Barrie O. Pettman and Richard Dobbins
This issue is a selected bibliography covering the subject of leadership.
Abstract
This issue is a selected bibliography covering the subject of leadership.
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Abdul Samad, Salman Bashir and Sumaiya Syed
Growing environmental challenge awareness among consumers is today's business reality that pushes for sustainable product development. Governments, industries, and consumers'…
Abstract
Growing environmental challenge awareness among consumers is today's business reality that pushes for sustainable product development. Governments, industries, and consumers' attention are significantly moved from traditional products to eco-friendly product development. Green product development is the future for manufacturing businesses' survival in most markets. Green product development is an emerging phenomenon and, unfortunately, lacks theoretical and empirical research regarding effective organizational policies and practices for green product development. This study aims at filling research gaps towards green product development by highlighting green employee aspects influenced by leadership for sustainable business growth. The study hypothesized relations between the green effect of transformational leadership on green product development as an outcome through green behaviour, green climate, and green innovative creativity. Data was collected from small and medium enterprises (SMEs) of Karachi through a self-administered survey questionnaire. Results revealed significant support for hypothesized relations through the partial least square statistical tool. This study contributes theoretical and empirical advancement in past literature wherein leadership style influences employee behaviour that leads to predict product development from an environmental perspective. Study inferences suggest for visionary green leadership style for sustainable business growth. Limitations of this study regarding other variable inclusiveness, sampling, and geography are potential extensions for further scholarly investigation.
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F. William Brown and Michael D. Reilly
This paper aims to study the possible relationship between elements of personality as measured by the Myers‐Briggs type indicator (MBTI) and transformational leadership (TL) as…
Abstract
Purpose
This paper aims to study the possible relationship between elements of personality as measured by the Myers‐Briggs type indicator (MBTI) and transformational leadership (TL) as measured by the Multifactor Leadership Questionnaire (MLQ).
Design/methodology/approach
The study was done at the North American manufacturing facility of an international technology company. Utilizing the Multifactor Leadership Questionnaire to measure transformational leadership, over 2,000 followers provided assessments of transformational leadership for 148 managers who had done self‐assessments and had completed Form K of the MBTI.
Findings
No relationship was found between follower assessments of transformational leadership and leader personality as measured by the MBTI. Leaders did, however, perceive themselves to be significantly more transformational than did those who reported to them. Leader preference for extraversion over introversion and intuition over perception were both significantly associated with self‐reports of transformational leadership.
Research limitations/implications
Studies utilizing large samples across a variety of organizational settings are needed to confirm the results of this study.
Practical implications
This study calls into question the existence of a relationship between the MBTI and transformational leadership. The study does not provide any support for the possible utility of the MBTI for the prediction or explanation of transformational leadership behaviors. Assuming that followers' perceptions of TL are the more valid, the findings suggest that previous results linking MBTI and TL may be measurement artifacts.
Originality/value
Utilizing a large sample, the MLQ and continuous measures of MBTI preferences the results of this study contradict previous reports of a relationship between personality as measured by the MBTI and transformational leadership.
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This chapter outlines the importance of enhancement courses, particularly in mathematics, to the preservice landscape in England. These programs occur after an individual has…
Abstract
This chapter outlines the importance of enhancement courses, particularly in mathematics, to the preservice landscape in England. These programs occur after an individual has completed a degree but before admittance to preservice teacher education. The pedagogies used in these programs are characterized as both pedagogies of teacher preparation and of selection for preservice. The learning that takes place in these programs is an under-researched area. The chapter addresses that issue by specifying, analyzing, and justifying the pedagogies of teacher preparation deployed in the context of one mathematics enhancement course (MEC). We draw on international research to argue that there is a specific body of knowledge for teaching their subject area, which all teachers need to generate. In terms of empirical work and personal scholarship, the chapter is based primarily on the scholarship and practice of the first author, Clarke, between 2008 and 2014. We present an exemplar of teaching, following the principles of the pedagogies of preparation in place for the MEC. These pedagogies aim to develop for student teachers a profound or “relational understanding” of fundamental mathematics, aiming for the re-experiencing and re-construction of an aspect of mathematics, which they first learned as young grade school students. We argue that a distinctive form of mathematical knowledge is thus produced in and through the teaching processes. In the final part of the chapter, we outline the conditions in which these pedagogies might be adopted in other contexts, arguing that they represent good practice in teaching subject knowledge in all teacher education programs.
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Timothy Bartram and Gian Casimir
The purpose of this paper is to provide an examination of the mediating effects of empowerment and trust in the leader on the relationship between transformational leadership and…
Abstract
Purpose
The purpose of this paper is to provide an examination of the mediating effects of empowerment and trust in the leader on the relationship between transformational leadership and two outcomes (i.e. the in‐role performance of followers as rated by the leader and satisfaction with the leader).
Design/methodology/approach
In total, 150 customer service operators in an Australian call‐centre were invited to participate in a leadership questionnaire and informed that their performance would be rated by their immediate supervisors (i.e. their line manager) as part of the study. A sample of 109 responses were used in the analysis.
Findings
Partial least squares analysis revealed that the effects of transformational leadership on the in‐role performance of followers were mediated by empowerment and trust in the leader, whereas the effects of transformational leadership on satisfaction were partially mediated by trust in the leader.
Research limitations/implications
The implications of the findings for leadership theorists is that a more fine‐grained approach is required to understand the leadership “black box” in that different mediators have been shown to affect different outcomes.
Practical implications
In a call‐center context, which has high levels of control, standardization and formalization, transformational leadership can improve the performance of followers by empowering them and by developing trust in the leader.
Originality/value
This paper contributes to the literature by providing a concurrent analysis of the mediating effects of empowerment and trust in the leader on the relationship between transformational leadership and in‐role performance and job satisfaction.
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The purpose of this paper is to determine the relationships between leadership styles of primary school principals and organizational health and bullying.
Abstract
Purpose
The purpose of this paper is to determine the relationships between leadership styles of primary school principals and organizational health and bullying.
Design/methodology/approach
Two hypotheses were formulated in relation to the research. Three instruments were used – a multi‐level questionnaire for measuring leadership, an Organizational Health Inventory (OHI‐S), and a negative acts questionnaire (NAQ) for measuring workplace bullying. The questionnaires were administered to 500 teachers working in primary schools in Turkey. Path analysis was conducted using the AMOS programs; other statistical analyses were conducted via LISREL and EQS 6.1 programs.
Findings
There is a positive relationship between transformational leadership acts of principals and organizational health and a negative relationship between the transformational leadership acts of principals and workplace bullying. While a reverse relationship between organizational health and workplace bullying is identified, there is a relationship between transactional leadership acts of principals and organizational health. No relationship between transactional leadership acts of principals and workplace bullying is found.
Practical implications
These results suggest the desirability of principals striving to improve transformational leadership behaviors in order to develop their schools as healthy organizations and to solve the problem of bullying therein.
Originality/value
Several resources are provided as tools, such as the NAQ, the OHI‐S, and the multifactor leadership questionnaire. These may be profitably used in similar studies.
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This study considers the “technology creation” characteristic of technical knowledge-intensive business services (T-KIBS) and examines how human capital and intellectual property…
Abstract
Purpose
This study considers the “technology creation” characteristic of technical knowledge-intensive business services (T-KIBS) and examines how human capital and intellectual property rights (IPR) protection affect the location choice of foreign direct investment (FDI) in China for two types of T-KIBS: (1) information transmission, software and information technology (ICT) services and (2) scientific research and technology (SCI) services.
Design/methodology/approach
Our empirical analysis is based on panel data on 22 Chinese provinces from 2009 to 2017. We use the generalized method of moments estimation for the regression analysis.
Findings
FDI in ICT services prefers regions with high human capital, while FDI in SCI services favors regions with good IPR protection.
Research limitations/implications
Future research could use more comprehensive data and qualitative interviews to enhance the findings.
Practical implications
These findings provide a foundation for China’s future policy on attracting FDI into T-KIBS, especially in areas related to human capital and IPR protection.
Originality/value
This study bridges the research gap on the FDI location choice of T-KIBS in China by clarifying the influences of human capital and IPR protection and providing theoretical support for the location choice of T-KIBS FDI.
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Valentina N. Parakhina, Olga A. Boris, Galina S. Shelkoplyasova and Gelani I. Khanaliev
The purpose of the chapter is to develop and substantiate the necessity for delegating authorities in the process of decision making in modern business systems, as well as…
Abstract
The purpose of the chapter is to develop and substantiate the necessity for delegating authorities in the process of decision making in modern business systems, as well as conditions, principles, and criteria of successful delegation in view of the applied approach. The methodology of the chapter is based on the method of analysis of causal connections, which is used for determining the necessity and essence of delegation, evaluating and comparison of the possible concepts and means of its implementation in the process of decision making, and studying the managers' opinions for determining the problems of delegation. This allows determining the conditions and criteria of successful delegation and developing an optimal set of principles that allow for effective implementation of the process of delegating authorities. As a result, the authors determine conditions and limitations that determine the possibility of delegating authorities in the process of decision making and offer criteria of successfulness of the process: preliminary task setting, interest and readiness of employees, briefing, written form of delegating authorities for complex and responsible tasks, accessibility of any necessary information, support from manager, and controllability of the process and result. The concepts of delegation are studied, and priority of its new model is established. Based on this, 11 principles of successful delegation were formulated: determination of goal, certainty, parity of rights and responsibility, adequate support, motivation of effective solutions, participation, “finite character,” structural limitations, complex nature of tasks, succession, and vision of perspective.
Complexities of the process of delegation in the process of decision making in business systems are described – their knowledge helps developing own styles of delegation and improving it.
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John Antonakis and Robert J. House
In this chapter, we briefly trace the history of the neo-charismatic movement and review Bass and Avolio’s full-range leadership theory (FRLT). We present the FRLT as the flame…
Abstract
In this chapter, we briefly trace the history of the neo-charismatic movement and review Bass and Avolio’s full-range leadership theory (FRLT). We present the FRLT as the flame bearer of the movement, and argue that it should be used as a platform to integrate similar leadership theories. We identify conditions that may moderate the factor structure of the FRLT, and review the validity of the Multifactor Leadership Questionnaire – the instrument underlying the FRLT. Furthermore, we identify theoretical deficiencies in the FRLT and propose the addition of a broad class of behaviors labeled instrumental leadership, which, we argue, is distinct from transformational, transactional, and laissez-faire leadership. Finally, we discuss the utility of dispositional variables in predicting the emergence of leadership.