[pt] Este estudo analisou a influência exercida pela liderança autêntica sobre o desempenho dos trabalhadores, investigando os mecanismos psicológicos que explicariam esta conexão. O estudo se baseou em uma amostra de 315 trabalhadores do segmento de distribuição de petróleo e derivados. Os resultados sugerem uma relação direta entre liderança autêntica e os três tipos de desempenho pesquisados – no contexto (cidadania organizacional), na tarefa e em segurança; além de uma contribuição positiva ao desenvolvimento do capital psicológico dos subordinados.Relações positivas entre o capital psicológico individual e desempenho também foram encontradas. Foi observado ainda que o capital psicológico do indivíduo parece ser uma via relevante através da qual líderes mais autênticos promoveriam o comportamento de segurança entre seus subordinados. / [en] The present study analyzed the influence of authentic leadership on follower individual performance, investigating the psychological mechanisms that could explain this relation. The study was based on a sample of 315 individuals working in the field of oil distribution. Results indicated a direct relationship between authentic leadership and three types of individual performance – task performance, contextual performance and safety performance; besides a positive contribution in the development of subordinate’s psychological capital. Positive relations between individual psychological capital and performance were also found. It was also noticed that follower’s psychological capital seems to be a relevant path through which authentic leaders promote safety behaviors.

The nursing shortage and high turnover rates are a problem in Canada and the world over. The purpose of this single case study was to explore leadership strategies that nurse leaders in specialty care clinics in Canada use to reduce nurse turnover. The participants were 7 nurse leaders from a single organization with specialty care clinics across Canada who all had above average nurse retention rates when compared to the case organization's average nurse retention rate. The authentic leadership theory was the conceptual framework. Data sources for this study were company documents, participants' semistructured interview responses, member checking of the interviews, and reflexive journal notes. Methodological triangulation was used to enhance validity. Data were analyzed using Yin's 5-step approach to qualitative data analysis. Data analysis yielded 4 categories of strategy themes for reducing nurse turnover: moral perspective, self-awareness, relational transparency, and balanced processing. The results of this study have the potential for positive social change in specialty care by providing senior leadership and nurse leaders of specialty care clinics with strategies that can contribute to nurse-retention initiatives. The availability of more nurses might improve the outcomes of patients who depend on these clinics for their regular infusion of specialty medicines to treat their critical illnesses, such as cancer or rare genetic diseases, where delay in treatment due to the unavailability of nurses can result in adverse consequences for patient care.

The purpose of this study was to investigate characteristics associated with resilient school leaders. Principals juggle multiple responsibilities and work under increasingly stressful conditions. Despite recent role changes, added job responsibilities, and increased accountability, some principals remain remarkably resilient while working in a tumultuous environment. Using Henderson and Milstein's (2003) definition, principal resiliency was described as "the capacity to spring back, rebound, successfully adapt in the face of adversity, and develop social, academic, and vocational competence despite exposure to severe stress or simply to the stress that is inherent in today's world" (p. 7). This empirical study tested the theory that principals with higher levels of job satisfaction and work commitment would also likely have higher levels of resilience. This study also investigated whether years of experience, school location, school poverty rate, school level, principal salary, and student enrollment shared a significant relationship with principal resilience. This study used a questionnaire to measure participants' levels of resiliency, job satisfaction, and work commitment. The survey consisted of three research-based, established psychometric tools: 1) the abbreviated Connor-Davidson Resilience Scale (CD-RISC 10) (Connor & Davidson, 2003); 2) Brayfield-Rothe Job Satisfaction Index (JSI) (Brayfield & Rothe, 1951); and 3) Three-Component Model (TCM) of commitment (Meyer & Allen, 1991). An analysis of 627 surveys completed by public school principals from the state of Florida revealed that years of experience, school location, school poverty rate, school level, principal salary, and student enrollment shared no significant relationship with principal resilience. However, results from this empirical study indicated that there was a significant relationship between job satisfaction and resiliency for principals as well as a significant relationship between affective work commitment and resiliency.

This thesis explores leadership from an inverted or inner perspective of a leader. It draws on humanistic, psychological approaches to leadership, and develops a theory of systemic, constructivist leadership. While systemic, constructivist concepts are well known and accepted methods in therapy, counselling, coaching, and organisational consulting, in leadership there is still a gap between theory and practise. In this study systemic, constructivist ideas such as self-organization of human systems, radical constructivism, and systems theory are transferred, through an experiential learning project to leadership practise. Previous research (Steinkellner, 2005) indicated that in addition to the understanding of systemic theory and the application of systemic interventions, the specific mental attitude of a leader is required. So this thesis (1) explores the qualities of the mental attitude of a systemic, constructivist leader, (2) reflects on the transformation of the self of a leader in an experiential learning process, and (3) develops a theory of systemic, constructivist leadership. The methodology is heuristic inquiry, which involves the subjectivity of the researcher, and includes introspective procedures such as self-searching, self-dialogue, and self-discovery (Moustakas, 1990). Its focus on the inner perspective of a leader is unusual, if not unique. Various concepts from humanistic psychology including tacit knowledge (Polanyi & Sen, 2009), awareness (Perls, 1973), and focusing (Gendlin, 2003) were applied to transcend the concept of rationality both in science and in business. The main contributions of this study are: the description of a theory of systemic, constructivist leadership and; the design of appropriate training to implement this.

Philosophiae Doctor - PhD / The present study provided insight into authentic leadership, psychological capital and exemplary followership behaviour as antecedents of work engagement of employees. A quantitative, cross-sectional survey design was utilised, using a composite electronic questionnaire. Data was gathered by using a purposive sample of managers in a national South African healthcare industry organisation (N = 647). The portability of the measurement instruments to a South African context were validated through confirmatory and exploratory factor analysis. The psychological capital and authentic leadership measures retained its original factor structure and items, whilst the work engagement and followership measures were adapted to improve the internal reliability and construct validity of the instrument for the healthcare industry sample. The higher-order factor structure of psychological capital was also confirmed

The aim of this master´s thesis is to capture and describe the perceptions and opinions of selected entrepreneurs on leadership in small and medium enterprises. In the theoretical part is outlined the development of leadership, its characteristics, styles and approaches. Among the approaches are the Situational leadership II, Transformational leadership, Authentic leadership and Versatile leadership. Using qualitative research through a semi-structured interview and a written survey, the main factors of the selected approaches that are most frequently encountered in the management of the respondents are described, and the use of the given approach relative to the whole sample is then evaluated. In conclusion, this work focuses on the individual assessment of the versatility of the styles of selected entrepreneurs.

Over the past couple of decades, women have conquered most obstacles in their effort to scale the mountains of leadership and management, seemingly only to fall at the last hurdle by purposefully derailing and mistreating each other. As a large percentage of the workforce in the Western hemisphere is composed of women, the likelihood of experiencing a female superior throughout their career is very high for both men and women, giving rise to the threat of dealing with the Queen Bee Syndrome. The antecedent aim of this master thesis paper is to explore the reasons that give rise to and legitimize the so-called Queen Bee phenomenon, which describes a usually senior female holding a higher leadership-position, who actively opposes the rise of other females in male-dominated organizations, in connection to the Millennial Generation. For this purpose, the methodology approach of Grounded Theory was chosen, first and foremost establishing a theoretical framework comprising literature gathered from academic journals, professional and specific print and sources, as well as relevant writings from contemporary and topical media channels, such as the New York Times newspaper, or the Harvard Business Review. Second, a qualitative empirical study was conducted, for which several women from both the Millennial and its predecessor generation were interviewed, in order to explore opinions on perceived biases against female leaders and managers which, among other things may lead to typical Queen Bee behavior, its provenances, and their implications for business women and organizations. The gained insights are culminating in the emergence of a new theory, according to which female Millennials’ inherent narcissistic tendencies may not hinder them to pursue much-needed mentoring relationships with other females and even suggest the possibility of a diminishment of the dreaded female bully-boss paradigm.

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Since 2003 the Swedish Armed Forces uses Developmental Leadership as their formal leadership model. The model is characterised by the leader acting as a role model and providing inspiration, motivation and personal consideration. The model stresses the importance authenticity plays in achieving the motivational aspects of leadership. The current literature on authenticity shows almost solely positive effects of the application of authenticity. However, there are organizational factors that seem to impede the non-commissioned officers’ ability to freely express their authentic self. Therefore, this study has aimed to deeper investigate the possible discrepancy between the application of authenticity in theory in relation to practice. To achieve this, we strive to answer the question as to how non-commissioned officers experience the practical application of authenticity in military contexts. A qualitative semistructured interview guide was chosen as the research method. The participants consisted of six non-commissioned officers in troop leading positions within the Swedish Armed Forces. Through a thematic analysis the data resulted in three main themes with a total of eleven subcategories. The study concludes that the results support the Developmental Leadership model´s claim that environmental factors affect the way leaders can exert Developmental Leadership. In addition, the study also contribute to a clearer picture of how these factors specifically affect leaders ability to act authentically. / Försvarsmaktens formella ledarskapsmodell Utvecklande Ledarskap förordar autenticitet hos ledare inom myndigheten. Teorier inom autenticitet visar på närmast enkom positiva effekter. Dock finns det organisatoriska faktorer som inverkar och begränsar specialistofficerares möjligheter till autentiskt handlande. Syftet med denna studie var att undersöka hur specialistofficerare upplever tillämpningen av autenticitet i sin yrkesroll. Som undersökningsmetod valdes kvalitativa semistrukturerade intervjuer och urvalet bestod av sex aktivt tjänstgörande specialistofficerare i truppförande positioner inom Försvarsmakten. Den data som framkom analyserades genom en tematisk analys och resulterade i tre teman med elva underliggande kategorier. Resultaten stödjer teorin om hur omgivningskarakteristika påverkar ledares möjlighet att utöva utvecklande ledarskap men tillför en tydligare bild av hur dessa faktorer specifikt påverkar ledares autenticitet.

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