(searched for: Effective Leadership in Organization)
Published: 31 May 2021
International Journal of Advanced Research, Volume 9, pp 1017-1075; https://doi.org/10.21474/ijar01/12938
Leadership is an essential - even defining - part of military institutions. Sincemodern militaries are firmly hierarchal organizations defined by regulations and expectations, the context intricately tends toward transactional leadership. Moreover, the modern American military sees little criticism or externaloversight compared with the past, a circumstance that may lead to the development of deficient or even toxic leadership practices in a substantial minority of situations. On the other hand, the very notion of transformational leadership arose in part from observing the successes of charismatic military leaders such as General Eisenhower. The idea of transformational leadership has risen to the forefront of leadership research in business and the overall organizational context due to certain advantages concerning motivating and empowering followers. However, despite its military roots, it has rarely been applied to the military background in recent research. Transformational leadership has the potential to offer advantages in crucial areas such as job satisfaction, organizational commitment, and desire to stay. However, transactional leadership also provides some benefits. Therefore, this mixed-methods exploratory study seeks to explore the leadership styles that are present in the U.S. military today and their effect on the critical outcome variables of satisfaction, organizational commitment, and desire to stay among the military personnel. Given the high cost of turnover in a context as training-intensive as the military, these are essential outcomes with evident practical importance.
BMC Public Health, Volume 20, pp 1-13; https://doi.org/10.1186/s12889-020-09943-4
Background: Indigenous populations globally are continually striving for better health and wellbeing due to experiencing significant health and social inequities. The social determinants of health are important contributors to health outcomes. Comprehensive primary health care that is governed and delivered by Indigenous people extends beyond the biomedical model of care to address the social determinants of health. Aboriginal Community Controlled Health Organisations (ACCHOs) are known to provide culturally informed, holistic health services that directly and indirectly address the social determinants of health. The range and extent of their activities in addressing the social determinants of health, however, is not well documented. Methods: The most recent ACCHO annual reports were retrieved online or by direct correspondence. For coding consistency, a dictionary informed by the World Health Organization’s Conceptual Framework for Action on the Social Determinants of Health was developed. A document and textual analysis of reports coded ACCHO activities and the determinants of health they addressed, including intermediary determinants, socio-economic position and/or socio-political context. Summary statistics were reported. Representative quotes illustrating the unique nature of ACCHO service provision in addressing the social determinants of health were used to contextualise the quantitative findings. Results: Sixty-seven annual reports were collected between 2017 and 2018. Programs were delivered to population groups across the life span. Fifty three percent of reports identified programs that included work at the socio-political level and all annual reports described working to improve socioeconomic position and intermediary determinants of health through their activities. Culture had a strong presence in program delivery and building social cohesion and social capital emerged as themes. Conclusions: This study provides evidence of the considerable efforts of the ACCHO sector, as a primary health care provider, in addressing the social determinants of health and health inequity experienced by Indigenous communities. For the Aboriginal and Torres Strait Islander population, ACCHOs not only have an essential role in addressing immediate healthcare needs but also invest in driving change in the more entrenched structural determinants of health. These are important actions that are likely to have an accumulative positive effect in closing the gap towards health equity.
Published: 15 April 2022
According to its potential, the Shanghai Cooperation Organization (SCO, Organization) belongs to the largest regional multilateral associations of states. On June 7, 2002, in St. Petersburg, the SCO heads of State, following up on the Declaration on the Establishment of the Shanghai Cooperation Organization adopted earlier in 2001, signed an Agreement on the Regional Anti-Terrorist Structure (RATS). This Agreement fixed the tasks and functions of the RATS, as a permanent body of the Organization, in the status of a fool, to facilitate coordination and interaction of the competent authorities of the Parties in the fight against terrorism, separatism and extremism. In addition to tasks and functions, the Agreement also defined its structure — in the form of the Council of the SCO RATS, the governing body that makes binding decisions, as well as the Executive Committee of the SCO RATS, a permanent working body that carries out daily work to coordinate interaction. To date, the documents prepared by the RATS on anti-terrorist issues are regularly discussed and highly appreciated and approved by the top leadership of the countries at the Council of Heads of State and the Council of Heads of Government of the SCO member States. As a natural result of the daily, almost twenty years of work, the Regional Anti-Terrorist Structure of the Shanghai Cooperation Organization, having passed a unique path of formation that has no effective analogues, began to play and occupy a special significant place in the transnational arena in the system of international regional bodies responsible for combating terrorism, separatism and extremism. At the same time, the current dynamics of the development of the situation in the world indicates the persistence of existing threats and the emergence of new security challenges. New challenges and threats, including those fueled by third-party geopolitical factors for the region, are not always obvious and obvious, and the search for tools and the development of techniques to fend them off remain labor- and resource-intensive. In these conditions, an asymmetric response is required, which will reduce the time and save energy for a response. The reserve of such optimization, in our opinion, is seen in a certain adjustment of the accepted methodology of interaction (methods of organization and construction of activities) The SCO RATS Executive Committee with the competent authorities of the Organization's member States by assigning it a number of new tasks.
Published: 29 February 2016
Journal of Korean Child Care and Education, Volume 12, pp 187-202; https://doi.org/10.14698/jkcce.2016.12.187
Information Systems Management, Volume 32, pp 316-330; https://doi.org/10.1080/10580530.2015.1080001
Today’s IT personnel must possess business and technology competencies to be effective. As such competent IT personnel are in great demand, it becomes a concern for organizations to develop, manage, and retain them in the long run. This study provides a model of IT managers’ leadership as a critical factor in such dynamics. Empirical analysis with a survey of 217 IT professionals showed that an IT manager’s transformational leadership is positively associated with IT personnel’s intention to stay.
Published: 30 September 2007
Journal: Journal of Sport and Leisure Studies
Journal of Sport and Leisure Studies, Volume 30, pp 285-294; https://doi.org/10.51979/kssls.2007.09.30.285
The purpose of this thesis is to choose leaders working in the Sports center now in Busan as a sample group and to analysis the effect of manager`s transformational leadership on the member`s organizational commitment. For this, I made a multiple regression analysis of the vaid 354 datas collected by purposeful sampling method from the chosen sample group with SPSS WIN 11.0 Ver Program. The result are as follows. First, among Sports facility Managers Transformational leadership, charisma and intellectual stimulation has an positive effect on altruism. Second, among sports facility Managers Transformational leadership, individualized consideration has an positive effect and Intellectual stimulation has an negative effect on sportsmanship. Third, among sports facility Managers Transformational leadership, Intellectual stimulation has an positive effect on courtesy. Fourth, among sports facility Managers Transformational leadership, charisma and intellectual stimulation has an positive effect on civic virtue.
Journal of Leadership & Organizational Studies, Volume 19, pp 424-436; https://doi.org/10.1177/1548051812446659
The primary purpose of this study was to examine the impact of an organization’s procedural justice and transformational leadership on employees’ citizenship behaviors and the mediating effect of the transformational leadership in Korean for-profit business firms. A total of 202 cases were collected from one of the three major conglomerates in Korea and a total of 182 responses were used for data analysis after the data screening process. The structural equation modeling approach was mainly used based on the model comparison between the full research model and the controlled model. The results indicate that an organization’s procedural justice positively affects both variables of transformational leadership and employees’ citizenship behaviors whereas the transformational leadership also positively affects employees’ citizenship behaviors. The model comparison based on chi-square differences indicates that transformational leadership plays the role of a partial mediating variable to explain the relationship between the organization’s procedural justice and employees’ citizenship behaviors. Conclusions are presented, followed by limitations and further research recommendations.
Published: 30 June 2022
The Association of Korea Counseling Psychology Education Welfare, Volume 9, pp 47-67; https://doi.org/10.20496/cpew.2022.9.3.47
This study, we investigate the mediation effect of the self-leadership in the relation between military character and the organizational commitment for junior NCOs(Non Commissioned Officers). This research target was 684 junior NCOs in the 00 unit located in Jeonbuk. The data was analyzed by using SPSS 18.0 and mediation effects were verified using structural equation techniques (Muthén & Muthén, 2010). First, as a result of correlation analysis of major variants showed the military character statically significantly and significantly correlated the organization commitment and the self-leadership. Also Self-leadership and organizational immersion appeared statically and significantly. Second, it was found that self-leadership mediates the relationship between military character and organizational commitment. These results mean that military character directly affect and increases theorganization commitment through the self-leadership. Therefore, it is suggested that there is a need for improving the education of the self-leadership and the military character in order to increase the organizational of junior NCOs.
Frontiers in Psychology, Volume 9; https://doi.org/10.3389/fpsyg.2018.01706
Viewing work as a calling has been considered to be beneficial to individuals and organizations. However, research to date has largely focused on the effects of individuals’ own callings on themselves, leaving the effects of one’s calling on others unexplored. Based on research that demonstrates prevalent effects of callings and leader’s influences on followers at work, we assumed that leader calling might have positive effects on followers’ outcomes. Specifically, we hypothesized that the extent to which leaders view their work as a calling have positive influences on followers’ team commitment, leader-rated voice behavior, and job performance. We also examined a mediating effect of transformational leadership on the relations between leader’s calling and the three follower’s outcomes. Using data on 284 leader-follower pairs from the South Korean Air Force, we found that leader’s calling was positively associated with followers’ team commitment, voice behaviors, and job performance. The effects of leader’s calling on follower commitment and voice behavior were partly accounted for by follower perceptions of transformational leadership. However, a mediating role of transformational leadership on the link between leader’s calling and job performance was not supported. The implications of these findings are discussed.
Sociological Perspectives, Volume 26, pp 399-422; https://doi.org/10.2307/1389192
This is a sample study of two chapters of the Korean Automobile and Transport Workers' Union (KATWU), located in the capitol city of Seoul, Korea. The purpose of this study was to ascertain whether the membership of the union had lost their zest for democratic governance within the union organization in light of the government's restrictive control of union activities and the bureaucratization of the organization. Results of the survey reveal that the rank and file of KATWU have been effectively using the procedural guarantees imposed by the government even in the absence of a formalized party system. The rank and file have been active in the election process and by their participation in the internal government of the union, have established control of the leadership structure. Without a true adversarial relationship with management and with the intrusion of government in the affairs of labor and management, it is questionable whether labor leaders can fully exercise the power of force they have behind them. In this sense, accountability is difficult to test. Nevertheless, it is apparent that the rank and file have established a pattern of leadership accountability by retaining control of the leadership structure.
Published: 10 November 2020
International Journal of Current Science Research and Review, Volume 3; https://doi.org/10.47191/ijcsrr/v3-i11-02
In school organizations, principals and teachers have a very important role. This study aims to determine the effect of the principal’s transformational leadership style on teacher job satisfaction. The population in this study was a junior high school teacher in Lampung province, Indonesia. The research sample was determined randomly. Data collection uses questionnaires distributed to teachers. Data were analyzed using normality, homogeneity, simple linear regression and T-test. Based on the results of the analysis, it is known that the transformational leadership style does not affect teacher job satisfaction with a 95% confidence level. Then, based on the results of the T-test, there was no difference in the satisfaction of teacher job between male and female teachers.
Academy of Management Proceedings, Volume 2018; https://doi.org/10.5465/ambpp.2018.17151symposium
Despite their common goals of improving employees' well-being and job performance and overall organizational performance, the leadership and human resource management (HRM) research streams have largely developed independent of one another. In order to bridge the gap between the two streams, a panel of experts will discuss the overlap between leadership and HRM. The panelists will address such issues as how leadership, HR, and organizational culture can affect organizational effective; how leaders can properly implement HR practices; how leadership and HR theory can be developed more closely; and how succession processes can affect leaders in the c-suite. Addressing such issues will be a meaningful step in bridging these two research streams and in more fully understanding how organizations and their leaders can improve the lives of their employees.
Group & Organization Management, Volume 36, pp 223-270; https://doi.org/10.1177/1059601111401017
Although transformational leadership has been studied extensively, the magnitude of the relationship between transformational leadership and follower performance across criterion types and levels of analysis remains unclear. Based on 117 independent samples over 113 primary studies, the current meta-analytic study showed that transformational leadership was positively related to individual-level follower performance across criterion types, with a stronger relationship for contextual performance than for task performance across most study settings. In addition, transformational leadership was positively related to performance at the team and organization levels. Moreover, both meta-analytic regression and relative importance analyses consistently showed that transformational leadership had an augmentation effect over transactional leadership (contingent reward) in predicting individual-level contextual performance and team-level performance. Contrary to our expectation, however, no augmentation effect of transformational leadership over contingent reward was found in predicting individual-level task performance. Instead, contingent reward explained incremental variance in individual-level task performance beyond that explained by transformational leadership.
Journal of Managerial Psychology, Volume 35, pp 513-526; https://doi.org/10.1108/jmp-03-2019-0139
Purpose: The purpose of this study is to investigate the impact of high-performance (HP) human resource (HR) practices on employee job engagement and organizational citizenship behavior (OCB) and the moderating effects of transformational leadership.Design/methodology/approach: A sample of 268 employees from the US and a sample of 288 employees from South Korea (SK) were used for examining the hypotheses.Findings: The results illustrated that high-performance HR practices (HPHRP) significantly predicted employee job engagement and OCB in SK. Transformational leadership was found to moderate the associations of HPHRP with employee job engagement and OCB in SK, while in the US, transformational leadership only moderated the relationship between HPHRP and OCB.Practical implications: Transformational leaders reinforce the quality of the employee–organization relationship and strengthen the impact of HPHRP on employees' positive work-related behaviors.Originality/value: This study contributes to the understanding of employees' organizational behavior as exploring the relationships of HPHRP, transformational leadership, job engagement and OCB.
Critical Care Medicine, Volume 50, pp 37-49; https://doi.org/10.1097/ccm.0000000000005147
Objectives: The Society of Critical Care Medicine convened its Academic Leaders in Critical Care Medicine taskforce on February 22, 2016, during the 45th Critical Care Congress to develop a series of consensus papers with toolkits for advancing critical care organizations in North America. The goal of this article is to propose a framework based on the expert opinions of critical care organization leaders and their responses to a survey, for current and future critical care organizations, and their leadership in the health system to design and implement successful regionalization for critical care in their regions. Data Sources and Study Selection: Members of the workgroup convened monthly via teleconference with the following objectives: to 1) develop and analyze a regionalization survey tool for 23 identified critical care organizations in the United States, 2) assemble relevant medical literature accessed using Medline search, 3) use a consensus of expert opinions to propose the framework, and 4) create groups to write the subsections and assemble the final product. Data Extraction and Synthesis: The most prevalent challenges for regionalization in critical care organizations remain a lack of a strong central authority to regulate and manage the system as well as a lack of necessary infrastructure, as described more than a decade ago. We provide a framework and outline a nontechnical approach that the health system and their critical care medicine leadership can adopt after considering their own structure, complexity, business operations, culture, and the relationships among their individual hospitals. Transforming the current state of regionalization into a coordinated, accountable system requires a critical assessment of administrative and clinical challenges and barriers. Systems thinking, business planning and control, and essential infrastructure development are critical for assisting critical care organizations. Conclusions: Under the value-based paradigm, the goals are operational efficiency and patient outcomes. Health systems that can align strategy and operations to assist the referral hospitals with implementing regionalization will be better positioned to regionalize critical care effectively.
Published: 1 January 2008
Published: 31 October 2021
Journal: Science for Education Today
Science for Education Today, Volume 11, pp 43-56; https://doi.org/10.15293/2658-6762.2105.03
Introduction. The paper presents the research findings of investigating the problem of training healthcare leaders in the management of sustainable development. The purpose of the article is to analyze the international practice of training managers in various industries and to assess the effectiveness of using ‘Process Factory’ in the development of professional competencies related to quality management of healthcare settings. Materials and Methods. The study used general empirical and theoretical research methods, general logical methods and techniques, as well as methods of system analysis, comparison and analogy, and generalization. The key criterion for selecting research papers was focusing on the problems of training healthcare managers in the quality of medical care in the context of sustainable development management. In order to solve this problem, a business game called ‘Quality management of medical care’ based on the ‘Process Factory’ was developed. The empirical data were processed using a standard software package. Results. The authors have identified the following problems in the quality of training healthcare managers: low involvement in the educational process, denial of the best experiences, and an authoritarian management style. At the same time, the research has shown that managers need professional competencies in the field of analysis of multifactor processes, team management, projects, skills to integrate strategic development tasks into the current activities of the organization. The business game developed by the authors is based on the model of training in ‘learning factories’ as the foundation for training in lean manufacturing. Using the business game has led to the following outcomes: the interest of trainees increased by 9 times, involvement in the educational process-by 20 times, mastering skills – by 2 times, performing skills – by 8 times, readiness to apply the obtained skills – by 17 times. Conclusions. The article concludes that the constant implementation of changes in the healthcare system requires non-standard solutions from the leaders. The conducted educational experiment showed that the proposed educational technology makes it possible to model various situations in the learning environment. In the process of conducting a business game, the leader acquires competencies aimed at conflict management, encouragement of personnel, and receiving reliable information about the activities of the healthcare organization.
Productivity Review, Volume 30, pp 171-224; https://doi.org/10.15843/kpapr.30.3.201609.171
Published: 31 October 2019
Journal: Innovation Enterprise Research
Innovation Enterprise Research, Volume 4, pp 47-71; https://doi.org/10.37297/ier.2019.10.4.2.47
시장 개방과 정보통신의 발전에 따른 국내 유통시장의 변화의 특징은 기업 형 유통의 성장과 무점포 판매의 확대이다. 직접판매사원의 고객지향적인 태도는 단일 요소로 형성되는 것이 아니다. 이것은 자신을 스스로 컨트롤하고 문제해결을 위해 노력하는 셀프리더십과 그리고 고객관점에서 고객의 마음을 이해하고 공감하며 자기감정을 조절, 활용할 수 있는 감성지능과 깊은 관련이 있다. 본 연구는 서비스 업종, 특히 직접판매조직 종사원의 셀프리더십과 고객만족을 위한 방법모색을 탐색하는데 목적을 두었다. 따라서 고객서비스 접점 종사자를 대상으로 고객지향성을 높이기 위한 방안으로 셀프리더십과 고객지향성의 영향관계를 증명하고자 하였다. 직접판매조직 종사원을 대상으로 한 본 연구의 실증검증에서, 셀프리더십의 3개 하위변수(행위중심적 전략, 자연보상전략 그리고 건설적 사고전략)는 고객지향성에 미치는 모두 긍정적인 영향을 미치는 것으로 나타났다.
Published: 1 March 2020
Korean Association for Learner-Centered Curriculum and Instruction, Volume 20, pp 401-430; https://doi.org/10.22251/jlcci.2020.20.3.401
Published: 30 August 2021
Korean Academy of Organization and Management, Volume 45, pp 101-125; https://doi.org/10.36459/jom.2021.45.3.101
Published: 28 February 2021
The Korean Journal of Growth and Development, Volume 29, pp 99-107; https://doi.org/10.34284/kjgd.2021.02.29.1.99
The subjects of this study were athletes who participated in the 56th Taebaeksangi Autumn College Football Federation from August 12th to 28th, 2020 as the population. Sampling was performed using the Random Sampling Method, and they were asked to respond to the questionnaire by the Self-Administrated Method and collected on the spot. Through this process, a total of 233 (94.3%) data were used as final analysis data, excluding the data of 17 respondents who did not meet the research purpose due to unscrupulous questionnaire responses among 250 respondents. The data processing is Windows ver. The frequency analysis was conducted using SPSS 21.0 statistical program to verify the validity of the collected data, exploratory factor analysis was conducted using Varimax method among the orthogonal ex-post-school methods, Cronbach"s coefficient was calculated to verify reliability, multiple regression analysis was conducted to verify the effect of self-organization on exercise satisfaction and exercise adherence intention. Correlation analysis was conducted. The statistical significance level was .05. First, the training management factors and the physical management factors of self-management had statistically significant effects on the environmental satisfaction of exercise satisfaction, and the interpersonal management factors of self-management had statistically significant effects on the sports satisfaction of athlete life.,The physical management factor of self-management had a statistically significant effect on the leadership of the leader of the exercise satisfaction factor. Second, the training management factors and the physical management factors of self-management had statistically significant effects on the exercise adherence intention. Third, environmental satisfaction factors of exercise satisfaction and leadership factors of leaders have statistically significant effects on exercise adherence intention. Overall, self-management of college soccer players has a positive effect on exercise satisfaction and exercise adherence intention.
Research in Economics and Management, Volume 6; https://doi.org/10.22158/rem.v6n3p20
There is a growing concern regarding patient safety and high reliability which made more intense with this ongoing pandemic.Aim of this study is to assess the organizational factors affecting the practice of High-Reliability Organization (HRO) Principles as perceived by staff in selected Accident and Emergency Units. Methodology: A hospital based cross-sectional study in three Accident and Emergency care setting, among healthcare staff, conducted using a self-administered questionnaire.Results: Out of the five factors affecting HRO practices as perceived by staff, “Organizational Safety Culture” (Mean-4.27., SD-0.49) has the highest mean value followed by Leadership (Mean: 3.96, SD: 0.44) and Teamwork (Mean: 3.95, SD: 0.5). “Work Environment” (Mean: 3.94, SD: 0.46) has the lowest score. All independent and dependent variables have a significant positive correlation with HRO principles (Correlation is significant at the 0.01 level-1-tailed). Multivariate analysis was carried out to assess the proportion variability of the dependent variable. The linear regression model explains 22% of the variability of the HRO practices (dependent variable) by factors affecting HRO practices (independent variables) if all the factors operate together.The distribution of Coefficients, Standardized B value is 0.29 (significant at the 0.01 level), showing if “Organizational Safety Culture” operates together with the other four independent variables 29% of the variability of the HRO practices (dependent variable) can be explained by Organizational Safety Culture.Conclusion: Organizational safety culture shows significant (< 0.01) effect on determining HRO practices.
Russian Journal of Management, Volume 9; https://doi.org/10.29039/2409-6024-2021-9-2-166-170
The article discloses the author's position on the issues of calculating indicators reflecting the efficiency and intensification of the finances of organizations engaged in large business (corporate finance), which is the most popular among both the population and the state, due to their possession of hypertrophic resource potential, which they need rationally ( effectively) apply in the process of carrying out economic activities, including absolute leadership financial opportunities. It is based on the diversification of corporations' activities, which is a set of operational, investment, financial commercial transactions with corresponding cash receipts (results) and payments (costs), when comparing them with each other, performance indicators are formed that affect their subsequent change (intensification) ... The content of this position includes a toolkit composed of the proposed methods for determining the efficiency indicators and intensification of corporate finance of a direct (direct) and indirect (indirect) nature, which do not contradict the interpretations of both categories established in economic science and fully disclose the mechanism for the formation of interacting results. (net profit) and costs (payments), performance (direct profitability or direct profitability) and cost (indirect profitability or indirect profitability) of cash flows. All of these techniques will help managers heading corporations in accurately assessing efficiency and intensifying finance, including through the harmony of statistical and mathematical calculation postulates that fit into the concept developed by the authors.
Russian Journal of Management, Volume 8; https://doi.org/10.29039/2409-6024-2020-8-4-86-90
Accounting and management information of a corporation in the current economic state of business should be useful for forecasting, planning, regulation, analysis and control, i.e. act as an important link in managerial decision-making. The article contains material that includes the author's development of tools for the formation of a system of indicators intended for an objective assessment of the intensification of corporate finance, which for them, as the main economic entities of large business, is a key factor in competitiveness and leadership in their market segments. This system is built through the interaction of the resulting indicators (changes in the result (profit) and changes in costs (expenses)) with direct and indirect indicators of the efficiency of corporate finance without taking into account (generalized) and taking into account their differentiation (detailed), based on cash receipts and payments, according to controlled (economic processes) and uncontrolled (micro-environment and macro-environment) operating conditions. It is aimed at helping corporations to obtain financial benefits while combining the maximum possible increase in profits and reducing costs (monetary savings) in aggregate and in the context of their individual elements in operational terms through a holistic and organic analysis of the selected resulting and factor indicators that characterize the effectiveness (direct profitability ) and the cost (indirect profitability) of the activities carried out by them in their multidirectional and vast business environment.