An Examination of Leadership Theories in Business and Sport Achievement Contexts

Kovach, Mary

doi:10.22543/0733.62.1215

Cited by 13 publications

(13 citation statements)

References 39 publications

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“…While these leadership styles have been studied in multiple business domains, including individually in healthcare, their relationship to the functions of a PFAC has not been explored (16,17). To fill this gap, as part of a larger study of the experience of advisors serving on PFACs, we examined the perspectives of patient/family advisors members of advisory councils at an Academic Medical Center in the Midwestern United States to understand their perceptions related to the impact of PFACs on decisions made at the AMC and frame these perceptions within the leadership styles described above.…”

Section: Introductionmentioning

confidence: 99%

Patient and family advisory councils (PFAC) feedback as the voice of health care consumers

Forward¹,

Sieck²

2022

J Hosp Manag Health Policy

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Background: Throughout the U.S., healthcare organizations continuously find ways to incorporate patient feedback with efforts to advance the delivery of patient-centered care. Patient and family advisory councils (PFACs) can be used as a strategy to better understand and honor the patient experience and improve care delivery thanks to patient input to obtain patient perspectives. The importance of formal efforts to incorporate the patient perspective is highlighted by the Comprehensive Primary Care Plus (CPC+) program implemented by the Centers for Medicare and Medicaid Services which requires organizations to establish PFACs to receive funding. Site support for PFACs included a patient experience manager who oversaw recruitment and facilitated each clinic's council meetings. Other support personnel consisted of the practice manager, physicians, care coordinators, and advanced practice providers. This study employed a leadership framework to better understand how health care organizations use PFACs to discover and define patient/family advisors perspectives and how they can be related to different styles of leadership used within healthcare settings. Using contemporary leadership styles such as servant leadership, transactional leadership, transformational leadership, and leader-member exchange (LMX) theory, we examined perspectives of PFAC member's associated with leadership and its effect on their experience as a patient/family advisor.This study aimed to understand the patient/family advisor perceptions associated with the impact of PFACs and the decisions surrounding the academic medical center and how health care leaders can support these perceptions with the leadership styles outlined above. Methods:We conducted a qualitative study of patient/family advisors serving on a PFAC within a Midwestern Academic Medical Center during the time of this study. Using a semi-structured interview guide, we conducted primarily individual in-person interviews. The interview guide addressed issues include the participant's understanding of patient engagement, experiences on the PFAC, what they valued from participation on a PFAC, perceptions of healthcare and impact on health outcomes. This manuscript examines an emergent finding related to the impact of leadership on PFACs and patient/family advisors.Results: Nineteen participants were interviewed across five PFACs and four main themes were identified and linked to the leadership styles and PFAC involvement: qualities of leaders; seeking a 360 degree view of the patient experience; seeking focused feedback on specific AMC initiatives; and the importance of trust.Advisors appreciated leaders who were open-minded and focused on improving the patient experience. They also discussed ways in which their input reflected a comprehensive view of what patients experience that may not be easily observed by healthcare team members and leaders. In addition, they described how they provided feedback on specific initiatives within the healthcare system. Finally, they valued an environme...

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Section: Introductionmentioning

confidence: 99%

Patient and family advisory councils (PFAC) feedback as the voice of health care consumers

Forward¹,

Sieck²

2022

J Hosp Manag Health Policy

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“…Behavioural theories of leadership presuppose that particular behaviours are what distinguish leaders. That is, these theories begin with the assumption that an effective leader in any achievement context is one who exhibits the behavior's that are most conducive to group productivity and group psychosocial growth (Kovach, 2018).…”

Section: Behavioural Theoriesmentioning

confidence: 99%

Leadership Models and Change Management: A Systematic Review

Agazu

Birbirsa

Werke

2022

Preprint

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The goal of the study was to thoroughly examine the organizational change management and leadership paradigms utilized in various industries. There are various leadership models that can be applied in various situations and change models that are used in various organizations, but there is no evidence of the effectiveness of these models when it comes to managing organizational change, and they aren't discussed as a group in a systematic way either. A research topic that has been highlighted by the studies is to present and examine the leadership models that are most frequently utilized in organizational change management. The past literature on empirical and theoretical topics is compiled via a systematic review. An analysis of the content that is qualitative and descriptive was planned. Scopus, Web of Science, Taylor & Francis, Google Scholar, Emerald, and PubMed search results were for research. The following leadership theories were examined: the Great-Man Theory, the Trait Theory, the Behavioural Theories, the Contingency Theories, the Situational Leadership Theory, the Path-Goal Theory, the Leader Participation Model, the Leader-Member Exchange Theory, the Transformational Theory, the Transactional Theory, the Authentic Leadership theory, the Ethical Leadership theory, and the Servant Leadership theory. Various change management models were also examined, including ADKAR, Kurt Lewin's Change Model the majority of researchers worked on separately examining leadership models and change management in various businesses, but they mostly focused on transformational leadership combined with change management strategies that are helpful in organizational transition. The findings of this study support the widespread use of transformational leadership styles in businesses that were undergoing change. Therefore, it is advised that rather than generalizing the theories, future scholars conduct study by filling up these gaps and concentrating on geographical areas where it is possible to apply leadership models to certain sectors.

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“…The model also introduces the practice of path-goal leadership into the sport management literature, which has seen limited utilization (e.g. sport participation achievements; Kovach, 2018). Participative path-goal leadership is used as a predictor for intercollegiate athletics employee engagement since proactive behaviors are required for the enhancement of job engagement (Salanova and Schaufeli, 2008).…”

Section: Examining the Flourishing Experience Of Employees In The College Sport Workplacementioning

confidence: 99%

Developing flourishing among employees in the college sport workplace

Schuetz

Paek

Oja

et al. 2021

SBM

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PurposeThe purpose of this paper is to explore how flourishing is achieved among sport employees working at intercollegiate sport organizations in the USA. To do so, a model is constructed that examines the impact of pride and path-goal leadership on job engagement and then flourishing. The model is grounded in the Human Resource Development (HRD) paradigm to extend the literature on positive performance outcomes in sport organizations.Design/methodology/approachQuantitative methods were used to analyze the data. Altogether, 282 useable surveys were completed by sport employees working in intercollegiate athletics departments. The hypotheses were examined with structural equation modeling to provide robust calculations of the relationships within the model.FindingsThe findings of this study demonstrated that both path-goal leadership and pride enabled job engagement, which in turn supported flourishing among intercollegiate athletics employees (e.g. equipment, marketing or facility/event positions). Job engagement is positioned as an important variable as it linked path-goal leadership and pride with flourishing.Originality/valueThis study examined mechanisms (i.e. path-goal leadership, pride) to enhance intercollegiate athletics employees' personal resources (i.e. job engagement, flourishing) through the HRD paradigm. The HRD framework posits that improved employee functioning leads to a superior organizational performance and has yet to be assessed within intercollegiate athletics. The findings add to the HRD literature by focusing on employees' workplace experiences and generating pathways to improved job engagement and the subsequent influence on intercollegiate athletics employees' ability to flourish, which is also understudied.

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An Examination of Leadership Theories in Business and Sport Achievement Contexts

Cited by 13 publications

References 39 publications

Patient and family advisory councils (PFAC) feedback as the voice of health care consumers

Patient and family advisory councils (PFAC) feedback as the voice of health care consumers

Leadership Models and Change Management: A Systematic Review

Developing flourishing among employees in the college sport workplace

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