a mediating role in the effect process between constructive leadership and employee performance, and destructive leadership and employee performance and to contribute to the literature on leadership and organizational climate. The scales in the research model were applied to exploratory and confirmatory factor analysis, and it was seen that the model was acceptable in terms of goodness of fit values. The hypotheses were tested through the structural equation model. Results indicate that destructive leadership affects employee performance and organizational climate negatively, constructive leadership affects employee performance and organizational climate positively, and organizational climate has a full mediating role on relationship destructive leadership and employee performance. Also organizational climate has a full mediating role on relationship constructive leadership and employee performance.

Contextualizing faith-based leadership models: A competency approach to Pastoral leadership

ABSTRACT The purpose of this article is to derive a pastoral leadership model for a congregation or parish context that benefits from the intersection of leadership and practical theology outcomes. It is well documented that leadership is context-specific, yet the ability to recognize both valuable and unfavourable consequences of business-derived models applied to the faith-based sector remains a challenge. First, a brief review of the leadership construct illustrates the relevance of context and the landscape of possible modeling for pastoral leadership. Next is a content analysis of secondary data of pastoral experiences that yields seven competencies. Finally, the trustworthiness of these competencies is tested against five other pastoral leadership models from the literature. Developing a competency model for a congregation or a parish setting incentivizes further research on the significance of pastoral leadership for other institutional and community settings within the faith-based sector.