Individual psychological distance: a leadership task to assess and cope with invisible change

Abstract

PurposeThe current research review aims to provide a conceptual framework for future research on individual psychological distance in leadership tasks.Design/methodology/approachThrough literature review, the authors developed an intended research framework.FindingsThe need of intended framework from theoretical perspective, meta-analysis and situational analysis is presented in this paper. The discussion on a present study about the various aspects of individual perspective, strategic leadership and its link with organizational outcomes are hypothetically aligned in the framework.Originality/valueStrategic change management is the process of managing change in an organization. Change is critical to measure existing structures in the thoughtful way. Mapping individual behavior change is a difficult task, and organizational goals, objectives and missions are an important element of the learning process. Through this framework, the authors attempt to reach the model.

Reactions towards organizational change: a systematic literature review

“…Social loafing is the tendency of people to neglect work (Murphy et al, 2003 ). Thus, the reactions of employees at the organizational level contribute to reducing performance and increasing organizational failure (Abbas et al, 2021a ; Akhtar et al, 2016 ).…”

Portfolio-Based Online Induction Model: Its Effect on Principal’s Instructional Leadership

“…This enables more open and faster access to information and communication for everyone. Principals must find ways to change the education system in schools so that students and teachers can take advantage of this rapid digital development [27], [28]. The success of schools in the face of such massive change depends on how principals handle the basics of education delivery in their schools and how this digital age demands a change Advances in Social Science, Education and Humanities Research, volume 609 in mindsets about schooling, learning, teaching, and assessment [29], [30].…”

Servant Leadership and Job Satisfaction and Organizational Commitment: Empirical Evidence from Surabaya Health Care Sector

“…Therefore, it is the primary cause of reducing employee burnout since servant Leadership reduces the feeling of being "depleted of inner resources" [39]. As a result, when emotional tiredness is reduced, it contributes to the development of healthier partnerships at work for productivity [41].…”

“…Knowing how critical Servant leadership is for both organizational and individual growth among each other within the organization. Apart from the several benefits from Servant leadership such as increased satisfaction and happiness [4], induced positive experience for employees, reducing employee burnout [39], and emotional tiredness [41]. The organization should also make the best use of Servant leadership to promote commitment among individuals toward their job to increase its performance and avoid turnover.…”