Organizational Leadership Research Articles

Can responsible leaders transmute sustainability & OCBE among manufacturers in developing economy? A mediated moderated approach for organizational sustainability

This study examined the link among environmentally conscious organizational citizenship behavior (OCBE) and responsible leadership among 167 management-level workers in manufacturing plants of arts industry in a developing economy. The study explored the impact of responsible leadership on OCBE, both directly and indirectly through colleague exchange. It also explored the role of a green organizational environment, employee goal orientation, and supervisory support in regulating the link between coworker exchange and OCBE. The findings indicated that responsible leadership held a substantial and favorable influence on organizational citizenship behavior and that this link was mediated via colleague interchange. Workers who exhibited high degrees of goal orientation and were exposed to a sustainable work environment exhibited higher organizational citizenship behavior towards the environment (OCBE), suggesting a connection between colleague contact and OCBE. However, the support from supervisors did not have any moderating effect on this association. The study offers practical and management insights into how to encourage eco-behavior in the workplace.

Exploring Knowledge Management Practices and Implementation Barri-ers in Sri Lankan IT Projects

Knowledge is a critical asset in an organization. IT projects are purely knowledge base pro-jects. It is important to practicing knowledge management within IT projects to capture, store and review knowledge created while doing the project. The level of Knowledge Management parties within IT projects is unknown and what are the barriers to implement knowledge man-agement within the IT projects is known in Sri Lanka. Further what are the prerequisite need to establish to make the successful knowledge management within IT projects is unknown in Sri Lanka. A qualitative research approach uses in this research and data collected using structured interviews from 15 IT project managers. The data collected from completed IT projects in telecommunication industry. The code matching method use to analyze the data. The results reveal that the level of knowledge management practicing within IT projects is low. Further main barriers to implement knowledge management are, limitation of time, ad-ditional resources required for knowledge management activities, project culture, lack of lead-ership and project organization. When considering the prerequisites to implement knowledge management within IT project environment, it is revealed that designate a knowledge manag-ers role in IT project organization and assign responsibility to capture and manage the knowledge will support to successful knowledge management within IT projects. Further it reveals that when removing barriers to implement knowledge management practices and im-plementing prerequisites will increase the level of project knowledge management practices within IT projects, at the same time it affected the project cost and project timelines. Hence when addressing the barriers to implement knowledge management and addressing prerequi-sites, project managers need to mindful not to compromise the project management perfor-mance.

“To Make Chicago Wake Up to Its Duty”: Fortnightly Clubwomen, Patronage, and Operatic Boosterism in 1920s Chicago

ABSTRACT This article highlights the ways in which the operatic boosterism of Chicago’s Fortnightly clubwomen constituted a web of social and organizational relationships that extended beyond official club activities. Using the club’s archived records as well as extant papers of select members, it makes a case for recognizing the local and national efforts undertaken by these clubwomen as examples of individual agency and organizational leadership. The Fortnightly clubwomen involved in this article, as well as their colleagues from adjacent women’s organizations, cultivated an environment in which they staked claims to their cultural interests, magnifying the social influence of women’s operatic advocacy.

Advanced Practice Nurses' Evidence-Based Healthcare Competence and Associated Factors in Finland and Singapore-A Cross-Sectional Study.

To describe and compare the Evidence-Based HealthCare (EBHC) competence of Advanced Practice Nurses (APNs), and the factors associated with it in Finland and Singapore. A descriptive and analytical cross-sectional study. Data were collected from APNs working in healthcare in Finland (n = 157) or Singapore (n = 99) between May 2023 and October 2023 using a self-assessment instrument to measure EBHC competence (EBHC-Comp-APN) and an EBHC knowledge test. The data were analysed using descriptive statistics, analysis of variance, K-mean cluster and multivariate analyses. The self-assessments of APNs working in Finland and Singapore regarding their EBHC competence level varied and three distinct profiles of APNs' EBHC competence were identified in both countries. The strongest EBHC competence was in 'The Knowledge Needs Related to Global Health', while the weakest in 'Evidence Synthesis and Transfer'. The country-specific differences were identified in factors associated with EBHC competence. The EBHC competencies of APNs vary widely and require planned and needs-driven development. In connection with the development of EBHC competence, the factors related to competence should be considered country-by-country. The APN's EBHC competence should be systematically developed considering the factors associated with and the current level of EBHC competence. The level of EBHC competence of APNs and associated factors should be identified when developing their competence and role in collaboration with APNs, leaders of healthcare and education organisations and policy makers. In addition, research into APNs' EBHC competence should continue. The STROBE checklist was used in the reporting of the study. No patient or public contribution.

An adaptive organisational leadership framework through systems thinking

An adaptive organisational leadership framework through systems thinking

The Impact of Artificial Intelligence on Communication Dynamics and Performance in Organizational Leadership

The Impact of Artificial Intelligence on Communication Dynamics and Performance in Organizational Leadership

Empathy in leadership: a systematic literature review on the effects of empathetic leaders in organizations

Abstract Numerous studies have examined the impact of empathetic leaders in organizations. However, the systematic consolidation and categorization of these effects have not yet been conducted. This article presents a systematic literature review of 42 academic studies, carefully selected from 5 databases using a rigorous search process, with the aim of developing a concise category system that synthesizes the effects of empathetic leaders in organizations. After discussing theoretical lenses and our methodological approach, we outline the various understandings of empathy and the measuring instruments used in the analyzed articles. As our main contribution, we then describe nine categories that summarize the effects of empathetic leaders in organizations. These categories consider affect, attitudes, empathy, equity, interpersonal relationships, leadership practice, perception, performance, and well-being. We further outline the individuals or groups affected by these effects. Finally, we discuss our results and offer future research avenues for the scientific community as well as practical recommendations for three different stakeholders who can shape empathetic leadership in organizations: leaders, human resources (HR) managers, and board members.

Enhancing top managers' leadership with artificial intelligence: insights from a systematic literature review

Abstract In the contemporary landscape of digital transformation (DT), the wave of artificial intelligence (AI) is radically restructuring the managerial processes of organizations. As a result, the influence of top managers is emerging as a determining factor in the effectiveness of business strategies related to AI innovation. Academics have provided a large body of literature on this topic, drawing on upper echelons theory, which states that top managers' leadership influences companies' strategic decisions and performance. Leaders have revolutionized their roles and skills to exploit the full potential of AI and integrate it into the business decision-making process effectively. However, given the fragmented nature of existing studies, a systematic literature review is needed to consolidate and clarify how AI impacts top managers' leadership. This paper presents findings involving bibliometric and content analysis tools, examining 63 articles from 31 highly ranked academic journals. Three research clusters emerge: (1) AI-driven skills of top managers' leadership; (2) factors driving top managers' decision to adopt AI in organizations; and (3) the strategic use of AI. The article contributes to upper echelons theory, providing a holistic perspective on top managers' leadership in the AI era and a guidance framework for successfully integrating AI in businesses. Finally, the study offers scholars avenues for future research and provides practical insights for top managers seeking to harness AI technologies to enhance their strategic leadership in organizations.

Connecting Distributed Leadership and Leadership-as-Practice to Increase Understanding of Leadership as Distributed in Healthcare Practice

ABSTRACT This paper investigates how Distributed Leadership (DL), and Leadership-as-Practice (L-A-P) can be connected to increase understanding of leadership as distributed in healthcare practice. It has been increasingly common to utilize DL as a new model of leadership in healthcare, where DL is equal to the distribution of leadership tasks and accountabilities. Through this, we argue, one misses the opportunity to investigate leadership as inevitably distributed, missing those practices that are leadership (practices) but not related to formal responsibilities. We argue that connecting DL and L-A-P enables a re-focus on the original more analytical aspects of DL theory at the same time as it opens for making L-A-P more practically useful. Four arguments are presented as to why L-A-P could widen the perspective of how leadership is interpreted in healthcare research and practice, particularly in relation to DL. Based on this, we discuss the benefits of connecting an analytical and normative understanding of leadership, and use L-A-P and DL as illustrations of this phenomenon. We discuss the practical implications of combining the question of what leadership is, with the more normative question of how to enact leadership and propose a set of investigatory questions to be asked when leading healthcare organizations. MAD statement This article aims to Make a Difference (MAD) by connecting Distributed Leadership and Leadership-as-Practice. Through this connection, we aim to make L-A-P more practical and thereby useful for healthcare settings. At the core, what we propose L-A-P can add to the recent accounts of leadership for healthcare organizations, is that leadership cannot be distributed, rather it is distributed. This leadership then, we argue, need to be oriented, led, or ‘channelled’, towards the purpose of the organization. Enabling all organizational members’ leadership to move towards the purpose of the organization, the chances of more equal, fair and expedient processes become viable.

Transformational Leadership In Organizations And Effective Leadership

Transformational Leadership In Organizations And Effective Leadership

The Emerging Landscape of AI-Powered Leadership: Transforming Roles and Organizations

Objectives: To explore and synthesize how artificial intelligence (AI) is transforming leadership roles, organizational structures, and competencies required for effective leadership in the AI-driven era. The study aims to identify key trends, challenges, and opportunities in leadership development and organizational adaptation to AI technologies. Theoretical Framework: The study integrates insights from organizational behavior, leadership studies, and information systems, emphasizing the interplay between human and technological dynamics. The framework highlights the transition from hierarchical management to agile, collaborative approaches underpinned by AI-driven processes and human-AI partnerships. Method: This research employs a literature review methodology, analyzing and synthesizing diverse academic and industry sources to identify patterns, key findings, and emerging themes in the impact of AI on leadership and organizational structures. Results and Discussion: The review identifies a paradigm shift in leadership practices, marked by the rise of agile and collaborative approaches. AI has driven the need for leaders to adopt orchestration roles, engage in strategic thinking, and cultivate human-AI partnerships. Key competencies such as AI literacy, data fluency, and ethical decision-making are critical for navigating this transformation. The findings also highlight the necessity for adaptive organizational structures to optimize AI capabilities and foster human-AI synergy. Ethical considerations, including mitigating bias, ensuring data privacy, and developing responsible AI frameworks, are pivotal for sustainable adoption. Research Implications: The findings offer actionable insights for organizations, policymakers, and academia to redefine leadership training programs and develop adaptive organizational frameworks that integrate AI effectively. Addressing ethical challenges and fostering interdisciplinary collaboration are essential for achieving sustainable innovation and growth in the AI era. Originality/Value: This review provides a comprehensive synthesis of the transformative impact of AI on leadership and organizational structures. By addressing gaps in current research and emphasizing the need for ethical and adaptive frameworks, the study contributes valuable insights for practitioners and researchers aiming to leverage AI for enhanced leadership and organizational performance.

Control VS Flexibility: the Moderating Role of Culture on Leadership and Performance Measurement Relationship Toward SDGs

Objective: The objective of this study is to investigate the impact of organisational culture (OC) and leadership (LS) on performance measurement (PM) in the Yemen constriction sector. It aims to examine the direct effects of control-oriented culture (COC) and flexible-oriented culture (FOC) on PM and their moderating influence on the relationship between LS and PM. Theoretical Framework: This topic presents the main concepts and theories that underpin the research. The Competing Values Framework (CVF), leadership theory, and contingency theory stand out, providing a solid basis for understanding how OC and LS affect PM in the dynamic construction sector. Method: This research adopted a quantitative approach using a questionnaire survey tool. Data was collected from managers and engineers of 171 construction firms in Yemen and analysed using partial least squares structural equation modelling (SEM-PLS) and SPSS tools. Results and Discussion: The results reveal that while COC and FOC significantly affect PM, LS has no direct impact. In addition, the study found that COC plays a moderating role in the relationship between LS and PM. However, FOC does not have such an effect. Research Implications: The results underscore the importance of adopting culturally aligned leadership strategies to improve PM and address the unique challenges in Yemen’s construction industry. These strategies also contribute to achieving sustainable development goals (SDGs), especially improving infrastructure and creating job opportunities. Originality/Value: This study contributes to the theory by emphasising the complementary roles of flexibility and control in shaping PM. It offers practical recommendations for enhancing leadership and performance measurement in dynamic, resource-constrained environments.

Emotional Intelligence and Leadership Effectiveness – Are Women Leaders Better

Emotional intelligence plays a vital role in the formation women's leadership characteristics. Women leaders displaying high emotional intelligence excel in managing their own and others' emotions, resulting in team unity, better communication, and conflict resolution. Moreover, emotional intelligence enhances women leaders' ability to adjust their leadership approaches to various contexts and individuals, thus augmenting their overall efficacy. The success of leadership effectiveness ultimately relies on the collaboration between emotional intelligence and leadership competencies which enables women to exploit on their strengths in mentorship, motivation, and collaboration. This research emphasis on women in executive positions in Indian corporate sector. The study involves a qualitative approach, applying thematic analysis. Data collection involved interviews with twelve women executives who have acquired senior leadership roles in Indian corporations. The analytical process enabled the identification of patterns and themes within the gathered data relating to emotional intelligence. The emergent themes incorporate self-awareness, self-regulation, empathy, motivation, and social skills. These components discover the impact of women leadership on subordinates, focusing how their unique leadership style improves transparency in communication, employee participation, team cohesion, inclusiveness, and trustworthiness within the workforce. The exclusive approach of women leaders contributes for developing positive organizational characteristics. Finally, the study concludes that women leaders achieve a competitive advantage in organizational leadership effectiveness. Their discriminating emotional awareness enables them to empathize with team members, nurture healthy relationships, and foster inclusive work environments.

Knowledge Leadership and Innovation: The Mediating Role of Knowledge Sharing

This study investigates the relationship between knowledge leadership and innovation from the perspective of employees, with knowledge sharing serving as a mediating factor. A total of 160 randomly selected employees completed the questionnaire. After validating the measures, the data were analyzed using structural equation modeling. The results indicate that the components of knowledge leadership —namely leadership skills, participation and trust, and knowledge integration and innovation—have a significant positive effect on the speed of innovation and knowledge sharing. Additionally, knowledge sharing plays a significant mediating role in the relationship between knowledge leadership and innovation speed. These findings suggest that managers and organizational leaders can accelerate innovation by fostering knowledge sharing through the development of leadership skills and targeted leadership training.

Organizational Performance Evaluation Using European Foundation for Quality Management (EFQM) Model: Case Study of the Central Bank of Iraq

This study seeks to assess the organizational performance of the Central Bank of Iraq using the European Foundation for Quality Management (EFQM 2025) model. By identifying strengths, weaknesses, and performance gaps, the research provides practical insights aimed at achieving organizational excellence and sustainability in emerging economies.The study used EFQM-aligned checklists to collect data, which were then analyzed using weighted averages and mathematical equations. Statistical tools, including SPSS and the least significant difference (LSD) test, were used to rank EFQM criteria according to their impact on improving performance quality.The Central Bank of Iraq achieved a 66.4% compliance rate with EFQM standards and excelled in areas such as organizational culture and leadership, and stakeholder engagement (88%). However, significant deficiencies were detected in strategic and operational performance (31%), highlighting critical areas for targeted improvement initiatives.While the study is limited to the Central Bank of Iraq, the EFQM framework provides a versatile tool for improving organizations in diverse contexts. Future research could explore its application across different sectors and geographies to validate the findings.This research represents a pioneering effort to apply the EFQM 2025 criteria to assess organizational performance in an emerging economy. Its findings provide practical recommendations for policy makers and practitioners, contributing to the broader discourse on quality management in dynamic environments.

Writing a case for policy debate: reflections on the loss of policy debate in the west and recommendations for addressing the activity’s ongoing accessibility challenges

This essay examines equity in intercollegiate policy debate through the lens of a forensics director at a public university in California. I present and explain many external factors that currently harm participation for some students and prevent programs from providing pedagogical goals and benefits of intercollegiate policy debate. These harms include decreasing budgets, increasing travel costs, tournament locations, past, current, and future university, state, or federal laws and policies (e.g. pandemic related travel bans, California’s Assembly Bill 1887, and laws impacting academic freedom), and characteristics and demographics of university student bodies. Although some of the harms are more relevant to programs at colleges and the universities in the west, others remain reminders of the ongoing and systemic challenges that have always limited policy debate’s accessibility. The second part of the essay provides suggestions to help the policy debate community navigate the current and emerging challenges. I argue that some “solutions” require more collective insight and work from the coaches, directors, and organizational leaders for resolution. To that end, I call upon our governing organizations and community members to give attention to these issues so programs can thrive, and policy debate can revive and grow throughout the United States.

Addressing the Shortage of Academic Nurse Educators: An Opportunity for Collaboration Between Academic and Healthcare Organization Leaders.

The numbers of nursing school admissions and, thus, future nursing graduates are directly affected by the lack of qualified ANEs. A consortium of diverse ANEs was formed to research these questions using the nominal group technique. Two central themes emerged from the consortium: support and collaboration. Recommendations are presented including a call for action for leaders of HCOs and academic nursing programs. Findings of this research suggest that nurse leaders of HCOs and nursing programs develop solutions guided by these identified themes among other targeted interventions.

Understanding the role of gender diversity in ESG misconduct. The moderating effect of gender equality policies

Purpose This paper aims to investigate whether gender-diverse boards and top management teams (TMTs) reduce undesirable environmental social governance (ESG) behavior and whether a critical mass of women in leadership is necessary to influence this outcome. In addition, the authors study whether differences in the levels of national commitment to gender-equality policies affect the effectiveness of gender-diverse boards and management in curbing ESG misconduct. Design/methodology/approach This study examines the role of women directors and women executives in ESG misconduct using a European sample of analysis of 2,994 firm-year observations from 2015 to 2020. Findings The authors find that gender diversity effectively prevents ESG misconduct only in countries with strong national policies supporting gender equality. Specifically, women directors and executives significantly reduce ESG misconduct in these countries, demonstrating the complementary role of gender diversity and national equality policies. In addition, female chief executive officers are more likely to curb negative ESG practices in firms operating within gender-equal corporate environments, noting that female chief executive officers are not effective in reducing irresponsible ESG behavior when they are not supported by a critical mass of women directors or executives. Practical implications This paper finds novel evidence that the influence of female representation on ESG misconduct is not linear but conditional on the level of female proportion; women in the minority (usually under 3) can scarcely influence group decisions because their specific female attributes are only evident when the visibility and legitimacy of the female group are high enough. Firms led by female chief executive officers seem to reduce ESG misconduct, especially when their chief suites are above a critical threshold. But queen bee female chief executive officers are not effective in reducing adverse ESG activity if their boards and TMTs are not gender diverse; the joint effect of women in different hierarchical positions contributes to decreasing ESG failures. Social implications These findings are useful for policymakers because they show that although there is growing social concern about business gender equality and increasing regulatory efforts through soft/hard gender quotas, stakeholders will not completely benefit from firm gender diversity without national support for gender equality. Originality/value This study contributes to the sustainable development literature by examining the direct effects of gender diversity at multiple levels of a firm’s hierarchy (chief suite, board, TMTs), as well as addressing the gap between firm gender diversity and national gender equality policies as mechanisms to reduce ESG misconduct. It also explores the queen bee phenomenon, noting that female leaders in non-diverse organizations often adapt their leadership style to align with masculine corporate cultures.

Modelling organization for performance in the post covid-19 era: emerging frameworks and analytics

Business owners, strategic partners, and organization leaders typically conduct performance evaluation given that all organization operates under a constant changing milieu. One of the dramatic changes/challenges individuals and organizations all over the world had encountered is the COVID-19 pandemic. The disease spread rapidly and dramatically across the globe posing significant health, economic, and social challenges. This paper focuses on modelling the organization to navigate the challenges predisposed by COVID-19. It is based on a scooping review of related and current literature on COVID-19 imperatives, innovative and strategic initiatives. Literature review outcome shows that creative and innovative modelling of structures/frameworks influence the performance of a business organization because structures are necessary response tools to manage organizational changes/challenges. Creativity involves novel and useful ideas to solve a problem, innovation involves implementing and refining those ideas to create a tangible product, process, service, or technology that an end user can adopt. Similarly, business analytics was found to improve the performance of organizations. It helps them to identify significant trends across the supply chain and brings out valuable insights that enables the organization to make decisions in a timely and cost-effective manner. Based on the findings of this study, recommendations were made. It is believed, that this paper would provide a compass/response mechanism for managers/decision-makers, researchers and other stakeholders in their quest to navigate through post COVID-19 challenges.

A new shortcut for competitive sports development? The purpose of and strategy for developing and introducing sepaktakraw in Taiwan.

A growing number of countries and regions have introduced emerging sports in recent years; however, few studies have been conducted to determine how and why they do so. This article focuses on why a new sport, sepaktakraw, was introduced in Taiwan and how strategies for achieving international sporting success were developed in a short period. The sports policy factors leading to the international sporting success model proposed by De Bosscher et al. were adopted as this study's analytical framework. Data were obtained from official government and sport federation documents, media reports, and semistructured interviews with 18 key stakeholders. This study revealed three main reasons for the introduction of sepaktakraw in Taiwan: (1) low introduction costs, (2) breakthroughs to win medals at the Asian Games, and (3) advantageous entry into international sports organization leadership. Seven aspects are prioritized in Taiwan's sepaktakraw development strategy: (1) obtaining government financial support; (2) institutionalizing organisational decision-making; (3) taking universities as a breakthrough point and then gradually shifting to promote popularization at the grassroots level; (4) selecting players on the basis of competition results; (5) using school badminton courts; (6) strengthening coach training; and (7) actively participating in and striving to host international tournaments. The findings could provide guidelines and examples for other countries or regions to follow when introducing new sports and moving towards the successful development of competitive sports.