leadership behavior

School accreditation in Indonesia is often reduced to completing documents before the assessment visit, so the quality it produces tends to be administrative and short-lived. SDIT Ar Refah Tanjungpinang faced the same problem before it raised its accreditation rating from C to A. This study aims to analyse the principal's strategies for building a quality culture from a Total Quality Management perspective, to explain how the values of amanah (trustworthiness) and ihsan (excellence) are internalised into that culture, and to reveal the impact of this culture on the accreditation transformation. The study employed a qualitative approach with a single case study design. Data were collected through in-depth interviews, participant observation, and document analysis involving the principal, teachers, administrative staff, foundation board members, the school committee, and the accreditation team. The data were analysed using the interactive model of data condensation, data display, and conclusion drawing, and their trustworthiness was tested through source and technique triangulation. The findings show that the principal built a quality culture through shared quality awareness, documented work cycles, improvement-oriented evaluation, team collaboration, and role modelling. Amanah and ihsan served as intrinsic motivation that shifted work orientation from compliance to worship. The study concludes that integrating TQM principles with amanah and ihsan produces a substantive accreditation transformation, because quality is embraced as a moral and spiritual responsibility of the entire school community.

Purpose: Although leadership behaviors have been widely examined in relation to teacher outcomes, limited empirical research has explored how different leadership dimensions influence teachers’ morale within highly centralized educational systems such as Thailand’s primary education sector. Existing studies have often emphasized administrative control and procedural compliance, while comparatively less attention has been given to the role of relationship-oriented leadership behaviors in sustaining teachers’ morale within centralized administrative contexts. This study therefore examines the relationship between leadership behaviors within educational administration and teachers’ morale in Thai primary schools in central Thailand. Research design, data and methodology: This study employed a quantitative research design using a survey approach. Data were collected from 417 teachers and educational personnel working in primary schools across central Thailand through anonymous self-administered questionnaires. Leadership behaviors were categorized into task-oriented and relationship-oriented dimensions, while teachers’ morale was examined through Herzberg’s Motivation-Hygiene Theory. Descriptive statistics, Pearson correlation analysis, and multiple regression analysis were employed to examine the relationships between leadership behaviors and teachers’ morale. Results: The findings revealed that both task-oriented and relationship-oriented leadership behaviors were positively associated with teachers’ morale. Relationship-oriented leadership behaviors, particularly motivation and participation, demonstrated stronger predictive influence on teachers’ morale than task-oriented dimensions such as planning and supervision. The regression model explained a substantial proportion of variance in teachers’ morale, indicating that interpersonal and participatory leadership practices play an important role within centralized educational environments. Conclusions: The study contributes empirical evidence to educational administration research by demonstrating that leadership effectiveness within centralized educational systems may involve not only administrative coordination and policy implementation but also relationship-oriented leadership practices that support teachers’ professional well-being. The findings further suggest that balancing organizational structure with human-centered leadership may help sustain teachers’ morale within Thai primary schools.

This article argues that the persistent burden of burnout reflects a fundamental conceptual problem—burnout continues to be framed primarily as an individual condition rather than as an occupational phenomenon shaped by interacting structural, organizational, and leadership conditions. Burnout has emerged as a major occupational health challenge. In a 2024 survey across eight predominantly high and upper-middle-income countries, 48% of respondents reported currently grappling with burnout. Separately, depression and anxiety cost the global economy approximately one trillion dollars annually in lost productivity. Drawing on evidence from neuroimaging, stress biology, cognitive neuroscience, and organizational research, this article examines plausible pathways through which leadership behavior may influence conditions that contribute to or protect against burnout, including social threat–reward processing, cognitive flexibility, emotional intelligence, psychological safety, emotional contagion, and stress-related neurobiological responses. Among physicians, burnout has been associated with depression and anxiety, while evidence regarding substance abuse is less consistent. These proposed mechanisms are proximal and potentially modifiable, but operate within broader structural conditions that constrain or enable their effects. Human-centered work design and neuroleadership-informed leadership practices are proposed as complements to broader structural interventions, with implications for health systems, workforce sustainability, and policy design.

این مقاله استدلال می‌کند که تداوم بار فرسودگی شغلی نشان‌دهنده یک مشکل مفهومی اساسی است—فرسودگی شغلی همچنان عمدتاً به عنوان یک وضعیت فردی در نظر گرفته می‌شود، نه به عنوان یک پدیده شغلی که توسط شرایط ساختاری، سازمانی و رهبری متقابل شکل می‌گیرد. فرسودگی شغلی به عنوان یک چالش عمده سلامت شغلی مطرح شده است. در یک پیمایش در سال ۲۰۲۴ در هشت کشور عمدتاً با درآمد بالا و متوسط رو به بالا، ۴۸٪ از پاسخ‌دهندگان گزارش کردند که در حال حاضر با فرسودگی شغلی دست و پنجه نرم می‌کنند. به طور جداگانه، افسردگی و اضطراب سالانه حدود یک تریلیون دلار هزینه به اقتصاد جهانی از طریق کاهش بهره‌وری وارد می‌کنند. با استناد به شواهدی از تصویربرداری عصبی، زیست‌شناسی استرس، علوم اعصاب شناختی و پژوهش‌های سازمانی، این مقاله مسیرهای محتملی را بررسی می‌کند که از طریق آن‌ها رفتار رهبری می‌تواند شرایطی را که به فرسودگی شغلی منجر می‌شود یا از آن محافظت می‌کند، تحت تأثیر قرار دهد؛ از جمله پردازش تهدید–پاداش اجتماعی، انعطاف‌پذیری شناختی، هوش هیجانی، ایمنی روان‌شناختی، سرایت هیجانی و پاسخ‌های نوروبیولوژیک مرتبط با استرس. در میان پزشکان، فرسودگی شغلی با افسردگی و اضطراب مرتبط بوده است، در حالی که شواهد مربوط به سوءمصرف مواد کمتر منسجم است. این سازوکارهای پیشنهادی، نزدیک و بالقوه قابل تغییر هستند، اما در چارچوب شرایط ساختاری گسترده‌تری عمل می‌کنند که اثرات آن‌ها را محدود یا تسهیل می‌کند. طراحی کار انسان‌محور و شیوه‌های رهبری مبتنی بر نورورهبری به عنوان مکمل‌هایی برای مداخلات ساختاری گسترده‌تر پیشنهاد می‌شوند که پیامدهایی برای نظام‌های سلامت، پایداری نیروی کار و طراحی سیاست دارند.

Our study examines the role of leaders in employee recovery. We hypothesize that supervisor support for recovery (between-person) will buffer the impact of daily workload (within-person) on evening psychological detachment (within-person). We tested this hypothesis with a 7-day experience sampling methodology study using data from 545 employees, 1970 valid end-of-work observations (51% response rate), and 2040 valid end-of-day observations (53% response rate), with 1321 days containing both an end-of-work and end-of-day observation (34% completion rate) during the study period. Using multilevel regression analysis, we found that higher supervisor support for recovery did buffer the negative effect of workload, such that even on days with high workload, employees with high supervisor support for recovery were better able to psychologically detach from work in the evenings than their counterparts. Our results indicate that positive leadership behavior supporting employee recovery can be beneficial for helping employees manage the variations in workload demands through more effective recovery. This study is one of the first to incorporate leader behavior on the effect of the daily relationship between workload and evening psychological detachment. Finally, supervisor support for recovery can be a key target for organizational intervention to support employee recovery and well-being.

پژوهش حاضر نقش رهبران در بازیابی کارکنان را مورد بررسی قرار می‌دهد. ما فرض کردیم که حمایت سرپرست از بازیابی (بین‌فردی) تأثیر بار کاری روزانه (درون‌فردی) بر جداشدگی ذهنی عصرگاهی (درون‌فردی) را تعدیل خواهد کرد. این فرضیه با استفاده از روش‌شناسی نمونه‌برداری تجربی ۷ روزه و داده‌های ۵۴۵ کارمند، ۱۹۷۰ مشاهده معتبر پایان کار (نرخ پاسخ‌دهی ۵۱٪) و ۲۰۴۰ مشاهده معتبر پایان روز (نرخ پاسخ‌دهی ۵۳٪) و ۱۳۲۱ روز که هر دو مشاهده پایان کار و پایان روز را داشتند (نرخ تکمیل ۳۴٪) در طول دوره مطالعه آزمون شد. با استفاده از تحلیل رگرسیون چندسطحی، دریافتیم که حمایت بالاتر سرپرست از بازیابی، اثر منفی بار کاری را تعدیل می‌کند؛ به‌گونه‌ای که حتی در روزهایی با بار کاری بالا، کارکنانی که حمایت بالایی از سوی سرپرست برای بازیابی دریافت می‌کنند، بهتر می‌توانند در عصرها از کار جدا شوند نسبت به همتایان خود. نتایج ما نشان می‌دهد که رفتار رهبری مثبت در حمایت از بازیابی کارکنان می‌تواند برای کمک به کارکنان در مدیریت تغییرات تقاضاهای بار کاری از طریق بازیابی مؤثرتر سودمند باشد. این مطالعه از نخستین پژوهش‌هایی است که رفتار رهبر را در تأثیر رابطه روزانه بین بار کاری و جداشدگی ذهنی عصرگاهی وارد می‌کند. در نهایت، حمایت سرپرست از بازیابی می‌تواند هدف کلیدی برای مداخله سازمانی به منظور حمایت از بازیابی و بهزیستی کارکنان باشد.