Transformational Leadership and Change: How Leaders Influence Their Followers’ Motivation Through Organizational Justice:

Leadership styles and transformational leadership skills among nurse leaders in Qatar, a cross-sectional study

AIM

There is a continuing need to implement strategies that create opportunities to develop leadership in Qatar, and to build institutions that can produce effective health managers and leaders. The scarcity of information and studies relating to leadership in this major healthcare corporation must be addressed. This article aims to explore nursing leadership styles and transformational leadership skills among nursing leaders, in Qatar. The study was conducted from October 2020 to January 2021.

DESIGN

A cross-sectional Study.

METHODS

A validated survey was administered to explore the prevalence of leadership styles and transformational leadership skills. Subsequent statistical data analysis achieved the research objectives. The Multi-Factor Leadership Questionnaire (Western Journal of Nursing Research, 1996) was used as an online de-identified validated questionnaire.

RESULTS

Eighty-nine nurses completed the survey. The nurse leaders in this study exhibited leadership traits or qualities that confirm transformational leadership. Some nurse leaders also exhibited transactional and autocratic leadership styles. Directors of nursing exhibit higher levels of transformational leadership style than head nurses, while the latter is more likely to manifest an autocratic leadership style. This study indicates that a development roadmap is needed to transform more nursing leaders into transformational leaders, particularly head nurses, and to universally improve transformational leadership skills among all nursing staff members.

Enhancing the Activity of Employees of the Communication Department of an Energy Sector Company

Currently, companies in the energy sector are focus on sustainable growth, although they face many challenges, including the peculiarities of their operations. One of the features of companies in the energy sector is the need for effective communication with the media and the public. This is of paramount importance due to the current trends and challenges in the energy sector, the market requirements and the low level of development in such companies. The object of this study invovles the employees of the communication departments of energy sector companies, while the subject is the intensification of their activities based on the use of motivational tools. The authors chose the tools of the game theory, which is a game that the company and employees of the project team engage in when implementing information and communication projects. The study developed a method for motivating the employees of communication departments, which based on the game theory, allows the formation of many possible parameters of the optimal structure of fixed and commission remuneration payments for the employees to maximize their utility, depending on the propensity or unwillingness of these employees to take risks, which contributes to the development of staff motivation tools. This method was applied to the activities of several Ukrainian energy companies. The proposed approach differs from the existing ones based on the opportunity to intensify the activity of the employees of the communication departments, taking into account their willingness to take risks in each case, and will increase the interest of such personnel in the effective implementation of each stage of the information and communication project, better meet the needs of the end-users and ultimately affect the sustainable growth of energy companies.

Impact of transformational leadership and transparent communication on employee openness to change: mediating role of employee organization trust and moderated role of change-related self-efficacy

Purpose

This study investigates the impact of transformational leadership and transparent communication on employees' openness to change with the mediating role of employee organization trust and moderating effects of change-related self-efficacy.

Design/methodology/approach

A sample of 260 employees from banking sector of Pakistan through self-administrated questionnaire participated in this study and the data was analysed through partial least square structural equation modelling (PLS-SEM).

Findings

The results reveal that transformational leadership and transparent communication help to create trust among employees of the organization which ultimately have positive effects on employee openness to change. Further, the results suggest that the presence of change-related self-efficacy significantly moderates relation between the transformational leadership and employee openness to change. However, change self-efficacy does not change the relationship between transparent communication and employee openness to change.

Research limitations/implications

This study contributes to change management literature and helps organizations to understand the importance of employees and their positive behaviour during change.

Practical implications

The researcher provides the guidelines for employers to craft change communication policy during the change implementation phase.

Originality/value

This study tests a mediating role of employee organization trust and moderating role of change-related self-efficacy in relation with transformational leadership and transparent communication on employees' openness to change which had not been tested theoretically and empirically in the context of Pakistan.

The mutual impact of university president’s leadership and organizational justice on knowledge sharing: the mediating effect of communication

Purpose

The purpose of this study is to empirically examine the mediating effect of organizational communication in the relationships among transformational leadership, organizational justice and knowledge sharing within the higher education setting in South Korea.

Design/methodology/approach

A sample of 321 university employees, including 151 faculty members and 170 administrative staff members, from a representative private university, participated in the survey as part of a consulting project for university innovation. Structural equation modeling (SEM) was mainly used for data analysis to identify the structural relationship among the research variables.

Findings

The results of this study confirmed that transformational leadership positively influences organizational justice and knowledge sharing. However, the influence of organizational justice on knowledge sharing was not statistically significant. The mediating effect of organizational communication among those relationships to increase the members’ knowledge sharing behavior was statistically significant.

Originality/value

In this study, holistic aspects of the organization, including leadership, organizational culture and organizational strategy, were examined for encouraging employees’ knowledge sharing behavior while an organization undergoes innovational changes. More practically, this study suggested that organizational communication could be used as one of the critical strategies in the process of university innovation.

Impact of sustainability strategies on small- and medium-sized enterprises in Zimbabwe

Purpose

This qualitative multiple-case study aims to explore strategies that owners of small- and medium-sized enterprises (SMEs) in Zimbabwe use to sustain their businesses.

Design/methodology/approach

The participants of this study consisted of owners of SMEs purposefully selected who were successful in implementing sustainable strategies for over five years. Semi-structured interviews were conducted with each participant to gain a deeper understanding of their experience in implementing sustainable strategies for SMEs. The general systems theory, which specifies the relationship and interaction of a system and its environment, was applied as a framework to explain the sustainability strategies for SMEs in Zimbabwe.

Findings

Four major themes emerged from data analysis: passion and dedication, quality of products and services, customer satisfaction and employing staff with the right skills.

Practical implications

This study may lead owners of SMEs to create growth strategies for their businesses, increase revenue for the country and create long-term job opportunities for the communities.

Originality/value

The findings from the study addressed the gap on the existing literature and contribute to the body of knowledge on effective business practices, particularly for SMEs in Zimbabwe and other developing economies. The results of the study could catalyze a positive social change by improving workforce capabilities, creating awareness of the success of entrepreneurs in Zimbabwe and increasing the interest of financial institutions in lending to SMEs.

Behavioral Integrity, Engagement, Organizational Citizenship Behavior, and Service Quality in a Healthcare Setting

EXECUTIVE SUMMARY

In response to increased competition and outcomes transparency, healthcare delivery organizations must rely on their employees to provide superior care quality and patient service. Healthcare managers seeking to motivate employees to this end have an abundance of leadership theories, many of which are broad and overlapping, on which to base their initiatives. In this study, we looked at a relatively narrow construct: behavioral integrity (BI)-that is, the extent to which employees view their managers' words and actions as congruent (whether they "walk their talk"). We collected data from self-reported surveys completed by 3,605 employees of a large, integrated, religiously affiliated healthcare system in the mid-Atlantic region of the United States. Using correlational and hierarchical regression, we tested whether employees who perceived their direct managers as exhibiting more BI were more engaged in their jobs; reported their coworkers as performing more organizational citizenship behaviors; and had more favorable views both of the service quality of their unit and hospital or other entity in which they worked. We found positive relationships between perceived BI and all of those desirable outcomes. Employee engagement also was positively related to individuals' perceptions of their unit's organizational citizenship, as evidenced by discretionary effort, and with their perceptions of the quality of care delivered by both unit and organizational entity. Engagement partially mediated the relationships between BI and those variables. We discuss the implications for individual managers seeking practical advice for self-improvement as well as for organizations striving to improve employee engagement and performance through leadership development.

Use of instruments to evaluate leadership in nursing and health services

OBJECTIVE

To identify the available scientific evidence about the use of instruments for the evaluation of leadership in health and nursing services and verify the use of leadership styles/models/theories in the construction of these tools.

METHOD

Integrative literature review of indexed studies in the LILACS, PUBMED, CINAHL and EMBASE databases from 2006 to 2016.

RESULTS

Thirty-eight articles were analyzed, exhibiting 19 leadership evaluation tools; the most used were the Multifactor Leadership Questionnaire, the Global Transformational Leadership Scale, the Leadership Practices Inventory, the Servant Leadership Questionnaire, the Servant Leadership Survey and the Authentic Leadership Questionnaire.

CONCLUSIONS

The literature search allowed to identify the main theories/styles/models of contemporary leadership and analyze their use in the design of leadership evaluation tools, with the transformational, situational, servant and authentic leadership categories standing out as the most prominent. To a lesser extent, the quantum, charismatic and clinical leadership types were evidenced.