Type Of Leadership Research Articles

Leadership in Sports Organizations: An Overview of Indonesia

This study discusses various leadership approaches that affect organizational performance and human resource development. In this context, the two main approaches analyzed are behavioral and transformational approaches. The behavioral approach focuses on the behavior patterns of leaders which are divided into four systems, ranging from authoritarian exploitation to participative. Meanwhile, the transformational approach emphasizes the ability of leaders to empower their subordinates through changes in values, beliefs, and needs, with the aim of leading the organization towards future success. This study also explores various types of leadership, such as charismatic, paternalistic, militaristic, autocratic, laissez faire, populist, administrative, and democratic, each of which has different characteristics and influences in leading an organization. The concept of effective leadership is considered key to building and maintaining a healthy corporate culture, which in turn can improve overall organizational performance. In the context of sports management, leadership also plays an important role in building character and social skills through sports. The conclusion of this study shows that good leadership can have a positive impact on the organization, by building good relationships between leaders and subordinates and creating a conducive working atmosphere to achieve common goals.

When Diplomats Become Leaders

Abstract Challenging assumptions about diplomacy as a self-effacing practice of collective governance, this article searches for leadership in a system that conventionally leaves no room for it. Drawing on interviews and a Leadership Trait Analysis (lta), it advances an original conceptual framework for identifying and analysing diplomatic leadership in crisis. The cases of Ukraine’s current Ambassador to Germany and his predecessor illustrate the empirical application. The study finds that, under conditions of disrupted routine and increasing public visibility, not only political figures, but also diplomats posted abroad are able to practice a type of leadership. It concludes that eventually personality traits decide whether or not leadership is exercised. Expanding the sparse knowledge about psychological variables in diplomacy, my work finally calls for a more thorough exploration of the synthesis between research on leadership and diplomacy.

The moderating role of paternalistic leadership in the relationship between job satisfaction and job stress among health workers in Gaziantep, Turkey.

Adopting an effective leadership style is of critical importance in increasing healthcare efficiency and therefore determining patient satisfaction. For example, although there are many new and effective leadership types today, the paternalistic leadership approach can still play an effective role in developing countries. The aim of this study is to examine the moderating role of paternalistic leadership in the relationship between job satisfaction and job stress. A total of 466 healthcare workers completed measures of perceived paternalistic leadership, job stress, and job satisfaction. The research was conducted in the center of Gaziantep, one of the largest cities in Turkey. Regression analysis was used to evaluate the moderate variable. Dawson slope were used to visualize the results. A negative relationship was found between job satisfaction and job stress. Additionally, it has been determined that the perception of paternalistic leadership has a moderating role. It has been observed that as the perception of paternalistic leadership increases, the negative relationship between job satisfaction and job stress decreases. It has been concluded that the paternalistic leadership approach can play a critical role in increasing the productivity of healthcare workers and reducing the negative effect of stress on satisfaction. It has been suggested that policies be developed to develop appropriate strategies for creating work environments that will increase employees' perceptions of paternalistic leadership.

Leadership in a social dilemma: Does it matter if the leader is pro‐social or just says they are pro‐social?

AbstractPrevious studies have shown that pro‐social leaders cooperate, on average, more than pro‐self leaders in social dilemmas. It can, thus, be beneficial for the group to have a pro‐social leader. In this paper we analyze the consequences of a leader informing followers that they are pro‐social (or pro‐self). In doing so, we compare a setting in which the leader's type is truthfully revealed to settings where the leader can ‘hide’ or ‘lie’ about their pro‐sociality. We find that a leader saying they are pro‐social boosts efficiency, even if the signal is not fully credible. Cooperation is highest in a truth setting with a pro‐social leader. We demonstrate that these results are consistent with a belief‐based model of social preference in which the stated type of the leader changes the frame of reference for followers.

Positive Leadership Development and Leadership Types in Finnish Leaders’ Narratives

This study focused on Finnish leaders who participated in a training program called “Positive Leadership Training”. The purpose of this study was to enhance the general understanding regarding the emergence of positive leadership in leaders, as they themselves described. A narrative research approach was chosen, and the data were collected from leaders’ diaries (N = 12) that they maintained and updated during the training program. The analysis of narratives and narrative analysis were conducted. The analysis of the narratives was divided into four categories, each representing the way leaders described the emergence and development of their positive leadership. While some leaders described strong empowerment, others seemed to be searching for their own identities as positive leaders. Furthermore, leaders also described positive leadership in terms of action, and deliberation and courage were the core categories in their leadership narratives. The narrative analysis revealed the following four leadership types: humane thinker, enthusiastic developer, courageous experimentalist, and identity worker, typifying the variations between empowered and emerging leadership narratives and between prudence and the active execution of leadership. The results highlighted the role of authenticity in leadership development and the benefits of positive leadership training for leaders with different backgrounds.

Creative Leadership: An Implementing Study of Transformative Leadership Models in High School for Sustainable Development Goals

Purpose: The objectives of this study are to: 1). Identify the types of principal leadership applied in high schools, 2). The application of creative leadership of school principals in modern Islamic boarding schools in empowering teacher performance in schools, 3). Fostering the creative leadership of school principals in modern Islamic boarding schools. Theoretical Framework: This study will explore how high school leaders in Muhammadiyah apply creative and transformative leadership principles to face contemporary challenges in education, such as adapting to new technologies, improving the quality of teaching, and promoting sustainable development values among students and staff. Methods: This research uses an interpretative paradigm with a qualitative approach, case study type, and multicase design. Data were collected using observation, interviews, and documentation. Data validity using triangulation of sources, methods, and theories. Next, an interactive model analysis is carried out. Obyek penelitian dilakukan di SMAM SBM Piyungan Yogyakarta dan SMAM Pondok Pesantren Modern Imam Cabang Syuhodo Muhammadiyah Blimbing, Sukoharjo, Jawa Tengah. Results and Conclusion: The results of this study show (1) Types of creative leadership in these two schools include being innovative, engaging in the community, providing opportunities for students to develop, and focusing on social and humanitarian contributions. (2) The application of principals' creative leadership in empowering teacher performance in schools is carried out by encouraging innovation in learning, providing support and training, recognizing and rewarding superior performance, developing joint learning plans, providing emotional support, facilitating teacher collaboration, implementing an equitable evaluation system, and integrating educational technology. Research implications: The implications of creative values applied in cottages, especially in terms of raising cottages, are proactive, advanced, inclusive, do not impose and do not prohibit, and even provide education to the community so that according to the direction of Islamic boarding schools that uphold Islamic teachings, can be implemented and applied. Originality/value: the originality of this research lies in pesantren which includes Islamic educational institutions with creative leadership that is not stagnant, and always runs and develops dynamically.

Kyai Leadership Management Model in Improving Quality Performance of Educators and Education Personnel in Islamic Boarding Schools Ibnussabil Santan Tengah

The Kyai leadership model in Islamic boarding schools plays a major role in improving the performance of educators and education personnel. As a leader, at least he must be able to influence, motivate, protect, and guide his subordinates to have significant performance quality. Thus, optimal performance is directly proportional to the institution's success in achieving its vision, mission, and goals. This study was conducted to find out how the Kyai leadership management model is carried out at the Ibnussabil Santan Tengah Islamic Boarding School in improving the quality of performance of educators and education personnel from a philosophical perspective. The research method uses a qualitative approach by describing the leadership management model used in improving the quality of performance of educators and education personnel, in this case, interviews and documentation are the data collection techniques. The results of the study showed that there is no best leader model because all types of leadership must be used according to the situation or circumstances to improve the quality of performance of educators and education personnel effectively. Keywords: Leadership Management Model, Performance of Educators, and Education Staff

Transformational Leadership of Educational Institution Administrators under the Office of the Vocational Education Commission, Chonburi Province

Background and Aims: This research has the following objectives: 1) to study the level of transformational leadership behavior of school administrators under the Office of the Vocational Education Commission, Chonburi Province. 2) To compare opinions about the transformational leadership behavior of school administrators in Chonburi Province. 3) To find ways to develop transformational leadership of school administrators under the Office of the Vocational Education Commission, Chonburi Province. Methodology: The sample used in this research consisted of 276 school administrators and teachers. The sample size was determined according to Krejci and Morgan's table. and use stratified random sampling The research instrument was a questionnaire with a 5-level rating scale. Which has a consistency index between 0.80 - 1.00 and the confidence value of all questionnaires is equal to 0.98. For data analysis, statistics are used, including frequency, percentage, mean, standard deviation, T-value and F-value tests. Results: The results of the research are as follows: (1) the transformational leadership of educational institution administrators under the Office of the Vocational Education Commission, Chonburi Province, overall and in each area, is at a high level. (2) Results of comparing opinions about transformational leadership of school administrators classified by position and work experience. It was found that overall and in each aspect there were no differences. But when classified by educational level It was found that there was a statistical significant difference at the 0.05 level. (3) Guidelines for developing transformational leadership among school administrators are divided into 3 approaches: 1) development by external agencies, 2) development by educational institutions, and 3) development by oneself. Conclusion: The study finds that transformational leadership among educational institution administrators in Chonburi is generally high, with no significant differences based on position or work experience, but the educational level has a significant impact. External agencies, educational institutions, and personal efforts can all help to develop this type of leadership.

Adaptive Leadership: Navigating the Challenges of Post-Pandemic Working Arrangement

In the seemingly new world of work after the pandemic, managers are confronted with new difficulties in managing their teams. This research aims to answer the important research question on adaptive leadership dynamics: how do leaders steer in change? Drawing on the constantly evolving nature of flexible working environments. This paper seeks to establish the various approaches used by leaders in the current work environment. The purpose of this investigation is to provide critical recommendations to the organizational decision-makers on how to manage their employees in this post-COVID-19 world. Both quantitative and qualitative data collection methods will be employed to interview leaders in various sectors regarding the following: (1) identifying and contacting leaders who have effectively navigated the team’s post-pandemic; (2) identifying firsthand experiences and understanding of leadership strategies. The study used interviews, of which 70% were semi-structured, and the number of participants was 10. The analysis presented in this study revealed the type of leadership and their coping mechanisms, the factors that led to the activation of the coping mechanisms, and that post-pandemic, a leader’s style can be altered not only for business gain but also as a positive change for the leader themselves. The change that leaders had to undergo in post-pandemic working arrangements was diverse, and changing has never been unfamiliar to changing the leadership style. Despite the fact that our studies provide significant information regarding the main area of leadership in the management climate, there are certain aspects that deserve certain considerations. The coordination of this research is based only on middle managers, which restrains the viewpoint of our study with cross-industry background. However, there is one major limitation of the study because the study was conducted at the end of the pandemic, and therefore it may not be equally relevant as any other period of time. Therefore, the leadership phenomenon can be explored from the leader’s perspective alone, and this might result in ignoring crucial follower or any other stakeholder information. In this research, there was no other interview conducted to compare with the interview completed in this research to validate the respondent answers. In view of these, it would be appropriate to take a closer look at the leadership processes from different angles in order to gain a better appreciation of the phenomenon

Promoting leadership for learning in Nigeria: The interplay of leadership mastery experience and leader self-efficacy

Leadership for learning has emerged as a holistic leadership behaviour that combines aspects of instructional leadership, transformational leadership and shared leadership. Little is known about how this type of leadership develops and what antecedents are important. Following the rationales of Social Cognitive (Career) Theory and applying Chan and Drasgow's leader development model, we examine how leadership mastery experience and leader self-efficacy affect leadership for learning in Nigerian schools. We divide leaders’ self-efficacy into the belief that they have the necessary skills and abilities to be successful as leaders (leader self-regulatory self-efficacy) and the belief that the actions they take as leaders will have the desired effect (leader action self-efficacy). Using structural equation modelling, our results show that both leadership mastery experience and leader self-efficacy are relevant antecedents of leadership for learning, with self-efficacy mediating the effects of experience on leadership. Our results suggest efficiency–performance spirals and illustrate how important it is for the enactment of leadership for learning to believe in one's ability to competently perform various critical leadership actions.

Performance management in collaborations: exploring associations between distributed leadership and collective performance data use

ABSTRACT Performance management scholarship has focused on organizations, with less attention given to non-hierarchical collaborations that use performance practices. This research includes a relational perspective and argues that distributed leadership can foster groups’ collective use of performance data. Our analysis employs qualitative and quantitative data from a case study of community collaboratives formed to respond to the opioid epidemic in North Carolina. We find distributed leadership is positively associated with collective data use and discuss strategies that can be employed to activate this type of leadership, emphasizing the importance of core teams, distributed structures, formalization, key leaders, and job resources.

Succession planning practices and succession success in family-owned businesses: the role of leadership style as internal branding mechanism

PurposeAlthough leadership style plays a critical role in succession planning practices and succession success, empirical examination of its influence on the relationship between succession planning and success of succession in family-owned SMEs has received little attention in the literature. This study examines the interactive effect of the various types of leadership styles as internal branding mechanisms on the success of succession in family-owned SMEs.Design/methodology/approachWe analyzed the data from 124 managers/CEOs of family-owned SMEs that have at least transitioned beyond one incumbent leader using SPSS Version 29.FindingsThe result shows that succession planning practices are positively associated with succession success. It further shows that leaders who brand themselves as transformational and participatory leaders have a positive, significant interactive effect on the relationship between succession planning activities and succession success. The positive relationship between succession planning activities and succession success is dampened when managers rely too heavily on a transactional leadership style. Both autocratic and laissez-faire types of leadership have no significant interactive effect on the relationship.Originality/valueThe study is distinct from past studies. Until now, knowledge about the interactive effect of the various leadership styles as internal branding mechanisms on the relationship between succession planning practices like coaching, mentoring, job rotation and training and succession success in family-owned businesses remains limited. Theoretically, the study is pioneering in the sense that it is among the first studies that extends internal branding to succession planning in family-owned businesses. The study enlightened our understanding of how the various leadership styles and internal branding mechanism influence succession success in family-owned SMEs.

LEADERSHIP AND MANAGEMENT IN A MODERN ORGANIZATION: A REVIEW OF CURRENT APPROACHES

The article presents the author's vision of the problem of loss of effectiveness of traditional leadership approaches in managing a modern organization and the need to search for and implement new approaches. It is proposed to shift the focus of attention from classical approaches: from the position of personal qualities (personalistic), behavioral approach and situational approach, justifying the decrease in the results of their use in the activities of managers, to current approaches to organizational leadership, which are offered by modern scientists of the twenty-first century. Based on the analysis of publications in the scientific electronic library Elibrary.ru, such types of leadership as transformational, transactional, charismatic, team, divided, visionary were established. The features of each approach are identified and described. The concept of the terms “leadership”, “leader” (“manager”), “management” is given. The question is raised about the importance of a manager’s understanding of the changing needs and expectations of modern subordinates: the reality of our time is that there is a great need for a flexible work schedule and the ability to work remotely. A vision of what qualities and skills a modern leader should have is proposed, the need to develop emotional intelligence and the importance of changing the way of building communication with modern subordinates is highlighted. Attention is focused on the fact that the forms and methods of training leaders-managers in modern organizations require constant attention and regular improvement. Using the research results in the practical sphere of activity of managers will make it possible to increase the effectiveness of management in the context of the development of the digital economy within the country, improvement of technologies, artificial intelligence, as well as the influence of foreign policy events and increasing sanctions.

The Process of Visionary Leadership Increases Innovative Performance among IT Industry 4.0 for SMEs for Organizational Sustainability: Testing the Moderated Mediation Model

In the era of the fourth industrial revolution, competition among IT industries is becoming increasingly fierce. If a company is weak in its competitive advantage, it can have a huge negative impact on its organizational sustainability and ultimately lead to organizational failure. In such a research background, we highlighted that employees’ innovative performance via creativity acts as an alternative lubricant to increase the sustainable competitive advantage and promote overall organizational sustainability. In particular, employees’ innovative performance has a great relationship with organizational culture and types of leadership. Hence, we focused on exploring the ways in which visionary leadership increases employees’ innovative performance, presenting and verifying a moderated mediation research model related to the innovative performance. To verify our research model, this study conducted a survey of 303 employees from the information technology (IT) industry of SMEs in China. According to the results, visionary leadership was found to have a positive influence on both psychological empowerment and employees’ innovative performance. In addition, psychological empowerment partially mediated the impact of visionary leadership on the innovation performance. Finally, the organizational learning culture moderated the effects of psychological empowerment and the innovation performance. Overall, this study contributes to revealing the process that leads to employees’ innovative performance and contributes to expanding the research field by verifying the moderated mediation model for a sustainable competitive advantage and organizational sustainability in IT Industry 4.0 for SMEs.

Exploring Climate Leadership Features of Public Officials Through Narratives: Evidence From Turkish Municipalities

This article explores the narratives of local public officials involved in leading efforts to develop climate change policies in innovative Turkish municipalities. The objective of the article is to offer insights into the leadership roles of these public officials, aiming to uncover distinct leadership features while crafting climate change policies within Turkish municipalities and to propose distinctive types of leadership they exhibited. To elucidate the dimensions of public officials’ leadership, the research employs a narrative research approach. Accordingly, leadership features identified from the literature are utilized as the analytical framework for the narratives. The results demonstrate that the interviewed public officials exhibited common leadership attributes that impact the shaping of climate change policies. This is particularly valuablein cases where the central government may not be sufficiently ambitious in taking steps forward. Additionally, the research indicates that officials’ leadership styles vary, even though they exhibit common leadership features.

Конституционные преобразования политических систем постсоветских государств Центральной Азии

The article examines the constitutional transformations of the political systems of the Central Asian states, which had an impact on the structure, powers and competence of the key power actors that make up the apparatus of public power, the political practice of their functioning and interaction with each other, which in turn affected the choice of the form of government and the configuration of political forces in the post-Soviet states under consideration. The authors trace the relationship between the constitutional reforms carried out in the post-Soviet states and the choice of the form (i.e. model) of government. As a result, the authors concluded that the two Central Asian countries under consideration, Tajikistan and Uzbekistan, have chosen a presidential (presidential-centric) model of government, with strict autocratic tendencies in public administration, which is explained by the type of political leadership and the mentality of the majority of the country's electoral corps. Whereas Kazakhstan, which has long adhered to the same formula as the two above-mentioned countries, since the constitutional reforms of 2017. There is a transformation from a super-presidential to a presidential, and subsequently a mixed republic, while retaining key powers of the head of state.

Influence of Delegating Leadership on Employee Performance at the International Airports in Kenya

The type of stewardship engaged by the senior management of a firm has a direct bearing on the employee performance. There is no ideal style of leadership that fits all organizations and hence the top echelon has to select the most appropriate bearing that will drive the firm in the desired direction and bear the sought after outcomes. Several airports in Africa today continue to experience low employee performance as a result of the type of leadership selected by the top management and hence the need for diligence when picking the type of stewardship to be deployed in African Airports. This paper sought to establish the influence of delegation on employee performance at four international airports in Kenya, namely: Jomo Kenyatta International Airport, Nairobi; Moi International Airport, Mombasa; Kisumu International Airport and Eldoret International Airport. Positivism philosophy was preferred in this study because it advocates for the use of accurate and verifiable evidence that is free from assumptions and opinions of the researcher. A survey research was used to conduct the study. The respondents were first line; middle level and senior level managers of the five departments involved in the processing of air passengers within the four international airports in Kenya. These were; airport security employees, port health and quarantine services employees, passenger airlines operating within the four international airports in Kenya employees, immigration and border control employees and finally the customs services employees. Data was gathered from primary sources using self-administered structured questionnaires. The data analysis was done using descriptive and inferential statistics. From the Linear regression, the value of p was established as p<.05 (p value of 0.00 and ꞵ=0.474) and therefore the null hypothesis was rejected indicating that delegation has a significant impact on employee performance.

The impact of leadership behaviors on organizational innovative performance and learning in AI-driven Industry 5.0 environments

Purpose Our aim was to elucidate how leaders’ behaviors may impact innovation and organizational learning in a fast-changing, human-centric and sustainability responsive AI-driven Industry 5.0 environment. Design/methodology/approach An unsystematic narrative review of relevant literature was conducted focusing on the influence of leadership behaviors on innovation and learning in Industry 5.0 environment. Findings We found that leadership behaviors that align with Industry 5.0 demands and values must emphasize collaboration, empathy, and continuous learning. The translation of leaders’ actions into desired outcomes requires a psychologically safe work environment, ensuing team cohesion, empowering team members, promoting a learning culture, engendering trust, and vision and goal alignment. Research limitations/implications Being aware of leadership qualities required in Industry 5.0 environment, characterized by machine–human collaboration, sustainable innovations, and continuous learning, enables organizations to focus their recruitment efforts on leaders’ characteristics that align with this environment. It also helps them design suitable leaders’ training and development programs. This study requires further expansion and empirical testing to validate the proposed model. Originality/value There is a plethora of studies on leadership in various contexts; however, there is very little research on the type of leadership that maybe effective in the fast changing and AI-driven Industry 5.0 environment. The findings of this paper shed light on such a leadership.

Bibliometric Analysis of Studies between 2010-2023 on Leadership in the Field of Educational Sciences

This study analyzed articles on "leadership" published in the Scopus database and the Web of Science between the years 2010-2023. The search term "leadership" was used and the filter section included "education". After excluding non-article entries, a total of 5208 articles were reached. The research methodology -was qualitative, and the data were analyzed using Scopus Analysis Tools and the VOSviewer bibliometric analysis software. The highest density of leadership studies was found to be in the USA, UK, Australia, Canada, South Africa, Spain, Turkey, Indonesia, Malaysia, and the Netherlands. The year with the most studies on leadership was 2022, and the author Grint K. conducted the most studies on this topic. The University of Toronto had the highest number of leadership articles. 'Transformational Leadership' emerged as the most studied leadership type in education. The frequently used keywords included 'motivation', 'education reform', 'school effectiveness', 'higher education', and 'sustainability.'

Mustafa Kemal Atatürk’s Leadership and Communication Skills

Leadership refers to the ability and capacity to direct, inspire and influence individuals or groups to achieve a common goal. However, leadership is a multifaceted concept that covers a wide range of qualities, behaviors and communication skills exhibited by individuals who are in a position of authority and naturally assume the leadership role. Communication skills are the ability to effectively and efficiently convey information, thoughts, ideas and feelings to others through verbal, non-verbal, written or visual elements. The combination of these components brings success in both personal and social interactions. One of the factors behind the success of Mustafa Kemal Atatürk, who built a modern, democratic and secular nation-state from the ruins of the Ottoman Empire, is that he had both leadership and effective communication qualities. Atatürk has always been an example to both his nation and the world with these qualities. These talents of his were instrumental in shaping modern Turkey, in putting forward the vision of the nation, in implementing bold reforms, in building a state after struggles and in instilling a sense of national unity and solidarity. Turkish people has made him a national hero while being respected by the world. The aim of this study is to examine the relationship between Mustafa Kemal Atatürk's intellectual, political, charismatic, transformative, democratic and autocratic leadership types and his communication skills. In order to determine the above-mentioned characteristics, firstly, Atatürk's life and some of the revolutions he made were included. Then, in order to determine his leadership characteristics, his actions in the context of leadership theories were discussed. Afterwards, some of their behaviours were examined within the scope of basic communication skills in order to understand their communication skills. In the study, the descriptive research method, which is a method that aims to reveal the relationships between events by evaluating existing or past information in line with standards, was used. As a result of the examination, it was concluded that Atatürk had all of the basic leadership qualities and effective communication skills.