About Journal

International Journal of Organizational Leadership is devoted to theoretical and empirical research concerning organizational behaviour, organizational psychology, and managers' leadership tactics and consequences.  Topics covered by the journal include perception, cognition, judgment, attitudes, emotion, well-being, motivation, choice, and performance. Its specific purposes are to foster an improved understanding of how people in an organization be leaded and how leadership can be affected by organizations business conducting. This journal brings together...
Read More ...

The Labor Nature Changes and its Regulation Challenge Caused by Global Digitalization of Business

Olga V. Azoeva; Larisa Yu. Mikhalevich; Vladislav A. Ostapenko; Galina A. Shim

International Journal of Organizational Leadership, 2020, Volume 9, Issue 4, Pages 170-183
DOI: 10.33844/ijol.2020.60504

The digital technologies development and widespread in economy and social sphere led to
serious labor nature changes and appearance new problems in labor market. The avalanche
like information flows growth, complication of production and technological processes
requires countries to use actively as possible the advantages of new technologies in order to
increase the competitiveness of their economies. The analysis of digital technologies impact
on modern business processes in manufacturing and services sectors revealed the changes in
functions and requirements for employees’ knowledge, skills and competencies. This
necessitates the search for new approaches to the labor organization, modification the forms
and social and labor relations content within the company and the labor market as well.
Thanks to modern technologies, opportunities are opening up for creating new jobs,
increasing productivity and production efficiency, and new industries and specialties
emergence. New digital technologies-based production business models need workers with
professional as well as developed cognitive and socio-behavioral skills in complex problem
solving, logical thinking, teamwork, and the ability to adapt to changing conditions and
circumstances. The skills are acquired through learning lifelong. In industrialized countries,
including Russia, as the conducted studies indicated employment becomes more flexible, but
less stable in connection with the business digitalization. In this regard, the authors propose
the measures to ensure the companies personnel potential development, the labor force
competitiveness increase in response to the global technological changes’ challenges

Factors of Human Resource Management Practices Affecting Organizational Performance

Saunah Zainon; Rina Fadhilah Ismai; Raja Adzrin Raja Ahmad; Roslina Mohamad Shafi; Faridah Najuna Misman; Sofwah Md Nawi; Juliana Mohamed Abdul Kadir

International Journal of Organizational Leadership, 2020, Volume 9, Issue 4, Pages 184-197
DOI: 10.33844/ijol.2020.60505

The purpose of this study is to examine factors of human resource management practices
affecting organizational performance. This study employed descriptive method in gathering,
analyzing, interpreting, and presenting the information. The descriptive research design helped
in identifying the strength of the relationship between factors of human resource management
practices affecting organizational performance. Questionnaires were distributed to employees
of Jakel Trading Company in Johor, Malaysia and of the total obtained, 139 responses were
usable and analyzed. Inferential statistics were also performed for data analysis and
presentation purposes. Correlations and frequencies were among the statistical measures used
in this study. Based on the findings, all three hypotheses formed at the beginning of the study
were supported. The results of multiple regression showed that staff training, performance
appraisal and rewards, as well as recognition are all significant factors of human resource
management practices affecting organizational performance. It was also found that staff
training and recognition do affect the organizational performance as a whole. This study
provides input to employers on how to reward and motivate their staff for better performance







Designing an Optimal Pattern of Assessing Native and Non-Native Managers’ Performance in Hormozgan Province, Iran

Tayeb Dehghani; Serajaldin Mohebbi; Mehdi Bagheri

International Journal of Organizational Leadership, 2020, Volume 9, Issue 4, Pages 198-213
DOI: 10.33844/ijol.2020.60506

Nowadays, the issue of public sector managers’ responsiveness to their actions in the new
managerial environment is addressed more intensely. Therefore, in the modern attitude,
assessing managers’ performance as a framework for implementing strategies and policies,
achieving organizational goals, and their responsiveness to beneficiaries and the society is
considered. This study aims to develop an optimal pattern to assess native and non-native
managers’ performance in terms of four aspects of human, perceptual, and technical skills
as well as personal traits and measure their performance through the combination of 360 –
degree feedback and analytic network process. The statistical population consists of two
groups of native and non-native managers in key posts in Hormozgan province. The
required samples, who were selected through proportional stratified random sampling, for
the groups of native and non-native managers are respectively estimated to be 31 and 23.
The indices of performance assessment were extracted through the meta-synthesis method
and validated using the Delphi technique and experts’ opinions. By combining 360-degree
feedback and analytic network process, native and non-native managers were appropriately
ranked, which this ranking can be applied to administrative agencies of Hormozgan
Province.







The Organizational Citizenship Behavior Impact on the Adaptive Performance of Moroccan Employees

Zakaria Nejjari; Hanane Aamoum

International Journal of Organizational Leadership, 2020, Volume 9, Issue 4, Pages 214-226
DOI: 10.33844/ijol.2020.60507

In this article, the relation between organizational citizenship behavior and adaptive
performance has been studied. The study was carried out with 67 Moroccan companies. The
sample used for this study is composed of 289 employees. This study is fundamentally a
quantitative study using the methodology of survey research and SMART PLS by means of
structural equation modeling (SEM) to evaluate information. Educational and managerial
providers can use the findings to know what the capacity of individuals to adapt to new
conditions and requirements of a job as well as the findings help professionals understand
individual factors of adaptive performance. The results showed that adaptive performance is
influenced by organizational citizenship behaviors—individuals and organizational
citizenship behaviors—organizations and that the influence of organizational citizenship
behaviors—individuals is greater than that of organizational citizenship behaviors—
organizations. This research provides innovative knowledge regarding the adaptative
performance of the employees. Concerning the limitations of the study which also reconfigure
lines of future research, it is important to note, in the first place, the geographical restriction
of the population under study to the Moroccan employees.







The Mediation Effect of Leader Support in the Effect of Organizational Commitment on Job Satisfaction: A Research in the Turkish Textile Business

Saadet Ela Pelenk

International Journal of Organizational Leadership, 2020, Volume 9, Issue 4, Pages 227-242
DOI: 10.33844/ijol.2020.60508

Organizational commitment is a psychological concept that expresses the feelings of
belonging and loyalty. Commitment and leader support can increase job satisfaction, but
factors such as economic crises, epidemics, globalization increase socio-economic problems
such as unemployment and productivity loss. In this context, leader support such as career
development, information sharing, feedback and finding solutions to the problem may cause
employees to feel valuable and to make effort. This research shows that a leader-manager is
the person who not only maintains the current period but also understands employee behaviors
and reactions. As an effect of this research, employees do not see their job as compulsory, but
find it meaningful and consequently job satisfaction may increase. The purpose of this research
is to examine the mediating effect of leader support in the effect of organizational commitment
on job satisfaction. For this purpose, a questionnaire was conducted with 126 blue-collar
workers in textile company in Istanbul. In the analysis of research data, SPSS 21 statistical
software and multiple regression method were used. As a result of the research, the mediating
role of leader support in the effect of organizational commitment on job satisfaction has been
determined. This research also contributes to researchers, employers and employees in the
field of human resource, productivity and organizational behaviour.







Does School Organizational Process Matter for Educational Outcomes in England?

Amira Elasra

International Journal of Organizational Leadership, 2020, Volume 9, Issue 4, Pages 243-255
DOI: 10.33844/ijol.2020.60509

Most of the existing literature have shown that the educational production function approach
hardly accounts for the school organizational process variables. This paper examines the
teacher and school organizational effectiveness impacts on English students’ both cognitive
and affective outcomes using the Context-Input-Process-Outcome model. Using the
Longitudinal Study of Young People in England, the primary finding is that teachers matter.
Teachers play a significant positive moderate role in improving students’ cognitive outcome
yet a much bigger role in improving their affective outcome. Although the paper proved that
school organizational process inputs are important in explaining students’ outcomes, the
moderate magnitude of some of these inputs on cognitive outcome reflected that student
related inputs such as academic self-schema and attitude towards continuing to higher
education could play a major role in explaining such outcome.

Presenting a Model Explaining the Factors Affecting the Faculty Academic Recession at Ardabil University of Medical Sciences

Sousan Salimi Pormehr; Sadraddin Sattari; Turan Soleimani

International Journal of Organizational Leadership, 2020, Volume 9, Issue 4, Pages 256-272
DOI: 10.33844/ijol.2020.60510

The purpose of this study was to present a model to explain the factors affecting the academic
recession of faculty members at Ardabil University of Medical Sciences, Ardabil, Iran. As a
descriptive-survey research having a mixed methods design, this study identifies the relevant
indicators, puts forward rating and validation of a model. In the qualitative phase, the
population included university experts, faculty members, experts in the field of higher
education, and policymakers. We selected 10 people as participants through purposive
sampling. In the quantitative phase, all faculty members of Ardabil University of Medical
Sciences including 226 people were selected by the complete enumeration method. The data
collection instrumentation included an interview and a researcher-made questionnaire. The
results of the analysis of interviews with Grounded Theory and content analysis revealed that
the factors affecting the academic recession of faculty members at Ardabil University of
Medical Sciences include: personal factors (age, IQ, work history, personality traits, marital
status, and gender); organizational and environmental factors (type of employment,
organizational structure, salary and benefits, governing relationships in promotion, university
management, and rules and regulations); psychological factors (lack of success, inappropriate
social relationships, not enjoying work, and job stress); work factors (being members of
different scientific committees, priority of economic and financial factors among physicians,
prioritization of work in the personal surgery office, lack of appropriate incentives and
penalties, the value of the title of physician and no need for promotion, and ignoring medical
errors), and skill factors (lack of language proficiency, weakness in public speaking, and lack
of skill in using specialized software).

The Linkages of Financial Self-Efficacy and Financial Decision Behaviour: Learning from Female Lecturers in East Coast Malaysia

Suhal Kusairi; Nizam Ahmad; Tan Jeng Kae

International Journal of Organizational Leadership, 2020, Volume 9, Issue 4, Pages 273-287
DOI: 10.33844/ijol.2020.60511

The goal of the study is to examine how the financial self-efficacy can explain the personal financial behaviour of female lecturers on a financial decision, through the application of a psychometric instrument. The study employed the survey approach on the 239 female lecturersin East Coast Malaysia, selected based on simple random sampling. The analysis uses the multivariate Probit method. The results showed that financial self-efficacy is negatively related to the likelihood of a female lecturer having any credit card, loan and insuranceproducts. Furthermore, there was no positive impact on the level of individual efficacy with the possibility of female lecturers having savings accounts. Meanwhile, lecturers who attended financial courses were less likely to have credit cards than women lecturers who had never attended a financial course. Besides, female lecturers with higher education levels and household income possesseda more substantial probability of having loan products. The critical factor affecting the likelihoodof female lecturers having any insurance products wasethnicity, marital status, household income level, Media electronic and magazine references, and investment consultants. The implication of this studysuggests thatfinancial self-efficacy is essential to a personal financial advisor, the credit counselling,and debt management agency to help their customer to solve personal financial problems and make a decision.

Perceiving the Leadership and Organizational Identity under the Contemplation of Understanding of Psychoanalytical Approach

Ilknur Ozturk; Anjelika Huseyinzade Simsek; Jasim Tariq

International Journal of Organizational Leadership, 2020, Volume 9, Issue 4, Pages 288-303
DOI: 10.33844/ijol.2020.60512

The main intent of the psychoanalytical approach on organizations is to comprehend what
happens to individuals who work in groups and organizations and also to understand the effect
of organizations on individuals. Understanding the dynamics of organized groups without
putting individuality in the background can bring new perspectives to the research and
implementations in the area of organizational behavior, management and leadership. This
disparate approach can help organizations and individuals within organization to maintain
togetherness, and enhance the effectiveness of organizational work which will lead to high
performance and success. This paper aims to shed light on leadership, relationship among
leaders and followers, and understanding of discursive nature of organizational identity from
the perspectives of Psychoanalytical Approach based on works of Freud, Lacan, Bion, etc. In
up to date literature, studies on organizational behavior have mostly been carried with
humanistic or cognitive and behavioral approach focusing on organizations but the main
shortcoming of those studies is that they have not owned in depth investigations and excluded
the individuality from their understanding. It is very important to deepen our knowledge on
new understandings and practices in the fields of organizational behavior, management, and
contribute to the dynamic structure of the modernizing world; future research using
psychoanalytical approach can bring new perspectives to the field.

The Effect of strategic leadership and empowerment on job satisfaction of the employees of Guilan University

Mostafa Ebrahimpour Azbari; Mohsen Akbari; Milad Hooshmand Chaijani

International Journal of Organizational Leadership, 2015, Volume 4, Issue 4, Pages 453-464
DOI: 10.33844/ijol.2015.60230

The methods for the management and leadership of educational and research organizations has always been a question of some researchers. With the emergence of the strategic management in educational organizations, different views were raised about the management of these institutions whether it is possible to apply issues related to the business and educational administration field. They both agree on the difference between educational environment and business environment. This difference leads to different research areas which one of them is the managers’ educational leadership style. Regarding to the educational research centers’ management, strategic leadership is one of leadership styles. This paper examined the effect of this leadership style on empowerment and job satisfaction of employees of Guilan University. The statistical population of the study consisted of 235 employees of Guilan University. Smart PLS software and Structural Equation Modeling were used for data analysis. The results showed that the style of strategic leadership and employee empowerment had a significant positive effect on job satisfaction.

The relationship between glass ceiling and power distance as a cultural variable by a new method

Naide Jahangirov; Guler Saglam Ari; Seymur Jahangirov; Nuray Guneri Tosunoglu

International Journal of Organizational Leadership, 2015, Volume 4, Issue 4, Pages 465-483
DOI: 10.33844/ijol.2015.60300

Glass ceiling symbolizes a variety of barriers and obstacles that arise from gender inequality at business life. With this mind, culture influences gender dynamics. The purpose of this research was to examine the relationship between the glass ceiling and the power distance as a cultural variable within organizations. Gender variable is taken as a moderator variable in relationship between the concepts. In addition to conventional correlation analysis, we employed a new method to investigate this relationship in detail. The survey data were obtained from 109 people working at a research center which operated as a part of the non-profit private university in Ankara, Turkey. The relationship between the variables was revealed by a new method which was developed as an addition to the correlation in survey.  The analysis revealed that the female staff perceived the glass ceiling and the power distance more intensely than the male staff. In addition, the medium level relation was determined between the power distance and the glass ceiling perception among female staff.

An investigation into the relationship between the organizational intelligence and the performance of Melli and Mehr Eghtesad banks managers in Ardabil

Fatemeh Bagheri Toolarood; Shahram Mirzaei Daryani

International Journal of Organizational Leadership, 2015, Volume 4, Issue 4, Pages 374-391
DOI: 10.33844/ijol.2015.60345

The present study aimed to investigate the relationship between the organizational intelligence and the performance of Melli and Mehr Eghtesad banks managers in Ardabil. In the present study cross-correlation method was used. The population consisted of all managers and assistants of Melli and Mehr Eghtesad banks in Ardabil which were about 132 people. The main tools of data collection were a standardized questionnaire that assigned for organization intelligence and a researcher-made questionnaire measured the relationship between two variables. To test the hypothesis, Kolmogorov-Smirnov test, Spearman’s Correlation coefficient, and Mann-Whitney U Test Statistics were used. The findings revealed that there was a significant relationship between the organizational intelligence variables and the performance of banks managers and there was no significant difference between the organizational intelligence of Melli and Mehr Eghtesad banks managers.

Examination of the Effects of Emotional Intelligence and Authentic Leadership on the Employees in the Organizations

Zafer Adigüzel; Eda Kuloglu

International Journal of Organizational Leadership, 2019, Volume 8, Issue 1, Pages 13-30
DOI: 10.33844/ijol.2019.60412

In the highly competitive environment of the business world, organizations implement human resource policies and practices to increase the motivation and performance of employees. Efforts to keep employee turnover at minimum levels are directly proportional to employee satisfaction and their willingness to stay in the organization. Employees’ dissatisfaction, leaders’ attitudes and behaviours, human resources policies determine the life of the organizations. The increase in the employment turnover rate can decrease the performance of the organization, bring additional costs and cause employee trainings to be ineffective. In particular, the qualified employees can easily leave the organization if they do not like the management approach leads to the formation of different management understandings and perspectives. The leadership style of the managers and the human resources policies can shape the future of the organizations.  Therefore, it is important to conduct studies in this field to help the senior managers to make decisions and demonstrate their leadership roles. The sample of this study consists of 498 white-collar employees working in the private and public sector. The findings were subjected to factor and reliability analyses by using IBM SPSS 23 program. The hypotheses were tested by regression analysis and the results were evaluated and presented accordingly.

THE IMPORTANCE OF ADVERTISING SLOGANS AND THEIR PROPER DESIGNING IN BRAND EQUITY

Somayeh Abdi; Abdollah Irandoust

International Journal of Organizational Leadership, 2013, Volume 2, Issue 2, Pages 62-69
DOI: 10.33844/ijol.2013.60321

The term slogan derives from Slough-ghairm, pronounced as Slogorm from Scottish Gaelic which means battle cry. Slogan is usually an unforgettable phrase that is frequently used to express an idea or purpose. Slogans have been employed in religious and political areas since long time ago, but today they are mostly used in business and trading.
They vary from other ordinary text and images, and often because of their simple structure cannot convey a lot of concepts and details. Hereupon, slogans instead of drawing specific audience, address general audience to convey their particular meanings. Brand owners pay lots of money to advertising agencies to come up with snappy advertising slogans. Advertising slogans often claim to have knowledge of something and attempt to show it.
Slogans usually serve a substantial role in calling audience’s attention to one or more aspects of a product or service. Normally slogans claim that the advertised product or service is of the highest quality, or is the most delicious, the most inexpensive, or nutritious… one. The slogans should point out, at least, the most important advantage of a product, or respond to the audience’s needs, or offer more benefits for their future/probable customers.

Leadership of Xi Jinping behind Unstoppable Sustainable Economic Growth of China

Bablu Kumar Dhar; Mahazan Mutalib

International Journal of Organizational Leadership, 2020, Volume 9, Issue 1, Pages 39-47
DOI: 10.33844/ijol.2020.60489

Xi Jinping's new era of socialist economic thought, rooted in the great practice of China's economic construction, systematically explains the issue of China's economic development and reform, and clearly answers the important questions of how the economic situation is to be judged, how to judge the development stage, how to determine the development goals, and how to do economic work. Xi Jinping's new era of the socialist economy with Chinese characteristics, system integrity, broad depth, logic and strict, each aspect of the discourse has a creative and vital point of view, forward-looking strategic deployment and "four beams and eight pillars" of the key initiatives. Combining the in-depth study of Xi Jinping's new era socialist ideology with Chinese characteristics and the spirit of the Party's 19th National Congress, this paper tries to sort out Xi Jinping's new era socialist economic thought with Chinese characteristics from five aspects, such as direction theory, goal theory, epistemology, strategy theory, and bottom-line theory.

Leadership 4.0: Digital Leaders in the Age of Industry 4.0

Birgit Oberer; Alptekin Erkollar

International Journal of Organizational Leadership, 2018, Volume 7, Issue 4, Pages 404-412
DOI: 10.33844/ijol.2018.60332

Industry 4.0 stands for ‘fourth industrial revolution and is a term referring to rapid transformations in the design, production, implementation, operation, and service of manufacturing systems, products, and components. To get the most out of Industry 4.0 technologies, organizations will have to heavily invest in building capabilities in the following dimensions: data and connectivity, analytics and intelligence, conversion to the physical world, and human-machine interaction. In this study, the human dimension of industry 4.0 has priority, by analyzing behavioral leadership theories that focus on the study of the specific behaviors of a leader (the leader behavior is the predictor of his leadership influences and is the best determinant of his leadership success). A two dimensional 4.0 leadership style matrix was developed (x-axis: innovation/technology concern; y-axis: people concern). The results of this study revealed that the developed industry 4.0 leadership style might have the dimensions of first-year students, social, technological or digital, where the 4.0 digital leader forms the highest reachable level in the 4.0 leadership matrix.

Leadership Competency Model-Drenica: Generalizability of Leadership Competencies

Fadil Çitaku; Hetem Ramadani

International Journal of Organizational Leadership, 2020, Volume 9, Issue 3, Pages 152-162
DOI: 10.33844/ijol.2020.60502

This paper aims to summarize the generalizability of leadership competencies published in field of leadership. This present study used the Leadership Competencies Model of Çitaku et al. (2012), which has investigated six most developed western countries (Austria (A), Germany (D), Switzerland (CH), United States of America (USA), Canada (CA) and United Kingdom (UK)) to find out leadership competencies for efficient leaders. We randomly selected 25 leadership competencies using the Research Randomizer tool and systematically researched on Google Scholar, how many times occur leadership competencies, published between the 2010 and 2020. The analysis of the related literature was conducted by employing a bibliometric analysis of the research on the Google Scholar database between 2010 and 2020. The results of present study showed that there is an outstanding interest in our randomly chosen leadership competences and that these 25 competencies can be applied in any leadership domain. The study brought out 25 important leadership competencies incorporated in seven important domains, resulting with leadership competencies model named DRENICA, which is scientifically robust and can be used in leadership training courses and programs, in all leadership domains. The study concluded that 25 randomly chosen leadership competencies are robust, generalized and can be used in any leadership domain. Future research should be designed to replicate, extend and confirm the present findings. Meanwhile, we have provided a “Leadership Competency Model-Drenica” that can be employed to teach and further investigate leadership competences.

Examination of the Effects of Emotional Intelligence and Authentic Leadership on the Employees in the Organizations

Zafer Adigüzel; Eda Kuloglu

International Journal of Organizational Leadership, 2019, Volume 8, Issue 1, Pages 13-30
DOI: 10.33844/ijol.2019.60412

In the highly competitive environment of the business world, organizations implement human resource policies and practices to increase the motivation and performance of employees. Efforts to keep employee turnover at minimum levels are directly proportional to employee satisfaction and their willingness to stay in the organization. Employees’ dissatisfaction, leaders’ attitudes and behaviours, human resources policies determine the life of the organizations. The increase in the employment turnover rate can decrease the performance of the organization, bring additional costs and cause employee trainings to be ineffective. In particular, the qualified employees can easily leave the organization if they do not like the management approach leads to the formation of different management understandings and perspectives. The leadership style of the managers and the human resources policies can shape the future of the organizations.  Therefore, it is important to conduct studies in this field to help the senior managers to make decisions and demonstrate their leadership roles. The sample of this study consists of 498 white-collar employees working in the private and public sector. The findings were subjected to factor and reliability analyses by using IBM SPSS 23 program. The hypotheses were tested by regression analysis and the results were evaluated and presented accordingly.

Performance appraisal bias and errors: The influences and consequences

Mahmoud Javidmehr; Mehrdad Ebrahimpour

International Journal of Organizational Leadership, 2015, Volume 4, Issue 3, Pages 286-302
DOI: 10.33844/ijol.2015.60464

Individual performance evaluation (PE) provides a link between individual performance and organizational performance. PE is of considerable importance in human resource management (HRM). Lack of evaluation in various organizational dimensions, such as evaluation of resources and facilities, employees, and organizational goals and strategies is considered a serious disadvantage of organizations. Moreover, lack of evaluation in a system is regarded as lack of communication with internal and external environments which leads to organizational senility and, ultimately, death. In this paper a meta-analysis is used to review literature from various sources available on performance appraisal and influences of bias and errors in evaluation in Sabzevar. The results showed that PE system can result in improvement of the performance of both employees and organizations. Decrease in errors and bias can bring about employee performance improvement as well as an increase in satisfaction with and efficiency
of evaluation system.

The impact of organizational culture on organizational performance: The mediating role of employee’s organizational commitment

Amin Nikpour

International Journal of Organizational Leadership, 2017, Volume 6, Issue 1, Pages 65-72
DOI: 10.33844/ijol.2017.60432

The purpose of the present study was to investigate the mediating role of employee’s organizational commitment on the relationship between organizational culture and organizational performance. This study was descriptive and correlational research that was conducted through the survey method. The study population consisted of all employees in education office of Kerman province and 190 persons were selected as volume of sample by using Cochran’s formula. The data gathering tools were organizational culture, organizational commitment, and organizational performance questionnaires. Descriptive and inferential statistics (structural equation modeling through path analysis) were used to analyze the data. The data was analyzed using SPSS and AMOS softwares. The findings of the research indicated that suggested model had appropriate fit and organizational culture beyond its direct impact exerted indirect impact on organizational performance through the mediation of employee’s organizational commitment that the extent of indirect impact was significantly higher than direct impact. 

Leadership 4.0: Digital Leaders in the Age of Industry 4.0

Birgit Oberer; Alptekin Erkollar

International Journal of Organizational Leadership, 2018, Volume 7, Issue 4, Pages 404-412
DOI: 10.33844/ijol.2018.60332

Industry 4.0 stands for ‘fourth industrial revolution and is a term referring to rapid transformations in the design, production, implementation, operation, and service of manufacturing systems, products, and components. To get the most out of Industry 4.0 technologies, organizations will have to heavily invest in building capabilities in the following dimensions: data and connectivity, analytics and intelligence, conversion to the physical world, and human-machine interaction. In this study, the human dimension of industry 4.0 has priority, by analyzing behavioral leadership theories that focus on the study of the specific behaviors of a leader (the leader behavior is the predictor of his leadership influences and is the best determinant of his leadership success). A two dimensional 4.0 leadership style matrix was developed (x-axis: innovation/technology concern; y-axis: people concern). The results of this study revealed that the developed industry 4.0 leadership style might have the dimensions of first-year students, social, technological or digital, where the 4.0 digital leader forms the highest reachable level in the 4.0 leadership matrix.

Effect of Family Influence, Personal Interest and Economic Considerations on Career Choice amongst Undergraduate Students in Higher Educational Institutions of Vehari, Pakistan

Asad Afzal Humayon; Shoaib Raza; Rao Aamir Khan; Noor ul ain Ansari

International Journal of Organizational Leadership, 2018, Volume 7, Issue 2, Pages 129-142
DOI: 10.33844/ijol.2018.60333

This study examined the effect of family influence, personal interest, and economic considerations in career choice amongst undergraduate students. The present study used quantitative research design. Target population was undergraduate students of higher educational institutions in Vehari, Pakistan. Cross-sectional data was used in this study. For data collection simple random sampling technique was used. The data was collected through structured questionnaire. The descriptive, demographic, reliability, correlation, and multiple regression analyses were applied to find answer to research questions. The results of regression analysis showed that the family influence, personal interest and economic considerations exercised big influence on the career choice of students. The Limitations of the study, suggestion for the future study, theoretical and practical implications were also discussed in this study.

CUSTOMER RELATIONSHIP MANAGEMENT AND BUSINESS STRATEGIES

Rozitta Chittaie

International Journal of Organizational Leadership, 2012, Volume 1, Issue 1, Pages 13-22
DOI: 10.33844/ijol.2012.60210

Changes in the current competitive e environment, increasing simplicity of penetrating into the
competitive market, and rapid grow wth of information technology are of motives for pe erforming
activities in such an environment (6 69). Pursuing the objective of improving customer relaationship, some companies, today, step into rapid and instant development of their markets (44 4). These companies, adopting customer relatio onship management systems, can earn and retain their c customers loyalty. Consequently, designing cus stomer relationship management strategies can lead t to market protection, customer value increase, and greater customer satisfaction opportunities for co ontinuous promotion of the enterprise (43). Acccordingly, regarding the complexity and the variety of strategies associated with managing a business, , information-related capability seems to be a vital and d essential capability for earning profit from ccompanies activities and competition with peers (69)). Hence, information and relations are employe ed for managing the firms as vital tools for seizing opp portunities and tackling future issues. Given the iinformation only employed to support a company’s per rformance making crucial decision about surrrounding environment, increasing competitive abilityy of the enterprise will be extremely difficult for the company (68). Moreover, since increase of co ompetitive ability is accompanied by making gre eater profit for trade, methods of raising competitive abiility is an interesting and critical issue. Thereforre, fostering unity in the interrelated sectors through infformation technology, cost reduction, and deve elopment of low-level relations with customers, compaanies can achieve greater profitability (69).

Latest News

Journal Review: International Journal of Interactive Mobile Technologies (iJIM)
International Journal of Interactive Mobile Technologies (iJIM) aims to focus on the exchange of relevant trends and research results as well as the presentation of practical experiences gained while developing ...

Read More ...

Journal Review: Quality-Access to Success
Quality - Access to Success stands out as the most important scientific Romanian journal in the quality assurance field, and it is the only journal with a synergistic approach to all management systems. Canadian ...

Read More ...

Verb Tense Use in Academic Papers
When you decide to write for academic journals, you face a highly competitive and challenging task since you should consider all rules and principles to write a perfect paper that will be immune to rejection. One ...

Read More ...

Journal Review: Applied Marketing Analytics
Canadian Institute for Knowledge Development (CIKD), is an international, multi-disciplinary research, publishing, consulting and training institute and one of the most expert institutions of its ...

Read More ...