Pub Date : 2022-12-19DOI: 10.33844/ijol.2022.60344
Miriam Abdelwahid, H. Kaoud
Women's entrepreneurship is still a topic of interest on a global scale. According to studies by many scholars, the rate of female entrepreneurship activities and initiatives is considerably lower than those of men, especially in countries experiencing high gender inequality. The predominance of cultural practices exacerbating favoritism towards men is a major contributor to gender inequality in developing countries. Women become entrepreneurs for two reasons: out of choice or need. Despite the fact that women's participation in the workforce today reflects clear improvement, some studies found that women still have difficulty advancing their careers and, in particular, finding role models for effective managerial leadership. The purpose of this study is to explore factors affecting Egyptian women entrepreneurs’ success. This work is exploratory, as it follows a qualitative approach. The authors conducted eleven in-depth interviews with Egyptian women entrepreneurs from different sectors. The suggested conceptual framework presents several factors that affect the success of women entrepreneurs in Egypt, with different levels: personal factors (entrepreneurial mindset: opportunity recognition and attributes of leadership: motivation and passion, team builder), social support factors (friends & family support and family background and attitudinal drivers) and environmental factors (the use of social media and technology, the integration of sustainable environmental aspects into business strategy and the Egyptian entrepreneurial ecosystem). This study serves as a foundation for further research, analysis, and discussion of the interwind subjects of women, entrepreneurship, and leadership.
{"title":"Factors Affecting the Success of Women Entrepreneurs in Egypt","authors":"Miriam Abdelwahid, H. Kaoud","doi":"10.33844/ijol.2022.60344","DOIUrl":"https://doi.org/10.33844/ijol.2022.60344","url":null,"abstract":"Women's entrepreneurship is still a topic of interest on a global scale. According to studies by many scholars, the rate of female entrepreneurship activities and initiatives is considerably lower than those of men, especially in countries experiencing high gender inequality. The predominance of cultural practices exacerbating favoritism towards men is a major contributor to gender inequality in developing countries. Women become entrepreneurs for two reasons: out of choice or need. Despite the fact that women's participation in the workforce today reflects clear improvement, some studies found that women still have difficulty advancing their careers and, in particular, finding role models for effective managerial leadership. The purpose of this study is to explore factors affecting Egyptian women entrepreneurs’ success. This work is exploratory, as it follows a qualitative approach. The authors conducted eleven in-depth interviews with Egyptian women entrepreneurs from different sectors. The suggested conceptual framework presents several factors that affect the success of women entrepreneurs in Egypt, with different levels: personal factors (entrepreneurial mindset: opportunity recognition and attributes of leadership: motivation and passion, team builder), social support factors (friends & family support and family background and attitudinal drivers) and environmental factors (the use of social media and technology, the integration of sustainable environmental aspects into business strategy and the Egyptian entrepreneurial ecosystem). This study serves as a foundation for further research, analysis, and discussion of the interwind subjects of women, entrepreneurship, and leadership.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81143976","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 : 2022-12-18DOI: 10.33844/ijol.2022.60343
Christina Morfaki, Alexandra Morfaki
Fundamental worldwide economic, socio-demographic, and regulatory shifts are largely responsible for the spike in interest in the topic of Diversity and Inclusion (D&I) in the workplace. Existing research indicates that the focus on workforce diversity and inclusion has attained worldwide currency among HR managers and organizational leaders. However, its enactment remains challenging, partly as its conceptual operationalization is plagued by national, cultural, institutional, and interpersonal barriers. Moreover, there appears to be a gap between the rhetoric of D&I and the idiosyncrasies of its implementation. This gap should be bridged to foster D&I and embed it in the organizational system. To achieve this, we argue that organizations are expected to foster the development of diverse communities of practice; these communities could reshape corporate policies and practices, promote meaningful interactions, serve to develop a shared identity that will challenge entrenched beliefs, and create new artifacts and working cultures. The latter could lead to a restructure of current organizational structures and a reformation of tokenistic joint missions and values. This critical review will assess and highlight recent advancements in the D&I management literature while presenting a broader perspective on the practices at the heart of the field. The conclusion of the study considers potential future avenues for D&I management research and practice.
{"title":"Managing Workforce Diversity and Inclusion: A Critical Review and Future Directions","authors":"Christina Morfaki, Alexandra Morfaki","doi":"10.33844/ijol.2022.60343","DOIUrl":"https://doi.org/10.33844/ijol.2022.60343","url":null,"abstract":"Fundamental worldwide economic, socio-demographic, and regulatory shifts are largely responsible for the spike in interest in the topic of Diversity and Inclusion (D&I) in the workplace. Existing research indicates that the focus on workforce diversity and inclusion has attained worldwide currency among HR managers and organizational leaders. However, its enactment remains challenging, partly as its conceptual operationalization is plagued by national, cultural, institutional, and interpersonal barriers. Moreover, there appears to be a gap between the rhetoric of D&I and the idiosyncrasies of its implementation. This gap should be bridged to foster D&I and embed it in the organizational system. To achieve this, we argue that organizations are expected to foster the development of diverse communities of practice; these communities could reshape corporate policies and practices, promote meaningful interactions, serve to develop a shared identity that will challenge entrenched beliefs, and create new artifacts and working cultures. The latter could lead to a restructure of current organizational structures and a reformation of tokenistic joint missions and values. This critical review will assess and highlight recent advancements in the D&I management literature while presenting a broader perspective on the practices at the heart of the field. The conclusion of the study considers potential future avenues for D&I management research and practice.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78019213","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 : 2022-12-12DOI: 10.33844/ijol.2022.60342
Onur Oktaysoy, Ethem Topcuoglu, Erdogan Kaygin
years, the speed of digitalisation in nearly all fields has led organizations to actively use digital tools, practice working methods that are compatible with daily requirements, and adjust themselves to the process compositionally. The concept of digital leadership can be defined as the result of this necessity. Digital leaders focus on basic dynamics of the present world, can achieve digital transformation, and equate learning culture and the structure of an organization with digital standards. In this respect, to measure digital leadership understanding in Turkey, the present study adapted the scale, developed by Zeike et al. (2019) to Turkish and analyzed its reliability and validity. In the study, the first test was conducted with 135 teachers working in Kars, while the second test was conducted with 334 academicians. The adaptation of the scale into Turkish was achieved in the research by making the analyses of normality, correlation, and exploratory factor analysis through the SPSS program and by making confirmatory factor analyses through the AMOS program. The reliability and validity of the scale obtained were achieved by gathering it under a single dimension.
{"title":"A Study on Digital Leadership Scale Adaptation","authors":"Onur Oktaysoy, Ethem Topcuoglu, Erdogan Kaygin","doi":"10.33844/ijol.2022.60342","DOIUrl":"https://doi.org/10.33844/ijol.2022.60342","url":null,"abstract":"years, the speed of digitalisation in nearly all fields has led organizations to actively use digital tools, practice working methods that are compatible with daily requirements, and adjust themselves to the process compositionally. The concept of digital leadership can be defined as the result of this necessity. Digital leaders focus on basic dynamics of the present world, can achieve digital transformation, and equate learning culture and the structure of an organization with digital standards. In this respect, to measure digital leadership understanding in Turkey, the present study adapted the scale, developed by Zeike et al. (2019) to Turkish and analyzed its reliability and validity. In the study, the first test was conducted with 135 teachers working in Kars, while the second test was conducted with 334 academicians. The adaptation of the scale into Turkish was achieved in the research by making the analyses of normality, correlation, and exploratory factor analysis through the SPSS program and by making confirmatory factor analyses through the AMOS program. The reliability and validity of the scale obtained were achieved by gathering it under a single dimension.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90043743","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 : 2022-12-10DOI: 10.33844/ijol.2022.60341
H. Amiri, F. Rahimi, A. Biranvand
This study investigated the effect of trust, motivation, and reward on the willingness to share knowledge on social networks by the Shiraz University of Medical Sciences (SUMS) staff. The instrument of the present study was a researcher-made questionnaire in which formal-content validity was confirmed, and its reliability, according to Cranach's alpha coefficient, was equal to .90. The study's statistical population was 27506, including employees and faculty members, according to the Krejcie and Morgan table, the sample size was 379. The results showed that the importance of knowledge sharing among employees and commitment to the university were two effective components of intrinsic motivation. Support of university administrators for knowledge sharing and improving the status of social pages (38.8%) through knowledge sharing were two effective components of external motivation for employee knowledge sharing in social networks. "Fear of employees being replaced" and "fear of losing a job" were two negative and very weak components of the trust variable on knowledge sharing. "Financial incentives" and "job promotion" were among the influential components of the reward variable, which "greatly" affected the sharing of knowledge in social networks. Paying more attention to evaluating the performance of employees and financial rewards by managers can be effective in sharing knowledge and motivation .
{"title":"Investigating the Effect of Trust, Motivation, and Reward on the Desire to Share Knowledge through Social Networks by Shiraz University of Medical Sciences Staff","authors":"H. Amiri, F. Rahimi, A. Biranvand","doi":"10.33844/ijol.2022.60341","DOIUrl":"https://doi.org/10.33844/ijol.2022.60341","url":null,"abstract":"This study investigated the effect of trust, motivation, and reward on the willingness to share knowledge on social networks by the Shiraz University of Medical Sciences (SUMS) staff. The instrument of the present study was a researcher-made questionnaire in which formal-content validity was confirmed, and its reliability, according to Cranach's alpha coefficient, was equal to .90. The study's statistical population was 27506, including employees and faculty members, according to the Krejcie and Morgan table, the sample size was 379. The results showed that the importance of knowledge sharing among employees and commitment to the university were two effective components of intrinsic motivation. Support of university administrators for knowledge sharing and improving the status of social pages (38.8%) through knowledge sharing were two effective components of external motivation for employee knowledge sharing in social networks. \"Fear of employees being replaced\" and \"fear of losing a job\" were two negative and very weak components of the trust variable on knowledge sharing. \"Financial incentives\" and \"job promotion\" were among the influential components of the reward variable, which \"greatly\" affected the sharing of knowledge in social networks. Paying more attention to evaluating the performance of employees and financial rewards by managers can be effective in sharing knowledge and motivation .","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-12-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87316386","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 : 2022-12-01DOI: 10.33844/ijol.2022.60340
Abel Desta, W. Tadesse, W. Mulusew
This paper examined the effect of the selected aspects of human capital management on employee job performance and the mediating role of employee engagement. Likewise, this study tested the moderation role of perceived organizational support on the HCM-employee performance link. The research sample is the responses of 426 participants from twelve banking organizations operating in Addis Ababa, Ethiopia, utilizing the social exchange theory and the theory of the resource-based view. This paper is structured quantitatively, with stratified and simple random sampling techniques. The research model analysis method applies structural equation modeling with AMOS to test the hypothesized relationships. The results showed that the Human Capital Management (HCM) practices, namely knowledge accessibility, learning capacity, workforce optimization, leadership practice, and career advancement, positively related to employee job performance. Moreover, the bias-corrected bootstrapping iteration revealed that employee engagement partially mediates this relationship between aspects of human capital management and employee job performance. The findings also show that perceived organizational support positively moderates the association between knowledge accessibility, learning capacity, leadership practice, career advancement, and employee job performance. Conversely, it has an insignificant moderation effect on the association between workforce optimization and employee job performance. Finally, the limitations and future research implications are discussed.
{"title":"Examining the Relationship between Aspects of Human Capital Management and Employee Job Performance: Mediating Role of Employee Engagement and Moderating Role of Perceived Organizational Support","authors":"Abel Desta, W. Tadesse, W. Mulusew","doi":"10.33844/ijol.2022.60340","DOIUrl":"https://doi.org/10.33844/ijol.2022.60340","url":null,"abstract":"This paper examined the effect of the selected aspects of human capital management on employee job performance and the mediating role of employee engagement. Likewise, this study tested the moderation role of perceived organizational support on the HCM-employee performance link. The research sample is the responses of 426 participants from twelve banking organizations operating in Addis Ababa, Ethiopia, utilizing the social exchange theory and the theory of the resource-based view. This paper is structured quantitatively, with stratified and simple random sampling techniques. The research model analysis method applies structural equation modeling with AMOS to test the hypothesized relationships. The results showed that the Human Capital Management (HCM) practices, namely knowledge accessibility, learning capacity, workforce optimization, leadership practice, and career advancement, positively related to employee job performance. Moreover, the bias-corrected bootstrapping iteration revealed that employee engagement partially mediates this relationship between aspects of human capital management and employee job performance. The findings also show that perceived organizational support positively moderates the association between knowledge accessibility, learning capacity, leadership practice, career advancement, and employee job performance. Conversely, it has an insignificant moderation effect on the association between workforce optimization and employee job performance. Finally, the limitations and future research implications are discussed.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83631148","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 : 2022-11-27DOI: 10.33844/ijol.2022.60338
E. Balcı, Salih Ti̇ryaki̇, Melissa Karakus
The advancements in the field of communication concurrently transpire throughout the evolution of the Internet and its accompanying tools. A free communication opportunity over the internet platform has resulted in the involvement of a sizable people mass in this digital environment. Individuals also pose variations in communication styles since Web 2.0 technology promotes interpersonal connection and communication. Such variations have resulted in modification and deformation in the Two-Stage Flow Theory, which is among the traditional communication models. According to the conventional definition, opinion leaders have the force to potentially influence society with their respective approaches and responses to various events and cases. They have revived alongside the changing media contexts. The transition in these platforms proceeds beyond the change in technology since they facilitate a significant portion of social change. Nowadays, opinion leaders appeal to eventuate social change since they have the potential to convey to a sizable mass of internet users. The vast majority of internet users are influenced by the attitudes and accessions of new opinion leaders while making decisions on their social life, political issues, products, and personal investments. On the one hand, people, groups, companies, and political structures that are aware of the indulgent aspects of the opinion leaders try to persuade them; on the other hand, these entities seek to generate their opinion leaders and forge a follower mass for them. The purpose of the study was to assess the concept of an opinion leader introduced by the Two-Stage Flow Theory and the new context in which it has emerged in light of the elaboration of modern communication technology. The study findings revealed that the Internet and its accompanying tools differed the recent opinion leaders from traditional ones; however, the most critical pillar of this differentiation was digital domains where opinion leaders appeal to large masses composed of different layers.
{"title":"Exploring the Transformation of Opinion Leaders from a Traditional to a Digital Mindset","authors":"E. Balcı, Salih Ti̇ryaki̇, Melissa Karakus","doi":"10.33844/ijol.2022.60338","DOIUrl":"https://doi.org/10.33844/ijol.2022.60338","url":null,"abstract":"The advancements in the field of communication concurrently transpire throughout the evolution of the Internet and its accompanying tools. A free communication opportunity over the internet platform has resulted in the involvement of a sizable people mass in this digital environment. Individuals also pose variations in communication styles since Web 2.0 technology promotes interpersonal connection and communication. Such variations have resulted in modification and deformation in the Two-Stage Flow Theory, which is among the traditional communication models. According to the conventional definition, opinion leaders have the force to potentially influence society with their respective approaches and responses to various events and cases. They have revived alongside the changing media contexts. The transition in these platforms proceeds beyond the change in technology since they facilitate a significant portion of social change. Nowadays, opinion leaders appeal to eventuate social change since they have the potential to convey to a sizable mass of internet users. The vast majority of internet users are influenced by the attitudes and accessions of new opinion leaders while making decisions on their social life, political issues, products, and personal investments. On the one hand, people, groups, companies, and political structures that are aware of the indulgent aspects of the opinion leaders try to persuade them; on the other hand, these entities seek to generate their opinion leaders and forge a follower mass for them. The purpose of the study was to assess the concept of an opinion leader introduced by the Two-Stage Flow Theory and the new context in which it has emerged in light of the elaboration of modern communication technology. The study findings revealed that the Internet and its accompanying tools differed the recent opinion leaders from traditional ones; however, the most critical pillar of this differentiation was digital domains where opinion leaders appeal to large masses composed of different layers.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79508269","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 : 2022-11-27DOI: 10.33844/ijol.2022.60339
Ümmügülsüm Korkmaz Buluş, M. Işık, Muzaffer Yılmaz, Berkay Buluş
Leadership is an important parameter in the healthcare field. The need for a leader with digital skills in the context of social transformation and digitalization has become more important, especially during the Covid-19 pandemic. This study discusses the leadership of the Minister of Health of the Republic of Turkey, Fahrettin Koca, in the context of digital environments during the pandemic. The reason for choosing Minister Koca as the leader is that he undertook the responsibilities of informing, persuading, and guiding citizens about the Covid-19 Pandemic. Koca has impressed the citizens of the Republic of Turkey with the shares he made from digital media at regular intervals with his rhetoric, knowledge, and vision. The aim of the study is to reveal how transformational leadership in the field of health is applied in digital environments after the Covid-19 in Turkey. Press meetings held by Minister Koca were evaluated based on transformational leadership categories to raise public awareness in the digital environment. In this qualitative research, the data were obtained from the official Youtube account of Minister of Health Koca. The data were evaluated by content analysis method using the MAXQDA program. The phenomenon of digital leadership after Covid-19 was discussed through digital transformation and leadership theories. As a result of the study, it was seen that Health Minister Koca have transformational leadership capability at both individual and organizational level.
{"title":"The Importance of Leadership in the Time of Covid-19: The Example of Turkish Health Minister Fahrettin Koca’s Youtube Shares","authors":"Ümmügülsüm Korkmaz Buluş, M. Işık, Muzaffer Yılmaz, Berkay Buluş","doi":"10.33844/ijol.2022.60339","DOIUrl":"https://doi.org/10.33844/ijol.2022.60339","url":null,"abstract":"Leadership is an important parameter in the healthcare field. The need for a leader with digital skills in the context of social transformation and digitalization has become more important, especially during the Covid-19 pandemic. This study discusses the leadership of the Minister of Health of the Republic of Turkey, Fahrettin Koca, in the context of digital environments during the pandemic. The reason for choosing Minister Koca as the leader is that he undertook the responsibilities of informing, persuading, and guiding citizens about the Covid-19 Pandemic. Koca has impressed the citizens of the Republic of Turkey with the shares he made from digital media at regular intervals with his rhetoric, knowledge, and vision. The aim of the study is to reveal how transformational leadership in the field of health is applied in digital environments after the Covid-19 in Turkey. Press meetings held by Minister Koca were evaluated based on transformational leadership categories to raise public awareness in the digital environment. In this qualitative research, the data were obtained from the official Youtube account of Minister of Health Koca. The data were evaluated by content analysis method using the MAXQDA program. The phenomenon of digital leadership after Covid-19 was discussed through digital transformation and leadership theories. As a result of the study, it was seen that Health Minister Koca have transformational leadership capability at both individual and organizational level.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89973955","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 : 2022-11-27DOI: 10.33844/ijol.2022.60337
E. Balcı, Salih Ti̇ryaki̇, Yavuz Demir, Enes Baloğlu
This study aims to demonstrate the digital leadership roles of Turkish sports journalists on Twitter individually and institutionally. During the Post Covid-19 pandemic process, journalists from institutional newspapers gained more active visibility, particularly on Twitter. Unlike traditional leadership roles, digital leadership is measured more within the context of interconnected relationships with followers and interactions on Twitter. Along with engaging followers on Twitter and attempting to address their interests and needs, sports journalists also compile their institutional and personal opinions and post them on Twitter. For this reason, in the present study, we analyzed the Twitter accounts of five well-known sports journalists actively engaged in Turkey and their institutional newspapers for one month. Then, we compared their followers, interactions, and contents. Accordingly, although online posts of sports journalists were less (n = 922) than the institutions they were employed in, they contrarily received more online interaction (e.g., retweet, mention, like). While 51.82% of Twitter posts shared by sports journalists reflected their own opinions and comments, the remaining 48.18% were typically in the form of mentions and retweets. The interactions of the sports journalists with their followers, at a rate of 28.83% in particular, were a significant rate for satisfying their followers' informational, enquiring, and practical needs. Indeed, such an attempt plays a critical role in the adoption of digital leadership roles by the followers of sports journalists. Contrary to traditional leadership roles, the number of followers and interaction rate were the main factors to signify digital leadership;however, aspects such as institution, age, and economic and social statuses were insignificant in the adoption of sports journalists as digital leaders on Twitter. (C) CIKD Publishing
{"title":"Digital Leadership on Twitter: The Digital Leadership Roles of Sports Journalists on Twitter","authors":"E. Balcı, Salih Ti̇ryaki̇, Yavuz Demir, Enes Baloğlu","doi":"10.33844/ijol.2022.60337","DOIUrl":"https://doi.org/10.33844/ijol.2022.60337","url":null,"abstract":"This study aims to demonstrate the digital leadership roles of Turkish sports journalists on Twitter individually and institutionally. During the Post Covid-19 pandemic process, journalists from institutional newspapers gained more active visibility, particularly on Twitter. Unlike traditional leadership roles, digital leadership is measured more within the context of interconnected relationships with followers and interactions on Twitter. Along with engaging followers on Twitter and attempting to address their interests and needs, sports journalists also compile their institutional and personal opinions and post them on Twitter. For this reason, in the present study, we analyzed the Twitter accounts of five well-known sports journalists actively engaged in Turkey and their institutional newspapers for one month. Then, we compared their followers, interactions, and contents. Accordingly, although online posts of sports journalists were less (n = 922) than the institutions they were employed in, they contrarily received more online interaction (e.g., retweet, mention, like). While 51.82% of Twitter posts shared by sports journalists reflected their own opinions and comments, the remaining 48.18% were typically in the form of mentions and retweets. The interactions of the sports journalists with their followers, at a rate of 28.83% in particular, were a significant rate for satisfying their followers' informational, enquiring, and practical needs. Indeed, such an attempt plays a critical role in the adoption of digital leadership roles by the followers of sports journalists. Contrary to traditional leadership roles, the number of followers and interaction rate were the main factors to signify digital leadership;however, aspects such as institution, age, and economic and social statuses were insignificant in the adoption of sports journalists as digital leaders on Twitter. (C) CIKD Publishing","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73173648","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}
Digitalization processes in the Covid19 outbreak period were critical for both public and private organizations since individuals could not work at their workplaces due to health conditions. For this reason, such processes changed the nature of work since many organizations adopted the understanding of the digital workplace, leadership
{"title":"Digitalization of Leadership Practices at Organizations for Post Covid19 Outbreak: Comprehensive Approaches to Management Studies","authors":"Erhan Aydın, Mushfiqur Rahman, Okeoma John-Paul Okeke","doi":"10.33844/ijol.2022.60335","DOIUrl":"https://doi.org/10.33844/ijol.2022.60335","url":null,"abstract":"Digitalization processes in the Covid19 outbreak period were critical for both public and private organizations since individuals could not work at their workplaces due to health conditions. For this reason, such processes changed the nature of work since many organizations adopted the understanding of the digital workplace, leadership","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2022-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77550044","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 : 2022-11-27DOI: 10.33844/ijol.2022.60336
E. Aktaş, Avşar Kurgun, Emir Ozeren, Berk Kucukaltan
The paper discusses the importance of Real-Time Data Analysis (RTDA) with innovative fluid business models for the tourism industry. The study uses a conceptual approach to identify innovative fluid tourism business models and their relationships with RTDA based on the problematisation of the crucial need for a holistic, macro understanding of the tourism ecosystem approach rather than framing the issue from a micro point of view. The paper highlights that the current digital era makes it no longer possible for the tourism ecosystem stakeholders to use static models that collect, store, analyse data and make decisions accordingly. Innovative business models should be fluid structural models that use instant data and provide continuous, multiple, and variable decisions with RTDA. The real-time analysis of macro (e.g., countries), meso (e.g., destinations), and micro (e.g., tourists) data obtained from the tourism ecosystem is vital for innovative business models which facilitate the offerings of individualised services and provide increased cooperation between stakeholders using open innovation opportunities in the ecosystem. To date, the tourism industry has not adequately grasped the outcomes and benefits of big data analytics (BDA). While a growing body of literature on big data has focused extensively on technical aspects (e.g., infrastructure, intelligence, and analytical tools), the issue of how and under what conditions BDA can generate value and impacts for various stakeholders
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