Do Demographic Variables Make a Difference in Entrepreneurial Leadership Style?

Industry 4.0 brings a challenge in terms of labor reduction. However, there is an opportunity in job creation for the creative industry/economy. The creative economy in Indonesia shows an increasingly contribution to the Indonesian economy in recent years, and it is also predicted to continue increasing in the future. Leadership for the entrepreneur is needed to make their business entity (Micro Small Medium Enterprises) to survive and succeed. This research aims to find out whether there is a difference in entrepreneurial leadership style with four demographic variables, i.e., gender, age, education level, and marital status.

Do Demographic Variables Make Difference in Entrepreneurial Leadership Style?

Industry 4.0 brings a challenge in terms of labor reduction. However, there is an opportunity in job creation for the creative industry/economy. The creative economy in Indonesia shows an increasingly contribution to the Indonesian economy in recent years, and it is also predicted to continue increasing in the future. Leadership for the entrepreneur is needed to make their business entity (Micro Small Medium Enterprises) to survive and succeed. This research aims to find out whether there is a difference in entrepreneurial leadership style with four demographic variables, i.e., gender, age, education level, and marital status.

Effect Of Leadership Style On Employee Performance

In this study it comes under the observation that there is a big effect on employees through Leadership skills. These effective practices make stronger to organization and another aspect with this observation is to clearly justify the effect of styles in a different way like Democratic, autocratic, and participative style on employees for enhancing their performance. The main objective with great Guidance it was analyzed that obviously autocratic style has much effect on employee performance inside the organization. On other side the way of participative is quietly good for further efficiency raising up. This study is based on qualitative approach, whereas Secondary research is on prior behalf. The reason behind this study is to have further discussion widely on employees’ performance as the readers can get bunch of knowledge about it. In secondary research it will be added to putt data via reports general information magazines and general Journal. Making widely valuable to this article it came to know that there is greater impact of Leadership style on employees acts the roe of behavior and its performance. Democratic style is highly useful beneficial for employees at all times while the participation style is also beneficial for employee’s performance on a long-term duration Few further recommendations are under the discussion in this thesis.

How to The Impact on Transformational Leadership Style and Job Motivation On Organizational Citizenship Behaviour (OCB) With Job Satisfaction as Mediating Variables at Outsourcing Company

This study aims to analyze the effect of transformational leadership style and work motivation on employee organizational citizenship behavior (OCB) mediated by employee job satisfaction. The object of the research is employees of PT. Sumberdaya Dian Mandiri with a sample of 95 people. Methods of data collection using questionnaire data collection and library research. Data analysis method using Partial Least Square. The result of this study show that (1) transformational leadership has a positive but not significant effect on organizational citizenship behavior (OCB); (2) work motivation has a positive and significant effect on organizational citizenship behavior (OCB); (3) transformational leadership has a positive and significant effect on job satisfaction; (4) work motivation has a positive and significant effect on job satisfaction; (5) job satisfaction has a positive but not significant effect on organizational citizenship behavior (OCB); (6) job satisfaction in mediating transformational leadership on organizational citizenship behavior (OCB) has a positive but not significant effect, and (7) job satisfaction in mediating work motivation on organizational citizenship behavior (OCB) has a positive and significant effect.

PEMBINAAN GAYA KEPEMIMPINAN DAN KOMUNIKASI EFEKTIF PADA PADA SISWA DAN SISWI SMA ANANDA KOTA BATAM

Students and Students are a place for students' aspirations to express their creativity. OSIS is formed based on the decision of the principal of the school which has a management body. Students who are involved in the OSIS management body must pass several criteria and requirements, including having communication skills and having a leadership spirit. Communication has a strong influence in shaping a person's attitude and leadership style in an organization. Students must be given briefings on attitudes and leadership styles so that they can direct, control their members and be responsible so that all parts of the work are coordinated in order to achieve company or organizational goals. One of the requirements to become an OSIS administrator is sitting at Ananda High School in Batam City, where the psychological condition of students is still unstable to lead. So that there are some conflicts that arise such as misunderstanding between members, task structure factors and organizational structures, for example, the unequal desire between the treasurer and chairman, personal factors, namely individuals must make decisions concerning themselves and the organization, environmental factors such as the absence of support from the environment or certain parties, differences of opinion, incomplete gatherings, many administrators who leave, there is leisure between members, poor time management and declining performance.

Unpacking Psychological Ownership: How Transactional and Transformational Leaders Motivate Ownership

Psychological ownership represents feelings of responsibility for and possession over a target, which can be both tangible in terms of physical resources, or intangible regarding one's relationships. Here we examine how two well-established leadership styles can trigger six different facets of psychological ownership and their corresponding ownership behaviors, by using regulatory focus and identity theory to explain how psychological ownership emerges and influences an individual's work behavior. We provide specific propositions that link two leadership styles to an individual's activated regulatory focus and self-identity, which results in six different facets of ownership. We use these different facets of ownership to examine how each contributes to explaining how leaders motivate their followers to engage in and take on different work challenges and opportunities, thus advancing both the leadership and psychological ownership literatures. We combine leadership style and psychological ownership to determine the type of ownership behavior and work performance that results based on which ownership facets are triggered.

How firms can achieve positive employee outcomes

Purpose Turnover intention remains an issue for many firms but can be effectively reduced if a transformational leadership style is adopted. Psychological empowerment of employees by such leaders helps increase both loyalty to the firm and willingness to engage in organizational citizenship behavior. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Turnover intention remains an issue for many firms but can be effectively reduced if a transformational leadership style is adopted. Psychological empowerment of employees by such leaders helps increase both loyalty to the firm and willingness to engage in organizational citizenship behavior. Originality/value The briefing saves busy executives and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

LEADERSHIP AND ISLAM WASATHIYAH PERSPECTIVE OF THE QUR'AN, HADITHS AND 'ULAMA

This paper discusses Leadership and Islam Wasathiyah Perspective of The Qur'an, Hadith and 'Ulama. The leadership displayed by a leader is an implication of his ability to manage his emotional intelligence and spiritual intelligence. Goleman in Abd. Kadim Masaong said that optimizing the management of emotional intelligence will produce four competency domains that are very effective in creating a leadership style, namely, the domains of selfawareness, self-management, social awareness and relationship management. Tawassuth is an attitude that is in the middle or between two attitudes, namely not too far to the right (fundamentalist) and too far to the left (liberalist). With this tawassuth attitude, Islam will be easily accepted in all walks of life. The character of tawassuth in Islam is the middle point between the two ends and it is a virtue that has been placed by Allah Subhana wata'ala from the start. The value of tawassuth, which has become a principle in Islam, needs to be applied in all fields so that the religion of Islam and the religious expressions of Muslims become witnesses of measuring the truth for all human attitudes and behavior in general.

An Exploratory Literature Study into Digital Transformation and Leadership: Toward Future-Proof Middle Managers

This study aimed to obtain insight into the influence digital transformation has on future leadership behaviors and management. Up to now, most literature solely focuses on the need for strong strategic leadership to build and lead the transformation. This study was directed at future leadership behaviors and skills needed during and after digital transformation of management below senior level. An exploratory approach to review literature on digital transformation and leadership was used, inspired by the PRISMA protocol. Our findings show that digital transformation is a disruptive process that impacts the whole organization and results in new forms of working. This calls for altro-centric leadership, an other-centered leadership style. Specifically, soft skills such as empathy, humility, integrity and compassion are becoming increasingly important, as is understanding the power of digital technology. The emergence of artificial intelligence offers interesting opportunities. It could be used to handle quantifiable managerial tasks and evaluate the quantifiable part of performance, while managers focus on the soft skills side of management such as coaching, motivating and empowering employees. This study demonstrates the necessity to redefine leadership requirements in an increasingly digitalized world.