Culture is shared assumptions, beliefs, attitudes, or beliefs that helps individuals or groups to respond various actions or events that they face in daily life. Besides, leadership is art of influencing others to achieve desired objectives in organizations. On one hand, the growing body of the literature argues the effectiveness of the transformational leadership. On the other hand, cultural background has different impacts on this leadership style. In this respect, current paper aims to point out some consequences of transformational leadership in various cultures. As a result, it has been observed that because of its charismatic and simulative characteristics, these leaders are more effective on developed countries and innovative characteristics rather than group oriented and depressed cultures.
Human resources are the most important factor of quality at universities and in research. Therefore, universities must try to improve their human workforce quantitatively as well as qualitatively, by creating, attracting, and retaining experts at universities. The aim of this research is to evaluate the importance of the reward system as a factor of affective commitment and the effect of affective commitment on the organizational performance. The research was conducted in the universities located in the Central and Eastern Europe. In order to test the proposed hypotheses, exploratory factor analysis and mediation tests are applied, using 148 sample data from universities' academic and administration staff. The results indicate that organizational rewards play a significant role in influencing employees' attitudes related to improving the organizational performance. However, organizational performance is not influenced directly by organizational rewards, but through affective commitment. Organizational rewards are needed to increase the level of employees' commitment that will in return have a positive effect on employees' desire to contribute more to the organizational performance.
Leadership is one of the key factors in the success of any company. Similarly, commitment of employees and leadership is regarded as a critical factor for the organizational productivity. In this respect, the aim of the current study is to investigate the suitable leadership styles based on its effects on employee affective commitment at family businesses in the Kurdistan Region of Iraq. Accordingly, approximately 400 data have been collected from 35 various family businesses in the region. After evaluation, 388 data have been accepted for the further analyses. Data has been evaluated via SPSS and AMOS software packages. Based on the results, it has been observed that ethical leadership significantly leveraged employee's affective commitment at the family businesses. Besides, transactional leadership had positive effects on employee affective commitment, while transformational leadership did not. Therefore, it's recommended that residential managers should follow ethical conduct and guidelines to improve employee affective commitment in the region.
This article's review and analysis of 90 articles about leadership styles published in 21 leadership journals between 2016 and 2022 demonstrate the relevant contributions of individual academics and institutes to research leadership styles. This study provides an integrated and comprehensive review of 90 publications on leadership styles published during five years (2016-2022), the articles, the categories mentioned as well as the methodologies used were analyzed in detail extending the topic in many ways. Firstly, the authors conducted content analysis on the articles in order to offer topic classification (main and subcategories). Secondly, the authors searched for publications by year and analyzed methodology, sector, and location. Finally, in order to highlight the most recent trend of research leadership styles over the mentioned time, this study includes certain key facts such as the number of papers published in each journal and year. In the end, this analysis illustrates where the literature has been and where it should go in the future.
Managing good employees in the current competitive business environment is one of the difficulties an organization is facing in order to accomplish their objectives. Having in mind that employees’ feelings, spirit regarding the job, commitment and engagement are among the biggest factors that should never be overlooked by the organization. All of these factors as well as their reactions to various aspects of the job and organization will seriously affect employees’ performance, involvement and engagement. Organizational leadership is one of the vital factors in all organizations as well as one of the key strategies to accomplish this purpose. This research inspects and tests the influence of authentic leadership style on employees’ satisfaction with their jobs in insurance companies from Bosnia and Herzegovina. Many industries and organizations, in particular the insurance industry, can benefit by this research with different advantages: learn about the enhancement and advantages of authentic leadership, suggestions for workers fulfillment and how authentic leadership can impact employees’ motivation and engagement. Regression analysis was conducted to test the hypothesis. Results indicate that authentic leadership style has significant effect on employees’ job satisfaction.
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