The Impact of Leadership Styles on the Engagement of Cadres, Lecturers and Staff at Public Universities - Evidence from Vietnam

Suong, Huynh Thi Thu; Thanh, Đỗ; Dao, Truong Thi Xuan

doi:10.13106/jafeb.2019.vol6.no1.273

Cited by 32 publications

(30 citation statements)

References 8 publications

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“…From the perspective of management theory, the reward is a motivational aspect to provide additional enthusiasm for individuals or groups to get more leverage in carrying out their primary tasks in the organization and giving prizes not only to retain employees, but also to motivate employees to work better (Haerani et al, 2020;Khalid & Oaib, 2019;Indahingwati et al, 2019;Susanti et al, 2019). Giving rewards to employees can encourage employees to have more positive behaviors and attitudes at work, which can increase productivity and involvement in the organization (Akob, Arianty, & Putra, 2020;Suong, Thanh, & Dao, 2019;Arfah & Aditya, 2019).…”

Section: Introductionmentioning

confidence: 99%

Moderating of Religiosity on Reward and Engagement: Empirical Study in Indonesia Public Service

Saleh¹,

Hayat²,

Sumartono³

et al. 2020

JAFEB

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The study investigates the relationship and influence between religiosity, reward, and engagement in the public administration sector, both directly and causally via moderation. This study involved one hundred and twenty-three respondents in three local government organizations in Malang City, East Java Province, Indonesia, namely, the Malang City General Hospital, the Population and Civil Registry Office, and the Investment Office. The sampling method uses stratified random sampling from the total population of civil servants in Malang in the three institutions. The data analysis model of this study uses a quantitative approach with a unit of data analysis using the path analysis method. The analytical tools used are smart-PLS and SPSS. The results reveal that the direct combined effect of reward and religiosity has a positive and significant influence on the engagement. However, moderation between reward and commitment, which is bridged by religiosity, does not show positive and significant results. The non-positive relationship shown by testing moderation concludes that there is a separation of purpose between the portion of religiosity in the world of work, where religiosity in this study is only described as part of the concept of worship, and the relationship between the person and his God.

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Section: Introductionmentioning

confidence: 99%

Moderating of Religiosity on Reward and Engagement: Empirical Study in Indonesia Public Service

Saleh¹,

Hayat²,

Sumartono³

et al. 2020

JAFEB

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“…En este contexto, otros estudios han posicionado al estilo transformacional como el más apto en el contexto educativo, como lo son por ejemplo Farrukh et al (2019), quienes plantean que este liderazgo se asocia mejor con el comportamiento intraemprendedor (innovación, riesgo y proactividad) de los seguidores, asimismo Leal Filho et al (2018) sostienen que este estilo puede fomentar la enseñanza y la educación para la sostenibilidad, mientras que Araneda-Guirriman et al (2016) y Pedraja-Rejas et al (2019) lo relacionan con mejores índices de calidad. A pesar de esta diferencia de opiniones (en relación a si es mejor ser un líder transformacional o una combinación de este liderazgo con el transaccional), varios autores coinciden en que el estilo pasivo/evitador es el más perjudicial en este contexto, ya que puede producir falta de motivación, colaboración y eficiencia en los seguidores (Suong et al, 2019). Es por esto que considerando los resultados obtenidos en esta investigación, sería interesante que los directivos buscaran formas de aumentar las conductas transformacionales y transaccionales, ya que estos estilos son percibidos como positivos en el contexto académico.…”

Section: Resultados Y Discusiónunclassified

Liderazgo y cultura en carreras de ingeniería: estudio en una universidad chilena

et al. 2021

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El objetivo de esta investigación es identificar la percepción que tienen los docentes de las carreras de ingeniería sobre el estilo de liderazgo de sus directivos y el tipo de cultura organizacional presente en sus respectivas unidades académicas. Se lleva a cabo un análisis descriptivo de las percepciones de 35 docentes de una universidad chilena, recopiladas mediante la aplicación de un cuestionario basado en los modelos de Bass y Avolio (MLQ) y Cameron y Quinn (OCAI). Los hallazgos indican que los directivos de ingeniería en esta institución no poseen un liderazgo definido, sino más bien presentan conductas ocasionales de los tres estilos (transformacional, transaccional y pasivo/evitador). La cultura de mercado, enfocada en los resultados académicos, es predominante por sobre la cultura jerárquica, de clan y adhocrática. Se concluye que este estudio abre la oportunidad de llevar la investigación del liderazgo y la cultura organizacional a niveles de facultades y departamentos, ámbitos que son poco explorados aún en la educación superior.

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“…A high or low relationship between substantive conflicts with employee commitment to the organization is determined by the strength of the leader in resolving the substantive conflict. Some research indicates the role of the leader in relation to the commitment demonstrated significant results, such as Chih and Lin (2009) and Huynh, Do, and Truong (2019).…”

Section: The Relationship Between Integrative Adaptive Leadership Andmentioning

confidence: 99%

Increasing Teamwork, Organizational Commitment and Effectiveness through the Implementation of Collaborative Resolution

Martono¹,

Khoiruddin²,

Wijayanto³

et al. 2020

JAFEB

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This study seeks to examine empirically the effect of leadership style on organizational commitment and organizational effectiveness. The data are from all departments of the undergraduate program at the State University in Central Java, Indonesia. The study comprises all divisions of the undergraduate program, which amounted to 207 people. The method for sampling is based on simple random sampling. Structural equation modeling (SEM) is applied in order to analyze the data. The results show that integrative adaptive leadership style has a positive effect on teamwork and affective commitment. Therefore, in order to improve teamwork, the organization should be assisted in completing the introduction of collaborative conflict resolution. Moreover, affective commitment positively affects organizational effectiveness. Thus, it can be said that efforts to improve the organizational effectiveness, should be supported by affective commitment. The study further revealed that integrative adaptive leadership style has a positive effect on teamwork. This means better execution of integrative adaptive leadership, higher level of coordination and vice versa. Each member has different responsibilities and duties, and it can be done or resolved in different ways. If the leader can accommodate the creativity of the faculty and staff, a solid team can be formed.

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The Impact of Leadership Styles on the Engagement of Cadres, Lecturers and Staff at Public Universities - Evidence from Vietnam

Cited by 32 publications

References 8 publications

Moderating of Religiosity on Reward and Engagement: Empirical Study in Indonesia Public Service

Moderating of Religiosity on Reward and Engagement: Empirical Study in Indonesia Public Service

Liderazgo y cultura en carreras de ingeniería: estudio en una universidad chilena

Increasing Teamwork, Organizational Commitment and Effectiveness through the Implementation of Collaborative Resolution

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