Literature Review

The authors argue that leadership has a constant influence on leadership behavior. Since organizational behavior is closely linked to organizational performance, leadership directly affects the performance of an organization (Ererdi & Durgun, 2020). The authors focus on the literature of past studies to highlight the type and characteristics of leadership.

Findings

The types of leadership highlighted in the article are:

Transactional leadership: In transactional leadership, managers engage employees in performance evaluation and the ways to improve performance (Ererdi & Durgun, 2020). Therefore, transactional leadership instills a culture of growth and development among employees.

Charismatic leadership: Charismatic leadership ensures that employees comprehend the mission and vision of an organization. Charismatic leaders communicate their high expectations to employees and instill a sense of confidence among employees. When employees feel confident about themselves, the result is an organizational culture where employees set high standards and expectations (Ererdi & Durgun, 2020). They do so because they admire the charismatic leaders who often set high expectations for their followers.

Directive and empowering leadership: Just as the name suggests, empowering leadership motivates employees to become more innovative and hardworking (Ererdi & Durgun, 2020). Directive and empowering leadership instill a culture of hard work and determination among employees. Directive leadership ensures that employees abide by the set organizational goals. Though directive leadership, employees do not negotiate against the set organizational goals.

Passive and avoidant leadership: Passive leadership is a type of leadership where leaders do not engage themselves in leadership processes that promote hard work and improved productivity (Ererdi & Durgun, 2020). Passive and avoidant leadership promote an organizational culture of laziness. Without sufficient guidance from top management, employees lose focus in achieving organizational goals.

Innovation leadership: Innovation leadership instills a culture of creativity among employees. It motivates employees to do more research to discover better ways of accomplishing daily tasks and operations (Ererdi & Durgun, 2020).

Integrated leadership: Integrated leadership combines five leadership roles: task-oriented, relation-oriented, change-oriented, diversity-oriented, and integrity-oriented. Integrated leadership promotes an organizational culture where employees adapt to change and respect one another, regardless of racial differences (Ererdi & Durgun, 2020).

The authors highlight the factors that moderate the relationship between leadership and organizational culture. They are:

Organizational size: The effect of leadership will depend on organizational size. Leaders who fail to reach to all of their employees may fail to instill any corporate culture (Ererdi & Durgun, 2020).

Organizational climate: A good corporate culture will facilitate a positive relationship between leaders and employees (Ererdi & Durgun, 2020).

Conclusion

The authors conclude that the aspects of leadership that influence organizational behavior are leadership characteristics and leadership type (Ererdi & Durgun, 2020). However, the author asserts that organizational size and organizational climate moderate leadership's effect on corporate culture (Ererdi & Durgun, 2020).