Relationship-oriented Leadership Research Articles

Pengaruh Perilaku Kepemimpinan Berorintasi Hubungan Dan Disiplin Kerja Terhadap Efektivitas Perubahan Organisasi pada PT. Paya Pinang Medan

This research aims to determine the influence of Relationship-Oriented Leadership Behavior and Work Discipline on the Effectiveness of Organizational Change at PT. Paya Pinang Medan, knowing the influence of Relationship-Oriented Leadership on the Effectiveness of Organizational Change of PT employees. Paya Pinang Medan and knowing the influence of Relationship-Oriented Leadership Behavior and Work Discipline simultaneously on the Effectiveness of Organizational Change at PT. Paya Pinang Medan. This research is aquantitative descriptive research with a questionnaire instrument with a population of all PT employees. Paya Pinang Medan as many as 78 people. By drawing samples using total sampling or saturated samples, a sample of 78 people was obtained.
 Relationship-oriented leadership has a significant effect on the effectiveness of organizational change and is the dominant variable influencing the effectiveness of organizational change at PT Paya Pinang Medan, with a sig value <0.05.

Investigate the relationship between leadership behaviours, organisational commitment, occupational stress and organisational citizenship behaviours in Vietnamese private business school libraries

PurposeThis paper examines the associations between leadership behaviours, organizational commitment, occupational stress and organisational citizenship behaviours (OCBs) at the Vietnamese private business school libraries. Another objective of this research is to explore the mediating role of organisational commitment and occupational stress on the connection between leadership behaviours and OCBs.Design/methodology/approachThe authors collected 294 staffs from various Vietnamese private business school libraries.FindingsThe findings confirm that leadership dimensions significantly influence OCBs, and organisational commitment plays a mediating role in the relationship between relationship-oriented leadership behaviour (ROL) and OCBs.Practical implicationsThe current result indicates that two types of leadership behaviour significantly affect employee citizen behaviours. Organisations should also distribute opportunities for workers to stick to citizenship behaviours by implementing organisational commitment interventions.Originality/valueThe obtained findings are a new exploration when no previous empirical literature has investigated the relationships among four constructs.

Factors associated with work ability among employees of an Italian university hospital

BackgroundA growing body of evidence clearly documents the benefits of integrated systems approaches to protecting and promoting the safety, health and well-being of workers. The purpose of this study is to provide a holistic view of the work ability of employees of an Italian University Hospital measuring their resources in relation to job demands. In particular, it examines socio-demographics, family and organizational antecedents of health professionals’ work ability.MethodsA survey was conducted to assess the work ability of healthcare professionals, including physicians, nurses and administrative staff, working at the University Hospital of Modena (Italy). The data collection allows us to get a sample of 443 workers, who correspond to 11% of the target population. The data were analyzed using preliminary statistics on the main characteristics of the sample in terms of work ability, socio-demographic variables, family and organizational characteristics. In addition, logit models of the likelihood of having high work ability were estimated using SPSS version 25.ResultsWork ability decreases with increasing age, comorbidity, high body mass index, having at least one child under 5 and/or a dependent adult, having a poor work-life balance, and doing more than 20 h of housework. Specific job resources can significantly promote work ability, including relationship-oriented leadership, autonomy in decision making and individuals’ skill match. The nursing profession is associated with a low work ability. Finally, a significant gender gap has been documented. Women find it more difficult to reconcile life and work, especially when they have children of preschool age and work in professions with greater responsibilities, as in the case of women doctors, who experience lower work capacity.ConclusionsOur results suggest that it is necessary to consider other factors, in addition to age, that are equally relevant in influencing work ability. Consequently, organisational interventions could be implemented to improve the work ability of all workers. In addition, we propose targeted interventions for groups at risk of reduced work capacity, in particular older workers (45 years and over), nurses, women with children of preschool age and in the position of physician.

Investigation of the Effects of "First Managers" on Teachers' Professional Lives According to Different Variables

Leadership and education have been two topics that researchers have been interested in for years. Many studies have been conducted, especially on relationship-oriented and task-oriented leadership styles. This study examined the impact of the first school administrator teachers worked with on their future careers. Data was collected through a digital survey that included a leadership style scale developed by researchers and demographic information. Exploratory and confirmatory factor analyses were conducted for the developed scale. Later, data was collected from a different group and confirmatory factor analysis was performed again. The study was conducted on a sample group of 530 individuals. The collected data was analyzed with ANOVA and t-test. The findings showed that 70% of the teachers revealed that their first administrator had an impact on their career. It was found that the impact did not differ based on the leadership style used. In addition, it was revealed that there were differences in how teachers were influenced based on the administrator’s seniority and the educational level of the first school they worked at. The finding that the impact did not differ based on task-oriented and relationship-oriented leadership style is in line with the literature.

ARE FEMALE LEADERS REALLY HAVE A BALANCED TASK AND RELATIONSHIP LEADERSHIP STYLE? A PROOF FROM THE FEMALE LEADERS IN ENDE-FLORES.

The goal of this study is to assess the level of balance between task-oriented and relationship-oriented leadership in Ende city women leaders or officials who hold important positions in government institutions and BUMDs such as Head of Office, Head of Field, Head of Unit or Division. They are chosen as respondents because they are prominent persons in the organization and lead specific officials in a specific unit, division, or project. This study is quantitative in nature. We identified 35 women who held crucial and essential roles in Ende city government institutions, particularly in local government offices. Purposive sampling was utilized as the sample approach. Primary data was gathered by distributing a questionnaire containing 20 statements to assess the aspects of task style and relationship style in female leaders in Ende. Each statement's response is scored on a scale of 1 to 5. The questionnaire data were averaged and graded by category to determine the level of task style and relationship style possessed by respondents. The study discovered that 51.42% of female leaders demonstrated task-oriented leadership and balanced relationships, meaning that female leaders who demonstrated task and relationship leadership exceeded those who simply demonstrated task or relationship leadership.

The Leadership Network in Public Service Assurance at Kedawung Community Health Center, Sragen Regency

The leadership is an important and needed factor in health services, therefore, the purpose of this study is to analyze the influence of leadership in health services at the Kedawung Community Health Center (Puskemas) on public service assurance for the community. Methods used quantitative research approaches and data were collected using questionnaires, observations, and literature studies. Data analysis was used SEM (Structural Equation Modeling) with a study population of 857 people, so that the research sample was 273 respondents. To strengthen the research used triangulation approach. The results showed that leadership has a significant influence on health services categorized as significant and positive with a pathway value of 0.59 greater than 0.5 and a t_value value of 4.49 greater than 1.96. The leadership has a dominant influence in health services at the Kedawung Puskemas is a relationship-oriented leadership dimension including indicators of patient protection, patient/patient family guidance, cooperation in serving patients, and increasing satisfaction of health service recipients. The existence of leadership has a significant effect on health services at the Kedawung Puskemas showing the importance of relationship-oriented leadership in achieving satisfactory health service performance for the community

The Effect of Relationship-Oriented Leadership Behavior,Promotion of Position and Work Environment on the Performance of Civil Servants at the Agricultural Quarantine Center in Surabaya

Objectives – This study aims to describe and analyze the influence of relationship-oriented leadership, promotion, and work environment on the performance of civil servants at the Agricultural Quarantine Center in Surabaya.Design/Methodology/Approach – The type of research used is explanatory research. The number of samples in this study was 100 employees of the Surabaya Agricultural Quarantine Center. The data analysis used is the analysis of the outer model, inner model, and hypothesis testing using SmartPLS 4.0.Findings - Research results show that; relationship-oriented leadership behavior has a significant effect on employee performance; promotion has a partially significant and positive effect on employee performance; the work environment has a partial effect on employee performance; and relationship-oriented leadership behavior, promotion, and work environment have a positive and significant effect simultaneously on employee performance.leadership

The neurophysiological basis of leadership: a machine learning approach

PurposeThis research employed two neurophysiological techniques (electroencephalograms (EEG) and galvanic skin response (GSR)) and machine learning algorithms to capture and analyze relationship-oriented leadership (ROL) and task-oriented leadership (TOL). By grounding the study in the theoretical perspectives of transformational leadership and embodied leadership, the study draws connections to the human body's role in activating ROL and TOL styles.Design/methodology/approachEEG and GSR signals were recorded during resting state and event-related brain activity for 52 study participants. Both leadership styles were assessed independently using a standard questionnaire, and brain activity was captured by presenting subjects with emotional stimuli.FindingsROL revealed differences in EEG baseline over the frontal lobes during emotional stimuli, but no differences were found in GSR signals. TOL style, on the other hand, did not present significant differences in either EEG or GSR responses, as no biomarkers showed differences. Hence, it was concluded that EEG measures were better at recognizing brain activity associated with ROL than TOL. EEG signals were also strongest when individuals were presented with stimuli containing positive (specifically, happy) emotional content. A subsequent machine learning model developed using EEG and GSR data to recognize high/low levels of ROL and TOL predicted ROL with 81% accuracy.Originality/valueThe current research integrates psychophysiological techniques like EEG with machine learning to capture and analyze study variables. In doing so, the study addresses biases associated with self-reported surveys that are conventionally used in management research. This rigorous and interdisciplinary research advances leadership literature by striking a balance between neurological data and the theoretical underpinnings of transformational and embodied leadership.

A power-with versus power-over framework of leadership behaviors, employee expectations, and employee creativity: A meta-analysis

Drawing on a power-over versus power-with framework and implicit leadership theories, this study examines how positive relations-oriented and task-oriented leadership behaviors affect employee creativity. A meta-analysis study with 143 empirical studies ( N = 40,023) reveals that both positive relations-oriented and task-oriented leadership behaviors were positively related to employee creativity and that psychological empowerment mediated these relationships. Further, the effect of positive relations-oriented leadership behaviors on employee psychological empowerment and creativity was stronger in countries of high (rather than low) power distance, whereas the impact of task-oriented leadership behaviors was stronger in countries characterized by low (rather than high) power distance. Theoretical and practical implications of the findings are discussed.

How line-manager leadership styles and employee-perceived HRM practices contribute to employee performance: a configurational perspective

PurposeThis paper aims to carry out a study on the combined effects of leadership styles and human resource management (HRM) practices on employee performance. Based on configurational theory, this study integrates task-oriented leadership, relations-oriented leadership, change-oriented leadership and human resource hygiene practices (HRHPs) and human resource motivation practices (HRMPs) to detect distinct configurations of leadership styles and HRM practices that may lead to high and not-high employee performance.Design/methodology/approachFuzzy-set qualitative comparative analysis (fsQCA) was adopted to identify the configurations of conditions associated with the outcome, with data obtained from 108 employees and 32 line-managers in China through structured interview and questionnaire survey.FindingsThe results show that there are five sufficient configurations for the presence of high employee performance and three for performance's absence. Relation-oriented leadership, HRMPs and enterprise property are more important conditions to employee performance than others. Furthermore, no single condition constitutes a necessary condition for causing the high or not-high employee performance.Originality/valueCompared to previous studies that mainly focused on linear relationships, this study applies the fsQCA method to explore how matching different leadership styles and HRM practices could bring about high and not-high employee performance, which provides evidence for the three propositions of “multiple conjunctural causation,” “equifinality” and “asymmetry.”

Sharing leadership behaviors in virtual teams: effects of shared leadership behaviors on team member satisfaction and productivity

PurposeVirtual collaboration in teams becomes increasingly popular at work. With the advantages of working in virtual teams come leadership challenges for which the shared leadership theory is discussed as a potential solution. While previous empirical studies investigating shared leadership in virtual teams generally confirm positive effects on team outcomes, this study aims to investigate in detail the leadership behaviors that are typically shared in these settings and how these shared leadership behaviors affect individual level outcomes.Design/methodology/approachIndividuals from different teams participated in a questionnaire study (n = 411). Structural equation modeling was used to assess the effects of shared task- and relations-oriented leadership behaviors on team member’s subjectively perceived productivity and satisfaction with leadership.FindingsResults indicate that shared task-oriented leadership behaviors have a significant positive effect on subjectively perceived productivity and satisfaction with leadership, while relations-oriented leadership behaviors have a significant negative effect. A hypothesis stipulating a moderating effect of task interdependence was not confirmed.Practical implicationsPractical implications include that in virtual teams with hierarchical organizational structures, it may be recommended that task-oriented leadership behaviors are shared among team members, whereas relations-oriented leadership behaviors should remain the responsibility of the official leader.Originality/valueThe findings complement previous research with new insights on behavioral dimensions of shared leadership and their effects on outcomes on the level of the individual.

Relationship-oriented leadership

Relationship-oriented leadership

Leadership practices and the ethical values in Deuteronomy

Task-oriented and relationship-oriented leadership styles can also be classified as autocratic or participative. Both types must be understood in terms of the decision-making process they employ. The autocratic style functions autonomously, whereas the participatory style incorporates all team members in decision-making. There are several perspectives on integrated systems in leadership, but a set of shared principles is at the heart of this interconnectedness. However, these common principles strive for people’s holistic development, so family, civic, military, and religious leadership practices coexist with seamless coordination based on integrated systems. This study's endeavor addresses ontological and epistemological problems concerning the reality, being, and function of leadership. Specifically, this work investigates a leadership philosophy with specific reference to the Book of Deuteronomy of the Judeo-Christian Bible. This work argues that what the book of Deuteronomy teaches about leadership techniques is critical and basic to all the learning that can be gleaned from old and new biblical books. This is because the Torah, or Law, serves as the foundation for all teachings in the Bible, and the Torah contains the Book of Deuteronomy. Furthermore, because Moses taught the succession of teachings in the book, the leadership concept coming from the Book of Deuteronomy can be applied to nation-building. The research uses narrative and social-scientific criticism to analyze the characters and content.

Igniting the Harmonious Passion among Fast Moving Consumer Goods Companies’ Frontline Employees: The Role of Relationship-oriented Leadership

The primary purpose of this paper is to examine the impact of relationship-oriented leadership on harmonious passion based on Self-Determination Theory. Self-efficacy is taken as a mediator between the relationship-oriented leadership style and harmonious passion. A conscientious personality trait is integrated as a moderator to check whether it moderates the effect of relationship-oriented leadership on harmonious passion. The data were collected using a cross-sectional research design, and the study population is the front-line employees of fast-moving consumer goods companies in Pakistan. The research model was tested using a questionnaire survey instrument, and the sample size was 487. PLS-SEM was used for testing the hypotheses. Similarly, Hays process macro was used for testing mediating and moderating effects. Results revealed that employees increase their Harmonious Passion in the presence of relationship-oriented leadership. Self-efficacy mediates the relationship between relationship-oriented leadership and Harmonious Passion. Conscientiousness personality trait significantly acts as a moderator between relationship-oriented leadership and Harmonious Passion. As research on this leadership style and employee passion is scarce, this paper will help get a proper understanding of the specific leadership style necessary for cultivating harmonious passion. This study also concludes that fast-moving consumer goods companies should consider this leadership style and motivate their managers to adopt this particular style to increase their employees’ harmonious passion for better outcomes.

The impacts of CEO leadership behaviors on employees' affective commitment and scouting behavior: the mediating role of symmetrical internal communication

PurposeThis study aimed to examine how senior leadership influences corporate communication and employees' attitudinal and behavioral outcomes. Using two-way symmetrical communication model in public relations and leadership theory, it investigated the effects of CEOs' task- and relationship-oriented leadership on symmetrical internal communication, employees' organizational commitment and communicative behaviors.Design/methodology/approachAn online survey was conducted with 417 full-time employees working in various industries in the United States.FindingsThe results showed that CEOs' relationship-oriented leadership significantly influenced symmetrical internal communication, which, in turn, increased affective commitment and employees' scouting behavior. CEOs' task-oriented communication had no significant effect on symmetrical communication.Originality/valueThis study advances theoretical understanding of two-way symmetrical communication in relation to senior leadership and provides practical insights for corporate leaders and public relations practitioners regarding how to improve employee outcomes through CEOs' strategic leadership and internal communication practices.

The Influence of Cultural Factors on Leadership Perceptions

The purpose of the study was set as to explore cultural influence on leadership perceptions in South Korean organizations in India. The results indicated that South Korean leadership style is perceived as task oriented, while Indian leadership as relationship oriented. Significant factors which made Indian respondents prefer to relationship-oriented leadership were a leader's concern for subordinates, general supervision, two-way communication, delegation, which related to the leader-leaders' concern for individual growth of subordinate. The findings also imply two distinct subcultures, which are one of Indian and the other of South Korean within the South Korean organization in India, in addition to common practices between Indian and South Korean. Therefore, the present study contributes to practicing researchers, managers, professionals, and management practitioners who are concerned with business in India or business with Indians as providing the information with respect to Indian or South Korean cultures, particularly their working cultures.

Organizational Justice and Leadership Behavior Orientation as Predictors of Employees Job Satisfaction: Evidence from Croatia

The aim of this paper was to examine the role of organizational justice and leadership behavior orientation in predicting job satisfaction by focusing on three organizational justice dimensions (distributive, procedural, and interactional justice) and two leadership behavior orientations (task and relations-oriented behaviors). The empirical research was conducted in Croatia, during 2019. The research sample included 298 participants. Hierarchical regression analysis was conducted to empirically test proposed hypotheses focusing on organizational justice and leadership behavior orientation as predictors of employees’ job satisfaction. Research results showed that interactional justice, distributive justice and relations-oriented leadership behavior have an almost equally powerful impact on job satisfaction. Those variables are based on social relations, which revealed the importance of connections among people and social interactions for job satisfaction development. Additionally, findings suggested that procedural justice and task-oriented leadership behavior did not affect employees’ job satisfaction. These results additionally bring social interactions in the focus of job satisfaction development. A better and more in-depth understanding of these links allows management to be efficient in rapidly changing organizational circumstances to stimulate employees to work effectively. Therefore, in order to enhance employees’ job satisfaction, managers need to create a working environment that is friendly, honest, and encouraging. They have to pay attention to relationships with their employees, providing them the perception of justice, respect, and trust, as well as motivation in everyday activities. Upcoming lines of research should put effort into further exploration of this cognition, by exploring some other social relations variables and their mediational impact on job satisfaction.

Dusting Off and Bouncing Back: The Role of Resilience in the Relationship between LMX and Well-Being

Drawing on data from a two-wave longitudinal study with 484 physicians working in the Brazilian healthcare system during the Covid-19 pandemic, we explore the impact of leader-member exchange (LMX) on employees’ psychological well-being (burnout and professional fulfillment). Specifically, using a resource-based perspective, we postulate that high-quality relationships with supervisors have the potential to promote a state of resilience, and ultimately, improve employees’ well-being by providing valuable resources that allow employees to effectively adapt and respond to adverse events. Our findings corroborate our theoretical model showing that LMX reduces physicians’ burnout and increases their professional fulfillment through the enhancement of their resilience. Moreover, the results indicate that the follower’s self-concept is an important boundary condition of the effectiveness of LMX, such that the effects of LMX on burnout and professional fulfillment are weaker when employees have higher levels of independent self-construal. Overall, the study provides evidence that resilience, fostered by relationship-oriented leadership, plays a key role in bouncing back from hardship and avoiding the deterioration of well-being at work, especially in face of severe adversity.

Combining Virtual Reality and Organizational Neuroscience for Leadership Assessment

In this article, we introduce three-dimensional Serious Games (3DSGs) under an evidence-centered design (ECD) framework and use an organizational neuroscience-based eye-tracking measure to capture implicit behavioral signals associated with leadership skills. While ECD is a well-established framework used in the design and development of assessments, it has rarely been utilized in organizational research. The study proposes a novel 3DSG combined with organizational neuroscience methods as a promising tool to assess and recognize leadership-related behavioral patterns that manifest during complex and realistic social situations. We offer a research protocol for assessing task- and relationship-oriented leadership skills that uses ECD, eye-tracking measures, and machine learning. Seamlessly embedding biological measures into 3DSGs enables objective assessment methods that are based on machine learning techniques to achieve high ecological validity. We conclude by describing a future research agenda for the combined use of 3DSGs and organizational neuroscience methods for leadership and human resources.

Expertise Diversity, Informal Leadership Hierarchy, and Team Knowledge Creation: A study of pharmaceutical research collaborations.

Knowledge creation increasingly requires experts from diverse domains to collaborate in teams, yet the effect of expertise diversity on team knowledge creation is inconclusive. We focus on task uncertainty and informal leadership hierarchies – the disparity in team members’ engagement in leadership activities (task- and relationship-oriented) – to answer the questions when and why expertise diversity may hinder team knowledge creation. We develop a model in which informal leadership hierarchy mediates the conditional indirect effect of the team’s expertise diversity on its knowledge creation under different levels of task uncertainty. We test this moderated mediation model using multi-source data from self-managing project teams comprising collaborators from a pharmaceutical company and its research partners. We find that when task uncertainty is low, the indirect effect of expertise diversity on team knowledge creation is positive, whereas when task uncertainty is high, it is negative. This conditional indirect effect occurs via task-oriented but not relationship-oriented leadership hierarchy. Our findings provide insights into the mechanisms and boundary conditions for expertise diversity to hinder, rather than facilitate, knowledge creation in collaborations.