Leadership Work Research Articles

Authentic Leadership and Innovative Work Behaviour: Exploring the Role of Trust, Power Distance Orientation, and Job Satisfaction

Authentic Leadership and Innovative Work Behaviour: Exploring the Role of Trust, Power Distance Orientation, and Job Satisfaction

The Effect of Leadership Empowerment, Psychological Capital, and Job Meaningfulness with Job Satisfaction as a Mediation Variable on the Performance of SOE Bank Employees in Makassar City

This study aims to analyze the influence of Leadership Empowerment, Psychological Capital and Work Meaningfulness on performance mediated by Job Satisfaction. The research was conducted at a state-owned bank in Makassar City and involved 290 samples, The sample of this study was taken using the Hair Technique whose distribution was carried out proportionally. The data was analyzed using a Structural Equation Model (SEM) with the SmartPLS4 analysis tool. The results of the study prove that Leadership Empowerment has an effect on Performance, Psychological Capital has an effect on Performance, Work Meaningfulness has an effect on Performance, Leadership Empowerment has an effect on Job Satisfaction, Psychological Capital has no effect on Job Satisfaction, Work Meaningfulness has an effect on Job Satisfaction, Job Satisfaction has an effect on Performance, Leadership Empowerment has an effect on Performance through Job Satisfaction, Psychological Capital has no effect on Performance through Job Satisfaction, and Work Meaningfulness has an effect on Performance through Job Satisfaction. Job Satisfaction is able to mediate Leadership Empowerment and Work Meaningfulness and its implications for Performance improvement, but Job Satisfaction cannot mediate Psychological Capital in Performance improvement.

Strengthening Leadership and Islamic Work Ethics Through Employee Characteristics in Improving The Function of Risk Management in Bank SUMUT Syariah

Strengthening Leadership and Islamic Work Ethics Through Employee Characteristics in Improving The Function of Risk Management in Bank SUMUT Syariah

Spiritual Leadership in the Upheaval of Settler Colonialism

In the current global landscape, characterized by religious fervour, social and political unrest, economic instability, and environmental challenges, spiritual leaders stand as pivotal agents of change. Their role is especially crucial in contexts marred by ingrained injustices and persistent conflicts, such as the Palestinian–Israeli settler colonial context—a reality I have been intimately involved with over three decades of reconciliation work. This paper contextualizes scholarship on spiritual leadership within the Palestinian–Israeli context by integrating it with settler colonial theory. By applying insights about spiritual leadership to this context, three key traits of spiritual leaders—(1) spiritual authority, (2) discernment, and (3) the ethical use of power—are identified as essential for envisioning an alternative future. By embodying these traits, spiritual leaders can effectively guide their communities through the multifaceted realities, advocating a transformative approach to leadership and interreligious work.

Analysis of Leadership Style, Work Environment, and Motivation of Employee Performance Mediated by Organizational Culture in the Assembly Work of the National Narcotics Agency North Sumatra Province

Resource management is one of the most important parts of management. Human factors influence employee and management performance. Managing human resources is more often known as performance management. In performance management, there are various kinds of literature that examine performance principles, leadership, work environment, work motivation, and organizational culture. For this reason, this research aims to analyze leadership style on employee performance, analyze the work environment on employee performance, analyze motivation on employee performance, and analyze the influence of leadership style, work environment, and motivation on employee performance in Organizational Culture Mediation at the Provincial BNN Working Unit. This type of research is quantitative descriptive, the research sample is 100 people, and the data is analyzed using the SEM (structural equation modeling) method. Overall, from the results and discussion of the research, it is concluded that there is a positive and significant influence between leadership style on employee performance, as well as the work environment on employee performance which has a positive and significant influence, then motivation variable has a positive and significant influence on employee performance in the BNN Working Unit. North Sumatra Province. However, this is not the case with organizational culture which does not mediate at all on the variables of leadership style, work environment, and motivation on employee performance in the Provincial BNN Working Unit.

Entrepreneurial Leadership and Green Innovative Work Behavior: The Role of Green Soft and Hard Talent Management with a Dual Theoretical Lens

The implementation of green initiatives by hospitality employees can significantly enhance the environmental sustainability of hospitality firms. However, there is a lack of research exploring the mechanisms influencing hospitality employees’ green innovative work behavior (GIWB). Through the mediation paths of green soft talent management (GSTM) and green hard talent management (GHTM), this study seeks to investigate how entrepreneurial leadership promotes GIWB. The data from 366 employees and managers in Pakistan’s hospitality industry were collected through a survey method using partial least squares structural equation modeling (PLS-SEM). The findings reveal that the effects of entrepreneurial leadership on GIWB, the direct effects of GSTM and GHTM, and the interaction effects between entrepreneurial leadership and GIWB are substantial. Based on the upper echelons theory and the resource-based view concept, this study extends research on the leadership–GIWB macro nexus and increases our understanding of the mechanisms behind employee GIWB, particularly in the hospitality setting.

Agile Leadership and Innovative Work Behavior: The Mediating Role of Organizational Climate

In today's dynamic business environment, innovation is crucial for companies to meet constantly changing industry demands. This study examines the relationships between agile leadership, organizational climate, and innovative work behavior, with a particular focus on the mediating role of organizational climate. Conducted on 115 employees at a consulting firm in Indonesia, the research aims to validate hypotheses suggesting positive correlations among these variables and the mediating effect of organizational climate on the relationship between agile leadership and innovative work behavior. A correlational quantitative design, utilizing regression and structural equation modeling (SEM), was employed for data analysis. The findings indicate that agile leadership positively correlates with both organizational climate and innovative work behavior. Furthermore, organizational climate also shows a positive correlation with innovative work behavior. Significantly, the study demonstrates that organizational climate fully mediates the relationship between agile leadership and innovative work behavior, implying that the impact of agile leadership on innovative work behavior depends on the organizational climate. These results highlight the critical role of agile leadership and a supportive organizational climate in fostering innovative work behavior. Practically, organizations should focus on training leaders to develop agile skills and implementing policies that promote a positive organizational climate to enhance employee innovation. Future research should consider longitudinal designs and diverse organizational contexts to further validate these findings.Dalam lingkungan bisnis yang dinamis saat ini, inovasi sangat penting bagi perusahaan untuk memenuhi tuntutan industri yang terus berubah. Penelitian ini mengkaji hubungan antara kepemimpinan agile, iklim organisasi, dan perilaku kerja inovatif, dengan fokus khusus pada peran mediasi iklim organisasi. Penelitian ini dilakukan pada 115 karyawan di sebuah perusahaan konsultasi di Indonesia, dengan tujuan untuk memvalidasi hipotesis penelitian yakni adanya korelasi positif antara variabel-variabel penelitian dan adanya efek mediasi iklim organisasi pada hubungan antara kepemimpinan yang lincah dan perilaku kerja inovatif. Desain kuantitatif korelasional, menggunakan regresi dan pemodelan persamaan struktural (SEM) digunakan untuk analisis data. Temuan penelitian menunjukkan bahwa kepemimpinan agile berkorelasi positif dengan iklim organisasi dan perilaku kerja inovatif. Selanjutnya, iklim organisasi juga menunjukkan korelasi positif dengan perilaku kerja inovatif. Secara signifikan, penelitian ini menunjukkan bahwa iklim organisasi sepenuhnya memediasi hubungan antara kepemimpinan agile dan perilaku kerja inovatif, yang menyiratkan bahwa dampak kepemimpinan agile pada perilaku kerja inovatif sangat bergantung pada iklim organisasi. Hasil ini menyoroti peran penting kepemimpinan agile dan iklim organisasi yang mendukung dalam mendorong perilaku kerja inovatif. Secara praktis, organisasi harus fokus pada pelatihan pemimpin untuk mengembangkan keterampilan agile dan menerapkan kebijakan yang mempromosikan iklim organisasi yang positif untuk meningkatkan inovasi karyawan. Saran untuk penelitian berikutnya sebaiknya mempertimbangkan desain longitudinal dan konteks organisasi yang beragam untuk lebih memvalidasi temuan dalam penelitian ini.

The Impact of Employee Creativity and Transformational Leadership on Innovation Work Behavior in the Banking Sector

This study examines the role of transformational leadership in promoting an innovative work environment and work behavior in the rural bank Industry. The research was conducted at Bank UMKM, a company that holds a significant market share in the region's rural bank industry. A survey was conducted with 671 employees across the company's branches. The findings reveal that all hypotheses, except Hypothesis 1, were accepted. Transformational leadership positively affects employee creativity, indirectly influencing innovation work behavior. Additionally, the relationship between transformational leadership and innovative work behavior is strengthened by the presence of trust in supervisors. Although transformational leadership did not have a direct impact on innovative work behavior, the research highlights the significance of cultivating an inventive work environment and the influence of trust in supervisors in encouraging innovation within the rural bank business.

Inclusive leadership and innovative work behavior: exploring the impact of employee voice as a mediating factor

The main purpose of this field study is to examine the mediating role of employee voice in the effect of inclusive leadership perceptions on innovative work behaviors of employees working at different hierarchical levels in the manufacturing sectors. 415 employees in total were voluntarily included in the survey study. The findings obtained in this direction revealed that employees' perceptions of inclusive leadership positively affect their innovative work behavior attitudes and that employee voice has a mediating role in the relationship between these two variables. In this context, the sectoral results of the research are discussed, the limitations of the study are stated and certain suggestions are made for the employees working in managerial positions.

Influence of leadership style, work environment and competency on employee performance: job satisfaction as an intervening variable at the Labour and Transmigration Office in the Province of Riau Islands

influence of leadership style, work environment and competency on employee performance: job satisfaction as an intervening variable at the Labour and Transmigration Office in the Province of Riau Islands

Does Management Efficiency have any Influence on Job Satisfaction?

Recently, there has been a growing global need for washing services worldwide. This surge has significantly influenced the growth of washing enterprises in all nations, including Indonesia. Nevertheless, this nation's expansion of the laundry sector has led to fierce rivalry. Many laundry businesses have failed to compete because they could not effectively implement efficient human resource management. This study aims to analyze the impact of efficiency management on employee satisfaction by identifying remedies to maintain the sustainability of the laundry sector. This study primarily examines the management of human resource efficiency, emphasizing four dimensions: leadership style, work environment, rewards, and work motivation. This study examines the role of employee performance accomplishment as a mediator. This study uses structural equation modeling (SEM) approaches to quantitatively test data from 135 respondents. The results of this study suggest that the leadership style, work environment, and rewards that align with employee preferences have a substantial impact on employee job satisfaction. It means that efficient human resource management that emphasizes these three dimensions is critical to the success of laundry businesses facing intense competition. Theoretically, this study has successfully addressed the gap in previous studies. Practically, this study can provide valuable information to practitioners in enhancing the competitive edge of their laundry business.

PENGARUH GAYA KEPEMIMPINAN DAN MOTIVASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) RUMAH SAKIT PERTAMINA CIREBON

This research aims to determine the influence of autocratic leadership style and work motivation on Organizational Citizenship Behavior (OCB) at Pertamina Hospital Cirebon Distribution.Respondents in this study were employees of Pertamina Hospital Cirebon Distribution using multiple linear regression methods and SPSS analysis tools.The results of this research show that autocratic leadership style influences Organizational Citizenship Behavior (OCB) and work motivation also influences Organizational Citizenship Behavior (OCB).

Pengaruh Gaya Kepemimpinan, Budaya Kerja dan Motivasi terhadap Produktivitas Kerja Karyawan Hotel Swiss-Bel Balikpapan

The research aims to determine the influence of leadership style, work culture and motivation on work productivity especially employees in the Housekeeping Department of the Swiss-Bel Hotel of Balikpapan. This research uses a quantitative approach by distributing questionnaires to 35 employees who were determined using the saturated sampling method. The data analysis method uses SPSS 26.0 tools by carrying out validity, reliability, multiple linear regression analysis and simultaneous and partial hypothesis testing. The results prove simultaneously and partially that leadership style, work culture and motivation have a positive and significant effect on employee work productivity in the Housekeeping Department of the Swiss-Bel Hotel of Balikpapan

Pengaruh Kepemimpinan Intruksional Kepala Madrasah dan Komitmen Kerja Terhadap Kinerja Guru Madrasah Tsanawiyah Kabupaten Agam

Instructional leadership and work commitment are things that school principals must have. Teachers have an important role in education. Teacher performance also needs to be improved. Principals play an important role in shaping schools, especially in encouraging higher levels of institutional independence. The purpose of writing this article is to analyze the influence of the madrasa head's instructional leadership and work commitment on the performance of Madrasah Tsanawiyah teachers in Agam Regency. The research used by the author is Systematic Literature Review (SLR) with the PRISMA (Preferred Reporting Items for Systematic Review and Meta Analysis) method. The data used in this research is secondary data originating from national scientific articles in the period 2020 to 2024. The database used is Google Scholar. The keywords used are work commitment, leadership, teacher performance. The results of this research are: The results of this research show 15 articles that show a positive relationship between instructional leadership and work commitment to performance. The conclusion is that instructional leadership and work commitment influence performance, where the better the application of leadership and commitment to the organization, the more performance will improve. This relationship indicates that factors such as good leadership and high work commitment play a crucial role in maximizing individual and team performance in the organization.

Assessing the impact of motivational factors on the job performance of lecturers at Vietnam National University, Hanoi

Enhancing the work motivation and job performance of lecturers plays a critical role in elevating teaching quality and enhancing the reputation of universities. This study aims to evaluate work motivation's influence on lecturers' job performance at Vietnam National University, Hanoi (VNU-Hanoi). This study considers five motivational factors, including salary and benefits, leadership competence, training and promotion opportunities, working conditions, and recognition and rewards. Lecturers' job performance is assessed based on teaching outcomes, research outcomes, and contributions to the community. The research surveyed 408 lecturers at VNU-Hanoi using a questionnaire. The structural equation modeling analysis results reveal three motivational factors that impact teaching performance: leadership competence, working conditions, and recognition and rewards. Furthermore, five motivational factors influence research outcomes: salary and benefits, leadership competence, training and advancement opportunities, working conditions, and recognition and rewards. Moreover, two motivational factors affect community activities: leadership competence and working conditions. Additionally, the analysis indicates that research outcomes not only affect teaching performance but also contribute to the community activities of lecturers. Based on these findings, the study proposes several solutions to enhance work motivation and improve the job performance of lecturers at VNU-Hanoi, including: VNU-Hanoi and its constituent units should continue to mobilize and efficiently utilize resources to improve the quantity and quality of lecturers' research outcomes; increase resources to enhance lecturers' income, welfare benefits, and rewards; boost investment and effectively utilize funds in infrastructure and teaching materials to support teaching and research activities; and strengthen the training of lecturers and educational management personnel.

Mediating Effect of Administrative Support on Transformational Leadership Style and Work Satisfaction Among Public Elementary School Teachers

Mediating Effect of Administrative Support on Transformational Leadership Style and Work Satisfaction Among Public Elementary School Teachers

Participation in Multidisciplinary Teams Among Healthcare Professionals: A Discrete Choice Experiment in Tertiary Public Hospitals in China.

Healthcare professionals' participation is crucial for the efficient implementation of multidisciplinary team (MDT) collaboration models. We identified the key factors influencing healthcare professionals' preference to participate in MDTs in tertiary hospitals. To clarify the attributes and levels of the discrete choice experiment (DCE), we conducted a targeted literature review and conducted in-depth interviews with MDT service providers. Following this, a DCE was designed to evaluate healthcare professionals' preferences for MDT participation, and the influence of factors such as salary subsidies, leadership attention, patient participation, quality assessment, working intensity, and case complexity. A conditional logit model estimated the utility of each attribute. Willingness-to-pay estimates were derived by taking the negative ratio of the coefficients of non-economic and economic attributes. A series of policy simulation analyses were conducted. Two hundred healthcare professionals completed the questionnaire, with 180 valid responses used for analysis. All attributes were statistically significant. Leadership attention and working intensity were the primary factors influencing staff willingness to participate in MDTs, followed by quality assessment and salary subsidies. Significant preference differences were observed between respondents; compared with mid-level staff, senior-level healthcare professionals believed patient engagement would be more helpful in boosting participation. The policy simulation showed that changing leadership attention from "neglect" to "emphasis" would increase the probability of staff choosing to participate in MDTs from 24.4% to 66.98%. Leadership attention was the primary concern for healthcare professionals in MDTs. To effectively motivate staff participation in MDTs, policymakers should adopt a holistic approach that considers work motivation and individual backgrounds, including competitive salary packages and a positive work environment. They should concurrently introduce MDT case complexity measurement tools to optimize resource allocation. Addressing staff members' unique needs and career aspirations by creating targeted training programs, pathways for advancement, and personalized career development plans are also crucial.

Pengaruh Gaya Kepemimpinan, Lingkungan Kerja dan Motivasi Kerja terhadap Kinerja Karyawan (Studi pada PT. Indosat Persero Tbk Semarang : Gerai Indosat Ooredo Hutchison Semarang)

This study aims to analyze the influence of leadership style, work environment, and work motivation on employee performance at PT. Indosat Persero Tbk Semarang (Indosat Ooredo Hutchison Pandanaran Outlet). As one of the important factors in human resources, employee performance plays a crucial role in achieving company goals. Primary data were obtained through questionnaires distributed to 110 employees selected using purposive sampling techniques. The analysis methods include validity testing with factor analysis, reliability testing using Cronbach Alpha, and hypothesis testing with multiple regression analysis. The results of the study indicate that leadership style, work environment, and work motivation have a positive and significant influence on employee performance. Keywords: Leadership Style, Employee Performance, Work Environment, Work Motivation

The Key Factors Determine to the Lecturers’ Work Motivation

The study’s objective is to identify, measure, and evaluate the factors influencing on the lecturers’ work motivation in Dong Nai and Binh Duong provinces. The survey yielded 175 valid responses out of 196 questionnaires. After assessing the reliability of the measurement scales through Cronbach's Alpha test, the study conducted the following analyses: Exploratory Factor Analysis (EFA), KMO analysis for dependent variables, correlation analysis, linear regression analysis, ANOVA analysis, Scatterplot test and standard deviation error test. Based on the research’s findings, five factors influencing on the lecturers’ work motivation were identified, including: Income and benefits, training and development, leadership style, work environment, and job characteristics. Consequently, the study suggests managerial implications to assist universities in formulating recruitment strategies, maintaining and developing a suitable faculty team.

How ‘Ethical Leadership and Work Climate’ Drive Job Satisfaction: Insights from Banjarmasin’s Health Department

This research aims to analyze the influence of ethical leadership (X1) and ethical work climate (X2) on job satisfaction (Y) in employees of the Banjarmasin City Health Service, South Kalimantan Province, Indonesia. This quantitative research used a structural equation modeling (SEM) approach using SmartPLS. The population in this study was all employees of the Banjarmasin City Health Service, totaling 92 people. The total sampling technique of non-probability sampling was used. Findings showed that ethical leadership positively affects job satisfaction among Banjarmasin City Health Service employees. Furthermore, it showed that ethical work climate positively affects job satisfaction among Banjarmasin City Health Service employees.