Relational Leadership Research Articles

The relationship of ethical leadership with teachers’ organizational behavior, attitudes, and perceptions: a meta-analysis study

The relationship of ethical leadership with teachers’ organizational behavior, attitudes, and perceptions: a meta-analysis study

Impact of COVID-19 on Management, Quality and Satisfaction of Health Organizations

Abstract The hospital health care professionals are the frontline fighting COVID-19 considering they are responsible for all the care provided to patients during all the time they spend at the hospital for diagnosis, treatment or recovering of the COVID-19 disease and other diseases. The purpose of this study was to determine the impact of COViD-19 at the hospital management level and, also, to understand how psychosocial environment, and satisfaction of Health Professionals were affected. A case study was performed in a Portuguese Hospital. Data were collected at one hospital under study at two different occasions: the first before the pandemic (November 2019) and the second almost two years after the pandemic started (November 2021). Regarding data collection, 37.0% of participants responded in the occasion 1 (n = 296) and 63.0% responded in the occasion 2 (n = 503). The instrument for the Assessment of Global Management of Health Organizations (AGMHO) Comparing timings pre and during pandemic COVID-19, it was found that the participants in the pre- COVID-19 era showed stronger organizational culture, higher quality of life, better psychosocial environment regarding content/leadership and higher job satisfaction when compared to the participants during pandemic COVID-19. On the other hand, participants in the second occasion were found to have higher psychosocial risks related to mental health when compared to participants in the pre- COVID-19 phase. The results obtained allow us to identify priorities in terms of promoting well-being and satisfaction of professionals and overall wellbeing of the health organization, namely intervention in leadership relationships and psychosocial risks at work related to the physical and psychological demands of work, stress management and a more active and involved role for the professional. Key messages • This knowledge facilitates labelling and prioritizing the promotion of well-being and satisfaction of professionals and overall wellbeing of the health organization. • The product is a comprehensive diagnostic model of the factors influencing the results in health organizations.

Tree structures may be the leadership structures employed by group motions exhibiting hierarchy

Collective behaviors leading to various fascinating movement patterns are believed to be the product of complex interplay among individuals. Previous studies have identified two types of leadership structures in pigeon flocks, i.e., hierarchical networks and reciprocal relationships. However, both of these leadership structures are predicated based on data analysis and lack substantial empirical evidence. Additionally, it is difficult to delineate a direct correspondence between leadership structures and trajectory data for pigeon flocks because birds cannot report their leadership structure. Herein, based on experiments involving volunteers, we found that tree structures may serve as the leadership structures employed by group motions exhibiting hierarchy. In the tree structure, each follower follows its only leader during collective motions, and the single top leader determines the direction of collective motions. By employing the tree structure, we introduced a model for describing collective motions. A method for obtaining the leadership structure through experimental trajectory data was proposed. This strategy was used to analyze flight trajectory data from a pigeon flock and elucidate the pigeons' leadership relationships. Our model can simulate the collective behavior of pigeon flocks, thus accurately replicating the findings of previous experimental studies. The results of this study provide insights regarding the leadership structure in pigeon flocks and have implications for artificial collective systems, e.g., autonomous formation control of multiple unmanned aerial vehicles or unmanned surface vehicles. Published by the American Physical Society 2024

Creating spaces for dialogue and learning to build collective empowerment: A qualitative study on community leadership development in Midwest America communities

ABSTRACT The complexity of today’s community challenges calls for innovative approaches that promote leadership of diverse community members and institutions working collaboratively with communities. This study reports on an evaluation of two neighborhood leadership development programs that examined the impact of programs on participants and their communities. 41 interviews were conducted with 33 program participants and eight facilitators. All interviews were transcribed verbatim and analyzed using thematic analysis. Participants expressed that they were motivated to participate in the leadership program(s) because they saw the need to help others in their communities and wanted to learn how to do that well. Others reported scaling up their capacity and capabilities in doing community work through engaging and empowering others toward achieving shared community development goals. Insights from the study suggest that building communities that are well resourced, equitable, and thriving places, require sustainable investment in hands-on, relational leadership training at the local level.

Leadership development: relationality and temporality in professional sport

ABSTRACT This study explored leadership development from a relational leadership perspective in the context of a professional sporting organization during one season. While there is an increased recognition that leadership development is a collective practice, more research is needed to explain the relational nature of leadership development and how it is co-constructed. Grounding our research in the literature on relational leadership and based on in-depth qualitative interviews and observations with a professional sporting organization, we explored how leadership development is constructed collectively and experienced over time. Thematic narrative analysis was applied to the interview data to explore these experiences. The findings revealed three themes that described leadership development in the organization: learning from experience, development priorities, and sharing expectations. The findings are supported by existing relational leadership literature and extend leadership knowledge in sport management by outlining how leadership can be developed by becoming intelligible to the social order through experiences over time. We have provided recommendations for developing leadership in professional sporting organizations.

Impact Of Relational Leadership on Effective Services of Church Volunteer Workers

The church thrives on the effective engagement of volunteer workers who give their time, money, and talents to promote the gospel through cooperative work with the church pastors and other church staff. Upon this assumption, the writers intend to promote relational leadership theory that can help pastors and other church staff engage and maximize their potential. In achieving this singular purpose, the writers explored the relational leadership theory and described who volunteers are in the church context. The research also discusses relational issues among volunteer church workers, while impacts that implementation of this theory could have on church workers were finally explained. The article reveals that relational leadership would help leaders prioritize interest in the church volunteer workers’ personal life; encourages formal and informal communication; inspires teamwork; and guides church volunteer workers toward achieving their job descriptions.

Особенности торговой политики Китая: текущее состояние и направления развития

This article analyzes the current state, main instruments, and directions of development of China's trade policy in the context of the confrontation between the two global economic leaders, China and the USA. Understanding the meaning that China embeds in the concept of "trade policy" will enable Russia to perceive the logic of China's decisions and effectively build cooperation with China in the economic sphere and the related ones. The aim of this study is to identify the peculiarities of China's trade policy. To achieve this, the article examines the main indicators and instruments of China's trade policy, considers the current viewpoints of Chinese economists on trade policy, and analyzes activities concerning its implementation. Particular attention is given to the methods China uses to increase its influence in the global economy. The findings demonstrate that through its trade policy, China aims not only to enhance its economic power but also to shape new global rules and standards, reflecting its aspiration for leadership in international economic relations. China’s tariff system and the enforcement of non-tariff measures effectively protect its domestic market from foreign competition and encourage investments in the development of competitive high-technology production on the global market. The article shows that in China, the concept of "trade policy" encompasses a broader set of tools and measures than the commonly accepted tariff and non-tariff measures. Within its trade policy framework, China addresses a range of tasks, from the internationalization of the national currency to uniting developing countries and gaining priority in setting technical standards for goods and services. It is shown that China has been working in this direction for several decades, specifically since the early 2000s.

The role of entrepreneurial leadership in achieving strategic excellence an analytical study of the opinions of a sample of college council members at private universities in the Erbil city

The research aims to determine the availability of the dimensions of entrepreneurial leadership and the dimensions of strategic excellence from the point of view of a sample of members of college councils in private universities in the Erbil city, in addition to analyzing the relationship and impact of entrepreneurial leadership represented by its dimensions (Creativity, risk taking, proactiveness, independence) in the dimensions of strategic excellence represented by (Leadership excellence, individual excellence, cultural excellence, service excellence). The general framework of the research was represented in the research problem, which was defined by raising several questions about the nature of the relationship and influence between the independent variable (entrepreneurial leadership) and the dependent variable (strategic excellence). For this purpose, a hypothetical chart was designed that expresses three main hypotheses, and to ensure their validity, they were subjected to multiple statistical tests. The questionnaire was used as a means of obtaining data. The research adopted the descriptive analytical method, where the main and sub-variables were described, to analyze the relationships and influence between the two variables. The research population was represented by all members of the college councils in the private university colleges in the Erbil city, whose number was determined according to the data and statistics of the Ministry of Higher Education and Scientific Research, and their number reached (117), and (58) members were chosen from them to represent the research sample. The hypotheses were tested through a set of analyzes and statistical tests using the computer program (SPSS Ver.26). The research reached a set of conclusions, the most important of which is the existence of positive ethical relationships at a high level between the dimensions of entrepreneurial leadership and strategic excellence at the macro and micro levels. This confirms the benefit of colleges in private universities from employing the dimensions of entrepreneurial leadership in adopting the dimensions of strategic excellence, in addition to the presence of a positive effect on statistically significant levels of the entrepreneurial leadership variable in the strategic excellence variable, according to what was produced by the analysis indicators at the macro and micro levels. The research presented a set of proposals, the most important of which is the necessity of investing in the strong relationship between the two variables and directing this relationship towards serving the colleges under research.

Nursing professions' distinctive ethical standards: Exploring a code of ethics.

This article presents an examination of the ethical code of nursing in Israel, focusing on the nurse-patient, nurse-colleague, and nurse-professional leadership relationships. This article offers for the first English translation of the Israel Nursing Association's Code of Ethics to facilitate international scholarly discussion, and to critique this Code through the lens of Asa Kasher's philosophical test, thereby examining its completeness and practical utility. As it stands today, the code lacks clarification of the professional ethical uniqueness of nursing. To address this gap, the article adopts a philosophical approach using Kasher's test named the Three Components of the Practical Ideal to distill the distinctive ethical obligations imposed on nursing professionals. The article highlights the importance of professionalism in nursing, encompassing expertise, autonomy, and recognition, as emphasized in the Code of Ethics. However, the current code does not explicitly delineate the unique requirements specific to nursing. Thus, the article proposes the integration of these explicit requirements into the Code of Ethics through collaborative efforts. Furthermore, it emphasizes the crucial role of nursing education and training programs in fostering professional identity formation based on the strengthening of the commitment to relevant ethical principles. The article contributes to the advancement of nursing ethics by providing a comprehensive framework for understanding and implementing proper ethical conduct within the nursing profession.

Relationship of Communication, Negotiation and Leadership on the Employee Performance for Sustainable Growth in Hotels

Objective: This research aims to investigate what soft skills affect the performance of employees at Hotels for their sustainable growth in China. Sustainable Development Goals (SDG) 8, promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all. Theoretical Framework: The study’s underpinning theory was derived from the Lippman, Ryberg, Carney and Moore (2015) model of key softskills. Method: This study adopts convenience sampling and analyzes the data from 158 questionnaires distributed through SPSS. The analysis results will find out the more important and useful skills in hotels. This study was conducted at the Guizhou Province, China using online survey. Three soft skills of communication, negotiation, and leadership were tested to be positively correlated with the performance of hotel employees. Results and Discussion: This research also allowed us to identify which soft skills are most important to a team to enable the overall team to succeed. This research can provide a reference for the human resource management of hotels to plan the soft skill development training of employees. More and more companies realize that employees are one of the important factors for the company’s further development. If you want to develop better in the information age, you must have a group of outstanding employees. Therefore, the training plan to improve employee performance is a relatively important work in human resource management. Hard skills are just our visible professional and technical indicators, while soft skills are invisible indicators, and they are also a scale to measure a person's ability to handle things. Research Implications: Academic implication sees the use of Lippman et al (2015) model in underpin the variables related in the study of employee performance and soft skills. Practical implication include to emphasize the role of negotiation skills foe the employee performance. Originality/Value: This study provide insight on the role of negotiation skill in increasing the employee performance in the hospitality industry in China.

DEVELOPMENT OF A MENTORING APPROACH FOR ENHANCING STUDENT RELATIONAL LEADERSHIP IN PRIVATE UNIVERSITIES OF JINAN, SHANDONG PROVINCE, CHINA

This study aimed to develop a mentoring approach for enhancing student relational leadership in private universities in Jinan, Shandong Province, China. This study employed a mixed-methods approach. The sample consisted of 422 students from six different private universities in Jinan. The result showed that the general level of student relational leadership in private universities in Jinan was high; nevertheless, there was still room to enhance. Based on the quantitative analysis results, the mentoring activities encompassed four significant elements: mentoring for leadership empowerment, mentoring for psychological and emotional support, peer mentoring, and e-mentoring. We developed the mentoring approach based on student relational leadership and effective mentoring activities. Shandong Yingcai University applied it to 97 students. The finding indicated that there was a significant difference before and after implementing the mentoring approach. We recommended the mentoring approach to the private universities in Jinan to foster student relational leadership.

Retraction Note: Revisiting the proven relationship of green leadership, green education, and green finance with sustainable development goal 3 in the context of China: does public health expenditure really mediate the relationship?

Retraction Note: Revisiting the proven relationship of green leadership, green education, and green finance with sustainable development goal 3 in the context of China: does public health expenditure really mediate the relationship?

The Effect of Transformational Leadership, Training, and Compensation on the Performance of Family Planning Counsellor with mediating of Organizational Commitment

Purpose – The aim was to examine how transformational leadership, training, and compensation affect the employee performance of family planning counselors. The study also investigated whether organizational commitment plays a role in mediating this relationship. Methodology –The researchers used a stratified random sampling technique to select 155 family planning counselors as the sample size. The collected data was analyzed using the Smart PLS software version and the Partial Least Square (PLS) approach. Findings – The study revealed that organizational commitment acts as a mediator in the relationship between transformational leadership, training, compensation, and the performance of family planning counselors. Originality – This research examined organization commitment, which has a broad and significant impact on employee performance. It also provided better comprehension concerning the relationship of transformational leadership, training, and compensation on this study.

Leading the way: implementing aged care innovations.

The objective of this study was to identify the key characteristics of leaders that support the implementation of innovations in aged care settings. We conducted a secondary analysis of papers from a large scoping review that identified how leaders supported the implementation of innovations in aged care. Once imported into NVivo12, the findings were deductively coded using the domains of Bloom's taxonomy of learning. Each parent code was then inductively analyzed to identify key characteristics within each domain. Our review identified four types of knowledge, five skills, and six attitudes that leaders should exhibit to better support the implementation of innovations within aged care settings. In addition to our findings regarding Bloom's learning domains, we identified nine leadership behaviors that participants in the included papers perceived as valuable for enhancing the implementation process. Furthermore, we identified four key organizational elements that support leaders in navigating and facilitating the implementation of innovations within aged care settings. Our review identified the characteristics that leaders should demonstrate when supporting the implementation of innovations in aged care. Importantly, our findings also emphasized the changing role of leadership from a hierarchical approach to a more collaborative, supportive, and empowering style. The insights identified in this review will help to guide aged care leaders, stressing the significance of adaptable and relational leadership styles that will guide the implementation of innovations within the aged care sector. http://links.lww.com/IJEBH/A271.

Exploring the Relationship of Transformational Leadership on Teaching Effectiveness and Commitment Towards Teachers’ Empowerment Program

This study aims to assess how transformational leadership influences teaching effectiveness and commitment, with a focus on accounting teachers. It seeks to determine how these leadership traits impact teaching and commitment, leading to the design of an empowerment program to foster high performance and overall school success.The researcher used a descriptive correlational research design utilizing a quantitative research method and utilized 86 accounting teachers of any of the following universities and colleges such Dongguan University of Technology, Guangdong Medical University, Guangdong University of Science and Technology, Guangzhou Xinhua College, and Dongguan City College in Cbina. The findings indicate that transformational leadership significantly enhances teaching effectiveness and commitment among accounting teachers, particularly in areas related to student outcomes. However, while it positively influences commitment to students, there is a need for targeted programs to further strengthen commitment to the profession and subject matter, incorporating professional development and mentorship initiatives.

Improving nurse faculty job satisfaction: An action guide for academic nurse leaders

BackgroundAcademic nurse leadership is associated with nurse faculty job satisfaction, yet there is a gap between theoretical understanding of leadership concepts and specific actionable behaviors that can be implemented to increase nurse faculty job satisfaction. PurposeThe purpose of this study was to create an evidence-based action guide for academic nurse leaders at all leadership levels to use to improve nurse faculty job satisfaction. MethodsA two-phase approach was used. In Phase 1, a review of the literature was conducted to identify core concepts of 5 relational leadership theories (adaptive, authentic, servant, transformational, and human-centered leadership in healthcare). In Phase 2, the leadership core concepts were cross analyzed and mapped to academic nurse leader behaviors that impact nurse faculty job satisfaction. ResultsHuman-centered leadership in healthcare emerged as the best-fit leadership theory to academic nurse leader behaviors that improve nurse faculty job satisfaction. Servant, transformational, and authentic leadership were somewhat aligned, and adaptive leadership was least aligned. ConclusionCore concepts of human-centered leadership in healthcare informed the creation of an action guide for academic nurse leaders, which details getting to know your faculty, contributing to a positive work environment, and investing in yourself. The action guide can be used by academic nurse leaders at all levels to enhance nurse faculty satisfaction.

Effects of Secure Base Leadership vs. Avoidant Leadership on Job Performance

Organizations need high performance from their employees to achieve their goals, provide specialized services and products, and ultimately secure a competitive edge. Performance is also a source of satisfaction for employees, as it creates feelings of mastery and pride. Different leadership styles positively influence both employee performance and organizational excellence; thus, the present study aimed to analyze the relationship between a novel leadership style based on attachment theory, secure base leadership, and job performance (i.e., task and conceptual performance and counterproductive work behaviors). Additionally, a passive-avoidant leadership relationship with performance dimensions is analyzed. Using partial least squares structural equation modeling with self-reported data from 422 Spanish employees, the results show that secure base leadership is positively related to task and contextual performance, while it is negatively related to counterproductive work behaviors. The opposite pattern is found for passive-avoidant leadership (except for the link between passive-avoidant leadership and contextual performance, which is not significant). The promotion of secure base leadership within organizations allows for the cultivation of a supportive environment that favors work behaviors that are aligned with organizational objectives, and since leadership can be trained, these results are relevant for practitioners in organizations.

Relationship of organisational culture and leadership towards lecturer motivation in government vocational higher education

Introduction. The era of the industrial revolution 4.0 is a challenge for administrators and lecturers in higher education. Changes and developments in technology and types of work occur quickly, forcing educational institutions to change according to these changes. Vocational higher education managed by the government has specificities in organising and managing their education. Aim. This research aims to determine the relationship and effect between organisational culture on leadership, between leadership on lecturer motivation, and between organisational culture on lecturer motivation in the institutions of Government Vocational Higher Education (GVHE). Methodology and research methods. This is explanatory research, with samples taken from lecturers of GVHEs and the information collected through the questionnaires. The partial least squares (PLS) method was used to measure relationships and effects between the variables, such as organisational culture on leadership, leadership on lecturer motivation, and organisational culture on lecturer motivation. Results and scientific novelty. The results showed that organisational culture and leadership had a significant relationship, and organisational culture had a moderate effect on leadership. Leadership has a significant relationship to lecturer motivation. Organisational culture has an insignificant relationship with lecturer motivation. However, organisational culture and leadership have a considerable influence on lecturer motivation. Practical significance. This research gives recommendations to leaders of GVHEs to adapt to the current challenge, be more flexible in their organisational culture, and have good leadership to improve the lecturer motivation, which impacts their performance.

The mediating role of work motivation: The effect of leadership, workload, and reward on employee performance

Employee performance is considered key in achieving company goals, reflecting commitment, dedication and contribution to the company's vision. Motivation, as the main driver in the work environment, is a key factor in motivating employees to contribute optimally. Effective leaders have the ability to influence employee behavior. Heavy workloads, especially for drivers and helpers, can have a negative impact on employee motivation. Companies are advised to seek an optimal balance in workload to ensure employee well-being and productivity. Recognition and reward strategies are expected to maintain high quality employees. The aim of this research is to analyze the relationship and influence of leadership, workload and rewards on employee performance with work motivation as a mediating variable at liquefied petroleum gas distributors in Sidoarjo, Indonesia. This research used a cluster sampling technique with a total of 105 respondents. SPSS software was used to analyze the data. The findings demonstrate leadership, workload and rewards have a positive effect on employee performance, however work motivation cannot mediate leadership, workload and rewards on employee performance.

Effect of Demographic Factors on Spiritual Leadership for Workplace Well-being of Teachers at Secondary Level

The objectives of the research study were to find out the effect of demographic factors on the spiritual leadership relationship for workplace well-being of teaches at secondary level. All public and private secondary schools of district Muzaffargarh were the population of the study and it was 2292. The sample of teachers from tehsil Muzaffargarh was 285, from tehsil Alipur was 223 and from tehsil Jatoi was 173. Moreover, the demographic information like school regions /tehsil, school location, gender. Sector. Designation of teacher, teaching experiences, age group, academic qualification and professional qualification were taken as to find out the effect of these factors on the spiritual leadership and workplace well-being of teachers at secondary level and it was significant also. Similarly, it was concluded that these demographic factors are significant for the participants especially for teachers to enhance the spiritual leadership and workplace well-being at secondary level. Moreover, it was suggested that this study cannot analyzed overall teacher’s views about the spiritual leadership and workplace wellbeing at Secondary level. Future researchers may focus on analyzing views of teachers based on their specific subject of teaching or area/discipline at any level.