Supportive Leadership Style Research Articles

Optimizing Job Satisfaction Through Providing Incentives, Providing Work Facilities, and Leadership Style in CV MSMEs. Bima TKBM Services

This research aims to analyze the factors that influence employee job satisfaction at CV MSMEs. Bima, with a focus on incentives, work facilities and leadership style. The background to this problem arises from the importance of job satisfaction in increasing employee productivity and retention. The method used was in-depth interviews with five employees from various backgrounds, including loading and unloading workers and supervision. The research results show that all informants agree that financial incentives really motivate them and contribute to family welfare. Work facilities such as BPJS health and work safety equipment are also considered important for comfort and safety. In addition, a democratic and open leadership style creates a positive work atmosphere, increasing motivation and satisfaction. Based on these findings, it is recommended that CV management. Bima continues to improve incentive policies, ensure adequate work facilities, and maintain a supportive leadership style. These steps are expected to increase employee job satisfaction, which will ultimately have a positive effect on overall company productivity and performance.

The Impact of Supportive Leadership on Work Stress: An Empirical Research in the Ministry of Iraqi Interior

Purpose: The purpose of this research is to discover the effect of supportive leadership on work stress in the Ministry of Iraqi Interior / Human Resources Management to achieve a happy life for its employees and hence achieve the desired level of performance. Theoretical Framework: The current research deals with introducing the Ministry of Iraqi Interior / Human Resources Management to the latest developments in the administration field through supportive leadership style and work stress, as well as presenting the latest concepts, importance, and models that previous researchers have arrived at. It contributes to expanding the researched organization's awareness of adopting any of these models that are appropriate for their goals and future direction. Design/Methodology/Approach: The research analyses administrative data within the Ministry of Iraqi Interior / Human Resources Management (2023-2024), using the dimensions of supportive leadership (empowering employees, fairness of treatment, and inspirational motivation) and the dimensions of work stress (role ambiguity, role conflict, workload, and work nature). It will determine the factors affecting them. Findings: The findings of this current research have approved the key effect hypothesis (supportive leadership style and its dimensions have a significant and negative impact on work stress and its dimensions). Research Implications: The results most leaders of human resources in the under-study organization practice the dimension of fair treatment more than other dimensions (empowering employees, and inspirational motivation. Originality/Value: This research seeks to enhance awareness of the importance of the negative role of a supportive leadership style on work stress. This research has dropped the knowledge gap between them and uses a framework that is compatible and harmonious to save the lives of the employees and at the same time increase organizational performance.

Exploring influencing factors to clinical leadership development: a qualitative study with healthcare professionals in Flemish nursing homes

BackgroundNursing homes face a critical need for competent healthcare professionals to deliver high-quality care. Focusing on clinical leadership is crucial for equipping healthcare professionals with the skills necessary to manage complex care needs, collaborate effectively within multidisciplinary teams, and improve care quality in nursing homes. Developing clinical leadership fosters professional growth and enhances healthcare professionals’ ability to tackle the challenges unique to the nursing home environment. However, the concept of clinical leadership in nursing homes remains poorly defined and investigated. This study aimed to explore and define influencing factors for the development of clinical leadership within healthcare professionals in nursing homes.MethodsA qualitative study was conducted in Flanders, Belgium, using semi-structured focus group interviews (n = 5) with healthcare professionals (n = 41), including nurse assistants, licensed practical nurses, registered nurses, occupational therapists, recreational therapists, psychologists, and gerontologists. Interviews were audio-taped, transcribed, analysed and interpretated by using a thematic analysis based on descriptive phenomenology.ResultsClinical leadership development within healthcare professionals’ hinges on four pivotal themes: (1) Cultivating an empowering working environment that fosters open feedback, encourages peer learning, and champions a stimulating learning climate. (2) Nurturing a supportive leadership style in formal leaders that exemplifies role modeling, accessibility, and a coaching approach. (3) Elevating well-developed professional identity through targeted training, experience, and a talent-oriented work approach. (4) Fostering team dynamics marked by commitment, collaboration, support, and trust.ConclusionsThe study’s findings on the influencing factors for clinical leadership development should be actively applied in nursing homes and guide the creation of targeted training programs and leadership development initiatives. Awareness of these factors are crucial to optimise and to support the development and implementation of clinical leadership in nursing homes in an attempt to reduce the workforce shortages.

Influence Of Principals’ Supportive Leadership Style On Tutors’ Support For Implementation Of Performance Appraisal Of Tutors In Public Primary Teachers Training Colleges In Kenya

The study objectives sought; to establish the influence of principals’ supportive leadership style on tutors’ support for implementation of performance appraisal in public primary teachers training colleges in Kenya. The study employed descriptive research design. The target population comprised of 840 tutors and 21 principals drawn from the 21 public teachers training colleges in Kenya as of 2021. Stratified proportionate random sampling was used to select 271 tutors in teachers’ training colleges in Kenya. Census was used to select all the 21 principals of training colleges in Kenya. Primary data were collected using questionnaire for tutors and interview guide for the 21 Principals. The study findings demonstrated that supportive leadership style of principals showed a significant positive effect on tutors' support for performance appraisal (β = 0.386, p < 0.001). The study concluded that principals' leadership styles supportive is critical determinants in enhancing tutors' engagement and commitment to the appraisal process. There is need for the college management to provide the necessary teaching and training materials to support the effective implementation of performance appraisal programmes. There is also need for tutors to present their past output so that it can inform supportive principal what is necessary for a better working environment. The study also recommends that the MoE, alongside college management, prioritize the creation of policies that promote a supportive and safe working environment. This could include mentorship programs for tutors, flexible scheduling, and recognition and reward systems to acknowledge tutors’ professional growth and accomplishments

Nurturing Growth: Challenges and Strategies of Paternalistic Leadership in Facilitating Teacher Development in Qingdao, Shandong Province

This research explores paternalistic leadership in educational settings in Qingdao, Shandong Province, and its impact on teacher development. Paternalistic leadership, defined by authoritarian, benevolent, and moral elements, is firmly ingrained in Chinese cultural practices and has a substantial influence on organizational dynamics and individual behaviours in Chinese educational institutions. The purpose of this study is to investigate the issues and techniques connected with paternalistic leadership from the perspectives of principals and teachers in Qingdao, with an emphasis on their implications on professional development and educational results. Using a qualitative case study technique, the research conducts in-depth interviews with a senior principal and twenty teachers from a chosen school, as well as purposive sampling, to better understand the intricacies of paternalistic leadership. As findings, the data show that authoritarian characteristics of paternalistic leadership have a detrimental impact on teacher creativity and work satisfaction, but benign practices may improve engagement and professional development. The discussions emphasize the need of a balanced leadership strategy that combines classic paternalistic attitudes with current educational objectives, providing an atmosphere that encourages teacher autonomy and creativity. As implications this study reveals that adopting more benevolent and supportive leadership styles may considerably enhance educational environments and results. This study indicates that, although paternalistic leadership has a solid cultural base, there is much room to improve these practices to better accord with modern educational philosophies and teacher demands.

Analysing leadership, motivation, and training effects on employee performance: A case study of The KRU

Employee performance in the hospitality industry is significantly influenced by leadership style, motivation, and job training. The KRU, as a luxury destination in Bali, needs to understand these factors to enhance employee performance and guest services. This study aims to analyse the impact of leadership style, motivation, and job training on employee performance at The KRU. This research employs a quantitative method with a survey approach. Data was collected through questionnaires distributed to the resort's employees. Data analysis utilized descriptive statistics and regression analysis to assess the relationships between variables. The analysis results indicate that supportive leadership styles and high motivation significantly affect employee performance improvement. Additionally, effective job training contributes to enhanced skills and productivity among employees. Leadership style, motivation, and job training have a significant positive impact on employee performance. Recommendations are provided to enhance leadership approaches and training programs to maximize employee performance.

Strategic Human Resource Management and Employee Engagement in Australia

Purpose: The aim of the study was to investigate the strategic human resource management and employee engagement in Australia. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: In Australia, Strategic Human Resource Management (SHRM) practices have shown significant impact on employee engagement across various sectors. Studies consistently highlight that organizations implementing effective SHRM strategies, such as performance management systems and supportive leadership styles, experience higher levels of engagement among employees. Leadership, especially through transformational styles, plays a crucial role in inspiring teams and fostering a positive work environment. Aligning SHRM practices with a supportive organizational culture further enhances their effectiveness in promoting employee commitment and productivity. Unique Contribution to Theory, Practice and Policy: Resource-based view (RBV) theory, social exchange theory (SET) & high-involvement management (HIM) theory may be used to anchor future studies on strategic human resource management and employee engagement in Australia. Organizations should tailor their SHRM strategies to align with their unique organizational goals, culture, and employee demographics. Governments can support SHRM and employee engagement initiatives through regulatory frameworks that encourage investment in employee development, fair labor practices, and work-life balance.

Self-Disruption As A Strategy For Leveraging A Bank’s Sustainability During Disruptive Periods: A Perspective from the Caribbean Financial Institutions

During crisis situations, self-disruption is becoming one of the strategies through which businesses disrupt the existing operations to introduce new approaches and capabilities that enable them to identify the emerging disruptive trends before they can affect the business’ effective market performance. Since this often bolsters the capabilities of the business to recover from the crisis, it is such values of self-disruption that motivated this study to explore how self-disruption is used by the Caribbean financial institutions as one of the strategies for leveraging a bank’s sustainability during disruptive periods. The study used the quantitative survey research method to evaluate the opinions of 80 bank personnel who were drawn from five different banks that are operating in the Caribbean financial market. Even if some of the respondents disagreed, the survey suggests to achieve the desired outcomes, the strategic process of a bank’s self-disruption requires the analysis of the existing financial market trends as well as proactive sensing of the likely financial market changes. As these are accompanied with the evaluation of the existing bank’s capabilities and weaknesses, it informs the radical change of the areas of weaknesses that must be undertaken to turnaround the performance of the bank during crisis situations. Even if such approach was found to be important for enhancing the effectiveness of self-disruption to take the bank out of the crisis situation, findings still indicated that it is not just lack of innovativeness and inflexible organisational culture which is a challenge, but also the tendency of some banks to use the “wait and see” business philosophy. Combined with the supportive leadership style and approach this was found to affect the efficacy of self-disruption as a strategy for introducing new capabilities that can enable the bank to come out of the unfolding crisis situation. To respond to such challenges, it is suggested that bank executives must adopt the use of a three-stage self-disruption process that leads to self-reinvention that introduces new capabilities to bolster a bank’s quests to come out of the crisis.

Encouraging Leadership as Mediator on Supportive Work Atmosphere and Instructional Inventiveness of Teachers

The current study aimed to evaluate whether encouraging leadership has significant mediating effect on the relationship between supportive work environment and instructional inventiveness of teachers. The 212 public elementary school teachers in Davao City's Central District were chosen by the researcher to participate in this study as study respondents. Using a stratified random sample technique, the respondents were chosen. A quantitative non-experimental study design with a descriptive-correlational methodology was utilized. The data collected were subjected to the following statistical tools: Mean, Pearson Moment Product Correlation, and Structural equation model using mediation analysis. Descriptive analysis showed that supportive work environment and instructional inventiveness of teachers were described as extensive, while encouraging leadership was rated as moderately extensive. Additionally, correlation analysis showed a strong connection between instructors' innovative teaching practices, school administrators' supportive leadership styles, and a positive work environment. It appears that the relationship between a supportive work environment and teachers' inventive teaching practices is mediated by the supportive leadership style of school administrators, as demonstrated by SEM utilizing mediation analysis. To put it another way, teachers' innovative teaching methods and the school climate in Davao Central District, Davao City, are significantly mediated by the supportive leadership styles of school heads.

Studi Kasus Hubungan Supportive Leadership, Work Engagement dan Dominansi Otak TNI Satuan JASDAM XIV/HSN

This research examines subordinates' perceptions of supportive leadership relationships and the work engagement of TNI personnel. The research methods used in this research are quantitative and qualitative, with a cross-section research design. In this study, respondents consisting of 35 TNI personnel and one leader in the Jasdam XIV/HSN unit, which was the case study, were asked to fill out a supportive leadership & work engagement questionnaire, fingerprint testing using PRIADI Psychological Fingerprints and interviews as a medium for qualitative observation. The results show a positive relationship between supportive leadership & work engagement with an R2 (influence) value of 16.7%. Apart from that, the test results using PRiADI Psychological Fingerprints show that the leader's brain dominance is top left (analytical brain), the supportive leadership style has been implemented optimally by the leader as shown by giving rewards in the form of (attention, motivation, and encouragement) to subordinates. This can increase work engagement among TNI personnel from the Jasdam XIV/HSN unit, which is confirmed by the results of PRiADI Psychological Fingerprints and qualitative observations. In conclusion, supportive leadership can increase the work engagement of TNI personnel to improve the TNI's credibility in maintaining Indonesia's unity and integrity. Keywords: supportive leadership, work engagement, PRiADI Psychological Fingerprints, TNI

Effectiveness of Leadership Styles and Performance Appraisal on Job Satisfaction: A Systematic Review

Secondary school education plays a vital role in the development of socio-economic growth of the countries. To achieve this objective, it is necessary to adopt a supportive leadership style by the education leaders for the satisfaction of employees. The major objective of this study was to find out the effectiveness of leadership styles and performance appraisal on job satisfaction of teachers. The study was based on quantitative and correlational research design. The population of this study was public secondary school teachers from Bahawalnagar whereas, 313 respondents were selected as sample of this research through simple random sampling technique. The data was collected by using questionnaires. Statistical Package for Social Sciences (SPSS) software was administered to analyze the research objectives. The results revealed that there was a positive and significant relationship between leadership styles and performance appraisal with job satisfaction. Moreover, leadership styles have a more significant effect on job satisfaction as compared to performance appraisal. Significantly, this research has an advantage for the advancement of the teaching learning process through innovative approaches.

Exploring collaboration reasons and leadership styles in Dutch primary oral healthcare practices

AimsTo outline the extent to which practice owners in Dutch oral healthcare practices (OHPs) use a directive and supportive leadership styles, to map out which goals practice owners in Dutch OHPs consider most important when choosing collaboration within the practice and to identify the reasons why oral healthcare professionals choose to engage in collaborative practice.Materials and methodsA survey involving 802 general dental practitioners, dental hygienists, and prevention assistants was conducted. The questionnaire covered, among other subjects, leadership styles and reasons for collaboration. Data analysis included descriptive statistics, chi-square tests, one-way ANOVA, linear regression, and logistic regression.ResultsCompared to employees, practice owners ascribe to themselves more characteristics of both directive and supportive leadership. The most frequently mentioned reasons for choosing a practice form that involves collaboration were the possibilities to provide the best care and the desire to focus on prevention. Healthcare providers chose to work in a collaborative practice for several reasons, which were associated with profession, age and gender.ConclusionsThe degree of directive and supportive leadership among practice owners in dental care practices in the Netherlands showed a strong correlation. The most frequently mentioned reasons for choosing collaboration were related to healthcare content.

Pengaruh Sikap Kerja Dan Gaya Kepemimpinan Terhadap Kinerja Pegawai Pada Kantor Bea Dan Cukai Belawan

This research aims to analyze the influence of work attitudes and leadership styles on employee performance at the Belawan Customs and Excise Office. A positive work attitude and effective leadership style are considered key factors in improving employee performance in an office environment. The research method uses a quantitative approach by distributing questionnaires to employees at the Belawan Customs and Excise Office. Data analysis was carried out using descriptive statistical techniques and regression to measure the relationship between work attitude variables, leadership style and employee performance. The research results show that a positive work attitude has a significant influence on employee performance. Apart from that, an effective leadership style also has a positive contribution to employee performance at the Belawan Customs and Excise Office. These findings provide further understanding about the importance of creating a Leadership Style that supports positive work attitudes and implementing an effective leadership style to increase employee productivity and quality of performance. The recommendations of this research include the need to develop training programs to increase positive work attitudes and promote supportive leadership styles in the Belawan Customs and Excise Office Leadership Style. In addition, further research can be conducted to explore additional factors that may influence employee performance

When leadership goes awry: the nexus between tyrannical leadership and knowledge hiding

Purpose Grounded on the conservation of resources (COR) theory, this study examines the relationship between tyrannical leadership and knowledge hiding. Additionally, this study aims to investigate the mediating role of psychological distress and the moderating role of psychological safety. Design/methodology/approach Data was gathered from 435 employees in the corporate sector in China. The study used the partial least squares structural equation modelling approach to assess the proposed connections and analysed the data collected with the help of SmartPLS 4 software. Findings In the study, it was found that there is a positive relationship between tyrannical leadership and knowledge hiding, and this association is mediated by psychological distress. Additionally, the results asserted that the positive effect of tyrannical leadership on knowledge hiding through psychological distress is less pronounced when there is a greater degree of psychological safety. Practical implications Leaders should avoid being tyrannical and adopt a supportive leadership style. They should be aware of the effects of their behaviour on employee well-being, provide resources to help employees cope with distress and foster a culture of psychological safety. This approach promotes knowledge sharing, innovation and employee well-being within the organisation. Originality/value This study contributes to the existing literature by investigating a new factor that influences knowledge hiding: tyrannical leadership. Furthermore, it explains that employees who experience tyrannical leadership are more prone to psychological distress, such as anxiety and fear, and are likelier to engage in knowledge-hiding behaviours. Finally, the study identifies psychological safety as a factor that can mitigate the negative effects of tyrannical leadership on knowledge hiding.

Influence of Principals’ Supportive Leadership Style on Tutors’ Support for Implementation of Performance Appraisal of Tutors in Public Primary Teachers Training Colleges in Kenya

The study objectives sought; to establish the influence of principals’ supportive leadership style on tutors’ support for implementation of performance appraisal in public primary teachers training colleges in Kenya. The study employed descriptive research design. The target population comprised of 840 tutors and 21 principals drawn from the 21 public teachers training colleges in Kenya as of 2021. Stratified proportionate random sampling was used to select 271 tutors in teachers’ training colleges in Kenya. Census was used to select all the 21 principals of training colleges in Kenya. Primary data were collected using questionnaire for tutors and interview guide for the 21 Principals. The study findings demonstrated that supportive leadership style of principals showed a significant positive effect on tutors’ support for performance appraisal (β = 0.386, p < 0.001). The study concluded that principals’ leadership styles supportive is critical determinants in enhancing tutors’ engagement and commitment to the appraisal process. There is need for the college management to provide the necessary teaching and training materials to support the effective implementation of performance appraisal programmes. There is also need for tutors to present their past output so that it can inform supportive principal what is necessary for a better working environment. The study also recommends that the MoE, alongside college management, prioritize the creation of policies that promote a supportive and safe working environment. This could include mentorship programs for tutors, flexible scheduling, and recognition and reward systems to acknowledge tutors’ professional growth and accomplishments.

IMPACT OF TRANSFORMATIONAL LEADERSHIP AND MOTIVATIONAL FACTORS ON TEACHERS’ PERFORMANCE AT SECONDARY SCHOOL LEVEL

Leadership plays a vital role for the development of performance of teachers through motivation. The majorobjective of this research was to find out the impact of transformational leadership and motivational factors on jobperformance. The population of this study was secondary school teachers in Lahore. The population of this researchwas public secondary school teachers whereas, 289 respondents were selected as sample which was selectedthrough simple random sampling technique. For this study, standardized questionnaires were administered tocollected the primary data through survey method. Statistical Package for Social Sciences (SPSS) was computed toanalyze the objectives of this study. The findings of this study revealed that transformational leadership andmotivational factors had moderate correlation with job performance and have moderate effect on job performance.Moreover, transformational leadership had more significant effect on job performance as compare to motivationalfactors. This research is considered as stepping stone for the adaptation of supportive leadership style according tothe situation through updated strategies and techniques.

Toxic leadership, mental well-being and work engagement among nurses: a scale adaptation study and structural equation model approach

PurposeAlthough the background on positive and supportive leadership styles and their positive effects is constantly increasing, it is known that negative and destructive leadership styles are less researched. Thus, examining the toxic leadership behaviors of nurse managers and the effects of these on nurses has a critical significance. When the measurement tools evaluating toxic leadership are examined, it is seen that there is a need for measurement tools that evaluate the toxic leadership behaviors of nurse managers. This study's purpose is to psychometrically examine the Turkish version of the Toxic Leadership Behaviors of Nurse Managers (ToxBH-NM-TR) Scale and test the hypothesized conceptual model that includes the relationships between toxic leadership, mental well-being and work engagement.Design/methodology/approachThis quantitative research was carried out in psychometric, correlational and cross-sectional design. A total of 559 nurses were included in the study by using the convenience sample method. The ToxBH-NM-TR Scale, Warwick–Edinburg Mental Well-Being Scale and Utrecht Work Engagement Scale (UWES) were used to measure the latent variables of the study. The data were collected between June and October 2020 with the online survey method. IBM SPSS Statistics 24 and Amos 21 statistical programs were used to analyze the data.FindingsThe scale-content validity index of the ToxBH-NM-TR was 0.88. Confirmatory factor analysis results showed that the fit indices were acceptable. The ToxBH-NM-TR had high internal consistency and temporal stability. In addition, the relationships between the latent variables of the study were in the expected direction and statistically significant (p < 0.001). The hypothesized conceptual model showed an acceptable or good fit to the data. Mental well-being partially mediated the relationship between toxic leadership and work engagement. The study showed that the ToxBH-NM-TR is a valid and reliable instrument and provided evidence that confirmed the hypothesized conceptual model.Research limitations/implicationsThe first of these is the fact that managers' toxic leadership behaviors were determined based on nurses' self-report. For this reason, participants' potential prejudices may have affected the results of the study. The second limitation concerns the data collection technique. Using face-to-face data collection techniques during the COVID-19 pandemic could create a danger/risk for the health of nurses, researchers and patients. Therefore, the nurses in this research were reached through an online survey on social media platforms. The participants of the study were limited to those who had access to social media. Finally, some socio-demographic and professional characteristics of the participants may be a confounding variable for the model. For this reason, this conceptual model needs to be validated on other samples in different countries to increase the generalizability of the research results.Practical implicationsThe characteristics of this leadership style should be understood, and its effects on employees and organizations should be evaluated by screening regularly to prevent the development of toxic leaders and to eliminate the harmful effects of their behavior. The nurses should respond decisively to the forces that cause them to submit in order not to encourage a toxic leadership style. Healthcare institutions should develop procedures and take a proactive approach to destructive and negative leadership behaviors and practices. In addition, nurse managers should get feedback by using informal networks and 360-degree assessment tools and evaluate whether their leadership has a toxic function by regularly screening the effects of their leadership.Originality/valueThe results of this study offer important implications for nurses, managers and healthcare institutions and can be useful in gaining awareness about the negative effects of a toxic leadership style. In addition, the study provides a valid and reliable scale that will enable the identification of managers with this leadership style to prevent the development of toxic leaders and eliminate the harmful effects of their behavior.

INFLUENCE OF HEADTEACHERS’ LEADERSHIP STYLES ON STUDENTS’ ACADEMIC PERFORMANCE IN PUBLIC SECONDARY SCHOOLS IN DODOMA URBAN DISTRICT, TANZANIA

The quality of education in Tanzania has declined over the past five years with unsatisfactory results recorded in summative evaluation. The purpose of the study is to assess the influence of head teachers’ leadership styles on students’ academic performance in Dodoma Urban District Council, Tanzania. The specific objectives of this study were to determine the influence of head teachers’ supportive leadership style on students’ academic performance and to assess the influence of head teachers’ participative leadership style on students’ academic performance in public secondary schools in Dodoma Urban District Council, Tanzania. The study adopted a mixed research approach. Specifically, the researcher adopted a concurrent mixed-method design. The target population for this study consisted of seven (7) head teachers and 110 teachers from seven (7) public secondary schools in Dodoma Urban District. The study used proportionate random sampling and purposive sampling to sample respondents. A closed and open-ended questionnaire was used on teachers and interviews were used on head teachers. The study employed Statistical Package of Social Science (SPSS) version 26, to analyze quantitative data which was generated by the use of frequencies, tables, and percentages. The analysis of the interviews involved reading the transcript, annotating the transcript, conceptualizing the data gathered from respondents, segmenting the data, analyzing the segment, and writing the results that were obtained. Findings indicated that, to improve students’ academic performance, head teachers encourage team members to express their ideas or suggestions ensure work is done independently, and provide the opportunity to make decisions. In addition, findings revealed that supervision is done to the team members to meet school objectives and achieve better academic performance in schools. The study recommended that the Ministry of Education (MoE) needs close monitoring of the leadership styles to ensure that it is current and preferably suits both students and teachers to be able to achieve the intended goals and objectives of the school. Good cooperation among the heads of schools, teachers, and students should be strengthened to ensure the excellent academic performance of the students.&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0020/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

Head of Room Leadership Style with Nurse Work Motivation

The leadership style of the head of the room has a significant influence on the work motivation of nurses. An effective and supportive leadership style can increase nurses' work motivation, which in turn can affect the quality of care provided and their job satisfaction. The study aims to determine the leadership style of the head of the room with the work motivation of nurses. Analytical descriptive research design with cross-sectional study approach. A study to study the dynamics of correlation between risk factors and effects by approaching, observing, or collecting data at once at one time. The results showed that the percentage of democratic leadership style produced high motivation as much as 85.7% while authoritarianism produced low motivation as much as 75.0%, with a P-Value value: of 0.020. It can be concluded that there is a relationship between the implementation of the leadership style of the head of the room with the motivation of the nurse's work. Therefore, the head of the room needs to understand the importance of an effective and adaptive leadership style to the needs of nurses. Through the adoption of a supportive leadership style, room heads can create a work environment that motivates, supports, and inspires nurses to provide high-quality care to patients

Influence of Path-Goal Theory of Leadership Styles and the Moderating Role of Task Structure in Leadership on Teachers’ Satisfaction, Motivation, and Performance

This study investigated the influence of path-goal theory of leadership styles and the moderating role of task structure in leadership on teachers' satisfaction, motivation, and performance in the Division of San Pablo City public secondary schools. The research design adopted for this study was a descriptive-correlational study involving survey questionnaires administered to 579 junior high school teachers across 13 public secondary schools. Data analysis utilized mean, standard deviation, Pearson's correlation coefficient, and multiple regression analysis. Findings indicate that teachers perceived their school heads as demonstrating directive, supportive, participative, and achievement-oriented leadership styles. Task structure in leadership was generally perceived favorably. Teachers exhibited moderate job satisfaction, positive work motivation, and very satisfactory performance across various domains. Correlation analysis revealed significant positive relationships between path-goal theory of leadership styles, work motivation, and teachers' performance. However, no significant relationship was found between leadership styles, task structure in leadership, and job satisfaction. Task structure in leadership showed a weak negative correlation with job satisfaction and a moderate negative correlation with aspects of work motivation but no significant relationship with teachers' performance. Regression analysis demonstrated that path-goal theory of leadership styles directly influenced work motivation and teachers' performance, while job satisfaction had a strong baseline level independent of leadership styles. Task structure in leadership moderated the relationship between leadership styles, job satisfaction, and teachers' performance but did not moderate work motivation. This study contributes to understanding leadership practices that positively influence teachers' motivation and performance, offering implications for enhancing school leadership and improving educational quality.