Leadership Styles and SME Performance Research

A management style that assumes employees are lazy, avoid responsibility, and need constant control and threat of punishment.

A management style that assumes employees are motivated, willing to take responsibility, and capable of self-control.

The belief that employees are inherently motivated by internal factors like achievement and recognition.

The belief that employees are inherently lazy and need to be controlled to be productive.

A management style that focuses on fostering innovation, encouraging proactivity, and taking calculated risks.

The ability of a company to adapt to change, embrace new ideas, and take calculated risks for growth.

The belief that employees are intrinsically motivated by factors like self-actualization and personal growth.

A management style that focuses on motivating employees by addressing their higher-level needs, such as self-esteem and achievement.

The idea that successful organizations adapt to their surroundings, just like creatures in nature. This means that they need to be flexible and responsive to changes in the market, competitors, and the overall environment.

The process of making strategic decisions and managing the resources of a company to achieve its goals. This involves considering the competitive landscape, identifying opportunities and threats, and developing plans to achieve success.

Refers to the style and approach a leader uses to motivate, direct, and guide their team. Different leadership styles have varying degrees of influence, participation, and focus on tasks or people.

A theory by Douglas McGregor that proposes two fundamental views of human nature in the workplace: Theory X, which assumes people are inherently lazy and need strict control, and Theory Y, which believes people are motivated and responsible.

Companies that are typically smaller in size and have a limited number of employees. These companies often have a more nimble and entrepreneurial structure and play a vital role in local economies.

A person who takes the risk of starting and growing a business, often characterized by innovation, creativity, and a strong drive to succeed.

The process of pursuing new opportunities to create value. This involves identifying a need, developing a business concept, and then launching and growing a new venture.

A leadership style focused on control, direction, and task completion. Think of it as a manager who sets clear rules and expectations.

A leadership style focused on empowerment, trust, and collaboration. This leader believes in empowering employees and fostering a positive work environment.

A leadership style characterized by indecisiveness and a lack of clear direction. This style can lead to confusion and frustration within the team.

The measure of employee turnover within an organization. This is often directly related to how satisfied employees are with their work environment.

The process of creating new ideas, products, or processes. This is a critical part of any organization's growth and innovation.

The ability of an organization to reduce its costs and improve its efficiency. This can involve streamlining processes, minimizing waste, or negotiating better prices.

A statistical measure used to determine the significance of an independent variable (like leadership style) in relation to an outcome variable (like turnover).

A research model that investigates the relationship between leadership styles and specific outcomes like turnover, innovation, and cost reduction.

The Theory Y leadership style was found to be significantly associated with higher turnover rates in a study, regardless of whether the leader was an owner or manager.

The study found that the variable 'indecisive group' had no significant impact on turnover, potentially due to the very small effects observed.

A statistical method used to predict a specific outcome (in this case, turnover) based on various factors.

The first model in the study had an accuracy of 71.2% in predicting turnover. This means the model correctly predicted the occurrence or non-occurrence of turnover 71.2% of the time.

The study explored the impact of leadership styles (Theory X, Theory Y, and Indecisive Group) on innovation and cost reduction, but no significant results were found.

The study found that being a Theory Y owner was significantly associated with higher turnover rates, suggesting that Theory Y leadership may have different effects depending on the owner's or manager's role.

The study found that owners were more successful in increasing turnover than managers, suggesting that ownership may play a role in organizational performance.

The study used logistic regression to analyze the relationship between leadership styles and turnover, with the role of the leader (owner or manager) as a moderator variable.

A research method used to analyze if a relationship between two variables is statistically significant, and whether that relationship is due to chance or a real effect.

A measure of how well a statistical model predicts the outcome of an event. A higher R2 indicates a better fit between the model and the data.

A measure of how well a statistical model predicts the outcome of an event, especially in cases where the outcome is binary (yes/no).

A set of statistical tests that evaluate how well a statistical model fits the observed data. A good fit means the model accurately represents the data.

Authors must sign a document that gives the publisher, like Elsevier, the right to reproduce and distribute their article, ensuring protection for the authors' work.

Authors must obtain permission from the copyright holder before including any figures that are already owned by someone else.

A research method that uses statistics and a software package like SPSS to analyze data and answer research questions.

Creating a new mindset focused on innovation, proactivity, and taking calculated risks.

Internal social exchange processes within a company that influence how entrepreneurial the organization is.

A model of leadership that prioritizes the relationship between the leader and their followers, focusing on mutual respect, trust, and shared goals.