Organizational Leadership Style Research Articles

Examining factors that affect staff performance in Lesotho Correctional Service

Staff performance remains critical in every organization’s and indeed country’s’ performance hence factors critical for ensuring high performance must always be interrogated. Using conclusions from survey data from 700 Lesotho Correctional Service employees, the study sought to examine the factors that affect performance, assessing the extent to which variables; leadership style, employee participation, working environment, organizational culture and motivation impact on employee performance. The research sample consisted of Correctional Service employees picked from six departments/units out of 13 using a probability one’s stage cluster sampling design. The subjects were randomly selected from a target population of 1000 employees to understand the factors that affect employee performance. The sample included the civilian staff, senior management, middle management and subordinate level staff mainly to balance views. The use of questionnaires, semi structured interviews and researchers’ observations was utilized to collect research data for analysis. The study reviewed departmental policies and published literature on Correctional and Prison services staff performance, behavior and satisfaction as a theoretical base to endorse study independent variables. Data revealed that work environment was perceived to have the greatest influence on Lesotho Correctional Service employee performance (mean=4.88). Other factors include organizational culture (mean=4.77), employee participation (mean=4.22), leadership style (mean=3.51), employee empowerment (mean=3.67), employee motivation (mean=3.65) and employee training (mean =3.89) indicated as affecting employee performance. The study revealed that the style of management, low salaries and allowances, flawed legislation, lack of appropriate human resource policies, and limited development opportunities affect staff performance. Regression estimation using n450 responses between study dichotomous dependent variable (employee performance) and independent variables; leadership style, employee participation, working environment, organizational culture and motivation proved all the independent variables significant in explaining employee performance. The five independent variables studied explain 67.4% of the staff performance in the Lesotho Correctional Services as represented by the R2. The study recommended institutionalization of the performance reward system, incentivizing ethical conduct to enhance professional conduct amongst the officers, enhancement of team work, pioneering leadership training and revising and strengthening the current performance management system as amongst strategies that can enhance Lesotho Correctional Service employee performance.

Budget Participation and Managerial Performance with Organizational Commitment and Leadership Style as A Moderation

The purpose of this research to know the effect of budgetary participation on managerial performance, whether organizational commitment moderates the effect of budgetary participation on managerial performance and leadership style moderates the effect of budgetary participation on managerial performance. This research uses primary data. The population in this study are managers who work in manufacturing companies in the city of Cilegon, Banten Province. Samples were taken using the purposive sampling method. Data analysis uses linear regression and moderated regression analysis. The result of this study stated that budgetary participation had a positive effect on managerial performance, organizational commitment, and leadership style moderating with the effect of strengthening the effect of budgetary participation on managerial performance.

Good Government Governance, Pengendalian Intern, Komitmen Organisasi, Gaya Kepemimpinan dan Kinerja Organisasi Perangkat Daerah

The application of the principles of Good Government Governance, internal control, organizational commitment, and leadership style is very important in organizational management. This study aims to obtain empirical evidence of the effect of Good Government Governance, intellectual control, organizational commitment, and leadership style on the performance of regional apparatus organizations (OPD) in Karangasem Regency. This study uses a quantitative approach using primary data. The sampling method used was saturated sampling technique. The sample used is 3 employees in each regional apparatus organization (OPD) with a total of 32 (OPD). The analysis technique used in this research is multiple linear regression analysis. Based on the results of this study, it shows that the influence of Good Government Governance, internal control, organizational commitment, and leadership style has a positive effect on the organizational performance of OPD Karangasem Regency.
 Keywords: Good Government Governance; Internal Control; Organizational Commitment; Organizational Performance Leadership Style.

PENGARUH GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI PADA PERUMBULOG KANWIL SUMUT

The writer used a quantitative descriptive method to research—population in this study, an employee of the North Sumatra Region BULOG Perum Office. The research sample was 43 people. The data collection technology used to distribute questionnaires/questionnaires using a Likert scale model. the estimated effect of the variables, multiple linear regression analysis was used with a confidence level of 95 percent (alpha = 0.05%). Data processing is indicated by the t value of leadership style and organizational culture, namely 2.492 and 2.156. These values ​​are above the t table value of 1.681, and the significant importance ​​of each variable is 0.017 and 0.007. This result explains that the leadership style (x1) and organizational culture (x2) individually have a significant and positive effect on employee performance (Y). The results of the F test are indicated by the F count, which is> from the F table number (6.047> 2.824), and the significant value is <0.05 (0.005 <0.05). Suggests that leadership style (x1) and organizational culture (x2) together have a positive and significant effect on employee performance (Y). Meanwhile, R square's value was obtained 0.723 (72.30%), which means that employee performance can be explained up to 72.30% by organizational culture and leadership style.

Four supply chain management systems: From supply chain strategies to human resource management

This article develops a conceptual model that supports and aligns supply chain strategies with organizational culture and leadership styles. We examine various supply chain theories and organizational behavior concepts to develop an integrated supply chain: the human factor model. Based on the underlying dimensions of environmental uncertainty and product complexity, we propose a 2x2 typology to identify four different supply chain systems that can be used by organization leaders to identify suitable supply chain strategies and compatible people management practices. We provide a useful and practical framework to analyze the alignment between the external environment and the internal organization of a supply chain system.

Pengaruh Budaya Organisasi, Motivasi Kerja Dan Gaya Kepemimpinan Transformasional Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Di Mining Support Division PT Kaltim Prima Coal

The Influence of Organizational Culture, Work Motivation and Transformational Leadership Styles on Employee Performance With Job Satisfaction as an Intervening Variable in the Mining Support Division of PT Kaltim Prima Coal.This study aims to test the influence of organizational culture (X1), work motivation (X2) and transformational leadership style (X3) on employee performance (Y2) through job satisfaction (Y1) in the Mining Support Division of PT Kaltim Prima Coal. This study took a sample of 62 respondent. While the data analysis techniques used are descriptive statistical analysis and path analysis.The results show the influence of organizational culture on positive but insignificant job satisfaction, the influence of transfomasional leadership motivation and style on positive and significant job satisfaction; the influence of organizational culture on employee performance is insignificant and positive; the influence of motivation and transformational leadership style on employee performance is significant and positive; and the effect of job satisfaction on employee performance is significant and positive.Keywords: Job Motivation, Work Discipline, Organizational Culture, Employee Performance

Perceived Organizational Politics, Leadership Style and Resilience: How Do They Relate to OCB, If at All?

The present study examines the relationship between Perceived Organizational Politics (POP) and self-reported Organizational Citizenship Behavior (OCB) focusing on three mediating variables, transactional leadership, transformational leadership, and resilience. 210 employees from a variety of organizations and backgrounds completed a questionnaire containing standard measures of the study variables. Analysis of the data using Amos statistical package shows that OCB is significantly associated with POP, and that leadership styles and resilience significantly mediate this association. The results are discussed in terms of employees’ motivation to react to lack of perceived clarity, justice and fairness by enhancing their self-report of OCB engagement. Further research is needed to better understand the meaning of self-reported OCB.

The Effect of Organizational Culture and Leadership Style on Employees at Radio Televisao de Timor Leste. Empresa Publico (RTTL.EP), Timor-Leste


 Organizational culture and leadership are part of human resources which are one of the capital and have a very important role for the success of a company or organization because good human resource management is the key to the successful achievement of the company's goals. The success of an organization in achieving its goals in addition to requiring a good organizational culture, also depends on the implementation of the leadership style. A strong leadership style in the organization is used to direct all available resources in achieving goals and optimizing success in a company. This study aims to determine to test and analyze the influence of Organizational Culture and Transformational Leadership Style on Employee Performance at RTTL.EP. The aspects studied are the employee's work culture, the leadership style of a leader, and the impact of the process of the two variables which will result in employee job performance. The phenomenon in this research is explored with quantitative methods. Data collection techniques are by distributing research questionnaires, interviews, and collecting secondary data. The sample taken was 180 samples of RTTL.EP employees. The results of this study are expected to be used as a work evaluation to improve organizational culture, leadership, and performance, this research can be used as a direction in improving employee performance at RTTL.EP so that it is always in line with the Vision and Mission of RTTL.EP, which is to provide quality programs to the audience.

Analysis of leadership style in organizations: A case study of the movie disclosure

Analysis of leadership style in organizations: A case study of the movie disclosure

Paternalističko liderstvo u poslovnom okruženju Kuvajta - kulturološki prihvaćeno, ali pretežno neefikasno

There is an assumption from the reviewed literature that Paternalistic Leadership (PL) is culturally endorsed as a leadership style in Kuwait. With many diverse perspectives on the effectiveness of paternalistic leadership, the research objectives of the current research are threefold. First, to examine if PL is recognized as a leadership style in Kuwait organizations, second, to test the effectiveness of that style if present, and third, to identify the specifics of the Kuwaiti leadership practice. The findings lead to the conclusion that PL is present in Kuwaiti leadership practices, culturally is endorsed, but otherwise is considered as an ineffective leadership style because of the influence of wasta.

Narrative Review of Leadership Development Programs among Medical Professionals

In the recent studies and large-scale radical change efforts to improve patient safety culture, leadership emerged as the most substantial influential factor in facilitating an organizational culture. Effective leaders care for and support their staffs to improve job satisfaction, loyalty, and productivity, which ultimately promote high-quality care increasing patients’ experience and overall healthcare service satisfaction. In this review paper, themes like leadership in organizational culture, leadership styles, and leadership qualities were analyzed to assess the effectiveness of medical leadership in a healthcare organization where professionals at the bottom often have more significant influence in decision-making than their managers. As most literature evaluated the impact of leadership development programs at personal levels, our study has addressed the paucity of studies that assess the mechanisms by which leadership programs stimulate learning and change at organizational-level outcomes. We found that good medical leadership in an organizational culture includes effective human resources and staff management, strong senior management support, a learning environment, time for improvement efforts, and psychological safety. Transformational leadership style also showed a positive association with job satisfaction, motivation, and teamwork. Besides, a leader’s well-being, pro-activeness, and willingness to learn are also essential factors. Our review advocates for leadership development programs in the medical curricula to morph leadership among medical students, graduates, and continuing physicians in a dynamic and interactive influence process.

PENGARUH BUDAYA ORGANISASI DAN GAYA KEPEMIMPINAN TERHADAP KINERJA GURU DENGAN LINGKUNGAN KERJA DAN KEPUASAN KERJA SEBAGAI VARIBEL INTERVENING PADA GURU SMA DI KECAMATAN DEWANTRAA KABUPATEN ACEH UTARA

This study aims to determine the effect of organizational culture and leadership style on teacher performance with work environment and job satisfaction as an intervening variable. The data used are primary data by distributing questionnaires to 140 respondents, namely teachers who teach at Senior High Schools in Dewantara District, North Aceh Regency. The method used to analyze the data is Structural Equation Modeling (SEM). The results of the study found that the organizational culture and work environment had a positive and significant effect on the work environment and job satisfaction of senior high school teachers in Dewantara District, North Aceh Regency. Furthermore, found organizational culture, leadership style, work environment and job satisfaction have a positive and significant effect on the performance of high school teachers in Dewantara District, North Aceh Regency. Furthermore, it was found that work environment variables and job satisfaction mediate fully the influence of organizational culture and leadership style on the performance of high school teachers in Dewantara District, North Aceh Regency. Based on the results of these studies it is expected that the leaders or principals in Dewantara Subdistrict, North Aceh Regency be able to give attention and priority in institutionalizing organizational culture and creating a conducive work environment to improve job satisfaction and teacher performance. Keywords: organizational culture, leadership style, work environment, job satisfaction and teacher performance

ORGANIZATIONAL CULTURE, THE ROLE AND CHALLENGES OF LEADERS IN THE NIGERIAN BANKING SECTOR: A STUDY OF ZENITH BANK PLC.

Given the limited understanding of the impact of organizational culture and leadership style on operational activities and outcomes, this study investigated how organizational culture and leadership styles affect employees’ operational activities. A total of 284 selected employees from Zenith Bank Branches in Rivers State, Nigeria participated in the study and responded to the already validated scales used in the study. As hypothesized, the study reveals that organizational culture and leadership style independently and jointly significantly influence operational activities experience by employee with individualistic dimension of organizational culture and democratic dimension of leadership style combining to impact more positively on operational activities. Theoretical and practical implications of the findings are discussed. The study recommends that; Zenith Bank should encourage individuals in leadership and supervisory positions to become more aware of the impact of their leadership style on the quality of life of their subordinates and to the extent that the context allow for it to modify and adapt their own behaviors to better match the value shared by their subordinates so that positive operational activities can be achieved for the employee and also help improve the productivity level of the organization.

Impact Assessment on the Economic and Financial Indicators of the Implementation of Lean Management Model

Abstract Objective: Understand how the increased competitiveness encourages industries to seek solutions in order to maintain or increase their market share, promoting the manufacturing of quality products at reduced costs. Methodology: In this study, an in-company analysis regarding the Lean performance evaluation methods present in the literature as well as already implemented in the industry was performed, focusing on the gaps of present models and needs for future. Findings: New philosophies arise such as the Lean Manufacturing, which is based on continuous improvement, aiming at optimizing the production system, eliminating waste and using fewer resources. Value Added: Based on the results, and with the objective of allowing comprehensive assessment of Lean performance independently by the companies, and the determination of improvement actions, a Lean performance evaluation method was developed in order to understand the impact in financial and economic figures of the case study. Recommendations: Take into account the main concepts of the social sciences, such as Organizational Culture, Leadership Style and Strategic Approach, considering the link with the financial economic performance.

Examining the impacts of organizational culture and leadership styles on the organizational performance indicators

The objective of this study is to examine the relationship between organizational culture and leadership and their impacts on such organizational performance indicators, organizational commitment and job satisfaction, by reviewing some of the previous organizational culture and leadership literature to clarify the links between both variables and their impacts on performance indicators. One might assume that a better organizational culture along with appropriate leadership style can lead to a higher level of job satisfaction and stronger commitment. Accordingly, if an organization has a strong organizational culture with a suitable leadership style which is able to keep the organization integration, this will result in the strengthening of organizational commitment, job satisfaction, and significant performance enhancement.

IMPACT OF LAISSEZ-FAIRE, TRANSACTIONAL AND TRANSFORMATIONAL LEADERSHIP

While the concept of leadership has been extensively explored, there is limited research investigating which leadership style is good for employees to increase their motivation level in the ICT sector. This research explores the impact of Laissez-faire, Transactional and Transformational leadership styles on the motivation of employees in the ICT sector in Nepal in quantitative methods. The survey questionnaire method was chosen for the data collection. Data were collected from 45 employees working in 5 different ICT companies inside the Kathmandu Valley, where they responded about the head of their organization's leadership style and their level of motivation. Convenience sampling was used. This research used multiple linear regression analysis to investigate the impact of Laissez-faire, Transactional and Transformational leadership on employees' motivation level. The result showed that Transformational leadership has a significant impact on the motivation level of employees in ICT sector in Nepal, while the same could not be said in the case of Laissez-faire and Transactional leadership styles.

A path analysis of diagnosis of employee job performance: Implications of the education office

The performance of education office organizations was influenced by the behavior of its employees. This study aimed to determine the direct and indirect influence of organizational culture, leadership style, personality, and organizational justice towards the job performance of the employee education office in Jakarta. Research samples were 221 employees of the Jakarta Education Office. Data collection using questioner with the Likert scale, The results of the research there was a direct influence of leadership style towards organizational justice; Organizational culture on organizational justice; Personality towards organizational justice; Leadership style on job performance; Organizational culture towards job performance; Personality towards job performance, then organizational justice towards job performance, and personality through organizational justice towards job performance. It was concluded that the level of job performance was influenced by variations in leadership style, organizational culture, personality, and organizational justice.

The Influence of Organizational Culture and Leadership style on Employee Performance with Organizational Commitment as Intervening Variable

This study aims to critically examine the application of organizational culture and leadership style carried out by PT Perkebunan Nusantara XIV and its impact on organizational commitment and employee performance. This research was conducted at PT Perkebunan Nusantara XIV by taking data from permanent employees. Data collection was carried out by distributing questionnaires. Data were collected from 213 respondents who were selected using considerations, namely that they must have criteria as permanent employees and have a service period of more than 1 (one) year. The method of analysis is Structure Equation Modeling with the AMOS program version 24.0. The results show that organizational culture and leadership style have a positive and significant influence on organizational commitment. Then, organizational commitment has a positive and significant influence on employee performance. organizational culture has a positive and significant influence on employee performance, but leadership style has no influence on employee performance. In addition, organizational culture and leadership style have a positive and significant influence on employee performance through organizational commitment.

The Influence of Organizational Commitment and Leadership Style Factors through Knowledge Sharing on The Performance of Employees of The State Civil Apparatus in The Investment and One-Door Integrated Services Office in East Luwu Regency

Improving the quality of government services in the era of globalization and digitalization is a demand for the State Civil Apparatus (SCA) to improve its performance. Employee performance is influenced by several factors such as organizational commitment, leadership style, and knowledge sharing. However, the phenomenon that exists in the field today is that the efforts made in building a sense of organization commitment, leadership style, and knowledge sharing of each SCA have not been maximized. This also happened at the Investment and One-Door Integrated Services Office (IODISO) of East Luwu Regency. For this reason, this research is expected to be able to provide solutions to the relevant agencies in improving employee performance. The three factors that have been mentioned are then measured using a questionnaire with question items in the form of a Likert scale that is submitted to each respondent. So the data obtained in the form of quantitative data. This data is then analyzed using path analysis. The analysis showed that organizational commitment and leadership style had a direct positive influence on knowledge sharing significantly. Then organizational commitment, leadership style, and knowledge sharing also have a positive direct effect on employee performance. Whereas organizational commitment and leadership style have an indirect positive influence through knowledge sharing on employee performance. This organizational commitment, leadership style, and knowledge sharing contributed to an influence of 92.1% on employee performance.

Organizational Commitment and Job Performance: Examining the Mediating and Moderating Roles of Organizational Citizenship Behaviour and Leadership Styles

Though a significant number of studies in organizational behaviour literature have shown a positive relationship between affective organizational commitment and job performance, the findings of some studies indicate that the relationship varies. This highlights the presence of mediator and moderator variables. Our study seeks to clarify when and why affective organizational commitment is more or less related to job performance by investigating the mediating role of organizational citizenship behaviour and the moderating effect of leadership styles (transactional and transformational) on this relationship. Using a quantitative survey we sampled 556 workers from the Metropolitan, Municipal and District Assemblies in Ghana. The empirical results from hierarchical multiple linear regressions showed a positive relationship between affective commitment and job performance whilst OCB also mediated this relationship. The moderation analysis revealed that leadership styles (transformational and transactional) strengthened the positive relationship between affective commitment and job performance with transactional leadership the most effective leadership style. The outcome of our study suggest that, though affective commitment positively relates with job performance the relationship varies with the leader’s leadership style. We realized that within the local government context in Ghana, organizational commitment is more closely or strongly related to job performance when leaders (MMDCEs/mayors) transactional rather than transformational leadership is high. The practical contributions of this study are thoroughly discussed.