I investigated the problem of why some students do not implement the feedback they are given, when the feedback they receive is formulated in accordance with what we know about best practice in the giving of feedback. I was interested in exploring the factors which may influence students as they do or do not take some form of action to ‘close the gap’ between the standard they have attained and the standard they need to reach. I worked with seven Year 8 boys who were enrolled at an intermediate school in the South Island of New Zealand. The study is qualitative because the methodologies associated with that paradigm are more likely to provide insights into the problem, situated as it is in the experience of students in a classroom setting. I used phenomenography to identify the qualitatively different ways in which the participants viewed the importance and helpfulness of feedback as well as identifying the factors which influenced their acceptance or rejection of the feedback received from their classroom teacher. The categories I identified included supporting progress towards short- and long-term learning goals; the effect of feedback on personal attitudes towards learning; the relationship between the student and the teacher; the type and timing of feedback; the perceived ownership of the work to which the feedback related; and the conditions and understandings of the student. I discussed each of these and formed a phenomenographic outcome space for each of the three basic areas of importance, helpfulness, and factors affecting response. I then used a case approach to prepare case reports on two of the participants, in order to show how the categories identified through the phenomenographic analysis might be manifested in individuals as well as to allow the voices of the students to be heard. I found that each individual embodies a unique combination of the categories, and that it is this unique profile which affects his or her reception and subsequent use of feedback. I then combined the three phenomenographic outcome spaces to form a model of feedback, arranged in four levels, which may be of interest to classroom teachers as they endeavour to improve the learning outcome of the students through tailoring the feedback they give to them. I illustrated the potential use of the model by mapping onto it the profile of the two boys included in the case reports. The differences in, and similarities of, responses of the two boys to feedback are easily discerned. I discussed how these similarities and differences may offer some explanation for differing responses to feedback. To a certain extent the boys have similar outlooks, and may respond in similar ways to feedback which matches with these outlooks. However, at a deeper level, their differences are marked. Feedback which matches the preferences of one is not likely to match those of the other. I argue that in such a case one may accept and act on the feedback while the other may not. I have identified some areas for further research and development which could build on these findings. These include the need to explore the views of girls and other groups of boys on this subject, together with undertaking a project which allows the academic progress of individuals to be tracked once their preferences were identified and mapped onto the model. It would also be useful to construct a suitable instrument for classroom teachers to use for mapping the preferences of their own class members, and to identify any differences in the modifications to their feedback processes which teachers may make to their classroom practice following their use of such an instrument.

Technological pedagogical content knowledge (TPACK) is the knowledge required for effective technology integration in teaching. In this study, New Zealand high school science teachers’ TPACK was assessed through an online survey. The data and its analysis revealed that New Zealand’s high school science teachers in general had a high perception of their understanding of TPACK and its related constructs. Science teachers had high mean scores on all the constructs on a five- point Likert scale except technological knowledge. There is thus an indication that science teachers in New Zealand perceived themselves as being able to teach with technology effectively. Correlation analysis revealed that all six constructs correlated significantly with TPACK (also referred to as TPCK). Multiple and stepwise regression analyses revealed that Technological Pedagogical Knowledge (TPK) and Technological Content Knowledge (TCK) made statistically significant unique contributions to Technological Pedagogical Content Knowledge (TPCK). Pre-registered teachers indicated that their levels of TCK and Pedagogical Content Knowledge (PCK) were lower than more experienced teachers. This implied that recently graduated teachers found it difficult to appropriate the affordances of technology to affect the content they taught. Also, these recently graduated teachers lacked the experience to represent content in a format that made it comprehensible to their learners. The contextual factors that influenced teachers’ use of technology as well as teachers’ TPACK levels were investigated through multiple embedded case studies of six teachers who were regular users of technology in their teaching. The case studies revealed that science teachers used technology to support inquiry learning in a wide range of ways in lower levels of high school but mostly to clarify concepts and theories when it came to the senior level of high school. Teachers demonstrated different levels of expertise and engagement in the use of technology for transferring different types of knowledge from one teaching and learning context to another and for addressing differences amongst learners. This signalled that science teachers’ TPACK apparent developmental levels shifted depending on the context of the assessment requirements of the students. This is a major finding in this study because although previous researchers have assumed that context influences teachers’ TPACK characteristics and development, this study provides evidence of how specific aspects of context influences teachers’ TPACK. This evidence shows examples of how the development of an individual’s TPACK can be considered as dynamic where the interacting constructs and characteristics shift and change based on the context. The recommendations from this study propose that teacher education programmes should ensure that there is a focus on teaching preservice teachers how to appropriate the affordances of technology to teach specific content instead of teaching one technology skills based course. The evidence from this study indicates that teachers in New Zealand schools use collegial approaches in the use of technology. Therefore professional learning programmes should target groups of teachers in the same school or cluster of schools rather than targeting individual teachers. This will enable teachers to share ideas and provide leadership for their colleagues in terms of how to use technology. Again, technology related professional development programmes should move away from enriching teachers’ technological skills to emphasising how teachers can appropriate the affordances of technology in their classroom practices to meet their instructional goals as well as students’ learning outcomes. There is a consequent obligation for teacher educators, educationists and stakeholders to enable teachers to understand how best to harness the increased knowledge retrieval capacity that Information and Communication Technology affords, its information sharing abilities as well as the capacity to engage young people to act as experimenters, designers and creators of knowledge.

Improving Māori achievement is one of the most important aims of the New Zealand educational system. The benefits of raising the achievement of Māori students have a wide range of positive outcomes for the whole country. In the last ten years many schools have been engaged in initiatives designed to improve the success of Māori learners; but does this work continue when the support and funding is no longer there? This research is designed to identify factors that can sustain these initiatives. Organisational culture creates the conditions in schools so they can continually develop and evolve. But in 21st century society this can happen in complex ways, so schools and their leaders need to understand how to manage that complexity. Leadership is a crucial part of this process, but it is not traditional styles of leadership that are required but new types such as adaptive and authentic leadership. These styles of leadership rely on building relational trust through clear communication and actions which engage and empower others. The recommendations form a framework for school leaders to create a successful organisational culture which could be applied to improving the performance of Māori, but it could also be applied to other school change initiatives.

This qualitative study is concerned with the transition process from school to post-school life for students labelled with learning disability in New Zealand. My interest is in understanding how a particular group of these young people can make a successful transition from school in their search for a good life, as they themselves judge this. I draw on critical social theory to position these young people within contemporary education and society, using a Disability Studies in Education (DSE) framework to understand learning disability as socially, culturally and politically constructed. I draw on Zygmunt Bauman’s critique of neoliberal hegemony and use of metaphor to understand how young people with learning disability are excluded in a contemporary Western society. Post-school outcomes identify very little useful tertiary education or paid employment; long-term reliance on family for living and housing; and extremely limited social networks, mostly founded on family members and paid or voluntary support workers. I argue that these young people are caught in a parallel education system that largely controls and manages them along a restrictive pathway from special education services in schools to special vocational and welfare services post school. The clear voice of the young people through the research findings demonstrates this is not what they want. They want the same opportunities as their peers without disability. Andrew and Caroline, two young people with Down syndrome, and I formed a research team. We came together to explore, understand and respond to an exclusionary landscape during the transition process that I argue leads to unrealised lives. The study utilises a participatory action research approach. It is a collaborative journey and a transformative response to exclusion through what I describe as “the relational dimension.” Further, it is a call to arms on behalf of a particular group of students who have been mostly excluded from rights, responsibilities and opportunities to contribute positively to their lives and the lives of others. This thesis has been a journey of personal and professional, individual and collective discovery. Answers to the question of how young people with learning disability can transition towards a good life are to be found in how we fundamentally value this group of young people in education and society. Valuing can only occur if we recognise our interdependence while acknowledging our unique differences. Only then will we truly provide the opportunities and support that we all need to move forward in our journey towards a good life. This thesis will be of interest to young people; parents; education and social policy leaders; school leaders; career specialists; and all teachers, professionals and support workers in the field. Its findings and recommendations challenge “expert” and deficit constructions of learning disability. They have relevance for a collaborative “whole-school” approach to career and transition policy and practice for students with learning disability; importantly, however, they also have relevance for all students. Effective relationships are central to understanding how, through our relative interdependency; we can collaboratively make the journey towards a good life. Additionally, the thesis contributes to knowledge regarding how to meaningfully involve young people with learning disability in the research process through their lived and our shared experiences that provide ethical, methodological and procedural insights. I develop two main arguments in this thesis. My first argument is that exclusion from educational opportunity must be exposed, challenged and rejected. Exclusion must be exposed in order to understand the unequal power mechanisms at play. Exclusion must be challenged, as the outcome of these unequal power mechanisms is that some students succeed and some fail. Exclusion must be rejected to make way for new relational, transformative education agendas. My second argument is that direct and meaningful involvement and collaboration by young people with learning disability in the research process will support practical solutions towards greater democracy in education and society. The ultimate outcome of democracy in education is a system where all students are valued and celebrated for their unique differences and stories, yet with recognition of their relative interdependency. All students are viewed as capable, purposeful, responsible and contributing. They are provided with the opportunities and support required to realise a good life, leading to active contribution and a sense of belonging in education and society.

This research focused on how three principals in Melbourne boys-only schools view and influence the place of massed singing within their respective school cultures. The views of the principals themselves and their own capacity for self-reflection were critical to the thesis. The study was underpinned by three theoretical propositions: principals, although not usually involved in the teaching of massed singing, nevertheless exert an influence on it; massed singing has a unique power to enhance the broader school culture; and, cultural assumptions about gendered participation in music-making can affect student attitudes towards massed singing. The review of literature highlighted three themes which informed the conceptual framework underpinning the research: organisational and educational leadership; the construct of masculinity in boys’ education and in leadership; and the nature and benefits of massed singing. Given the themes of the review, it seemed appropriate to undertake a study which would be essentially qualitative, interpretive, and based on indepth interviews with the key stakeholders. In the case of each of the three participating principals, data was collected from key documents produced by the schools, from a written questionnaire, and from a semistructured interview. The questionnaire was designed both to collect data and to raise participants’ consciousness prior to the interview. The questionnaire’s 17 questions, structured so as to address the three themes identified through the review of literature, were designed to create a flexible framework for an in-depth exploration of key issues in the context of the interview itself. Findings from the study indicated that there was a very strong belief amongst the participating principals that massed singing affects the overall culture of their schools in a range of profound and significant ways; that they themselves exercise a sponsorial or support role in relation to the singing programs in their schools, and rely on experts for the effective delivery of musical content; that traditional stereotypes of gender can be challenged and debunked through student participation in massed singing; and that their own personal histories of singing, and their favourable disposition towards it, are significant factors in how effectively they are able to promote and support it. The study findings have implications for school leaders and their boards; the teaching profession in general, and choral and vocal educators in particular; parents and the arts community; government education authorities and policy makers; and this researcher himself. Recommendations for further research have also emerged out of this study.

A gestão da qualidade configura-se em um dos conceitos mais importantes da gestão moderna. Frequentemente, divide-se suas dimensões em dois grupos, o primeiro composto por aspectos objetivos, as dimensões hard, e o segundo, composto por aspectos subjetivos, as dimensões soft. Dentre as dimensões soft, a liderança é uma das apontadas como mais relevantes para o estabelecimento de um ambiente de qualidade nas organizações. No entanto, embora a relação entre gestão de qualidade e liderança seja clara, há ainda diversas lacunas de pesquisa a serem exploradas, especialmente sobre a relação entre estilos de liderança específicos e a gestão da qualidade. Deste modo, o objetivo do presente estudo foi de explorar esta relação, utilizando-se, para tanto, do modelo de liderança transformacional-transacional, e do modelo Competing Values Framework. Participaram do estudo 47 gestores de qualidade, em sua maioria (74%) da região Sudeste do país, que foram contatados através de e-mail e mensagem na rede social LinkedIn,. Para a análise dos dados, utilizou-se correlação de Pearson, com o uso do software SPSS. Os dados encontrados confirmam achados da literatura que apontam que tanto a liderança transformacional, quanto a transacional apresentam relação com elementos da gestão da qualidade, com vantagem do primeiro estilo de liderança. A respeito dos estilos de liderança do Competing Values Framework, observou-se que os perfis associados a um estilo diretivo e de curto prazo demonstraram tendência a apresentar coeficientes de correlação mais altos, em detrimento dos perfis de estilo colaborativo e longo prazo. Sugere-se, em estudos futuros, estabelecer as mesmas correlações para diferentes participantes, especialmente gestores da alta administração. / Quality management is one of the most popular concepts in modern magament. Often, the quality management dimensions are divided into two groups, one of objective aspects, or hard dimensions, and other of subjective aspects, or soft dimensions. Among soft dimensions, leadership is one of the most relevant for establishing a quality environment in organizations. However, although the relationship between quality management and leadership is clear, there are still several research gaps to be exploited, especially on the relationship between specific leadership styles and quality management. Thus, the aim of this study was to explore this relationship, using, therefore, the transformational-transactional leadership model, and the Competing Values Framework model. The study included 47 quality managers, mostly (74%) of the country\'s southeastern region, who were contacted through e-mail and message on the social network LinkedIn. For data analysis, it was used Pearson correlation, and software SPSS. It was confirmed that transformational and transactional leadership are related with quality management elements, but the transformational leadership has some advantage. About Competing Values Framework leadership styles, it was observed that the profiles associated with a directive style and short-term demonstrated tendency to have higher correlation coefficients, instead of long-term and collaborative style profiles. We suggest, in future studies, establishing the same correlations for different participants, especially managers of top management.

A Teoria da Liderança Autêntica baseia-se na filosofia e na psicologia, ao propor construir organizações mais autênticas, com líderes mais conscientes e relações mais transparentes e éticas. Este estudo, de delineamento metodológico, teve como objetivo realizar a adaptação cultural do Authentic Leadership Questionnaire (ALQ) para a língua portuguesa no contexto da enfermagem brasileira. Esse instrumento, original em língua inglesa, possui duas versões, SELF e RATER, com o intuito de avaliar a autenticidade do líder e do liderado. O ALQ possui 16 itens distribuídos em quatro domínios: Transparência nos Relacionamentos; Perspectiva Moral e Ética; Processamento Equilibrado de Informações e Autoconsciência, com afirmações que são respondidas por uma escala Likert de zero a quatro pontos, sendo raramente/nunca (0 ponto), de vez em quando (1 ponto), às vezes (2 pontos), frequentemente (3 pontos) e muitas vezes, quase sempre (4 pontos). Assim, a pontuação varia de zero a sessenta e quatro, no qual os maiores valores refletem a maior a autenticidade do líder. O processo de adaptação seguiu todos os pressupostos necessários recomendados aos estudos metodológicos. As duas versões do questionário foram inicialmente traduzidas para o português, dando origem a duas outras versões que foram analisadas pelo comitê de juízes I, resultando na síntese da tradução de cada versão. As versões produzidas foram submetidas às retrotraduções e, posteriormente encaminhadas ao principal autor do ALQ. Ao serem acatadas as sugestões, foi realizada nova retrotradução das duas versões e, após sintetizadas, foram encaminhadas ao comitê de juízes II afim de garantir a equivalência cultural, conceitual e idiomática entre o instrumento original e o traduzido, o qual originou uma versão final para aplicação no pré-teste. Nesta etapa, foi verificada a validade de face e de conteúdo de todos os itens de ambas as versões do ALQ, por meio da aplicação da taxa de concordância de pelo menos 80% entre os participantes. Os membros do comitê de juízes I e II foram compostos por especialistas. O pré-teste foi realizado com 80 enfermeiros, sendo: 64 Assistenciais, 8 Supervisores e 7 Coordenadores de Enfermagem, atuantes em diversas clínicas de cinco hospitais de duas cidades da região Centro Oeste do país. Os dados foram coletados no período de junho a agosto de 2016. Posteriormente, um dos autores do instrumento atestou que ambas as versões foram devidamente traduzidas e adaptadas. Considerando que a validação de um instrumento é um processo acumulativo, o questionário, nas duas versões SELF e RATER, deverá ser submetido a novos estudos, no intuito de avaliar as propriedades psicométricas, a fim de disponibilizar um instrumento válido e confiável para os pesquisadores, que objetivem ter uma melhor compreensão no que se refere a autenticidade dos profissionais enfermeiros atuantes nas instituições brasileiras / The Theory of Authentic Leadership is based on philosophy and psychology as it proposes the establishment of more authentic organizations, with more conscious leaders and more transparent and ethical relations. The objective of this methodological study was to perform the cultural adaptation of the Authentic Leadership Questionnaire (ALQ) to Portuguese in the context of Brazilian Nursing. This instrument, originally written in English, has two versions, SELF and RATER: one assesses the authenticity of leaders and the other assesses the authenticity of those under leadership. ALQ has 16 items distributed into four domains: Relational Transparency; Moral Perspective and Ethics; Balanced Processing of Information; and Self-Awareness with statements answered on a four-point Likert scale: rarely/never (0 points), once in a while (1 point), sometimes (2 points), often (3 points), and very often, almost always (4 points). Hence, scores range from zero to 64; the higher the score, the more authentic a leader is. The adaptation process followed all the recommendations for methodological studies. Both versions (SELF and RATER) were initially translated to Portuguese and resulted in two other versions. An expert committee analyzed the versions and a synthesis of each version was obtained. These versions were then back translated and sent to the main author of the original ALQ. Changes were implemented according to the author\'s suggestion and the two versions were back translated once again. The syntheses were submitted to a second expert committee in order to ensure cultural, conceptual and idiomatic equivalences, resulting in the final version that was used in a pre-test. Face and content validity of all items of both versions was verified at this point by employing an inter-rater agreement of at least 80%. Both committees were composed of experts. The pre-test was applied to 80 nurses: 64 clinical nurses, eight supervisors, and seven nursing coordinators, who worked in various clinics of five hospitals located in two cities in the Midwest region of Brazil. Data were collected from June to August 2016. Afterwards, one of the instrument\'s authors certified that both versions were properly translated and adapted. Considering that the validation of an instrument is a cumulative process, the questionnaire in its two versions, SELF and RATER, should be submitted to new investigations in order to assess its psychometric properties and make available a valid and reliable instrument for researchers intending to acquire a better understanding in terms of authenticity of nurses working in Brazilian institutions

A gestão da qualidade configura-se em um dos conceitos mais importantes da gestão moderna. Frequentemente, divide-se suas dimensões em dois grupos, o primeiro composto por aspectos objetivos, as dimensões hard, e o segundo, composto por aspectos subjetivos, as dimensões soft. Dentre as dimensões soft, a liderança é uma das apontadas como mais relevantes para o estabelecimento de um ambiente de qualidade nas organizações. No entanto, embora a relação entre gestão de qualidade e liderança seja clara, há ainda diversas lacunas de pesquisa a serem exploradas, especialmente sobre a relação entre estilos de liderança específicos e a gestão da qualidade. Deste modo, o objetivo do presente estudo foi de explorar esta relação, utilizando-se, para tanto, do modelo de liderança transformacional-transacional, e do modelo Competing Values Framework. Participaram do estudo 47 gestores de qualidade, em sua maioria (74%) da região Sudeste do país, que foram contatados através de e-mail e mensagem na rede social LinkedIn,. Para a análise dos dados, utilizou-se correlação de Pearson, com o uso do software SPSS. Os dados encontrados confirmam achados da literatura que apontam que tanto a liderança transformacional, quanto a transacional apresentam relação com elementos da gestão da qualidade, com vantagem do primeiro estilo de liderança. A respeito dos estilos de liderança do Competing Values Framework, observou-se que os perfis associados a um estilo diretivo e de curto prazo demonstraram tendência a apresentar coeficientes de correlação mais altos, em detrimento dos perfis de estilo colaborativo e longo prazo. Sugere-se, em estudos futuros, estabelecer as mesmas correlações para diferentes participantes, especialmente gestores da alta administração. / Quality management is one of the most popular concepts in modern magament. Often, the quality management dimensions are divided into two groups, one of objective aspects, or hard dimensions, and other of subjective aspects, or soft dimensions. Among soft dimensions, leadership is one of the most relevant for establishing a quality environment in organizations. However, although the relationship between quality management and leadership is clear, there are still several research gaps to be exploited, especially on the relationship between specific leadership styles and quality management. Thus, the aim of this study was to explore this relationship, using, therefore, the transformational-transactional leadership model, and the Competing Values Framework model. The study included 47 quality managers, mostly (74%) of the country\'s southeastern region, who were contacted through e-mail and message on the social network LinkedIn. For data analysis, it was used Pearson correlation, and software SPSS. It was confirmed that transformational and transactional leadership are related with quality management elements, but the transformational leadership has some advantage. About Competing Values Framework leadership styles, it was observed that the profiles associated with a directive style and short-term demonstrated tendency to have higher correlation coefficients, instead of long-term and collaborative style profiles. We suggest, in future studies, establishing the same correlations for different participants, especially managers of top management.

A Teoria da Liderança Autêntica baseia-se na filosofia e na psicologia, ao propor construir organizações mais autênticas, com líderes mais conscientes e relações mais transparentes e éticas. Este estudo, de delineamento metodológico, teve como objetivo realizar a adaptação cultural do Authentic Leadership Questionnaire (ALQ) para a língua portuguesa no contexto da enfermagem brasileira. Esse instrumento, original em língua inglesa, possui duas versões, SELF e RATER, com o intuito de avaliar a autenticidade do líder e do liderado. O ALQ possui 16 itens distribuídos em quatro domínios: Transparência nos Relacionamentos; Perspectiva Moral e Ética; Processamento Equilibrado de Informações e Autoconsciência, com afirmações que são respondidas por uma escala Likert de zero a quatro pontos, sendo raramente/nunca (0 ponto), de vez em quando (1 ponto), às vezes (2 pontos), frequentemente (3 pontos) e muitas vezes, quase sempre (4 pontos). Assim, a pontuação varia de zero a sessenta e quatro, no qual os maiores valores refletem a maior a autenticidade do líder. O processo de adaptação seguiu todos os pressupostos necessários recomendados aos estudos metodológicos. As duas versões do questionário foram inicialmente traduzidas para o português, dando origem a duas outras versões que foram analisadas pelo comitê de juízes I, resultando na síntese da tradução de cada versão. As versões produzidas foram submetidas às retrotraduções e, posteriormente encaminhadas ao principal autor do ALQ. Ao serem acatadas as sugestões, foi realizada nova retrotradução das duas versões e, após sintetizadas, foram encaminhadas ao comitê de juízes II afim de garantir a equivalência cultural, conceitual e idiomática entre o instrumento original e o traduzido, o qual originou uma versão final para aplicação no pré-teste. Nesta etapa, foi verificada a validade de face e de conteúdo de todos os itens de ambas as versões do ALQ, por meio da aplicação da taxa de concordância de pelo menos 80% entre os participantes. Os membros do comitê de juízes I e II foram compostos por especialistas. O pré-teste foi realizado com 80 enfermeiros, sendo: 64 Assistenciais, 8 Supervisores e 7 Coordenadores de Enfermagem, atuantes em diversas clínicas de cinco hospitais de duas cidades da região Centro Oeste do país. Os dados foram coletados no período de junho a agosto de 2016. Posteriormente, um dos autores do instrumento atestou que ambas as versões foram devidamente traduzidas e adaptadas. Considerando que a validação de um instrumento é um processo acumulativo, o questionário, nas duas versões SELF e RATER, deverá ser submetido a novos estudos, no intuito de avaliar as propriedades psicométricas, a fim de disponibilizar um instrumento válido e confiável para os pesquisadores, que objetivem ter uma melhor compreensão no que se refere a autenticidade dos profissionais enfermeiros atuantes nas instituições brasileiras / The Theory of Authentic Leadership is based on philosophy and psychology as it proposes the establishment of more authentic organizations, with more conscious leaders and more transparent and ethical relations. The objective of this methodological study was to perform the cultural adaptation of the Authentic Leadership Questionnaire (ALQ) to Portuguese in the context of Brazilian Nursing. This instrument, originally written in English, has two versions, SELF and RATER: one assesses the authenticity of leaders and the other assesses the authenticity of those under leadership. ALQ has 16 items distributed into four domains: Relational Transparency; Moral Perspective and Ethics; Balanced Processing of Information; and Self-Awareness with statements answered on a four-point Likert scale: rarely/never (0 points), once in a while (1 point), sometimes (2 points), often (3 points), and very often, almost always (4 points). Hence, scores range from zero to 64; the higher the score, the more authentic a leader is. The adaptation process followed all the recommendations for methodological studies. Both versions (SELF and RATER) were initially translated to Portuguese and resulted in two other versions. An expert committee analyzed the versions and a synthesis of each version was obtained. These versions were then back translated and sent to the main author of the original ALQ. Changes were implemented according to the author\'s suggestion and the two versions were back translated once again. The syntheses were submitted to a second expert committee in order to ensure cultural, conceptual and idiomatic equivalences, resulting in the final version that was used in a pre-test. Face and content validity of all items of both versions was verified at this point by employing an inter-rater agreement of at least 80%. Both committees were composed of experts. The pre-test was applied to 80 nurses: 64 clinical nurses, eight supervisors, and seven nursing coordinators, who worked in various clinics of five hospitals located in two cities in the Midwest region of Brazil. Data were collected from June to August 2016. Afterwards, one of the instrument\'s authors certified that both versions were properly translated and adapted. Considering that the validation of an instrument is a cumulative process, the questionnaire in its two versions, SELF and RATER, should be submitted to new investigations in order to assess its psychometric properties and make available a valid and reliable instrument for researchers intending to acquire a better understanding in terms of authenticity of nurses working in Brazilian institutions

Master thesis is performed on 124 pages (format А4, the font type Times New Roman, font size 14, interlining 1.5) excluding attachments. Number of tables – 30 (excluding attachments). Number of figures – 34 (excluding attachments). Master Thesis consists in Introduction, Three Chapters, Conclusion, Bibliography, Appendix. In the theoretical part are presented the basic concepts, objectives of the evaluations their types and forms, stages, criteria, and methods. In the practical part are analyzed the general characteristics of company research and personnel management, the analysis of human resources management, the integration of talent management strategies and the existence of a leadership development system. On the base of received results are proposed recommendation a model for the design of a strategic leadership development system for the company In conclusion to the extent that the human resources area becomes strategic aligning their talent management processes to business objectives and strategies will be able to design and develop a strategic leadership development system. / Магистерская диссертация выполнена на 124 страницах (формат А4, шрифт Times New Roman, размер шрифта 14, флизелин 1.5) без учета вложений. Количество таблиц – 30 (без учета приложений). Количество рисунков – 34 (без приложений). Магистерская диссертация состоит из введения, трех глав, заключения, списка литературы, приложения. В теоретической части представлены основные понятия, цели оценки, их разновидности и формы, этапы, критерии и методы. В практической части проведен анализ общей характеристики предприятия и управления персоналом, анализ управления человеческими ресурсами, интеграция стратегий управления персоналом и наличие системы развития лидерства. На основе полученных результатов предложены рекомендации по модели проектирования системы стратегического развития лидерства для компании. В заключение показано, что в той мере, в которой область людских ресурсов становится стратегической, выравнивая свои процессы управления талантами с бизнес-целями и стратегиями, компания сможет разработать и внедрить систему стратегического развития лидерства.