Methodology standardization for assessing leadership patterns among postgraduate agricultural students

PurposeBuilding on self-determination theory, this study empirically examined the influence of entrepreneurial leadership (EL) style on employee innovative behavior (EIB) in the context of software development firms located in the twin cities of Pakistan (Rawalpindi and Islamabad).Design/methodology/approachFor the present study, an employee survey (online questionnaire) was used for data collection. The data were collected through an adopted questionnaire by using emails and messaging applications. Structural Equation Modeling (PLS-SEM) was used to analyze data collected from 245 respondents.FindingsThe findings of this study delineate that entrepreneurial leadership positively and significantly influences employee innovative behavior. Moreover, the relationship between entrepreneurial leadership and employee innovative behavior was partially mediated by employee epistemic curiosity (EC) and creative process engagement (CPE). The sequential mediation by the employee epistemic curiosity and creative process engagement between the link of entrepreneurial leadership and employee innovative behavior was also confirmed.Practical implicationsIn innovation-intensive organizations like software development firms, entrepreneurial leadership style can foster employee innovative behavior that is critical for organizational innovation success. This study provides information to the strategic leaders on how leadership behaviors can drive employee innovative behavior, particularly in the context of software development companies.Originality/valueThis study is an attempt to extend the scarce literature on the mechanisms through which leadership styles impact employee innovative behavior. Specifically, the mediating roles of employee epistemic curiosity and creative process engagement have been explored through a self-determination perspective.

The effect of school administrators’ leadership styles on schools and teachers is very important. The leadership styles of the school administrators are thought to contribute positively to the success, effectiveness, climate, and culture of the school as well as the job satisfaction, motivation and performance of the teachers. In this sense, the aim of the study was to conduct a needs analysis to idetify the leadership skills that school administrators should have, then to implement action plans to meet the identified needs and to develop the school administrators’ leadership style skills through training practices as a part of the action plans. Action research, one of the qualitative research methods, was used in the study. In sample selection, "criterion sampling", a purposive sampling method, was adopted. The study group consisted of seven school administrators and a total of 25 teachers, five from each school, in five elementary schools in Elazığ and its districts in 2021-2022 academic year. The data were collected through trainer observation reports and outside observer reports, video recordings and Web 2.0 tools. Content analysis method was used to the analyze the data. In the study, action plans were developed to improve school administrators’ leadership behaviors and training practices were carried out in three cycles. Teachers' opinions revealed that, as a result of the practices, positive developments were achieved in chool administrators’ leadership style behaviors included in the training practice.

Each coach has a distinctive leadership style, and each coach's leadership style has its advantages and disadvantages. Trainers have several leadership behaviors/actions in training. There are several coach-style behaviors, i.e., training/instruction, authoritarian, democracy, social support, and feedback. This study aims to determine whether there is a relationship between the coach's leadership style and male athletes’ motivation. This research method uses a descriptive correlation research design. The samples in this study were active student members of the men's futsal student activity unit of the Indonesian Education University. The data collection technique used a random sampling technique. The instruments used were The Leadership Scale for Sport (LSS) to measure the coach's leadership style and SMS (Social Motivation Scale) to measure male athletes’ motivation. This study was analyzed using parametric statistical analysis with the Pearson correlation test. The results of the data analysis Moreover, the authority leadership style attains a sig value (ρ) of 0.006 <0.05. Hence, H0 is rejected. It is assumed that the coach's leadership style has a significant relationship with the motivation of male athletes of the Futsal Student Activity Unit of the Indonesian Education University. Meanwhile, the sig. value (ρ) of democratic leadership style is 0.031 < 0.05. Thus, H0 is rejected. It means that the democratic coach's leadership style has a significant relationship with the motivation of male athletes of the Futsal Student Activity Unit of the Indonesian Education University. Moreover, the social support leadership style indicates a sig (ρ) value of 0.033 <0.05. Hence, H0 is rejected.indicate that there is a significant relationship between the coach's leadership style and male athletes’ motivation. Keywords: Coach’s Leadership Style, Motivation

The undergraduate course curriculum offered in Central and State Agricultural Universities has been revised through the V deans` committee of ICAR. Many of the courses have been reframed for the first time in the curriculum of the undergraduate course. The course entitled Agricultural Microbiology is one of such courses having coverage of fundamental but diverse aspects of agricultural microbiology including bacteriology, plant pathology, soil microbiology, food microbiology, microbial genetics, and microbial biotechnology etc. The book “Essentials of Agricultural Microbiology” has been framed in a holistic view and strictly in adherence to the syllabus recommended by V Deans` committee of ICAR for the new course curriculum of Central and State agricultural Universities. Although, several books on microbiology are already available but they all seem to be very exhaustive and detailed to be read by the typical agricultural student who has to keep up with several classes of other subjects in parallel. On the contrary, a number of books are also there in the market which are insufficient and are full of irrelevant information on microbiology not useful to an agricultural student. This book has been compiled in a very specific manner keeping in view the diversity of study materials of the course and academic base of the agricultural students. The proposed manuscript covers all fundamental aspects of agricultural microbiology in a well explicit manner and aptly illustrated with tables, explicit figures, and photographs throughout the text to help students understand and retain information. It also sums up all again through exercises in the last of every chapter. Although the book has been designed to teach undergraduate agricultural students, it will also serve as both a textbook for other students having the parallel course. The book will also serve as a review tool as well as supplementary reading materials for many competitive examinations.

The participation of young people in agriculture is essential for addressing issues of food security, youth unemployment, ageing farmers, and the digital revolution in the agriculture and food sectors. Various programs have been conducted by the Government of Indonesia (including One Million Millennial Farmers Movement Program), by the private sector, and by universities to raise the interest of students and increase the number of young farmers in the agricultural and food industry. These programs are a response to the continuing decline in the number of Indonesian farm households and the need to attract younger entrants into the industry. This study analyses the factors that influence the intention of agricultural students to become agripreneurs using a modified theory of planned behaviour (TPB) approach. Data obtained from a survey of 204 agricultural students at IPB University using a voluntary sampling method and analysed using partial least squares structural equation modelling (PLS SEM). The results showed that individual characteristics, attitudes, subjective norms, and perceived behavioural control of agricultural students had a significant effect on the intention to become an agripreneur. The study also showed that family background did not significantly influence the intention of agricultural university students to become an agripreneur. The findings contribute to the literature by providing a better understanding of the role that agriculture education and training plays in increasing students’ intention to work in agriculture. Keywords: agriculture education, agripreneur, agripreneurship, intention, youth farmer

This study was done to find out the relationship between the basic characteristics of personality and leadership behaviours shown in educational instutitions.More openly,whether the manager's managerial behaviours towards problem solving mediates in the relationship between school managers'personal chracteristics and leathership styles.The study was done by collecting data in 35 high schoos and 62 primary school managers and 375 teachers working in these schools in the central towns of the province of Ankara.The data was obtained by applying three different questionnaires MLQ,KAI and NEO-PI.First,after investigating personality variables by using a correlational approach,hierarchical K-means Cluster Analysis was done by using standart scores obtained from total scores ,five factors in NEO-PI and preference scores obtained from bipolar preference scores.Four distinct groups were obtained: 1.Inventors 2.Managers 3.Implementors 4.Motivators ANOVA tests done by using these groups revealed significant differences about managers'perceptions of leadership behaviours.More generally, it was found that school managers who are in the inventors-motivators group showed more transformational leadership features more than the school managers who are in the managers-implementors group. Summary Introduction According to organizational behaviour scientists,leadership is formed according to the role of an individual who is in a group and the role he plays in the group.and the iteraction process based on the formation of the other group members' expectations.These behaviours shown in the group can be said as the manifastation or the reflection of an individuals' personailty chracters.Individuals with different personaity chracters may exhibit different behaviours in different situations (Burke and Litwin, 1992). The Problem Data of the studies done on personality and organizational behaviour put forth personality is the most important factor that gives direction to the individul's behaviour and in this context is also related to both organizational performance and and the attitude of the workers) Barrick, Day and Lord, 1991). In the studies done on personality and organizational behaviour consentrated on leadership dimention.The topic to what extent the personailty has an effect on leadership styles became of secondary importance.To understand a humanbeing who is considered to be an inscrutable person is a complex and a difficult process. For these reasons,the aim of this study is to assist this field by focusing on the links between school managers'individual personality preferences and their leadership styles. In the light of these explanations,the problem of this study is whether in the relationship between managers'individual personality chracters and their leadership styles,managers'managerial behaviours about problem solving mediate or not.The hypothesis developed are appropriate to the aim of the study and they were tested individually. 1.Different personality characteristics have a significant effect on leadership behaviours. 2.There is a significant relationship between managers' personailty behaviours and their problem solving style preferences. 3.There is a significant relationship between managers'individual problem solving style preferences and leadership behaviours. Method The sample of this study is the 35 high schools and 62 primary schools,their managers and 375 teachers working in these schools which are in the central towns of the province of Ankara. To get data three different questionnaires, MLQ (Bass and Avalio,1985); KAI (Kirton,1992) and NEO-PI (McCrae and Costa, 1985), were applied to these school managers and teachers.Correlation matrix among the variables were computed.Later,the data was analized by using a two-dimentional approach To find out the differences ANOVA test modal was used..Whenever there are differences,Scheffe test was used. Findings As can be seen in Table 1,school managers'problem solving style preferences are sigificantly related to extraversion (r=.45), responsibility (r=.37) and open to experience personality chracters (r=.38l.001). School managers who took part in the study were seen as inventors more than implementors in solving the problems they meet in the school. The school managers based on 5- NEO-PI preference score averages and in this study described themselves as active, social, reliable, have the conscious of their responsibility and respectful to different ideas. The managers who have such personality characteristics also seem to have decide based on the logical and rational analyisis of the data.These managers are also against making a decision as a result of feelings and emotions. The preferred personality of these managers when they commucinate with their environment seem to based on responsibility (determined, reliable, deliberate, have the conscious of their responsibility, well planned and programmed) rather than emotional stability (nervoys, bashful, anxious, insufficiency in self-confidence).The KAI score for this measurement is 107.41,which is over 96,which is the standart norm for this measurement. As a result of it, the school managers in our study are inventors more than implementers while they are solving the problems the managers face inside the school. These correlation coefficients are similar to the ones of the study done by Church and Waclawski (1998) on 253 managers in the same subject. Table 2 gives a brief scores among the leadership variables (both the evaluation of the managers about themselves and the evaluation about the managers by the teachers), subscores and detailed explanations for mutual relations. As can be seen in the Table, there is a significant difference in the perception of managers' behaviours they are showing inside the school and the perception scores of the teachers about the behaviour of their managers. Namely, while school managers say that they are showing transformational behaviours inside the school (x=87.50),the teachers rated their managers as showing more transactional behaviours (x=55.06).The same results were also reflected to the five subscores. It is not suprising for us that the results have emerged like this because there is not a strong correlation between a person's evaluation averages of him/herself and the averages of the others' evaluation. Furnham and Stringfield (1993) also found similar results in their study. First of all, according to the total score of MLQ the members of the group 1 and 4 which are called as inventors-motivators are perceived more transformational in terms of their leadership styles than the group members belonging to group 2 and 3, who are named as managers-implementors. Discussion and Suggestions The findings of the results of the analysis showed that school managers who are in the group called inventors-motivators showed more transformational leadership styles than the ones who are in the group called managers-implementors (in terms of their own perceptions and the perceptions by the teachers). The managers belonging to inventors are oriented to thought while the managers belonging to motivators are oriented to humanbeing. Both of the groups characterize leadership style which creates vision and mission for active change rather than a stable organization,in other words,a leadership style which focusus on organizational change (Fullam, 2001; Kirby and others). School managers belonging to managers-implementors (Table 4) determine the necassary strategies in accomplishing organizational goals and forces workers to reach these goals.This compulsion can be in the form of a punishment or a reward. As a result of these characteristics these managers are named as transactional leaders.(Bass and Avolio, 1990; Sergiovanni, 1990; McClelland and Boyatsiz, 1982)The result of the study put forth the importance of leaders'personnal characteristicsIn this context,Atwater and Yammarino (1993, p.646) stated that: lWe not only need what leaders are doing but also who the leaders are'. The result of this study and the results of all sudies done in this field showed that while assining managers to different positions it is important for us to know not only their personality characteristics but also their problem solving tendencies..Especially,these results must be accepted by the Ministry of National Education and its top executives because the saying by Schein (1992) lthe most important source that affects the organizational culture is the leader 'is significant.

<p><b>Leadership is one of the most commonly observed yet least understood constructs in management. Despite this, many will contend that an effective leader will precede an effective organisation. Of the various theories on leadership, the transformational-transactional model has been promoted as a most desirable and effective style (Bass & Riggio, 2006; Northouse, 2012). This leadership style has been shown to positively enhance followers’ job satisfaction, extra effort and perceived leader effectiveness. Within the New Zealand sporting landscape, and more specifically secondary school sport, a sportscoordinator who exhibits transformational leadership may have the potential to overcome a scarcity of resources and empower coaches to perform beyond the resources available and beyond their expectations.</b></p> <p>This research followed a mixed-methods research design by collecting data through self-administered surveys and semi-structured interviews. At the first stage, a convenience sample of twenty-six Wellington sport coordinators completed a self-rater version of the Multifactoral Leadership Questionnaire (MLQ), in order to determinine their leadership profile, their predominant leadership style and related perceptions of organisational effectiveness. As a second stage, semi-structured interviews with four sport coordinators provided a richer and deeper understanding of the school sport environment and how leadership can positively affect outcomes.</p> <p>More than a decade earlier, Pope (2002) claimed that secondary school sport had seldom been the subject of attention for researchers, particularly within New Zealand educators. To this day, there is still a limited knowledge base; therefore, the aim of this research was therefore to determine what constitutes an effective leader in the New Zealand Secondary School Sport context. In addition, findings are intended to provide insight about which leadership attributes are valued as contributing to a sports coordinators’ ability to manage their school’s sporting provision effectively.</p> <p>Findings show that the transformational leadership behaviours of secondary school sports coordinators are significantly related in several ways to aspects of organisational effectiveness. By contrast, the research also finds that coordinators who exhibited management-by-exception and laissez faire leadership styles and behaviours were perceived as less effective, whilst also having minimal positive impact on coach job satisfaction and exertion of extra effort by followers and others in the system. Of particular interest are findings that indicated transformational leaders are perceived as most effective, especially in attracting and retaining coaches, whilst specific behaviours such as contingent reward behaviours may also impact coaches to exert extra effort in executing their roles.</p> <p>Practical implications are drawn from the findings and are provided to assist secondary schools in considering how to ensure quality and sustainability in sporting provision, and how to seek, recruit, promote, and retain sports coordinators who exhibit transformational leadership behaviours. The insights provided may also allow researchers and educators to better understand the relevance of leadership styles in influencing different aspects of organisational effectiveness in secondary school sport.</p> <p>The research was necessarily limited to secondary school sport in the Wellington region of New Zealand, and generalisability is only possible to the extent that the research complements other studies. The research was also limited by time, and access to relevant secondary school sport coordinators. Nevertheless, the research was intended to explore a previously under-researched domain, and succeeds in this matter. However, future research would benefit from increasing sample size, greater cross-sectional representation of schools, and employing ethnographic research methodology to assist in explaining the phenomenon further and to a greater depth. Additionally, it is recommended to utilise alternative and more comprehensive conceptions of organisational effectiveness to more fully understand the consequences of leadership behaviours.</p>

Previous studies have demonstrated the significance of leadership training for the professional growth of academics. In the Digital Era, where technological advancements and new learning environments are transforming leadership development, this study seeks to explore whether and how academics’ leadership styles influence their motivation to participate in a leadership training program. Based on survey data from 761 participants directly involved in a leadership development project, this study adopted a path model analysis method and provides novel empirical evidence on whether participants’ leadership styles influence their motivation to participate in leadership training programs. By examining this relationship in the context of the Digital Era, where digital tools and virtual platforms play a significant role, the study sheds light on how leadership approaches drive individuals’ motivation for further development—an aspect that has been underexplored in the past. Focusing on participants from a leadership development project, the study offers practical insights into how different leadership styles may impact engagement and interest in leadership training, particularly in digital and hybrid learning settings. This could help organizations tailor their leadership programs to better address the diverse needs of participants with varying leadership orientations in a digitally connected world.

Leadership is an important element in a company, because without leadership a company will experience setbacks. A leader has different characteristics in leading his subordinates. This leader's behavior is called leadership style. This study aims to determine the effect of democratic leadership style on the performance of employees in PD. Greater Makassar Parking. This research is a quantitative research that shows causation. The sample in this study were 51 people using the Simple Random Sampling technique and 3 informants. Data collection techniques used are questionnaires, interviews, and documentation. The data analysis technique used is descriptive data analysis and inferential statistical analysis. Based on the results of the product moment correlation test, the relationship between variables is moderate. The results showed that the democratic leadership style was in the "Very Good" category while the employee's performance was in the "Very Good" category. Based on the results of simple linear regression analysis it was concluded that there is a positive and significant influence of democratic leadership style on employee performance. Choosing the right leadership style will have a good impact on the company. The results of this study state that the democratic leadership style tends to be open with employees, this can improve an employee's performance because they are able to work together and provide direct opinions with leaders. The results showed that the democratic leadership style was in the "Very Good" category while the employee's performance was in the "Very Good" category. Based on the results of simple linear regression analysis it was concluded that there is a positive and significant influence of democratic leadership style on employee performance. Choosing the right leadership style will have a good impact on the company. The results of this study state that the democratic leadership style tends to be open with employees, this can improve an employee's performance because they are able to work together and provide direct opinions with leaders. The results showed that the democratic leadership style was in the "Very Good" category while the employee's performance was in the "Very Good" category. Based on the results of simple linear regression analysis it was concluded that there is a positive and significant influence of democratic leadership style on employee performance. Choosing the right leadership style will have a good impact on the company. The results of this study state that the democratic leadership style tends to be open with employees, this can improve an employee's performance because they are able to work together and provide direct opinions with leaders. Based on the results of simple linear regression analysis it was concluded that there is a positive and significant influence of democratic leadership style on employee performance. Choosing the right leadership style will have a good impact on the company. The results of this study state that the democratic leadership style tends to be open with employees, this can improve an employee's performance because they are able to work together and provide direct opinions with leaders. Based on the results of simple linear regression analysis it was concluded that there is a positive and significant influence of democratic leadership style on employee performance. Choosing the right leadership style will have a good impact on the company. The results of this study state that the democratic leadership style tends to be open with employees, this can improve an employee's performance because they are able to work together and provide direct opinions with leaders.

This study investigates the emphasis males and females place on leadership behaviors and styles across four countries characterized as two cultural dyads (Norway - Sweden and Australia - U.S.). Previous gender comparisons and cross-cultural studies of leadership are reviewed. A framework for exploring leadership, consisting of five leadership behaviors and six leadership styles, is then presented and tested with questionnaire data from 209 managers across the four countries. Results demonstrate significant effects for gender and country, but no interaction effects, Post-hoc analyses suggest that across all four countries, male emphasize the goal setting dimension, while females emphasize the interaction facilitation dimension. Australians scored significantly differently than leaders in the other countries on interaction facilitation, benevolent autocratic style, and laissez-faire style. These findings are discussed in light of gender characteristics and cultural values.

Leadership Styles and Leadership Behaviors in Family Firms: A Systematic Literature Review

The purpose of this study is to examine the instructional and distributed leadership behaviors of school administrators based on teacher perceptions and to determine whether these behaviors differ according to selected variables. The study population consists of teachers working in public primary schools in Ankara during the 2024-2025 academic year, with a sample of 375 teachers selected via random sampling. Data were collected using the Personal Information Form, the Instructional Leadership Scale, and the Distributed Leadership Inventory. Descriptive statistics, t-tests, and ANOVA were employed for data analysis. The findings indicate that school administrators exhibit distributed leadership behaviors at a "very high" level and instructional leadership behaviors at a "high" level. While female teachers rated distributed leadership functions significantly higher than male teachers, no significant difference was found based on gender regarding instructional leadership behaviors. Furthermore, no statistically significant differences were observed in either leadership style regarding teachers' length of service or marital status. Consequently, it is concluded that while administrators are effective in executing leadership functions, "leadership team cohesion" scores were relatively lower, suggesting a need for improvement in collaborative dynamics.

The purpose of this paper is to explore the nature and impact of leadership in relation to the local implementation of quality improvement interventions in health care organisations. Using empirical data from two studies of the implementation of The Productive Ward: Releasing Time to Care in English hospitals, the paper explores leadership in relation to local implementation. Data were attained from in-depth interviews with senior managers, middle managers and frontline staff (n = 79) in 13 NHS hospital case study sites. Framework Approach was used to explore staff views and to identify themes about leadership. Four overall themes were identified: different leadership roles at multiple levels of the organisation, experiences of "good and bad" leadership styles, frontline staff having a sense of permission to lead change, leader's actions to spread learning and sustain improvements. This paper offers useful perspectives in understanding informal, emergent, developmental or shared "new" leadership because it emphasises that health care structures, systems and processes influence and shape interactions between the people who work within them. The framework of leadership processes developed could guide implementing organisations to achieve leadership at multiple levels, use appropriate leadership roles, styles and behaviours at different levels and stages of implementation, value and provide support for meaningful staff empowerment, and enable leader's boundary spanning activities to spread learning and sustain improvements.

The purpose of this quantitative, descriptive study was to identify the self-perceived leadership styles of college academic advisors and to explore the variance in the perceived leadership styles based on demographic information such as academic advising approaches, institutional type, age, years of experience, and gender. Participants were 225 college advisors from among 5,066 members of the National Academic Advising Association (NACADA) during the 2013-2014 academic year who met study criteria and whose email invitation to complete an online survey was presumably delivered, rendering a 4.44% response rate. The Multifactor Leadership Questionnaire Version 5X (MLQ 5X) with five supplemental questions was used for data collection The composite score for leadership style served as the dependent variable, and advising approach, institutional type, age, years of experience, and gender served as the independent variables for the study. Descriptive statistics, frequency distribution, and a factorial analysis of variance (ANOVA) were used for data analysis. The descriptive statistics for this study revealed that college academic advisors represent all points along the entire spectrum of the Full Range Model of Leadership continuum employing different leadership behaviors based on the situation. The descriptive data were supported by the frequency distributions per case which identified transformational leadership as the perceived dominant leadership style for the college academic advisors in this study. A priori to conducting the factorial ANOVA, Leneve’s test for homogeneity of variance indicated a statistically significant coefficient, thus violating the assumption of data normality and rendering the ANOVA findings uninterpretable. An implication of this study is that transformational leadership is the most desired leadership style of the Full Range Model of Leadership for college academic advisors. If this is true, professional development activities for college academic advisors should focus on strengthening transformational leadership behaviors/techniques including with whom and when this leadership style should be employed compared to the other Full Range Model of Leadership styles

In the present study, the role of procedural justice and leadership styles on the quality of leader-member relationship was explored. Through a cross-sectional survey design, data was collected from 119 (males = 50, females = 69) secondary school teachers in Ibadan, Nigeria, using a random sampling technique, with a mean age of 32.26 years. From a multiple regression analysis, findings showed that procedural justice (β = .268, t=3.150, p<.0l) and Leadership style (β= -.293, t= -3.454, p<.0l) independently predict quality of leader-member relationship. In addition, procedural justice and leadership style jointly predict leader-member relation (F (2,116) =12.762, R=.180, R2=.166, p<.0l). Through a t-test analysis, it was reported that there is no significant influence of procedural justice on the leader-member relation of respondents (t (117) = 1.85, p>.05). Through a t-test analysis, it was observed that there was a significant influence of leadership style on the leader-member relation of respondents (t (117) = -3.64, p<.05). Furthermore, it was observed that respondents’ sex, age, religion, and ethnicity jointly predicted quality of leader-member relationship (F (4,144) =3.047, R=.311, R2=.097, p<.05). Going by these findings, the researchers recommended that trainings and teaching of procedural justice and appropriate leadership styles should be encouraged among members of position of authority in the organizational setting. And such trainings should consider the socio-demographic characteristics of the target population for a better efficacy of research intervention.