Organizational Leadership Research Articles

Does staff gender matter for project performance in international organizations? Evidence from the Asian Development Bank

ABSTRACT The performance of aid projects matters for development. Yet what shapes performance is insufficiently understood. According to interdisciplinary research on organisational management and bureaucratic representation, the gender of operational leaders in complex organisations can have a discernible effect on all aspects of the project cycle. Using a novel dataset specifically constructed for this research from complete documentation available for 3,500 Asian Development Bank projects, the analysis examines whether the gender of project leaders matters in explaining variation in project performance. These projects are targeted financial investments and technical support programmes implemented by Asian Development Bank in developing countries to build infrastructure, strengthen social services, and boost economic development. The study tests this relationship using multinomial-ordered logistic regressions and entropy matching. Testing the hypothesis that women’s leadership positively influences project outcomes, the analysis finds significant positive associations with efficiency ratings, while associations with relevance, effectiveness, and sustainability, though positive, are not statistically significant. This article contributes to the literature by estimating the differential impact of women vs men project managers on disaggregated performance measures. This research establishes potential mechanisms and opens avenues for future discourse.

What we do not see, does exist: exploring the realities of work engagement in virtual teams

Purpose The purpose of this study is to shed light on the job resources and demands of employees working in virtual teams and the impact of these job factors on their work engagement levels. Specifically, the authors focus on identifying the differing significance of employee job resources and demands on their virtual work engagement levels. Design/methodology/approach A qualitative approach grounded on abductive analysis is used to arrive at the findings. The methods for data collection include participant observation and semistructured interviews of 27 software engineers in the Indian information technology sector, working with virtual teams. Findings The authors identified the virtual-work-induced job demands and resources. Primarily, the authors found 14 job factors related to high and low levels of individual virtual work engagement, and classified them under eight aggregate dimensions: psychosocial hurdles, collaboration challenges, leadership and operational issues, dehumanization under job demands, supportive leadership, personal resources, alternate sources of income and learning goal orientation under job resources. Consequently, the authors built an importance–frequency work engagement map based on how these job factors are related to low and high levels of work engagement. Research limitations/implications This study’s qualitative nature limits the generalizability of the findings. Hence, further studies are encouraged to corroborate the findings. There is also a possibility of the social desirability bias that could have affected the results as participants may have perceived an element of risk in sharing all their honest feelings and perceptions. This may have especially been the case for those with higher status or positions in the company. Practical implications The findings suggest practical measures either to engage employees in their free time or to improve loyalty. There is a clear potential for the organization and virtual leader to communicate effectively about the expected goals, arrange informal interactions and reduce scrutiny of monitoring, thereby increasing the remote workers’ resources. Originality/value The originality of this study comes from multiple factors. First, the authors highlight ta contextual adaptation of the job demands-resources (JD-R) model into a virtual team context. By extension, the authors examine “how much” does both the job resources and demands contribute to the wellbeing of the employees working in virtual teams. Second, the authors construct an importance–frequency work engagement map (specifically for the virtual work context) based on the findings, which categorizes the observed resources and demands into four quadrants. The authors propose that this map could be a possible extension to the JD-R model, highlighting the differing significance of each resource and demand to employee work engagement.

Pengaruh Budaya Organisasi, Lingkungan Sekolah, dan Kepemimpinan Kepala Sekolah Terhadap Kepuasan Kerja Tenaga Pendidik dan Kependidikan di SMA Swasta Adhyaksa Ende

To analyze the influence of organizational culture, school environment, and leadership on job satisfaction of Adhyaksa High School teachers. This research includes quantitative research. The sample in this study were 34 educators and education personnel at 27 Adhyaksa Ende High School. Data were collected by distributing questionnaires that had been tested for validity and reliability. The results of this study indicate that first, there is no significant influence of organizational culture on job satisfaction, second, there is an influence of the school environment on job satisfaction, and finally there is an influence of leadership on job satisfaction. Organizational culture, school environment and leadership have a significant effect on job satisfaction of educators and education personnel of Adhyaksa Ende Private High School. This finding indicates that the increase in organizational culture, work / school and leadership will further increase the job satisfaction of educators and education personnel of Adhyaksa Ende Private High School.

Peran Kepuasan Kerja Dipengaruhi Gaji, Stabilitas Pekerjaan, Pengayaan Pekerjaan, dan Lingkungan Kerja terhadap Komitmen Karyawan

Employee commitment is an important factor for the success of industrial companies in Tangerang City, especially in the tire production industry sector, because committed employees tend to increase job satisfaction, productivity, and profitability. This study aims to determine the effect of salary, job stability, job enrichment, and work environment on job satisfaction and employee commitment. The method in this study is quantitative, with a non-probability sampling method and a purposive sampling technique of 150 male employee respondents in the mixing center department at XYZ company in Tangerang City who have worked for at least 2 years. The results of data analysis using Partial Least Square - Structural Equation Modeling (PLS-SEM) show that salary, job stability, job enrichment, and work environment have a positive effect on job satisfaction and employee commitment. This research encourages companies to focus more on job satisfaction and employee commitment. It is expected that future researchers will add other variables that may be influential, such as organizational culture, leadership style, and employee performance to broaden their understanding of the factors that influence job satisfaction and employee commitment.

Impact of participative leadership and hierarchical organizational culture on performance in Oman's food processing industry

This study investigates the complex interaction between organizational culture, employee engagement, leadership styles, and overall performance in Oman's Food Processing Sector, with a specific focus on the State-owned Oman Food Investment Holding Company (OFIC). A uniform questionnaire is distributed to 2,394 OFIC personnel across different divisions. Statistical analyses indicate that there are relationships at the organizational level. Specifically, participative leadership has a significant positive effect on performance (β = 0.144, p = 0.004). Additionally, a hierarchical corporate culture improves effectiveness (β = 0.555, p < 0.001) and also influences the connection between participative leadership and performance (β = -0.413, p < 0.001). Employee engagement does not play a role in moderating the relationship between participatory leadership and performance. The report highlights the importance of customized leadership and cultural strategies to maximize success in Oman's food business, with a focus on particular suggestions for improving organizations.

The relationship between organizational spirituality, leadership styles and employee well-being: the moderating role of organizational trust

The relationship between organizational spirituality, leadership styles and employee well-being: the moderating role of organizational trust

Creating Connection: Building a Culture of Belonging in the Workplace

This article explores how organizational leaders can cultivate a culture of connection where employees feel a strong sense of belonging by discussing the importance of social bonds for both individual well-being and organizational success based on research evidence showing that loneliness and lack of social connection are linked to poorer physical and mental health as well as lower performance, productivity and creativity at work, while socially-connected workplaces outperform those characterized by disconnect. The article provides strategies for leaders to promote meaningful social bonds by emphasizing the need to intentionally create an inclusive culture through implementing diversity, equity and inclusion initiatives to foster a sense of belonging for all employees, cultivating compassion by establishing formal and informal support systems that demonstrate care for employees' wellness, and facilitating shared experiences through community-building activities and social events that help employees connect on a personal level beyond just work tasks. Exemplar companies that comprehensively implement these types of initiatives through programs promoting unusually strong employee collaboration, retention, morale and organizational success are shown to benefit from nurturing social bonds so that when these bonds are cultivated, both individuals and their workplaces can thrive.

Protocol for COACH, an evidence-based intervention for improved head impact safety in youth American football developed using a community-engaged approach.

Subconcussive, repetitive head impacts sustained in collision sports may negatively affect brain health. American football practices are controlled environments amenable to intervention. Engaging community members is essential for successful development, implementation, and sustainability of viable interventions. The objective of this study is to develop and pilot test an evidence-based intervention to reduce head impact exposure in youth American football (i.e., football), using a community-engaged approach. This manuscript describes the co-design of the intervention and associated implementation plan and the study protocol for evaluating the effectiveness and feasibility of the intervention and implementation plan. In the first part of this study, focus groups with parents and coaches, and individual interviews with organizational leaders associated with two teams at the middle school level were conducted. An anonymous survey assessing beliefs and perceptions of non-concussive head impacts was given to parents, coaches, and organizational leaders within the local youth football league. Following the football season, qualitative and quantitative data describing determinants of head acceleration events in football were shared with 12 stakeholders of coaches, league and school administrators, parents, an athletic trainer, and local university player development director. Together, we co-designed COACH (COmmunities Aligned to reduce Concussion and Head impact exposure) and implementation plan using a strategic planning approach. The preliminary effectiveness and feasibility were assessed in the second part of this study. Youth football players participating on the teams in year 1 (control teams) were fitted with mouthpiece-based head kinematic sensors which measure head acceleration events (HAEs). HAEs were collected and quantified during team activities. Preliminary effectiveness of the intervention to reduce HAEs was measured among two new teams pilot testing COACH with mouthpiece-based sensors, while simultaneously monitoring implementation of the intervention. We report our study design and evaluation, and opportunities and challenges with our approach. The results will inform a future full-scale pragmatic trial to assess the implementation and effectiveness of the intervention program. NCT04908930.

Employing PIPRECIA-S weighting with MABAC: a strategy for identifying organizational leadership elections

Employing PIPRECIA-S weighting with MABAC: a strategy for identifying organizational leadership elections

Unveiling the Dynamics of Entrepreneurial Leadership and Radical Innovation Performance of China Internet SMEs: Resource-based View

This paper explores the interconnection between entrepreneurial leadership and the radical innovation performance of SMEs in China’s web development industry. Applying RBV theory and a quantitative research design with Smart PLS analysis results in an inquiry of entrepreneurial leadership’s impact on innovative outcomes. A quantitative research design was chosen, using SmartPLS 4.0, with the sample population being Chinese internet industry employees working for SMEs. The sample was made up of 268 employees working in Internet related SMEs in China. The study has demonstrated a notable and positive link between entrepreneurial leadership and radical innovation performance, thus highlighting the crucial role of this function in promoting innovation among the highly competitive Chinese Internet possessions. This study highlights the most important moderating role of entrepreneurial orientation which is its being a mental bridge between entrepreneurial leadership and radical innovation outcomes. The research further gives an insight into the rising relationship between entrepreneurial leadership and entrepreneurial orientation as a result of the moderating effect of power distance within Chinese internet SMEs. Thus, this research provides important information for Chinese Internet small and medium-sized enterprises that intend to increase their radical innovation capacity. It is a blueprint for organizational development and leadership which are the key factors needed to foster the sustainable growth of the internet industry in this dynamic environment.

Innovative Work Behavior in Response to Technology Readiness: The Role of Career Adaptability in the Ghanaian Public Sector

Background: In an era where technological advancements are reshaping the global workforce, understanding the dynamics of technology adoption within the public sector becomes paramount. This study examines how employees in the Ghanaian public sector respond to technology readiness (TR) in terms of their career adaptability (CA) and innovative work behavior (IWB). The uniqueness of this research lies in its empirical investigation of how TR’s motivational and inhibitory dimensions influence CA and, subsequently, IWB, within a context marked by rapid digital transformation. This study is essential due to the key role of Ghana’s public sector employees in national development, especially with ongoing digitization. It fills a research gap by assessing how these employees’ psychological readiness for technology affects their careers and innovation. Method: The study used a cross-sectional survey design and collected data from 484 public sector employees and their supervisors. Partial least squares structural equation modeling (PLS-SEM) was used to test the hypotheses. Results: Findings reveal that optimism, insecurity, and discomfort — components of TR — exert a significant influence on CA, which in turn fosters IWB. Interestingly, innovativeness did not predict CA, suggesting a nuanced interplay between TR dimensions and adaptability. Implications: By elucidating the factors that drive CA and IWB in response to TR, this study offers valuable insights for policymakers and organizational leaders seeking to enhance employee adaptability and innovation amidst technological changes. It underscores the importance of nurturing an optimistic and secure technological environment to cultivate a resilient and forward-thinking public sector workforce. Originality/Value: This study pioneers the exploration of TR’s impact on CA and IWB, utilizing the career construction model of adaptation as a theoretical lens. The findings provide actionable strategies for bolstering the public sector’s technological and innovative capacity, informed by the empirical evidence from the surveyed sample.

An Analysis of Servant and Autocratic Leadership in Church Organizations in Nigeria and Their Impact on Employee Performance, Satisfaction, and Productivity: Unraveling the Connection Between These Paradigms and Employee Contentment, Motivation, and Growth

Abstract: Leadership is central to contemporary management and organizational effectiveness. This study presents the findings of an examination and analysis of servant leadership, autocratic leadership, employee performance, employee satisfaction, and employee productivity. In particular, the servant leadership paradigm serves as a guide and model to organizational leadership, challenging traditional autocratic models. A conclusion is pursued with specific research, managerial, and theological implications. (Qiu & Dooley, 2022)(Angtud et al.2023)(Prasath et al.2021)(Chi et al., 2020)(Muzira et al.2020)(Sousa & van Dierendonck, 2021)(Hai & Van, 2021) Leaders exploiting internal resources and strengthening human and social capital lead to collective results such as competitive advantage and sustained performance. Literature reiterates that effective leaders tend to cultivate trust, innovation, and knowledge exchange by facilitating the creation of a culture that is both value-based and people-oriented. Leadership is the engine that drives human resources, and leadership behavior has been linked to job satisfaction, which is found to be positive when incumbents serve as servant leaders, and vice versa, found to be positive when leaders take on an autocratic leadership style.

Organisational support and strategies to address nurse burnout and enhance resilience.

The vital role of nurses in the delivery of safe and effective patient care is widely recognised. However, due to the significant stress associated with the role and its responsibilities, including ongoing challenges in healthcare organisations, there are high burnout rates among nurses. Burnout is defined as unmanaged workplace stress that causes physical, mental and emotional fatigue, and it has been recognised as an occupational phenomenon. It is essential to identify the early warning signs of nurse burnout so that it can be addressed in a timely manner. Resilience has an important role in supporting nurses to cope with and adapt to adverse experiences, thereby supporting them to improve their health and well-being and subsequently to provide high-quality patient care. This article outlines the support and strategies that nurse managers and organisational leaders can put in place to manage burnout and develop resilience among nurses.

Compassion-Based Resilience Training (CBRT) to protect and nurture community care providers

Purpose This case study describes pilot implementation of Nalanda Institute’s Compassion-Based Resilience Training (CBRT) with community care providers in New York City (NYC) to protect them from stress and trauma impacts and nurture their capacity to deliver skillful, compassionate care. Design/methodology/approach The Academy for Community Behavioral Health in NYC offered CBRT at no cost to a diverse cohort of 28 nonprofit care providers. This virtual eight-week course met weekly for 2 hours over Zoom, with formal and informal meditation practice between sessions. A mixed methods pre/post survey assessed changes in meditation practice, work-related stress and mindfulness and compassion. A final survey invited participant feedback on course experiences and course outcomes. Findings This case study suggests that a virtual eight-week CBRT course can be both feasible and effective for community care providers, even in their demanding roles. Most participants who started the course completed it (77%). CBRT helped participants establish a regular meditation practice and led to improvements on indicators of work-related stress, mindfulness and compassion. Participants linked these changes to an increased sense of hopefulness, agency and resilience for navigating stress and trauma in their work. They also found valued peer support in the course. Originality/value This case study offers one model for sharing effective but underused contemplative healing tools with care providers who encounter significant stress and trauma. It can inform efforts by funders, organizational leaders, managers, direct care staff and researchers to better protect these critical helpers.

Exploring the effect of transformational leadership and knowledge management in enhancing innovative performance: a mediating role of innovation capability

PurposeIn the highly competitive sector of state-owned enterprises in Indonesia, particularly within the electricity group, innovation is crucial for sustainability and growth. This study investigates the impact of transformational leadership and knowledge management on innovation performance, emphasizing the mediating role of innovation capability.Design/methodology/approachEmploying a quantitative approach, this research focuses on the upper management of 11 companies, gathering data from 196 out of 280 surveyed individuals through structured questionnaires. Structural equation modeling (SEM) was utilized for analysis.FindingsOur analysis reveals a dual role of transformational leadership; while it significantly enhances innovation capability, it unexpectedly detracts from innovation performance. Conversely, knowledge management boosts both innovation capability and performance. Significantly, innovation capability serves as a crucial mediator, amplifying the effects of both transformational leadership and knowledge management on innovation performance. These results highlight complex interdependencies within organizational leadership and knowledge frameworks.Practical implicationsThese findings can guide organizations in refining leadership and knowledge management strategies to bolster innovation. By enhancing transformational leadership skills, implementing robust knowledge management systems and fostering innovation capabilities, companies can better navigate the complexities of the modern market. The adaptation of these strategies should consider specific organizational cultures and market dynamics to optimize performance.Originality/valueThis research extends the resource-based view (RBV) by detailing the interplay between key organizational variables, offering fresh insights into their collective impact on innovation within the context of state-owned enterprises in Indonesia.

Leader vs team member - Differences in equality and hierarchical individualism and collectivism - the context of public and private organisations

The aim of the study presented here is to identify differences in levels of individualism and equality collectivism and hierarchical individualism depending on the type of organisation and the organisational role performed. A total of 810 people took part in the study, representing organisations in the public and private sectors with different organisational roles. Participants answered questions on the scale on individualism and collectivism of equality and hierarchy (KIRH), constructed based on Singelis and Triandis' (1995) concept. The survey was conducted in May 2023 in Polish private and public organisations. A two-factor analysis of variance was used to determine differences in the level of hierarchical and equalitarian individualism and collectivism according to organisation type and organisational role in the research design of organisation type (public vs. private) x organisational role (managerial vs. employee). The research shows that the level of equality collectivism varies according to organisational role. It is higher among managers than among team members. The level of hierarchical collectivism varies according to the type of organisation and role. It is higher among team leaders in public organisations. No significant differences were found in the level of equality and hierarchical individualism between public and private organisations, as well as between managers and team members. The study confirms the existence of cultural differences between the public and private sectors and between managers and team members. The study highlights that the individual personality traits of team leaders may be as important in shaping employee behaviour as the type of organisation. The study is a pilot study.

A concentric locus of control and triple bottom line model for responsible management: Theory development inspired by students from the Global South

Responsible management education is often viewed from an educator's rather than a student's perspective, as well as from a Global North rather than a Global South viewpoint. Addressing these gaps, this study aims to explore responsible management education through student perspectives from a Southeast Asian country. Utilizing online platforms and university channels, we recruited 542 students, with 492 valid responses analyzed. Analyzing the students' responses using keyword co-occurrence mapping, we identified a set of thematic clusters that reflect key aspects of responsible management: society, environment, company, business and responsibility, business decision, thing, and goal. These clusters were thematically grouped into a modified triple bottom line for responsible management, comprising organizational (which includes economic and ethical considerations), social, and environmental components. This grouping underscores the importance of economic considerations, ethical decision-making, environmental stewardship, and societal wellbeing in management practice. Building on these findings, we incorporate management—the final component emerging from the clusters—to propose a novel model that merges the triple bottom line with locus of control, forming concentric circles that offer a more robust lens for managerial decision-making. This model highlights the varying levels of control and influence managers have over organizational, social, and environmental aspects, providing a new approach for integrating responsible management into organizational leadership taught through responsible management education. Our study thus makes a significant contribution to advancing responsible management education theory and practice by incorporating student perspectives from the Global South and introducing an innovative model—the concentric locus of control and triple bottom line model—that can be used in responsible management education to shape the managerial outlook of future business leaders.

HR PRACTICES ADDRESSING MENTAL HEALTH CHALLENGES AMONG GEN Z

The study aims to explore Human Resources (HR) practices that cater to the mental health issues among Generation Z employees in the workplace. Given the fact that Gen Z is increasingly dominating the present workforce, companies would be forced to adapt their HR strategies to fit the special needs and sensitivities of this age group. This article explores various HR practices that include flexible work arrangements, training employees with regard to mental health, employee assistance programs, peer support networks, wellness initiatives, managerial support, digital mental health platforms, and workload management to ensure mental well being, curbing of the stigma associated with mental disorders, and creating a supportive work environment for the employees. By focusing on a literature review methodology, the paper synthesizes current research findings to provide insights for HR professionals, researchers, and organizational leaders.

Impact of artificial intelligence and knowledge management on proactive green innovation: the moderating role of trust and sustainability

PurposeIn this research, we seek to understand the effects of artificial intelligence (AI) and knowledge management (KM) processes in enhancing proactive green innovation (PGI) within oil and gas organizations. It also aims to investigate the moderator role of trust and sustainability in these relationships.Design/methodology/approachThis paper employs a quantitative analysis. Surveys have been gathered from the middle-line managers of twenty-four oil and gas government organizations to evaluate the perceptions of the managers towards AI, KM processes, trust, sustainability measures and proactive measures toward green innovation. Analytical and statistical tools that were employed in this study, including structural equation modeling with SmartPLSv3.9, have been used to analyze the data and to examine the measurement and structural models of this study.FindingsThe study results reveal a significant and positive impact of AI utilization, KM processes and PGI within oil and gas organizations. Furthermore, trust and sustainability turn out to be viable moderators affecting, and influencing the strength and direction of AI, KM and PGI relationships. In particular, higher levels of trust and more substantial sustainability commitments enhance the positive impact of AI and KM on green innovation outcomes.Practical implicationsUnderstanding the impact of AI, KM, trust and sustainability offers valuable insights for organizational leaders and policymakers seeking to promote proactive green innovation within the oil and gas industry. Thus, organizations can increase the efficiency of sustainable product development, process improvement and environmental management by using robust AI technologies and effective KM systems. Furthermore, fostering trust among stakeholders and embedding sustainability principles into organizational culture can amplify the effectiveness of AI and KM initiatives in driving green innovation outcomes.Originality/valueThis study extends the current knowledge by assessing the effect of AI and KM on proactive green innovation while accounting for trust and sustainability as moderators. Utilizing quantitative methods offers a nuanced understanding of the complex interactions between these variables, thereby advancing theoretical knowledge in the fields of innovation management, sustainability and organizational behavior. Additionally, the identification of specific mechanisms and contextual factors enriches practical insights for organizational practitioners striving for a practical understanding of the dynamics of the complexities of sustainable innovation in an AI-driven era.

Assessing ambidextrous leadership in organizations: review and future scope for research

Assessing ambidextrous leadership in organizations: review and future scope for research