scholarly journals A comparison of leadership styles with respect to biographical characteristics

2017 ◽  
Vol 15 (0) ◽  
Author(s):  
Javad Afshari ◽  
Zahra Moein ◽  
Farzad Afshari ◽  
Javad Sharifi-Rad ◽  
Abbas Balouchi ◽  
...  
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Work Experience ◽  
Education Level ◽  
Medical Sciences ◽  
Fields Of Study ◽  
Lower Education Level ◽  
Significant Difference ◽  
Experience Education

Research purpose: Managers, when applying their leadership styles, are affected by some of their own traits. This article intends to compare the leadership styles of the managers of Zabol University of Medical Sciences with respect to Hersey and Blanchard model that was based on their biographical characteristics.Research design, approach and method: The research methodology is descriptive-causal and comparative. The data were collected from 300 individuals (124 female and 176 male participants).Main findings: No significant difference was observed between the directive, persuasive, participative and delegative leadership styles of male and female managers. However, there was a significant difference between the mean of the directive, persuasive, participative and delegative leadership styles of managers, considering their work experience, education level and field of study.Research limitations: The conservative atmosphere in university environments may affect the manager’s responses to the questionnaire; therefore, in the generalisation of the results, this issue should be taken into account.Practical implications: It is recommended to hold in-service courses for managers who have a lower education level or less work experience or have been graduated from the fields of study other than the Management major. It is also suggested to pay attention to the managers’ fields of study and managerial experiences at the time of employment.Contribution: This study enhances the quality of managers’ leadership style and consequently increases the productivity in university environments. 

scholarly journals PENGARUH PENGALAMAN KERJA, GAYA KEPEMIMPINAN, KOMPETENSI, DAN INTEGRITAS TERHADAP KUALITAS KEPUTUSAN KARYAWAN DI JURUSAN ADMINISTRASI NIAGA POLINEMA

2019 ◽  
Vol 13 (1) ◽  
pp. 115
Author(s):  
Tri Yulistyawati Evelina ◽  
Shinta Maharani Trivena ◽  
Ahmad Fauzi
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Significant Influence ◽  
Work Experience ◽  
Secondary Data ◽  
The State ◽  
Primary Data ◽  
Participatory Leadership ◽  
Department Of Commerce

The research aims to examine the Effect of Work Experience, Leadership Style, Competence, and Integrity on the Quality of Employee Decisions in the Department of Commerce of the State Polytechnic of Malang. The type of data used is primary data (questionnaire) and secondary data. This research involved employees in the Department of Commerce Administration. The results of the three leadership styles studied, namely the Autocratic, Participative and Laissez-faire leadership styles, then who have the most significant influence are the Autocratic and Participatory Leadership Styles.

scholarly journals Comparison of Quality and Lifestyle in Women with and Without Uterine Leiomyoma Referred to Gynecology Clinics of Shiraz University of Medical Sciences in 2018

2020 ◽  
Vol In Press (In Press) ◽  
Author(s):  
Mahnaz Zarshenas ◽  
Mozhgan Sorkhenezhad ◽  
Marzieh Akbarzadeh
Keyword(s):  
Quality Of Life ◽  
Uterine Leiomyoma ◽  
Healthy Lifestyle ◽  
World Health ◽  
Medical Sciences ◽  
Cross Sectional ◽  
World Health Organization Quality ◽  
Significant Difference ◽  
The Mean

Background: Uterine leiomyomas are considered as a major source of complications and the most common cause of hysterectomy. Objectives: The aim of this study was to compare the quality of life in women with and without uterine leiomyoma referred to gynecology clinics of Shiraz University of Medical Sciences in 2018. Methods: In this cross-sectional study, a total of 126 patients who referred to the clinics of Shiraz University of Medical Sciences were selected and divided into equal groups according to uterine leiomyoma, 1 - 7 cm uterine leiomyoma group and non-uterine leiomyoma group by convenience sampling. The World Health Organization Quality of Life and Healthy Lifestyle questionnaires were used for data collection. Independent t-test was used to analyze the data. Results: The mean quality of life of women with uterine leiomyoma was 47.20 ± 12.41 and women without uterine leiomyoma had a significant difference (51.11 ± 11.23, t = 3.93, P = 0.041). The mean lifestyle of women with uterine leiomyoma was 114.18 ± 25.48 and women without uterine leiomyoma had 149.11 ± 23.81 (t = 4.01, P = 0.029). Conclusions: The mean score of quality of life and lifestyle were significantly different in women with and without uterine leiomyoma. Therefore, it is necessary to improve the quality of life of women by improving their lifestyle and providing psychological counseling.

scholarly journals KEPEMIMPINAN TRANSFORMASIONAL, KEPUASAN KERJA, DAN KOMITMEN AFEKTIF PADA KARYAWAN PERUSAHAAN BIDANG KONSTRUKSI MILIK PEMERINTAH DI MEDAN

2019 ◽  
Vol 18 (3) ◽  
pp. 209
Author(s):  
Bachruddin Saleh Luturlean ◽  
Arif Partono Prasetio ◽  
Anisa Firli ◽  
Gilang Ananda Mikola ◽  
Muhammad Adnan Darmawan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Human Resources ◽  
Leadership Styles ◽  
Leadership Style ◽  
Affective Commitment ◽  
Positive Experience ◽  
Business Organizations ◽  
Transformational Leadership Style

Affective commitment is a commitment that comes from within and it needs quite some time to develop. Organizations need to ensure that their employees have strong affective commitment. Transformational leadership style can help employees to feel valued and develop strong commitment. On the other hand the positive atmosphere inside the organization will also enrich the positive experience of employees which in the end will increase the affective commitment. This study analyses the effect of transformational leadership and job satisfaction on employee’s affective commitment. We study one of the state companies in Medan using 72 participants. The explanatory method and path analysis are used to explain relationships and influences between variables. The results of the study prove that transformational leadership style and job satisfaction simultaneous and partial have effects in improving the quality of employee affective commitment. Business organizations need to apply transformational leadership styles and develop human resources program that can enhance job satisfaction. By carefully focus on these two elements, the organization is expected to be able to increase employee affective commitment. Keywords—Transformational Leadership, Job satisfaction, Affective Commitment Abstrak Komitmen afektif adalah komitmen yang muncul dari dalam diri sendiri dan dibangun seiring berjalannya waktu. Organisasi perlu memastikan bahwa karyawan mereka memiliki komitmen afektif yang kuat. Unsur kepemimpinan khususnya yang bersifat transformasional diyakini dapat membuat karyawan merasa dihargai dan pada akhirnya memiliki komitmen yang kuat. Di samping itu, suasana dalam organisasi yang menyenangkan akan memperkaya pengalaman positif karyawan yang juga berdampak pada peningkatan komitmen afektif. Penelitian ini menganalisis pengaruh kepemimpinan transformasional dan kepuasan kerja terhadap terbentuknya komitmen afektif karyawan di salah satu perusahaan negara di Medan. 72 Responden yang berpartisipasi dalam penelitian ini. Metode eksplanatori dan analisis jalur digunakan untuk menjelaskan hubungan dan pengaruh antar variabel. Hasil penelitian membuktikan bahwa gaya kepemimpinan transformasional dan kepuasan kerja memiliki pengaruh simultan dan parsial terhadap peningkatan kualitas komitmen afektif karyawan. Organisasi bisnis perlu mengaplikasikan gaya kepemimpinan transformasional serta mengembangkan program sumberdaya manusia yang bisa meningkatkan kepuasan kerja karyawan. Dengan mengoptimalkan kedua unsur ini, organisasi diharapkan mampu meningkatkan komitmen afektif karyawan. Kata kunci—Kepemimpinan Transformasional, Kepuasan Kerja, Komitmen Afektif

scholarly journals A REVIEW ON THE CHARACTERISTICS OF A GOOD QUALITY LEADERSHIP STYLE

2019 ◽  
Vol 7 (5) ◽  
pp. 1152-1159
Author(s):  
Wael Ibrahim Alsarrani ◽  
Ahmad Jusoh
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Theoretical Knowledge ◽  
Review Of The Literature ◽  
Daily Lives ◽  
Future Studies ◽  
The Past ◽  
Leadership Process ◽  
Definition Of

Purpose: Leadership is an interactive concept that influences our daily lives. A quality concept is an approach and philosophy that leaders use to incorporate the leadership process into the organization successfully. Both concepts have an incremental history, correlation, and discussion. However, the two concepts have not yet been theoretically and empirically integrated. This paper attempts to integrate and discuss leadership and quality to create a single quality leadership style based on the definition of quality gurus and the leadership styles which relate more towards the quality of leadership. Methodology: The study used a systematic literature review to review the past literature related to the field of leadership and quality management. This study provides the constructs from definitions proposed by experts in this field. Each leadership styles have many constructs that may or may not be related to quality. Results: The study proposed a conceptual framework which combined the definitions of quality gurus and the different leadership styles. The finding of this study has contributed to the expansion of theoretical knowledge in the field of quality leadership style. Implications: This paper indicated that the review of the literature regarding what quality gurus define as important relating to leadership. This paper provides the constructs from quality gurus definitions. Novelty: Each leadership styles have many constructs that may or may not be related to quality. Therefore, future studies need to consider what the constructs from those leadership styles are considered effective to quality.

Influence of age and gender on decision-making models and leadership styles of non-profit executives in Texas, USA

2016 ◽  
Vol 24 (2) ◽  
pp. 186-203 ◽  
Author(s):  
Francis C. Uzonwanne
Keyword(s):  
Decision Making ◽  
Leadership Styles ◽  
Leadership Style ◽  
Business Strategies ◽  
Rational Decision ◽  
Content Type ◽  
Non Profit ◽  
Rational Decision Making ◽  
Significant Difference ◽  
Decision Making Models

Purpose The purpose of this study is to fill the gap by investigating the relationship between age and other demographics on decision-making and leadership styles of executives in the non-profit sector. Design/methodology/approach This study is a quantitative research using correlation analysis and analysis of variance. The quantitative approach establishes facts, makes predictions and tests stated hypothesis and used the Pearson correlation coefficient, the ANOVA and the two-way analysis of variance. This study used surveys to collect data. Findings H1 states that there will be no significant difference in the decision-making models used among non-profit organizational leaders (rational, intuitive, dependent, spontaneous and avoidant) based on demographic variables: gender and age. H2 states that there will be no significant difference in the leadership style used among non-profit organizational executives (selling, telling, delegating and participating) and different dimensions of demographic variables: gender and age. Research limitations/implications This study explored the relationship between the demographics, age and gender and the decision-making models (rational, intuitive, dependent, spontaneous and avoidant) and leadership styles (selling, telling, delegating and participating) of executives in non-profit organizations. The age of the executives also showed to be important factors that influenced executive’s leadership styles and decision-making models as well. Practical implications Rational decision-making as reflected to in this study has been used by older, possibly more experienced non-profit executives. This model is favorable towards making decisions on complicated issues. The final choice rational decision-makers select will maximize the outcome; it is assumed that the decision-maker will choose the alternative that rates the highest and get the maximum benefits (Robbins and Decenzo, 2003, pp. 141-142). The researcher suggests that non-profit executives, especially the younger executives, should attend management and leadership conferences that focus on rational decision-making models as concerns business strategies and making the best choices based on possible alternatives. Social implications Rational decision-making as reflected to in this study has been used by older, possibly more experienced non-profit executives. This model is favorable towards making decisions on complicated issues. The final choice rational decision-makers select will maximize the outcome; it is assumed that the decision-maker will choose the alternative that rates the highest and get the maximum benefits (Robbins and Decenzo, 2003, pp. 141-142). The researcher suggests that non-profit executives, especially the younger executives, should attend management and leadership conferences that focus on rational decision-making models as concerns business strategies and making the best choices based on possible alternatives. Originality/value This is an original piece of research that contributes to the literature on leadership style.

scholarly journals Changing Leadership Style in the Vietnamese Commercial Banks Before and After Vietnam Joins the WTO

2017 ◽  
Vol 13 (2) ◽  
pp. 1 ◽  
Author(s):  
Do Minh Cuong ◽  
Nguyen Hai Minh
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Commercial Banks ◽  
Research Result ◽  
T Test ◽  
Analysis Techniques ◽  
Significant Difference ◽  
Diagnostic Models ◽  
Change Level ◽  
Before And After

This study seeks to examine the changes in leadership style in four state-owned commercial banks in Vietnam of Vietcombank, Vietinbank, BIDV and Agribank before and after Vietnam joins the WTO, from 2007 to 2015. The study used OCAI culture diagnostic models to assess four different leadership styles using questionnaires and multivariate analysis techniques (paired t test, t test, ANOVA). The research result from 1056 employees in Vietnamese banks shows that there is a shift in the leadership style between two periods before and after Vietnam joins the WTO. The study also shows a significant difference in the change level of the leadership style between banks that have increased competitive and creative factors. This conversion trend is strongly increasing as Vietnam is about to participate in the TPP.

scholarly journals Leadership styles and relational energy: Do all leaderships styles generate and transmit equal relational energy?

2018 ◽  
Vol 49 (1) ◽  
Author(s):  
Okechukwu E. Amah
Keyword(s):  
Servant Leadership ◽  
Leadership Styles ◽  
Leadership Style ◽  
Scenario Analysis ◽  
Experimental Methodology ◽  
Master Of Business Administration ◽  
Leadership Positions ◽  
Leadership Selection ◽  
Significant Difference ◽  
And Training

Background: Despite the espoused importance of relational energy, and the fact that it is generated in interaction between leaders and their subordinates, little is known about which leadership style generates the highest relational energy.Objectives: The purpose of this study was to determine if there are differences in the levels of relational energy generated and transmitted when employees interact with leaders who exhibit autocratic, transactional, transformational and servant leadership styles.Method: The study utilised scenario-based experimental methodology to gather data. Five leadership experts reviewed the description of each leadership style prior to use in the study. A pilot study was carried out with 40 executive education participants to establish that the description of each leadership style was different and identifiable by non-experts. Fifty-two executive Master of Business Administration (MBA) participants from various organisations in six industries in Lagos, Nigeria, provided data for the scenario analysis. To avoid errors, the data for each style were collected separately. Data analysis was performed using analysis of variance and Tukey’s honest significant difference test.Results: The results of the scenario analysis showed that indeed there is a difference in the relational energy generated when employees interact with different leadership styles.Conclusion: The results have practical implications for the selection and training of individuals to be placed in leadership positions. Leadership selection and training must emphasise servant leadership. This is the first study to empirically establish that different leadership styles generate and transmit different levels of relational energy during interaction with employees.

scholarly journals The relationship between physicians and nurses in hospitals affiliated with Zanjan University of Medical Sciences, Iran

2017 ◽  
Vol 8 (1) ◽  
pp. 33
Author(s):  
Khalil Mahmoodi ◽  
Mehran Tahrekhani
Keyword(s):  
Work Experience ◽  
Demographic Data ◽  
Bachelor's Degree ◽  
Professional Relationships ◽  
Professional Relationship ◽  
Medical Sciences ◽  
Cross Sectional ◽  
Work Shifts ◽  
The Relationship

Introduction: The establishment of a healthy relationship between healthcare professionals is required for resolving healthcare issues. The professional relationship between physicians and nurses are quite decisive and vital factor for patient care. Therefore, the purpose of this study was to examine the quality of relationship between physicians and nurses in hospitals affiliated with Zanjan University of Medical Sciences, Iran.Methods: In this descriptive-analytic study, a cross-sectional method was used. Nurses working in hospitals affiliated with Zanjan University of Medical Sciences, Iran were selected randomly. A demographic data and a 32-item questionnaire related to the professional relationship between physicians and nurses were used for data collection. Of 160 nursing staff 96 nurses returned the questionnaire. Descriptive and analytical statistics were used for data analysis via the SPSS software.Results: About 75.8% of the nurses were female and 76.8% held a bachelor's degree. Also, 86.4% of them had rotational shift works. Many of them (66.2%) held below 15 years of work experience and 59.5% received no reward to make a relationship with physicians. Moreover, 76.8% of the samples mentioned that non-existence of fixed work shifts and extra shifts created stressful and tedious conditions leading to ineffective nurse-physician relationships.Conclusions: There were major shortcomings within nurse-physician relationships. Hence, the promotion of physicians’ knowledge on nurses’ career and nurses’ welfare is required for advancing professional relationships between nurses and physicians. 

scholarly journals Gaya Kepemimpinan Mempengaruhi Kinerja Anggota Organisasi

2021 ◽  
Vol 4 (1) ◽  
pp. 37-45
Author(s):  
I Nyoman Artayasa
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Working Life ◽  
Quality Of Working Life ◽  
Know How ◽  
Wide Range ◽  
Work Security ◽  
The Way

Leadership Style In Organization is to know how to lead a group or organization.It can also know the influence of leadership styles used by a leader in dealing with certain situations and conditions. There are a wide range of lead styles. All of these leadership styles each have their own traits and that's what makes a leader able to lead his or her group in his or her own way that will surely aim just like a leader in general who wants to influence people to take actions that benefit the organization and itself to achieve certain goals. Whatever form his leadership style will affect the way people work as individuals or as a group.In reality leaders can influence the spirit and excitement of work, security, quality of working life and especially the level of achievement of an organization

scholarly journals Students Performance and Leadership Styles in Ghana Education Service : The Case of Mampong Municipal Assembly in Ashanti Region

2020 ◽  
pp. 77-86
Author(s):  
Richard Sarfo Gyasi ◽  
Cai Li ◽  
Isaac Gumah Akolgo ◽  
Yvonne Owusu-Ampomah
Keyword(s):  
Academic Performance ◽  
Leadership Styles ◽  
Leadership Style ◽  
Teaching And Learning ◽  
Ashanti Region ◽  
Education Service ◽  
Data Capturing ◽  
Municipal Assembly ◽  
The Relationship

The purpose of this study was to explore the effect of leadership styles on academic performance in Junior High Schools (JHS) in Mampong in the Mampong Municipal Assembly of Ashanti Region in Ghana. The design for the study was a mixed study using both the qualitative and quantitative analyzes. It was a correlation survey designed to establish the relationship between leadership styles and academic performance in schools in Mampong in the Mampong Municipal Assembly. Data collected on the leadership styles of the school leaders were the independent variables and the academic performance as dependent variables. The data were analyzed using Statistical Package for Social Science (SPSS) version 22 and Epi-Info, a data capturing and analysis software. The study noted that unless the headmasters are well equipped with knowledge and skills in leadership they would not know if they have any influence on their schools and on academic work. The study also established that even though respondents agreed that a leadership style can affect academic performance, the headmasters do not gain the confidence of the stakeholders enough in order to build terms that can enhance quality of teaching and learning. Based on these establishments, it was recommended that teacher training institutions should incorporate in their curriculum, training in the art and science of leadership in order to groom leaders’ right from school. Again, it is recommended that compulsory continuous professional development in leadership should be institutionalized in Ghana Education Service (GES) for headmasters.

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