Successful Leadership Research Articles

A scoping review on mapping the digital leadership constructs for educational settings: what we can learn?

Another style of leadership utilized in the field of education, notably digital leadership, has become more prevalent. Studies on digital leadership are receiving more attention, but there has not been much focus on scoping reviews. To determine the constructs of digital leadership, this study undertakes a scoping review. Accordingly, a scoping review on human-influenced and non-human-influenced constructs in measuring digital leadership was carried out in this study. This scoping review follows six processes: i) identification of the research question; ii) literature research; iii) selection of relevant studies; iv) charting the information; v) collating, summarizing, and reporting of study results; vi) discussion of the results and implications for future research. A scoping review was conducted via the Web of Science, Scopus, and Google databases to identify empirical studies on constructs in digital leadership since 2014. Next, the titles and abstracts for selected full-text articles were screened manually. Data from the included articles were charted and summarized. To develop specific and empirical data for measuring digital leadership, the study found that 22 constructs were influenced by humans and three constructs were non-human-influenced. Interpersonal and intrapersonal skills were separated from the constructs that were influenced by humans, with 15 constructs constituting intrapersonal skills and seven constructs constituting interpersonal skills. The results will help identify the crucial components of successful digital leadership. Future research is warranted in creating programs such as workshops, training, and conferences to promote digital leadership and further improve the study.

Three Levels of Authoritarian Legitimacy

Who does a personalist authoritarian ruler designate as their successor, and what makes the transition of presidency to them peaceful in the short term? This article argues that these questions can be fruitfully approached from the perspective of political legitimacy, thus contributing to the further conceptualization of legitimacy in autocracies. By analyzing the 2019 leadership succession in Kazakhstan, the article develops a model of multi-level legitimacy that differentiates between three interconnected levels of legitimacy enjoyed by political actors among the general population, the elite, and the international community. The article tracks the legitimation process and the estimated level of legitimacy of three key political actors (Nazarbaev, Tokaev, and Nazarbaeva) from the immediate pre-resignation period until the political crisis of January 2022, covering both phases of succession: Nazarbaev’s exit from and Tokaev’s entry to power. To estimate the actors’ level of legitimacy on the three analytical levels of the model, the article draws from a diverse dataset consisting of public opinion polls, expert commentary, and international actors’ statements. The article finds that in the initial transition process, the estimated level of legitimacy enjoyed by both Nazarbaev and Tokaev was relatively high in all three levels, in contrast to Nazarbaeva’s. It argues that Nazarbaev’s and Tokaev’s legitimacy contributed to the transition’s initial peaceful nature, but Nazarbaeva’s legitimacy deficit resulted in her marginalization in the succession process. The political turmoil of January 2022 demonstrates that a succession that is peaceful in the short term can paradoxically contain the seeds of a succession conflict erupting later.

TRANSFORMATIONAL LEADERSHIP AND PROJECT SUCCESS: THE ROLES OF SOCIAL CAPITAL AND SELF-EFFICACY

Transformational leaders must constantly monitor their environments to identify and develop significant internal and external exposure to multiple points of view. Transformational leaders serve as role models for bridging organizational boundaries and proactive outreach to external stakeholders to communicate information, develop inter-organizational cooperation, establish coalitions, and harness resources. The major goal of this article is to examine the dynamics that drive organizational project success, specifically the impact of transformational leadership on external and internal social capital in management teams. This research analyzed transformational leadership and project success relationships in Pakistan’s construction industry setting along with the moderating role of the project manager subordinate’s social capital and the mediating role of the project manager subordinate’s self-efficacy. The data were collected from196 subordinates of project managers of different private organizations. Data were examined through correlation, regression, and the Hayes model through SPSS. According to the results, transformational leadership is positively associated with project success and substantially associated with social capital. Additionally, self-efficacy is positively associated with transformational leadership and project success, and it mediates the relationship between transformational leadership and project success. Social capital moderates the relationship between transformational leadership and project success, according to additional findings. This study sheds light on the relationship between transformational leadership and self-efficacy in the context of project success.

Race and the Yale Report of 1828

AbstractThis essay recontextualizes the Yale Report of 1828, arguing that the report’s advocacy for classical liberal education should be understood alongside the racial concerns of its authors, some of whom were well-known colonizationists who viewed African American education as a threat to New Haven’s social and economic stability. The Yale Report’s vision for leadership and economic success not only excluded African Americans by default, but created a lasting binary that defined Black educational opportunities in the nineteenth century and beyond. The essay considers the near overlap between the writing of the Yale Report and the failed proposal to establish an African American men’s college in New Haven in 1831, placing the document within a key period in the history of American higher education in which education became highly commodified and racialized. Building upon scholarship on the Yale Report that has already considered its neorepublican aims, this essay opens the possibility of viewing the document beyond its immediate concerns with curricular reform and contemplating the elusive connections between American higher education, race, and power.

ОСОБЛИВОСТІ ОРГАНІЗАТОРСЬКИХ ЗДІБНОСТЕЙ ЖІНКИ-УПРАВЛІНЦЯ

The individual task is devoted to the development of managerial abilities of a female manager in a modern environment. The research study examines an important aspect of modern management aimed at understanding the unique characteristics and success of women in leadership and management roles. The study is aimed at determining the key aspects of the organizational abilities of women managers, which can affect the effectiveness of their activities in the business environment. The program focuses on improving leadership, communication and strategic decision-making skills. The study aims to support women in developing their management skills for successful leadership. It is based on the study of psychological aspects of leadership, communication strategies, conflict management skills and developing emotional intelligence. The program also includes elements of mentoring and practical exercises to improve management skills and create an enabling environment for female leadership in today's business. Within the framework of the study, the individual features of women's leadership style are analyzed, in particular, their ability to communicate, solve problems, motivate the team, and think strategically. The impact of gender stereotypes and prejudices on decision-making processes and opportunities for women managers is considered. The study also looks at practical aspects, such as successful case studies of female managers in various industries and their strategies for overcoming difficulties associated with stereotypes and limitations. The possibilities of ways to support and develop the organizational abilities of women in the conditions of a competitive business environment are highlighted. This study is an important step towards achieving the development of better management strategies in the modern business environment. The main task of the article is to understand the peculiarities of the behavior of women managers and their significant impact on organizational dynamics.

Passing or Dropping the Baton? Local Area Deprivation, Volunteer Leadership Succession and the Survival of Charitable Organisations

Institutional theories of ‘local area effects’ hypothesise that local area differences in organisational resources are an important feature of inequality in individuals’ residential environments. However, while the organisational dimension of local areas has been identified as an important research priority within urban sociology, empirical work remains limited, with charitable organisations particularly under-researched. Therefore, a key question remains unanswered: why do charities in more deprived local areas have higher dissolution rates, reinforcing a lower prevalence of charities compared with less deprived areas? This article focuses on this research problem. It shows that volunteer leadership succession is less prominent in more deprived local areas, and that this more limited leadership succession helps explain why charities in more deprived areas experience higher dissolution rates. The results promote understanding of a mechanism underlying local area differences in organisational dynamics that lead to persistent differences in institutional resources between more and less deprived local areas.

Sustainable Leadership and Hegelian Self-Awareness

The contribution of businesses to sustainability, captured in the concept of the triple bottom line (people, profit, planet), has been given a lot of attention. One line of argument is to make sustainability mandatory via regulation, while another is to create a consciousness for questions of sustainability in the minds of managers, that is, to make managers agents of sustainability. Thus, there is debate about what behaviors, practices, and skills leaders need for positive sustainability. In recent years, scholars have attempted to develop leadership approaches (e.g., sustainable leadership, sustainability leadership) that contribute to the implementation of sustainability and positively influence sustainability practices, filling a perceived gap in the current literature. Here, connections to popular relationship-based approaches such as ethical leadership, transformational leadership, authentic leadership, and responsible leadership are also discussed. In this paper, we debate to what extent a specific leadership type is necessary to successfully lead a company into a sustainable future or whether, regardless of conceptualized behaviors, practices, and skills, it is not the core character and attitude of leaders that is crucial to changing the company culture to achieve the goal of sustainable business. This paper first outlines the existing literature on leadership approaches designed to lead to greater sustainability. It does not claim to be exhaustive but refers to the most prominent research findings. It then critically assesses these and raises questions. In the third section, we propose an alternative view of successful leadership toward positive sustainability.

Mediational Effect of Students’ Creativity on the Relationship between Leadership on Academic Success: Well-Being as Moderator

Positive psychology has strong implications for students’ success and holistic development in schools. The present study aimed to explore the mediating effect of creativity and the moderating effect of well-being on the relationship between student leadership and academic success at the secondary level. The research design of the present quantitative study was cross-sectional in nature. The sample of 811 secondary school students was selected using multi-stage and multi-method sampling techniques. The data were collected personally by face-to-face interaction using a self-developed questionnaire. Data were analysed with SPSS software (version 26) using simple linear regression, mediation, and moderation analysis by Hayes' Process macro. From analysis, we revealed that students’ leadership (β = .460, t[598] = 12.663, p < .001) and creativity (β = .460, t[598] = 12.663, p < .001) significantly contributes to their academic success. Students’ creativity (B = .560, SE = .035, t[809] = 16.128, p < .001, 95 % CI [.492, .628]) was found to be significant moderator for the relationship between leadership and academic success. It was further revealed that well-being (β = -.013, SE = .028, t[809] = -.480, p = .631) was not a statistically significant moderator for the relationship between leadership and academic success. Teachers were suggested to develop interventions based on the principles of positive psychology to influence various aspects of students’ academic success in schools. Future research was suggested to explore the role of cultural and environmental factors on the causal relationships among leadership, academic success, creativity, and well-being.

Analysis of Factors of Leadership and Recommendations

The aim of this paper is to present ANALYSIS OF FACTORS including weaknesses OF LEADERSHIP AND RECOMMENDATIONS in emerging markets, taking some companies in Vietnam as examples. By using qualitative and synthesis methods, no matter what point of view, a successful leader must be an individual who is closely connected to the surrounding community. In other words, they must grasp all common development strategies between personal factors and human resources factors. A good leader must clearly know what his mission is and why this organization exists. From their thinking, they must draw goals associated with the long-term development of an organization.

The Effect of Successor Readiness on Family Business Sustainability

Leadership succession in a family business is the process of transferring leadership from predecessor to business successor, this process involves preparing a successor who will take over leadership and be responsible for the family business. Ineffective succession planning will not be able to make a successor in accordance with company goals that will cause the company to fall. This study aims to determine the effect of successor readiness on the sustainability of family business. With the object of research of students of the Indonesian University of Education, Tasikmalaya Campus. This study used quantitative methods, with a descriptive approach and journal analysis related to sustainability factors in family businesses. Based on the results of the study, there are allegations that successor readiness has a positive effect on the sustainability of family businesses and provides useful insights on how families can improve family business sustainability through successor readiness.

The Role of Emotional Intelligence in Political Leadership: A Management Approach to Political Psychology

This article explores the intersection of emotional intelligence and political leadership, employing a management approach rooted in political psychology. Through an in-depth analysis of emotional intelligence within the political sphere, the study investigates its impact on leadership effectiveness. The research employs a multidimensional methodology, encompassing literature review, case studies, and expert interviews. The results illuminate the significance of emotional intelligence in shaping political decisions and influencing public perceptions. The discussion delves into practical implications for political leaders, emphasizing the role of emotional intelligence in fostering effective governance. The conclusion synthesizes key findings, offering insights into the nuanced relationship between emotional intelligence and successful political leadership.

When Taking Pay off the Table: A Qualitative Study of Gender Equity for Academic Leaders in the US Military.

Although gender inequity persists globally in academic leadership positions, the United States Military has equitable pay and, in academic pediatrics, has equitable gender representation in leadership positions. To better understand how the US Military framework affects physician leaders, pediatricians were interviewed to illuminate the factors that facilitated their success and what barriers they faced in their career. In 2022, following institutional review board approval, semi-structured interviews were conducted with 13 total participants (69% female, 31% male) serving as general pediatricians or pediatric subspecialists in the US Military. These pediatricians were in leadership positions of military academic medicine across seven graduate medical education (GME) sites. The interviews examined the leaders' perceptions of facilitators and barriers to their success. The authors analyzed the interviews using Acker's theory of gendered organizations as a theoretical framework, which explains embedded gender roles within work environments. Drawing on the theory of gendered organizations, the authors identified that participants described several facilitators to their success, including the availability of mentorship/sponsorship, inclusive leadership, and early and persistent exposure to women leaders in GME training and beyond. Because medicine's ideal worker was normed around the traditional roles of men, men observed and women experienced barriers to leadership success around issues related to childbearing, maternity leave, and microaggressions. This study revealed that equitability for pediatric GME leadership in the military heavily relied on structures and support created by former leaders and mentors. Isolating these structures within a unique context of military academic medicine can illuminate physicians' experiences to address barriers and better support equitable leadership roles in both military and civilian academic medicine.

Supporting the Role Transition of Interim Nurse Managers: Development of an Evidence-Based eManual.

Executive nurse leaders may rely on interim nurse managers (INMs) to fill vacated nurse manager positions open for an extended time. To optimize the INM role for future leadership succession planning, ongoing professional development for this role is critical. The authors describe the use of evidence in the creation of onboarding leadership resources to support the role transition of INMs within a healthcare environment over a 100-day period.

Transformational leadership and project success: the serial meditating roles of team flexibility and team agility

The construction sector is known for its dynamic nature, and numerous construction projects have failed to reach completion due to inadequate development of leadership. As a widely recognized leadership, transformational leadership has shown the positive relationship with project success. However, the mechanisms driving this relationship remain unclear in the context of construction projects. In response to this topic, by adopting the Input-Mediator-Outcome model, this study seeks to investigate the mediating effect of team flexibility and team agility between transformational leadership and project success in the context of construction projects. Data were collected through a survey from 306 construction project members. The Structural Equation Modeling method was employed to test the proposed model. The findings demonstrate that (1) transformational leadership positively impacts team flexibility and team agility; (2) team flexibility and team agility positively impact project success; (3) team flexibility shows a positive mediating effect between transformational leadership and project success; (4) team agility shows no mediating effect between transformational leadership and project success; and (5) team flexibility and team agility play serial mediating roles between transformational leadership and project success.

SME’s leadership in improving performance

The discussions about leadership and performance never end. Successful leadership (LD) is a causal factor in good individual performance (IP). However, how it affects still requires a lot of proof. This research examined the influence of LD on IP both directly and mediated by individual internal variables. This research examined the mediating variables of the influence of LD on IP. The research was conducted on 416 employees of small and medium enterprises (SMEs) in Yogyakarta, Indonesia using a questionnaire whose validity and reliability were tested. Once the data meets the requirements of the multiple linear regression test, the multiple linear regression (MLR) method was carried out to test the direct influence of LD, motivation (MT) and job satisfaction (JS) on IP. Structural equation modeling (SEM) with a two-step approach was used to test the mediation model. Increased IP is not immediately caused by LD. However, leaders can increase MT and JS directly. MT consistently improves IP, but JS has no effect on IP. The results of this study strengthen the results of previous research that the influence of LD on IP is mediated by MT and JS. A discussion of the results of this research is presented after the presentation of the analysis of the research results.

Managing Change: Love or Hate Relationships

The purpose of this article is to provide an overview of the latest developments in change management worldwide and to identify practical implications arising from leading-edge research. The methodology for this briefing involves an independent writer adding impartial comments and contextualising the articles. The article examines the importance of having a high-quality management team in evaluating, designing and executing successful change strategies; specifically, the team’s capability to structure the organisation in a way that is responsive and progressive is crucial for successful change management. The article also discusses creative problem-solving and its limitations, and indicates that an independent facilitator could promote creative problem-solving. The authors opine that business leaders must have a better understanding of the different roles they can assume to make sure that initiatives are sustainable and successful. Successful change leaders attribute their success to leading change rather than managing it. This article offers deep insights into newest developments in change management and underscores the importance of effective leadership in achieving successful change initiatives.

The Role of Women in Leadership and Management Positions in Nursing: A Qualitative Study to Explore the Hardships that are being Faced by Women Who Hold Top Positions in Nursing in Malta

The gender gap in leadership is a broad topic which also incorporates diverse studies, with each study providing different justifications for the characteristics of effective leadership. The main aim of this qualitative study is to examine the role of women in leadership in nursing who work in primary healthcare in Malta. This research was set to probe the experiences of women in leadership together with the barriers they face throughout their leadership role. The study was analysed from a constructivist paradigm point of view. The data was gathered through in-depth interviews which were analysed manually by using a hybrid approach design. Amidst the various perceptions gleaned from the study, important aspects that are crucial for successful leadership arose. Furthermore, the importance of communication in leadership, together with the situation of the Maltese context, were explored. In the findings, the participants displayed a clear understanding of effective leadership, one that incorporates the employment of mitigation with various stakeholders. The main recommendations from the study are that the primary healthcare sector should be equipped with more nurses so that new services can be introduced, together with the importance of training programmes in all strata.

Fire Begets Ash but Lions can give Birth to Jackals: Fixed Mindset and Growth Mindset and their Influence on Leadership Succession Dynamics

This research employs a qualitative mixed-method research approach, integrating desk research for case analysis, thematic analysis, and comparative analyses to investigate the impact of fixed and growth mindsets on leadership succession dynamics. The metaphor “Fire begets ash but lions can give birth to jackals” serves as the conceptual framework for the study. Through a comparative analysis of leaders, the research explores how fixed and growth mindsets influence leadership succession practices. Systematic analysis of case studies and narratives challenges traditional theories while incorporating behavioral theory. The findings reveal a blended approach in leadership succession, incorporating both mindsets. The study establishes that deviating from normative bloodline succession practices enables leaders to integrate adaptability characteristics from behavioral leadership theory. This transformative journey enhances leadership skills, fosters resilience, openness to diverse perspectives, and forward-thinking approaches, shaping leaders into improved versions of their predecessors.

Servant leadership and project success: the mediating roles of team learning orientation and team agility.

Drawing from social learning theory, this study aims to explore the mediating effects of team learning orientation and team agility on the relationship between servant leadership and project success in the context of construction projects. Based on data collected from 306 construction project members in China, the findings reveal that servant leadership exerts a positive influence on project success. Additionally, servant leadership significantly enhances both team learning orientation and team agility, which in turn contribute to project success. Furthermore, the results demonstrate the serial and parallel mediating roles of team learning orientation and team agility between servant leadership and project success. Theoretical and practical implications were also provided based on the findings.

Succession Planning and Leadership Development in Nursing: A Bibliometric Analysis (2000-2023).

Succession planning is a commonly employed term in business strategy, referring to the systematic process of transferring leadership responsibilities to another employee to ensure the seamless continuity of an organization's operations. Today, this concept has acquired importance in various industries, including healthcare, with a specific focus on nursing. Several factors led nurse managers to consider preparing potential leaders for primary leadership roles due to the shortage of nurses, significantly impacting healthcare services and patient safety. Because of the importance of this topic, this present bibliometric analysis aims to analyze research studies conducted on succession planning and leadership development in nursing from 2000 to 2023 to identify research trends, key themes, and the evolution of research during this period. The Elsevier Scopus database was utilized for this analysis. This methodology identified (n = 326) journal studies based on the predefined keywords and timeframe. The data derived from this bibliometric analysis offers a robust foundation for conducting a systematic review, enabling a comprehensive synthesis and evaluation of the evidence in this significant field of study.