Supportive Leadership: A Literature Review

Dayanti, Putri Rahma; Eliyana, Anis; Emur, Alvin Permana; Pratama, Andika Setia

doi:10.51386/25815946/ijsms-v5i2p109

Cited by 6 publications

(4 citation statements)

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“…Likewise, those who are engaged in work feel more devoted to the organization, will be less likely to miss work, and not leave the organization. The effect of leadership style on the employees' competence and integrity is also confirmed in the studies of Dayanti et al, (2022) and Hafeez and Akhtar (2022). It was disclosed that while differing leadership styles may have an impact on the efficiency or productivity of a company, both work engagement and overall satisfaction are better predicted by transformational leadership.…”

Section: Figure 3 Emerging Modelmentioning

confidence: 56%

The impact of career pathing on employees’ loyalty among the private schools in San Jose, Occidental Mindoro

Valdez¹,

Limos-Galay²

2023

IJRSM

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This study was conducted to identify the impact of career pathing and test the influence of demographic profile, on employees' loyalty in the San Jose, Occidental Mindoro private schools. The researcher used a mixed sequential exploratory research design. The respondents of this study were 102 employees of the selected private schools in San Jose, Occidental Mindoro. The procedures to gather necessary data for the study involved two parts. In the first part, interview questions were used to elicit information about the factors influencing employees' loyalty among the private schools in San Jose, Occidental Mindoro. The final themes presented and derived from the analysis of career pathing of employees of the private schools in San Jose, Occidental Mindoro resulted as follows: work environment, work engagement, leadership style, and work-life balance. Another set of themes were finalized to describe the employees' loyalty, and these are comprised of integrity, service, and competence.It was found out that the employees' age, sex, civil status, education, position, length of service and salary motivated them to express their loyalty through service in the form of doing things to their best ability and having no plan of leaving the school. The finding summarizes a sound career path's low to moderate influence on employees' loyalty. A school head with an effective leadership style, a conducive working environment, high engagement in work, and a balanced work-life would likely promote employees' loyalty to the institution with integrity, service, and competence.

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Section: Figure 3 Emerging Modelmentioning

confidence: 56%

The impact of career pathing on employees’ loyalty among the private schools in San Jose, Occidental Mindoro

Valdez¹,

Limos-Galay²

2023

IJRSM

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“…Being a supportive leader in the working environment means job satisfaction, productivity and high performance for employees (Kim et al, 2021). Incorporating employees into decision-making processes, resolving conflicts and maintaining the comfort of the working environment becomes possible if the leader is supportive in organizations (Dayanti et al, 2022). According to Generation Z, one of the significant qualities that an ideal leader should possess is that he supports, trusts and respects his employees (Aydoğdu and Kara Özkan, 2021;Gabrielova and Buchko, 2021).…”

Section: Discussionmentioning

confidence: 99%

Digital natives of the labor market: Generation Z as future leaders and their perspectives on leadership

Yılmaz,

Dinler Kısaçtutan,

Gürün Karatepe

2024

Front. Psychol.

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IntroductionToday’s labor market is comprised of different generations and in the near future, the majority of it will consist of Generation Z. In this respect, it is of great importance to know the perspective of Generation Z, which will take its place in leadership positions in organizations, on leadership and what kind of leader they will be. The present study probes to investigate how Generation Z will become a leader and their perspective on leadership. In this regard, the study aims to offer suggestions and guidance to the literature and organizations by providing information on what kind of leaders they will be as well as knowing the characteristics of Generation Z leaders.MethodsIn the study conducted Generation Z, employed in the IT sector, semi-structured interviews were held with 13 participants. While analyzing the data obtained from the interviews, the MAXQDA 2020 program was utilized and the thematic analysis method was applied.ResultsIn our findings about how Generation Z will be leaders in the future, two themes were identified, which include intra-organizational communication and working conditions. In the light of findings on the leadership of Generation Z, the sub-themes of being supportive, empathetic, egoless, managing people well and managing with love and respect were reached on the theme of intra-organizational communication. On the other hand, on the theme of working conditions, sub-themes such as providing training, offering payment according to output, preferring flexible working hours, being friendly, assigning appropriate work to the employee, being fun and not giving importance to gender were identified.DiscussionThe results revealed that Generation Z prefers managing their team with a people-oriented approach when they take leadership positions. From their perspective, the leader should understand and value his employees. Leaders who know the expectations of Generation Z will contribute to their organizations. In addition, organizations should improve their leadership skills by providing leadership training for Generation Z, who will be leaders in the future. In this way, they will make investment both in their leaders and their organizations.

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“…They present the results of an empirical study conducted in six countries which fully or partially confirmed the importance of supportive leadership and job characteristics for lowering levels of workers' personal and social alienation. Dayanti et al (2022) review 16 publications on supportive leadership published from 2015 to 2020 and conclude that the term is most often used to describe leadership that helps subordinates to satisfy personal and work-related needs. Such leaders look after the well-being of employees, create a positive, comfortable, supportive work climate and relationships, and provide material, emotional, instrumental, and other support needed to do the work.…”

Section: Supportive School Leadership and Teacher Resiliencementioning

confidence: 99%

Linking supportive school leadership and teacher resilience: The mediating role of job resources

et al. 2022

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Employee resilience is commonly understood as a process that protects against distressing conditions and helps employees to cope with stress factors, to survive and adapt to changing work environments. Over the past few years Lithuanian teachers have had to deal with unexpected force majeure situations, such as the COVID-19 pandemic, a large influx of Ukrainian refugee pupils, ongoing school related issues, such as the introduction of new curricula, full inclusion of children with special needs, reorganizations, and increasing workloads. Our study based on the four-dimensional Teacher Resilience Framework and Job Demands-Resources theory aimed to examine relationships between supportive leadership, job resources and teacher resilience, and to reveal the mediating role of job resources in the relationships between supportive leadership and teacher resilience. A cross-sectional research sample included 455 Lithuanian teachers working in elementary and secondary schools. Data were collected using a self-administered online survey. The study identified that supportive leadership and job resources, i.e., feedback, autonomy, opportunities for development, and social support – were positively related with teacher resilience and its four dimensions. The mediation analysis established an indirect impact of supportive leadership on resilience types via job resources, however, the role of work resources as mediators differed depending on resilience type. The results complement studies analyzing the role of work environments in resilience, such as personal capability studies. They suggest that supportive school leadership and job characteristics as contextual resources available at the workplace should be considered when planning and implementing interventions aimed at strengthening teacher resilience.

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Supportive Leadership: A Literature Review

Cited by 6 publications

References 0 publications

The impact of career pathing on employees’ loyalty among the private schools in San Jose, Occidental Mindoro

The impact of career pathing on employees’ loyalty among the private schools in San Jose, Occidental Mindoro

Digital natives of the labor market: Generation Z as future leaders and their perspectives on leadership

Linking supportive school leadership and teacher resilience: The mediating role of job resources

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