Specific Leaders Research Articles

Impact of prosperity gospel on the political aspect in selected neo-pentecostal movements in Karingani ward, Tharaka Nithi County, Kenya

This study sought to investigates how prosperity gospel influences the political aspect of followers. The prosperity gospel is a teaching that is highly taught in neo-Pentecostal movements, finding acceptability and adaptability in the world, attracting many in neo-Pentecostal movements, hence, how does the gospel influence adherents' political aspect? Neo-Pentecostal movements have increased in numbers over the past decade in Karingani Ward Tharaka Nithi County, Kenya. The Functionalism Theory guided the study to analyse the influence of prosperity gospel on the political aspect of its followers. The study applied the descriptive survey design. Yamane’s formula was applied to obtain a sample size of 281 respondents. In addition, six pastors were selected from the churches, and the total sample was 294 respondents. The research instruments utilised were questionnaires and interviews. The study's findings revealed that prosperity teachings in Neo-Pentecostal movements had positive and negative impacts on the political aspect of followers, which is, voting and supporting specific political leaders and a given political party. On the other hand, the teaching of prosperity in these movements resulted in disunity in the church, ethnic tension, members leaving the church, and fights extending to communal daily living. The study concludes that the involvement of prosperity gospel preachers in political discussion in church significantly influences the political conviction, choices, voter turnout, and social interaction of members of these movements. Therefore, a policy formulation should be recommended that controls direct clergy influence on politics.

China's “new era” in foreign policy: Explaining change under Xi Jinping

AbstractChina's supreme leader, Xi Jinping, has made fundamental changes to China's foreign policy, which have important implications for international security. What are the sources of Xi's foreign policy changes? Rather than assume that particular theoretical schools of international relations may provide the best explanations of foreign policy, we begin by observing that specific leaders' foreign policy preferences vary significantly. We infer characteristics of Xi's foreign policy preferences and methods based on his ideological statements, along with evidence from his domestic policies and habitually preferred methods of domestic rule. We find that these predicted characteristics imply policies that closely align with the revealed pattern of foreign policy change but also point out that foreign policy outcomes provide additional evidence about preferences that cannot be derived from ideological statements and domestic policy evidence.

Future-Proofing Leadership: Cultivating Adaptability and Alignment in Times of Change

Abstract: This article examines how organizational leaders can develop agility to enable successful navigation of disruptive change and uncertainty. It first reviews research on organizational agility and identifies key traits of sensing, deciding, and acting that agile companies exhibit. Next, it outlines the responsibilities of senior leaders to serve as catalysts for adaptability through establishing a shared vision and strategy, building alignment, developing agile talent, reinforcing an adaptive culture, removing obstacles, empowering distributed leadership, and embracing uncertainty. The article then provides specific strategies leaders can implement to fulfill these imperatives, such as co-creating visions, rewarding risk-taking, decentralizing decision-making, and establishing a "learning from failures" mindset. Overall, the article argues that cultivating an agile culture focused on continuous learning, empowerment, and strategic adaptation will allow organizations to thrive amid disruptive uncertainty in coming decades.

Hacking Habits for High-Performance Leadership

This article discusses how leaders can continuously improve their skills and effectiveness through habit hacking. It explores how reframing mindsets, building supportive systems, and committing to small daily optimizations can strengthen areas of weakness over time. Specifically, the article recommends practicing self-compassion and adopting a growth mindset. It also suggests implementing daily rituals like morning reflection and scheduled time for skill-building. Leaders are encouraged to do micro-optimizations like extending exercise routines slightly each day. Recognizing even small milestones is important for maintaining motivation. Real-world examples demonstrate how specific leaders hacked habits like prioritizing tasks, scheduling device-free breaks, and sharing mistakes to boost various outcomes like productivity, creativity, morale and innovation. The conclusion emphasizes that viewing routines through a growth lens and hacking habits through small tweaks can significantly enhance leadership abilities and fulfillment as part of an ongoing development process.

Differences in leading and learning professional learning communities

PurposeThis study aims to understand how to develop, support and utilize professional learning community (PLCs) to build organizational capacity to support teacher learning and collaboration. Although literature highlights the importance of leadership in creating a PLC, there is little research on specific actions leaders can take to create an authentic, sustainable PLC.Design/methodology/approachWe employed a multicase study approach at three school sites within the same district. Our research was guided by the following questions: (1) How are learning communities developed and sustained in school settings?; (2) What is the role of administrators in cultivating learning communities?; and (3) What factors contribute to and hinder the success of learning communities?FindingsDespite being in the same school district, the three schools’ PLCs operated differently. The schools displayed characteristics of PLCs, with minimal implementation of all components. Developing a professional learning community at all three sites began with implementing structural factors and mandating specific activities such as weekly grade-level planning. Social factors were much more complex to control by administration, affecting the fidelity of learning and collaboration within the PLCs.Originality/valueAlthough the literature highlights the importance of leadership in creating a PLC, there is little research that supports specific actions leaders can take to create an authentic, sustainable community of practice. In addition, there is limited literature supporting how administrators use PLCs to build organizational capacity and support teacher learning. Our study contributes to building the empirical knowledge base related to these two areas.

Implementation leadership and implementation climate in context: A single organization intrinsic case study for implementation of digital measurement-based care.

Although studies have demonstrated that implementation leadership and climate are important constructs in predicting evidence-based practice (EBP) implementation, concrete descriptions of how they operate during organizational implementation efforts are lacking. This case study fills that gap through an in-depth description of an organization with effective implementation leadership that successfully built a strong implementation climate. This case study provides an illustration of implementation leadership and climate in tangible, replicable terms to assist managers, practitioners, and researchers in addressing the organizational context in their own implementation projects. A single organization, intrinsic case study was employed to paint a multifaceted picture of how one organization leveraged implementation leadership to strengthen a climate for the successful implementation of digital measurement-based care. The case was drawn from a cluster-randomized trial designed to test the effects of a leadership-focused implementation strategy on youth-level fidelity and clinical outcomes of digital measurement-based care. Following the completion of the trial, case study activities commenced. Descriptive summaries of multiple data sources (including quantitative data on implementation leadership and climate, coaching call and organizational alignment meeting recordings and notes, and development plans) were produced and revised iteratively until consensus was reached. Leadership actions were analyzed for corresponding dimensions of implementation leadership and climate. Specific actions organizational leaders took, as well as the timing specific strategies were enacted, to create a climate for implementation are presented, along with lessons learned from this experience. This case study offers concrete steps organizational leaders took to create a consistent and aligned message that the implementation of a specific EBP was a top priority in the agency. The general approach taken to create an implementation climate provides several lessons for leaders, especially for EBPs that have broad implications across an organization.

Put your own “oxygen mask” on first: A behavioral typology of leaders' self‐care

AbstractOrganizational leaders are essential in implementing, interpreting, and even proactively initiating changes for human resource (HR) functions to enhance workplace productivity and well‐being. However, recent studies have cautioned that providing positive and supportive leadership usually drains these organizational leaders. Although the literature has shed light on how leaders can use self‐care strategies to recharge, researchers and HR professionals know relatively little about (1) what specific self‐care actions leaders can take and (2) how external crises such as COVID‐19 constrain leaders' self‐care actions. To identify specific leaders' self‐care behaviors, which we refer to as oxygen masks, we interviewed 41 healthcare managers in Australia during the COVID‐19 pandemic in 2020. We presented a behavioral typology summarizing distinct oxygen masks that leaders used at different points in time. These oxygen masks include improving physical well‐being, improving emotional/spiritual/social well‐being, fulfilling managerial roles, and seeking collegial and organizational support. Moreover, we concluded that the COVID‐19 restrictions made some of these oxygen masks less accessible, negatively impacting leaders' well‐being. Our research conclusions have implications for theory and future studies on extending the literature associated with leadership development, leaders' resilience, and leaders' well‐being. The results also provide HR professionals with practical suggestions about assisting line managers in improving their self‐care and sustaining their leadership effectiveness.

Critical Behaviors for Perioperative Improvement Teams.

Effectively leading perioperative safety and quality improvement requires a multidisciplinary team approach. However, leaders are often left without clear guidance on how to assemble and manage teams in these settings. We employ a Delphi process to prioritize specific behavioral strategies surgical safety and quality leaders can use to improve their chances of success implementing improvement efforts. We present the panel's consensus practical guidance on designing, managing, sustaining, training their teams as well as managing team boundaries and the organizational context.

Protesting Jordan: Geographies of Power and Dissent by Jillian Schwedler

In Protesting Jordan, Jillian Schwedler brings together nearly three decades of research to make a poignant argument about politics in Jordan. Contrary to most scholarship on Jordanian politics and state/nation building, which underscores a top-down process in which the Hashemite monarchy is the singular architect, she finds that revolts, resistance, and rebellions have had “profound” effects (61). In nine richly detailed chapters, Schwedler clearly demonstrates how countless protests, movements, and communities of people and civil society have shaped Jordanian politics. While the majority of the book focuses on protests and the postindependence Jordanian government, she begins her study at the end of Ottoman rule, demonstrating that there has been sustained resistance movements for around 150 years. Studies of resistance movements can take countless angles and foci, like that of ideology or of specific leaders. Schwedler, however, takes a geographic approach. As the subtitle of her book indicates, she draws pointedly on geographic concepts and analyses. Instead of recycling commonplace assumptions that space is merely a stage or container in which life or politics unfolds, she centralizes space as both affecting protests and as being affected by protests. Likewise, she underscores the importance of specific places in affecting protest and government responses and vice versa, including the city of Amman, the areas of East and West Amman, and more specific sites like the Grand Husseini Mosque and the Fourth Circle. Another geographic angle she adopts is that of a multiscalar analysis that elucidates the entanglements of global, regional, and local politics.

Welcome to the U.S. Army: A Qualitative Examination of the Army’s Reception of New Soldiers

Joining the Army, a new installation or a new unit are times of significant stress for Soldiers. Support provided during these transitions can affect unit cohesion, Soldier well-being, retention, and mission readiness. This research aimed to explore how Soldiers experience the Army onboarding process as well as perceptions of the welcome experience. Nineteen focus groups were conducted with 120 Soldiers using a semistructured interview protocol. Thematic analysis of focus group transcripts revealed two major themes, varied welcome experience and an inconsistent Total Army Sponsorship Program. Soldiers reported varied transition experiences ranging from positive, neutral, nonexistent, to negative. Results indicate that Soldiers welcome experience was dependent on the specific installation, leaders, and unit. Findings demonstrate that at the installation and unit level, the Army currently lacks standardized processes for onboarding new service members. We note the research limitations and offer several recommendations that can be drawn from the present findings.

The well-being of young leaders: demands and resources from a lifespan perspective.

Building on the job demand resources (JD-R) model, we examined the experience of work environment and well-being among young leaders in a two-wave survey study of 1,033 leaders within the private sector in Sweden. Our results reveal that young leaders report higher levels of burnout and lower rates of vigor compared to older colleagues. Further, they appraise demand and resources differently, perceiving higher emotional demands and less organizational support, and they seem to struggle with the leader role, seeing it as unclear and conflicting. Our findings underline the necessity of viewing the leader role from a lifespan perspective as well as considering age-specific aspects in the JD-R model. In practice, we urge organizations to improve prerequisites for young leaders by providing support and role clarifications to prevent impaired well-being and improve retention. By bringing leadership and lifespan studies together, we aim for a better understanding of what specific prerequisites young leaders need to thrive in the leader role thus showing how age matters and bring the field of research forward.

An insatiable hunger for charisma? A follower-centric analysis of populism and charismatic leadership

While scholarship often assumes that strong leaders and charismatic leadership play an important role in the emergence of populist politics, research has missed a closer exploration of charisma attribution to populists. Addressing this charismatic leadership hypothesis requires populism and charisma to be analysed from the followers’ perspective. This article takes a unique look at the social-psychological dynamics behind populism. Using quantitative survey data that was collected from Hungarian voters ( N = 1200), this article examines the relationship between populist attitudes as follower characteristics in modern politics and charisma attribution. To reveal how a populist worldview can affect the follower’s expectations and perceptions, we break charisma attribution down into three phases: (1) the general hunger for charisma (the romance of leadership); (2) perceptions of charismatic behaviour of the top candidates in the 2022 Hungarian parliamentary elections (i.e., Viktor Orbán and Péter Márki-Zay); and (3) emotional attachment to these leaders. Our findings show that populism makes people more hungry for charisma and more sensitive to recognising charismatic behaviour but does not necessarily create an emotional bond with specific leaders. This article also sheds light on some directions of future research to explore other distinctive characteristics of populist followers that can influence social constructions of charismatic leadership. The limitations and implications are also discussed.

GREAT LEADERS DELIVER GREAT RESULTS

AbstractThe authors, leaders of ROI Institute, write about the impact of leaders, how they can drive positive results in organizations of all types, and the importance of Return on Investment (ROI). They write about specific leaders and organizations, such as Starbucks and Howard Schultz; and Gail McGovern, of The American Red Cross. “Great leaders deliver great results,” the authors contend, “including the financial and non‐financial impact they have in their organizations. Without impact, leaders are largely ineffective.” They note five areas within “The Basics of Accountability.” In area one, “Inspiring others means that leaders compel those who follow to feel or do something different.” In area two, “learning means that people gain new knowledge or insight from the leader.” In area three, “Doing more means a leader drives change.” In area four, “Often, impact is reflected in the performance data of an individual or organization.” In area five, “Is the impact worth the effort?” A chart depicts the five levels of success, which in their words are: 1‐Reaction and planned action. 2‐Learning. 3‐Application and implementation. 4‐Impact. 5‐ROI. They conclude that “the dilemmas about the business connection to leadership development can easily be resolved by shifting responsibilities for the entire team to focus on impact results.”

Implementation of the official document management policy within the north sulawesi provincial government

This study aims to analyze the implementation of official document arrangement (TND) policies within the North Sulawesi provincial government. This study uses a qualitative descriptive method based on Grindle's theory with indicators consisting of policy content and policy environment. The research informants were taken using a purposive sampling technique, totaling 8 informants. Data analysis uses data reduction, data presentation and conclusion drawing. The results showed that the management of official document within the North Sulawesi provincial government was based on Governor Regulation Number 34 of 2010 which was based on the Regulation of the Minister of Home Affairs Number 54 of 2009. The management of the official document arrangement is still hampered by a number of issues, such as each Regional Apparatus Work Unit (SKPD) use of a non-uniform format and the usage of logos and stamps that do not adhere to established guidelines. Instead, the format is governed by the preferences of the specific SKPD leaders. The North Sulawesi government has decided to employ an electronic-based government system (PBSE); however, they still manage official documents manually. The use of an electronic/digital system can reduce the need for paper and ink, speed up the correspondence system, and make the process of storing archives easier because using a manual technique runs the risk of damaging paper records due to ageing.

DECODING THE DNA OF SUSTAINABLE LEADERS

AbstractThe author details his project of interviewing fellow Chief Executive Officers/CEOs about one of today's most important topics, sustainability. How can executives lead their organizations to sustainability? This project began with “a career‐changing conversation I had at the World Economic Forum's Davos 2019 with Lise Kingo, then president of the United Nations Global Compact, and a pioneer of the “triple bottom line”—balancing economic, social and environmental priorities.” He notes that “in 2000, more than 10,000 companies including my own, Russell Reynolds Associates, pledged to help meet the United Nations’ 17 Sustainable Development Goals by 2030.” But nearly 20 years after that pledge was made, things seemed stalled. At the same time, some leaders seemed to be doing well. He and Kingo “developed a blueprint of Sustainable Leadership, which set out the specific mindset and skills business leaders would need to move the dial on sustainability—everything from having an almost instinctive understanding of the role their organization plays in society, to working hand‐in‐hand with stakeholders, and applying a disruptive mindset to everything they do.” He also describes “moonshotters,” leaders who “are ready to commit to bold action without even necessarily knowing what the exact solution is or how they will get there.”

Paternalistic leadership as an antecedent: Examining the comprehensive model of nurse's life satisfaction.

Paternalistic leadership style has progressively intrigued organisational behaviour study in the last two decades. An abundance of research is integrating the existing literature on leadership and positive organizational culture to better understand the processes through which leadership leads to life satisfaction. One such mechanism through which specific leaders influence life satisfaction is work-family conflict (WFC) and family-work conflict (FWC). Paternalistic leadership is a significant antecedent to develop subordinates' life satisfaction because it integrates discipline with fatherly support. However, no research exists to date on the effect of paternalistic leaders on subordinate' WFC and FWC, which in turn affects their life satisfaction. The current study examines the impact of paternalistic leadership on employee life satisfaction using a sample of 198 nurses from public sector hospitals of Sindh province in Pakistan. The data was collected through survey questionnaires, and Smart-PLS-SEM was used to test the proposed hypotheses. The primary goal of this study was to investigate the relationship between paternalistic leadership and life satisfaction. At the same time, there were significant mediation effects on life satisfaction. The findings indicate that paternalistic leadership positively impacted life happiness through decreasing followers' WFC. However, it has a detrimental influence on FWC, which mediates the effect on subordinates' life satisfaction.

Catalyzing voluntary pro-environmental behavior in the textile industry: Environmentally specific servant leadership, psychological empowerment and organizational identity

The demand for textile products worldwide has risen as people become increasingly fashion conscious. But looking fashionable causes detrimental effects to the environment as the textile industry is one of the most polluting industries in the world. While the textile industry plays a major role in Pakistan's economy, the industry is also a major cause of pollution for the country. This study examined the role played by environmentally specific servant leaders as a catalyst in creating a green organizational climate and fostering the organizational identity of employees. The findings also illuminate the psychological mechanism that connects a green organizational climate to voluntary pro-environmental behavior under high psychological empowerment. A two-wave study was conducted to collect data from the textile industry employees of Pakistan. Data from the sample of 109 managers and 459 employees revealed that environmentally specific servant leaders triggered the employees' voluntary pro-environmental behavior. Further, environmentally specific servant leadership was positively associated with voluntary pro-environmental behavior through organizational identity. The research supports the serial mediation of green organizational climate and organizational identity in provoking voluntary pro-environmental behavior. Psychological empowerment was also a significant moderator in the environmentally specific servant leadership-voluntary pro-environmental behavior relationship providing support for the collaborative effect of psychological empowerment and a green organizational climate in enhancing organizational identity. The implications for theory and practice are discussed within the context of the textile industry of Pakistan.

From Ideal to Real: Attachment Orientations Guide Preference for an Autonomous Leadership Style.

Autonomy is a key characteristic of attachment relations that varies as a function of attachment orientations and is also a key personality characteristic of leadership perceptions. In the presented research, we reasoned that the relationship between attachment and autonomy-related preference for specific leaders and leadership behavior would be a function of individuals’ insecure attachment strategies. We tested our hypotheses in two studies. Study 1 used Multiple Indicators Multiple Causes (MIMIC) modeling to test expectations based on a cross-sectional design, while Study 2 utilized a vignette-based experimental design. We find that anxious individuals attributed less positive evaluations to an autonomous leadership style (Study 1), while avoidant persons attributed higher leader competence to an autonomous leader description (Study 2). Compared to less anxious participants, highly anxious participants attributed lower competence to the autonomous leader description. By examining how individual differences in attachment orientations can indirectly influence the ideal leader categorization process, the present set of studies lends support to the importance of attachment orientations and related working models in leader perception and contribute to the literature on leader-follower fit. Using a survey and experimental approach, we examine how followers’ attachment schemas can shape the leader influence process, specifically concerning a preference for an autonomous leadership style.

Desire to serve: Insights from Canadian defence studies on the factors that influence women to pursue a military career

LAY SUMMARYThe Canadian Armed Forces (CAF) continues to highlight the need to promote greater diversity and inclusion in its ranks. An increased representation of women in the Canadian military would enable greater capacity and capabilities to serve people, both domestically and abroad, and would contribute to a more diverse and inclusive military. To better understand how the CAF could increase the representation of women in the Canadian military, this article provides the key findings of three internal research studies on women’s perceptions of joining the military and women’s experiences as CAF members. These research studies examined the factors that influence women to join the military, the possible challenges impacting women’s decisions to join the military, and the improvements required for enabling a more effective military culture, including recruitment strategies that may help to increase the representation of women. The findings highlight specific factors and recommendations military leaders may consider to help promote greater capacity and capabilities through a more diverse and inclusive military.

"Weizmann to her was God": Dorothy Thompson's Journey to and from Zionism

"Weizmann to her was God":Dorothy Thompson's Journey to and from Zionism1 Walker Robins (bio) At a 1941 event at the Hotel Astor in New York City, Zionist statesman Chaim Weizmann took the stage before 2,500 guests to hail American columnist Dorothy Thompson as a "modern Deborah" and to thank her for her efforts on behalf of the Jewish people.2 Those efforts were by then well known to the American public. As a journalist, Thompson had been among the earliest, most vociferous critics of Nazism. As a political commentator, she had used her platform to focus Americans' attention on the unfolding refugee crisis in Europe while privately organizing support for the refugee population. By the 1941 event in New York, Thompson was well on her way to becoming perhaps the most high-profile non-Jewish supporter of Zionism in the United States. She was unrelenting in these causes. Some called her Cassandra for her oftprophetic tones. For Jews like Weizmann, though, she was Deborah. Within a decade, however, many Jewish leaders had different names for Thompson. By 1949, Rabbi Joseph Shubow of Boston was proclaiming that "The Dorothy that we once knew as a veritable prophetess Deborah … has since become a Jezebel."3 What had changed? In the years since World War II, Thompson had ceased her pro-Zionist activism and penned several columns critical of Zionist and Israeli actions. Thompson was hardly an anti-Zionist at the time, but Shubow's condemnation came as Jewish activists affiliated with the anti-Zionist American Council for Judaism (ACJ) were recruiting her to their cause. Their efforts would prove effective. Within months, Thompson published what became—at least to many American supporters of Israel—an infamous critique of American Zionism in Commentary. Within two years, she helped found the American Friends of the Middle East, an organization dedicated in [End Page 55] part to countering the effects of American Zionists on US relations to the Middle East. By then, the woman who had arguably been the leading non-Jewish supporter of Zionism in the United States was among its foremost critics. Because of Thompson's previous renown as an advocate for Jews and Zionism, the question of what caused her shift took on outsized significance. Was something wrong with Zionism? Or with Thompson? Contemporaries offered a number of explanations. Jewish critics like Shubow and Rabbi Baruch Korff suggested that she had been bought off by Arab interests or that her third husband, Maxim Kopf (a Czech citizen of ethnic German background), was responsible.4 Thompson's close friend Meyer Weisgal, Zionist editor and secretary to Weizmann, argued that it was such attacks themselves that had pushed her into the arms of anti-Zionist activists.5 Another close friend, journalist Vincent Sheean, claimed that her change of heart had come after experiencing a vision of Jesus while hospitalized in Jerusalem.6 Thompson herself put the matter simply—that her support for Zionism had been based on assumptions that proved untrue.7 Scholars have likewise offered varying explanations, with most centered on Thompson's first substantial exposure to the Arab perspective during a 1945 trip to Palestine.8 [End Page 56] Amid so many explanations—or, accusations, even—of why Thompson shifted her support, scholars have not thoroughly analyzed the substance of her views as they evolved over time.9 This essay does that, tracing Thompson's engagement with Zionism as she moved from journalist to advocate and from advocate to critic. In doing so, it reveals Chaim Weizmann as the pivot around which Thompson's relationship to Zionism turned. Thompson's relationship with Weizmann was decisive in turning an existing appreciation of Zionism into passionate advocacy—Thompson not only came to adopt and adapt Weizmann's arguments for the movement but to view the statesman himself as the embodiment of it. She therefore fit a largely understudied pattern in American non-Jews' engagement with Zionism of investing the "true" meaning of the movement in the image of specific leaders.10 For a time, Thompson's identification of Zionism with Weizmann led her to advocacy. In the years following World War II, however—as Zionists began campaigns of terror against...