Journal of Advanced Research in Leadership
The Journal of Advanced Research in Leadership (JARL) is an international, peer-reviewed, open-access journal dedicated to advancing our understanding of leadership as a phenomenon, how to study it, as well as its practical implications. Published material in the journal will include research-based and theoretical papers that explicitly address leadership on various social, cultural, and organizational contexts. JARL seeks to break paradigms and encourage creative approaches to conceptualizing, measuring, and assessing leadership. The journal promotes interdisciplinary and interorganizational theory, fostering dialogue that transcends industry specific contexts and that explores leadership's role in improving organizational practices and human life. Articles submitted from contributors worldwide are peer-reviewed by an international committee of scholars and academia in the field.
Mokslines Leidybos Deimantas (Diamond Scientific Publication)
Underperforming Academic Scholars Rostered in the Pipeline to Prison or Nowhere on a Lifeline!
This study examined the extent to which one of the Department of Education’s (DOE) Coordinated Early Intervening Services (CEIS) affects academically struggling general education students from various elementary, middle, and high schools in Equliebeh School District. This study utilized quantitative techniques to examine whether CEIS participation impacted KDG–12 scholars’ academic growth, behavioral indicators, and demographic group representation in eligibility for Individual Education Plans (IEPs). It employed a causal-comparative design, grounded in a positivist paradigm, and examined how English Language Arts (ELA) and Math scores, absences, suspensions, and school mobility affected the academic performance of 395 scholars over a 24–27-month period. The findings from this study provided valuable insights into the role of demographics in the eligibility for and enrollment in the CEIS program. Ethnicity played a significant role in a student's likelihood of enrolling in the program, as indicated by all p-values < 0.001. Grounded in Bandura’s Self-Efficacy Theory, the study examined how scholars’ motivation, resilience, and perceived ability to succeed may have influenced CEIS outcomes, particularly among ethnic groups that are overrepresented in program enrollment. Furthermore, the study highlighted disparities among diverse racial and ethnic groups, thus aligning with the tenets of academic inequities. These disproportions underscore the urgency of addressing structural and systemic barriers that perpetuate educational inequities before, during, and after intervention. The findings emphasize the importance of fidelity monitoring, culturally responsive pedagogy, and trauma-informed support to ensure CEIS aligns with its federally mandated equity objectives.
Underperforming General Education Scholars
Copyright (c) 2025 Denise S Lynch https://creativecommons.org/licenses/by/4.0
Cognitive Fragmentation, Ethical Oversights and Decision-making bias in Leadership: Psychological Consequences Beyond Conventional Well-Being
This pilot study explores Cognitive Versatility Theory (CVT) as a framework for investigating the effects of cognitive fragmentation on ethical lapses and leadership decision-making in digital occupational environments. Using CVT’s analytic, creative, intuitive, and reflective (ACIR) cognitive processes, the study demonstrates that increased CVT engagement significantly improves workplace adaptability (beta = 0.38, p < 0.01), leadership cognition (beta = 0.44, p < 0.01), and effective decision-making (beta = 0.33, p < 0.05), accounting for 45% of the variance in these outcomes (R² = 0.45, F(3, 96) = 16.85, p < 0.001). Additionally, cognitive fragmentation is moderately correlated with ethical lapses (r = -0.483, p < 0.001) and decision-making bias (r = -0.672, p < 0.001), highlighting its adverse impact on ethical oversight and decision-making flexibility. The study examines the subtle psychological consequences of fragmented cognition on ethical reasoning and decision-making. Employing a mixed-method approach, integrating validated psychometric instruments with qualitative thematic analysis, the findings contribute to the empirical foundation for CVT’s applicability in workplace psychology. These results offer insights into decision-making biases, cognitive resilience, and ethical accountability in corporate leadership. As leaders engage more deeply in adaptive ACIR strategies, the negative effects of cognitive fragmentation diminish, enhancing overall leadership effectiveness in cognitively demanding conditions.
Copyright (c) 2025 Keisha Casan Danielle Covington https://creativecommons.org/licenses/by/4.0
Onboarding Practices for Cross- Cultural Integration : A Study on New Employees’ Experiences at Company X
Purpose – This study is on improving onboarding processes to foster better cross-cultural integration within Company X, a financial technology company headquartered in Europe. Any individual at this organisation goes through the same onboarding process, regardless of their cultural background. Thus, research aims to improve onboarding by adding cultural sensitivity, which is lacking. Design/methodology/approach – Methods of study were qualitative. Surveyed new Company X recruits on their onboarding experiences using open-ended surveys. Fifteen people responded to the surveys. used Themetic Analysis (TA) developed by Braun and Clarke to examine the data. Findings – Analysis reveals that Company X's onboarding procedure fails to address cultural differences. Thus, personal from diverse cultural background may struggle with generic onboarding due to communication styles, expectations, and cultural conventions. Cultural awareness and sensitivity are essential for inclusive and supportive onboarding of different personnel. Practical implications – Based on obtained results, this study recommends that tailored onboarding strategies like celebrating cultural diversity, implementing a buddy system , providing multicultural awareness training, and organising welcome events can improve the employees onboarding experience who have diverse cultural backgrounds. Scope and expected outcomes – The study focusses on improving onboarding processes of a multicultural company. It addresses an issue in the company’s current onboarding process: less cultural sensitivity. The study highlights how much important the cultural sensitiveness is to a company’s onboarding process and suggests recommendations to tailor onboarding strategies in a more beneficial way to employees from different cultures. Originality/value – This study addresses a problem inside this company's scenario. The conceptual framework established in the study can be utilised by any firm aiming to improve its onboarding process to be more culturally sensitive.
Copyright (c) 2025 Dewmini C Liyanage, Salman Saleem, Sven Rassl https://creativecommons.org/licenses/by/4.0
The Socratic Method in Leadership Positions: Teaching, Psychotherapy and Supervision
Leadership can play an important role in classroom teaching, psychotherapy sessions and supervisory meetings. Recent work on the Socratic method has identified useful strategies derived from an integration of ancient philosophy and contemporary psychology. The nine core elements of the Socratic method can be organized into process and content. The five process elements include the use of systematic questioning, inductive reasoning, a disavowal of knowledge, guided discovery, and brief sequences. The four content areas include a focus on universal definitions, self-Improvement, virtue ethics, and core beliefs. Finally, the Socratic method has been useful for leadership skills in three different areas: classroom teaching, psychotherapy sessions, and supervisory meetings. Each leadership style will be discussed long with a metaphor to help clarify the Socratic style of leadership.
Copyright (c) 2024 James C. Overholser https://creativecommons.org/licenses/by/4.0
Critical Vulnerability in Leadership as a Key Factor in Successful Change Management Communication
This research explores the relationship between the discovered phenomenon of critical vulnerability in leadership during organizational change and its successful outcome. The phenomenon under study is fundamentally distinguished from vulnerable leadership, which is covered in literature as a deliberate tactic leaders use to improve interpersonal relationships and performance. This study concentrates on challenging and uncontrollable leader vulnerability manifested as a decline in the authority and influence of the leader among stakeholders. The main reason for the observed critical leader vulnerability is hypothesized to be the gap in leadership mindset levels between the leader and stakeholders at the onset of the organizational change. It is also hypothesized that the change communication of an authentic leader, predetermined by a high level of leadership mindset, triggers the leader's vulnerability and, at the same time, paradoxically contributes to the evolution of stakeholders' leadership mindset. This, in turn, is a prerequisite for achieving remarkable prosocial results. Relying on the described assumptions, we executed preliminary research, aiming to identify the change communication patterns of leaders in the state of vulnerability (hereinafter referred to as "vulnerable change communication") and to explore how they catalyze the stakeholder mindset evolution. The final sample group involved 9 top managers who faced vulnerability while leading the change process and made significant contributions to the development of their organizations. The research methodology relied on qualitative methods—in-depth interviews on which narrative and thematic analysis was based. Leaders were asked questions to discover goals of change, the presence of periods of vulnerability, the causes and consequences of its occurrence, their communication patterns, and results achieved. The obtained data were analyzed by applying recognized frameworks such as the Michigan Model of Leadership with its Competing Values Framework (CVF), the Approach of Management of Organizational Change Paradoxes, Programmed and Adaptive Approaches to Change, and Stakeholder Communication Model of Change. The present study has taken the first steps towards confirming the existence of an unambiguous connection between certain patterns of leadership change communication, embracing vulnerability by leaders, and remarkable prosocial outcomes. We found that change communication strategy based on embracing personal vulnerability and a high level of leadership mindset characterized by a value-based position, commitment to outstanding prosocial results, and synthetic decision-making ensures the leader the following: 1) Construction of Shared Leadership. The leader creates an organizational culture that transforms stakeholder resistance based on self and group interests into the evolution of a stakeholder leadership mindset and consolidation of the company. The formula for combining the best of both programmed and adaptive approaches to change includes preserving the integrity of the vision and managing meaning and outcome on the one hand, and supporting the strategy by the deployment of communication and bottom-up initiative on the other. 2) Managing Organizational Change Paradoxes. The leader addresses institutional contradictions and stakeholder divergent interests that naturally arise during the change process and creates the basis for subsequent institutionalization on a much stronger and healthier foundation. The paradoxical effect of a leader's personal vulnerability on organizational vulnerability is that the leader helps to reduce the organization's risks by taking them on themselves. Further exploration of the phenomenon of vulnerability will allow us to consider the inclusion of this component in the framework of change management models, to identify vulnerable leaders, specify the vulnerable communication model of change, and develop a list of recommendations for leaders to more consciously navigate the difficult stage of vulnerability as a systemic and inevitable attribute of achieving remarkable prosocial results.
Copyright (c) 2024 Igor Savelev, Natalia Saveleva https://creativecommons.org/licenses/by/4.0
The Influence of Error Management Leadership on Perceived Job Insecurity in Egyptian Pharmaceutical Firms: Does Leadership Matter?
The purpose of this research was to establish the relationship between error management leadership practices and perceived job insecurity in the Egyptian pharmaceutical industry. The research objectives were to examine the relationship between error management leadership and overall perceived job insecurity, as well as how error management leadership affects job insecurity perceptions, job insecurity dissatisfaction, and job insecurity behaviors. The study employed a quantitative approach, collecting data through surveys from employees at EVA Pharma and Ibnsina Pharma in Egypt. The data was analyzed using descriptive statistics, correlation analysis, and structural equation modeling (SEM). Key findings revealed that error management leadership had a significant positive effect on overall perceived job insecurity. Furthermore, error management leadership positively influenced job insecurity perceptions, job insecurity dissatisfaction, and job insecurity behaviors, with the strongest relationship observed between error management leadership and job insecurity perceptions. These findings indicate that error management leadership, which focuses on identifying and correcting errors without reprimands, influences the perception of job security in Egyptian pharmaceutical companies. This study suggests directing future research to further understand the relationship between error management leadership and perceptions of job insecurity in this industry.
Copyright (c) 2024 Mohamed Abdelraouf, Farid Muharram https://creativecommons.org/licenses/by/4.0
The Impact of Servant Leadership on Corporate Social Responsibility: Insights from Egyptian Tourism Organizations
This study examines how servant leadership affects corporate social responsibility (CSR) practices and its dimensions (corporate commitment, governance, environmental protection, and social contribution) in the Egyptian tourism industry, focusing on Hilton and Four Seasons. Quantitative research with 386 participants was conducted. Spearman correlation, CFA, path coefficient analysis, model quality of fit, and Fornell-Larcker criterion were used for data analysis. The links between servant leadership and CSR factors were examined using SEM. A positive and significant correlation was found between servant leadership and all CSR aspects. In the Egyptian tourism industry, servant leaders can positively influence an organization's commitment to sustainable and socially responsible business practices by prioritising stakeholder well-being, fostering ethical practices, and promoting a culture of responsibility.
The Role of Coaching-Based Leadership, Appreciation, and Gratitude in Enhancing Psychological Capital and Organisational Thriving in Lithuanian Organisations
The study investigates the relationships between the perceived presence of positive organisational practices and the levels of personal and collective Psychological Capital (PsyCap) and Organisational Thriving (OT) observed by individuals. It hypothesises that applying Coaching-Based Leadership principles within organisations correlates with higher levels of individual and collective PsyCap and a stronger perception of Organisational Thriving. Additionally, it hypothesises that increased supervisor and peer appreciation and Work Gratitude are associated with higher individual and collective PsyCap and a greater perception of the organisation's thriving. Data were collected from 372 participants across 20 organisations using survey scales to measure Psychological Capital (PsyCap), Collective Psychological Capital (PsyCap), Organisational Thriving (OT), Coaching-Based Leadership (CBL), Appreciation at Work, and Work Gratitude. Spearman's rank correlation analysis revealed primarily moderate but significant positive correlations among these variables. Notably, the strongest correlations were observed between Organisational Thriving with both Coaching-Based Leadership and Work Gratitude, with slightly weaker correlations associated with Appreciation at Work. Collective PsyCap resources showed the most substantial links with Work Gratitude, followed by CBL and Appreciation at Work. In contrast, individual PsyCap (iPsyCap) demonstrated more modest but significant relationships with these organisational resources. This study contributes to the fields of Positive Organisational Scholarship and Positive Organisational Behaviour by empirically highlighting the potential impact of positive organisational practices on both individual and collective PsyCap and OT.
Copyright (c) 2024 Evelina Savickaite-Kazlauske, Rita Bendaraviciene https://creativecommons.org/licenses/by/4.0
Integrating Ethos into Resilient Change Facilitation in Ukrainian Realia
Purpose. This viewpoint paper explores the practice of change facilitation, aiming to unveil how societies can nurture resilience in the face of imminent challenges. It synthesizes Ukrainian real-life experiences, revealing the principles behind various facilitation approaches to fostering resilient change in demanding contexts. Methodology. The study's methodology entails the synthesis and conceptualization of diverse professional experiences in Ukrainian realia, unravelling the underlying ethos behind various change facilitation approaches. By integrating these insights into broader perspectives and communities of practice, the research aims to offer a holistic perspective on fostering resilient change. Findings. The results section succinctly presents the distilled findings, offering a thought-provoking array of ideas specifically tailored for facilitators operating within high-stakes and extreme-risk and existential environments. Limitations/Implications. Due to the research approach, findings may lack generalizability, necessitating further testing of the presented propositions. Practical Implications. The study concludes by highlighting the potential impact of its professional interpretations on the fields of facilitation and social cohesion. The paper's content encompasses an exploration of facilitation, encompassing Ethos, Logos, and Pathos elements. It highlights the multifaceted role of a facilitator and presents three distinct approaches to implementing change: the knowledge and experience-driven approach, the inspiration-based approach, and the strategy-oriented approach tailored to fragile crisis contexts. Originality/Value. The paper delves into the existential challenges and ethically justified opportunities inherent in adopting the combined approach of facilitation, underlining the nuanced dynamics inherent in resilient change facilitation.
Copyright (c) 2023 Journal of Advanced Research in Leadership
Cognitive Agility and Mental Resilience: Preparing Leaders for Future Challenges
The United States Marine Corps (USMC) continues to prepare for conflict. A mixed method study explored leaders’ perception of cognitive agility and mental resilience preparedness for future challenges in planning, mission execution, and decision making. An online survey and in-person interviews addressed two research questions (RQ); What are the perceptions of leader preparedness to exercise cognitive agility and mental resilience for future challenges? What impact might a focused Decision Forcing Case (DFC) have on preparing leaders to exercise cognitive agility and mental resilience in planning, mission execution, and decision making for future challenges? Thematic coding of the data formed the literature themes and shaped a theoretical framework. Data analysis results identified three key points; Refine instruction to develop proactive, agile thinking leaders, increase confidence to prepare Marines to be proactive in uncertain and ambiguous environments, and be diligent with recommended revisions to curriculum design and implementations of educative approaches to best prepare leaders for future challenges. A summary of the findings discussed three future implications for designing education and training; Ensure leaders understand and exercise cognitive agility and mental resilience, develop courses and practical exercises focused on preparation for future conflict, and research, create, and incorporate focused DFCs, Tactical Decision Games (TDG), and Kriegspiels (KS) to evaluate and elevate Marines’ cognitive agility and mental resilience in planning, mission execution, and decision making for future challenges. Conclusively data supports leaders’ plans to develop and deliver deliberate curriculum to prepare leaders for 21st conflict.
Copyright (c) 2024 Journal of Advanced Research in Leadership
Bank Crisis Management Strategies for Leveraging Effective Performance of the Barbados’ Banking Institutions in Times of Crisis
Given a series of turbulences and disruptions that most of the financial institutions in the Caribbean faced in recent years as a result of the 2008 financial crisis, Hurricane Dora, Covid-19 and now the Russia-Ukraine War that induced energy shortages and inflation, this study uses integrative review to evaluate bank crisis management strategies that can be adopted for leveraging effective performance of the Barbados’ banking institutions in times of crisis. To accomplish that, the integrative review of different studies was structured according to five steps encompassing the designation of integrative review objectives and questions, literature search, inclusion/exclusion criteria, quality assessment and data synthesis. In crisis times like during Covid-19, outcomes of integrative review indicated the Covid-19’s devastating effects on the performance of most of the banking institutions in Barbados to have been reflected in the declining deposits/savings, new clients' borrowings and loan repayments. Covid-19 also instigated an increment of non-performing loans and the bank’s market disconnectedness, whilst also undermining the implementation of growth-improvement plans and strategies. As profitability and liquidity crises set in, findings revealed Covid-19 to have disrupted the bank’s seamless operations, as declining bank personnel’s morale, motivation and commitment also affected their performance. To improve the banks' future resilience, most of the reviewed theories and literature proposed the best bank crisis management strategies like the adoption of contingency planning to improve the bank’s future resilience. Besides dedication of reserve resources for managing and mitigating the disruptive effects of unpredicted events, others suggested the essence for the encouragement of a culture of change, flexibility and agility. However, some of the reviewed studies argued that no best bank crisis management practices and strategies emerged from Covid-19 crisis management that can be replicated for managing such similar complex crises in the future. This implies as the banks were significantly overwhelmed by the Covid-19 shocks, it was not practically possible for them to think and rethink to emerge with the immediate best bank crisis management strategies that can be emulated going into the future. Since this suggests most of the banking institutions in Barbados must still explore the best crisis management strategies that can be adopted to improve the banks’ future resilience to withstand all shocks, the study concludes with the suggestion of the Systematic Bank Crisis Management Framework that the banks can adopt going into the future.
Exploring the Role of Leadership in Art History
Leadership is an integral yet understudied component of art history. This paper explores the role of influential leaders who shaped the course of art movements and genres throughout history. A visual and documentary analysis is conducted to examine how leadership manifests in artistic works and historical texts. The study analyses key art historical figures such as Leonardo da Vinci, Michelangelo, Andy Warhol, and others who pioneered new techniques, spearheaded movements, founded institutions, mentored proteges, or galvanized public interest in the arts. Their lasting impacts as champions of artistic innovations and progress are evaluated. Archival letters, journals, articles, and other documents provide insights into leadership styles, relationships with followers, and strategic decision-making. Patterns of patronage linking leaders with wealthy, powerful, or religious institutions are also explored. The visual record reveals how leadership was conveyed symbolically through the content and style of seminal works. The analysis integrates qualitative evidence from both visual and documentary sources to build a historical understanding of leadership's central, multifaceted role in shaping the direction of art. This study aims to highlight leadership as a driving force in art history and understand how leaders profoundly influenced the production, dissemination, and reception of art across successive eras.
Effects of Change Management on Competitive Advantage in the ICT Sector in the Republic of Croatia
The sector of information and communication technologies (ICT) is characterized by dynamic and rapid technical progress, convergence, and system integration, which leads to rapid changes in all business segments and requires immediate and adequate adaptation of the organization to changes. The activities of the ICT sector are of key importance for influencing the growth and development of the country's entire economy, while information and communication technologies are a crucial part of modern business and an indispensable tool in achieving business efficiency and success. In order to produce the conclusions arising from the hypothesis of this scientific research that change management has a positive effect on the creation of competitive advantage in the ICT sector in the Republic of Croatia, this empirical research included the theoretical framework of change management composed of the determinants of change management in the ICT sector, known as ITIL structural model, then the determinant of one of the latest change management models, the ADKAR model, and determinants of the competitiveness of the Croatian ICT sector. The results of the research confirmed that change management by applying the ADKAR model in the Croatian ICT sector has a positive effect on the competitive advantage of the organization, and as such on the economic growth and development of the economy.
Redefining the Leadership Institutions in Igbo Society
Several leadership institutions abound in Igbo traditional society. These leadership institutions are not without benefits and perhaps challenges. The aim of this study is to evaluate the leadership institutions and the ways they could fill the administration gap in the modern institution. Using the transformational theory of leadership, the study adopted a descriptive survey research design. The instrument for data collection was questionnaire. The study found that traditional leadership institutions such as the traditional rulers (or community chiefs or Igwe), council of elders, Onyishi traditional institution, Umuada and age grades are very much active in the administrative roles they play. They have such benefits like enhancement of socio-economic life, maintenance of law and order, settlement of disputes, construction and maintenance of roads and markets, custodian of truth, equity and justice. The study found that some religious beliefs, greed and corruption are some of the challenges visible in the Igbo leadership institutions. The study recommended that the leadership administration in Igbo society should be redefined in such a way that any traditional leaders or title holders found guilty of greed and corruption should be relieved from their offices, and finally any obnoxious cultural practices should be abolished.
Factors Contributing to Continuous Growth in Founder-led Non-Profit Startups
Over the years, there has been a well-documented decline in the success rate of founder-led nonprofit startups. However, is is still unclear how to help founder-led non-profit startups continue to grow. The primary reasons most startup founder-led nonprofit organizations cease to exist are the result of their merging with other organizations, the inadequacy of resources, and poor management. The objective of this study was to provide a clear road map for practices that founder-led nonprofit startups could adopt in order to ensure that their organizations operate successfully. In the light of the literatures, the result of this study also indicated that it is crucial to evolve employees in decision making process, recruit and retent of members and volunteers, create a strong brand identity, build good realtionship between the board and the managers, and develop and manage the employees’ accountabilities. Continuous efforts on these factors will influence the organisation's sustainable growth and generate personal considerations.
Copyright (c) 2022 Journal of Advanced Research in Leadership
Human Robot Interaction - key areas in teamwork.
Industry 4.0 is based on the implementation of smart technologies. Work teams consisting of humans and intelligent machines, such as robots, are becoming more common. Their cooperation is based on joint performance of tasks in order to achieve set goals. The aim of the article is to present the challenges associated with the functioning of new types of work teams in organizations: based on cooperation between people and intelligent machines (robots or artificial intelligence algorithms). The article discusses the impact of factors such as trust, mental models, human personality, and machine reliability on the functioning of human-robot teams. It is shown how these areas can affect the performance of HRI - Human Robot Interaction Teams. The literature analysis indicates that before valuable human-robot interaction can occur, humans must first build trust in the machines. And the reliability of robots, and the human sense of control over them, increases trust. In addition, human personality and the attributes presented by a robot are also important for cooperation. For example, robots perceived as extroverted and socially intelligent have a high level of acceptance from humans.
“Digital virtues”? Aristotelian Leadership in the Fourth Industrial Revolution
Aristotelian leadership in corporations and organizations and the virtues associated with it has been extensively studied. Today, due to the pandemic but mainly because of Information Communication Technologies (ICT) and the Fourth Industrial Revolution, there is an increase in online communication within corporate organizations (via emails, teleconferencing, etc.). In this new context, managers, CEOs and company leaders are developing digital behaviors. Online and electronic communication has largely replaced in person and a leader or e-leader should cultivate and use her virtues within a new digital environment. In this context, can we refer to emerging “digital virtues” or is the technological factor too “weak” to disturb the nature of these character traits? In order to address this question, this paper investigates four Aristotelian virtues that lie at the heart of an ethical corporate leader, i.e. “prudence/practical wisdom”, “fortitude” (courage), “temperance”, and “justice”. The findings will determine whether changing the means of communication affects the way in which a leader should develop these virtues.
Does Emotional Intelligence Influences the Leadership Style?
Leaders play pivotal role in managing all the resources in an efficient and effective manner particularly human resources. Predominantly in IT sector, where employees are considered to be the organization’s invaluable asset. The present research aims to examine the relationship between Emotional Intelligence (EI) and leadership styles. To fulfil the stated objective, data were collected through structured questionnaire; the instrument is validated using statistical techniques such as Exploratory Factor Analysis (EFA), Confirmatory Factor Analysis (CFA) and reliability of instrument is measured to verify the credibility of the designed instrument. Goleman (2007) EI measuring scale and Kurt Lewin’s Leadership scale is adopted. Structural equation modelling (SEM) is carried out using AMOS to explore the relationship between the variables considered in the present study. With due consideration of average value of individual employee’s perception, it is noted that 53.8 percent of the surveyed employees have high level of emotional intelligence, while 46.2 percent of surveyed employees have low level of emotional intelligence. Type of the leadership style is classified as Autocratic Leadership, Democratic Leadership and Laissez-faire. Accordingly, out of 316 employees from IT Sector 43.4 % of the employees’ perception exhibits Laissez-faire type of the leadership styles, 40.2% displays autocratic leadership styles, while 16.5% respondents exhibit democratic leadership styles. The results indicate that there is a relationship between the EI and leadership style of employees. Thus, the level of EI needs to be strengthened through persistence, practice and feedback mechanism from coaches and experts in an organisation.
Coaching Impact on Employees and Organizational Performance in the Middle East Healthcare Industry
Coaching is a personal advancement and objective focused process. Achieving organizational results, improving well-being, and driving individual improvement are the main aspects of anticipated results (Rosha & Lace, 2016). This study aims to build a body of evidence on the effect of coaching on improvement on organizational accomplishment in the Middle East Healthcare industry which should support the industry leaders to adopt the coaching techniques recognizing its valuable effects on the growth of their corporations. A total of 195 respondents were involved in this study from various healthcare firms. More than 70% agree that coaching is very useful or extremely useful to achievement own goals, improves the capacity to view their strengths, and accomplish goals. The study participants confirmed that coaching challenged their thinking, improve morale, and offered new options to achieve a feeling of harmony between work, life, and relaxation. In this research, couching was found very useful to increase confidence to speak openly to managers, support achieving organizational goals, reduce the level of absence, increased productivity, and maintain high work quality. Reshaping the company’s management strategies and espousing the coaching techniques may provide improvement in the employee’s well-being and productivity leading to the development of the overall organizational performance.
The Impact of Digitalization on Firms' Business Models: Opportunities and Limitations for Digital Leader
Digital innovations are often disruptive and result in a radical organizational change. To overcome this barrier and remain competitive, companies need to transform their business and adapt towards the new customer and market requirements. Especially with the new possibilities arising from Digitalization, Big Data, Internet of Things, and Industry 4.0 firms need to embrace new technological innovations, reflect on their current strategy, and explore new business opportunities systematically at early stages. To understand the impact of digitalization on firms' business models as well as the role of a digital leader in the business model innovation process, a twofold literature review has been conducted using Scopus as the database. The literature reviews have shown that digitalization has a big influence on companies' business models and forcing them to a digital transformation. To be successful in this changing process, dynamic capabilities as well as a digital leader with certain characteristics are playing an important role. Furthermore, a direct and indirect impact of the digital leader on the business model innovation has been identified. This paper contributes to a more precise and comprehensive understanding of business model innovation, digital transformation, and digital leadership, and proposes future avenues for research.