Journal articles: 'Path-Goal Leadership'

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Indvik, Julie. "Path-Goal Theory of Leadership: A Meta-Analysis." Academy of Management Proceedings 1986, no. 1 (August 1986): 189–92. http://dx.doi.org/10.5465/ambpp.1986.4980581.

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Wofford, J. C., and Laurie Z. Liska. "Path-Goal Theories of Leadership: A Meta-Analysis." Journal of Management 19, no. 4 (August 1993): 857–76. http://dx.doi.org/10.1177/014920639301900407.

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Meta-analyses of 120 studies were conducted to test hypotheses of path-goal theories. Chi-square results showed that potential situational and artifactual moderators exist for the relationships of leader behaviors with the dependent variables. Of 16 moderator tests that could be conducted, 7 met the criteria as moderators; however the effect of one moderator was in the opposite direction to that hypothesized. The analyses indicated that much of the research testing path-goal theories has been flawed. Suggestions for future research are made.

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Jermier, John M. "The path-goal theory of leadership: A subtextual analysis." Leadership Quarterly 7, no. 3 (September 1996): 311–16. http://dx.doi.org/10.1016/s1048-9843(96)90022-3.

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Schriesheim, Chester A., and Linda L. Neider. "Path-goal leadership theory: The long and winding road." Leadership Quarterly 7, no. 3 (September 1996): 317–21. http://dx.doi.org/10.1016/s1048-9843(96)90023-5.

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Barnett, Timothy R., and Danny R. Arnold. "Justification and application of path-goal contingency leadership theory to marketing channel leadership." Journal of Business Research 19, no. 4 (December 1989): 283–92. http://dx.doi.org/10.1016/0148-2963(89)90010-6.

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Malik, Sikandar Hayyat, Shamsa Aziz, and Hamid Hassan. "Leadership Behavior and Acceptance of Leaders by Subordinates: Application of Path Goal Theory in Telecom Sector." International Journal of Trade, Economics and Finance 5, no. 2 (2014): 170–75. http://dx.doi.org/10.7763/ijtef.2014.v5.364.

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Silverthorne, Colin. "A test of the path‐goal leadership theory in Taiwan." Leadership & Organization Development Journal 22, no. 4 (June 2001): 151–58. http://dx.doi.org/10.1108/01437730110395042.

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Ridho, Wahyu Fahrul. "HUBUNGAN ANTARA GAYA KEPEMIMPINAN PATH GOAL SUPERVISOR PABRIK BAJA DENGAN TINGKAT KEPATUHAN SOP (STANDARD OPERATIONAL PROCEDURE) PEKERJA." Indonesian Journal of Occupational Safety and Health 4, no. 2 (March 16, 2017): 187. http://dx.doi.org/10.20473/ijosh.v4i2.2015.187-198.

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ABSTRACTEmployee ignorance on Standard Operational Procedures (SOP) is one of the main causes of workplace accidents. This study was conducted to analyze the correlation between path goal leadership implemented by Gresik steel factory supervisors and employee obedience on company SOP. This study applied quantitative approach and cross-sectional research design. The data were collected through observation and interview on 52 respondents consisting of employees working led by 4 different supervisors. Systematic random sampling is used for sampling method. In-depth interviews were conducted to gain more information regarding the variables analyzed in this study. The independent variables analyzed in this study were path goal leadership style implemented by the supervisors and the dependent one is SOP obedience. This study found that employee obedience level on company SOP of each working units is 86% for drilling unit; 78.57% for marking and cutting unit; 100% for assembly unit; and 41.67% on painting unit. The results of Spearman correlation test indicated that path goal leadership style implemented by the supervisors significantly correlated with obedience level of the employees on company SOP with p < 0.05. there were positive correlation among the variables with correlation coefficient 0.416 (p = 0.001). Based on these findings, it could be concluded that the better path goal leadership style implementation made by the supervisors the higher employee obedience level on company SOP.Keywords: leadership style, Path Goal Theory, SOP obedience, occupational safety

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House, Robert J. "Path-goal theory of leadership: Lessons, legacy, and a reformulated theory." Leadership Quarterly 7, no. 3 (September 1996): 323–52. http://dx.doi.org/10.1016/s1048-9843(96)90024-7.

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Kwon, Su－won, Jong－chul Yoon, and Sang－ho Do. "Effect of Team Leadership and MBO on Management Performance : Path－Goal Theory and Self－Leadership Perspective." KOREAN JOURNAL OF MANAGEMENT ACCOUNTING RESEARCH 20, no. 1 (April 30, 2020): 31–65. http://dx.doi.org/10.31507/kjmar.2020.4.20.1.31.

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Seltzer, Joseph, and James W. Smither. "A Role-Play Exercise to Introduce Students to Path-Goal Leadership Theory." Journal of Management Education 19, no. 3 (August 1995): 380–91. http://dx.doi.org/10.1177/105256299501900311.

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Al-Gattan, Abduhl-Rahim A. "Test of the Path-Goal Theory of Leadership in the Multinational Domain." Group & Organization Studies 10, no. 4 (December 1985): 429–45. http://dx.doi.org/10.1177/105960118501000405.

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Cote, Robert. "A Comparison of Leadership Theories in an Organizational Environment." International Journal of Business Administration 8, no. 5 (July 10, 2017): 28. http://dx.doi.org/10.5430/ijba.v8n5p28.

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This analysis will review three leadership theories focusing on how leader’s influence and motivate employees to accomplish tasks and goal achievement in an organizational environment. The three theories chosen are: (1) Situational Leadership Theory, (2) Path-Goal Leadership Theory, and (3) Leader-Member (LMX) Theory. In each leadership theory, background information, development and effectiveness, and strengths and weaknesses will be analyzed. Also, each leadership theory will be compared and contrasted according to similarities and differences. After each of these theories of leadership is reviewed, the last section will discuss Transformational Leadership, which has become an emerging leadership theory because it inspires, motivates, and energizes employees.

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Bickle, Jason T. "Developing Remote Training Consultants as Leaders-Dialogic/Network Application of Path-Goal Leadership Theory in Leadership Development." Performance Improvement 56, no. 9 (October 2017): 32–39. http://dx.doi.org/10.1002/pfi.21738.

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Farhan, Bayan Yousef. "Application Of Path-Goal Leadership Theory And Learning Theory In A Learning Organization." Journal of Applied Business Research (JABR) 34, no. 1 (December 29, 2017): 13–22. http://dx.doi.org/10.19030/jabr.v34i1.10088.

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This paper used learning theory and path-goal theory to propose a learning leadership model. The practical side of these two theories is suitable for this proposed model, its agenda, and its tools for improving organizational learning. The model is based on the assumption that leaders need to develop their competences and the competences of subordinates by creating a continuous learning process through sharing, exchanging, and improving knowledge and experiences. The model states that learning leaders act as facilitators of the organizational learning process and adopt the right attitude to motivate subordinates for learning by removing obstacles and creating a learning culture.

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Coleman, Jeff Coleman, and Gershon Tenenbaum Tenenbaum. "A Functional Model of Team Leadership for Sport." Studies in Sport Humanities 21 (December 28, 2017): 7–18. http://dx.doi.org/10.5604/01.3001.0011.7036.

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The purpose of this study was to propose and examine a new leadership framework, the Team Leadership Model for Sport. Specifi cally, the aim was to examine a functional leadership paradigm in sport where full range of leadership behaviors by the coach and by the collective athletes infl uence team cohesion, and thereby increase the likelihood of team goal achievement. Data were utilized from 518 NCAA Division I-III athletes from 36 softball teams and 13 baseball teams. The participants completed the Multifactor Leadership Questionnaire (Avolio & Bass, 2004), the Team Multifactor Leadership Questionnaire (Avolio & Bass, 1996), the Group Environment Questionnaire (Carron, Brawley, & Widmeyer, 1985), and the Team Outcome Questionnaire that was developed for this study. Structural equation modeling indicated that the original hypothesized model did not fi t the data, but an acceptable alternative model was established, which included transformational leadership and two transactional leadership variables infl uencing perceptions of cohesion. Transformational leadership had a signifi cant positive path to cohesion, which in turn had a signifi cant positive path to goal achievement. We discuss a potentially fruitful direction in the examination of team leadership, within which the fi rst step involves a closer examination of measurement of coach leadership, shared athlete leadership, and cohesion. Keywords: transformational, cohesion, shared leadership, baseball, softball

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Tenenbaum, Gershon, and Jeff Coleman. "A Functional Moodel of Team Leadership for Sport." Studies in Sport Humanities 21 (December 28, 2017): 7–17. http://dx.doi.org/10.5604/01.3001.0012.6526.

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The purpose of this study was to propose and examine a new leadership framework, the Team Leadership Model for Sport. Specifically, the aim was to examine a functional leadership paradigm in sport where full range of leadership behaviors by the coach and by the collective athletes influence team cohesion, and thereby increase the likelihood of team goal achievement. Data were utilized from 518 NCAA Division I-III athletes from 36 softball teams and 13 baseball teams. The participants completed the Multifactor Leadership Questionnaire (Avolio & Bass, 2004), the Team Multifactor Leadership Questionnaire (Avolio & Bass, 1996), the Group Environment Questionnaire (Carron, Brawley, & Widmeyer, 1985), and the Team Outcome Questionnaire that was developed for this study. Structural equation modeling indicated that the original hypothesized model did not fit the data, but an acceptable alternative model was established, which included transformational leadership and two transactional leadership variables influencing perceptions of cohesion. Transformational leadership had a significant positive path to cohesion, which in turn had a significant positive path to goal achievement. We discuss a potentially fruitful direction in the examination of team leadership, within which the first step involves a closer examination of measurement of coach leadership, shared athlete leadership, and cohesion.

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Singh, Abhishek, and Santosh Rangnekar. "Empowering leadership in hospital employees." International Journal of Productivity and Performance Management 69, no. 7 (February 21, 2020): 1497–519. http://dx.doi.org/10.1108/ijppm-03-2019-0132.

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PurposeThis research paper aims to develop and test a conceptual model which explains whether and how empowering leadership, through employee goal orientation and job conditions, influences employee proactivity. The authors suggest two simultaneous pathways from empowering leadership to employee proactivity based on path-goal theory and social exchange theory.Design/methodology/approachData were collected from 253 frontline employees working in Indian NABH accredited hospitals. Regression analysis was performed to analyze the data with the help of SPSS 24. Further, SPSS process macro was used to test the parallel mediation effects with the help of bootstrapping procedures.FindingsThe important findings of this study are as follows: (1) empowering leadership has direct influence on employee proactivity; (2) empowering leadership, employees' goal orientation and job conditions are important antecedents of employee proactivity; (3) goal orientation and job conditions simultaneously partially mediate the relationship between empowering leadership and employee proactivity. In particular, employees' goal orientation is a more important mediating variable than job conditions in the studied relationship.Practical implicationsOrganizations may reap the benefits of employee's proactive work behavior by hiring, training, and developing empowering leaders.Originality/valueThe study adds to the existing literature by building theory in the area of employee proactivity. In doing so, this study explains the less understood relationship between empowering leadership and employee proactivity.

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Utami, Ni Made Satya, and I. Made Purba Astakoni. "Peran Gender Sebagai Group Pada Kepemimpinan Path Goal Dan Motivasi Sebagai Determinan Kinerja Guru." WIDYA MANAJEMEN 2, no. 1 (February 1, 2020): 36–46. http://dx.doi.org/10.32795/widyamanajemen.v2i1.548.

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The objectives of this study are: 1) analyzing and explaining the influence of leadership on the path-goal model on teacher performance, 2) analyzing and explaining the effect of work motivation on teacher performance, 3) testing the role of gender as a group in the teacher performance determination model. The population in this study is 43 public elementary schools in Denpasar, Kota Denpasar. Samples were taken as many as 4 elementary schools which are expected to represent the population with 80 respondents interviewed by teachers and education personnel. The analysis technique uses the Partial Least Square (PLS) approach. Based on the analysis results it can be explained that; the first hypothesis testing results obtained that the path-goal leadership has a positive effect on teacher performance, with a coefficient of 0.097 and a t-statistic of 0.364 (t-statistic 0.364 <1.96) or a p-value of 0.176 (> 0.05), meaning a hypothesis 1 is not acceptable. In testing the second hypothesis, it is found that work motivation has a positive effect on teacher performance with a coefficient value of 0.099 and a p-statistic of 0.340 (p-statistics of 0.340 <1.96) or a p-value of 0.734 (> 0.05), that means the hypothesis 2 is not acceptable. The role of women's gender through the construct of leadership to teacher performance is greater than male gender. While male gender through the construct of motivation towards teacher performance is greater than female gender.

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Zulaihah, Ifatun. "CONTINGENCY LEADERSHIP THEORY / PENDEKATAN SITUASIONAL." AL-TANZIM : JURNAL MANAJEMEN PENDIDIKAN ISLAM 1, no. 1 (January 26, 2017): 76–87. http://dx.doi.org/10.33650/al-tanzim.v1i1.29.

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Paper ini mencoba menelaah konsep kepemimpinan situasional yang dipelopori diantaranya oleh Hersey and Blanchard, kemudian berkembang lagi teori Fiedler serta teori Path Goal. Dari teori tersebut masing-masing menganalisis bahwa kepemimpinan tidak hanya terbentuk oleh kepribadian dari pemimpin itu saja, namun kepemimpinan terbentuk dari lingkungan serta faktor-faktor yang mempengaruhi keberhasilan dari situasi sebuah organisasi agar mencapai tujuan yang dimaksud. Secara singkatnya teori tersebut menggunakan analisis kuantitatif dalam proses mempengaruhi bawahan-bawahannya dengan menggunakan variable-variable yang sudah terukur sedemikian rupa.

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Rana, Rozmina, George K'Aol, and Michael Kirubi. "Influence of directive and achievement oriented path-goal leadership styles on employee performance of coffee trading companies in Kenya." International Journal of Research in Business and Social Science (2147- 4478) 8, no. 6 (October 26, 2019): 137–47. http://dx.doi.org/10.20525/ijrbs.v8i6.478.

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The study sought to examine the extent to which directive and achievement-oriented path-goal leadership styles influence employee performance of coffee trading companies in Kenya. The positivism philosophy was adopted and the design used was a descriptive correlational research design. The population for the study was 180 senior managers of coffee trading companies in Kenya. Descriptive and inferential statistics were used to analyze the data. The descriptive statistics were mean and standard deviation while the inferential statistical analysis included correlational analysis, chi-square and multiple linear regression analysis. The results of the multiple linear regression analysis revealed that directive leadership style negatively and significantly predict employee performance, R2= 0.035, F(1, 114) = 4.141, p≤ .05, β = -0.153, p≤ .05. Multiple linear regression analysis further revealed that achievement-oriented leadership style positively and significantly predicted employee performance, R2= 0.161, F(1, 116) = 20.686, p ≤. .05, β = 0.391, p≤ .05. The study provided a unique contribution to the theory and practice of leadership by contributing to knowledge in the application of Path-goal leadership styles in coffee trading companies. The study findings led to the conclusion that the use of a directive leadership style in coffee trading companies can adversely affect performance and leaders should exercise caution if they have to use this style.

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Li, Jin, and Yiwen Tong. "Does narcissistic leadership enhance employee resilience? A moderated mediation model of goal-directed energy and psychological availability." Leadership & Organization Development Journal 42, no. 5 (May 3, 2021): 819–36. http://dx.doi.org/10.1108/lodj-11-2020-0521.

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PurposeDrawing on the conservation of resources (COR) theory, this study highlights the mediating role of goal-directed energy as a critical psychological resource. The purpose of this study is to examine the mediating effect of goal-directed energy on the relationship between narcissistic leadership and employee resilience. The study also explores the moderating effect of psychological availability on the relationship between narcissistic leadership and goal-directed energy.Design/methodology/approachData were collected from 857 employees and their supervisors at 137 enterprises in China. Confirmatory factor analysis, hierarchical multiple regression analysis and path analysis were adopted to analyze the data.FindingsThe results indicate that narcissistic leadership has a positive effect on goal-directed energy, which, in turn, enhances employee resilience. Furthermore, the effect of narcissistic leadership on goal-directed energy becomes more prominent in the context of lower psychological availability.Practical implicationsFirst, narcissistic leadership is supposed to play an effective role in helping employees gain resources. Second, organizations should attach importance to implementing resilience-building programs on employees to cope with uncertainty. Third, organizations should offer multiple training opportunities to stimulate employees’ goal-directed energy.Originality/valueFirst, the findings suggest that employee resilience is influenced by narcissistic leadership, which provides more possibilities for the study on the antecedents of resilience. Second, the study offers novel insights regarding the effect of narcissistic leadership on employee resilience through goal-directed energy. Finally, it also examines psychological availability as the boundary condition between narcissistic leadership and goal-directed energy.

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Sujana, Caroline Maretha. "Contractor project manager leadership style based on path goal theory to support construction sustainability." IOP Conference Series: Earth and Environmental Science 426 (March 13, 2020): 012007. http://dx.doi.org/10.1088/1755-1315/426/1/012007.

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Famakin, I. O., and A. O. Abisuga. "Effect of path-goal leadership styles on the commitment of employees on construction projects." International Journal of Construction Management 16, no. 1 (January 2, 2016): 67–76. http://dx.doi.org/10.1080/15623599.2015.1130601.

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Magombo-Bwanali, Neria. "Relationship between Leader Behaviours and Subordinates’ Work Performance." International Journal of Research in Business and Social Science (2147-4478) 8, no. 1 (February 24, 2019): 50–63. http://dx.doi.org/10.20525/ijrbs.v8i1.180.

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The paper assesses the relationship between leader behaviours and subordinates’ work performance in the context of tax administration. Data were collected in Malawi using two validated questionnaires administered online for subordinates and team leaders at a field office of a tax administration. Frequency distributions were used to identify dominant primary leader behaviours and the Spearman’s rank-order correlation analysis was used to assess the relationship between leader behaviours and subordinates’ work performance. Participative path-goal leadership behaviour is the most common primary leadership behaviour that team leaders in tax administration employ. Secondly, supportive and achievement oriented leader behaviours have a significant relationship with subordinates’ work performance in tax administration. The study concluded that achievement oriented path-goal leadership behaviour could be effective for public organisations involved in law enforcement. It is recommended that leaders should conduct a self-assessment of their leadership; adopt the relations-oriented leadership behaviours and incorporate coaching during performance evaluation exercise; and that organisations should equip leaders with leadership and management skills through training.The study is limited by the small sample-size, therefore, future studies could repeat the assessment with a larger sample and determine the mathematical equations for predicting the effect of each leadership behaviour on subordinates’ work performance.

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Masruroh, Masruroh, and Andana Sasriya. "Analisis Pengaruh Goal Orientation dan Work Motivation terhadap Work Role Innovation dengan Self-Leadership sebagai Mediator; Studi pada Perusahaan Media (PT. Surya Citra Televisi)." Binus Business Review 6, no. 2 (August 31, 2015): 258. http://dx.doi.org/10.21512/bbr.v6i2.975.

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This research has an aim to discover an understand the influence of Goal Orientation and Work Motivation against Work Role Innovation through Self-leadership at PT. Surya Citra Televisi. PT. Surya Citra Televisi engaged in TV broadcasting sector. To see the influence of Goal Orientation and Work Motivation against Work Role Innovation through Self-leadership, this research use a quantitative approach where questionaire used to collect data from a total of 150 employees correspondent and the research method used is path analysis. This analysis is used to determine how much influence of variables Goal Orientation and Work Motivation to Work Role Innovation through Self-leadership at PT. Surya Citra Televisi. The result found in this research is Goal Orientation does influence significantly to Work Role Innovation at PT. Surya Citra Televisi. Work Motivation does influence significantly to Work Role Innovation at PT. Surya Citra Televisi. The indirect influence of Goal Orientation and Work Motivation through Self-leadership against Work Role Innovation is weak while Self-leadership shows strong influence if it acts as an independent variable. Bacause of that, Selfleadership will be more accurate if it acts as an independent variable along with Goal Orientation and Work Motivation.

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Rana, Rozmina, George K’Aol, and Michael Kirubi. "Influence of supportive and participative path-goal leadership styles and the moderating role of task structure on employee performance." International Journal of Research in Business and Social Science (2147- 4478) 8, no. 5 (August 18, 2019): 76–87. http://dx.doi.org/10.20525/ijrbs.v8i5.317.

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This study examined the influence of supportive and participative path-goal leadership styles, and the moderating role of task structure on employee performance of coffee trading companies in Kenya. The study was guided by the positivism philosophy and used a descriptive correlational research design. The population comprised 180 senior managers of coffee trading companies in Kenya, and a sample size of 139 was determined using stratified random sampling. Primary data was collected using questionnaires. The response rate was 84%. The descriptive statistics were means and standard deviations while the inferential analysis included factor analysis, correlational analysis, chi-square, and regression analysis. Results of multiple linear regression analysis revealed that supportive leadership style did not significantly predict employee performance, R2= 0.001, F(1, 110) = 0.118, p≤ .05, β = -0.040, p ≤ .05 but that participative leadership style significantly predicted employee performance, R2= 0.865, F(1, 115) = 735.111, p ≤.05, β = 0.943, p≤05. Task structure was found to moderate the relationship between path-goal leadership styles and employee performance, R2= 0.094, F(5, 101) = 6.92, p ≤.05, β = 0.208, p≤ .05. The study recommends that leaders of coffee trading companies should apply a participative leadership style with their employees with constant communication and consultation in order to achieve optimal performance.

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Saide, Saide, Richardus Eko Indrajit, Rahmat Trialih, Siti Ramadhani, and Najamuddin Najamuddin. "A theoretical and empirical validation of information technology and path-goal leadership on knowledge creation in university." Journal of Science and Technology Policy Management 10, no. 3 (October 2, 2019): 551–68. http://dx.doi.org/10.1108/jstpm-06-2018-0067.

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PurposeThis paper aims to assess the importance of maximizing resources in an institution to promote knowledge management (KM) practices, namely, leadership, information technology (IT) and KM. The relationship among them was analyzed. Previous studies’ relating aspects of KM were concerned about the industry; however, the academic institution has not received much attention. Therefore, to address this in an academic setting, the authors developed research model by focusing on an academic institution.Design/methodology/approachThe authors used structural equation modeling to check the research prototype with a sample of 160 respondents. The respondents were heads of departments, lecturers and general employees. In addition, the authors used SPSS to measure demographic, non-response bias and generate descriptive statistics.FindingsThe findings of this research show that the leadership style with path goal theory and IT are elements that support KM program in university setting. The results of hypothesis are displayed in Figure 2, including examining factors that influence of path goal theory, technology and KM program. In other hand, path goal theory had a positive influence on KM program (c = 0.13,p< 0.05), and IT had a positive influence on KM program (c = 0.20,p< 0.05).Research limitations/implicationsFinally, the authors are not to claim that this will be suitable in many academic institutions and organization types. In this study, the authors tested or checked existing leadership style in university, then suggest/explain to University what style of leadership currently they have and suggest to them how this style may support knowledge sharing practice in University. While the strength of this study provides an opportunity to explore the KM program of an academic institution, limitations do exist above. Therefore, this statement needs to be investigated and validated further.Practical implicationsThe findings of this research may help companies and workers to initiate sharing knowledge or to encourage knowledge sharing in University. In addition, managerial staffs/officers are supposed to make standardization or regulation to encourage workers’ participation for transferring their knowledge. In this aspect, company needs create such as training or formal/informal meeting to make their workers more confidence to communicate each other.Originality/valueThe authors have combined various aspects, namely, KM, leadership style and social media tools, to solve the obstacle of knowledge sharing practices.

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Schul, Patrick L. "An investigation of path-goal leadership theory and its impact on intrachannel conflict and satisfaction." Journal of the Academy of Marketing Science 15, no. 4 (December 1987): 42–52. http://dx.doi.org/10.1007/bf02723289.

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Schriesheim, Chester A., Stephanie L. Castro, Xiaohua (Tracy) Zhou, and Leslie A. DeChurch. "An investigation of path-goal and transformational leadership theory predictions at the individual level of analysis." Leadership Quarterly 17, no. 1 (February 2006): 21–38. http://dx.doi.org/10.1016/j.leaqua.2005.10.008.

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Levanoni, Eliahu, and Robert Knoop. "Does Task Structure Moderate the Relationship of Leaders' Behavior and Employees' Satisfaction?" Psychological Reports 57, no. 2 (October 1985): 611–23. http://dx.doi.org/10.2466/pr0.1985.57.2.611.

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This study investigated the moderator effect of various task dimensions on the form of the relationship between leaders' behavior and employees' satisfaction with supervision and with the jobs, as postulated by path-goal theory of leadership. Data were collected from five groups of educators: 978 public school teachers, 976 high school teachers, 186 community college instructors, 191 university professors, and 188 student teachers. Instruments included Hackman and Oldham's Job Diagnostic Survey, Stogdill's LBDQ, Form 12, Hoppock's Job Satisfaction Scale, Aiken and Hage's global measure of Supervisory Satisfaction. Hierarchical multiple-regression analyses were performed to test specific hypotheses. The results did not support path-goal theory. The findings were discussed, and implications for research were suggested.

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I. Norton Jr, William, Monique L. Ueltschy Murfield, and Melissa S. Baucus. "Leader emergence: the development of a theoretical framework." Leadership & Organization Development Journal 35, no. 6 (July 29, 2014): 513–29. http://dx.doi.org/10.1108/lodj-08-2012-0109.

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Purpose – The purpose of this paper is to develop a theoretical framework to explain how leaders emerge in teams that lack a hierarchical structure. This framework emphasizes the perceptual processes through which team members determine whether or not an individual fits with the task, the group, and the situational context. Design/methodology/approach – This paper builds on prior leadership research to develop a theoretical framework of emergent leadership, a testable model, and research propositions. Findings – The authors suggest that team members’ perceptions of leadership fit depend on the potential leader's domain competence, fluid intelligence, willingness to serve, credibility, and goal attainment. A conceptual framework is developed to suggest these attributes combine to create perceptions of leadership fit that must correspond to the degree of stress in the situational context, which varies according to task criticality and time compression. The framework suggests that an individual perceived by team members to exhibit characteristics that fit with the situation will likely emerge as the leader. Research limitations/implications – This paper focusses on emergent leadership, but does not address which path to leadership may be best. Future research may also address group dynamics (i.e. cohesion or group potency) and the implications for leader emergence. Originality/value – This research contributes to the discipline by suggesting a potential path of leader emergence in multiple contexts of situational stress and leader behaviors.

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Idriss Dokony, Hadje Akhaye, Jugindar Singh Kartar Singh, and Dr Thilageswary Arumugam. "The Influence of Leadership Behaviors Based on the Path-Goal Theory towards Employees’ Satisfaction in a Developing Nation. A Study in the Telecommunication Sector in N’djamena, Chad." International Journal of Psychosocial Rehabilitation 24, no. 02 (February 12, 2020): 1324–36. http://dx.doi.org/10.37200/ijpr/v24i2/pr200432.

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Erenel, Fahri. "The effect of path-goal leadership styles on work group performance: a research on jewellery industry in Istanbul." Pressacademia 2, no. 4 (December 30, 2015): 360. http://dx.doi.org/10.17261/pressacademia.2015414468.

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Vecchio, Robert P., Joseph E. Justin, and Craig L. Pearce. "The utility of transactional and transformational leadership for predicting performance and satisfaction within a path-goal theory framework." Journal of Occupational and Organizational Psychology 81, no. 1 (March 2008): 71–82. http://dx.doi.org/10.1348/096317907x202482.

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Butler, Mark C., and Sanford B. Ehrlich. "Positional Influences on Job Satisfaction and Job Performance: A Multivariate, Predictive Approach." Psychological Reports 69, no. 3 (December 1991): 855–65. http://dx.doi.org/10.2466/pr0.1991.69.3.855.

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This study examined relationships between job attitudes, work environment perceptions, and supervisors' ratings of job performance among health care employees occupying both medical care and administrative positions in ambulatory clinic settings. Between-group differences were noted on the perceived relationship with the supervisor, level of job/role conflict, and working conditions. Results are discussed in terms of functional and dysfunctional aspects of control systems and path-goal theory of leadership.

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S, Achmad Sani. "ANTESEDEN KINERJA: DAMPAKNYA TERHADAP OCB KARYAWAN BRI SYARIAH KANTOR CABANG MALANG." IQTISHODUNA 9, no. 2 (August 4, 2016): 137–43. http://dx.doi.org/10.18860/iq.v9i2.3563.

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Little empirical research has looked at casual relationships between transformational leadership,trust and performance impacts on the OCB. Also there is minimal attention to the impact of specific facet oftransformational leadership, trust and performance on OCB of employee BRI Syariah Malang. The purpose ofthis study was to investigate casual relationships through testing path analysis model. This is explanatoryresearch which has goal o test defined hypothesis on the influence of of transformational leadership, trust andperformance toward the OCB of employee. The research population involved 58 employee of BRI SyariahMalang. Quistionnaire is used as research instruments in this research.The result of the research analysisproves transformational leadership, trust and performance give significant influence on the OCB employee.Based on finding, it si further suggested that leader on BRI Syariah Malang should give more attention to thetransformational leadership, trust and performance. The result of this research proves that transformationalleadership, trust and performance give significant influence on OCB.

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Lumban Gaol, Nasib Tua. "Teori Kepemimpinan: Kajian dari Genetika sampai Skill." Benefit: Jurnal Manajemen dan Bisnis 5, no. 2 (December 26, 2020): 158–73. http://dx.doi.org/10.23917/benefit.v5i2.11810.

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Leadership has been appeared since human to begin establishing a community in the world and it continuously grows further because of its usefulness. Particularly, the leadership is a pivotal aspect to increase the management process in any organization. However, it still needs to investigate deeply so that it can be understood comprehensively by practitioners and scholars. Consequently, the study is aimed to explore the history, theories, and basic concepts of leadership. Based on the literature review, it was revealed that leadership history can be traced based on its etymology and philosophy even though the topic of leadership had been known from the ancient age. Moreover, some leadership theories that influence its existence are genetic, great man, trait, behaviour, path-goal, contingency, transformational, and skill. Furthermore, leadership can be conceptualized as the leader’s personal ability to influence others (followers) through relationships, interactions, behaviours and credibility to attain the defined goals. Therefore, this study contributes to advance the leadership literature and emphasize its connection to the field of management. Further studies are recommended to investigate how leadership practices can improve the management process in the organization.

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Mwaisaka, Davidson Mghanga, George K'Aol, and Caren Ouma. "Influence of directive and supportive leadership styles on employee job satisfaction in commercial banks in in Kenya." International Journal of Research in Business and Social Science (2147- 4478) 8, no. 6 (October 26, 2019): 168–74. http://dx.doi.org/10.20525/ijrbs.v8i6.468.

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The purpose of the study was to examine the influence of directive and supportive leadership style on employee job satisfaction in commercial banks in Kenya. The study adopted the positivism research philosophy and descriptive correlational research design. The target population of the study was 15,030 employees in all the 43 commercial banks licensed to operate in Kenya as of June 2018. Using a stratified sampling technique, the study drew a sample size of 386 employees reporting to middle-level managers. Data was collected by means of a questionnaire and analyzed using descriptive and inferential statistics. Statistical Package for Social Sciences (SPSS) version 20. The results of the study showed that a directive leadership style and supportive leadership styles positively and significantly predicted employee job satisfaction. The results of the regression analysis after moderation showed that environmental contingency factors significantly moderated the relationship between path-goal leadership style and employee job satisfaction.

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Indra, Ristapawa, and Martin Kustati. "Ethical Leadership Assessment for The Islamic Secondary School Principals." Jurnal Pendidikan Islam 5, no. 1 (June 30, 2019): 11–24. http://dx.doi.org/10.15575/jpi.v5i1.4264.

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This study aims to determine the assessment of ethical leadership in Islamic High School principal; determine the relationship among ethical leadership constructs; and investigates the influence of ethical leadership in terms of value, serve, act justly, and do right to build the community for a common goal. Eight Islamic secondary schools and 80 teachers were selected as respondents for the study. Quantitative data obtained through a questionnaire which is modified from ethical leadership Perceived Leader Instrument Integrity Scale (LIS). The questionnaire was analyzed using mean and standard deviation, Pearson correlation, and path analysis with multiple regressions. The findings show that the assessment of ethical leadership matched with empirical data. It also found that leadership principals in the service of others was developed at the level of an ethical community, and in terms of respect for others is at unethical level. Then, the finding showed that each construct correlated at a moderate level. It also found that the constructs of ethical leadership (serve and act) provided direct influence on the establishment of a community development effort. The study recommended the elements of ethical leadership of respect for others.

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Kim, Hakhwan, and Daesun Ko. "The Relationship among the Leadership Style of Taekwondo Coaches, Exercise Expectation and Athletics Outcomes Applied of Path-Goal Theory." Korean Journal of Physical Education 59, no. 4 (July 30, 2020): 265–81. http://dx.doi.org/10.23949/kjpe.2020.7.59.4.18.

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Mwaisaka, Davidson Mghanga, George K'Aol, and Caren Ouma. "Influence of participative and achievement oriented leadership styles on employee job satisfaction in commercial banks in Kenya." International Journal of Research in Business and Social Science (2147- 4478) 8, no. 5 (August 17, 2019): 42–53. http://dx.doi.org/10.20525/ijrbs.v8i5.465.

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The purpose of the study was to examine the influence of participative and achievement-oriented leadership styles on employee job satisfaction in commercial banks in Kenya. This study adopted the positivism research philosophy while building a descriptive correlational research design. The target population of the study was 15,030 employees in all the 43 commercial banks licensed to operate in Kenya as of June 2018. , the study drew a sample size of 386 employees reporting to middle-level managers, using a stratified sampling technique. Data were collected utilizing a questionnaire and analyzed using descriptive and inferential statistics — statistical Package for Social Sciences (SPSS) version 20. The results of the study showed that a participative leadership style and achievement-oriented leadership styles positively and significantly predicted employee job satisfaction. From the results of the regression analysis after moderation, it was revealed that environmental contingency factors significantly moderated the relationship between path-goal leadership style and employee job satisfaction.

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Manshi and Sunil K. Mishra. "Self-Leadership as a Tool for Enhancing Performance at Workplace." GIS Business 14, no. 6 (November 15, 2019): 76–88. http://dx.doi.org/10.26643/gis.v14i6.11628.

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Self-leadership is the foundation of any leadership development initiative. It helps in developing an understanding of who you are (self), what you can do (your ability) and the ability to influence your communication, emotions, and behavior on the path to reach your goal. It is also related to the greater insight of work satisfaction, effective work relationships, enhanced communication, quality management, and in terms of health outcomes, less work stress and greater perceived wellness. The purpose of this paper is not only to study how Self- Leadership helps to succeed and motivate team to improve themselves and increase their productivity but also to explore how it may help an individual to come out of the stress and maintain proper work- balance. Further the research intends to evaluate self-leadership as the most effective tool for enhancing one’s performance at the workplace and how it further affects the performance of the team.

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Herawati, Herawati, and Nia Kusuma Wardhani. "THE ROLE OF JOB SATISFACTION AS AN INTERVENING VARIABLES IN AFFECTING THE EMPLOYEE PERFORMANCE." Dinasti International Journal of Digital Business Management 2, no. 2 (March 1, 2021): 261–73. http://dx.doi.org/10.31933/dijdbm.v2i2.770.

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In a competitive environment, every organization certainly has the same goal, namely to have potential human resources. Therefore, every organization should be able to find the best solution to each problem to interrupt the expected performance growth. This research aims to analyze the importance of the role of job satisfaction in mediating the affect of Transformational Leadership Motivation on the operators production performance at PT. Alpen Food Industri Cikarang, West Java. This research population was 189 people, with a total sample of 133 employees. The sampling technique in this research used random sampling with a method of organizing data through questionnaires and interviews, quantitative research methods with analytical analysts that job motivation and transformational leadership affect job satisfaction and performance. Meanwhile, the mediating variable of job satisfaction is good for mediating work motivation and transformational leadership on performance. Path analysis earned the structural equation Y = 0.250X1+0.391X2+0.150Y1+0.525, so the transformational leadership is the variable which has the strongest affect on performance.

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Pahi, Munwar Hussain, Umair Ahmed, Abdullah Zafar Sheikh, Sarfraz Ahmed Dakhan, Faiz Muhammad Khuwaja, and T. Ramayah. "Leadership and Commitment to Service Quality in Pakistani Hospitals: The Contingent Role of Role Clarity." SAGE Open 10, no. 4 (October 2020): 215824402096364. http://dx.doi.org/10.1177/2158244020963642.

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The health care system is usually a reflection of the human development and prosperity index of a country. In particular, a sound health care system is generally deemed essential for providing quality service delivery to service users. Pakistan, in this respect, is lagging even after implementing the district health management model of World Health Organization (WHO). In particular, the province of Sindh reports a higher level of dissatisfaction among the service recipients and, therefore, remains a core concern for the concerned authorities. This study, therefore, aims to investigate the levels of employees’ commitment to service quality in Pakistan’s health care sector. A quantitative survey method was adopted to collect data from 315 medical officers working in 43 public-sector hospitals in Sindh, Pakistan. The data were analyzed using the partial least squares structural equation modeling (PLS-SEM) technique and Smart PLS 3 software. Based on cognitive dissonance theory and path-goal theory, the present study investigated the role of leadership styles in influencing commitment to service quality with the moderation of role clarity. The findings lend support to the direct hypothesized relationships of transformational and transactional leadership with commitment to service quality. The study found significant support for all the hypothetical relationships except laissez-faire leadership’s direct link with commitment to service quality. While role clarity was found to moderate the relationships of two leadership styles, namely, transformational leadership and laissez-faire leadership with commitment to service quality, there was no such moderating effect for the relationship between transactional leadership and commitment to service quality. These findings offer useful theoretical and managerial implications on the importance of leadership styles in influencing commitment to service quality and provide the basis for future research.

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Soesanto, Danoe. "IMPROVING THE PERFORMANCE OF PRIMARY HEALTHCARE CENTERS IN SURABAYA: A COMPARISON OF LEADERSHIP STYLE AND VERTICAL DYAD LINKAGE." Jurnal Administrasi Kesehatan Indonesia 7, no. 1 (June 13, 2019): 40. http://dx.doi.org/10.20473/jaki.v7i1.2019.40-49.

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Background: Leadership style and Vertical Dyad Linkage have a significant influence on organization’s performance, especially public health service providers. Leadership style is one factor that will influence the performance and management of primary healthcare center (PHC).Aim: This study aims to investigate the influence of leadership style and leader-member exchange to the performance of PHC.Methods: The research is an observational study with a cross-sectional design. There were 27 PHCs involved in the study. Each PHC was represented by 11 respondents including the directors, five health program coordinators, and their five members. Data were collected with questionnaires and then analyzed using Multinomial Logistic Regression (α=0.05).Results: The results of the research show that (37.05%) of PHCs use supportive leadership style, and (33.33%) of them use participative leadership style. Most of the Vertical Dyad Linkage of PHC were imbalanced social overinvestment (40.7%), and the work performance showed enough performance (59.3%). Path-Goal leadership had the most influence on the performance of PHC.Conclusions: Excellent performance of PHC is related to achievement-oriented leadership style. Work performance of PHC can be improved by improving real neutral leader-member exchange. Furthermore, identifying employees’ maturity can be chosen as the leadership style. Employees’ self-esteem can be developed to improve the work performance of PHC. Keywords: Leadership style, Vertical Dyad Linkage, Performance of primary healthcare centre.

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Saleem, Atif, Sarfraz Aslam, Hong-biao Yin, and Congman Rao. "Principal Leadership Styles and Teacher Job Performance: Viewpoint of Middle Management." Sustainability 12, no. 8 (April 21, 2020): 3390. http://dx.doi.org/10.3390/su12083390.

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Achievement-oriented leaders let their followers know their expectations. They regularly set clear goals with potential high-performance standards, they trust in the capabilities of their subordinates, and they encourage the continued performance improvement of their subordinates. This investigation studied the effects of private secondary school principals’ leadership styles on teachers’ job performance. Four leadership styles outlined in the path–goal theory and five key performance indicators (KPIs) of teacher job performance were chosen for the present research. Numerous prior studies have documented this subject. However, they reported on teacher job performance as a single unit. Therefore, a concerted effort was required to examine the effects of adopted principal leadership styles on each of the five key performance indicators of teacher job performance. A total of 253 middle management personnel took part in this empirical study. The correlation findings from the structural equation modeling revealed that the directive leadership style had a significant effect on teacher job performance in the studied schools, followed by the supportive and achievement-oriented leadership styles. Conversely, although participative leadership was identified as a significant predictor, it was not considered a promising predictor of teacher job performance. This research was conducted in a non-Western culture, where directive leadership is beneficial for encouraging teacher job performance; this claim is greatly supported by the available rigorous literature.

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Hargrove, S. Keith. "A Survey Of Career Pathways Of Engineering Deans In The United States: Strategies For Leadership Development." American Journal of Engineering Education (AJEE) 6, no. 1 (June 1, 2015): 33–42. http://dx.doi.org/10.19030/ajee.v6i1.9250.

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The career pathways of deans in higher education seem to follow the traditional model in academia from a senior faculty position and/or department chair. This however may be different from deans in engineering education. The goal of this survey research is to assess the career paths of current Deans of Colleges/Schools of Engineering in the United States. The survey discovered that about two thirds follow the normative (traditional) career path for deans, suggest leadership attributes of good communication and fiscal management experiences are the most important, and indicate current and future challenges of fundraising and faculty development are critical issues in higher education.

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Tuononen, Tiina A., Anna Liisa Suominen, and Johanna Lammintakanen. "Career path from a dentist to a leader." Leadership in Health Services 31, no. 4 (October 1, 2018): 384–97. http://dx.doi.org/10.1108/lhs-08-2017-0051.

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Purpose The purpose of this paper was to study the career paths of leaders with a career background as a dentist from basic degree to chief or executive leadership positions and individual factors that influenced their decisions. Design/methodology/approach Semi-structured interview and a questionnaire were used to study 13 leaders using the structure of Edgar Schein’s career anchor interview and career orientation inventory questionnaire. Theory-driven content analysis was used to analyze the data according to themes which included career paths, factors associated with job and career changes and thoughts about future careers. Findings Three different career path types were identified: Progressives (Type A), By chance (Type B), and Enthusiasts (Type C). The main motives were: the Progressives’ goal orientation to proceed to higher leadership positions, the By chance group’s job and even career changing by taking a chance on an interesting possibility that comes their way and the Enthusiasts’ willingness to make a difference and search for possibilities to change things. The most important career anchor was “pure challenge” among the Progressives and By chance groups and “general managerial competence” among the Enthusiasts. Originality/value Studies on personal factors associating with career paths in health care are scarce and similarly leaders with a dentist background are less studied, even though leadership could be an excellent career choice for a dentist. Different individuals can have varied motives and career paths toward executive positions. Because of the multi-professional functions in health care, organizations could benefit from having leaders with different expertise backgrounds.

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Nor Amin, Nurul Afiqah, Chin Han Wuen, and Amiruddin Ismail. "Leadership style desired by youth in Asia." Journal of Management Development 36, no. 10 (November 13, 2017): 1206–15. http://dx.doi.org/10.1108/jmd-01-2017-0028.

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Purpose The purpose of this paper is to investigate the styles that are desirable in a leader in the perspective of youth in Asia, particularly Brunei Darussalam and South Korea. Thus, by investigating it using the Path Goal Theory as its approach, this study provides leaders with the desirable leadership style to motivate and influence the youth. Design/methodology/approach The research used a quantitative method with a proportionate stratified sampling method using the criteria of age of youth defined by UNESCO. The data then collected using a face-to-face method of a questionnaire from February 2016 till June 2016. Findings The evidence depicts that Bruneian youth prefers directive leadership while South Korean youth prefers supportive leadership. This finding is based on the selected styles that are desirable by the youth and their choice is also influenced by culture. This may imply that culture has a large impact which can determine the leadership styles best suited to the environment. Research limitations/implications Since the research has limited sample sizes and geographical location, this can lead to future research by considering more regions of different continents to determine whether different leadership preference still persists. This study can also be used as a basis to consider other factors in investigating leadership preference in Asian countries. Originality/value This paper identifies and encourages the need to study leadership style that is desirable among youth.

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Journal articles on the topic 'Path-Goal Leadership'

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