The interaction between participatory leadership practices and perceived behavioral integrity and their impact on fighting deviant work behavior: An applied study on a sample of administrative leaders in private commercial banks in Sulaimani city in Iraq: التفاعل بين ممارسات القيادة التشاركية والنزاهة السلوكية المدركة وأثرها في محاربة سلوك العمل المنحرف: دراسة تطبيقية على عينة من القيادات الإدارية في المصارف التجارية الأهلية في مدينة السليمانية في العراق

The study aimed to identify the extent to which private banks in the city of Sulaymaniyah adopt participatory leadership practices and perceived behavioral integrity, reveal the nature and direction of the relationship between participatory leadership and perceived behavioral integrity, and combat deviant behavior in these banks, in addition to determining whether the interaction is between participatory leadership and integrity. Perception affects the behavior of deviant work, and to achieve the objectives of the study, the researchers designed a questionnaire as a study tool that was distributed to the study sample of (108) managers, assistants of managers, heads of departments and divisions in private commercial banks in the city of Sulaymaniyah, and the results showed that private banks do not adopt participatory leadership practices and behavioral integrity Significantly, with a significant positive statistically significant effect of adopting participatory leadership practices on deviant work behavior in private banks in the city of Sulaymaniyah, where the value of the correlation coefficient R (-2.159) at the level of significance (.031), and the existence of a positive statistical significance effect. To adopt the perceived behavioral integrity on the deviant work behavior of private banks in the city of Sulaymaniyah, and the results revealed The study on the absence of a positive, statistically significant, positive impact at the level of (0.05) for the interaction between participatory leadership practices and perceived behavioral integrity on deviant work behavior. And their leaders, and emphasize the importance of adopting participatory leadership practices and perceived integrity together, as they have a clear impact on reducing deviant behaviors, which will positively affect banks in terms of creating a positive, effective and ideal work environment.

Participative Leadership Practice in Asia Context: A Literature Review

The importance of participatory leadership practices in schools attracts researchers to research, and this article is used to test how participatory leadership practices in schools. The review process begins with a search engine, Google Scholar, to search for articles with keywords, participatory leadership. There are several articles on the review of participatory leadership practices especially in the Asian context, which can be found. The purpose of this review is to investigate participatory leadership practices at schools in the Asian context. Based on the results of literature reviews from various countries in Asia, we find that practice. Strong participatory leadership can create structures to facilitate the work of teachers by strengthening organizational belief systems and these factors together encourage student learning and leadership is carried out persuasively creating harmonious cooperation, fostering loyalty and participation of subordinates.

Do Participatory Leadership Style, Motivation, and Work Environment Affect Employee Performance? Lessons from Local Organization in An Emerging Country

This study aims to determine the effect of participatory leadership style, motivation and work environment on employee performance at the Department of Public Works and Public Housing (PUPR) of Yapen Islands Regency, Papua, Indonesia. This research is a quantitative research with the sources of data collected in this study are primary data and secondary data. This study used a saturated sample with a total of 101 people and applied multiple regression to analyse the data. It found that the participatory leadership did not affect the employee performance, while motivation and work environment influence the employee performance. It implies that the latter variables are the employee performance’s key drivers and should be the main priorities.

The Impact of Participatory Leadership on Teacher Work Motivation at Public Junior High Schools in Pemalang District, Pemalang Regency

Teachers would work professionally when they have high work motivation because it is such a mental boost that comes from inside and outside of themselves which help to carry out the task of achieving the goals / objectives that have been set with full of awareness and responsibility. The aims of this study are to determine the effect of: participatory leadership, toward teachers’ work motivation partially and simultaneously. This study used quantitative approach. Among 287 populations of public junior high school teachers in Pemalang district, 167 respondents were chosen using the proportional random sampling technique. The data analysis used in this study is descriptive analysis, classic assumption test and regression test using SPSS version 17 for Windows. The results shows that (1) simple regression test for variable X on Y obtained the correlation value (r) = 0.915, meaning that the correlation was incredibly strong, with Adjusted R2 = 0.837, meaning that the influence of participatory leadership on teachers’ work motivation is 83.7% and remaining at 16,3% accounting teacher performance is determined by factors other than research.Keywords: Participatory Leadership, Teachers’ Work Motivation

The Influence of Participatory Leadership, Quality Culture, and Job Satisfaction on Lecturer Organizational Commitment (Case Study of Universities in Indonesia)

This study aims to determine the effect of participatory leadership on lecturers' organizational commitment, the influence of quality culture on lecturer organizational commitment, the effect of job satisfaction on lecturers' organizational commitment, the influence of participatory leadership and quality culture on job satisfaction and the commitment of lecturers' organizations at the State University of Medan, Indonesia. The sample is 202 lecturers. The instrument used a questionnaire, the data were analyzed using Path Analysis. The results of the study found that there was a significant influence of participatory leadership variables on job satisfaction. Quality culture has a positive effect on job satisfaction. Participatory leadership has a positive effect on organizational commitment. Quality culture has a positive effect on organizational commitment and job satisfaction also has a positive effect on organizational commitment. Taken together, participatory leadership, quality culture and job satisfaction have a positive effect on organizational commitment.

Understanding the key processes of excellence as a prerequisite to establishing academic centres of excellence in Africa

Background Africa’s economic transformation relies on a radical transformation of its higher education institutions. The establishment of regional higher education Centres of Excellence (CoE) across Africa through a World Bank support aims to stimulate the needed transformation in education and research. However, excellence is a vague, and often indiscriminately used concept in academic circles. More importantly, the manner in which aspiring institutions can achieve academic excellence is described inadequately. The main objective of this paper is to describe the core processes of excellence as a prerequisite to establishing academic CoE in Africa. Methods The paper relies on our collaborative discussions and real-world insight into the pursuit of academic excellence, a narrative review using Pubmed search for a contextual understanding of CoEs in Africa supplemented by a Google search for definitions of CoEs in academic contexts. Results We identified three key, synergistic processes of excellence central to institutionalizing academic CoEs: participatory leadership, knowledge management, and inter-disciplinary collaboration. (1) Participatory leadership encourages innovations to originate from the different parts of the organization, and facilitates ownership as well as a culture of excellence. (2) Centers of Excellence are future-oriented in that they are constantly seeking to achieve best practices, informed by the most up-to-date and cutting-edge research and information available. As such, the process by which centres facilitate the flow of knowledge within and outside the organization, or knowledge management, is critical to their success. (3) Such centres also rely on expertise from different disciplines and ‘engaged’ scholarship. This multidisciplinarity leads to improved research productivity and enhances the production of problem-solving innovations. Conclusion Participatory leadership, knowledge management, and inter-disciplinary collaborations are prerequisites to establishing academic CoEs in Africa. Future studies need to extend our findings to understand the processes key to productivity, competitiveness, institutionalization, and sustainability of academic CoEs in Africa.

Participatory Leadership Styles Toward Employee Smoking Behavior In The Implementation Of Cigarette Areas In Inpositives Central Health Center In Tangerang City

. Implementing the No Smoking Area policy, especially in health facilities, is still not optimal to reduce the smoking behavior of employees. Currently, there are still health workers or employees who still smoke. The head of the public-health center has an important role in implementing the no-smoking area policy, so an appropriate leadership style is needed aim, to get an overview of the relationship between the participatory leadership style of the head of the Puskesmas inpatient care because of implementing Non-Smoking Areas to the smoking behavior of its employees in Tangerang. The design of this study was a cross-sectional approach, by looking at the relationship between employee perceptions of the role of public-health center inpatient care leaders in implementing No Smoking Area policy and smoking behavior of inpatient public health centers in Tangerang City. As a result, most of the heads of the public-health center have non a participatory leadership style in implementing the No Smoking Area policy (61.3%) most of the public-health center staff had no smoking behavior (76.3%) and there was no relationship between the participatory leadership style of the head of the public-health center in implementing No Smoking Area policy the smoking behavior of public-health center employees at p = 0.123. In conclusion, there is no relationship between the participatory leadership style of the head of the health center in implementing the No Smoking Area policy and the smoking behavior of the health center employees..

Moderating Role of Job Satisfaction on The Relation between Participative Leadership Styles and Performance in a Petrochemical Company

The implementation of the participative leadership style has been positive on the increase in employee performance. However, how it works in an extraction and refining petrochemical-firm context is still elusive. This study investigates how a participatory leadership style may support employee performance as moderated by Job Satisfaction. Primary data from all 85 HRD employees in Cilegon Petrochemical Company is selected as a database. This study computes the relationships using the PLS-SEM procedure. This study proves that participative leadership style variables significantly influence employee performance. Job satisfaction has a significant positive effect on employee performance, and job satisfaction moderates the effect of participative leadership style on employee performance.