Leadership Efficacy Research Articles

Leadership in Face-to-Face and Virtual Teams: A Systematic Literature Review on Hybrid Teams Management

Aim/Purpose: The rise of virtual communication technologies and hybrid work contexts has brought significant changes to leadership dynamics, highlighting the need for effective management of teams operating in both face-to-face and virtual settings, known as hybrid teams. Background: This systematic review examines leadership models utilized in face-to-face and virtual teams, factors contributing to leadership emergence in these contexts, and effective strategies for leading hybrid teams. Methodology: In this study, three scientific databases were searched, resulting in the retrieval of 1,707 studies. These studies were then subjected to a review process following the PRISMA guidelines, ultimately leading to the inclusion of 15 research contributions in the final review. Contribution: Given the results, key strategies for practitioners include the development of strong communication skills, providing constructive feedback, and implementing efficient remote management techniques. Findings: The findings emphasize three prominent leadership models – transformational leadership, leader-member exchange (LMX), and shared leadership – all of which play crucial roles in hybrid team settings. Personality factors drive leadership emergence in face-to-face settings, while virtual settings benefit more from task-related behaviors. Recommendation for Researchers: This review informs researchers seeking to enhance leadership efficacy in modern group settings, aiding leaders in navigating the complexities of hybrid team environments.

Preliminary Findings From a Pilot Professional Coaching Program on the Components of Burnout in a Diverse Group of Physician Leaders.

Burnout impacts physicians at alarming rates; physician leaders are not immune. While burnout of physician leaders is associated with decreased leadership efficacy, physician coaching has been associated with reduced burnout. This study aimed to assess the effect of a physician-leader specific coaching program on the components of burnout. A 10-week Wellness Coaching Program for physician medical directors was conducted and burnout was measured pre and post intervention using the Maslach Burnout Inventory-General Survey (MBI-GS). All subscales of the MBI-GS trended towards a decrease in the components of burnout with a statistically significant decrease in Cynicism. Wellness coaching programs have the potential to positively impact the threat of burnout experienced by physician leaders in today's health care workforce.

Transformational and Transactional Leaders and Their Role in Implementing the Kotter Change Management Model Ensuring Sustainable Change: An Empirical Study

A rapid pace of change presents an unforeseen and perpetual competitive challenge for organizations. Despite the existence of numerous change management models, organizational change leaders often encounter obstacles during the implementation phase that limit change effectiveness. This paper seeks to make a difference in managerial actions, specifically when implementing planned change, by directing them to use specific leadership actions during the change stage. While previous research has acknowledged the potential linkage between leadership and change effectiveness, a comprehensive exploration of this relationship within the realm of strategic change management remains lacking. This study aims to address this gap by comparing transactional and transformational leadership styles through the lens of the leadership-as-practice perspective. Specifically, this paper analyzes the alignment of these leadership styles with the Kotter model for implementing organizational change and investigates which leadership components or behaviors positively impact predetermined stages of change. Using the MLQ and a developed Kotter questionnaire, data was collected from 385 Lebanese employees working in SMEs experiencing change across the five provinces of Lebanon. PLS structural equation modeling was utilized to analyze the results, and the GoF value indicated that the study model is valid to be considered as a PLS global model. Our findings shed light on the dynamic interplay between leadership efficacy and distinct change stages. Rooted in the leadership-as-practice perspective, this study contributes a nuanced understanding of effective leadership’s crucial role in navigating the multifaceted challenges of organizational change, offering insights for practitioners and scholars alike.

Impact of ethical leadership in HRM on employee's turnover intention post Covid-19

Goal: The paper aims to identify ethical leadership's efficacy in HRM and differentiate it from negative HRM leadership. Pandemic and post-pandemic challenges are evident, which can destabilize an organization, so we need to develop a business-ethics perspective on leadership for HRM. Method: For the study, the data of 120 manufacturing companies' employees from Uttar Pradesh has been collected. The analysis of data has been done with the help of simple linear regression and T-test through SPSS. Results: The research on the concerned issue and critically reflects on negative leadership issues that arise post-Covid-19. The analysis results have concluded that there is a positive impact of ethical leadership on employee turnover intention post-covid-19 in Uttar Pradesh, and there is no significant difference in the perception of male and female respondents towards turnover intentions post-covid-19. Limitations: The study is a small-scale study consisting of 120 employees from manufacturing companies; for future research, the data can be collected for conducting a large-scale study. Pratical implication: The study will be helpful for organizations to know about the impact of covid-19 on HRM and will lead to creating an understanding of the need of developing ethical leadership in HRM to deal with the turnover intentions of employees at the time of crisis. Originility: There has been various previous studies which talk about the employees turnover intentions during covid-19, while there is no previous literature available which states about the turnover intentions of employees post covid-19 in Uttar Pradesh, India. Moreover, the study is discussing the situation from an ethical perspective which is an addition to the existing literature.

Influence of Successor-Related Factors on the Succession Planning Process of Private School Organisations

Family businesses are important for the global economy, and therefore the transfer of ownership across generations is critical to their survival. This research aimed to determine leadership efficacy in succession planning amongst school leaders in private school organisations. The research explored the stated objectives through a qualitative research methodology. The research used face to face semi structured interviews to generate the research data. The result argues for the need for effective succession planning and indicates that a planned succession can lead to a positive impact on school organisations overall performance while an unplanned succession can disrupt a private school organisation.
 
 Received: 23 August 2023 / Accepted: xx October 2023 / Published: 5 November 2023

The Influence of School Heads on Teachers’ Commitment in Public Secondary Schools in Kagera Region, Tanzania

Teachers’ commitment plays a pivotal role in the success of any education system and the leadership provided by heads of schools is instrumental in shaping this commitment. Empirical research has consistently demonstrated a strong connection between instructional leadership and teachers’ commitment. In the context of Kagera Region, Tanzania, which has witnessed a decline in various aspects of education and human development, this study built upon transformational leadership theory and employed quantitative research approach, with a cross-sectional design to investigate the relationship between supervisory practices of heads of schools and teachers’ commitment in public secondary schools. The study collected quantitative data from a sample of 240 teachers in the Kagera Region. The quantitative data were collected using two instruments: The Leadership Scale adapted from Carless, Wearing, and Mann (2000) and the Employee Commitment Scale adapted from Mwamatandala and Muneja (2020). The primary hypothesis posited that supervisory practices of heads of schools significantly impact teachers’ commitment. The results revealed a substantial significant relationship between heads of schools and teachers’ commitment, demonstrating the importance of instructional leadership in shaping teaching commitment in schools. The study also revealed an avarage level of teachers’ commitment in performing their duties in schools. This finding raises important questions regarding teacher efficacy and leadership efficacy within Kagera Region's public secondary schools. The results underline the need for targeted interventions aimed at improving instructional leadership practices to boost teachers’ commitment. Pedagogically, the results implicate that qualitative data can provide a deeper understanding about which and how leadership practices influence teachers’ commitment.

An Assessment of Principals' Cultural Intelligence, Leadership Efficacy, and Preparedness

An Assessment of Principals' Cultural Intelligence, Leadership Efficacy, and Preparedness

The Social Value of Leadership: a Contribution from the Leadership Efficacy Model

AbstractLeadership can have a profound and hopefully positive impact on followers, representing a central topic in social and behavioral sciences. However, leadership can also lead to negative consequences in some situations. It is yet unclear how to determine the conditions for a negative versus a positive leadership. In this paper, it is proposed that leadership should assume a social value in order to represent a useful phenomenon for all individuals involved in the leadership process. Specifically, social value is defined as the respect of collective values and ethical standards of the surrounding context, and respect of legitimate expectations and needs of individuals involved in the leadership activity. Thus, it is important to note that, based on this concept of social value, leadership is conceptualized as a process of influence between leaders and followers based on common and positive ideals that will have the potential to produce relevant changes for all involved. This work debates the social value of leadership, according to the leadership efficacy model that proposes that three dimensions are involved in the impact produced by leadership: leadership cycles, leadership styles, and antecedent factors of leadership. Some examples are provided about how the model can reinforce the social value of leadership, along with some preliminary data about the model. This work concludes with a debate about the nine principles of leadership that increase the chances of leaders producing desirable effects in others.

Leadership cycles, styles, and antecedent factors: the perspective of coaches and young soccer athletes from national Slovak leagues.

Building positive relationships and interactions between coaches and athletes is critical to an athlete's success. The current study aimed to overview how coaches and their young athletes perceive three elements of the Leadership Efficacy Model (philosophy, practice, and criteria). The aim was examined with four goals of analysis: the perceptions of coaches and athletes about coaches' leadership philosophy, practice, and criteria (1); the differences between athletes' and coaches' perceptions of leadership cycles (2); the differences between athletes' and coaches' perceptions of leadership styles (3); and the differences between athletes' and coaches' perceptions of leadership antecedent factors (4). The study involved 304 athletes and 20 coaches competing in the youth national leagues U15, U16, U17, and U19. Two-source data collection was applied: coaches completed the questionnaires from their point of view, and so did athletes. The coaches were paired then with their athletes to compare the answers. Coaches fulfilled Leadership Cycles Questionnaire (LEQ), Multidimensional Scale of Leadership in Sport (MSLS), and Leadership Antecedent Factors Questionnaire (LAFQ). Athletes completed the same questionnaires as the coaches did and also fulfilled the Sport Performance Perception Questionnaire (SPPQ). Athletes' age and SPPQ served as control variables. Both athletes (37.5%) and coaches (40%) perceived that the philosophy of the leadership efficacy model should be increased. Coaches evaluated their philosophy (F = 4.43; p = 0.036; η2 = 0.014), support in MSLS (F = 5.05; p = 0.025; η2 = 0.016) and active management in MSLS (F = 4.08; p = 0.044; η2 = 0.013) higher than their athletes. The athletes assessed the maturity of the team members (LAFQ dimension) (F = 13.98; p <0.001; η2 = 0.044), negative feedback in MSLS (F = 6.02; p = 0.015; η2 = 0.020), and passive management in MSLS (F = 4.95; p = 0.027; η2 = 0.016) higher than their coaches. The tendency of coaches to have a more positive perception of their leadership behavior compared to their athletes represents the coach-athlete perception gap of leadership. Future research can examine the efficacy of congruent perceptions of leadership between athletes and coaches during the sports season and the impact produced by objective performance indicators.

A Theoretical Review of Developing Faculty Leadership to Enhance Classroom Setting Using the “Boyer Model of Scholarship”

Purpose: This study aims to investigate the position of faculty leadership in promoting the four components of Boyer's Model of Scholarship are discovery, integration, application, and instruction, and its impact on educational establishments. Theoretical framework: The study emphasizes the significance of faculty leadership in promoting a culture of learning and advancement in educational institutions. Design/methodology/approach: Using a content analysis method, a descriptive research approach is used to identify common themes and patterns related to faculty leadership and the four components of Boyer's model. Findings: The results reveal that faculty leadership is critical in promoting the four components of Boyer's model and can positively affect educational institutions' overall effectiveness. The findings also emphasize the need for professional development programs and recognition of faculty leadership to enhance educational outcomes. Research, Practical and Social Implications: The study's findings have implications for educational leaders and policymakers, accentuating the essence of investing in faculty leadership development to boost a culture of learning and advancement in educational institutions. Originality/value: This study contributes to the existing literature on faculty leadership and Boyer's Model of Scholarship by highlighting the critical role faculty leadership plays in promoting a culture of learning and advancement in educational institutions. It also provides practical solutions for improving faculty leadership efficacy and overall educational outcomes.

Single-item principal stress and coping measures: Concurrent and predictive validity and comparisons to teacher measures.

The present study analyzed concurrent and predictive validity of single-item scales for assessing principal stress and coping. We examined concurrent and prospective relations among stress and coping single-items with principal job satisfaction, overall health, perceptions of school safety, and principal leadership self-efficacy. We also compared principals and teachers on their stress and coping levels using the same single-item scales. Consistent with the literature on teacher stress and coping, the correlations of principal coping with different outcomes-job satisfaction, overall health, leadership efficacy, and safety perceptions-were stronger in comparison to the correlations between principal stress and those same outcomes. In regression models with both stress and coping, only principal coping predicted concurrent and future principal job satisfaction and overall health, as well as change in those outcomes. Coping also predicted concurrent but not future perceptions of school safety. Stress and coping did not consistently predict concurrent or future measures of leadership self-efficacy. Last, we found that principals reported even higher levels of stress than the well-documented high levels reported by teachers. We discuss areas for further research and potential use of these measures. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The Efficacy of Traditional Leadership on Service Delivery Provision in Rural South Africa: A Case of Motantanyane Village, Limpopo Province

The Efficacy of Traditional Leadership on Service Delivery Provision in Rural South Africa: A Case of Motantanyane Village, Limpopo Province

The effect of leadership style on employee motivation, case study: Al-Neelain University in Sudan -Khartoum)

At every level of the company, the efficacy of leadership is essential. In order to motivate, various firms adopt a range of leadership styles and techniques. By putting in place frameworks that maximize employee potential, utilize organizational resources, and provide guidance, leaders may inspire their workforce. On the other hand, they can make it extremely difficult to instill trust, buy into the company's goals, promote alignment, and create a collaborative environment. Therefore, the purpose of this study is to examine the relationship between employee motivation and leadership style at Sudan's Al-Neelain University. The outcomes of the investigation were determined by the researcher using the quantitative approach. A questionnaire that was sent to administrative staff members at Al-Neelain University was used to collect the primary data. The statistical analysis, which was done using SPSS 22, revealed that motivation and leadership styles had a generally positive significance.

Character-based Leadership Components at the Combat Battalion of the Czech Land Forces

The military presents a specific environment for leadership study due to its extreme conditions. It remains unclear which character strengths are conducive to leadership efficacy in this context, especially as perceived by an officer’s followers. The previous research has mainly used quantitative approach, while other methods were underused.

The Toxic Bully Boss: Echoes of American Slavocracy Tactics in Adverse Workplace Leadership Styles

The Toxic Bully Boss: Echoes of American Slavocracy Tactics in Adverse Workplace Leadership Styles

The Effectiveness of Multi-Agency Operation Leadership in Mitigating Insecurity in Lamu County, Kenya

There has been much discussion among various stakeholders on the benefits of multi-agency operations in response to security threats. This discussion is constrained, though, in that it downplays the complexity of multi-agency operations. Despite this, several nations, like Kenya, have used a multi-agency approach to deal with challenges related to national security; nevertheless, there is insufficient empirical evidence about the usefulness of this method in reducing insecurity issues. This study aimed to ascertain how well multi-agency operations leadership mitigated insecurity in Lamu County, Kenya. The collaborative advantage theory served as the basis for the investigation. This study used an ex post facto survey research design methodology. The study was carried out in Lamu County with a particular interest in the county's security personnel: an interview schedule and a questionnaire with structured and open-ended questions served as the data-gathering tools. The essential characteristics of the quantitative data gathered were displayed using descriptive statistics, including frequencies and percentages. Thematic analysis was used to create themes by grouping and open coding. The study discovered that multi-agency collaboration leadership successfully reduced insecurity in Lamu County. The study marked these out to address cases of inter-agency rivalry disputes, agency inferiority and superiority complexes, and the necessity to build a shared working policy on the ranking structure for the concerned agencies. The ongoing multi-agency operation has made Lamu County, in general, safer and more stable. Researchers interested in the leadership efficacy of multi-agency procedures are expected to benefit from the findings of this study, as will policymakers in the security sector.

Psychological Adjustment after the Cianjur Earthquake: Exploring the Efficacy of Psychosocial Support and Collaborative Leadership

This study examines the psychological adjustment of disaster workers in relation to differences in stress management training, along with factors associated with psychosocial support and collaborative leadership during earthquake emergency response operations in Cianjur, West Java, on November 21, 2022. Using a mixed-methods approach, we recruited Indonesian Red Cross staff and volunteers who were assigned to the disaster response team after the earthquake. Data collection involved 59 disaster workers selected through accidental sampling. We measured the levels of perceived stress, anxiety, and depression, as well as professional quality of life, while also observing psychosocial support and collaborative leadership. Notably, the majority of respondents (79.7%) had never received stress management training for disaster workers before their assignment to the Cianjur earthquake. Untrained disaster workers exhibited higher levels of stress and burnout and lower levels of compassion satisfaction. Significant differences in perceived stress, depression, and burnout were observed between trained and untrained disaster workers regarding stress management. However, no differences were found in other variables (anxiety, secondary traumatic stress, and compassion satisfaction). This research revealed that volunteers who received a briefing generally reported feeling happier, with scores of 2.07 points for overall happiness, 1.82 points for satisfaction in their role as disaster helpers, and 1.86 points for their happiness in being able to assist people in disaster areas. On the other hand, volunteers who maintained intense communication with friends and family were relatively better at controlling stress and maintaining happiness, with a score of 2.27 points for those who stayed in touch with family and 2.06 points for those who interacted intensely with fellow volunteers. These findings emphasize the importance of friends and peer support, as well as family support, for disaster workers in handling double disasters. Overall, the results suggest that the mental health of disaster workers deployed in natural disasters during the Covid-19 pandemic requires further consideration, with stress management training being considered as a preventive program. This research also reveals the importance of the collaborative leadership paradigm in supporting disaster activism. Furthermore, there is a need for further research that delves into the cultural aspects of understanding the mental health of disaster workers.

Building Leaders Abroad: Increasing Educational Leadership Efficacy through Short Term Study Abroad

Supporting efforts to build efficacy in leadership capabilities and capacities is instrumental in the process of leadership development for education and leadership students. Research suggests that those individuals in their fields with a greater sense of efficacy tend to remain longer, with more success. While there has been much research to support the importance of efficacy and the positive benefits of study abroad experiences, this case study examines the self-described changes in participants’ perceptions of leadership styles at the completion of a study abroad program. A qualitative case study describes the changing perceptions using composite narrative, in effort to maintain the anonymity of the seven participants. The article reports the findings of seven interviews (six complete and one partial) with students who participated in the trip and corresponding coursework prior. It examines three aspects of leadership: changing perceptions of leadership, altering individual leadership styles, and improving confidence and competence in leadership abilities.

Leadership Self and Means Efficacy Among Nursing Faculty: A National Study.

There is a call for leadership in every nursing role. Thus, nursing faculty must self-reflect on their leadership abilities and seek support from their surrounding resources to be successful leaders in their current and future roles. An exploratory descriptive study was conducted to query nursing faculty's perceptions of their leadership self and means efficacy. An anonymous online survey using the Leadership Efficacy Questionnaire that measures leader means efficacy was sent to universities in the United States. Sixty-nine faculty participated. The majority (92.8%) of respondents were women between the ages of 32 and 71 years. The participants included both diploma and university educators with varied experience. Leader action efficacy yielded a 70.4% confidence score, with leader means efficacy of 66.5% and leader self-regulation efficacy of 77.6%. Faculty in higher nursing education must be able to lead with confidence and be supported by their respective institutions. Further research on leadership training is needed. [J Nurs Educ. 2022;61(11):636-640.].

“Never ‘Because of’, Always ‘In Spite Of’”: Implications of the Culturally Relevant Leadership Learning Model for Student Social Justice Activists

Social justice activism can both precede and be the byproduct of collegiate leadership education. As leaders and participants in these social movements, college student activists can catalyze national and global change (Boren, 2019). However, this change can occur at the expense of the activists’ well‐being, especially when they engage in identity work or aim to address daunting structural problems (Chen &amp; Gorski, 2015; Linder et al., 2019). The current article presents results from a constructivist, qualitative study grounded in individual interviews with 17 college student activists representing eight universities in the mid‐Atlantic region. Themes include identity as a catalyst for action, costs of activism, linking leadership and self‐care, and the need for collective approaches to leadership efficacy and well‐being.