Volume 10, Issue 1, Winter 2021

Influence of Characteristics of Self-actualization and Coping Behavior on Resistance of Teachers to Professional Stressors and Emotional Burnout

Elena Voitenko; Hryhorii Kaposloz; Serhii Myronets; Oksana Zazymko; Vasyll Osodlo

International Journal of Organizational Leadership, 2021, Volume 10, Issue 1, Pages 1-14
DOI: 10.33844/ijol.2021.60514

The availability of conflicting data in the scientific literature on the correlations between self-actualization, occupational stress and emotional burnout has suggested that the nature of the
relationship between occupational stress and self-actualization and emotional burnout may
change due to some other variables, such as coping strategies. The aim of the study is to
determine the nature of the relationship between emotional burnout as a result of occupational
stress with the characteristics of self-actualization and the peculiarities of coping behavior of
teachers. In a pilot study organized by the cross-sectional design, a survey of 107 Ukrainian
teachers was conducted. According to the purpose of the study, the following diagnostic
techniques were used: Victor Boyko's method of diagnosing the level of emotional burnout,
version of the Russian-language adaptation of Shostrom's self-actualization test SAT and
Ways of Coping Questionnaire. The main hypotheses of this study were tested using
correlation analysis and analysis of variance. It was found that the severity of burnout is
negatively correlated with self-actualization. In addition, the joint influence of self-actualization indicators and certain coping strategies on the nature of the formation of different
stages of emotional burnout was detected. It was also determined that coping strategies are
formed under the influence of two factors. On the one side, it is professional stress and burnout,
and on the other side, it is the desire to satisfy the need for self-actualization. The results
showed that the predictor of successful adaptation of teachers to the requirements of
professional activity are certain characteristics of the personal profile of coping behavior,
which have a mitigating effect on stress factors determined by self-actualization. Future
research is needed to determine the effectiveness of certain coping strategies on teachers'
resistance to occupational stressors and burnout over a longer period of follow-up

Moral Leadership, Shared Values, Employee Engagement, and Staff Job Performance in the University Value Chain

Eromafuru Edward Godbless

International Journal of Organizational Leadership, 2021, Volume 10, Issue 1, Pages 15-38
DOI: 10.33844/ijol.2021.60515

Myriad of discourses pouring from university podiums and social platforms have been
inundated with administrative and governance matters majorly. Not much has been echoed
about morality concerns in Nigerian tertiary institutions. Besides, history is replete with quite
a handful of literature in this area. However, none of the prior studies has developed such a
robust construct on the subject so as to capture the multiple simultaneous essences of shared
values and employee engagement in moral leadership-staff Job performance link. The study
involved a population of 3257 academic and non-academic staff from which a sample size of
327 was determined through simple random sampling. Drawing on stakeholder and social
exchange theories and using regression model and structural equation modelling as analytical
bases, results have vilified strong evidence of positive mediating effect of shared values and
job engagement in moral leadership-staff job performance relationship except a unit construct
(authentic leadership) that exhibited negative association. Finding has further foreclosed that
staff’s overall job performance will improve with panoptic constructs of moral leadership
whereas fragmented approach will only lead to sub-optimal performance. Study proposes an
inclusive framework connecting the modified constructs of moral leadership, shared values,
employee engagement, and job performance of universities’ staff. It is stressed that university
leadership obsessed with integrity found on strong ethical fibber will earn staff’s trust and
confidence and sustain university’s reputation for enduring leadership that is value laden.

Identifying Factors Influencing Visionary Leadership: An Empirical Evidence from Thai Manufacturing Industry

Walailak Atthirawong; Kaseam Bunnoiko; Wariya Panprung

International Journal of Organizational Leadership, 2021, Volume 10, Issue 1, Pages 39-53
DOI: 10.33844/ijol.2021.60516

Supply chain consists of all integrated activities that bring products to markets in the right
time, at the right place while creating value added in order to satisfy customers. The
performance of all activities in the supply chain requires the cooperation and coordination of
complex processes across all members in organizations. Successful supply chain
management relies on great leaders, who can communicate with their supply chain members
and encourage feedback systems to improve the workplace environment. The leaders have
the principal goal of making use of modern, scientific, technical and innovative methods in
the implementation of tasks and activities. Therefore, the aim of this study was to investigate
key factors affecting visionary leadership in the context of Thai manufacturing industry.
Data were collected using survey questionnaires administered to supply chain managers in
each manufacturing company located in industrial estates across the country. A total of 500
valid questionnaires were received and analyzed using structural equation modeling. The
results revealed that communication skill had the highest impact on visionary leadership,
followed by organization climate and creativity. The study outcome could be to the benefit
of managers, who strive to generate visionary leadership and realize how important it is to
incorporate communication skills as one of the most powerful instruments to improve

Transglobal Leadership as a Driver for Increasing the Employee Performance

A. Nur Insan; Masmarulan R.; Ashariana .; Nurfatwa Andriani Yasin

International Journal of Organizational Leadership, 2021, Volume 10, Issue 1, Pages 54-71
DOI: 10.33844/ijol.2021.60517

This study aims to analyze and explain the influence of transglobal leadership on employee
work motivation, the influence of transglobal leadership on organizational culture, the effect
of transglobal leadership on organizational commitment, the effect of transglobal leadership
on employee performance, the influence of motivation on employee performance, the
influence of organizational culture on employee performance, and the influence of
organizational commitment on employee performance. This research is an explanatory study
using a survey methodology. This research was conducted in 42 cooperative units of
government agencies in Makassar City. The population is 418 cooperative employees. The
sample was taken using the Stratified Random Sampling method of 180 people. Data were
collected through questionnaires and interviews. Data analysis used Partial Least Square
(PLS). The results obtained from testing of the seven hypotheses showed that there were six
hypotheses accepted because they had a positive and significant effect and one hypothesis was
rejected because it had an insignificant effect, namely the effect of organizational commitment
on employee performance. Cooperative managers need to pay more attention to relationships
with customers, review fair wages and regulations and rewards to employees, increase
understanding of shared values and meanings, increase understanding of aspects of work, and
improve employee positive attitudes

Ambidexterity in Public Organizations with an Emphasis on Managers’ Psychological Capital

Sohrab Ghanizadeh; Farzad Sattari Ardabili; Mohammad Kheirandish; Eshagh Rasouli; Mohammad Hassanzadeh

International Journal of Organizational Leadership, 2021, Volume 10, Issue 1, Pages 72-88
DOI: 10.33844/ijol.2021.60518

The purpose of the present research is to propose a psychological framework for managers’
ambidexterity in public organizations. The data were collected through 11 interviews
conducted over five months. The saturation was reached at nine interviews using conventional
content analysis. As a result, eight factors were identified to achieve ambidexterity in public
organizations, including courage, gratitude, spirituality, creativity, resilience, optimism, hope,
and self-efficacy. These factors can be used to develop a new framework for ambidexterity in
public non-profit organizations. This framework can also provide a psychological basis for
creating and strengthening managers' ability to plan ambidextrous behaviors.

Investigating Work Engagement of Highly Educated Young Employees through Applying the Job Demands-Resources Model

Widdy Muhammad Sabar Wibawa; Yoshi Takahashi; Corina D. Riantoputra

International Journal of Organizational Leadership, 2021, Volume 10, Issue 1, Pages 89-102
DOI: 10.33844/ijol.2021.60519

This study aims to investigate the applicability of the job demands and resources (JD-R)
model. While prior studies tend to focus on older employees, we investigate the potentially
effective job resources and demands specifically for the highly educated young individuals
that are the future of any organization. We collected primary cross-sectional data from 155
respondents in Indonesia with master’s or doctoral degrees, under 40 years of age, currently
working in public and private sectors. Participants completed an online questionnaire by
following a link distributed by email. PLS-SEM was used to analyze data regarding the
relationships between job resources (perceived organizational support (POS) and employee
voice), job demands (emotional demands), and work engagement. Our results indicated the
relationships for POS positively and emotional demands negatively with work engagement,
while employee voice was not significantly correlated with work engagement. Emotional
demands are considered to be perceived as stress rather than opportunity. Furthermore,
emotional demands did not moderate the correlation of POS and employee voice with work
engagement. A multi-group analysis found no significant differences between employees in
the private and public sectors. The results showed the JD-R model was partially applicable.
This study is one of few seeking to apply the JD-R model to highly educated young employees
in the private and public sectors. The specific results of this study will provide insight for the
organizations employing such individuals.

The leadership of Knowledge in Organization: The Media Needs of the Audience with Emphasis on Habermas Public Sphere Theory in Media Organizations

Ali Asadnezhad; Nahid Kordi; Ali Jafari

International Journal of Organizational Leadership, 2021, Volume 10, Issue 1, Pages 103-114
DOI: 10.33844/ijol.2021.60520

This study examines Habermas's public Sphere theory in relation to the leadership of knowledge in organizations based on the audience's media needs and prioritizes them. In this study, after conducting library studies and compiling a comprehensive and complete theoretical literature and research background, a questionnaire was designed and distributed among the respondents in line with related research theories and research questions and hypotheses. The data collection method is a survey type. The statistical population of the research consists of cyberspace users. The sample size was determined based on Cochran's formula, and 384 participants were selected using a purposive non-random sampling method. The results showed that the most important effects were Internet access, logical and rational critique of political, economic, social, and cultural issues, two-way and free discussion with government officials on social networks. The results also showed that knowledge leadership has an essential role in promoting organizational knowledge, organizational culture, and knowledge management.  The knowledge management in the organization is done through social networks.