Supportive Leadership Behavior Research Articles

The Human Side of Leadership: Forging a Path to Human-Centered Leadership

Abstract: This article examines the importance of human-centered leadership approaches grounded in principles of empathy, respect, and courage. After introducing the concept through the author's experience as an organizational consultant and researcher, the article reviews research demonstrating that addressing employees' basic psychological needs for autonomy, competence, relatedness and purpose significantly enhances motivation, well-being and performance. Additionally, empirical studies show supportive leadership behaviors have physiological impact in reducing stress while increasing trust and cooperation. The article then outlines core strategies including cultivating empathy, respect and courage, providing advice on developing these capacities. Finally, practical examples from technology, non-profit and manufacturing sectors illustrate human-centered leadership implementation through empathetic culture changes and inclusive problem-solving with courage during times of change and uncertainty.

Supportive leadership and voice behavior: The mediating role of work engagement

Supportive leadership and voice behavior: The mediating role of work engagement

Exploring the Impact of School Leadership on Professional Development in Panabo City Division, Philippines: A Mixed-Method Explanatory Research Study

This study investigates the relationship between school leadership and professional development in the educational setting of Panabo City Division, Philippines. Using a mixed-methods approach, quantitative data were collected through surveys of teachers and school leaders, while qualitative insights were garnered through focus groups and interviews. The data show that school leaders are widely regarded positively, with high mean scores indicating effective participation, supportive behaviors, and clear communication. Similarly, professional development efforts received excellent marks for continual learning, reflective practice, collaborative networking, and creative teaching methods. Statistical research shows a substantial positive association (r = 0.90, p < 0.05) between school leadership and professional development, highlighting the importance of leadership in creating a supportive atmosphere for teacher development. Qualitative findings reveal how supportive leadership behaviors such as resource allocation, collaborative learning communities, and appreciation of teachers' contributions improve professional development outcomes. These findings have practical significance for educational policymakers and school leaders looking to improve leadership practices and maximize professional development programs, which enhances teaching effectiveness.

The Effects of Leadership Style, Resource Allocation, and School Culture on Teacher Job Satisfaction and Retention Rates in Indonesian High Schools

In this quantitative study, teacher job satisfaction and retention rates in Indonesian high schools are examined as a function of school culture, resource allocation, and leadership style. In the study, 276 instructors from various high schools in Indonesia were included as a sample. A structured questionnaire was used to gather the data, and structural equation modeling with partial least squares (SEM-PLS) was used for analysis. The findings show a strong positive correlation between teacher job satisfaction, school culture, resource allocation, transformational leadership, and retention rates. Three factors stand out as critical indicators of teacher job satisfaction and retention: transformational leadership, appropriate resource allocation, and a strong school culture. The aforementioned results highlight the significance of promoting supportive leadership behaviors, guaranteeing adequate resource allocation, and establishing favorable school environments in order to improve teacher retention and well-being in Indonesian secondary education.

Effects of Supportive Leadership Behaviors on Employee Satisfaction, Engagement, and Performance: An Experimental Field Investigation

We conduct a field experiment in a large corporation to investigate the effects of supportive leadership behaviors on employee satisfaction, engagement, and performance. Treated leaders receive a brief training promoting leadership behaviors that encourage, assure, and value employee efforts. Our experimental design allows us to observe leaders and employees in a subsequent meeting. We find that the leadership training affects the leaders’ supportive behaviors and thereby increases employees’ self-reported satisfaction and engagement during the meeting by 0.28 and 0.18 standard deviations, respectively. The effect on team performance is 0.13 standard deviations but is not significant. This paper was accepted by Marie Claire Villeval, behavioral economics and decision analysis. Funding: This work was supported by Norges Forskningsråd [Grant 325398]. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mnsc.2022.02170 .

Understanding leader–member exchange on job satisfaction: while work interfaces between home and life?

PurposeThis study is aimed at decoding the impact of supportive leadership behavior (leader–member exchange [LMX]) on job satisfaction (JS) through the mediating role of the work–nonwork interface (work-to-nonwork conflict [WNC] and work-to-nonwork enrichment [WNE]), within the work-from-home context in India.Design/methodology/approach Multiphased data collected from 232 full-time working Indian dual-working parents (with one or more children) were analyzed using structural equation modeling.FindingsOverall, the hypothesized model receives empirical support from the data. LMX positively influenced WNE and simultaneously negatively influenced WNC. WNE, in turn, positively impacted JS, and WNC negatively influenced JS. Results supported only the mediating role of WNE between LMX and JS but not WNC. Women reported greater JS than men, and respondents staying in a joint family reported decreased WNC.Research limitations/implications The current study takes a multiphased, multidomain approach to understand the underlying mechanisms of leadership’s impact while working from home.Practical implications By adopting a tailored approach, organizations can ensure better alignment between employee goals and the desired outcomes of the organization. This entails considering extended family requirements and designing HR interventions and strategies that accommodate the specific challenges faced by dual-working parents.Originality/value This study helps to shed light on the sparsely researched arena of the role of leadership in the work-from-home context, more so for Indian dual-working households. Hence, it makes significant contributions to theory and practice.

The caring advantage: When and how parenting improves leadership

SummaryLeadership research is grounded in one simple principle: leaders care about followers' attitudes and emotions to achieve outcomes. Yet, how leaders develop these caring skills remains unidentified. The current study addresses parenting as a major, previously unaddressed antecedent of leadership effectiveness that involves experiences of care and emotional support to others (the children) transferred to work. Findings from matched field data of leaders who are parents and their employees confirm this approach and point to a fundamental omission in leadership studies: supportive behaviors that are critical for leaders involve experiences of care inherently developed in parenting roles. Consistent with work–family enrichment principles, leaders' parental experiences improved employee outcomes by facilitating supportive leadership behaviors, conditional on time spent in parenting (with supportive parenting styles but little time to be with children, the positive transfer from parenting to work was lower). These findings represent a clear contribution to leadership theory and practice and the many missed associations between leadership and family–work enrichment. They also provide novel insights and questions for advancing management theory with critical practical implications for leaders who are parents, calling for urgent designs of firm practices that are sensitive to parenting and other forms of unpaid care work to unleash leaders' caring potential.

Examining Empowering Leadership's Impact on Trust and Employee Voice Behavior: A PLS SEM Model Analysis

The purpose of the study is to determine the influence of supportive leadership, voice behavior of supervisor on voice behavior of employees on in Pharmaceutical industry of Pakistan. Moreover, second objective of this study is to determine the role of trust in supervisor as a mediator between supportive leadership, voice behavior of supervisor and voice behavior of employee. The data was collected through survey questionnaire by spreading among employees working at pharmaceutical companies in Karachi, Pakistan. Total 180 sample data was analyzed and that delivered statistical results of developed hypotheses by observing previous studies. SPSS and PLS-SEM, statistical technique will use to test the hypotheses. The result found that supportive leadership and perceived voice behavior has positive affect on employee voice behavior. Further, supportive leadership has positive impact on employee voice behavior. In addition, trust in supervision positively mediates the relationship between perceived voice behavior of supervisor, supportive leadership and employee voice behavior.

Driving Sustainable Change: The Power of Supportive Leadership and Organizational Citizenship Behavior in Fostering Environmental Responsibility

Change and environmental trends are enormously influencing the globe. Businesses, societies, and people are all attempting to do their part to safeguard the environment. This study examines the impact of supportive leadership on organizational citizenship behavior for the environment (OCBE) and the mediating effect of psychological empowerment and affective commitment. The survey method was utilized. Data were gathered from 362 employees of the banking and pharmaceutical sectors for the present research. This research employed AMOS-SEM to analyze data and test the formulated hypotheses. The empirical results established that supportive leadership significantly influences workers’ OCBE. The results further corroborate that psychological empowerment and affective commitment mediate between supportive leadership and organizational citizenship behavior for the environment. These findings have vital implications for managers and enterprises that seek to increase their sustainability and organizational citizenship behavior for the environment. This research highlights the significant role of supportive leadership in stimulating psychological empowerment and affective commitment, which in turn affect organizational citizenship behavior for the environment. The present research broadens our understanding of leadership style and its influence on OCBE. The theoretical and managerial implications of organizational environmental sustainability and future research prospects are highlighted.

The Impact of Transformational Leadership on Service Employees in the Hotel Industry.

Transformational leadership is important to the hotel industry where employees play a critical role in delivering the service. Transformational leadership is a leadership style that causes changes in employees by sharing the organization's vision and goals, providing necessary resources, promoting intellectual stimulation, and expecting high performance. This study uses four dimensions of transformational leadership to investigate how the dimensions influence employees' organizational identification, creativity, and task performance. In order to test the proposed model, data were gathered from employees of six hotels in South Korea. The data were analyzed with SmartPLS 4.0 program. The finding shows that four dimensions of transformational leadership have different effects on organizational identification and creativity. While core transformational leadership and supportive leader behavior enhance employees' organizational identification, which affects creativity and task performance, intellectual stimulation has an impact on creativity, which influences task performance. The post hoc analysis shows that organizational identification fully mediates the relationship between two dimensions of transformational leadership and creativity. This study contributes to the existing literatures of leadership theory and social identification theory by expanding the knowledge on the role of transformational leadership on employees. Some theoretical and practical implications are offered.

The Relationship Between School Administrators' Supportive Leadership Behaviors and Organizational Citizenship According to Teacher Perceptions

The research, which aims to determine the relationship between the supportive leadership behaviors of school administrators and organizational citizenship according to teacher perceptions, was designed in the relational survey model, which is one of the quantitative research methods. The study population of the research consisted of 465 teachers working in primary schools in the city center of Bolu in the 2021-2022 academic year, and valid data were obtained from 306 teachers. Supportive leadership scale and organizational citizenship scales were used to collect data in the research. Parametric tests were used because the research data showed normal distribution. According to the results of the research, teachers' perceptions of school administrators' supportive leadership behaviors and organizational citizenship perceptions are high. According to another result of the study, there is a moderately positive and significant relationship between the supportive leadership behaviors of school administrators and organizational citizenship. Supportive leadership is a significant predictor of organizational citizenship. School administrators, as supportive leaders, can help teachers with their problems related to their lessons, make an effort to create a quality and peaceful working environment for teachers, make constructive criticism and create a fair working environment at school, be open to teachers' opinions and suggestions, appreciate their success, and enable their organizational citizenship behaviors to emerge. In order to ensure continuity in the supportive leadership behaviors of school administrators, it will be good to ensure continuity in their professional development. In this regard, they can participate in in-service trainings, workshops, panels and symposiums and congresses related to their fields.

Influence of Situational Leadership on Employees’ Commitment In A Non-Government Organisation (NGO) In Owerri

This study examined the influence of the Situational Leadership model on Employee Commitment in Youth Enhancement Organisation (YEO), a Non-Governmental Organisation in Owerri, Nigeria. The study evaluated the impact of the directive and supportive leadership Behaviours on Affective and Continuance Employee Commitment. Data were collected from 143 employees from the different departments of YEO using a structured questionnaire adopted and modified from previous studies. Multiple Regression Analysis for the data gave a significant impact between Directive Leadership Behaviour (β = 2.323, p<0.01), and Supportive Leadership Behaviour (β = 1.424, p<0.0) on Employee Commitment. It also shows a significant impact between Directive behaviour (β = 1.514, p<0.01) and affective commitment, Supportive Leadership Behaviour (β = 3.123, p<0.01) on Continuance Employee Commitment The findings of this study reveal that Situational Leadership of Directive and Supportive have a positive impact on Employee Commitment (affective and continuance) and are ideal in sustaining affective and continuance commitment in the Organisations. It is hoped that the study would convince the leadership of similar organisations to be proactive in embracing situational leadership styles, especially in dynamic environments and situations.

Associations among leadership, resources, and nurses’ work engagement: findings from the fifth korean Working Conditions Survey

BackgroundNurses’ work engagement has received extensive attention due to its positive impacts on individual and organizational outcomes, including patient safety and quality care in healthcare organizations. Although nurse managers’ leadership and a variety of resources have been identified as important factors of nurses’ work engagement, these relationships have not been well understood in Korean nursing contexts. The purpose of this study was to examine the associations among nurse managers’ leadership, resources, and work engagement among Korean nurses after controlling for nurses’ demographic and work-related characteristics.MethodsThis is a cross-sectional study using data from the fifth Korean Working Conditions Survey. Using a sample of 477 registered nurses, we employed hierarchical linear regression analyses. Nurse managers’ leadership, job resources (organizational justice and support from peers), professional resources (employee involvement), and personal resources (meaning of work) were examined as potential predictors of nurses’ work engagement.ResultsWe found that nurse managers’ leadership (β = 0.26, 95% confidence interval [CI] = 0.17–0.41) was the strongest predictor of nurses’ work engagement, followed by meaning of work (β = 0.20, 95% CI = 0.07–0.18), organizational justice (β = 0.19, 95% CI = 0.10–0.32), and support from peers (β = 0.14, 95% CI = 0.04–0.23). Employee involvement was not a statistically significant predictor of nurses’ work engagement (β = -0.07, 95% CI = -0.11–0.01).ConclusionsOur findings suggest that comprehensive approaches are required to promote nurses’ work engagement. Considering that nurse managers’ leadership was the strongest predictor of nurses’ work engagement, nurse managers should demonstrate supportive leadership behaviors such as acknowledging and praising their unit nurses’ work performance. Furthermore, both individual- and organizational-level strategies are necessary for nurses to be engaged at work.

Assessing the Relationship between Female Head Teachers’ Supportive Leadership Behaviours and Organizational Effectiveness of Secondary Schools in Rwanda, Nyagatare District.

This study assesed the relationship between female head teachers’ supportive leadership behaviors and organizational effectiveness of secondary schools in Rwanda, Nyagatare District. The study employed the correlational research designs on a sample of 120 using a questionnaire survey and an interview guide. Quantitative data were analyzed using descriptive statistics that were means, and inferential analyses that included correlation and regression. Descriptive analysis revealed that organizational effectiveness through supportive leadership behaviors was fair. However, it had a positive and significant influence on schools organizational effectiveness. Therefore, it was concluded that supportive leadership behaviors are imperative for schools organizational effectiveness. Thus, it was recommended that the head teachers should be supportive to teachers to ensure schools’ organizational effectiveness

THE IMPACT OF SUPPORTIVE LEADERSHIP AND PERCEIVED SUPERVISOR VOICE BEHAVIOR ON EMPLOYEE VOICE BEHAVIOR

The purpose of this research is to analyze the impact of supportive leadership and supervisor voice behavior on employee voice behavior in the ceramic industry in Pakistan. The study also aims to investigate the role of trust in the supervisor as a mediator between the independent and dependent variables. The data was collected through a survey questionnaire from 180 employees working in ceramic companies in Karachi, Pakistan. The statistical analysis was conducted using SPSS and PLS-SEM to test the hypotheses. The findings of the study indicate that both supportive leadership and supervisor voice behavior have a positive effect on employee voice behavior. This implies that when employees perceive their supervisors to be supportive and they provide opportunities for employee participation and involvement, they are more likely to voice their opinions and ideas freely. Additionally, supportive leadership has a direct and positive impact on employee voice behavior. This implies that when employees receive supportive leadership, they are more likely to voice their opinions and ideas. The study also found that trust in supervision mediates the relationship between supervisor voice behavior, supportive leadership, and employee voice behavior. This suggests that when employees trust their supervisors, they are more likely to perceive their supervisors as providing a supportive leadership style and engaging in voice behavior, which ultimately leads to increased employee voice behavior. The research provides valuable insights for managers and supervisors in the ceramic industry of Pakistan. It highlights the importance of supportive leadership and supervisor voice behavior in promoting employee voice behavior. Managers and supervisors can use this information to create a positive work environment that encourages employee participation and involvement. They can also work towards building trust with their employees to increase their perceptions of supportive leadership and supervisor voice behavior.

The Influence of Supportive Leadership Behavior and Organizational Support on The Job Satisfaction of Followers

Supportive leadership is the hope of organizations that wish to be efficient and competitive in services. There is a positive perception of leadership that potentially increases the job satisfaction of members. To achieve job satisfaction under supportive leadership, other variables are needed in achieving goals, including organizational support by subordinates. Therefore, this study examines predictively supportive leadership on job satisfaction and organizational support as moderate variables. Data were obtained from two state Islamic higher education institutions in Indonesia with the unit of analysis being ASN employees as many as 75 respondents were obtained randomly as a sample. While the data were collected through google form, the analysis method was using Structural Equation Modeling (SEM) assisted by SmartPls 3.2 software. Research findings indicate that supportive leadership behavior has a major contribution to employee job satisfaction. However, perceived organizational support as a moderate variable on job satisfaction has a less significant contribution.

EKSPLORASI PERILAKU KEPEMIMPINAN PUSKESMAS LIYA KECAMATAN WANGI-WANGI SELATAN KABUPATEN WAKATOBI

This study aims to describe leadership behavior at the Liya Public Health Center, Wangi-Wangi Selatan District, Wakatobi Regency. Qualitative descriptive approach was used in conducting this research and used data collection methods by observation, interviews, and documentation. The technique used in data analysis is to organize the data , break it down into units, synthesize, arrange into patterns, choose which ones are important and what will be studied, and draw conclusions. The results of this study indicate that Liya Health Center leaders are leaders who have leadership behavior oriented to achievement. This is in accordance with the indicators of leadership behavior that uses the theory indicator of the path of road-goal (Path-Goal Theory) developed by Robert House which consists of: directive leadership behavior, supportive leadership behavior, leadership behavior participatory, and leadership behavior oriented towards achievement.

Employer’s investments in job crafting to promote knowledge worker’s sustainable employability: a moderated mediation model

PurposeThe primary study purpose is to examine whether managerial support triggers job crafting and sustainable employability, and to what extent work uncertainty moderates the managerial support and sustainable employability relationships mediated by job crafting using a moderated mediation approach. Thus, this study aims to uncover new antecedent and outcomes of job crafting using job demands and resources (JD–R) theory as no such research has yet examined these relationships.Design/methodology/approachThe structural equation modeling (SEM) technique was employed to test the proposed relationships based on survey data that include a final 483 knowledge workers of the services sector. The authors tested the structural model using self-developed estimates for AMOS 24.0 to examine the moderated mediation process models (process models 7, 14 and 58) rather than using a conventional process macro through SPSS.FindingsConsistent with the formulated hypothesis, the results of this study indicate that managerial support directly stimulates job crafting and sustainable employability. Further, job crafting mediates the relationships between managerial support and sustainable employability. This validates the JD–R theory assumption that managerial support as job resources initiates a motivational process through job crafting, leading to sustainable employability as the outcome of the motivational process. Additionally, the moderated mediation results show that in the presence of high work uncertainty, employees are more engaged in job crafting to boost their sustainable employability.Practical implicationsOrganizations may incorporate these findings while developing human resources (HR) management policies and practices to align top-down and bottom-up job re(design) approaches. For example, by designing line managers’ role in implementation of supportive HR practices, their supportive leadership behavior towards employees will successfully trigger job crafting and nurture their sustainable employability.Originality/valueThis research adds to the work design and employability literature. No such study has yet examined whether managerial support triggers job crafting and sustainable employability. Prior studies examine personality traits, some individual difference variable, job characteristics, or leadership influence as antecedents of job crafting. Utilizing the JD–R theory, we empirically validate that job crafting plays a vital role in the motivational process initiated by the job resources (managerial support), leading to sustainable employability as an outcome of the motivational process. The authors further show that in the presence of high job demands (work uncertainty), employees are more engaged in job crafting and more conscious to boost their sustainable employability.

Family Supportive Leadership and Counterproductive Work Behavior: The Roles of Work-Family Conflict, Moral Disengagement and Personal Life Attribution.

Counterproductive work behavior (CWB) is one of the most common behavioral decisions of employees in the workplace that negatively impacts the sustainable development of enterprises. Previous studies have shown that individuals make CWB decisions for different reasons. Some individuals engage in CWB due to cognitive factors (i.e., perceived organizational justice and psychological contract breakdown), whereas others engage in CWB in response to leadership behaviors (i.e., abusive management). The conservation of resources (COR) theory holds that individuals have the tendency to preserve, protect and acquire resources. When experiencing the loss of resources, individuals will show irrational and aggressive behaviors in order to regain resources. When obtaining resources, individuals’ tension and pressure will be relieved. To maintain or continue obtaining resources, individuals will show more positive work attitudes and behaviors. Therefore, using the COR theory as the main theoretical framework, this study explores a serial mediation model between family supportive leadership and CWB through work-family conflict and moral disengagement, moderated by personal life attribution. A three-wave survey of 251 medical workers from three hospitals found that family supportive leadership can reduce employees’ perceived work-family conflict, which leads to less moral disengagement, resulting in lower CWB. Personal life attribution strengthens the negative indirect effect of family supportive leadership on CWB by reinforcing the negative association between family supportive leadership and work-family conflict. This study uses the COR theory to explore the mechanism and boundary conditions of family supportive leadership and CWB from the perspective of negative work-family relationship, which enrichis the research content of existing theories. Moreover, this study has important guiding significance for managers to take effective measures to reduce CWB.

Spotlight on Leadership Path-Goal Theory Silos in Practice to Improve and Sustain Job-Oriented Development: Evidence from Education Sector

Sustainable development is a process occurring on several levels, which placed the expectations on educational institutions, especially secondary schools, change radically. Schools, therefore, are gradually likely to emphasize enhanced and sustainable teaching practices under the agenda of the United Nations 2030, sustainable future. Hence, the job-oriented development of teachers is a critical factor of the school leadership mechanism. Considering this, the present empirical research was designed to study the mechanism of path-goal theory (PGT) to sustain teachers’ job-oriented development in private secondary schools in Pakistan. The viewpoint of teachers, whose job performance is ultimately affected by the school leadership behavior and who perform the job at the front line in schools, was taken on board for the investigation. A total of 2469 secondary school teachers from 785 private secondary schools participated in the present study. Confirmatory factor analysis, t-test, Pearson correlation, and path analysis structural equation modeling analytics were mainly involved in the data analysis. Overall, the findings substantiated the constructive PGT mechanism, especially indicating that directive leadership is the most influential and effective leadership behavior in complex tasks, including when teachers are inexperienced. Moreover, the helpful role of supportive leadership and achievement-oriented leadership behaviors backs up the directive behavior. Although participative leadership behavior was problematic in the studied schools, it should be constructively adopted, as it was found to be a statistically significant predictor. Therefore, training programs for school leaders with good experience in participatory leadership functions can be productive for long-term teachers’ motivation. The literature shows that several secondary school teachers still perform poorly because of inadequate leadership, and the viewpoint of teachers on PGT was ignored in earlier studies. Hence, there was a dire need to conduct this research to address these concerns, especially in the non-Western, Asian context. In addition to pioneering academic research on leadership PGT in the secondary school context, the PGT elements were investigated, including teachers’ extrinsic and intrinsic motivation for the first time, adding new understanding about the theory.