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Purpose
This paper aims—based on past research works which have shown that transformational leadership has positive impact on knowledge sharing—to explore the impact of different leadership dimensions of transformational leadership on knowledge sharing and further to explore the mechanism through which transformational leadership affects employee k...
Contexts in source publication
Context 1
... by serving as mentors, transformational leaders also help followers understand the perspectives and behaviors of others, which, in turn, enable followers to interact with each other more smoothly and care more about others' contribution ( Ayoko and Chua, 2014;Zhang, Cao, and Tjosvold, 2011), leading to more knowledge sharing. It is thus expected that The overall research model of this study is displayed in Figure 1 wherein each of the transformational leadership dimensions positively affects employee knowledge sharing, and these relationships are further mediated by psychological safety and team efficacy. ...
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Purpose
This paper aims to analyze the influence of authentic leadership on knowledge sharing and employee’s creativity through the mediating role of team environment of psychological safety and trust.
Design/methodology/approach
The participants in this study were 60 team leaders and 300 team members’ working in different Overseas Employment Prom...
Citations
... Additionally, the supportive safe space created within vCoPs has been highlighted as a significant finding, fostering resilience, facilitating robust feedback mechanisms, and promoting group cohesion among school leaders. The literature emphasizes the importance of safe and supportive environments for leadership development (Acosta et al., 2019;Lai et al., 2020;Yin et al., 2020). However, this study suggests that vCoPs can potentially provide school leaders with this safe space where they can openly share their experiences, challenges, and vulnerabilities without fear of judgments. ...
This study explores the potential of virtual communities of practice (vCoPs) in fostering leadership growth that aligns with the diverse needs and challenges faced by school principals. The study employs a qualitative research design, and conducts semi-structured interviews with 16 school principals from K-12 schools belonging to the Gulf Cooperation Council (GCC) region. Findings suggest that vCoPs offer a rich environment for school principals to engage in collaborative learning, knowledge sharing, and professional networking, all of which contribute to their differentiated leadership development. Findings suggest that vCoPs offer flexible personalized learning paths that can support instructional, digital, and distributed leadership development of school principals. This advancement is made possible by creating a supportive and secure environment that is fortified by resilience, group cohesion, and robust feedback mechanisms. Additionally, vCoPs contribute to leadership development by fostering collective efficacy, cultivating shared beliefs in driving positive change, and disseminating these principles throughout the educational leadership community via social influence.
... It can lead to more efficient and responsive governance; as local authorities are often better equipped to address specific issues within their jurisdictions. Yin et al (2019) says that decentralization can reduce the administrative burden on central governments, enabling them to focus on broader national concerns. However, it also requires a careful balance to ensure coherence in national policies and to prevent disparities between regions. ...
Overview: Federalism and decentralization are pivotal concepts in the organization of political systems, particularly in how power is distributed between national and subnational governments. This study delves into the theoretical frameworks underpinning federalism and decentralization, examining their implications for governance, democracy, and socioeconomic development in Africa. Body of Knowledge: Federalism and decentralization are governance frameworks that allocate power between central and sub-national entities, enhancing administrative efficiency and political representation. Both frameworks aim to improve public service delivery, encourage citizen participation, and accommodate diverse populations. Methods: This study employed a mixed-methods approach, combining historical analysis, case studies, and interviews with key stakeholders, including Government Officials, NGOs Members, and Civil Society Organization Members. Data was collected from a range of primary and secondary sources to ensure a comprehensive and nuanced understanding of the subject. The sample consisted of ninety respondents. Frequency, percentages, tables, graphs and pie-charts were used to analyze the quantitative and qualitative data obtained. Data was then analyzed by use of software MS Access, and MS Excel. Results: Federalism can enhance democratic governance by bringing government closer to the people, allowing for more localized and responsive decision-making. Decentralization often leads to increased political participation and can drive innovation in policy implementation. However, the effectiveness of decentralization is highly context-dependent, influenced by factors such as the country's political history, socioeconomic conditions, and the capacity of local governments. Recommendation: Governments should invest in capacity building at the local and regional levels to empower decentralized authorities.
... Knowledge sharing is a social interaction culture that involves the exchange of employee knowledge, experiences, and skills across departments or organizations (Yin et al., 2020). It involves explicit or implicit knowledge that contributes to organizational knowledge development and progress. ...
In a style of a quantitative research, the study examines the mediating role of knowledge sharing between transformational leadership and innovative service delivery of health workers (nurses) in the federal medical centers within northeastern Nigeria. The research methodology applied a descriptive survey and a cross sectional study using structured questionnaires. The population of the study was 3200 nurses of the federal medical center of the north east Nigeria and the sample size was 534. Data were analyzed using Smart-PLS 4.0. The findings of the study shows that transformational leadership strongly influences innovative service delivery (β =0.328, t=4.218, p=0.000), Knowledge sharing is impacted by transformational leadership (β=0.760, t=31.062, p=0.000), Knowledge Sharing significantly affects Innovative service Delivery. (β=0.527, t=6.873, p=0.000), Knowledge sharing strongly influences the link between Transformational Leadership and Innovative service Delivery (β=0.400, t=6.454, p=0.000). The study recommends that further studies should take into consideration other sectors of the economy, such as the manufacturing, technological and educational sector. Again, a longitudinal study should be carried out and other regions in the country should be studied to compare results
... Theoretical Framework: According to social identity theory, organizational identity signifies the extent to which individuals acknowledge and identify with their organization. Previous research has shown that leadership styles indirectly affect employee behaviors (e. g., innovative behaviors) through employees' cognition and emotion [16][17][18], therefore, organizational identity may be a potential mediating variable in the correlation between servant leadership and the innovative behavior exhibited by employees. ...
... Estrutura Teórica: De acordo com a teoria da identidade social, identidade organizacional significa a extensão em que os indivíduos reconhecem e se identificam com sua organização. Estudos anteriores demonstraram que os estilos de liderança afetam indiretamente os comportamentos dos trabalhadores (por exemplo, comportamentos inovadores) através da cognição e emoção dos trabalhadores [16][17][18], pelo que a identidade organizacional pode ser uma variável mediadora potencial na correlação entre a liderança dos trabalhadores e o comportamento inovador exibido pelos trabalhadores. ...
... Marco teórico: De acuerdo con la teoría de la identidad social, la identidad organizacional significa el grado en que los individuos reconocen e identifican con su organización. Investigaciones anteriores han demostrado que los estilos de liderazgo afectan indirectamente los comportamientos de los empleados (por ejemplo, comportamientos innovadores) a través de la cognición y la emoción de los empleados [16][17][18], por lo tanto, la identidad 3 organizacional puede ser una variable mediadora potencial en la correlación entre el liderazgo del sirviente y el comportamiento innovador exhibido por los empleados. ...
Objective: In the context of China’s deepening reform era, innovation is the first driving force leading development. Involving a sample of 576 public employees from government agencies in Yunnan, China, the present study investigates the impact of servant leadership on public employees’ innovative behavior, as well as the underlying mechanisms of this relationship. Theoretical Framework: According to social identity theory, organizational identity signifies the extent to which individuals acknowledge and identify with their organization. Previous research has shown that leadership styles indirectly affect employee behaviors (e. g., innovative behaviors) through employees’ cognition and emotion [16-18], therefore, organizational identity may be a potential mediating variable in the correlation between servant leadership and the innovative behavior exhibited by employees. Method: Data was collected between September 2023 and January 2024 among public sector employees in Kunming, located in the Yunnan province. The data was collected in two phases at different time points. First, we distributed questionnaires among part-time MPA students in a university in Yunnan province in the first stage. Then, we continued to distribute questionnaires among full-time public employees at various public sectors in Kunming city. Results and Discussion: The results revealed a positive impact of servant leadership on the innovative behavior of Chinese public employees. Additionally, organizational identity partially mediated the association between servant leadership and the innovative behavior of Chinese public employees. These findings may provide some suggestions for the public organizations in China. Research Implications: The present study also has several practical implications for policy-makers within the public sector. First, public organizations ought to attach importance to the servant leadership because it can effectively promote employees’ innovative behavior. Specifically, public organizations can regard the traits of servant leadership as a criterion for selecting leaders within the public sector. By doing so, public organizations can encourage servant leadership style by selecting and promoting those employees with awareness and traits of serving others. Originality/Value: After deleting invalid questionnaires, 576 completed questionnaires were obtained finally. Of all the participants, 24% (n = 138) was male and 76% (n = 438) was female.77.6% of the participants were under the age of 26 years (n = 447). 61.8% (n = 356) have worked less five years in the public sector.
... Known for its ability to positively impact employees' JP, tl stands apart from other styles of leadership. it involves followers in processes related to personal factors within the organization (salim & Zakaria, 2021), and it focuses on the authentic empowerment of followers (Pradhan et al., 2018). given that tl also influences constructs like employee creativity (Fatimah & Martdianty, 2020;shafi et al., 2020), employee learning (akdere & egan, 2020), and knowledge sharing (Yadav et al., 2019;Yin et al., 2019), it's important to note that it plays a significant role in employee learning and improvement. these are essential for adaptability in a changing work environment. ...
This study examines the effects of employee vitality, digital literacy, and transformational leadership on job performance and the moderating role of employee agility. The result of this study indicates that the job performance of Human Resources practitioners is positively influenced by employee vitality, digital literacy and transformational leadership. Moreover, the findings also prove the moderating role of employee agility in these relationships. This research can be instrumental in further illuminating the determinants of job performance as well as the role of mediating factors. As the focus of this study is confined to Human Resources practitioners in manufacturing companies in northern Malaysia, and only considers employee agility as a mediating factor, future research is recommended to broaden its scope to encompass other roles within a company, explore other sectors, and consider other potential mediating constructs.
... The findings revealed that transformational leadership has a direct impact on organizational climate, knowledge-sharing and organizational learning. Yin et al. (2020) investigated the influence of transformational leadership on knowledge sharing in China. Data were gathered from more than 400 employees of Chinese knowledge-based enterprises to test the suggested relationships using structural equation modelling. ...
Knowledge is the most valuable asset for organizations seeking sustainable competitive advantage. Thus, knowledge sharing is essential to maintaining an organization’s productivity and performance. This paper explores the dimensions of transformational leadership to promote knowledge sharing to examine leaders’ behaviors in organizations. This paper discussed new combined transformational leadership with six dimensions: idealized influence, inspirational motivation, intellectual stimulation, individualized consideration, empowerment, and personal recognition. These dimensions have the potential to influence knowledge sharing. By drawing on various previous studies, the paper constructs a conceptual framework and formulates six propositions to further address the impact of transformational leadership on knowledge sharing within organizations.
... Another trait that distinguishes great leaders is their inspiring motivation, which refers to the degree to which the leader communicates a compelling vision in order to inspire and motivate followers and to instill in them the confidence to perform above and beyond expectations. Additionally, the idealized influence recognizes that these leaders serve as role models for their followers because they exhibit high standards of moral and ethical conduct (Yin et al., 2020). ...
... Nurtjahjani et al. (2020) state that it has been demonstrated that transformative leaders may enthuse followers by elucidating the significance and value of work through both words and actions in the educational sector. Leaders serve as role models for their followers because they exhibit high standards of moral and ethical conduct (Yin et al., 2020). ...
In making important decisions, especially during times of crisis, it is likely that leadership style cannot be disregarded (Faeq & Ismael, 2022). This study aimed at determining the transformational leadership style of school administrators and its influence to the crisis management practices of CTU as a higher education institution utilizing quantitative research focusing on descriptive survey where it used a survey questionnaire in order to describe the demographic profile to the respondents, transformational leadership style of the school administrators and the effective implementation of crisis management. Respondents were chosen using the sample determination on Slovin formula. Data were collected using the adopted questionnaire from Donmez and Toker's (2017) and Crises Management Practices adopted from The change leader, Inc. (2007). It was revealed that age and gender are diverse, probationary employees are greater in number , new and rank and file employees dominates the workforce. Furthermore , transformational leadership styles are evident among administrators , and crisis management practices are well-implemented. Gender and civil status have no direct influence to the perceived transformational leadership styles, but age, employment status, length of service and current position does. Transformational leadership significantly influence crisis management practices in CTU-Tubu-ran. It can be concluded that sound decision can be made when leaders possess transformational leadership style. Hence, this calls for sustainability and consistency from the top management.
... Our review revealed that various forms of leadership can play a vital role in fostering psychological safety. These leadership styles include transformational leadership (Yin et al., 2019), inclusive leadership (Carmeli et al., 2010;Javed et al., 2019;Umrani et al., 2023), authentic leadership Maximo et al., 2019), and ethical leadership (Men et al., 2020). Moreover, we have learned from the above literature that these leadership styles, however important, are unidirectional. ...
... However, such a behavior could be expected in a psychologically safe environment. Employees will only share knowledge when they strongly believe that as a result of knowledge sharing, they will not be humiliated, rejected, or punished in any way (Edmondson, 1999;Yin et al., 2019). More recently, a large number of studies have provided empirical evidence proving the robustness and relatedness of psychological safety influencing work-related behaviors (Shipton et al., 2023). ...
... Knowledge sharing is defined as individuals' behavior of sharing task-related ideas, information, and suggestions with others (Srivastava et al., 2006). Promoting knowledge sharing culture within the organization offers long-lasting positive benefits and it plays a critical role in building and sustaining organizational competitiveness (Ma et al., 2014;Yin et al., 2019). It enhances employee creativity and guarantees organizational success (Ma et al., 2014). ...
Purpose
This study examines the relationship between leader–member exchange (LMX) and employee discretionary work behaviors in terms of job crafting, innovative work behavior and knowledge-sharing behavior by focusing on the mediating role of psychological safety.
Design/methodology/approach
Multi-source and multi-wave data were collected from 284 employees in the banking sector of Pakistan.
Findings
The findings reveal a positive relationship between LMX and psychological safety. Psychological safety, in turn, is positively related to discretionary work behaviors (i.e. job crafting, innovative work behavior and knowledge-sharing behavior). Moreover, psychological safety fully mediates the relationship between LMX and discretionary work behaviors.
Originality/value
Drawing upon the conservation of resources (COR) theory, this study introduces psychological safety as a mediating mechanism in the relationship between LMX and three important discretionary work behaviors.
... As a result, this is the first study to explore this association in Ugandan public universities and throughout Africa. Second, studies have concentrated particularly on topics such as transformational leadership (Yin et al., 2020), servant leadership , and inclusive leadership (Zeng et al., 2020). However, these styles of leadership have become routine (Nguyen et al., 2023). ...
Purpose-This study looks into the connection between job engagement (JE) and socially responsible leadership (SRL) in public universities in Uganda.
Methodology-The study is quantitative in nature and consisted of personnel working at Uganda's public universities supplied data. The information was gathered using a five-point Likert scale in an organized questionnaire. Expert judgment and content validity were used to assess the validity of the instrument. Warp PLS and smart PLS-SEM analysis was run on 214 legitimate responses among 250 public university staff.
Findings-The findings demonstrated a positive correlation between JE and SRL. PS and SRL were found to be positively correlated. Furthermore, the results showed a positive correlation between PS and JE. Additionally, the findings demonstrated that PS acts as mediation in the relationship between SRL and JE.
Originality-The study contributes to the understanding of the approaches related to improving employee job engagement in the education sector. The study adds to the body of knowledge concerning the association between job engagement and psychological safety a crucial aspect of socially responsible leadership by examining data from developing countries in addition to other countries which had previously been ignored.
Practical implications-This study contributes to the corpus of research on SRL and PS, especially in the context of universities, in terms of JE. Additionally, it provides advice on how to use PS and SRL to enhance university workplace conditions such as JE. By emphasizing the crucial roles that a psychologically safe environment and leadership style that is socially responsible play in promoting positive social interactions at work, our article advances the understanding of social exchange theory.
... Stake, 2005). A case study appears to be an applicable starting point for this research because the aim is to describe and explain the phenomenon of OL in this specific organization and develop a detailed practical understanding of the phenomenon's framing aspects instead of forming broad generalizations (see Yin, Ma, Yu, Jia, & Liao, 2019). ...
Purpose
This study aims to increase the understanding of the starting points and presuppositions of organizational learning (OL) processes in a hospital’s surgical department based on the existing theory of OL and to make visible the practical possibilities of the theory in this context.
Design/methodology/approach
The study was conducted as a case study. The data were collected from personnel of the hospital’s surgical department and consisted of 26 thematic interviews. The data were analyzed using qualitative theory-driven content analysis.
Findings
This study found different starting points for both employee-oriented and organization-oriented learning processes that could potentially progress to different levels of the organization: from individuals to a wider group or from a large group to an individual. The starting point of employee-oriented learning processes was depicted as everyday life problems or situations or was based on the person’s interest. The starting points of organization-oriented learning processes were described as achieving or maintaining the organization’s expected skill levels, pursuing continuous development or pursuing the organization’s specific development needs. Different kinds of presuppositions were also located within the OL processes.
Originality/value
This study produced new practice-based knowledge about the starting points of OL processes and their presuppositions. In health-care organizations, learning is especially important due to intensive and complex changes, and this study provides empirical evidence on how to enhance learning.
