Fadil T Çitaku, Hetem Ramadani, Don Zillioux, A. Nathan, M. Mano, Marianne S. Waldrop, Abdul-Hanan Abdallah, Yawar H Khan, Fouad Jabbar, Mohammad Nazim, Anivaldo Chevane
Globalization and digitization have brought in unprecedented changes in the leadership-organization-environment equation. Managing this equation is complex because it is not confined by clear, known boundaries. Today's leadership, in this situation, faces three major challenges: One, they confront problems that are occurring rapidly, are complex in nature, and may be unclear as not having experienced by them before. Two, they have to make quick decisions, in spite of "complexity, novelty and ambiguity" (Lord & Maher, 19901). Three, they have to take risk, keeping in mind "negative consequences of a solution with respect to other on-solving efforts and broader system goals (Mumford & Peterson, 19992). This article addresses the primary, fundamental issue of leadership competencies, which Prof. Fadil Çitaku’s Leadership Competency Model (2012) and currently published Leadership Competency Model Drenica (Çitaku and Ramadani, 2020) propose, and the Leadership Style befitting to the organizational structure that Prof. Don Zilloux, the author of The Results-Focused Organization (2011) elucidates. Additionally, in this study a large body of evidence-based literature have been reviewed to highlight the newest outcomes from the Science of Leadership regarding Leadership, Risk-Taking and Decision-Making.
{"title":"LEADERSHIP, RISK-TAKING, DECISIONS-MAKING: The newest outcomes from the Science of Leadership","authors":"Fadil T Çitaku, Hetem Ramadani, Don Zillioux, A. Nathan, M. Mano, Marianne S. Waldrop, Abdul-Hanan Abdallah, Yawar H Khan, Fouad Jabbar, Mohammad Nazim, Anivaldo Chevane","doi":"10.47672/AJLG.630","DOIUrl":"https://doi.org/10.47672/AJLG.630","url":null,"abstract":"Globalization and digitization have brought in unprecedented changes in the leadership-organization-environment equation. Managing this equation is complex because it is not confined by clear, known boundaries. \u0000Today's leadership, in this situation, faces three major challenges: One, they confront problems that are occurring rapidly, are complex in nature, and may be unclear as not having experienced by them before. Two, they have to make quick decisions, in spite of \"complexity, novelty and ambiguity\" (Lord & Maher, 19901). Three, they have to take risk, keeping in mind \"negative consequences of a solution with respect to other on-solving efforts and broader system goals (Mumford & Peterson, 19992). \u0000This article addresses the primary, fundamental issue of leadership competencies, which Prof. Fadil Çitaku’s Leadership Competency Model (2012) and currently published Leadership Competency Model Drenica (Çitaku and Ramadani, 2020) propose, and the Leadership Style befitting to the organizational structure that Prof. Don Zilloux, the author of The Results-Focused Organization (2011) elucidates. Additionally, in this study a large body of evidence-based literature have been reviewed to highlight the newest outcomes from the Science of Leadership regarding Leadership, Risk-Taking and Decision-Making.","PeriodicalId":443493,"journal":{"name":"American Journal of Leadership and Governance","volume":"5 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115396131","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}
William Ansah Appienti, Kwame Ansong Wadei, Abraham Osei
Purpose: The main purpose of this research was to investigate the impact of empowering leadership behavior on subordinates’ creativity in teams, and the mediation role of team information sharing following self-determination theory (SDT) in the banking sector of Ghana.Methodology: The researchers used the quantitative approach to investigate the causal relationships among the variables. Primary survey instrument in the form of questionnaires were distributed across 14 branches of a popular commercial bank in Ghana to obtain data. The authors gained the participation of the 14 branches based on random sampling technique from a list of banks at the head office in the capital city. The sample included 264 leader-subordinate pair surveys across 48 teams. Hierarchical Regression Analysis was used for data analyses and hypotheses testing.Findings: The study established a positive relationship between empowering leadership and team creativity, while team information sharing revealed a significant mediation between empowering leadership and team creativity.Unique Contribution: The study offer a unique contribution to the leadership and creativity research at the team level that incorporates a theory in an investigation of the mediation mechanism of teams’ symmetric information sharing and dissemination in the Ghana Banking sector.
{"title":"THE MEDIATING ROLE OF INFORMATION SHARING IN THE RELATIONSHIP BETWEEN EMPOWERING LEADERSHIP AND CREATIVITY IN TEAMS","authors":"William Ansah Appienti, Kwame Ansong Wadei, Abraham Osei","doi":"10.47672/AJLG.566","DOIUrl":"https://doi.org/10.47672/AJLG.566","url":null,"abstract":"Purpose: The main purpose of this research was to investigate the impact of empowering leadership behavior on subordinates’ creativity in teams, and the mediation role of team information sharing following self-determination theory (SDT) in the banking sector of Ghana.Methodology: The researchers used the quantitative approach to investigate the causal relationships among the variables. Primary survey instrument in the form of questionnaires were distributed across 14 branches of a popular commercial bank in Ghana to obtain data. The authors gained the participation of the 14 branches based on random sampling technique from a list of banks at the head office in the capital city. The sample included 264 leader-subordinate pair surveys across 48 teams. Hierarchical Regression Analysis was used for data analyses and hypotheses testing.Findings: The study established a positive relationship between empowering leadership and team creativity, while team information sharing revealed a significant mediation between empowering leadership and team creativity.Unique Contribution: The study offer a unique contribution to the leadership and creativity research at the team level that incorporates a theory in an investigation of the mediation mechanism of teams’ symmetric information sharing and dissemination in the Ghana Banking sector.","PeriodicalId":443493,"journal":{"name":"American Journal of Leadership and Governance","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129797504","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}
John Rwakihembo, Nixon Kamukama, Fredrick Kijjambu Nsambu
Purpose: The study aimed at examining the relationship between board composition and financial performance of private limited companies in Uganda.Methodology: A positivist approach and a cross-sectional research design were employed to collect data from 394 companies in Central and Western Uganda. An open-ended questionnaire was used to collect data from board members and executives from companies. Pearson correlation and standard linear regression were employed for data analysis.Findings: Results indicate a positive relationship between non-executive directors on the Board and the financial performance of private companies.Unique Contribution to practice and policy: Private Limited Companies in Uganda will attain the much-desired insights in the context of how board composition links with their financial performance. The study recommends the management`s careful consideration of long survival prospects as well as the formulation of appropriate policies and survival strategies that oversee long existence to guarantee benefits and optimal performance coupled with profitability that emanate from a well-composed board.Study Limitation: The study was limited to only board composition, leaving out other board characteristics that influence financial performance. Besides, it was only positivistic hence subject to methods bias that could have affected the validity of results.
{"title":"BOARD COMPOSITION AND FINANCIAL PERFORMANCE AMONG PRIVATE LIMITED COMPANIES IN UGANDA","authors":"John Rwakihembo, Nixon Kamukama, Fredrick Kijjambu Nsambu","doi":"10.47672/ajlg.524","DOIUrl":"https://doi.org/10.47672/ajlg.524","url":null,"abstract":"Purpose: The study aimed at examining the relationship between board composition and financial performance of private limited companies in Uganda.Methodology: A positivist approach and a cross-sectional research design were employed to collect data from 394 companies in Central and Western Uganda. An open-ended questionnaire was used to collect data from board members and executives from companies. Pearson correlation and standard linear regression were employed for data analysis.Findings: Results indicate a positive relationship between non-executive directors on the Board and the financial performance of private companies.Unique Contribution to practice and policy: Private Limited Companies in Uganda will attain the much-desired insights in the context of how board composition links with their financial performance. The study recommends the management`s careful consideration of long survival prospects as well as the formulation of appropriate policies and survival strategies that oversee long existence to guarantee benefits and optimal performance coupled with profitability that emanate from a well-composed board.Study Limitation: The study was limited to only board composition, leaving out other board characteristics that influence financial performance. Besides, it was only positivistic hence subject to methods bias that could have affected the validity of results.","PeriodicalId":443493,"journal":{"name":"American Journal of Leadership and Governance","volume":"18 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125208406","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}
Usengumuremyi Jean Marie Vianney, M. Iravo, G. Namusonge
Purpose: The purpose of the study was to test the moderating influence of Legal Framework on board leadership practices and corporate governance performance in public institutions in Rwanda.Methodology: The study adopted a descriptive and explorative design. The target population for the study was 214 managers from 10 public institutions in Rwanda. Stratified random sampling technique was used to get a sample of 195 respondents who were selected from the top management and middle managers staff. Data collected was analyzed through SPSS version 21.Findings: The R2 for Board composition practices before moderation was 57% but after moderation, the R2 increased significantly to 63.6%. The R2 for Ethical practices before moderation was 44% but after moderation, the R2 increased insignificantly to 49.6%. The R2 for Local Advocacy Practices before moderation was 65.8% but after moderation, the R2 increased significantly to 77.4%. The R2 for Decision-Making Practices before moderation was 44% but after moderation, the R2 increased insignificantly to 49.6%. The hypothesis was tested and the study found out that Legal Framework was a positive and significant moderating variable for Board composition practices0.02<0.05 and Ethical practices at 0.02<0.05. However, Legal Framework did not have a significant moderating effect on Local Advocacy Practices0.24>0.05.Contribution to theory practice and policy: Resource identification and utilization form the legal framework of are successful program. The utilization of these law must directly affect the immediate Moderating role of legal framework and corporate governance performance public institutions in Rwanda. It can therefore be concluded that respondents in the study utilized in public institutions in Rwanda in activities that directly and positively impacted on moderating role.
目的:本研究的目的是检验法律框架对卢旺达公共机构董事会领导实践和公司治理绩效的调节影响。研究方法:采用描述性和探索性设计。这项研究的目标人口是来自卢旺达10个公共机构的214名管理人员。采用分层随机抽样的方法，从公司的高层管理人员和中层管理人员中抽取195名受访者。收集的数据通过SPSS version 21进行分析。研究结果:适度前董事会构成实践的R2为57%，但适度后，R2显著增加至63.6%。适度前的R2为44%，适度后的R2为49.6%。调节前的R2为65.8%，调节后的R2显著增加至77.4%。调节前决策实践的R2为44%，调节后R2为49.6%。对假设进行了检验，研究发现法律框架是董事会组成实践的积极显著调节变量(0.020.05)。对理论、实践和政策的贡献:资源的识别和利用构成了成功项目的法律框架。这些法律的使用必须直接影响卢旺达公共机构的法律框架和公司治理绩效的直接调节作用。因此可以得出结论，研究中的应答者在卢旺达公共机构中利用直接和积极影响缓和作用的活动。
{"title":"MODERATING INFLUENCE OF LEGAL FRAMEWORK ON BOARD LEADERSHIP PRACTICES AND CORPORATE GOVERNANCE PERFORMANCE IN PUBLIC INSTITUTIONS IN RWANDA.","authors":"Usengumuremyi Jean Marie Vianney, M. Iravo, G. Namusonge","doi":"10.47672/ajlg.479","DOIUrl":"https://doi.org/10.47672/ajlg.479","url":null,"abstract":"Purpose: The purpose of the study was to test the moderating influence of Legal Framework on board leadership practices and corporate governance performance in public institutions in Rwanda.Methodology: The study adopted a descriptive and explorative design. The target population for the study was 214 managers from 10 public institutions in Rwanda. Stratified random sampling technique was used to get a sample of 195 respondents who were selected from the top management and middle managers staff. Data collected was analyzed through SPSS version 21.Findings: The R2 for Board composition practices before moderation was 57% but after moderation, the R2 increased significantly to 63.6%. The R2 for Ethical practices before moderation was 44% but after moderation, the R2 increased insignificantly to 49.6%. The R2 for Local Advocacy Practices before moderation was 65.8% but after moderation, the R2 increased significantly to 77.4%. The R2 for Decision-Making Practices before moderation was 44% but after moderation, the R2 increased insignificantly to 49.6%. The hypothesis was tested and the study found out that Legal Framework was a positive and significant moderating variable for Board composition practices0.02<0.05 and Ethical practices at 0.02<0.05. However, Legal Framework did not have a significant moderating effect on Local Advocacy Practices0.24>0.05.Contribution to theory practice and policy: Resource identification and utilization form the legal framework of are successful program. The utilization of these law must directly affect the immediate Moderating role of legal framework and corporate governance performance public institutions in Rwanda. It can therefore be concluded that respondents in the study utilized in public institutions in Rwanda in activities that directly and positively impacted on moderating role.","PeriodicalId":443493,"journal":{"name":"American Journal of Leadership and Governance","volume":"105 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114640711","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}
Purpose: The main purpose of the research was to examine the effect of indirect individual based participation on service delivery in Nairobi city water and sewerage company, Nairobi City County,Methodology: The research was premised on a descriptive research design with convenient random sampling being utilized. The study relied on both primary and secondary data. The study utilized a questionnaire to collect primary data. Secondary data was obtained from periodicals, journals and other relevant materials available in the internet as well as from the physical library. The collected data was analyzed using descriptive and inferential statistics.Findings: The study concludes that the management should seek to enhance the adoption of both indirect participation elements such as work unions and collective bargaining agreements as tool of supporting better service delivery.Unique Contribution to Theory and Practice: The study helps in enhancing the available empirical knowledge on how the effect of indirect individual based participation on service delivery in Nairobi city water and sewerage company, Nairobi City County, Kenya.
{"title":"INDIRECT INDIVIDUAL BASED PARTICIPATION AND SERVICE DELIVERY IN NAIROBI CITY WATER AND SEWERAGE COMPANY, NAIROBI CITY COUNTY, KENYA","authors":"Motieri Stanely Ontiri, Prof. David Minja","doi":"10.47672/ajlg.430","DOIUrl":"https://doi.org/10.47672/ajlg.430","url":null,"abstract":"Purpose: The main purpose of the research was to examine the effect of indirect individual based participation on service delivery in Nairobi city water and sewerage company, Nairobi City County,Methodology: The research was premised on a descriptive research design with convenient random sampling being utilized. The study relied on both primary and secondary data. The study utilized a questionnaire to collect primary data. Secondary data was obtained from periodicals, journals and other relevant materials available in the internet as well as from the physical library. The collected data was analyzed using descriptive and inferential statistics.Findings: The study concludes that the management should seek to enhance the adoption of both indirect participation elements such as work unions and collective bargaining agreements as tool of supporting better service delivery.Unique Contribution to Theory and Practice: The study helps in enhancing the available empirical knowledge on how the effect of indirect individual based participation on service delivery in Nairobi city water and sewerage company, Nairobi City County, Kenya.","PeriodicalId":443493,"journal":{"name":"American Journal of Leadership and Governance","volume":"34 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124050415","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}
Purpose: Leadership determines whether an organization, a nation or a group will achieve its goals and also satisfy the followers’ needs. This study focused on leadership change management and its influence on employee performance in the parliamentary service commission in Nairobi-Kenya.Methodology: The design of the study was descriptive and stratified sampling methodology was used. The results of this study revealed that a majority of the respondents agreed that ethical leadership practised in the organization increased their focused on employee involvement in strategy formulation and this increased their trust in the organization.Results: The results further showed that majority of departmental heads in the parliamentary service commission practiced participative and a combination of transactional and transformational styles of leadership. Majority of the respondents indicated that most of the leaders practice effective leadership. The study respondents revealed that effective leaders are guided by a leadership philosophy. They also stated that valued-based leadership practice is at the core of effective leadership.Unique contribution to the theory, practice and policy: Based on the results of these findings, the researcher proposed a value-based leadership model and several values that effective leaders ought to possess have been suggested. The conclusion made as a result of this study is that effective leadership is both task and people-oriented.
{"title":"LEADERSHIP CHANGE MANAGEMENT AND EMPLOYEE PERFORMANCE IN THE PARLIAMENTARY SERVICE COMMISSION OF KENYA","authors":"Andrew Shangarai Jumanne, J. Njoroge","doi":"10.47672/ajlg.335","DOIUrl":"https://doi.org/10.47672/ajlg.335","url":null,"abstract":"Purpose: Leadership determines whether an organization, a nation or a group will achieve its goals and also satisfy the followers’ needs. This study focused on leadership change management and its influence on employee performance in the parliamentary service commission in Nairobi-Kenya.Methodology: The design of the study was descriptive and stratified sampling methodology was used. The results of this study revealed that a majority of the respondents agreed that ethical leadership practised in the organization increased their focused on employee involvement in strategy formulation and this increased their trust in the organization.Results: The results further showed that majority of departmental heads in the parliamentary service commission practiced participative and a combination of transactional and transformational styles of leadership. Majority of the respondents indicated that most of the leaders practice effective leadership. The study respondents revealed that effective leaders are guided by a leadership philosophy. They also stated that valued-based leadership practice is at the core of effective leadership.Unique contribution to the theory, practice and policy: Based on the results of these findings, the researcher proposed a value-based leadership model and several values that effective leaders ought to possess have been suggested. The conclusion made as a result of this study is that effective leadership is both task and people-oriented.","PeriodicalId":443493,"journal":{"name":"American Journal of Leadership and Governance","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128513671","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}
Purpose: The purpose of the study was to determine the effect of intellectual stimulation on employee performance in regulatory state corporations in KenyaMethodology: Descriptive correlation design was employed. Proportionаtе strаtifiеd rаndom sаmpling mеthod wаs usеd to sеlеct 130 senior level managers from the target population. Primary data was collected using a closed ended questionnaire. Pearson’s correlation and regression techniques were used to analyse the data.Findings: The study revealed a positive and significant correlation between intellectual stimulation and employee performance (r = 0.776, p= 0.002 (p<0.05). Intеllеctuаl stimulation predicted еmployее pеrformаncе (β = .176, t =2.888, p < .05).Policy Recommendation: Thе study rеcommеnds that for high employee performance to be achieved, lеаdеrs must еmpowеr еmployееs аnd givе considеrаtion for whаt works for thе еmployееs by еncourаging thеm to tаkе somе risks аnd chаllеngе аssumptions. Consеquеntly, аllowing for somе еxpеrimеntаtion аmong thе еmployееs in ordеr to аrrivе аt new wаys of doing puzzling tаsks would be necessary. These mаy howеvеr cаusе disruptions in businеss opеrаtions in thе short tеrm, but producе long tеrm improvеmеnts in orgаnizаtionаl еffеctivеnеss.
目的:本研究旨在探讨肯尼亚国有管制企业中智力刺激对员工绩效的影响。方法:采用描述性相关设计。采用按比例随机抽样方法，从目标人群中抽取130名高级管理人员。使用封闭式问卷收集原始数据。使用Pearson相关和回归技术对数据进行分析。研究发现:智力激励与员工绩效之间存在显著正相关(r = 0.776, p= 0.002, p<0.05)。intl刺激预测了密集度(β = 0.176, t =2.888, p < 0.05)。政策建议:该研究建议，为了实现高员工绩效，数据库管理人员必须对数据库管理人员进行管理，并通过数据库管理人员来评估数据库管理人员的风险，以及数据库管理人员的假设，来考虑哪些对数据库管理人员有效。从理论上讲，考虑到在所有的数据库中有一定数量的数据库是需要的，这样才能让我们有更多的时间来处理令人费解的任务。这些百万级数据库在短期内会对业务操作造成破坏，但在长期内会对组织的运行产生改善。
{"title":"EFFECT OF INTELLECTUAL STIMULATION ON EMPLOYEE PERFORMANCE IN REGULATORY STATE CORPORATIONS IN KENYA","authors":"Benta W. Awori, J. Namada, T. Linge","doi":"10.47672/ajlg.325","DOIUrl":"https://doi.org/10.47672/ajlg.325","url":null,"abstract":"Purpose: The purpose of the study was to determine the effect of intellectual stimulation on employee performance in regulatory state corporations in KenyaMethodology: Descriptive correlation design was employed. Proportionаtе strаtifiеd rаndom sаmpling mеthod wаs usеd to sеlеct 130 senior level managers from the target population. Primary data was collected using a closed ended questionnaire. Pearson’s correlation and regression techniques were used to analyse the data.Findings: The study revealed a positive and significant correlation between intellectual stimulation and employee performance (r = 0.776, p= 0.002 (p<0.05). Intеllеctuаl stimulation predicted еmployее pеrformаncе (β = .176, t =2.888, p < .05).Policy Recommendation: Thе study rеcommеnds that for high employee performance to be achieved, lеаdеrs must еmpowеr еmployееs аnd givе considеrаtion for whаt works for thе еmployееs by еncourаging thеm to tаkе somе risks аnd chаllеngе аssumptions. Consеquеntly, аllowing for somе еxpеrimеntаtion аmong thе еmployееs in ordеr to аrrivе аt new wаys of doing puzzling tаsks would be necessary. These mаy howеvеr cаusе disruptions in businеss opеrаtions in thе short tеrm, but producе long tеrm improvеmеnts in orgаnizаtionаl еffеctivеnеss.","PeriodicalId":443493,"journal":{"name":"American Journal of Leadership and Governance","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130745931","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}
Purpose: The purpose of the study was to examine the extent to which individualized consideration and intellectual stimulation influence job satisfaction among employees in commercial banks in Kenya.Methodology: The study adopted a descriptive research design. The target population consisted of 10,310 managerial employees in the commercial banks in Kenya. A sample of 424 employees was obtained from the population using stratified random sampling technique. Data was collected using structured questionnaires.Findings: Correlation analysis found that individualized consideration, intellectual stimulation and job security were positively and significantly correlated to job satisfaction r (347) =.595, p<.05, r (347) =.541, p<.05 and r (347) =.697, p<.05 respectively. Multiple linear regression results showed that individualized consideration significantly influenced job satisfaction of the employees (R2 = .352, F(1, 138.779) = 188.851, p < .05). Similarly, multiple linear regression results showed that intellectual stimulation significantly influenced job satisfaction of the employees (R2 = .290, F(1, 106.274) = 142.533, p < .05). Job security was found to significantly moderate the relationships between individualized consideration, intellectual stimulation and job satisfaction R2 = .435, F(3, 45.168) = 87.914, p<.05).Unique contribution to the theory, practice and policy: The unique contribution of this study is the advancement of transformational leadership theory dimensions - individualized consideration and intellectual stimulation - and job satisfaction among employees in commercial Banks in Kenya. Lastly, the findings inform organizational polices touching on leadership and job satisfaction.
目的:本研究的目的是考察个性化考虑和智力刺激对肯尼亚商业银行员工工作满意度的影响程度。方法:本研究采用描述性研究设计。研究对象为肯尼亚商业银行的10310名管理人员。采用分层随机抽样技术，从人群中抽取424名员工。使用结构化问卷收集数据。结果:相关分析发现，个性化考虑、智力刺激和工作保障与工作满意度呈显著正相关r(347) =。595, p <。05, r(347) =。541, p <。05, r(347) =。697, p <。05。多元线性回归结果显示，个性化考虑对员工工作满意度有显著影响(R2 = 0.352, F(1,138.779) = 188.851, p < 0.05)。多元线性回归结果显示，智力刺激对员工工作满意度有显著影响(R2 = 0.290, F(1,106.274) = 142.533, p < 0.05)。工作安全感显著调节个性化考虑、智力刺激与工作满意度的关系(R2 = 0.435, F(3,45.168) = 87.914, p< 0.05)。在理论、实践和政策方面的独特贡献:本研究的独特贡献在于推进了变革型领导理论维度——个性化考虑和智力激励——以及肯尼亚商业银行员工的工作满意度。最后，研究结果为涉及领导力和工作满意度的组织政策提供了信息。
{"title":"EFFECT OF INDIVIDUALIZED CONSIDERATION AND INTELLECTUAL STIMULATION ON JOB SATISFACTION AMONG EMPLOYEES IN COMMERCIAL BANKS IN KENYA","authors":"Andrew Njiraini Njiinu, G. K’aol, T. Linge","doi":"10.47672/ajlg.320","DOIUrl":"https://doi.org/10.47672/ajlg.320","url":null,"abstract":"Purpose: The purpose of the study was to examine the extent to which individualized consideration and intellectual stimulation influence job satisfaction among employees in commercial banks in Kenya.Methodology: The study adopted a descriptive research design. The target population consisted of 10,310 managerial employees in the commercial banks in Kenya. A sample of 424 employees was obtained from the population using stratified random sampling technique. Data was collected using structured questionnaires.Findings: Correlation analysis found that individualized consideration, intellectual stimulation and job security were positively and significantly correlated to job satisfaction r (347) =.595, p<.05, r (347) =.541, p<.05 and r (347) =.697, p<.05 respectively. Multiple linear regression results showed that individualized consideration significantly influenced job satisfaction of the employees (R2 = .352, F(1, 138.779) = 188.851, p < .05). Similarly, multiple linear regression results showed that intellectual stimulation significantly influenced job satisfaction of the employees (R2 = .290, F(1, 106.274) = 142.533, p < .05). Job security was found to significantly moderate the relationships between individualized consideration, intellectual stimulation and job satisfaction R2 = .435, F(3, 45.168) = 87.914, p<.05).Unique contribution to the theory, practice and policy: The unique contribution of this study is the advancement of transformational leadership theory dimensions - individualized consideration and intellectual stimulation - and job satisfaction among employees in commercial Banks in Kenya. Lastly, the findings inform organizational polices touching on leadership and job satisfaction.","PeriodicalId":443493,"journal":{"name":"American Journal of Leadership and Governance","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133489579","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}
C. N. Ouma, Prof. George O. K’Aol, Prof. Damary Sikalieh
Purpose: The purpose of this study was to determine the effect of the moral and psycho-emotive dimensions of ethical leadership on employee commitment among senior managers in the transport sector parastatals in Kenya.Methodology: The study adopted positivist philosophy and descriptive correlational research design. The target population was 253 senior managers in the transport sector parastatals. A sample of 153 senior managers was selected from the target population using the stratified random sampling technique. Data were analyzed using descriptive and inferential statistics.Results: Correlation analysis found a positive and significant relationship between the moral dimension and employee commitment, r(111) = .68, p < .05, and also between the psycho-emotive dimension and employee commitment r(111) = .79, p < .05. Results of multiple linear regression indicated that 55% of the variance in employee commitment were caused by the moral dimension, R2 = .55, F(1,111) = 137.93, p < .05; β = .72, p < .05, while 62% of the variance in employee commitment were caused by the psycho-emotive dimension, R2 = .62, F(1,111) = 179.95, p < .05; β = .77, p < .05. Ethical climate was found to significantly moderate the relationship between the moral and psycho-emotive dimensions of ethical leadership and employee commitment, R2 = .67, F(7,105) = 30.56, p < .05; β = .24, p < .05.Unique contribution to theory, practice and policy: Previous studies on ethical leadership have focused on the ethical characteristics of the leader and behavioral traits in the Western settings. This study has provided an in-depth examination of ethical leadership and its effect on employee commitment in the African context.
目的:本研究的目的是确定道德领导的道德和心理情感维度对肯尼亚运输部门半国有高级管理人员员工承诺的影响。研究方法:采用实证主义哲学和描述性相关研究设计。目标人口是运输部门半国营企业的253名高级管理人员。采用分层随机抽样方法，从目标人群中抽取了153名高级管理人员。数据分析采用描述性和推断性统计。结果:相关分析发现，道德维度与员工承诺之间存在显著正相关关系，r(111) = 0.68, p < 0.05;心理情绪维度与员工承诺之间存在显著正相关关系，r(111) = 0.79, p < 0.05。多元线性回归结果显示，55%的员工承诺方差由道德维度引起，R2 = 0.55, F(1,111) = 137.93, p < 0.05;β = 0.72, p < 0.05, 62%的员工承诺方差由心理情绪维度引起，R2 = 0.62, F(1,111) = 179.95, p < 0.05;β = 0.77, p < 0.05。伦理氛围显著调节伦理领导的道德和心理情绪维度与员工承诺的关系，R2 = 0.67, F(7105) = 30.56, p < 0.05;β = 0.24, p < 0.05。对理论、实践和政策的独特贡献:以往关于伦理领导的研究主要集中在西方背景下领导者的伦理特征和行为特征。本研究深入考察了非洲背景下的道德领导及其对员工承诺的影响。
{"title":"EFFECT OF MORAL AND PSYCHO-EMOTIVE DIMENSIONS OF ETHICAL LEADERSHIP ON EMPLOYEE COMMITMENT IN THE TRANSPORT SECTOR PARASTATALS IN KENYA","authors":"C. N. Ouma, Prof. George O. K’Aol, Prof. Damary Sikalieh","doi":"10.47672/ajlg.318","DOIUrl":"https://doi.org/10.47672/ajlg.318","url":null,"abstract":"Purpose: The purpose of this study was to determine the effect of the moral and psycho-emotive dimensions of ethical leadership on employee commitment among senior managers in the transport sector parastatals in Kenya.Methodology: The study adopted positivist philosophy and descriptive correlational research design. The target population was 253 senior managers in the transport sector parastatals. A sample of 153 senior managers was selected from the target population using the stratified random sampling technique. Data were analyzed using descriptive and inferential statistics.Results: Correlation analysis found a positive and significant relationship between the moral dimension and employee commitment, r(111) = .68, p < .05, and also between the psycho-emotive dimension and employee commitment r(111) = .79, p < .05. Results of multiple linear regression indicated that 55% of the variance in employee commitment were caused by the moral dimension, R2 = .55, F(1,111) = 137.93, p < .05; β = .72, p < .05, while 62% of the variance in employee commitment were caused by the psycho-emotive dimension, R2 = .62, F(1,111) = 179.95, p < .05; β = .77, p < .05. Ethical climate was found to significantly moderate the relationship between the moral and psycho-emotive dimensions of ethical leadership and employee commitment, R2 = .67, F(7,105) = 30.56, p < .05; β = .24, p < .05.Unique contribution to theory, practice and policy: Previous studies on ethical leadership have focused on the ethical characteristics of the leader and behavioral traits in the Western settings. This study has provided an in-depth examination of ethical leadership and its effect on employee commitment in the African context.","PeriodicalId":443493,"journal":{"name":"American Journal of Leadership and Governance","volume":"5 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114347818","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}
Purpose: The purpose of this study was to investigate the effects of power distance on ICT strategic alignment in Kenya’s commercial banks.Methodology: The study adopted the positivism research philosophy and descriptive correlational research design. The study’s population was the 43 commercial banks registered and licensed to operate in Kenya. To select the sample, the study used Yamane (2001) to calculate a sample of 215 senior managers of commercial banks. Further, the study used purposive sampling technique to select the managers to be included in the sample. The study used primary data for analysis which was collected using self-administered questionnaires. The study used three types of data analysis methods namely, descriptive analysis, factor analysis and multiple linear regression. The results from descriptive analysis were presented in form of frequencies, percentages and graphs, while the results from regression analysis were presented in tables.Results: The findings revealed that power distance explained 55% of the changes in ICT strategy alignment in commercial banks in Kenya. Further, the results revealed that the F-Critical, F 0.05, 1, 169 was 6.635. Since F calculated, 206.773, was greater than F-Critical, F 0.05, 1, 169, 6.635, the study concluded that the model was satisfactory. In addition, the results showed that the relationship between power distance and ICT strategic alignment was negative and significant. This was supported by a beta coefficient of -0.304 and P-value of 0.000.Unique contribution to theory, practice and policy: Following the study results, it was recommended that commercial banks top management should create a working environment where employees can feel free to express their concerns. This will ensure that there is good interaction between the employees and the management. This will result to improved ICT strategy alignment.Further, the study recommended that commercial banks should review their management policy. They should consider establishing a middle power distance management system as opposed to low or high power distance extremes.
目的:本研究的目的是调查权力距离对肯尼亚商业银行ICT战略结盟的影响。研究方法:采用实证主义研究哲学和描述性相关研究设计。这项研究的对象是43家在肯尼亚注册并获得经营许可的商业银行。为了选择样本，本研究使用Yamane(2001)计算了215名商业银行高级管理人员的样本。此外，本研究采用有目的的抽样技术来选择纳入样本的管理人员。本研究采用自我管理问卷收集的原始数据进行分析。本研究采用了三种数据分析方法，即描述性分析、因子分析和多元线性回归。描述性分析的结果以频率、百分比和图表的形式呈现，回归分析的结果以表格的形式呈现。结果:研究结果显示，权力距离解释了肯尼亚商业银行信息通信技术战略调整变化的55%。此外，结果显示，F- critical, f0.05, 1,169为6.635。由于F计算值为206.773，大于F- critical, F 0.05, 1, 169, 6.635，研究认为模型是令人满意的。此外，研究结果显示，权力距离与ICT战略结盟呈显著负相关。贝塔系数为-0.304,p值为0.000。在理论、实践和政策方面的独特贡献:根据研究结果，建议商业银行高层应该创造一个员工可以自由表达他们的担忧的工作环境。这将确保员工和管理层之间有良好的互动。这将改善信息通信技术战略的一致性。此外，该研究建议商业银行应审查其管理政策。他们应该考虑建立一个中等权力距离管理系统，而不是低或高权力距离极端。
{"title":"EFFECTS OF POWER DISTANCE ON ICT STRATEGIC ALIGNMENT IN KENYA’S COMMERCIAL BANKS","authors":"Tom M. Kahigu, Maina Muchara, Zachary Mosoti","doi":"10.47672/ajlg.308","DOIUrl":"https://doi.org/10.47672/ajlg.308","url":null,"abstract":"Purpose: The purpose of this study was to investigate the effects of power distance on ICT strategic alignment in Kenya’s commercial banks.Methodology: The study adopted the positivism research philosophy and descriptive correlational research design. The study’s population was the 43 commercial banks registered and licensed to operate in Kenya. To select the sample, the study used Yamane (2001) to calculate a sample of 215 senior managers of commercial banks. Further, the study used purposive sampling technique to select the managers to be included in the sample. The study used primary data for analysis which was collected using self-administered questionnaires. The study used three types of data analysis methods namely, descriptive analysis, factor analysis and multiple linear regression. The results from descriptive analysis were presented in form of frequencies, percentages and graphs, while the results from regression analysis were presented in tables.Results: The findings revealed that power distance explained 55% of the changes in ICT strategy alignment in commercial banks in Kenya. Further, the results revealed that the F-Critical, F 0.05, 1, 169 was 6.635. Since F calculated, 206.773, was greater than F-Critical, F 0.05, 1, 169, 6.635, the study concluded that the model was satisfactory. In addition, the results showed that the relationship between power distance and ICT strategic alignment was negative and significant. This was supported by a beta coefficient of -0.304 and P-value of 0.000.Unique contribution to theory, practice and policy: Following the study results, it was recommended that commercial banks top management should create a working environment where employees can feel free to express their concerns. This will ensure that there is good interaction between the employees and the management. This will result to improved ICT strategy alignment.Further, the study recommended that commercial banks should review their management policy. They should consider establishing a middle power distance management system as opposed to low or high power distance extremes.","PeriodicalId":443493,"journal":{"name":"American Journal of Leadership and Governance","volume":"31 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2017-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131755759","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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