Leadership Management Research Articles

Analysis to Realize Competitive Advantage Through Education Management

This research focuses on the study of management in educational leadership at school organizational levels. The aim is to analyze all leadership management indicators that determine school excellence. This research uses a library research method where researchers collect relevant data from books, journals, dissertations, theses and theses without conducting a field survey. Then the results of data collection were analyzed for suitability of the research topics and themes to the theme of this research. The results of the analysis show that leadership management indicators for realizing school excellence include aspects of organization, learning, human resources and infrastructure, and organizational culture.

외식기업 관리자의 감성리더십이 자기효능감과 고객지향성에 미치는 영향

The basic purpose of this study is to investigate the relationship between the emotional leadership of restaurant business managers and its influence on self-efficacy and customer orientation. This study was limited to restaurant- related employees in the Seoul area and used convenience sampling among non-probability sampling methods. Hypothesis verification results Hypothesis 1 Among the components of emotional leadership, self-awareness ability and relationship management ability influenced self-efficacy. Hypothesis 2 Self-efficacy influenced customer orientation. Hypothesis 3 Among emotional leadership components, self-awareness ability and social awareness ability influenced customer orientation. This study is different from existing research by conducting a study on the impact of restaurant managers' emotional leadership on self-efficacy and customer orientation. Based on the analysis results, basic data on human resource management and leadership research in restaurant companies and practical measures on the management aspects of restaurant companies were presented.

Strategies for Competence Development in Dynamic Business Landscapes

In today's rapidly evolving business landscape, organizations face unprecedented challenges in sustaining competitiveness due to technological disruptions, globalization, and unpredictable market dynamics. To thrive amidst this turbulence, the cultivation of relevant competences has become a strategic imperative. This study explores competence development strategies tailored for navigating dynamic business landscapes. Through a mixed-methods approach, including qualitative interviews, focus groups, and quantitative surveys, key practices, challenges, and opportunities in competence development are examined. Findings reveal a variety of strategies, including continuous learning initiatives, agile talent management, and innovation ecosystems, employed by organizations to enhance competences. Additionally, the study highlights the importance of organizational resilience, change management, and ethical leadership in fostering adaptability and innovation. Recommendations for organizational leaders, practitioners, and scholars include embracing digital transformation, fostering learning cultures, addressing ethical challenges, investing in talent management, and promoting lifelong learning. While providing valuable insights, the study acknowledges limitations such as sample representativeness and reliance on self-reported data, suggesting avenues for future research. Overall, this study contributes to advancing understanding of competence development in dynamic business landscapes, offering actionable insights for organizational success amidst uncertainty and change.

Mapping study for health emergency and disaster risk management competencies and curricula: literature review and cross-sectional survey

BackgroundWith the increasing threat of hazardous events at local, national, and global levels, an effective workforce for health emergency and disaster risk management (Health EDRM) in local, national, and international communities is urgently needed. However, there are no universally accepted competencies and curricula for Health EDRM. This study aimed to identify Health EDRM competencies and curricula worldwide using literature reviews and a cross-sectional survey.MethodsLiterature reviews in English and Japanese languages were performed. We searched MEDLINE, EMBASE, CINAHL (English), and the ICHUSHI (Japanese) databases for journal articles published between 1990 and 2020. Subsequently, a cross-sectional survey was sent to WHO Health EDRM Research Network members and other recommended experts in October 2021 to identify competency models and curricula not specified in the literature search.ResultsNineteen studies from the searches were found to be relevant to Health EDRM competencies and curricula. Most of the competency models and curricula were from the US. The domains included knowledge and skills, emergency response systems (including incident management principles), communications, critical thinking, ethical and legal aspects, and managerial and leadership skills. The cross-sectional survey received 65 responses with an estimated response rate of 25%. Twenty-one competency models and 20 curricula for managers and frontline personnel were analyzed; managers' decision-making and leadership skills were considered essential.ConclusionAn increased focus on decision-making and leadership skills should be included in Health EDRM competencies and curricula to strengthen the health workforce.

Results from a global pharmacy leadership needs assessment: Opportunities to advance pharmacy leadership

Background: Leadership skills in the pharmacy profession are essential for career development and advancement. Pharmacy education is often not focused on developing these leadership skills. This study determines the exact pharmacist leadership traits needed across the globe. Methods: A three-part leadership needs assessment was developed by three International Pharmaceutical Federation (FIP) global leads for leadership development. Pharmacy management leaders within FIP headquarters vetted the survey for external validity, and their feedback was incorporated. In January 2021, the survey was disseminated to around 3000 FIP members using Qualtrics. The survey took approximately 15 minutes to complete 28 questions. Qualitative and quantitative analyses were used for the data. Results: A total of 239 participants (~8%) completed the survey. On average, participants felt that innovation/entrepreneurship, negotiating, strategic context, conflict management, and vision were among the top five leadership competencies that they would like more training in. When stratified by work setting, pharmacists in academia ranked conflict management, in inpatient hospitals ranked change management, and in community/retail settings ranked prioritisation as the top leadership competency need. Conclusion: Pharmacists in different work settings and different parts of the world have a need for different leadership skills which should be carefully considered when providing leadership training.

The role of provincial health administration in supporting district health management teams in the Democratic Republic of Congo: eliciting an initial programme theory of a realist evaluation

BackgroundIn 2006, the Ministry of Health in the Democratic Republic of Congo designed a strategy to strengthen the health system by developing health districts. This strategy included a reform of the provincial health administration to provide effective technical support to district health management teams in terms of leadership and management. The provincial health teams were set up in 2014, but few studies have been done on how, for whom, and under what circumstances their support to the districts works. We report on the development of an initial programme theory that is the first step of a realist evaluation seeking to address this knowledge gap.MethodsTo inform the initial programme theory, we collected data through a scoping review of primary studies on leadership or management capacity building of district health managers in sub-Saharan Africa, a review of policy documents and interviews with the programme designers. We then conducted a two-step data analysis: first, identification of intervention features, context, actors, mechanisms and outcomes through thematic content analysis, and second, formulation of intervention–context–actor–mechanism–outcome (ICAMO) configurations using a retroductive approach.ResultsWe identified six ICAMO configurations explaining how effective technical support (i.e. personalised, problem-solving centred and reflection-stimulating) may improve the competencies of the members of district health management teams by activating a series of mechanisms (including positive perceived relevance of the support, positive perceived credibility of provincial health administration staff, trust in provincial health administration staff, psychological safety, reflexivity, self-efficacy and perceived autonomy) under specific contextual conditions (including enabling learning environment, integration of vertical programmes, competent public health administration staff, optimal decision space, supportive work conditions, availability of resources and absence of negative political influences).ConclusionsWe identified initial ICAMO configurations that explain how provincial health administration technical support for district health management teams is expected to work, for whom and under what conditions. These ICAMO configurations will be tested in subsequent empirical studies.

Formation of professional competences in future specialists in sports management in a professionally oriented educational space

The problem of training sports managers is associated with significant qualitative changes in the organizational structure of physical culture and sports, with the commercialization of various physical culture and sports organizations and the emergence of private sports schools and clubs, where managerial activity in the field of physical culture and sports acquires a managerial and marketing orientation.
 The significance of the training of sports managers was analyzed, taking into account the types and functional duties; presentation of sports manager models in scientific research; conditions for the formation of professional competencies of a future specialist in sports management.
 The salary and rating of sports managers depends on the mastery of the acquired education, the ability to solve managerial tasks, human qualities, leadership qualities and creativity, appearance, knowledge in the chosen sport.
 The presence of professional disciplines in the content of the training of sports managers forms competences, professional knowledge, abilities and skills. Training programs consist of educational disciplines: «Introduction to sports management», «Sports mass media», «Sports events and facilities management», «Sports marketing», «Sports ethics», «Finance and accounting in sports activities», «Global sports business», «Sports law». Students complete coursework and undergo internships in sports organizations.
 The content of the training of sports managers takes into account the readiness of graduates for managerial activities in state and private organizations in the field of physical culture and sports. Education based on knowledge of social, legal, technical- organizational and economic aspects.

Management of Leader Quality and Modern Leadership for Religious-Based Higher Education Improvement

This study aimed to analyze in depth and objectively the quality of modern management of leaders and leadership in religious-based higher education in Indonesia to find a model for higher education quality improvement. This research was based on a qualitative approach known as phenomenology. Data collection was carried out through participant observation by interview and document study. Data analysis and interpretation showed that: (1) The main problem was poor management quality; (2) Weak management quality was caused by nerveless leaders and leadership. This primary factor influences other factors, just as they all affect one another.

“The magic triangle between bed, office, couch”: a qualitative exploration of job demands, resources, coping, and the role of leadership in remote work during the COVID-19 pandemic

BackgroundThe COVID-19 pandemic has necessitated many employees to work from home with immediate effect for several months, regardless of their workplace preference or situation at home. Against this backdrop, this study explores perceived job demands and resources as well as the role of leadership and coping strategies of employees and managers with little or no prior experience with working from home in the altered work environment.MethodsBased on the job demands-resources model, we developed an interview guide and conducted thirty-four semi-structured interviews. The interviews were transcribed and analyzed deductively-inductively using qualitative content analysis.ResultsExperienced job demands include, e.g., challenging, insufficient digital communication, and lack of social exchange, while greater flexibility and work-life balance were identified as valuable resources. Regarding the role of leadership, signaling trust, keeping regular contact, and supporting employees are important. To cope with the unforeseen yet persistent work situation, participants applied creative strategies by setting up offices at home with what they had at disposal. Differences were observed between employee and managerial perceptions as well as over time during the pandemic.ConclusionsThe results expand our knowledge about healthy remote work by adding specific demands, resources, and coping strategies employees and managers experienced during the extreme situation of the COVID-19 pandemic to the picture as well as specifying the role of leadership. Moreover, our findings provide a foundation for guidelines for healthy remote work design and collaboration in times of abrupt change and crises.

An empirical study on the role of leadership development program and its impact on entrepreneurial activities

Organizations support leadership development training programs to continuously improve the level of leadership competence and the supply of suitable applicants for leadership roles. One of the skills that entrepreneurs should cultivate to become “leaders” is leadership competency. In entrepreneurship, leadership has a significant role. Therefore, the purpose of this study is to explore the role of leadership development programs that include personal development, self-assessment, team management, strategic leadership, skilled knowledge, and relationship development, to know the way they influence entrepreneurial activities. To test the hypothesis under study, this research applies the Structural Equation Modelling (SEM) approach to the data being gathered from 365 employees and managers of entrepreneurial business firms in India. The obtained results show that personal development, skilled knowledge, and relationship development have a beneficial impact on entrepreneurial activities. In contrast, self-assessment, team management, and strategic leadership are found to have no beneficial impact on entrepreneurial activities. The combination of the ideas of leadership and entrepreneurship is suggested in this study, filling the gap in the previously provided cross-sectional data of the literature.

The Nexus of Functional Stupidity Geometrics: Unpacking the Stupidity Theory on Leadership as a Toxic Mix Between Leaving a Legacy and Leadership Failure in Business Organizations

This study fires shots on the irony of corporate stupidity in the 21st century. The present study reveals that corporate functional stupidity is viral among both smart and non-smart corporations leader, small and big corporations- capitalizing on leadership and intra-organizational power dynamics and the level of imbalances in authority between those leading and those being led [leadership-follower matrix]. The practice by corporates, especially leadership from within, to ‘construct and build huge’ systems of communicative blockades ear-marked at blind-folding and encourage employees to accept demonic and exploitative work practices as a prerequisite for corporate survival is ontologically surprising and a major cause for concern. This stupidity paradox in corporations spear-headed by leaders advances the notion that power dynamics and imbalances in authority at work places create stupid leaders who represents a distinctive form of cognitive failing. Paradoxically, modern corporations appear more stupidified from within. Stupidity is here viewed as functional and is understood definitively as a form of conceptual self-hampering, characterized by aetiology and with a range of delirious effects on both individuals at work and corporate performance at the other extreme. Functional stupidity, is in its entirety an “active refusal of using one’s intellectual capacity in other than myopic ways” and leadership. The present study is a product of the researcher’s quest and thirst for ontological perspectives in determining, what characterizes stupidity and determine the emancipatory models that are needed to contain the over-acculturalization of the practice. The primary research question posits and examines the salient characteristics of corporate functional stupidity. Together with other secondary questions, this question raises issues focused on interventions (stupidity management) leaders can make to drive down levels of stupidity in their corporates and make their organizations less stupid. A mixed methodological design is adopted in order to comprehend the ontology of functional stupidity as well as the original episteme of the same. This is done by reviewing existing literature on functional stupidity, with observatory and experiential knowledge obtainable from the researcher’s work experience. The employment of discourse analysis and content merging of other studies conducted elsewhere is becomes the pedal for data analysis. The primary finding is that corporate stupidity can translate into a dangerous sense of futility that prompts even the brightest employees to abandon objectivity and silently accept absurd tasks. Corporate stupidity is a common hazard in many companies but paradoxically enough-it can prove useful to maintaining a certain degree of cohesion. Study further shows that stupid leadership attempts to structure individuals' internal conversations in ways that emphasize positive and coherent narratives and marginalize more negative or ambiguous ones. Stupid leaders throw up a variety of communicative blockades that encourage employees to accept bad practices as an inevitability of life in the particular organizational ontology within which they find themselves. The study further perspective is that many corporations are caught in the stupidity paradox: they employ smart people who end up doing stupid things. This can produce good results in the short term, but can pave the way to disaster in the longer term. Paradoxically, the study reveals that when people are seized by functional stupidity, they remain capable of doing the job, but they stop asking searching questions about their work, get over possessed with loyalism and loose creativity and innovation. Smart corporations encourage stupidity that this pays off in the short term, but creates problems in the long term. The study recommends that systematic de-stupification and denaturalization of corporate leadership discourse is a necessary undertaking. The creation of deliberate innovative support cultures cannot be over-emphasized. The study unapologetically stands and proposes very practical steps that can be used to destupidify our corporations. Future research need to be contacted focusing on the benefits of creating stupid corporations whose stupidity manifests through the behaviour of its leaders. This study is not complete until further study is conducted across all corporates to deduce how stupidity can be transformed into both medium and long term benefits to the corporation.

Woman Leadership In Management: Systematic Literature Review

Research on women's leadership in management has shown significant interest for over the past sixty years. These studies delve into various aspects of women's leadership, perceptions of women as leaders, the suitability of women and men in leadership positions, and the barriers faced by women in holding leadership roles. Although more prevalent in developed countries and industries with a higher percentage of women in leadership positions, interest in women's leadership is steadily growing. This research provides crucial insights into understanding the barriers and experiences faced by women in leadership roles, with the aim of reducing gender gaps in leadership.

The neighbourhood effect on mental well-being in the Global South

ABSTRACT Although individual mental health is a growing concern for the Global South, the southern literature on health and planning has paid limited attention to space-sensitive neighbourhood studies on addressing the crisis. This paper highlights the importance of a holistic neighbourhood environment in shaping the mental well-being of citizens. Through a cross-sectional study of 14,222 households in 272 neighbourhoods of 13 cities across seven countries, the paper claims that there is a place effect on the mental well-being of citizens in rapidly urbanising Asian and African cities. This study demonstrates that the diverse physical and social attributes of neighbourhoods influence mental well-being. Better coverage of neighbourhood services, improved waste disposal services, quality neighbourhood health facilities and educational opportunities, high family solvency, safety, trust in neighbours, dwelling satisfaction, and habits of exercise are found to be the most influential attributes for good mental well-being. However, institutional attributes, like political leadership for neighbourhood management and neighbourhood-level associations, are less likely to be associated with good mental well-being. As the significance of influential attributes varies among neighbourhood wealth categories, cities and countries, a shift towards a place- and context-specific neighbourhood approach for policymaking can best address the mental well-being in rapidly urbanising cities in the Global South.

Environmental Corporate Social Responsibility and Environmental Performance: The Role of Green Human Resource Management and Green Transformational Leadership

The environment issue is currently receiving a lot of attention due to the trend of economic development associated with environmental protection, especially in developing countries. Therefore, this study investigates the relationships between environmental corporate social responsibility (ESCR), green human resource management (GHRM), green transformational leadership (GTL), and environmental performance (EP) in Vietnamese manufacturing companies. The study uses partial least squares structural equation modelling (PLS-SEM) to analyze data from 168 managers who are working in Vietnamese manufacturing companies. The study results show that the ECSR positively impacts GHRM, and GHRM positively impacts EP. Furthermore, ECSR has an indirect effect on EP via the mediating role of GHRM, and the influence of GHRM on EP is moderated by GTL. Finally, the findings empirically contribute to the body of literature in the context of ECSR, EP, GHRM, and GTL, utilizing the natural resource-based view theory and the Ability, Motivation, and Opportunity (AMO) theory.

Perspectives on gender diversity in the Australian valuation industry: experiences and insights from management and senior leadership

PurposeThis paper examines gender diversity in the Australian valuation industry from the perspective of valuers in senior management and leadership roles and discusses gender diversity policies and practices in their organisations. Then, it explores the initiatives that can be implemented to improve gender diversity in the Australian valuation industry.Design/methodology/approachA focus group discussion was conducted with valuers in senior management and leadership roles from selected large valuation firms and government valuation agencies in Melbourne, Australia. Data collected through the focus group discussion was combined with secondary data sourced from journals, online articles and archival materials.FindingsThe findings reveal that whilst gender diversity in the Australian valuation industry has improved over the years, females remain underrepresented. Nonetheless, whilst some valuation companies have recognised the need to address the underrepresentation of women and introduced specific gender-focussed human resource policies and practices, these initiatives are not streamlined and implemented across the industry.Research limitations/implicationsThe study highlights the need for closer collaboration between key stakeholders such as universities, professional associations, valuation companies and government agencies in devising strategies to attract female talents into the valuation industry.Originality/valueThe paper is the first empirical study to assess gender diversity in the Australian valuation industry from the perspective of valuers in management and leadership roles. The proposed policies can inform future initiatives to improve gender diversity in the valuation industry.

The Influence of Learning Leadership Competency Model on Teacher Performance

The introduction underscores the pivotal role of teachers in the Indonesian education system and acknowledges the challenges in achieving high-quality education. This study aims to assess the impact of the Learning Leadership Competency Model, Management Leadership, and Principal Decision-Making Ability on Pedagogical Competency and Teacher Performance, drawing insights from established leadership models and management functions to define the essential competencies for effective teaching. Employing a quantitative approach, the research utilizes Structural Equation Modeling (SEM) on a sample population for hypothesis testing. The section outlines the validity and reliability tests, including the R-Square test to gauge variable influence. Results emphasize the reliability of instruments and provide R-Square values for teacher performance and pedagogical competency. The study's population focuses on the impact of management leadership and principal decision-making ability on pedagogical competency and teacher performance, with a sample size of 100. Hypothesis testing indicates significant positive effects of management leadership, learning leadership competency, and pedagogical competency on teacher performance. The conclusion asserts that while decision-making ability doesn't directly impact teacher performance, it significantly influences pedagogical competency. Both management leadership and learning leadership competency exhibit positive effects on teacher performance and pedagogical competency. Notably, pedagogical competency emerges as a key factor influencing teacher performance.

Factors affecting implementation of digital lean in healthcare in the post-COVID world – mixed-method approach

PurposeDigital lean implementation can solve the dual problem of stagnating quality and rising costs in healthcare. Although technology adoption in healthcare has increased in the post-COVID world, value unlocking using technology needs a well-thought-out approach to achieve success. This paper provides a prescriptive framework for successfully implementing digital lean in healthcare.Design/methodology/approachThis study uses a mixed-method approach to achieve three research objectives. Whilst it uses a narrative review to identify the enablers, it uses qualitative thematic analysis techniques to categorise them into factors. The study utilises the delphi method for the thematic grouping of the enablers in the broader groups. The study used an advanced ordinal priority approach (OPA) to prioritise these factors. Finally, the study uses concordance analysis to assess the reliability of group decision-making.FindingsThe study found that 20 identified enablers are rooted in practice factors, followed by human resource management (HRM) factors, customer factors, leadership factors and technology factors. These results further counter the myth that technology holds the utmost significance in implementing digital lean in healthcare and found the equal importance of factors related to people, customers, leadership and best practices such as benchmarking, continuous improvement and change management.Originality/valueThe study is the first of its kind, providing the prescriptive framework for implementing digital lean in healthcare. The findings are useful for healthcare professionals and health policymakers.

Management Training Program and Leadership Mental Development for Field Staff of PT Intan Pertiwi Industri

Management Training and Leadership Mental Coaching Program at PT INTIWI aims to enhance managerial skills and the mental well-being of field personnel. Against the backdrop of understanding the complexity of fieldwork and the increasingly dynamic market demands, this program is designed to cultivate outstanding field leaders. Training methods involve discipline training, case-based training, pre-tests, and post-tests. Evaluation is conducted through pre-tests and post-tests, as well as participant feedback and field performance monitoring. The program is expected to have a positive impact, such as increased productivity, job satisfaction, and a reduction in stress levels. The success of this program will create a more balanced work environment and contribute to the strategic goals achievement of PT INTIWI.

Africanising Distributed Leadership in Environmental Education Curriculum Management

Distributed leadership (DL) is a collaborative leadership approach that involves sharing decision-making and responsibilities among multiple individuals or groups within an organisation or institution. In the context of environmental education (EE) curriculum management, DL holds signifi cant relevance and can bring several benefits to stakeholders. This article critically examines the concept of DL in EE curriculum management and argues for an Africanised approach. It is focused on but not limited to institutions of learning. Managing EE curricula shows minimal consideration of Africanised DL. Drawing on an African philosophy of ubuntu, the article argues that an Africanised approach to DL can better serve the needs of African communities and promote sustainability in the region. As a conceptual article, we explore relevant literature to advance the idea of DL from an African perspective. In an era of environmental crisis and degradation in South Africa and other parts of the continent, an Africanised DL on EE curriculum management has the potential to off er relevant solutions. The article concludes by refl ecting on the Africanisation of DL and making recommendations for implementing an Africanised approach to DL in EE curriculum management. Keywords: Africanised distributed leadership, distributed leadership, environmental education, environmental education curriculum management, ubuntu

Управленческое лидерство глазами курсантов военного института: социологическая оценка

The essence of the management leadership category is being specified. The selective results of the sociological survey “Leadership in the modern military team” are presented, conducted among the cadets of the Saratov Military Institute. Based on a theoretical and practical study, subjective assessments of managerial leadership by cadets are presented. It is justified that within the framework of the modern military team, an important role in preparing for the fulfillment of the assigned tasks and preparing subordinates to fulfill their duties (official and special) belongs to the commander, who, on the one hand, is a leader — a military official appointed by a higher body of military or state administration, and on the other hand, a leader — a leading military professional among his subordinates — members of the military team of a unit (unit). If his actions as a leader are mainly based on the strength of his administrative power, then as a management leader — on the strength of the public (group) opinion and collective mood of military personnel who recognize his merits, authority and respect for him, for his professionalism. It is proved that management leadership is a collective relationship between a manager and team members (boss and subordinates), built not only on his formal endowment with an administrative resource (power), but also on the acceptance and respect by the rest of the team members of this leader (boss), the definition and understanding of common goals, the distribution of formal and informal roles in this team. Management leadership is externally manifested as a system within the collective relations between the leader and members of the team (the head and subordinates), built not only on his formal endowment with an administrative resource (power), but also on the adoption and respect by the rest of the team of this leader (the head), the definition and understanding of common goals, the distribution of formal and informal roles in this team. It has been proven that within the framework of the functioning of a military institute, management leadership is a really achievable result of educational activities, its ultimate goal, which allows, determined by the requirements for the upcoming position, taking into account the specifics of the military team.