Leadership Training Program Research Articles

Effect of a Safety Leadership Training Including Coaching on Safety Performance and Climate in Wood-processing Companies

BackgroundThe wood-processing industry has historically exhibited high rates of occupational hazards resulting in illness and injury. One of the major causes of high injury rates is small firm size, as resource constraints generally preclude hiring safety officers. This study examined the effect of a safety leadership training program that included coaching for managers on workers' safety behaviors and safety climate in three wood-processing companies. MethodsOne or two managers at each site participated in this study. The manager training consisted of safety leadership education, safety observation, positive or corrective feedback on workers' behaviors, goal setting, and low-cost rewards for meeting goals. The dependent variable was the percentage of safe employee behaviors recorded on a critical behavior checklist developed for this study. Safety climate was measured before and after the intervention. An AB multiple baseline design across settings was adopted. After the baseline (A), the training program (B) was introduced to each site at different points in time. ResultsAfter the introduction of safety leadership training, the mean rate of safety compliance increased by 15.3%, from 80.38% to 95.68%, and safety climate scores increased significantly from an average of 3.2 to 3.47. ConclusionThese results suggest that safety leadership coaching can be effective in improving safety management in small sawmilling sites. Implications, limitations, and possible future research directions are discussed.

THE EFFICACY OF PAN AFRICA CHRISTIAN UNIVERSITY TRANSFORMATIVE SUNDAY SCHOOL TEACHER TRAINING PROGRAM ON THE TEACHER’S MORAL AND SOCIAL LIFE

Nearly every civilization has faced a plethora of moral issues since the introduction of contemporary innovations, including violence, drug misuse, nepotism, thievery, corruption, immorality, and sexual abuse. The old institutions that formerly taught social cohesion, morality, and the meaning of life have been eroded and are no longer helpful. This study argues that Sunday school, which Robert Raikes founded in the eighteenth century, remains essential for teaching morality to the next generation. It examines how Pan Africa Christian University's training program aligns with Sunday school teachers’ understanding of contemporary Christianity, at Christ Is The Answer Ministries in Kapsabet, Nandi County. The study employed a convergent parallel mixed-method research design. The target population was 135 participants, including trained teachers, church leaders and parents with children in Sunday school. The study findings indicated a statistically positive and significant relationship between the Transformational Leadership Training Program and Teachers’ moral life at (r=0.519**; p<0.05). The study findings also revealed a statistically significant relationship between the Transformational Leadership Training Program and Teachers’ social lifestyle at (r=0.509**; p<0.05). The study findings confirmed that the said church leaders’ training program effectively equips and trains Sunday school teachers to nurture children holistically.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0087/a.php" alt="Hit counter" /></p>

Development of a disaster preparedness training program for community leaders: Evidence from Taiwan

Community leaders are vital in enhancing community disaster preparedness through empowerment, consensus-building, and public engagement. Despite existing programs, Taiwan lacks essential elements like disaster risk perception and healthcare responses. There is an urgent need for a comprehensive training program that incorporates community leaders' perspectives to address these gaps. This study utilized a mixed-methods approach in a two-step process to develop a theory-based training program for community leaders. The first step involved developing a disaster preparedness training program, identifying core elements through literature reviews on the contents and the protection motivation theory, and conducting qualitative interviews with community leaders to assess their training needs. In the second step, the content of the developed training program was validated. Suggestions from five male community leaders were integrated into program development, resulting in four major themes: community resource linkage, protection and assistance for vulnerable groups, evacuation and sheltering, and health care. The developed disaster preparedness training program was named the R3_SAF3E training program. Content validity was assessed by five experts, with item-level content validity indexes (I-CVI) and scale-level content validity index/averaging (S-CVI/Ave) both were 1, and scale-level content validity index/universal agreement (S-CVI/UA) was 0.94. This is the first study in Taiwan to integrate the protection motivation theory based on community leaders’ disaster preparedness needs. The training program demonstrate strong content validity. The results of this study can be used to plan disaster preparedness training for other programs to assist residents in enhancing their disaster preparedness.

Interplay between leadership and patient safety in dentistry: a dental hospital-based cross-sectional study

ObjectivesThe study aimed to study the association of leadership practices and patient safety culture in a dental hospital.DesignHospital-based, cross-sectional studySettingRiphah Dental Hospital (RDH), Islamabad, Pakistan.ParticipantsAll dentists working at RDH were...

The Role of Effective Leadership in Achieving Organizational Success of Food Companies in Saudi Arabia

This research investigates the role of effective leadership in achieving organizational success within food companies in Saudi Arabia. Employing quantitative research methodology, a structured questionnaire was utilized as the primary data collection tool. The questionnaire, comprising 27 statements related to various aspects of effective leadership and organizational success, was administered to a sample of 50 participants selected through random sampling from employees within the Saudi Arabian food industry. Analysis of the questionnaire responses revealed a generally positive perception of effective leadership practices, with participants acknowledging the importance of leadership in fostering collaboration, promoting accountability, and enhancing communication effectiveness. However, variations in agreement levels across different dimensions of leadership were observed, indicating areas for further improvement. Based on the findings, recommendations include conducting further research to explore specific leadership behaviors contributing significantly to organizational success, implementing tailored leadership training programs, fostering knowledge sharing among food companies, investigating policy implications of effective leadership practices, and exploring cross-cultural perspectives on leadership effectiveness.

EXPLORING LEADERSHIP STYLES THAT INFLUENCE PROACTIVE WORK BEHAVIOR

Employees proactive work behavior is essential in today's dynamic work environment. Leadership strongly influences the proactive work behavior of employees. The purpose of this systematic literature review is to investigate leadership styles that may influence employees' proactive work behavior. The methodology employed stringent inclusion and exclusion criteria to explore relevant journal articles within the Google Scholar database. The review showed that leadership styles such as servant leadership, inclusive leadership, empowering leadership, spiritual leadership, authentic leadership, entrepreneurial leadership, humble leadership, shared leadership, transformational leadership, paradoxical leadership, visionary leadership, authentic leadership, distributed leadership, and ethical leadership strongly influence proactive work behavior. These leadership styles motivate employees to take initiative, seek opportunities, and engage in other proactive work behaviors. Theory explains the influence of leadership on proactive work behavior. These results also have real consequences for organizations in terms of building leadership training programs that enable employees to be more proactive. We recommend conducting additional research on the moderating and mediating effects on the relationship between leadership and proactive work behavior.

Professional Management Competence of Chinese Hospital Executives: An Analysis

Over the past few decades, China's healthcare industry has seen tremendous alterations. The position of hospital executives, who play a crucial role in directing the course of healthcare organisations, is central to these shifts. This study offers a thorough investigation of Chinese hospital executives' professional management proficiency. The study explores several aspects of this competency, including planning ability, control ability, and problem-solving ability, by using a mixed-method approach. These factors are essential for guaranteeing better patient outcomes and efficient hospital administration. The study also finds several outside variables that affect these competencies, including leadership dynamics, policy ambiguity, and training programmes. This study provides a thorough understanding of the management environment among Chinese hospital executives by in-depth examinations of the literature, interviews, and a questionnaire survey. The research's conclusions not only provide important context for China's hospital management procedures, but they also pave the way for more studies in this area. The study emphasises the significance of improving hospital executives' professional competencies and the demand for focused interventions in this area. Hospital CEOs' roles will become ever more important as China's healthcare system develops. The present study makes a substantial contribution to the current corpus of information by illuminating the abilities necessary for efficient hospital administration in China

Story-Sharing Facilitation Guide: An Educational Strategy to Develop Strengths-Based Nursing and Healthcare Leaders.

A reflective praxis process has been developed to facilitate story-sharing, an educational strategy grounded in narrative pedagogy. This article describes this strategy, the Story-Sharing Facilitation Guide (SSFG). The guide allows educators to facilitate the telling of a story that often triggers a memory of similar or contrasting experiences. Sharing stories helps learners find personal and professional meaning, develop new insights, and revise actions. The SSFG is underpinned by Dreyfus and Taylor's Contact Theory of how human beings learn and come to know and understand their different life-worlds. The SSFG was developed and used by faculty in a leadership training program. Evaluation results of the program found this to be an effective educational method. The guide provides educators with an intentional process of reflection that deepens learning and allows for labeling the experience and linking it with the concepts being taught. [J Nurs Educ. 2024;63(10):703-708.].

Supporting the Development of Grassroots Maternal and Childhood Health Leaders through a Public-Health-Informed Training Program.

The purpose of this research was to assess leadership growth (i.e., changes in personal capacity and social capital) among women living in high-risk infant mortality zip codes who completed a grassroots maternal and childhood health leadership (GMCHL) training program. We used semi-structured qualitative interviews and thematic analysis. Three major themes associated with the training program experience were identified: (1) building personal capacity and becoming community brokers; (2) linking and leveraging through formal organizations; and (3) how individual change becomes community change. Although many of the grassroots leaders were already brokers (i.e., connecting individuals to information/services), they were able to become community brokers by gaining new skills and knowledge about strategies to reduce adverse birth outcomes in their community. In particular, joining and participation in formal organizations aimed at improving community health led to the development of linking or vertical ties (e.g., "people in high places"). The grassroots leaders gained access to people in power, such as policymakers, which enabled leaders to access more resources and opportunities for themselves and their social networks. We outline the building blocks for supporting potential grassroots leaders by enhancing personal capacity and social capital, thus leading to increases in collective efficacy and collective action.

An Exploratory-Descriptive Analysis of Training Programs for Leadership in Health Research and Services in India.

There are several leadership training programs for health researchers in India. However, there is a need to develop context-tailored leadership and mentoring approaches. The objective of the study is to critically analyze the available leadership training programs in India for health researchers and service providers, for the leadership domains incorporated and overall training approaches. We used an exploratory-descriptive design to identify and review leadership training programs for health researchers and service providers/managers that had been offered by Indian institutions between 2013 and 2018. Our analytic approach was based on "transformational leadership" and "leader-member exchange" theories of leadership, curricula of popular leadership training programs worldwide, and the International Clinical Epidemiology Network model for leadership in health research in India based on a nationwide primary study. We identified and reviewed 20 leadership training programs. These were heterogeneous in aim, scope (broad-based/thematic), course content, design, target participants and class profile, mode of delivery and training method, duration, frequency, and fund arrangements. The programs infrequently included topics on soft skills, mentoring, risk mitigation, collaboration for research, funding dynamics, institutional transformation, self-view and peer perception, and personal well-being. The programs insufficiently addressed contextual challenges of career exploration and risk mitigation, project management, strategic planning, and decision-making, ethics and integrity, negotiations, networking and collaboration, understanding funding dynamics, and mentoring. Only three programs linked to the training to the participants' ecosystem. There is a need to develop customized course contents and training strategies that address the requirements of the local context vis-à-vis globally connected research ecosystems.

Servant Leadership and Entrepreneurial Performance of SME’s: Testing the Effects of Pro-Social Motivation and Duty Orientation

The purpose of this study is to investigate the impact of servant leadership on entrepreneurial performance with the mediating role of duty orientation and moderating role of pro-social motivation. Small and medium-sized firms (SMEs) are essential for the growth of the global economy because they encourage innovation and employment creation. Modern leadership models such as servant leadership put the needs of their followers first, inspiring them and promoting organizational success. In today's fast-paced company climate, entrepreneurial performance is essential. Servant leadership inspires people and promotes an innovative and trusting culture. Duty orientation encourages dedication and responsibility, which strengthens the relationship between servant leadership and entrepreneurial performance. Entrepreneurial activity is encouraged by pro-social motivation, which is driven by a sense of social duty. This strengthens the link between entrepreneurial success and servant leadership. This study used cross-sectional data from 120 employers and employees from small and medium enterprises (SMEs) to explore the impact of servant leadership on entrepreneurial performance with the mediating role of duty orientation and moderating role of pro-social motivation. The data collected were analyzed using SEM, in Smartpls4. All hypotheses proposed in this study were accepted. Findings proved that servant leadership has a significant positive influence on entrepreneurial performance. Findings also proved that duty orientation significantly mediates the relationship between servant leadership and Entrepreneurial performance. Findings suggest that Pro-social motivation moderates the relationship between servant leadership and entrepreneurial performance. Companies should focus and foster servant leadership within their leadership ranks, putting a strong emphasis on empathy and a supportive workplace environment, in order to increase organizational success. All levels of leadership can benefit from these traits being ingrained through leadership development and training programs. Additionally, encouraging a sense of responsibility in workers through training initiatives that place a strong emphasis on accountability can help businesses perform better. Pro-social motivation can further connect with servant leadership concepts and assist entrepreneurial activities by being acknowledged and valued in hiring and performance assessments.

The psychometric properties of teacher leadership scale: the study of adaptation and validation based on the MLQ-5X in higher education

PurposeGiven the importance of teacher leadership in influencing, motivating and inspiring student learning engagement and associated learning outcomes, a robust instrument to assess this construct is critical. Although there are some teacher leadership instruments available in existing literature, efforts to adapt robust psychometric instruments to measure teachers' leadership practices in Ethiopian higher education institutions have been limited. Therefore, this study attempted to address this gap by adapting the Teacher Leadership Scale (TLS) based on the Multifactor Leadership Questionnaire (MLQ-5X) and validating its psychometric properties for use in higher education settings.Design/methodology/approachUsing a cross-sectional design, the study involved 409 undergraduate university students who were randomly selected from public universities. Factor analytic methodologies, including exploratory factor analysis (EFA) and confirmatory factor analysis (CFA), were used to analyze the data collected.FindingsThe result confirmed a set of 36 items arranged in nine factors, which have a theoretically supported factor structure, excellent model fit and robust evidence for validity, and reliability and measurement invariance. These results demonstrate that the scale is a strong psychometric tool for measuring the leadership profile and practice of higher education teachers.Originality/valueIt can be concluded that the TLS can assist stakeholders in several ways. Researchers can benefit from the scale to measure teachers' leadership practices and predict their influence on student learning outcomes. In addition, the scale can help practitioners and policymakers collect relevant data to rethink teacher professional development initiatives, leadership training programs and other practices aimed at improving teacher leadership effectiveness.

Inclusion in an Interdisciplinary Leadership Training Program: Perspectives From Self-Advocates.

Leadership Education in Neurodevelopmental and Related Disabilities (LEND) programs are interdisciplinary, graduate-level training programs that seek to promote improved outcomes for individuals with disabilities and their families. Many of these programs include individuals with disabilities as members of the self-advocacy discipline. In this study, 10 self-advocate trainees were interviewed to provide insight into the value of including self-advocates in training and the kinds of accommodations and supports that facilitated their success and inclusion. Interviewees endorsed the importance of including self-advocates in LEND programs. Although several accommodations were discussed as helpful, interpersonal supports from faculty and peers were equally important in ensuring their success and inclusion in LEND. The findings from this study provide support for the expansion of self-advocacy as a formal discipline in LEND programs.

Development and Evaluation of Leadership Training and Development Programs in Uganda

Abstract
 Purpose: The aim of the study was to investigate the development and evaluation of leadership training and development programs.
 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: Leadership training programs in Uganda should be tailored to local needs, emphasizing experiential learning and ongoing support. Evaluations should consider both short-term outcomes and long-term impacts on organizational performance. Collaboration between stakeholders can improve program effectiveness.
 Unique Contribution to Theory, Practice and Policy: Transformational leadership theory, adult learning theory & kirkpatrick's model of training evaluation may be used to anchor future studies on the development and evaluation of leadership training and development programs. Design training programs that emphasize experiential learning through simulations, case studies, and real-world projects. Advocate for organizational policies that prioritize investment in leadership development programs.

Perceived changes in transformational leadership: The role of motivation and perceived skills in educational leadership training under an EU‐China cooperation project

AbstractThis study aims to examine the relationship among motivation for joining an educational leadership training programme (MOT), perceived skills (PS), and perceived changes in transformational leadership (PCTFL) in educational leadership training. The study drew on survey data from 761 participants who were associated with a leadership development programme under an EU‐China cooperation project. The conceptual model was tested by structural equation modelling (SEM) by the Mplus programme. MOT and PCTFL were measured, respectively, by second‐order factor structure assessments due to their multi‐dimensional nature. The findings of the study suggest that motivation positively influences perceived changes in transformational leadership, and this relationship is positively mediated by perceived skills as learning gains in educational leadership training. The study provides novel empirical evidence on motivation that leads to transformational leadership changes in leadership training programmes. Policymakers and other key stakeholders can use these findings to gain a deeper understanding of the success of projects and encourage academic members to participate in leadership training programmes to improve transformational leadership.

Women’s educational leadership experiences: career advancement in the Lubombo region of Eswatini

Women's progress in leadership roles within the field of education has made limited headway despite the efforts of government institutions and progressive policies aimed at addressing diversity and equity practices. This study seeks to investigate the experiences of women in leadership within the Department of Education in Lubombo Region of Eswatini. Adopting a qualitative approach, this study employs an interpretive paradigm and a phenomenological design to delve into the lived experiences of female leaders and their interpretation of these experiences. Twelve female principals from 12 high schools were purposefully selected to participate in this study. Semi-structured interviews, conducted with audio recordings, were used to guide the data generation process. The collected data were systematically transcribed, coded, and analysed thematically. Feminist theory serves as the foundation of this study, guiding the retrospective storytelling process aimed at understanding the experiences of women in leadership. Despite the implementation of regulations and other initiatives, gender equality in Eswatini has not progressed significantly. The findings of this study reveal that deeply ingrained traditional beliefs, rooted in the customs and values of local communities, continue to strongly influence promotion decisions within the educational system. The resistance observed reflects a deeply entrenched belief that female principals have limited opportunities for upward mobility in leadership due to the societal stigma or "injustice prejudice" that permeates government institutions. This study recommends that government entities and other stakeholders embark on new leadership training programs that prioritise progressive ethos, values, and culture within the education industry.

The association of leader-member exchange and team-member exchange with nurses' innovative behaviours: A cross-sectional study.

To measure the association of leader-member exchange and team-member exchange with nurses' innovative behaviours through social exchange theory. The field of nursing is actively advocating innovation. Other fields have proven that leader-member exchange and team-member exchange can promote innovative behaviour, but such an association is not clear in nursing. A cross-sectional study. A total of 560 nurses were selected from five tertiary hospitals in Henan Province (China) by multistage sampling. Data were collected from a self-report questionnaire. Thirty nurses in the pre-survey were used to verify the validity of the questionnaire. SPSS PROCESS macro was used to verify the association of leader-member exchange and team-member exchange with nurses' innovative behaviours. Leader-member exchange and team-member exchange were significantly associated with nurses' innovative behaviours, and team-member exchange had a mediating effect on the relationship between leader-member exchange and innovative behaviour. Leader-member exchange and team-member exchange positively affect nurses' innovative behaviours. Leader-member exchange can promote nurses' innovative behaviours through the mediating role of team-member exchange. This study indicated that leader-member exchange and team-member exchange should be given more attention in promoting nurses' innovative behaviours. This finding has implications for the promotion of innovative behaviours in nurses. Leaders need to focus on the innovative needs of nurses and offer support. Meanwhile, leadership training programs are necessary for managers to create positive team relationships. No patient or public involvement.

The Impact of Talent Leadership on Attracting and Retaining High Value Professors at Historically Disadvantaged Higher Education Institutions in South Africa

Research Aims: This study aimed to investigate the impact of talent leadership on attracting and retaining high-value professors at HDHEIs in South Africa.
 Design/methodology/approach: A qualitative approach was used, with 20 face-to-face interviews and document analysis with academic leaders from five HDHEIs. Thematic analysis used to analyse the collected data.
 Research Findings: The findings revealed five themes regarding the impact of talent leadership at HDHEIs: empowerment, motivation, engagement, commitment, and competence among professoriate staff at the university.
 Theoretical Contribution/Originality: This study demonstrates the significance of talent leadership in providing a sense of belonging, respect, personal growth, and development to the professoriate, all of which are necessary for attracting and retaining high-value professors. Recommendations stemming from the study encompass targeted leadership training programs, the establishment of mentorship initiatives, and the implementation of inclusive and supportive policies. These recommendations are intended to guide HDHEIs in South Africa toward fostering an environment that not only attracts but also retains high-value professors, ultimately contributing to the sustained growth and development of these South African institutions.

Early Career Nurses' Experiences of Engaging in a Leadership Role in Hospital Settings.

Early career nurses (ECNs) can be expected to assume shift charge nurse leadership roles quickly upon entering practice. Since the emergence of the COVID-19 pandemic, junior nurses may find their leadership capabilities tested further as the challenges of leadership are made increasingly complex in the context of an infectious disease outbreak. The purpose of this qualitative study was to explore early career registered nurses' (RNs) experiences of engaging in shift charge nurse roles in hospital settings. This study used an interpretive descriptive (ID) approach. Semi-structured, in-depth interviews were conducted with 14 RNs across Ontario, who had up to three years of experience and who had engaged in a shift charge nurse role in a hospital setting. Recruitment and data collection took place from January to May 2021 during the COVID-19 pandemic. Interviews were recorded, transcribed, and analyzed following the principles of content analysis. Content analysis of the 14 participant interviews revealed four main themes: nominated and necessitated into leadership, diverse and demanding responsibilities, factors that help and hinder, and leadership as an impactful experience. Study findings provide insights into potential strategies to support ECNs in shift charge nurse roles, during the remaining course of the COVID-19 pandemic and beyond. Greater support for nurses who engage in these roles may be achieved by promoting collaborative unit and organizational cultures, prioritizing leadership training programs, and strengthening policies to provide greater clarity regarding charge nurse role responsibilities.

Role of Emotional Intelligence in Leadership and Organizational Performance in Indonesia

Purpose: The aim of the study was to investigate the role of emotional intelligence in leadership and organizational performance.
 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: Emotional intelligence plays a crucial role in leadership and organizational performance by enhancing leaders' abilities to understand and manage their own emotions and those of others. Leaders with high emotional intelligence are better equipped to navigate complex interpersonal dynamics, inspire trust, and foster positive workplace cultures. Consequently, organizations led by emotionally intelligent leaders often experience higher employee engagement, productivity, and overall performance.
 Unique Contribution to Theory, Practice and Policy: Trait theory of leadership, transformational leadership theory & social exchange theory of creativity may be used to anchor future studies on the role of emotional intelligence in leadership and organizational performance. Develop customized leadership training programs that focus on enhancing emotional intelligence competencies such as self-awareness, self-regulation, empathy, and social skills. Advocate for the integration of emotional intelligence training into formal leadership development programs at organizational and institutional levels.