*3.4.3 Laissez-faire leadership*

Laissez-Faire is a hands-off, let-things-run leadership style. In this leadership style, employees are allowed to do as they like without intervention from bosses. Laissez-faire leaders are inactive and do not want feedback or to fulfill followers' leadership needs [82]. Thus, distinguishing a leader from subordinates is difficult. Under this method, employees can conduct their duties as they see fit [83]. This style is based on six studies with varied innovation-related results.

### *3.4.4 Empowering leadership*

In the sample, 8 research are based on empowering subordinates, especially in decision-making. EL is "power-sharing behavior" [20]. EL is a distinct and effective leadership style Vecchio et al. [20]. Empowering leaders allow subordinates to make independent decisions [84] to encourage followers to manage and regulate their own behavior [85]. EL is a form of socio-structural empowerment [86] and employee empowerment [77, 87]. The EL style aims to improve individual motivation at work by delegating responsibility and authority to the lowest organizational level [87, 88]. An empowered leader encourages initiative, self-reliance, positive thinking, and problem-solving [85]. EL helps employees acquire self-control and behave independently [20], develops followers' self-leadership skills, and encourages opportunistic thinking [3]. Lee et al. [86] compared empowering versus disempowering leaders in a meta-analysis. Employees led by an empowered leader are more likely to come up with innovative ideas and methods. EL is more successful for work goals requiring employee inventiveness and proactivity.

### *3.4.5 Autocratic leadership*

This leader makes all decisions and policies alone. A dictatorship is characterized by force, intimidation, and authority in decision-making. Autocratic leaders set policies and allocate tasks without consulting followers. The reward-and-punishment mechanism underlies autocratic leadership. Autocratic workers follow orders without question [89, 90]. Autocratic leadership has been studied four times. Most results were unfavorable for innovation.

### *3.4.6 Servant leadership*

Four servant leadership studies are in the sample. In servant leadership, the leader empowers and involves subordinates in managerial choices. They help followers enhance their skills and act ethically and with strong principles. Servant leaders prioritize followers' needs. They focus on all organizational stakeholders and engage the community. Trust is the key trait of servant leadership and is related to followers' trust in leaders and organizations and leaders' empathy and competence. This leader-follower relationship makes employees feel emotionally safe about their leadership's goals, increasing their dedication and readiness to innovate, produce new ideas, and start change. Therefore, there is a positive relationship between employees' perception of servant leadership and their innovation implementation behavior, which can be strengthened by the empowerment role identity, which makes an employee more comfortable making work-related decisions, having more role autonomy, and taking on new challenges. Creative role identity can increase the interaction between servant leadership and employees' innovation implementation by providing the support needed to adopt new ideas in a benevolent atmosphere [91].
