This document discusses leadership styles and their effects on teacher job satisfaction and organizational commitment. It summarizes research on transformational, transactional, and laissez-faire leadership styles. The research analyzed 12 Turkish studies using meta-analysis and found that transformational leadership had the most positive impact on teacher job satisfaction and organizational commitment. Transactional leadership had less impact, while laissez-faire leadership was negatively correlated with satisfaction, performance, and motivation.
Influence of transformational leadership and organization climate to the wor...Alexander Decker
1) The study examines how transformational leadership and organizational climate influence work satisfaction, organizational commitment, and organizational citizenship behavior of lecturers at Sebelas Maret University.
2) Transformational leadership was found to positively influence work satisfaction but not organizational commitment or organizational citizenship behavior. Organizational climate positively influenced work satisfaction but not the other variables.
3) Work satisfaction positively influenced organizational commitment and organizational citizenship behavior. Organizational commitment also positively influenced organizational citizenship behavior.
1) The document discusses transformational leadership behaviors that are important for school principals to possess, including idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation.
2) It reviews literature showing that transformational leadership is positively associated with schools' innovative climate, teacher commitment, and overall school performance.
3) The study aims to discover the level of transformational leadership behaviors demonstrated by school principals in their daily administrative practices, with results indicating principals demonstrate high levels of these behaviors.
A study on the relationship between leadership styles and leadership effectiv...Alexander Decker
This document summarizes a study on the relationship between leadership styles and leadership effectiveness in Malaysian government-linked companies (GLCs). It provides background on GLCs and leadership effectiveness. Leadership styles examined include transformational, transactional, and passive/avoidant styles. A survey was conducted of 325 leaders in GLCs using the Multifactor Leadership Questionnaire to assess relationships between styles and effectiveness. Results found transactional leadership was the most demonstrated style. Transformational and transactional styles positively correlated with effectiveness measures, while passive/avoidant styles negatively correlated or had low correlation.
The document discusses different leadership styles of faculty members - transformational, transactional, and laissez-faire - and examines how these styles impact student satisfaction in higher education institutions. It reviews literature on the full range leadership model and the characteristics of transformational, transactional, and passive/avoidant leadership styles. The study aims to determine the most effective leadership style of faculty for fostering student achievement and motivation.
This document discusses learning organizations and organizational commitment in elementary schools. It finds that:
1) Teachers' perceptions of learning organization dimensions were highest for team learning and mental models, and lowest for personal mastery.
2) Teachers' organizational commitment was highest for internalization and lowest for compliance.
3) Regression analysis found that the learning organization dimensions of shared vision, team learning, and personal mastery predicted 36% of identification commitment and 25% of internalization commitment. Shared vision and team learning predicted 18% of compliance commitment.
The document discusses Argentinean cultural influences on managerial training concepts and adaptations. It covers several topics including leadership styles, delegation, employee motivation, rewards, and the role of leaders. Autocratic versus participatory leadership styles are examined. Delegation is discussed as an important skill for managers to develop employees. Employee motivation can come from intrinsic or extrinsic factors. Leaders play a key role in setting expectations and influencing corporate social responsibility through inclusion and diversity.
This document discusses a study that investigated the relationship between school principals' leadership styles and teachers' organizational citizenship behaviors. The study surveyed over 1,700 teachers about their perceptions of their principals' transformational and transactional leadership characteristics and the teachers' own organizational citizenship. The results showed that teachers perceived their principals as demonstrating high levels of both transformational and transactional leadership styles. A positive correlation was found between principals' transformational and transactional leadership and teachers' organizational citizenship. Transformational leadership had a greater influence on teachers' organizational citizenship than transactional leadership.
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
Influence of transformational leadership and organization climate to the wor...Alexander Decker
1) The study examines how transformational leadership and organizational climate influence work satisfaction, organizational commitment, and organizational citizenship behavior of lecturers at Sebelas Maret University.
2) Transformational leadership was found to positively influence work satisfaction but not organizational commitment or organizational citizenship behavior. Organizational climate positively influenced work satisfaction but not the other variables.
3) Work satisfaction positively influenced organizational commitment and organizational citizenship behavior. Organizational commitment also positively influenced organizational citizenship behavior.
1) The document discusses transformational leadership behaviors that are important for school principals to possess, including idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation.
2) It reviews literature showing that transformational leadership is positively associated with schools' innovative climate, teacher commitment, and overall school performance.
3) The study aims to discover the level of transformational leadership behaviors demonstrated by school principals in their daily administrative practices, with results indicating principals demonstrate high levels of these behaviors.
A study on the relationship between leadership styles and leadership effectiv...Alexander Decker
This document summarizes a study on the relationship between leadership styles and leadership effectiveness in Malaysian government-linked companies (GLCs). It provides background on GLCs and leadership effectiveness. Leadership styles examined include transformational, transactional, and passive/avoidant styles. A survey was conducted of 325 leaders in GLCs using the Multifactor Leadership Questionnaire to assess relationships between styles and effectiveness. Results found transactional leadership was the most demonstrated style. Transformational and transactional styles positively correlated with effectiveness measures, while passive/avoidant styles negatively correlated or had low correlation.
The document discusses different leadership styles of faculty members - transformational, transactional, and laissez-faire - and examines how these styles impact student satisfaction in higher education institutions. It reviews literature on the full range leadership model and the characteristics of transformational, transactional, and passive/avoidant leadership styles. The study aims to determine the most effective leadership style of faculty for fostering student achievement and motivation.
This document discusses learning organizations and organizational commitment in elementary schools. It finds that:
1) Teachers' perceptions of learning organization dimensions were highest for team learning and mental models, and lowest for personal mastery.
2) Teachers' organizational commitment was highest for internalization and lowest for compliance.
3) Regression analysis found that the learning organization dimensions of shared vision, team learning, and personal mastery predicted 36% of identification commitment and 25% of internalization commitment. Shared vision and team learning predicted 18% of compliance commitment.
The document discusses Argentinean cultural influences on managerial training concepts and adaptations. It covers several topics including leadership styles, delegation, employee motivation, rewards, and the role of leaders. Autocratic versus participatory leadership styles are examined. Delegation is discussed as an important skill for managers to develop employees. Employee motivation can come from intrinsic or extrinsic factors. Leaders play a key role in setting expectations and influencing corporate social responsibility through inclusion and diversity.
This document discusses a study that investigated the relationship between school principals' leadership styles and teachers' organizational citizenship behaviors. The study surveyed over 1,700 teachers about their perceptions of their principals' transformational and transactional leadership characteristics and the teachers' own organizational citizenship. The results showed that teachers perceived their principals as demonstrating high levels of both transformational and transactional leadership styles. A positive correlation was found between principals' transformational and transactional leadership and teachers' organizational citizenship. Transformational leadership had a greater influence on teachers' organizational citizenship than transactional leadership.
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
Impact of Leadership Styles on Followers' Job Satisfaction: A Four Frame Mod...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Antecedents of Organizational Commitment of Lecturer in South Sumaterainventionjournals
Theoretically it was predicted that leadership style and organizational culture have partially and simultaneously affected employees commitment to organization. Fwthermore, those factors i.e. leadership style, organizational culture and organizational commitment have impact on lecture performance, this research was conducted at Palembang, South Sumatera. This research was conducted by using descriptive quantitative approach with questionnaire as the data gathering instrument. In addition to that explanatory approach was carried out to get a deeper insight on the research phenomenon 325 samples was collected from 5 (five) participating universitir in South Sumatera, Palembang. Data analysis was carried out by using Structural Equation Modelling (SEM). The research found that all independent variables have a significant effect on dependent variables both partially and simultaneously. Simultaneously it was found that leadership style and organizational culture affected organizational commitment by R2 = 0.77 with the most significant factor was on organizational communication. This result shows that there are still 43% of other factors that affected on organizational commitment. The next result was also gathered simultaneously which is the effect of leadership style, organizational culture and organizational commitment on employees ’performance with R2 = 0.79 with the most significant factor was on organizational commitment. This result shows that there are still 51% of other factors thataffected on employees 'performance that needs to be looked into in further research.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This document summarizes a research study that examined the influence of distributed leadership on job stress among educators in technical and vocational education. The study found that distributed leadership and job stress were at moderate levels. Distributed leadership was shown to have an inverse and significant influence on job stress, indicating that distributed leadership helps reduce job stress. The study aims to help identify suitable leadership styles for technical and vocational education that can make educators more committed and satisfied with their roles.
Challenges in leading and managing people in educational institutions are worthwhile indicators that require constant checks and adjustments. These verifications are necessary because humans are complex beings and whose thinking faculties are not fixed and often guided by situational and environmental factors. Consequently, they must have divergent views which may pose unpredictable problems to administrators. Only very smart and ardent leaders maybe quick to detect, withstand and overcome such inevitables. The need for such challenges to be identified and controlled before they galvanize subordinates into negative behavioral tendencies cannot be under-estimated. This paper therefore examined possible challenges which may manifest as impediments or hindrances to the effective leading and managing of people in educational institutions in Cameroon. A number of challenges were examined and discussed in the paper. Suggestions for ways of checking and controlling the challenges have been made to serve as a reservoir of checks and guides for school administrators and leaders. The paper cautions school managers to be tactful and apply modern charismatic approaches in the control, directing of staff and managing of their institutions.
The document traces the evolution of leadership definitions from 1900 to the present. Early definitions in the 1900s focused on control and centralization of power, while definitions from the 1930s emphasized traits. More recent 21st century definitions view leadership as a process involving authentic, spiritual, servant-oriented and adaptive approaches. The core definition presented is that leadership is a process whereby an individual influences a group to achieve common goals. Key components of leadership are that it involves influence within a group context to work toward shared objectives. Leadership is described as both an assigned and emergent role involving the exercise of power, but not coercion which manipulates rewards and penalties. While related, leadership and management are distinct, with management focusing on order and consistency, and
The Effect of Leadership, Organizational Culture, Work Motivation And Job Sat...inventionjournals
This document discusses a study on the effect of leadership, organizational culture, work motivation, and job satisfaction on teacher organizational commitment at senior high schools in Medan, Indonesia. The study measured the direct and indirect effects of these variables using a questionnaire completed by 330 teachers. The results showed that leadership, organizational culture, work motivation, and job satisfaction all significantly directly or indirectly impact teacher organizational commitment at the high schools in Medan.
This document discusses authentic leadership theory. It defines authentic leadership as leadership that is genuine and based on a leader's self-awareness, internal values, and relational transparency. The document outlines different approaches to authentic leadership, including practical leader characteristics models and a theoretical model with four core components: self-awareness, internalized moral perspective, balanced processing, and relational transparency. It also discusses factors that influence authentic leadership development and how the theory works, including strengths like its moral dimension, and criticisms around concepts needing more development and research.
The behavioral approach focuses on the specific behaviors of leaders rather than inherent traits. Research identified two broad categories of leader behavior: task behaviors related to goal accomplishment and relationship behaviors related to building team relationships. The Ohio State and University of Michigan studies developed models of these behaviors and their impact on group performance. Blake and Mouton's leadership grid further classified styles based on the degree of priority given to tasks vs relationships. The behavioral approach provides a framework for assessing and developing leadership styles but has limitations regarding cultural context and performance outcomes.
Transformational leadership the impact on organisation and personal outcome(1)sabrinahjmohdali
The document discusses transformational leadership and its impact on organizational and personal outcomes. It begins by defining transformational leadership as inspiring followers to accomplish more than initially planned by aligning their values with the organization.
The literature review then examines the impact of transformational leadership on specific organizational outcomes like organizational citizenship behavior, culture, and vision. It also explores personal outcomes for followers such as empowerment, satisfaction, and motivation. Understanding these impacts can help transformational leaders influence behaviors that benefit the organization.
Leader-Member Exchange (LMX) theory conceptualizes leadership as the process of interactions between leaders and followers. Early LMX studies found leaders form different quality relationships ("in-groups" and "out-groups") with followers. Later studies showed high-quality LMX relationships positively impact outcomes. LMX theory prescribes leaders develop high-quality relationships with all followers over time through three phases: stranger, acquaintance, and mature partnership. LMX theory is validated in research and applicable in different organizational contexts.
This document discusses transformational leadership style in the educational sector. It begins by introducing the need for transformational leadership within education due to increasing accountability pressures. It then reviews literature on transformational leadership and its key components of individualized consideration, intellectual stimulation, inspirational motivation, and idealized influence. The document argues that transformational leadership is necessary for educational leaders to meet 21st century challenges and drive organizational change within schools.
ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”Service_supportAssignment
The development of an organization is highly dependent on analysing and identifying the key factors for concluding the effectiveness and efficiency delivered by the organization. Managers and organizations show willingness in obtaining the commitment of employees, leading towards the improvement of productivity (Schein 2010). Management authorities show willingness in introducing employee with the objectives, values and norms across the organization which is significant for understanding the culture of organization. When concerned with the development of organization, performance of employees has been identified as a backbone across the industry (Tushman 2013). The overall awareness and knowledge about the culture of organization assists in improving the ability for examining the behaviour of a company assisting in management and leadership.
As a thesis statement for this essay, “organizational culture can change easily and quickly in majority of the organizations”. The aim of this essay is to discuss the ways in which there is development of organizational culture and the impact of organizational culture on the overall performance.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Path-goal theory focuses on how leaders motivate followers to accomplish goals by emphasizing the relationship between the leader's style, follower characteristics, and work setting. The theory proposes that leaders should adapt their style based on follower needs and the task by being directive, supportive, participative, or achievement-oriented. While it provides a useful framework, path-goal theory has also received criticism for being complex to implement and only partially supported by research.
Research Leadership and Organizational Change in the Context of IT - Research...Eashani Rodrigo
This research investigates Information Technology (IT) driven organizational changes in Sri Lankan organizations by focusing on the leadership aspects. The main objective of this research is to identify which leadership styles are most effective in ensuring the success of change management processes within IT project implementations. In order to achieve this, firstly the research conducts an in-depth investigation of the relationship between leadership and change management practices within organizations. Encapsulating the findings, a model is proposed to pinpoints the most effective leadership style that should be adopted in accordance with each stage within the change management process the organization is about to undergo.
ABSTRACT: Meetings, Incentives, Conferences, Exhibition (MICE) are considered that they are not able to give the best performance yet, where the tends to upset the society. Furthermore, the perpetrators of several cases cannot be revealed yet. This study are to measure and analyze the extent to which the MICE organizations performance are influenced by leadership style, organizational culture, and job satisfaction. Study used a quantitative approach with path analysis as its method where 166 MICE CEO were used as its samples. The research findings show that Leadership style significantly affected towards the job satisfaction, but insignificantly affected the organizational performance. Organizational culture significantly affected job satisfaction, but insignificantly affected the organizational performance. Job satisfaction worked as a mediator of the effect between the relationships of leadership styleon organizational performance, and between the relationships of organization cultur to organizational performance.
Leadership styles and its effectiveness on employees' job commitmentAlexander Decker
- The document discusses a study that examined the relationship between leadership styles (transactional, transformational, and laissez-faire) and employee commitment in a Nigerian organization.
- The study found that transformational leadership was the most common style used by managers and that there was a significant relationship between leadership styles and employee job commitment.
- Transactional and transformational leadership styles can impact employee performance and commitment, with transformational leadership tending to foster more development and commitment among employees.
Comprehensıve Evaluatıon of The Impact of Female Managers On Followers Under ...AJHSSR Journal
ABSTRACT: Leadership, which is a widely researched topic and plays an important role in different
disciplines, is discussed in a broad scope ranging from social organizations, education, politics, to philosophy.
Technological, cultural and socio-economic developments have transformed the leadership paradigm and the
expectations of the followers. To adapt to these transformations and achieve positive outcomes in organizations,
a new perspective such as authentic leadership is needed. Authentic leadership means that the leader acts in
harmony with himself and others, stays loyal to his values and builds trust with his followers. Authentic
leadership also emphasizes that the leader needs to constantly improve himself, be original and creative, share
his vision and adhere to ethical values. In this study, many academic studies were examined in order to
comprehensively evaluate the impact of women managers on the followers under the authentic leadership
paradigm. Based on the post-modern leadership theory, it is aimed to comprehensively evaluate the four
dimensions of authentic leadership basic components of women managers, which are self-awareness, balanced
and unbiased processing of information, internalized moral perspective and relational transparency, and their
impact on the followers. Considering the relationship between women managers and their relational
Leadership Styles of Managers and Employee’s Job Performance in a Banking Sectoriosrjce
IOSR Journal of Humanities and Social Science is a double blind peer reviewed International Journal edited by International Organization of Scientific Research (IOSR).The Journal provides a common forum where all aspects of humanities and social sciences are presented. IOSR-JHSS publishes original papers, review papers, conceptual framework, analytical and simulation models, case studies, empirical research, technical notes etc.
This document summarizes a research study that examined the influence of person-organization fit and transformational leadership on self-awareness, resilience, and organizational citizenship behavior among lecturers in South Sulawesi, Indonesia. The study found that:
1. Person-organization fit positively influences self-awareness, resilience, and organizational citizenship behavior of lecturers.
2. Transformational leadership positively influences resilience and organizational citizenship behavior of lecturers, but does not influence their self-awareness.
3. Self-awareness positively influences resilience and organizational citizenship behavior of lecturers.
4. Resilience positively influences organizational citizenship behavior of lecturers.
The study recommends that higher education institutions
Impact of Leadership Styles on Followers' Job Satisfaction: A Four Frame Mod...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Antecedents of Organizational Commitment of Lecturer in South Sumaterainventionjournals
Theoretically it was predicted that leadership style and organizational culture have partially and simultaneously affected employees commitment to organization. Fwthermore, those factors i.e. leadership style, organizational culture and organizational commitment have impact on lecture performance, this research was conducted at Palembang, South Sumatera. This research was conducted by using descriptive quantitative approach with questionnaire as the data gathering instrument. In addition to that explanatory approach was carried out to get a deeper insight on the research phenomenon 325 samples was collected from 5 (five) participating universitir in South Sumatera, Palembang. Data analysis was carried out by using Structural Equation Modelling (SEM). The research found that all independent variables have a significant effect on dependent variables both partially and simultaneously. Simultaneously it was found that leadership style and organizational culture affected organizational commitment by R2 = 0.77 with the most significant factor was on organizational communication. This result shows that there are still 43% of other factors that affected on organizational commitment. The next result was also gathered simultaneously which is the effect of leadership style, organizational culture and organizational commitment on employees ’performance with R2 = 0.79 with the most significant factor was on organizational commitment. This result shows that there are still 51% of other factors thataffected on employees 'performance that needs to be looked into in further research.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This document summarizes a research study that examined the influence of distributed leadership on job stress among educators in technical and vocational education. The study found that distributed leadership and job stress were at moderate levels. Distributed leadership was shown to have an inverse and significant influence on job stress, indicating that distributed leadership helps reduce job stress. The study aims to help identify suitable leadership styles for technical and vocational education that can make educators more committed and satisfied with their roles.
Challenges in leading and managing people in educational institutions are worthwhile indicators that require constant checks and adjustments. These verifications are necessary because humans are complex beings and whose thinking faculties are not fixed and often guided by situational and environmental factors. Consequently, they must have divergent views which may pose unpredictable problems to administrators. Only very smart and ardent leaders maybe quick to detect, withstand and overcome such inevitables. The need for such challenges to be identified and controlled before they galvanize subordinates into negative behavioral tendencies cannot be under-estimated. This paper therefore examined possible challenges which may manifest as impediments or hindrances to the effective leading and managing of people in educational institutions in Cameroon. A number of challenges were examined and discussed in the paper. Suggestions for ways of checking and controlling the challenges have been made to serve as a reservoir of checks and guides for school administrators and leaders. The paper cautions school managers to be tactful and apply modern charismatic approaches in the control, directing of staff and managing of their institutions.
The document traces the evolution of leadership definitions from 1900 to the present. Early definitions in the 1900s focused on control and centralization of power, while definitions from the 1930s emphasized traits. More recent 21st century definitions view leadership as a process involving authentic, spiritual, servant-oriented and adaptive approaches. The core definition presented is that leadership is a process whereby an individual influences a group to achieve common goals. Key components of leadership are that it involves influence within a group context to work toward shared objectives. Leadership is described as both an assigned and emergent role involving the exercise of power, but not coercion which manipulates rewards and penalties. While related, leadership and management are distinct, with management focusing on order and consistency, and
The Effect of Leadership, Organizational Culture, Work Motivation And Job Sat...inventionjournals
This document discusses a study on the effect of leadership, organizational culture, work motivation, and job satisfaction on teacher organizational commitment at senior high schools in Medan, Indonesia. The study measured the direct and indirect effects of these variables using a questionnaire completed by 330 teachers. The results showed that leadership, organizational culture, work motivation, and job satisfaction all significantly directly or indirectly impact teacher organizational commitment at the high schools in Medan.
This document discusses authentic leadership theory. It defines authentic leadership as leadership that is genuine and based on a leader's self-awareness, internal values, and relational transparency. The document outlines different approaches to authentic leadership, including practical leader characteristics models and a theoretical model with four core components: self-awareness, internalized moral perspective, balanced processing, and relational transparency. It also discusses factors that influence authentic leadership development and how the theory works, including strengths like its moral dimension, and criticisms around concepts needing more development and research.
The behavioral approach focuses on the specific behaviors of leaders rather than inherent traits. Research identified two broad categories of leader behavior: task behaviors related to goal accomplishment and relationship behaviors related to building team relationships. The Ohio State and University of Michigan studies developed models of these behaviors and their impact on group performance. Blake and Mouton's leadership grid further classified styles based on the degree of priority given to tasks vs relationships. The behavioral approach provides a framework for assessing and developing leadership styles but has limitations regarding cultural context and performance outcomes.
Transformational leadership the impact on organisation and personal outcome(1)sabrinahjmohdali
The document discusses transformational leadership and its impact on organizational and personal outcomes. It begins by defining transformational leadership as inspiring followers to accomplish more than initially planned by aligning their values with the organization.
The literature review then examines the impact of transformational leadership on specific organizational outcomes like organizational citizenship behavior, culture, and vision. It also explores personal outcomes for followers such as empowerment, satisfaction, and motivation. Understanding these impacts can help transformational leaders influence behaviors that benefit the organization.
Leader-Member Exchange (LMX) theory conceptualizes leadership as the process of interactions between leaders and followers. Early LMX studies found leaders form different quality relationships ("in-groups" and "out-groups") with followers. Later studies showed high-quality LMX relationships positively impact outcomes. LMX theory prescribes leaders develop high-quality relationships with all followers over time through three phases: stranger, acquaintance, and mature partnership. LMX theory is validated in research and applicable in different organizational contexts.
This document discusses transformational leadership style in the educational sector. It begins by introducing the need for transformational leadership within education due to increasing accountability pressures. It then reviews literature on transformational leadership and its key components of individualized consideration, intellectual stimulation, inspirational motivation, and idealized influence. The document argues that transformational leadership is necessary for educational leaders to meet 21st century challenges and drive organizational change within schools.
ORGANISATIONAL CULTURE CAN CHANGE QUICKLY AND EASILY WITHIN MOST COMPANIES”Service_supportAssignment
The development of an organization is highly dependent on analysing and identifying the key factors for concluding the effectiveness and efficiency delivered by the organization. Managers and organizations show willingness in obtaining the commitment of employees, leading towards the improvement of productivity (Schein 2010). Management authorities show willingness in introducing employee with the objectives, values and norms across the organization which is significant for understanding the culture of organization. When concerned with the development of organization, performance of employees has been identified as a backbone across the industry (Tushman 2013). The overall awareness and knowledge about the culture of organization assists in improving the ability for examining the behaviour of a company assisting in management and leadership.
As a thesis statement for this essay, “organizational culture can change easily and quickly in majority of the organizations”. The aim of this essay is to discuss the ways in which there is development of organizational culture and the impact of organizational culture on the overall performance.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Path-goal theory focuses on how leaders motivate followers to accomplish goals by emphasizing the relationship between the leader's style, follower characteristics, and work setting. The theory proposes that leaders should adapt their style based on follower needs and the task by being directive, supportive, participative, or achievement-oriented. While it provides a useful framework, path-goal theory has also received criticism for being complex to implement and only partially supported by research.
Research Leadership and Organizational Change in the Context of IT - Research...Eashani Rodrigo
This research investigates Information Technology (IT) driven organizational changes in Sri Lankan organizations by focusing on the leadership aspects. The main objective of this research is to identify which leadership styles are most effective in ensuring the success of change management processes within IT project implementations. In order to achieve this, firstly the research conducts an in-depth investigation of the relationship between leadership and change management practices within organizations. Encapsulating the findings, a model is proposed to pinpoints the most effective leadership style that should be adopted in accordance with each stage within the change management process the organization is about to undergo.
ABSTRACT: Meetings, Incentives, Conferences, Exhibition (MICE) are considered that they are not able to give the best performance yet, where the tends to upset the society. Furthermore, the perpetrators of several cases cannot be revealed yet. This study are to measure and analyze the extent to which the MICE organizations performance are influenced by leadership style, organizational culture, and job satisfaction. Study used a quantitative approach with path analysis as its method where 166 MICE CEO were used as its samples. The research findings show that Leadership style significantly affected towards the job satisfaction, but insignificantly affected the organizational performance. Organizational culture significantly affected job satisfaction, but insignificantly affected the organizational performance. Job satisfaction worked as a mediator of the effect between the relationships of leadership styleon organizational performance, and between the relationships of organization cultur to organizational performance.
Leadership styles and its effectiveness on employees' job commitmentAlexander Decker
- The document discusses a study that examined the relationship between leadership styles (transactional, transformational, and laissez-faire) and employee commitment in a Nigerian organization.
- The study found that transformational leadership was the most common style used by managers and that there was a significant relationship between leadership styles and employee job commitment.
- Transactional and transformational leadership styles can impact employee performance and commitment, with transformational leadership tending to foster more development and commitment among employees.
Comprehensıve Evaluatıon of The Impact of Female Managers On Followers Under ...AJHSSR Journal
ABSTRACT: Leadership, which is a widely researched topic and plays an important role in different
disciplines, is discussed in a broad scope ranging from social organizations, education, politics, to philosophy.
Technological, cultural and socio-economic developments have transformed the leadership paradigm and the
expectations of the followers. To adapt to these transformations and achieve positive outcomes in organizations,
a new perspective such as authentic leadership is needed. Authentic leadership means that the leader acts in
harmony with himself and others, stays loyal to his values and builds trust with his followers. Authentic
leadership also emphasizes that the leader needs to constantly improve himself, be original and creative, share
his vision and adhere to ethical values. In this study, many academic studies were examined in order to
comprehensively evaluate the impact of women managers on the followers under the authentic leadership
paradigm. Based on the post-modern leadership theory, it is aimed to comprehensively evaluate the four
dimensions of authentic leadership basic components of women managers, which are self-awareness, balanced
and unbiased processing of information, internalized moral perspective and relational transparency, and their
impact on the followers. Considering the relationship between women managers and their relational
Leadership Styles of Managers and Employee’s Job Performance in a Banking Sectoriosrjce
IOSR Journal of Humanities and Social Science is a double blind peer reviewed International Journal edited by International Organization of Scientific Research (IOSR).The Journal provides a common forum where all aspects of humanities and social sciences are presented. IOSR-JHSS publishes original papers, review papers, conceptual framework, analytical and simulation models, case studies, empirical research, technical notes etc.
This document summarizes a research study that examined the influence of person-organization fit and transformational leadership on self-awareness, resilience, and organizational citizenship behavior among lecturers in South Sulawesi, Indonesia. The study found that:
1. Person-organization fit positively influences self-awareness, resilience, and organizational citizenship behavior of lecturers.
2. Transformational leadership positively influences resilience and organizational citizenship behavior of lecturers, but does not influence their self-awareness.
3. Self-awareness positively influences resilience and organizational citizenship behavior of lecturers.
4. Resilience positively influences organizational citizenship behavior of lecturers.
The study recommends that higher education institutions
An Examination of the Influence of Leadership in the Achievement of Goals and...iosrjce
This study sought to examine the influence of the school head’s leadership in the achievement of
goals and objectives using the quantitative methodology. The study adopted the descriptive survey design. The
target population comprised of all secondary school teachers from Chikomba District in Mashonaland East
Province in Eastern Zimbabwe. The sample consisted of 120 teachers randomly sampled and of these, 64 were
female and 56 male. All the information was collected through a questionnaire which largely had close-ended
questions and two-open ended questions. The study revealed that the majority of teachers were not confident
with the leadership provided by their heads. The study recommends that the Ministry of Primary and Secondary
Education should prioritise training or retraining of heads on leadership skills.
Every organization strives for lasting success which is highly dependent on the quality
of its workforce. Workforce commitment is been considered as a major factor in
determining the organizational performance and effectiveness. Among various
determinants, leadership style of leader has been established as one of the most
determinant of employees’ organizational commitment. It is therefore concluded that
leadership styles (transformational and transactional) influence the development of
employees’ organizational commitment in the organizational settings. So,
organizations that are willing to have high employees’ organizational commitment
should provide training that encourage leaders to exhibit behaviors like building trust,
inspiring shared vision, encouraging creativity, emphasizing development and
recognizing accomplishments.
Leadership Effectiveness of Islamic Education Management Department at Educat...inventionjournals
The purpose of this study was to reveal: (1) The direct effect of confidence level toward work discipline, (2) The direct effect of the task structure toward work discipline, (3) The direct effect of the level of confidence toward effectiveness of the leadership, (4) The direct effect of the task structure toward effectiveness of leadership, (5) the direct effect of labor discipline toward effectiveness of the leadership of the Islamic Education Management Department at Faculty of Education of the State Islamic University of North Sumatra. This research method used correlated path models. The study population was faculty and students with the number of 148 people. Sampling using Krecji table, with this technique resulted in a sample 108 people. The instrument used to collect data was questionnaire Likert scale models. The analysis technique used is path analysis. The findings of this study indicate: (1) The confidence level affect the work Discipline of 16.9%, (2) Structural work tasks affect the Discipline of 18.7%, (3) The level of trust directly affects the effectiveness of the leadership of 19,4% , (4). The task structure directly affects the effectiveness of the leadership of 19.5% and (5) Work Discipline directly influence the effectiveness of the leadership of the Department of 22.1%.
A Study About The Leadership Styles Of Public And Private SchoolsJim Jimenez
This study examined the relationship between task-oriented and people-oriented leadership styles of principals in public and private schools in Lahore, Pakistan. Data was collected through surveys from 149 principals, 85 from public schools and 64 from private schools. Factor analysis revealed two dimensions of leadership styles: task orientation and people orientation. Results showed private school principals were more task-oriented and people-oriented than public school principals. Public school principals exhibited a more laissez-faire leadership style. The study provides insight into differences in leadership styles between public and private school principals.
Organizational culture and performance of higher educational institutions the...Alexander Decker
This document summarizes a study that examined the relationship between organizational culture, individual readiness for change, and organizational performance in higher education institutions in Pakistan. The study hypothesized that individual readiness for change mediates the positive relationship between organizational culture and organizational performance. Data was collected through questionnaires distributed to 307 faculty members with PhDs from universities and higher education institutions in Pakistan. The study found support for individual readiness for change partially mediating the relationship between organizational culture and organizational performance. The findings provide insight into how different dimensions of organizational culture relate to performance.
Study on the Impact of Organizational Culture on Employee Motivation in a Ste...anoop_g
In this competitive world, every organization is striving hard for survival. In order to withstand the competition, an organization needs to have a strong organizational culture and motivational programmes. These factors directly reflect on the success, growth and performance level of the organization. This study conducted at Steel and Industrial Forgings Company Limited, a Public Sector Enterprise, is aimed at understanding the impact of organizational culture on employee motivation. Though several researches have been conducted in this field, this study envisages to further discover the impact of various variables on organizational culture and employee motivation. For data collection of the study, a detailed questionnaire was prepared which covered various aspects of organization culture, motivation, interpersonal relationship, leadership, promotion and incentive practices, and communication. The questionnaire was distributed randomly among employees. The findings were systematically analyzed and conclusion was arrived at and based on the finding’s suggestions were also made.
Study on the Impact of Organizational Culture on Employee Motivation in a Ste...anoop_g
In this competitive world, every organization is striving hard for survival. In order to withstand the competition, an organization needs to have a strong organizational culture and motivational programmes. These factors directly reflect on the success, growth and performance level of the organization. This study conducted at Steel and Industrial Forgings Company Limited, a Public Sector Enterprise, is aimed at understanding the impact of organizational culture on employee motivation. Though several researches have been conducted in this field, this study envisages to further discover the impact of various variables on organizational culture and employee motivation. For data collection of the study, a detailed questionnaire was prepared which covered various aspects of organization culture, motivation, interpersonal relationship, leadership, promotion and incentive practices, and communication. The questionnaire was distributed randomly among employees. The findings were systematically analyzed and conclusion was arrived at and based on the finding’s suggestions were also made.
A proposal that establishing a well-articulated organizational culture with engaging employees and effective leaders is essential to achieving and enhancing employee’s psychological health and workplace safety.
The document discusses the role of school management teams in addressing challenges of COVID-19 that inhibit teamwork in Zamboanguita District. It presents the theoretical framework that guides the study, including transformational leadership style and transactional leadership style. It also discusses Hagedorn's Theory of Job Satisfaction. The study aims to determine the extent to which school management teams address COVID-19 challenges and environmental factors that affect teamwork. It also aims to examine relationships between effective team management and environmental factors, as well as differences based on respondent profiles. The document includes a questionnaire that will be used to collect data on respondent profiles, perceptions of team management development and environmental factors.
This document discusses a study on the impact of different leadership styles (transformational and transactional) on employee performance and the mediating role of job satisfaction. The study was conducted in private schools in Pakistan. The results showed that both transactional and transformational leadership styles were positively associated with employee performance, but transactional leadership had a more significant impact. Additionally, job satisfaction was found to mediate the relationship between transformational leadership and employee performance, but not between transactional leadership and employee performance. The document provides background on transformational and transactional leadership styles and reviews prior literature on their relationships with employee performance and job satisfaction. It also discusses the importance of considering cultural factors like power distance when studying leadership in different country contexts like Pakistan.
Leadership Behavior and Compensation on Employee Satisfaction and Performancetheijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The Efficacy of Executive Coaching inTimes of Organisational.docxtodd701
This study examined the impact of executive coaching on 31 executives during a period of organizational change at a global engineering firm. The executives participated in executive coaching sessions over 4 months. The study found that executive coaching was associated with:
1) Increased goal attainment, enhanced solution-focused thinking, and a greater ability to deal with change.
2) Increased leadership self-efficacy and resilience and a decrease in depression.
3) Positive impacts that generalized to non-work areas like family life.
The study provides empirical evidence that executive coaching can help executives develop skills needed to navigate organizational change.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
Leadership development and sustainable leadership among tvet studentAlexander Decker
This document discusses leadership development and sustainable leadership among technical and vocational education (TVET) students. It provides definitions of leadership and outlines several theories of leadership, including trait theory, style approach, and situational theory. It then discusses approaches to leadership development, including integrated solutions, experience-based methods, formal mentoring, and the leadership life cycle. It emphasizes that sustainable leadership is important for TVET programs to develop students and provide quality training. The principles of sustainable leadership discussed are creating sustainable learning, securing success over time, sustaining the leadership of others, and addressing issues of social justice.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
2. AYDIN, SARIER, UYSAL / The Effect of School Principals’ Leadership Styles on Teachers’ Organizational ...
807
ized by them (ii) Inspirational motivation: Transfor-
mational leaders identify high goals, create a team
spirit, enthusiasm and constantly motivate his fol-
lowers. Transformational leaders produce original
ideas and encourage entrepreneurship as well as
starting change in the organization (iii) Intellectu-
al stimulation: Transformational leaders motivate
their followers to be innovative, analytic and cre-
ative. These leaders always encourage their followers
on the issues of the discovery of new ideas and the
production of creative solutions to problems. (iv) In-
dividualized consideration: Transformational lead-
ers, acting as a team coach, take into consideration
the desires and needs of the followers, help them to
be successful and thrive. In this context, the leader
has a special interest of each follower, taking into ac-
count individual differences (Bass & Riggio; Lunen-
burg, 2003; Stewart, 2006, p. 12).
Transformational leadership is thought as a critical
approach in terms of organizational innovation in
education. Transformational leader supports teach-
ers’ intellectual development and also infuses ex-
citement and enthusiasm of transformation (Çelik,
2003). Transformational leaders can create a posi-
tive organizational climate, reach goals more easily,
and increase the levels of job satisfaction and orga-
nizational commitment of stakeholders as a result
of motivating followers and paying close attention
to them (Deluga & Souza, 1991; Leithwood & Jant-
zi, 1999; Rowold & Scholtz, 2009).
Transactional leaders identify primarily tasks of
the followers, establish the structure, emphasis on
planned and scheduled work. Followers are re-
warded or punished to achieve organizational goals
(Hoy & Miskel, 2010). Dimensions of transactional
leadership are (Bass & Riggio, 2006): (i) Contingent
reward: The primary aim of transactional leader is
to achieve organizational objectives. In this con-
text, the leader gives various awards to improve the
performance and motivations of his followers. His
follower can get the award when fulfilling the man-
date. (ii) Management –By- Exception: It is applied
in two ways, active or passive. If the management
is active, leaders correct the mistakes of followers
by tracking their performance. If the management
is passive, leaders wait until the emergence of er-
rors. These leaders follow performance as problems
arise, they pass action to correct them.
Laissez-Faire Leadership
Bass (1990) defines Laissez-Faire as an approach
in which there is no leadership, no interaction be-
tween the leader and his followers. These leaders do
not take care of needs and developments of follow-
ers and wish to continue as it is. The leader rejects
responsibility, delays decisions, does not provide
feedback, and has no effort to meet the needs of the
followers (Hoy & Miskel, 2010, p. 396; Northouse,
2007, p. 179). There is a negative relationship be-
tween the satisfaction, performance and motivation
of followers and Laissez-Faire leadership (Rowold
& Scholtz, 2009, p. 45).
Job Satisfaction
Today, the survival of organizations in developing
and transforming the world, to reach goals and ob-
jectives, is closely related to the quality of its human
resources. The individual in organization needs to
be happy and be appreciated. To meet these expec-
tations allow people contribute the organization in a
positive way as well as feeling satisfied by the organi-
zation. An organization where employees are highly
motivated, high efficiency and organizational objec-
tives are achieved (Güllü, 2009, p. 44). The organiza-
tional efficiency is possible on the condition of teach-
ers’ job satisfaction and their willing to act in accor-
dance with the organizational purposes. The level of
individual job satisfaction may affect their physical
and mental health, the working environment and ef-
ficiency with social and economic development.
Ensuring satisfaction of the employees is one of
the most important tasks of management. The
person who can generate creative solutions within
the organization, determine the policies of the in-
stitution and make necessary improvements in the
regulations is the leader. Transformational leaders
increase the level of job satisfaction of employees by
developing shared vision, motivating the followers
(Voon, Lo, Ngui, & Ayob, 2011, p. 26).
Organizational Commitment
Schools are essential and the most important orga-
nizations in the educational system. Schools realize
the organizational, educational and administrative
purposes. The individual who has high level of mo-
tivation and commitment are needed to fulfill the
purposes. Literature on approaches to leadership
and organizational commitment show that leaders
have a great role in raising the organizational com-
mitment of employees (Balay 2000; Buluç, 2009).
Organizational commitment is classified in various
ways in the literature. Research and theses pro-
duced in Turkey generally use O’Reilly and Chat-
3. E D U C A T I O N A L S C I E N C E S : T H E O R Y & P R A C T I C E
808
man (1986) classifications in organizational com-
mitment (Buluç, 2009; Kul & Güçlü, 2010; Sezer,
2005; Zeren, 2007). O’Reilly and Chatman (1986)
discuss this concept in three dimensions:
Compliance: Compliance is the first stage of com-
mitment. It represents the superficial commitment
(Balay, 2000). Individual is in expectation of reward
or fear of punishment to fulfill the duties (Burs-
alıoğlu, 2005).
Identification: Identification of the individual is a
double integration with the organization for the
things with a sense of value. In identification, in-
dividuals accept the effects of others on the rate of
self-expression and the opportunity to maintain re-
lation with others (Başaran, 2000).
Internalization: The final stage of engagement. It
refers to the mutual harmony of the individual and
organizational values. The individual accepts the
organization’s values and norms as their own, with-
out coercion (Başaran, 2000).
In this research study, it is aimed to determine the
effect of leadership styles of school administrators
on the job satisfaction and organizational commit-
ment of teachers using the method of meta-analysis.
Method
Meta-analysis is a method that provides re-inter-
pretations of the statistical data of more than one
studies (Cohen, 1988; Lipsey & Wilson, 2001). Me-
ta-analysis is defined as the process of combining
the findings of studies conducted on the same topic,
independently of each other, expanding the sample
to obtain a more reliable and consistent results in
the use of statistical methods (Dempfle, 2006, p.
6). Meta-analysis is a brief analysis of analyzes. Re-
searchers state that there are six processing steps
of meta-analysis (DeCoster, 2004; Shelby & Vaske,
2008, p. 99). (i) Determination of the research prob-
lem. (ii) Literature review and data collection. (iii)
Coding of studies. (iv) Determination of the statis-
tical methods used in the analysis. (v) Meta-analy-
sis. (vi) Evaluation and discussion of the findings.
There are two models of meta-analysis; fixed effects
model and random effects model (Topçu, 2009).
Fixed effects model is based on the assumption that
all the studies have the same effect (Küçükönder, Efe,
Şahin, & Üçkardeş, 1999). On the condition that the
studies are not homogenous using the fixed effects
model, random effect model is applied. The change
between studies as well as changes in the work are
taken into account by this model (Camnalbur, 2008).
One of the most important concept used in the me-
ta-analysis is the concept of effect size. The effect
size is the basis of the meta analysis and developed
by Cohen (1988). It is defined as the frequency of
phenomenon in the population. Relational research
data (Pearson correlation coefficient-r) levels in
studies using effect size is interpreted as follows
(Lipsey & Wilson, 2001):
0 < effect size≤ 0,10 small effect
0,10 < effect size < 0,40 medium effect
Effect size ≥ 0,40 large effect
In this meta analytic research, the studies analyzing
the effects of leadership styles of school administra-
tors on the job satisfaction and organizational com-
mitment are used. The key words, ‘leadership styles’,
‘transformational leadership’, ‘ transactional leader-
ship’, ‘job satisfaction’ and ‘organizational commit-
ment’ are used. Subject inclusion criteria are:
• A study produced in Turkey between the dates of
01.01.2005 and 31.12.2010.
• School principals’ leadership styles and teachers’
job satisfaction and organizational commitment
relationship analysis.
• Including effect size and sample size necessary
for the calculation of Pearson’s correlation coef-
ficient (r) values.
Twelve research studies which have the stated cri-
teria and produced in Turkey were used (Appendix
1). Eight of these studies examine the relationship
between leadership styles and teachers’ job satis-
faction and four of them examine the relationship
between leadership styles and organizational com-
mitment. In this context, the correlation transfor-
mations, effect size, significance, and heterogeneity
tests for the “Comprehensive Meta-Analysis” statis-
tical package was used.
Results
The majority of the studies included in the research
are made in 2006 (25%) and 2007 (33.3%). Mostly,
theses are preferred. According to the fixed effects
model, the average effects size values for the rela-
tionship between transformational leadership and
organizational commitment, and dimensions of
identification and internalization are 0,56, 0,48 and
0,55 respectively. For Lipsey and Wilson (2001),
these findings show that the effect of transforma-
tional leadership on organizational commitment is
large. As the transformational leadership behavior of
school principals increases, teachers’ organizational
4. AYDIN, SARIER, UYSAL / The Effect of School Principals’ Leadership Styles on Teachers’ Organizational ...
809
commitment increases. On the compliance dimen-
sion, it is observed that there is a large but negative
relationship (-0,42). Z test was applied to determine
the statistical significance of the study and found that
all studies were significant statistically (p<0,01).
Based on random effects model, the effect size
values indicate that there is a large relationship
between the transformational leadership, organi-
zational commitment with the dimensions of com-
pliance and internalization (0,58, 0,45). With the
result of homogeneity test, the studies analyzed by
random effects model are homogenous.
According to the model of fixed effects, the effect
size value between the transactional leadership and
the dimension of compliance was determined to be
0,13. For Lipsey and Wilson (2001), this value indi-
cates a medium effect.
Based on random effects model, at 95% significance
level, the average effect size value was calculated as
0,25. Random effects model meta-analysis conclud-
ed that the studies were homogeneous. According
to the model of fixed effects, the average effect size
between transformational leadership and job sat-
isfaction value is calculated as 0,81. It shows that
transformational leadership effects job satisfaction
at a large level in a positive way. For the random
effects model, the Q value obtained from the chi-
square table value (18,31) is not exceeded. This re-
sult shows that the studies are homogeneous.
According to the model of fixed effects, the average
effect size between transactional leadership and job
satisfaction value is calculated as 0,56. For Lipsey
and Wilson (2001), this value can be said to be at
a broad in a positive way. As the transactional lead-
ership behaviors of school manager increases, the
teachers’ job satisfaction increases. The result was
found significant statistically by applying z-test. For
the random effects model, the Q value obtained from
the chi-square table value (11,07) is not exceeded.
This result shows that the studies are homogeneous.
According to fixed effects model, the average effect
size related to transactional leadership and job sat-
isfaction is calculated as -0,15. For Lipsey and Wil-
son (2001), when the leadership behavior of school
managers increases, the level of job satisfaction of
teachers increases. The result was found signifi-
cant statistically by applying z-test. For the random
effects model, the Q value obtained from the chi-
square table value (9,49) is not exceeded. This result
shows that the studies are homogeneous.
Discussion
According to the fixed effects model, the average
size effect values which show the relationship be-
tween transformational leadership, organizational
commitment, the dimensions of identification and
internalization are 0,56, 0,48 and 0,55, respective-
ly. In this context, Sezer (2005) states that it is quite
important to provide dedication of teachers to
school with the dimension of internalization for the
administrators who want to use existing resources
in the most efficient manner. He also emphasizes
the need to develop school principals’ transforma-
tional leadership behaviors. It is clear that there is
a negative correlation between transformational
leadership behavior of school administrator and
the compliance dimension of organizational com-
mitment of teachers. The reason for this, the com-
pliance dimension of organizational commitment
is a superficial expression of loyalty and the first
stage of commitment. Because of this there is no
need to show such commitment to increase the
transformational leadership behavior. However,
transformational leadership behavior becomes im-
portant for the dimensions of identification and in-
ternalization which express a deeper commitment.
The findings of the research are consistent with the
results of Karip (1998), Korkmaz (2005), Cemaloğ-
lu (2007). For Buluç (2009), school principals’
transformational leadership skills could influence
employees more easily and direct them to perform
organizational goals. In addition, according to the
results the study, some dimensions of transactional
leadership are needed as well as transformational
leadership for an effective school management. A
According to the fixed effects model, the average
effect size value for the impact of transformation-
al leadership on job satisfaction was calculated as
0,81. It shows that it is a broad effect in a positive
way. According to the research results on the same
subject, transformational leaders could raise the
level of job satisfaction of followers by motivating
followers and showing them close attention (Bry-
man, 1992; Deluga & Souza, 1991).
The average effect size value related to transaction-
al leadership and job satisfaction was calculated as
0,56. It shows that transactional leadership affects
job satisfaction at a broad level and in a positive
way. In particular, contingent reward dimension of
transactional leadership affects job satisfaction in a
positive way and at a broad level. This result is con-
sistent with Cemaloğlu’s (2007).
According to the model of fixed effects, the aver-
age effect size value for the impact of laissez faire
5. E D U C A T I O N A L S C I E N C E S : T H E O R Y & P R A C T I C E
810
leadership style on job satisfaction was calculated
as -0,15 which is moderate and in a negative way.
In the light of the findings of descriptive and me-
ta-analysis following recommendations for practi-
tioners and researchers were developed:
• It is important to make school administrators
aware of transformational leadership in order
to increase levels of organizational commitment
and job satisfaction. In this context, in collabora-
tion with the Ministry of Education and univer-
sities, school administrators should be given on
the subject of theoretical and practical seminars.
• The method of meta-analysis which has been used
since 1980’s became popular in 2000’s in Turkey.
In this context, master and PhD students might be
encouraged to use new methods and techniques.
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6. AYDIN, SARIER, UYSAL / The Effect of School Principals’ Leadership Styles on Teachers’ Organizational ...
811
Appendix 1./Ek 1.
Araştırma Kapsamına Alınan Çalışmaların Kodlama Tablosu
Çalışma
No
Hazırlayanlar
(Yazar)
Yıl Çalışma Adı
Çalışma
Türü
Yayımlanma yeri
1 Fevzi SEZER 2005
İlköğretim okulu müdürlerinin sergiledikleri liderlik
stillerinin öğretmenlerin örgütsel bağlılığına etkisi
Yüksek
Lisans YÖK
2 Halit ZEREN 2007
İlköğretim okulu müdürlerinin dönüşümcü liderlik
sitilleri ile bu okullarda görevli öğretmenlerin örgütsel
bağlılığı arasındaki ilişki
Yüksek
Lisans
YÖK
3
Bekir
BULUÇ
2009
İlköğretim okullarında görev yapan öğretmenlerin
örgütsel bağlılık düzeyleri ve okul kültürü algıları
arasındaki ilişkinin incelenmesi
Makale
Kuram ve
Uygulamada Eğitim
Yönetimi Dergisi
4
Murat KUL
Mehmet GÜÇLÜ
2007
Okul yöneticilerinin liderlik sitilleri ile beden eğitimi
öğretmenlerinin örgütsel bağlılıkları arasındaki ilişki
Makale
Uluslararası İnsan
Bilimleri Dergisi
5 Tuncay KOÇAK 2006
Okul yöneticilerinin dönüşümcü liderlik sitilleri ile
öğretmenlerin iş doyumu arasındaki ilişkiler
Yüksek
Lisans
YÖK
6 Arif BAŞARAN 2006
İlköğretim okulu öğretmenlerinin algıladıkları liderlik
sitilleri ile iş doyumu düzeyleri arasındaki ilişki
Yüksek
Lisans
YÖK
7 Ferda AYHAN 2006
Eğitim örgütlerinde öğretmenlerin iş tatmini ile okul
yönetiminin lider davranış biçimleri arasındaki ilişkiler
Yüksek
Lisans
YÖK
8 Ali GEZİCİ 2007
Yöneticilerin liderlik sitillerinin çalışanların iş tatmini
üzerindeki etkileri: Özel eğitim kurumlarında öğretimsel
liderlik ve bir uygulama
Yüksek
Lisans
YÖK
9
Meryem E.
BİLİR
2007
Öğretmen algılarına göre ilköğretim okulu
yöneticilerinin dönüşümcü liderlik özellikleriyle
öğretmenlerin iş doyumu ilişkisinin incelenmesi
Yüksek
Lisans
YÖK
10 Seçkin KARACA 2008
Orta kademe yöneticilerinin liderlik özelliklerinin
çalışanların iş tatminine etki üzerine bir araştırma
Yüksek
Lisans
YÖK
11
Necati
CEMALOĞLU
2007
Okul yöneticilerinin liderlik sitillerinin farklı değişkenler
açısından incelenmesi
Makale
Türk Eğitim
Bilimleri Dergisi
12
Hasan Basri
GÜNDÜZ
Aysel DOĞAN
2009
Okul yöneticilerinin liderlik sitilleri ve yaratıcılık
düzeyleri Bildiri
Uluslararası I.
Eğitim Araştırmaları
Kongresi