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Positive leadership behaviours at work are associated with worker well-being and performance. However there is less knowledge about whether exposure to low levels of positive leadership behaviours increase workers' risk of clinical mental disorders. We investigated whether low levels of positive leadership behaviours are prospectively associated with risk of treatment for depressive and anxiety disorders. In a cohort study, we linked survey data from 59,743 respondents from the Work Environment and Health in Denmark survey with national health register data. Leadership behaviours were measured with an eight-item scale. Treatment was defined as redeemed prescription for antidepressants or anxiolytics or hospital treatment for depression or anxiety. Using Cox proportional hazard regression, adjusting for demographic variables, job type and sector, adverse life events and childhood adversities, we estimated the association between leadership behaviours at baseline and risk of treatment during follow-up. We identified 999 cases of depression and anxiety treatment during follow-up. Compared to high levels of leadership behaviours, exposure to medium low and low levels were associated with an increased risk of treatment after adjustment for covariates. The results suggest that low levels of positive leadership behaviours are associated with an increased risk of treatment for depressive or anxiety disorders., Competing Interests: Declaration of competing interest None., (Copyright © 2024 The Author(s). Published by Elsevier B.V. All rights reserved.)

Virtual teamwork as a new way of working is becoming increasingly prevalent in a growingly globalized and digitalized working environment. Due to the associated raise in health-related stress factors at the workplace and the central role of leaders in workplace health promotion, the aim of this study is to obtain initial findings on the use of health-oriented self- and employee leadership in virtual teams from the perspective of virtual leaders. Semi-structured telephone interviews were conducted with 13 virtual leaders by using the problem-centered interview method. The collected data were deductively and inductively evaluated and interpreted using the qualitative content analysis according to Mayring. The results show that virtual leaders ascribed great value of health and showed great awareness in health-oriented self- and employee leadership. Physical activity and boundary management were particularly mentioned as health-oriented self-leadership behaviors. The majority of leaders described communication, building trust, support in boundary management and implementation of personal meetings as health-oriented employee leadership behaviors. In addition to social, technical, and personal factors, primarily organizational factors were mentioned as factors of influence in this context. For a more comprehensive understanding of health-oriented leadership, the inclusion of virtual team members in further research studies is necessary.

Objective: The effect of nursing management styles on patient outcomes and the quality of nursing care (QNC) has recently become a topic of discussion. This review was conducted to examine the effects of leadership styles or behaviors on QNC and on patient outcomes., Methods: 13 research studies published between 1 January 2010 and 31 May 2016 which conformed to the inclusion criteria were reviewed., Results: The effects of nursing leaders' leadership styles or behaviors were examined in studies on patient mortality, QNC from the perspective of nurses, patient satisfaction, unwanted/adverse events, health-care-associated infections, pressure ulcers, falls, unwanted weight loss, hospital readmissions, mismanagement of feeding tubes, and inadequacies in daily nursing care., Conclusions: Relationship-focused leadership behaviors directly or indirectly improved patient outcomes and raised the QNC compared with task-focused leadership behaviors., (© Copyright 2020 Creative Health Care Management.)

The study focused on the relationship between school leadership and teacher outcomes, particularly regarding teachers' perceptions of leadership behavior and its impact on their well-being and satisfaction. Anchored in the Transformational Leadership Theory, the research aims to explore how teachers' perception of leadership behavior influences their satisfaction towards school leadership. The study, conducted in a public elementary school in Cagayan de Oro City, involved 85 teachers and utilized the Leader Behavior Scale (LBS) and Teachers' Satisfaction on School Leadership Scale (TSSS) for data collection. The results revealed strengths in certain leadership behaviors of the school head but also identified areas for improvement, such as Performance Orientor, Potential Extractor, and Socially Intelligent aspects of leadership. Despite this, participants expressed high levels of satisfaction with various aspects of school leadership, highlighting the positive impact of effective leadership practices. The study found a positive relationship between perceived leadership behavior and teachers' satisfaction towards school leadership (r=0.305, p=0.004), emphasizing the importance of aligning leadership behaviors with Transformational Leadership principles. Recommendations include implementing specialized leadership training programs, coaching, mentoring initiatives, and structured feedback mechanisms to enhance the overall effectiveness of the school head's leadership style and create a positive organizational climate within the school community. This research contributes to a better understanding of school leadership dynamics and provides insights for improving organizational dynamics and fostering a positive work environment in educational institutions. [ABSTRACT FROM AUTHOR]

Leadership behavior profoundly influences organizational culture, serving as a cornerstone for environments that foster safety, innovation, and employee satisfaction. This article utilizes research from the primary literature to demonstrate how leaders' actions and underlying fears influence organizational dynamics and employee outcomes, highlighting the importance of respect, transparency, and trust. Studies have shown that leadership styles shape the work environment, driving innovation and performance. However, concerns over productivity, evaluation, and control can lead to poor communication, low transparency, reduced innovation, and diminished performance, creating a culture of mistrust and anxiety. Authoritarian control or neglect of employees' needs exacerbates these issues, stifling creativity. The Pygmalion and Golem effects demonstrate how positive reinforcement enhances morale, productivity, and retention, while negative reinforcement is detrimental. Leaders operating under fears of failure or loss of control or political capital inadvertently create a culture of fear and increasingly severe feedback loops of reduced employee trust, satisfaction, and commitment. Addressing these fears fosters open communication, psychological safety, transparency, and mutual respect. Strategies for transforming leadership fears into positive change include promoting open communication, decentralizing decision-making, and implementing positive reinforcement mechanisms. Constructive feedback mechanisms encourage bidirectional communication and help mitigate the negative impacts of leadership fears. Leaders who address their fears can strengthen team trust, enhancing collaboration and engagement. Ultimately, managing leadership fears proactively catalyzes organizational learning and development, promoting a mindset where challenges are seen as opportunities for growth. This approach enhances adaptability and resilience while fostering continuous improvement. Addressing leadership fears and fostering a supportive culture is essential for sustainable productivity and success, serving as a starting point for exploring strategies that support employee performance and development, ultimately contributing to organizational success. [ABSTRACT FROM AUTHOR]

This study examines the relationship between contextual and personality factors and leadership behavior. Understanding the dynamics of explorative and exploitative leadership behavior is critical in today's organizations. Data from an empirical study of N=139 German leaders from different industries show significant positive correlations between emotional stability, openness to experience and explorative leadership behavior. In addition, perceived environmental uncertainty and autonomy are significant factors that positively influence explorative leadership behavior. These findings offer recommendations for leaders and organizations in turbulent times and highlight the complex interplay of context, personality and leadership behavior. [ABSTRACT FROM AUTHOR]

The development of a leadership identity has been argued to be an important determinant for what leaders do. For leaders in highly specialized work environments, the development of a leadership identity has been regarded both in absolute terms and in relation to their professional identity. This study investigates the extent to which leadership identity in absolute and relative terms explains various types of leadership behaviors. Based on panel survey data from clinical directors in Danish hospital departments, the findings show that the absolute leadership identity predicts transformational, transactional, and professional development leadership, whereas no correlations are found between relative leadership identity and leadership behavior. The study supports the expectation that leadership identity is, in its own right, an important precondition for leadership behavior. [ABSTRACT FROM AUTHOR]

This article explores the relationship between organizational commitment, leadership behavior, organizational citizenship behavior (OCB), and performance in education personnel staff. The research found that organizational commitment positively and significantly influences OCB and performance. Leadership behavior directly impacts OCB and performance, while OCB has a positive and significant effect on performance. OCB also mediates the relationship between organizational commitment and performance, as well as between leadership behavior and performance. The article suggests that organizations should focus on increasing loyalty, career development, and a sense of togetherness among education staff to improve performance. The text discusses the importance of organizational citizenship behavior (OCB) in achieving organizational effectiveness. It highlights the voluntary actions of employees, such as sharing information, maintaining organizational property, and adhering to organizational rules, as contributing to cost efficiency and goal achievement. The text also emphasizes the role of organizational commitment and leadership behavior in improving employee performance. While some studies support the positive effects of organizational commitment and leadership behavior on OCB and performance, others find contradictory results. The text suggests further research on leadership behavior and the use of mediating variables, such as OCB, to understand their impact on performance. The study focuses on educational staff in higher education organizations and aims to explore the relationship between leadership behavior, organizational commitment, OCB, and performance. The study examines the implementation of organizational commitment and leadership behavior on the performance of education personnel staff, with the mediating role of organizational citizenship behavior (OCB). The research findings suggest that leadership [Extracted from the article]

Sharing power and information and fostering the growth of self-leading skills are the objectives of leadership. Even the most influential and powerful people become leaders accidentally since most people don't seek the position. It might be challenging and even terrifying to speak in front of others and convince them to do something. Leadership is jointly formed. It is neither with one side nor the other. We all take part in the illusion, which is what it is. In this article, we will explore what are the traits of the ideal leader and how to be improve them with Self-Ledership Also we take a short look on who will be best leader from the genders. [ABSTRACT FROM AUTHOR]

This study, with the aim to test theory in practice, used group concept mapping to develop a comprehensive conceptualization of middle managers' leadership behaviors concerning digital transformation as a form of radical change. Participants were professionals in the largest public organization in the Netherlands (a police organization) who were dealing with digital transformation in their own practice and who enrolled in an education program on leadership and intelligence. Based on 94 unique statements, the participant-driven results revealed six thematically coherent clusters representing leadership skills and behaviors regarding improvement and results, digital technologies, cooperation, the self, change and ambivalence, and others. The stress value of 0.2234 indicated a good fit. Further analysis showed that clusters containing soft skills and people-oriented behaviors were considered the most important. These results can serve as input to support leadership development programs for middle managers to develop themselves into peopleoriented, empowering leaders who can adapt their leadership approaches to fit and support change in general and technology-driven change in particular. Ultimately this will benefit their and their employees' overall well-being at work. This study is the first to investigate middle managers' leadership skills and behaviors in a large public organization that is entirely participant-driven. [ABSTRACT FROM AUTHOR]

Copyright of International Journal of Management Academy is the property of Uluslararasi Yonetim Akademisi Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Work productivity in a logistics company is the company's effort in handling various requests from consumers with the goal that goods or services can be carried out or distributed quickly to the destination according to demand. This study aims to propose the effect of leadership behavior, work skills and achievement motivation on work productivity moderated by work discipline. The method used in this study is a quantitative method using a causal study survey approach. This research was conducted at PT.Audy Jasatrans Logistik with a total sample of 150 people, namely all employees working at PT. Audy Jasatrans Logistics. The data analysis technique in this study used the Structural Equation Modeling -- Partial Least Square (SEM-PLS) method with the help of the SMART PLS application to carry out research data analysis. In this study, instrument testing was carried out by conducting validity tests, reliability tests, outer models and inner models. The results of this study indicate that leadership behavior has no effect on work productivity, work skills have an effect on work productivity, achievement motivation has an effect on work productivity, work discipline has no effect on work productivity, work discipline moderation can strengthen the influence of leadership behavior on work productivity, discipline moderation work can strengthen the effect of work skills on work productivity and moderation of work discipline can weaken the effect of achievement motivation on work productivity. [ABSTRACT FROM AUTHOR]

Introduction: The need for leadership development in health services has been recognized by the World Health Organization, supporting the need to strengthen leadership at all levels. The design and development of programs to enhance leadership characteristics and improve leadership behavior has been a global initiative that can create successful leaders across all health professionals. Aim: The present study attempts to investigate the modification - development of nurses' leadership behavior by testing the application of the theory of the Transtheoretical Stages of Change Model to nurses. Material and Method: This is a productive mixed (quantitative and qualitative) evolutionary research by testing the application of the theory of the Transtheoretical Model of Stages of Change and the Motivational Interviewing in nurses who perform management tasks in public hospitals, using self-completed questionnaires and semi-structured interviews. Expected outcomes: The expected outcomes focus on increasing the leadership characteristics of nurses working in the public hospital and performing administrative tasks and modifying their leadership behavior in their workplace by improving the treatment, management and implementation of the procedures existing and prescribed by the internal functioning of the organization. Conclusions: The Transtheoretical Model (TTM) works as an intervention that explores the stages of behavior change in many situations and it is believed that it can be used to modify nurses leadership behavior. [ABSTRACT FROM AUTHOR]

Building information modeling (BIM) implementation is expanding over time, and collaboration is becoming more critical in construction projects. Leadership characteristics may contribute to or hinder the effectiveness of these collaborations in BIM-based construction projects. However, the current body of knowledge lacks information on the leadership characteristics that can be constructive or destructive for BIM-based construction projects. Therefore, this study aims to determine the constructive and destructive leadership behaviors, skills, styles, and traits in BIM-based construction projects. An explorative qualitative study was conducted by interviewing twenty architecture, engineering, and construction (AEC) professionals. Then, the thematic analysis approach was used to analyze the interview data. The study findings suggest that common constructive leadership behaviors are tolerant and committed. Furthermore, the common constructive leadership trait and style is reliability. On the contrary, the common destructive leadership behavior is intolerant. This study provides the literature with a novel list of constructive and destructive leadership characteristics for BIM-based construction projects. Understanding these characteristics would assist industry professionals and policymakers in increasing the performance of BIM-based construction projects. [ABSTRACT FROM AUTHOR]

This paper systematizes the theoretical foundation and empirical evidence of the impact of leadership behavior on entrepreneurship in state-owned enterprises, and the difference between state-owned enterprises that applied management based on the accountability of leaders, and those that did not. The paper uses the OLS regression model to identify the impact of leadership behavior on the entrepreneurship of state-owned enterprises by using data from a survey of 259 civil servants in Vietnamese state-owned enterprises. In our sample, 109 respondents belonged to the category of state-owned enterprises that did not apply management based on accountability, and 140 were state-owned enterprises that applied management based on accountability. The findings show that leadership behavior has a positive impact on the entrepreneurship of state-owned enterprises that do and do not apply management based on accountability, with results of 0.305 and 0.022, respectively. Moreover, the regression model is used to identify the factors that influence leadership behavior, including vision and wage policy having a statistical significance and positive impact on the leadership behaviors in all the state-owned enterprises. Additionally, some factors, including policy building, hi-tech usage, culture, teamwork, and training policy have positive impacts on leadership behavior in Model 1, and encouragement, monitoring, responsibility, and recruitment policy had positive impacts in Model 2 among the state enterprises. Additionally, this paper recommends some policies to promote leadership behavior in state enterprises in Vietnam. [ABSTRACT FROM AUTHOR]

The aim of this research is to look into the effects of leadership behaviors of managers in the banking sector in Ağrı province on employees' job satisfaction. The sample of the research, which was designed within the framework of the survey model within the quantitative research method, consists of 130 employees of public and private banks in Ağrı province. In the study, personal information form, job satisfaction scale and leadership styles determination scale were used as data collection tools. The study used descriptive statistics for the analysis of the data. IBM SPSS 26 package program was used to analyze the data collected in the study. Results of the study revealed a positive relationship between job satisfaction and leadership behaviors. The study has implications both for the new researchers and the policy makers of the Agri province. This is the first study in the Agri province in the banking sector. [ABSTRACT FROM AUTHOR]

This study examined the self-perception of students of the Faculty of Sport Sciences regarding leadership behaviors according to team sports and individual sports preferences. 476 students studying at different departments of the Faculty of Sports Sciences of Bayburt University participated. To measure the participants' self-perceptions about leadership behaviors, a questionnaire consisting of four dimensions developed by Özbek an d Kızılyallı (2017), "Self-Perception Scale Related to Leadership Behaviors of Undergraduate Students," and a demographic form containing gender and department variables were applied. The t-test and ANOVA analysis of the scores obtained by the questionnaire were performed. According to the findings, based on gender, it was determined that the male participants in the self-confident leader sub-dimension of the scale were significantly higher than the female participants. In the principled leader sub-dimension, the mean scores of the female participants were significantly higher than the male participants in individual sports. In team sports, it was found that the average score of male participants in the self-confident and determined leader sub-dimensions was significantly higher than that of female participants. According to the departments in individual sports, a significant difference was found in the self-confident leader sub-dimension in the self-perception score averages of the participants regarding leadership behaviors. The average score of the participants studying in the recreation department is significantly higher than in other departments. The self-perception score averages of the participants who prefer team sports, on the other hand, showed a significant difference in the Participative Leader subdimension of the scale. It was found that the average scores of the participants who studied in the department of coaching education were significantly higher than the participants who studied in other departments. As a result of the study, it was determined that gender and department variables affected the self-perceptions of athletes who prefer team sports and individual sports regarding leadership behaviors. [ABSTRACT FROM AUTHOR]

Leadership behavior of classroom teachers has a significant impact on students' academic success. However, little empirical research on this subject has been undertaken in China. By developing truth tables and doing necessary computations, this study examines the influence of differential combinations of parameters connected to class teachers' qualities and leadership behavior on student academic performance. It has been discovered that the democratic leadership behavior displayed by class teachers is the most popular among students and is helpful to student academic achievement; the numerous combinations of linked characteristics have varying effects on student academic performance. The study compensates for a dearth of empirical research on the subject and sheds light on the process by which class teacher leadership influences student academic progress. [ABSTRACT FROM AUTHOR]

Copyright of IUG Journal of Economics & Business is the property of Islamic University of Gaza and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study determined the level of self-efficacy, communicative competence, leadership empowering behavior of administrators and teacher effectiveness of teachers in San Isidro North Davao Oriental Division. A descriptive correlational design was used in this study. A total of 75 teachers participated in this study. The respondents were selected through total enumeration since there were only a few teachers in the district. The survey questionnaire was utilized to gather data from the respondents. Mean was utilized to determine the level of self-efficacy, leadership empowering behavior, communicative competence and teacher effectiveness of teachers. Pearson product-moment correlation was used to investigate the relationship between variables. Multiple regression analysis was used to analyze the influence of self-efficacy, communicative competence and leadership empowering behavior on teacher effectiveness. Furthermore, the best fit model of teacher effectiveness was also investigated. Results revealed that levels of self-efficacy, leadership empowering behavior, communicative competence and teacher effectiveness are high. Moreover, self-efficacy, leadership empowering behavior and communicative competence were found to have a significant positive relationship with teacher effectiveness. Furthermore, both communicative competence and leadership empowering behavior significantly influence teacher effectiveness. Hence, the best fit model illustrates that 28 percent of the variance of teacher effectiveness is explained by the combined influence of communicative competence and leadership behavior. [ABSTRACT FROM AUTHOR]

Copyright of Gruppe. Interaktion. Organisation: Zeitschrift für Angewandte Organisationspsychologie (GIO) is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This research examined the relationship between task, relation-oriented, and change-oriented leadership behavior on employee engagement. This study employed a quantitative design and collected data from 117 participants in 13 countries through an online survey. Employee engagement and leadership behavior were evaluated using Cronbach's coefficient alpha, confirmatory factor analysis (CFA), and regression analyses. Results suggest that all three types of leadership behavior (task, relation, and change-oriented) have positive impact on employee engagement with change being the highest, and that the impact of leadership behavior on employee engagement is moderated by employee age and management status. Strategies for improving employee engagement are presented. [ABSTRACT FROM AUTHOR]

We explore the complexity of salesperson competitiveness and the concept of self-oriented competitiveness (SOC). Study 1 develops and validates a measure of SOC within a nomological network of achievement-related and personality constructs. Study 2 leverages a field experiment with a corporate sales force to explore alternative financial incentive structures facilitating performance across salespeople possessing different types of competitiveness. Using a contingency approach to leadership behavior and a multilevel field study with salesperson–sales manager dyadic data, Study 3 shows that other-oriented competitiveness (OOC) and SOC lead to conditionally distinct salesperson behaviors and differential performance outcomes. Collectively, the three investigations suggest that SOC is a unique construct having important sales management and future research implications. [ABSTRACT FROM AUTHOR]

Copyright of Human Resource Management / Zarzadzanie Zasobami Ludzkimi is the property of Institute of Labour & Social / Instytut Pracy i Spraw Socjalnych and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

OBJECTIVES: This study aimed to elucidate the potential moderating effect of fair-, empowering-, and supportive-leadership behaviors on the relationship between job predictability, future employability, and subsequent clinically relevant mental distress. METHOD: The study had a full panel, prospective design, utilizing online, self-administered questionnaire data collected at two time points, two years apart. Fair-, empowering-, and supportive-leadership behaviors, job predictability and future employability were measured by the General Nordic Questionnaire for Psychological and Social Factors at Work (QPSNordic). Mental health was measured using the 10-item Hopkins Symptom Checklist (HSCL-10), with cut-off set to >1.85 to identify clinically relevant cases. As data were nested within work units, a multilevel analytic approach was chosen. RESULTS: Individual-level direct effects: (i) higher levels of job predictability [odds ratio (OR) 0.83, 95% confidence interval (CI) 0.70–0.98], (ii) future employability (OR 0.83, 95% CI 0.74–0.93), (iii) fair- (OR 0.78, 95% CI 0.68–0.91), empowering- (OR 0.77, 95% CI 0.67–0.87), and supportive- (OR 0.71, 95% CI 0.61–0.81) leadership behavior, and (iv) the combination “quality of leadership” (OR 0.69, 95% CI 0.59–0.81) were significantly associated with a lower risk of reporting subsequent mental distress. Work-unit level direct effects: higher work-unit levels of fair- (OR 0.52, 95% CI 0.34–0.80) and empowering- (OR 0.61, 95% CI 0.40–0.94) leadership behaviors and quality of leadership (OR 0.54, 95% CI 0.34–0.87) were significantly associated with a lowered risk of subsequent mental distress. Cross-level interactions: No cross-level interaction effects were shown. CONCLUSIONS: Leadership behaviors did not moderate the effects of job predictability and future employability on mental health. However, employees embedded within work-units characterized by fair, empowering and supportive leadership behaviors had a lower risk of subsequent mental distress.

Considering the high prevalence of mental health challenges among the residential youth care (RYC) population, it is imperative that research-informed interventions are implemented in this setting. However, little research is available regarding RYC implementation practices. Leadership is a vital influencer of implementation success. Therefore, the aim of this study was to further the knowledge base concerning effective implementation in RYC by investigating implementation leadership behavior. Utilizing qualitative methods, RYC providers were asked about effective implementation leadership behaviors, with an emphasis on similarities and variations in behavior enacted by different leadership levels within the organization. The results indicate that relations-oriented and task-oriented leadership behavior are more important than change-oriented implementation leadership behavior among the providers interviewed. The reported behaviors differed in terms of leadership level. The top executive leadership was more involved in task-oriented leadership behavior (i.e., monitoring activities, resource procurement), while the facility management was more involved with relations-oriented behaviors (i.e., providing support, facilitating cooperation). Finally, the results are discussed in light of RYC characteristics and implementation stages. [ABSTRACT FROM AUTHOR]

Despite increasing research on entrepreneurship in the private sector, little is known about entrepreneurship in public organizations in general and the effects of leadership behavior on entrepreneurship in the public sector in particular. Utilizing new data from the Australian Public Service Commission (2017), this study analyzes how three leadership behaviors—task-oriented, relations-oriented, and change-oriented leadership—affect public sector employees' entrepreneurship behavior. The results of this study show that while all three types of leadership behavior are positively associated with public sector entrepreneurship, the effect is larger for relations-oriented leadership, followed by change-oriented leadership. A practical implication of this study is that relations-oriented leadership behavior is crucial to entrepreneurship in public organizations, suggesting the importance of developing relationships with subordinates. [ABSTRACT FROM AUTHOR]

The study aims to investigate the role of trust in the manager in the effect of leadership behavior on employee performance. In this direction, a literature review has been made for studies on this subject. A sample of 252 people was selected through appropriate sampling. Collected data were analyzed using SmartPLS 3.2.9. Leadership behavior is very effective on the performance of employees and trust in the manager. In addition, trust in the manager affects the performance of the employees. Trust to manager, on the other hand, has a mediating role in the relationship between leadership behavior and employee performance. [ABSTRACT FROM AUTHOR]

Large-scale group decision-making (LSGDM) based on social networks has become an important part of practical decision-making. The trust relationship in social networks has an influence on not only the clustering process but also the consensus reaching process (CRP). Decision-makers (DMs) can take different behaviors by using the trust relationship to influence consensus reaching, so identifying the adjustment behaviors of DMs in CRP is essential. This study considers the influence of the trust relationship on the CRP and proposes a behavior analysis-based consensus model that comprehensively considers the leadership behaviors and non-cooperative behaviors. First, based on the clustering result, the preference similarity of two DMs with the direct trust relationship is calculated to judge whether leadership behavior exists. By judging the leadership behaviors, the number of effective DMs involved in LSGDM will be reduced. Second, based on the identification of leadership behaviors, the non-cooperative or cooperative behaviors are defined by judging whether the adjustment behaviors of effective DMs are conducive to achieving group consensus. Third, the weights of effective DMs and subgroups are punished or rewarded by quantifying the degree of non-cooperative or cooperative behaviors. Finally, the simulation experiments and comparative analysis are presented to illustrate the efficiency of the proposed method. [ABSTRACT FROM AUTHOR]

The main objective of this study was to determine the effect of leadership behavior on motivation factors. The study was quantitative based on cross sectional whereas, leadership behavior was used as independent variable and motivation factors as dependent variable. The population of the study was the secondary school teachers from Muzaffargarh District, Punjab. For the delimitation of the population 289 respondents were selected as a sample of this research through simple random sampling technique. For this study standardized questionnaires were used. The findings of this research show that there was a positive and significance effect of leadership behavior on motivation factors. This study is beneficial for the development of secondary school education through effective leadership behavior. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to examine the impact of humble leadership on project success. The authors propose that such an effect is mediated by team-building, and top management support moderates the direct relationship (humble leadership and project success) as well as an indirect relationship through team-building. Design/methodology/approach: Data were collected from 337 individuals employed in the information technology sector of Pakistan. A two-step approach consisting confirmatory factor analysis and structural equation modeling was used for analysis. To examine conditional direct and indirect effects, the authors utilized model 8 in PROCESS. Findings: The results showed that humble leadership is positively related to project success. Furthermore, team-building partially mediates the relationship between humble leadership and project success. Moreover, top management support was anticipated to have a moderating effect on the direct and indirect link (via team-building) between humble leadership and project success. Originality/value: Drawing on the conservation of resources theory, this study found that how humble leadership is vital for project success, and thus, extends the utility of the concept of humble leadership to the project literature. [ABSTRACT FROM AUTHOR]

Copyright of International Journal of Eurasian Education & Culture is the property of Ayse Burcu Ulusoy and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Employees have to meet their physical needs as well as their individual needs. Motivation is so important to determine the success or failure of an enterprise. Employees who are not motivated or not motivated in the correct way do not give satisfactory results in terms of businesses, and it is therefore vital that managers have motivated employees. The purpose of this study is to determine the effects of the leadership qualities of the intended managers on the motivation of the employees. Data surveyed in Turkey operating in the field of informatics methods were collected by questionnaire from the Koç A.Ş. Company employees. As a result, leadership behavior correlated positively with scale subscales and motivation scale subscales. It was seen that the leadership affected the motivation positively and the motivation increased as the leadership score scale point increased. In this first part of the study, the concept of management, manager, precaution, basic leadership principles of the manager are explained. In the second part, the differences between leader and manager are evaluated. In the third part, motivation concept, importance, basic concepts are explained. In the fourth chapter, the basic concepts, motivation processes and tools related to motivation are mentioned. In the fifth chapter, the purpose of the research, the universe and sampling, the collection, analysis and findings of the data are included. In the conclusion part of the research, the findings of the research will be compiled and suggestions are given for those who will be interested in this area. [ABSTRACT FROM AUTHOR]

Purpose: Aim of this research is to investigate people issues in project management that fail projects in obtaining desired results, in doing so the author investigated the impact of different leadership behaviors of project managers on driving job attitudes and job outcomes of project employees. Design/methodology approach: Data was obtained from 757 project workers working in 67 groups in 15 different projects in Asia mostly from China and Middle East. Data on the respondents' leadership behaviors, and how these affect the subordinate's job attitudes, was collected using Northouse's Leadership Style Assessment, Williams and Anderson's employee's job performance along with Michael Jalbert's Job Retention scale. Subordinate's job satisfaction, measured with the scale developed by Agho, Price and Mueller, Job involvement measured using Richardson, H. A., & Vandenberg's job involvement scale and Porter's job commitment scale was used for measuring subordinate's job commitment. Findings: The findings lend support to the view that leadership behavior is an antecedent of a project employee's job attitudes like job satisfaction, job involvement and job commitment and job outcomes like job retention and job performance. Originality/value: The study although conducted in Asian perspective, however the findings have relevance with broader scope of the project management. The outcomes of this research will be helpful for project managers in maximizing workforce potential by adopting right behavior. [ABSTRACT FROM AUTHOR]

OBJECTIVES: The construction industry accounted for >20% of all fatal occupational accidents in Europe in 2014. Leadership is an essential antecedent to occupational safety. The aim of the present study was to assess the influence of transformational, active transactional, rule-oriented, participative, and laissez-faire leadership on safety climate, safety behavior, and accidents in the Swedish and Danish construction industry. Sweden and Denmark are similar countries but have a large difference in occupational accidents rates. METHODS: A questionnaire study was conducted among a random sample of construction workers in both countries: 811 construction workers from 85 sites responded, resulting in site and individual response rates of 73% and 64%, respectively. RESULTS: The results indicated that transformational, active transactional, rule-oriented and participative leadership predict positive safety outcomes, and laissez-faire leadership predict negative safety outcomes. For example, rule-oriented leadership predicts a superior safety climate (β=0.40, P

The purpose of this study is to determine the effects of leading behavioral characteristics on organizational commitment dimensions of employees. For this purpose, 398 data were collected from the hotel enterprises operating in Gaziantep through questionnaire. Leadership behavior scale developed by Ekvall and Arvonen (1991) and adapted to Turkish by Tengilimoğlu (2005) was used to determine the leadership behavior characteristics. The scale consists of 36 items. In 2005, Tengilimoğlu conducted a basic analysis of leadership behaviors in order to investigate the effects of leading behavioral characteristics on job satisfaction. In the questionnaire form used in the study, the expressions given about leadership behaviors in this direction were prepared to determine 3 types of leadership behaviors and the questions were mixed. In order to measure organizational commitment levels of employees, Şahin (2007) used Meyer and Allen's 18-point three-dimensional organizational commitment scale, which was used in the doctoral dissertation study and was analyzed by Wasti for validity and reliability. The level of organizational commitment was examined in three dimensions as emotional commitment (6 items), continuity (6 items) and normative commitment (6 items) in the survey form used. As a result of the regression analyzes made, it was found that the leading behavioral characteristics positively affected the organizational commitment. [ABSTRACT FROM AUTHOR]

The shift from industrial society to service society calls for effective service leaders who can unite and motive people to work together effectively. However, valid scales assessing important leadership qualities required by service economy are rare. To fill this gap, three scales were developed based on the Service Leadership Theory to measure leadership qualities. The current study presents findings on the norms and personal correlates of the Service Leadership Behavior Scale using data collected from an online questionnaire administered to 4,486 students from eight University Grants Committee (UGC) funded universities in Hong Kong. As significant gender differences were found, two norms were developed separately for female and male participants. No significant influence of age on leadership behaviors was noted. For other personal correlates, students' grade point average (GPA), experience in leadership training, and experience of being a leader were associated with the leadership behavior scores, though the effect size was small. Limitations and implications of the present findings are discussed. [ABSTRACT FROM AUTHOR]

This paper reports the development of the 97-item Service Leadership Behavior Scale (i.e., SLB-LF-97) based on the Service Leadership framework proposed by Po Chung. To understand the content validity of the scale, the content validity of the developed items was examined. A panel of experts (n = 3) was formed to assess the content validity of the scale items in different domains (service provision, competence, character, caring, commitment to continuous improvement, and distributed leadership) in terms of relevance, clarity, and representativeness on each item. Results indicated that the SLB-LF-97 has an excellent content validity indexed by relevance, clarity, and representativeness for the whole scale and the different categories. The findings suggest the scale and subscales of the Service Leadership Behavior Scale possess excellent content validity. [ABSTRACT FROM AUTHOR]

The growth of the service economy in the contemporary world calls for a shift in the requirement of leadership qualities as compared to the manufacturing economy. However, contemporary leadership approaches and associated leadership behavior scales fail to fully encompass the required leadership qualities in the service economy. To satisfy the emerging needs of service economy which is predominant in Hong Kong, the Service Leadership Model has been proposed by the Hong Kong Institute of Service Leadership and Management Limited. To objectively assess service leadership behavior, the Service Leadership Behavior Scale (SLB) was developed. This paper presents the background of the development of the Service Leadership Model, outlines its unique features as the theoretical foundation of the SLB, documents the content of the initial SLB (i.e., SLB-LF-97) regarding its four key domains, and summarizes the findings surrounding the validation studies on the SLB. [ABSTRACT FROM AUTHOR]

Aim: To examine the ethical leadership behaviors among division head nurses in advanced hospitals under Ministry of Public Health. Method: A qualitative study with Delphi technique was used to collect data. The participants consisted of 12 administrators who have obtained ethical awards or published ethical research and 17 experts on the ethical issue. The data was generated from open-ended interviews and the questionnaires related to division head nurse's ethical leadership. The content validity was 0.84. The index of item-objective congruence was 0.57 to 1.00. Result: The behaviors of head nurses' ethical leadership included 57 items. Thirteen dimensions were established including: caring, responsibility, honesty, managing fairness, integrity, advocacy, consciousness, sacrifice, friendly interpersonal relationship, ethical communication, reinforcement, ethical decision - making, and ethical organization climate. Conclusion: This study demonstrated behaviors related ethical leadership which will be an enable the ethical leadership training for division head nurses, and can be applied in providing guidelines to enhance the ethical leadership competencies of division head nurses. [ABSTRACT FROM AUTHOR]

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The purpose of this study is aim to research Born Global Firms’ core competitiveness related to internal financial structure and leadership behaviors. As an innovation to traditional international enterprises, the development of Born Global Firms is getting more and more researchers’ attention. However, it is difficult to make an effective evaluation in this area because of lacking empirical methods in the current research situation. This paper will base on the Fuzzy Synthetic Evaluation Model to evaluate the current Born Global Firms’ financial structure and leadership behaviors. There are two first-level evaluation indicators and six second-level evaluation indicators in this model and taking the example of a Chinese Born Global firms to make research. The empirical results prove the effectiveness of this method which is proposed in this paper. [ABSTRACT FROM AUTHOR]

The impact of 'bully bosses' on organizations is well studied and research has established a number of antecedents, correlates, moderators and mediators of workplace bullying and mobbing as well as the impact of the practices on the targets, bystanders, perpetrators and the employing organizations. The current study focuses on rumors and gossip as 'tools' used by perpetrators of workplace bullying and mobbing. This study is important because while researchers have generally agreed that rumors and gossip can contribute to a better understanding of different areas of interest to organizational behaviorists and researchers; the role played by the two social processes (i.e., rumors and gossip) have not been adequately interrogated by scholars or practitioners studying organizations. To address this gap in research, the main objective of the current study was to use collaborative and analytic autoethnography (CAAE) in exploring and presenting qualitative empirical inquiry on the dynamics of workplace bullying as perpetrated by 'bully bosses' and as characterized by rumors and gossip. The findings and extant literature suggests that depending on: contents, functions, and the situational and motivational contexts, perpetrators of bullying and mobbing may use rumors and gossip: 1) for maintenance of oppression and social dominance; 2) as an expression of envy and social undermining; 3) as a weapon to humiliate subordinates by corporate/organizational psychopaths; and/or 4) as a psychological attempt to close or widen the power gap. [ABSTRACT FROM AUTHOR]

This study aimed to examine the effects of leadership behavior and emotional intelligence (EI) on readiness for change and to investigate the moderating effects of organizational commitment on the relationship among leadership behavior, EI, and readiness to change. Data was collected using surveys and Partial least squares structural equations modeling (PLS SEM) was employed. The findings of the study indicated that leadership behavior and EI have significant effects on employees’ readiness for change. More importantly, it confirmed the moderating effect of organizational commitment. This study provides an empirical explanation of the joint effect of some crucial change management determinants. [ABSTRACT FROM AUTHOR]

The aim of this study is to demonstrate the relationship between the leadership styles, organizational performance, and customer satisfaction. The literature about the concepts were applied to a research on the employees and customers of a company in the hazelnut industry. The data was collected with a survey form that was complied from the related literature. The analysis of the data set showed that, the sub dimensions of the leadership behavior as goer attitude, strategic attitude, details focused attitude, and coordinator attitude have statistically significant and positive relationships with each other. Accordingly, goer behavior, strategic behaviors are associated with perceived organizational performance. By contrast, the details focused attitude and coordinator attitude do not have impacts on the perceived organizational performance. On the other hand, the dimensions, coordinator attitude, perceived organizational performance, and customer satisfaction are not significantly associated. [ABSTRACT FROM AUTHOR]