Leadership style of the head of the organization has a great influence on the success or failure of an organization, today in modern management there are many different leadership styles such as democratic leadership., authoritarian leadership style, liberal leadership style, transaction leadership style, transformation, destination leadership style, ethical leadership style
Topic : Impact of leadership style in organizational innovation Research at universities in Vietnam Chapter 1: Introduction (1-2 pages) 1.Reason for choosing topic Leadership style of the head of the organization has a great influence on the success or failure of an organization, today in modern management there are many different leadership styles such as democratic leadership., authoritarian leadership style, liberal leadership style, transaction leadership style, transformation, destination leadership style, ethical leadership style, According to the author Karin & e (2010) said that the rapidly changing practice requires more and more new models of leadership styles, which are more flexible and suitable, bringing high efficiency to the organization's operations Therefore, when applying any model of leadership style, the organization also needs to carefully consider specific factors such as geography, culture, religion, customs to adjust for fit and achieve the organization's goals In fact, the above leadership style models have been applied very effectively in businesses around the world Mary (2004) said that these leadership style models show diversity, many orientations, multiple subjects, multiple objects and even other competitive connotations In that same spirit, inheriting the study of Downton (1973) et al., 1985 Bass, North use (2007) extended free, transitional and transactional models by acknowledging them as an interdependent process is customary and has given birth to a continuous leadership style model In this style, Bass points out that leaders inspire their employees to better through: Increasing employee awareness of the organization's goals; improve the interests of each individual on the basis of the common interests of the organization; address needs at a higher level This leadership style model demonstrates the connection between transformational leadership styles, transactional leadership styles and freelance leadership styles that have a direct impact on the performance of the organization To further confirm the above conclusion, according to the most recent research by Maria L Perkins (2014), once again, the influence of leadership style on the organization's performance is applied, when applying the style model leadership continuity, one model converges many advantages over others In addition, empirical studies on the influence of leadership style on the performance of Glynis M Breakwell et al (2010), or on the satisfaction and working motivation of lecturers Anam Siddique & colleagues (2010) in university Therefore, it is theoretically necessary to have empirical research on an organization's leadership style in universities to clarify the impact of an organization's leadership style on innovation in that organization In fact, up to now, in Vietnam, there are no empirical studies on the influence of leadership style on the performance in universities For the reasons mentioned above, the "The influence of leadership style on innovation results in organization - research at Vietnamese universities" Research Methodology To achieve the above objectives, the author uses a combination of research methods qualitative and quantitative research Qualitative method Qualitative research process is as follows: Based on the theory of leadership style and the results of related research review, the author proposes research model and hypotheses On the basis of the questionnaire that the authors previously researched, the graduate student inherited to build the questionnaire to suit the context of Vietnamese education The research student conducted in-depth interviews to collect ideas, supplement and complete the official survey (Subject and list of universities conducting in-depth interviews are shown in appendix and appendix 4) After interview: - Data will be translated and recorded to word file; - Identify the main topics covered by keywords; - Filter separation of new ideas; - Encrypt data for grouping; - Identify groups of similar and distinct data; Find relationships between information to build hypothetical models Complete official survey Quantitative methods - The collected information will be quantified, show common points and differences, synthesize into control variables, independent variables, dependent variables, and encode necessary information in the questionnaire asked multi-factor leaders (Avolio & Bass, 2004) to input data and analyze data using SPSS software Using model description method, correlation regression to evaluate the impact and relationship between the variables - Carry out the statistics to describe the collected data, then proceed with the following steps: Verifying the value of the variable by EFA factor analysis method; Evaluate the reliability of the scale with Cronbach alpha reliability coefficient; Multivariate regression analysis The specific contents are explained as follows: Sample descriptive statistics: Describe the characteristics of the research sample according to predefined distinguishing signs Scale test: Because the research variables are built from many different observed variables To check the reliability of variables, use Cronbach's Alpha coefficients, with a minimum test standard of 0.7 To check the suitability of a question, it is necessary to consider the total variable correlation coefficient with the test standard of at least 0.3 Explore factor analysis (EFA): This step will reduce the data from many observed variables into fewer factors while still reflecting the significance of the research data Some standards when the EFA is the minimum KMO coefficient of 0.5, the Bartlett test has p-value less than 0.05, the minimum explanation variance is 50% Factor analysis (CFA): is an analytical method based on the perceived understanding of latent factors in the model through theory or experiment (through EFA) The estimation method used is the estimate by the maximum rational function The model is considered to be suitable with the research data when the indexes: Chi - square adjusted for degrees of freedom are less than 2, in some new cases it may be less than (Camines & Mever, 1981 cited by Nguyen Khanh Duy, 2009), RMSEA is good at 0.05, in Vietnam authors Nguyen Dinh Tho and Nguyen Thi Mai Trang (2008) suggest RMSEA is below 0.08 Contribution of the topic As stated, research on leadership styles in practical application is always lacking and needs to be supplemented The relationship and influence level of the components in the leadership model are carefully researched, helping the organization administrator to have more references to improve leadership skills Contribution The most important part of this study is the construction of a scale that tests the leadership style components in the continuum of leadership model, which can help the next researches to use this scale your research In theory: by the results of survey data from 127 universities in Vietnam, the thesis has made new contributions to the theory of leadership style in Vietnamese universities, specifically: (a) affirms factors such as transformative leadership style and trading leadership style, liberal leadership style that has a positive relationship with university performance and the degree of influence of each factor; (b) affirming the relationship between the characteristics of universities such as: type, size and culture influencing leadership styles and performance in universities; (c) the thesis has confirmed the positive relationship between professional results and financial results in universities in Vietnam + In practice: from the main results of the thesis, the author has (a) assessed the current state of leadership in Vietnamese universities and thereby (b) made recommendations to The Ministry of Education and Training and the universities refer to improve the efficiency of school change in the context of university autonomy under the influence of leadership style The layout of the thesis The layout of the thesis is divided into the main sections as follows: -Heading - Chapter 1: Research overview of leadership style, performance results movement in university - Chapter 2: Literature Review (9-10 pages) - Chapter 3: Research results (Impact of leadership style in organizational innovation Research at universities in Vietnam) - Chapter 4: Conclusions and recommendations - References - Appendixes Chapter 2: Literature Review (9-10 pages) 2.1 Leadership style in university 2.1.1 Leadership style in the organization Leadership styles are the methods or ways a leader often uses to influence the subjects being led (Bryman, A (2007) Personally, leadership style is the way The leadership style of an individual is the form of the person's behavior that demonstrates attempts to influence the performance of others.As a whole, leadership style is the system characteristic signs of management activities of leaders, are determined by their personality traits Currently in the world, there are many authors studying leadership styles in different organizations Specifically: Approach according to the essential characteristics and qualities of leaders: In the overall perspective, DSL is a system of characteristic signs that govern management activities of leaders, defined by their personality characteristics Currently, there are many authors researching on DSL in organizations and approaching many different directions, specifically: According to the author House and Podsakoff (1994), "Research on leadership styles in society", the author argues that the personality model of typical leaders should have: / Vision; / Passion and sacrifice; / Trust, determination and persistence; / Build good image; / Exemplary; / Social communication; / Able to actuate when needed; / The ability to arrange well; / Ability to inspire According to the author, Vision is the ability to foresee future problems so that leaders can plan These are the most important characteristics of a good leader because it clearly distinguishes it from other mediocre leaders, those characteristics are: Passion and self-sacrifice for work and for others in the team function This characteristic represents the love and sacrifice of the leader; Trust, determination and persistence are factors that bring success to a leader The perseverance to pursue the ultimate goal, the employee's absolute confidence in the realization of work and life; Build a good image for employees to show exemplary status, build trust and reputation with their employees; A capable leader needs to be exemplary in order for his subordinates to respect; Social communication is a characteristic a talented leader should have; Ability to mobilize and gather people when needed; Good sorting ability; Inspirational ability, These are important skills that bring success to a leader In this study, the author has pointed out the necessary characteristics of a leadership style on the basis of theory, the study has not considered the specific impact of each factor on the activities in the organization This is one of the empirical studies, research has shown the essential characteristics of leadership in organizations On that basis, it is necessary to focus on more prominent characteristics to help leaders have good leadership styles and achieve high efficiency in higher education Author McShane and Von Glinow (2013), the authors point out that, to become a leader, it is necessary to converge the following factors: Sensitivity; Integrity; Energy; Confident; Motivated to be a leader; Intelligence; Expertise According to the author, these factors are defined specifically as follows: "sensitive" - the leader always feels quickly about the employee's attitude, emotions and desires; "Integrity" - is one of the factors that are expected by employees This integrity makes employees feel confident; an important factor is the basis for employees to decide whether to trust in leadership or not; "Will" - help leaders overcome internal and external difficulties, dare to face challenges Demonstrating the difference between leadership and ordinary employees and this is the factor that helps employees admire the leadership; "Confidence" is a very necessary factor in the working process in general and used in special cases in particular such as explaining the problem in public; “Leadership Motivation” - Leaders can show whether they are ambitious or not, but in reality they always need leadership motivation to be a true leader; "Intelligence" - Just average or above Good leaders not require too much of this factor However, it is essential for leaders to be able to analyze problems and opportunities; "Expert knowledge" - this is only a decent factor, mainly to assist the decision-making process The capacity of each person is limited, if the leaders are too professional, they hardly have enough time to be leaders All the above authors mainly research according to qualitative methods and stop at only the basic characteristics required of a leader and leadership style to achieve the goals set out of the organization 2.1.2 Leadership style in university The role of leadership style is confirmed by many authors to be very necessary, especially creating a competitive advantage for the development of the organization (Brandy Smith, 2016) In the university, the role of leadership becomes even more important because for universities with a mission to create, transfer knowledge and develop human resources for the society, not just limited to development knowledge to develop your own organization The world higher education environment is changing in a more competitive direction, prompting universities to soon develop into active learning organizations to improve their teaching and research results (Dill, 1999) The organization's leadership style has a direct influence on the behavior and attitude of university staff and faculty and is one of the key factors in the school's outstanding performance ( Nafei et al., 2012) In the study of Bass & Avolio (1994), the author also points out the specific influence of transition, transactional and liberal leadership styles in universities Research shows that leaders of this style are willing to take risks to make a fundamental change in the organization This approach emphasizes a principled understanding: change is an important part of an organization and therefore plays an integral role in leadership success The author conducts research at university With a sample of 143 staff, lecturers and accepted research hypothesis confirming the positive effect of transition leadership styles compared to other styles on work commitment of workers at school (0.678 and is significant with p