Human Resource and Leadership Journal

The Impact of Leadership Styles on Academic Performance in Thai Higher Education Institutions

2024-03-22T13:56:47+03:00

Purpose: This study investigates the influence of leadership styles on academic performance within Thai Higher Education Institutions (HEIs), amidst a rapidly evolving global higher education landscape. Recognizing the pivotal role of leadership in adapting to change, fostering innovation, and sustaining academic excellence, this research aims to discern which leadership practices most effectively enhance academic performance in the Thai context. By integrating various leadership theories and examining their applicability in Thai HEIs, the study identifies the relationship between leadership styles and academic outcomes, thereby contributing to a broader understanding of leadership's impact on educational success.

Methodology: Employing a mixed-methods approach, the research combines quantitative analysis of academic performance indicators across different institutions with qualitative interviews from a diverse range of university administrators, deans, and department heads. This methodology allows for a comprehensive exploration of how leadership styles correlate with academic performance metrics.

Findings: Findings suggest that transformational leadership is significantly associated with higher academic performance, characterized by its emphasis on vision, communication, and employee motivation. In contrast, transactional leadership styles, focusing on rewards and penalties, show a less pronounced impact. The study also highlights the importance of contextual factors, including cultural, economic, and political influences, in shaping effective leadership practices within Thai HEIs.

Unique contributor to theory, policy and practice: The primary innovation of this research lies in its contextual examination of leadership styles within the Thai higher education sector, providing insights into the nuanced ways in which leadership can influence academic performance in a specific cultural and institutional framework. This understanding is vital for formulating strategies aimed at enhancing leadership effectiveness and, consequently, improving student academic outcomes in Thai higher education settings.

Mediating Role of Collaboration on Transformational Leadership and Performance Contracts in Road Agencies in Kenya.

2024-02-13T19:34:31+03:00

Purpose: Type of leadership that can be considered effective, in the current set of environments would demand collaboration, listening skills, influence, and flexible adaptation to the existing environment in contrary to command and control systems in organizations. This study investigated the mediating role of collaboration to the relationship between transformational leadership and performance contracting in road agencies in Kenya. Operationalization of variables included transformational leadership as independent variable, performance contracting as the dependent variable and collaboration as the mediating variable. This study was guided by theories of transformational leadership and public value.

Methodology: The study adopted mixed methods approach where data was collected through questionnaires and structured interviews and target population for the research was all staff members in top management and officers in job group 5 (five) and above for three road agencies in Kenya. The road agencies included Kenya National Highway Authority (KeNHA), Kenya Urban Roads Authority (KURA) and Kenya Rural Roads Authority (KeRRA). The study utilized descriptive and inferential statistics used data analysis where regression was computed to determine correlations between independent, mediating and dependent variables.

Findings: From the study findings and results, the relationship between transformational leadership and performance contracting in road agencies in Kenya was noted to be partially mediated by collaboration as p value was (p< 0.05). Collaboration was therefore noted as a very important component in an organization as employees are able to achieve their performance targets with ease as different sections and individuals support each in the process of performance contracting in road agencies in Kenya. This study recommends to policy makers in road agencies in Kenya to create a conducive environment of collaboration and teamwork as the same would enhance both individual and collective performance which ultimately influence levels of achievement of set targets in performance contracts in these organization.

Unique contributor to theory, policy and practice: This study recommends further areas of research in general or overall performance of road agencies in Kenya and teamwork building processes, role of leadership in teamwork and in achieving individual and organizational performance.

Recruitment and Organizational Performance of Association of Sisterhoods of Kenya

2024-04-04T19:24:27+03:00

Purpose: This study investigated the influence of the recruitment process on the performance of the Association of Sisterhoods of Kenya. The study was aimed at examining the influence of recruitment methods, selection process, employment interview, placement, and induction. The study analyzed Contingency, Human Capital, Resource-based, and Person-Organization Theories. The study adopted a survey research design subjecting all A.O.S.K. employees.

Methodology: The study used descriptive methods for qualitative and quantitative. The data were collected using a structured questionnaire and an interview scheduled. The study carried out census sampling where 60 employees participated and purposive sampling for the advisory board where 3 members were interviewed. The data collected were analyzed using descriptive design for the qualitative data which included opinions, and experiences. The qualitative data collected were analyzed using SPSS software. The data were presented using frequency tables, percentages, and charts.

Findings: The findings showed that recruitment ensures that qualified professionals are harnessed to meet the rising needs. It was determined from the study analysis that there was a correlation coefficient of 0.906 and determination coefficients of 0.821, indicating a strong association between recruitment methods, selection process, employment interview, placement and induction and organizational performance. The study concluded that the recruitment method of employee referrals by the existing employee and word of mouth took precedence in recruitment in A.O.S.K. The study also concluded that application screening and background checks are positively and significantly related. The study also concluded that in the employment interview, the employees are examined on their past job experience working under pressure. The recruitment process enhanced A.O.S.K.’s efforts to get the right employees, skilled and knowledgeable in their work, improving performance. The study further concluded that employee placement and induction have been taken seriously by the office of HR where the new employees meet the Human Resource Officer on the first day for orientation and training.

Unique contributions to theory, practice and policy: The study recommended that the management of A.O.S.K. clear recruitment procedures to be followed by all the applicants. The study also recommended minimizing employee referrals in the employment process to avoid a scenario where all employees in the organization are related to each other. To enable organization continuity, knowledge management be promoted.

Management Style and Employee Turnover in the Insurance Industry in Kenya

2024-02-24T11:54:44+03:00

Purpose: To establish the influence of management style on employee turnover in the insurance industry in Kenya

Methodology: The study applied descriptive explanatory research design. The target population was 404 senior staff drawn from 48 insurance companies in Kenya. The sample size for this study was 197 respondents determined using Krejcie and Morgan sample size determination formula. Stratified random sampling technique was used to select 197 managers. The study collected both primary and secondary data where questionnaires were used to collect primary data. The study carried out both descriptive and inferential analyses. Results from analysed data were presented in tables.

Results: The results obtained from correlation analysis revealed a negative significant correlation between management style on employee turnover in the insurance industry in Kenya at p<0.05. The findings show that management style and employee turnover in the insurance industry in Kenya had a strong negative and significant relationship (r= -0.574, p<0.05). The relationship was considered significant since the p-value (0.000) was less than the selected level of significance (0.05). The model summary results show that the R-squared is 0.733 which suggests that 73.3% of all variation in employee turnover in the insurance industry in Kenya are explained by changes in management style.

Unique contribution to theory, practice and policy: Maslow's (1943), hierarchy of needs theory used in this study may be used to anchor future studies on describing how employees' needs are placed into five progressive categories, beginning with basic physical needs and progressing up to needs for personal growth. The study recommends that the management of insurance companies should always involve staff in making organizations decisions and programs and ensures getting their approval in important matters before going ahead. According to the study, policy makers should formulate policies that will ensure that insurance companies embrace appropriate management styles.