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Article
Publication date: 30 August 2018

Matthew R. Fairholm, Michael K. Dzordzormenyoh and Godlove A. Binda

Trust and culture are common themes in leadership literature and research. The purpose of this paper is it to describe an emergent model of trust-culture leadership from…

Abstract

Purpose

Trust and culture are common themes in leadership literature and research. The purpose of this paper is it to describe an emergent model of trust-culture leadership from the comments of local government managers in the USA. The environment of local government requires a level of trust between government and citizens. Comments from local government managers suggest trust is also a component of leading public organizations. The elements of the model culled from practical insights serve to both verify and elucidate much of what is found in leadership theory in a local government context.

Design/methodology/approach

This research is based on qualitative interviews of practicing local government managers coupled with an analysis of essays on leadership also written by local government managers.

Findings

The research indicates eight elements of a model divided into three categories (descriptions of leadership in practice, tools and behaviors, and approaches to followers) that help to both describe and perhaps prescribe the work of trust-culture leadership in a local government context.

Originality/value

While some of what is summarized below is found in leadership literature already, the fact that these elements of leadership are intuitive to local government managers and internalized in their practice is significant. Linking both trust and culture in leadership literature is limited, and linking them both to the practical insights of public managers is even more unique. The findings verify that public leaders at the local level actually engage in leadership of a particular sort, that of trust-culture leadership. It highlights the priority of trust in local government administration. The elements of the model serve to offer public managers specific things to focus on to promote trust-culture leadership and suggest to public leadership scholars specific avenues for further investigation.

Details

International Journal of Public Leadership, vol. 14 no. 4
Type: Research Article
ISSN: 2056-4929

Keywords

Article
Publication date: 1 June 2004

Matthew R. Fairholm

The Newtonian physics that formed the foundation of physical and social science for centuries is unwinding in the face of the new sciences. The principles of the new…

4869

Abstract

The Newtonian physics that formed the foundation of physical and social science for centuries is unwinding in the face of the new sciences. The principles of the new sciences shed needed light on the technologies of leadership in modern organizations. This paper links specific leadership technologies to four general principles taken from the new sciences. Together, these technologies and principles provide a new metaphor for organizational life and the work of leadership. This metaphor offers an alternative explanation of the leadership phenomenon generally, helps organizational actors ground their leadership activity in terms of the new sciences theory, and points to better ways to prepare ourselves for the demands of leadership in organizations. This, in turn, provides a way for leaders to better understand their organizational environment and links that understanding to an outline of skills, behaviors, and attitudes that can be used in practical leadership development programs.

Details

Leadership & Organization Development Journal, vol. 25 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 1 March 2000

Matthew R. Fairholm and Gil Fairholm

The leader’s role is a two‐fold cultural and teaching enterprise: institutionalizing cultural principles in their organizations and then teaching followers to internalize…

5950

Abstract

The leader’s role is a two‐fold cultural and teaching enterprise: institutionalizing cultural principles in their organizations and then teaching followers to internalize these cultural principles in their actions. The specific features of an organization’s culture condition what leaders do and how they do it. However, leaders also condition the culture by their actions and beliefs. Seen this way, a leader’s primary activity is to create a culture supportive of desired values. As followers internalize these cultural values, they develop a devotion to the institution that cannot come in any other way. This both requires trust and encourages trust. The task is not simple; it is fraught with difficulty, pitfalls, and barriers. This article explains some constraints that hinder the development of a culture based on trust specifically and the enterprise of leadership in general.

Details

Leadership & Organization Development Journal, vol. 21 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 4 June 2018

Arshad Mahmood, Mohd Anuar Arshad, Adeel Ahmed, Sohail Akhtar and Shahid Khan

This study aims to synthesize the rich knowledge on spiritual intelligence (SI) research within the framework of human resource development (HRD) research.

1458

Abstract

Purpose

This study aims to synthesize the rich knowledge on spiritual intelligence (SI) research within the framework of human resource development (HRD) research.

Design/methodology/approach

Based on the search of multiple electronic databases authors conducted thematic review of the literature on SI and HRD. Themes associated with SI and HRD are extracted while employing the content analysis technique.

Findings

Five major themes emerged through the process of content analysis on the body of the reviewed literature. The themes which described the presence of SI-related research within the field of HRD, included: Conceptual connections between SI and HRD; SI Holistic Mechanism; SI and Leadership development, SI measurement tools and, finally, the impact of SI on sustainability.

Research limitations/implications

The inclusion and exclusion criteria are that the search for this review has been limited to peer-reviewed journals that are published SI-related articles. This paper excluded all articles on SI that `do not explicitly discuss the valuable role of human resources. The key words used are spiritual intelligence (SI) and HRD.

Originality/value

This paper offered new-fangled value and insightful understanding on SI and its implications for other areas, more specifically HRD. It suggests that SI is an important component for organizational development. Such interventions nurture the human resources that can lead to better performance as a whole.

Details

Management Research Review, vol. 41 no. 8
Type: Research Article
ISSN: 2040-8269

Keywords

Article
Publication date: 1 March 1974

Frances Neel Cheney

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Tenn. 37203. Mrs. Cheney does not sell the books listed here…

Abstract

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Tenn. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.

Details

Reference Services Review, vol. 2 no. 3
Type: Research Article
ISSN: 0090-7324

Article
Publication date: 19 June 2019

Rami Al-Asadi, Shahnawaz Muhammed, Oualid Abidi and Vladimir Dzenopoljac

The purpose of this paper is to examine the extent to which perceived servant leadership of the supervisors impacts the intrinsic and extrinsic job satisfaction of the followers.

2266

Abstract

Purpose

The purpose of this paper is to examine the extent to which perceived servant leadership of the supervisors impacts the intrinsic and extrinsic job satisfaction of the followers.

Design/methodology/approach

Servant leadership factor structure was evaluated by applying Liden et al.’s (2008) measure, and used the second-order model to test its relationship with the intrinsic and extrinsic job satisfaction. Confirmatory factor analysis and structural equation modeling were used to test data from 205 individuals working in service-sector organizations in Kuwait.

Findings

The seven-factor structure proposed by Liden et al. (2008) holds valid in this sample, thus providing greater validity for this measure to be used in similar contexts. The results also indicate that second-order factor of servant leadership positively affects both intrinsic and extrinsic job satisfaction.

Research limitations/implications

Servant leadership was measured using follower perception of their leader attributes. Next, the cross-sectional data limit the ability to demonstrate causality between servant leadership and employee satisfaction. Further, data were collected only from service-sector organizations in Kuwait, which limits the generalizability of results.

Practical implications

This research helps in highlighting the significance of embracing more altruistic leadership approach in enhancing job satisfaction. Leaders in the analyzed region must be aware of the positive outcomes of this approach on job satisfaction, which can eventually contribute to engaged employees and their performance.

Originality/value

This research tries to add to the growing body of knowledge in terms of assessing relationship between servant leadership and job satisfaction in the service sector in the Middle East.

Details

Leadership & Organization Development Journal, vol. 40 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Book part
Publication date: 25 July 2008

Dwight D. Frink, Angela T. Hall, Alexa A. Perryman, Annette L. Ranft, Wayne A. Hochwarter, Gerald R. Ferris and M. Todd Royle

Accountability is ubiquitous in social systems, and its necessity is magnified in formal organizations, whose purpose has been argued to predict and control behavior. The…

Abstract

Accountability is ubiquitous in social systems, and its necessity is magnified in formal organizations, whose purpose has been argued to predict and control behavior. The very notion of organizing necessitates answering to others, and this feature implies an interface of work and social enterprises, the individuals comprising them, and subunits from dyads to divisions. Because the nature of workplace accountability is multi-level as well as interactive, single-level conceptualizations of the phenomenon are incomplete and inherently misleading. In response, this chapter sets forth a meso-level conceptualization of accountability, which develops a more comprehensive understanding of this pervasive and imperative phenomenon. The meso model presented integrates contemporary theory and research, and extends our perspectives beyond individual, group, unit, or organizational perspectives toward a unitary whole. Following this is a description of challenges and opportunities facing scholars conducting accountability research (e.g., data collection and analysis and non-traditional conceptualizations of workplace phenomenon). Theoretical and practical implications are discussed, as are directions for future research.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84855-004-9

Article
Publication date: 3 August 2015

Nikoletta Taliadorou and Petros Pashiardis

The purpose of this paper is to examine whether emotional intelligence and political skill (PS) of school principals influence the way they exercise leadership and the job…

2796

Abstract

Purpose

The purpose of this paper is to examine whether emotional intelligence and political skill (PS) of school principals influence the way they exercise leadership and the job satisfaction of their teachers.

Design/methodology/approach

As regards to the methodology, quantitative research methods were used to conduct the research. Specifically, the data analysis was performed with the statistical program SPSS and the EQS program for the development of structural equation models. Participants were 182 principals of Cyprus public elementary schools and 910 teachers.

Findings

The findings indicated that the emotional intelligence and PS of school principals are related to the educational leadership styles they use and to teachers’ job satisfaction. Such a relationship highlights the social skills of principals as an important area for further research.

Research limitations/implications

Future research may benefit from developing and validating an investigating tool which rates school principals’ Emotional-Political Capacity because, as revealed from the current research, this new construct directly affects the leadership radius and teachers’ job satisfaction.

Practical implications

This research provides important feedback to those organizations interested in educational leadership and reform, as it can further illuminate (unknown until now) qualities that an effective school principal must have.

Originality/value

The importance of this research and its contribution to science, is illustrated by the fact that this is one of the first research efforts undertaken, which indicates that the emotional and political skills may be factors that shape effective educational leadership styles.

Details

Journal of Educational Administration, vol. 53 no. 5
Type: Research Article
ISSN: 0957-8234

Keywords

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