Under the concept of independent maintenance proposed by the Meteorology, Climatology, and Geophysics Agency (BMKG) for operational equipment, a thorough analysis of its management processes is necessary. Leadership involvement at various levels can affect maintenance outcomes, impacting sustainability. This research creates a thinking model that connects responsible leadership (RL) with sustainable performance (SP) through agile organization (AO) mediation and maintenance management implementation (MMI) in the management of leading operations equipment. The method used was a survey of 366 respondents who were BMKG employees, and explanatory analysis was analyzed based on descriptive statistical analysis using SmartPLS. The research results show that the third hypothesis proposed is acceptable, and the two mediator variables are partial mediation. The discussion of the study results shows some theoretical and practical implications for achieving the goals of SP, where organizations should encourage RL behavior that can implement current practices regarding AO and MMI. The test results show that AO and MMI have a significant role as mediators in encouraging the influence of RL on SP. This study is the first step in examining the relationship of RL to SP using AO and MMI mediation. Furthermore, this model can be developed and analyzed in other sectors or fields to increase knowledge.

This study delves into the nuanced impact of leadership styles on state-owned enterprises (SOEs) performance in Northeast China. It aims to discern how transformational, transactional, and authoritative leadership approaches influence organizational outcomes, framed within the context of sustainable leadership theory. Employing a quantitative methodology, the research analyzes survey data from employees across various SOEs to assess the relationship between leadership styles and company performance, including aspects such as job satisfaction, employee motivation, and operational efficiency. The findings reveal a clear dichotomy: transformational and transactional leadership styles positively correlate with improved performance metrics, fostering an environment of innovation, motivation, and job satisfaction. Conversely, authoritative leadership is shown to detrimentally affect these same metrics, potentially hindering organizational growth and employee morale. This research contributes to the broader discourse on leadership and organizational performance by highlighting the critical role of leadership style in enhancing the sustainable development of SOEs, particularly within China’s socio-political and economic fabric. Practical implications suggest a shift towards more adaptive, employee-centered leadership approaches to spur performance and sustainability in SOEs. The originality of this study lies in its specific focus on the Chinese context, offering insights into the leadership dynamics within SOEs and proposing actionable strategies for fostering leadership that align with sustainability and organizational excellence principles.

This study addresses the present limited understanding of the complex relationship between ethical leadership, job stress, and employee job performance in the hotel business. This study shows that job stress moderates the association between ethical leadership and employee job performance, underlining the necessity for more research in the industry. The present study fills a crucial research void in our understanding of the complex interaction between these factors. The study utilizes a sample of 292 employees in the accommodation and hotel industry. Prior to commencing data collection, the questionnaire underwent thorough validation and reliability testing to ensure that the instrument met all specified criteria and demonstrated robustness. Using hierarchical regression analysis, the study reveals substantial findings. It has been discovered that ethical leadership has a direct and positive effect on employee job performance. Notably, job stress emerges as a significant moderating variable that affects the relationship between ethical leadership and employee job performance. This highlights the crucial role that job stress plays in determining outcomes. The research indicates that reducing workplace stress and fostering ethical leadership can result in improved employee job performance. In addition, the study highlights the importance of social learning theory in enhancing employee job performance, with job stress and ethical leadership serving as significant moderating factors.

This journal article aims to analyze the relationship between school culture and effective headteacher educational leadership, and how this relationship affects school performance and student learning outcomes. We will explore this important issue in depth and provide institutions and principals with practical advice on how to understand and use school culture to enhance the educational leadership of principals.

This study presents a simple yet informative bibliometric analysis of servant leadership literature, aiming to provide a basic overview of its scholarly landscape and identify general trends. We conducted this analysis in September 2023. We focused solely on the Scopus database to understand the current state of servant leadership research. Despite extensive search efforts, we found no similar bibliometric analyses within the servant leadership domain during our study period. Therefore, our focus is to present a brief and straightforward analysis of current research in this field based on identification trends over time, connection between co-occurrence of author keywords, most and less discussed keyword, and areas of high and low concentration. Our findings show an increase in scholarly publications, reflecting a growing acknowledgment of servant leadership’s relevance in management practices. Interconnected keywords and themes such as leadership, transformational leadership, job satisfaction, work engagement, authentic leadership, ethical leadership, organizational citizenship behavior, trust, and leadership development emerge prominently. Additionally, less-discussed keywords such as accountability, core self-evaluations, educational leadership, stewardship, customer orientation, and psychological well-being provide alternative perspectives on these research results. While acknowledging limitations inherent in our bibliometric research, such as potential publication bias and language restrictions, our study offers valuable insights for scholars and practitioners interested in this area.

This study addresses the critical issue of employee turnover intention within Malaysia’s manufacturing sector, focusing on the semiconductor industry, a pivotal component of the inclusive economy growth. The research aims to unveil the determinants of employee turnover intentions through a comprehensive analysis encompassing compensation, career development, work-life balance, and leadership style. Utilizing Herzberg’s Two-Factor Theory as a theoretical framework, the study hypothesizes that motivators (e.g., career development, recognition) and hygiene factors (e.g., compensation, working conditions) significantly influence employees’ intentions to leave. The quantitative research methodology employs a descriptive correlation design to investigate the relationships between the specified variables and turnover intention. Data was collected from executives and managers in northern Malaysia’s semiconductor industry, revealing that compensation, rewards, and work-life balance are significant predictors of turnover intention. At the same time, career development and transformational leadership style show no substantial impact. The findings suggest that manufacturing firms must reevaluate their compensation strategies, foster a conducive work-life balance, and consider a diverse workforce’s evolving needs and expectations to mitigate turnover rates. This study contributes to academic discourse by filling gaps in current literature and offers practical implications for industry stakeholders aiming to enhance employee retention and organizational competitiveness.