SERVANT LEADERSHIP AND ORGANIZATIONAL TRUST: THE MEDIATING EFFECT OF THE LEADER TRUST AND ORGANIZATIONAL COMMUNICATION

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Morad Rezaei

2012-01-01

Full Text Available The purpose of this paper aims to clarify the relationship between servant leadership and organizational trust, and tries to demonstrate the mediator role of leader trust and organizational communication in this relationship. The study sample included 258 employees of Guilan province Tax Administration and for sampling we used cluster method. Previous studies have also focused on the positive impact of servant leadership in organizational trust and in this article the results show that there is a significant relationship between servant leadership, organizational trust, leader trust and organizational communication.

Analysis of the effect of leadership and organizational culture on the organizational effectiveness of radiological technologist's working environments

International Nuclear Information System (INIS)

Kim, J.H.; Kim, C.S.; Kim, J.M.

2011-01-01

Purpose: The purpose of this study was to present ideas to upgrade job performance and improve organizational management by analyzing leadership aspects and organizational cultures of radiological technologist organizations. Method: A questionnaire was used to collect data from 261 radiological technologists working in the city of Busan. Then, SPSS/PC + Win 13 was used to statistically analyze the collected data. One-way ANOVA was adopted to test differences among groups, and multiple regression analyses were conducted to examine the effect of organizational culture and leadership upon organizational effectiveness. Results: First, it was found that radiological technologists stressed consensus most among the 4 types of organizational culture and regarded core transformational leadership as the right type of leadership. Second, regarding the relationship between leadership and organizational effectiveness, transformational leadership had the highest influence upon organizational effectiveness. Third, as for the relationship between organizational culture and organizational effectiveness, it was found that a developmental culture has the highest influence upon organizational effectiveness, followed by a culture of consensus. Conclusion: If transformational leadership and consensual culture are used properly for upgrading job performance in the organization, conflicts among radiological technologists might be reduced, thereby enhancing organizational effectiveness.

Followers in the organizational leadership process: From attribution to shared leadership

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Vesna Stojanovic Aleksic

2016-08-01

Full Text Available Despite the fact that most of the theories and models of leadership are solely focused on the leader as the central figure of the leadership process, there is a need to draw attention to the importance of the followers’ role in the organizational leadership process, which is the main subject of this paper. Newer approaches to leadership provide a framework for the study of a reciprocal influence in the leadership process, in which the behavior of the leader appears as both an independent and a dependent variable at the same time. The aim is to draw attention to the necessity of adjusting leadership styles to the characteristics of the followers and encourage the followers’ active role in leadership, as the basic precondition for the effectiveness of the entire leadership process. The paper reviews the evolution of the role of the followers in organizational leadership through various approaches and models of leadership, from the attribution of potential leadership qualities through the process of attribution, through the followers’ influence in the selection of the dominant leadership style, to the equal participation in the leadership process, reflected in the concepts of servant leadership and shared leadership.

ORGANIZATIONAL CULTURE AND LEADERSHIP STYLE: KEY FACTORS IN THE ORGANIZATIONAL ADAPTATION PROCESS

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Ivona Vrdoljak Raguž

2017-01-01

Full Text Available This paper intends to theorize about how the specific leadership style affects the organizational adaptation in terms of its external environment through fostering the desired organizational culture. Adaptation success, the dimensions of organizational culture and the executive leadership role in fostering the desired corporate culture conducive to the organizational adaptation process are discussed in this paper. The objective of this paper is to highlight the top executive managers’ crucial role and their leadership style in creating such an internal climate within an organization that, in turn, encourages and strengthens the implementation of changes and adaptation to its environment. The limitations of this paper lie in the consideration that this subject matter is discussed only at a theoretical level and that its validity should be proved through practical application.

Leadership, Trust and Organizational Performance in the Public Sector

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Hugo ASENCIO

2016-12-01

Full Text Available This study uses survey data on U.S. federal employees to investigate whether employee trust in leaders mediates the relationship between transactional and transformational leadership behaviors and organizational performance. The fi ndings suggest that both transactional and transformational leadership behaviors and employee trust in leaders are positively associated with organizational performance. Employee trust in leaders was found to mediate the relationship between transformational and transactional leadership and organizational performance. The study suggests that public leaders need to continue to develop their leadership skills, particularly their transformational leadership ones, as well as build trust to improve performance within their organizations.

Organizational Learning through Transformational Leadership

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Imran, Muhammad Kashif; Ilyas, Muhammad; Aslam, Usman; Ubaid-Ur-Rahman

2016-01-01

Purpose: The transformation of firms from resource-based-view to knowledge-based-view has extended the importance of organizational learning. Thus, this study aims to develop an organizational learning model through transformational leadership with indirect effect of knowledge management process capability and interactive role of…

The impact of leadership styles on organizational culture in Mapsa company

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Dariush Gholamzadeh

2014-09-01

Full Text Available This paper examines the effect of leadership styles on organizational culture by testing a hypothesized model. A quantitative survey using questionnaire was conducted among 93 employees from diverse work units of Mapsa Company in October 2012. They filled out multifactor leadership questionnaire and the Denison organizational culture survey. Results of structural equation modeling (SEM showed that Transformational and Transactional leadership styles could positively influence on organizational culture. Laissez-fair leadership has a negative effect on organizational culture. In conclusion, transformational leadership style was recommended to balance all four traits of Denison’s organizational culture.

Organizational Conspiracy Beliefs: Implications for Leadership Styles and Employee Outcomes.

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van Prooijen, Jan-Willem; de Vries, Reinout E

2016-01-01

Belief in conspiracy theories about societal events is widespread among citizens. The extent to which conspiracy beliefs about managers and supervisors matter in the micro-level setting of organizations has not yet been examined, however. We investigated if leadership styles predict conspiracy beliefs among employees in the context of organizations. Furthermore, we examined if such organizational conspiracy beliefs have implications for organizational commitment and turnover intentions. We conducted a survey among a random sample of the US working population ( N  = 193). Despotic, laissez-faire, and participative leadership styles predicted organizational conspiracy beliefs, and the relations of despotic and laissez-faire leadership with conspiracy beliefs were mediated by feelings of job insecurity. Furthermore, organizational conspiracy beliefs predicted, via decreased organizational commitment, increased turnover intentions. Organizational conspiracy beliefs matter for how employees perceive their leaders, how they feel about their organization, and whether or not they plan to quit their jobs. A practical implication, therefore, is that it would be a mistake for managers to dismiss organizational conspiracy beliefs as innocent rumors that are harmless to the organization. Three novel conclusions emerge from this study. First, organizational conspiracy beliefs occur frequently among employees. Second, participative leadership predicts decreased organizational conspiracy beliefs; despotic and laissez-faire leadership predict increased organizational conspiracy beliefs due to the contribution of these destructive leadership styles to an insecure work environment. Third, organizational conspiracy beliefs harm organizations by influencing employee commitment and, indirectly, turnover intentions.

An analysis of relationships among transformational leadership, job satisfaction, organizational commitment and organizational trust in two Turkish hospitals.

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Top, Mehmet; Tarcan, Menderes; Tekingündüz, Sabahattin; Hikmet, Neşet

2013-01-01

The purpose of this study was to investigate the relationships among employee organizational commitment, organizational trust, job satisfaction and employees' perceptions of their immediate supervisors' transformational leadership behaviors in Turkey. First, this study examined the relationships among organizational commitment, organizational trust, job satisfaction and transformational leadership in two Turkish public hospitals. Second, this investigation examined how job satisfaction, organizational trust and transformational leadership affect organizational commitment. Moreover, it was aimed to investigate how organizational commitment, job satisfaction and transformational leadership affect organizational trust. A quantitative, cross-sectional method, self-administered questionnaire was used for this study. Eight hundred four employees from two public hospitals in Turkey were recruited for collecting data. The overall response rate was 38.14%. The measurement instruments of survey were the Job Satisfaction Survey (developed by P. Spector), the Organizational Commitment Questionnaire (developed by J. Meyer and N. Allen), the Organizational Trust Inventory-short form (developed by L. Cummings and P. Bromiley) and the Transformational Leadership Inventory (TLI) (developed by P. M. Podsakoff). Five-point Likert scales were used in these measurement instruments. Correlation test (the Pearson's rank test) was used to examine relationships between variables. Also, multiple regression analysis was used to determine the regressors for organizational commitment and organizational trust. There were significant relationships among overall job satisfaction, overall transformational leadership and organizational trust. Regression analyses showed that organizational trust and two job satisfaction dimensions (contingent rewards and communication) were significant predictors for organizational commitment. It was found that one transformational leadership dimension (articulating

Leadership and Organizational Culture

Institute of Scientific and Technical Information of China (English)

宋丽娜

2015-01-01

This essay attempts to explore the relationship between leaders, organizational culture, and national culture. Leaders cre⁃ate“climate of the organization”with six mechanisms. Furthermore, leaders style of management is considerably influenced by their national culture based on Hofstede’s organizational culture theory. Varieties of examples and cases are analyzed to illustrate that leadership beliefs and practices have direct relationship with organizational culture and shape their individualistic communica⁃tion styles and goals that influence to a significant degree in establishing shared values, beliefs and practices among employees within an organization.

PENGARUH SERVANT LEADERSHIP TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOUR DENGAN MEDIASI TRUST IN LEADERSHIP PADA KARYAWAN THE LODEK VILLAS

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I Dewa Gede Dadhi Rakasiwi

2017-12-01

Full Text Available Perilaku karyawan yang melebihi peran yang diwajibkan dikategorikan dalam perilaku organizational citizenship behavior. Tujuan dari penelitian ini untuk menguji pengaruh servant leadership terhadap organizational citizenship behavior dengan mediasi trust in leadership pada karyawan The Lodek Villas Seminyak dengan menggunakan metode sensus (total sampling dalam menentukan sampel sebanyak 65 responden, melalui teknik analisis jalur (Path analisis. Hasil analisis menunjukkan bahwa servant leadership memiliki pengaruh positif dan signifikan terhadap organizational citizenship behavior pada karyawan The Lodek Villa. Servant leadership memiliki pengaruh positif dan signifikan terhadap trust in leadership yang diterapkan pimpinan The Lodek Villa. Trust in leadership memiliki pengaruh positif dan signifikan terhadap organizational citizenship behavior pada karyawan The Lodek Villa. Trust in leadership mampu memediasi hubungan positif servant leadership terhadap organizational citizenship behavior pada karyawan The Lodek Villa. Pimpinan perusahaan disarankan mempertimbangkan kepentingan bersama dalam mengambil keputusan sehingga karyawan merasa dihargai. Sebagai seorang pemimpin harus menjaga kebersamaan dengan mengajak karyawan berdiskusi untuk memberikan masukan dan saran yang berguna untuk kepentingan perusahaan.

Making housing first happen: organizational leadership in VA's expansion of permanent supportive housing.

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Kertesz, Stefan G; Austin, Erika Laine; Holmes, Sally K; Pollio, David E; Schumacher, Joseph E; White, Bert; Lukas, Carol VanDeusen

2014-12-01

While most organizational literature has focused on initiatives that transpire inside the hospital walls, the redesign of American health care increasingly asks that health care institutions address matters outside their walls, targeting the health of populations. The US Department of Veterans Affairs (VA)'s national effort to end Veteran homelessness represents an externally focused organizational endeavor. Our aim was to evaluate the role of organizational practices in the implementation of Housing First (HF), an evidence-based homeless intervention for chronically homeless individuals. This was an interview-based comparative case study conducted across eight VA Medical Centers (VAMCs). Front line staff, mid-level managers, and senior leaders at VA Medical Centers were interviewed between February and December 2012. Using a structured narrative and numeric scoring, we assessed the correlation between successful HF implementation and organizational practices devised according to the organizational transformation model (OTM). Scoring results suggested a strong association between HF implementation and OTM practice. Strong impetus to house Veterans came from national leadership, reinforced by Medical Center directors closely tracking results. More effective Medical Center leaders differentiated themselves by joining front-line staff in the work (at public events and in process improvement exercises), by elevating homeless-knowledgeable persons into senior leadership, and by exerting themselves to resolve logistic challenges. Vertical alignment and horizontal integration advanced at sites that fostered work groups cutting across service lines and hierarchical levels. By contrast, weak alignment from top to bottom typically also hindered cooperation across departments. Staff commitment to ending homelessness was high, though sustainability planning was limited in this baseline year of observation. Key organizational practices correlated with more successful

A Comparison of Leadership Styles and Organizational Cultures.

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Ortiz, Flora Ida

Three separate studies of three different school superintendents are reported on in terms of the effect of leadership styles on organizational cultures. The analysis used nine descriptors derived from Schein's comprehensive description of leadership in the conduct of organizational culture creation. The report is based on historical and…

Transformational leadership and organizational citizenship behavior: Modeling emotional intelligence as mediator

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Majeed Nauman

2017-12-01

Full Text Available Leadership and organizational citizenship behavior (OCB stayed at pinnacle in the arena of organizational behavior research since decades and has attained significant consideration of scholars pursuing to define multifaceted dynamics of leadership and their influence on follower’s behavior at work. The voluntary behavior of Organizational citizenship improves organizational effectiveness, and it goes beyond formal job duties. This study attempts to explore the association amongst transformational leadership and organizational citizenship behavior of teachers in public sector higher education institutions in Pakistan. Study of organizational citizenship behavior in educational organizations and academicians is of high value that definitely requires attention. This study examines the direct and indirect influence of transformational leadership through exploring the mediating role of emotional intelligence. The model was tested by employing structural equation modelling technique on survey responses collected from academicians. Results from 220 responses indicated that relationship between transformational leadership and Organizational Citizenship Behavior is statistically significant where Emotional Intelligence plays an important role as a mediator. The results support and add to the positive effects of transformational leadership style interconnected with extra role behavior at work making it more meaningful. The findings make a significant contribution to leadership and organizational behavior literature in higher education sector and propose that organizations should implement practices that help in enhancing the level of organizational citizenship behavior in organizations.

Do Leadership Styles Influence Organizational Health? A Study in Educational Organizations

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Toprak, Mustafa; Inandi, Bulent; Colak, Ahmet Levent

2015-01-01

This research aims to investigate the effect of leadership styles of school principals on organizational health. Causal-comparative research model was used to analyze the relationships between leadership types and organizational health. For data collection, a Likert type Multifactor Leadership scale questionnaire and Organizational Health scale…

Analysis of the effect of leadership and organizational culture on the organizational effectiveness of radiological technologist's working environments

Energy Technology Data Exchange (ETDEWEB)

Kim, J.H.; Kim, C.S. [Department of Radiological Science, College of Health sciences, Catholic University of Pusan, Bugok 3-Dong, Geumjeong-gu, Busan 607-757 (Korea, Republic of); Kim, J.M., E-mail: donald@cup.ac.kr [Department of Computer Education, Graduate School, Korea University, Anam-dong Seongbuk - gu, Seoul 136-701 (Korea, Republic of)

2011-08-15

Purpose: The purpose of this study was to present ideas to upgrade job performance and improve organizational management by analyzing leadership aspects and organizational cultures of radiological technologist organizations. Method: A questionnaire was used to collect data from 261 radiological technologists working in the city of Busan. Then, SPSS/PC + Win 13 was used to statistically analyze the collected data. One-way ANOVA was adopted to test differences among groups, and multiple regression analyses were conducted to examine the effect of organizational culture and leadership upon organizational effectiveness. Results: First, it was found that radiological technologists stressed consensus most among the 4 types of organizational culture and regarded core transformational leadership as the right type of leadership. Second, regarding the relationship between leadership and organizational effectiveness, transformational leadership had the highest influence upon organizational effectiveness. Third, as for the relationship between organizational culture and organizational effectiveness, it was found that a developmental culture has the highest influence upon organizational effectiveness, followed by a culture of consensus. Conclusion: If transformational leadership and consensual culture are used properly for upgrading job performance in the organization, conflicts among radiological technologists might be reduced, thereby enhancing organizational effectiveness.

Worklife Improvement and Leadership Development study: a learning experience in leadership development and "planned" organizational change.

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Cummings, Greta G; Spiers, Judith A; Sharlow, Janice; Germann, Paula; Yurtseven, Ozden; Bhatti, Aslam

2013-01-01

In response to increasing recognition of the importance of quality health care work environments, the Alberta Cancer Board initiated a province-wide leadership development program to plan for organizational change through a series of stages. In 2004, the Leadership Development Initiative (LDI) was implemented to facilitate organizational learning using a cohort-based leadership intervention based on a communities of practice framework. The aim of the Worklife Improvement and Leadership Development study was to examine both the outcomes and experiences of participants of the LDI program to better understand leadership development, implementation, and its impact on worklife quality among 5 cohorts of health care managers and staff at the Alberta Cancer Board. This study used both structured survey and interview methods, using a pretest-intervention-posttest quasi-experiment without a control group design, to assess the effects of LDI on worklife of leaders and staff. Surveys included the Leadership Practices Inventory and Areas of Worklife Scale, which looked at meaningfulness of work and organizational engagement. Interviews and focus group data provided a more detailed description of the experience of leadership development and perceptions of organizational worklife. The study revealed layers of information about the complexity of individual and collective leadership in a cohort-based design, perceptions of leadership initiatives, organizational worklife, and planned organizational change. Our findings suggest that early changes in how leaders reflected on their own skills and practices (Leading Self) were positive; however, growing disengagement as the LDI continued was evident in the focus group data, particularly when change in behavior of others was not perceived to be evident. To support the effectiveness and success of a leadership initiative, managers and administrators need to implement strategies designed to help leaders grow and cope with ongoing flux of

Organizational and market factors associated with leadership development programs in hospitals: a national study.

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Kim, Tae Hyun; Thompson, Jon M

2012-01-01

Effective leadership in hospitals is widely recognized as the key to organizational performance. Clinical, financial, and operational performance is increasingly being linked to the leadership practices of hospital managers. Moreover, effective leadership has been described as a means to achieve competitive advantage. Recent environmental forces, including reimbursement changes and increased competition, have prompted many hospitals to focus on building leadership competencies to successfully address these challenges. Using the resource dependence theory as our conceptual framework, we present results from a national study of hospitals examining the association of organizational and market factors with the provision of leadership development program activities, including the presence of a leadership development program, a diversity plan, a program for succession planning, and career development resources. The data are taken from the American Hospital Association's (AHA) 2008 Survey of Hospitals, the Area Resource File, and the Centers for Medicare & Medicaid Services. The results of multilevel logistic regressions of each leadership development program activity on organizational and market factors indicate that hospital size, system and network affiliation, and accreditation are significantly and positively associated with all leadership development program activities. The market factors significantly associated with all leadership development activities include a positive odds ratio for metropolitan statistical area location and a negative odds ratio for the percentage of the hospital's service area population that is female and minority. For-profit hospitals are less likely to provide leadership development program activities. Additional findings are presented, and the implications for hospital management are discussed.

Faculty's Academic Intellectual Leadership: Predictive Relations with Several Organizational Characteristics of Universities

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Barış USLU

2015-09-01

Full Text Available The purpose of this research is to examine the predictive relations between faculty's academic intellectual leadership, and communication, climate and managerial flexibility regarding scholarly practices in universities. For this purpose, the research was designed in correlational research pattern, and, to collect data, an online questionnaire composed of Organizational Communication, Organizational Climate, Managerial Flexibility Regarding Scholarly Practices and Academic Intellectual Leadership scales was sent via e-mail to faculty who work in different disciplines in Turkish public universities. The questionnaires responded to by 504 faculties were included in the data analysis, and then descriptive, correlation and regression analyses were performed. According to the findings, Managerial Flexibility Regarding Service Practices is a significant predictor for all dimensions of academic intellectual leadership; Managerial Flexibility Regarding Teaching Practices for only the Guardian dimension; Supported Structurally, a dimension of the organizational climate, for Ambassador and Acquistor dimensions. This result shows that faculty's perceptions about climate in universities and the managerial support for scholarly duties strongly affect their academic intellectual leadership. Therefore, to enhance faculty's academic intellectual leadership behaviors, university managers can initiate different mechanisms such as learning-teaching centers, media advisory units and sporting-social event bureaus besides research-based facilities. University managers should also generate a more positive work environment by encouraging academics to follow their scholarly interests and recognizing academics' various achievements with material and moral rewards within the institution.

Leadership and organizational ethics: the three dimensional African perspectives.

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Mathooko, Jude Mutuku

2013-01-01

This paper addresses the past, present and future aspects of African leadership and organizational ethics that have, are and will be key for any organization to sustain its systems and structures. Organizational ethics revolves around written and/or unwritten guidelines, ethical values, principles, rules and standards, that are drawn from the harmonious coexistence with the biosphere and it is how these elements are applied that dictates the style of leadership and the ethical thinking of the leaders. Africa has a wide range of complexities which are compounded by, inter alia, tribal divisiveness, selfish leadership, wealth inequality, and massive unemployment. Africans tend to draw their leadership and ethical practices and reflections from the events in the environment with which they have interacted for many years. However, in order to fully address and understand the African perspective in leadership and organizational ethics, a broad comprehension of the African diverse and complex landscape is needed through unravelling of the three dimensional existence of the people. African ethics, developed over time, unifies organizations and leadership since it is part of life and is practised, sub-consciously or unconsciously, by the people as they transform from one practice to the other, and during intergenerational transitions. Globalization, liberalization, technological changes and advancement, and market changes are rapidly transforming the environment in which organizations operate. In such a situation, an effective and true leader cannot be rigid but should be flexible, with the ability to use different leadership styles whenever the situation calls for it. Only those leaders with a three-dimensional perspective live inspiring lives, live with a cause and adopt organizational ethics and leadership styles that will stand the test of time. Despite Africa being the cradle of humankind, leadership and organizational ethics is still in its infancy and wanting, even

Authentic leadership, organizational culture, and healthy work environments.

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Shirey, Maria R

2009-01-01

The purpose of this article is to showcase the relationship among authentic leadership, organizational culture, and healthy work environments using a stress and coping lens. A qualitative descriptive study was conducted to determine what situations contribute to nurse manager stress, what coping strategies they utilize, what health outcomes they report, and what decision-making processes they follow to address stressful situations in their roles. A purposive sample of 21 nurse managers employed at 3 US acute care hospitals completed a demographic questionnaire and 14-question interview incorporating components of the Critical Decision Method. A secondary analysis of the data was conducted to identify differences in nurse manager narratives based upon differences in the organizational cultures where the managers worked. Of the 21 nurse managers studied, differences were evident in the organizational cultures reported. Nurse managers working in the positive organizational cultures (n = 12) generally worked in healthy work environments and engaged in more authentic leadership behaviors. Conversely, nurse managers working in the negative organizational cultures (n = 9) worked in unhealthy work environments and reported less optimism and more challenges engaging in authentic leadership practices. Organizational culture and leadership matter in creating and sustaining healthy work environments. Nurse managers play a pivotal role in creating these environments, yet they need supportive structures and resources to more effectively execute their roles.

Servant leadership: a phenomenological study of practices, Experiences, organizational effectiveness and barriers

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Amy R. Savage-Austin, PhD

2013-07-01

Full Text Available The subject of leadership is complex, and one of the main issues facing organizational leaders today is how to motivate employees to actively participate in the efforts that lead to accomplishing organizational goals. This study gathered lived experiences of 15 organizational leaders who practice the servant leadership philosophy, and explored how business leaders link their servant leadership practices to their organization’s effectiveness. The qualitative responses obtained during this study indicated that the perceived organizational barriers that prevent the servant leadership practices are the organization’s culture, the fear of change, and the lack of knowledge regarding the servant leadership philosophy. This study also gained insight into the impact that these organizational barriers have on one’s ability to practice servant leadership

Connecting Leadership and Learning: Do Versatile Learners make Connective Leaders?

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Jill L. Robinson

2016-03-01

Full Text Available Abstract Recent failures in leadership, suggest that creating better-quality leadership development programs is critical. In moving from theory to practice, this paper examined the relationship between learning style and leadership style which may enable us to move away from one-size-fits-all leadership development programs. Utilizing Kolb’s Experiential Learning Model and Connective Leadership theory, approximately 3600 college students were analyzed to discover whether versatility in learning styles translates into versatility in leadership styles. One group of versatile learners reported using a wider range of leadership styles suggesting that learning flexibility may transfer to leadership flexibility. Surprisingly, learners of all types reported utilizing Power and Intrinsic styles of leadership above all others. Implications for leadership development include considering individual differences when crafting leadership programs, matching learning styles to leader training, and the need to move beyond one set of leadership behaviors to increase flexibility in dealing with complex situations. Using a large sample rarely seen in management studies, this paper makes key contributions to the literature. 

Development of measures of organizational leadership for health promotion.

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Barrett, Linda; Plotnikoff, Ronald C; Raine, Kim; Anderson, Donna

2005-04-01

This study describes the development and psychometric evaluation of four scales measuring leadership for health promotion at an organizational level in the baseline survey (n=144) of the Alberta Heart Health Project. Content validity was established through a series of focus groups and expert opinion appraisals, pilot testing of a draft based on capacity assessment instruments developed by other provinces involved in the Canadian Heart Health Initiative, and the literature. Psychometric analyses provided empirical evidence of the construct validity and reliability of the organizational leadership scales. Principal component analysis verified the unidimensionality of the leadership scales of (a) Practices for Organizational Learning, (b) Wellness Planning, (c) Workplace Climate, and (d) Organization Member Development. Scale alpha coefficients ranged between .79 and .91 thus establishing good to high scale internal consistencies. These measures can be used by both researchers and practitioners for the assessment of organizational leadership for health promotion and heart health promotion.

Influence of School Managers' Ethical Leadership Behaviors on Organizational Culture: Teachers' Perceptions

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Toytok, Esef Hakan; Kapusuzoglu, Saduman

2016-01-01

Problem Statement: Frequently researched, organizational effectiveness is influenced by leadership, organizational culture and climate, organizational commitment, and job satisfaction; additionally, for effective, sustainable management, ethical leadership, which also influences organizational culture, is emphasized. To our knowledge, no previous…

Generational Differences Impact On Leadership Style And Organizational Success

OpenAIRE

Mecca M. Salahuddin

2011-01-01

Many factors can affect organizational success. One factor that is important to organizational success is effective leadership.  Research has shown there are differences in leadership style among generations.  A cohort- group whose length approximates the span of life and boundaries and fixed by peer personality defines a generation.  The purpose of this paper is to review the current leadership styles and generational differences literature.  The paper examines whether th...

THE DEXTERITY OF LEADERSHIP ENTRENCHES THE SCHOLASTIC ORGANIZATIONAL PERFORMANCE

OpenAIRE

Rudrarup GUPTA; Alexandru‐Mircea NEDELEA

2015-01-01

Leadership is an encyclopedic concept for a successful business formation. A business is a commercial activity to run a very thoughtful transaction in terms of money. Leadership consists of the perceptual vision and mission to establish a promising business concept for an upcoming recognition and the indelible goodwill as well. More over Leaders do inspire the entire organizational authority to accept the destined organizational metamorphosis for promoting the organizational elegance in deed.

THE DEXTERITY OF LEADERSHIP ENTRENCHES THE SCHOLASTIC ORGANIZATIONAL PERFORMANCE

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Rudrarup\tGUPTA

2015-12-01

Full Text Available Leadership is an encyclopedic concept for a successful business formation. A business is a commercial activity to run a very thoughtful transaction in terms of money. Leadership consists of the perceptual vision and mission to establish a promising business concept for an upcoming recognition and the indelible goodwill as well. More over Leaders do inspire the entire organizational authority to accept the destined organizational metamorphosis for promoting the organizational elegance in deed.

User-Centered Design through Learner-Centered Instruction

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Altay, Burçak

2014-01-01

This article initially demonstrates the parallels between the learner-centered approach in education and the user-centered approach in design disciplines. Afterward, a course on human factors that applies learner-centered methods to teach user-centered design is introduced. The focus is on three tasks to identify the application of theoretical and…

Teachers' Organizational Commitment: Examining the Mediating Effects of Distributed Leadership

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Devos, Geert; Tuytens, Melissa; Hulpia, Hester

2014-01-01

This study examines the relation between principals' leadership and teachers' organizational commitment, mediated by distributed leadership. Data were collected from 1,495 teachers in 46 secondary schools. Structural equation modeling indicated that the effect of principals' leadership on teachers' organizational commitment is…

Relationship between organizational culture, leadership behavior and job satisfaction.

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Tsai, Yafang

2011-05-14

Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's α and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction. The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.

Leadership Style and Organizational Performance: a Comparative Description of Two Companies

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Patrícia Amélia Tomei

2016-04-01

Full Text Available This work analyzed leadership styles and organizational performance comparing two small Brazilian family-owned companies using a mixed-method quantitative and qualitative approach. Qualitative data were collected by means of interviews conducted with the respective company leaders about the history of the organization, the role of founders, and company mission, vision, values and organizational strategies. Quantitative data were collected by means of questionnaires applied to subordinates to identify the leadership style prevalent in the companies and business performance. Results showed that both leaders posssess transactional leadership characteristics, but only the leader of company B has some transformational leadership characteristics. Company A's performance stood out only with respect to marketing and financial results, revealing an unsatisfactory organizational climate, while company B showed satisfactory results with respect to all measures of performance. The comparative study of the two cases revealed that transactional leadership influences organizational efficiency while transformational leadership favors effectiveness and the achievement of tangible and intangible returns for the company.

Model Keterkaitan Market Orientation, Leadership, Organizational Innovation dan Organizational Performance pada Industri Kerajinan di Sumatera Barat

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RATNI PRIMA LITA

2018-04-01

Full Text Available The purpose of this study is to analyze the influence of market orientation, leadership, organizational innovation and organizational performance in handycraft industry in Bukittinggi City, Pariaman City, Padang Pariaman Regency, and Pesisir Selatan Regency. This research uses quantitative methods, while the sampling technique using Purposive sampling with sample size of 86 craft companies. The criteria assigned to the respondent is the handycraft business that produce and market their own product. In this study, data were collected through the questionnaire of the owner of the handycraft industry. Data were analyzed using structural equation modeling (SEM method with SmartPLS software. This research uses multidimensional constructions first order reflective and second order formative. Based on the data analyzed it can be concluded that leadership has a significant positive effect on business performance. This is evidenced by the two dimensions of leadership (Transactional leadership and transformational leadership is able to explain the performance of the organization well. In addition, market orientation  have 3 dimensional (Customer orientation, resource orientation, and competitor orientation is also able to give influence to organizational performance and organizational innovation. However, organizational innovation is not able to give a significant influence for the performance improvement of handycraft industry. It can be concluded that organizational performance in handycraft industry is influenced by market orientation conducted on consumers and competitors. And also the most important factor is how the attitude of leadership owned by the owner of handicraft industry in managing and running the business, in order to craft products in accordance with customer tastes.

Creating Opportunities for Organizational Leadership (COOL): Creating a culture and curriculum that fosters psychiatric leadership development and quality improvement.

Science.gov (United States)

Dickey, Chandlee; Dismukes, Rodney; Topor, David

2014-06-01

The authors describe the Harvard South Shore Psychiatry Residency Training Program curriculum "Creating Opportunities for Organizational Leadership," an innovative, multitiered, resident-driven, outcome-focused set of experiences designed to develop residents' leadership skills in personal leadership, organizational leadership, negotiation, strategic thinking, and systems redesign.

Interpretation of Leadership and Organizational Culture in PostNord

OpenAIRE

Hansen, Viktor Satterup Morell; Nissen, Peter Ravnborg; Pak, Kyeong Hwoa

2016-01-01

In this paper, there will be an interpretivist analysis of the organizational structure and leadership in PostNord, for the period of 2009 to 2016. The research attempts to disclose the espoused values and underlying assumption in the internal structure of the organization, and also the leadership of Lars G. Nordström, Lars Idermark and Håkan Ericsson. The theory will utilize Edgar H. Schein’s definition of organizational culture and leadership by Partington 3 schools of thought from project ...

The impact of selected organizational variables and managerial leadership on radiation therapists' organizational commitment

International Nuclear Information System (INIS)

Akroyd, Duane; Legg, Jeff; Jackowski, Melissa B.; Adams, Robert D.

2009-01-01

The purpose of this study was to examine the impact of selected organizational factors and the leadership behavior of supervisors on radiation therapists' commitment to their organizations. The population for this study consists of all full time clinical radiation therapists registered by the American Registry of Radiologic Technologists (ARRT) in the United States. A random sample of 800 radiation therapists was obtained from the ARRT for this study. Questionnaires were mailed to all participants and measured organizational variables; managerial leadership variable and three components of organizational commitment (affective, continuance and normative). It was determined that organizational support, and leadership behavior of supervisors each had a significant and positive affect on normative and affective commitment of radiation therapists and each of the models predicted over 40% of the variance in radiation therapists organizational commitment. This study examined radiation therapists' commitment to their organizations and found that affective (emotional attachment to the organization) and normative (feelings of obligation to the organization) commitments were more important than continuance commitment (awareness of the costs of leaving the organization). This study can help radiation oncology administrators and physicians to understand the values their radiation therapy employees hold that are predictive of their commitment to the organization. A crucial result of the study is the importance of the perceived support of the organization and the leadership skills of managers/supervisors on radiation therapists' commitment to the organization.

Family Health Teams workers in Rio de Janeiro: leadership aspects in a study on organizational climate.

Science.gov (United States)

Santos, Leda Jung Dos; Paranhos, Maurício Sangama

2017-03-01

Organizational climate is understood as the formal or informal perception of policies, practices, actions and organizational procedures, and is a factor of influence in the efficiency of the results, as well as in the conduct of people that are part of an organization. This paper describes one of organizational climate realms, namely, leadership, comparing the strata of professional categories of the Family Health Teams in the city of Rio de Janeiro. Thus, an administrative-based survey was carried out with a sample of n = 9,590 people in 187 primary healthcare units (71 Family Clinics and 116 Municipal Health Centers). The results show that all items that measure the realm of "leadership" were positively evaluated with differences between strata (p-value <0.001). We recommend conducting regular studies and holding leadership workshops in the very health units, as well as using distance-learning tools to exchange information and train staff.

Bases of social power, leadership styles, and organizational commitment.

Science.gov (United States)

Pierro, Antonio; Raven, Bertram H; Amato, Clara; Bélanger, Jocelyn J

2013-01-01

Affective organizational commitment reflects the extent to which organizational members are loyal and willing to work toward organizational objectives (Meyer & Allen, 1997). In particular, affective organizational commitment holds very important implications at all organizational levels (e.g., turnover rates, performance, and citizenship behavior). Whereas previous research has evinced the positive influence of transformational and charismatic leadership styles on affective commitment toward the organization (Bass & Avolio, 1994), little is known with regard to the nature of this relationship. In line with the interpersonal power/interaction model, the present investigation aimed to investigate the mechanism at play between transformational leadership style and affective organizational commitment. Specifically, we hypothesized that transformational leadership style would increase affective organizational commitment through its effect on willingness to comply with soft bases of power. In two studies, we subjected the foregoing hypotheses to empirical scrutiny. In Study 1, the proposed mediation model was empirically supported with Italian employees in the public sector. Attesting to the robustness of our findings, Study 2 replicated the findings of Study 1 with Italian employees from the public and private sectors. In addition, Study 2 replicated Study 1 using a different measure of transformational leadership. Both Study 1 and Study 2 provided results consistent with our hypotheses. Specifically, the present paper reports empirical evidence that (1) the more participants report having a transformational leader, the more willing they become to comply with soft (but not harsh) power bases, (2) in turn, greater willingness to comply with soft (but not harsh) power bases increases one's affective organizational commitment. These findings provide additional support for the interpersonal power/interaction model and pave the way for new research directions.

The Leadership Style Model That Builds Work Behavior Through Organizational Culture

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Arasy Alimudin

2017-09-01

Full Text Available The changes in organizational culture and work behavior is an important process for companies to survive in competition. And a change of leadership that is part of the change will pose challenges and reactions to the interests of its human resources. The research approach used quantitative research and included explanatory research to explain the causal relationship among variables through hypothesis testing with partial least squares path modeling (PLS-SEM analysis technique. The results showed the influence of leadership style on positive work behavior but not significant. Reward and punishment no significant effect on work behavior. The organizational culture had a positive and significant effect on work behavior. The leadership style had a positive and significant effect on organizational culture. The reward and punishment had positive and significant effect on organizational culture. The findings of this study showed that participative leadership style model using reward and punishment mechanism could improve work behavior and organizational culture.

Servant leadership and organizational identity: The mediating role of job involvement

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Mohsen Akbari

2014-12-01

Full Text Available This study examines the relation between servant leadership and organizational identity and job involvement in Tax office of Guilan in Iran. One hundred and twenty two employees are participated in the study. For this purpose, a questionnaire with three parts was used. The questionnaire included three main sections, namely servant leadership, job involvement, and organizational identity. The analysis of the data obtained through the questionnaire indicated that servant leadership has significant effect on organizational identity and job involvement. Also, job involvement has positive effect on organizational identity. The findings, implications of the study, and suggestions for further research in this field are discussed in detail.

Leadership impact in organizational performance

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Venet Shala

2018-03-01

Full Text Available The aim of this paper is to understand the impact of organizational leadership and its performance analyzing the concepts and styles of leadership behaviors within organization, in our study case LOGI-KOS, describing good performance through successful leadership impact and its values. Throughout the study, different leadership theories are mentioned. There are two methods which are used to gather information, qualitative and quantitative method. Eye to eye interviews have been organized with the CEO of the organization which is part of our study case and surveys are filled by employees. Empiric study is made possible through surveys in which took part over 28 out of 36 employees. As of the information which was gathered, it indicates that in our case study the leadership behaviors had huge impact within the performance of the organization, which is one of the key factors for success.

The Mediating Effect of Social Capital on the Relationship Between Public Health Managers' Transformational Leadership and Public Health Nurses' Organizational Empowerment in Korea Public Health.

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Jun, Soo Young

2017-12-01

This study was to verify the effect of public health nurse's (PHN's) social capital on the relationship between public health manager's (PHM's) transformational leadership and PHN's organizational empowerment in Korea public health. This was a cross-sectional descriptive study involving 303 PHNs from public health centers in Daegu and Gyeongsangbuk-do cities in South Korea. Data were collected from February 29, 2016 to April 8, 2016, using structured questionnaires which included general characteristics, transformational leadership, organizational empowerment, and social capital. Data were analyzed using descriptive statistics, correlations, and structural equation model. PHM's transformational leadership has a positive effect on PHN's social capital and PHN's organizational empowerment. Social capital had a mediating effect between transformational leadership and organizational empowerment in PHNs. This study suggests that PHM's transformational leadership is a contributing factor to improve PHN's organizational empowerment, and transformational leadership can lead to improve PHN's organizational empowerment through PHN's social capital. So, an intervention program to promote organizational empowerment should include strategies to enhance PHM's transformational leadership as well as to improve PHN's social capital. Copyright © 2017. Published by Elsevier B.V.

Transformational and Transactional Leadership Impact on Organizational Performance in Pharmaceutical Industry in Yemen

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مراد محمد النشمي

2017-12-01

Full Text Available This study aimed at revealing the impact on transformational and transactional leadership in organizational performance of Pharmaceutical Industry in Yemen. The researchers have used descriptive analytical methods to answer the study questions and test the hypotheses. Questionnaire has been used for collecting quantitative data from the study sample which is a number of 227 middle and executive management in pharmaceutical companies. The study findings show that there is significant effect of all the dimensions of transformational and transactional leadership on organizational performance. Based on the regression analysis applied in the study, results indicated that transformational leadership is of the highest influencing variables on organizational performance. The study concluded that pharmaceutical companies adoption of modern leadership styles leads to distinguished performance. Keywords: Transformational leadership, Transactional leadership, Organizational performance, Pharmaceutical Industry.

Relationship between transformational leadership style and organizational commitment: Mediating effect of psychological empowerment

Science.gov (United States)

Asif, Muhammad; Ayyub, Samia; Bashir, Muhammad Khawar

2014-12-01

This study explores the relationship between style of transformational leadership and organizational commitment of employees with mediating role of psychological empowerment in the textile sector Punjab Pakistan. Data was collected using tools from 250 employees. The transformational leadership questionnaire, MLQ-Multifactor leadership Questionnaire [1] was used to verify the perception of the employees towards transformational leadership style in two dimensions i.e. idealized influence and inspirational motivation. The organizational commitment questionnaire designed by [2] was used to verify the affective organizational commitment. Further, psychological empowerment questionnaire was developed by [3] which was used to examine the state of psychological empowerment of textile sector employees. Pearson Correlation revealed that there exists a positive significant relationship between idealized influence and affective organizational commitment, Inspirational motivation and affective organizational commitment, affective organizational commitment and psychological empowerment. The results from the study put forward that there is a significant relationship between style of transformational leadership and organizational commitment. The mediating variable which one is suitable in the model i.e. psychological empowerment and the model is good fit as the F value is significant.

Leadership and organizational tenure diversity as determinants of project team effectiveness

NARCIS (Netherlands)

de Poel, Frouke M.; Stoker, Janka I.; Van der Zee, Karen I.

2014-01-01

The present study reveals how leadership effectiveness in project teams is dependent on the level of organizational tenure diversity. Data from 34 project teams showed that transformational leadership is related to organizational commitment, creative behavior, and job satisfaction, but only in teams

Leadership and Organizational Tenure Diversity as Determinants of Project Team Effectiveness

NARCIS (Netherlands)

de Poel, Frouke M.; Stoker, Janka I.; Van der Zee, Karen I.

2014-01-01

The present study reveals how leadership effectiveness in project teams is dependent on the level of organizational tenure diversity. Data from 34 project teams showed that transformational leadership is related to organizational commitment, creative behavior, and job satisfaction, but only in teams

A study on ranking the effects of transformational leadership style on organizational agility and mediating role of organizational creativity

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Seidmehdi Veiseh

2014-09-01

Full Text Available The purpose of this study was to investigate the effects of the components of transformational leadership style on organizational agility and mediating role of organizational creativity in Ilam Gas Refinery located in province of Ilam, Iran. The method of the present study was descriptive and correlational-structural equation modeling. The population of this research included all 400 workers of Ilam gas refinery and the study chose a sample of196 employees. The questionnaire was standardized using Cronbach's alpha; the obtained reliability was 0.90, which indicated the reliability of the questionnaire. At the end, the data was analyzed by LISREL software and structural equation modeling analysis was conducted. The findings showed that transformational leadership style had an effect on organizational agility. In addition, organizational creativity maintained a mediator role on influencing the transformational leadership on organizational agility. The four dimensions of transformational leadership, hopeful influence, inspirational motivation, intellectual encouragement as well as personal considerations also influenced on the agility of organizations.

Thomistic Scientific Leadership and Common Sense Triad of Organizational Harmony

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A. William McVey

2014-12-01

Full Text Available This paper examines the nature of organizational leadership from the perspective of common sense principles. The principles are established by means of a Thomistic metaphysics of the One and the Many, i.e., the Thomistic teaching of the opposition between Unity and Multiplicity. It is this Thomistic metaphysical philosophical science that studies the distinct kind (genus of an organization and its specific common sense principles of organizational leadership. This common sense leadership is a harmonious blending of psychology, ethics and operational behavior.

The impact of selected organizational variables and managerial leadership on radiation therapists' organizational commitment

Energy Technology Data Exchange (ETDEWEB)

Akroyd, Duane [Department of Adult and Community College Education, College of Education, Campus Box 7801, North Carolina State University, Raleigh, NC 27695 (United States)], E-mail: duane_akroyd@ncsu.edu; Legg, Jeff [Department of Radiologic Sciences, Virginia Commonwealth University, Richmond, VA 23284 (United States); Jackowski, Melissa B. [Division of Radiologic Sciences, University of North Carolina School of Medicine 27599 (United States); Adams, Robert D. [Department of Radiation Oncology, University of North Carolina School of Medicine 27599 (United States)

2009-05-15

The purpose of this study was to examine the impact of selected organizational factors and the leadership behavior of supervisors on radiation therapists' commitment to their organizations. The population for this study consists of all full time clinical radiation therapists registered by the American Registry of Radiologic Technologists (ARRT) in the United States. A random sample of 800 radiation therapists was obtained from the ARRT for this study. Questionnaires were mailed to all participants and measured organizational variables; managerial leadership variable and three components of organizational commitment (affective, continuance and normative). It was determined that organizational support, and leadership behavior of supervisors each had a significant and positive affect on normative and affective commitment of radiation therapists and each of the models predicted over 40% of the variance in radiation therapists organizational commitment. This study examined radiation therapists' commitment to their organizations and found that affective (emotional attachment to the organization) and normative (feelings of obligation to the organization) commitments were more important than continuance commitment (awareness of the costs of leaving the organization). This study can help radiation oncology administrators and physicians to understand the values their radiation therapy employees hold that are predictive of their commitment to the organization. A crucial result of the study is the importance of the perceived support of the organization and the leadership skills of managers/supervisors on radiation therapists' commitment to the organization.

[Role of self-leadership in the relationship between organizational culture and informatics competency].

Science.gov (United States)

Kim, Myoung Soo

2009-10-01

The purpose of this study was to identify the moderating and mediating effects of self-leadership in the relationship between organizational culture and nurses' informatics competency. Participants in this study were 297 nurses from the cities of Busan and Ulsan. The scales of organizational culture, self-leadership and informatics competency for nurses were used in this study. Descriptive statistics, Pearson correlation coefficient, stepwise multiple regression were used for data analysis. Nursing informatics competency of the participants was relatively low with a mean score 3.02. There were significant positive correlations between subcategories of perceived organizational culture, self-leadership and nursing informatics competency. Self-leadership was a moderator and a mediator between organizational culture and informatics competency. Based on the results of this study, self-leadership promotion strategies to improve nursing informatics competency are needed.

Leadership behaviours, organizational culture and intention to stay amongst Jordanian nurses.

Science.gov (United States)

AbuAlRub, R F; Nasrallah, M A

2017-12-01

To investigate the impact of leadership behaviours of nurse managers and organizational culture on Jordanian nurses' intention to stay at work in public, private and university hospitals. Leadership behaviours of nurses and organizational culture are considered important factors in enhancing retention of nurses. A correlational design was used in the study. A sample of 285 Jordanian nurses was conveniently selected to complete a self-administered questionnaire that consisted of three measures; Kouzes and Posner's Leadership Practise Inventory, Professional Organizational Culture questionnaire and McCain's Intent to Stay Scale. Nurse managers' leadership behaviours and organizational culture were positively associated with the level of intention to stay at work. The study variables explained almost 43% of the variance in nurses' intention to stay at work. The limitation of the study was the use of convenience sampling method. The results asserted that transformational leadership styles of nurse managers enhance positive hospitals' culture as well as the intention of nurses to stay at work. Nurse executives should promote leadership behaviours of nurse managers through training. The regulatory bodies of nursing profession in collaboration with nurse educators and administrators should help in developing competencies for nurse managers that are based on transformational leadership and incorporate such competencies in nursing education programs as well as continuous education programs. © 2017 International Council of Nurses.

Transformational leadership as a prerequisite for organizational innovations during turbulent socio-economic circumstances

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Stevanović Ana

2014-01-01

Full Text Available Currently, many organizations are operating in turbulent socio-economic circumstances which do not represent a matter of certain time, but the only certainty and consistency. There is a necessity for an adequate organizational response to changes so that organizations can remain competitive. The paper highlights the importance of new forms of management and leadership in managing organizations. Transformational leadership represents a form of leadership that encourages and nurtures employee creativity at all levels within the organization - individual, group and organizational, which implies the generating and establishment of organizational innovation. Due to the fact that creativity is a necessary condition for organizational innovation, this paper points out that transformational leadership is essential for the induction of organizational innovations and their management which further results in organizational changes that contribute to the survival and competitiveness of organizations and business systems on the market.

Intergroup leadership in organizations: Leading across group and organizational boundaries

NARCIS (Netherlands)

M.A. Hogg (Michael); D.L. van Knippenberg (Daan); D.E. Rast III (David)

2012-01-01

textabstractIntergroup leadership-leadership of collaborative performance of different organizational groups or organizations-is associated with unique intergroup challenges that are not addressed by traditional leadership theories. To address this lacuna, we describe a theory of intergroup

Strategic Leadership And Organizational Performance In Not-For-Profit Organizations In Nairobi County In Kenya

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Daniel Mwendwa Kitonga

2015-08-01

Full Text Available This paper sought to examine the link between strategic leadership practices and organizational performance in not-for-profit organizations. A survey assessing strategic leadership practice and organizational performance was completed by managers representing 328 not-for-profit organizations in Nairobi County in Kenya. The study established a significant positive relationship between strategic leadership variables and organizational performance. The results found R value of 0.730 and R2 value of 0.532 that is 53.2 of corresponding change in the Organizational Performance of NFPs for every change explained by predictor variables. The findings demonstrate that if not-for-profit leaders use well the strategic leadership they are likely to improve their organizational performance significantly. This paper examined the practice of strategic leadership in not-for-profit organizations in Nairobi County in Kenya. Future research that seeks to replicate these findings is warranted. This paper proposes the study of strategic leadership as a way of enhancing not-for-profit organizational performance.

The relation between school leadership from a distributed perspective and teachers' organizational commitment: examining the source of the leadership function

OpenAIRE

Hulpia, Hester; Devos, Geert; Van Keer, Hilde

2011-01-01

Purpose: In this study the relationship between school leadership and teachers’ organizational commitment is examined by taking into account a distributed leadership perspective. The relation between teachers’ organizational commitment and contextual variables of teachers’ perceptions of the quality and the source of the supportive and supervisory leadership function, participative decision making, and cooperation within the leadership team are examined. Research Design: A survey was set up i...

The Relationship between Spiritual Leadership and Organizational Cynicism: The Moderating Effect of Emotional Intelligence

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Şafak GÜNDÜZ

2017-07-01

Full Text Available The dramatic effects of the discipline of Business Management on employees have brought leadership into sharp focus; the concept of Spiritual Leadership has recently begun to be included in the scope of the studies on positive leadership and emotional leadership, and probably because Organizational Cynicism, which results from the stresses and strains brought about by globalization, is regarded as an organizational pathological disorder, leadership has become a concept through which the discipline of Business Management is seeking a remedy. Based on these, the aim of this study is to supportthe tautology with an emic approachthat spiritual leadership, which can be favoured by employees who are in search of some meaning in the workplace has inevitably a positive effect on organizational cynicism and emotional intelligence has a mediating effect on the relationship between spiritual leadership and cynicism within the Turkish culture. Stating the negative relationship between spiritual leadership and organizational cynicism and to some extend it may be overcome by emotional intelligence may contribute to leadership.

Gender and leadership aspiration: the impact of organizational identification

NARCIS (Netherlands)

Fritz, C. (Claudia); D.L. van Knippenberg (Daan)

2017-01-01

textabstractPurpose: Although nowadays more women occupy leadership roles, they still are a minority. Because aspiration is a precursor of advancement, examining conditions fostering female leadership aspiration is important. A neglected perspective is the impact of organizational identification.

The assessment of instructional leadership as an aspect to improve learner achievement.

OpenAIRE

2008-01-01

M.Ed. The school effectiveness studies that began appearing in the 1970's have suggested that leadership in schools with improving learner achievement differed from leadership in schools with declining learner achievement. The difference was mainly due to the fact that principals of schools that were improving were seen to be instructional leaders who are focused on the implementation of effective instructional programmes (Sybouts and Wendel, 1994: 19). The research by Hallinger and Heck t...

The Influence of Distributed Leadership on Teachers' Organizational Commitment: A Multilevel Approach

Science.gov (United States)

Hulpia, Hester; Devos, Geert; Van Keer, Hilde

2009-01-01

In the present study the effects of a cooperative leadership team, distributed leadership, participative decision-making, and context variables on teachers' organizational commitment are investigated. Multilevel analyses on data from 1522 teachers indicated that 9% of the variance in teachers' organizational commitment is attributable to…

Organizational models as configurations of structure, culture, leadership, control, and change strategy

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Janićijević Nebojša

2017-01-01

Full Text Available Starting from the axioms of consistency, stability, contingency, and configuration, research on organizational structure, culture, control, leadership, and change management strategy has shown that their typical configurations, or models, can be differentiated according to the same two criteria: distribution of power and dominant organizational dimension. On the one hand there are models of structure, culture, control, leadership, and change management strategy that are based on an unequal, or authoritarian, distribution of power within organizations, while on the other hand there are models that are based on democratic, or equal, distribution of power. Also, on the one hand there are models of structure, culture, control, leadership, and change strategy that are based on work structure and tasks, while on the other hand there are models of these organizational components that are based on social structure, people, and their relationships. Harmonization of typical configurations of organizational structure, culture, control, leadership, and change strategy occurs due to the harmonization of the differentiation criteria. Based on this harmonization, four organizational models have been identified as typical configurations of structure, culture, control, leadership, and change strategy: the autocratic, bureaucratic, innovative, and task models. Each of these models is effective in a different environmental contingency.

EXPLORING THE RELATIONSHIP BETWEEN LEADERSHIP COMMUNICATION STYLE, PERSONALITY TRAIT AND ORGANIZATIONAL PRODUCTIVITY

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Oludele Mayowa Solaja

2016-05-01

Full Text Available In organizational research and practice, prolific communication is significantly linked with quality leadership traits. Leadership quality helps in mitigating the failure of an organization to survive the increasing business challenges that may result in waste of resources, talents and potentials needed for achieving optimal organizational productivity. However, an examination of academic literatures reveal that corporate leaders are often faced with the challenge of how to move smoothly between different communication styles to communicate clearly articulating ideas and knowledge to employee’s whenever the occasion demands which hinders organizational productivity. Against this background, this study explores the relationship between leadership communication style, personality trait and organizational productivity. The study utilized cross-sectional survey method. Participants were 112 academic staff of University of Lagos, Nigeria who was selected through multi-stage sampling techniques. Data were collected through structured questionnaire and personal observation. Results show that there exists a connection between leadership communication style and personality trait. Also, the finding revealed that leadership communication style determines organization productivity. More so, the finding established that personality traits and communication styles have combine effect on organizational productivity. Conclusively, the findings were discussed with reference to relevant empirical literatures with recommendations for management of organizations both for practice and future research highlighted.

Relationships among Servant Leadership, Organizational Citizenship Behavior, and School Climate in Alabama High Schools

Science.gov (United States)

Dixon, David L.

2013-01-01

This study examined the relationship between servant leadership of the principal with Organizational Citizenship Behavior (OCB) and school climate. Servant leadership, a leadership behavior that emphasizes personal growth of followers, has a useful research history in business but limited exposure in public schools. Organizational Citizenship…

Leadership behaviours that nurture organizational trust: Re-examining the fundamentals

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Canute S. Thompson

2018-04-01

Full Text Available This study examines the variable of trust in organizational relationships and found six leadership behaviors that foster trust. Using a confirmatory factor analysis, these leadership behaviors were examined to see the nature of the relationships among latent variables. The goal of the research was to establish whether there were some fundamental qualities that characterized trust-producing leadership behaviours. The study used data that were gathered from a survey among teachers in Jamaica. The participants work at various levels of the Jamaican education system and they were selected using a convenience sampling technique. The research is timely given the growing evidence of mistrust among leaders and followers in organizations and its findings are significant in that it offers a new and more nuanced perspective on the kinds of leadership behaviours that nurture organizational trust. The instrument used to collect the data was designed by the researcher and tested for reliability using Cronbach’s Alpha and produced a result of .938. e study proposes recommendations for improving organizational trust.

Working with leadership development and organizational learning from a dialogical perspective

DEFF Research Database (Denmark)

Hansen, Lone Hersted; Frimann, Søren

on the individual school's current challenges and special conditions. The ten schools involved in the project each have their own history, background, demographics and socioeconomic foundation. Not surprisingly, each of these schools is characterized by having its own leadership style, school culture and identity......Abstract: Working with leadership development and organizational learning from a dialogical perspective By Lone Hersted and Søren Frimann Department of Learning and Philosophy Aalborg University (DK) Lone Hersted, assistant professor, email address: lhersted@learning.aau.dk Søren Frimann, associate...... professor, email address: frimann@learning.aau.dk Key words: Dialogue, action research, organizational learning and reflexivity INTRODUCTION These years we notice a considerable amount of research on top-down implementation of standardized concepts for organizational development and leadership...

Hospital cultural competency as a systematic organizational intervention: Key findings from the national center for healthcare leadership diversity demonstration project.

Science.gov (United States)

Weech-Maldonado, Robert; Dreachslin, Janice L; Epané, Josué Patien; Gail, Judith; Gupta, Shivani; Wainio, Joyce Anne

Cultural competency or the ongoing capacity of health care systems to provide for high-quality care to diverse patient populations (National Quality Forum, 2008) has been proposed as an organizational strategy to address disparities in quality of care, patient experience, and workforce representation. But far too many health care organizations still do not treat cultural competency as a business imperative and driver of strategy. The aim of the study was to examine the impact of a systematic, multifaceted, and organizational level cultural competency initiative on hospital performance metrics at the organizational and individual levels. This demonstration project employs a pre-post control group design. Two hospital systems participated in the study. Within each system, two hospitals were selected to serve as the intervention and control hospitals. Executive leadership (C-suite) and all staff at one general medical/surgical nursing unit at the intervention hospitals experienced a systematic, planned cultural competency intervention. Assessments and interventions focused on three organizational level competencies of cultural competency (diversity leadership, strategic human resource management, and patient cultural competency) and three individual level competencies (diversity attitudes, implicit bias, and racial/ethnic identity status). In addition, we evaluated the impact of the intervention on diversity climate and workforce diversity. Overall performance improvement was greater in each of the two intervention hospitals than in the control hospital within the same health care system. Both intervention hospitals experienced improvements in the organizational level competencies of diversity leadership and strategic human resource management. Similarly, improvements were observed in the individual level competencies for diversity attitudes and implicit bias for Blacks among the intervention hospitals. Furthermore, intervention hospitals outperformed their respective

Leadership, Organizational, and Institutional Studies: Reconciling and Teaching Competing Perspectives

Science.gov (United States)

Shoup, John R.

2016-01-01

Leadership, organizational, and institutional theories provide competing explanations on the nature of leadership and role of leaders. Part of the problem is that each theory is often studied in isolation, leading to incomplete perspectives on the essence of leadership in value driven contexts. A holistic paradigm that blends the three dominant…

The effect of transformational leadership style and organizational culture on the formation of organizational cynicism in the Agricultural Bank of Tehran

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Narges Rabie

2016-06-01

Full Text Available The purpose of this study was to evaluate the effect of transformational leadership style and organizational culture on the formation of organizational cynicism in the Agricultural Bank in city of Tehran. The population of this study consisted of 1022 employees of the Agricultural Bank of Tehran. A total of 304 questionnaires were distributed, of which 264 valid questionnaires were collected. These questionnaires were distributed randomly among the male and female employees in Tehran branches of Agricultural Bank. Standard questionnaire of transformational leadership model, standard questionnaire of organizational culture model and organizational cynicism were applied in this study. In this study SPSS19 and Smart PLS software were used to analyze the collected data. Hypothesis testing showed that at first, Transformational leadership style had no significant effect on the formation of organizational cynicism in the Agricultural Bank in Tehran, and organizational culture had a significant negative impact on the formation of organizational cynicism in the Agricultural Bank in the second hypothesis.

Role of organizational leadership in plant life management

International Nuclear Information System (INIS)

Mohindra, R.K.; Chou, Q.B.

2007-01-01

The nuclear power plant (NPP) operational trend shows that the plants of the same design and brought to service about the same time demonstrate a wide range of life time operational performance. Based on years of performance assessment experience from various types of industry audits, it can be seen that there is a strong relationship between organizational leadership and the good performing plants. A review based on this relationship is provided to suggest important characteristics needed in management and leadership team for an organization to have a successful life management program in a NPP. The required characteristics and attributes are discussed in the following three important organizational elements: Environment, People and Process

Effect of Spiritual Leadership to Organizational Culture and Employee’s Loyalty

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Arasy Alimudin

2017-10-01

Full Text Available Although the leader of the Society’s Eye Hospital, East Java has the characteristics of spiritual leadership as in the dimensions of spiritual leadership developed by Fry (2003 including vision, hope / faith, and altruistic love, however the level of employee turn over is still high. To address this problem, the research is using a quantitative causality approach and SEM PLS model as the data analysis technique used. The result of the research shows that there is a significant positive influence on spiritual leadership towards the organizational culture. A significant positive influence of organizational culture also seen on employee’s loyalty, and there is a positive but insignificant influence of spiritual leadership on employee’s loyalty.

Conceptualizing ORGANIZATIONAL HEALTH - Public health management and leadership perspectives

DEFF Research Database (Denmark)

Orvik, Arne

The thesis introduces a new conceptual model of organizational health and discusses its implications for public health management and leadership. It is developed with reference to organizational theories and ideologies, including New Public Management, the use of which has coincided with increasing...... as the disintegration of such values. Possible implications for public health management and leadership include four different forms. The application of the conceptual model can potentially draw attention to value conflicts and help to clarify contradictory, institutional logics. It can also potentially support health...... workplace health problems in health care organizations. The model is based on empirical research and theories in the fields of public health, health care organization and management, and institutional theory. It includes five dimensions and defines organizational health in terms of how an organization...

Organizational leadership for building effective health care teams.

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Taplin, Stephen H; Foster, Mary K; Shortell, Stephen M

2013-01-01

The movement toward accountable care organizations and patient-centered medical homes will increase with implementation of the Affordable Care Act (ACA). The ACA will therefore give further impetus to the growing importance of teams in health care. Teams typically involve 2 or more people embedded in a larger social system who differentiate their roles, share common goals, interact with each other, and perform tasks affecting others. Multiple team types fit within this definition, and they all need support from leadership to succeed. Teams have been invoked as a necessary tool to address the needs of patients with multiple chronic conditions and to address medical workforce shortages. Invoking teams, however, is much easier than making them function effectively, so we need to consider the implications of the growing emphasis on teams. Although the ACA will spur team development, organizational leadership must use what we know now to train, support, and incentivize team function. Meanwhile, we must also advance research regarding teams in health care to give those leaders more evidence to guide their work.

Authentic leadership and its effect on employees' organizational citizenship behaviours.

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Edú Valsania, Sergio; Moriano León, Juan A; Molero Alonso, Fernando; Topa Cantisano, Gabriela

2012-11-01

The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees' OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership-moral perspective and relational transparency-present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees' OCB when these behaviors are impersonal and directed towards the organization than when they are directed towards other people. These results have practical implications for human resources management in organizations, especially in selection processes and when training top executives.

Fairness Perceptions and Job Satisfaction as Mediators of the Relationship between Leadership Style and Organizational Commitment

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Zoran Sušanj

2012-12-01

Full Text Available This study was conducted to explore the relationship between different leadership styles and organizational commitment. Furthermore, it attempts to clarify the role of justice perceptions and job satisfaction as mediators of the relationship between (active and passive/avoiding leadership styles and organizational commitment. The structural equations modeling was used to analyze data collected from a sample of participants recruited from different organizations. The results have indicated that perceived supervisors active leadership styles are positively linked, and have both, direct and indirect effects on employees' organizational commitment. Perceived passive/avoiding leadership styles do not have any effect on organizational justice, job satisfaction and organizational commitment. Employees' job satisfaction depends directly on the level of organizational justice being perceived by the employees. Job satisfaction also significantly contributes to organizational commitment. Implications of the results concerning job and organizational attitudes are discussed, and suggestions for managing human resources are given.

How failure to align organizational climate and leadership style affects performance

DEFF Research Database (Denmark)

Haakonsson, Dorthe Døjbak; Obel, Børge; Burton, Richard

2008-01-01

The purpose of this paper is to investigate how misalignments between the organizational climate (measured as information-processing demand) and the leadership style (measured as information-processing capability) may result in negative performance consequences.......The purpose of this paper is to investigate how misalignments between the organizational climate (measured as information-processing demand) and the leadership style (measured as information-processing capability) may result in negative performance consequences....

Interprofessional academic health center leadership development: the case of the University of Alabama at Birmingham's Healthcare Leadership Academy.

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Savage, Grant T; Duncan, W Jack; Knowles, Kathy L; Nelson, Kathleen; Rogers, David A; Kennedy, Karen N

2014-05-01

The study describes the genesis of the University of Alabama at Birmingham's Healthcare Leadership Academy (HLA), highlights the HLA's outcomes, discloses how the HLA has changed, and delineates future directions for academic health center (AHC) interprofessional leadership training. While interprofessional training is recognized as an important component of the professional education for health professionals, AHCs have not focused on interprofessional leadership training to prepare future AHC leaders. As professional bureaucracies, AHCs require leadership distributed across different professions; these leaders not only should be technical experts, but also skilled at interprofessional teamwork and collaborative governance. The HLA is examined using the case method, which is supplemented with a descriptive analysis of program evaluation data and outcomes. The HLA has created a networked community of AHC leaders; the HLA's interprofessional team projects foster innovative problem solving. Interprofessional leadership training expands individuals' networks and has multiple organizational benefits. © 2014.

Student-Centered Transformative Learning in Leadership Education: An Examination of the Teaching and Learning Process

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Haber-Curran, Paige; Tillapaugh, Daniel W.

2015-01-01

Innovative and learner-centered approaches to teaching and learning are vital for the applied field of leadership education, yet little research exists on such pedagogical approaches within the field. Using a phenomenological approach in analyzing 26 students' reflective narratives, the authors explore students' experiences of and process of…

The Relation between School Leadership from a Distributed Perspective and Teachers' Organizational Commitment: Examining the Source of the Leadership Function

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Hulpia, Hester; Devos, Geert; Van Keer, Hilde

2011-01-01

Purpose: In this study the relationship between school leadership and teachers' organizational commitment is examined by taking into account a distributed leadership perspective. The relation between teachers' organizational commitment and contextual variables of teachers' perceptions of the quality and the source of the supportive and supervisory…

The Relationship of Leadership Styles and Organizational Culture Case Study of an Oil and Gas Company in Indonesia

OpenAIRE

Darwis, Tommy K; Djajadiningrat, Surna Tjahja

2010-01-01

This study explores relationship between leadership styles and organizational culture in an oil and Gas Company in Indonesia. The respondents are employees of an oil and Gas Company in Indonesia. This study use Multifactor leadership questionnaires to define leadership styles and Denison's Organizational Culture Model to measure Organizational Culture. These questionnaires were used to measure leadership styles of immediate or direct supervisor and organizational culture ...

The Top 30 Rising Stars Program: an inter-organizational approach to leadership succession planning.

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Dilworth, Katie; Lankshear, Sara; Cava, Maureen; Aldred, Jacqueline; Hawkes, Nancy; Lefebre, Nancy; Price, Jennifer; Lawler, Valerie

2011-01-01

An effective leadership development program is an organizational investment that advances individual performance while strengthening organizational capabilities. The Top 30 Rising Stars Program is a leadership succession program designed to enable leadership capacity building within and across organizations. Key components of the program include formal learning, stretch opportunities, and mentorship. Evaluation results reveal high participant satisfaction and an increase in reported self-confidence in their ability to assume a formal leadership position.

The Effect of Supportive Organizational Leadership, Organizational Socialization, and Satisfaction with Supervision on Turnover as Mediated by Organizational Commitment and Job Satisfaction in Faculty

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Lowhorn, Greg L.

2009-01-01

This study utilized a predictive, multivariate research design to test the relationship between three independent variables--supportive organizational leadership, organizational socialization, and satisfaction with supervision--and the dependent variable--turnover intent--as mediated by organizational commitment and job satisfaction. The…

Faculty Perceptions of Organizational Leadership at Christian Colleges and Universities with Missions of Servant Leadership

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Palmer, Marila Dollahite

2011-01-01

This study examined differences in faculty perceptions of organizational leadership at Christian institutions with servant leadership missions. The study evaluated faculty members' perceptions based on the independent variables of employment status (full- or part-time/adjunct), number of years employed at the institution, and attendance at an…

THE INFLUENCE OF ORGANIZATIONAL CLIMATE, TRANSFORMATIONAL LEADERSHIP, AND WORK MOTIVATION ON TEACHER JOB PERFORMANCE

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K. Kartini

2017-07-01

Full Text Available This research aimed at investigating the influence of organizational climate, transformational leadership, and work motivation on teacher job performance at Pondok Modern Tazakka, Batang - Central Java.The research using a quantitative approach with survey method. Amount of the samples in this research are 55 teachers that selected randomly. The data were analyzed by using descriptive statistics and inferential statistic using path analysis. (1 organizational climate have positive direct effect on teacher performance with path coefficient (py1 = 0,257 and t-count 2,963> t-table 1,684; (2 transformational leadership have positive direct effect on teacher performance with path coefficient (py2 = 0,489 and t-count 5,164> t-table 1,684, (3 work motivation have positive direct effect to teacher performance with path coefficient (py3 = 0,261 and t count 2,42> t-table 1,684, (4 organizational climate have positive direct effect (p31 = 0.391 and t-count 3.990> t-table 1.684, and (5 transformational leadership have a direct positive effect on work motivation with path coefficient (p32 = 0.526 and t-count 5,376> t- table 1,684. The Conclusion is organizational climate, transformational leadership, and work motivation have a direct effect on teacher job performance. Organizational climate and transformational leadership also have a direct effect on teacher work motivation. Therefore to improve teacher job performance, organizational climate, transformational leadership, and work motivation must be considered to be improved.

Leadership in Diversity Organizations, and Immigrants' Organizational Commitment and Subjective General Health

OpenAIRE

Huynh, Victoria Tran

2014-01-01

The purpose of this paper is to examine leadership styles in managing cultural diversity from the LIDO-model at workplaces in Norway, and investigate the relationships between perceived leadership styles with immigrants’ organizational commitment and subjective general health through online survey. The leadership styles from the LIDO-model are diversity leadership, assimilation leadership, separation leadership, and laissez-faire leadership. The relationships were measured by t...

Relationship between leadership styles and dimensions of employee organizational commitment: A critical review and discussion of future directions

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Imen Keskes

2014-02-01

Full Text Available Purpose: The aim of this work is the study and the discussion of the relationship between leadership styles and organizational commitment dimensions. Both styles of leadership known as transformational and transactional styles differ in the process by which the leader motivates his subordinates. Organizational commitment defined by its three types (Affective, Normative and Continuance measures the strength of an individual identification with and involvement in the organization. Design/methodology/approach: An extensive literature research has been done in order to increase our understanding of leadership and organizational commitment as well as the relationship between these two concepts. Findings: The present study of the relationships between leadership styles and organizational commitment has shown how leadership dimensions can influence employee organizational commitment. Although there is considerable research available suggesting that transformational leadership is positively associated with organizational commitment in a variety of organizational settings and cultures, there has been little empirical research focusing on the precise ways in which style of leadership impacts  employee organizational commitment. Originality/value: Some critics about previous empirical and theoretical studies will present and a number of areas for future research will highlight. In this sense, various areas that require additional research are developed and possible incorporation of some mediation variables are proposed in order to gather a better understanding about the mechanism that links leadership styles and followers organizational commitment.

Challenges Women Face in Leadership Positions and Organizational Effectiveness: An Investigation

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Elmuti, Dean; Jia, Heather; Davis, Henry H.

2009-01-01

This study was undertaken to discover working public thoughts about roles of United States women in leadership positions and to test the relationship between managerial leadership styles and organizational effectiveness. A survey of perceptions of leadership roles and effectiveness distributed 700 randomly selected entities from industries in the…

Learners' and teachers' perceptions of principals' leadership in ...

African Journals Online (AJOL)

As ex officio members of School Governing Bodies (SGBs) and professional managers of schools, principals should play a pivotal role in providing transformative leadership for social justice in these schools. The purpose of this study was to examine, through a social justice framework, how teachers and learners who are ...

Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation.

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Aarons, Gregory A; Ehrhart, Mark G; Farahnak, Lauren R; Hurlburt, Michael S

2015-01-16

Leadership is important in the implementation of innovation in business, health, and allied health care settings. Yet there is a need for empirically validated organizational interventions for coordinated leadership and organizational development strategies to facilitate effective evidence-based practice (EBP) implementation. This paper describes the initial feasibility, acceptability, and perceived utility of the Leadership and Organizational Change for Implementation (LOCI) intervention. A transdisciplinary team of investigators and community stakeholders worked together to develop and test a leadership and organizational strategy to promote effective leadership for implementing EBPs. Participants were 12 mental health service team leaders and their staff (n = 100) from three different agencies that provide mental health services to children and families in California, USA. Supervisors were randomly assigned to the 6-month LOCI intervention or to a two-session leadership webinar control condition provided by a well-known leadership training organization. We utilized mixed methods with quantitative surveys and qualitative data collected via surveys and a focus group with LOCI trainees. Quantitative and qualitative analyses support the LOCI training and organizational strategy intervention in regard to feasibility, acceptability, and perceived utility, as well as impact on leader and supervisee-rated outcomes. The LOCI leadership and organizational change for implementation intervention is a feasible and acceptable strategy that has utility to improve staff-rated leadership for EBP implementation. Further studies are needed to conduct rigorous tests of the proximal and distal impacts of LOCI on leader behaviors, implementation leadership, organizational context, and implementation outcomes. The results of this study suggest that LOCI may be a viable strategy to support organizations in preparing for the implementation and sustainment of EBP.

The Indirect Effects of Servant Leadership Behavior on Organizational Citizenship Behavior and Job Performance: Organizational Justice as a Mediator

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Cemal Zehir

2013-07-01

Full Text Available Therelationship between leader and followers plays a vital role, particularly ineducational institutions where a keen understanding of human character and highlevel of social interaction ought to be facilitated. For this reason, in starkcontrast to contemporary leaders who see people only as units of production orexpendable resources in a profit and loss statement, servant leadership focuseson meeting the needs of followers, making them reach their maximum potentialand so perform optimally in order to achieve organizational goals andobjectives. This study examines theeffects of servant leadership behaviors of private college principals onteachers’ organizationalcitizenship behavior and job performance. Using 300 respondents from theprivate education institutes in Turkey, servant leadership behavior is examinedfor its indirect effects on organizational citizenship behavior and jobperformance by its impact on organizational justice. Organizational justiceacts as a mediator between the variables in question. All the results are insupport of the studied mediation effects. Implications of the findings andsuggestions for future research are discussed

THE INFLUENCE OF SPIRITUAL INTELLIGENCE,LEADERSHIP, AND ORGANIZATIONAL CULTURE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: A STUDY TO ISLAMIC BANK IN MAKASSAR CITY

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Muhdar. HM

2015-06-01

Full Text Available The aims of this study are to find out and to analys: (1 the influence of spiritual intelligence on organizational citizenship behavior; (2 the influence of leadership on organizational citizenship behavior; (3 the influence of organizationan culture on organizational citizenship behaviorThe population included all employees of Islamic Bank in Makassar City. There were 178 samples determined by using Slovin formula. The samples were selected in two stages: proportional and purposive sampling. The data were analyzed by using path analysis with the AMOS 21 program. The results show that: spiritual intelligence has a positive and significant influence on organizational citizenship behavior; leadership has a positive and significant influence on organizational citizenship behavior; organizational culture has a positive and significant influence on organizational citizenship behavior.

Technologies for learner-centered feedback

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Jane Costello

2013-09-01

Full Text Available As the number, type, and use of technologies to support learning increases, so do the opportunities for using these technologies for feedback. Learner-centered feedback is a core to the teaching-learning process. It is related to assessment in describing how learners perform in their learning, their gain in knowledge, skills, and attitudes. Feedback, types of feedback, guidelines for effective learner-centered feedback, and feedback’s relationship to assessment are presented. Methods of providing feedback, for example, automated, audio scribe pens, digital audio, etc., and the related technologies are described. Technologies that allow instructors to make informed decisions about the use of various methods for feedback are discussed.

The Impact of Transformational Leadership on Employee Sustainable Performance: The Mediating Role of Organizational Citizenship Behavior

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Weiping Jiang

2017-09-01

Full Text Available Transformational leadership has drawn extensive attention in management research. In this field, the influence of transformational leadership on employee performance is an important branch. Recent research indicates that organizational citizenship behavior plays a mediating role between transformational leadership and employee performance. However, some of these findings contradict each other. Given the background where greater attention is being paid to transformational leadership in the construction industry, this research aims to find the degree of the influence of transformational leadership on employee sustainable performance, as well as the mediating role of organizational citizenship behavior. A total of 389 questionnaires were collected from contractors and analyzed via structural equation modeling. The findings reveal that employee sustainable performance is positively influenced by transformational leadership. In addition, more than half of that influence is mediated by their organizational citizenship behavior. These findings remind project managers of the need to pay close attention to transformational leadership, to cultivate organizational citizenship behavior, and thereby to eventually improve employee’s sustainable performance.

Relationship between organizational culture, leadership style and ...

African Journals Online (AJOL)

This study investigated the relationship between organizational culture, leadership style and job satisfaction in a Nigerian private manufacturing organization. The study population consisted of employees of International Brewery Plc, Ilesha and the study sample consisted of 80% of the workforce at the Brewery comprising ...

Leadership, Job Satisfaction and Organizational Commitment in Healthcare Sector: Proposing and Testing a Model

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Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

2013-01-01

Conflict of interest: none declared. Introduction Employees’ job satisfaction and commitment depends upon the leadership style of managers. This study clarifies further the relationships between leadership behaviors of managers and two employees’ work-related attitudes-job satisfaction and organizational at public hospitals in Iran. A better understanding of these issues and their relationships can pinpoint better strategies for recruiting, promotion, and training of future hospital managers and employees, particularly in Iran but perhaps in other societies as well. Methods This cross-sectional study was conducted using self-administered questionnaires distributed among 814 hospital employees and managers through a stratified random sampling. Results and discussion The dominant leadership style of hospital managers was participative style. Hospital employees were moderately satisfied with their jobs and committed to their organization. Salaries, benefits, promotion, contingent rewards, interpersonal relationships and working conditions were the best predictors of job satisfaction among hospitals employees. Leadership, job satisfaction and commitment were closely interrelated. The leadership behavior of managers explained 28% and 20% of the variations in job satisfaction and organizational commitment respectively. Conclusion This study clarifies the causal relations of job satisfaction and commitment, and highlights the crucial role of leadership in employees’ job satisfaction and commitment. Nevertheless, participative management is not always a good leadership style. Managers should select the best leadership style according to the organizational culture and employees’ organizational maturity. PMID:24082837

Leadership, job satisfaction and organizational commitment in healthcare sector: proposing and testing a model.

Science.gov (United States)

Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

2013-01-01

none declared. Employees' job satisfaction and commitment depends upon the leadership style of managers. This study clarifies further the relationships between leadership behaviors of managers and two employees' work-related attitudes-job satisfaction and organizational at public hospitals in Iran. A better understanding of these issues and their relationships can pinpoint better strategies for recruiting, promotion, and training of future hospital managers and employees, particularly in Iran but perhaps in other societies as well. This cross-sectional study was conducted using self-administered questionnaires distributed among 814 hospital employees and managers through a stratified random sampling. The dominant leadership style of hospital managers was participative style. Hospital employees were moderately satisfied with their jobs and committed to their organization. Salaries, benefits, promotion, contingent rewards, interpersonal relationships and working conditions were the best predictors of job satisfaction among hospitals employees. Leadership, job satisfaction and commitment were closely interrelated. The leadership behavior of managers explained 28% and 20% of the variations in job satisfaction and organizational commitment respectively. This study clarifies the causal relations of job satisfaction and commitment, and highlights the crucial role of leadership in employees' job satisfaction and commitment. Nevertheless, participative management is not always a good leadership style. Managers should select the best leadership style according to the organizational culture and employees' organizational maturity.

Authentic leadership and organizational commitment: the mediating role of positive psychological capital

International Nuclear Information System (INIS)

Rego, P.; Pereira Lopes, M.; Nascimento, J.

2016-01-01

Purpose: This study analyzes the mediating role of positive psychological capital in the relationship between authentic leadership and organizational commitment. Design/methodology/approach: This quantitative study presents a model in which were considered as variables mediating the relationship between authentic leadership and organizational commitment, the four dimensions of positive psychological capital (optimism, resilience, self-efficacy, hope). Findings: The results showed that positive psychological capital mediates the relationship between authentic leadership and organizational commitment. However, they also indicate that this mediation is only made for three of the four dimensions of positive psychological capital (self-efficacy, hope and optimism). They also show that resilience negatively affects organizational commitment. Originality/value: The value of this study is to strengthen the interest in the study of positive psychological capital as a mediating variable and the importance of development that each of its dimensions and the impact they may have on other variables, as demonstrated by the results. (Author)

Authentic leadership and organizational commitment: the mediating role of positive psychological capital

Energy Technology Data Exchange (ETDEWEB)

Rego, P.; Pereira Lopes, M.; Nascimento, J.

2016-07-01

Purpose: This study analyzes the mediating role of positive psychological capital in the relationship between authentic leadership and organizational commitment. Design/methodology/approach: This quantitative study presents a model in which were considered as variables mediating the relationship between authentic leadership and organizational commitment, the four dimensions of positive psychological capital (optimism, resilience, self-efficacy, hope). Findings: The results showed that positive psychological capital mediates the relationship between authentic leadership and organizational commitment. However, they also indicate that this mediation is only made for three of the four dimensions of positive psychological capital (self-efficacy, hope and optimism). They also show that resilience negatively affects organizational commitment. Originality/value: The value of this study is to strengthen the interest in the study of positive psychological capital as a mediating variable and the importance of development that each of its dimensions and the impact they may have on other variables, as demonstrated by the results. (Author)

Authentic leadership and organizational commitment: The mediating role of positive psychological capital

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Paulo Rego

2016-02-01

Full Text Available Purpose: This study analyzes the mediating role of positive psychological capital in the relationship between authentic leadership and organizational commitment. Design/methodology/approach: This quantitative study presents a model in which were considered as variables mediating the relationship between authentic leadership and organizational commitment, the four dimensions of positive psychological capital (optimism, resilience, self-efficacy, hope. Findings: The results showed that positive psychological capital mediates the relationship between authentic leadership and organizational commitment. However, they also indicate that this mediation is only made for three of the four dimensions of positive psychological capital (self-efficacy, hope and optimism. They also show that resilience negatively affects organizational commitment. Originality/value: The value of this study is to strengthen the interest in the study of positive psychological capital as a mediating variable and the importance of development that each of its dimensions and the impact they may have on other variables, as demonstrated by the results.

The relationship between organizational leadership for safety and learning from patient safety events.

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Ginsburg, Liane R; Chuang, You-Ta; Berta, Whitney Blair; Norton, Peter G; Ng, Peggy; Tregunno, Deborah; Richardson, Julia

2010-06-01

To examine the relationship between organizational leadership for patient safety and five types of learning from patient safety events (PSEs). Forty-nine general acute care hospitals in Ontario, Canada. A nonexperimental design using cross-sectional surveys of hospital patient safety officers (PSOs) and patient care managers (PCMs). PSOs provided data on organization-level learning from (a) minor events, (b) moderate events, (c) major near misses, (d) major event analysis, and (e) major event dissemination/communication. PCMs provided data on organizational leadership (formal and informal) for patient safety. Hospitals were the unit of analysis. Seemingly unrelated regression was used to examine the influence of formal and informal leadership for safety on the five types of learning from PSEs. The interaction between leadership and hospital size was also examined. Formal organizational leadership for patient safety is an important predictor of learning from minor, moderate, and major near-miss events, and major event dissemination. This relationship is significantly stronger for small hospitals (learning from safety events. Formal leadership support for safety is of particular importance in small organizations where the economic burden of safety programs is disproportionately large and formal leadership is closer to the front lines.

The Effect of Organizational Culture, Leadership Style, and Functional Position on Organizational Commitment and Their Impact on the Performance of Internal Auditors in Aceh, Indonesia

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M. Shabri Abd. Majid

2016-06-01

Full Text Available This study aims at empirically examining the influence of the organizational culture, leadership style, and functional position of an auditor on organizational commitment and their impact on the performance of government internal auditors in Aceh, Indonesia. All 183 of the governmental internal auditors at the district level within the Province of Aceh, Indonesia, were investigated. Data, which are gathered by distributing questionnaires to the entire population, are then analysed by the Structural Equation Modelling (SEM technique.The study found that organizational culture, leadership style, and functional auditor have affected the performance of the governmental internal auditor either directly or indirectly through organizational commitment.Keywords: Organizational Culture, Leadership Style, Functional Auditor, Organizational Commitment, Internal Auditor Performance.

Small Business Leadership and Organizational Culture, Job Satisfaction and Performance: Correlational Research

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Frazier, Eugene

2013-01-01

This study investigated the relationship among organizational leadership styles (criterion variables), organizational culture, and employee job satisfaction, and organizational performance (predictor variables). The study research method was the quantitative method using a correlational research design that investigated the relationship among the…

Primary Principals' Leadership Styles, School Organizational Health and Workplace Bullying

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Cemaloglu, Necati

2011-01-01

Purpose: The purpose of this paper is to determine the relationships between leadership styles of primary school principals and organizational health and bullying. Design/methodology/approach: Two hypotheses were formulated in relation to the research. Three instruments were used--a multi-level questionnaire for measuring leadership, an…

The role of transformational leadership and organizational culture in service delivery within a public service organization

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Ophillia Ledimo

2014-08-01

Full Text Available Continuous changes in the external environment deriving from legislative, economic and technological factors, puts pressure not only to corporate organizations, but also to public service organizations. These changes have increased pressure on service delivery and calls for accountability in public service organizations. With this increased pressure comes the need for public service organizations to discover how to most effectively enhance their organizational performance. Two of the most effective ways to improve performance are through the organizational leadership and culture. Although many studies were conducted on transformational leadership and organizational culture, there is still a need to investigate the link between these constructs in public service organizations. Hence the objective of this study was to explore the relationship between transformational leadership and organizational culture for service delivery practices. The Leadership Practice Inventory (LPI and Organizational Culture Inventory (OCI were administered to a random sample size of N=238, from a population of 4350 employees working within the public service organization. Descriptive statistics and Pearson’s correlation were conducted to analyse the data. The results of this study indicated a significant positive relationship between transformational leadership and the constructive dimension of organizational culture within a public service organization. In terms of contributions and practical implications, insight gained from the findings may be used in proposing leadership and organizational development interventions and future research

Leadership, Organizational Climate, and Perceived Burden of Evidence-Based Practice in Mental Health Services.

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Brimhall, Kim C; Fenwick, Karissa; Farahnak, Lauren R; Hurlburt, Michael S; Roesch, Scott C; Aarons, Gregory A

2016-09-01

The use of evidence-based practices (EBPs) is associated with favorable client outcomes, yet perceived burden of using EBPs may affect the adoption and implementation of such practices. Multilevel path analysis was used to examine the associations of transformational leadership with organizational climate, and their associations with perceived burden of using EBPs. Results indicated significant relationships between transformational leadership and empowering and demoralizing climates, and between demoralizing climate and perceived burden of EBPs. We found significant indirect associations of leadership and perceived burden through organizational climate. Findings suggest that further research is needed to examine the extent to which improving leadership and organizational climate may reduce perceived burden and use of EBPs with the ultimate goal of enhancing quality of care.

Leadership, Organizational Climate, and Perceived Burden of Evidence-Based Practice in Mental Health Services

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Brimhall, Kim C.; Fenwick, Karissa; Farahnak, Lauren R.; Hurlburt, Michael S.; Roesch, Scott C.

2015-01-01

The use of evidence-based practices (EBPs) is associated with favorable client outcomes, yet perceived burden of using EBPs may affect the adoption and implementation of such practices. Multilevel path analysis was used to examine the associations of transformational leadership with organizational climate, and their associations with perceived burden of using EBPs. Results indicated significant relationships between transformational leadership and empowering and demoralizing climates, and between demoralizing climate and perceived burden of EBPs. We found significant indirect associations of leadership and perceived burden through organizational climate. Findings suggest that further research is needed to examine the extent to which improving leadership and organizational climate may reduce perceived burden and use of EBPs with the ultimate goal of enhancing quality of care. PMID:26152770

Effects of the Educational Leadership of Nursing Unit Managers on Team Effectiveness: Mediating Effects of Organizational Communication.

Science.gov (United States)

Choi, Eun Ha; Kim, Eun-Kyung; Kim, Pil Bong

2018-03-31

EDUCATIONAL LEADERSHIP OF NURSING UNIT MANAGERS ON TEAM EFFECTIVENESS: Mediating Effects of Organizational Communication Satisfaction. This study identifies the effects of the educational leadership of nursing unit managers on team effectiveness and the mediating effects of organizational communication satisfaction; it highlights the importance of educational leadership and organizational communication and provides the data needed to enhance the education capacity of managers. The participants were 216 nursing unit managers of staff nurses at a tertiary hospital located in C Region, South Korea, and nurses who had worked for more than six months at the same hospital. This study was conducted using questionnaires on educational leadership, team effectiveness, and organizational communication satisfaction. Data analysis was performed with a t-test, ANOVA, Scheffé, Pearson's correlation coefficient, and simple and multiple regression analyses using SPSS version 23.0. Mediation analysis was tested using Baron and Kenny's regression analysis and a Sobel test. The mean score for the educational leadership of nursing unit managers was 3.74(±0.68); for organizational communication satisfaction, 3.14(±0.51); and for team effectiveness, 3.52(±0.49). Educational leadership was significantly positively correlated with team effectiveness and organizational communication satisfaction. Organizational communication satisfaction demonstrated a complete mediating effect on the relationship between educational leadership and team effectiveness (β=.61, pcommunication satisfaction among nurses; this supports the idea that educational leadership can contribute to team effectiveness. This suggests that the educational leadership and communication capacity of nursing unit managers must be improved to enhance the performance of nursing organizations. Copyright © 2018. Published by Elsevier B.V.

The mediating effect of organizational culture on the relationship between transformational leadership and organizational citizenship behavior

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Keramat Esmi

2017-10-01

Full Text Available Introduction: Contemporary studies of organizational citizenship behavior (OCB are recognized as essential for modern organizations. These studies indicate that organizations with more emphasis on the OCB are healthier and more successful. The results also show that employees, who act beyond their job duties and exert OCB, belong to high productivity workgroup and enterprise with excellent quality in comparison to employees with low level of OCB. Therefore, the investigation of antecedents of organizational citizenship behavior can help the organizations to improve and reinforce it. Thus, the present study aimed at investigating the mediating effect of organizational culture on the relationship between transformational leadership and OCB. Method: A descriptive correlation research method was employed in this study. A total of 160 experts at Shiraz University were selected as the research sample through simple random sampling method using Cochran’s formula. Moreover, the study employed three instruments, namely Bass and Avolio’s transformational leadership questionnaire, Podsakoff’s et al.’s (1990 organizational citizenship behavior scale, and Denison organizational culture survey (2006. It is noted that the reliability of all the scales was obtained through Cronbach’s alpha coefficient. To analyze the research data, Pearson coefficient and structural equation modeling were used through SPSS 22 and Lisrel 8.8 software. Results: The results indicated that of dimensions of transformational leadership, inspirational motivation (β=0.33, and individualized consideration (β=-0.23 directly influenced OCB. Moreover, these two dimensions indirectly influenced OCB through organizational culture (dimension of involvement. The direct and indirect (β=0.16 effect of inspirational motivation on OCB was positive whereas individualized consideration directly had a negative and indirectly (β=0.14 a positive effect on OCB. Two other dimensions of

The relationship between leadership and organizational culture: a study carried out in an HEI

OpenAIRE

Andressa Gonçalves; Nicole Pasini Trevisol; Mauricio Capobianco Lopes; Joseane da Silva Soethe

2015-01-01

This research aimed to identify leadership styles and the type of organizational culture present in the institution of higher education studied, as well as the relationship between these two artefacts in the educational context studied. To this end, theoretical frameworks were sought as the concept of organizational culture, transformational and transactional leadership and also the relationship between culture and leadership. Data were collected through a “in situ” questionnaire ...

Immediate Supervisors’ Leadership Behaviour and Employees’ Organizational Commitment: Do Pay and Promotion Mediate the Nexus?

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Emmanuel Yaw Ampofo

2016-09-01

Full Text Available This study examines the mediating effect of motivational factors of pay and promotion on transformational leadership and organizational commitment relationship in Unilever Ghana using a quantitative, non-experimental, cross-sectional and analytical survey design study. The results of the study revealed significant positive relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. However, the results of the study revealed no significant mediation of pay in the relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. Additionally, no significant mediation of promotion was found in the relationship between transformational leadership and affective commitment, transformational leadership and continuance commitment, and transformational leadership and normative commitment. Managers’ adoption of transformational leadership behavior as a key strategy to get employees committed to the organizations will be of great significance because motivational factors such as pay and promotion do not mediate the transformational leadership and organizational commitment relationship. This is a maiden empirical research in Ghana where motivational factors are used as mediators in transformational leadership and organizational commitment relationship.

Relationship between the Instructional Leadership Behaviors of High School Principals and Teachers' Organizational Commitment

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Sarikaya, Nuray; Erdogan, Çetin

2016-01-01

The purpose of the current study is to investigate the relationship between the instructional leadership behaviors of high school principals and teachers' perceptions of organizational commitment and to test the extent to which instructional leadership behaviors predict organizational commitment. The study is designed in relational method. The…

THE INFLUENCE OF JOB SATISFACTION AND LEADERSHIP STYLE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (STUDY AT PT IDE JAYA KREASINDO

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Bagus Tri Pratikto

2015-09-01

Full Text Available The purpose of this study is : 1 To know the description of job satisfaction and the leadership style on Organizational Citizenship Behavior (Study at PT Ide Jaya Kreasindo 2 To know the effect of job satisfaction on Organizational Citizenship Behavior 3 To know the effect of the leadership style on Organizational Citizenship Behavior 4 To know the effect of job satisfaction and the leadership style on Organizational Citizenship Behavior simultaneously. Research methods using simple random sampling. Sampling technique using simple random sampling technique and of questionnaires of 77 observations from PT Ide Jaya Kreasindo’s employees using SPSS 16.0.The empirical result shows that job satisfaction and the leadership style has positive and significant effect on organizational citizenship behavior. Simultaneously test shows that job satisfaction and the leadership style effects organizational citizenship behavior.

Human-Oriented Leadership and Organizational Commitment in US Subsidiary Company Based in Sarawak

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Azman Ismail

2016-11-01

Full Text Available This article was conducted to examine the relationship between human-oriented leadership (HOL and organizational commitment. A survey method was employed to obtain data from the employees of one US subsidiary companybased in Sarawak. Results of the Partial Least Squares (SmartPLS model analysis confirmed that participative leadership, supportive leadership, and empowerment act as important antecedents of organizational commitment.These findings reveal that the capability of managers practicing HOL styles (supportive, participative, and empowerment has enhanced employees’ commitment to the organization.

Organizational structure and leadership styles in Savings and Credit Cooperatives of Pichincha

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Sandra Patricia Galarza Torres

2017-07-01

Full Text Available Leadership studies are of great interest to organizations and management scientists, because of the diversity of theories and models that have been perfected over time. The objective of this research is to qualitatively determine the leadership styles used by the managers of the Savings and Credit Cooperatives of Pichincha province, and to relate them to the organizational structures through which these institutions operate. The methodology was based on the application of surveys to managers of 60 cooperatives, taking as reference the variables raised by Bass and Avolio in their "Multifactorial Questionnaire on MLQ Leadership" and the organizational structure was obtained by another methodologies. It is concluded that in the cooperatives studied the styles used by managers are: transactional, transformational and Laissez Faire, the latter being the predominant in the organizational structures of cooperatives.

Discrepancies in Leader and Follower Ratings of Transformational Leadership: Relationship with Organizational Culture in Mental Health.

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Aarons, Gregory A; Ehrhart, Mark G; Farahnak, Lauren R; Sklar, Marisa; Horowitz, Jonathan

2017-07-01

The role of leadership in the management and delivery of health and allied health services is often discussed but lacks empirical research. Discrepancies are often found between leaders' self-ratings and followers' ratings of the leader. To our knowledge no research has examined leader-follower discrepancies and their association with organizational culture in mental health clinics. The current study examines congruence, discrepancy, and directionality of discrepancy in relation to organizational culture in 38 mental health teams (N = 276). Supervisors and providers completed surveys including ratings of the supervisor transformational leadership and organizational culture. Polynomial regression and response surface analysis models were computed examining the associations of leadership discrepancy and defensive organizational culture and its subscales. Discrepancies between supervisor and provider reports of transformational leadership were associated with a more negative organizational culture. Culture suffered more where supervisors rated themselves more positively than providers, in contrast to supervisors rating themselves lower than the provider ratings of the supervisor. Leadership and leader discrepancy should be a consideration in improving organizational culture and for strategic initiatives such as quality of care and the implementation and sustainment of evidence-based practice.

Relation between Democratic Leadership and Organizational Cynicism

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Terzi, Ali Riza; Derin, Ramazan

2016-01-01

This study intends to analyze the relation between school principals' leadership styles and teachers' perception of organizational cynicism. The study group consists of 268 participants teaching at high schools in the Balikesir district of Turkey during 2014-2015 academic year. In the study, which used relational survey model, data was collected…

[Safe and family-centered maternity hospitals: organizational culture of maternity hospitals in the province of Buenos Aires].

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Ramos, Silvina; Romero, Mariana; Ortiz, Zulma; Brizuela, Vanessa

2015-12-01

In 2010, the Safe and Family-Centered Maternity Hospitals initiative was launched in order to transform large public maternity centers into settings where safe practices are implemented and the rights of women, newborn infants and families are warranted. As a result, the paradigm of perinatal care was modified. This article reports on the findings of organizational culture as a component for the implementation of the initiative. The sample was selected in a non-probabilistic way and was made up of 29 public hospitals located in the province of Buenos Aires that participated in the initiative. During 2011 and 2012, an anonymous, self-administered survey was completed by members of the Department of Neonatology and the Department of Obstetrics. The survey collected information on three dimensions of the organizational culture: organizational environment, safe practices, and facilitation of change. A total of 1828 surveys were collected; 51% of survey respondents stated that there is a need to improve communication by having more meetings, while 60% made a positive assessment of various aspects of leadership. Work overload was described as the main cause of conflicts by 60%. Approximately 25% agreed and showed commitment with the initiative of transforming maternity centers. Adherence to practices was dissimilar depending on the practice, but half of survey respondents reported that there were genuine reasons for change. The assessment of the organizational culture showed that commitment to the Safe and Family-Centered Maternity Hospitals initiative is yet to be consolidated, and the evaluation of leadership is not comprehensive. Work overload and communication failures are the main reasons for conflict.

THE EFFECT OF INTERPERSONAL COMMUNICATION AND JOB STRESS ON ORGANIZATIONAL COMMITMENT AT CUSTOMS TRAINING CENTER

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Rita Dwi Lindawati

2017-05-01

Full Text Available The research aims to analyze the impact of leadership style and work environment to employee’s job satisfaction with organizational culture as moderating variable at balai kesehatan penerbangan Jakarta. the research used quantitative method. The data were analyzed using structural equation modeling-partial least square. 84 public services were used as samples, but 78 samples were given questionnaire back. The research revealed that: a leadership style has impact on work environment (0,549; b leadership style influences significantly to organizational culture (0,454; c work environment does not have impact on organizational culture (0,161; d organizational culture has strong relation to job satisfaction (0,840; e leadership style has not effect on job satisfaction (0,038; f work environment has not influence on job satisfaction (0,037; g through organizational culture, leadership style has significant effect on job satisfaction (0,660; and h through organizational culture, work environment has not significant effect on job satisfaction (0,129.

Efecte ale stilului de leadership asupra performantei în mediul organizational

OpenAIRE

Veronica - Stăvilă Rîlea

2008-01-01

Based on the transformative theory of leadership, the present research examines the predictive value of the process of Leadership on organisational citizenship behaviour, counterproductive work behaviour, and the performance of supervisors as it is perceived by subordinates. 138 subordinates form different organisations participated in this study. The participants were asked to complete several questionnaires: MLQ (Multifactor Leadership Questionnaire), OCBS (Organizational Citizenship Behavi...

Defining Leadership as Process Reference Model: Translating Organizational Goals into Practice Using a Structured Leadership Approach

OpenAIRE

Tuffley , David

2010-01-01

International audience; Effective leadership in organisations is important to the achievement of organizational objectives. Yet leadership is widely seen as a quality that individuals innately possess, and which cannot be learned. This paper makes two assertions; (a) that leadership is a skill that not only can be learned, but which can be formalized into a Process Reference Model that is intelligible from an Enterprise Architecture perspective, and (b) that Process Reference Models in the st...

The Relationship between Transformational Leadership and Organizational Commitment: The Case for Vocational Teachers in Jordan

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Khasawneh, Samer; Omari, Aieman; Abu-Tineh, Abdullah M.

2012-01-01

The purpose of this article is to determine the relationship between transformational leadership of vocational school principals on vocational teachers-organizational commitment. A random sample of 340 vocational teachers responded to a three-part instrument (the transformational leadership questionnaire, the organizational commitment…

Supporting learner-centered technology integration through situated mentoring

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Rosenberg, Marian Goode

Situated mentoring was used as a professional development method to help 11 high school science teachers integrate learner-centered technology. The teachers' learner-centered technology beliefs and practices as well as their perception of barriers to learner-centered technology integration were explored before and after participating in the mentoring program. In addition, the participants' thoughts about the effectiveness of various components of the mentoring program were analyzed along with the mentor's observations of their practices. Situated mentoring can be effective for supporting learner-centered technology integration, in particular decreasing the barriers teachers experience. Goal setting, collaborative planning, reflection, and onsite just-in-time support were thought to be the most valuable components of the mentoring program.

A relationship between leadership style and perceived organizational effectiveness by directors and managers in organizations

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Afsaneh Derakhshandeh

2012-04-01

Full Text Available Management is the basis of all necessary changes required for any organization. In order to reach organizational objectives, it is necessary to use human resources as effectively as possible. All management team members need to know about their own thinking as well as their ideas on reaching common objectives with better outcomes. In this paper, we present an empirical investigation to study the relationship between leadership style and perceived organizational effectiveness by directors and managers in organizations. The proposed study distributes a questionnaire consists of 37 questions among some management team of Agricultural ministry in one of the provinces of Iran. The main hypothesis of this survey examines the positive relationship between leadership style and perceived organizational effectiveness. The other hypothesis is associated with the supportive leadership style and perceived organization effectiveness and the third question is associated with democratic leadership style and perceived organization effectiveness. The results of Spearman-Pearson test confirm all three results, which indicate there is a meaningful and positive relationship between leadership style and perceived organizational effectiveness.

The Effects Of Transactional Leadership Upon Organizational Identification: A Case Of Travel Agencies In Adana

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Sine Erdoğan Morçin

2013-12-01

Full Text Available In this study, the effect of transactional leadership styles upon organizational identificationin group A travel agencies researched. Group A travel agents operating in the Eastern Mediterranean region explored and most studied agent identified as the province is Adana with a lot of practice. 86 groups A of travel agency serving those agents are actively operating in the province of Adana have been identified and 153 employees work in these agencies applied for data collection. As a result, there is a relationship between transactional leadership and organizational identification has emerged and it effects organizational identification. According to the results of t-test and analysis of variance perspective of demographic characteristics transactional leadership and organizational identification among the undifferentiated attitudes has emerged.

The Interaction of Principal and Teacher Instructional Influence as a Measure of Leadership as an Organizational Quality

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Jackson, Karen M.; Marriott, Christine

2012-01-01

Purpose: This article presents the design and test of a measure of school leadership as an organizational quality through the interaction of principal and teacher instructional influence. The Organizational Leadership Model hypothesizes four distinct conditions of school leadership, and the analysis investigates the relationship between teacher,…

Conceptualizing ORGANIZATIONAL HEALTH - Public health management and leadership perspectives

OpenAIRE

Orvik, Arne

2016-01-01

The thesis introduces a new conceptual model of organizational health and discusses its implications for public health management and leadership. It is developed with reference to organizational theories and ideologies, including New Public Management, the use of which has coincided with increasing workplace health problems in health care organizations. The model is based on empirical research and theories in the fields of public health, health care organization and management, and institutio...

The Detrimental Effect of Machiavellian Leadership on Employees' Emotional Exhaustion: Organizational Cynicism as a Mediator.

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Gkorezis, Panagiotis; Petridou, Eugenia; Krouklidou, Theodora

2015-11-01

Numerous empirical studies have examined predictors of emotional exhaustion. In this vein, both positive and negative leadership styles have been associated with this outcome. Yet, little is known about the role of Machiavellian leadership in fostering employees' emotional exhaustion. As such, we investigated the relationship between Machiavellian leadership and emotional exhaustion. Even more, we investigated an explanatory mechanism of this association by encompassing organizational cynicism as a mediator. Results showed that Machiavellian leadership has a both direct and indirect, through organizational cynicism, on employees' emotional exhaustion.

The Role of Transformational Leadership, Organizational Culture and Organizational Learning in Improving the Performance of Iranian Agricultural Faculties

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Abbasi, Enayat; Zamani-Miandashti, Naser

2013-01-01

This empirical research was conducted to investigate the role of transformational leadership, organizational culture and organizational learning in improving the performance of Iranian agricultural faculties and leading them to become learning organizations. The research population consisted of all faculty members of public agricultural faculties…

A Case Study of Leadership Pedagogy in an Organizational Behavior Class

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Ingerson, Kati; Bruce, Jackie

2015-01-01

The purpose of this study was to understand if selected leadership pedagogy (hands on activities) utilized in an organizational behavior classroom contributed to the development of workplace readiness skills. Since successful organizational behavior classes and hands on learning can lead to successful graduates, the importance of leadership…

Technologies for Learner-Centered Feedback

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Costello, Jane; Crane, Daph

2013-01-01

As the number, type, and use of technologies to support learning increases, so do the opportunities for using these technologies for feedback. Learner-centered feedback is a core to the teaching-learning process. It is related to assessment in describing how learners perform in their learning, their gain in knowledge, skills, and attitudes.…

Leadership, organizational climate, and working alliance in a children's mental health service system.

Science.gov (United States)

Green, Amy E; Albanese, Brian J; Cafri, Guy; Aarons, Gregory A

2014-10-01

The goal of this study was to examine the relationships of transformational leadership and organizational climate with working alliance, in a children's mental health service system. Using multilevel structural equation modeling, the effect of leadership on working alliance was mediated by organizational climate. These results suggest that supervisors may be able to impact quality of care through improving workplace climate. Organizational factors should be considered in efforts to improve public sector services. Understanding these issues is important for program leaders, mental health service providers, and consumers because they can affect both the way services are delivered and ultimately, clinical outcomes.

Lean Leadership - Organizational Buy - Ins

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Dr. Revathi Iyer

2017-05-01

Full Text Available Great organizations have become leaders due to their leadership and sustainable initiatives. One such initiative is adoption of lean leadership to align core strategies with all functional areas of business. Leadership is likely to take place in a lean environment because improvements that happen are continual and can only be supported by leadership which understands this important aspect. The topic of lean leadership organizational buy ins speaks on how lean leadership could affect organizations that adopt lean and other quality tools. Purpose of the study This study has been undertaken to understand When leadership more of is likely to take place in lean . Leadership plays a very important role while adopting lean processes and how lean leadership can address the process problem. Application of leadership lenses to lean processes needs great foresight thought and creativity. It has been also observed that lean management and lean processes can happen only if leadership is able to effectively communicate the thought of continual improvement to bring in a lean organization and a future state of processes where everything of a firm process and procedure is continually improving and the best strategies to manage this change becomes a philosophy. Lean leadership is associated with such a change. This enables leadership vision to be clear as it paves the way for current state and is clear to everyone. It is this leadership vision which enables employees to think and act in a way that perpetrates continual improvement. Hence leadership buys ins for lean are very necessary. The purpose of the study is also to understand how leaders can not only use cost reduction but also reducing time-to-market improving service quality and reducing risk exposure by adopting lean methods . it has been also seen that there is overall productivity and efficiency in organizations holistically when leadership endorses lean methodology. Radnor Z. and Bucci G. 2007

Distributed Leadership and Organizational Change: Implementation of a Teaching Performance Measure

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Sloan, Tine

2013-01-01

This article explores leadership practice and change as evidenced in multiple data sources gathered during a self-study implementation of a teaching performance assessment. It offers promising models of distributed leadership and organizational change that can inform future program implementers and the field in general. Our experiences suggest…

The Detrimental Effect of Machiavellian Leadership on Employees’ Emotional Exhaustion: Organizational Cynicism as a Mediator

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Panagiotis Gkorezis

2015-11-01

Full Text Available Numerous empirical studies have examined predictors of emotional exhaustion. In this vein, both positive and negative leadership styles have been associated with this outcome. Yet, little is known about the role of Machiavellian leadership in fostering employees’ emotional exhaustion. As such, we investigated the relationship between Machiavellian leadership and emotional exhaustion. Even more, we investigated an explanatory mechanism of this association by encompassing organizational cynicism as a mediator. Results showed that Machiavellian leadership has a both direct and indirect, through organizational cynicism, on employees’ emotional exhaustion.

TRANSFORMATIONAL LEADERSHIP – THE ART OF SUCCESSFULLY MANAGING TRANSFORMATIONAL ORGANIZATIONAL CHANGES

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Ionel Scaunasu

2012-12-01

Full Text Available Companies today face new challenges waves, striving to remain competitive in a rapidly-changing market. Transformational leadership is a strategic key approach to successfully managing organizational transformational changes, the art of boat business leads by turbulence beginning of the XXI century. In fact, this is a new quality of leadership that so-called transactional management blew it in an attempt to end the cycle of conversion efficiency. In this sense, the success of transformational organizational change management involving key people in an organization (managers to develop appropriate skill sets and attributes that characterize the so-called transformational leaders.

2009 Center for Army Leadership Annual Survey of Army Leadership (CASAL): Army Education

Science.gov (United States)

2010-06-11

right time, handling pre- education attitudes, and tracking performance gains and career advantages related to academics.  Developing current, relevant...Army Leadership Technical Report 2010-2 2009 CENTER FOR ARMY LEADERSHIP ANNUAL SURVEY OF ARMY LEADERSHIP (CASAL): ARMY EDUCATION ...Joshua Hatfield ICF International John P. Steele Center for Army Leadership June 2010 The Center for Army Leadership An

Servant leadership and affective commitment in the Chinese public sector: the mediating role of perceived organizational support.

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Zhou, Yingying; Miao, Qing

2014-10-01

This study examined a possible mediating mechanism between servant leadership and the affective commitment in Chinese employees. Servant leadership, perceived organizational support, and affective commitment was assessed among 239 full-time employees in the Chinese public sector in three rounds of surveys. Servant leadership influenced affective commitment through perceived organizational support. The effect of servant leadership exists in Chinese culture as well as Western cultures.

RESEARCH OF RELATIONSHIP BETWEEN LEADERSHIP BEHAVIORS OF MANAGERS AND ORGANIZATIONAL COMMITMENT OF EMPLOYEES USING STATISTICAL METHODS

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Aydoğan Durmuş

2016-08-01

Full Text Available In this study conducted to research the relationship between leadership behaviors of managers between organizational commitment of employees, a survey has been applied to 155 employees who work in 3 companies in Istanbul province. To measure organizational commitment of employees: "Organizational Commitment Scale" developed by Meyer, Allen ve Smith ; to measure leadership behaviors:" Leadership Behaviors Inventory" of Kent and "Multidimensional Leadership Problems" titled survey forms have been examined and leadership behavior scale which is often used in researches and has been created developing leadership behavior questions based on "Behavioral Repertoire of Leaders" of  Goleman. The data collected by the survey were evaluated by entering into SPSS 22 software. As a result of the application; it has been found that, as autocratic, visionary,  participating and leadership behaviors of managers strengthen, attendance to corporation and normative commitment of employees increase, as educational and relationship oriented behaviors of managers strengthen, attendance to corporation and normative commitment of employees strengthens. As overall satisfaction level of employees with leadership behavior of managers increases, their attendance and normative commitment to organization increased as well.

Blending Constructs and Concepts: Development of Emerging Theories of Organizational Leadership and Their Relationship to Leadership Practices for Social Justice

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Beyer, Bonnie

2012-01-01

This paper addresses and discusses traditional organizational leadership theories of the past and their relationship to more recent theoretical concepts and constructs of the present. Leadership theory is reviewed in an historical context and connections are made to current leadership literature and theory. The paper addresses how more recent…

Consequences of Collective-Focused Leadership and Differentiated Individual-Focused Leadership : Development and Testing of an Organizational-Level Model

OpenAIRE

Kunze, Florian; de Jong, Simon Barend; Bruch, Heike

2016-01-01

Recent advances in leadership research suggest that collective-focused leadership climate and differentiated individual-focused leadership might simultaneously, yet oppositely, affect collective outcomes. The present study extends this literature by addressing open questions regarding theory, methods, statistics, and level of analysis. Therefore, a new and more parsimonious theoretical model is developed on the organizational-level of analysis. Drawing on the commitment literature, we argue f...

The Influence of Leadership Behavior and Organizational Commitment on Organizational Readiness for Change in a Higher Learning Institution

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Nordin, Norshidah

2012-01-01

Many factors contribute to the effectiveness in implementing organizational change. However, many change effort fail due to several factors such as lack of commitment, style of leadership, and emotional distress of the employees who have to implement the change. This study was intended to determine the influence of leadership behavior and…

Theorising and analysing plurivocality and dialogue in organizational and leadership development practices

DEFF Research Database (Denmark)

Bager, Ann

is offered through the lens of Bakhtinian dialogicality assisted by perspectives from Foucauldian governmentality and discourse studies and its implications for organizational and leadership studies are discussed. On this basis an ethnographic inspired analysis (a combined process and embodied discourse......In this thesis Ann Starbæk Bager conducts research on organizational dialogic development practices. She scrutinizes and challenges the taken-for-grantedness of such as naturally positive phenomenon with attached positive, involving and emancipating outcomes. An in depth theorization of dialogue...... analysis) is conducted of dialogic practicing and identity work in a participatory dialogue, dissensus and research based leadership forum hosted in Danish university settings. Among other things the analysis pictures leadership as serious and complex phenomenon filled with ambiguities and paradoxes...

What constitutes successful nurse leadership?: A qualitative approach utilizing Kanter's theory of organizational behavior.

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Upenieks, Valda V

2002-12-01

What constitutes successful leadership in today's healthcare environment and what are the principal components of an organization that supports the role of the nurse leader? To answer these questions, 16 nurse leaders from four acute care hospitals were interviewed for their perception of leadership traits that are effective in the inpatient hospital setting and types of organizational infrastructures that create conditions for job effectiveness. Kanter's theory of organizational behavior provided the conceptual framework for this study. Leadership effectiveness is linked to having access to opportunity, resources, information, and formal and informal power in the work setting. Nurse leaders with access to these structures are empowered and successful, which leads to enhanced worth and overall organizational achievement. Also, strong central beliefs and business astuteness are considered vital attributes in today's economically oriented environment.

The Relationship between Leadership Style, Organizational Culture, and Job Satisfaction in the U.S. Healthcare Industry

OpenAIRE

Mouhamadou Sow; Jeanie Murphy; Rosa Osuoha

2017-01-01

The purpose of this quantitative, correlational study, based on the theoretical framework of transformational leadership, was to examine the relationships between leadership style, organizational culture, and job satisfaction in the U.S. healthcare industry. The study addressed a problem faced by U.S. healthcare leaders, who are currently unaware as to how transformational leadership and organizational culture can impact job satisfaction in an industry with high burnout and low satisfaction l...

Model Keterkaitan Market Orientation, Leadership, Organizational Innovation dan Organizational Performance pada Industri Kerajinan di Sumatera Barat

OpenAIRE

PRIMA LITA, RATNI; MEUTHIA, MEUTHIA; FAISAL, RANNY FITRIANA

2018-01-01

The purpose of this study is to analyze the influence of market orientation, leadership, organizational innovation and organizational performance in handycraft industry in Bukittinggi City, Pariaman City, Padang Pariaman Regency, and Pesisir Selatan Regency. This research uses quantitative methods, while the sampling technique using Purposive sampling with sample size of 86 craft companies. The criteria assigned to the respondent is the handycraft business that produce and market their own pr...

[Influence of Nurse Managers' Authentic Leadership on Nurses' Organizational Commitment and Job Satisfaction: Focused on the Mediating Effects of Empowerment].

Science.gov (United States)

Choi, Han Gyo; Ahn, Sung Hee

2016-02-01

The aim of this study was to examine the mediating effect of empowerment in the relationship of nurse managers' authentic leadership, with nurses' organizational commitment and job satisfaction. The participants in this study were 273 registered nurses working in five University hospitals located in Seoul and Gyeonggi Province. The measurements included the Authentic Leadership Questionnaire, Condition of Work Effectiveness Questionnaire-II, Organizational Commitment Questionnaire and Korea-Minnesota Satisfaction Questionnaire. Data were analyzed using t-test, ANOVA, Scheffé test, Pearson correlation coefficients, simple and multiple regression techniques with the SPSS 18.0 program. Mediation analysis was performed according to the Baron and Kenny method and Sobel test. There were significant correlations among authentic leadership, empowerment, organizational commitment and job satisfaction. Empowerment showed perfect mediating effects in the relationship between authentic leadership and organizational commitment. It had partial mediating effects in the relationship between authentic leadership and job satisfaction. In this study, nurse managers' authentic leadership had significant influences on nurses organizational commitment and job satisfaction via empowerment. Therefore, to enhance nurses' organizational commitment and job satisfaction, it is necessary to build effective strategies to enhance nurse manager's authentic leadership and to develop empowering education programs for nurses.

The Relationship between Leadership Style, Organizational Culture, and Job Satisfaction in the U.S. Healthcare Industry

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Mouhamadou Sow

2017-03-01

Full Text Available The purpose of this quantitative, correlational study, based on the theoretical framework of transformational leadership, was to examine the relationships between leadership style, organizational culture, and job satisfaction in the U.S. healthcare industry. The study addressed a problem faced by U.S. healthcare leaders, who are currently unaware as to how transformational leadership and organizational culture can impact job satisfaction in an industry with high burnout and low satisfaction levels. The following research questions were posed: (1 Is there a statistically significant relationship between transformational leadership and job satisfaction in the U.S. healthcare industry? (2 Is there a statistically significant relationship between organizational culture and job satisfaction in the U.S. healthcare industry? (3 Is the relationship between transformational leadership and job satisfaction in the U.S. healthcare industry mediated by organizational culture? Data to answer the research questions were collected through simple random sampling processes that resulted in a sample of 111 American healthcare employees and analyzed with Stata software. The main finding of the study was that an apparent effect of transformational leadership on job satisfaction disappeared when organizational culture variables were taken into consideration. The results suggest that healthcare organizations should attempt to move away from externally focused cultures in order to increase job satisfaction. Such a move could improve social outcomes by improving the quality of work for millions of stressed American healthcare employees.

The Effect of Transformational Leadership Behavior on Organizational Culture: An Application in Pharmaceutical Industry

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Sinem Aydogdu

2011-01-01

Full Text Available In this study, conducted on 96 employees from production sector in a pharmaceutical company, the effect of transformational leadership behavior on organizational culture is investigated to determine statistically significant relations. The results of the study support the hypotheses. Transformational leadership behavior has a positive and significant correlation between the components of organizational culture such as long / short term orientation, masculinity / feminity, power distance, individualism / collectivisim and uncertainity avoidance.

Servant Leadership and Follower Outcomes: Mediating Effects of Organizational Identification and Psychological Safety.

Science.gov (United States)

Chughtai, Aamir Ali

2016-10-02

This study investigated the mediating role of organizational identification and psychological safety in the relationship between servant leadership and two employee outcomes: employee voice and negative feedback seeking behavior. The sample for this study comprised of 174 full-time employees drawn from a large food company based in Pakistan. Results showed that organizational identification and psychological safety partially mediated the effects of servant leadership on voice and negative feedback seeking behavior. The theoretical and practical implications of this research are discussed.

Gender and Leadership Aspiration: The Impact of the Organizational Environment

OpenAIRE

Fritz, Claudia

2016-01-01

markdownabstractSummary The aim of this dissertation is to examine gender differences in leadership aspiration. Although some important work regarding gender-specific aspiration has been done already, conditions fostering leadership aspiration – particularly among women – are not completely understood. Therefore, the focus of this dissertation is on assessing the potential impact of the organizational environment, including formal and informal elements, as well as relevant actors and their re...

Health leadership education programs, best practices, and impact on learners' knowledge, skills, attitudes, and behaviors and system change: a literature review

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Careau E

2014-05-01

Full Text Available Emmanuelle Careau,1 Gjin Biba,1 Rosemary Brander,2 Janice P Van Dijk,2 Sarita Verma,3 Margo Paterson,2 Maria Tassone31Center for Interdisciplinary Research in Rehabilitation and Social Integration, Université Laval, Québec, QC, 2Office of Interprofessional Education and Practice, Queen's University, Kingston, ON, 3Centre for Interprofessional Education, University of Toronto, Toronto, ON, CanadaBackground: A review of the literature was undertaken by the Canadian Interprofessional Health Leadership Collaborative to investigate the content and competencies of health education programs that teach collaborative leadership and to inform the development of an international collaborative leadership curriculum.Methods: A PubMed and Google Scholar search identified the frequency of key leadership education program terms and was adjusted for six major databases. From the 2,119 references, 250 were selected in a double-blinded manner. A descriptive statistical analysis was performed to determine the patterns, types, learners, models, and competencies addressed. Cross-tabulation and analysis of correlation identified best practices and impacts on learners' knowledge, skills, attitudes/behaviors, and on health system change.Results: Four types of leadership models were formally identified, ie, traditional leadership, transformational leadership, clinical leadership, and collaborative leadership. The most identified competencies were interprofessional communication, knowledge on how to work in teams and across disciplines, and financial knowledge. The least addressed topics were social accountability and community engagement. Only 6.8% of the articles reviewed assessed the effectiveness of their program based on patient-centered outcomes and 3.6% on system change.Conclusion: This literature review focused on 250 health leadership education programs reported in peer-reviewed journals to address important questions about the competencies, best practices

Sustainable Leadership, Organizational Trust on Job Satisfaction: Empirical Evidence from Higher Education Institutions in Syria

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Serene Dalati

2017-06-01

Full Text Available This research develops a theoretical model of sustainable leadership, organizational trust and satisfaction at work in higher education environment in Syria. The model assesses staff perception of outstanding leadership behaviors and examines its relationship with perceived organizational trust in the field of higher education institutions in Syria. This research examines a conceptual framework identifying outstanding leadership styles and behaviors which are associated with sustainable leadership, organisational trust identified by members’ trust in their coworkers, and job satisfaction at an institutional level. The research methodology applied in this research develops a quantitative approach through application of questionnaire survey. To measure the dimensionality of scale factors an exploratory factor analysis is conducted. Reliability analysis is performed, Cronbach alpha test indicates that the research scales are internally consistent. The sample of the study employed a convenience sample from higher education institutions. The managerial implication of the research study recommends application and adoption of sustainable leadership behaviors among functional, mid and senior levels of managers and academics in management positions in higher education institutions. The limitation of research is mainly indicated in the sample size and measurement scales of sustainable leadership, organizational trust and job satisfaction.

Transformational Leadership and Organizational Citizenship Behavior: A Meta-Analytic Test of Underlying Mechanisms.

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Nohe, Christoph; Hertel, Guido

2017-01-01

Based on social exchange theory, we examined and contrasted attitudinal mediators (affective organizational commitment, job satisfaction) and relational mediators (trust in leader, leader-member exchange; LMX) of the positive relationship between transformational leadership and organizational citizenship behavior (OCB). Hypotheses were tested using meta-analytic path models with correlations from published meta-analyses (761 samples with 227,419 individuals overall). When testing single-mediator models, results supported our expectations that each of the mediators explained the relationship between transformational leadership and OCB. When testing a multi-mediator model, LMX was the strongest mediator. When testing a model with a latent attitudinal mechanism and a latent relational mechanism, the relational mechanism was the stronger mediator of the relationship between transformational leadership and OCB. Our findings help to better understand the underlying mechanisms of the relationship between transformational leadership and OCB.

Matchmaking in organizational change : does every employee value participatory leadership? An empirical study

OpenAIRE

Rogiest, Sofie; Segers, Jesse; Witteloostuijn, van, Arjen

2018-01-01

Abstract: Although leadership is generally considered an important lever to increase commitment during organizational change, empirical research has yet to unravel many of the underlying mechanisms. In this paper, we propose that the impact of participative leadership on affective commitment to change will be contingent on employees orientation toward leadership. In our empirical study in two police organizations, we find evidence that followers orientation toward leadership is a useful inter...

Multilevel Leadership and Organizational Effectiveness in Indian Technical Education: The Mediating Role of Communication, Power and Culture

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Gochhayat, Jyotiranjan; Giri, Vijai N.; Suar, Damodar

2017-01-01

This study provides a new conceptualization of educational leadership with a multilevel and integrative approach. It examines the impact of multilevel leadership (MLL) on the effectiveness of technical educational institutes through the mediating effects of organizational communication, bases of power and organizational culture. Data were…

"I Got Your Back": Looking Closely at Women Learners' Collaboration and Leadership in Three Studies

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Drago-Severson, Eleanor; Cuban, Sondra; Daloz, Kate

2009-01-01

This paper describes findings from three different research studies of diverse women learners. We used qualitative methodology to investigate how collaborative relationships among these women supported their learning and leadership development. The first study illuminates how women's leadership can emerge spontaneously. The second study indicates…

The Effects of Servant Leadership on Teachers' Organizational Commitment in Primary Schools in Turkey

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Cerit, Yusuf

2010-01-01

This study examines the effects of servant leadership behaviours of primary school principals on teachers' school commitment. The research data were collected from 563 teachers working in primary schools in Duzce. Servant leadership behaviours of principals were measured with a servent organizational leadership assessment scale, and the teachers'…

Developing organizational and learning skills of a slow learner

OpenAIRE

Mauko, Katja

2016-01-01

Slow learners are individuals with below average cognitive abilities. In general they are more immature and show problems in areas such as concentration, short-term and long-term memory, metacognition, motivation, social integration, executive functions and some others. One of the problematic areas is also organization. Well-developed organizational skills are very important because they affect many aspects of our lives. They enable us to cope with everyday tasks, as well as more complex task...

Matchmaking in organizational change : Does every employee value participatory leadership? An empirical study

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Rogiest, Sofie; Segers, Jesse; van Witteloostuijn, Arjen

2018-01-01

Although leadership is generally considered an important lever to increase commitment during organizational change, empirical research has yet to unravel many of the underlying mechanisms. In this paper, we propose that the impact of participative leadership on affective commitment to change will be

A Qualitative Study of Superintendent Leadership Experiences during a Top-Down Organizational Change

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Bryant, Johane

2014-01-01

The purpose was to investigate common experiences of superintendents as they responded to realignment of leadership responsibilities during an organizational change initiated by mayoral control. To discover the shared essence of changes in leadership responsibilities experienced by superintendents, individuals "told their stories" to…

Leadership and Followership in Organizational Impact Humanity in Government Sector

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Ahmad Norazilawani

2018-01-01

Full Text Available Leadership in organizational behavior can be impact of humanity in Goverrment Sector., tourism, service sector. Communication style in the organization is very important and also key forces in providing employees with job satisfaction, humanity and communication skills. When employees do not get satisfaction from their jobs, morale drops an absences and lateness increases. Any person just follow instruction from a leader behavior and subordinates even the step, instruction good job, take action for respontibilities from communication transaction by interpersonal. Even the staff followers support for leaders is enhanced when their decisions affirm a distinct social identity that is shared with followers. Participants showed less support for a leader who favored in group members who were relatively sympathetic to an out group position than for one who favored in group members who opposed an out group position. A social constructionist view is highlighted. I clarify some of the assumptions of this approach, contrasting them with those of a more leader-centered perspective. In an effort to increase the testability of this approach, In outline a general model, paving the way for generating individual and group-level hypotheses, and discuss implications for practice and for future leadership research

"Metamorphosis": A Collaborative Leadership Model to Promote Educational Change

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Gialamas, Stefanos; Pelonis, Peggy; Medeiros, Steven

2014-01-01

A school that holds as a central belief that knowledge is individually and socially constructed by learners who are active observers of the world, active questioners, agile problem posers and critical and creative problem solvers must evolve leadership models and organizational patterns that mirror this model of genuine and meaningful learning as…

Relationship Leadership, Employee Engagement, and Organizational Citizenship Behavior

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Dorothea Wahyu Ariani

2014-08-01

Full Text Available Our research focuses on the impact of supportive leadership and employee engagement on the organizational citizenship behavior (OCB. The research study setting with the individual unit of analysis. A survey was conducted by using questionnaires from previous research. The questionnaires were sent to 300 employees in service organizations in Yogyakarta, Indonesia, 252 completed surveys data were returned anonymously in sealed envelopes. Validity and reliability tests were used to test the questionnaires contents. The structural equation modeling (SEM was used to test the relationship among variables.   The result proved that supportive leadership and employee engagement have direct positive relationship with OCB and employee engagement mediated the relationship between supportive leadership and OCB. A thorough discussion on the relationship among the variables as well as on self-rating is presented in this paper.

Study on the Influence of Leadership Style on Employee’s Organizational Commitment

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Wang, Lin

2018-03-01

Talent is the core competitiveness of an enterprise, how to retain talent, inspire their creative, exert its advantages for the enterprise to bring profit maximization and value appreciation. It has always been the focus of enterprises and scholars. A great number of studies have shown that organizational commitment has an important impact on employees’ attitudes, thoughts and behaviors, and leadership style is also an important variable which affects the organizational commitment of employees. Through the questionnaire survey, the statistical software SPSS24.0 empirical analysis of the collected data shows that there is a positive correlation between the style of leadership and the commitment of the employee and the correlation with the employee’s normative commitment is not significant; The established leadership is negatively correlated with the employee’s emotional commitment and normative commitment, but it is not significant with the continuous commitment.

Urban school leadership for elementary science education: Meeting the needs of English Language Learners

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Alarcon, Maricela H.

Science education reform and state testing accountability call upon principals to become instructional leaders in science. Specifically, elementary school principals must take an active role in science instruction to effectively improve science education for all students including English Language Learners. As such, the research questioned posed in this study centered on How are elementary school principals addressing the academic needs of Latino Spanish-speaking English language learners within science education? This study employed a qualitative research design to identify the factors contributing to the exemplary performance in science, as measured by the Texas Assessment of Knowledge and Skills (TAKS), for English Language Learner students in three high poverty bilingual elementary schools based on a multiple case study. As part of the data collection process, interviews were conducted with three school principals, three science academic support teachers, and two 5th grade bilingual teachers. Additionally, observations were acquired through school principal shadowing. The findings revealed four attributes necessary for effective instructional leadership in science education. First, Positive School Culture was defined as the core that linked the other three instructional leadership attributes and thus increased their effectiveness. Second, Clear Goals and Expectations were set by making science a priority and ensuring that English language learners were transitioning from Spanish to English instruction by the fifth grade. Third, Critical Resourcing involved hiring a science academic support teacher, securing a science classroom on campus, and purchasing bilingual instructional materials. Fourth, principal led and supported Collaboration in which teachers met to discuss student performance based data in addition to curriculum and instruction. These research findings are vital because by implementing these best practices of elementary school principals, educators

The Impact of Organizational Diversity Policies on Minority Employees’ Leadership Self-Perceptions and Goals

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Gündemir, S.; Dovidio, J.F.; Homan, A.C.; De Dreu, C.K.W.

2017-01-01

We examined how formal organizational diversity policies affect minorities’ leadership-relevant self-perceptions and goals in two experiments. Organizational mission statements were manipulated to reflect policies acknowledging and valuing subgroup differences (Multiculturalism), de-emphasizing

New Media and Leadership: Social Media and Open Organizational Communication

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Viorica Pauș

2013-05-01

Full Text Available This paper aims to identify and analyze the extent to which new media have penetrated the Romanian organizations’ internal communication and have influenced the leadership. We intend also to consider how social media becomes a tool for organizational communication and contributes to the creation of a new kind of leadership associated with open communication. We start from the premise that new media and social media can contribute to the leader’s mission to create around him a vision and makes others to share this vision. In terms of open communication, the external image of organization reflects, in part, leadership practices within the organization. It is about the exercise of the shared collective leadership (Don Tapscott, 1996 that should strengthen the organization position.

THE EFFECT OF COMPENSATION, LEADERSHIP AND ORGANIZATIONAL CULTURE THROUGH WORK MOTIVATION ON EMPLOYEE PERFORMANCE

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Djoko Setyo Widodo

2017-12-01

Full Text Available This study aims to examine the effect of compensation, leadership and organizational culture through work motivation on employee performance. This study uses a quantitative method by distributing questionnaires to employees in the conventional banking environment in Bekasi. The research sample is determined by simple random sampling and the technique analysis is SEM analysis with AMOS ver. 21. This study shows positive and significant results partially from the effect of variable compensation, leadership, organizational culture and motivation on employee performance. On the other hand, the study also find that organizational culture has no effect on work motivation. Based on the results of this study conclude that all hypothesis are supported but one hypotheses that examine the influence of organizational culture has no effect on work motivation.

Examining the Relationship between Instructional Leadership and Organizational Health

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Parlar, Hanifi; Cansoy, Ramazan

2017-01-01

The aim of this study was to examine the relationship between school administrators' instructional leadership behaviours, and organizational health of schools. The participants were 538 teachers working in elementary, middle and high schools located in the Umraniye district of Istanbul. The data was gathered through the "School Principals'…

A longitudinal study of the effects of charismatic leadership and organizational culture on objective and perceived corporate performance

NARCIS (Netherlands)

Wilderom, C.P.M.; van den Berg, P.T.; Wiersma, U.J.

2012-01-01

We investigated the combined effects of charismatic leadership and organizational culture on perceived and objective company performance using a longitudinal design. Employees (N = 1214) in 46 branches of a large Dutch bank rated branch management on charismatic leadership, organizational culture in

A longitudinal study of the effects of charismatic leadership and organizational culture on objective and perceived corporate performance.

NARCIS (Netherlands)

Wilderom, Celeste P.M.; van den Berg, P.T.; Wiersma, U.J.

2012-01-01

We investigated the combined effects of charismatic leadership and organizational culture on perceived and objective company performance using a longitudinal design. Employees (N = 1214) in 46 branches of a large Dutch bank rated branch management on charismatic leadership, organizational culture in

Pengaruh Transformational Leadership Terhadap Organizational Performance Melalui Organizational Culture Dan Entrepreneurial Intensity Sebagai Intervening Variable Pada Perusahaan Publik Di Surabaya

OpenAIRE

Jessica, Helena

2015-01-01

The aimed of this study was to examine the relationship of transformational leadership to the firm performance. This research was conducted in order to find the affect of transformational leadership through organizational culture and entrepreneurial intensity as the intervening variables. This study used primary data obtained from questionnaires distributed to go-public companies' employees in Surabaya. The samples were companies that used transformational leadership. Based on the multiplicat...

THE EFFECT OF ETHICAL LEADERSHIP AND ORGANIZATIONAL CULTURE ON WORK ETHOS AND ITS IMPACT ON ORGANIZATIONAL PERFORMANCE: A CASE STUDY IN REGENCY DEPARTMENT OF LANDS OF LOMBOK ISLAND, INDONESIA

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Susmianto

2018-03-01

Full Text Available A leader should be concerned about the influence of his leadership on working culture and environment of the employees. These responsibilities include the ethical responsibility of treating employees with mutual respect, service, fairness, and honesty. This study aimed to determine the influence of ethical leadership and organizational culture on the work ethos and its impact on the performance of the organization on the Department of Lands. A quantitative research method was applied in this study. The sample of research are 69 respondents with cluster sampling method. The research was conducted at National Department of Lands in Lombok Island. The data analysis technique used is SEM using SmartPLS 3.0 program. The results showed that ethical leadership has no significant effect on work ethos, while organizational culture has a significant effect on work ethos. Furthermore, both work ethos and ethical leadership had a significant effect on organizational performance, organizational culture has a significant effect on organizational performance.

民企家长型领导、组织承诺与组织绩效的关系研究%Research on Relationship among Paternalistic Leadership,Organizational Commitment and Organizational Performance

Institute of Scientific and Technical Information of China (English)

赵相忠; 王云峰

2013-01-01

以广东、广西68家民营企业的159名管理者及员工的调查结果为样本,实证分析了民企家长型领导、组织承诺与组织绩效的关系.研究发现:家长型领导行为中德行领导对组织承诺及组织绩效具有较大程度的影响,仁慈领导能够有效地促进员工组织承诺的提升并改善组织绩效,而威权领导则不利于员工组织承诺的提升.组织承诺在德行领导和仁慈领导与组织绩效的关系中有着积极的中介作用,在威权领导与组织绩效间的关系不明确.%This paper empirical analyzing the relationship among Paternalistic leadership,organizational commitment and organizational performance in private entrepreneurs based on the samples of 159 manager and employees in Guangdong and Guangxi provinces.The result shows that moral leadership has the maximum influence on organizational performance and organizational commitment,and benevolent leadership can effectively promote the organizational commitment and improve organizational performance,but authoritarian leadership will reduce the organizational commitment.So,organizational commitment has intervening mechanism among moral leadership and leadership and organizational performance.The relationship between organizational performance and authoritarian leadership is ambiguous.

The Effect of Leadership, Organizational Culture, Emotional Intellegence, and Job Satisfaction on Performance

Science.gov (United States)

Ilyas, Muhammad; Abdullah, Tamrin

2016-01-01

This research aimed to study the influence of Leadership, Organizational Culture, Emotional Quotation, and Job Satisfaction to Teacher Performance of Senior High School at Palopo Municipality South Sulawesi. There were 78 teachers participated in this research. The results were: (1) Leadership directly affects teacher performance; (2) Emotional…

THE ROLE OF LEADERSHIP IN COMMUNITY PARTNERSHIP, ORGANIZATIONAL CHANGES AND DECISION-MAKING PROCESS IN ADDRESSING CRIME ISSUES, AND TERRORISM

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Ferid Azemi

2017-09-01

Full Text Available This research paper explains the role of leadership style in building community partnership and in this way also addressing many crime issues and terrorism. The methods used during this research paper are the deep insight of understanding leadership collaboration and organizational changes through literature review. A qualitative design was applied for face-to-face interview with a high ranking member of Kosovo Police. This interview shed light on the role of leadership style and challenges that are related to police reformation and also organizational changes. Through this paper, police leadership may be viewed differently, and seem to be very complex. Community partnership and shared decision-making process were emphasized during this study. This research paper also focused on integrity, ethics and strategic planning. Community partnership, organizational changes, and shared decision-making process are related to leadership style. Leadership style may have either positive or adverse effect on addressing crime rate and terrorism. Depending on the style leaders implement, certain components such as community partnership, or organizational change or even shared decision-making process may fail to function. This is why leadership style seems to bring some very interesting conclusions on this research.

Towards a Model of School Leadership.

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Busher, Hugh; Saran, Rene

1994-01-01

Explores the various leadership models (structural-functional, open-systems, cultural-pluralism, interpersonal, and political) used to illuminate headteachers' work and considers the problems faced by leaders in professionally staffed organizations. School leadership activities center on managing organizational cultures and the external…

Investigating Teachers' Organizational Socialization Levels and Perceptions about Leadership Styles of Their Principals

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Kadi, Aysegül

2015-01-01

The purpose of this study is to investigate teachers' organizational socialization levels and perceptions about leadership styles of their principals. Research was conducted with 361 teachers. Research design is determined as survey and correlational. Multi-Factor Leadership Scale originally was developed by Bass (1999) and adapted to Turkish…

The Influence of School Leadership on Classroom Participation: Examining Configurations of Organizational Supports

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Sebastian, James; Allensworth, Elaine; Stevens, David

2014-01-01

Background: In this paper we call for studying school leadership and its relationship to instruction and learning through approaches that highlight the role of configurations of multiple organizational supports. A configuration-focused approach to studying leadership and other essential supports provides a valuable addition to existing tools in…

Development of Measures of Organizational Leadership for Health Promotion

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Barrett, Linda; Plotnikoff, Ronald C.; Raine, Kim; Anderson, Donna

2005-01-01

This study describes the development and psychometric evaluation of four scales measuring leadership for health promotion at an organizational level in the baseline survey (n = 144) of the Alberta Heart Health Project. Content validity was established through a series of focus groups and expert opinion appraisals, pilot testing of a draft based on…

Educational Leadership and Organizational Management: Linking Theories to Practice

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Wang, Victor C. X.; Bain, Bernice; Hope, John; Hansman, Catherine A.

2016-01-01

This book is intended for students, leaders and managers who wish to explore the personal relevance and conceptual bases of educational leadership and organizational management and to develop their expertise in this field. It is a book written for both scholars and practitioners. The general public will also appreciate the accessible language in…

Fairness Perceptions and Job Satisfaction as Mediators of the Relationship between Leadership Style and Organizational Commitment

OpenAIRE

Zoran Sušanj; Ana Jakopec

2012-01-01

This study was conducted to explore the relationship between different leadership styles and organizational commitment. Furthermore, it attempts to clarify the role of justice perceptions and job satisfaction as mediators of the relationship between (active and passive/avoiding) leadership styles and organizational commitment. The structural equations modeling was used to analyze data collected from a sample of participants recruited from different organizations. The results have indicated th...

A leadership challenge: staff nurse perceptions after an organizational TeamSTEPPS initiative.

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Castner, Jessica; Foltz-Ramos, Kelly; Schwartz, Diane G; Ceravolo, Diane J

2012-10-01

The purpose of this study was to measure RNs' perceptions of teamwork skills and behaviors in their work environment during a multiphase multisite nursing organizational teamwork development initiative. Teamwork is essential for patient safety in healthcare organizations and nursing teams. Organizational development supporting effective teamwork should include a just culture, engaged leadership, and teamwork training. A cross-sectional survey study of bedside RNs was conducted in one 5-hospital healthcare system after a TeamSTEPPS teamwork training initiative. TeamSTEPPS teamwork training related to improved RN perceptions of leadership. Initiatives to align the perspectives and teamwork efforts of leaders and bedside nurses are indicated and should involve charge nurses in the design.

The Effect of Leadership Style and Organizational Culture Toward Teacher Motivation of MTs Arrohman Jombang in Academic of 2016/2017

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Khudriyah Khudriyah

2017-08-01

Full Text Available Leadership style and organizational culture in an organization has big effect toward the growth of employee motivation to work. In education as well as, the school leadership style and  organizational culture have influence of teachers’ motivation in conducting their tasks. The study is aimed to describe how far the school leadership style and  organizational culture influence teachers’ motivation to work at MTs Arrohman Jombang. This study is quantitative and questionnaire as the instrument. The result shows that the leadership style and organizational culture partially or simultaneously influence significantly on the teachers’ motivation in MTs Arrohman Jombang in academic year of 2015/2016 proved by t-test results t test > t table (3,358 > 2,023 with a significant level of t < 5% (0,002 < 0,05 and Ftest of 79,228 and a significance level of F < 5% (0.000 <0,05. Whereas, the influence of variables of leadership style and organizational culture on the teachers’ motivation was 80,2% and the rest of 19,8% is influenced by other factors

On leadership organizational intelligence/organizational stupidity: the leader's challenge.

Science.gov (United States)

Kerfoot, Karlene

2003-01-01

Creating organizations with a high IQ or creating organizations without the necessary intelligence guarantees success or failure of the organization. Without structures such as shared leadership and other forms of participative management, the organization or unit cannot access and use the available information and wisdom in the organization. When nurses and other health care professionals do not feel like they have a shared stake and do not feel like citizens of the organization, they lack passion for the organization's work. When nurses feel a sense of share ownnership and autonomy for the clinical practice, terrific outcomes are achieved. Leaders must accept the challenge to build the infrastructure that leads to excellence in organizational IQ.

Strategy implementation and organizational change in healthcare organizations - a distributed change leadership perspective

DEFF Research Database (Denmark)

Holm, Anna B.; Ulhøi, John Parm

This paper examines some theoretical underpinnings of distributed leadership and its ability to serve as change leadership during the process of major organizational changes in healthcare organizations. The study was initiated as part of a larger research project on distributed leadership (DL......) in the healthcare sector, financed by a research grant addressing both empirical and theoretical questions. The paper clarifies the relationship between distributed leadership and change leadership, and more specifically, the characteristics of distributed leadership in the change leadership process. We also...... propose a distributed change leadership (DCL) model that permits further development of research design and empirical studies of DCL. On a more general side, with this paper we shed more light on some aspects of leadership patterns in healthcare, where there is a distinct gap....

Leadership drivers of organizational creativity: a path model of creative climate in a professional service firm

OpenAIRE

Sandvik Madsen, Alexander; Espedal, Bjarne; Selart, Marcus

2015-01-01

The purpose of this study was to explore how and under what conditions two different leadership roles are able to facilitate an organizational climate that supports creativity. The study was conducted in a leading professional service firm. The introduced hypotheses were tested by means of a structural equation model. Findings indicate that the leadership roles are conceptually different and that organizational structure is important for leaders’ ability to create a climate ...

Transformational Leadership and Organizational Commitment: A Study of UNC System Business School Department Chairs

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Luton, Bill

2010-01-01

Ample evidence is available citing a positive relationship between transformational leadership and organizational commitment (Boerner et al., 2007; Bono & Judge, 2003; Bycio, Hackett, & Allen, 1995; Chen, 2004; Emery & Barker, 2007; Walumbwa, Orwa, Wang, & Lawler, 2005). The majority of research on leadership in higher education,…

The Relationship between Authoritarian Leadership and Employees’ Deviant Workplace Behaviors: The Mediating Effects of Psychological Contract Violation and Organizational Cynicism

Science.gov (United States)

Jiang, Hongyan; Chen, Yang; Sun, Peizhen; Yang, Jun

2017-01-01

This study investigated the relationship between authoritarian leadership and employees’ deviant workplace behaviors (DWB), as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees’ DWB was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees’ DWB. PMID:28536550

The Relationship between Authoritarian Leadership and Employees' Deviant Workplace Behaviors: The Mediating Effects of Psychological Contract Violation and Organizational Cynicism.

Science.gov (United States)

Jiang, Hongyan; Chen, Yang; Sun, Peizhen; Yang, Jun

2017-01-01

This study investigated the relationship between authoritarian leadership and employees' deviant workplace behaviors (DWB), as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees' DWB was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees' DWB.

The Relationship between Authoritarian Leadership and Employees’ Deviant Workplace Behaviors: The Mediating Effects of Psychological Contract Violation and Organizational Cynicism

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Hongyan Jiang

2017-05-01

Full Text Available This study investigated the relationship between authoritarian leadership and employees’ deviant workplace behaviors (DWB, as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees’ DWB was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees’ DWB.

The Impact of the Leadership Style on the Organizational Climate in a Public Entity

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Carmen NOVAC

2014-06-01

Full Text Available Many previous researches had explored the concepts of leadership styles and organizational climate, but just a very few had explored them together. Therefore, in order to be able to build a theoretical basis to this topic and then to develop a case study to emphasise the relationship between the leadership style implemented within a public sector entity and the organizational climate characteristics found in there, I immersed myself into the specific literature and considered different theoretical patterns in particular for the above mentioned concepts.People’s general perception is that public organizations rarely achieve their objectives, the employees are not doing their job properly and there is no efficiency in using neither resources nor proper motivation of employees. This negative image could be a projection of the internal dissatisfaction towards payment, recognition, career prospects and leader's behaviour. Consequently, a deeper leader's actions analysis will provide further information on this perception and so will do the study of the organisational climate.The concept of organizational climate has a great deal of components through which it can be defined. Some of the organizational climate essential factors are: the structure, motivation, interpersonal relations, flexibility, support, communication, information, working conditions, rules and regulations, objectives, management and leadership. People tend to internalize the organizational climate and as a result the way they perceive it has an important role on their behaviour. Thus, there is a strong relationship between the leader's behaviour and the organisational climate.It is known that a leader’s best way of action depends on a series of situational factors and the employees' level of professionalism is one of them. Public sector leaders should also adapt themselves to the organisational climate requirements and should adopt a more flexible working system. Through their

An exploration of socio-cultural and organizational factors affecting women's access to educational leadership

OpenAIRE

Korkor Owusu, Patrick

2014-01-01

Recent global reports indicate that women have made tremendous improvements in educational enrolment and labour participation but are woefully underrepresented in top leadership positions. Moreover, studies have shown that feminine leadership strategies are embraced but leadership is still perceived as a prerogative of men in many societies. This study therefore sought to explore the socio-cultural and organizational factors influencing the underrepresentation of women in educational leadersh...

The Influence of Spiritual Intelligence,Leadership, and Organizational Culture on Organizational Citizenship Behavior: a Study to Islamic Bank in Makassar City

OpenAIRE

HM, Muhdar; Rahma, St

2015-01-01

The aims of this study are to find out and to analys: (1) the influence of spiritual intelligence on organizational  citizenship  behavior; (2) the influence of leadership on organizational  citizenship  behavior; (3) the influence of organizationan culture on organizational  citizenship  behaviorThe population included all employees of Islamic Bank in Makassar City. There were 178 samples determined by using Slovin formula.  The samples were selected in two...

Interface between problem-based learning and a learner-centered paradigm

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Karimi R

2011-05-01

Full Text Available Reza KarimiPacific University School of Pharmacy, Hillsboro, OR, USABackground: Problem-based learning (PBL has made a major shift in support of student learning for many medical school curricula around the world. Since curricular development of PBL in the early 1970s and its growth in the 1980s and 1990s, there have been growing numbers of publications providing positive and negative data in regard to the curricular effectiveness of PBL. The purpose of this study was to explore supportive data for the four core objectives of PBL and to identify an interface between the objectives of PBL and a learner-centered paradigm.Methods: The four core PBL objectives, ie, structuring of knowledge and clinical context, clinical reasoning, self-directed learning, and intrinsic motivation, were used to search MEDLINE, the Education Resources Information Center, the Educator’s Reference Complete, and PsycINFO from January 1969 to January 2011. The literature search was facilitated and narrowed if the published study included the following terms: “problem-based learning”, “medical education”, “traditional curriculum”, and one of the above four PBL objectives.Results: Through a comprehensive search analysis, one can find supportive data for the effectiveness of a PBL curriculum in achieving the four core objectives of PBL. A further analysis of these four objectives suggests that there is an interface between PBL objectives and criteria from a learner-centered paradigm. In addition, this review indicates that promotion of teamwork among students is another interface that exists between PBL and a learner-centered paradigm.Conclusion: The desire of medical schools to enhance student learning and a need to provide an environment where students construct knowledge rather than receive knowledge have encouraged many medical schools to move into a learner-centered paradigm. Implementation of a PBL curriculum can be used as a prevailing starting point to

STRUCTURAL MODEL OF ORGANIZATIONAL CULTURE DIMENSION AND CONTINGENCY LEADERSHIP STYLE IN SHAPING ORGANIZATIONAL TRUST AND COMMITMENT OF PRIVATE UNIVERSITY LECTURERS IN MALANG CITY

OpenAIRE

Alifiulahtin Utaminingsih

2017-01-01

This research was based on fenomenon of decreasing lecturer ‘s organizational commitment is a crucial matter for the management of human resources. Leadeaship style will affect the level of employee trust and commitment of the organization and induce certain outcome in work with theory and empiric reviewed from outcome prior studies. This research was aimed analyze the effect of leadership style and organizational culture on organizational trust and organizational commitment. This studies use...

Time for Climate Change: Leadership, IT Climate, and their Impact on Organizational Performance

DEFF Research Database (Denmark)

Wunderlich, Nico; Beck, Roman

2017-01-01

IT climate in organizations where the need for deep IT and business knowledge is constantly increasing. We shed light on how organizational leaders, both from business and IT, influence a positive organizational IT climate by IT leadership and subsequently, how an organizational IT climate affects strategic......Information systems (IS) have become essential for operating firms successfully. How to align business and information technology (IT) executives to increase organizational output has been widely discussed in literature. This research focusses on pre-requisites and consequences of a positive...... groups, and can confirm organization wide firm IS knowledge as a strategically important resource to achieve organizational performance....

Learning-Centered Leadership: A Conceptual Foundation

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Murphy, Joseph; Elliott, Stephen N.; Goldring, Ellen; Porter, Andrew C.

2006-01-01

The purpose of this analysis is to describe the research base that undergirds the emerging concept of learning-centered leadership. We begin with our definition of leadership. Leadership is "the process of influencing others to achieve mutually agreed upon purposes for the organization" (Patterson, 1993, p. 3). Next, we make a number of…

Learners' and teachers' perceptions of principals' leadership in Soweto secondary schools: a social justice analysis

Directory of Open Access Journals (Sweden)

Patrick Mafora

2013-01-01

Full Text Available The legislative framework for education in South Africa enforces the democratisation and transformation of education consistent with the values of human dignity, equity, human rights, and freedom. As ex officio members of School Governing Bodies (SGBs and professional managers of schools, principals should play a pivotal role in providing transformative leadership for social justice in these schools. The purpose of this study was to examine, through a social justice framework, how teachers and learners who are SGB members perceive and experience the principals' leadership in Soweto secondary schools. Five schools were purposefully sampled for this qualitative case study. Data were collected through semi-structured focus group interviews and follow-up individual interviews. Findings suggest that learners and teachers experience sampled schools as democratically untransformed with a climate fraught with unfairness, inequity, disregard for human rights, and intolerance of diversity. The leadership behaviour of principals is perceived as a barrier to democratic transformation and social justice and this engenders resistance and threatens management effectiveness.

Improving Primary Care with Human-Centered Design and Partnership-Based Leadership

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May-Lynn Andresen

2017-06-01

Full Text Available Objective: The purpose of this quality improvement project was to empower and activate first-line staff (FLS to improve the six-month depression remission rate in a primary care clinic. Background: Lack of workforce engagement has been identified as an emerging national problem in health care and health care leaders have urged practice redesign to foster the Triple Aim of improved population health, improved care experience, and reduced cost of care (Berwick et al., 2008. Depression is difficult to manage and often exacerbates chronic illnesses and shortens lifespans, yet despite known effective treatments, six-month remission rates are low and care practices are often inadequate. Engaging in empowering leadership behaviors has demonstrated improvement in motivation, work outcomes, and empowerment in various industry settings across the world. Core approaches include: enhancing staff self-determination, encouraging participation in decision-making, and ensuring that staff have the knowledge and tools to achieve their performance goals, in addition to leadership communications that increase confidence in staff’s potential to perform at high levels, and their recognition that their efforts have an impact on improving organizational effectiveness. Methods: In this outpatient setting, care was siloed, staff were disengaged and a hierarchical paradigm was evident. Human-centered design principles were employed to intensively explore stakeholders’ experiences and to deeply engage end users in improving depression remission rates by creating, participating, and partnering in solutions. Leadership was educated in and deployed empowering leadership behaviors, which were synergistic with design thinking, and fostered empowerment. Results: Pre- and post-surveys demonstrated statistically significant improvement in empowerment. The six-month depression remission rate increased 167%, from 7.3% (N=261 to 19.4% (N=247. Conclusion: The convergence of

A Case Study on the Influence of Organizational Structures and Policies on Faculty Implementation of Learner-Centered Teaching

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Piskadlo, Kevin Scott

2016-01-01

In their seminal 1995 article, Barr and Tagg encouraged higher education to think differently about undergraduate education and suggested that a new paradigm be adopted that focused less on what is taught and more on what is learned. Dubbed the learner-centered paradigm, this reframing of education challenges long standing practices and removes…

The Soft Underbelly of System Change: The Role of Leadership and Organizational Climate in Turnover during Statewide Behavioral Health Reform.

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Aarons, Gregory A; Sommerfeld, David H; Willging, Cathleen E

2011-01-01

This study examined leadership, organizational climate, staff turnover intentions, and voluntary turnover during a large-scale statewide behavioral health system reform. The initial data collection occurred nine months after initiation of the reform with a follow-up round of data collected 18 months later. A self-administered structured assessment was completed by 190 participants (administrators, support staff, providers) employed by 14 agencies. Key variables included leadership, organizational climate, turnover intentions, turnover, and reform-related financial stress ("low" versus "high") experienced by the agencies. Analyses revealed that positive leadership was related to a stronger empowering climate in both high and low stress agencies. However, the association between more positive leadership and lower demoralizing climate was evident only in high stress agencies. For both types of agencies empowering climate was negatively associated with turnover intentions, and demoralizing climate was associated with stronger turnover intentions. Turnover intentions were positively associated with voluntary turnover. Results suggest that strong leadership is particularly important in times of system and organizational change and may reduce poor climate associated with turnover intentions and turnover. Leadership and organizational context should be addressed to retain staff during these periods of systemic change.

The effect of leadership, organizational culture, and competency on teachers' performance in Ibu Kartini vocational high school Semarang

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Toha, Mohamad; Katoningsih, Sri

2018-03-01

The low performance of teachers in organization is influenced many factors. Organizational culture could be the key of organization success; hence many researches were done to identify the value and the attitude norm that gave big contribution for organization success. Competency is a part of employee they perform during work as kind of behavior. Competency depends on the aspects process of teachers' performance. The purpose of this research is to know the effect of leadership, organizational culture and competency on teachers' performance. The objects of this research are leadership, organizational culture, competency and teachers' performance in Ibu Kartini vocational high school. This research is quantitative. To collect the data, questionnaire was used. Then, the data were analyzed by using Path analysis in SPPS 16. The result of this research showed that leadership, organizational culture, competency and performance run well and had significant effect on teachers' performance.

A study on ranking the effects of transformational leadership style on organizational agility and mediating role of organizational creativity

OpenAIRE

Seidmehdi Veiseh; Ardshir shiri; Neeman Eghbali

2014-01-01

The purpose of this study was to investigate the effects of the components of transformational leadership style on organizational agility and mediating role of organizational creativity in Ilam Gas Refinery located in province of Ilam, Iran. The method of the present study was descriptive and correlational-structural equation modeling. The population of this research included all 400 workers of Ilam gas refinery and the study chose a sample of196 employees. The questionnaire was standardized ...

Empowering leadership, perceived organizational support, trust, and job burnout for nurses: a study in an Italian general hospital.

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Bobbio, Andrea; Bellan, Maria; Manganelli, Anna Maria

2012-01-01

A strong nursing leadership that instills trust in the leader and in the organization is an important component for an effective leadership, particularly for health care organizations, because trust defines the heart of health care workplaces by promoting patient safety, excellence in care, recruitment, and retention of the nursing staff. This study aimed to test the impact of perceived empowerment leadership style expressed by the nurse supervisor, nurses' perceived organizational support, trust in the leader, and trust in the organization on nurses' job burnout. A group of 273 nurses from an Italian public general hospital took part in a cross-sectional study on a voluntary basis by filling out an anonymous questionnaire. Empowering leadership was an important predictor of trust in the leader. Trust in the organization was influenced by perceived organizational support and by the Informing dimension of the empowering leadership style. Trust in the leader and trust in the organization showed a negative impact on job burnout and also mediated the effects of some empowering leadership dimensions and perceived organizational support on job burnout. The central role of trust in health care organizations was corroborated, as well as the beneficial effects of adopting specific features of empowerment leadership behaviors toward the nursing staff. Empowering leadership could be successfully proposed in training programs directed to nurses' supervisors and health care managers.

The Relationships between School Autonomy Gap, Principal Leadership, Teachers' Job Satisfaction and Organizational Commitment

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Dou, Diya; Devos, Geert; Valcke, Martin

2017-01-01

This study examines the relationship between school autonomy gap, principal leadership, school climate, teacher psychological factors, teachers' job satisfaction and organizational commitment under the context of school autonomy reform. A path model has been developed to define the relationships between principal leadership and teachers' outcomes…

The Influence of Universities' Organizational Features on Professorial Intellectual Leadership

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Uslu, Baris; Welch, Anthony

2018-01-01

This research examines the intellectual leadership behaviours of senior academics at professoriate level, and the influences of institutional support practices, climate and communication in universities as main organizational features on these behaviours. To explore relations among research variables, qualitative data were collected by interviews…

INFLUENCE OF ORGANIZATIONAL CULTURE AND LEADERSHIP STYLE ON THE PERFORMANCE OF EMPLOYEES (Studies in Human Capital Group PT Bank Syariah Mandiri, Tbk.

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Hafiz Pradana

2015-09-01

Full Text Available The purpose of this study are: 1 To find a description of the organizational culture, leadership style, and performance of employees at PT Bank Syariah Mandiri, Tbk. 2 To test empirically the influence of organizational culture on employee performance at PT Bank Syariah Mandiri, Tbk. 3 To test empirically the influence of leadership style on the performance of employees at PT Bank Syariah Mandiri, Tbk. 4 To test empirically the influence of organizational culture and leadership style simultaneously on the performance of employees at PT Bank Syariah Mandiri, Tbk. The analysis of this study is descriptive and explanatory analysis. Research conducted on 63 employees of PT Bank Syariah Mandiri, Tbk., while the data collection techniques is used an observation, interview, and questionnaire, which are processed using by SPSS 16.0. The result of the hypothesis shows that there is a positive and significant influence between organizational culture on performance as well as a positive and significant influence of leadership style on performance. Organizational culture and leadership style also have an influence simultaneously positive and significant effect on performance.

An empirical investigation on the effects of spiritual leadership components on organizational learning capacity: A case study of Payame Noor University

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Amir Hossein

2013-06-01

Full Text Available This paper presents an empirical investigation on the effects of spiritual leadership components on organizational learning capacity for a case study of Payame Noor University, Iran. The proposed study uses a standard questionnaire for measuring spirituality leadership proposed by Fry (2003 [Fry, L. W. (2003. Toward a theory of spiritual leadership. The leadership quarterly, 14(6, 693-727.] and for measuring the impact of organizational learning capacity, the proposed study uses another questionnaire proposed by Teo et al. (2006 [Teo, H. H., Wang, X., Wei, K. K., Sia, C. L., & Lee, M. K. (2006. Organizational learning capacity and attitude toward complex technological innovations: an empirical study. Journal of the American Society for Information Science and Technology, 57(2, 264-279.]. The results of our survey have indicated that all components of spiritual leadership, except love and altruism as meaningful, influence spirituality leadership, significantly.

Perception of the Effect of Leadership Styles on Organizational Commitment at Tribal Colleges and Universities

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Mathern, Amber M.

2016-01-01

This study was conducted to determine if a relationship exists between the perceived leadership style of supervisors and the organizational commitment level of the subordinate employees within Tribal Colleges and Universities (TCUs). Additionally, the study examined whether a difference exists in the organizational commitment levels of TCU…

The Prediction Level of Teachers' Organizational Citizenship Behaviors on the Successful Practice of Shared Leadership

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Bostanci, Aynur B.

2013-01-01

Problem Statement: Defined as the actions that personnel voluntarily take beyond their formal job description, organizational citizenship behavior is regarded as a premise for shared leadership, a management style that is frequently used in organizations today. The relevant literature suggests that organizational citizenship behavior can provide…

Leadership, Peer Relationship, and Transformational Organizational Culture: A Relational Approach to a Taiwan College Music Faculty Sample

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Ji, Chang-Ho C.; Chuang, Ching-Mien

2012-01-01

This paper explores how leadership and peer relation relate to the propensity of college music departments to develop transformational organizational culture. Our theory of relational leadership and peer relation has initially allowed us to formulate expectations for the affirmative impacts of professional and personal leadership and peer relation…

Examining learner-centered training with teen volunteer staff at an aquarium

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Bautista, Raelene M.

This research project examined the effects of a training program that focused on helping youth volunteers create a learner-centered interaction at an Aquarium. This study explored whether this learner centered training resulted in an increased ability to identify learner-centered engagement as well as reported changes in practice. Most research on training programs and professional development, that introduces learner-centered strategies examines adult teachers working in formal environments. This study examined youth volunteer staff in an informal science institution that participated in a weekly one-hour training for four weeks during their eight week long summer volunteer program. The data showed that some of topics introduced in the learner centered training, such as the importance of visitors' prior knowledge and the use of objects, were identified more often as good practice after the training. In addition, participants seemed to hold on to some of their original perceptions of good practices, such as providing positive reinforcement and modifying their physical posture to make the visitors feel comfortable. The investigation also revealed that conversation patterns changed in some participants' practice as a result of the training.

Leadership in academic health centers in the US: a review of the role and some recommendations.

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Weil, Thomas P

2014-01-01

The leadership of the US's most complex academic health centers (AHCs)/medical centers requires individuals who possess a high level of clinical, organizational, managerial, and interpersonal skills. This paper first outlines the major attributes desired in a dean/vice president of health affairs before then summarizing the educational opportunities now generally available to train for such leadership and management roles. For the most part, the masters in health administration (MHA), the traditional MBA, and the numerous alternatives primarily available at universities are considered far too general and too lacking in emotional intelligence tutoring to be particularly relevant for those who aspire to these most senior leadership positions. More appropriate educational options for these roles are discussed: (a) the in-house leadership and management programs now underway at some AHCs for those selected early on in their career for future executive-type roles as well as for those who are appointed later on to a chair, directorship or similar position; and (b) a more controversial approach of potentially establishing at one or a few universities, a mid-career, professional program (a maximum of 12 months and therefore, being completed in less time than an MBA) leading to a masters degree in academic health center administration (MHCA) for those who aspire to fill a senior AHC leadership position. The proposed curriculum as outlined herein might be along the lines of some carefully designed masters level on-line, self-teaching modules for the more technical subjects, yet vigorously emphasizing integrate-type courses focused on enhancing personal and professional team building and leadership skills. © The Author(s) 2014 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

Interface between problem-based learning and a learner-centered paradigm.

Science.gov (United States)

Karimi, Reza

2011-01-01

Problem-based learning (PBL) has made a major shift in support of student learning for many medical school curricula around the world. Since curricular development of PBL in the early 1970s and its growth in the 1980s and 1990s, there have been growing numbers of publications providing positive and negative data in regard to the curricular effectiveness of PBL. The purpose of this study was to explore supportive data for the four core objectives of PBL and to identify an interface between the objectives of PBL and a learner-centered paradigm. The four core PBL objectives, ie, structuring of knowledge and clinical context, clinical reasoning, self-directed learning, and intrinsic motivation, were used to search MEDLINE, the Education Resources Information Center, the Educator's Reference Complete, and PsycINFO from January 1969 to January 2011. The literature search was facilitated and narrowed if the published study included the following terms: "problem-based learning", "medical education", "traditional curriculum", and one of the above four PBL objectives. Through a comprehensive search analysis, one can find supportive data for the effectiveness of a PBL curriculum in achieving the four core objectives of PBL. A further analysis of these four objectives suggests that there is an interface between PBL objectives and criteria from a learner-centered paradigm. In addition, this review indicates that promotion of teamwork among students is another interface that exists between PBL and a learner-centered paradigm. The desire of medical schools to enhance student learning and a need to provide an environment where students construct knowledge rather than receive knowledge have encouraged many medical schools to move into a learner-centered paradigm. Implementation of a PBL curriculum can be used as a prevailing starting point to develop not only a learner-centered paradigm, but also to facilitate a smooth curricular transition from a teacher-centered paradigm to a

Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: a cross-level investigation.

Science.gov (United States)

Walumbwa, Fred O; Hartnell, Chad A; Oke, Adegoke

2010-05-01

This study tests the influence of servant leadership on 2 group climates, employee attitudes, and organizational citizenship behavior. Results from a sample of 815 employees and 123 immediate supervisors revealed that commitment to the supervisor, self-efficacy, procedural justice climate, and service climate partially mediated the relationship between servant leadership and organizational citizenship behavior. Cross-level interaction results revealed that procedural justice climate and positive service climate amplified the influence of commitment to the supervisor on organizational citizenship behavior. Implications of these results for theory and practice and directions for future research are discussed. PsycINFO Database Record (c) 2010 APA, all rights reserved.

Transformational Leadership and Organizational Change during Agile and DevOps Initiatives

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Mayner, Stephen W.

2017-01-01

Organizational change initiatives are more likely to fail than to succeed, especially when the change challenges corporate culture and norms. Researchers have explored factors that contribute to change failure, to include the relationship between leadership behaviors and change success. Peer reviewed studies have yet to examine these variables in…

Strong leadership and teamwork drive culture and performance change: Ohio State University Medical Center 2000-2006.

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Sanfilippo, Fred; Bendapudi, Neeli; Rucci, Anthony; Schlesinger, Leonard

2008-09-01

Several characteristics of academic health centers have the potential to create high levels of internal conflict and misalignment that can pose significant leadership challenges. In September 2000, the positions of Ohio State University (OSU) senior vice president for health sciences, dean of the medical school, and the newly created position of chief executive officer of the OSU Medical Center (OSUMC) were combined under a single leader to oversee the OSUMC. This mandate from the president and trustees was modeled after top institutions with similar structures. The leader who assumed the role was tasked with improving OSUMC's academic, clinical, and financial performance. To achieve this goal, the senior vice president and his team employed the service value chain model of improving performance, based on the premise that leadership behavior/culture drives employee engagement/satisfaction, leading to customer satisfaction and improved organizational performance. Implementing this approach was a seven-step process: (1) selecting the right leadership team, (2) assessing the challenges and opportunities, (3) setting expectations for performance and leadership behavior, (4) aligning structures and functions, (5) engaging constituents, (6) developing leadership skills, and (7) defining strategies and tracking goals. The OSUMC setting during this period provides an observational case study to examine how these stepwise changes, instituted by strong leadership and teamwork, were able to make and implement sound decisions that drove substantial and measurable improvements in the engagement and satisfaction of faculty and staff; the satisfaction of students and patients; and academic, clinical, and financial performance.

Fostering learners' interaction with content: A learner-centered mobile device interface

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Abdous, M.

2015-12-01

With the ever-increasing omnipresence of mobile devices in student life, leveraging smart devices to foster students' interaction with course content is critical. Following a learner-centered design iterative approach, we designed a mobile interface that may enable learners to access and interact with online course content efficiently and intuitively. Our design process leveraged recent technologies, such as bootstrap, Google's Material Design, HTML5, and JavaScript to design an intuitive, efficient, and portable mobile interface with a variety of built-in features, including context sensitive bookmarking, searching, progress tracking, captioning, and transcript display. The mobile interface also offers students the ability to ask context-related questions and to complete self-checks as they watch audio/video presentations. Our design process involved ongoing iterative feedback from learners, allowing us to refine and tweak the interface to provide learners with a unified experience across platforms and devices. The innovative combination of technologies built around well-structured and well-designed content seems to provide an effective learning experience to mobile learners. Early feedback indicates a high level of satisfaction with the interface's efficiency, intuitiveness, and robustness from both students and faculty.

The Role of Organizational Leadership to Enhance Top 10 CSR Issues and Trends in The Global Economy

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Dewi Rachmayanti

2014-08-01

Full Text Available Research on leadership and its relationship with organizational performance have been carried out and not considered Corporate Social Responsibility (CSR performance, especially in the field of community development (Comdev and even done partially. This study aims to investigate the role of organizational leadership to enhance Top 10 CSR issues and trends in the global economy which defines roles and leadership competencies. Thirteen experts were involved in the Forum of Multi Stakeholder Corporate Social Responsibility (MSHCSR through Focus Group Discussion (FGD. Data by cluster random sampling were statistically analyzed with Assumption Surfacing and Testing Strategy (SAST. The results showed from FGD experts stating if eight roles and eight competencies of the organization’s leadership is very important and influential to enhance Top 10 CSR issues and trends in the global economy.

Organizational structure, leadership and readiness for change and the implementation of organizational cultural competence in addiction health services.

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Guerrero, Erick G; Kim, Ahraemi

2013-10-01

Increasing representation of racial and ethnic minorities in the health care system and on-going concerns about existing health disparities have pressured addiction health services programs to enhance their cultural competence. This study examines the extent to which organizational factors, such as structure, leadership and readiness for change contribute to the implementation of community, policy and staffing domains representing organizational cultural competence. Analysis of a randomly selected sample of 122 organizations located in primarily Latino and African American communities showed that programs with public funding and Medicaid reimbursement were positively associated with implementing policies and procedures, while leadership was associated with staff having greater knowledge of minority communities and developing a diverse workforce. Moreover, program climate was positively associated with staff knowledge of communities and having supportive policies and procedures, while programs with graduate staff and parent organizations were negatively associated with knowledge of and involvement in these communities. By investing in funding, leadership skills and a strategic climate, addiction health services programs may develop greater understanding and responsiveness of the service needs of minority communities. Implications for future research and program planning in an era of health care reform in the United States are discussed. Copyright © 2013 Elsevier Ltd. All rights reserved.

Testing the leadership and organizational change for implementation (LOCI) intervention in substance abuse treatment: a cluster randomized trial study protocol.

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Aarons, Gregory A; Ehrhart, Mark G; Moullin, Joanna C; Torres, Elisa M; Green, Amy E

2017-03-03

Evidence-based practice (EBP) implementation represents a strategic change in organizations that requires effective leadership and alignment of leadership and organizational support across organizational levels. As such, there is a need for combining leadership development with organizational strategies to support organizational climate conducive to EBP implementation. The leadership and organizational change for implementation (LOCI) intervention includes leadership training for workgroup leaders, ongoing implementation leadership coaching, 360° assessment, and strategic planning with top and middle management regarding how they can support workgroup leaders in developing a positive EBP implementation climate. This test of the LOCI intervention will take place in conjunction with the implementation of motivational interviewing (MI) in 60 substance use disorder treatment programs in California, USA. Participants will include agency executives, 60 program leaders, and approximately 360 treatment staff. LOCI will be tested using a multiple cohort, cluster randomized trial that randomizes workgroups (i.e., programs) within agency to either LOCI or a webinar leadership training control condition in three consecutive cohorts. The LOCI intervention is 12 months, and the webinar control intervention takes place in months 1, 5, and 8, for each cohort. Web-based surveys of staff and supervisors will be used to collect data on leadership, implementation climate, provider attitudes, and citizenship. Audio recordings of counseling sessions will be coded for MI fidelity. The unit of analysis will be the workgroup, randomized by site within agency and with care taken that co-located workgroups are assigned to the same condition to avoid contamination. Hierarchical linear modeling (HLM) will be used to analyze the data to account for the nested data structure. LOCI has been developed to be a feasible and effective approach for organizations to create a positive climate and

Students' High School Organizational Leadership Opportunities and Their Influences on Academic Achievement and Civic Participation

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Elemen, Jennifer E.

2015-01-01

The purpose of this quantitative study was to analyze high school leadership praxis for its inclusion of students in organizational leadership dialogue and decision-making and the influences of these factors on student achievement and civic participation. Survey questionnaire data were provided by 215 full-time enrolled undergraduate students from…

THE EFFECT OF LEADERSHIP ON ORGANIZATIONAL CITIZENSHIP BEHAVIOUR THROUGH WORK CLIMATE AND JOB SATISFACTION

Directory of Open Access Journals (Sweden)

Setiyono A.

2018-04-01

Full Text Available The success and failure of the system in educational institutions depend on leaders. Leaders who are able to nurture the teachers, who become subordinates, will certainly improve the work atmosphere. The purpose of this study is to examine and analyze the effect of leadership on job satisfaction and work climate oriented on the organizational citizenship behavior. This study adopted quantitative research, with sampling technique used is probability cluster sampling with 78 respondents selected at some Madrasah Aliyah Negeri (Senior High School in Lombok. Data were collected by questionnaire and analyzed using SmartPLS analysis. The findings show that leadership has a significant effect on work climate, job satisfaction and organizational citizenship behavior.

Learner Centered Classroom in Science Instruction: Providing Feedback with Technology Integration

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Yilmaz, Ozkan

2017-01-01

"Learner centered" term points out environments that attention to the learners brings to the educational setting. This term includes teaching practices: effort to uncover what learners think in a specific problem on hand, talking about their misconceptions and, giving them situations to readjust their ideas. In Learner centered…

Leadership for Learning: Tasks of Learning Culture

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Corrigan, Joe

2012-01-01

This is a comparative analysis of leadership related to organizational culture and change that occurred at a large Canadian university during a twenty year period 1983-2003. From an institutional development perspective, leadership is characterized as a culture creation and development responsibility. By centering on the tasks of learning culture,…

Introduction to Educational Leadership and Organizational Behavior: Theory into Practice. Second Edition

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Chance, Patti L.

2009-01-01

Like the bestselling first edition, this introductory textbook succinctly presents concepts and theories of educational leadership and organizational behavior and immediately applies them to problems of practice. It includes practical case studies, real-world scenarios and analyses, reflection questions, and straightforward explanations of…

Resilient leadership and the organizational culture of resilience: construct validation.

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Everly, George S; Smith, Kenneth J; Lobo, Rachel

2013-01-01

Political, economic, and social unrest and uncertainty seem replete throughout the world. Within the United States, political vitriol and economic volatility have led to severe economic restrictions. Both government and private sector organizations are being asked to do more with less. The specter of dramatic changes in healthcare creates a condition of uncertainty affecting budget allocations and hiring practices. If ever there was a time when a "resilient culture" was needed, it is now. In this paper we shall discuss the application of "tipping point" theory (Gladwell, 2000) operationalized through a special form of leadership: "resilient leadership" (Everly, Strouse, Everly, 2010). Resilient leadership is consistent with Gladwells "Law of the Few" and strives to create an organizational culture of resilience by implementing an initial change within no more than 20% of an organization's workforce. It is expected that such a minority, if chosen correctly, will "tip" the rest of the organization toward enhanced resilience, ideally creating a self-sustaining culture of resilience. This paper reports on the empirical foundations and construct validation of "resilient leadership".

EPA Center for Corporate Climate Leadership

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EPA's Center for Corporate Climate Leadership is a comprehensive resource to help organizations measure & manage GHG emissions. The Center provides technical tools, educational resources, opportunities for information sharing & highlights best practices.

Blueprint for Sustainable Change in Diversity Management and Cultural Competence: Lessons From the National Center for Healthcare Leadership Diversity Demonstration Project.

Science.gov (United States)

Dreachslin, Janice L; Weech-Maldonado, Robert; Gail, Judith; Epané, Josué Patien; Wainio, Joyce Anne

How can healthcare leaders build a sustainable infrastructure to leverage workforce diversity and deliver culturally and linguistically appropriate care to patients? To answer that question, two health systems participated in the National Center for Healthcare Leadership's diversity leadership demonstration project, November 2008 to December 2013. Each system provided one intervention hospital and one control hospital.The control hospital in each system participated in pre- and postassessments but received no preassessment feedback and no intervention support. Each intervention hospital's C-suite leadership and demonstration project manager worked with a diversity coach provided by the National Center for Healthcare Leadership to design and implement an action plan to improve diversity and cultural competence practices and build a sustainable infrastructure. Plans explored areas of strength and areas for improvement that were identified through preintervention assessments. The assessments focused on five competencies of strategic diversity management and culturally and linguistically appropriate care: diversity leadership, strategic human resource management, organizational climate, diversity climate, and patient cultural competence.This article describes each intervention hospital's success in action plan implementation and reports results of postintervention interviews with leadership to provide a blueprint for sustainable change.

Effect of Leadership Styles of School Principals on Organizational Citizenship Behaviors

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Avci, Ahmet

2016-01-01

The aim of this research is to investigate the relationship between the leadership styles of principals and organizational citizenship behaviors of teachers according to teachers' perceptions. In this research, a relational survey model was used. Data for the research were obtained from 1,723 teachers working in public and private schools which…

The effect of authentic leadership, organizational justice, and achievement motivation on teachers' performance in vocational high school seventeen Temanggung

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Sugi, Slamet, Achmad; Martono, S.

2018-03-01

Teachers' performance in Temanggung in 2016 did not show maximal result. It was shown from many indicators. The low score of UN, UKG and PKB result. Individual performance was different. Achievement motivation could be seen through their attitude and behavior performances. The purpose of this research is to know the effect of authentic leadership, organizational justice, and achievement motivation on teachers' performance. The objects of this research are authentic leadership, organizational justice, achievement motivation and teachers' performance in Vocational High School Seventeen in Temanggung. The research method used is quantitative. Data collection was done by questioners. Then, the data were analyzed by using Path SPSS 16. The result of this research showed that authentic leadership, organizational justice, achievement motivation had significant effect on teachers' performance in Vocational High School Seventeen in Temanggung.

An academic medical center under prolonged rocket attack--organizational, medical, and financial considerations.

Science.gov (United States)

Bar-El, Yaron; Michaelson, Moshe; Hyames, Gila; Skorecki, Karl; Reisner, Shimon A; Beyar, Rafael

2009-09-01

The Rambam Medical Center, the major academic health center in northern Israel, serving a population of two million and providing specialized tertiary care, was exposed to an unprecedented experience during the Second Lebanon War in the summer of 2006. For more than one month, it was subjected to continuous rocket attacks, but it continued to provide emergency and routine medical services to the civilian population and also served the military personnel who were evacuated from the battlefront. To accomplish the goals of serving the population while itself being under fire, the Rambam Medical Center had to undertake major organizational decisions, which included maximizing safety within the hospital by shifting patients and departments, ensuring that the hospital was properly fortified, managing the health professional teams' work schedules, and providing needed services for the families of employees. The Rambam Medical Center's Level I trauma center expertise included multidisciplinary teams and extensive collaborations; modern imaging modalities usually reserved for peacetime medical practice were frequently used. The function of the hospital teams during the war was efficient and smooth, based on the long-term actions taken to prepare for disasters and wartime conditions. Routine hospital services continued, although at 60% of normal occupancy. Financial losses incurred were primarily due to the decrease in revenue-generating activity. The two most important components of managing the hospital under these conditions are (1) the ability to arrive at prompt and meaningful decisions with respect to the organizational and medical hospital operations and (2) the leadership and management of the professional staff and teams.

The importance of transformational leadership and ethical climate of organization on employees’ organizational commitment

OpenAIRE

Endriulaitienė, Auksė; Genevičiūtė-Janonienė, Giedrė

2012-01-01

Straipsnyje analizuojama transformacinės lyderystės ir etinio organizacijos klimato svarba organizaciniam įsipareigojimui. Empiriniu tyrimu buvo siekiama atskleisti, kiek tranformacinis vadovavimo elgesys bei jo veikiamas etinis organizacijos klimatas daro įtaką stiprinant Lietuvos darbuotojų organizacinį įsipareigojimą. The importance of transformational leadership and ethical organizational climate on organizational commitment is analyzed in this article. The empirical research aimed to ...

The Views of Novice and Late Career Principals Concerning Instructional and Organizational Leadership within Their Evaluation

Science.gov (United States)

Hvidston, David J.; Range, Bret G.; McKim, Courtney Ann; Mette, Ian M.

2015-01-01

This study examined the perspectives of novice and late career principals concerning instructional and organizational leadership within their performance evaluations. An online survey was sent to 251 principals with a return rate of 49%. Instructional leadership components of the evaluation that were most important to all principals were:…

Benchmarking the Degree of Implementation of Learner-Centered Approaches

Science.gov (United States)

Blumberg, Phyllis; Pontiggia, Laura

2011-01-01

We describe an objective way to measure whether curricula, educational programs, and institutions are learner-centered. This technique for benchmarking learner-centeredness uses rubrics to measure courses on 29 components within Weimer's five dimensions. We converted the scores on the rubrics to four-point indices and constructed histograms that…

Virtual Simulation in Leadership Development Training: The Impact of Learning Styles and Conflict Management Tactics on Adult Learner Performance

Science.gov (United States)

Putman, Paul G.

2012-01-01

Adult learners can develop leadership skills and competencies such as conflict management and negotiation skills. Virtual simulations are among the emerging new technologies available to adult educators and trainers to help adults develop various leadership competencies. This study explored the impact of conflict management tactics as well as…

ORGANIZATIONAL VALUES: CRITICAL FACTORS CONTRIBUTING TO THE INTERNATIONALIZATION OF ENTERPRISES THAT SEEK A COST LEADERSHIP STRATEGY

OpenAIRE

Thais Ettinger Oliveira; George Berdinelli Rossi; Edson Keyso Kubo; Jose Turibio Oliveira

2012-01-01

This research aimed at identifying which organizational values of the Survey of Organizational Profiles’ Values (IPVO) are most closely related to the strategy of cost leadership for Brazilian companies seeking to internationalize. The literature suggests that organizational values are factors that influence the behavior of companies and therefore the strategy adopted by them to compete. For this reason, this article is based on exploratory research through personal interviews with executives...

Improving classroom practices: the impact of leadership, school organizational conditions, and teacher factors

NARCIS (Netherlands)

Thoonen, E.E.J.

2012-01-01

Schools are challenged to improve classroom practices as they are expected to enhance students’ motivation. While leadership, school organizational conditions and teacher factors are considered essential for improving classroom practices, more should be known about the interplay between school

The Humble Leader: Association of Discrepancies in Leader and Follower Ratings of Implementation Leadership With Organizational Climate in Mental Health.

Science.gov (United States)

Aarons, Gregory A; Ehrhart, Mark G; Torres, Elisa M; Finn, Natalie K; Beidas, Rinad S

2017-02-01

Discrepancies, or perceptual distance, between leaders' self-ratings and followers' ratings of the leader are common but usually go unrecognized. Research on discrepancies is limited, but there is evidence that discrepancies are associated with organizational context. This study examined the association of leader-follower discrepancies in Implementation Leadership Scale (ILS) ratings of mental health clinic leaders and the association of those discrepancies with organizational climate for involvement and performance feedback. Both involvement and performance feedback are important for evidence-based practice (EBP) implementation in mental health. A total of 593 individuals-supervisors (leaders, N=80) and clinical service providers (followers, N=513)-completed surveys that included ratings of implementation leadership and organizational climate. Polynomial regression and response surface analyses were conducted to examine the associations of discrepancies in leader-follower ILS ratings with organizational involvement climate and performance feedback climate, aspects of climate likely to support EBP implementation. Both involvement climate and performance feedback climate were highest where leaders rated themselves low on the ILS and their followers rated those leaders high on the ILS ("humble leaders"). Teams with "humble leaders" showed more positive organizational climate for involvement and for performance feedback, contextual factors important during EBP implementation and sustainment. Discrepancy in leader and follower ratings of implementation leadership should be a consideration in understanding and improving leadership and organizational climate for mental health services and for EBP implementation and sustainment in mental health and other allied health settings.

Analysis in the Utility of Commercial Wargaming Simulation Software for Army Organizational Leadership Development

National Research Council Canada - National Science Library

Macintyre, Kerry

2000-01-01

... analysis, operational test and evaluation, and campaign development. The intent of this monograph was to determine if commercial wargame simulations could be used to develop the organizational leadership abilities of Army officers...

Organizational Life Cycles and the Development of the National College for School Leadership: An Antipodean View

Science.gov (United States)

Mulford, Bill

2004-01-01

This article employs organizational life cycle, organizational learning stages and group development stages literature to examine my experiences at the National College for School Leadership (NCSL) during its establishment phase. Support was found, and other foci suggested, for this literature. As well, future issues to be faced by the NCSL were…

Symphony: A case study for exploring and describing design methods and guidelines for learner-centered design

Science.gov (United States)

Quintana, Christopher

Learner-centered design is an evolving software design perspective addressing the needs of learners---a specific audience trying to work in and understand new work practices in which they have a novice or naive understanding. Learner-centered design involves designing software that incorporates work support features (or scaffolding features) informed by social constructivist learning theories. By adopting a constructivist "learning by doing" perspective, scaffolds should support learners so they can mindfully engage in previously inaccessible work activity, which in turn allows those learners to progressively gain a better understanding of the new work. While there is an intuitive notion of "learner-centered design", there is less specific design information for developing learner-centered software. As a result, learner-centered software results from "educated guesses" and ad-hoc design approaches rather than from systematic design methods. Thus there is a need for specific design guidance to facilitate the development of learner-centered tools that help learners see the tasks, terminology, tools, etc. in the new work context and engage in that work. The research in this dissertation provides a more specific base of learner-centered design descriptions, methods, and guidelines to analyze work practices and design and evaluate scaffolds. The research approach involves using the development of Symphony---a scaffolded integrated tool environment for high-school students learning the work of computational science inquiry---as a case study to develop the learner-centered design approach. Symphony incorporates a variety of science tools with process scaffolding to support students in performing complex air pollution investigations. Six ninth-grade students used Symphony to investigate air quality questions for several weeks in an environmental science class. The student testing helped assess the effectiveness of the software scaffolding and in turn, the learner-centered

People, organizational, and leadership factors impacting informatics support for clinical and translational research

Directory of Open Access Journals (Sweden)

Payne Philip RO

2013-02-01

Full Text Available Abstract Background In recent years, there have been numerous initiatives undertaken to describe critical information needs related to the collection, management, analysis, and dissemination of data in support of biomedical research (J Investig Med 54:327-333, 2006; (J Am Med Inform Assoc 16:316–327, 2009; (Physiol Genomics 39:131-140, 2009; (J Am Med Inform Assoc 18:354–357, 2011. A common theme spanning such reports has been the importance of understanding and optimizing people, organizational, and leadership factors in order to achieve the promise of efficient and timely research (J Am Med Inform Assoc 15:283–289, 2008. With the emergence of clinical and translational science (CTS as a national priority in the United States, and the corresponding growth in the scale and scope of CTS research programs, the acuity of such information needs continues to increase (JAMA 289:1278–1287, 2003; (N Engl J Med 353:1621–1623, 2005; (Sci Transl Med 3:90, 2011. At the same time, systematic evaluations of optimal people, organizational, and leadership factors that influence the provision of data, information, and knowledge management technologies and methods are notably lacking. Methods In response to the preceding gap in knowledge, we have conducted both: 1 a structured survey of domain experts at Academic Health Centers (AHCs; and 2 a subsequent thematic analysis of public-domain documentation provided by those same organizations. The results of these approaches were then used to identify critical factors that may influence access to informatics expertise and resources relevant to the CTS domain. Results A total of 31 domain experts, spanning the Biomedical Informatics (BMI, Computer Science (CS, Information Science (IS, and Information Technology (IT disciplines participated in a structured surveyprocess. At a high level, respondents identified notable differences in theaccess to BMI, CS, and IT expertise and services depending on the

A Study of the Value Added by Transformational Leadership Practices to Teachers' Job Satisfaction and Organizational Commitment

Science.gov (United States)

Kieres, Katherine H.; Gutmore, Daniel

2014-01-01

Based on Bass and Riggio's (2006) Augmentation Model of Transactional and Transformational Leadership, this quantitative study sought to identify the amount of variance in teacher job satisfaction and organizational commitment that can be explained by principals' transformational leadership behaviors, above and beyond the influence of…

Exploring the Relationship of Organizational Culture and Implicit Leadership Theory to Performance Differences in the Nuclear and Fossil Energy Industry

Science.gov (United States)

Cravey, Kristopher J.

Notable performance differences exist between nuclear and fossil power generation plants in areas such as safety, outage duration efficiency, and capacity factor. This study explored the relationship of organizational culture and implicit leadership theory to these performance differences. A mixed methods approach consisting of quantitative instruments, namely the Organizational Culture Assessment Instrument and the GLOBE Leadership Scales, and qualitative interviews were used in this study. Subjects were operations middle managers in a U.S. energy company that serves nuclear or fossil power plants. Results from the quantitative instruments revealed no differences between nuclear and fossil groups in regards to organizational culture types and implicit leadership theories. However, the qualitative results did reveal divergence between the two groups in regards to what is valued in the organization and how that drives behaviors and decision making. These organizational phenomenological differences seem to explain why performance differences exist between nuclear and fossil plants because, ultimately, they affect how the organization functions.

ORGANIZATIONAL VALUES: CRITICAL FACTORS CONTRIBUTING TO THE INTERNATIONALIZATION OF ENTERPRISES THAT SEEK A COST LEADERSHIP STRATEGY

Directory of Open Access Journals (Sweden)

Thais Ettinger Oliveira

2012-10-01

Full Text Available This research aimed at identifying which organizational values of the Survey of Organizational Profiles’ Values (IPVO are most closely related to the strategy of cost leadership for Brazilian companies seeking to internationalize. The literature suggests that organizational values are factors that influence the behavior of companies and therefore the strategy adopted by them to compete. For this reason, this article is based on exploratory research through personal interviews with executives of the Human Resource area from companies affiliated with SINDIPEÇAS, which are inserted in the market by adopting a cost leadership strategy. The interviews were analyzed through content analysis technique, and the findings of this analysis provide evidence that organizational values that consist of roles, norms and values aimed at people, not only at physical parts or technical equipment, have a strong influence on these companies. The research provides evidence that organizational values most important for the internationalization of these companies are respectively: (1 welfare, (2 community, (3 domain, (4 autonomy and (5 realization. These results indicate that working in a pleasant and even enjoyable work environment can provide competitive advantage for the company.

Transformational leadership climate : Performance linkages, mechanisms, and boundary conditions at the organizational level

NARCIS (Netherlands)

Menges, J.; Walter, F.; Vogel, B.; Bruch, H.

2011-01-01

Transformational leadership (TFL) climate describes the degree to which leaders throughout an organization engage in TFL behaviors. In this study, we investigate performance linkages, mechanisms, and boundary conditions of TFL climate at the organizational level of analysis. In a sample of 158

Well-Being, Leadership, and Positive Organizational Scholarship: A Case Study of Project-Based Learning in Higher Education

Science.gov (United States)

Lucas, Nance; Goodman, Fallon R.

2015-01-01

The emerging fields of positive psychology and positive organizational scholarship (POS) contribute new perspectives and approaches for leadership education and leadership development in higher education. While there are emerging empirical studies in these new fields, little connection has been made to the intellectual and practical applications…

[The development of clinical reasoning skills and leadership: personal factors and organizational factors].

Science.gov (United States)

Larue, Caroline; Dubois, Sylvie; Girard, Francine; Goudreau, Johanne; Dumont, Katia

2013-03-01

Continuing education of newly graduated nurses (NGN) depends on several factors related to the characteristics of skills to be developed, the target population and the organizational context. Few studies describe both how nurses develop their skills and how institutions promote this development. The objectives of this manuscript are to (1) describe the behaviors that the NGN use to develop their reasoning skills and leadership and (2) document the organizational elements that facilitate this development. Method. Individual interviews were conducted with nurses (n = 34) using a grid of semistructured interviews and two group interviews were conducted with nurses (n = 7) and managers (n = 19) in two teaching hospitals in eastern Canada. The results show that nurses develop mainly by reflecting on their professional practice in their workplace. However, the lack of time for reflection in the workspace is a considerable obstacle while managerial leadership is an important asset.

Organizational Transformation from the Inside Out: Reinventing the MIT Center for Organizational Learning.

Science.gov (United States)

Clanon, Jeff

1999-01-01

The 2-year process by which the Massachusetts Institute of Technology's Center for Organizational Learning transformed into the self-governed Society for Organizational Learning illustrates new ways of conceiving organizations, the capabilities required for change, and critical elements of the process: diverse representation, grounding in business…

The Rise and Effect of Virtual Modalities and Functions on Organizational Leadership: Tracing Conceptual Boundaries Along the E-Management and E-Leadership Continuum

Directory of Open Access Journals (Sweden)

Montgomery VAN WART

2016-12-01

Full Text Available The massive shift to virtual modalities and functions has changed the context of leadership and organizational structures, and thus how leadership is exercised. To date, the fi elds of e-leadership and e-management, or more generally, virtual leadership, have been unable to make much progress. This exploratory study uses adaptive structuration theory, an approach recommended by Avolio (2001 and 2014, to provide a broad framework that is modifi ed for the fi eld. It uses the multi-method, multi-level approach recommended by structuration theory. Findings regarding three specifi c advanced information technologies (AITs are discussed, study limitations are provided, and future research opportunities are reviewed.

NCI designated cancer center funding not influenced by organizational structure.

Science.gov (United States)

Wolfe, Margaret E; Yagoda, Daniel; Thurman, Paul W; Luna, Jorge M; Figg, William Douglas

2009-05-01

National Cancer Institutes (NCI) designated cancer centers use one of three organizational structures. The hypothesis of this study is that there are differences in the amount of annual NCI funding per faculty member based on a cancer center's organizational structure. The study also considers the impact of secondary factors (i.e., the existence of a clinical program, the region and the size of the city in which the cancer center is located) on funding and the number of Howard Hughes Medical Institute (HHMI) investigators at each cancer center. Of the 63 cancer centers, 44 use a matrix structure, 16 have a freestanding structure, and three have a Department of Oncology structure. Kruskal-Wallis tests reveal no statistically significant differences in the amount of funding per faculty member or the number of HHMI investigators between centers with a matrix, freestanding or Department of Oncology structure. Online research and telephone interviews with each cancer center were used to gather information, including: organizational structure, the presence of a clinical program, the number of faculty members, and the number of Howard Hughes Medical Institute investigators. Statistical tests were used to assess the impact which organizational structure has on the amount of funding per faculty member and number of HHMI investigators. While the results seem to suggest that the organizational structure of a given cancer center does not impact the amount of NCI funding or number of HHMI investigators which it attracts, the existence of this relationship is likely masked by the small sample size in this study. Further studies may be appropriate to examine the effect organizational structure has on other measurements which are relevant to cancer centers, such as quality and quantity of research produced.

Leadership and Followership in Organizational Impact Humanity in Government Sector

OpenAIRE

Ahmad Norazilawani; Hassan Hanum

2018-01-01

Leadership in organizational behavior can be impact of humanity in Goverrment Sector., tourism, service sector. Communication style in the organization is very important and also key forces in providing employees with job satisfaction, humanity and communication skills. When employees do not get satisfaction from their jobs, morale drops an absences and lateness increases. Any person just follow instruction from a leader behavior and subordinates even the step, instruction good job, take acti...

An Explorative Study on the Connection between Ethical Leadership, Prototypicality and Organizational Misbehavior in a Dutch Fire Service

NARCIS (Netherlands)

Wolde, A. de; Groenendaal, J.; Helsloot, I.; Schmidt, A.J.

2014-01-01

In this article, we examine the relationship between ethical leadership and organizational misbehavior in a Dutch fire service and the extent to which prototypicality mediates this relationship. It is found that ethical leadership of battalion chiefs is statistically negatively related to the

Resonant leadership and workplace empowerment: the value of positive organizational cultures in reducing workplace incivility.

Science.gov (United States)

Laschinger, Heather K Spence; Wong, Carol A; Cummings, Greta G; Grau, Ashley L

2014-01-01

Nursing leaders are indispensable in creating positive nursing work environments that retain an empowered and satisfied nursing workforce. Positive and supportive leadership styles can lower patient mortality and improve nurses' health, job satisfaction, organizational commitment, emotional exhaustion, and intent to stay in their position. The results of this study support the role of positive leadership approaches that empower nurses and discourage workplace incivility and burnout in nursing work environments. The findings also provide empirical support for the notion of resonant leadership, a relatively new theory of relationship-focused leadership approaches. This research adds to the growing body of knowledge documenting the key role of positive leadership practices in creating healthy work environments that promote retention of nurses in a time of a severe nursing shortage.

Transformational Leadership and Change: How Leaders Influence Their Followers' Motivation Through Organizational Justice.

Science.gov (United States)

Deschamps, Carl; Rinfret, Natalie; Lagacé, Marie Claude; Privé, Catherine

2016-01-01

In the past decade, the reform of Québec's healthcare establishments has resulted in a reduction in the number of institutions through mergers and closures. In this report, we investigate the consequences of reform by looking at managers' motivations and related mitigating factors. We examine the influence that transformational leaders have on their employees' motivation through organizational justice. Using a survey of 253 healthcare managers, we describe how the positive impact of transformational leadership on motivation is fully mediated via different aspects of organizational justice. The results indicate that while transformational leaders influence each type of organizational justice, followers' motivation is affected primarily by procedural and interpersonal justice and little by distributive justice.

The role of leadership for shaping organizational culture and building employee engagement in the Bulgarian gaming industry

OpenAIRE

Stanislavov, Ivaylo; Ivanov, Stanislav

2014-01-01

The purpose of this phenomenological study was to explore the impact of leadership styles on organizational culture and employee engagement, and gain understanding of how these conceptual variables influence organizational performance. Through in-depth interviews, the participants from three Bulgarian gaming enterprises revealed their perceptions of how their previous and current casino managers were able to form organizational culture and build employee engagement. The study revealed that th...

Ethics Leadership in Research, Healthcare and Organizational Systems: Commentary and Critical Reflections

Science.gov (United States)

Gabriele, Edward F.

2011-01-01

In the last decades there has arisen a greater awareness of the ever present need for critical academic reflection on the nature of ethics leadership and committees in research, healthcare, and organizational systems. Yet what is meant by ethics itself? How is ethics understood as a historical phenomenon? What challenges must ethics leaders face…

Transformational Leadership, Transactional Contingent Reward, and Organizational Identification: The Mediating Effect of Perceived Innovation and Goal Culture Orientations.

Science.gov (United States)

Xenikou, Athena

2017-01-01

Purpose: The aim of this research was to investigate the effect of transformational leadership and transactional contingent reward as complementary, but distinct, forms of leadership on facets of organizational identification via the perception of innovation and goal organizational values. Design/Methodology/Approach: Three studies were carried out implementing either a measurement of mediation or experimental-causal-chain design to test for the hypothesized effects. Findings: The measurement of mediation study showed that transformational leadership had a positive direct and indirect effect, via innovation value orientation, on cognitive identification, whereas transactional contingent reward was more strongly related to affective, rather than cognitive, identification, and goal orientation was a mediator of their link. The findings of the two experimental-causal-chain studies further supported the hypothesized effects. Transformational leadership was found to lead subordinates to perceive the culture as more innovative compared to transactional contingent reward, whereas transactional contingent reward led employees to perceive the culture as more goal, than innovation, oriented. Finally, innovation, compared to goal, value orientation increased cognitive identification, while goal orientation facilitated affective, rather than cognitive, identification. Implications: The practical implications involve the development of strategies organizations can apply, such as leadership training programs, to strengthen their ties with their employees, which, in turn, may have a positive impact on in-role, as well as extra-role, behaviors. Originality/Value: The originality of this research concerns the identification of distinct mechanisms explaining the effect of transformational leadership and transactional contingent reward on cognitive and affective identification applying an organizational culture perspective and a combination of measurement and causal mediation designs.

Participative leadership and organizational identification in SMEs in the MENA Region : testing the roles of CSR perceptions and pride in membership

OpenAIRE

Lythreatis, Sophie; Mostafa, Ahmed; Wang, Xiaojun

2017-01-01

The aim of this research is to explore the process linking participative leadership to organizational identification. The study examines the relationship between participative leadership and internal CSR perceptions of employees and also investigates the role that pride in membership plays in the affiliation of CSR perceptions with organizational identification. By studying these relationships, the paper aspires to contemplate new presumed mediators in the association of participative leaders...

The Effect of the Servant Leadership on Organizational Citizenship Behavior: Case Study of a University

Directory of Open Access Journals (Sweden)

Cem GÜÇEL

2012-01-01

Full Text Available The aim of this study is to examine the effectsofservant leadershiponorganizational citizenship behaviors. For this aim,firstly, theservant leadership,then organizational citizenship behaviorsare explained. In the application part,aquestionnaire including the measures of theservant leadership andorganizationalcitizenship behaviors is distributed to employees of one of the leadingprivateuniversitiesinTurkey and the data were assessed by statistical analysis methods.Finally, it isfoundthat there is a positive relationshipbetweenservant leadershipandorganizational citizenship behaviors.

Distributed Leadership in Organizational Change Processes: A Qualitative Study in Public Hospital Units

DEFF Research Database (Denmark)

Kjeldsen, Anne Mette; Jonasson, Charlotte; Ovesen, Maria

2015-01-01

This paper proposes that the emergence and boundaries of distributed leadership (DL) are developed in a dynamic interplay with planned as well as emergent organizational change. The empirical findings are based on a qualitative, longitudinal case study with interviews conducted at two different....../non-routine, various goals, and organizational planning affect a simultaneous widening or restriction of the local DL. In return, such local DL also leads to ongoing changes in the form of novel work routines for improved collaboration. Moreover, the findings show that restrictions of DL are in some cases considered...

Effect of Learner-Centered Education on the Academic Outcomes of Minority Groups

Science.gov (United States)

Salinas, Moises F.; Garr, Johanna

2009-01-01

The purpose of the present study is to determine the effect that learner-centered classrooms and schools have on the academic performance of minority and nonminority groups. A diverse sample of schools at the elementary school level were selected. Teachers were also asked to complete the Assessment of Learner Centered Practices questionnaire, an…

Analog Design for Digital Deployment of a Serious Leadership Game

Science.gov (United States)

Maxwell, Nicholas; Lang, Tristan; Herman, Jeffrey L.; Phares, Richard

2012-01-01

This paper presents the design, development, and user testing of a leadership development simulation. The authors share lessons learned from using a design process for a board game to allow for quick and inexpensive revision cycles during the development of a serious leadership development game. The goal of this leadership simulation is to accelerate the development of leadership capacity in high-potential mid-level managers (GS-15 level) in a federal government agency. Simulation design included a mixed-method needs analysis, using both quantitative and qualitative approaches to determine organizational leadership needs. Eight design iterations were conducted, including three user testing phases. Three re-design iterations followed initial development, enabling game testing as part of comprehensive instructional events. Subsequent design, development and testing processes targeted digital application to a computer- and tablet-based environment. Recommendations include pros and cons of development and learner testing of an initial analog simulation prior to full digital simulation development.

Structural impacts on the occurrence and effectiveness of transformational leadership : An empirical study at the organizational level of analysis

NARCIS (Netherlands)

Walter, Frank; Bruch, Heike

2010-01-01

This article empirically investigates the role of organizational structure in the transformational leadership (TFL) process. We examine organizational centralization, formalization, and size as antecedents of an organization's TFL climate, and as moderators of the relationship between TFL climate

Teachers' Perception on the Relationship between Change Leadership and Organizational Commitment

Science.gov (United States)

Savas, Ahmet Cezmi; Kosker, Erkan; Demir, Selcuk; Utar, Nurten

2015-01-01

The aim of this survey is to analyze the perception of teachers regarding the relationship between change leadership and organizational commitment. The study sample is 221 teachers working in the schools of Gaziantep, Sanliurfa and Mardin during the 2014-15 educational year since it is easier to reach them. The sample choice of our study has been…

Center for Leadership Development (CLD) Repository

Data.gov (United States)

Office of Personnel Management — The Center for Leadership Development Repository stores various data including policies, procedures, governance, guidance, security, and financial documents of the...

The Effect of Servant Leadership on Organizational Citizenship Behavior: A Study in Five Star Hotel Enterpris es i n İstanbul and Afyonkarahisar

Directory of Open Access Journals (Sweden)

Ahmet Baytok

2013-12-01

Full Text Available The aim of this study is to identify the effects of servant leadership qualities of managers on organizational citizenship behavior in hotel enterprises. In the scope of the research, the data was obtained from 513 employees in Istanbul and Afyonkarahisar in 2013 by employing questionnaire techniques. As a result of data analysis, a moderate positive relationship between servant leadershipand organizational citizenshipbehavior was detected. In this context, it is found that while empowerment, vision and trust behaviors influence employees’ organizational citizenship behavior positively, no positive impact of agapao love and altruism behavior on organizational citizenship behaviorwas detected. It is seen that, the perceptions of employees on the trust which is one of sub-dimensions of servant leadership and the level of organizational citizenship behavior perceptions in Istanbul is more positive than employees in Afyonkarahisar. In addition, while a significant difference is identified in employees’ servant leadership perceptions according to their education levels, no significant difference was observed in consideration with their other individual characteristics.

Experiential Workshop with Educational Leadership Doctoral Students: Managing Affective Reactions to Organizational Change

Science.gov (United States)

Falls, Leigh; Jara, Teresa; Sever, Tim

2009-01-01

Managing change processes, resistance to change, and organizational members' emotional reactions to change are crucial skills for future educational leaders to learn. Our case study is based on a workshop conducted using two experiential exercises to facilitate current educational leadership doctoral students' reflections on their own reactions to…

Decentering Self in Leadership: Putting Community at the Center in Leadership Studies.

Science.gov (United States)

Hartman, Eric

2016-06-01

Although students' personal passions typically determine the issue addressed by service-learning leadership initiatives, this chapter advocates for a community-centered alternative. This in-depth exploration of a leadership development course series models a community-need driven project and explores the benefits for both community and student learning. © 2016 Wiley Periodicals, Inc., A Wiley Company.

Transformational Leadership, Transactional Contingent Reward, and Organizational Identification: The Mediating Effect of Perceived Innovation and Goal Culture Orientations

Science.gov (United States)

Xenikou, Athena

2017-01-01

Purpose: The aim of this research was to investigate the effect of transformational leadership and transactional contingent reward as complementary, but distinct, forms of leadership on facets of organizational identification via the perception of innovation and goal organizational values. Design/Methodology/Approach: Three studies were carried out implementing either a measurement of mediation or experimental-causal-chain design to test for the hypothesized effects. Findings: The measurement of mediation study showed that transformational leadership had a positive direct and indirect effect, via innovation value orientation, on cognitive identification, whereas transactional contingent reward was more strongly related to affective, rather than cognitive, identification, and goal orientation was a mediator of their link. The findings of the two experimental-causal-chain studies further supported the hypothesized effects. Transformational leadership was found to lead subordinates to perceive the culture as more innovative compared to transactional contingent reward, whereas transactional contingent reward led employees to perceive the culture as more goal, than innovation, oriented. Finally, innovation, compared to goal, value orientation increased cognitive identification, while goal orientation facilitated affective, rather than cognitive, identification. Implications: The practical implications involve the development of strategies organizations can apply, such as leadership training programs, to strengthen their ties with their employees, which, in turn, may have a positive impact on in-role, as well as extra-role, behaviors. Originality/Value: The originality of this research concerns the identification of distinct mechanisms explaining the effect of transformational leadership and transactional contingent reward on cognitive and affective identification applying an organizational culture perspective and a combination of measurement and causal mediation designs

The effects of authentic leadership, organizational identification, and occupational coping self-efficacy on new graduate nurses' job turnover intentions in Canada.

Science.gov (United States)

Fallatah, Fatmah; Laschinger, Heather K S; Read, Emily A

Nurses' turnover has a costly impact on organizations, patients, and nurses. Numerous studies have highlighted the critical role of nursing leadership in enhancing new nurses' retention. To examine the influence of authentic leadership on new nurses' job turnover intentions through their personal identification with the leader, organizational identification, and occupational coping self-efficacy. Secondary data analysis of a cross-sectional national study of Canadian new graduate nurses was conducted using structural equation modeling. Authentic leadership had a significant positive effect on nurses' personal identification with their leader and their organization. Personal identification mediated the relationship between authentic leadership and organizational identification. Organizational identification had a significant positive effect on occupational coping self-efficacy, which, in turn, had a negative effect on new graduate nurses' job turnover intentions. The findings demonstrate the vital role authentic leadership plays in retaining new graduate nurses. Authentic leaders foster personal and organizational identification among new graduate nurses, leading to increase in the confidence in their ability to manage work-related challenges, which subsequently results in positive outcomes in both new graduate nurses and the organization. Copyright © 2016 Elsevier Inc. All rights reserved.

Learner-Centered Micro Teaching in Teacher Education

Science.gov (United States)

Kilic, Abdurrahman

2010-01-01

The purpose of this study is to investigate the effect of Learner-Centered Micro Teaching (LCMT) on the development of teacher candidates' teaching competencies. To achieve this goal, teacher candidates' teaching behaviors on subject area, planning, teaching process, classroom management, communication, and evaluation have been pre- and…

Gender and Leadership. The Impact of Organizational Culture of Public Institutions

Directory of Open Access Journals (Sweden)

Felicia Cornelia MACARIE

2011-02-01

Full Text Available This study approaches the public organizations and their organizational culture by taking into account the gender factor. More specifically, it will approach women’s presence in the leadership of public organizations, the influence of the public organizational culture in the promotion of women in middle and top management positions, and it will finally identify the defining characteristics of the organizational culture of the institutions led by women in comparison to those led by men. Our study is based on a research conducted in Bistriţa-Năsăud County, Romania, by applying a survey in 12 public organizations. The survey comprises 16 questions, seven of which are open questions; 25 women with different positions in the medium and the top management of public institutions were surveyed. The conclusions of the research confirm the existence of some clear differences in the organizational culture of womenled and respectively, men-led public institutions. At the same time, the study identifies possible causes for the low presence of women in the public top management in contrast to their high presence in the execution positions.

Are general and strategic measures of organizational context and leadership associated with knowledge and attitudes toward evidence-based practices in public behavioral health settings? A cross-sectional observational study.

Science.gov (United States)

Powell, Byron J; Mandell, David S; Hadley, Trevor R; Rubin, Ronnie M; Evans, Arthur C; Hurford, Matthew O; Beidas, Rinad S

2017-05-12

Examining the role of modifiable barriers and facilitators is a necessary step toward developing effective implementation strategies. This study examines whether both general (organizational culture, organizational climate, and transformational leadership) and strategic (implementation climate and implementation leadership) organizational-level factors predict therapist-level determinants of implementation (knowledge of and attitudes toward evidence-based practices). Within the context of a system-wide effort to increase the use of evidence-based practices (EBPs) and recovery-oriented care, we conducted an observational, cross-sectional study of 19 child-serving agencies in the City of Philadelphia, including 23 sites, 130 therapists, 36 supervisors, and 22 executive administrators. Organizational variables included characteristics such as EBP initiative participation, program size, and proportion of independent contractor therapists; general factors such as organizational culture and climate (Organizational Social Context Measurement System) and transformational leadership (Multifactor Leadership Questionnaire); and strategic factors such as implementation climate (Implementation Climate Scale) and implementation leadership (Implementation Leadership Scale). Therapist-level variables included demographics, attitudes toward EBPs (Evidence-Based Practice Attitudes Scale), and knowledge of EBPs (Knowledge of Evidence-Based Services Questionnaire). We used linear mixed-effects regression models to estimate the associations between the predictor (organizational characteristics, general and strategic factors) and dependent (knowledge of and attitudes toward EBPs) variables. Several variables were associated with therapists' knowledge of EBPs. Clinicians in organizations with more proficient cultures or higher levels of transformational leadership (idealized influence) had greater knowledge of EBPs; conversely, clinicians in organizations with more resistant cultures

Do Employees' Perceptions on Authentic Leadership Affect the Organizational Citizenship Behavior?: Turkish Context

Science.gov (United States)

Yesilkaya, Mukaddes; Aydin, Peruzet

2016-01-01

The aim of this study is to analyze the relationship between employees' perceptions on authentic leadership and organizational citizenship behavior. In this context, it was carried out a research on four-hundred public employees. The data from this study were analyzed via an appropriate statistical program and evaluated. Based on the findings from…

A study on relationship between ethical leadership and organizational trust between teachers and principals: A case study of high school employees in Shahre-Kord, Iran

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Seyed Rasool Aghadavood

2013-04-01

Full Text Available The present study aims at investigating the relationship between the moral leadership style of mangers and organizational confidence of Shahre-Kord high school teachers. The population includes 590 teachers of district 1 , 2 in Shahre-Kord and 230 teachers are selected for the study sample. The model is based on the effect of moral leadership parameters on organizational confidence factors. The instruments used in this study is a moral leadership questionnaire based on the theory of North house comprising 30 questions for five parameters as well as an organizational confidence standard questionnaire based on Gidnez’s theory, which comprises 30 questions and five parameters . The content and face validity of the questionnaires are established through professors’ opinions. The reliability of the study was 82%, which was calculated through Cronbach Alfa formula. The findings show that the impact of moral leadership along with its parameters on the organizational confidence and its parameters are significant.

2014 Center for Army Leadership Annual Survey of Army Leadership (CASAL): Army Civilian Leader Findings

Science.gov (United States)

2015-06-01

at preparing them for future responsibilities. Engagement is a measure of initiative and productivity . It is highest among civilian leaders but is at...are reported to exhibit counter- productive or negative leadership behaviors such as berating subordinates for small mistakes (15%), blaming other...outcomes (e.g., employee satisfaction, motivation, job performance) and organizational outcomes (e.g., turnover and absenteeism ). CASAL results

The Influence of Transformational Leadership on Job Satisfaction, Organizational Commitment,and Employee Performance

Directory of Open Access Journals (Sweden)

Marnis Atmojo

2012-04-01

Full Text Available This research has four main objectives; first, to prove and analyze the influence of transformational leadership towards employee job satis faction; Second, to prove and analyze the influence of transformational leadership towards organizational commitment; Third, to prove and analyze the influence of transformationalleadership towards employee performance; Fourth, to prove and analyze the influence of organization commitment towards the employee performance. This research involved 146 members of middle management as our research sample namely Head of Department, Plantation Manager, Plant Manager, Head of Bureau/Division, Head Assistant, Head of Strategic Business Unit (SBU, Chief Engineer and Head of Hospital Service. Structural Equation Modeling (SEM was used to test and analyze relationship among the research variables. Research findings are transformational leadership significantly influences job satisfaction, transformational leadership significantly influences the organization commitment. The job satisfaction is shown to have significant influence on employee performance, and organization commitment significantly influences the employee performance.

Effect of Leadership Styles of School Principals on Organizational Citizenship Behaviors

OpenAIRE

Avcı, Ahmet

2016-01-01

The aim of this research is to investigate the relationship between the leadership styles of principals and organizational citizenship behaviors of teachers according to teachers' perceptions. In this research, a relational survey model was used. Data for the research were obtained from 1,723 teachers working in public and private schools which were subject to Ministry of National Education in the Kadikoy district of Istanbul province in 2014. In this research, data were collected...

Pengaruh Strategic Leadership pada Organizational Learning melalui Accounting Information System pada Perusahaan Non Manufaktur di Surabaya

OpenAIRE

Halim, Yessica Mardiana

2015-01-01

The purpose of this research was to identify the influence of Strategic Leadership Toward Organizational Learning with Accounting Information System as the mediating variable of Non Manufacturing Firms in Surabaya. The variables were: Strategic Leadership, Organization Learning, and Accounting Information System. The number of samples were 95 respondents. The data analysis technique used was Partial Least Square. The data then analyzed by SmartPLS software application. This research showed t...

How Distributed Leadership Can Make a Difference in Teachers' Organizational Commitment? A Qualitative Study

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Hulpia, Hester; Devos, Geert

2010-01-01

The present study explores the relation between distributed leadership and teachers' organizational commitment. Semi-structured interviews with teachers and school leaders of secondary schools were conducted. A comparative analysis of four schools with high and four schools with low committed teachers was carried out. Findings revealed differences…

A Complex Systems Framework for Research on Leadership and Organizational Dynamics in Academic Libraries

Science.gov (United States)

Gilstrap, Donald L.

2009-01-01

This article provides a historiographical analysis of major leadership and organizational development theories that have shaped our thinking about how we lead and administrate academic libraries. Drawing from behavioral, cognitive, systems, and complexity theories, this article discusses major theorists and research studies appearing over the past…

Leaders and Change: Leadership Behaviors and Influence on Subordinates' Reaction to Organizational Change

Science.gov (United States)

Valencic-Miller, Olivia V.

2017-01-01

Within the educational arena today, leaders face many problems ranging from shifts in governmental mandates and regulations, to increased expectations for teachers and administrators in order to improve academic outcomes. Combining facets of leadership behaviors with organizational changes, the educational arena has become more complex compared to…

How to improve teaching practices: the role of teacher motivation, organizational factors and leadership practices

NARCIS (Netherlands)

Thoonen, E.E.J.; Sleegers, P.J.C.; Oort, F.J.; Peetsma, T.T.D.; Geijsel, F.P.

2011-01-01

Purpose: Although it is expected that building schoolwide capacity for teacher learning will improve teaching practices, there is little systematic evidence to support this claim. This study aimed to examine the relative impact of transformational leadership practices, school organizational

Leadership and the Church: The Impact of Shifting Leadership Constructs

Directory of Open Access Journals (Sweden)

Douglas Gautsch

2016-01-01

Full Text Available The idea of leadership has been examined for millennia. Examples of leadership in action go back to Moses from the Bible and Xenophón from Greek history.  One of the key theories in early leadership is that of charismatic leadership. Although most scholars agree that a key concept of charismatic leadership is that of follower attribution, defining boundaries for charismatic is as difficult as defining leadership itself. This difficulty is accentuated in this work because of the shifting organizational structures and follower perceptions. The case details follower attributed charismatic leadership traits, and then provides a robust discussion on the impact of shifting organizational constructs.

Medical school deans' perceptions of organizational climate: useful indicators for advancement of women faculty and evaluation of a leadership program's impact.

Science.gov (United States)

Dannels, Sharon; McLaughlin, Jean; Gleason, Katharine A; McDade, Sharon A; Richman, Rosalyn; Morahan, Page S

2009-01-01

The authors surveyed U.S. and Canadian medical school deans regarding organizational climate for faculty, policies affecting faculty, processes deans use for developing faculty leadership, and the impact of the Executive Leadership in Academic Medicine (ELAM) Program for Women. The usable response rate was 58% (n = 83/142). Deans perceived gender equity in organizational climate as neutral, improving, or attained on most items and deficient on four. Only three family-friendly policies/benefits were available at more than 68% of medical schools; several policies specifically designed to increase gender equity were available at fewer than 14%. Women deans reported significantly more frequent use than men (P = .032) of practices used to develop faculty leadership. Deans' impressions regarding the impact of ELAM alumnae on their schools was positive (M = 5.62 out of 7), with those having more fellows reporting greater benefit (P = .01). The deans felt the ELAM program had a very positive influence on its alumnae (M = 6.27) and increased their eligibility for promotion (M = 5.7). This study provides a unique window into the perceptions of medical school deans, important policy leaders at their institutions. Their opinion adds to previous studies of organizational climate focused on faculty perceptions. Deans perceive the organizational climate for women to be improving, but they believe that certain interventions are still needed. Women deans seem more proactive in their use of practices to develop leadership. Finally, deans provide an important third-party judgment for program evaluation of the ELAM leadership intervention, reporting a positive impact on its alumnae and their schools.

A Framework for Learning about Emotion and Emotionality in Organizational Systems as a Core Aspect of Leadership Development..

OpenAIRE

James, Kim; Arroba, Tanya

2005-01-01

This article outlines a developmental framework for introducing systems psychodynamic concepts in the context of leadership development. The model focuses on two key aspects of the leadership role needed in today’s organizations. These are the ability to Read what is less obvious and below the surface in organizational systems, and the ability to manage what is Carried by those in leadership roles. These abilities inform choice of behaviours and intervention by leaders in their organization s...

Effect of learner-centered teaching on motivation and learning strategies in a third-year pharmacotherapy course.

Science.gov (United States)

Cheang, Kai I

2009-05-27

To develop, implement, and assess a learner-centered approach to teaching a third-year pharmacotherapy course in a doctor of pharmacy (PharmD) program. The pharmacotherapy course was restructured according to the learner-centered approach. The Motivated Strategies for Learning Questionnaire (MSLQ) was administered to students before and after taking the course, and changes in MSLQ subscales from baseline were evaluated. Students' response to the learner-centered approach and characteristics associated with MSLQ scores were also evaluated. Compared to baseline, students' intrinsic goal orientation control of learning beliefs, self-efficacy, critical thinking, and metacognitive self-regulation improved after taking the course. Students responded positively to the learner-centered approach. Additionally, students with a clinical practice career orientation or who prepared frequently for classes scored higher on several MSLQ domains. The learner-centered approach was effective in promoting several domains of motivation and learning strategies in a third-year pharmacotherapy course.

A Research on the Consequences of Authentic Leadership

OpenAIRE

Akif Tabak; Mustafa Polat; Serkan Cosar; Tolga Turkoz

2013-01-01

The present study examined the relationship between employees' authentic leadership perceptions and three relevant authentic leadership consequences, organizational trust, organizational commitment and organizational cynicism. With 371 employees in a Turkish firm, correlation analysis results showed that authentic leadership perceptions of employees were positively related to organizational trust and organizational commitment, but was negatively related with organizational cynicism. Moreover,...

Institutionalizing planning, enactment and reflection of daily lessons through appropriate organizational restructuring

NARCIS (Netherlands)

Raval, Harini; McKenney, Susan; Pieters, Julius Marie

2011-01-01

This study describes a professional development program aimed at supporting para-teachers in an Indian educational NGO to adopt learner-centered approaches. Organizational factors inhibiting para-teacher learning were modified. A routine of lesson planning before, and reflection after daily

Leadership Elasticity Enhancing Style-Flex for Leadership Equilibrium

Science.gov (United States)

Rajbhandari, Mani Man Singh

2017-01-01

Leadership elasticity enhances leadership style flexibility and mobility to enable educational leaders to maintain appropriate leadership equilibrium. The essential of leadership elasticity contributes towards organizational effectiveness by followership's maintenance through appropriate expansion and contraction of relations and task behavioural…

Work in Progress : Learner-Centered Online Learning Facility

NARCIS (Netherlands)

Pantic, M.; Zwitserloot, R.; De Weerdt, M.M.

2006-01-01

This paper describes a novel, learner-centered technology for authoring web lectures. Besides seamless integration of video and audio feeds, Microsoft PowerPoint slides, and web-pages, the proposed Online Learning Facility (OLF) also facilitates online interactive testing and review of covered

Action-Centered Team Leadership Influences More than Performance

DEFF Research Database (Denmark)

Braun, Frank C.; Avital, Michel; Martz, Ben

2012-01-01

Purpose – Building on a social-technical approach to project management, the authors aim to examine the effect of action-centered leadership attributes on team member's learning, knowledge collaboration and job satisfaction during IT-related projects. Design/methodology/approach – Structural...... collaboration along with individual performance and job satisfaction, and ultimately project success. Research limitations/implications – The action-centered leadership practices construct, developed in this study, can be a good surrogate measure of what is required to be an effective leader in an IT project...... equation modeling was utilized to assess the work environment of team members as well as the leadership practices of their respective project team leaders. Data were collected with a survey questionnaire from 327 team members in a variety of organizations in 15 industry sectors including financial services...

Differences in Interpersonal Skills Between Engineering and Organizational Leadership and Supervision Majors

OpenAIRE

Mhaskar, Anuj A

2010-01-01

This study explored the differences in interpersonal communication skills – assertiveness and conflict management in particular between students with a senior academic standing in the college of engineering and the department of organizational leadership and supervision at Purdue University, West Lafayette. The Rathus Assertiveness Schedule and the Putnam-Wilson OCCI were used to measure assertiveness levels and conflict management styles in students. Results from the study indicated that the...

Subtractive Leadership

Science.gov (United States)

Larwin, K. H.; Thomas, Eugene M.; Larwin, David A.

2015-01-01

This paper introduces a new term and concept to the leadership discourse: Subtractive Leadership. As an extension of the distributive leadership model, the notion of subtractive leadership refers to a leadership style that detracts from organizational culture and productivity. Subtractive leadership fails to embrace and balance the characteristics…

The State of Leadership in DHS - Is There a Model for Leading?

National Research Council Canada - National Science Library

Bell, Christina

2008-01-01

...) The study centered on a search for a leadership strategy that may be helpful for DHS leaders given their inherent organizational, functional, and technological challenges The research entailed...

Transformational Leadership and Organizational Citizenship Behavior in the Arab Educational System in Israel: The Impact of Trust and Job Satisfaction

Science.gov (United States)

Nasra, Muhammed Abu; Heilbrunn, Sibylle

2016-01-01

The present study aims to extend and integrate previous research on the mediating effects of trust in supervisor and job satisfaction on the relationship between transformational leadership style and organizational citizenship behavior (OCB). Drawing on previous research, we argue that transformational leadership impacts OCB directly and…

Participative Leadership and the Organizational Commitment of Civil Servants in China: The Mediating Effects of Trust in Supervisor

OpenAIRE

Miao, Qing; Newman, Alexander; Schwarz, Gary; Xu, Lin

2013-01-01

The present study examines whether participative leadership engenders organizational commitment among Chinese civil servants, and analyzes the mechanisms by which it transmits its effects. Confirmatory factor analysis and structural equation modeling revealed that there was a significant relationship between supervisor-level participative leadership and the affective and normative commitment of subordinates, but no relationship with continuance commitment. Affective trust was identified as th...

Eco-innovation, Responsible Leadership and Organizational Change for Corporate Sustainability

Directory of Open Access Journals (Sweden)

Dorel Mihai Paraschiv

2012-06-01

Full Text Available Creating a sustainable development strategy is essential for organizations that seek to reduce risks associated with tightening legislation, increased energy prices and natural resources and growing customer demands. Sustainability requires the full integration of social and environmental aspects into the vision, culture and operations of an organization, a profound process of organizational change being essential. The purpose of this paper is to present the main drivers of corporate sustainability, illustrating – after a thorough literature review – the link between the following elements: corporate sustainability – a necessity in the current global context; eco-innovation – as a way to implement sustainability in an organization; responsible leadership – as the art of building and maintaining strong and moral relationships with all stakeholders; organizational culture and organizational change – the basic elements through which organizations continuously renew their processes and products, adapting them to the new context. Furthermore, the paper provides an overview of organizations active in Romania in terms of sustainability practices, in general, and the ecological component of sustainable development, in particular, by presenting the results of an exploratory questionnaire-based research. The research reflects the importance of visionary management in adopting and implementing sustainability in the responding organizations.

A Learner-Centered Molecular Modeling Exercise for Allied Health Majors in a Biochemistry Class

Science.gov (United States)

Fletcher, Terace M.; Ershler, Jeff

2014-01-01

Learner-centered molecular modeling exercises in college science courses can be especially challenging for nonchemistry majors as students typically have a higher degree of anxiety and may not appreciate the relevance of the work. This article describes a learner-centered project given to allied health majors in a Biochemistry course. The project…

Shared leadership

DEFF Research Database (Denmark)

Ulhøi, John Parm; Müller, Sabine

2012-01-01

The aim of this paper is twofold. First, this paper comprehensively will review the conceptual and empirical literature to identify such critical underlying mechanisms which enable shared or collective leadership. Second, this article identifies the antecedents and outcomes of shared leadership...... according to the literature review to develop a re-conceptualised and synthesized framework for managing the organizational issues associated with shared leadership on various organizational levels. The paper rectifies this by identifying the critical factors and mechanisms which enable shared leadership...... and its antecedents and outcomes, and to develop a re-conceptualized and synthesized framework of shared leadership. The paper closes with a brief discussion of avenues for future research and implications for managers....

The effect of teacher psychological, school organizational and leadership factors on teachers’ professional learning in Dutch schools

NARCIS (Netherlands)

Geijsel, F.P.; Sleegers, P.J.C.; Stoel, R.D.; Krüger, M.L.

2009-01-01

In this study we examined the relative importance of teachers' psychological states, school organizational conditions (teacher collaboration and participative decision making), and the leadership practices (vision, individual consideration, and intellectual stimulation) of principals at their

The Effects of Secondary School Administrators' Servant Leadership Behaviors on Teachers' Organizational Commitment

Science.gov (United States)

Türkmen, Fatma; Gül, Ibrahim

2017-01-01

The purpose of this research is to examine the effects of secondary school administrators' servant leadership behavior on teachers' organizational commitment. This research was designed based on the relational screening model. The population of the study consists of 753 secondary school teachers. 438 teachers from the total population participated…

When leaders harass: the impact of target perceptions of organizational leadership and climate on harassment reporting and outcomes.

Science.gov (United States)

Offermann, Lynn R; Malamut, Adam B

2002-10-01

Using cases of harassment by leaders, the authors examined the effects of target perceptions of leader responses to sexual harassment and whether leader implementation of harassment policies made a difference beyond the impact of the policies themselves. Results showed that women who perceived that leaders made honest efforts to stop harassment felt significantly freer to report harassment, were more satisfied with the complaint process, and reported greater commitment than did those viewing leaders as more harassment tolerant. Different leadership levels had different effects, with hierarchically proximal leaders generally having the greatest impact. Leadership mediated the relationship between organizational policy and outcomes, supporting the view that a key role for leaders is establishing an ethical organizational climate that reinforces formal harassment policies through actions.

Pursuing Personal Passion: Learner-Centered Research Mentoring.

Science.gov (United States)

Phillips, William R

2018-01-01

New researchers often face difficulty finding and focusing research questions. I describe a new tool for research mentoring, the Pursuing Personal Passion (P3) interview, and a systematic approach to help learners organize their curiosity and develop researchable questions aligned with their personal and professional priorities. The learner-centered P3 research interview parallels the patient-centered clinical interview. This paper reviews experience with 27 research mentees over the years 2009 to 2016, using the P3 approach to identify their initial research topics, classify their underlying passions and track the evolution into their final research questions. These researchers usually identified one of three personal passions that provided lenses to focus their research: problem, person, or process. Initial research topics focused on: problem (24%, 6), person (48%, 12) and process (28%, 7). Final research questions evolved into: problem (20%, 5), person (32%, 8) and process (48%, 12). Identification of the underlying passion can lead researchers who start with one general topic to develop it into very different research questions. Using this P3 approach, mentors can help new researchers focus their interests into researchable questions, successful studies, and organized programs of scholarship.

THE EFFECT OF ORGANIZATIONAL CULTURE, ENVIRONMENTAL WORK, LEADERSHIP STYLE ON THE JOB SATISFACTION AND ITS IMPACT ON THE PERFORMANCE OF TEACHING IN STATE COMMUNITY ACADEMY BOJONEGORO

Directory of Open Access Journals (Sweden)

Meithiana Indrasari

2017-03-01

Full Text Available Tri Dharma college task, namely implements education and teaching, research and community service. Some of the factors that can affect the performance of the lecturer are organizational culture, work environment, leadership style, and job satisfaction. For this study aims to assess the effect of organizational culture, work environment, leadership style on job satisfaction lecturers as well as to analyze the influence of organizational culture, work environment, leadership style to the performance of lecturers. This study took 64 samples through census methods, and data collected through questionnaires in the form of Likert scale research.  Results of analysis proving the hypothesis indicated that organizational culture, work environment, leadership style positive impact significant job satisfaction lecturer Bojonegoro State Community College. As well as organizational culture, work environment, leadership style, job satisfaction and positive effect significant the performance of lecturers Bojonegoro State Community College. Suggested to the management community college that faculty performance can be optimized, provide incentives for lecturers in order to work in the world of education through awards, strive to the increase salaries, keeping in touch, comfort, creation of competition, healthy  performance appraisal is fair, providing an opportunity to follow the scientific activities at a cost from the academy. Encourage to continue their education to a higher level. Motivate to do research, and community service to the relevant fields at the expense of the institution/college or grants.

Non-listening and self centered leadership--relationships to socioeconomic conditions and employee mental health.

Science.gov (United States)

Theorell, Töres; Nyberg, Anna; Leineweber, Constanze; Magnusson Hanson, Linda L; Oxenstierna, Gabriel; Westerlund, Hugo

2012-01-01

The way in which leadership is experienced in different socioeconomic strata is of interest per se, as well as how it relates to employee mental health. Three waves of SLOSH (Swedish Longitudinal Occupational Survey of Health, a questionnaire survey on a sample of the Swedish working population) were used, 2006, 2008 and 2010 (n = 5141). The leadership variables were: "Non-listening leadership" (one question: "Does your manager listen to you?"--four response categories), "Self centered leadership" (sum of three five-graded questions--"non-participating", "asocial" and "loner"). The socioeconomic factors were education and income. Emotional exhaustion and depressive symptoms were used as indicators of mental health. Non-listening leadership was associated with low income and low education whereas self-centered leadership showed a weaker relationship with education and no association at all with income. Both leadership variables were significantly associated with emotional exhaustion and depressive symptoms. "Self centered" as well as "non-listening" leadership in 2006 significantly predicted employee depressive symptoms in 2008 after adjustment for demographic variables. These predictions became non-significant when adjustment was made for job conditions (demands and decision latitude) in the "non-listening" leadership analyses, whereas predictions of depressive symptoms remained significant after these adjustments in the "self-centered leadership" analyses. Our results show that the leadership variables are associated with socioeconomic status and employee mental health. "Non-listening" scores were more sensitive to societal change and more strongly related to socioeconomic factors and job conditions than "self-centered" scores.

Leadership development programs for physicians: a systematic review.

Science.gov (United States)

Frich, Jan C; Brewster, Amanda L; Cherlin, Emily J; Bradley, Elizabeth H

2015-05-01

Physician leadership development programs typically aim to strengthen physicians' leadership competencies and improve organizational performance. We conducted a systematic review of medical literature on physician leadership development programs in order to characterize the setting, educational content, teaching methods, and learning outcomes achieved. Articles were identified through a search in Ovid MEDLINE from 1950 through November 2013. We included articles that described programs designed to expose physicians to leadership concepts, outlined teaching methods, and reported evaluation outcomes. A thematic analysis was conducted using a structured data entry form with categories for setting/target group, educational content, format, type of evaluation and outcomes. We identified 45 studies that met eligibility criteria, of which 35 reported on programs exclusively targeting physicians. The majority of programs focused on skills training and technical and conceptual knowledge, while fewer programs focused on personal growth and awareness. Half of the studies used pre/post intervention designs, and four studies used a comparison group. Positive outcomes were reported in all studies, although the majority of studies relied on learner satisfaction scores and self-assessed knowledge or behavioral change. Only six studies documented favorable organizational outcomes, such as improvement in quality indicators for disease management. The leadership programs examined in these studies were characterized by the use of multiple learning methods, including lectures, seminars, group work, and action learning projects in multidisciplinary teams. Physician leadership development programs are associated with increased self-assessed knowledge and expertise; however, few studies have examined outcomes at a system level. Our synthesis of the literature suggests important gaps, including a lack of programs that integrate non-physician and physician professionals, limited use of more

The Relationship between Spiritual Leadership and Organizational Citizenship Behaviors: A Research on School Principals' Behaviors

Science.gov (United States)

Kaya, Ahmet

2015-01-01

This study aimed to examine the relationship between Spiritual Leadership and the dimensions of Organizational Citizenship Behaviors (OCB) of school principals from the perspectives of primary school teachers. A quantitative survey was performed on a sample of teachers (N = 383) from primary schools to study the influence of spiritual leadership…

The Relationship between the Perception of Distributed Leadership in Secondary Schools and Teachers' and Teacher Leaders' Job Satisfaction and Organizational Commitment

Science.gov (United States)

Hulpia, Hester; Devos, Geert; Rosseel, Yves

2009-01-01

This study investigates the relation between distributed leadership, the cohesion of the leadership team, participative decision-making, context variables, and the organizational commitment and job satisfaction of teachers and teacher leaders. A questionnaire was administered to teachers and teacher leaders (n = 1770) from 46 large secondary…

About the Center for Corporate Climate Leadership

Science.gov (United States)

EPA's Center for Corporate Climate Leadership encourages organizations with emerging climate objectives to identify and achieve cost-effective GHG emission reductions, while helping more advanced organizations drive innovations in reducing GHG impacts.

Key Elements of Clinical Physician Leadership at an Academic Medical Center

Science.gov (United States)

Dine, C. Jessica; Kahn, Jeremy M; Abella, Benjamin S; Asch, David A; Shea, Judy A

2011-01-01

Background A considerable body of literature in the management sciences has defined leadership and how leadership skills can be attained. There is considerably less literature about leadership within medical settings. Physicians-in-training are frequently placed in leadership positions ranging from running a clinical team or overseeing a resuscitation effort. However, physicians-in-training rarely receive such training. The objective of this study was to discover characteristics associated with effective physician leadership at an academic medical center for future development of such training. Methods We conducted focus groups with medical professionals (attending physicians, residents, and nurses) at an academic medical center. The focus group discussion script was designed to elicit participants' perceptions of qualities necessary for physician leadership. The lead question asked participants to imagine a scenario in which they either acted as or observed a physician leader. Two independent reviewers reviewed transcripts to identify key domains of physician leadership. Results Although the context was not specified, the focus group participants discussed leadership in the context of a clinical team. They identified 4 important themes: management of the team, establishing a vision, communication, and personal attributes. Conclusions Physician leadership exists in clinical settings. This study highlights the elements essential to that leadership. Understanding the physician attributes and behaviors that result in effective leadership and teamwork can lay the groundwork for more formal leadership education for physicians-in-training. PMID:22379520

A study to measure the impact of organizational culture and organizational excellence

Directory of Open Access Journals (Sweden)

Asghar Nikbakht Elham Nikbakht

2012-09-01

Full Text Available Organizational culture plays an important role on increasing organization excellence and there are many evidences through different studies on this relationship. In this paper, we re-examine this relation between organizational culture and six other important factors including quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes and methods of assessment. The study was held among 70 employees of one of distance learning universities located in province of Esfahan, Iran. The study uses Pearson correlation ratio as well as linear regression technique to investigate the relationships. The results confirmed that there are positive and meaningful relationship between organizational culture and quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes but it does not find any meaningful relationship between organizational culture and methods of assessment.

Climate Leadership Award for Supply Chain Leadership

Science.gov (United States)

Apply to the Climate Leadership Award for Supply Chain Leadership, which publicly recognizes organizations that are are at the leading edge of managing greenhouse gas emissions in their organizational supply chains.

Psychological Approaches to Learner Centered Curriculum in Kerala

Science.gov (United States)

Nath, Baiju K.; Sajitha, P. S.

2010-01-01

The major curricular innovations that have taken place in Kerala secondary education system in recent years is so revolutionary. This paper examines the basic psychological theories of the learner centered curriculum of school education in the state of Kerala. Initially the curriculum was based on the principles of behaviorism. The curriculum then…

The Effect of Dimensions of Transformational, Transactional, and Non-Leadership on the Job Satisfaction and Organizational Commitment of Teachers in Iran

Science.gov (United States)

Sayadi, Yaser

2016-01-01

It has been found that transformational and transactional leadership is positively related to the effectiveness of the leader, the subordinate's effort, job satisfaction, and the subordinate's organizational commitment. The purpose of this study is to examine the effect of transformational, transactional, and non-leadership on job satisfaction and…

[Factors influencing nurses' organizational citizenship behavior].

Science.gov (United States)

Park, Junhee; Yun, Eunkyung; Han, Sangsook

2009-08-01

This study was conducted to identify the factors that influence nurses' organizational citizenship behavior. A cross-sectional design was used, with a convenience sample of 547 nurses from four university hospitals in Seoul and Gyeonggi province. The data were collected through a questionnaire survey done from September 22 to October 10, 2008. The tools used for this study were scales on organizational citizenship behavior (14 items), self-leadership (14 items), empowerment (10 items), organizational commitment (7 items), job satisfaction (8 items) and transformational.transactional leadership (14 items). Cronbach's alpha and factor analysis were examined to test reliability and construct validity of the scale. The data collected were processed using SPSS Window 15.0 Program for actual numbers and percentages, differences in the dependent variable according to general characteristics, and means, standard deviations, correlation coefficients and multiple regression analysis. The factors influencing nurses' organizational citizenship behavior were identified as self-leadership(beta=.247), empowerment (beta=.233), job satisfaction (beta=.209), organizational commitment (beta=.158), and transactional leadership (beta=.142). Five factors explained 42.0% of nurses' organizational citizenship behavior. The results of this study can be used to develop further management strategies for enhancement of nurses' organizational citizenship behavior.

The Impact of Distributed Leadership Behaviors of School Principals on the Organizational Commitment of Teachers

Science.gov (United States)

Akdemir, Öznur Atas; Ayik, Ahmet

2017-01-01

This study aims to investigate the effect of school principals' distributed leadership behaviors on teachers' organizational commitment. For this purpose, correlational survey model has been used in this study. The study group consists of 772 teachers working at secondary schools of Erzurum. The data of the study has been collected by using…

The Effect of Organizational Support, Transformational Leadership, Personnel Empowerment, Work Engagement, Performance and Demographical Variables on the Factors of Psychological Capital

Directory of Open Access Journals (Sweden)

Didem Rodoplu Şahin

2014-03-01

Full Text Available The relation with the work and the role of managers and organizational factors are effective on psychological capital and individual performance of employees. This article investigates the impact of the work engagement, performanmce, empowerment, organizational support and transformational leadership on psychological capital using survey data.

Organizational Justice

Science.gov (United States)

Burns, Travis

2013-01-01

Helping principals understand the importance of organizational justice is the first step in enhancing learning outcomes for all learners, regardless of their social class, race, abilities, sex, or gender. In schools, organizational justice may be defined as teachers' perceptions of fairness, respect, and equity that relate to their interactions…

Dependent Narcissism, Organizational Learning, and Human Resource Development

Science.gov (United States)

Godkin, Lynn; Allcorn, Seth

2009-01-01

Narcissistic leadership can benefit organizational performance. Aberrant narcissism can destroy the psychosocial health of groups, limiting performance. This article examines Dependent Organizational Disorder, a common form of narcissism, which infects leadership, thwarts performance, and interrupts organizational learning. Dependent…

Exploring leadership and team communication within the organizational environment of a dental practice.

Science.gov (United States)

Chilcutt, Alexa Stough

2009-10-01

A lack of training in leadership and communication skills can place dentists at a disadvantage, leading to high degrees of staff-related stress and turnover. A dentist's leadership style directly affects an office's communication practices, and specific leadership behaviors affect the degree of team identity, interdependence and social distance (a measure of the influential power of team members). The author recruited 10 dental offices to take part in a study. Qualitative methods included in-depth interviews of one dentist, one senior staff member and one newer staff member from each office. The interview findings show that clear and definable relationships exist between leadership behaviors--hierarchical or team-oriented organizational perspectives, proactive or laissez-faire leadership styles, and autocratic or participative decision-making processes--and the team's communication practices. Decision-making processes directly affect the degree of team identification experienced by staff members, and conflict-management tactics affect team members' sense of interdependence and social distance. The findings of this study indicate that dentists should engage in participative decision-making processes that include staff members, thereby communicating their value to the practice and empowering employees. They also must become proactive in facilitating an environment that encourages collaboration and confrontation as healthy forms of conflict management. These leadership and communication behaviors are the most significant in creating a real rather than nominal team culture, which, in turn, leads to increased overall productivity, an enhanced level of services provided to patients and improved team member satisfaction.

Relationship between Paternalistic Leadership and Organizational Learning: the Mediate Role of Human Resource Management Practice%家长式领导推动组织学习的中介机制研究

Institute of Scientific and Technical Information of China (English)

于海波; 郑晓明

2012-01-01

为了对我国企业领导者领导组织学习提供指导，本文对人力资源管理实践在中国文化特色的家长式领导与组织学习关系中的中介机制进行了研究。通过问卷调查法在13家企业调研，获得461份有效问卷。在建构人力资源管理实践问卷的基础上，结构方程模型分析的结果显示，仁慈领导通过战略性培训、薪酬管理、员工参与决策三个具体人力资源管理实践的完全中介作用推动组织学习；德行领导通过战略性培训、薪酬管理的部分中介作用推动组织学习；威权领导则通过战略性培训、薪酬管理的完全中介作用推动组织学习。研究表明，我国企业的家长式领导可以通过建立和完善组织的人力资源管理实践来推动组织学习或创建学习型组织。%For Chinese enterprises ,the organizational learning capacity is the most important core competitive inthe future. But Chinese leaders don' t know how to lead organizational learning. To date, there was limited systematic empirical research directly linking leadership and organizational learning. Recent theoretical work systematically linked transformational and transactional leadership with organizational learning. Only few empirical study explored the relationship between transformational leadership and organizational learning, and the results showed that transforma- tional leadership could improve organizational leaning. The paternalistic leadership is based on the Chinese culture. However, there was no research to explore the effectiveness mechanism of the paternalistic leadership on or- ganizational learning in the context of Chinese culture. And the management practice in China need to know what and how leadershio could improve organizational leaning in order to improve their organizational core competitiveness One survey that contained organizational learning scale, paternalistic leadership scale, and human resource management

Fostering Leadership through Organizational Structure

Science.gov (United States)

Willett, Brantley P.

2012-01-01

This case study discusses the postindustrial paradigm of leadership and its influence on the field of leadership and also the higher education leadership literature. Furthermore, this case study examines the structure of one university honor society to discuss how the structure allows for the development of multiple leaders within the…

Experience of Tecnatom in Developing a Strong Leadership for Safety and Performance

International Nuclear Information System (INIS)

González, F.; Villadóniga, J. I.

2016-01-01

This paper presents experience and insights of Tecnatom in the support of internal and external clients to develop a strong Leadership for Safety. Several cases are presented briefly: (a) The leadership and culture change activities for a utility, a radwaste company, and for Tecnatom itself. One important characteristic of the work performed is the detailed consideration of the underlying organizational culture that underpins the safety culture. Measurable improvements have been achieved and some of the key insights are shared in this paper. (b) The development and implementation of a leadership model with 17 competencies, including safety explicitly. One benefit of this model is that allows to perform a quantitative assessment of leadership effectiveness, something vital to be able to ensure that leadership development actions are truly supporting safety. The model uses an approach to development oriented to strengths and the use of companion competencies to further develop leadership. Moreover it aims to produce significant improvements on safety but also on performance, since both are not competing goals when the proper leadership model is selected. The training material prepared was shortlisted in the 2014 Nuclear Training Awards. (c) The design and implementation of a training development program on Safety Culture, and required competencies of Leadership, for Top Managers of the nuclear industry, as part of the project NUSHARE of the European Commission’s 7th research framework program. The program is sensible to the reduced time availability of Top Managers and uses a combination of learning approaches (webinars, micro-elearnings, web meetings) that provide higher flexibility for the learner, but complemented with other proven methods (group dialog, journaling, mentoring, etc.) to ensure that the program is effective. All these experiences reveal that to improve the organizational Safety Culture we need to enhance Leadership for Safety and Performance

A Comparative Study of Organizational Climate and Campus Leadership at Bakersfield College, Based on the Roueche-Baker Community College Excellence Model.

Science.gov (United States)

Nusz, Phyllis Jane

A study was conducted at Bakersfield College to identify the strengths and weaknesses of the college's organizational structure and to determine to what extent the institution possessed specific elements of organizational climate and campus leadership that research has identified to be vital to educational quality. The survey instrument used to…

The Effects of Transformational Leadership and Mediating Factors on the Organizational Success Using Structural Equation Modeling: A Case Study.

Science.gov (United States)

Ravangard, Ramin; Karimi, Sakine; Farhadi, Payam; Sajjadnia, Zahra; Shokrpour, Nasrin

This study was undertaken to determine the effects of transformational leadership (TL) and mediating factors on organizational success (OS) from the administrative, financial, and support employees' perspective in teaching hospitals affiliated with Shiraz University of Medical Sciences using structural equation modeling. Three hundred administrative and financial employees were selected, using stratified sampling proportional to size and simple random sampling. Data were collected using 5 questionnaires and analyzed using SPSS 21.0 and Lisrel 8.5 through Pearson correlation coefficient and path analysis and confirmatory factor analysis methods. Results showed that TL had significant positive effects on the 3 mediating factors, including organizational culture (t = 15.31), organizational citizenship behavior (OCB) (t = 10.06), and social capital (t = 10.25). Also, the organizational culture (t = 2.26), OCB (t = 3.48), and social capital (t = 7.41) had significant positive effects on OS. According to the results, TL had an indirect effect on OS. Therefore, organizations can achieve more success by strengthening organizational culture, OCB, and social capital through using transformational leadership style. Therefore, in order to increase OS, the following recommendations are made: supporting and encouraging new ideas in the organization, promoting teamwork, strengthening intergroup and intragroup relationships, planning to strengthen and enrich the social and organizational culture, considering the promotion of social capital in the employee training, establishing a system to give rewards to the employees performing extra-role activities, providing a suitable environment for creative employees, and so on.

A Comparative Analysis of the Organizational Culture and Employee’s Motivation of Selected Cities in CALABARZON: Basis for Employee’s Motivation, Leadership and Innovative Management

Directory of Open Access Journals (Sweden)

Dr. Francis Kayode Ashipaoloye

2014-10-01

Full Text Available Organizational culture is ultimately defined and practiced according to assumptions, attitudes, beliefs and values of the larger society it is imbedded. Organizational culture varies from one organization to the other. Thus, a closer look at the Philippine public administration shows that the Filipino culture is a special kind of environment. The reason being that there are three major traits that showcase the Filipino behavior and decision-making: personalism, familism, and particularism or popularism. The city governments of Batangas, Lipa and Tanauan like any other City Government have their own unique culture. This distinctness is based on many factors such as: events, history, past leadership as well as current leadership that results in routines or the way things are done in their respective institution. This paper presents a comparative analysis of organizational culture and employee’s motivation of selected cities in CALABARZON: Basis for Employee’s Motivation, Leadership and Innovative Management. The descriptive correlation method of research was used to gather the needed information. The result revealed that the three cities all agreed as to the organizational culture and levels of motivation. Overall, working relationship was found to be the best predictor among the organizational culture. While the best motivator among employees, was their need for achievement. Lastly, a proposed program to further boost employee’s motivation/morale, leadership, and innovative management was tabled based on the significance of the findings of the research.

The Practice of Learner-Centered Method in Upper Primary Schools ...

African Journals Online (AJOL)

user

Department of Pedagogy, Faculty of Education, Jimma University , Jimma Ethiopia. E-mail: .... teacher used one of the 33 Learner-centered methods or not. .... Sex. No. of teachers in selected schools. Teaching Experience. Male. Female.

New ways of understanding and accomplishing leadership in academic medicine.

Science.gov (United States)

Souba, Wiley W

2004-04-01

Understanding leadership as being about a person in charge is not wrong, but it is no longer adequate. The challenges and problems confronting medicine today are so complex and unpredictable that it is practically impossible for one person to accomplish the work of leadership alone. More leadership requires more shared work, but as hospitals and medical centers begin to break down departmental barriers, people have to learn to work with individuals and groups who may have different work ethics, dissimilar styles of solving problems, or even contrasting values. Successful academic medical centers will make use of a broader repertoire of leadership strategies--besides developing leaders, they will develop leadership as a property of the system, as an organizational capacity. While leader development involves enhancing human (individual) capital, the emphasis in leadership development is on social capital and building more productive relationships that enhance networking, collaboration, and resource exchange. Leadership is created in and emerges from the relational space that connects people--accordingly, leadership development involves building high-quality connections between people. To make leadership happen more effectively, academic medical centers will have to identify and study the ingredients that catalyze and enhance human connectivity, augment social capital and activate leadership. Leadership is a uniquely human activity--studying it and how it works is core to the learning organization.

Relations and effects of transformational leadership: a comparative analysis with traditional leadership styles.

Science.gov (United States)

Molero, Fernando; Cuadrado, Isabel; Navas, Marisol; Morales, J Francisco

2007-11-01

This study has two main goals: (a) to compare the relationship between transformational leadership and other important leadership styles (i.e., democratic versus autocratic or relations- and task-oriented leadership) and (b) to compare the effects of transformational leadership and the other styles on some important organizational outcomes such as employees' satisfaction and performance. For this purpose, a sample of 147 participants, working in 35 various work-teams, was used. Results show high correlations between transformational leadership, relations-oriented, democratic, and task-oriented leadership. On the other hand, according to the literature, transformational leadership, especially high levels, significantly increases the percentage of variance accounted for by other leadership styles in relevant organizational outcome variables (subordinates' performance, satisfaction and extra effort).

Implementing Health-Promoting Leadership in Municipal Organizations: Managers’ Experiences with a Leadership Program

Directory of Open Access Journals (Sweden)

Robert Larsson

2015-03-01

Full Text Available The aim of this study was to analyze how line and middle managers experience and describe barriers and enablers in the implementation of a health-promoting leadership program in municipal organizations. A qualitative case study design was applied to examine the leadership program in a case involving implementation of an organizational health intervention. Data were mainly collected using semi-structured interviews with line and middle managers participating in the leadership program. Interviews with senior managers, notes from meetings/workshops, and written action plans were used as complementary data. The interview data were analyzed using a thematic analysis, and the complementary data using a summative content analysis. The findings show that the interviewed line and middle managers experienced this leadership program as a new approach in leadership training because it is based primarily on employee participation. Involvement and commitment of the employees was considered a crucial enabler in the implementation of the leadership program. Other enablers identified include action plans with specific goals, earlier experiences of organizational change, and integration of the program content into regular routines and structures. The line and middle managers described several barriers in the implementation process, and they described various organizational conditions, such as high workload, lack of senior management support, politically initiated projects, and organizational change, as challenges that limited the opportunities to be drivers of change. Taken together, these barriers interfered with the leadership program and its implementation. The study contributes to the understanding of how organizational-level health interventions are implemented in public sector workplaces.

Leadership Epistemology

OpenAIRE

Bogenschneider, B

2016-01-01

The study of leadership is characterized by an expanding set of definitions of the term leadership. Some scholars even set out to know leadership by the identification of traits or behaviors of good leaders. However, the scientific study of leadership requires the identification of a causal theory of leadership. The scientific belief in causation as the common epistemology is the necessary link between the various disciplines interested in leadership (e.g., organizational psychology, statisti...

Role of Transformational Leadership in Effective Organizational Knowledge Creation Practices: Mediating Effects of Employees' Work Engagement

Science.gov (United States)

Song, Ji Hoon; Kolb, Judith A.; Lee, Ung Hee; Kim, Hye Kyoung

2012-01-01

Engagement as an area of increasing interest has been discussed in terms of a wide array of organizational policies, practices, and outcomes. This study focuses on a specific aspect of work engagement and its relationship with leadership practices and the outcome of knowledge creation. The mediating effect of employees' work engagement level was…

Effects of the Leadership Roles of Administrators Who Work at Special Education Schools upon Organizational Climate

Science.gov (United States)

Üstün, Ahmet

2017-01-01

This research aims to determine the effects of the leadership roles of administrators who work at special education schools upon organizational climate. This research has been conducted using the case study technique, which is a kind of qualitative research approach. The study group of this research consists of four administrators including three…

THE LEADERSHIP WITHIN PUBLIC ORGANIZATIONS

Directory of Open Access Journals (Sweden)

BENTE CRISTIAN

2010-09-01

Full Text Available The main purpose of this article is to demonstrate the important role played by leadership in the managementof public organizations. Organizational culture can help to the clarification of many phenomena that appearin the organizations, can operate as brake or incentive for organizational effectiveness and the leadership playthe main role in the creation and the development of organizational culture.

Distributed leadership in health care

DEFF Research Database (Denmark)

Günzel-Jensen, Franziska; Jain, Ajay K.; Kjeldsen, Anne Mette

2018-01-01

Management and health care literature is increasingly preoccupied with leadership as a collective social process, and related leadership concepts such as distributed leadership have therefore recently gained momentum. This paper investigates how formal, i.e. transformational, transactional...... and empowering, leadership styles affect employees’ perceived agency in distributed leadership, and whether these associations are mediated by employees’ perceived organizational efficacy. Based on large-scale survey data from a study at one of Scandinavia’s largest public hospitals (N = 1,147), our results show...... that all leadership styles had a significant positive impact on employees’ perceived agency in distributed leadership. Further, organizational efficacy related negatively to employees’ perceived agency in distributed leadership; however a mediatory impact of this on the formal leadership styles...

The Effect of Teachers' Shared Leadership Perception on Academic Optimism and Organizational Citizenship Behaviour: A Turkish Case

Science.gov (United States)

Akin Kösterelioglu, Meltem

2017-01-01

Purpose: The present study investigates the capability of high school teachers' shared leadership perception to predict the academic optimism and organizational citizenship levels. Research methods: The population of the current descriptive study, which was conducted via screening model, consists of 321 high school teachers working for Amasya…

Organizational structure and continuous improvement and learning: Moderating effects of cultural endorsement of participative leadership

OpenAIRE

Xiaowen Huang; Joseph C Rode; Roger G Schroeder

2011-01-01

Building upon the culturally endorsed implicit theory of leadership, we investigated the moderating effects of national culture on the relationship between organizational structure and continuous improvement and learning. We propose that the relationship between organic organizations (characterized by flat, decentralized structures with a wide use of multifunctional employees) and continuous improvement and learning will be stronger when national cultural endorsement for participative leaders...

The Soft Underbelly of System Change: The Role of Leadership and Organizational Climate in Turnover during Statewide Behavioral Health Reform

OpenAIRE

Aarons, Gregory A.; Sommerfeld, David H.; Willging, Cathleen E.

2011-01-01

This study examined leadership, organizational climate, staff turnover intentions, and voluntary turnover during a large-scale statewide behavioral health system reform. The initial data collection occurred nine months after initiation of the reform with a follow-up round of data collected 18 months later. A self-administered structured assessment was completed by 190 participants (administrators, support staff, providers) employed by 14 agencies. Key variables included leadership, organizati...

Organizational factors associated with readiness for change in residential aged care settings.

Science.gov (United States)

von Treuer, Kathryn; Karantzas, Gery; McCabe, Marita; Mellor, David; Konis, Anastasia; Davison, Tanya E; O'Connor, Daniel

2018-02-01

Organizational change is inevitable in any workplace. Previous research has shown that leadership and a number of organizational climate and contextual variables can affect the adoption of change initiatives. The effect of these workplace variables is particularly important in stressful work sectors such as aged care where employees work with challenging older clients who frequently exhibit dementia and depression. This study sought to examine the effect of organizational climate and leadership variables on organizational readiness for change across 21 residential aged care facilities. Staff from each facility (N = 255) completed a self-report measure assessing organizational factors including organizational climate, leadership and readiness for change. A hierarchical regression model revealed that the organizational climate variables of work pressure, innovation, and transformational leadership were predictive of employee perceptions of organizational readiness for change. These findings suggest that within aged care facilities an organization's capacity to change their organizational climate and leadership practices may enhance an organization's readiness for change.

An investigation on leadership styles in different cultures

Directory of Open Access Journals (Sweden)

Mostafa Emami

2013-05-01

Full Text Available During the past few years, there have been tremendous efforts on leadership style and various aspects of different leadership style. Some firms can achieve effective business performance by developing strong organizational culture and effective leadership while many studies indicate that firms can achieve effective business performance by developing strong organizational culture and effective leadership. This paper reviews recent advances on leadership style and various aspects of organizational cultures completed during the past few years. The paper concentrates on recently published articles appeared in the world.

领导力与组织创造力研究进展%Research Progress of Leadership and Organizational Creativity

Institute of Scientific and Technical Information of China (English)

徐东升; 周文莉; 顾远东

2017-01-01

基于领导力特质理论、行为理论和权变理论框架,对近年来领导力和组织创造力的研究成果进行综述,提出未来研究方向.领导力与组织创造力的关系错综复杂,但研究表明,领导力是影响组织创造力的重要因素,领导特质、领导行为对组织创造力产生直接的或间接的影响,权变因素(如追随者个体因素、组织情境因素)调节领导特质、领导行为与组织创造力的关系.%On the basis of explaining the concept and research model of organizational creativity,this article reviews the researches of leadership and organizational creativity in recent years though a theory framework of leadership trait theory,behavior theory and contingency theory,and finally draws the conclusion and puts forward the views on the future research direction.Most studies show that leadership is an important factor in influencing organizational creativity;leader traits and behaviors have direct or indirect effects on organizational creativity;contingency factors,for examples,followers factors,organization environment factors,moderate the relationship of leader traits,leader behaviors and organization Creativity.

Pengaruh Kepemimpinan Spiritual Terhadap Perilaku Etis, Kualitas Kehidupan Kerja, Kepuasan Kerja, Komitmen Organisasional dan Kinerja Karyawan [Influence of Spiritual Leadership on Ethical Behavior, Quality of Work Life, Job Satisfaction, Organizational Commitment, and Employee Performance

Directory of Open Access Journals (Sweden)

Riane Johnly Pio

2015-05-01

Full Text Available This study aims to analyze and explain the influence of spiritual leadership to ethical behavior, quality of work life, job satisfaction, organizational commitment and employee performance. The sample in this study was 160 employees working at the Bank of North Sillawesi. Structural Equation Modeling was used as a tool of analysis in this study. The results showed that spiritual leadership had significant influence directly to ethical behavior, but no significant effect on the quality of work life, job satisfaction, organizational commitment and employee performance. Ethical behavior has a direct significant effect on the quality of working life, job satisfaction, and organizational commitment, and indirectly significant effect on employee performance. Quality of work life has a significant direct effect on job satisfaction, organizational commitment and employee performance. Job satisfaction has a direct significant effect on organizational commitment and indirectly has a significant effect on the perforrnance of employees. Organizational commitment has a direct significant effect on the performance of the employee. The findings in this study are the spiritual leadership affects the quality of work life, job satisfaction and organizational commitment through ethical behavior. Spiritual leadership affects the performance of employees through ethical behavior and organizational commitment. Ethical behavior influences employee performance through organizational commitment, and job satisfaction influence on employee performance through organizational commitment.

TRUST AND EMOTIONS ENERGIZE ORGANIZATIONAL PERFORMANCE

Directory of Open Access Journals (Sweden)

Ana Martins

2017-02-01

Full Text Available The aim of this paper is to shed more light on the significant effect that leadership self-efficacy and shared leadership have on organizational performance. The purpose of this study is to contribute to the research on shared leadership that is still in its early stages. Trust, as a component of social capital, is considered the essential criteria for an emotionally aware leader. Trust enables individuals to channel their energy on those aspects of work for which they have real passion. Emotions, whether positive or negative, stimulate and steer organizational performance and behavior. Humor can reduce absenteeism; improve levels of effort, health and energy, all of which influence the levels of performance. The case study methodology focused on a profit-oriented Information Technology SME. A questionnaire was distributed to ascertain how leadership self-efficacy might influence shared leadership and affect organizational performance. The study entails the presupposition that those managers who have regard for the self-efficacy leadership attributes cluster will have a higher probability of improving both perceived and actual employee performance. The results of this study seem to demonstrate that emphasis is placed on the problem-solving attributes of leadership self-efficacy. This will result in a positive impact on the organizational performance as a whole. This paper is of added value for scholars and organizations in the knowledge economy.

Organizational Change

OpenAIRE

Davis, MC; Coan, P

2015-01-01

This chapter examines how organizational change principles may be applied to promote organizational greening and employee pro-environmental behaviour. Four key areas of change management are focused upon: organizational culture; leadership and change agents; employee engagement; and the differing forms that change may take. The role of each factor in supporting environmental change is discussed, together with relevant research evidence drawn from the corporate sustainability; WPEB; management...

A Study on Relationship among Leadership, Organizational Culture, the Operation of Learning Organization and Employees' Job Satisfaction

Science.gov (United States)

Chang, Su-Chao; Lee, Ming-Shing

2007-01-01

Purpose: The main purpose of this paper is to investigate the relationship among leadership, organizational culture, the operation of learning organization and employees' job satisfaction. Design/methodology/approach: A quantitative research design was employed. A total of 1,000 questionnaires were mailed out and received 134 valid replies.…

The Effect of Teacher Psychological and School Organizational and Leadership Factors on Teachers' Professional Learning in Dutch Schools

Science.gov (United States)

Geijsel, Femke P.; Sleegers, Peter J. C.; Stoel, Reinoud D.; Kruger, Meta L.

2009-01-01

In this study we examined the relative importance of teachers' psychological states, school organizational conditions (teacher collaboration and participative decision making), and the leadership practices (vision, individual consideration, and intellectual stimulation) of principals at their schools in explaining variation in teachers'…

The association of leadership styles and empowerment with nurses' organizational commitment in an acute health care setting: a cross-sectional study.

Science.gov (United States)

Asiri, Samirah A; Rohrer, Wesley W; Al-Surimi, Khaled; Da'ar, Omar O; Ahmed, Anwar

2016-01-01

The current challenges facing healthcare systems, in relation to the shortage of health professionals, necessitates mangers and leaders to learn from different leadership styles and staff empowerment strategies, so as to create a work environment that encourages nursing staff commitment to patients and their organization. This study intends to measure the effects of nurses' overall perception of the leadership style of their managers, and psychological empowerment on their organizational commitment in acute care units, in National Guard Health Affairs, Riyadh City, Saudi Arabia. This was a cross-sectional survey, where the data was obtained from nurses at King Abdulaziz Medical City. Hard copy questionnaires were distributed to 350 randomly selected nurses. Three hundred and thirty two (332) were completed, representing a response rate of 95 %. Three validated survey instruments were used to obtain the data: (1) The Multifactor Leadership Questionnaire (MLQ), formulated by Bass and Avolio (1997), (2) The Psychological Empowerment Scale developed by Spreitzer (1995) and (3) The Three-Component Model of Employee Commitment developed by Meyer and Allen (1997). A theoretical model that conceptually links leadership, empowerment, and organizational commitment was used. The SPSS program version 19 was employed to perform descriptive and inferential statistics including correlation and stepwise multiple regression analysis. Overall most nurses perceived their immediate nursing managers as not displaying the ideal level of transformational leadership (TFL) behaviors. Nurses' commitment appeared to be negatively correlated with TFL style and perceived psychological empowerment. However, commitment was positively correlated with the Transactional Leadership (TAL) style. Analysis, also, showed that commitment is significantly associated with the nurse's nationality by region: North American (P = 0.001) and Arab (p = 0.027). The other important predictors of

Narrative Approaches to Organizational Development: A Case Study of Implementation of Collaborative Helping.

Science.gov (United States)

Madsen, William C

2016-06-01

Across North America, community agencies and state/provincial jurisdictions are embracing family-centered approaches to service delivery that are grounded in strength-based, culturally responsive, accountable partnerships with families. This article details a collaborative consultation process to initiate and sustain organizational change toward this effort. It draws on innovative ideas from narrative theory, organizational development, and implementation science to highlight a three component approach. This approach includes the use of appreciative inquiry focus groups to elicit existing best practices, the provision of clinical training, and ongoing coaching with practice leaders to build on those better moments and develop concrete practice frameworks, and leadership coaching and organizational consultation to develop organizational structures that institutionalize family-centered practice. While the article uses a principle-based practice framework, Collaborative Helping, to illustrate this process, the approach is applicable with a variety of clinical frameworks grounded in family-centered values and principles. © 2016 Family Process Institute.

Leadership for the 1970s. Organizational Leadership Tasks for Army Leadership Training

Science.gov (United States)

1977-05-01

principles theory of learning for the soft skills area, we are not faced with the necessity to list ever task implicit in the leadership / management domain...nine skill components (dimensions) of the leadership role: Communication, Human Relations, Counseling, Super- vision, Technical Expertise, Management ...environment, training and development efforts in the leadership / management field become extremely complicated. It is a most difficult--perhaps fruitless

When does self-sacrificial leadership motivate prosocial behavior? It depends on followers' prevention focus.

Science.gov (United States)

De Cremer, David; Mayer, David M; van Dijke, Marius; Bardes, Mary; Schouten, Barbara C

2009-07-01

In the present set of studies, the authors examine the idea that self-sacrificial leadership motivates follower prosocial behavior, particularly among followers with a prevention focus. Drawing on the self-sacrificial leadership literature and regulatory focus theory, the authors provide results from 4 studies (1 laboratory and 3 field studies) that support the research hypothesis. Specifically, the relationship between self-sacrificial leadership and prosocial behavior (i.e., cooperation, organizational citizenship behavior) is stronger among followers who are high in prevention focus. Implications for the importance of taking a follower-centered approach to leadership are discussed.

The Relationship between Teachers' Perception about School Managers' Talent Management Leadership and the Level of Organizational Commitment

Science.gov (United States)

Aytaç, Tufan

2015-01-01

Problem statement: Talent Management (TM) has been recently seen as a critical success factor in the development of educational organizations. The problem this study addresses is whether there is a relationship between teacher perceptions about school managers' TM leadership and their level of organizational commitment (OC). The level of school…

Theoretical aspects of leadership and creativity

OpenAIRE

Stevanović Ana

2015-01-01

The paper provides an overview of the theory of leadership which, within the organizational context, can contribute to the development of organizational creativity, as well as employee creativity . First, we observe the most dominant theories of creativity in the organizational context such as the componential theory of creativity and the theory of organizational creativity. Later we examine the theory of leadership within organizations that can increase and have a positive effect on creativi...

To Understand the “Brazilian Way” of School Management: How National Culture Influences the Organizational Culture and School Leadership

Directory of Open Access Journals (Sweden)

Ana Maria de Albuquerque Moreira

2018-06-01

Full Text Available This study aims to identify characteristics of national culture in the culture of Brazilian school management and leadership. Considering the broad literature that deals with the peculiarities of Brazilian culture and its influence on Brazilian management, it is assumed that as an institution belonging to a particular society, the school offers internal dynamics that are organized under influences of historical and cultural determinants of this society. This work is an exploratory study that uses secondary data found in studies on the profiles of principals, leadership, climate, and organizational culture in schools and primary data from research applied in public secondary schools located in the Federal District, Brazil. The results demonstrate that the initial premise—national culture influences the organizational culture and school leadership—has been confirmed and aspects that merit further analysis are identified.

Impact of transformational leadership on nurse work outcomes.

Science.gov (United States)

Brewer, Carol S; Kovner, Christine T; Djukic, Maja; Fatehi, Farida; Greene, William; Chacko, Thomas P; Yang, Yulin

2016-11-01

To examine the effect of transformational leadership on early career nurses' intent to stay, job satisfaction and organizational commitment. Lack of leadership support is one of the top reasons staff nurses leave. Current studies reported mixed results about the impact of transformational leadership on key nurse outcomes. However, little is known whether leadership directly or indirectly affects satisfaction, organizational commitment and intent to stay. This study was a cross-sectional study of nurses who had been licensed for 7·5-8·5 years which was part of a 10-year longitudinal panel design. The analytic sample was 1037 nationally representative newly licensed Registered Nurses. Data were collected from January-March 2013. We used a probit model to model the relationship between transformational leadership and intent to stay, organizational commitment and job satisfaction. Transformational leadership did not have a significant impact on intent to stay and job satisfaction, but significantly associated with organizational commitment. Organizational commitment, job satisfaction, mentor support, promotional opportunities and age were positively associated with intent to stay, while ethnicity, non-local job opportunities and work settings were negatively associated with intent to stay. Transformational leadership had no direct relationship with intent to stay and job satisfaction and had a small direct positive effect on organizational commitment. Transformational leadership has potential to slow attrition and retain nurses by creating a positive work environment that supports nurses. Any improvement in job satisfaction and organizational commitment would positively increase the change in probability for intent to stay. © 2016 John Wiley & Sons Ltd.

Transformational leadership, transnational culture and political competence in globalizing health care services: a case study of Jordan's King Hussein Cancer Center

Directory of Open Access Journals (Sweden)

Pappas Gregory

2007-11-01

Full Text Available Abstract Background Following the demise of Jordan's King Hussein bin Talal to cancer in 1999, the country's Al-Amal Center was transformed from a poorly perceived and ineffectual cancer care institution into a Western-style comprehensive cancer center. Renamed King Hussein Cancer Center (KHCC, it achieved improved levels of quality, expanded cancer care services and achieved Joint Commission International accreditation under new leadership over a three-year period (2002–2005. Methods An exploratory case research method was used to explain the rapid change to international standards. Sources including personal interviews, document review and on-site observations were combined to conduct a robust examination of KHCC's rapid changes. Results The changes which occurred at the KHCC during its formation and leading up to its Joint Commission International (JCI accreditation can be understood within the conceptual frame of the transformational leadership model. Interviewees and other sources for the case study suggest the use of inspirational motivation, idealized influence, individualized consideration and intellectual stimulation, four factors in the transformational leadership model, had significant impact upon the attitudes and motivation of staff within KHCC. Changes in the institution were achieved through increased motivation and positive attitudes toward the use of JCI continuous improvement processes as well as increased professional training. The case study suggests the role of culture and political sensitivity needs re-definition and expansion within the transformational leadership model to adequately explain leadership in the context of globalizing health care services, specifically when governments are involved in the change initiative. Conclusion The KHCC case underscores the utility of the transformational leadership model in an international health care context. To understand leadership in globalizing health care services, KHCC

Transformative leadership: an ethical stewardship model for healthcare.

Science.gov (United States)

Caldwell, Cam; Voelker, Carolyn; Dixon, Rolf D; LeJeune, Adena

2008-01-01

The need for effective leadership is a compelling priority for those who would choose to govern in public, private, and nonprofit organizations, and applies as much to the healthcare profession as it does to other sectors of the economy (Moody, Horton-Deutsch, & Pesut, 2007). Transformative Leadership, an approach to leadership and governance that incorporates the best characteristics of six other highly respected leadership models, is an integrative theory of ethical stewardship that can help healthcare professionals to more effectively achieve organizational efficiencies, build stakeholder commitment and trust, and create valuable synergies to transform and enrich today's healthcare systems (cf. Caldwell, LeJeune, & Dixon, 2007). The purpose of this article is to introduce the concept of Transformative Leadership and to explain how this model applies within a healthcare context. We define Transformative Leadership and identify its relationship to Transformational, Charismatic, Level 5, Principle-Centered, Servant, and Covenantal Leadership--providing examples of each of these elements of Transformative Leadership within a healthcare leadership context. We conclude by identifying contributions of this article to the healthcare leadership literature.

An investigation on leadership styles in different cultures

OpenAIRE

Mostafa Emami; Mohammad Javad Esfahani; Mahmoud Malmir

2013-01-01

During the past few years, there have been tremendous efforts on leadership style and various aspects of different leadership style. Some firms can achieve effective business performance by developing strong organizational culture and effective leadership while many studies indicate that firms can achieve effective business performance by developing strong organizational culture and effective leadership. This paper reviews recent advances on leadership style and various aspects of organizatio...

Super-leadership and work enjoyment: direct and moderated influences.

Science.gov (United States)

Müller, Günter F; Georgianna, Sibylle; Schermelleh-Engel, Karin; Roth, Anne C; Schreiber, Walter A; Sauerland, Martin; Muessigmann, Michael J; Jilg, Franziska

2013-12-01

Super-leadership is part of an approach called 'empowering leadership.' Within this approach, super-leadership is assumed to enable subordinates to lead themselves. The current study examined correlates of super-leadership. A questionnaire measuring two dimensions of super-leadership was used to analyze relationships between super-leadership and subordinates' work enjoyment, i.e., job satisfaction, subjective well-being, and emotional organizational commitment. In addition, moderating effects of the organizational context, i.e., organizational decentralization, on the relationships between super-leadership and work enjoyment were explored. 198 German employees from different occupations participated in the study. Latent moderator structural equation analysis revealed that the two factors of super-leadership, "coaching and communicative support" and "facilitation of personal autonomy and responsibility," had direct positive effects on subordinates' work enjoyment. Organizational decentralization moderated the effect of "coaching and communicative support" on work enjoyment but not the relations involving "facilitation of personal autonomy and responsibility." Conclusions for further research and practical applications were discussed.

The Relationship of Leadership Style of the Department Head to Nursing Faculty Professional Satisfaction and Organizational Commitment

Science.gov (United States)

Byrne, Daria McConnell

2011-01-01

The purpose of this research was to determine if there was a relationship between the leadership style of the nursing department head and the level of professional satisfaction and organizational commitment by nursing faculty members. The survey instrument was a self-constructed four point Likert scale designed by the researcher to determine the…

The Effects of Autonomy Gap in Personnel Policy, Principal Leadership and Teachers' Self-Efficacy on Their Organizational Commitment

Science.gov (United States)

Dou, Diya; Devos, Geert; Valcke, Martin

2016-01-01

School autonomy in personnel policy is important to effective personnel management. With increased autonomy in personnel policy, principals could wield their leadership to improve teachers' organizational commitment. However, little is known about whether the given autonomy in personnel policy meets principals' expectation and whether and how the…

Teachers’ Opinions in Relation to School Principals’ Organizational Power Sources andAuthentic Leadership Levels

OpenAIRE

NARTGÜN, Şenay Sezgin; NARTGÜN, Zekeriya; ARICI, Uzman Deniz

2016-01-01

The aim of this study is to determine the organizational power sources that used and authentic leadership levels that demonstrated by primary, secondary and high school principals within the framework of teachers‟ opinions. In the study, comparative survey was used. One hundred and twenty teachers of primary, secondary and high schools located at Dörtdivan and Seben provinces of Bolu are consist the working group of this study. The data gathered from the one hundred teachers whom are particip...

Work motivation and leadership on the performance of employees as predictors of organizational culture in broadcasting commission of FIAU islands province, Indonesia

Directory of Open Access Journals (Sweden)

Chablullah Wibisono

2018-05-01

Full Text Available This paper presents a survey to measure the effects of work motivation and leadership on the performance of employees as predictors of organizational culture in broadcasting commission of Riau islands province, Indonesia. There are two dependent variables namely mediating variables (moderating variable consisting of Cultural Organization, and the dependent variable (dependent variable consisting of Employee Performance. Using a questionnaire designed in Likert scale, the survey distributes 120 questionnaires among the surveyed people and manage to collect 101 properly filled ones. Using structural equation modeling, the survey has confirmed the effect of work motivation to latent variable, Cultural Organization. The survey also confirms that the performance changes were affected by Motivation, Leadership, and Organizational Culture.

A study to measure the impact of organizational culture and organizational excellence

OpenAIRE

Asghar Nikbakht Elham Nikbakht; Ali Soleimani Rad; Mohammad Reza Iravani

2012-01-01

Organizational culture plays an important role on increasing organization excellence and there are many evidences through different studies on this relationship. In this paper, we re-examine this relation between organizational culture and six other important factors including quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes and methods of assessment. The study was held...

Distributed Leadership in a Low-Carbon City Agenda

Directory of Open Access Journals (Sweden)

Azalia Mohamed

2016-07-01

Full Text Available This paper uses Spillane’s (2001 theory and Gronn’s (2000 concerted efforts approach to examine distributed leadership in a low-carbon city agenda. The main purpose of the paper is to find empirical evidence of a relationship between distributed leadership and the achievement of the agenda. Eight constructs emerged that informed our understanding of distributed leadership dimensions within the low-carbon city framework: vision, organizational framework, organizational culture, consensus, instructional programs, expertise, team leader leadership, and team member leadership. The evidence shows that there is a positive relationship between distributed leadership and the outcome of the low-carbon city agenda, and that a dispersed pattern in distributing leadership is required to enhance community engagement. The findings also suggest that an organizational culture that facilitates multiple sources of leadership may largely contribute to the effectiveness of distributed leadership practices in realizing the low-carbon city agenda.

Interdiscursive leadership communication

DEFF Research Database (Denmark)

Frimann, Søren; Broeng, Susanne

2014-01-01

Communication realized as discourses, positions, and stories are the stuff leadership primarily is made of and recreated by. Leadership and organizational communication in late capitalism and postmodernity are characterized by hybridity, interdicursivity, and subtle discursive forms of power. We...... Communication (AMOC). We draw on developments in theories of leadership, power, and paradigms within the field of organizational communication. These developments are related to their social and historical contexts. We claim that awareness of approaches, paradigms, forms of power, and positions, as well...... as their historical background, form an important background of knowledge. Such knowledge gives the possibility to learn, meta-reflect, and react and relate in different ways to leadership, communication, power, and the interpersonal relations in organizations. It also gives the possibility to change position...

Organizational Structures

OpenAIRE

2006-01-01

drag Drag-and-Drop Exercise Interactive Media Element This interactive exercise gets the learner to identify various strengths and weaknesses of the functional, divisional, matrix, horizontal, modular, and hybrid organizational structures. 

Learner-Centered Pedagogy: Considerations for Application in a Didactic Course

Science.gov (United States)

Moate, Randall M.; Cox, Jane A.

2015-01-01

A learner-centered teaching approach is well known in higher education but has not been fully addressed within counselor education. Instructors who adopt this approach value a collaborative approach to teaching and learning, one that honors students' wisdom and contributions. Teachers create a learning environment encouraging students to actively…

Leadership of Collaborative Innovation in the Public Sector

DEFF Research Database (Denmark)

Hansen, Jesper Rohr; Griggs, Steven

2016-01-01

The organizational phenomenon studied in this chapter is leadership of collaborative innovation. I approach this phenomenon of leadership by exploring the constructionist nature of leadership in a local-government setting. I explain how this perspective on leadership was inspired by a three...... studied and subsequently describe my analytical approach. Next I explain the methodology used and give two empirical examples. Finally I reflect upon how the organizational ethnography deployed has contributed to existing knowledge of collaborative innovation leadership and touch briefly......-year ethnographic study by means of engaged-scholarship ethnography. In particular, I illustrate the implications of using such an ethnography—namely, identifying uncertainty as the main explanation for leadership construction. The chapter is structured as follows. First I present the organizational phenomenon...

Situational leadership styles, staff nurse job characteristics related to job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army.

Science.gov (United States)

Intaraprasong, Bhusita; Potjanasitt, Sureporn; Pattaraarchachai, Junya; Meennuch, Chavalit

2012-06-01

To analyze the relationships between the situational leadership styles, staff nurse job characteristic with job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army The cross-sectional analytical study was conducted in 128 head nurses working in hospitals under the jurisdiction of the Royal Thai Army. Data were collected by mailed questionnaires. A total of 117 completed questionnaires (91.4%) were received for analysis. Statistical analysis was done using Pearson's Product Moment Correlation Coefficient. It was found that situational leadership styles were not correlated with job satisfaction and organizational commitment of head nurses. Staff nurse job characteristics had a low level of positive correlation with job satisfaction and organizational commitment of head nurses at 0.05 level of significance (r = 0.202 and 0.189 respectively). The hospital administrators should formulate policy to improve working system, human resource management and formulate policies and strategies based on situational leadership. In addition, they should improve the characteristics of staff nurse job by using surveys to obtain job satisfaction and organizational commitment.

The role of organizational culture and leadership in water safety plan implementation for improved risk management

International Nuclear Information System (INIS)

Summerill, Corinna; Pollard, Simon J.T.; Smith, Jennifer A.

2010-01-01

Appropriate implementation of WSPs offers an important opportunity to engage in and promote preventative risk management within water utilities. To ensure success, the whole organization, especially executive management, need to be advocates. Illustrated by two case studies, we discuss the influence of organizational culture on buy-in and commitment to public health protection and WSPs. Despite an internal desire to undertake risk management, some aspects of organizational culture prevented these from reaching full potential. Enabling cultural features included: camaraderie; competition; proactive, involved leaders; community focus; customer service mentality; transparency; accountability; competent workforce; empowerment; appreciation of successes, and a continual improvement culture. Blocking features included: poor communication; inflexibility; complacency; lack of awareness, interest or reward and coercion. We urge water utilities to consider the influence of organizational culture on the success and sustainability of WSP adoption, and better understand how effective leadership can mould culture to support implementation.

The role of organizational culture and leadership in water safety plan implementation for improved risk management

Energy Technology Data Exchange (ETDEWEB)

Summerill, Corinna, E-mail: c.summerill@cranfield.ac.uk [Cranfield University, Centre for Water Science, School of Applied Sciences, Cranfield, Bedfordshire, MK43 0AL (United Kingdom); Pollard, Simon J.T., E-mail: s.pollard@cranfield.ac.uk [Collaborative Centre of Excellence in Understanding and Managing Natural and Environmental Risks, School of Applied Sciences, Cranfield, Bedfordshire, MK43 0AL (United Kingdom); Smith, Jennifer A., E-mail: j.a.smith@cranfield.ac.uk [Cranfield University, Centre for Water Science, School of Applied Sciences, Cranfield, Bedfordshire, MK43 0AL (United Kingdom)

2010-09-15

Appropriate implementation of WSPs offers an important opportunity to engage in and promote preventative risk management within water utilities. To ensure success, the whole organization, especially executive management, need to be advocates. Illustrated by two case studies, we discuss the influence of organizational culture on buy-in and commitment to public health protection and WSPs. Despite an internal desire to undertake risk management, some aspects of organizational culture prevented these from reaching full potential. Enabling cultural features included: camaraderie; competition; proactive, involved leaders; community focus; customer service mentality; transparency; accountability; competent workforce; empowerment; appreciation of successes, and a continual improvement culture. Blocking features included: poor communication; inflexibility; complacency; lack of awareness, interest or reward and coercion. We urge water utilities to consider the influence of organizational culture on the success and sustainability of WSP adoption, and better understand how effective leadership can mould culture to support implementation.

The Effect of Educational Leadership on Organizational Variables: A Meta-Analysis Study in the Sample of Turkey

Science.gov (United States)

Çogaltay, Nazim; Karadag, Engin

2016-01-01

The purpose of this study is to test the effect of educational leadership on some organizational variables using meta-analysis method. In this context, the results of independent researches were merged together and the hypotheses created within the scope of the study were tested. In order to determine the researches to be included in the study,…

Ethical leadership

NARCIS (Netherlands)

den Hartog, D.N.

2015-01-01

High-profile cases of leaders’ ethical failure in different settings and sectors have led to increased attention to ethical leadership in organizations. In this review, I discuss the rapidly developing field of ethical leadership from an organizational behavior/psychology perspective, taking a

Cultural Issues in Psychiatric Administration and Leadership.

Science.gov (United States)

Aggarwal, Neil Krishan

2015-09-01

This paper addresses cultural issues in psychiatric administration and leadership through two issues: (1) the changing culture of psychiatric practice based on new clinician performance metrics and (2) the culture of psychiatric administration and leadership in light of organizational cultural competence. Regarding the first issue, some observers have discussed the challenges of creating novel practice environments that balance business values of efficient performance with fiduciary values of treatment competence. This paper expands upon this discussion, demonstrating that some metrics from the Centers for Medicare & Medicaid Services, the nation's largest funder of postgraduate medical training, may penalize clinicians for patient medication behaviors that are unrelated to clinician performance. A focus on pharmacotherapy over psychotherapy in these metrics has unclear consequences for the future of psychiatric training. Regarding the second issue, studies of psychiatric administration and leadership reveal a disproportionate influence of older men in positions of power despite efforts to recruit women, minorities, and immigrants who increasingly constitute the psychiatric workforce. Organizational cultural competence initiatives can diversify institutional cultures so that psychiatric leaders better reflect the populations they serve. In both cases, psychiatric administrators and leaders play critical roles in ensuring that their organizations respond to social challenges.

Leadership, organizational culture, knowledge productivity and value creation in four successful Korean companies: toward guidelines for people-oriented business leaders

NARCIS (Netherlands)

Kang, S.

2015-01-01

This study explores the relationships between leadership characteristics, organizational culture, knowledge productivity and value creation in leading Korean corporations. The empirical part of this study is based on the selection of four highly successful and leading companies, namely LG

Relationship between organizational culture and commitment of employees in health care centers in west of Iran.

Science.gov (United States)

Hamidi, Yadollah; Mohammadibakhsh, Roghayeh; Soltanian, Alireza; Behzadifar, Masoud

2017-01-01

Presence of committed personnel in each organization not only reduces their absenteeism, delays, and displacements but also leads to a dramatic increase in performance and efficiency of an organization, mental freshness of employees, better manifestation of noble objectives, and organizational mission as well as fulfillment of personal goals. Therefore, the purpose of this study was to determine the relationship between organizational culture and organizational commitment of employees in administrative units of health care centers in the cities of Hamedan Province based on the Denison model in 2015. In this cross-sectional study, 177 employees in administrative units of health care centers in the cities of Hamedan Province were selected by a multistage stratified sampling method. The data collection instruments included the standardized Denison organizational culture survey and organizational commitment questionnaire by Meyer and Allen. Data were analyzed by IBM-SPSS version 21 using descriptive statistics and Pearson product-moment coefficient. Among the 12 indicators of organizational culture, the highest mean scores were assigned to empowerment (16.74), organizational learning (16.41), vision (16.4), and strategic direction (16.35); respectively. Furthermore, the indicators of capability development (14.2), core values (15.31), team orientation (15.45), and goals (15.46) received the lowest mean scores in this respect. Among the four dimensions of organizational culture, the highest mean score was related to "mission" in organizational culture and the lowest score was associated with "involvement." Meyer and Allen's organizational commitment model also had three components in which affective commitment in this study obtained the highest score (26.63) and continuance commitment received the lowest score (24.73). In this study, there was a significant correlation between all the components of organizational culture and organizational commitment of employees in

Supervisors matter more than you think: components of a mission-centered organizational climate.

Science.gov (United States)

Butcher, A H

1994-01-01

A study was conducted in a medical center among a diverse sample of employees to examine whether components of organizational climate related to workers' knowledge of the organization's mission and mission-centered values. Findings supported a mediated relationship between supervisor behaviors, mission knowledge, and customer service orientation (the organization's key mission value). Employee perceptions of coworker and organizational support and knowledge of their own performance expectations also related positively to customer service orientation. Results suggest that supervisors are in an ideal position to disseminate a mission-centered climate. Practical applications of these findings for management wishing to develop mission-centered climates in health care organizations are discussed.

Situational leadership and persons with disabilities.

Science.gov (United States)

Cubero, Christopher G

2007-01-01

Does situational leadership style impact workers with disabilities? Situational leadership as a model and style of organizational management is defined. With a concentration on workers with disabilities, employer and employee perceptions of the workplace environment are analyzed as a contributing factor to the choice of leadership styles. Leadership style and its potential impact on workers with disabilities are included. Advantages of situational leadership style as an organizational model for managers that matches the intricate needs of workers with disabilities are argued. Methods for increasing awareness of the needs of persons with disabilities in the workplace and improving leadership models are discussed. Implications and potential outcomes for workers with disabilities based on the use of situational leadership by managers are discussed.

Madrasah Culture Based Transformational Leadership Model

Directory of Open Access Journals (Sweden)

Nur Khoiri

2016-10-01

Full Text Available Leadership is the ability to influence, direct behavior, and have a particular expertise in the field of the group who want to achieve the goals. A dynamic organization requires transformational leadership model. A school principal as a leader at school aims to actualize good learning leadership. Leadership learning focuses on learning which components include curriculum, teaching and learning process, assessment, teacher assessment and development, good service in learning, and developing a learning community in schools based on organizational culture as value, assumption, belief evolved from the roots of member thought of the organization and believed by all members of the organization and implemented in everyday life that could give meaning Keywords: leadership, transformational leadership, headmaster, instructional leadership, organizational culture.

Managing Organizational Change.

Science.gov (United States)

Watwood, Britt; And Others

Based on studies comparing leadership in two rural community colleges undergoing change and examining the management of change at Maryland's Allegany College, this paper presents a conceptual framework and model for managing organizational change. First, a framework for understanding the community college chair's role in organizational change is…

Transformational Leadership: The Nexus between Faith and Classroom Leadership

Science.gov (United States)

White, Bobbie Ann Adair; Pearson, Kerri; Bledsoe, Christie; Hendricks, Randy

2017-01-01

Transformational leadership is well documented in organizational and business literature. Classroom and faith-based applications are more recent phenomena. The authors of this mixed-methods study explored professor behaviors and characteristics perceived as transformational in students' faith and focused on transformational leadership in the…

Organizational dimensions of relationship-centered care. Theory, evidence, and practice.

Science.gov (United States)

Safran, Dana Gelb; Miller, William; Beckman, Howard

2006-01-01

Four domains of relationship have been highlighted as the cornerstones of relationship-centered health care. Of these, clinician-patient relationships have been most thoroughly studied, with a rich empirical literature illuminating significant linkages between clinician-patient relationship quality and a wide range of outcomes. This paper explores the realm of clinician-colleague relationships, which we define to include the full array of relationships among clinicians, staff, and administrators in health care organizations. Building on a stream of relevant theories and empirical literature that have emerged over the past decade, we synthesize available evidence on the role of organizational culture and relationships in shaping outcomes, and posit a model of relationship-centered organizations. We conclude that turning attention to relationship-centered theory and practice in health care holds promise for advancing care to a new level, with breakthroughs in quality of care, quality of life for those who provide it, and organizational performance.

Readiness for future managerial leadership roles: nursing students' perceived importance of organizational values.

Science.gov (United States)

Hendel, Tova; Eshel, Nira; Traister, Lelit; Galon, Vered

2006-01-01

This study explored the values held by nursing students attending a baccalaureate program. Our aim was to determine whether nursing students' values change after being exposed to educators as well as mentors and ethics education and after experiencing today's challenging work environment, with an emphasis on the organizational domain of the students' values set. The conceptual framework that underpins the approach to values presented in this study argues that the total values set of a working person consists of three domains: personal, professional, and organizational values. Our sample consisted of first, third, and fourth year nursing students (N = 496) attending the Tel Aviv University in Israel. Participants were requested to answer a questionnaire and to rate their perceived importance of 30 values. The results revealed significant differences in the participants' perceived importance of the three values domains. The organizational values--the new business values--were perceived significantly to be least important. Sex was found to be significantly related to perception of values' importance. Year of study was not found to be significantly correlated to perception of values. The findings reflect that senior nursing students are only moderately prepared for their future managerial leadership roles and point out the need to provide students with more stimulating and supportive learning experiences.

Leadership Styles at Syrian Higher Education

Science.gov (United States)

Khalifa, Bayan; Ayoubi, Rami M.

2015-01-01

Purpose: The purpose of this paper is to explore the two major types of leadership, i.e transactional and transformational, and organizational learning at public and private universities in Syria. It further aims at exploring the role of transactional and transformational leadership in enhancing organizational learning at Syrian universities.…

Mentoring Top Leadership Promotes Organizational Innovativeness through Psychological Safety and Is Moderated by Cognitive Adaptability.

Science.gov (United States)

Moore, James H; Wang, Zhongming

2017-01-01

Mentoring continues to build momentum among startups and established enterprises due to its positive impact on individuals and organizations. Unlike previous studies, this research focuses on mentoring higher level leadership, such as the CEO, and demonstrates its unique relationship to organizational innovativeness. Our sample included 200 mentored executives and entrepreneurs who personally identify and exploit opportunities. Our findings confirm that mentoring top leaders positively relates to their perceived innovativeness of the organization and that the relationship is mediated by these leaders' perception of psychological safety within the organization. Our findings also confirm that the relationship is negatively moderated by these leaders' cognitive adaptability. The reliability and validity of the results have been proved by using confirmatory factor analysis and advanced regression analytics. As a result, this work demonstrates the value of mentoring top leadership and advocates the importance of establishing a psychologically safe environment to inspire not only top leadership to try new avenues but also for all those within the organization to speak up and speak out. Additionally, our findings encourage organizations to proactively and selectively prioritize mentoring among top leadership, taking into account their differing levels of cognitive adaptability. Finally, further research could focus on how to provide greater support for mentors of higher level leaders.

Viewpoint discrimination and contestation of ideas on its merits, leadership and organizational ethics: expanding the African bioethics agenda

Science.gov (United States)

2013-01-01

The 3rd Pan-African Ethics Human Rights and Medical Law (3rd EHRML) conference was held in Johannesburg on July 7, 2013, as part of the Africa Health Congress. The conference brought together bioethicists, researchers and scholars from South Africa, Zimbabwe, Kenya and Nigeria working in the field of bioethics as well as students and healthcare workers interested in learning about ethical issues confronting the African continent. The conference which ran with a theme of "Bioethical and legal perspectives in biomedical research and medical practice in Africa with a focus on: Informed consent, HIV-AIDS & Tuberculosis, leadership & organizational ethics, patients and healthcare workers rights," was designed to expand the dialogue on African bioethics beyond the traditional focus on research ethics and the ethical dilemmas surrounding the conduct of biomedical research in developing countries. This introductory article highlights some of areas of focus at the conference including issues of leadership, organizational ethics and patients and healthcare workers rights in Africa. We analyze the importance of free speech, public debate of issues, argumentation and the need to introduce the teaching and learning of ethics to students in Africa in accordance with UNESCO guidelines. This article also focuses on other challenges confronting Africa today from an ethical standpoint, including the issues of poor leadership and organizational ethics which are main contributors to the problems prevalent in African countries, such as poverty, poor education and healthcare delivery systems, terrorism, social inequities, infrastructural deficits and other forms of 'structural violence' confronting vulnerable African communities. We believe that each of the eight articles included in this supplement, which have been rigorously peer-reviewed are a good example of current research on bioethics in Africa, and explore some new directions towards broadening the African bioethics agenda as we

Viewpoint discrimination and contestation of ideas on its merits, leadership and organizational ethics: expanding the African bioethics agenda.

Science.gov (United States)

Chima, Sylvester C; Mduluza, Takafira; Kipkemboi, Julius

2013-01-01

The 3rd Pan-African Ethics Human Rights and Medical Law (3rd EHRML) conference was held in Johannesburg on July 7, 2013, as part of the Africa Health Congress. The conference brought together bioethicists, researchers and scholars from South Africa, Zimbabwe, Kenya and Nigeria working in the field of bioethics as well as students and healthcare workers interested in learning about ethical issues confronting the African continent. The conference which ran with a theme of "Bioethical and legal perspectives in biomedical research and medical practice in Africa with a focus on: Informed consent, HIV-AIDS & Tuberculosis, leadership & organizational ethics, patients and healthcare workers rights," was designed to expand the dialogue on African bioethics beyond the traditional focus on research ethics and the ethical dilemmas surrounding the conduct of biomedical research in developing countries. This introductory article highlights some of areas of focus at the conference including issues of leadership, organizational ethics and patients and healthcare workers rights in Africa. We analyze the importance of free speech, public debate of issues, argumentation and the need to introduce the teaching and learning of ethics to students in Africa in accordance with UNESCO guidelines. This article also focuses on other challenges confronting Africa today from an ethical standpoint, including the issues of poor leadership and organizational ethics which are main contributors to the problems prevalent in African countries, such as poverty, poor education and healthcare delivery systems, terrorism, social inequities, infrastructural deficits and other forms of 'structural violence' confronting vulnerable African communities. We believe that each of the eight articles included in this supplement, which have been rigorously peer-reviewed are a good example of current research on bioethics in Africa, and explore some new directions towards broadening the African bioethics agenda as we

Taylor, Graicunas, Worthy, Likert, and Thayer: Span of Control and Organizational Structure--Where They Fit on the "Leadership Continuum."

Science.gov (United States)

Corder, Lloyd E.

The "Leadership Continuum" model developed in 1961 by R. Tannenbaum, I. Weschler, and F. Massarik clearly illustrates the ideas that management scholars like Frederick Taylor, V. A. Graicunas, James Worthy, Rensis Likert, and Frederick Thayer have posited concerning span of control and organizational structure. Each of these scholars…

A Quantitative Study of the Relationship between Distributed Leadership and Organizational Citizenship Behavior: Perceptions of Turkish Primary School Teachers

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Kilinç, Ali Çagatay

2014-01-01

The purpose of this study was to determine the relationship between primary school teachers' perceptions on distributed leadership and organizational citizenship behaviors (OCBs). A total of 258 teachers employed in 14 primary schools located in Kastamonu, Turkey participated in this study. Data of the study was collected through "Distributed…

A Paradigm Shift in Law Enforcement Training in the Bahamas: Teacher-Centered to Learner-Centered

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Hunter-Johnson, Yvonne

2012-10-01

Full Text Available This study focused on determining whether the learning preference of law enforcement officers in the Bahamas was either pedagogical (teacher-centered or andragogical (student-centered. Law enforcement personnel in a Bahamian police department were administered the Student Orientation Questionnaire (SOQ developed by Christian (1982. One hundred and sixty-eight individuals completed the SOQ. Chi square statistics were calculated on the variables of educational level and gender. The preferred learning orientation was primarily andragogical; those with higher education levels tended to have a higher andragogical orientation. There were no differences by gender. As a result of the findings, a three-step approach is proposed to transition the training environment from one that is teacher-centered to one that is learner-centered

Personalized Integrated Educational System: Technology Functions for the Learner- Centered Paradigm of Education

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Reigeluth, Charles M.; Aslan, Sinem; Chen, Zengguan; Dutta, Pratima; Huh, Yeol; Lee, Dabae; Lin, Chun-Yi; Lu, Ya-Huei; Min, Mina; Tan, Verily; Watson, Sunnie Lee; Watson, William R.

2015-01-01

The learner-centered paradigm of instruction differs in such fundamental ways from the teacher-centered paradigm that it requires technology to serve very different functions. In 2006, a research team at Indiana University began to work on identifying those functions and published their results in 2008. Subsequently, the team elaborated and…

Using Successorship to Build Leadership Capacity in Higher Education

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Furtek, Diane

2012-01-01

Professionals in higher education face many challenges. Chief among them are increasing leadership and organizational effectiveness. A variety of approaches can be used to build competencies to increase leadership that results in organizational effectiveness. For the purposes of this article, leadership is "the capacity to influence others by…

Developing an Organizational Leadership Graduate Program: A "CHAT" about Leadership Education

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Hughes, Patrick J.; Panzo, Donna

2015-01-01

Much of recent research on leadership education focuses on the application of a particular assignment or project to develop an individual's leadership. Other research has examined leadership development from different educational levels such as graduate, undergraduate, and even K-12. The following paper is an idea brief surrounding a newly created…

The Effect of Ethical Leadership Beh avior on Perceived Organizational Climate: Mediating Role of Work Loneliness