The factors influencing the innovative performance of leaders in nurses’ professional: a developing country perspective

Purpose The health-care services in Iraq currently face many challenges. The most noted is the lack of effective nursing leaders to meet the growing needs of the health-care services. Effective nursing leadership is critical to the health-care system, affecting work performance, quality of care and staff satisfaction. The literature suggests that nursing leaders in Iraq are not adequately trained to provide leadership to improve the nursing profession and have limited involvement in decision-making. The purpose of this study is to explore the views of nurses on what they believe constitutes effective leadership in Iraq. Design/methodology/approach A qualitative methods approach is used involving 20 semi-structured interviews of senior nurses. The sample of nurses came from two large general hospitals in Iraq. The qualitative data was thematically analyzed and interpreted. Findings The study results indicated that there were factors that influence the performance of nurse leader, namely, excessive workload, personal relationship with nursing staff, professional recognition of nursing and selection criteria of leaders. Test results show that there were significant differences in views of the nurses toward nurse leaders’ performance. This research concludes that the nurse leader performance in developing countries is affected by excessive workload, personal relationship with nursing staff, professional recognition of nursing and selection criteria of leaders. Originality/value The relevance of the study stems from the scarcity of research on the leader performance in developing countries, while studies on the factors influencing the innovative performance of leaders in nurses’ professional are significantly limited. This study is one of the earliest studies that investigate these factors influencing the nurse leader’s performance.

INFLUENCE OF VOTING IN ELECTIONS ON RESPONSIVE GOVERNANCE IN NAIROBI CITY COUNTY GOVERNMENT, KENYA

Purpose- This study focused on establishing the influence of voting in elections on responsive governance in Kenya. Its main objective was to establish the influence of voting in elections on responsive governance in Kenya. Methodology- Descriptive research design and positivism research philosophy were adopted. The study focused on a target population of 680 respondents from Eighty-five wards within Nairobi County, and data was collected from the following groups of respondents; Civil society representative, religious representative, ward administration representative, youth representative, women representative, the special interest group representative, a representative of the citizens’ anticipating county services and a representative of the old aged residents were targeted. A sample size of 139 respondents was determined though purposive sampling technique. Primary data was collected through questionnaires and secondary data through published materials. Data was analysed through SPSS and presented in tables. Hypothesis testing was done through the use of t-test. F test (ANOVA) was also conducted to ascertain the difference between groups on study variable. Findings- The study found that voting in elections has a positive and significant relationship with responsive governance. The study concluded that that citizen’s education influences their ability and decision to vote in leaders who are effective in service delivery. The study also concluded that incumbent leader performance influences achievement of county goals. Based on the study findings, the researcher recommends that there is need to establish, County, Sub-County and Ward Citizens Forums to enhance voter awareness of residents in local governance. The forums will specifically enable citizens to engage directly in the planning, policy making and monitoring of service delivery accorded to them. Originality/value – This paper fulfils an identified need in understanding how voting in elections can influence responsive governance. The study therefore recommends that all citizens should be empowered and given the rights to vote in their desired leader. Additionally, free and fair elections should be conducted to ensure that candidates with clear manifestos are elected.

The development and validation of a graduate leader competency questionnaire: Arguing the need for a graduate leader performance measure

This article deals with the need for the conceptualisation and operationalisation of a modern graduate leader performance construct and the development and psychometric evaluation of a (graduate) leader competency questionnaire. The need for an investigation into the graduate leader performance construct is motivated against the backdrop of the availability of a new generation of leaders given the impending retirement of the world’s most senior management talent. Generation Y is singled out as a critical resource pool whose leadership potential needs to be tapped to enhance organisational performance and improve the economic fortunes of our country. However, it is pointed out that our understanding of this generation, as well as the psychological mechanism that determines how leaders influence various aspects of an organisation, work group or team to bring about optimal performance at a collective level, is fragmented and incomplete. Accordingly, we make suggestions for expanding contemporary conceptualisations of competency models so as to merge an expanded form of a competency model with the notion of a nomological network in providing a comprehensive explanation for the psychological mechanism that regulates graduate leader performance within organisational settings. The explication of such a competency model logically needs to start with the conceptualisation of the graduate leader performance construct. The validation of such a competency model will necessitate in future, amongst others, a measure of the competencies comprising the graduate leader performance construct as well.

A Focussed Literature Review of Power and Influence Leadership Theories

This Narrative Theoretical Literature Review relates to the evolution and translation of two contemporary leadership theories and anchors these to a leadership theory framework that demonstrates where they fit within the leadership theory body of knowledge. This literature review was an integral part of the preparation for a mixed-methods study related to leadership in the aged care sector which has successfully concluded and one of the major findings of that yet unpublished study is that the followership is positively influenced in their work performance with a reduced turnover intention if they considered that their leader was authentic and ethical. Authentic and ethical leadership appear to be escalating in importance and translatability to the health and social care environments struggling with unmet workforce demands and high consumer expectations. The review contains a description and timeline of the development of each of the theories included. This literature review is useful for investigating either or both leadership theories or their application to health and social care or designing leadership training programs or leader performance assessment tools.

The effects of leader expectation and coworker pressure on research engagement in higher education: the moderating role of achievement value

PurposeWhile being largely studied in organizational research, job engagement has rarely been empirically investigated in the context of higher education. In this study, this paper aim to examine the effects of leader performance expectation and coworker pressure on research engagement of lecturers and the moderation of achievement value.Design/methodology/approachThe authors based the survey on the data collected from public higher educational institutions in Vietnam.FindingsThe findings contribute to the literature of job engagement in higher education from an organizational behavior perspective by explaining the mid-level impacts of departmental factors affecting research engagement.Originality/valueThe authors develop an organizational behavior perspective related to middle-level factors to understand factors influencing one specific research job of lecturers in higher education in a non-Western developing nation.

Problems of labor productivity management in difficult epidemiological situation

In modern conditions the problem of labor productivity growth is becoming increasingly relevant. Its enhancement is paid to attention both at the federal level and at the level of enterprises. This article discusses the increase in labor productivity in the face of the epidemiological situation. The main blocks of programs of the national project to increase productivity are highlighted. In the context of the epidemiological situation, there are problems of preserving and improving productivity in connection with the transition of enterprise personnel on various forms of non-standard employment: televodder, flexible work schedule, durability, etc. The impact of a complex epidemiological situation on labor productivity is disclosed, the main competencies of an effective leader (performance leader) are presented

Towards an Artificial Intelligence (AI)-Driven Government in Sultanate of Oman

Many tasks that require human intelligence to perform changed to being executed by artificial intelligence such as voice recognition, image recognition, and various predictions. This study investigates how adopting AI-based technologies could redefine leadership roles and identify the gap of critical leadership competencies of AI-based technologies in Oman's public sector. The study used secondary data sources of four Omani ministries. The results confirm that the work of the leaders in Oman's public sector focuses more on administrative coordination, control, developing strategies, and problem solving. On the other hand, there is little attention given to innovation and focusing on developing people. AI-based technologies enhance leader performance and productivity in many areas such as mindful tech-savvy humanist, fostering systemic intelligence, building trust and innovation, developing creative capabilities, fostering leadership skills, enhancing strategic thinking skills, managing uncertainty, and having creative foresight.

Exploring the Bounds of Pygmalion Effects: Congruence of Implicit Followership Theories Drives and Binds Leader Performance Expectations and Follower Work Engagement

The topic of work engagement is moving up on the managerial agenda as it sets the stage for numerous beneficial outcomes for both organizations and their employees. It is clear, however, that not all employees are equally engaged in their job. The current study taps into theory on positive self-fulfilling prophecies induced by leaders’ high expectations of followers (i.e., the Pygmalion effect) and examines their potential to facilitate follower work engagement. By integrating literature on implicit followership theories with the Pygmalion model, we investigate the assumption that leaders’ high expectations are universally perceived as and therefore foster the same desirable results for all employees. We argue and find that the extent to which followers’ work engagement benefits from high leader expectations depends on their implicit followership theory of industry (IFTI; i.e., the general belief that employees are hardworking, productive, and willing to go above and beyond). We also find that when followers hold a high IFTI but feel that their leader does not convey high expectations, their engagement at work suffers. In addition, we examine whether leaders’ IFTI forms the origin of naturally occurring Pygmalion effects. Our results show that a positive IFTI among leaders is especially interpreted as high/positive expectations by followers who also hold a high/positive IFTI. Our study introduces boundary conditions to the Pygmalion-at-work model by revealing the interactive role of leaders’ and followers’ implicit followership theory of industry. We contribute to the advancement of cognitive, follower-centric perspectives on leadership and provide evidence for the importance of schema congruence.

High Performers = Better Leaders? Probing the Validity of Meritocratic Promotion Strategies to Fill Leader Positions

Promoting high-performing employees to leadership positions is a pervasive practice and has high face validity. However, little is known about the actual link between employee and subsequent leader performance, as prior results are inconclusive. Given the prevalence of this meritocratic promotion strategy, we conducted a study to address this inconsistency. To account for the diverging results, we (a) competitively tested predictions from different theoretical perspectives (i.e., the performance requirements perspective, the follower-centric perspective, and the Theory of Expert Leadership), (b) considered possible changes in the predictive validity of this strategy over time, and (c) included job complexity as potential moderator of the link between employee and subsequent leader performance. In a high stakes context (i.e., the first German soccer division), we tested the initial predictive validity of employee performance for leader performance immediately following the promotion and the ensuing development over time. Our results suggest a low validity of meritocratic promotion, as we could not find evidence for a link between employee performance and later leader performance—neither initially nor over time, which is consistent with the performance requirements perspective. We, thus, caution against the (sole) application of meritocratic promotion principles.