Pub Date : 2024-05-04DOI: 10.33844/ijol.2024.60415
Muhammad Soomro, Aneel Kumar, Hira Shaikh, M. Maharvi
This study investigated relational identification as a mediator in the relationship between ethical leadership and followers’ performance. Followers’ performance in the current study has been operationalized as the individual’s ability to be innovative, self -directed, and take personal initiatives. Various dimensions of employees’ performance have largely been studied but these aspects of individuals’ performance have rarely been explored except a few studies. The sample of this study consisted of employees working in various departments of State Life Insurance Corporation of Pakistan. Three hundred and fifty-two (352) properly filled responses were included in this study. Structural equation modeling techniques were applied for mediation analysis. The results showed that ethical leadership has a significant main and indirect effect on followers’ performance. The indirect effects were stronger than direct effects which shows the invaluable contribution of the mediator. Ethical leaders developed a sense of relational identification with their followers and in turn followers’ relational identification with their leaders showed improved performance in the workplace, showing that relational identification integrates like a bridge to the aforementioned relationship. The organizations should provide the environment to followers of ethical leaders in which dyads are likely to develop interpersonal relationships with each other and such bonding will ultimately lead to high performance of followers.
{"title":"Ethical Leadership and Followers’ Performance: The Mediation of Relational Identification","authors":"Muhammad Soomro, Aneel Kumar, Hira Shaikh, M. Maharvi","doi":"10.33844/ijol.2024.60415","DOIUrl":"https://doi.org/10.33844/ijol.2024.60415","url":null,"abstract":"This study investigated relational identification as a mediator in the relationship between ethical leadership and followers’ performance. Followers’ performance in the current study has been operationalized as the individual’s ability to be innovative, self -directed, and take personal initiatives. Various dimensions of employees’ performance have largely been studied but these aspects of individuals’ performance have rarely been explored except a few studies. The sample of this study consisted of employees working in various departments of State Life Insurance Corporation of Pakistan. Three hundred and fifty-two (352) properly filled responses were included in this study. Structural equation modeling techniques were applied for mediation analysis. The results showed that ethical leadership has a significant main and indirect effect on followers’ performance. The indirect effects were stronger than direct effects which shows the invaluable contribution of the mediator. Ethical leaders developed a sense of relational identification with their followers and in turn followers’ relational identification with their leaders showed improved performance in the workplace, showing that relational identification integrates like a bridge to the aforementioned relationship. The organizations should provide the environment to followers of ethical leaders in which dyads are likely to develop interpersonal relationships with each other and such bonding will ultimately lead to high performance of followers.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-05-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141013956","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-02DOI: 10.33844/ijol.2024.60414
Abdurrahim Hocagil
The purpose of this phenomenological study was to explore the lived experiences of global followers within global technology organizations and how they develop their global followership behaviors. The global followership concept differs from followership in domestic contexts due to the complexities of the global environment, such as the intersection of multiplicity, complexity, ambiguity, and flux influence in the context of global business operations. The present study used three research questions: (1) How do global followers at global technology organizations describe their lived experiences that help them develop global followership behaviors? (2) How do global followers describe how global organizational context plays a role in global followership development processes? (3) How does global followers’ national culture shape their global followership behaviors? Purposeful and snowball sampling strategies were used to recruit the seven participants who agreed to participate in the study and give semi-structured interviews. Data analysis revealed four core themes: 1) following effectively, 2) following globally, 3) developing continuously, and 4) managing challenges. The critical importance of the findings such as adjusting cultural norms, staying up to date, and effectively communicating that influence the ability to engage followers in global leadership processes have shown that global followers are equal contributors to global leadership outcomes within global technology organizations. The findings will help future global followers and global leaders to better contribute to co-construction of global leadership processes in their organizations
{"title":"Exploring Global Followership Phenomenon in Global Organizational Context: A Study of Global Followers Within Global Technology Companies","authors":"Abdurrahim Hocagil","doi":"10.33844/ijol.2024.60414","DOIUrl":"https://doi.org/10.33844/ijol.2024.60414","url":null,"abstract":"The purpose of this phenomenological study was to explore the lived experiences of global followers within global technology organizations and how they develop their global followership behaviors. The global followership concept differs from followership in domestic contexts due to the complexities of the global environment, such as the intersection of multiplicity, complexity, ambiguity, and flux influence in the context of global business operations. The present study used three research questions: (1) How do global followers at global technology organizations describe their lived experiences that help them develop global followership behaviors? (2) How do global followers describe how global organizational context plays a role in global followership development processes? (3) How does global followers’ national culture shape their global followership behaviors? Purposeful and snowball sampling strategies were used to recruit the seven participants who agreed to participate in the study and give semi-structured interviews. Data analysis revealed four core themes: 1) following effectively, 2) following globally, 3) developing continuously, and 4) managing challenges. The critical importance of the findings such as adjusting cultural norms, staying up to date, and effectively communicating that influence the ability to engage followers in global leadership processes have shown that global followers are equal contributors to global leadership outcomes within global technology organizations. The findings will help future global followers and global leaders to better contribute to co-construction of global leadership processes in their organizations","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141020533","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-03DOI: 10.33844/ijol.2024.60407
M. Teichert, Richard Pospisil, Daniel Brugger, Marcus Lödige
Project management is in a state of upheaval, with entire workflows and processes having been digitalised or moved to virtual space in a very short space of time in recent years. Projects are now largely managed virtually and from the home office, which has massively increased the importance of (virtual) communication. Among other things, this has abruptly changed the demands on project managers, so that the current situation with all its changes goes far beyond the other "usual difficulties" in everyday project work. This study therefore focusses on the following areas: Structural anchoring of project management in companies, Procurement of personnel for project implementation and support, Requirements for future competencies of project managers
{"title":"Project Management of the Future: Working on Projects in the Current Field of Tension of Change","authors":"M. Teichert, Richard Pospisil, Daniel Brugger, Marcus Lödige","doi":"10.33844/ijol.2024.60407","DOIUrl":"https://doi.org/10.33844/ijol.2024.60407","url":null,"abstract":"Project management is in a state of upheaval, with entire workflows and processes having been digitalised or moved to virtual space in a very short space of time in recent years. Projects are now largely managed virtually and from the home office, which has massively increased the importance of (virtual) communication. Among other things, this has abruptly changed the demands on project managers, so that the current situation with all its changes goes far beyond the other \"usual difficulties\" in everyday project work. This study therefore focusses on the following areas: Structural anchoring of project management in companies, Procurement of personnel for project implementation and support, Requirements for future competencies of project managers","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-03-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140267291","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-01DOI: 10.33844/ijol.2024.60399
Mensah Marfo, Abiel Armah, E. Ofei, Linda Adadevoh, Carl Reindoph
The COVID-19 pandemic has caused massive economic shocks, hurting companies and disrupting global production and consumption of markets, organizations, and commodities. This study investigates the effect of government intervention and transformational leadership on the relationship between COVID-19 containment measures and the performance of SMEs in Ghana's beverage manufacturing sector. Employing exploratory and cross-sectional design, we gathered empirical data using a quantitative research method. Participants completed research questionnaires independently, without any assistance from researchers, to provide data for the study. The questionnaires were self-administered. The data was collected from 100 SMEs, each with 500 leaders, owners, or CEOs. A structural equation model was used to analyze the data. The results showed that COVID-19 containment measures positively influenced SMEs' beverage businesses and transformational leadership. Results showed that transformational leadership significantly impacted the performance of SME beverage firms. The finding also indicated that government interventions significantly influenced the performance of SME beverage firms. The results showed that the performance of SME beverage firms and COVID-19 containment measures were mediated by transformational leadership style. However, government interventions have had a positive effect but did not moderate COVID-19 containment measures and the performance of SME beverage firms. The study contributes to the body of knowledge in the literature by establishing empirical evidence about how COVID-19 containment measures affect the performance of beverage manufacturing SMEs through the moderating effect of government intervention and the mediating effect of transformational leadership as
{"title":"Do Government Interventions and Transformational Leadership Matter? A Moderation-Mediation Analysis of SME Performance During COVID-19 in Ghana","authors":"Mensah Marfo, Abiel Armah, E. Ofei, Linda Adadevoh, Carl Reindoph","doi":"10.33844/ijol.2024.60399","DOIUrl":"https://doi.org/10.33844/ijol.2024.60399","url":null,"abstract":"The COVID-19 pandemic has caused massive economic shocks, hurting companies and disrupting global production and consumption of markets, organizations, and commodities. This study investigates the effect of government intervention and transformational leadership on the relationship between COVID-19 containment measures and the performance of SMEs in Ghana's beverage manufacturing sector. Employing exploratory and cross-sectional design, we gathered empirical data using a quantitative research method. Participants completed research questionnaires independently, without any assistance from researchers, to provide data for the study. The questionnaires were self-administered. The data was collected from 100 SMEs, each with 500 leaders, owners, or CEOs. A structural equation model was used to analyze the data. The results showed that COVID-19 containment measures positively influenced SMEs' beverage businesses and transformational leadership. Results showed that transformational leadership significantly impacted the performance of SME beverage firms. The finding also indicated that government interventions significantly influenced the performance of SME beverage firms. The results showed that the performance of SME beverage firms and COVID-19 containment measures were mediated by transformational leadership style. However, government interventions have had a positive effect but did not moderate COVID-19 containment measures and the performance of SME beverage firms. The study contributes to the body of knowledge in the literature by establishing empirical evidence about how COVID-19 containment measures affect the performance of beverage manufacturing SMEs through the moderating effect of government intervention and the mediating effect of transformational leadership as","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140084871","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-01DOI: 10.33844/ijol.2024.60397
Nihan Yavuz Aksakal, Ebru Ulucan
Over time, the increasing modernization of enterprises and the coexistence of different generations in business life have changed perceptions about leadership as well as management and managerial issues. As a result, the characteristics that a successful leader should have on have also developed. The aim of this study is to determine the characteristics that a leader should have from the perspectives of Generation Z and to reveal their differences from the traditional leadership approach. For this purpose, 183 participants of Generation Z over the age of 18 were interviewed and asked to indicate the characteristics they expect in a leader. As a result of the content analysis made by coding the answers received, the leader characteristics that the participants considered important were determined. Accordingly, it has become clear that the characteristics of foresight, management ability, ability to take responsibility of mistakes, caring about privacy, awareness, fairness, being able to act like a teammate, having digital skills, being able to discover talents, emotional intelligence, and strong communication skills should exist primarily in a leader for generation Z. Considering that generation Z is gradually participating in business life, revealing the changes in leadership skills in this direction reflects the importance of the study.
随着时间的推移，企业现代化程度的不断提高以及商业生活中不同时代的共存，改变了人们对领导以及管理和经营问题的看法。因此，成功的领导者应具备的特征也随之发生了变化。本研究旨在从 Z 世代的角度确定领导者应具备的特征，并揭示这些特征与传统领导方法的不同之处。为此，研究人员对 183 名 18 岁以上的 Z 世代参与者进行了访谈，并要求他们指出他们所期望的领导者特征。通过对收到的答案进行编码内容分析，确定了参与者认为重要的领导者特征。据此，Z 世代的领导者应主要具备以下特征：有远见、有管理能力、能承担错误、关心隐私、有觉悟、公平、能像队友一样行动、有数字技能、能发掘人才、情商高、沟通能力强。考虑到 Z 世代正逐渐参与到商业生活中，揭示领导技能在这一方向上的变化体现了研究的重要性。
{"title":"Revealing the Leadership Characteristics of the Modern Age: Generation-Z Perspective","authors":"Nihan Yavuz Aksakal, Ebru Ulucan","doi":"10.33844/ijol.2024.60397","DOIUrl":"https://doi.org/10.33844/ijol.2024.60397","url":null,"abstract":"Over time, the increasing modernization of enterprises and the coexistence of different generations in business life have changed perceptions about leadership as well as management and managerial issues. As a result, the characteristics that a successful leader should have on have also developed. The aim of this study is to determine the characteristics that a leader should have from the perspectives of Generation Z and to reveal their differences from the traditional leadership approach. For this purpose, 183 participants of Generation Z over the age of 18 were interviewed and asked to indicate the characteristics they expect in a leader. As a result of the content analysis made by coding the answers received, the leader characteristics that the participants considered important were determined. Accordingly, it has become clear that the characteristics of foresight, management ability, ability to take responsibility of mistakes, caring about privacy, awareness, fairness, being able to act like a teammate, having digital skills, being able to discover talents, emotional intelligence, and strong communication skills should exist primarily in a leader for generation Z. Considering that generation Z is gradually participating in business life, revealing the changes in leadership skills in this direction reflects the importance of the study.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140086101","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-01DOI: 10.33844/ijol.2024.60404
Adel Alshammari
Based on the importance of faculty morale and its impact on various variables such as performance index, job satisfaction, and the teaching and learning environment, this study aimed to investigate the influence of academic leadership in enhancing the morale of faculty members at the University of Hafr Al-Batin in Saudi Arabia from their own perspective. The study also aimed to identify the obstacles hindering morale improvement and determine the most effective ways to enhance it. Additionally, the study examined the impact of two variables, namely academic rank, and gender, on the sample's responses. The descriptive-analytical method was used, employing a questionnaire composed of 39 items distributed across three dimensions: the impact of academic leaders in enhancing morale, obstacles to enhancing morale, and ways to enhance morale. The questionnaire was administered to a sample of 272 faculty members at the university. The study concluded that the influence of academic leaders in enhancing faculty members' morale was moderate, while the obstacles to enhancing morale were perceived as high. The sample also agreed on the ways to enhance morale with a high. The study did not reveal statistically significant differences in the areas of study based on the variables of academic rank and gender. Overall, this research contributes valuable insights to the ongoing discourse on effective leadership practices in academia, suggesting avenues for further investigation and improvement in higher education institutions.
{"title":"Impact of Academic Leaders in Enhancing Faculty Morale: A Comprehensive Analysis at the University of Hafr Al-Batin, Saudi Arabia","authors":"Adel Alshammari","doi":"10.33844/ijol.2024.60404","DOIUrl":"https://doi.org/10.33844/ijol.2024.60404","url":null,"abstract":"Based on the importance of faculty morale and its impact on various variables such as performance index, job satisfaction, and the teaching and learning environment, this study aimed to investigate the influence of academic leadership in enhancing the morale of faculty members at the University of Hafr Al-Batin in Saudi Arabia from their own perspective. The study also aimed to identify the obstacles hindering morale improvement and determine the most effective ways to enhance it. Additionally, the study examined the impact of two variables, namely academic rank, and gender, on the sample's responses. The descriptive-analytical method was used, employing a questionnaire composed of 39 items distributed across three dimensions: the impact of academic leaders in enhancing morale, obstacles to enhancing morale, and ways to enhance morale. The questionnaire was administered to a sample of 272 faculty members at the university. The study concluded that the influence of academic leaders in enhancing faculty members' morale was moderate, while the obstacles to enhancing morale were perceived as high. The sample also agreed on the ways to enhance morale with a high. The study did not reveal statistically significant differences in the areas of study based on the variables of academic rank and gender. Overall, this research contributes valuable insights to the ongoing discourse on effective leadership practices in academia, suggesting avenues for further investigation and improvement in higher education institutions.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140089166","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-01DOI: 10.33844/ijol.2024.60398
Jaehong Joo, Rachel Ju, Ji Hoon Song
{"title":"Which Leadership Styles Matter to Subordinates’ Knowledge Behavior? Focusing on the Occupational Self-Efficacy and Self-Regulatory Focus","authors":"Jaehong Joo, Rachel Ju, Ji Hoon Song","doi":"10.33844/ijol.2024.60398","DOIUrl":"https://doi.org/10.33844/ijol.2024.60398","url":null,"abstract":"","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140090162","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-01DOI: 10.33844/ijol.2024.60400
Mohammed Dahlan, Rosmini Omar, Suzilawati Kamarudin
Toxic leadership in education presents a grave problem that profoundly impacts employee performance. Teachers and staff subjected to toxic leadership often experience stress, burnout, and reduced job satisfaction. The present study investigates the multifaceted impact of toxic leadership on employee engagement, loyalty, satisfaction, and performance in higher educational settings in Saudi Arabia. A cross-sectional approach was applied to collect data from 405 academic and non-academic employees working in higher educational institutions in Jeddah, Saudi Arabia. The Structural Equation Modelling (SEM) technique via SmartPLS software was applied to test the direct and indirect hypothetical relationship between the key constructs. We found toxic leadership directly influences employee engagement, loyalty, satisfaction, and performance. Thus, employee loyalty and satisfaction directly influence employee performance, surprisingly, we found that employee engagement insignificantly impacts employee performance. Further, the present study explored the mediating role of employee loyalty and satisfaction between toxic leadership and employee performance, where employee engagement does not mediate the relationship between toxic leadership and employee performance. By shedding light on the complex relationship between toxic leadership and employee performance in educational institutions, this study offers insights for educational administration, policymakers, and The Ministry of Education to recognize the importance of fostering positive leadership practices within educational institutions.
{"title":"Influence of Toxic Leadership Behaviour on Employee Performance in Higher Educational Institutions in Saudi Arabia","authors":"Mohammed Dahlan, Rosmini Omar, Suzilawati Kamarudin","doi":"10.33844/ijol.2024.60400","DOIUrl":"https://doi.org/10.33844/ijol.2024.60400","url":null,"abstract":"Toxic leadership in education presents a grave problem that profoundly impacts employee performance. Teachers and staff subjected to toxic leadership often experience stress, burnout, and reduced job satisfaction. The present study investigates the multifaceted impact of toxic leadership on employee engagement, loyalty, satisfaction, and performance in higher educational settings in Saudi Arabia. A cross-sectional approach was applied to collect data from 405 academic and non-academic employees working in higher educational institutions in Jeddah, Saudi Arabia. The Structural Equation Modelling (SEM) technique via SmartPLS software was applied to test the direct and indirect hypothetical relationship between the key constructs. We found toxic leadership directly influences employee engagement, loyalty, satisfaction, and performance. Thus, employee loyalty and satisfaction directly influence employee performance, surprisingly, we found that employee engagement insignificantly impacts employee performance. Further, the present study explored the mediating role of employee loyalty and satisfaction between toxic leadership and employee performance, where employee engagement does not mediate the relationship between toxic leadership and employee performance. By shedding light on the complex relationship between toxic leadership and employee performance in educational institutions, this study offers insights for educational administration, policymakers, and The Ministry of Education to recognize the importance of fostering positive leadership practices within educational institutions.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140091351","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-01DOI: 10.33844/ijol.2024.60396
Engin Karafakioglu, Mine Afacan Fındıklı
In parallel with the developments in information and communication technologies, the concept of digital leadership has emerged with the impact of current approaches such as Industry 4.0 and Society 5.0. Digital leadership is a phenomenal type of leadership that manifests itself in organizations in the dimensions of managing technological processes, innovation, and change. Technological processes make change and innovation inevitable for individuals and societies, which has encouraged innovative behavior, creativity, and agility. This study aims to determine the extent to which the mediating effect of work engagement on the dimension of digital leadership and innovative behavior will be reflected in organizational agility. In this context, questionnaire forms were prepared and sent to 494 people. The data obtained were analyzed and evaluated by using Structural Equation Modelling in IBM SPSS and IBM AMOS programs. As a result of the analysis, the partial mediation effect of work engagement on the effect of digital leadership on organizational agility was determined. The partial mediating effect of work engagement on the effect of innovative behavior on organizational agility was determined. In the modeling in which digital leadership and innovative behavior take place in the organization simultaneously, full mediation for digital leadership and partial mediation for innovative behavior were determined. The result obtained reveals the dominance of digital leadership. It is thought that this result can be explained in line with the Social Information Processing Theory and Role Theory.
随着信息和通信技术的发展，数字化领导力的概念在当前工业 4.0 和社会 5.0 等方法的影响下应运而生。数字化领导力是一种现象级领导力，在组织中表现为管理技术流程、创新和变革等方面。技术进程使个人和社会不可避免地要进行变革和创新，这鼓励了创新行为、创造力和敏捷性。本研究旨在确定工作投入对数字化领导力和创新行为维度的中介效应在多大程度上会反映在组织敏捷性上。为此，研究人员编制了调查问卷，并将其发送给 494 人。利用 IBM SPSS 和 IBM AMOS 程序中的结构方程模型对所获得的数据进行了分析和评估。分析结果表明，工作投入对数字化领导力对组织敏捷性的影响具有部分中介效应。确定了工作投入对创新行为对组织敏捷性影响的部分中介效应。在数字化领导力和创新行为同时发生的模型中，确定了数字化领导力的完全中介效应和创新行为的部分中介效应。结果显示，数字化领导力占主导地位。我们认为这一结果可以用社会信息处理理论和角色理论来解释。
{"title":"The Mediating Role of Work Engagement in the Relationship Between Digital Leadership and Innovative Behavior and Organizational Agility","authors":"Engin Karafakioglu, Mine Afacan Fındıklı","doi":"10.33844/ijol.2024.60396","DOIUrl":"https://doi.org/10.33844/ijol.2024.60396","url":null,"abstract":"In parallel with the developments in information and communication technologies, the concept of digital leadership has emerged with the impact of current approaches such as Industry 4.0 and Society 5.0. Digital leadership is a phenomenal type of leadership that manifests itself in organizations in the dimensions of managing technological processes, innovation, and change. Technological processes make change and innovation inevitable for individuals and societies, which has encouraged innovative behavior, creativity, and agility. This study aims to determine the extent to which the mediating effect of work engagement on the dimension of digital leadership and innovative behavior will be reflected in organizational agility. In this context, questionnaire forms were prepared and sent to 494 people. The data obtained were analyzed and evaluated by using Structural Equation Modelling in IBM SPSS and IBM AMOS programs. As a result of the analysis, the partial mediation effect of work engagement on the effect of digital leadership on organizational agility was determined. The partial mediating effect of work engagement on the effect of innovative behavior on organizational agility was determined. In the modeling in which digital leadership and innovative behavior take place in the organization simultaneously, full mediation for digital leadership and partial mediation for innovative behavior were determined. The result obtained reveals the dominance of digital leadership. It is thought that this result can be explained in line with the Social Information Processing Theory and Role Theory.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140091465","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-01DOI: 10.33844/ijol.2024.60401
Elena Voitenko, Oksana Zazymko, Serhii Myronets, Viktoriia Staryk, Kateryna Kushnirenko
Professional well-being is considered an integrated state that is formed in connection with the extent to which individual needs are realized in professional activity, taking into account individual values and meanings. The purpose of this study is to determine the nature of the relationship between an individual's needs, values, and professional well-being, and, in particular, to empirically test the mediating role of personal values in the relationship between an individual's needs and his professional well-being. A cross-sectional method was applied using Need Satisfaction Questionnaire (NSQ), Job Satisfaction Scale (JSS), and Human Values Scale (NSS). The participants of the survey were 132 teachers at higher schools in Ukraine. Statistical analysis included multiple linear regression, correlation analysis, and variance analysis. Realization of needs and values in professional activity are important components of the professional well-being of an individual, which provide the mechanism of its formation. It was found that the level of satisfaction of actual needs in the professional context is significantly correlated with professional well-being. Values explain part of the variance in the relationship between need satisfaction and occupational well-being. When the level of professional well-being decreases, the value-semantic system of the individual is a mediating link that strengthens the motivation to change and a buffer system that contributes to the preservation of well-being in the case of a slight inconsistency between the real and the desired in the professional sphere.
{"title":"The Mediating Role of Values in the Relationship Between Needs and Professional Well-Being of University Academic Staff","authors":"Elena Voitenko, Oksana Zazymko, Serhii Myronets, Viktoriia Staryk, Kateryna Kushnirenko","doi":"10.33844/ijol.2024.60401","DOIUrl":"https://doi.org/10.33844/ijol.2024.60401","url":null,"abstract":"Professional well-being is considered an integrated state that is formed in connection with the extent to which individual needs are realized in professional activity, taking into account individual values and meanings. The purpose of this study is to determine the nature of the relationship between an individual's needs, values, and professional well-being, and, in particular, to empirically test the mediating role of personal values in the relationship between an individual's needs and his professional well-being. A cross-sectional method was applied using Need Satisfaction Questionnaire (NSQ), Job Satisfaction Scale (JSS), and Human Values Scale (NSS). The participants of the survey were 132 teachers at higher schools in Ukraine. Statistical analysis included multiple linear regression, correlation analysis, and variance analysis. Realization of needs and values in professional activity are important components of the professional well-being of an individual, which provide the mechanism of its formation. It was found that the level of satisfaction of actual needs in the professional context is significantly correlated with professional well-being. Values explain part of the variance in the relationship between need satisfaction and occupational well-being. When the level of professional well-being decreases, the value-semantic system of the individual is a mediating link that strengthens the motivation to change and a buffer system that contributes to the preservation of well-being in the case of a slight inconsistency between the real and the desired in the professional sphere.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2024-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140091535","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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