PERILAKU KEPEMIMPINAN KEPALA SEKOLAH DI SMA NEGERI 1 LEMITO

Penelitian ini bertujuan untuk menggambarkan bagaimana perilaku kepemimpinan kepala sekolah dalam mengarahkan dan mengkoordinasikan untuk mewujudkan visi dan misi di SMA Negeri 1 Lemito. Hasil penelitian menunjukkan bahwa kepemimpinan kepala sekolah SMA Negeri 1 Lemito telah menerapkan beberapa perilaku kepemimpinan yang efektif dan efisien tepadu dan terintegrasi dalam tugas warga sekolah terutama dalam kebijakan perilaku kepala sekolah. Perilaku yang dikembangkan adalah suportif, leadership, direktif leadership, dan partisipatif. Pengelolaan perilaku kepempimpian di sekolah akan membentuk lingkungan sekolah lebih berkualitas dan profesional sebagaimana visi SMA Negeri 1 Lemito, terutama untuk menjaga keharmonisan warga sekolah. Perilaku kepemimpinan ternyata masih dipengaruhi oleh proses pendelegasian tugas, transparansi, dan akuntabilitas yang kurang dan budaya kerja baru yang sulit diterima oleh warga sekolah. Kebijakan yang telah dijabarkan oleh kepala sekolah melalui visi misi dapat menggambarkan kebarhasilan seorang pemimpin dalam menekan konflik internal sekolah di samping penentuan proses perilaku kepemimpinan dipengaruhi oleh kompetensi-kompetensi, kepribadian seorang pemimpin. Dengan demikian, kompetensi dan kepribadian yang dimiliki seorang pemimpin dapat mempengaruhi kinerja kepemimpinan. Dalam perilaku pemimpin yang mendelegasikan tugasnya masih dipengaruhi oleh keraguan pada tingkat kepercayaan warga sekolah, kemampuan dan skill, serta masih masih rendahnya prestasi kerja warga sekolah. Untuk itu, kepala sekolah melalukan perubahan dalam perilaku terutama dari segi supportive leadership dan achievement-oriented leadership, sehingga dapat menekan konflik internal di sekolah, kepala sekolah meningkatkan tanggung jawab warga sekolah pada tugas yang telah diberikan.

An explicit investigation of occupational stress and safety behavior on the relationships between supportive leadership and safety compliance in sewerage industry

This study aims to examine the influence of supportive leadership on occupational stress, safety behaviour and safety compliance of workers working in Indah Water Konsortium Sdn. Bhd. (IWK) Malaysia. Moreover, the study intends to investigate the mediational role of occupational stress and safety behaviour. Supportive leadership negatively influence occupational stress while positively influences safety behaviour. Occupational stress put a negative effect on safety behaviour and safety compliance, while safety behaviour has a positive effect on safety compliance. Supportive leadership positively influence safety compliance. Occupational stress and safety behaviour partially mediate the relationship between supportive leadership and safety compliance. The outcomes of this study offer significant insights into the management of Indah Water Konsortium Sdn. Bhd. (IWK) to reduce occupational stress, encourage safety behaviour, and improve safety compliance by providing supportive leadership to the workers. Unlike other industries, the sewerage operation industry (in Malaysia) is under an intensive work burden and work pressure that eventually causes occupational stress, lack of safety compliance and ignorance of safety behaviours among workers. The link of supportive leadership with safety compliance is scare with the mediating role of occupational stress and safety behaviour, especially in the sewerage industry particularly in developing countries such as Malaysia.

Effectiveness of Professional Learning Communities in Ghanaian Basic Schools through the Lenses of Socio-Cultural Theory

This study employed the explanatory sequential mixed-methods design to assess the effectiveness of PLCs in Ghanaian basic schools. Using proportional stratified random sampling technique, the study selected 650 respondents (400 teachers and 250 headteachers) from the basic schools in five regions of Ghana for the quantitative phase of the study. Subsequently, 30 teachers and 10 headteachers from these schools were sampled purposely for the qualitative phase of the study. An adapted version of PLACA-R (6-dimensions; α = .84-.92) from Olivier and Hipp (2010) was used to collect quantitative data whilst researchers designed an interview guide was used to gather qualitative data. The quantitative data were analyzed using descriptive (means and standard deviation) statistics whilst the qualitative data were analyzed thematically. The study established the level of PLC activities in the basic schools is low on all the 6 dimensions of the scale except shared and supportive leadership. A good number of the basic schools have never held any PLC meetings since the curriculum was introduced. Schools that observed PLC meetings often ignore the delivery methods in the PLC manual. The study also found that female teachers practice PLC more than male teachers. The study further established that age, educational qualification and years of experience have a significant impact on the practice of PLC. The study concluded that teachers and headteachers in the basic schools lack knowledge and pedagogical skills about PLCs and their roles in the professional development of the teachers. It was recommended that the participation of PLCs by teachers and Headteachers should be used as one of the tools for teacher promotion.

Autonomy supportive and controlling leadership as antecedents of work design and employee well-being

The continuation of work that undermines employee well-being necessitates an investigation into the antecedents of work design. Therefore, we examined how autonomy supportive and controlling leadership—as defined in self-determination theory (SDT)—relate to employees’ job resources, job demands, and well-being. Using a cross-sectional ( N = 501) and a daily diary study ( N = 123), we found that autonomy supportive leadership relates to employees’ work engagement via job resources both at the between- and within-person levels. However, only the cross-sectional study evidenced a relationship between autonomy supportive leadership and exhaustion via job resources. Controlling leadership related to exhaustion via job demands at the between-person level in both studies but not at the within-person level. Alongside implications for the literature on SDT, work design theory, the leadership literature, and workplace re-enchantment, we advance concomitant insights to practitioners. JEL CLASSIFICATION: I31, J81, M12

A pragmatic evaluation of a Public Health Knowledge Broker mentoring education program: A convergent mixed methods study

Background: Public health professionals are expected to use the best available research and contextual evidence to inform decision making. The National Collaborating Centre for Methods and Tools developed, implemented, and evaluated a Knowledge Broker mentoring program aimed at facilitating organization-wide evidence-informed decision making in ten public health units in Ontario, Canada. The purpose of this study was to pragmatically assess the impact of the program.Methods: A convergent mixed methods design was used to interpret quantitative results in the context of the qualitative findings. Quantitatively, participants’ knowledge and skills for finding, interpreting, and using evidence were measured before and after program completion via multiple-choice tests. Changes in scores were assessed using paired t-tests. Qualitatively, program participants and management at enrolled public health units were interviewed to explore the effect of program participation. A secondary analysis of these interviews was conducted to determine whether organizations met their evidence use goals set at baseline, and to identify key factors related to implementation of EIDM within the organization.Results: Post-program scores for knowledge and skills for EIDM were higher compared to pre-program scores (mean difference = 14.0%, 95% CI 8.2%, 19.8%). Organizations met their goals for evidence use to varying degrees. Key themes identified that support an organizational shift to EIDM include definitive plans for participants to share knowledge during and after program completion, embedding evidence into decision making processes, and supportive leadership with organizational investment of time and resources. The location, setting or size of health units was not associated with attainment of EIDM goals; small, rural health units were not at a disadvantage compared to larger, urban health units.Conclusions: The Knowledge Broker mentoring program effectively increased participants’ knowledge and skill, allowing them to share their learning and support change at their health units. When paired with organizational supports such as supportive leadership and resource investment, this program holds promise as an innovative knowledge translation strategy for organization wide EIDM among public health organizations.

The Drivers of Environmentally Sustainable Hospital Foodservices

Background: Hospital foodservices have the potential to positively contribute to the local food system and planetary healthcare. Understanding the factors contributing to the success of “exemplar hospitals” with environmentally sustainable foodservices gives an opportunity to reimagine foodservices and guide strategic planning. The aim of this study was to identify the drivers of sustainable hospital foodservices.Methods: For this qualitative multiple case study, purposive sampling was used to identify exemplar hospitals internationally. Semi-structured interviews were conducted with staff with extensive knowledge of their foodservices to explore the drivers of sustainable practices. Relevant documents provided background on the case. These documents and interview data were analyzed using the framework and thematic analysis.Findings: There were 21 participants from 14 hospitals recruited across nine countries. Sustainable foodservice practices included local and organic food procurement, gardens onsite, vegetarian menus, re-serving unopened portion-controlled items, traditional foods, and food waste composting. Four themes were identified: initiating drivers, supporting enablers, challenges, and influence. Initiating drivers that “sparked” sustainable practices included the values of individuals or the hospital (e.g., community, environmental, or religious values), logical solutions to a problem, or government requirements. Enablers that facilitated success included motivated individuals, dedicated personnel, supportive leadership, internal protocols, and perceived benefits. External enablers included being part of member organizations, government requirements, and learning from other hospitals. Exemplar hospitals had broader influence, including educating the hospital community, supporting other hospitals, and influencing government policies/targets. Common challenges were staff resistance and inadequate policy directive.Interpretation: These findings examine the successful international cases of sustainable hospital foodservices to provide a global overview to assist with strategic planning both within hospitals and within governing bodies.

Impact of Supportive Leadership During Covid-19 on Nurses' Well-Being: The Mediating Role of Psychological Capital

The corona virus disease (Covid-19) has significantly affected the social, physical, and psychological health of workers, specifically the nurses working in the healthcare sectors. Studies have been conducted on the impact of Covid-19 on employees' well-being, organizational structure, and job design; however, limited studies have been conducted focusing on the impact of leadership on employee's well-being during the Covid-19 pandemic. Drawing on job demands resources model and social exchange theory, we examined the impact of supportive leadership on employees' physical, social, and psychological well-being during the Covid-19 pandemic. In addition, we examined the mediating role of psychological capital in examining the relationship between supportive leadership and employees' physical, social, and psychological well-being. Based on three wave time-lagged design, the data were collected from 214 nurses' linear regression analysis and Hayes Process for mediation to test the proposed hypothesis. As hypothesized, supportive leadership predicted employees' physical, social, and psychological well-being. In addition, psychological capital mediated the relationship between supportive leadership and employees' physical, social, and psychological well-being. Implications for research, theory, and practice are discussed.