Despite the fact that charitable organizations are critical to society and the economy, there has been little research on ethical leadership and its impact on employee performance. Because of the different provisions that exist in a nonprofit firm, it is s tated that nonprofit leadership varies from those of forprofit organizations. "How does ethical leadership influence employee performance in nonprofit organizations?" is the thesis research topic. We interviewed the leaders of four distinct nonprofit or ganizations in four different countries, as well as four employees from each organization, to acquire a deeper understanding of their perspectives on the subject we researched. A qualitative study was conducted with the abductive research approach in mind, with semistructured interviews being employed to produce the best research results. This study could be classified as credible with a high degree of validity after a thorough assessment of the research methodology, ethical issues, research quality, and of their important features of the research. The results have shown that the ethical leadership styles we found at the nonprofit organization that we have investigated had supportive and open communication relationship behavior and middle to low task behavior. The leaders work closely together with their employees with high trust. We have also pointed out the formal and informal leadership between leaders and employees and some differences between volunteers and payable participants. The result has thus contributed to increased knowledge in theoretical and empirical aspects where there has been perceived to be a lack of sufficient information and knowledge regarding the current aspects of ethical leadership and its influence on employee performance in nonprofit organizations.

There have been numerous studies on the effects of social media, both on people directly as well as on society, but also on how social media trends come about. There have also been numerous studies on sexual harassment in school, higher education, military and the workplace over the last five decades, unfortunately showing little improvement over the years. In late 2017 the world has seen a social media trend and outrage of a different magnitude. The hashtag #metoo trended all over the world in a so far unseen scale. We looked into this outcry and analysed how it has affected leadership inside the media industry. We found that it affected leadership and triggered several levels of response of simply talking about the issue up to not only improving the situation in ones own firm, but forcing customers or partners to undergo sexual harassment education in order to work together. / Det har genomförts flertalet studier om effekterna av sociala medier, både på människor såväl som på samhället, men också på hur det skapas trender inom sociala medier.  Under de senaste fem decenierna har även studier gjorts om sexuella trakasserier i skola, högre utbildning, militär och arbetsplats. Studierna visar tyvärr endast en liten förbättring över åren. I slutet av 2017 har världen sett hashtag #metoo, en social media trend, tränga över hela världen i ett upprop i en skala som inte setts tidigare. Vi tittade på detta upprop och analyserade hur det har påverkat ledarskap inom mediebranschen. Vi fann att det påverkade ledarskap och utlöste flera nivåer av reaktioner i ett spann från att endast prata om problemet till att inte endast förbättra situationen i det egna företaget utan tvinga kunder eller partners att genomgå utbildning om sexuell trakasserier för att kunna arbeta tillsammans.

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Employees’ information security policy (ISP) related behaviors have been paid attention by previous studies in the past decades. Among different factors that are influential on employees’ ISP behaviors, different leadership styles have been tested under the information security context; however, as one leadership style that is highly related to employees’ positive organization behaviors, the role of ethical leadership has been largely overlooked under the information security context. In addition, most research in the past decades overly focused on employees’ performance on ISP in-role behaviors, including ISP compliance and violation behaviors, where extra-role behaviors – security behaviors that are beneficial to an organization’s information security protection but not required by the organization – have long been overlooked as well. Therefore, this primary focus of this research is to test the role of ethical leadership in influencing employees’ ISP-related behaviors, including both in-role and extra-role behaviors through the mediation mechanism of the theory of planned behavior. To test the 11 hypotheses in this research model, I conducted two studies using different methods following McGrath (1982)’s suggestion, including a survey-based experiment and a cross-sectional survey. Both studies were conducted using a two-phase study design, including a preliminary investigation and main investigation. The findings of this research showed positive influences of ethical leadership on both ISP in-role and extra-role behaviors directly and indirectly through three mediators, including subjective norm about security behavior, behavioral control over security behavior, and attitude toward security behavior. Furthermore, the findings suggested attitude toward security behavior did not significantly influence ISP extra-role behavior. This research contributed to research streams of information security, ethical leadership, and theory of planned behavior, and provided managerial suggestions to organizations by showing how the ethical leadership influences employees’ two information security behaviors and the paths of improving employees’ information security performances in the organization.

This study aims to identify common barriers to the missional growth of local congregations. In addition, the research will provide a resource for evaluating effectiveness across diverse areas of ministry and propose implications for presiding elders in the African Methodist Episcopal Zion Church to support thriving local churches. There is not a single sector of society that has not been impacted by the global pandemic, including the local church. The disruption of COVID-19 has inspired many to reevaluate purposes and practices. Whereas evaluation of congregations may not have been approached in a systematized manner before, there is a need to do so now more than ever. The researcher employs Allan Roxburgh’s 5-stage Missional Change Model in conversation with Walter Fluker’s model of Ethical Leadership.

2 pp. / 6-4-6; A Sports Ethics Program is a companion piece to the Josepheson Institute's Character Counts program. Utilizing the same principals as their Pursuing Victory with Honor sports ethics program, 6-4-6 is targeted at youth ages 5-13. Sportsmanship, teamwork and fun are the focus of this easy "user friendly" set of lessons and manual. It is designed to meet the needs of volunteer coaches and increase positive parental involvement in youth sporting events. Portable challenge games that focus on the six pillars of character begin each practice and are the basis for the program. Parents, coaches, and youth sign codes of conduct at the beginning of the sports season to establish expectations for all.

2 pp. / 6-4-6; A Sports Ethics Program is a companion piece to the Josepheson Institute's Character Counts program. Utilizing the same principals as their Pursuing Victory with Honor sports ethics program, 6-4-6 is targeted at youth ages 5-13. Sportsmanship, teamwork and fun are the focus of this easy "user friendly" set of lessons and manual. It is designed to meet the needs of volunteer coaches and increase positive parental involvement in youth sporting events. Portable challenge games that focus on the six pillars of character begin each practice and are the basis for the program. Parents, coaches, and youth sign codes of conduct at the beginning of the sports season to establish expectations for all.

2 pp. / 6-4-6; A Sports Ethics Program is a companion piece to the Josepheson Institute's Character Counts program. Utilizing the same principals as their Pursuing Victory with Honor sports ethics program, 6-4-6 is targeted at youth ages 5-13. Sportsmanship, teamwork and fun are the focus of this easy "user friendly" set of lessons and manual. It is designed to meet the needs of volunteer coaches and increase positive parental involvement in youth sporting events. Portable challenge games that focus on the six pillars of character begin each practice and are the basis for the program. Parents, coaches, and youth sign codes of conduct at the beginning of the sports season to establish expectations for all.

24 pp. / 6-4-6; A Sports Ethics Program is a companion piece to the Josepheson Institute's Character Counts program. Utilizing the same principals as their Pursuing Victory with Honor sports ethics program, 6-4-6 is targeted at youth ages 5-13. Sportsmanship, teamwork and fun are the focus of this easy "user friendly" set of lessons and manual. It is designed to meet the needs of volunteer coaches and increase positive parental involvement in youth sporting events. Portable challenge games that focus on the six pillars of character begin each practice and are the basis for the program. Parents, coaches, and youth sign codes of conduct at the beginning of the sports season to establish expectations for all.

2 pp. / 6-4-6; A Sports Ethics Program is a companion piece to the Josepheson Institute's Character Counts program. Utilizing the same principals as their Pursuing Victory with Honor sports ethics program, 6-4-6 is targeted at youth ages 5-13. Sportsmanship, teamwork and fun are the focus of this easy "user friendly" set of lessons and manual. It is designed to meet the needs of volunteer coaches and increase positive parental involvement in youth sporting events. Portable challenge games that focus on the six pillars of character begin each practice and are the basis for the program. Parents, coaches, and youth sign codes of conduct at the beginning of the sports season to establish expectations for all.