Values-based Leadership Research Articles

Key Factors Influencing Leadership Effectiveness in Diverse Workplaces in Fuzhou City, Fujian Province, China

he cultural and economic landscape of Fuzhou City in Fujian Province, China, is rich and diverse. Management effectiveness and emotional intelligence in diverse workplaces in Fuzhou City, Fujian Province, China, have been the subject of related research. The significance of emotional intelligence in fostering a productive workplace is a hot topic, as it allows individuals to recognize, understand, and manage their own emotions and those of others (Kargeti, 2023). Additionally, leadership effectiveness is influenced by emotional intelligence dimensions such as self-awareness, self-regulation, motivation, empathy, and social skills (Tian, 2022). Therefore, this study aims to investigate the factors influencing Leadership Effectiveness based on 5 aspects: Demographic Factors, Emotional Intelligence, Cultural Diversity in Organization, Communication Strategies, and Leadership Styles. The quantitative method is applied. Descriptive statistics such as frequency, percent frequency, the arithmetic mean, and the standard deviation are used to analyze the data collected from questionnaires. Suitable Inferential Statistical Methods are used to test the hypothesis, particularly the Independent Samples t-test, the One-way ANOVA, and the Multiple linear Regression Analysis. The results obtained from the study indicate that differences in Marital Status, Age, Educational Level, Monthly Income, and Working Experiences generate differences in Leadership Effectiveness. Based on the Multiple Linear Regression Analysis, all aspects of Emotional Intelligence (Self-awareness, Self-regulation, Motivation, Empathy, and Social Skills), Cultural Diversity in Organization (Diversity, Equity, Inclusion, and Belonging), Communication Strategies (Awareness and Understanding, Communication Quality, Accessibility, and Employee Engagement), and Leadership Styles (Decision-making Leadership Styles, Everyday Leadership Styles, Beyond Everyday-work Leadership Styles, Values-based Leadership Styles) are found out to have a positive impact on Leadership Effectiveness.

Implications of Value-Based Leadership on Ethical Sourcing Practices in Procurement Process Efficiency at Selected Commissions of Kenya-A Case of Teachers Service Commission

Implications of Value-Based Leadership on Ethical Sourcing Practices in Procurement Process Efficiency at Selected Commissions of Kenya-A Case of Teachers Service Commission

Implications of Value-Based Leadership on Ethical Sourcing Practices in Procurement Process Efficiency at Selected Commissions of Kenya-A Case of Teachers Service Commission

Implications of Value-Based Leadership on Ethical Sourcing Practices in Procurement Process Efficiency at Selected Commissions of Kenya-A Case of Teachers Service Commission

Implementing a stakeholder capitalism approach through values-based leadership: case studies in the private, nonprofit and educational sectors

Purpose Stakeholder capitalism has gained attention among business practitioners and academia, often discussed within the context of corporate social responsibility, ethical practices and values-based leadership. Many societal institutions, including businesses and higher education institutions, have a role to play in the transition toward stakeholder capitalism. This study aims to discuss insights gained from a multiyear research and pedagogical project coordinated among a group of academics and an Israel-based holding company to study the implementation of a values-based leadership process focused on establishing a stakeholder-oriented model in a variety of organizations. Design/methodology/approach Conducted over a decadal period, this project relied on a qualitative case study methodology. The project was conceived as an exploratory and inductive study examining organizations that implemented a values-based leadership model and a university that used this model for curriculum and pedagogy. Semi-structured interviews, observations of leadership practices and operations, and substantive reviews of organizational documents informed the study’s iterative methodology. Findings The case studies presented explore the benefits of a stakeholder capitalism and values-based leadership transformation in organizations and highlight the importance of senior leadership engagement at the outset to set the tone and direction of implementation while also role modeling values-based behaviors for the organization. The utility of aligning the new values-based approach with existing elements of the organizational culture and priorities was also identified in addition to the benefit of individuals linking the new values initiative to their personal values and life. These practices, and a broader stakeholder dialogue on values, helped establish a transition that was inclusive within the organizational hierarchy and in its connections to the larger society. The cases also explored how stakeholder principles and values-based leadership models can be integrated into management education based on the outcomes of the organizational investigations. Originality/value These case studies offer insight into the implementation of a values-based leadership framework, which draws on stakeholder theory, in diverse organizations across a for-profit to non-profit spectrum. These studies also provide a unique opportunity to evaluate the implementation of a common values framework in different sectors. The cases further highlight the potential role of business-education sectoral partnerships in educating a workforce that is dedicated to business for good.

Developing value-based leadership for sustainable quality development: a meta-analysis from a study of Lean manufacturing

PurposeThis paper aims to explore how leaders can develop value-based leadership for sustainable quality development in Lean manufacturing.Design/methodology/approachA qualitative meta-analysis was conducted using data from a three-year study of Lean manufacturing in Sweden using the Shingo business excellence model as an analytical framework.FindingsThis study demonstrates that leaders can develop value-based leadership to support Lean manufacturing by defining and articulating the organization’s values and accompanying behaviors that are needed to support the strategic direction; creating forums and time for leaders to identify the why behind decisions and reflect on their experiences to be able to lead a transformative process; and using storytelling to create a coaching culture to connect values and behaviors, to the processes and systems of work.Research limitations/implicationsThis paper contributes insights for developing value-based leadership to support a systemic approach to sustainable quality development in lean manufacturing. Findings are based on a limited case sample size of three manufacturing companies in Sweden.Originality/valueThe findings were derived using a unique methodological approach combining storytelling, appreciative inquiry and coaching with traditional data collection methods including surveys and interviews to identify, define and shape value-based leadership in Lean manufacturing.

Improving Organizational Citizenship among High School Teachers in Makkah Al-Mukarramah through Values-Based Leadership

Improving Organizational Citizenship among High School Teachers in Makkah Al-Mukarramah through Values-Based Leadership

Triggering Chinese lecturers' intrinsic work motivation by value-based leadership and growth mindset: Generation difference by using multigroup analysis.

This cross-sectional study investigated the effects of value-based leadership and growth mindset on the intrinsic work motivation of Chinese lecturers. In addition, this study used age as a categorical moderator to investigate generational differences between the effects of Millennials and their predecessors. A sample of 518 lecturers from various Chinese universities was used to collect data, and SEM-PLS was used to analyse the data. The results showed that value-based leadership and growth mindset had a significant positive impact on both younger and older lecturers' intrinsic work motivation, with the effect of value-based leadership on younger lecturers' intrinsic motivation being significantly stronger than on older lecturers' intrinsic motivation, whereas the effect of growth mindset on intrinsic work motivation did not differ significantly between the younger and older groups. This study contributes to the existing research literature by contrasting the value-based leadership and growth mindset in relation to lecturers' intrinsic work motivation across younger and older groups in Chinese higher education settings, where greater heterogeneity between age groups was identified. The findings also provided university administrators with recommendations for boosting the intrinsic work motivation of lecturers, influencing future education policy.

Evaluating the Role of Sustainable Leadership and Technology Integration in Enhancing the Environmental and Social Responsibility of the UAE Banking Sector

This paper analyzes the role of sustainable leadership and technology integration in increasing the environmental and social responsibility of the UAE banking sector. Banks are prominent agents in creating sustainability through their financing activities and processes. Sustainable leadership is more than pursuing profit motives; it includes moral and inclusive decision-making for positive environmental and social impact. Sustainable leadership and enabling technologies contribute to a bank's sustainability indicators. A qualitative literature review combined the scholarly views in this field. Twenty recent peer-reviewed papers were thematically analyzed. This revealed how sustainable bank leaders adopt collaborative approaches involving stakeholders in creating sustainability solutions. Their values-based leadership focuses on long-term impacts and integrating environmental and social factors in bank strategies. Sustainability technologies like AI, big data and blockchain offer tools to implement these strategies. The analysis found that technology aids sustainable leaders in improving banks' eco-efficiency, reducing emissions, managing risks, increasing renewable financing and enabling financial inclusion. This enhances their environmental and social responsibility. Stakeholders like customers, employees and investors generally favour such sustainability integration. However, concerns exist around potential tradeoffs, profitability impacts and the depth of banks' commitment. The review also uncovered implementation challenges, including costs, data deficiencies, staff capabilities and cultural change. Smaller banks significantly lag more prominent entities. Radical strategic realignment rather than incremental changes is required. Public policy plays a crucial role through reporting requirements, emission limits and support frameworks. The limitations of this qualitative synthesis point to future research directions. Statistical meta-analyses could increase the generalizability of findings. Surveys and interviews with experts would provide rich primary data. Comparative analyses of technologies and leadership styles driving the most robust sustainability results would reveal best practices. Longitudinal studies can elucidate the evolution of banks' sustainability approaches over time. In-depth case studies of smaller banks would uncover constraints and potential solutions for mainstreaming sustainability. Action research pilots can test mechanisms to instil sustainable leadership thinking. Policy analyses can identify regulatory measures to accelerate progress. In conclusion, sustainable leadership and technology integration are essential enablers, but not guarantees, of elevating bank sustainability. Realizing their transformative potential requires bank leaders to move from rhetoric to resolute, broad-based action. This necessitates radical strategic reorientation, not just incremental improvements. Multi-stakeholder collaboration is vital, alongside supportive public policies and ongoing research. Sustainable leadership and technologies must remain central in catalyzing a systemic transition towards responsible banking aligned with urgent sustainability imperatives.

The Influence of Spiritual Leadership on Teacher’s Organizational Commitment Based on (Louis W. Fry Model): A Literature Review

This study aimed to investigate the influence of principal’s spiritual leadership on teacher’s organizational commitment. Spiritual leadership is very interesting to study, because this leadership concept is a synthesis of value-based leadership constructs to answer problems related to human relations. Spiritual leadership has an important role to play in education as it can help build good relationships between principals and teachers, and increase teachers’ emotional and psychological attachment to the organization. Spiritual leadership can also help improve the quality of education and organizational performance. In addition, spiritual leadership can help improve teacher retention issues and increase organizational commitment. By applying spiritual leadership, principals can motivate and inspire individuals and engage every member of the organization to achieve school goals. Therefore, spiritual leadership can help create a positive learning environment and build a strong organizational culture in schools. The method used in this study was a literature review to investigate the influence of principals’ spiritual leadership on teachers’ organizational commitment. The article selection procedure was very rigorous using various selected journal databases to select ten research articles that met the inclusive criteria of this study. The results of this study show that spiritual leadership of school principals can significantly influence teachers’ organizational commitment.

First-line managers struggling to lead home care based on the individual’s needs and goals – conflict between ethical principles

PurposeThe purpose of this paper is to describe how first-line managers (FLMs) in home care (HC) reason about the opportunities and obstacles to lead the work according to the individual’s needs and goals.Design/methodology/approachIn this participatory appreciative action reflection project, eight managers within one Swedish municipality were interviewed. The data were analysed using a thematic analysis.FindingsThe results showed a polarization between two different systems that FLMs struggle to balance when attempting to lead HC that adapts to the needs and goals of individuals. One system was represented by the possibilities of a humane system, with human capital in the form of the individual, older persons and the co-workers in HC. The second system was represented by obstacles in the form of the economic needs of the organization in which the individual receiving HC often felt forgotten. In this system, the organization’s needs and goals governed, with FLMs needing to adapt to the cost-effectiveness principle and keep a balanced budget. The managers had to balance an ethical conflict of values between the human value and needs-solidarity principles, with that of the cost-effectiveness principle.Originality/valueThe FLMs lack the opportunity to lead HC according to the needs and goals of the individuals receiving HC. There is a need for consensus and a value-based leadership model based on ethical principles such as the principles of human value and needs-solidarity to lead the HC according to the individual’s needs and goals.

ETHICS OF THE WORKPLACE AND VALUE-BASED LEADERSHIP: HOW TO GET EMPLOYEES TO ACT ETHICALLY

This study aims to examine the effect of clarity of value and consistency dimensions on value-based leadership (VBL) in Karimun Regency. The research method used is a survey using questionnaires as a data collection instrument. The respondents in this study were employees of Karimun Regency who were randomly selected. The results showed that value clarity had a positive influence on VBL, although not significantly. Meanwhile, consistency has an insignificant positive influence on VBL. Suggestions that can be made to increase clarity of values and build an organizational culture conducive to implementing VBL include improving communication, education, training, performance appraisal, and examples from organizational leaders and managers. By implementing these suggestions, it is expected that the organization can create a work environment that is based on strong values and strengthens the commitment of organizational members to organizational goals.

Leading hybrid organisations: the contribution of "leadership beacons", emotional transcendence, and transitional space to cross organisational collaboration

Hybrid organisations contribute to solving wicked problems arising from societal issues stemming from public health, climate change, or crime. They combine at least two organisations with different institutional logics, cultures, and identities. Their collaboration across boundaries is characterised by conflicts and paradoxical tensions due to the inherent coopetition paradox arising from the need to maintain their organisational identities. My research with a Dutch public–private partnership (PPP) fighting large-scale financial crime focuses on the understanding of emotional reactions of management and leadership to these conflicts and paradoxical tensions. In a preliminary study used as a foundation I demonstrated together with colleagues that emotional transcendence is a key ingredient in facilitating collaboration. In this presented study I found that "leadership beacons", i.e.leaders with a clear and pronounced value-based leadership approach which illuminate the path towards collaboration are creating this emotional transcendence. In this article I want to first show how leadership beacons create this emotional transcendence by offering a transitional space. As a result, emotional trust and thus collaboration are strengthened. Some resulting practical advice for leaders will follow and I will conclude this article with a discussion of the results and an outlook for future research.

Values-Based Leadership: Developing and Using Core Leadership Values

As healthcare organizations continue to evolve, their administrators, leaders, and managers will find themselves tackling new and unprecedented ethical dilemmas. A values-based approach to leadership can help guide them through these uncharted waters. It can also foster shared values among employees that will guide their behaviors and help them to make the best decisions possible. This article defines what it means to be a values-based leader and describes the benefits and challenges of this relatively young style of leadership. It describes how healthcare leaders can identify and articulate their organizations’ values and offers them three hands-on exercises to involve employees in the process. This article then provides how-to suggestions for writing an effective core values statement and explores ways that leaders can introduce and implement values-based leadership. Finally, this article provides examples of seven inspiring core values statements from healthcare organizations.

The role of value-based leadership on local economic development: a case study of Nyandeni Local Municipality

The role of value-based leadership on local economic development: a case study of Nyandeni Local Municipality

The Impact of Value-Based Leadership on Teacher Commitment and Job Performance in Private Islamic Senior High

Introduction/Main Objectives: This study aims to analyze the impact of authentic leadership on teacher performance in private Islamic senior high schools (ISHS) mediated by commitment. Background Problems: Authentic leadership as a value-based approach offers solutions to teacher performance, but there are complexities and doubts that require further exploration and empirical testing. Novelty: It provides an in-depth exploration of the role of authentic leadership in promoting commitment and performance. It consolidates existing knowledge and synthesizes relevant value-based leadership (VBL) and authentic leadership (AL) theories. It provides a valuable resource for further research and practical applications in this educational setting. Research Methods: This study applied an explanatory survey by using a set of questionnaires. The respondents consisted of teachers and administrative staff. This study successfully collected the data of 462 respondents randomly chosen. Finding/Results: The interaction between leaders and subordinates is a dynamic process that directly influences performance and organizational commitment. A leader's ethical, moral, and values guide their actions and interactions with followers, ultimately fostering commitment and driving performance. Conclusion: Authentic leadership not only directly influences commitment and performance but also indirectly affects performance by nurturing a strong sense of commitment among teachers. Research implications: AL's cultivated values act as a beacon for nurturing commitment and performance. Practical implications underscore the paramount role of values in authentic leadership to ensure and focus on strategies for cultivating authentic leadership values to pave the way for enhancing teacher commitment and performance.

Relationship Between Integrative Leadership and Performance of Public Boarding Secondary Schools in Selected Counties Under the FCDC Kenya: The Mediating Effect of Employee Motivation

An integrative leadership framework from an educational perspective is vital in understanding the efforts that are put in by school leaders to support overall school performance. Integrated leadership is also critical in the management and the development of partnerships aimed at increasing the quality of school performance. An integrative kind of leadership motivates members of the school community to maximize their overall performance. Integrative leadership combines the qualities of servant leadership, authentic leadership, and value-based leadership while simultaneously addressing their weaknesses. This paper sought to ascertain the mediating effect of employee motivation on the relationship between integrative leadership and the performance of public boarding secondary schools in selected Counties under the FCDC Kenya. This paper critiqued empirical studies linking the relationship between integrative leadership and performance and the mediating role of employee motivation. This study adopted a pragmatism research philosophy. This study also triangulated data using both qualitative and quantitative methods. The target population included all public boarding secondary schools from four FCDC Counties namely Lamu, Isiolo, Samburu, and Wajir. The study also targeted student leaders, teachers, principals, stakeholders (Board of Management representatives, County, and Teachers Service Commissions (TSC) Directors). The sample included 300 student leaders from 16 public boarding secondary schools in four FCDC Counties. A sample of 96 teachers, 16 principals, 16 Board of Management (BOM) stakeholders, 4 county directors of education and 4 TSC county directors; and 4 representatives of development partners also formed part of the sampling units. Therefore, the total sample size was four hundred and forty (N=440). Questionnaires were used to gather information from the teachers and students while interview guides were used to gather information from the school principals, BOM representatives, and County Directors of education. Interview guides were open-ended and detailed. Data was analysed using both quantitative and qualitative data analysis approaches based on the research objectives. Descriptive statistics was used to summarize quantitative data and the results were presented in frequencies and percentages, while inferential statistics were used to test the study hypothesis. Qualitative data on the other hand was summarized and reported in themes. The study revealed that integrative leadership has a significant relationship with the performance of public boarding secondary schools in selected Counties under FCDC Kenya. Further, the study findings indicated a partial mediating effect on the mediating role of employee motivation on the relationship between integrative leadership and school performance.

CONCEPTUAL FRAMEWORK OF AUTHENTIC LEADERSHIP BASED ON PRISMA METHODOLOGY

Purpose up until this point, the prevalent concept of authentic leadership (AL) has lackedappropriate testing for employees motivating outcomes, such as job satisfaction and performance. Whileunwell and unable to work at full capacity, job satisfaction or performance suffers, resulting in lostproduction and a major economic burden on enterprises and national economies. Using organizationalculture as a lens, this study seeks to provide a conceptual framework for the link between AL and jobsatisfaction and performance, integrating organizational culture's mediating function.Design, Methodology, and Approach – This work employs a Preferred Reporting Items for SystematicReviews and Meta-Analyses (PRISMA) protocol to conduct a systematic literature review of existingresearch on AL, Job satisfaction, job performance, and other topics relevant to this research stream. Theproposed strategy includes four recommendations to facilitate a more in-depth examination of AL.Conclusions – This article can investigate possible employee motivating consequences, especially whenconsidering organizational job satisfaction and job performance, thanks to a shift in attention to theelement of value-based leadership. While most research on job satisfaction has focused on the negativeeffects, this study looks at how AL may be useful and beneficial in a variety of situations. This studypresents a conceptual framework and instructions based on a PRISMA flowchart that researchers may useto lead companies and assess future research projects in AL and job satisfaction and performance.Limitations and implications of the research – One significant implication of this study is its emphasison the necessity for scholars to employ artificial intelligence (AI) when conducting research evaluationsin the field of organizational leadership. In addition to this overarching objective, the present study willaid researchers in systematically and rationally formulating a comprehensive and practical researchapproach. It is anticipated that the implementation of this conceptual framework will result in enhancedlevels of job satisfaction and performance.Originality/ Value – The systematic literature review provides a unique platform for future scholars toundertake and investigate empirical studies in organizational leadership. Future researchers andpractitioners will be directed to investigate ways for recognizing and managing job performance and jobsatisfaction at work in order to accomplish practical application of AL inside organizational settings.

Development of Resources and Integration of Spiritual Values: A Model for the Development of State Apparatuses in Situbondo District

This article discusses the development of human resources and the integration of spiritual values in the context of developing state apparatus in Situbondo Regency. Human resource development is not only related to increasing technical competence but also involves aspects of values and spirituality. Spiritual values include integrity, ethics, morality, responsibility, values-based leadership, and concern for the welfare of society. The integration of spiritual values aims to create responsible, fair, and public service-oriented officials. The results of this study show that a model for developing state apparatus that integrates spiritual values is a strong foundation in increasing technical competence and forming good character. The Situbondo Regency Government took steps which included identifying and introducing spiritual values, training and developing ethics, fostering values-based leadership, integrating spiritual values into organizational policies and processes, and improving welfare and work balance. Through this approach, it is hoped that state apparatus in Situbondo Regency will be created who are not only competent in the technical field but also have a good attitude and respect moral values. The development of human resources with a spiritual approach will help create public services that are of high quality, transparent, and oriented to the interests of the community.

The Relevance of Value-Based Leadership and Spirituality in the Workplace

In contemporary corporate settings, the pursuit and economic success has often overshadowed the significance of value-based leadership and spirituality in the workplace. Drawing from research and literature, this paper highlights the potential benefits of incorporating value-based leadership principles and spiritual practices into leadership strategies, fostering a harmonious and productive work environment. Value-based leadership emphasizes the integration of moral principles and values in decision-making processes and interactions with employees. Scholars argue that value-driven leaders are more likely to prioritize the well-being of their workforce, encouraging employee engagement and commitment (Brown & Trevino, 2014). By demonstrating authenticity and ethical conduct, these leaders create a positive organizational culture, boosting employee morale and satisfaction. As a result, employees tend to be more motivated to contribute to the company’s success and collaborate in achieving organizational goals (Mayer et al., 2012). The interplay between value-based leadership and spirituality in the workplace is mutually reinforcing. Valued leaders often draw from spiritual practices to strengthen their ethical decision-making abilities (Fry & Slocum, 2015). On the other hand, a spiritual orientation inspires leaders to adopt more compassionate and empathetic leadership styles, leading to higher levels of employee trust and job satisfaction (Dierendonck et al., 2019). The concepts of value-based leadership (VBL) and spirituality in leadership have both attracted a lot of interest in the workplace. Both strategies aid in developing a meaningful and mission-driven workplace. The definitions, advantages, and ramifications for executives and organizations are all examined in this article. The positive effects of these strategies on employee engagement, well-being, and organizational performance are clear. Additionally, leadership that is based on values and that is spiritual has the power to improve organizations.

Kepemimpinan Berbasis Nilai Dan Etika, Bagi Anak Dan Remaja Di Panti Asuhan Pelangi III, Kota Sorong, Papua Barat Daya

Basically, every child already has the potential to become a leader. Therefore, leadership skills in children must be applied from an early age as a solid foundation to realize their dreams and goals in life. The spirit of leadership can basically train a sense of responsibility, discipline, and perseverance that are beneficial for the future of children. According to experts, the age of children is the right time to teach the importance of having a leadership attitude in themselves, because the age of children is the initial phase of the character formation process. So do not be surprised if we see in schools the subject matter and learning methods that are applied emphasize more on the formation of children's character. This study aims to cultivate children's values-based leadership and ethic. This type of service is descriptive qualitative. There are many ways that can be done by the younger generation in developing a leadership spirit, one of which is through compromise and tolerance with others. This is important today because of the development of globalization, the ways of thinking, behavior, attitudes, and lifestyles are also increasingly worrying. Therefore, children's values-based leadership and ethic can be used as references on how to develop leadership attitudes in the younger generation so that in the future they will become a generation of bright leaders.