Examining the Nature and Significance of Leadership in Government Organizations

Though the mainstream organizational literature has advanced in the last 20 years with the integration of transformational and distributed leadership theories, as well as genuine attempts at comprehensive models, the public sector literature has lagged, especially in utilizing large‐scale empirical studies. This study takes advantage of a very large government data set to test the utility of one of the best known theories, the “full range” leadership theory of Bernard Bass. It addresses three important research questions: How inclusive is Bass’s operational definition of leadership? How much of an impact do Bass’s leadership competencies have on follower satisfaction? Finally, how important is transformational leadership compared to transactional leadership in government settings? The results indicate that Bass’s broad definition of leadership comes quite close to capturing what federal employees perceive to be effective leadership. The relationship between good leadership in an organization and follower satisfaction is also presented as an important outcome in the federal government. Finally, both transactional and transformational leadership are perceived as important in the federal government, although transformational leadership is considered slightly more important even after shifting one important factor, individualized consideration, back to the transactional model.     

Investigating the leaders' state of readiness in the Department of Telecommunications and Postal Services in South Africa to develop policy for the fourth industrial revolution

The study investigated the state of leadership readiness in the Department of Telecommunications and Postal Services (DTPS) to develop policy for the fourth industrial revolution (4IR). The DTPS is the lead Department in terms of 4IR within the Public Service and there are specific skills that are required within the DTPS to effectively lead in this regard. This study investigated the perceived gap between current skills and required skills in DTPS. The study adopted a qualitative method to obtain leaders' views and opinions by conducting structured and semi-structured interviews. The nature of the study is exploratory. A total of 10 DTPS employees, both female and male on a 50/50 basis were interviewed on the skills of the leaders' state of readiness in developing policy for 4IR. The study findings identified an absence of problem-solving, analytical, creative, technical, conflict management, collaboration and artificial intelligence, innovation and change management skills. It recommends that these competencies be included in the current Public Service Competency Assessment Framework that ensures that leaders are ready for policy development for 4IR.     

Is Leadership in the Eye of the Beholder? A Study of Intended and Perceived Leadership Practices and Organizational Performance

Leadership is a matter of both intentions and perceptions, which do not necessarily always match. Because employees’ motivation and commitment are only affected by leadership if they notice it, employee‐perceived leadership is expected to have a stronger correlation with organizational performance than leader‐intended leadership. This expectation is tested for transformational and transactional leadership, as both types of practices are expected to increase performance. Using a sample of 1,621 teachers and 79 Danish high school principals, the authors find that leader‐intended and employee‐perceived transformational and transactional leadership are only weakly correlated and that only employee‐perceived leadership practices (both transformational and transactional) are significantly related to objectively measured school performance. The results show that it is important to distinguish between intended and perceived leadership and that leaders should be aware of how their practices are perceived.     

Information Handling Challenges in Complex Systems

ABSTRACT:

Even when leaders exhibit desirable leadership styles, the effectiveness of their behaviors on organizational outcomes may be influenced by the structural distance between them and their followers. Nonetheless, previous empirical research on the relationships between leadership styles and outcomes has largely ignored the role of leader distance in public administration. Using panel data drawn from the US federal government, this study explores how transformational and transactional leadership styles affect employee turnover behavior and how span of control as a proxy for leader distance moderates those relationships. The statistical results indicate that transformational leadership is negatively related to turnover behavior, whereas transactional leadership is positively related to turnover behavior. Further analysis shows that span of control significantly moderates the relationships between the two leadership styles and employee turnover behavior such that organizations benefit more from transformational leaders with a broad span of control than from those with a narrow span of control. Conversely, transactional leaders with a narrow span of control are better at reducing turnover than those with a broad span of control. The implications and contributions of these results for public administration are discussed.     

Linking transformational leadership and value congruence among Chinese police force: The mediating role of goal clarity and the moderating role of public service motivation

Although claimed as an important value assimilating factor within public administration, transformational leadership's effect over value congruence receives limited empirical investigation. Furthermore, the underlying mechanism and boundary condition of this effect are underspecified. Drawing from an interactionist perspective whereby value congruence is the joint product of situational influence and individual characteristic, this study investigates the relationship between transformational leadership and value congruence focusing on the mediating role of goal clarity and the moderating role of public service motivation (PSM). The analysis of data collected from a sample of 420 Chinese police officers indicates that goal clarity partially mediates the relationship between transformational leadership and value congruence. In addition, PSM moderates the relationship between goal clarity and value congruence such that the relationship is stronger when PSM is high. Finally, theoretical and practical implications are discussed.     

Full Range Leadership Styles and Government IT Team Performance: The Critical Roles of Follower and Team Competence

Abstract

In this study, we explore how leadership affects team performance from a team and follower competence perspective. We base our study on the Full Range Leadership (FRL) model, which proposes three different leadership styles: passive/avoidant, transactional, and transformational. The FRL has been well-studied outside the public administration environment, but rarely considering the three leadership styles simultaneously, or with team level outcomes. We propose a sequential mediation model in which leadership styles relate to follower competencies, which in turn relate to team competence, and then team performance. Our research design is distinctive in that we study all three FRL styles simultaneously, examine team performance as opposed to individual performance, and utilize data from three levels of a municipal government IT department. We found that transformational leadership was directly and indirectly related to team performance in the expected positive directions. Transactional leadership was mostly ineffective, while passive/avoidant leadership had complicated relationships with team performance that were both positive (direct) and negative (indirect through competence). We conclude that the three FRL styles have varying degrees of effectiveness as direct and indirect predictors of team performance. We discuss the implications of our results for leadership of public administration organizations.     

Employee Perceived Effect of Leadership Training: Comparing Public and Private Organizations

This study reports on the effectiveness of a year-long field experiment involving training in transformational and transactional leadership in the public and private sectors. Using before and after training assessments by employees of several hundred Danish leaders, the analysis shows that transformational leadership training is associated with increases in behaviors linked to both transformational leadership and the use of verbal rewards, but only for public sector organizations. There is no impact in private sector organizations. Transactional leadership training appears to be equally effective in stimulating the use of pecuniary rewards in both public and private organizations.     

Communicating the Vision: How Face‐to‐Face Dialogue Facilitates Transformational Leadership

For public managers facing political and structural constraints, transformational leadership promises to meaningfully improve outcomes by communicating an inspiring vision of the organization. But this promise rests to a great degree on the communication skills and behaviors of the leader. A better understanding of how transformational leadership functions in organizations therefore requires a deeper application of theory from the field of communications. This article explores the question of what communication behaviors facilitate transformational leadership. A media richness framework is applied to propose that transformational leaders will be most effective when employing a face‐to‐face dialogue approach to communication. Using a multisource longitudinal research design, the authors find support for this proposition in an empirical test of 256 Danish tax units, lower and upper secondary schools, child care centers, and bank branches. The findings also show that size matters, with diminishing effectiveness of face‐to‐face dialogue in larger organizations.     

Transformational Leadership and Organizational Processes: Influencing Public Performance

Leaders are essential actors in public performance improvement and organizational change. However, a key question has not been adequately addressed in prior literature on the topic: how do leadership processes make a difference? Using data on New York City public schools, this article explores the organizational mechanisms by which a specific form of principal's leadership—transformational leadership—influences objective organizational outcomes as measured by standardized test scores. The empirical results indicate that a principal's transformational leadership style affects student test scores through the mediating effects of purposeful performance information use and stakeholder engagement.     

Does Perceived Societal Impact Moderate the Effect of Transformational Leadership on Value Congruence? Evidence from a Field Experiment

Transformational leadership, it is argued, aligns employees' values with those of their organization. Empirical research has found a positive relationship between transformational leadership and value congruence. Yet studies rely predominantly on cross‐sectional research designs that limit causal conclusions and have not uncovered the potential contextual conditions of this argument. This article argues that transformational leadership positively affects value congruence in public service organizations, but only when employees see that their jobs impact the well‐being of other people and society. To test the relationship between transformational leadership and value congruence and the moderating effect of perceived societal impact, the article combines a field experiment on 79 managers of public service organizations and a balanced survey panel of their 583 employees. Consistent with the expectation, results indicate heterogeneous treatment effects, implying that employees' perceived societal impact is important to consider when transformational leaders strive to align the values of individual employees and the organization.     

Only When We Agree! How Value Congruence Moderates the Impact of Goal‐Oriented Leadership on Public Service Motivation

Questions of how and when managers can motivate the workforce of public organizations are fundamental for scholars and practitioners alike. A dominant assertion is that goal‐oriented leadership strategies, such as transformational leadership, foster public service motivation (PSM). However, existing studies rely on designs that are vulnerable to endogeneity and rarely investigate the scope conditions of the leadership‐PSM relationship. Combining a field experiment with 364 managers and surveys of their 3,470 employees, the authors show that transformational leadership and transactional leadership, when induced experimentally, do not have the claimed positive effect on PSM. In fact, the results indicate that goal‐oriented leadership can have demotivating effects when employee and organizational values are incongruent. Public managers should therefore carefully assess existing levels of value (in)congruence before implementing goal‐oriented leadership strategies, and—in case of value conflicts—seek to align perceptions of the desirable among members of the organization.     

Efficiency,Incentives, and Transformational Leadership: Understanding Collaboration Preferences in the Public Sector

In the public sector, participant attitudes are an important determinant of the success of inter-organizational collaboration initiatives. In this study, a model of employee willingness to collaborate is proposed in which the influence of transformational leadership is determined in part by the performance orientation of the organizational context in which it is enacted. The theoretical model is tested empirically using survey data collected from public employees in South Korea and regression-based Monte Carlo simulation. The analysis suggests that the effect of transformational leadership is amplified by an organization’s emphasis on internal efficiency and its use of performance-based incentives, factors that themselves have independent positive and negative effects, respectively, on attitudes about collaboration. This study links transformational leadership to an increasingly necessary process in the public sector and highlights its context-dependent influence. Implications of the findings are discussed, including the notion that the efficacy of tactics adopted to support inter-organizational collaboration may be a function of their consistency with the realities of established organizational policies and processes.     

The politics of bank bailout in Japan: a cognitive capture and leadership view

Abstract

This article explores why the Japanese government did not decisively intervene on behalf of bank bailouts at the early stage of the banking crisis of 1997–98 and investigates the institutional and political context behind the use of fiscal money for bank bailouts in 1997–98, 1998–99, and 2001–05. In contrast with prevailing views, which emphasize the conflicts of interest or differences in policy preferences between politicians and bureaucrats and their captured nature either by bankers’ special interests or political/bureaucratic interests, this article argues that Japanese policymakers shared a congruent policy preference — that is, minimizing the disruptions in the existing institutional arrangement in government-bank-firm relations and this congruence in policy preference (or ‘cognitive capture’) compelled the government to take a creditor-centered approach to the banking problem — i.e., letting banks resolve their own problems. It also argues that a strong political leadership that can break with the ‘cognitive capture’ and sustain government's resolute commitment to solving the nonperforming loan problem is an essential factor for successful bank restructuring.     

Liberal Democrat Leadership: The Cases of Ashdown and Kennedy

Effective leadership of the Liberal Democrats requires a combination of strengths: communications skills, a clear agenda, the ability to manage the party and personal abilities, including stamina, self-confidence and a love for the party itself. This article assesses Paddy Ashdown's and Charles Kennedy's periods as leader. It concludes that the first two phases of Ashdown's leadership were successful: he first ensured the party's survival and then positioned it so that it was able to benefit from the rise in support for the centre-left without being squeezed out by Labour. In the third phase, however, the attempt to deliver a common agenda with Labour was a failure, and Ashdown increasingly lost touch with his own party. Kennedy's first two years as leader were also relatively successful, but after that his leadership fell apart, suffering from a lack of an agenda, a failure of party management, a weakness in communication skills and a lack of self-confidence. His underlying problem was not alcoholism; it was that he was not capable of being an effective leader.     

Kantei diplomacy? Japan's hybrid leadership in foreign and security policy

This article operationalizes Japanese leadership in foreign and security policy, specifically the Abe administrations’ consistent China balancing. It will do so to dispel instances of Premier-centered diplomacy and posit that Abe's diplomatic agenda has rested on a ‘hybrid’ policy-making authority, where the leverage enjoyed by the Prime Minister's office (the Kantei) rested on little-appreciated politicized personnel appointments and demotions within the bureaucratic apparatus, specifically the Ministry of Foreign Affairs. Moreover, successful Japanese leadership has functioned especially when operating within the scope of the US strategic framework towards East Asia. While structural constraints, such as the ever-present influence of the USA and bureaucratic coordination, may constrain options, effective leadership in foreign policy-making can indeed make a difference within those boundaries.     

From the Wembley Conference to the ‘McDonnell Amendment’: Labour's Leadership Nomination Rules

A recent change to the Labour party's nomination rules for leadership elections was the eighth such major modification of this brief clause in the party's rule book since 1981. These changes have provided a barometer of factional conflict over this period and indicate the importance of gate‐keeping powers in leadership selection. This article recounts the history of these eight rule changes. It shows how the proportion of Labour MPs (and later MEPs) required to nominate candidates in leadership elections has oscillated markedly, as the left has tried to reduce it while centrists have sought to increase it. The most recent change in 2017, when the threshold was decreased to 10 per cent of Labour MPs and MEPs, was a victory for the left. The article argues that the changes to Labour's nomination rules, while lower‐key than the extension of voting rights from MPs to ordinary members, have been just as significant.     

Weak and Ineffective? Reassessing the Party Political Leadership of John Major

Interpretations on the party political leadership of John Major are dominated by perceptions of weakness and ineffectiveness. This article examines his party political leadership by considering the relationship between, first, his political ambitions, and, second, his style of political leadership. When evaluating the political ambitions of Major, the article will demonstrate that he was ideologically agnostic and a political pragmatist. When examining his party political leadership style, the article will demonstrate, via an examination of his management of the European policy divide and his Cabinet management, that he was politically indecisive and an avoider of political confrontation. The article concludes, however, that perceptions of his weakness and ineffectiveness should be contextualised due to the following two factors: first, the constraints of inheriting an ideologically divided parliamentary Conservative party; and, second, the contrasting circumstances that ensured that his predecessor and successor appeared strong and effective, which have magnified perceptions of his weakness and ineffectiveness.     

Pulling the Levers: Transformational Leadership,Public Service Motivation,and Mission Valence

This article contributes to our understanding of public service motivation and leadership by investigating ways in which organizational leaders can reinforce and even augment the potential effects of public service motivation on employees’ attraction to the organization’s mission (mission valence). The results contribute to two research questions. First, the findings provide new evidence on the sources of public service motivation. The authors find that transformational leadership is an organizational factor associated with higher public service motivation. Second, the article examines the relationship between transformational leadership and mission valence. The authors find that transformational leadership has an important indirect effect on mission valence through its influence on clarifying organizational goals and fostering public service motivation.     

Transformational Leadership and Public Service Motivation: Driving Individual and Organizational Performance

Despite growing evidence about prosocial motivations and their effects on employee behavior, how can new public service motivation research translate into more effective management practices—which, so far, regrettably remain underdeveloped? Increasingly, public service motivation studies have moved from understanding what motivates public servants to exploring how public service motives influence performance. Similarly, greater attention is now paid to the practices of transformational leadership. Drawing on concepts from transformational leadership, this essay explores how managers can harness the positive aspects of public service motivation to enhance employee and organizational performance and outlines strategies that can help managers incorporate public service motivation values across management systems.     

Do voters reward rebellion? The electoral accountability of MPs in Britain

To hold their Members of Parliament individually accountable for their legislative behaviour, British voters would need to base their decision to vote for an MP at least partially on the extent to which the MP's legislative voting behaviour deviated from that of the MP's party leadership. Voters should evaluate this deviation contingent on their views of the party leadership. MP rebellion can signal that voter–MP congruence is greater than that of the voter and the MP's party leadership. In this article it is found that only constituents with negative attitudes toward the Labour government reward rebellious Labour MPs, albeit to a limited extent. A similar conditional association is not observed on a single issue: Iraq. The policy accountability of MPs is relatively weak and general rather than issue‐specific.