Trait Theory Of Leadership Research Articles

Influence of Student Councils’ Socio-Demographic Dynamics on Management of Secondary School Students’ Discipline in Kenyenya Sub-County, Kenya

Although student councils are known to be vital in assisting school administration in management of student discipline, their presence in leadership has not fully controlled cases of student indiscipline. This study sought to examine the influence of student councils’ socio-demographic dynamics on management of secondary school students’ discipline in Kenyenya Sub-County, Kenya. The study was based on the Social Cognitive Learning Theory (SCLT), Trait Theory of Leadership (TTL) and the Red-Hot-Stove Theory (RHST) and employed descriptive survey design. The study utilized interview guide designed for SCDE to collect primary data. There were questionnaires for principals, deputy principals, teachers and Student Council Leaders (SCL) to collect both qualitative and quantitative data. A sample size of one hundred and twenty-six (126) respondents corresponding to thirty per cent (30%) of the target population (422) was used to select 13 principals, 13 deputy principals, 86 teachers and 13 students’ council leaders. This study adopted a multi-stage sampling approach where stratified sampling was used to select schools while simple and purposive sampling was used to select respondents. The data was analysed based on the study objectives. Descriptive statistics were used to analyse quantitative data and the results were presented in form of frequencies, percentages, means, and standard deviations using tables, graphs, and charts. Qualitative data were analysed thematically based on the research objectives. The findings of this study indicate that the selected student councils’ socio-demographic dynamics had infinitesimal influence on management of student discipline. The study therefore recommended that the ministry of education develop policies on how learners will vet their council leaders focusing on their selected leadership dynamics

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.

Capacity Building and Women Leadership in Kenya Political Elective Positions

Purpose: The purpose of this study was to determine the role of capacity building on women leadership in Kenya political elective positions.
 Methodology: A mixed method research design was adopted with a positivism philosophy approach. A simple random sampling method was applied to select a representative sample of the study. The target population comprised of 172 women elected in National Assembly and Senate. Primary data was collected through open ended questionnaires and secondary data was collected through published records. Statistical Package for Social Sciences (SPSS) version 25.0 was used to facilitate data analysis process. The collected data was analysed using both descriptive and inferential statistics to draw conclusions.
 Results: The inferential statistics results revealed a positive and significant relationship between capacity building and inclusion of women in the elective positions in Kenya at p<0.05. Capacity building and women leadership in Kenya political elective positions had a Pearson’s correlation of r=0.323 (p=0.001) which was weak but positive. The correlation results implied that capacity building is had a weak, strong and positive association with women leadership in Kenya political elective positions. According to these findings increase in capacity building increased women leadership in Kenya political elective positions. The R2 for the model was 0.105 indicating that 10.5% variations in women leadership in elective in Kenya could be explained for by capacity building other factors held constant. This was a sign that the model was appropriate for establishing the link between relationship between capacity building and inclusion of women in the elective positions in Kenya and, as a result, for drawing the conclusions and suggestions from the study.
 Unique Contribution to Theory, Practice and Policy: While the existing Trait Theory of Leadership used in this study was validated, the study recommends that that political parties should organize for training on women who are willing to vie for political offices. These trainings should aim to equip women leaders with knowledge and skills which will increase their chances of being elected in elective in positions. According to the study, policymakers and political parties should take the lead in providing mentorship programs for women seeking elective positions to have same experience just like their men counterpart.

领导特质理论视角下乡村基层干部的特质研究——以北京高井村、铁炉村和小黑垡村村书记为例

领导特质理论视角下乡村基层干部的特质研究——以北京高井村、铁炉村和小黑垡村村书记为例

Project Management Leadership and Successful Completion of Road Construction Projects in Kenya National Highways Authority

Road construction projects in Kenya are facing problems of delays in their life cycle of implementation therefore not successfully completed. From previous studies done, several road projects do not get completed within the stipulated budget and timings and usually fail to meet the desired standards such as quality due to factors like inefficient time within the stipulated schedules, inadequate funds and lack of implementation facilities and equipment. The purpose of the study was to determine the relationship between project management leadership and completion of road construction projects in Kenya National Highways Authority. The specific objectives of the study; to determine the relationship between leadership skills and completion of road construction projects in Kenya National Highways Authority, leadership experience and completion of road construction projects in Kenya National Highways Authority, leadership control and completion of road construction projects in Kenya National Highways Authority and leadership style. This study was anchored on the following theories: Trait theory of leadership, Behavioral theory, Human Capital theory, and the Control theory. This study employed a descriptive survey research approach. The target population in this study was KeNHA and KURA road construction projects which totals to 184. The study used stratified sampling technique to choose a sample of 126 from the study population. The researcher used questionnaire to collect primary data. The data obtained for this research was analyzed using the statistical package for social science. The study concludes that leadership skills has a significant effect on completion of road construction projects in Kenya National Highways Authority. In addition, the study concludes that leadership experience has a significant effect on completion of road construction projects in Kenya National Highways Authority. Further, the study concludes that leadership control has a significant effect on completion of road construction projects in Kenya National Highways Authority. The study also concludes that leadership style has a significant effect on completion of road construction projects in Kenya National Highways Authority. Based on the findings, the study recommends that the management of KeNHA should ensure regular training of the project managers to equip them with the necessary skills to enhance successful project completion. In addition, the management of KeNHA should adopt effective leadership practices to ensure road projects are completed on time and within the set budget. Keywords: Project Management, Leadership Skills, Kenya National Highways Authority

Personality traits and organizational leaders' communication practices in the United States: perspectives of leaders and followers

PurposeThis study aims to examine the relationship between leaders' personality traits and their internal communication practices from the leaders' and the followers' perspectives. The effectiveness of leader communication on the followers' perceived relational quality with their organization is also tested.Design/methodology/approachTwo survey studies in the United States were conducted focusing on leaders' and followers' perspectives on communication practices, respectively.FindingsResults of Study 1 showed that leaders' self-reported extraversion, conscientiousness, agreeableness, emotional stability and openness to experience are all significantly and positively associated with their symmetrical and transparent communication practices. From the followers' perspective (Study 2), extraversion and agreeableness positively influenced symmetrical leader communication, while agreeableness and conscientiousness were positively related to transparent leader communication. Both symmetrical and transparent leader communication enhanced the followers' perceived relationship quality with their organization.Originality/valueThe current study is among the first attempts to incorporate the trait theory of leadership in understanding organizational leaders' effective and ethical communication practices with their followers.

Profile of a Sustainable Manager from the Perspective of Pro-Ecological and Pro-Social Management of Energy Company

The objective of the paper is to present an original (own) concept of a model profile of a sustainable manager from the sustainability perspective and then confront this model profile with the opinions of managers employed in energy companies. This problem domain has not been reflected in the scientific literature. Sustainable managers are the ones who are fully prepared to implement the principles of sustainability in energy companies, respecting the principles of sustainable management. Their activity can, to a considerable extent, accelerate sustainable development. According to the model profile, a sustainable manager should be sensitive to ecological and social problems; be knowledgeable about sustainability and demand the same from subordinates; comply with ethical standards; implement pro-environmental and pro-social innovations; and also plan, organize, motivate, and control the contribution, in this way, to sustainable development. Research was conducted aimed at discovering the views/opinions of energy companies’ managers pertaining to the above-specified model profile of a sustainable manager. As the research demonstrates, managers assign various significance to the analyzed traits and actions. The largest number of managers recognized the following to be the most important for them: compliance with ethical standards (86.1%), planning and organizing in accordance with the principles of sustainable development (52.8%), and being knowledgeable about sustainable development (38.9%). The paper contributes to the trait theory of leadership and the theory of sustainable management. It is also of practical value—it can prove useful in the processes of educating, recruiting, and evaluating sustainable managers.

Influence of Project Management Practices in the Implementation of Constituency Development Fund Projects in Rongai Sub-County, Kenya

Government projects are extremely important to the citizens and residents of any country since they are part of the foundation that supports national development . The CDF report 2017/2018 indicated that some constituencies in Kenya are unable to successfully implement their projects due to lack of clear implementation plans. This trend has left many stalled projects despite the huge amounts of resources allocated. It is, therefore, imperative to investigate the influence of leadership practices on implementation of constituency development fund projects. The specific objectives of this study were to examine the influence of staff analysis, time management, technology, and cost management on implementation of constituency development fund projects in Rongai Sub-County, Kenya. The study was guided by the trait theory of leadership, theory of constraints, diffusion of innovation theory, Pareto principal theory and theory of project implementation. A descriptive survey research design was adopted. The study targeted all the thirty-three (33) CDF projects in Rongai Sub-County for the financial year 2017/2018. The respondents were the project managers and the project administrators. Purposive sampling was used to select all the project managers and one of the project administrators from each of the 33 CDF projects in Rongai Sub-County hence a sample size of 66 participants. A structured questionnaire was used to facilitate data collection. The research questionnaire was subjected to a pilot test to determine its validity and reliability. The data was analyzed with the facilitation of the Statistical Package for Social Sciences software. Data analysis was subjected to both descriptive statistics and inferential statistics. The null hypotheses were tested using the t-statistics at 95% confidence level. The results of the study were presented in form of tables and were accompanied by relevant interpretations and discussions. From multiple regressions, it was inferred that technology was significant in explaining the implementation of constituency development fund projects at a 5% significance level, followed by time management and then cost management. Staff analysis was found to be insignificant in explaining the implementation of constituency development fund projects. The study concluded that when acquiring projects staff their previous experience in similar projects, their education and qualification in the project, and their skills in the project should be considered. The study conclude that time management contributes substantively in the timely completion and delivery of projects within the desired time. The study concluded that most of the project managers do not utilize technology in the implementation of constituency development fund projects. The study concludes that the constituency development fund projects are not normally completed within the approved budget. The study recommends the adoption of leadership practices by project managers who participate in constituency development fund projects and further research should be conducted to investigate the other factors that may influence implementation of constituency development fund projects

The Trait Theory of Leadership and The Eight-Fold Noble Path as Buddhist Leadership Paradigm: A Stark Scrutiny

This paper titled, The Trait Theory of Leadership and The Eight-Fold Noble Path as Buddhist Leadership Paradigm: A Stark Scrutiny, strives to explore an affinity between the trait theory and the eight-fold noble path, to scrutinize the theoretical and practical implication of the integrated approach of both from the Nepalese perspective, and to expedite potential paradigm shift to enhance the leadership competencies of the 21st century. It is a conceptual paper. The secondary data has been profoundly analyzed to accumulate required facts, details, and information through comprehensive literature reviews. In conclusion, there is an obvious and precise affinity between both conceptions to propose an integrated paradigm transmutation for the enhancement of leadership competencies of the 21st century. From the Nepalese perspective, the empirical implication and application of the integrated leadership approach with the amalgamation of both i.e. the trait theory and the eight-fold noble path are seen inevitable as well as undeniable.

Sounds like a leader: An ascription–actuality approach to examining leader emergence and effectiveness

Aspiring leaders are often advised to look the part—but what about sounding the part? This study supports and expands the ascription–actuality trait theory of leadership by proposing that vocal delivery matters for earning leadership opportunities, whereas leader competency matters for actual effectiveness in role. We tested hypotheses within an organizational simulation where 197 managers gave short campaign speeches to run for the organization’s leadership positions. AI-informed voice-analytic technology was used to measure managers’ vocal delivery, while 360° assessments from their actual organizations were used to measure leader competency and leader effectiveness. Results supported our hypotheses: Vocal delivery was positively associated with leader emergence, but not leader effectiveness. In contrast, leader competency was positively associated with leader effectiveness, but not leader emergence. Theoretical and practical implications are discussed.

A congenial communication climate: the catalyst and panacea for effective organizational communication

The spirit of positive relationships should be the sine qua non to communication climate. Social scientists use the term communication climate to describe the quality of personal relationships in an organization. Do people feel respected? Do they trust one another? Do they believe that they are appreciated? The weather metaphor suggested by the term ‘climate’ is apt. Your own experience shows that the mood of a workplace can be described as sunny and calm, cold and stormy, or in similar terms, organizations create an overall climate, which can be healthy or polluted, but within that environment, individual relationships have their own micro climate. For instance, your interactions with one colleague might be described as icy, while you and another person enjoy a warm or cordial relationship. There is no question that communication climate is a key factor in job satisfaction and commitment to the organization. For this reason, communicators need to understand how to create positive climates. This article focuses on how to develop and improve the personal communication skills that are critical to the well being and successes of individuals and corporate organisations. The study adopts trait theory of leadership as its framework. It describes the necessary and proactive ingredients that foster a positive communication climate between people. It goes on to offer pertinent pieces of advice about how to communicate in a variety of person-to-person-situations; leadership styles, congenial climate and emotional intelligence.
 Keywords: Communication climate, Informal networks, Emotional intelligence, Leadership styles, Organizational communication

Paradoxical Leader Behaviors: Leader Personality and Follower Outcomes

We examined leaders’ Big Five personality traits as the antecedents and followers’ in‐role and innovative performance behaviors as outcomes of paradoxical leader behavior (PLB) in people management. We also examined the moderating effect of followers’ psychological capital on PLB and its relationship with followers’ outcomes. We drew on the trait theory of leadership, social learning theory, and the conservation of resources theory to derive our hypotheses. We tested our predictions with a sample of 131 managers and 609 followers. By and large, we found support for our predictions. More specifically, leaders’ traits of extraversion and openness to experience were positively related to followers’ PLB ratings. Conversely, agreeableness, conscientiousness, and neuroticism among leaders were negatively related to followers’ PLB ratings. PLB in turn was positively related to followers’ in‐role and innovative performance behaviors. Followers’ psychological capital was found to moderate the relationship between PLB and followers’ in‐role performance such that the relationship was stronger when followers’ psychological capital was high than when it was low. The implications of these findings were discussed.

Measuring Bourdieu Capitals of Landscape Architects In Malaysian Landscape Architecture Firms

Pierre Bourdieu (1986) introduced the concept of capitals as forms of intangible resources that individual use to advance their socio-economic status. Past relevant researches have not focused on all Bourdieu capitals. This study conceptualises the Bourdieu capitals to empirically determine the intangible resources of Malaysian leader landscape architects. The aim of this study is to determine the type of capitals of leader landscape architects in Malaysian landscape architecture firms. All landscape architecture firms (73 nos.) in the database of the Institute of Landscape Architects Malaysia were chosen for the survey. The firms were given the letter of invitation and questionnaires through the post. Thirty-nine firms responded to the invitation which resulted in 90 subordinates landscape architects and assistant landscape architects as respondents. The subordinates were asked to rate their leaders’ (landscape architects) capitals. The data were analysed using descriptive statistics and factor analysis. Factor analysis findings generated 5 factors (capitals). The capitals are social, human, emotional, cultural and design authority. The study findings provide evidence of the validity of scales to measure the intangible resources of the leading landscape architects in Malaysian landscape architecture firms. It also suggests a new research perspective for the Trait Theory of Leadership by replacing the traits with Bourdieu’s forms of capitals.

Relationship between Democratic Leadership and Organisational Performance of Dangote Cement PLC Gboko, Benue State Nigeria

This research examined the relationship between democratic leadership and organizational performance of Dangote Cement Plc Gboko. The study was anchored on Trait Theory of Leadership. Both primary and secondary source of data and information were used. Questionnaire was used to obtained information from the primary source while journals and internet constituted secondary source of data collection. Two hundred and twenty nine questionnaires (229) were administered to the staff of Dangote Cement Plc Gboko and one hundred and eighty nine (189) were properly filled and returned. The technique used in analyzing the data was Pearson Product Moment Correlation analysis with the aid of SPSS version 23.0, while percentages was used to present descriptive data. The results of the Pearson Product Moment Correlation indicate that there is a positive or direct relationship between Organizational Performance and leadership measurement in Dangote Cement, Benue State. Hence, on the basis of p-value of the estimate, we reject the null hypothesis; that is, we accept that there is a significant relationship between leadership measurement and organizational performance. An inverse relationship exists between Organizational Performance and realistic timeframe in Dangote Cement, Benue State. Also, an inverse relationship exists between Organizational Performance in Dangote Cement, Benue State and achieving teambuilding. A positive or direct relationship between Organizational Performance in Dangote Cement, Benue State and Leadership Accuracy. It was concluded that democratic leadership positively relates to organizational performance> It was recommended among others that it is advisable to practice democratic leadership in an organization especially when the rules are followed this will boast the moral of the people and they will work harder for the organization to achieve its goals.

Do voters get it right? A test of the ascription-actuality trait theory of leadership with political elites

Are the traits preferred by voters also associated with success in political office? Drawing on the ascription-actuality trait theory of leadership the present study examines whether traits ascribed to politicians predict leadership outcomes differently to the actual traits they possess. We collected self-ratings of politicians' personality (N = 138) using the NEO-PI-R (actual traits) and observer ratings of politicians' facial appearance (ascribed traits) to examine their relationship with (a) leadership emergence, measured using share of vote in election, and (b) in-role leadership effectiveness, rated anonymously by political and local authority colleagues. Facial appearance predicted leadership emergence but not effectiveness. Personality had a more nuanced relationship with leadership outcomes. Conscientiousness predicted effectiveness but not emergence, and Agreeableness revealed a trait paradox, positively predicting emergence and negatively predicting effectiveness. These findings suggest a need to understand the contested nature of political leadership and qualities required for different aspects of political roles.

Examination of Leadership and Personality Traits on the Effectiveness of Professional Communication in Healthcare

A common perception exists that extroverts are better communicators than introverts, and thus make the best leaders. Research studies throughout time have consistently resulted in the belief that extroverts are more likely to emerge as leaders and are more likely to be perceived as effective. The Trait Theory of Leadership and the Personality Type Theory have been used in research to suggest that theories support that extraversion is key to professional leadership communication and success. The purpose of this article was to conduct a thorough review of leadership communication from a personality perspective. Leadership and personality theories were examined in depth through review of current and past research studies. There is a growing body of research adding to the newfound belief that introverts possess traits that can contribute to their success in leadership roles. According to a review of recent research, organizations may benefit immensely from the inclusion of introverts in leadership positions. Thus, the field of healthcare would benefit from further research regarding how best to utilize introverts within leadership of organizations. Since introverts communicate in different ways than extroverts, organizations should look at their current methods of communication and ensure that the channels of communication are effective for all types of leaders.

Traits of Transformational Leader: Durga Saptshati- A Case Study

Leadership is the ability of an individual to influence people to achieve desired goals. Different studies in this area have propounded various theories ranging from Trait theory of leadership to behavioral approach models to contingency models. Earlier people were of the opinion that individuals are born with leadership traits, either they are born leaders or are not. Then came a phase when people realized that these traits can be acquired too. But all these studies could not come up with any conclusive list of leadership traits. Various successful leaders may have similar traits but we are yet to come across the set of traits that every leader must possess. In nut shell we may say that, “which traits to acquire”, which specific traits make you a leader is still a question? Now a day's increasingly, scholars are talking about transformational leadership as a tool to get better results in the organization. Transformational leaders influence the employee job satisfaction and morale in a positive manner. Responding to this requirement of industry, in this paper the researcher has made an attempt to identify the traits which a transformational leader must possess. The study is based on a descriptive analysis of Durga Saptashati - a Hindu religious text. The study arrived at a conclusive summary of the traits of a transformational leader. Study revealed that the transformational leader has to be perceived as a mn with solutions rather than the man with problems.

Conceptualizing leadership psychosis: the Department of Veteran Affairs scandal

Purpose – This paper argues that “lack of leadership” is not an accurate descriptor for dysfunctional leadership. It proposes that some leaders fall into a type of dysfunctional performance when faced with the high and often conflicting organizational demands characteristic of the interdependent and rapidly evolving challenges of the twenty-first century. It calls this dysfunction “leadership psychosis.” The purpose of this paper is to offer a four-stage conceptual definition of leadership psychosis. Design/methodology/approach – Based on a review of the literature central to leadership psychosis, namely, transformational, authentic, and transactional leadership theories, the paper discusses the conceptualization of leadership psychosis as it progresses through four increasingly dysfunctional stages. Findings – It identified four increasingly dysfunctional stages of leadership psychosis grounded on the literature review central to transformational, authentic, and transactional leadership theories. Research limitations/implications – Transformational and authentic leadership theories are a nuanced development of the discarded trait theories of leadership. So it is fair to argue that leadership psychosis falls into the same criticism given that psychopathic leaders’ behavior can be seen as rooted in some personality trait. Measuring psychopathic leaders’ behavior will be an impressive challenge. Practical implications – It suggests replacing “lack of leadership” with a better descriptor of organizational dysfunction: leadership psychosis. Social implications – It calls attention to the rise of the organizational psychopath to leadership positions in the private, public, and nonprofit sectors. Originality/value – Leadership psychosis is introduced as a new construct to explain dysfunctional leadership.

A mixed blessing? Dual mediating mechanisms in the relationship between dopamine transporter gene DAT1 and leadership role occupancy

Trait theories of leadership have documented the role of individual characteristics in affecting leadership. Twin studies have further revealed significant genetic effects on leadership role occupancy. In the era of genomics, the current research examines how a dopamine transporter gene, DAT1, is involved in genetic influences on leadership role occupancy. Study 1 found DAT1 10-repeat allele to negatively relate to proactive personality, which in turn was positively associated with leadership role occupancy. The negative indirect effect was significant, but the overall relationship between this gene and leadership was not. In addition to replicating Study 1's findings using a nationally representative sample, Study 2 revealed another countervailing mechanism: DAT1 was positively related to (moderate) rule breaking, which was positively associated with leadership role occupancy. Consistent findings across the two studies suggest that the pathways linking specific genes to leadership are complex and a middle-ground approach is needed in such multidisciplinary investigations.

The psychological consequences of power on self-perception: implications for leadership

Purpose– The purpose of this paper is to explore theoretical connections between the cognitive consequences of power on self-perception and the behaviours of leaders.Design/methodology/approach– A systematic literature review was carried out to investigate the psychological consequences of power in terms of self-perception, perspective taking abilities, emotions and behaviours. The literature reviewed is further integrated in a theoretical model, and a series of propositions suggesting a relation between power, perspective taking, self-construal and leadership are introduced.Findings– This paper argues that power creates both temporary and enduring cognitive changes that transform the way individuals assimilate and differentiate their self from others. This transforms the way individuals in power behave as leaders, as well as followers. Individuals’ self-construal and perspective taking seem to play a mediating role in determining the behaviours of powerful and powerless individuals. This relation is moderated by organizational culture and structure, as well as personality traits.Research limitations/implications– Further research is needed to test these propositions, including the existence of cross-cultural differences in the power – self-construal relation, and the consequences of holding different types of power on an individual's self-construal. For employees and consultants working in organizational development and organizational change, understanding the potential consequences of power in terms of self-perception will improve the understanding of promoting individuals to higher positions. The present research also bears implications for scholars interested in understanding cross-cultural and gender differences in leadership.Originality/value– This conceptualization of self-construal as an interface between power and leadership reconcile the individual dynamics of trait theories of leadership and the environmental positions of situational theories of leadership. The paper discusses elements considered critical for design of leadership programs in the workplace, professional development and programs to shape the design of leadership.