En kvalitativ studie som syftar till att analysera vad som kan skapa bra förutsättningar för ett ledarskap på distans, beskriva vilka utmaningar och möjligheter detta kan medföra och uppmärksamma upplevda skillnader mellan att leda på distans och att leda på plats. Åtta semistrukturerade intervjuer genomfördes där tidigare forskning om leader-member exchange theory och arbetsrelaterad känsla av sammanhang låg till grund för intervjuguiden. En tematisk analys genomfördes vilken resulterade i fem teman: tydlighet, kommunikation, tillgänglighet, relationer och stöd samt kompetens och effektivitet. De fyra första temana bidrog till att skapa bra förutsättningar för ett ledarskap på distans, utmaningar som framkom var att skapa förutsättningarna. I dessa teman fanns även skillnader mellan typerna av ledarskap. Det femte temat var övergripande och kom att stå för möjligheter med ett ledarskap på distans och anledningar till att det var nödvändigt. Studien visar en komplex bild av ledarskap på distans där alla teman samverkar.

The focus of this thesis is to investigate the roles of leaders, managers, and mutual roles in aligning strategy and project management (ASPM) in public sector organisations (PSOs) in developing countries (DCs). ASPM as a phenomenon has emerged to support organisations to improve the performance of their projects and fulfil their strategic objectives. In reviewing the normative literature in this area, it is evident that a limited number of studies have been conducted on ASPM, particularly studies related to PSOs in DCs, where the statistics reflect a higher percentage of failed and/or delayed projects. To the best of this author's knowledge, and having conducted a thorough review of the literature, it is believed that none of the existing research studies conducted on ASPM have explored the roles of leaders, managers, and mutual roles in ASPM in PSOs. Thus, the author asserts that it is of high importance to investigate this area within ASPM and to prepare a study that contributes by shedding light on the roles of leaders, managers, and common roles between them in ASPM in PSOs in DCs. This thesis contributes to the body of knowledge related to strategic alignment and management, project management, the public sector and leadership/management as it investigates the roles of leaders, managers, and mutual roles in ASPM in PSOs in DCs. Furthermore, this thesis presents the factors that influence leaders and managers as they carry out their individual as well as mutual roles. The proposed conceptual framework is developed and presented in Chapter 3. From a practical perspective, this thesis contributes by providing the decision makers with a tool that has been tested through multiple units in KSA government case, which may support them in improving the performance of their projects and bring benefits to organisations. In addition to that, in Chapter 5 this thesis presents some lessons learned from the pilot unit study. The author assumes that such the conceptual framework and the factors influencing the roles of managers and leaders and the mutual roles in ASPM are significant and novel and may help to improve project performance, highlighting the importance of strategy management, and ultimately improving the performance in PSOs. The author uses qualitative, interpretive, multiple unit studies research strategy to validate the proposed conceptual framework. The author found from the pilot unit study and other four units study results, present that this kind of approach contributes to more strong decisions for ASPM implementation and highlight that it is acceptable by the unit studies. In spite of the fact that these results cannot be generalised, they can allow others researcher's to link their views with the ones reported in this thesis. This thesis proposes tests and presents a novel framework for ASPM and contributes to the body of knowledge by enriching the literature. The findings from the five units study organisations reveal that the proposed framework is acceptable and clearly indicate the significance of ASPM in PSOs.

Made available in DSpace on 2015-04-22T22:10:34Z (GMT). No. of bitstreams: 1 Dissertacao.PDF: 545694 bytes, checksum: d2a1c817efdabd7881747d805376bc5a (MD5) Previous issue date: 2006-08-29 / Allied to the competitiveness in the production processes, the practical innovators of management of people gain force in the management of the businesses. This study the question of the motivation in the organizations has as central subject, approaching specifically the motivation in the leaderships of a company of the branch of eletroeletrônico of the Industrial Polar region of Manaus. The employed materials and methods were constituiram of an instrument of measurement of the type scale atitudinal of Likert, considering as dimensions, the hierarchy of the necessities human beings established for Maslow. For in such a way, the analysis of the validity of the assertions was necessary and test of average confiabilidade.Valores and coefficients of linear correlation had been used for analyses of the data. The conclusions enclose all the company, therefore they understand the diverse areas as: production, engineering, materials, quality, planning and purchases. The results had shown that the degree of motivation of the leaders in relation to the searched company is high, since the perceptions of the majority of the interviewed ones had been classified as positive and very positive. / Aliada à competitividade nos processos de produção, as práticas inovadoras de gestão de pessoas ganham força na gestão dos negócios. Esse estudo tem como tema central a questão da motivação nas organizações, abordando especificamente a motivação nas lideranças de uma empresa do ramo de eletroeletrônico do Pólo Industrial de Manaus. Os materiais e métodos empregados constituiram-se de um instrumento de medição do tipo escala atitudinal de Likert, considerando como dimensões, a hierarquia das necessidades humanas estabelecidas por Maslow. Para tanto, foi necessário a análise da validade das asserções e teste de confiabilidade.Valores médios e coeficientes de correlação linear foram utilizados para análises dos dados. As conclusões abrangem toda a empresa, pois compreendem as diversas áreas como: produção, engenharia, materiais, qualidade, planejamento e compras. Os resultados mostraram que o grau de motivação dos líderes em relação à empresa pesquisada é alto, visto que as percepções da maioria dos entrevistados foram classificadas como positivas e muito positivas.

Le régime de la responsabilité pénale du dirigeant décontenance par l’originalité des mécanismes juridiquespermettant sa mise en oeuvre. Cette responsabilité révèle des insuffisances tant au niveau de l’incriminationque de la répression. Alors que la première est affectée par de graves déficiences conceptuelles etfonctionnelles, la deuxième se démarque par une prééminence doublement perceptible. Cette dernière semanifeste, d’une part, par l’élargissement sans cesse croissant de la sphère de la répression, ainsi que par lamultiplication des acteurs potentiellement responsables. L’excès répressif s’illustre, d’autre part, par la placeréduite réservée à l’impunité. Il apparaît, en effet, que le dirigeant ne peut que très exceptionnellementinvoquer utilement les causes objectives et subjectives d’irresponsabilité de droit commun, ces dernièresétant généralement, soit inadaptées, soit dotées d’un impact limité à son égard. La restriction de l’impunitésemble par ailleurs corroborée par la quasi-imprescriptibilité de certaines infractions le visant. Cette politiquecriminelle fondamentalement axée sur la répression se révèle inefficace, voire contre-productive. Aussi, uneanalyse critique de la responsabilité pénale du dirigeant permet-elle d’en relever les insuffisances et d’ensouligner les contradictions. Elle conduit à s’interroger sur l’opportunité de la répression en droit pénal desaffaires et à redéfinir sur des bases plus cohérentes les critères devant gouverner le recours à la sanctionpénale à l’égard du dirigeant. Une telle redéfinition permet d’opérer un redéploiement de la répression versdes alternatives civiles à finalité répressive ou régulatrice / The criminal liability system of the leader disconcerts by the originality of the legal mechanisms allowing itsimplementation. That responsibility reveals insufficiencies as well on the level of the incrimination as ofrepression. Whereas first is affected by serious conceptual and functional deficiencies, the second isdissociated by a doubly perceptible preeminence. The latter appears, on the one hand, by wideningunceasingly crescent of the sphere of repression, like by the multiplication of the potentially responsibleactors. Repressive excess is illustrated, in addition, by the reduced place booked with impunity. It appears,indeed, which the leader can only very exceptionally call upon usefully the objective and subjective causesof irresponsibility of common right, these last being generally, either misfit, or equipped with an impactlimited in its connection. The restriction of impunity in addition seems corroborated by the quasiimprescriptibilityof certain infringements aiming it. This criminal policy basically centered on repressionappears ineffective, even against-productive. Also, a critical analysis of the criminal responsibility of theleader makes it possible it to raise the insufficiencies of them and to underline contradictions of them. Itresults wondering about the appropriateness of repression in criminal law of the business and in redefiningon more coherent bases the criteria having to control the recourse to the penal sanction with regard to theleader. Such a redefinition makes it possible to operate a redeployment of repression towards civilalternatives to repressive or regulating purpose.

Research on leadership and subsequent follower outcomes has remained a prominent topic of study in the organizational sciences. Unfortunately, the leadership literature has neglected the role of follower characteristics as potential influences on the relationship between leader behavior and follower work behavior. In this session, we will review the literature on follower individual differences as they relate to leader effectiveness. We will also report the results of 2 studies that we conducted to further examine this issue. In the first study, we found that follower promotion focus mediated the relationship between transformational leadership and follower organizational citizenship behavior. In the second study, we found support for a moderated mediation model in which transformational leadership moderated the relationship between work ethic and work engagement, which subsequently predicted follower proactive behavior at work. We will conclude the session by discussing the implications of this area of research on the study and practice of leadership.

Millennial workers occupy the majority of employment positions worldwide, which is a concern to business leaders in the United States related to having knowledge and ability to train, motivate, and retain millennial employees. Using Gilbert's behavior engineering model as a conceptual framework, this multiple case study explored the strategies that business leaders used to motivate their millennial employees. The study population included 4 leaders of small restaurant businesses in eastern North Carolina. Data were collected from semistructured, face-to-face interviews using 7 open-ended questions and review of company documents, websites, and social media. Data were coded and analyzed following Morse's method of data analysis. Three themes emerged from data analysis: rewards and recognition, high-quality leader-member relationship, and professional development. The findings of this research are significant for small business leaders who want to implement effective motivational strategies to manage millennial employees to keep their organizations productive and profitable. The implications of this study for positive social change include the potential to help millennial workers grow in their careers, become financially stable, and develop into prospective leaders prepared to propel their organizations and societies in the future.

The personality congruence of supervisors and subordinates and its influence on work outcomes is a relatively new topic in social and behavioral sciences. Most well-known personality theory is Big Five that includes openness, conscientiousness, neuroticism, extraversion and agreeableness traits. LMX theory focuses on the mutual relationship between a supervisor and a subordinate. There is a gap in the literature regarding the mediating role of LMX perceptions of subordinates on the relationship between personality congruence of supervisors and subordinates and affective commitment (AC). The purpose of this cross-sectional design was first to explore the direct relationship between supervisors and subordinates personality congruence and AC of subordinates. The second purpose of this study was to explore the role of LMX as a mediator between the personality congruence of supervisors and subordinates and AC of the subordinates. A cluster sampling method was used to gather 400 supervisor-subordinate dyads from 3 technopolises in Ankara, who completed self-reported questionnaires. A technopolis is a technology science park. Polynomial regression analysis was conducted to measure the congruence level of dyads' personality traits and structural equation modeling was used to analyze the mediating effect of LMX. Results revealed that, LMX has no mediating effect on personality congruence and AC. The results also revealed that there is a significant relation between the agreeableness congruence of supervisors and subordinates, and AC. This information can be used by organizations by pairing up agreeable dyad members to increase affective commitment. The findings of this study may create positive social change by promoting optimum functioning organizations that have committed employees which would affect the society and economy in a positive way.

Small business managers are experiencing a 30% turnover of employees, costing U.S. businesses $41.3 million per year. The purpose of this case study was to explore the strategies that experienced business managers use in small accounting firms to respond effectively to generational differences in workplace engagement. Using a purposeful sampling technique, 5 managers possessing successful experience in issues related to generational differences in the workplace were recruited from small accounting firms located in Midwestern United States to participate in semi-structured interviews about engaging a multi-generational workforce. Methodological triangulation was used to analyze the data collected through semi-structured interviews and observations, which were grouped into common nodes and themes. Three themes emerged, including providing resources and incentives, giving opportunities, and forming relationships between managers and subordinates. These themes aligned with leader-member exchange theory, indicating the need for managers and subordinates to establish high-quality relationships which result in more engaged employees. The results from this study might contribute to social change by providing transferable knowledge about how management behaviors affect the engagement of employees, which could assist more business owners to take generational differences into account, and in turn produce more engaged and satisfied employees. Responding effectively to generational differences in workplace engagement may lead to less employee turnover, which may increase revenue and translate into social responsibility and sustainability programs in the community.

People who telecommute or work in virtual settings report higher satisfaction from increased flexibility and autonomy. However, relationships with leaders are more difficult to build, particularly as leadership in virtual workplaces tends to be less hierarchical. It is known that leader-member communication is an important aspect of employee job satisfaction and a significant problem exists for leaders who are ill-prepared to function in the leadership role required by a virtual workplace. The purpose of the quantitative study was to examine if employee job satisfaction predicts attitude toward virtual workplace setting and if this relationship is moderated by leader-member communication and leadership style. The theoretical frameworks that guided the study were the job demands-resources model and media richness theory. Relationships between variables were explored using correlation and multiple regression, while controlling for moderating variables. 145 of the 295 telecommuters fit the parameters. The findings revealed a significant relationship between attitude toward telecommuting and job satisfaction. The leader-member exchange and transformational leadership styles significantly and positively affected the relationship between attitude and job satisfaction, while passive avoidant leadership style significantly and negatively affected the relationship between attitude and job satisfaction. These findings can help leaders as they aim to improve communication for the growing number of employees who telecommute.

Academic nurse leaders hold an essential role in preparing future nurses who have the skills and abilities to meet complex healthcare system. However, vacancies in academic leadership positions are on the rise and may be connected to faculty incivility which affects job satisfaction of academic nurse leaders. The purpose of this descriptive correlational study, guided by Herzberg'€™s two-factor theory, was to explore the relationships between perceptions of and experiences with faculty incivility and job satisfaction in a population of academic nurse leaders. Leader perceptions of and experiences with faculty incivility were measured using the Workplace Civility/Incivility Survey and leader job satisfaction was measured using the Job Satisfaction Survey. Data were collected through an online survey from 142 academic nurse leaders and analyzed using nonparametric correlation testing. The results revealed that academic nurse administrators serving at the associate degree level are victims of faculty incivility and that their experiences with uncivil faculty behavior is significantly correlated to their job satisfaction (p <0.01). Study results suggest that academic nurse leaders will likely encounter uncivil faculty behavior during their tenure as administrators. It is imperative that academic leaders engage in professional development opportunities to address complex and difficult relationships that may occur in the work setting which will foster and advance the skills needed to effect positive social change. Further research that explores the causality of faculty incivility on job satisfaction and other outcomes of the work experience in this and other populations of nursing leaders is warranted.