Effective Leadership Research Articles

Critical success factors of global virtual teams (GVTs): a study based on UK information technology experts’ opinion

Purpose This study aims to examine the critical success factors of global virtual teams (GVTs) working in the information technology industry in the UK. It also focuses on the ranking of the success factors and shedding light on the perceived cause-and-effect relationship between the factors. Design/methodology/approach Data was collected from executives working in the IT industry in the UK. Fuzzy DEMATEL analysis was incorporated to generate results. Findings The findings suggest that overcoming perceived and temporal distance, empowerment, integrative approach, members’ competencies and cultural intelligence are considered to be causal variables. In contrast, effective team leadership, trust, commitment to task and communication are regarded as an effect. In terms of the degree of importance, communication was ranked in first place. Effective team leadership and overcoming perceived and temporal distance were found to be in second and third place. Empowerment was found to be in the last position in terms of the degree of importance. Originality/value To the best of the authors’ knowledge, this paper is among the first research on GVTs in the UK IT industry context. Also, using the Fuzzy DEMATEL approach differentiates it from the previous studies. The perceived cause-and-effect analysis of the current study using the experts’ opinions has a direct policy-making application as well, which makes the finding easy to use by practitioners and policymakers at the same time.

Authentic leadership and employee expediency: a moderated mediation framework

PurposeBased on self-verification theory, this study examines the impact of authentic leadership on employee expediency in China. Specifically, the authors investigate the mediating effects of self-verification striving on this relationship, as well as the moderating effects of leader–member exchange.Design/methodology/approachThe authors surveyed 502 employees and their direct supervisors from 96 work units in one Chinese province and utilized multi-level path analysis to test a model of moderated mediation.FindingsThe study analysis results suggest that authentic leadership significantly contributes to reducing employee expediency in the surveyed Chinese companies. Self-verification striving mediates this relationship. Furthermore, leader–member exchange enhances the positive relationship between authentic leadership and self-verification striving.Research limitations/implicationsThis study extends the understanding of antecedents of employee expediency and also extends previous research on the role of self-verification in shaping employee behaviors. The limitation is that the results are specific to China, and the study only relied on cross-sectional data.Practical implicationsThe current study suggests that organizations should consider implementing training programs for their leaders to cultivate traits associated with authentic leadership. Furthermore, managers should actively promote employee engagement in discussions related to work objectives, methods and efficiency to assist them in their self-verification striving. They need to make efforts to enhance the climate of leader–member exchange, thereby reducing employee expediency.Originality/valueThis research identifies self-verification striving as key mediators that link authentic leadership to employee expediency and reveals the moderating role of leader–member exchange in the process.

A Study of Human Resource Capability for Enhancing Local Food-Processing Entrepreneur’s Performance among Community-Based Enterprises

This research explores the human resource (HR) capabilities that reinforce performance and resilience in community-based enterprises (CBEs). Locally, the food-processing sector, specifically focusing on the provinces of Ubon Ratchathani, Yasothon, Amnat Charoen, and Si Sa Ket, serves as the focus of this study. Adopting a qualitative research methodology based on acceptable criteria, the researchers conducted three rounds of purposive sample selection. Ultimately, 16 CBEs comprising 43 key informants were included in the study. Categorical data were gathered through diverse methods to ensure data saturation and mitigate bias. The approaches of focus groups, observations, face-to-face interviews, and analysis of relevant documentation were ethically employed. Thematic and content analyses were used to examine the data within the framework of HR capability and operational performance among CBE members. The findings derived from HR capability and their contributions to firm performance rely on several critical aspects, such as the importance of employee training and development, leadership effectiveness, strategies for motivation and retention, fostering a supportive organizational culture, implementing strategic HR practices, adapting to new technologies, leveraging external HR services, adhering to regulatory standards, promoting gender equality and inclusivity, and understanding economic influences. This study contributes to the theoretical understanding of strategic HR management by contextualizing these internal (HR) and external (economy) practices within CBEs. Additionally, it offers an essential agenda for practical recommendations to HR professionals and policymakers with a shared goal of advancing local and national growth and development. Importantly, it emphasizes achieving sustainable growth for CBEs and enhancing resilience in the food-processing sector

The Impact of Job Satisfaction and Transformational Leadership on Turnover Intention of Front-End Employees at PT.XYZ

In an era of increasingly fierce and dynamic business competition, a strong drive and effort are needed to achieve success to become a winner in business competition. In the process, several factors cannot be separated, there is the human resource factor. Companies must improve the quality of human resources but also maintains the quantity of human resources supply ti maintain the stability of company’s performance. One of the obstacles that a company experiences difficulties or obstacles in the process of running its business is the high turnover rate within a company. Therefore, companies need to think about strategies to retain employees who have high-quality of performance and know what factors influence employees' intentions to leave the company. The purpose of this study is to determine the description of Job Satisfaction, description of Transformational Leadership and the description of Turnover Intention in Front End Employees at PT. XYZ, as well as a description of the effect of Job Satisfaction on Turnover Intention and a description of the effect of Transformational Leadership on Turnover Intention in Front End employees at PT. XYZ. in Indonesia. This research method was conducted with quantitative research - causality, with the population of Front-End permanent and contract employees at PT. XYZ with a minimum 3-month service period. This study uses data collection techniques through a questionnaire consisting of 41 questions regarding the variables studied and the number of samples determined by Slovin's formula of 178 respondents where the sample determination uses a Proportionate stratified random sampling technique. The data analysis technique uses Structural Equation Modelling (SEM) with Partial Least Squares (PLS) technique using SmartPLS software version 3.2.8. The results of hypothesis testing state that Job satisfaction (-0.246) and Transformational Leadership (-0.562) have a significant influence and have a negative effect on Turnover Intention. This highlights the importance of conducting a thorough review of company policies and strategies related to Job Satisfaction and the implementation of Transformational Leadership to reduce Turnover Intention of Front-End employees at PT.XYZ.

An analysis of transformative leadership impact on the students’ emotions and perceived cognitive learning

ABSTRACT This study utilized Emotional Response Theory to explore teachers’ embodiment of transformational leadership. Specifically, we explored how transformational leadership may be related to student emotions and their perceptions of learning. Results indicated that when students experience transformational leadership from their teachers their emotions are influenced. Transformational leadership demonstrated direct effects on student perceptions of learning. Indirect effects of transformational leadership, working through positive or negative emotions, were also observed. These results indicate that transformational leadership is one way that student emotions could be impacted by teachers. Finally, broader conceptualizations of student emotions may be appropriate when exploring student emotions.

Tyrannical leadership and knowledge hiding: the mediating role of psychological distress and moderating role of psychological resilience

PurposeBased on the conservation of resources (COR) theory, this study explores the impact of tyrannical leadership on knowledge hiding through the mediating role of psychological distress. Furthermore, this study investigates the moderating role of psychological resilience in the tyrannical leadership, psychological distress and knowledge hiding relationships.Design/methodology/approachQuantitative data were collected from 364 employees working in the manufacturing and service sectors in Vietnam. Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed model.FindingsThe results show that tyrannical leadership and psychological distress enhance employees’ knowledge-hiding behaviors. Moreover, psychological distress mediates the nexus between tyrannical leadership and knowledge-hiding, while psychological resilience moderates these relationships.Practical implicationsThe empirical findings of this investigation offer significant insights for managers to better undermine the negative effects of tyrannical leadership and enhance the psychological well-being of employees.Originality/valueThis study is probably the first attempt to explore how psychological distress mediates the impact of tyrannical leadership on knowledge hiding. This study also extends the current knowledge by considering the moderating role of psychological resilience in the relations between tyrannical leadership, psychological distress and knowledge hiding.

The Influence of Leadership and Co-Worker Relationships on Employee Productivity at the Main Clinical Laboratory of Siaga Medika Jakarta

This study aims to analyze the influence of leadership and co-worker relationships on employee productivity within the work environment of the Main Clinical Laboratory at Siaga Medika Jakarta. The research employs a quantitative approach using regression analysis, with 15 employees serving as respondents. Data collection was conducted through a structured questionnaire, which was tested for validity and reliability to ensure the accuracy of the findings. The results indicate that both leadership and co-worker relationships have a positive and significant impact on employee productivity. These findings suggest that effective leadership contributes to a structured and motivational work environment, while harmonious co-worker relationships foster collaboration and teamwork, ultimately enhancing overall organizational productivity.

Inclusive leadership and work-family enrichment: the roles of relational energy and power distance

Few studies have systematically examined how inclusive leadership affects employee work-family enrichment. Based on social contagion theory and the resource model of work-family enrichment, this research examined how and when inclusive leadership influences employees’ relational energy and subsequent work-family enrichment. Additionally, we examined whether power distance might influence the positive effect of inclusive leadership on relational energy. The results from a cross-sectional survey of 673 Chinese participants in Study 1 showed that inclusive leadership is positively related to work-family enrichment, and relational energy mediates the relationship between inclusive leadership and work-family enrichment. We also found that the positive effect of inclusive leadership on relational energy was greater under lower levels of power distance, as was the indirect effect of inclusive leadership on work-family enrichment via relational energy. Study 2, using three-wave data collected from 241 Chinese employees, verified the results that relational energy mediates the relationship between inclusive leadership and work-family enrichment.

An Exploratory Study on Effective Leadership and Change Management in the Transformation of Indonesian Public Universities Towards World-Class University Status

This study aims to examine the influence of leadership styles on institutional transformation and to identify adaptive strategies for effective change management in the context of Indonesian Public Universities (PTNs) striving to achieve world-class university (WCU) status. Using a quantitative research design, data were collected from 125 universities through a hybrid questionnaire method involving Rectors, Directors, Vice Rectors, and Vice Directors as representatives. This study employed logistic regression to analyze the influence of leadership styles on the likelihood of PTNs achieving WCU status, alongside Structural Equation Modeling (SEM) for deeper insights. The study results indicate that transcollegial leadership increases the likelihood of universities achieving WCU status by 35%, while digital and entrepreneurial leadership contribute 25% and 20%, respectively. The primary challenges identified include inadequate digital infrastructure, resistance to change, and regulatory limitations. This study provides practical and theoretical contributions by identifying adaptive leadership strategies tailored to the unique contexts of PTNs. This study is significant as it addresses the leadership challenges specific to Indonesian public universities in their pursuit of international recognition, providing practical and theoretical insights for achieving sustainable transformation. Future research could examine how leadership styles interact with institutional policies and external factors, such as global rankings and funding mechanisms, to achieve and sustain WCU status. Expanding the scope to include comparative studies across different regions or educational systems could provide broader insights into effective strategies for institutional transformation.

Fostering a productive educational environment: the roles of leadership, management practices, and teacher motivation

This study explores the relationships between Principal’s Leadership, School Management Practices, Teacher Motivation, and Teacher Performance. This study uses a quantitative methodology and takes the form of the questionnaires as the data collection instrument. The teacher served as the focus of this investigation, while the leadership and administration skills of junior high school principals served as the study’s target. This study employed using Smart Partial Least Squares (PLS) to analyze how these factors interact and influence educational outcomes. The research employed Smart PLS to model and evaluate the complex relationships between these variables, highlighting the significant roles of leadership and management in shaping teacher effectiveness and overall school performance. The findings reveal that Principal’s Leadership significantly enhances both Teacher Motivation and Teacher Performance, underscoring the critical role of effective leadership in inspiring and improving teacher performance. In contrast, School Management Practices were found to significantly impact Teacher Performance but did not significantly affect Teacher Motivation, suggesting that management practices alone may be insufficient to boost motivation levels among teachers. Teacher Motivation was identified as a key driver of Teacher Performance, emphasizing that motivated teachers are more likely to perform at higher levels. The study advocates for a comprehensive approach that integrates strong leadership, effective management practices, and targeted strategies to enhance teacher motivation and performance. The research provides valuable insights and guidance for educators and administrators aiming to foster a productive educational environment.

Research on leadership potential: where are we and where should we be heading?

Purpose The purpose of this study is to clarify the definitional inconsistencies around the concept of “leadership potential” and differentiate it from related constructs, provide a comprehensive review of the literature and propose a research agenda to guide future studies. Design/methodology/approach The authors adopt a systematic literature review method to achieve this purpose. Adhering to the established guidelines, they analyzed 81 empirical articles published in 27 leading journals from 2011 to 2024. Findings Despite its prominence in discussions of leadership emergence, development, effectiveness and promotability, the literature lacks consensus on operationalizing leadership potential. In response, the authors propose a novel operationalization based on Pinder’s (1988) three dimensions of motivation, namely – direction, intensity and persistence of behavior. The analysis of this paper structured through the theory-context-characteristics-method (TCCM) framework identifies several critical gaps: One-third of the reviewed studies lack a theoretical foundation, while the remaining predominantly rely on trait and cognition-based approaches; most research emphasizes individual-level predictors and outcomes, with limited exploration of contextual factors; and quantitative approaches dominate the field leaving room for alternative methodological approaches. Based on these observations, a future research agenda using TCCM has been proposed. Originality/value This study contributes uniquely to the leadership literature by clarifying the distinctions between “leadership potential” and related constructs, introducing an operationalization grounded in Pinder’s motivational framework and presenting a holistic view of the literature on leadership potential. Further, this study advances the field by proposing a future research agenda, an aspect previously unexplored. Additionally, the authors use the TCCM framework, a guided framework for systematic literature review that has not been adopted in the leadership literature.

Assessing the Impact of Leadership Training Programs

Leadership training programs play a crucial role in developing the skills necessary for effective leadership within organizations, communities, and educational settings. This paper examines the diverse formats of leadership training and explores methods for evaluating their impact. A mixed-methods approach involving quantitative and qualitative techniques highlights the importance of aligning training objectives with organizational needs. Key findings from case studies reveal significant improvements in interpersonal skills, resilience, and empowerment among participants. However, the evaluation of leadership programs faces challenges such as reliance on self-assessments and narrowly focused tools. Recommendations emphasize the importance of tailored, evidence-based approaches, stakeholder engagement, and continuous evaluation. Finally, future directions include exploring the role of technology in remote leadership development and adapting training to changing societal needs. Keywords: Leadership Training, Program Evaluation, Organizational Development, Emotional Intelligence, Self-awareness.

Impact of authentic leadership on employees’ creative work behavior: a mediated moderated model

PurposeEmployees’ creativity is a critical factor in today’s dynamic working conditions. This study investigates the impact of authentic leadership on the creative work behavior of employees through psychological empowerment as a mediating mechanism. Moreover, the study also aims to examine the moderating role of organizational identification, drawing upon social identity theory. Specifically, organizational identification is expected to moderate the relationship between psychological empowerment and creative work behavior. Furthermore, it can also potentially moderate the indirect effect of authentic leadership on creative work behavior through psychological empowerment.Design/methodology/approachWe collected a total of 314 valid responses from the employees working in private and public sector organizations within the telecommunications sector in Sindh, Pakistan.FindingsWe analyzed the data using Mplus 8.0. Our findings revealed that authentic leadership leverages creativity via psychological empowerment. Moreover, authentic leadership potentially acts as a moderator. Our results also found support for conditional indirect effects.Originality/valueLeaders’ authenticity is an emerging concept. Its role in producing a creative workforce is still in the developmental stage. This study highlights that managers must be trained to develop the traits of authentic leadership and organizational identification so that they can raise employees’ psychological empowerment and creative work behavior.

Enhancing knowledge sharing through authentic leadership: An investigation of occupational self-efficacy and psychological ownership as moderators

ABSTRACT This study examines the moderating role of occupational self-efficacy and psychological ownership on the nexus between authentic leadership and knowledge sharing behavior of military officers in Ghana. A sample of 382 respondents completed an online questionnaire, and the data was analyzed using descriptive statistics and partial least squares structural equation modeling. The findings show that authentic leadership positively influences knowledge sharing behavior of security officers, while occupational self-efficacy and psychological ownership enhance the positive effects of authentic leadership on security officers’ sharing behavior. The findings of the study suggest organizations, especially in the context of the military, should invest in developing the authentic leadership quality of officers, enhance their occupational self-efficacy and fostering a sense of psychological ownership among military officers to enhance their knowledge sharing capabilities.

The Importance of Mentorship in Educational Administration

Mentorship in educational administration is a critical strategy for professional growth, leadership development, and institutional success. In a complex and evolving educational landscape, mentorship provides essential support, guidance, and practical knowledge that bridge the gap between theory and practice. This paper examines the roles, benefits, and challenges of mentorship in fostering effective educational leaders. Key themes include the nurturing of professional skills, the reduction of isolation among new administrators, and the role of mentors in creating a collaborative, trust-based leadership environment. Effective mentorship programs strengthen professional confidence, decision-making, and organizational cohesion. Recommendations focus on institutional investments in structured mentorship programs, mentor training, and the adoption of flexible frameworks to ensure sustainable success. The study underscores mentorship as a transformative practice essential for building resilient educational leadership. Keywords: Mentorship, Educational Administration, Leadership Development, Professional Growth, Administrator Support

THE EVALUATION OF LEADERSHIP STYLES ON EMPLOYEE INNOVATIVE WORK BEHAVIOUR OF PROJECT MANAGERS IN THE HEALTHCARE INDUSTRY: THE MEDIATING ROLE OF EMOTION INTELLIGENCE

Effective leadership plays a pivotal role within an organisation, as inadequate leadership can have adverse effects on both its financial performance and brand reputation. In response to a growing demand for enhanced leadership, this research delves into the impact of different leadership styles, including transformational, laissez-faire, and transactional, on the innovative work behaviour of employees within the healthcare sector of Pakistan. The study also explores how Emotional Intelligence (EI) acts as a mediating factor in this relationship. The research design adopted a cross-sectional approach, collecting data at a single point in time from 417 project managers and healthcare sector employees in Pakistan. The analysis employed Smart PLS 4 software which revealed a positive correlation between transformational leadership and Employee Innovative Work Behaviour (EIWB), while no significant relationships were observed with laissez-faire and transactional leadership styles. However, it is important to note that EI played an indirect but positive role in influencing EIWB.

Teacher leadership for integrated STEM education: Identifying what effective leaders need to know and do

AbstractInternationally, science, technology, engineering, mathematics (iSTEM) education continues to flourish in schools, with many now embracing the combined disciplinary assumption suggested by its acronym; integrated STEM (iSTEM) education. Advocated for its potential to increase student interest and achievement in STEM subjects, courses, and careers, leadership in iSTEM education is beneficial for promoting its success in schools. However, there is limited understanding of the characteristics of effective iSTEM teacher leaders. Seeking to provide greater insight into iSTEM teacher leadership, the research question addressed in this study is: What are the characteristics of iSTEM teacher leaders? This qualitative study explored teacher leaders' perceptions of the characteristics valuable for supporting iSTEM education in schools. Data collected involved semi‐structured interviews with five teachers implementing and leading iSTEM education. Findings identify the importance of iSTEM education‐specific characteristics such as disciplinary knowledge and creating iSTEM teaching resources. Differences between leaders revealed the importance of considering contextual needs and capabilities. This paper discusses the identified characteristics and their importance in supporting iSTEM progression in schools, providing valuable insight for school principals and those designing leadership programs for teachers, as well as suggestions for further research.

Leading in the Digital Age: The Role of Leadership in Organizational Digital Transformation

In the modern digital age, organizations face unprecedented challenges and possibilities while managing the intricacies of digital transformation. Accelerated technological developments, changing customer preferences, heightened competition, and dynamic regulatory environments necessitate companies to synchronize their business goals with technological innovations. Leadership is crucial in steering businesses through changes, requiring a deep understanding of change processes and the capacity to adjust leadership accordingly. This research addresses the central question: How does leadership effectively promote organizational digital transformation? The study examines how leaders can effectively promote the adoption of advanced technologies and the promotion of innovation, by first exploring the nature of digital transformation within organizations and then analyzing the evolving dynamics of leadership in this context. An integrative review of the Web of Science (WoS) and Scopus databases was conducted, using the search terms: “Leadership” and “Digital Transformation”. The findings emphasize that effective leadership is crucial for managing the minutiae of digital transformation, integrating technology into organizational processes to facilitate learning, collaboration, and agility, enabling companies to adapt to market shifts, reduce uncertainty, and enhance decision-making for sustainable growth. By using the right tools and with the right frequency, leaders may develop team cohesion—even at a distance. Attentive digital-age leaders will know how to leverage the right mechanisms, and herein, we hope to give some indication of how that may be achieved, so that digital transformation increases rather than decreases team motivation levels.

Effect of green inclusive leadership on employees’ CSR performance: a serial mediation analysis

Effect of green inclusive leadership on employees’ CSR performance: a serial mediation analysis

KAJIAN LITERATUR TENTANG MANAJEMEN KINERJA UNTUK MENINGKATKAN PRODUKTIVITAS ORGANISASI

This review examines the existing literature on performance management and its impact on improving organisational productivity. Various studies show that the implementation of an effective performance management system has a significant influence on employee motivation and performance, which in turn increases organisational productivity. Important elements of effective performance management include clear goal setting, regular monitoring, constructive feedback, and rewards and incentives. In addition, employee involvement in the performance management process was also cited as an important factor in increasing their sense of belonging and commitment to the job. The review also highlighted the role of effective leadership and the utilisation of technology as important elements in successful performance management implementation. The results of this literature review suggest that a holistic approach that includes all these elements can significantly improve organisational productivity.