Path Of Leadership Research Articles

Empowering global leaders through workplace sustainability: A case of Zambian leaders

The African continent is experiencing a significant economic development characterised by many challenges as its emerging 21st-century leadership is finding its own path. Forceful and often uneven integration into the global economic system causes many of the issues that many African nations face. The leadership gaps, gender inequality, bias and multigenerational workforce coupled with inherent lack of strong institutions capable of driving the development agenda in the continent remain an impediment to a full realisation of responsible, accountable, relevant and ethical (RARE) leadership. This article presented two Fulbright quantitative descriptive research projects, which were presented at Mulungushi University in Kabwe, Zambia. The first Fulbright project aimed at educating Zambian faculty and students on how to develop leadership skills appropriate for the 21st-century workplace. The second one aimed at conducting a comprehensive assessment of the current Zambian leadership across 18 different industries. A mixed-methods approach was adopted for this study with a convergent parallel mixed-methods design. Data were collected using a survey questionnaire triangulated with focus group data from 246 Zambian leaders across 18 different industries. Quantitative data were analysed using descriptive statistics with the Statistical Package for Social Sciences (SPSS) software, whilst qualitative data were analysed by thematic analysis. The results revealed that Zambian leaders face challenges of lack of proper talent management and poor infrastructure, effective mentoring and human resource gaps. The findings also indicated that offsetting leadership gaps will require a focus on education, talent management, empowerment of women leaders and finding a unique African path of leadership. The findings of this study pointed to the need for Zambian industries to deal with leadership deficits so as to enhance workplace sustainability.

The Influencing Mechanism of Servant Leadership on Employee' Safety Performance

Traditional safety management focuses on correcting employees' unsafety behaviors. However, with the emphasis on positive organizational behavior in recent years, organization management has shifted to focus on developing the enthusiasm of employees. Based on the analysis of 672 supervisor-employee matching questionnaires, this paper examines the effect of servant leadership on employees' safety performance. The results show that :(1) Servant leadership and management commitment to safety have a positive cross-level impact on employees' psychological ownership of safety promotion and safety performance. (2) Management commitment to safety and psychological ownership of safety promotion mediates the relationship between servant leadership and employee safety performance. (3) Psychological ownership of safety promotion plays a key role in the path of servant leadership's influence on employees' safety performance.

2021: o início do novo capítulo de Empoderamento e Liderança da História da Enfermagem

The year 2021 will certainly mark the beginning of a new cycle for Nursing, after the historic moment in which Nursing became the Centrality of Care. Without Nursing, how would we experience the COVID-19 Pandemic? Nursing started by Florence Nightingale for 200 years has contributed invisible and increasingly to the health of the world, its development in clinical-practical care, in technical-scientific development, dedication to research, evidence-based practices, the production of knowledge, technology, products and services, culminated in the beginning of a new stage for nurses, the path of recognition, leadership and entrepreneurship.

Is temporal leadership always beneficial? The role of job passion and synchrony preference

PurposeThe purpose of this paper is to explore the relationship between temporal leadership and employees' innovative behavior while considering the competitive mediators of harmonious and obsessive passions in work situations, along with the moderating role of synchrony preference.Design/methodology/approachInsights from the literature and affective events theory (AET) underpin the hypotheses on whether and how temporal leadership would affect employees' innovative behavior. A total of 365 responses were received, and 336 questionnaires were considered for the analysis. This paper examined the whole model through a path analysis using Mplus 7.4.FindingsThe results indicated the significant effect of temporal leadership on innovative behavior through harmonious passion which is moderated by synchrony preference, such that the positive effects are stronger when employee's synchrony preference is higher.Originality/valueThis paper contributes to the emerging literature on temporal management by examining the path of temporal leadership→ job passion→ innovative behavior to deepen knowledge of how temporal leadership may impact employees' innovative behavior. This paper also proposed a collaborative model related to temporal leadership and the synchronization of employees, providing a powerful explanation for the boundary conditions of temporal leadership.

The influence of spiritual leadership on spirituality, conscientiousness and job satisfaction and its impacts on the reduction of workplace deviant behavior

PurposeThis study examines the influence of spiritual leadership toward spirituality, conscientiousness, job satisfaction and reduction of deviant behavior.Design/methodology/approachThe method of data analysis used is a structural model based on WarpPLS (Solimun et al., 2017), with the first-order factor analysis based on variables with reflective indicators.FindingsThe research findings indicate that the sustainability of workplace spirituality and conscientiousness can stimulate the employees' job satisfaction, which eventually leads to the reduction of workplace deviant behavior (WDB). Accordingly, the direct influence of workplace spirituality on WDB is quite major ( 0.296), this indicates the importance of workplace spirituality for employees in working so that it can reduce the WDB. Conscientiousness had a negative influence on WDB. However, the interesting part about this study is the indirect influence of workplace spirituality on WDB through job satisfaction, which also has a major value ( 0.208) and almost equal to the direct influence. This circumstance depicts how workplace spirituality influences WDB as well as the importance of the improvement of employees' job satisfaction.Originality/valueThe originality of this study is primarily placed on the causal relationship between the variables of spiritual leadership and WDB; other than the direct influence, there is also an indirect influence that has a big value, which is the path of spiritual leadership toward WDB through workplace spirituality (−0.248). In other words, WDB is not only influenced directly by spiritual leadership but also by workplace spirituality.

A Qualitative Analysis of Career Advice Given to Women Leaders in an Academic Medical Center

Women in academic medicine continue to face systemic obstacles on their paths to leadership. In addition to improving recruitment and advancement opportunities, academic medical centers must facilitate a cultural shift that ensures sustained leadership pathways for women. To better understand, from the perspective of women leaders, the workplace and cultural changes that need to take place in academic medicine to increase inclusivity and gender equity. This qualitative study of 40 women physicians and administrators with senior leadership roles at Mayo Clinic, a nonprofit academic medical center and research institution with campuses in Arizona, Florida, and Minnesota, examined participants' responses to a question regarding their paths to leadership. Replies were submitted between November and December 2018. Women were asked to describe career advice (positive or negative) they had received that was the hardest to accept but, in retrospect, turned out to be valuable. Of 40 participants, 25 (63%) were physicians and 15 (37%) were administrators at Mayo Clinic; 27 (68%) had achieved the role of chair or the administrative equivalent. Career experience ranged from 6 to 40 years. Of the 40 women leaders queried, 38 (95%) provided written responses, which were separated into the 4 following categories: leadership styles are perceived as having gendered qualities, attaining leadership skills involves a strategic learning process, collisions between personal life and the workplace should not deter individuals from pursuing leadership roles, and leadership pathways for women involved hurdles. These categories represented a roadmap illuminating perceptions about the academic medical workplace. These findings link generalizable principles to help to drive new strategies for gender parity. Shifting the culture of academic medicine begins with fully understanding impediments to women's advancement. The advice women leaders recounted offered a roadmap as well as a glimpse of the extra effort required for women to succeed amid some of the system's limitations and obstacles. A more complete understanding of gender biases may help to shape future programs to expand inclusivity and establish sustained leadership paths for women.

Sara Nelson on Next-Gen Leadership and Helping People Find Their Own Power

Sara Nelson on Next-Gen Leadership and Helping People Find Their Own Power

The Role of Traits in the Leadership Process

The cliches, “leaders are born, not made and leaders are made, not born” have been on the social sphere of leadership for quite a while. Is this a chicken-egg dilemma? Leadership generally has certain qualities that humans can point at, acting as conspicuous factors to be emulated. These qualities can either be innate or acquired. This paper looks at the role of traits in the leadership process. It focuses mainly on the trait theory, distinguishing the desired and the not so admired ones in as far as leadership is a concern. We also employ the great man theory to historically give flesh to where and how leadership has evolved to the 21st century. Transformational/charismatic leadership comes forth as the lottery winning mode to a sure way to a successful and productive form that leaders should have to deliver in this technologically advancing planet. We touched on Narcissist and Machiavellian types of leadership but only as contrary examples to the recommended. The paper is, therefore, a handy requirement for today’s leaders. A snapshot for those wishing to guide others in the visionary path of leadership. Commitment, passion, empathy, honesty, integrity communication skills and decision-making capabilities can be learned and used to better the leader-follower relationship process. The business world and other forms of social governance are out of the stagnation of the great man theory of leadership. Flexibility in behavior, actions and thought make the best of a leader.

The influence of spiritual leadership and its impacts on the reduction of workplace deviant behavior

Purpose The purpose of this paper is to examine the influence of spiritual leadership toward spirituality, job satisfaction and reduction of deviant behavior. Design/methodology/approach A structural model based on WarpPLS (Solimun et al., 2017) is used for data analysis, with the first-order factor analysis based on variables with reflective indicators. Findings The research findings show that the sustainability of workplace spirituality can stimulate employees’ job satisfaction. Accordingly, the direct influence of workplace spirituality on workplace deviant behavior (WDB) is quite major (0.296); this indicates the importance of workplace spirituality for employees in working so it can reduce the WDB. An interesting part about this study is the indirect influence of workplace spirituality on workplace deviant behavior through job satisfaction, which also has a major value (0.208), almost equal to direct influence. This circumstance depicts how workplace spirituality influences workplace deviant behavior, as well as the importance of the improvement of employees’ job satisfaction. Originality/value The originality of this study is primarily placed on the causal relationship between the variables of spiritual leadership and WDB, other than the direct influence; there is also an indirect influence that has a big value, which is the path of spiritual leadership toward workplace deviant behavior through workplace spirituality (−0.248). In other words, workplace deviant behavior is not only influenced directly by spiritual leadership but also by workplace spirituality.

The Implementation Of Strategic Management In The Management Of State Assets: An Empirical Study At The Office Of The Ministry Religious Affairs Of Wonogiri Regency

This research is a kuantitatif research, that purpose was to determine empirically the implementation of asset management at the office of The Ministry Religious Affairs of Wonogiri Regency using the influence of leadership, organizational commitment, and strategic management as intervening variables. This study is a survey method based research. The used primary data was done by taking as 50 (fivety) employees at The Ministry Religious Affairs of Wonogiri Regency. Data in this research wald be obtained directly from the results of questionnaires. The analitycal tool used instrument test, linearity test, path analysis and regression with t test, F test and R2 test. This study result point that leadership had positive and significant influence on strategic management, organizational commitment had positive and significant impact on strategic management, leadership had positive and significant impact on asset management, organizational commitment had a positive and significant impact on asset management, strategic management has a significant positive effect on asset management. The simultaneous result of the test (F test) can be concluded as leadership variables, organizational commitment, strategic management have a positive and significant impact on asset management. The result of determination test shows that R Square total is 0,92, which means asset management variable is explained by leadership, organizational commitment, and strategic management of 92% and the rest of 8% is explained as other variable outside the research model. The results of path analysis shows that the indirect effect of leadership on asset management through strategic management is greater than the direct influence of leadership on asset management, the direct impact of organizational commitment to asset management is greater than the indirect influence of organizational commitment through strategic management. The indirect path of leadership through strategic management is the most dominant variable of its influence on asset management is the path chosen as the most effective path in asset management.Keywords: leadership, organizational commitment, strategic management, asset management.

Ambidextrous Leadership and Sustainability-Based Project Performance: The Role of Project Culture

Most studies in the project management field emphasized the effects of leaders or managers, but these effects have rarely been examined at the project level. To cover this research gap, this study applies organizational ambidexterity theory to examine the effects among ambidextrous leadership, ambidextrous culture and sustainability-based project performance. Using a valid sample of 217 project leaders and members from Chinese construction projects, the method of multiple linear regression was adopted to assess the direct relationship among ambidextrous leadership, ambidextrous culture and project performance. Moreover, the bootstrapping technique through structural equation modeling, has been used to analyze the mediating effect of ambidextrous culture. Additionally, the sample data was divided into different groups according to the median value of the variables to conduct the ANOVA and to assess the within-group differences. The results indicated a positive and direct relationship that ambidextrous leadership has on project performance and ambidextrous culture. In addition, there was also a mediating impact of ambidextrous leadership on project performance via ambidextrous culture. Thus, ambidextrous leadership combined with transformational leadership as well as transactional leadership likely has a stronger positive impact on project performance through fostering the adaptive culture and consistent culture. Our findings contribute to an in-depth understanding of the role of the leader and culture for project outcomes. The project-based organization in construction projects could train project leaders’ ambidextrous leadership behavior to facilitate the formation of an ambidextrous culture and to increase project performance. Moreover, this study enriches the existing literature on leadership and project management by highlighting the important path of ambidextrous leadership and ambidextrous culture on the performance at the project level and going beyond the single leadership behavior or single culture.

The Importance of Graphology In Determining Of The Managerial Qualities Of The Future Women Leaders Within The Z Generation: A Research Done On International Business Management Students Of Coventry University

The Z generation is a name given for the progeny born after the year 1995 and this generation is seen to be extremely different to the previous ones. This generation is yet to take place in the world of work. Their qualities therefore are different to the previous generations. The qualities evolving differently in comparison to the previous generations qualities will also take their place within the world of work approaching. Especially for the division within the Z generation who will take the path of leadership and management in their careers, graphology plays a great part in analysing their characteristics and qualities to see if they fit the leadership position they are aiming to achieve. Graphology can be described as signature and handwriting analysis used to help with analysing the character of individuals. Not every individual is deemed to have leadership characteristics and qualities. Those, who hold characteristics that consist leadership within them, becoming managers is considered extremely important within the organizational culture and the maintaining of the organizational structures. This research will contain of the signature analysis of 17 female International Business Management students, within the Z generation. The result will show whether their characteristics and qualities are fit, or unfit for the course they are undertaking. In addition to the research, if the results are meaningful in this case, it will be debated whether the science of signature analysing is compatible with the division of the students who choose to study in the international business management department. The evaluation of the received Signatures is thought to be an analysis of the personality structures of these individuals, which will be effective in career management as well as career success and motivation.

The Importance of Graphology In Determining Of The Managerial Qualities Of The Future Women Leaders Within The Z Generation: A Research Done On International Business Management Students Of Coventry University

The Z generation is a name given for the progeny born after the year 1995 and this generation is seen to be extremely different to the previous ones. This generation is yet to take place in the world of work. Their qualities therefore are different to the previous generations. The qualities evolving differently in comparison to the previous generations qualities will also take their place within the world of work approaching. Especially for the division within the Z generation who will take the path of leadership and management in their careers, graphology plays a great part in analysing their characteristics and qualities to see if they fit the leadership position they are aiming to achieve. Graphology can be described as signature and handwriting analysis used to help with analysing the character of individuals. Not every individual is deemed to have leadership characteristics and qualities. Those, who hold characteristics that consist leadership within them, becoming managers is considered extremely important within the organizational culture and the maintaining of the organizational structures. This research will contain of the signature analysis of 17 female International Business Management students, within the Z generation. The result will show whether their characteristics and qualities are fit, or unfit for the course they are undertaking. In addition to the research, if the results are meaningful in this case, it will be debated whether the science of signature analysing is compatible with the division of the students who choose to study in the international business management department. The evaluation of the received Signatures is thought to be an analysis of the personality structures of these individuals, which will be effective in career management as well as career success and motivation.

Political and Ethnic Identity in Violent Conflict: The Case of Central African Republic

The conflict in the CAR has been ignored largely by the international media until 2013. Media and global interest rose with the presidential coup by, and then presidential appointment of, the first Muslim leader of the CAR, Michel Djotodia. Subsequently violence in the country escalated and cited to be purely sectarian – between Muslim and Christian militia and civilians. The focus of the paper is confined to the CAR and the question posed is whether the Muslim versus Christian conflict differs from the other conflicts in the CAR? The method of structured and substantive content analysis used here is the narrative paradigm and the storytelling (data) extracted from the United Nations High Commission for Refugees brief notes and news series to reveal a relatively neutral account of events. This is used to create a linear timeframe to argue that the current hostilities are part of another cycle of violence that plagues the CAR. The study and findings are limited to the period 2001-2014 although the history of political leadership is referred to from the country’s ‘independence’ in 1960, using a narrative paradigm and coherence. The results confirm that apart from a linear path of conflict, reflected in the political leadership, there are accompanying cycles of violence, representative of identity that moves along the linear path. The readings reveal that the violence currently defined as sectarian religious conflict is the start of a new cycle in the linear path of political leadership.

Presidential Address, 2015--Making a Difference Through Research, Practice, and Policy.

It is with great pleasure that I address my fellow members of the American Association on Intellectual and Developmental Disabilities (AAIDD). This audience contains mentors, colleagues, existing and emerging leaders at your agencies and universities, self-advocates, and the future leaders of AAIDD. As is often the case when one is asked to give remarks, the immediate thought is: What can I say that is meaningful and helpful to others? So, I’ll begin at the beginning and give some insight into my leadership path. One question students often ask me at the University of Kansas is: How did your career in disability research begin? My career within this field began in general education. I earned a degree in elementary education at the Pennsylvania State University and received teacher certification right around the time that landmark legislation was signed in 1975 providing support for instruction and inclusion of individuals with disabilities in public schools. As special education in the public schools began and evolved into the system of services we have today, I raised a family of three children while taking disability-related classes in reading disorders and cognitive disabilities at universities in New York and Texas. As current special education began with the Education for All Handicapped Children Act, enacted in 1975, and most recently evolved through the Individuals With Disabilities Education Act (IDEA, 2004), so did my perspectives on disability-related services. I also met Michael Wehmeyer, a fellow doctoral student at the University of Texas at Dallas, who is a beacon in the field of disability and self-determination and a mentor to many, including me and our colleague, Karrie Shogren, regarding research and effective practice. Mike also introduced me to AAIDD as a professional home. Following my work in early intervention—birth to age 3 services in family homes and a few years as a researcher at The Arc of the United States—I settled into the role of research professor at the University of Kansas in Lawrence, working primarily to address the gaps in research for individuals with disabilities. Another milestone in policy legislation that spans many of our careers is this year’s 25th anniversary of the Americans With Disability Act (ADA), signed in 1990 by President George H. W. Bush. This momentous anniversary of the original legislation will also help me center my remarks on what has happened in the years since 1990, both within our organization and in the field of disability research, policy, and practice.

A medical director's perspective on healthcare leadership

Healthcare leadership needs doctors in particular to step forward, despite the pressures, lack of recognition and challenges to bring their talents to aid improvement for patients and staff. There is clear evidence worldwide of the power of clinical, particularly medical leadership and its benefits are currently underutilised in the UK; now is the opportunity for major change. Focusing on the patient first ('what matters to you?') will be a necessary change. Healthcare leadership needs to understand and drive 'value' despite the challenges. Taking the healthcare management and leadership path should be properly recognised as a strong career choice for doctors, not a move away from patient care. Healthcare leadership of the future needs to understand what motivates people, the important 'triumvirate' of medical managerial and nursing/allied health professional leadership, and how taking a quality improvement approach will give more sustainable patient-centred results.

Public health in the 21st century: working differently means leading and learning differently

Public health needs to adapt to the complex context of 21st century Europe. Unquestionably, leaders for health require new skills to face a myriad of wicked problems and challenges that are at a critical juncture for potential improvements. Public health curricula are traditionally oriented around core educational disciplines, and there is little room for developing students' leadership capabilities within the context of public health. The aim is to present the meaning of contemporary public health leadership based on qualitative research and propose a curriculum model for contemporary public health leadership. A series of in-depth semi-structured interviews were carried out with six European public health leaders from a variety of countries and professional backgrounds. The interviews recorded and transcribed. A thematic content analysis was undertaken to identify themes within the data. Five common themes that help to inform future leadership capacity arose from the interviews: the inner path of leadership, the essence of leadership, new types of leadership, future leaders' imperatives functioning within a complex and uncertain European public health context. The leadership thematic model makes an important contribution to defining public health leadership in Europe and can help to guide the content development of public health leadership curricula. The authors assert that a new 'integrative inquiry-based learning model', with leadership as a central component, will allow schools and departments of public health across Europe to be able to ensure that tomorrow's public health leaders are adequately trained and prepared for the challenges they will face.

HRM as a high performance work system for university spin-offs

SPIN-UP Entrepreneurship Training and Coaching Programme was specifically design to meet the needs of management teams in University Spin-Offs. The ultimate goal of the SPIN-UP Training and Coaching Program is the development of Key Entrepreneurial Skills (KES) in University Spin-Offs (USO), enabling/leveraging their growth and allowing for the creation of new knowledge based jobs. The term USO here employed refers to entrepreneurial initiatives often resulting from research and development projects (but not exclusively), led by academic entrepreneurs (professors, teachers and students in High Education Institutions,-HEI). USO can, therefore, be categorized as innovative and knowledge based enterprises. Based on research conducted in 4 European countries–Finland,Poland,Portugaland TheNetherlands-that enabled for the identification of key entrepreneurial skills lacking in University Spin-Offs, the SPIN-UP Entrepreneurship Training and Coaching Programme can act directly on one of the main factors hampering the growth of these kinds of enterprises. SPIN-UP Entrepreneurship Training and Coaching Programme proposes a very practical approach to the learning of entrepreneurial skills, where learning by-doing and other ative learning methodologies, learning with peers and methodologies such as coaching, are blended to provide for a very effective learning experience. By the end of training and coaching sessions, trainees should have improved their abilities in a set of management areas that enable them to face and deal more properly with challenges posed in their enterprises. SPIN-UP training in HRM and Leadership aims to develop in trainees a set of key skills that were found to be essential to enable University Spin-Offs growth. The main objetives are to: know the basics about HRM and Leadership (understand the main concepts around High Performance Work Systems–HPWS - as a model for HRM and understand the model of full range leadership); Identifying HRM and Leadership practices for growth; Developing own HPWS and leadership path for growth.

Choosing the Path of Leadership in Occupational Therapy

Leadership is vital to the success and sustainability of any group, organization, or profession. Using a qualitative phenomenological methodology, consistent with interpretative phenomenological analysis, this study examines why occupational therapists choose the path of leadership. Data was collected through the completion of semistructured interviews with 10 occupational therapy leaders in Ontario, Canada. This collected data was transcribed verbatim and coded for themes by multiple coders. Several methods were employed to establish trustworthiness. Results identify that a desire to influence the profession or care delivery, a need for personal or career development, and a need for change motivate those occupational therapists who might choose the path of leadership. Recommendations for supporting new or developing leaders include a focus on linking occupational therapy practice and leadership theory at the curriculum and professional levels. Moreover, application of novel approaches to mentorship for new and developing leaders, such as supportive communities of practice, are also considered.

Gender and Leadership: A Frame Analysis of University Home Web Page Images

With calls for (business) leaders to contribute to greater global fairness and social justice (BAWB 2006; Maak and Pless Journal of Business Ethics, 88, 537–550, 2009), this paper considers gender equality on University home web page images as one means of communicating equal access to leadership roles for both men and women. Although there are many paths for leadership development, one important purpose of Universities is to create people who will potentially become leaders in our society (Shapiro 2005). We analyzed the home web pages at 24 leading universities to identify implicit messages about gender roles, building on implicit leadership theory and leadership prototypes. Using an adapted version of Goffman’s frame analysis (1979), our results suggest depiction of gender equality in university home web pages, in contrast to studies of print advertisements (cf., Kang Sex Roles, 37(11/12), 979–996, 1997; Lindner Sex Roles, 51(7/8), 409–421, 2004). Our results also identify specific opportunities to depict greater equity and to continue to expand the potential for both women and men to be seen as being capable and belonging on this leadership path.