Leadership Practices Inventory Research Articles

A Comprehensive Analysis of Leadership Attributes, Discrepancies, and Implications for Gender Equity in Vascular Surgery

Well-developed leadership skills have been associated with a better understanding of healthcare context, increased team performance, and improved patient outcomes. Surgeons, in particular, stand to benefit from leadership development. While studies have focused on investigating knowledge gaps and needs of surgeons in leadership roles, there is a noticeable gap in the literature concerning leadership in Vascular Surgery. The goal of this study was to characterize current leadership attributes of vascular surgeons and understand demographic influences on leadership patterns. This retrospective cohort study was a descriptive analysis of vascular surgeons and their observers who took the leadership practice inventory (LPI) from 2020 to 2023. The LPI is a 30 question inventory that measures the frequency of specific leadership behaviors across five practices of leadership. A total of 110 vascular surgeons completed the LPI. The majority of participants were white (56%) and identified as male (60%). Vascular surgeons most frequently observed the "enabling others to act" leadership practice style (8.90 ± 0.74) by all evaluators. Vascular surgeons were most frequently above the 70th percentile in the "challenge the process" leadership practice style (49%) compared to the average of other leaders world-wide. Observers rated vascular surgeons as displaying significantly more frequent leadership behaviors than vascular surgeons rated themselves in every leadership practice style (P-value < 0.01). The only demographic variable associated with a significantly increased occurrence of achieving 70th percentile across all five leadership practice styles was the male gender: a multivariable model adjusting for objective experience showed men were at least 3.5 times more likely to be rated above the 70th percentile than women. Vascular surgeons under report the frequency at which they practice leadership skills across all five leadership practice styles and should recognize their strengths of enabling others to act and challenging the process. Men are recognized as exhibiting all five leadership practices more frequently than women, regardless of current position or experience level. This observation may reflect the limited leadership positions available for women, thereby restricting their opportunities to demonstrate leadership practices as frequently or recognizably as their male counterparts.

Nursing experience and leadership skills among staff nurses and intern nursing students in Saudi Arabia: a mixed methods study

BackgroundNurse leaders have a crucial impact in healthcare settings. Hospitals require qualified nurses with leadership skills to provide healthy work environments and enhance the outcomes related to staff nurses and patients. This study aimed to investigate the effect of nursing experience on leadership skills among staff nurses and intern nursing students.MethodsA mixed methods design was applied (quantitative survey design for quantitative part and open-ended questions for qualitative part). Convenience sampling of staff nurses and intern nursing students in Saudi Arabia was applied. There were148 participants who completed the survey of the quantitative part, and 50 of them completed the qualitative part. Participants completed the Leadership Practice Inventory Questionnaire. SPSS v26 was used to analyze quantitative part, and thematic analysis was used to analyze qualitative part.ResultsThis study found a significance difference among participating groups regarding to the years of experience (F = 5.05, p = 0.00). Three themes were found for the qualitative part which were strategies to enhance leadership skills, factors affecting leadership skills, and obstacles facing participants related to leadership skills. The qualitative data also revealed that participants found that clinical supervision and education ways to enhance the leadership skills, while work pressure, work environment and communication were obstacles of developing their leadership skills.ConclusionLeadership skills are considered as a significant component of the function of qualified nurses and should be viewed as central to intern nursing students’ learning development. Moreover, leadership skills are essential for the patient and organization outcomes. Nursing colleges and educators play an important role in enhancing to leadership skills as well as experience. Nurse leaders can create healthy care environments that have high quality and safety for patients. Management systems in healthcare organizations must motivate and support clinical leaders who can recognize both individual and clinical requirements and address current issues in their field.

The Leadership/Management Concept Scale: differentiating between actions constituting leadership and management

PurposeThe concepts associated with leadership and management have often been conflated, considered one and the same phenomenon by some and then considered by others to be quite distinctive. The same ambiguity is even truer at the level of application and practicality. Only a handful of studies have attempted empirically to differentiate between the two concepts. The study sought to develop an instrument to discriminate between the two concepts.Design/methodology/approachA prospective study was conducted with two groups of scholars in the areas of leadership and management. They completed the exploratory Leadership/Management Concept Scale (LMCS), the Leadership Practices Inventory (LPI) and provided demographic information. The results from the Initial group were compared with a validation group. Standard statistical techniques were used to analyze the two groups and investigate associations among the study measures.FindingsThe LMCS effectively differentiated actions associated with leadership from actions associated with management actions. There were four distinct choices consistently selected as most consistent with leadership: influencing, coaching, modeling and ensuring resilience. No significant correlations were found between scores on the LMCS and the LPI, providing evidence that the former was capturing actions other than those associated with leadership alone.Research limitations/implicationsIt is empirically possible to differentiate between the actions typically associated with the concepts of leadership and management. This distinction can be invaluable in various educational programs designed to develop either or both leadership and management abilities, as well as assist in the identification of those with proclivities to one or other of the two concepts. The LMCS shows promise in reliably differentiating between the two concepts and can be useful for scholars aiming to investigate leadership or management without confounding the two.Practical implicationsThere are numerous positions and organizational roles where leadership and management are differentiated, with one being much more needed than the other. The LMCS can differentiate empirically how potential candidates for leadership and/or management positions think about the two, which would allow a would-be employer to screen candidates for given opportunities and, depending on their conceptualization of leadership and management, assign them most appropriately.Originality/valueThis study fills a fundamental gap in both the leadership and management field: first in being able to provide evidence that the two concepts, while similar in some regards, are not the same and can be differentiated from each other and second, in developing an instrument (LMCS) that both practitioners and scholars can use to help their audiences better understand the differences between leadership and management and to develop actions appropriate to situational demands.

Evaluation of a charge nurse leadership development program.

Evaluation of a charge nurse leadership development program.

Developing Emotional and Social Intelligence in an education leadership postgraduate program: Perceptions of aspiring school leader

This exploratory study builds upon the need for scientific studies that measure the impact of emotional intelligence training on educational leadership skill development. Using a quasi-experimental methodological approach, the researchers evaluated the effectiveness of a course in emotional intelligence leadership development in a postgraduate leadership program taken during the program's first semester. The course was grounded in the framework of emotional intelligence by Daniel Goleman. It also utilized concepts and skills from the ability model of emotional intelligence. The sample consisted of 45 aspiring leaders in a New York urban university. The evaluation measures included the Leadership Practices Inventory (LPI) and the Emotional Social Competency Inventory (ESCI). The preliminary results conducted by paired sample t-tests showed positive statistically significant differences in all the variables of the ESCI and the LPI. Further analysis, with a quasi-experimental pre-posttest design, evaluated the effect of the cohort and maturation. Results showed positive statistically significant differences in all five leadership practices of the LPI, except in the practice of Challenge. Prospective school leaders' perception of their emotional intelligence competencies, measured by the ESCI, also demonstrated significant positive results in all variables except Self-Awareness.

Analisis Perilaku Kepemimpinan Perawat Berdasarkan Pendekatan Leadership Practice Inventory (LPI) Di Ruang Rawat Inap Rumah Sakit Nurul Hasanah

&#x0D; &#x0D; &#x0D; &#x0D; Nurses are one of the health workers who deal with patients the longest for 24 hours. Nurses play an important role as leaders in supporting patient nursing practice. Nurse leadership is identified through the behavior displayed by nurses during patient care. The leadership behavior of nurses has a positive impact on the work productivity of nurses. This study aims to analyze the leadership behavior of nurses based on the Leadership Practice Inventory (LPI) approach in the Inpatient Room of Nurul Hasanah Hospital. This type of research is descriptive with a sample of 43 nurses according to the inclusion criteria. The results showed that most of the nurses were in their late teens, most of the nurses were female, almost most of the nurses had D-III education levels and most of them had long tenures. While the leadership behavior of nurses in the inpatient room at Nurul Hasanah Hospital is almost entirely good. So it can be concluded that nurses have good leadership behavior. Then the hospital managerial can support nurses in order to improve leadership in managing nursing services.&#x0D; &#x0D; &#x0D; &#x0D;

School Counselor Leadership and Program Implementation Revisited: Findings From a National Sample

This replication study examines the relationship between school counselor leadership and school counseling program implementation, but with a larger sample and additional measures of leadership. In the original study (Mason, 2008) using Kouzes and Posner’s Leadership Practices Inventory (2003), only Model the Way and Enable Others to Act subscales were predictors of program implementation, while in this study all subscales were predictors. The findings extend prior research, specifically that school counselor transformational leadership behavior strongly predicted comprehensive school counseling program implementation. We also found that specific leadership practices and behaviors, including modeling and systematic collaboration, accounted for the greatest variance in program implementation. Finally, exposure to the American School Counselor Association’s ASCA National Model and working in a Recognized ASCA Model Program (RAMP) predicted program implementation. We discuss the implications of the findings with respect to today’s educational climate.

Transformational leadership in Slovak teachers compared to Slovak managers

Based on the need to reform the Slovak education system, it is useful to review teachers in the role of potential leaders whose task within the system is to contribute to positive change. The paper presents an analysis of differences in transformational leadership styles between Slovak secondary school teachers and Slovak managers. The research sample, obtained by the method of intentional and available selection, consisted of teachers in secondary education (n = 142) and managers in the manufacturing sector at various levels of management (n = 117). The data was obtained using the Slovak version of the LPI / Leadership Practices Inventory (Kouzes &amp; Posner, 2017), the five dimensions of which showed satisfactory internal consistency in both groups of respondents (Cronbach α from .65 to .84). The results of the leadership style comparisons using the Kouzes and Posner LPI indicate statistically significant differences in favour of Slovak teachers compared to Slovak managers in all dimensions except ‘Enable others to act’. The results are discussed in terms of the respondents’ gender, their length of practice and the nature of their job. The research study is limited mainly by the size of the sample, its selection and the use of self-assessment scales.

The preliminary psychometric properties of measuring tools for identifying transformational leaders in education

School transformation is a real process that is happening all over the world and also in Slovakia. Recently, one of the important topics involved in it is the conceptualisation and measurement of educational leadership. The purpose of this study was to examine the preliminary psychometric properties of the Slovak forms of the Leadership Practices Inventory (LPI; Kouzes &amp; Posner, 2012) and the Czech Leadership Questionnaire (CLQ; Procházka et al., 2016) and to provide a culturally appropriate instrument for Slovak teachers. The study presents the results of the validation under Slovak conditions. The research sample consisted of teachers from different regions of Slovakia. The preliminary psychometric examinations used reliability and construct validity of internal consistency and suggest that both tools appear to be useful in identifying transformational leaders in education. The study is limited by non-standardised tools, research sample specifics, and sampling.

DEVELOPING STUDENTS WHO LEAD IN THEIR COMMUNITIES: A Mixed Methods Case Study of Three Municipal-Based Leadership Programs in the United States

While many studies investigate student leadership development in educational contexts or curriculum-based programs, little is known about the efficacy of leadership development programs that emerge in municipalities. This mixed methods case study explored the leadership development of participants in three nine-month youth leadership programs at a municipal-based prevention, treatment, and outreach center in the United States. Qualitative focus groups and quantitative surveys using the Student Leadership Practices Inventory (SLPI) were used to collect data at the beginning and end of the three programs along with a post-program evaluative survey. Findings from the qualitative and quantitative analyses are first presented individually and then expressed using a joint display table to visually represent the integrated results. Findings showed that the programs positively influenced participants’ perceptions, characteristics, and behaviors as youth leaders in their communities. Participants not only indicated improvements in their leadership practices according to the SLPI from pre- to post-program, but also demonstrated more complex understandings of leadership and what it means to be a leader in one’s community. These findings are useful for individuals and organizations planning student leadership development programs and should inform future research in the field.

Impact of leadership practices on manager’s pathways to goal attainment: the mediating effect of emotional intelligence

PurposeWhile the relationship between some leadership styles and emotional intelligence has been studied, leadership practices and emotional intelligence have not been studied for an understanding of how both variables enable a leader to look for pathways to goal attainment. This study aims to examine the impact of leadership practices on pathways to goal attainment while considering the mediating effect of emotional intelligence.Design/methodology/approachThis study was empirical with an associative strategy. The type of study was explanatory, and latent variables design was followed. The sample consists of 496 Colombian managers, obtained through a non-probability sampling (purposive sample), who work in companies located in Bogota, Colombia. For measuring the variables, three instruments were used, Leadership Practices Inventory, Adult Dispositional Hope Scale and Wong and Law Emotional Intelligence Scale.FindingsResults from this study suggest that the relationship between leadership practices (model the way, inspire a shared vision and enable others to act) and pathways to goal attainment is mediated by emotional intelligence. Also, leadership practices and emotional intelligence explained 45.60% of the variability of the pathways to goal attainment.Originality/valueThe effectiveness of leadership practices can be explained through the hope they have about the future by using emotional intelligence as an influencing strategy. This study aims to explain how emotional intelligence helps leaders to look for pathways to goal attainment.

Transformačný líder v edukácii v kontexte organizačnej kultúry školy

The transformation of education should originate in the school environment. Teachers, as actors of change, thus find themsel es in the position of transformational leaders. Keller (2006) identifies as transformational leaders those individuals who can succeed and fulfil a vision, inspire and activate followers who respond with en‑ thusiasm and determination to achieve goals. Part of a leader’s job is the co‑creation of the organizational culture being upheld in the educational setting. Organizational culture rep‑ resents the nature of the workplace, approach, unwritten rules of interaction and the values of the organization (Morcos, 2018). Organizational culture as defined by Cameron and Quinn (2011) points to the fact that aleader significantly participates in its formation. These claims are confirmed by various studies conducted in different types of organizations, including schools, worldwide (f.e. Daud et al., 2015; Berkemeyer et al., 2015; Yücel et al., 2013). Goal: The aim of the present paper was to find out whether there is a relation between the school organizational culture and the characteristics of transformational leaders in education in the Slovak context. Methods: The paper consists of two studies due to the use of two different research methods assessing transformational leadership factors. Study 1: the research group consisted of 107 Slovak teachers (N = 107; AMage= 43.72; SDage= 10.51; 18.69 % men). The data were obtained through the Leadership Practices Inventory (LPI; Kouzes &amp; Posner, 2013), assessing five types of practices – leadership practices: 1) Model the Way, 2) Inspire a Shared Vision, 3) Challenge the Process, 4) Enable Others to Act, 5) Encourage the Heart and 6) the Organizational Culture Assessment Instrument (OCAI; Cameron &amp; Quinn, 2006), mapping four types of organizational culture – Clan, Adhoc, Market, and Hierarchy. Study 2: the research group consisted of 100 Slovak teachers (N = 100; AMage= 40.99; SDage= 7.79; 30.00 % men). The data for this study were obtained through the Czech Leadership Questionnaire (CLQ; Procházka et al., 2016) assessing eight subscales corresponding to four components of transformational leadership, three components of transaction‑ al leadership, and laissez‑faire leadership. Only the four components of transformational leadership were used. The second questionnaire was also OCAI. All tools were modified and adapted to local conditions. Results: Relation analysis between the observed variables in both studies showed statistically significant positive moderately strong relations assessed by LPI, CLQ to the Clan’s organizational culture of the school (LPI r = from.262** to.394**; CLQ r= from.222* to.420***). For Study 1: negative moderately strong relations between Market organiza‑ tional culture and LPI factors (r = from -.224** to -.421***) and Study 2: CLQ with Hierarchical Organizational Culture (r = from -.249* to -.437***). The Clan organizational culture dominates in the monitored Slovak schools, closely related to the characteristics of trans‑ formational leaders in education as potential actors of changes in education. Conclusion: According to the findings, transformational leaders in education, being an attractive example for others, are charismatic bearers of innovative ideas, they are progressive in their approach to their followers, strengthening the school team spirit and ap‑ preciating and encouraging them. They are the leaders of the Clan organizational culture. The positive finding in both studies remains that the researched Slovak schools show a prevalence of the Clan organizational culture.

Exploring the Determinants of Young Inclusive Leadership in Thailand: Research Taxonomy and Theoretical Framework

Inclusive leadership has recently become an active topic in the literature on leadership and in the field of organizational behavior. However, there is currently a lack of consensus regarding whether the younger generation of inclusive leaders perceive and behave differently from the older generation. This study seeks to determine the traits, characteristics, attitudes, and behaviors of young inclusive Thai leaders who today play an increasingly influential role in various sectors of the Thai economy. The ultimate intent is to develop a theoretical framework for young inclusive leadership. Building on relational leadership theory and adopting the framework of Kouzes and Posner’s Leadership Practices Inventory (LPI) and Hollander’s 4Rs of Inclusive Leadership, the authors use interviews with 12 young Thai leaders to classify the crucial attributes of young inclusive Thai leaders into five categories: role model, luminary, pioneer, motivator, and nurturer. These attributes reflect how young leaders express their inclusiveness in conjunction with relational, entrepreneurial, and transformational leadership and serve as the basis for a holistic framework for young inclusive leadership.

5 - The Exploration of Service Quality Leadership for Private Higher Education Institutions in South Africa

This is a first study to explore service quality leadership within the South African private higher education (PHE) domain that emphasised the need for the development of a total quality service (TQS) framework for private higher education institutions (PHEIs) in South Africa. To address the problem, the explorative study was based on a qualitative and quantitative research approach in terms of four measuring instruments, namely (1) a literature review on general PHEI leadership perspectives related to service quality; (2) leadership perspectives by means of the Leadership Practices Inventory (LPI) assessment instrument; (3) an empirical study of service quality measured (by means of SERVQUAL) at a prominent South African PHEI; and (4) semi-structured interviews conducted with the leadership of PHEIs (fifteen principals – CEOs or top managers) from South African PHEIs. Besides the need for a TQS framework, the results indicated that service quality is a strategic performance indicator and a bigger priority for PHEIs than for public institutions. The leadership indicated a commitment to measure, manage and improve service quality on a holistic basis.

Community Medical Leadership Workshop: An Introduction to Physician Leadership for Resident Physicians.

ObjectiveThe Community Medical Leadership Workshop (CMLW) aims to prepare residents to become effective physician leaders through medical leadership lectures and case scenario discussions. By the end of the CMLW, participants will be able to define leadership in medicine, employ strategies to manage conflict and differences of opinions in the workplace, demonstrate effective communication skills while working with others, and describe the role of power in effective leadership.MethodsA total of 32 resident physicians participated in our workshop that is based on the leadership practice inventory (LPI) and the Medical Leadership Competency Framework (MLCF). Our evaluation assessed communication strength, conflict resolution, time management, negotiation, delegation, teamwork, and community service.ResultsMost participants were satisfied with the course. They rated the workshop's contents the highest. In addition, over 90% of learners would recommend this workshop to others. We found a statistically significant increase in learners’ ability to provide opportunities to include patients in quality improvements.ConclusionOur workshop was designed and tailored for resident physicians to introduce them to physician leadership. The workshop was well received and could serve as a model to promote qualities in residents that define effective physician leaders.

An Examination of the Impact of Peer Mentoring on First-Generation College Student Peer Mentors’ Development of the Five Practices of Exemplary Leaders

The purpose of this study was to examine how undergraduate peer mentors at Texas A&amp;M University perceive their development of leadership behaviors through their peer mentor experience. Participants were first- generation college students serving as mentors to first-generation college students at Texas A&amp;M University. A qualitative approach was used to examine reflections from the peer mentors about their personal best leadership experiences as a peer mentor and their self-reported highest scored practice on the Student Leadership Practices Inventory (SLPI). This study is rooted in Kouzes and Posner’s (1987, 2002) Five Practices of Exemplary Leadership model. There were 33 peer mentors who participated in this study. Mentor reflections showed evidence of behaviors demonstrating all five of the exemplary leadership practices through serving as a peer mentor.

The Relationship Between Transformational Leadership Practices of First-Line Nurse Managers and Nurses' Organizational Resilience and Job Involvement: A Structural Equation Model.

Nurse leaders play a unique role in seeking ways to promote a strong nurse workforce and positive work attitudes and behaviors among nurses to assist in their success. The leadership practice of nurse managers could be an important factor in promoting nurses' organizational resilience and job involvement. To determine the relationship between transformational leadership practices of first-line nurse managers and nurses' organizational resilience and job involvement. A descriptive correlational research design was conducted at a Saudi university hospital. The study consisted of 60 nurse managers and 211 nurses. Measures included Leadership Practices Inventory, organizational resilience, and job involvement questionnaires. Results were analyzed using inferential statistics and Structural Equation Modeling. In addition to the positive significant correlation found among the studied variables, First-Line Nurse Managers' Leadership practices accounted for 43% and 40% of the variance of nurses' organizational resilience and job involvement. Nurse leaders perform a crucial role in embracing and executing effective strategies through their transformational leadership and managerial caring to support nurses' resilience and job involvement. Shared governance and a respectful working atmosphere that conveys gratitude to nurses are popular strategies that enhance the efficacy of nursing leadership and promote positive work attitudes among nurses.

Using Data from a 360° Leadership Assessment to Enhance Nurse Manager Transformational Leadership Skills.

The aim of this study was to compare self-perception of leadership practices among nurse managers (NMs), day shift nurses, and night shift nurses (NSNs). Nurse managers have complex roles in healthcare, with clinical, administrative, and 24-hour accountability for unit activities. Transformational leadership inspires performance beyond expectations, while transcending self-interest for the good of the organization. A comparative, secondary data analysis study of the Leadership Practices Inventory (LPI) 2018. Day shift nurses' and NSNs' mean scores had lower perceptions of leadership practices than NMs' self-assessment. Day shift nurses, NSNs, and NMs identified the highest mean scores in "enable others to act" (8.57, 8.62, and 8.82, respectively). The LPI assessment, the defined observer groups, and unique data visualization informed development of a comprehensive follow-up plan supporting individual and group leadership development. Research examining differences in perceptions of LPI practices across observer groups, particularly direct report staff nurses, is warranted.

Authentic Talent Development in Women Leaders Who Opted Out: Discovering Authenticity, Balance, and Challenge through the Kaleidoscope Career Model

We investigated the parameters of authenticity, balance, and challenge as viewed through the lens of the Kaleidoscope Career Model to discern the career motives of women who opted out and then returned to the workforce. We also were interested in comparing women and men in their leader practices. We triangulated quantitative and qualitative methods to explore these phenomena. First, in Study 1, 2009 individuals completed both the Kaleidoscope Career Self Inventory (the KCSI) as well as an abbreviated version of Kouzes and Posner’s Leadership Practices Inventory (the LPI). Participants rated their needs for authenticity, balance, and challenge on the KCSI as well as their leader practices of challenging the process, inspiring a shared vision, modeling the way, enabling others to act, and Encouraging the Heart. Women were found to exceed the leader practices of men, and women were most interested in authenticity. In Study 2, situational mapping and life history process was used to determine themes of eight high-achieving women who opted out. We interviewed an additional 15 women to deeply understand and assess their opt-out and re-entry experiences as well as “career shocks” they experienced upon returning to the workforce. Our second study offers a robust, deep, penetrating look into social ascription processes and endemic discriminatory social structures that hold women back from achieving advancement. To stop this “brain drain” of talent, we propose a series of actions for human resource professionals to develop the authentic leadership talent of women who reenter the workforce.

Impact of a Summer Leadership Academy on High School Student Leader Development

A private university developed a week-long High School Leadership Academy for rising Sophomores. Over a period of two years, students were assessed both on their satisfaction with the program and their self-reported leader development as measured by the Student Leadership Practices Inventory®. Students displayed significant leadership growth across all practice areas, with especially significant improvement in the areas Model the Way and Inspire a Shared Vision. This paper describes the program in detail from formation to execution, presents data from student assessments, and gives recommendations for institutions looking to develop a similar program in the future.