Paternalistic Leadership Style Research Articles

Leadership dynamics in nursing: a comparative study of paternalistic approaches in China and Pakistan

PurposeThis study aims to examine the impact of nurses’ paternalistic leadership style on performance, in the presence of underlying mechanisms, i.e. self-efficacy as a mediator in the high-power distance societies, namely, China and Pakistan, based on social exchange theory. Both healthcare sectors have seen several behavioral advancements in recent years. To improve things, even more, behavioral elements such as the influence of leadership styles, personality traits and so on have become more important. However, leadership styles, particularly paternalistic leadership, have received little attention in this field and need to be highlighted along with the mediating and moderating effects.Design/methodology/approachData were collected from public and private sector hospitals in China and Pakistan using a 6-week time lag technique. Firstly, 356 Chinese and 411 Pakistani nurses were surveyed about their perceptions of power distance, self-efficacy and paternalistic leadership. Their managers were called six weeks later for a dyadic response to provide feedback on nurses’ performance. For confirmatory factor analysis, AMOS 22 and for regression analysis, SPSS 22 was used.FindingsAccording to the study's findings, nurses in both countries perform well when led by a paternalistic leader. Furthermore, self-efficacy explains the relationship between paternalistic leaders and nurses’ performance. The moderated-mediation result also supported the importance of power distance.Originality/valueThis study highlights the kind of nursing leadership which is beneficial in high-power-distance societies and leads to better performance. According to this research, paternalistic leadership improves nurses’ performance in both China and Pakistan. As a result, this study will be useful in high-power-distance societies, where hospital administrators can ensure that paternalism is implemented in leadership, thereby improving nurse performance.

A Study on Paternalistic Leadership Style and its Implication on Workplace Relationship

This study looks into how relationships at work are affected by a paternalistic leadership style. A thorough examination using regression, correlation, and chi-square tests yields a number of important conclusions. First, it has been illustrated that paternalistic authority significantly advances positive working environment connections by factually noteworthy Pearson chi-square, probability proportion chi-square, and linear-by-linear affiliation chi-square tests. Furthermore, a Spearman’s rho coefficient of 0.538 and a p-value underneath 0.001 bolster the momentous positive affiliation between judgments of supervisors’ paternalistic authority properties and the certainty in its positive impact on collaborative adequacy. The regression analysis’s findings clarified the residuals and expected values, displaying accurate forecasts and an average of 3.81 for the mean predicted value. These results highlight the value of paternalistic leadership in creating a favourable work environment and indicate that it is still applicable in project-based organizational contexts.

Analisis Pengaruh Gaya Kepemimpinan Terhadap Kinerja Staf Pelayanan Medis Dan Paramedis Di RSUD Tarempa Kepulauan Anambas Riau

There are many factors that influence employee or employee performance at work. that performance is basically influenced by many factors, one of which is work motivation in carrying out tasks. One of the factors that can influence employee performance is work motivation, incentives (compensation), and leadership. The aim of this research is to determine and analyze the influence of leadership style on the performance of medical and non-medical service staff at Tarempa Hospital, Anambas Islands, Riau in 2024. This type of research uses a descriptive analytical survey with a cross-sectional design. The population in this study was all the medical and non-medical service installation staff at Tarempa Regional Hospital, Anambas Islands, Riau, totaling 78 people. While the sample numbered 78 people, this population sampling was carried out with the total population. Data analysis was carried out using univariate, bivariate and multivariate analysis. Based on the results of the chi-square test, it is known that the performance of medical and non-medical service staff has an influence on Militaristic Leadership Style, Paternalistic Leadership Style, Laissirez Fair Leadership Style and Democratic Leadership Style p = 0.000, meaning that there is an influence of Militaristic Leadership Style, Paternalistic Leadership Style, Leadership Style Laissirez Fair and Democratic Leadership Style. on the performance of medical and non-medical service staff. From the results of the multivariate analysis, it is known that the most influential variable in this study is the Democratic Leadership Style variable with an odds ratio (OR) value of 62,850 which predominantly influences medical and non-medical service staff. The conclusion in this research is that the appropriate leadership style applied by medical and non-medical services is a democratic leadership style. This is because based on research results, democratic leadership style is the most dominant influence on the performance of medical and non-medical service staff. It is recommended that medical and non-medical service staff strive to improve the performance of medical and non-medical services through reading and discussion activities and discipline when entering work.
 

Relationships of Transformational and Paternalistic Leadership Styles With Follower Needs, Multidimensional Work Motivations and Organizational Commitment: A Mediated Model.

Paternalistic Leadership (PL) style is suggested to be an emic manifestation of Transformational Leadership (TL) in cultural contexts characterized by high power distance and collectivism. The present study investigated the effects of TL and PL behaviors on employees' multidimensional work motivation and organizational commitment and the mediating effects of satisfaction of psychological needs (needs for autonomy, competence, and relatedness) in these relationships. Data were collected from 423 white-collar employees and analyzed by Structural Equation Modeling. The findings revealed that TL was significantly related to employees' autonomous and controlled work motivations as well as amotivation via its association with the satisfaction of employees' needs for autonomy, competence, and relatedness. PL was associated with employees' autonomous work motivations and amotivation via satisfaction of employees' need for relatedness. Autonomous motivations were positively associated with affective commitment; whereas controlled motivations were positively related to normative commitment. Amotivation was negatively associated with all types of commitment. The findings are discussed in terms of theoretical and practical implications as well as suggestions for future research.

The Study on influence of Paternalistic leadership style with special reference to Innovative Performance by Individual Employees at Ayesha Embroideries Textile Private Limited, Doddaballapur

The study investigates the impact of paternalistic leadership style on innovation performance among employees at Ayesha Embroiders Textile Private Limited Doddaballapur. It uses a mixed-methods approach, combining quantitative research and qualitative interviews. The study found a significant positive correlation between paternalistic leadership and innovative performance, with employees who felt their managers were responsive, caring, and supportive more likely to take part in innovative behaviors. Mediating factors staff motivation, work satisfaction, and beyond psychological safety, and communication quality. However, challenges include over-reliance on leaders for decision-making and prioritizing harmony over constructive conflict. To address these issues, the study recommends promoting an independent culture, encouraging employees to take their ideas, and promoting open communication channels.

The Impact of Paternalistic Leadership Styles on Employee Engagement in the Pharmaceutical Distribution Industry: The Mediating Role of Psychological Capital

The Impact of Paternalistic Leadership Styles on Employee Engagement in the Pharmaceutical Distribution Industry: The Mediating Role of Psychological Capital

MENDORONG PERILAKU KERJA INOVATIF: PERAN KEPEMIMPINAN PATERNALISTIK DAN ORGANISASI PEMBELAJAR DALAM KONTEKS ORGANISASI PUBLIK

In the current era of global competition, organizations that want to continue to exist and develop must be able to produce innovative products or services. Innovative work behavior is one of the essential things that allows each individual or group to achieve organizational goals. This research was conducted to find out how the influence of paternalistic leadership and learning organizations on the innovative work behavior of PDAM Kolaka Regency employees. This study used a quantitative approach, with a data collection tool in the form of a questionnaire. The data collected was analyzed using structure equation modeling (SEM) with the help of the Smart PLS program. The results of the study show that there is no significant relationship between paternalistic leadership and innovative work behavior. This is due to wrong reasons. This is because in a paternalistic leadership style, leaders act like parents, so employees tend to rely on their leaders to provide direction and do not feel encouraged to take the initiative at work. While the influence of learning organization variables on innovative work behavior based on research results shows that it has an influence. This is because the training and employee development carried out by PDAM Kolaka Regency can be a means for employees to share experiences, knowledge, and innovative ideas, encouraging the exchange of ideas and better collaboration.
 Keywords: Paternalistic Leadership, Innovative Work Behavior

How Does Paternalistic Leadership Enhance Civil Servants’ Public Service Motivation? The Mediating Mechanism of Trust in Leader

The field of public leadership studies has witnessed limited research on paternalistic leadership (PL) and its impact on civil servants. The present study draws upon a questionnaire survey of 2,064 Chinese civil servants to explore the impact of administrative leaders’ PL styles on civil servants’ public service motivation (PSM) and the mediating mechanism that underlies its effects. When PL is exercised in a benevolent or moral style, it intensifies subordinates’ PSM. But authoritarian behavior, whether used separately, or in combination with another style (as in benevolent-authoritarian, moral-authoritarian or benevolent-moral-authoritarian leadership), showed an insignificant effect on PSM. In addition, trust in leader mediates the relationship between benevolent, moral and AL styles and subordinates’ PSM. Our findings suggest that even in an authoritarian-oriented society such as China, the authoritarian variant of PL is increasingly losing its influence, and moral and benevolent leadership have become more important in modern organizations, and should be the primary leadership strategies employed by government leaders.

Effect of Leadership Styles Educational Program on Nurses’ Autonomous Decision Making

Background: Leadership style is viewed as a combination of different characteristics, traits and behaviors that used by nurse managers for direct interacting with their staff nurses. Aim of the study: assessment the effect of leadership styles training program on nurses autonomous decision making. Design: A quasi-experimental research design was used in carrying out this study. Setting: this study was carried out in critical departments at Ain Shams University. Subject: the study subject include two groups as (46) nurse managers and (94) staff nurses. Data collection tool: included four tools will be used to collect data for this study as leadership styles knowledge questionnaire, leadership styles attitude questionnaire, leadership styles skills checklist and autonomous decision making scale. Result: displays, more than quarter (28%) of the head nurses had satisfactory knowledge of the leadership at the pre-intervention phase. This increased to 69% at the post-intervention phase and 83% at follow up. In addition, more than one third of the head nurses had paternalistic leadership style at the pre-intervention and post- intervention phase. Conclusion: there was highly statistically significant strong positive correlation between head nurses scores of knowledge and skills. There was highly statistically significant weak positive correlation between attitude of head nurse regarding leadership styles and autonomous decision-making of staff nurses. Recommendations: nurse managers should foster nurses’ autonomy by enabling them to exercise clinical decision making and activity supporting nursing decisions and nursing accountability.

The Influence of Paternalistic Leadership Style, Organizational Culture and Working Discipline on Employee Performance PT. Heritage Intan Pratama 2019

This research was conducted at PT. Intan Pusaka Pratama, aims: 1)To test and analyze whether there is influence between paternalistic leadership style on employee performance. 2) To test and analyze whether there is influence between organizational culture on employee performance. 3). To test and analyze whether there is influence of work discipline on employee performance. 4) To test and analyze whether there is influence of paternalistic leadership style, organizational culture and work discipline together on employee performance. The type of research used is a quantitative method with data analysis methods by testing two variables, namely the independent variable in the dependent variable, using a questionnaire as a tool for data collection. The samples taken were employees of PT. Intan Pusaka Pratama with a total population of 105 people and a total sample of 51 people. To determine the number of samples with the Slovin formula with an allowance percentage of 10%. From the results of the analysis, paternalistic organizational culture has an effect on employee performance by 7.6%, organizational culture has an effect on employee performance by 22.2, work discipline has an effect on employee performance by 21.1%, while jointly paternalistic leadership style, organizational culture , and work discipline has an effect of s of 28.1%. Keywords: Leadership, Organization, Work Discipline, Performance

Spurring sustainability commitment strategy of family-owned SMEs: A multi-analytical SEM & ANFIS perspective

The study seeks to understand the impact of leadership styles on the organizational strategy of sustainability commitment, utilizing the mediator role of employees' eco-friendly practices in family firms in Malaysia. To achieve this aim, dual-stage structural equation modeling (SEM) and neuro-fuzzy inference system (ANFIS) were employed to analyze the leadership style of Malaysian family firms. This study collects empirical data from 427 employees belonging to Malaysian family firms via a structured questionnaire. Results demonstrate supportive, authentic, and paternalistic leadership styles affect the sustainability commitment strategy of organizations. Moreover, employees' eco-friendly best practices fully mediate the link between leadership styles and the organizational strategy of sustainability commitment. Findings of non-compensatory relationships also indicated employees' eco-friendly best practices is the most determinant of the strategy of sustainability commitment, followed by authentic leadership, supportive leadership, and paternalistic leadership.

Influencia del liderazgo en gestión del conocimiento y eficiencia hospitalaria

ObjectiveTo analyse the effect of leadership style on knowledge management in hospitals and hospital efficiency based on the opinion of experts in hospital management, applying fuzzy cognitive maps (FCM). MethodFCM are relational models that can be used to graphically represent expert opinion and knowledge to infer cause–effect relationships between different concepts. The use of FCM as a simulation tool allows the evaluation of possible scenarios based on different leadership styles in hospitals. ResultsIn the resulting augmented matrix, standardized effects range from 0.02 to 0.84, with the highest value representing the strongest relationship between knowledge exploitation and hospital efficiency. From the viewpoint of experts, knowledge creation within the hospital also influences hospital efficiency. Regarding variables reflecting leadership characteristics, positive effects have been identified, though with varying intensities, between authority, benevolence, and charisma, both in terms of knowledge creation and exploitation, as well as hospital efficiency. The transformational leadership style is associated with coefficients having higher values for knowledge management and hospital efficiency. ConclusionsExperts suggest that hospitals with authoritarian leadership styles would exhibit lower levels of knowledge creation and management, as well as lower hospital efficiency. On the other hand, they associate hospitals managed with a paternalistic leadership style with better values in both knowledge creation and exploitation, as well as hospital efficiency, compared to the authoritarian leadership style. Finally, they attribute the highest levels in aspects related to knowledge management and hospital efficiency to the transformational leadership style.

Paternalistic leadership as an antecedent: Examining the comprehensive model of nurse's life satisfaction.

Paternalistic leadership style has progressively intrigued organisational behaviour study in the last two decades. An abundance of research is integrating the existing literature on leadership and positive organizational culture to better understand the processes through which leadership leads to life satisfaction. One such mechanism through which specific leaders influence life satisfaction is work-family conflict (WFC) and family-work conflict (FWC). Paternalistic leadership is a significant antecedent to develop subordinates' life satisfaction because it integrates discipline with fatherly support. However, no research exists to date on the effect of paternalistic leaders on subordinate' WFC and FWC, which in turn affects their life satisfaction. The current study examines the impact of paternalistic leadership on employee life satisfaction using a sample of 198 nurses from public sector hospitals of Sindh province in Pakistan. The data was collected through survey questionnaires, and Smart-PLS-SEM was used to test the proposed hypotheses. The primary goal of this study was to investigate the relationship between paternalistic leadership and life satisfaction. At the same time, there were significant mediation effects on life satisfaction. The findings indicate that paternalistic leadership positively impacted life happiness through decreasing followers' WFC. However, it has a detrimental influence on FWC, which mediates the effect on subordinates' life satisfaction.

THE ANALYSIS OF PATERNALISTIC LEADERSHIP STYLE OF THE HEAD OF THE KARANGREJO WATER RESOURCES SERVICE TECHNICAL IMPLEMENTATION UNIT TULUNGAGUNG REGENCY

Culture and customs in Indonesia highly uphold the values ​​and norms that guide the implementation of leadership in each region. The application of cultural traits can be done using a paternalistic leadership style. Regional autonomy allows local governments to preserve local culture, including how to lead organizations by applying Eastern culture through paternalistic concepts. As part of the leadership of the local government, the Karangrejo Water Resources Office Technical Implementation Unit (UPTD SDA) of Tulungagung Regency applies paternalist leadership in its management. This research examines how the head of UPTD SDA Karangrejo implements the paternalistic leadership style. The research aims to identify and analyze the application of paternalist theory indicators in practice by the head of UPTD SDA Karangrejo. Some of the problems that occur in applying a paternalistic leadership style at UPTD SDA Karangrejo include the lack of opportunities for subordinates to develop creativity and imagination and the lack of motivation of subordinates and the lack of employees in carrying out daily tasks. This study uses qualitative research methods with descriptive methods. The data used is primary data. The research method used descriptive qualitative through interviews with UPTD SDA Karangrejo employees. Result 1). Paternalistic leadership is synonymous with the role of a fatherly leader. In this case, a leader is like a father to his children, namely the nature of protecting and nurturing his subordinates. 2). In making a decision, a leader must ask for advice from his employees or subordinates. 3). Leaders who are always right can lead to an authoritarian attitude even though sometimes the head of UPTD SDA Karangrejo wants to listen/accept suggestions from his employees. 4). The head of UPTD SDA Karangrejo rarely gives opportunities to his subordinates to develop creativity and imagination. 5). Head of UPTD SDA Karangrejo always obliges and demands his subordinates to obey the rules set. Paternalistic leadership runs effectively in the management of UPTD SDA Karangrejo, Tulungagung Regency.

PENGARUH GAYA KEPEMIMPINAN PATERNALISTIS DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN MELALUI KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING DI PT. PARKLAND WORLD INDONESIA 1-SERANG

The purpose of this study was to see the direct and indirect influence between the variables of paternalistic leadership style (X1), work environment (X2), organizational commitment ( Z ) on employee performance ( Y ). The research method used in this study is a survey method with a correlational quantitative approach, the data analysis technique used in this study uses parametric statistical data analysis techniques. The analytical tools used for hypothesis testing in this study include multiple regression analysis using SPSS version 26 which is then followed by path analysis. The number of samples in this study was 103 employees of PT. Parkland World Indonesia 1-Serang. The results of the study state that the Paternalistic Leadership Style (X1) has a direct and significant influence on organizational commitment ( Z ), the Work Environment (X2) has a direct and significant influence on organizational commitment ( Z ), Paternalistic Leadership Style (X1) and Work Environment (X2) have a direct and direct influence on organizational commitment ( Z ), Paternalistic Leadership Style Variable (X1) has a direct and significant influence on employee performance ( Y ), Work Environment (X2) has a direct and significant influence on organizational commitment ( Z ), organizational commitment ( Z ) has a direct and significant influence on Employee Performance ( Y ), Paternalistic Leadership Style (X1 ), Work Environment (X2), and Organizational Commitment ( Z ) have a joint and direct influence on Employee Performance ( Y ), Paternalistic Leadership Style Variable (X1) has Indirect influence on Employee Performance ( Y ) with Organizational Commitment ( Z ) as Intervening Variable and Work Environment Variable (X2) has an indirect effect on Employee Performance ( Y ) with Organizational Commitment ( Z ) as Intervening Variable

Paternalistic Leadership Styles and Employee Voice: The Roles of Trust in Supervisors and Self-Efficacy

The purpose of this paper is to test the role of trust in supervisors in mediating the link between paternalistic leadership styles and employee voice and to investigate the contingency role of self-efficacy on the relationship between trust in supervisors and employee voices. We designed the items using survey questionnaires that were assessed by prior studies and collected data from 485 highly skilled employees of manufacturing organizations. To assess the validity of the suggested hypotheses, we used a Baron and Kenny (1986) approach and conducted hierarchical regression analysis. The findings reveal that authoritarian leadership and moral leadership styles are significantly related to trust in supervisors, which explains the association between authoritarian leadership style, and moral leadership style and employee voice. However, the results suggest that trust in supervisors does not explain the association between benevolent leadership style and employee voice. Moreover, the findings reveal that self-efficacy moderates the link between trust in supervisors and employee voice. The originality of this work lies in the fact that this research is the first to test the mediating role of trust in supervisors in the relationship between paternalistic leadership styles and employee voice and the moderating role of self-efficacy on the association between trust in supervisors and employee voice.

Influence of Paternalistic Leadership Style on Management Innovation With Demography as a Moderation Variable

This study aims to see how the implementation of paternalistic leadership style influences the factors Demographics as moderator. This research takes place in two Islamic banks, namely BRI and Mandiri, which are still within the scope of the former Madiun district, namely Ponorogo, Madiun, and Magetan with a total of 104 employees as respondents. The data were processed and analyzed using the technique Moderated Regression Analysis (MRA). The results showed that the paternalistic leadership style had a positive effect on management innovation. In addition, this study proves that demographics play a moderating role in strengthening the influence of paternalistic leadership on management innovation. In this study, it was also found that the demographic factor that played a major role in moderating the influence of paternalistic leadership on management innovation was the level of education.

The Impact of Paternalistic Leadership on Innovative Work Behavior. A Test of Mediation Model.

Leadership is a paramount factor in enhancing employee innovation and creativity. This study aims to test the impact of paternalistic leadership (PL) on employees’ innovative work behavior (IWB) and to check the mediating role of employee Psychological Safety (PS). Using positivistic philosophy and a deductive approach, this study has employed a convenience sampling technique to collect data through questionnaires from 317 employees working in the Textile and IT industries. Partial Least Square Structural equation modeling (PLS-SEM) is used to analyze the data. Findings suggest that psychological safety was positively related to innovative work behavior and psychological safety mediated this link. This study is among very few studies that have tested the paternalistic leadership style in the innovative context of Pakistan. A major contribution for practitioners is to know that paternalistic leadership will enhance employee innovative work behavior through psychological safety. Moreover, data from the textile and software industries also increased the relevance and originality of this study.JEL Classification: J24, J28, O31, L67, L86

Entrepreneurial exit intentions in emerging economies: a neoinstitutional perspective

Current research has shown that entrepreneurial exit is driven by individual- and firm-level antecedents. We draw from neoinstitutional theory and propose that contextual factors affect family succession intentions as opposed to family-external exit intentions and theorize how regulative, normative, and cultural-cognitive institutional pillars affect exit intentions in the context of transition economies—a special case of emerging economies with no path dependence related to an entrepreneurial exit—characterized by institutional voids, which are filled in by the national culture. We argue and find—analyzing a sample of 222 Polish SME founders’ survey responses—that labor market development decreases, normative pressure of reference groups increases, and paternalistic leadership style decreases family succession intentions. This study contributes to the literature about entrepreneurial exit, family firm succession, and neoinstitutional theory.

Analisis Gaya Kepemimpinan Kepala Desa dalam Menggerakkan Partisipasi Masyarakat (Studi Pengelolaan Dana Desa di Desa Banyurojo Kecamatan Mertoyudan Kabupaten Magelang)

Community participation of the village funds management in Banyurojo village is inseparable from the leadership attitude of the Banyurojo Village head. The village head also involves the community in determining priorities for the use of village funds. The village head also provides opportunities for the community to be involved in the implementation of village development activities. To increasing community participation, of course each village head has a different leadership style. Therefore, this study aims to analyze how the village head’s leadership style in mobilizing community participation of the village fund management in Banyurojo Village, Mertoyudan District, Magelang Regency. This research is a qualitative descriptive research. Data was collected through interviews, observation, and documentation. Then analyzed using an interactive data analysis model according to Miles and Huberman. The results showed that in mobilizing community participation in the decision-making, benefit-taking, and evaluation stages of participation, the village head applied several leadership styles and the most dominant were democratic, charismatic and paternalistic leadership styles were also applied by the village head although not dominant. Then, in mobilizing community participation at the stage of implementing activities, the village head applies several leadership styles and the most dominant is democratic. In addition, the village head of Banyurojo also applies a charismatic, paternalistic, and laissez-faire (free control) leadership style, although it is not dominant.