Organizational Leadership Research Articles

The Social Risk ACTIONS Framework: Characterizing Responses to Social Risks by Health Care Delivery Organizations.

Social risks refer to individuals' social and economic conditions shaped by underlying social determinants of health. Health care delivery organizations increasingly screen patients for social risks given their potential impact on health outcomes. However, it can be challenging to meaningfully address patients' needs. Existing frameworks do not comprehensively describe and classify ways in which health care delivery organizations can address social risks after screening. Addressing this gap, the authors developed the Social Risk ACTIONS framework (Actionability Characteristics To Inform Organizations' Next steps after Screening) describing 4 dimensions of actionability: Level of action, Actor, Purpose of action, and Action. First, social risk actions can occur at 3 organizational levels (ie, patient encounter, clinical practice/institution, community). Second, social risk actions are initiated by different staff members, referred to as "actors" (ie, clinical care professionals with direct patient contact, clinical/institutional leaders, and researchers). Third, social risk actions can serve one or more purposes: strengthening relationships with patients, tailoring care, modifying the social risk itself, or facilitating population health, research, or advocacy. Finally, specific actions on social risks vary by level, actor, and purpose. This article presents the Social Risk ACTIONS framework, applies its concepts to 2 social risks (food insecurity and homelessness), and discusses its broader applications and implications. The framework offers an approach for leaders of health care delivery organizations to assess current efforts and identify additional opportunities to address social risks. Future work should validate this framework with patients, clinicians, and health care leaders, and incorporate implementation challenges to social risk action.

Justifying the Inclusion of Organizational Theory and Behavior (OTB) in PhD Programs in Educational Leadership and Policy (ELP)

This literature focused on an emerging construct in justifying the inclusion of organizational theory and behavior (OTB) in PhD programs in educational leadership and policy (ELP), and comparing this construct in relation to the rationale for inclusion, key organizational theories and behaviors for leadership and policy, and the benefits of organizational theory and behavior to PhD graduates that share a common concern in the dimension of effective leadership and policy in organizations. Drawing broadly from the interconnections and intersections of the organization theory and behavior literature, I offer a justification about the qualifications and benefits of OTB in ELP programs. The study likewise identified the concerns and questions to be addressed in the future and discuss their implications for research, leadership and practice. The present review indicated that OTB remains largely beneficial by offering insights into the evolution, functioning, process, progress, and research opportunities for new discoveries in leadership and policymaking to improve organizational effectiveness. Effective integration of organizational theory and behavior enhances graduate outcomes and preparing them to handle organizational challenges as future leaders and policymakers.

Strategies For Improving Teacher Performance Through Strengthening Organizational Culture, Transformational Leadership, Self-Efficacy, And Work Motivation

In the world of education, teachers have a very large and important role in teaching and learning activities because teachers are educators who are directly in contact with students, so teachers are required to have good performance in order to teach students who also have good quality. One of the educational problems faced by the Indonesian nation is the quality of education at every level and education unit, especially elementary and secondary education. Various efforts have been made to improve the quality of education, including through various training and improving teacher qualifications, procuring books and teaching tools, improving facilities and infrastructure, and improving the quality of school management. The research method used in this study is quantitative through path analysis and SITOREM analysis. The results of this study are that there is a positive relationship between the independent variable and the dependent variable when viewed from the path analysis, then the relationship is a functional relationship where teacher performance (Y) is formed as a result of the functioning of organizational culture functions (X1), transformational leadership (X2), self-efficacy (X3) work motivation (X4)

The Impact of Transformational Leadership Communication on Personal Leadership of Administrative Staff in Higher Education: A Case Study

Purpose – The aim of this study is to investigate how communication styles of transformational leaders affect the personal leadership of administrative employees. Aim – The paper aims to identify aspects of transformational leader communication that enhance personal leadership among administrative employees in higher education. Methodology – Research data was collected by a survey. The study sample consists of administrative staff from state University operating in Lithuania (N=115). Statistical data analysis, including the chi-square (χ2) test, Student's t-test, ANOVA, Smirnov-Kolmogorov test, Shapiro-Wilk test, and Spearman correlation (r) was conducted using SPSS Statistics 20. Findings – The study findings indicate that communication characteristic of transformational leadership promotes personal leadership, loyalty, job satisfaction, and positively impact organizational climate. Some aspects of transformational leadership differ by demographic factors such as gender, age and position Limitations of the study – The study acknowledges certain limitations, including the subjective nature of survey responses and the focus on a single organization's administrative staff, which may limit the generalizability of the results. Originality/value – This study is among the few exploring the impact of transformational leader communication on administrative employees' personal leadership, particularly within the context of Lithuanian organizations, and by analyzing demographic differences in this regard. It provides new insights into the importance of transformational leadership and its practical benefits in organizations. The research outcomes can assist organizational leaders in understanding how their communication can influence employees' personal leadership qualities. This understanding may lead to practical outcomes such as improved organizational structure, enhanced teamwork, and increased productivity.

Empowering voices: unveiling the dynamics of women's NGOs and state relations in Turkey

PurposeThis paper aims to examine the gender perceptions of members within women’s NGOs in Türkiye, highlighting the persistence of patriarchal values despite the rise in these organizations. The study provides insights into the influence of socio-political factors and demographic variables on gender attitudes within these organizations.Design/methodology/approachThe research utilized a survey conducted among 735 members of women’s NGOs in Istanbul and Ankara, gathering quantitative data on their attitudes toward gender inequality. The study employs a gender inequality index, supplemented with demographic and personal factors like age, marital status, education, political ideology and religiosity.FindingsFindings reveal that members of women’s NGOs often exhibit gender-inequitable attitudes, influenced by factors such as age, religiosity, political ideology and education. Contrary to expectations, these NGOs do not uniformly promote feminist values, and gender inequity is deeply entrenched within the organizational culture.Research limitations/implicationsThe study is limited by its focus on two major cities, which may not reflect the experiences of NGO members in other regions of Türkiye. The findings underscore the necessity to address structural constraints within women’s NGOs to promote genuine gender equality.Practical ImplicationsThis research suggests the need for critical awareness and capacity-building within women’s NGOs in Türkiye. Policymakers and organizational leaders can use these insights to develop targeted interventions that enhance gender consciousness and challenge patriarchal norms in civil society.Originality/valueThis study provides a novel exploration of gender attitudes within women’s NGOs in Türkiye, challenging the assumption that such organizations inherently promote feminist ideals. By combining empirical data with a socio-political analysis, the research reveals how entrenched patriarchal values persist within organizations that advocate for gender equality. This work contributes to understanding the complexities and contradictions in civil society’s role in gender politics, offering valuable insights for scholars and practitioners interested in gender, civil society and socio-political dynamics in Türkiye.

Examining the influence of work environment and compensation on employee job satisfaction: A case study of Al-Hoty Analytical Services in Bahrain

This study examines the impact of compensation and work environment on employee job satisfaction at Al-Hoty Analytical Services in the Kingdom of Bahrain. In a competitive global market, optimizing workplace conditions is crucial for enhancing employee morale and organizational performance. A sample of 152 employees from various departments at Al-Hoty Analytical Services was surveyed using a structured questionnaire, applying saturated sampling within a quantitative research framework. Data analysis was conducted using SPSS version 26. The results indicate that the physical work environment significantly contributes to higher levels of job satisfaction, emphasizing the importance of a well-designed workspace. The social work environment, while positively correlated with satisfaction (p = 0.926), did not significantly impact overall satisfaction (β = 0.385, p < 0.001). In contrast, both direct and indirect compensation had significant positive effects on job satisfaction, with direct compensation having a stronger influence (β = 0.273, p < 0.001) than indirect compensation (β = 0.238, p = 0.001). The study provides practical insights for organizational leaders and contributes to the broader understanding of job satisfaction dynamics.

Sustained Success: Evaluating the Enduring Effects of Leadership Training on Professional Growth

The focus of this longitudinal study is on the long-term effectiveness of leadership training modules on the professional growth of graduates, with a particular emphasis on the strategic management and leadership training modules in postgraduate management education programmes. The study aims to track a cohort of graduates over five years post-module completion, assessing their leadership skills, career progression, and their impact on organisational performance. The first phase of the study focused on the initial assessment of the ongoing influence of leadership training over time, highlighting the key areas of career progression. Data was collected at multiple time points—immediately post-completion, and at the 1, 2, and 5-year mark. This approach enables a comprehensive analysis of the trajectory of leadership development over time. The study employs quantitative methods, administering the same questionnaire annually to the same cohort of graduates. The consistent data collection allows for a robust comparative analysis across different years, providing insights into how the leadership training modules contribute to individual career progression and organisational outcomes over time. Initial findings revealed that six months after completing the module, 90% of respondents integrated the leadership concepts into their daily activities, with a 75% implementation rate. Additionally, 80% observed noticeable changes in job responsibilities, and 85% reported increased job satisfaction. One-year post-completion, 55% of the initial respondents participated in the study, with 29% engaging in further leadership development programs. All respondents perceived a significant improvement in job performance, and 41% received promotions or career advancement opportunities. Two years after completion, 29% of the original respondents remained employed at the organisation. Among them, 76% attributed their career advancements to the leadership module, and 80% felt confident in leading and managing teams. Additionally, 84% were satisfied with their overall career progression. Five years post-completion, only 13% of respondents remained employed, with 90% rating the module's long-term impact on their leadership abilities and career trajectory as significant. All these respondents had assumed leadership roles and rated their organisation's overall success positively. This research significantly contributes to understanding the sustained impact of leadership education and offers valuable implications for curriculum developers, educators, and organisational leaders, highlighting the importance of continuous investment in leadership development for long-term career and organisational success.

In the Eye of the Beholder: A Stakeholder Analysis of the Value of the "Promotion in Place" Competency-Based Time-Variable Graduate Medical Education Pilot.

Competency-based time-variable (CBTV) graduate medical education (GME) has been implemented in Canada, Europe, and the United States, yet its perceived value has not been explored. Promotion in Place (PIP) is a CBTV GME program in which residents graduating early advance to attending status with "sheltered independence" until the standard graduation date. This study describes perceived value of CBTV GME and PIP at Mass General Brigham by capturing diverse stakeholder perspectives. In this stakeholder analysis using semistructured interviews (June 2022-August 2023), 49 participants were invited (44 representative members and 5 external stakeholders) from 11 GME programs: PIP eligible residents, program directors (PDs), chairs, service chiefs, and external national medical education organization leaders. Authors' understanding of value was informed by Harvey and Green's conceptualization of quality in higher education as "fit for purpose," "standards monitoring," "transformation," and "value for the money." Deductive codes and inductive subcodes captured diverse perspectives of value. Of the 49 invited stakeholders, 34 (69%) were interviewed across 5 stakeholder groups. Nearly all groups cited aspects of PIP that are "fit for purpose" as evidence of value; PIP supported "workforce readiness" and provided "sheltered independence" as intended. External stakeholders, PDs, service chiefs, hospital leadership, and faculty cited value aligning with "standards monitoring" (e.g., PIP must maintain or improve patient and resident outcomes). Nearly all groups cited aspects of PIP aligning with "transformation" as evidence of value. PIP promoted "independent decision-making" and enhanced trainee confidence. Chairs cited aspects of PIP aligning with "value for the money" (e.g., "cost neutral" as optimal for sustainability and avoidance of "hidden costs" such as assessment burden). Understanding perceptions of PIP and CBTV GME value is critical to engaging diverse stakeholders and extending CBTV GME to more programs and specialties. PIP's transformative nature underscores the added value of CBTV GME.

Professional Self-Care in Social Work Practice: A New Conceptual Framework.

Social work practitioners have experienced increased rates of burnout, fatigue, and occupational stress. To combat deteriorating mental health, the National Association of Social Workers' Code of Ethics has called for a renewed focus on self-care practice. Yet, self-care education often fails to consider how to integrate practices into the workplace, especially with constrained resources and increasing caseloads. The purpose of this study was to examine healthcare social workers' perceptions of self-care in the workplace. Semistructured virtual interviews were conducted with healthcare social workers (N = 43) across the state of Texas. Interviews were transcribed verbatim and redacted to protect participant confidentiality. Through content analysis, the research team analyzed transcripts by selecting meaningful units of text to create codes and categories. Themes were then developed, and the research team refined codes, discussed inconsistencies, and reached consensus. Findings demonstrate self-care in the workplace includes (a) individual strategies, identified by strong and trustworthy peer support systems and boundary management; (b) intrapersonal strategies, identified by formal supervision and advocacy and activism; and (c) institutional strategies, identified by ethical workplace cultures that invest in mental health and explicitly value social work. These data inform a framework to adapt self-care from an individual necessity to a shared responsibility among organizational leadership.

Unlocking data: Decision-maker perspectives on cross-sectoral data sharing and linkage as part of a whole-systems approach to public health policy and practice.

Secondary data from different policy sectors can provide unique insights into the social, environmental, economic and political determinants of health. This is especially pertinent in the context of whole-systems approaches to healthy public policy, which typically combine cross-sectoral collaboration with the application of theoretical insights from systems science. However, the sharing and linkage of data between different sectors are still relatively rare. Previous research has documented the perspectives of researchers and members of the public on data sharing, especially healthcare data, but has not engaged with relevant policy and practice decision-makers. We sought to work collaboratively with decision-makers relevant to healthy public policy and practice in Scotland to identify practical ways that cross-sectoral data sharing and linkage could be used to best effect to improve health and reduce health inequalities. We facilitated three sequential stakeholder workshops with 20 participants from local and central government, public health teams, Health and Social Care Partnerships, the third sector, organisations which support data-intensive research and public representatives from across Scotland. Workshops were informed by two scoping reviews (carried out in June 2021) and three case studies of existing cross-sectoral linkage projects. Workshop activities included brainstorming of factors that would help participants make better decisions in their current role; reflective questions on lessons learnt from the case studies; and identifying and prioritising recommendations for change. Findings were synthesised using thematic analysis. Scotland; public and third sector data. Based on the workshops, and supported by the reviews and case studies, we created a visual representation of the use of evidence, and secondary data in particular, in decision-making for healthy public policy and practice. This covered three key overarching themes: differing understandings of evidence; diverse functions of evidence; and factors affecting use (such as technical, political and institutional, workforce and governance). Building on this, workshop participants identified six guiding principles for cross-sectoral data sharing and linkage: it should be pragmatic; participatory; ambitious; fair; iterative; with holistic and proportionate governance. Participants proposed 21 practical actions to this end, including: a strategic approach to identifying and sharing key data sets; streamlining governance processes (e.g. through standardised data sharing agreements; central data repositories; and a focus on reusable data resources) and building workforce capacity. To make these possible, participants identified a need for strong political and organisational leadership as well as a transparent and inclusive public conversation. Participation from some stakeholders was limited by workload pressures associated with the COVID-19 pandemic. No consensus was reached on the impact, effort, and/or timing of some recommendations. Findings were closely informed by the Scottish context but are nonetheless likely to be relevant to other jurisdictions. There is broad consensus among key stakeholders that linked cross-sectoral data can be used far more extensively for public health decision-making than it is at present. No single change will lead to improved use of such data: a range of technical, organisational and political constraints must be addressed. This article presents independent research funded by the National Institute for Health and Care Research (NIHR) Public Health Research programme as award number NIHR133585.

Health Care Leadership in the AI Era: A Seventh Test for the Decade Ahead

AI poses challenges and opportunities that require qualitative change in the skills of leaders of health care organizations. It remains essential that leaders have expertise in operational excellence and strategy, but now they must add management of “breakthrough innovation” and leadership of the culture change necessary to take full advantage of AI. AI has the potential to help address several of the “problems with no solution” that currently challenge health care. Leaders who can move quickly and effectively will bring their organizations important competitive advantage.

In the "Drivers'" Seat: How to Improve Drivers of Health, from Vision to Impact.

Despite focusing on drivers of health, or social determinants of health, for more than a decade, health care organizations have made minimal progress in improving these factors and associated health outcomes. This data- and theory-driven analysis looks at (1) why that is the case and (2) how organizational leaders and operators can go about correcting it. The authors' research finds that lack of progress is often due to ill-fit, entrenched business models that were optimized for a fee-for-service environment and cannot easily pivot to focus on drivers of health. Additionally, leaders are often unclear about what to change and overwhelmed by how to do it. The authors propose a 5-step strategy and execution process to address these challenges, laying out an end-to-end road map that enables health care leaders to meaningfully improve drivers of health and associated health outcomes for their patients and communities.

Balancing Retention: the Role of Co-Worker’s Relationship and Professional Development in Shaping Job Satisfaction Among Young Workers in Medellín

Purpose: Job satisfaction among young employees is crucial for organizations, as it positively influences productivity and well-being. This study explores the factors associated with job satisfaction among employees aged 20 to 30 in organizations in Medellín-Colombia. Design/methodology/approach: Data was collected from 400 young employees across various organizations in Medellín, a pilot test ensured the reliability of the instrument using Cronbach’s Alpha. A CUB model was used to identify key factors affecting job satisfaction. Findings: Professional development (PD) and workload (WL) appeared as significant factors influencing both job satisfaction and the intention to stay, while Leadership quality persepction of superiors (LQ) lacked individual statistical significance, they contributed to the overall model's significance. Practical implications: Organizations should foster professional development and manage workloads effectively to reduce turnover among employees aged 20 to 30. Originality/value: Although job satisfaction has been widely studied, little attention has been given to young employees. This research bridges that gap by analyzing the social-psychological factors influencing their job satisfaction and intention to stay, offering insights for HR managers and organizational leaders.

Unveiling the antecedents of sustainable performance: Insights from hospitality industry managers

The hospitality industry faces significant challenges in achieving sustainable performance, particularly amidst a rapidly changing market and environmental uncertainties. Unfortunately, previous studies have paid limited attention to this specific aspect of performance. This study explores the antecedents – organizational resilience, dynamic capabilities, agile leadership, and organizational ambidexterity – that contribute to sustainable performance among managers in this sector. A self-administered electronic questionnaire was used to collect primary data from 210 hotel managers at various levels in Makassar, Indonesia, following a purposive sampling approach. The relationships were analyzed using partial least squares structural equation modeling (PLS-SEM) with SmartPLS 4.0. The results indicate that organizational resilience and agile leadership significantly influence sustainable performance, while dynamic capability and organizational ambidexterity do not show a significant impact. Furthermore, both organizational resilience and dynamic capability are significant to organizational ambidexterity, and they also significantly contribute to agile leadership. These findings illuminate the critical determinants affecting sustainable performance in the hospitality sector, providing valuable insights for practitioners and policymakers aiming to enhance sustainability practices in the industry.

Unlocking the Potential of Pediatric Virtual Care: An e-Delphi Study on a Virtual Caregiver Participation Framework in Audiology.

Virtual service delivery models in audiology have become more accessible due to recent technological advancement and improved system-level uptake following COVID-19. Although current evidence identifies the benefits of virtual care to families with children who are d/Deaf or hard of hearing and supports its use in practice, this delivery model is still underutilized. This research aimed to gain consensus on an evidence-informed virtual caregiver participation framework developed from a scoping review of the communication sciences and disorders literature. A two-round modified e-Delphi study was conducted to survey 26 knowledge users from four different countries with experience in virtual audiology care, including caregivers, audiologists, researchers, and organizational leaders. The study employed Delphi techniques, building from a scoping review to synthesize existing literature informing the knowledge gap, including online surveys and team discussions. Consensus was defined numerically (75% agreement) and by comparing and interpreting text-based responses. The resulting framework grouped nine categories of caregiver participation in virtual care according to three main readiness domains: core readiness (opportunities to participate, perceived value, and willingness to participate), engagement readiness (child capacity, family-provider relationship, and role in the care process), and structural readiness (environment for participation, support, and technology). This work adds novel contributions to the field, through the development of a framework for caregiver participation in virtual audiology care, that can be used to support family involvement and will guide clinical tool development and future research efforts.

Organizational Culture and Leadership Style Among Local Government Unit of Davao del Norte, Philippines

This study investigates the relationship between organizational culture and leadership styles among Local Government Unit (LGU) departments in Santo Tomas, Davao Del Norte. A descriptive correlational research design was employed, with data collected from 108 department head employees using a sample size calculator. The organizational culture questionnaire was adapted from Dawson et al. (2011), while the leadership style questionnaire was derived from Marx et al. (2015). Respondents completed the questionnaires personally distributed and collected by the researchers. The findings revealed a mean score of 4.45 (very high) for organizational culture and 4.51 (very high) for leadership style. A significant positive correlation was identified between organizational culture and leadership styles (r = 0.573, p = 0.001), indicating that higher levels of organizational culture are associated with enhanced leadership styles. These results highlight the crucial role of organizational culture in shaping leadership behaviors within LGU departments. The implications of these findings are discussed about organizational development and leadership practices in public administration.

Measuring Research Capacity: Development of the PACER Tool.

Evaluating research activity in research departments and education programs is conventionally accomplished through measurement of research funding or bibliometrics. This limited perspective of research activity restricts a more comprehensive evaluation of a program's actual research capacity, ultimately hindering efforts to enhance and expand it. The objective of this study was to conduct a scoping review of the existing literature pertaining to the measurement of research productivity in research institutions. Using these findings, the study aimed to create a standardized research measurement tool, the Productivity And Capacity Evaluation in Research (PACER) Tool. The evidence review identified 726 relevant articles in a literature search of PubMed, Web of Science, Embase, ERIC, CINAHL, and Google Scholar with the keywords "research capacity" and "research productivity." Thirty-nine English-language studies applicable to research measurement were assessed in full and 20 were included in the data extraction. Capacity/productivity metrics were identified, and the relevance of each metric was data-charted according to 3 criteria: the metric was objective, organizational in scale, and applicable to varied research domains. This produced 42 research capacity/productivity metrics that fell into 7 relevant categories: bibliometrics, impact, ongoing research, collaboration activities, funding, personnel, and education/academics. With the expertise of a Delphi panel of researchers, research leaders, and organizational leadership, 31 of these 42 metrics were included in the final PACER Tool. This multifaceted tool enables research departments to benchmark research capacity and research productivity against other programs, monitor capacity development over time, and provide valuable strategic insights for decisions such as resource allocation.

How People With Lived Experiences of Homelessness and Sex Trades Become Social Service Leaders in Sex Trafficking, Sex Trading, and Youth Organizations: A Community-Engaged Study.

Organizations that work with people who trade sex for compensation (including sex work and trafficking) and who are homeless employ lived experience experts to enhance the relevance and utility of services. We sought to understand how lived experience experts become social service leaders and the conditions that influence their pathways and well-being. Influenced by anti-capitalism and anti-white-supremacy, we used an intersectional, community-engaged, constructivist grounded theory approach to conduct semi-structured, in-depth interviews with 26 adults with lived experiences who were currently employed in an organizational leadership role. Participants were ages 22-43; 50% people of color; 26% trans and gender expansive; and 62% queer. We found that lived experience experts were mostly situated either within an individualist or collectivist organizational context. Participants in the individualist context typically began their trajectories through storytelling, which contrasted with those in the collectivist context who began by organizing around a cause or policy. A cycle of internal and external validation (e.g., mentor affirmation and increased self-worth) and invalidation (e.g., insufficient pay; exploitation of their stories; and identity-based exclusion) resulted. Emerging conflicts were perceived and addressed differently depending on participants' contexts, with some additional barriers for those advocating for sex work decriminalization. Findings suggest that there may be insufficient funding structures, mentorship, and leadership development practices and policies to support lived experience experts. Left unaddressed, lived experience experts, especially those who are multiply minoritized, may transition to other roles and/or out of advocacy movements. Anti-capitalist practice, policy, and research implications that counteract harms and support employees' mental health are discussed.

Effects of Leadership Styles on Employees Job Performance: A Case Study of a Public Sector Organization in Ghana

Institutions are supervised by managers who are expected to direct their subordinates towards the achievements of organizational goals. Achievement of goals in an organization largely depends on the relationship between the supervisors and subordinates. Leadership styles play a crucial role in every organization in terms of industrial harmony and achievement of goals. Managers depending on the situation could employ democratic, autocratic or laissez-faire leadership styles to get organizational goals and objectives achieved. Primary data from public sector employees was used for this study based on the objectives of the study. Data was gathered from 50 employees using closed-ended questionnaires. The number of respondents was selected randomly from a population of 135 and determined using Yamane, 1974 formula and Browly proportional formula as indicated by Kumar 1976. The questionnaire were divided into three sections thus background characteristics of the respondents, respondents’ perception of their superiors’ leadership styles, employees’ assessment of their job performance respectively. The leadership styles were categorized autocratic, democratic and laissez-faire. The leadership and performance scales were measured using a 5-point Likert scale thus, 5=strongly agree; 4=agree; 3=undecided; 2=disagree; 1=strongly disagree. The outcome of the research was to the effect leadership exist in organizations have positive or negative impact on the job performance of workers. The results showed that a democratic leadership style has a significant positive impact on job performance within an organization, while autocratic and laissez-faire leadership styles contribute to apathy and lower work performance. Moreover, it was suggested among other things that the use of laissez-faire and autocratic styles should be discouraged since they are could be a recipe of creating lawless working environment which could result in low productivity.

Attitudes and Perceptions of Leadership on Succession Planning in the Indian Manufacturing Sector

This study explores the critical role of organisational leadership in the implementation of succession planning within Indian manufacturing organisations, given the increasing importance of seamless leadership transitions for maintaining operational stability and organisational resilience. The research investigates the attitudes and perceptions of senior leaders towards succession planning, focusing on how their views influence the execution of these strategies. Employing a mixed-methods approach with quantitative and qualitative interviews, the study gathers insights from a representative sample of organisational leaders. The main objectives are assessing leadership attitudes towards succession planning and understanding their perceptions of its implementation. Two key hypotheses are proposed: H01 asserts that leadership attitudes have no significant impact on succession planning, while H02 posits that leadership perceptions do not significantly influence its execution. Analysis of the collected data aims to reveal the extent to which leadership perspectives shape succession planning practices, providing valuable insights and recommendations for strengthening leadership approaches and succession frameworks. The findings are expected to contribute to a broader understanding of how effective leadership can foster a strong succession planning system, driving sustainable growth and resilience in the manufacturing sector.