Relationship Of Leadership Style Research Articles

How relational leadership can enhance nurses' well-being and productivity.

Leadership is an essential skill in nursing and has a fundamental role in ensuring high-quality patient care and the effective functioning of healthcare systems. Effective nursing leadership is vital to support nursing teams as they negotiate the challenges confronting the profession, such as ageing populations and the increased use of healthcare technology. This article discusses various relational leadership styles that can be used to promote nurses' health and well-being and enhance productivity. The author also explores the benefits and challenges of implementing relational leadership in nursing.

A Study on The Relationship of Leadership Styles on Employees’ Job Performance in SMES in Klang Valley, Malaysia

A Study on The Relationship of Leadership Styles on Employees’ Job Performance in SMES in Klang Valley, Malaysia

The Relationship of Leadership Styles and Sustainability: Regression Analysis of the Antecedents in Achieving Sustainable Performance

This study examines the relationship between Leadership Styles, including Transformational and Transactional Leadership, and Sustainability. This study also includes other variables, such as Entrepreneurial Orientation and Innovation Capability. This research uses a quantitative approach and 216 data are gathered. The results of this study stated that both leadership styles significantly and positively impact the other three variables. Though both of them have a significant impact, Transformational Leadership mostly has a higher impact than Transactional Leadership. There are two interesting findings in this study. First, the impact of Entrepreneurial Orientation on Innovation Capability is higher in Transactional than in Transformational Leadership. The second finding is that Innovation Capability negatively impacts Sustainable Performance in Transformational Leadership. The discussion, conclusion, limitations, and suggestions are provided in this journal. 

The Effect of Organizational Culture and Leadership Style on Work Motivation at the Sumbawa Regency Inspectorate with Job Satisfaction as a Mediating Variable

The objective of this study is to examine the importance of organizational culture and leadership style in relation to work motivation, with work motivation acting as a mediating variable, within the context of the Sumbawa Regency Inspectorate. The practical implications of research are significant when it comes to informing management decisions in future endeavors. From an academic perspective, research contributes to the expansion of knowledge, particularly in the realm of human resource development. The sample consisted of 118 participants selected from a population of 118 government servants. The selection of respondents was conducted using approaches that were representative of the full population. The findings of this study suggest that the impact of organizational culture on work motivation is mediated by job satisfaction, and the influence of leadership style on the work motivation of civil servants in the inspectorate of Sumbawa Regency is also mediated by job satisfaction. This implies that job satisfaction plays a significant role in establishing a connection between company culture and work motivation. Organizational culture encompasses the core principles, social norms, and operational procedures that are embraced inside an organization. The level of job motivation among employees can be influenced by their satisfaction with the prevailing corporate culture. Nevertheless, the findings indicated that the influence of organizational culture on the work motivation of civil workers within the Sumbawa Regency Inspectorate is mediated by job satisfaction.

The significance of the senior pastor for change and growth

This is a literature-based article on the importance of the pastor for change and growth in the local church. The article discusses five themes derived from a review of the research literature, namely the general leadership literature and the church leadership literature. The contribution of this article is its discussion of the church leadership literature on the role of the pastor, taking into account the general research on the role of a top leader. Six propositions on how the pastor contributes to change and growth in the church are derived: 1) The pastor, as the senior leader, is vital for team development, change, and growth. 2) The personality traits and gifts of the pastors are important. 3) To increase change and growth, the senior pastor must emphasize a change-promoting leadership role and style, moderated by the roles and styles of the leadership team members. 4) A change- and task-oriented style must be moderated and reinforced - probably more so than in other organizations - by a transformational and relational leadership style. 5) The pastor should build an influential top-leader team to create direction, strategy, and change. Diversity facilitates the necessary discussion within the team. A common goal and appealing vision contribute positively to cooperation within the team. 6) Leadership should not only be understood as what the leader or pastor does but also as a complex interaction with other actors and the context. Building trust and good relationships with subordinate leaders and coworkers is thus vital for change and growth. Finally, a model for understanding the connection between the pastor, change, and growth is outlined.

Inclusive Leadership for Employee Workplace Well-Being in Public Organizations

Various public organizations realize that promoting workplace well-being is crucial for the effectiveness of their employees. It is believed that when creating an environment where employees feel welcomed, are treated fairly, and their contributions are appreciated, they will be happy and work better. Therefore, diversity management has gained increased attention. However, since diversity does not necessarily mean inclusion in decision-making and the appreciation of employee differences and input, a growing body of research has advocated the adoption of positive relational leadership styles, such as inclusive leadership. Inclusive leadership embraces employee differences, manages diversity, and recognizes employee input. Hence this paper investigates how inclusive leadership correlates to employee workplace well-being in public organizations. Relying on quantitative analysis, a questionnaire was distributed to N= 234 Egyptian local government officials who demonstrated diversity in gender and educational levels. The data collected were analyzed using SPSS version 20. The study's conclusions reveal that inclusive leadership has an uneven influence on employee workplace well-being based on educational levels. The correlation was strongest among the least educated and weakest among the highly educated. Gender, on the other hand, did not show any significant difference in the correlation between inclusive leadership and workplace well-being and hence, was not considered for further analysis. Moreover, the traits of inclusive leadership have different effects on employee workplace well-being based on their educational levels. For the least educated, leadership accessibility had the greatest influence on employee workplace well-being, while for the highly educated, leadership openness had the strongest influence. In conclusion, this paper highlights the importance of inclusive leadership in promoting employee workplace well-being in public organizations, especially for marginalized groups who may feel excluded in the workplace. Additionally, public organizations should recognize that inclusive leadership practices should be tailored to meet the diverse needs of employees based on their educational levels.

The Relationship Of Leadership Styles And Sustainability: Regression Analysis Of The Antecedents In Achieving Sustainable Performance

This study examines the relationship between Leadership Styles, including Transformational and Transactional Leadership, and Sustainability. This study also includes other variables, such as Entrepreneurial Orientation and Innovation Capability. This research uses a quantitative approach and 216 data are gathered. The results of this study stated that both leadership styles significantly and positively impact the other three variables. Though both of them have a significant impact, Transformational Leadership mostly has a higher impact than Transactional Leadership. There are two interesting findings in this study. First, the impact of Entrepreneurial Orientation on Innovation Capability is higher in Transactional than in Transformational Leadership. The second finding is that Innovation Capability negatively impacts Sustainable Performance in Transformational Leadership. The discussion, conclusion, limitations, and suggestions are provided in this journal. 

Assessing Mediating Effect of National Culture on the Relationship of Leadership Style with UAE Smart Government Organizational Performance

This study presents persuasive evidence that national culture acts as a mediator in the relationship between leadership style and organisational performance in the context of UAE Smart Government. By investigating these links, the study emphasises the importance of taking cultural aspects into account when evaluating the impact of leadership on organisational outcomes in the context of smart governance. Data collected through questionnaire survey was used to develop a PLS-SEM mediation model in SmartPLS software. The modelling analysis found that national culture partially mediates the leadership styles with the organisational performance. It further found that Abu Dhabi's smart government had low worker productivity requirements and lacked a strong national culture. Leadership has a major and positive impact on the organization's national culture. As a result, it is acceptable to claim that leadership style has a substantial impact on organisational procedures. According to studies, there is a link between national culture and organisational performance. The findings indicate a connection between leadership styles and the nation's commitment, cohesion, and mission. This implies that an organisational culture in which employees participate in important organisational decisions, that is consistent in its workplace practises, and that is motivated by a clear mission, ultimately affects the organisational performances of employees in such organisations.

Relationships between nursing leadership and organizational, staff and patient outcomes: A systematic review of reviews.

To assess and describe reviews of nursing leadership styles associated with organizational, staff and patient outcomes. A systematic review of reviews. Reviews describing a search strategy and quality assessment. The review followed the PRISMA statement. Nine databases were searched in February 2022. After screening 6992 records, 12 reviews were included reporting 85 outcomes for 17 relational, nine task-oriented, five passive and five destructive leadership styles. Transformational leadership, which is one of the relational styles, was the most studied among all the styles. Of the outcomes, staff outcomes were the most reported, notably job satisfaction, and patient outcomes were less reported. Also, mediating factors between relational leadership styles and staff and patient outcomes were identified. Extensive research shows the beneficial impacts of relational leadership; however, destructive leadership research is lacking. Relational leadership styles should be conceptually assessed. More research is needed on how nurse leadership affects patients and organizations.

Developing leadership behaviours in higher education: A quasi-experimental study on the effect of experiential learning

ABSTRACT Relying on experiential learning theory and adopting the framework of the emotional intelligence leadership styles, this research analyses the effectiveness of a leadership development programme for graduate students in promoting a change in individual behaviours. A quasi-experimental research design was implemented to analyse the improvement in the adoption of leadership behaviours over time through self and external evaluation. Participants showed a higher frequency of adoption of visionary, coaching and affiliative leadership styles in relation to the pre-test and compared to the control group. In addition, this study explores the influence of the journaling and learning plan techniques on the development of leadership behaviours. Results show that both the definition of a learning plan encompassing individual change goals and the personal reflections on the practice of leadership behaviours influence leadership development. Moreover, engaging in both learning techniques creates a synergistic effect on leadership development.

Public–Private Organisation Differentials in Relationship of Leadership Styles, Job Satisfaction and Organisational Commitment in Nigeria

Public–Private Organisation Differentials in Relationship of Leadership Styles, Job Satisfaction and Organisational Commitment in Nigeria

The Relationship of Leadership Style, Spiritual Motivation and Compensation on Employee Performance: Mediating Role of Employee Loyalty

Leadership style is considered good in certain times may not be appropriate for other times. Every leader is born with a distinctive typology, according to the demands of the times. The results of temporary observations indicate that the political leadership of the regional head of the Riau Islands Province has not been able to move employees to be close to the community and prioritize the public interest towards prosperity through power. Research object 350 respondents Riau Islands Provincial Government Employees. Slovin formula is qualified to be used as samples are 187 respondents. Data analysis was performed using the Structural Equation Model (SEM) method. The software used for structural analysis is AMOS * version 24. The results of the study indicate that spiritual motivation, leadership style and compensation have a significant positive effect on employee loyalty. Also, spiritual motivation, leadership style and employee loyalty have a significant positive effect on employee performance. Besides that, compensation does not significant effect on employee performance. This study proves that there is indeed a problem with the determination of the organizational commitment variable on the performance variable, therefore it is necessary to increase the organizational commitment for employees in the BP2RD environment of the Riau Islands Provincial Government.

The Role of Personal Knowledge Management on the Effects of Self-Leadership to Transformational Leadership: A Study on the Public Healthcare Managers

In the present era called the information age, also known as the digital age, healthcare managers have to deal with many challenges besides trying to adapt to the rapidly changing micro and macro-environment affected by the pandemic. Currently, digitalization and hybrid work ecosystem are on the rise requiring healthcare managers to effectively use self knowledge management tools to lead themselves and be able to lead their staff members by inspiring, encouraging and motivating them transforming their staff members creating value for all. However, there is insufficient research on the relationship of leadership styles and personal knowledge management. The aim of this study is to determine the mediating role of personal knowledge management in the effect of self-leadership on transformational leadership. The study was carried out with scales of self-leadership, transformational leadership and personal knowledge management. Scales were validated by factor analysis. Structural equation modeling was used to test the relationships. The research universe consisted of the public healthcare managers working in Istanbul. It was found that the validity and the reliability of the research scales were high. According to the research findings; the self-leadership and transformational leadership perceptions of healthcare managers working in public institutions are high. The results obtained demonstrate the existence of a partial mediation effect of personal knowledge management on the positive effect of self-leadership on transformational leadership.

The Musical Orchestra Leadership: An Imagery of Participative and Relational Societal Leadership Style

The issue of leadership in society has been of major concern from times immemorial, this is because it is believed that the quality of leadership is one of the major determinants of societal development. The existing societal leadership style in Nigeria seems not to help the populace in meeting societal needs and satisfying human aspirations, hence there is a need for an improved leadership style that will help in the attainment of societal and individual goals. Using existing leadership theories, this paper explains the ideals of a good participative and relational leadership style using metaphoric inference of an orchestra and its conductor.  The study is an ethnographic study that used oral interviews and other qualitative techniques to obtain its information. The research discovered that with a competent leader (conductor) at the head of a team of members (the orchestra), society is capable of doing great as long as everyone does their specific roles.  Societies will fare well if the ideas of this imagery are adopted. The paper recommends that the younger generation should be encouraged to learn and adopt participative and relational leadership styles.

THE RELATIONSHIP OF LEADERSHIP STYLE, PSYCHOLOGICAL CAPITAL, AND STAFF PERFORMANCE AMONG ACADEMICS HOLDING ADMINISTRATIVE POST IN PUBLIC HIGHER EDUCATION INSTITUTION IN MALAYSIA: BRIEF REVIEW

Staff leadership especially among academics holding administrative post has long been debated in relation to level of performance. Notably, past studied rarely talked about the relationship of leadership styles and psychological capital in boosting the performance in which this study investigated. Through literature review, the leadership style of academic leaders predicts the performance while their psychological capital determines the impact further. Some insights were excavated from articles in various journal related to variables of study particularly among academia which become the context of this study. Full-Range Leadership theory drove the study to further entice the relationship of the variables. In the end, the study manages to gauge explanation why academic leaders’ performance is differently affected by transformational leadership style as compared to transactional leadership style. The effect, however, can be regulated by the psychological capital of the academic leaders while performing their tasks.

Examining school boards’ chaotic leadership style in relation to teachers' job satisfaction and emotional exhaustion

School leaders adopt a chaotic style when they abdicate their responsibilities by being unavailable, passive, unpredictable and permissive. Surprisingly, this dark side of leaders’ style has been largely ignored in contemporary research. In a sample of 205 teachers, this cross-sectional study revealed that, an autonomy-supportive style positively related to job satisfaction via need satisfaction, while a chaotic style positively related to emotional exhaustion via need frustration. Latent profile analyses revealed four profiles: highly autonomy-supportive (35%), moderate on both styles (41%), moderately chaotic (18%), and highly chaotic (6%). A group that was low on both styles was not found.

Nurse leaders' resilience and their role in supporting nurses' resilience during the COVID-19 pandemic: A scoping review.

AimTo explore nurse leaders' resilience and their role in supporting nurses' resilience during the COVID‐19 pandemic.BackgroundThe COVID‐19 pandemic has challenged health care systems on a global level. Nurse leaders are tasked with ensuring high‐quality care, even during crises, which requires active problem‐solving and confidence in the future—resilience from leaders.MethodA scoping review was conducted using inductive thematic analysis and the PCC (Participants, Concept, Context) framework. The PubMed, Scopus, CINAHL, and PsycINFO databases, as well additional studies and grey literature, were searched from December 2019 to June 2021.ResultsThe review included 12 studies. Nurse leaders' self‐awareness, self‐reflection, and coping strategies described their resilience during the pandemic. A relational leadership style, supportive and safe work environment, and adequate communication were found to support nurses' resilience.ConclusionsThere is scarce research concerning nurse leaders' resilience during the COVID‐19 pandemic. Future research needs to address nurse leaders' personal resilience due to the link with nurses' resilience.Implications for Nursing ManagementA healthy work environment is essential for nurses' resilience. During crises, nurse leaders should adopt relational leadership styles and actively interact with nursing staff.

Reframing positive leadership within the context of Australian not-for-profit organisations

PurposeThis paper aims to integrate the extant literature on the impact of positive leadership on organisational outcomes within the Australian not-for-profit (NFP) organisations, identifies existing gaps in the literature and proposes a framework capturing feasible pathways for future research on positive leadership in NFP organisations.Design/methodology/approachThis is a systematic review of the existing literature on positive leadership and external/environmental factors and organisational values as applied to Australian NFP organisations mainly based on journal articles.FindingsThis paper proposes a plausible conceptual framework postulating how Australian NFP organisations could attain superior performance outcomes when there is a perfect alignment between positive forms of leadership, external/environmental factors and organisational values. We explain the conceptual framework through testable research propositions explaining interrelationships between positive leadership, external/environmental factors, organisational values and organisational performance.Research limitations/implicationsThe review focused on two positive forms of leadership (i.e. transformational and servant) and could benefit by including other closely related leadership styles and behaviours (like authentic and ethical leadership). In addition to the positivist paradigm and quantitative approach adopted by this paper, interpretative and critical paradigms and related qualitative approaches may also lend themselves well to exposing pertinent issues and relationships that have not been imagined before in the under-researched NFP sector.Practical implicationsLeaders within NFP organisations need to understand when and how to align positive forms of leadership, external/environmental factors and organisational values to maximise limited resources available to Australian NFP organisations.Originality/valueThis systematic review adds to the limited literature exploring the impact of positive forms of leadership within Australian NFP organisations. The proposed framework offers unique insights into the relationships between positive forms of leadership, external/environmental factors, organisational values and organisational performance.

Mindfulness older workers and relational leadership

AbstractThere is scant research examining both the psychological (individual) and leadership (environmental) influences on older workers. We firstly examine the influence of older workers' mindfulness on their job engagement, job satisfaction and turnover intentions. Secondly, we address effective leadership approaches for older workers, comparing two positive relational leadership styles, leader member exchange and leader autonomy support (LAS). We survey 1,237 participants from 28 organisations in New Zealand and employ structural equation modelling to test our hypotheses using AMOS 24.0. We find that mindful older workers enjoy greater wellbeing and are discerning of the leadership styles that most benefit their engagement, satisfaction and intentions to stay within the organisation. We find that mindfulness has direct importance and LAS has indirect importance on advancing the wellbeing of older workers. Mindful older workers exhibit greater work wellbeing than non-mindful workers, but they also demonstrate greater expectations and discernment of the leadership styles they encounter.

Compassionate, collective or transformational nursing leadership to ensure fundamentals of care are achieved: A new challenge or non-sequitur?

This discursive paper draws on three key leadership theories with the aim of outlining how styles of leadership impact the provision of fundamentals of care. Discussion paper. key leadership theories, leadership and fundamentals of care literature. The conceptualization of fundamentals of care is viewed through the lens of nursing leadership, and collective, compassionate and transformational leadership theory. The cognitive dissonance that nursing leaders encounter when trying to reconcile organizational, patient and nurses' needs is considered, and the pressure to deliver high-quality fundamentals of care presents a challenge to nurse leaders. Leaders must align nursing and patient outcome data to drive forward and prioritize fundamental care. Focusing on key elements of relational leadership styles will ensure a workforce fit to provide fundamental care, which in the current climate must be an organizational and global nursing priority. This discussion attempts to draw together overlapping leadership theories, emphasizes the importance of relational leadership in ensuring the provision of the fundamentals of care and acknowledged the impact of the COVID-19 pandemic on nurses and nursing care, with leadership implications outlined, such as a need for role-modelling, understanding shared values and giving nurses a voice. It will have an impact on nurse leaders, but also on those nurses providing direct care by issuing a challenge for them to confront their own nurse leaders, and to ask that they better resolve competing needs of both the nursing workforce and patients.