Leadership Traits Research Articles

Impact of Motivation and Temperament in Pre-School and School Setting. A Narrative Review

Motivation and temperament are integral determinants of a child's learning journey and social adaptation in early educational settings. This paper examines how intrinsic and extrinsic motivational factors influence engagement, curiosity, and academic outcomes, while also exploring the diverse temperamental profiles, peer interactions, and propensity for leadership that children exhibit. The unique interplay between motivation and temperament has profound implications for classroom dynamics, peer interactions, and the cultivation of foundational leadership traits. Recognizing and harnessing these influences can optimize individual learning experiences, fostering both academic growth and the development of essential life skills in young learners.

School leadership in context: the influence of Islamic values and beliefs on Kuwaiti school principal practices

ABSTRACT This article reports the findings of a study investigating the influence of Islamic values and beliefs upon the practices of school principals in Kuwait. The findings are part of a large-scale project to develop an Islamic-Oriented Educational Leadership (IOEL) model for Muslim school leaders. This article undertakes an exploratory investigation employing a qualitative research approach. The research data were derived from 36 semi-structured interviews conducted with principals of public schools in Kuwait. Through a rigorous analysis of the collected data, three prominent themes emerged: (i) Integration of Islamic Values in Leadership Traits and Attributes; (ii) Mission and Vision Alignment with Islamic Principles; and (iii) Incorporating Islamic Values into School Principal Roles. The findings underscore the significance of Islamic values and beliefs in shaping the leadership approaches of Kuwaiti school principals; their decisions, roles and actions consistently reflect alignment with these deeply-held principles. Nonetheless, it is important to note that these practices remain intricately interwoven with the cultural and political norms of Kuwait. This article’s findings have practical implications for both future research and practice. Furthermore, the article’s findings can enhance current interpretations of educational leadership by highlighting its spiritual aspects, and the influence of personal contextual factors on leader perspectives.

Political Opinion Leaders in High-Choice Information Environments: Are They More Informed Than Others?

ABSTRACT One implication of the transition to high-choice media environments is that what information people are exposed to depend less on journalistic curation and more on social, algorithmic, and personal curation. This has sparked a renewed interest in the concept of political opinion leaders, who are often assumed to be more interested in and informed about politics and society. Theoretically, political opinion leaders could hence help disseminate information to less interested and informed. At the same time, there are theoretical reasons for why political opinion leaders may be more prone to politically motivated reasoning, which may lead them to believe in and disseminate misinformation. Thus far, there is only limited research on whether political opinion leaders are more informed than others that also takes into consideration that some facts are contested, whereas other facts are uncontested. Hence, this paper seeks to investigate the relationship between political opinion leadership and knowledge, distinguishing between (a) uncontested and (b) contested facts. Among other things, findings show that those who score high in political opinion leadership traits in general are not more knowledgeable about contested and uncontested facts.

Sustaining Engagement: How Follower Resilience May Mitigate the Negative Effects of Dark Triad Leaders

We propose that followers with leaders who exhibit any or all of the dark triad leadership traits, may be able to mitigate negative effects through their resilience. In this study, we use Job Demands-Resources theory to propose moderated relationships among follower perceptions of their leader’s psychopathic, Machiavellian, or narcissistic traits, follower engagement, and follower resilience. We found support for two of three hypotheses: Follower resilience mitigated the negative effects of leader psychopathy and leader Machiavellianism on follower work engagement. We also found an opposite effect for how resilience moderated the relationship between narcissism and job engagement: People with lower resilience were more engaged under narcissistic leaders. Given the reality of dark triad leaders, our findings support the promotion of coping methods that followers may use to mitigate negative outcomes.

Male-biased sex ratios increase the support for a strong leader: An evolutionary threat management perspective

An evolutionary threat management approach to leadership assumes that humans have an adaptive followership psychology that responds to specific ecological threats by selecting appropriate leaders to mitigate any risks. We hypothesize that having an imbalanced sex ratio in society (with either an abundance of adult men or women) increases the support for a strong leader, because people find such imbalances threatening to themselves and to society. We tested our hypothesis with five preregistered experimental studies and one archival study. In the five online scenario studies (total N=2249), we manipulated the operational sex ratios within a fictitious country and measured both explicit leader preferences (ideal leader traits) and implicit preferences (facial cues of leaders). The results showed that a male-biased sex ratio (abundance of men) robustly increased the preference for a strong leader across all studies, but the effects of a female-biased sex ratio (abundance of women) were smaller and not consistent. Furthermore, a male-biased sex ratio in society activated the impression that society is a competitive, dangerous place. Overall, the studies enhance our understanding of the impact of an ecological factor, the sex ratio in society, on the support for political leadership.

Changing stereotypes of the “good” manager: Dutch research shows decreasing preference for “masculine”, and increased preference for “feminine”, traits

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsResearchers from the Netherlands showed a decreased preference for masculine, and an increased preference for feminine, leadership traits in their notions of a “good manager” in 2020 compared with 2005. But Dutch employees continued to favour stereotypically “masculine” over “feminine” leadership traits, unlike in a 2021 study by Powell et al, which showed that a cohort of US business students reported a preference for a more “androgynous” manager profile.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Evolutionary Features of Personality Research and Leadership Traits. A Comprehensive Analysis

The convergence of evolutionary psychology and personality research provides significant insights into personality traits' adaptive origins and functions. The present study investigates the influence of evolutionary pressures on developing specific personality traits associated with leadership inclinations, focusing on the roles played by survival instincts and social cooperation. Specific heritable characteristics, developed and refined over thousands of years, may have provided individuals with advantages in effectively navigating intricate social structures and adapting to environmental demands, making them well-suited for leadership positions. Through a comprehensive understanding of these evolutionary foundations, we can develop a more nuanced and sophisticated viewpoint regarding leadership qualities' biological and adaptive underpinnings. Incorporating an evolutionary perspective enhances the discussion surrounding the cultivation of leadership skills. It emphasizes the inherent origins of leadership qualities, thereby illuminating their historical importance in the survival of the human species and the advancement of societies. The present research comprehensively analyzes various theoretical frameworks pertaining to personality and its correlation with leadership traits. This study aims to examine personality traits by analyzing a range of research studies and presenting their key findings. Numerous theoretical frameworks and empirical investigations have been dedicated to examining personality, encompassing its defining traits, influential determinants, and developmental dynamics in the context of leadership.

Leadership principles (4E-1P) as a basis for evaluation of a manager in the context of their behaviour during manufacturing automotive parts

The obtained average ratings of the importance of the principles have been ruled by the principle that the better the rating, the less frequently it has been perceived by the interviewees. To answer the question "What are the leaders made of?" the process includes calculating the reverse of obtained average ratings and then determining their breakdown. The analysis of relationships between average ratings of leadership traits has been supported by an analysis of preferences and the variation significance of average ratings. In the preference analysis, Borkowski’s interval scale has been used. The analysis results of the variation significance of average ratings have been presented at the coefficient scale, allowing for visual interpretation of the variation significance based on the placement of the principles at the scale in question.The analysis of relationships between average ratings of the leadership traits has been supported by an analysis of preferences and variation significance of average ratings. In the preference analysis, Borkowski’s interval scale has been used. The analysis results of the variation significance of average ratings have been presented at the coefficient scale, allowing for visual interpretation of the variation significance based on the placement of the principles at the scale in question.The results concerning the breakdown of personal traits of the interviewees enable us to declare that, in the company manufacturing metal wheel hubcaps and decorative elements for cars, the crew is mainly composed of young males; the employees do not need to have higher education to be recruited, all personnel have large experience by working at other companies. Raising the issue of financial conditions during recruitment is a common phenomenon in the Polish labour market. The breakdown of the employees (the interviewees) is typical for Polish reality.In the research, employees of the operational level, i.e. the part of the crew that is directly involved in shaping products and creating quality, were used to obtain data on the evaluation of the course of production processes.Considering the principle ranked first in the series and evaluating variation for the average rating of another principle, the following information has been collected. The average rating for the principle ranked first in the importance series is not statistically varied, with the average rating of the principle ranked next to it in the relationship above.The product of a given enterprise, according to the laws of the free market, should be better, cheaper, etc., than the product of another enterprise.

Exploring the Nexus of Cybersecurity Leadership, Human Factors, Emotional Intelligence, Innovative Work Behavior, and Critical Leadership Traits

Abstract Data shows that 12% of leaders are rated as ‘very effective’ at leadership. This research emphasizes the importance of understanding human behavior and its impact on leadership effectiveness, innovative work behavior (IWB), and the ability to respond to complex cyber threats, particularly in the realm of cybersecurity leadership. Emotional intelligence (EI), a key human factor, is highlighted as a crucial element that can stimulate cognitive absorption, leading to innovative work behavior and improved innovation efficiency (IE). This underscores the need for leaders to not only be technically proficient but also emotionally intelligent to effectively manage their teams and respond to cyber threats. The article also calls for a shift in leadership education to a more holistic and engaged exploration of key leadership attributes, moving beyond traditional methods that often limit understanding to a single culture or approach. This involves understanding the human factors that influence leadership styles and their effectiveness. Furthermore, the use of a literature review underscores the need for leaders to understand the human elements behind cyber threats. Overall the data suggests that leaders need a comprehensive understanding of leadership principles and an active engagement in its theories to foster innovative thinking within cybersecurity leadership.

Kwame Nkrumah’s Intervention in the 1960s Congo Crisis: a Pan-African Geopolitics and Personality Trait

Abstract Utilizing archival materials and existing literature, the article examines the contending rationales motivating Nkrumah’s decision to support the UN mission in the Congo during the 1960s political crisis. Existing scholarship, to date, appreciates Nkrumah’s involvement from the perspectives of African camaraderie, anti-imperial mawkishness, and regional leadership. However, beyond these elucidations, the optimal focus should be driven by Pan-Africanism geopolitics, the leadership traits and African political unification agenda of Nkrumah. The paper reveals how the UN mission was perceived by Nkrumah as an avenue to forbid the powers of the bipolar system to interfere with the right of “sovereign self-determination” within the domestic affairs of the Congo. The article’s findings and conclusion posit that the UN operation provided a boulevard of latitude for Nkrumah’s grander pan-African geopolitical ambition coupled with his own leadership traits. The failure of his mission was relative, given the normative value of his pan-African dream.

COMPARISON OF AUTHENTICITY AND TRANSFORMATIONAL TRAITS BETWEEN NURSING STUDENTS LEVEL 1 TO 4

Background: Today nursing students are the future leader. Based on behavioral theory, leaders are made. So, nursing college is one of the institutions that produce nursing leaders. There are 25 traits of successful leaders that can be learned and practiced in nursing schools. So, it is necessary for nursing schools to evaluate these leadership traits among the students. The study benefits the schools whether to maintain or revise the curriculum related to leadership and management courses.
 Objectives: This study aimed to describe and to compare nursing students’ Authenticity and transformational leadership traits between level 1 to 4.
 Methods: Comparative design was used in this study with the participation of 144 nursing students from level 1-4. Data are collected by using self-authentic and transformation questionnaire. Data are analyzed using SPSS descriptive and comparative analysis.
 Results: There are three Authenticity &Transformational traits that have been practiced as always by level 4 students who have working experience with the highest mean value of 4.0. They are fair, self-directed, and clear in communication & collaboration. There are different mean values of Authenticity &Transformational traits at each level of students. There are significant differences found in several levels.
 Conclusion: Based on the result, there is a big room for improvement in terms of practicing Authenticity &Transformational traits among nursing students. It is necessary for nursing schools to review and revise the leadership and management class instruction and activities in developing Authenticity &Transformational traits to a maximum level.

Inclusive Leadership for Employee Workplace Well-Being in Public Organizations

Various public organizations realize that promoting workplace well-being is crucial for the effectiveness of their employees. It is believed that when creating an environment where employees feel welcomed, are treated fairly, and their contributions are appreciated, they will be happy and work better. Therefore, diversity management has gained increased attention. However, since diversity does not necessarily mean inclusion in decision-making and the appreciation of employee differences and input, a growing body of research has advocated the adoption of positive relational leadership styles, such as inclusive leadership. Inclusive leadership embraces employee differences, manages diversity, and recognizes employee input. Hence this paper investigates how inclusive leadership correlates to employee workplace well-being in public organizations. Relying on quantitative analysis, a questionnaire was distributed to N= 234 Egyptian local government officials who demonstrated diversity in gender and educational levels. The data collected were analyzed using SPSS version 20. The study's conclusions reveal that inclusive leadership has an uneven influence on employee workplace well-being based on educational levels. The correlation was strongest among the least educated and weakest among the highly educated. Gender, on the other hand, did not show any significant difference in the correlation between inclusive leadership and workplace well-being and hence, was not considered for further analysis. Moreover, the traits of inclusive leadership have different effects on employee workplace well-being based on their educational levels. For the least educated, leadership accessibility had the greatest influence on employee workplace well-being, while for the highly educated, leadership openness had the strongest influence. In conclusion, this paper highlights the importance of inclusive leadership in promoting employee workplace well-being in public organizations, especially for marginalized groups who may feel excluded in the workplace. Additionally, public organizations should recognize that inclusive leadership practices should be tailored to meet the diverse needs of employees based on their educational levels.

A Review of the Relationship Between Core Leadership and Employee Performance

Core leadership and employee performance have long been a clich and permeate every industry, and interest in the field is growing in both business and academic circles. While numerous scholars have deepened and revolutionized leadership theory through empirical research, a systematic review of these studies has not yet received attention. Therefore, the purpose of this paper is to connect its theoretical development to business practice and to identify directions for leadership development by answering the question of whether and how leadership affects employee performance. In order to explore this topic, this paper used a literature research approach to review and analyze the relevant literature. The major categories of this literature and the main structure of this review consist of four sections: leadership style, leadership behavior, leadership development, and the relationship between leadership traits and employee performance. The analysis shows that scholars generally acknowledge their decisive role in employee performance and that effective leaders need, at a minimum, intelligence, personal charisma, the ability to balance people and tasks, mentoring skills, cross-cultural awareness, the ability to switch styles of dealing with different situations, a sense of continuous self-improvement, and a global mindset.

The dark side of the mood. Candidate evaluation, voter perceptions, and the driving role of (dark) personality traits

Voter perceptions of leadership traits impact overall candidate evaluations. Less is however known about the impact of candidates’ personality traits, and especially the “darker” ones (narcissism, Machiavellianism, psychopathy), above and beyond the structuring role of partisan attitudes. We present a multi-method approach combining an experimental design and a post-electoral survey on the 2020 US Presidential election. Survey data (study 1) shows that perceived personality affects candidate evaluation beyond partisanship. Experimental evidence (study 2) confirms a causal relationship between candidate personality and subsequent evaluation: exposure to a negatively (positively) framed candidate personality reduces (increases) candidate likeability. Moreover, exposure to candidates scoring higher on the dark traits is more impactful than exposure to candidates scoring lower on those same traits. Across both studies, the results highlight the relevance of dark triad personality traits for candidate favorability, and the existence of asymmetric effects for politicians scoring higher vs. lower on dark traits.

Analisis Gaya Kepemimpinan Otoriter pada PT Xyz

Leadership traits emerge in a person when one group member can change and arouse the motivation of other members in the group so that the group can be directed, structured and coordinated in achieving goals effectively and efficiently. Leadership is related to how to influence other people, followers and subordinates in a company to achieve the goals desired by a leader. In line with the discussion of the methodology, this research uses a qualitative descriptive method, namely research that attempts to describe a symptom, event, event that is occurring in the present. In this research, the researcher tries to photograph events and occurrences that are of central concern, and then describe them as they really are. As for descriptive descriptive research on solving a problem that exists in the present, this research will describe the phenomena that occur regarding Leadership style is a person's ability to lead and encourage their subordinates to do everything they are given thoroughly and of course optimally. An authoritarian leadership style is one of the leadership styles used by leaders towards their employees. Authoritarian leadership is a form of leadership where all forms of power, decisions, performance and work motivation are in the hands of the leader himself. The leadership style applied at PT Xyz and Excise is a semi-military authoritarian leadership style. A person's level of work motivation determines how that person performs.

Beyond the numbers on women’s representation: Recognition of women’s leadership in global governance

AbstractTo what extent has the glass ceiling in global governance been shattered? To answer this question, we need to look beyond the numbers on women’s representation and study how far women are perceived as inspiring and visionary leaders in global governance. This article offers an analysis of perceptions of inspiring and visionary leadership in global multistakeholder initiatives from a gender perspective. Based on 467 interviews with participants in a leading multistakeholder initiative, the Internet Corporation for Assigned Names and Numbers (ICANN), it presents four findings: (1) respondents identify more men than women as inspiring and visionary leaders, with the difference roughly corresponding to the share of women in leadership roles; (2) respondents tend to ascribe more leadership attributes to women than to men when explaining why they find them inspiring and visionary; (3) both feminine and masculine leadership traits are appreciated in relation to both men and women leaders at ICANN; (4) female respondents identify more women as inspiring and visionary leaders than male respondents. These findings contribute novel insights into gendered perceptions around leadership and the importance of role models in global governance. They also shed much-needed light on the demands and expectations from leadership in global multistakeholder arrangements.

PROPHETS AND LEADERS: A COMPARATIVE ANALYSIS OF PERSONALITY TRAITS USING THE CONTINGENCY THEORY

Using the contingency theory, we explore the similarities and differences between the personality traits of prophets and leaders employing a cross-sectional design to compare and contrast the relevance and importance of 15 traits commonly associated with both roles. Research finds that while prophets and leaders share many similar characteristics, significant differences exist in their leadership styles, decision-making processes, and organizational skills, suggesting that the context in which leadership is exercised plays a critical role in shaping the relative importance of each trait.

Prophet Yusuf's Character in the Quran: A Perspective from Maslow's Humanistic Psychology in Arabic Linguistics

The Story of Prophet Yusuf in the Quran is the only story that is presented in a single surah with a complete narrative. The spiritual, leadership, and integrity traits of Prophet Yusuf serve as exemplarycharacteristics that educate the interlocutors.This qualitative descriptive research, utilizing literary psychology theory, aimed to analyze the motivations of Prophet Yusuf based on Abraham H. Maslow's theory of needs. The primary data for this articlewas derived from Surah Yusuf in the Quran. The analysis technique employed was interactive, involving data reduction, data presentation and drawing conclusions/verification. The result of this research found that in the story of Yusufthere were five motivation needs, namely: safety, physiological, social, esteem, and self-actualization needs. All of the motivation needs of Yusuf were fulfilled properly so he could have a good humanistic personality that benefited him and the others around him also the others were far from him. This research had implications for character transformation among the interlocutors based on the exemplary behaviour of Prophet Yusuf in fulfilling their needs, as proposed by Abraham Maslow.

Vice-chancellor narcissism and university performance

Universities hold a prominent role in knowledge creation through research and education. In this study, we examine the effects of VC narcissism on university performance. We measure VC narcissism based on the size of the signature, in line with a methodological approach which has been widely used in the recent literature and repeatedly validated in laboratory experiments. We exploit a quasi-natural experiment of VC changes and employ a Difference-in-Difference research design, which alleviates concerns related to endogeneity and identification bias. We show that the appointment of a highly narcissistic VC leads to an overall deterioration in research and teaching performance and concomitantly league table performance. We further identify excessive financial risk taking and empire-building as possible mechanisms explaining the main results and provide evidence on the moderating role of university governance. Our findings are consistent with the view that narcissism is one of the most prominent traits of destructive leadership; they also have practical implications for leadership recruitment and the monitoring of leadership practices in the higher education sector. The results of this study extend prior research in several ways. Extant literature on executive leadership and narcissism yields inconclusive findings; this literature has mainly focused on for-profit organisations and has not considered universities. In addition, prior research in higher education on the determinants of university performance has not yet examined the role of leadership personality traits.

Leader trait affective presence and safety behaviors: The role of work engagement

Due to the potential influence of motivation on employee safety behaviors and safety outcomes, exploring the antecedents that affect employees’ motivational states is critical in the workplace safety. Considering the significant role of leaders and their interpersonal emotion-related characteristics, our research introduces the construct of leader trait affective presence and investigates its effects on employee safety behaviors via work engagement. In a multisource study based on 467 dyads of leaders and their employees in a nuclear power plant, we tested and supported hypotheses that leader positive affective presence was positively related to employee work engagement, whereas leader negative affective presence was negatively related to employee work engagement. And work engagement was positively related to safety behaviors. Furthermore, leader affective presence has an indirect effect on employee safety outcomes via work engagement. These findings indicate the theoretical value of leader trait affective presence in shaping employee motivational state and further safety behaviors, as well as practical implications for safety organizations.