The role of leadership behaviors for enhancing organizational effectiveness in the Chinese public sector

Abstract

The threefold purpose of this study is as follows: (1) to verify whether three leadership styles (servant, ethical, and participative) contribute to enhancing organizational trust and commitment, (2) to test the full and partial mediating roles of organizational trust and commitment in the relationships between the three leadership styles and organizational outcomes (in-role performance and managerial accountability), and (3) to probe indirect leadership impacts on performance and accountability outcomes. First, we employed exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) to operationalize the variables and to confirm the latent constructs from the relevant survey questions. Second, to confirm the total direct and indirect effects, we employed a full structural equation model (SEM) to test the interrelationships among variables, and to assess the relative strength of each variable. The results of this study demonstrate that ethical and participative leadership behaviors in the Chinese public sector are positively and significantly associated with organizational trust and commitment. Based on a discussion of the main findings, various research and practical implications for public management theory and practice are provided.

Assessing Organizational Culture: An Important Step for Enhancing the Implementation of Junior High School-Based Pesantren

“…Untuk itu perlu dukungan seluruh komponen termasuk guru dengan menunjukkan kinerja yang baik. Secara korelatif, apabila kinerja individu baik maka kinerja organisasi akan baik, selaras dengan penelitian yang dilakukan (Jansen, 2005) (Park et al, 2015).…”

Behavioral Drivers of Performance in Public-Sector Organizations: A Literature Review

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“…Two key variables that have a positive influence on the relationship between leadership and performance are the level of trust that employees have in their organization and their supervisors (Cho & Lee, 2012;S. Park et al, 2015), and organizational justice (Potipiroon & Faerman, 2016).…”

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