Relational Leadership Research Articles

Instructional Leadership, work Engagement, Self-Efficacy of School Heads: A Structural Equation Model

This study aimed to determine the best-fit model of school effectiveness as influenced by instructional leadership, work engagement, self-efficacy of school heads among 400 public elementary school teachers in Davao Region, Philippines. With the used of Structural Equation Model Analysis, results gained a very high levels for Instructional Leadership and work engagement, a high level of self-efficacy of school heads and school effectiveness. Moreover, there was a strong, positive, and significant correlation between instructional leadership and school effectiveness, work engagement and school effectiveness. However, result for self- efficacy and school effectiveness is not correlated. Further, findings revealed that the influence of the exogenous variables indicates that the overall regression model is statistically significant. Furthermore, results showed that the best-fit model was model 3 showing the direct causal relationships of Instructional Leadership and self- efficacy on school effectiveness. Meanwhile, School effectiveness was defined by the retained indicators namely; Effectiveness of the School Climate, Effectiveness of the Relationship with Local Community, Effectiveness of Using Enrichment Activities in School and Student’s Sense of Belonging the Surrounding Environment. On the other hand, instructional leadership style was described with the following retained indicators: Framing the Goals, Supervise and Evaluate Instructions, Provide Incentives for Teachers and Promote Professional Development. While Self efficacy of school heads was described in terms of the retained indicators namely; Efficacy for Instructional Leadership and Efficacy for Moral Leadership. Findings suggest that the policy making body of the Department of Education may look into provision of benefits of the teachers and the school heads to further increase the school effectiveness.

Transformational leadership and competitive strategies in mining companies

Purpose: To stablish the existing relationship of transformational leadership in the competitive strategies of mining companies in Durango Mexico.Methodology: This study adopts a quantitative, correlational, and cross-sectional approach. To analyze the influence among variables, the linear regression analysis technique was employed. Data was collected through a questionnaire applied to a probabilistic sample comprising 378 workers. Findings: There is a statically significant relationship among variables. Besides, inspirational motivation is the most frequent dimension of transformational leadership and cost strategy is the most prevailing. Implications: The study revealed that mining companies should encourage transformational leadership due to the positive relationship it fosters in their competitive strategies.Value: The relationship found among variables enabled us to recognize that promoting inspirational motivation and intellectual stimulation will have a positive effect on cost strategy.

Knowledge-Oriented Leadership and Tacit and Explicit Knowledge-Sharing Behaviors: A Moderated Mediation Model of Emotional Intelligence and Self-Efficacy

Purpose - Drawing from social cognitive theory, the present study examines the impact of knowledge-oriented leadership on knowledge sharing behaviors (tacit and explicit). Moreover, this study examines the intervening effect of self-efficacy between the relationship of knowledge-oriented leadership and knowledge sharing behaviors (tacit and explicit). Furthermore, this study investigates the moderating role of emotional intelligence between the relationship of knowledge-oriented leadership and self-efficacy. Study Design/Methodology/Approach - Two hundred and ninety-five permanent employees of service sector organizations (i.e., banking, telecommunication, and media) voluntarily participated in a data collection survey which was conducted using a three-week temporal separation method. Data was analyzed using statistical software, i.e., SPSS and Smart-PLS to assess the reliability and validity of the constructs and test the direct, indirect, moderation, and moderated mediation relationships of the variables. Findings - The findings showed that knowledge-oriented leadership strongly predicts tacit and explicit knowledge-sharing behaviors, and self-efficacy mediated this relationship. Moreover, results support the moderation of emotional intelligence between knowledge-oriented leadership and self-efficacy. Research Limitations- To bring a deeper understanding of how organizational and personal factors influence the knowledge-sharing behaviors of the employees, future research should investigate the potential mediating mechanisms, i.e., trust in leadership and learning goal orientation and the moderating role of psychosocial safety climate using the specific leadership style, i.e., adaptive, and humble leadership. Originality/Novelty- The findings of this study suggest that organizations focus on the enhancement of knowledge-related skills of the management which encourages the subordinates for higher self-efficacy regarding the sharing of tacit and explicit knowledge. Moreover, this study highlighted the importance of emotional intelligence for the enhancement of self-efficacy; also, emotional intelligence indirectly helps individuals demonstrate knowledge-sharing behaviors (tacit and explicit).

How Perceived Injustice Mediate the Relationship of Exploitative Leadership and Employee Expediency

Based on social cognitive theory, we investigate the impact of exploitative leadership (EL) on employee expediency (EE) with the mediating role of perceived injustice (PI) in the banking sector. For this purpose, 413 employees who were working in different banks in Punjab, Pakistan, were investigated through a survey questionnaire. The smart PLS 4.0 was used to measure the relationship and test the hypothesis. The results showed that EL directly affects EE. This study also found that perceived injustice mediates the relationship between EL and EE. The research conducted with said variables enriched the literature and scope of knowledge in the domains of OB and HRM. In conclusion, this study recommended managers that in order to get better overall organizational performance, an exploitation-free environment for employees must be developed and try to understand the emotional psychology of workers, especially in service-oriented sectors.

Implementing and Facilitating STEAM Problem-Based Learning From the Perspective of Teacher Leadership

Science, Technology, Engineering, Arts and Mathematics (STEAM) education taught through Project- Based Learning (STEAM PBL) has expanded across 22 states in the United States in the last two years. The literature on STEAM teaching is just emerging with most of the studies having focused on descriptions of newly established STEAM schools and how the teaching methods have been incorporated in classrooms. These studies have mainly used qualitative research or case study design. While the majority of the studies have described what is going on in terms of STEAM teaching, little is known about what type of school leadership can best facilitate the implementation of STEAM PBL. This study explores this gap by examining the source, process, practices, and effect of teacher leadership in relation to the implementation of STEAM PBL. Data from 18 interviews with teachers in eight middle schools in a southern low-performing district point to the importance of ongoing, hands-on professional development, effective professional learning teams of teachers, and teacher leadership for the effective implementation of STEAM PBL teaching.

A Conceptual Paper on the Relationship between Transformational Leadership and Employee Engagement

The importance of a transformational leader's capabilities is beyond direct guidance, rather it extends towards securing lasting outcomes and sustained performance. Considering multiple facets of enhancement are inevitable, the various dimensions of transformational leadership enable scholars and industrial practitioners to pinpoint the pivotal aspects of transformational leadership responsible for employee engagement. Expanding on existing theories, it becomes vital to establish the traits of transformational leadership that significantly influence an employee engagement. Thus, this conceptual paper shall fortify the theoretical structure by investigating the relationship of transformational leadership (idealized influence, individualized consideration, inspirational motivation, intellectual stimulation, employee appreciation, performance expectation) and the correlations towards employee engagement, through comprehensive literature reviews, validating the significance of the relationship. From the findings of this study, the relationship between transformational leadership and employee engagement was justified to be significant. Future studies may leverage the expanded framework proposed in this conceptual paper to conduct quantitative studies in specific geographic areas or industries, further validating the effectiveness of these variables.

Relationship of Charismatic Leadership of Principals with Motivation of Teachers in Elite National Secondary Schools in Terengganu

Relationship of Charismatic Leadership of Principals with Motivation of Teachers in Elite National Secondary Schools in Terengganu

Green inclusive leadership and green creativity in the manufacturing industry: do green human capital and employee voice matter?

Purpose Organisations encourage green creativity among their employees to mitigate pollution and achieve sustainable growth. Green inclusive leadership practices have a key role in influencing employees’ green attitudes and environmental efficiency. Thus, the purpose of this study is to investigate how green inclusive leadership influences employees’ green creativity. It also aims to analyse the intermediating mechanism of green human capital and employee voice between the relationship of green inclusive leadership and green creativity. Design/methodology/approach Data was collected through an in-person administered questionnaire-based survey from 312 employees of the manufacturing industry of Pakistan. SPSS PROCESS macro was used for hypothesis testing in the present study. Findings The findings depict that the perception of green inclusive leadership positively influences employees’ green creativity. Moreover, the findings demonstrate that green human capital and employee voice play substantial intervening roles among the associations investigated. Originality/value This research study is novel because it is one of the scarce research studies to examine green inclusive leadership and employees’ green creativity with the underlying mechanism of green human capital and employee voice in an eastern context.

Servant versus directive leadership and promotability: does leader gender matter?

Are leaders more promotable when they show servant or directive leadership - and does this hold for women and men alike? Servant leaders are likely seen as more effective, likable, and thus promotable but less prototypical than directive leaders. We argue that differing degrees of communion (i.e., warmth, morality) and agency (i.e., competence, dominance) underlie the relationship of servant and directive leadership with leaders' promotability. Based on expectancy-violation theory, we assume that men benefit more from servant leadership and women benefit more from directive leadership. Servant leadership aligns more with communion and stereotypes about women. In contrast, directive leadership aligns more with agency and stereotypes about men. These differences may result in gender-biased evaluations threatening fairness in leadership promotions. In a pre-study, servant leadership was more expected of women leaders than of men leaders. However, directive leadership was equally expected of women leaders and men leaders. An experimental vignette study (N = 454) revealed that servant leaders were seen as more effective, likable, and promotable than directive leaders, regardless of gender. Perceived leader warmth, morality, and competence were positively, and dominance was negatively, related to leader effectiveness and leader liking, which were positively related to leader promotability. We also investigated whether raters' gender role beliefs influenced the evaluations, which they did not (as reported in the Supplementary material). Concluding, women and men profit equally from exhibiting servant compared to directive leadership.

Does justice matter in voice? Inclusive leadership and employee voice: the moderating role of organizational justice perception.

As a distinctive form of relational leadership, the impact of inclusive leadership on employee work behavior has been widely considered by scholars. The purpose of this study was to examine the positive effects of inclusive leadership on employee voice (promotive voice and prohibitive voice), and the moderating role of organizational justice perception (distributive justice, procedural justice, and interactional justice) on such positive effects. Based on social exchange theory, this study used a multi-wave and multi-source survey to obtain data from 258 subordinates and 52 team leaders from construction companies located in China. The results showed that inclusive leadership was positively related to promotive voice and prohibitive voice. Distributive justice and interactional justice would strengthen the positive relationship between inclusive leadership and promotive voice. Distributive justice, procedural justice, and interactional justice would strengthen the positive relationship between inclusive leadership and prohibitive voice. First, this study examined the impact of inclusive leadership on employee voice, emphasized the importance of inclusive leadership as the core of relational leadership, and provided guidance for improving employee promotive and prohibitive voice. Second, this study conceptualized organizational justice perception as distributive justice, procedural justice, and interactional justice, comprehensively considered the impact of the three dimensions of justice perception on the effectiveness of inclusive leadership, and provided specific reference for employee management practice from the perspective of justice.

The study of leadership by Ukrainian scientists

Introduction. The article analyzes latest Ukrainian studies on leadership. Aim: to analyze Ukrainian studies on leadership in commercial organizations. Methods: content analysis, comparison, analysis and synthesis. Results. The analysis has found a lack of a general theory of leadership, presence of different ideas about the nature and content of leadership, as well as different definitions of and approaches to studying leadership in Ukraine. The reasons for this could be the interdisciplinary nature of leadership, different approaches to studying leadership in different fields of science, lack of universally recognized criteria for grouping theories within one or another approach, as well as difficulties of translation from English. The theoretical foundations of some studies do not follow modern theories of leadership. At the same time, the theory of traits remains the most widely used theory of leadership, although its shortcomings have been proven by numerous studies. Ukrainian researchers study leadership in relation to management, analyze business leadership, and develop leadership training programs. Conclusions. There have not been serious studies on leadership in commercial organizations inUkraine, which emphasizes the relevance of both theoretical and applied studies on leadership in commercial organizations. Future studies may focus on clarification of leadership mechanisms in commercial organizations, the role of leaders in leadership-type commercial organizations, as well as substantiation of the principles of leadership organizations in Ukraine.

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.

Board talk: How members of executive hospital boards influencethe positioning of nursing in crisis through talk.

Talk by members of executive hospital boards influences the organizational positioning of nurses. Talk is a relational leadership practice. Using a qualitative-interpretive design we organized focus group meetings wherein members of executive hospital boards (7), nurses (14), physicians (7), and managers (6), from 15Dutch hospitals, discussed the organizational positioning of nursing during COVIDcrisis. We found that members of executive hospital boards consider thepositioning of nursing in crisis a task of nurses themselves and not as a collective, interdependent, and/or specific board responsibility. Furthermore, members of executive hospital boards talk about the nursing profession as (1) more practical than strategic, (2) ambiguous in positioning, and (3) distinctive from the medical profession. Such talk seemingly contrasts with the notion of interdependence that highlights how actors depend on each other in interaction. Interdependence is central to collaboration in hospital crises. In this paper, therefore, we depart from the members of executive hospital boards as leader and "positioner," and focus on talk-as a discursive leadership practice-to illuminate leadership and governance in hospitals in crisis, as social, interdependent processes.

Constructing Innovation Culture for Low-middle Economies: A Systems Approach

The objective of this study was to test a model on building a culture of innovation that best fits organisations from developing countries. It examined the roles of organisational strategy, leadership and support systems in building an innovation culture. Specifically, it used the open systems theory in examining the mediating role of support systems in the relationship between organisational strategy, leadership and innovation culture. This study utilised data surveyed from 671 employees from 23 different business organisations in the Philippines. Participants completed questionnaires that measured organisational strategy, leadership, support systems and innovation culture. Structural equation modelling (SEM) confirmed the hypothesis that support systems, leadership and organisational strategy predict an organisational innovation culture. Mediation analysis showed that support systems account for 38% of the impact of organisational strategy on the perceived innovation culture. It also showed that support systems account for 77% of the impact of leadership on the perceived innovation culture. The main contribution of this study was to present an innovation culture model suitable for developing countries at the same time showing how the relationships of the determinants of innovation culture predict innovation in an organisation. Specifically, it showed how support systems mediate between the relationships of organisational strategy, leadership and innovation.

Centering relationships in collegiate leadership curricula.

The relational leadership model and the five practices of exemplary leadership are widely used models that both emphasize a relational approach to leadership and center the collegiate context as a transformative environment for practicing and developing leadership. This article highlights two different applications of these models and provides important considerations for designing relational leadership curricula and programs for college students.

The Relationship of Servant Leadership on Knowledge Sharing Behavior With Organizational Culture and Organizational Citizenship Behavior As Mediator

This study aims to analyze the relationship between servant leadership (SL) on organizational culture (OC), organizational citizenship behavior (OCB), and knowledge-sharing behavior (KSB) to test the indirect relationship of servant leadership (SL) on organizational culture (OC), organizational citizenship behavior (OCB), and knowledge sharing behavior (KSB), as well as to test the indirect relationship of SL to OCB and KSB through OC. The research design used a quantitative method; the research samples were 60 village officials from one of the sub-districts in Magetan Regency, East Java, Indonesia. Data collection was carried out by way of a survey using a questionnaire. The research results showed that SL has a significant positive relationship with OC and OCB, but SL does not have a direct relationship with KSB; OC has a significant positive relationship with OCB and KSB; OCB is not directly related to KSB; OC plays a partial mediating role in the relationship between SL and OCB; OC as a full mediation of the relationship between SL and KSB. Realizing KSB can be improved through the internalization of organizational culture, which can increase OCB and encourage organizational members to share knowledge.

دور القيادة الكاريزمية في ترسيخ النظم السياسية الشمولية - دراسة نظرية مع التركيز على أنموذج قيادة (عبدالكريم قاسم) الكاريزمية(1958-1963)

Charismatic leadership is one of the political leadership patterns, and it is a key variable in building and dismantling political systems. The relationship of the charismatic leadership with the political system differs according to the charismatic leader's orientations and policies towards the political system. Inspirational charismatic leadership - moral charisma - plays a positive role in building the political system and institutions, and contributes to building and consolidating a pluralistic democratic political system. While the arrogant, charismatic leadership - the immoral charisma - which overrides the private interest of it and its clique contributes to the consolidation of totalitarian political systems through the personalization of the political system and institutions and the preference for the policy of force and violence over other policies, the charismatic leadership model (Abdul Karim Qasim) represents a type of charismatic leadership with an orientation military , who played a key role in consolidating a semi-totalitarian political system in Iraq during his rule between (1958-1963). This system is ended through a mock trial in which Qasim was accused of treason and sentenced to death. Thus, the way was paved for a totalitarian political system in Iraq that was more violent and harsh at the hands of a group of nationalists and Baathists representing a charismatic and arrogant leadership.

Did Leadership Become More Important During COVID-19? A Longitudinal Analysis of the Impact of Servant Leadership on Performance and Work-Life Balance Satisfaction in a Public Organization

In this article we raise the question whether servant leadership became more important for performance and work-life balance satisfaction during the COVID-19 pandemic. Two alternative hypotheses are formulated stating that on the one hand the impact of servant leadership may have increased during COVID-19 as servant leadership can help in dealing with a crisis. On the other hand, it may have become more difficult to express leadership behaviors when leaders and employees are physically distanced from one another. A longitudinal approach was taken to examine the role of servant leadership in relation to the performance and work-life balance satisfaction, comparing the situation before and during the pandemic. Panel data was collected in a Dutch government organization ( N = 293). Results indicate that there was a decrease in the amount of servant leadership experienced by employees, however its impact remained in times where leaders and employees were confined to their homes.

Leaders’ induced justice perceptions as mediator of the relation between participative leadership behaviors and team learning

IntroductionIn today’s complex and changing business environment organizations need to learn and adapt to emerging circumstances. Teams can be a preferred vehicle to facilitate solving challenges that require diverse perspectives and expertise, collaboration, and knowledge sharing among members. To support team learning, organizations need to understand and promote an appropriate environment that facilitates learning within teams. By drawing on Fairness Theory and Social Exchange Theory, this study explores the role of leader-induced justice perceptions as a mediator in the relationship of participative leadership and team learning.MethodsUsing a split-half team survey methodology with a sample of 211 teams, the study analyzes the role of team justice climate as a mediation mechanism in the relationship between participative leadership behaviors and team learning.ResultsResults from structural equation modeling analyses suggest that, at a team level, participative leadership behaviors have both a direct association with team learning and are partially mediated by the team’s justice climate.DiscussionThis study contributes to existing literature by offering evidence that the perceptions of justice instilled by leaders play a role mediating participatory leadership and team learning. Moreover, the study supports the idea that leader induced justice perceptions can be considered as an aggregated construct at the team level. From a practical standpoint, the findings imply that team leaders can contribute to create an environment conducive to team learning by treating team members with fairness.

Do Chameleons Lead Better? A Meta-Analysis of the Self-Monitoring and Leadership Relationship.

The relationship between self-monitoring and leadership has been debated. We attempt to resolve this debate through a meta-analysis (N = 9,029 across 55 samples). Since this is the first meta-analysis that focuses on this relationship, we were able to study both focal constructs at a granular level. As hypothesized, self-monitoring is positively associated with leadership emergence and leadership effectiveness. Whereas self-monitoring is positively related to managerial leadership, its relationship with transactional leadership is non-significant. Contrary to our prediction that self-monitoring is negatively related to authentic leadership and to transformational leadership, we found positive relationships. Importantly, the relationship between self-monitoring and leadership variables is typically non-significant when the latter is measured by subordinate ratings. This casts doubt on the general finding that self-monitoring is positively related to leadership. Also, the relationships significantly differ when self-monitoring was measured by different scales. Implications for theory and practice are discussed.