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This study aimed to develop a model that explained the relationships between emotional intelligence (as a model of individual differences), the quality of hierarchical relationships (utilising leader-member exchange theory), and a selection of employee outcomes, of which stress was of particular interest. This model was tested using a sample of hospital staff within one national health board in Scotland. A cross sectional survey design was chosen. The sample consisted of 122 dyads from five hospitals. Each study variable was measured using previously validated measures. The key independent variables were emotional intelligence, measured using the ECI-2 (Boyatzis, Goleman, & Rhee, 1999) and leader-member exchange, using the LMX-7 (Graen & Uhl-Bien, 1995). Both were rated by supervisors and employees. The main dependent variables were stress, performance, organisational commitment, and job satisfaction. LMX was also tested for its hypothesised mediating effects on the relationship between emotional intelligence and stress, as was social support. Perceived organisational support, relationship tenure, and liking were control variables, to isolate the effects the key independent variables. Dyadic responses were matched and paired to analyse unique leader-member exchanges. Data were analysed using stepwise regresson analysis, and for the tests of mediation, 6 hierarchical regression analysis was employed. There were several main findings. Emotional intelligence (EI) was found to positively relate to the quality of leader-member exchange, suggesting that emotional intelligence may inform the development and management of hierarchical relationships. Emotional intelligence did not have a direct relationship with stress. EI also predicted performance, but not job satisfaction or organisational commitment. Percieved organisational support explained more variance in these outcomes that emotional intelligence of leader-member exchange quality. Leader-member exchange did influence the way in which stress was experienced, particularly the frequency with which employees felt job pressure. This relationship was non-linear. However, stress severity had a negative linear relationship with LMX, describing that LMX was related to lower stress intensity. LMX was positively related to performance. Finally, a hypothesised interaction between EI and LMX was not supported, suggesting that individual differences did not moderate the extent to which LMX impacted stress outcomes. It is considered that an interaction effect was not found because of the limited range in ratings of emotional intelligence and leader-member exchange. This study responds to an identified gap in the organisational behaviour literature, contributing to the exploration of how leader-member relationships are influenced by notions of individual differences such as emotional intelligence, and how outcomes at individual and organisational levels can be affected, particularly in large public sector organisations.

This research project sets out to explore, analyse and theorise the way district nurses and social care workers construe their identity, and their relationships within the changing context of collaborative projects. Unlike previous research in this field, this project offers an alternative, relational view of exploring professional identities and inter-professional relationships. The research adopted a constructivist phenomenological approach drawing upon the theories of personal construct psychology (Kelly, 1955) and existential phenomenology (Merleau Ponty, 1962), as elaborated by Butt (2004, 1998). The project consists of three studies. The first empirical work is a preliminary study using individual interviews of students undertaking degree courses in community nursing or social work. This study is concerned with examining the students' concepts of what it means to belong to a particular occupational group and the influences that shape their ideas. Using focus groups and individual interviews, the second study explores how district nurses and social care workers negotiate their identity as a result of national changes and service developments. The final study explores interprofessional relationships of individual district nurses and social care workers, using reflective interview techniques (Hargreave, 1979, Salmon, 2003). In keeping with phenomenological methodology, data was analysed using template analysis (King, 2004). A number of emerging constructs were identified that highlight the personal, historical and contextual influences upon professional role construction and inter-professional relationships, notably: visibility and recognition, role flexibility and rigidity. In particular the findings illustrate how professional identity is constructed, challenged, and reconstructed, through on-going interaction. To facilitate role re-construction and sociality, the reflective interview techniques were adapted and extended to encourage practitioners to reflect upon their every-day practice and relationships when working in a multi-disciplinary setting.

The objectives of this study were to identify leadership competencies required by health services leaders, determine the role of mentorship in leadership development and, make recommendations for succession planning in the public health sector. A quantitative approach using an exploratory and descriptive design was used, with the intention of conducting a census survey. Respondents were managers in positions 11 and upward. Findings revealed that experience assisted managers in improving the technical competencies of human resources, financial and strategic planning, but not that of leadership skills and behaviour, and communication and relationship management, which required development in the form of mentorship. It is recommended that leadership development for future leaders be embedded in succession planning, based on policy guidelines. Limitations of this study were that a response rate of 30% was achieved and due to the narrow geographical coverage, the findings could not be generalised. / Health Studies / M.A. (Health Studies)

The objectives of this study were to identify leadership competencies required by health services leaders, determine the role of mentorship in leadership development and, make recommendations for succession planning in the public health sector. A quantitative approach using an exploratory and descriptive design was used, with the intention of conducting a census survey. Respondents were managers in positions 11 and upward. Findings revealed that experience assisted managers in improving the technical competencies of human resources, financial and strategic planning, but not that of leadership skills and behaviour, and communication and relationship management, which required development in the form of mentorship. It is recommended that leadership development for future leaders be embedded in succession planning, based on policy guidelines. Limitations of this study were that a response rate of 30% was achieved and due to the narrow geographical coverage, the findings could not be generalised. / Health Studies / M.A. (Health Studies)