Leadership Competencies and Organizational Performance: Review and Proposed Framework

Rohana, Noor Syahierah Mohamad; Abdullah, Che Zainab

doi:10.6007/ijarbss/v7-i8/3297

Cited by 12 publications

(13 citation statements)

References 7 publications

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“…Therefore, competent managers are needed as they have a strong influence on performance (Mufti et al, 2016). Rohana and Abdullah (2017) revealed that the increase in organizational performance is significantly influenced by leadership skills and mastery of multiple skill sets. This is also in conformity with Ahmed et al (2018) findings in which the improvement in leadership competence of a employee increases the performance of the organization.…”

Section: Discussionmentioning

confidence: 99%

“…Government policy is deemed as beneficial as long as the regulations do not conflict with the organization's norms. Other findings indicated that competence can support the work system, and thus has an influence on performance (Rohana & Abdullah, 2017). Competence is needed to improve operational effectiveness.…”

Section: Discussionmentioning

confidence: 99%

“…Business management is nowadays increasingly emphasizing the importance of knowledge assets included competency (Astuti et al, 2020). Rohana and Abdullah (2017) revealed that there is a significant relationship between leadership performance, spedifically leadership competence on organizational performance (Ahmed et al, 2018). The leadership is a key competence in management during an economic crisis and a community crisis (Sparl, 2013), therefore managerial competence has a dominant influence on organizational performance (Zaim et al, 2013;Faisal, 2014).…”

Section: Introductionmentioning

confidence: 99%

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A Contiguity of Social Capital, Competence, and Business Performance Moderating by Government Policy

Santosa¹,

Supartha²,

Riana³

et al. 2020

JAFEB

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The purpose of this study is to investigate the contiguity of social capital and competence on business performance moderating by government policy. A total sample of 225 Village Credit Institution (LPDs) managers in Bali, the hypothesis is examined using the WarpPLS analysis. The findings reveal that social capital has an important role in enhancing performance, Competence is also an important factor for managers because it can intensify performance. Social capital is largely related to the recognition of society regarding the credibility of the managers, while competence emphasizes the ability of the managers to manage the organization. Government policy must be viewed as a regulation that is able to help improve performance. However, the public policies issued by the government are still unable to help improve social capital and competence. Thus, to create public policies that are able to improve the competence and social capital, a further examination into the variables must be conducted. The findings suggest that two-way communication must be developed and synergy between the government and organizations to create opportunities and overcome the increasingly complex business challenges. The results emphasized the importance of social capital in enhancing business performance. In addition, the role of competence is of equal importance to enhance business performance.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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A Contiguity of Social Capital, Competence, and Business Performance Moderating by Government Policy

Santosa¹,

Supartha²,

Riana³

et al. 2020

JAFEB

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show abstract

“…They comprise key characteristics that leaders must have in order to achieve desirable organization outcomes (Ruben & Gigliotti, 2019;Tichy, 1997;Wallin, 2009;Yukl, 2002). Leadership competencies associate with the skills of a leader that contribute to superior performance, through which organizations can better identify and develop their next generation of leaders (R. N. S. Mohamad & Abdullah, 2017). Studies that have examined leadership competencies often examined their abilities in terms of traits, behaviors, transactions, power, influence, situations, and transformational abilities (Bass, 1998;Bensimon, Neumann, & Birnbaum, 1989;Yukl, 2002).…”

Section: Literature Reviewmentioning

confidence: 99%

Talent Management in Higher Education Institutions: Developing Leadership Competencies

Jais

Yahaya

Ghani

2021

Journal of Education and e-Learning Research

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This paper presents the development process of talent management in higher education institutions. Specifically, this study aims to identify clusters that best fit the leadership competency framework for those institutions. This study utilizes the qualitative approach via focus group discussion with the Leadership Competency and Instrument Committee in AKEPT, and also by interviews with academics in the public universities. The findings from the focus group discussion and interview demonstrate five clusters of leadership competency skills framework: personnel effectiveness, cognition, leading, impact and influence, and achievement and action. Within these clusters, issues were identified that need to be taken into consideration when selecting future leaders in higher education institutions. Based on the findings, a set of attributes were listed that can be adopted in the future to allow leaders of higher institutional education to enhance their sustainability performance. This paper provides an understanding to interested parties on the attributes of good leaders for higher education institutions.

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“…It is supported by different scholars since it supports the element of good attributes for instance maturity, self-confidence, personal mastery and positive ego. (Rohana & Abdullah, 2017).…”

Section: Self-awareness Leadership Competenciesmentioning

confidence: 99%

Influence of Leadership Competencies on Performance of State Corporations in Kenya

Omulo¹

2019

theijbm

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Influence of Leadership Competencies on Performance of State Corporations in Kenya 1. Introduction The modern business environment experiences complexities and dynamism, The application of the leadership competencies in the organization should be supported by the global business strategies which identifies the systems and approaches required for a successful performance of a corporation(Cross et al., 2010).In developing leadership competencies an examination of the dynamic aspect of a corporation should be the major factor. Different corporations should adopt a different leadership competencies that suits it operation. (Bolden, Hawkins, Gosling, & Taylor, 2011). The study examined the following leadership competencies, Self-awareness, self-management and social skills. The corporation has a role of identifying the respective competencies a leader should possess (Rohana & Abdullah, 2017). Research on the leadership competencies have varied on context and objective therefore leaving a knowledge gap which requires more studies to be carried out which should include some theoretical framework to describe the systems related to the development of the leadership competencies (Kouzes & Posner, 2012). Corporations should come up with leaders with required competencies which could cope with the ever changing and competitive business environment (Mwithi, 2016). The main Objective of the state corporations in Kenya is facilitation of the equitable distribution of the development gains which helps in catering for the regional imbalance through creating employment , indigenize the economy and facilitating the growth by providing the necessary services (Ogola & Nzulwa, 2018). In south Africa, the leaders in the business environment experiences a variety of limitations such as globalization, cultural diversity, black economic empowerment and transformation. The African business environment have a unique limitation that need not only generic but also inspirational and transformational leaders (Khoza, 2012). Globally, state corporations have a significant role in a country's socio economic development (Linyiru & Ketyenya, 2017). 1.1. Leadership Competencies Can be defined as the behaviors that leads to greater performance. They are developed through establishing multiple intelligences leaders have. The Future trends in business should focus on the generation and development of new leadership competencies. This study focuses on four leadership competencies which are: Self-management leadership competencies, self-awareness leadership competencies, social awareness leadership competencies and Social skills leadership competencies. Self-awareness leadership involves an honest understanding of your own values, desires, thought patterns, motivations, goals and ambitions, emotional responses, strengths and weaknesses, and effect on others (Park & Han, 2015). Self-management leadership is the ability to apply introspection, self-evaluation and selfmanagement techniques in order to pro-actively and continuously improve own behavior and pe...

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Leadership Competencies and Organizational Performance: Review and Proposed Framework

Cited by 12 publications

References 7 publications

A Contiguity of Social Capital, Competence, and Business Performance Moderating by Government Policy

A Contiguity of Social Capital, Competence, and Business Performance Moderating by Government Policy

Talent Management in Higher Education Institutions: Developing Leadership Competencies

Influence of Leadership Competencies on Performance of State Corporations in Kenya

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