<p> The need to identify the factors that influence the overall safety environment and compliance with safety procedures within airline operations is substantial. This study examines the relationships between job satisfaction, the overall perception of the safety culture, and compliance with safety rules and regulations of airline employees working in flight operations. A survey questionnaire administered via the internet gathered responses which were converted to numerical values for quantitative analysis. The results were grouped to provide indications of overall average levels in each of the three categories, satisfaction, perceptions, and compliance. Correlations between data in the three sets were tested for statistical significance using two-sample t-tests assuming equal variances. Strong statistical significance was found between job satisfaction and compliance with safety rules and between perceptions of the safety environment and safety compliance. The relationship between job satisfaction and safety perceptions did not show strong statistical significance.</p>

<p> One challenge facing organizations using virtual teams is the inability to detect, identify, select, and develop emergent leaders working in the virtual team environment, which might increase the organizational risk of a shortage in leadership resources. The purpose of the qualitative, grounded theory research study was to define a theory about the emergent leader detection and identification process in a virtual team environment, using data systematically obtained and analyzed through the constant comparative method. Twenty-four virtual team members, virtual team leaders, and virtual team managers participated in semi-structured telephone interviews. The data analysis produced 74 themes and subthemes to provide a deeper understanding of the phenomena. Five common themes emerged to group 69 subthemes: responsibility, characteristics, constraints, facilitation, and outcomes. The theory provided information about the individuals responsible for the detection and identification of emergent leaders in a virtual team environment, characteristics useful to help detect and identify emergent leaders, areas of constraint in identification, areas facilitating identification, and risks and opportunities resulting from the organizational ability or inability to detect emergent leaders in a virtual team environment. Future research could provide support for the findings of this study by replicating the study using traditional teams, larger teams, or teams with more diverse backgrounds and compositions.</p>

<p>As a result of scandals in the workplace, scholars and practitioners are increasingly focused on how to develop authentic leaders, high in trust, transparency, and clear moral standards. Additionally, with the flattening of organizations and the increasing numbers of workers in nonsupervisory roles, it is increasingly important for organizations to focus on developing followers as well as leaders. </p><p> The purpose of this study was to describe how leader modeling of authentic behaviors influences follower authenticity and how follower modeling of authentic behaviors influences the development of leader authenticity. This study primarily used Gardner&rsquo;s conceptual framework of authentic leadership and follower development and Bandura&rsquo;s observational learning theory as theoretical lenses. This qualitative, multisite case study examined two local chapters of a national nonprofit, the YMCA of the USA. The research sought to describe the role modeling played in the development of leader and follower authenticity in the workplace. Data were collected at two different research sites and included 16 interviews, participant observations, and an analysis of supporting documents. The analysis was conducted by coding the data, developing a summary for each site, and then conducting a cross-case analysis. </p><p> Findings from this study indicate that both leader and follower modeling influenced authenticity development, including both positive and negative models of authentic behaviors. Organizational culture and situational context were also factors that emerged in the development of authenticity in both leaders and followers. </p>

<p> Historically, love is not been specifically mentioned within the context of the study of leadership, yet there seems to be some intersection between the two. They seem to have similar roots; strong relationships, trust, integrity, charisma, character, taking care of others, but where exactly is the intersection? Several leadership theories allude to a dimension of leadership and the leader follower relationship that is seemingly unexplainable or unquantifiable.</p><p> The purpose of this exploratory study was to tie together the psychology of love and leadership behavior to potentially change the way we approach the field of leadership, leadership assessment, and leader development. More specifically, it examined love as represented by intimacy, passion, and commitment, and leadership as represented by the common components of the theories contained in the neocharismatic leadership body of literature. These components include character, courage, integrity, selflessness, empathy, collaboration, and reflection. It is significant because up to this point there has not been any scholarly research published that ties together love and leadership.</p><p> The study was conducted by administering an online survey followed by quantitative research/analysis via multiple linear regressions. The results, <i> r</i>(237) = .795, <i>p</i> &lt; .01, demonstrated that it can be determined that a significant positive correlation exists between the follower&rsquo;s perceived degree of love displayed (by their leader) and follower&rsquo;s perceived leadership.</p><p> Keywords: <i>Leadership, Love, Neocharismatic Leadership, Character-based Leadership, Transformational Leadership. Authentic Leadership, Servant Leadership </i></p>

<p> The US airline industry has seen its share of woes with increased oil prices, several wars, acts of terrorism, and economic meltdowns to name a few. US Airlines have been challenged financially as evidenced by the realities of airline bankruptcies experienced by several legacy carriers that have struggled to remain financially viable. However, one major US airline and legacy carrier was for many years able to withstand the perils of bankruptcy, possible in most part due to the sacrifices made by its employees. This sacrifice was significant as the majority of an airline's total costs can be attributed to unionized labor. In what they believed to be a sacrifice that all employees would share, unionized flight attendants at Airline XYZ took a significant pay cut to help keep the airline out of bankruptcy, only to later see executives at the company receive bonuses while they continued to see cuts in labor and benefits. This study examines the sacrifices made by flight attendants at this major US airline, management, and the concept of broken agreements experienced in the aftermath of those sacrifices. It explores the concept of broken agreements and the perception of inequity as they relate to flight attendants and their decision to leave their careers at Airline XYZ.</p>

<p> Women continue to be underrepresented in the top leadership positions in the largest business organizations in the United States. One of the many strategies suggested to help women overcome the challenges to their advancement is mentoring. Unfortunately, although many more women now report they have had a mentor, little progress is being made in advancing women to leadership positions. In order to understand mentoring from a woman's perspective and to investigate the impact it has on women's careers, this phenomenology study explored the mentoring experiences of eight women in leadership positions in the sales and marketing sector of the U.S. pharmaceutical industry. The women in this study helped the researcher understand that mentoring for women is not substantially different than mentoring for men. Women value the same functions that help them develop skills that will lead to superior performance. They value the advice and feedback a mentor can give them and the introductions, interviews, and opportunities mentors create. What is different is the array of individuals they identify as mentors. Women define mentors broadly, with the common element being someone who helps them advance their career. A mentor may take the traditional form of someone senior to them in the organization who provides an array of mentor functions, or it may be a peer, a supervisor, or a family member who provides one or two critical functions when they are most needed. All are equally valued. Mentors have played important roles throughout their careers. Mentors helped them get started, took a chance on them, and gave them their first break. Mentors continue to help them gain and refine the skills they need to be top performers.</p>

<p> The purpose of this study was to examine the attributional association between servant leadership and global leadership. The research employed a correlational, hypothetical-deductive, cross-sectional quantitative research strategy with two established instruments to measure servant leadership and global leadership attributes. The sample included 413 leaders and executives of organizations in northeast Indiana in the United States. The study found a close association between servant leadership and global leadership and between individual leadership attributes of both constructs. The strength of the correlative relationship between the two leadership constructs was found to be dependent on a leader's leadership position and gender. Post hoc analysis revealed differences in servant leadership by a leader's gender and the type and size of organization. Differences in global leadership were found between leaders when moderated by size of organization and number of countries the organization does business with, but not the proportion of products or services sold to foreign countries.</p>

<p>Environmental degradation and socioeconomic dilemma continue to stigmatize oil production in the Niger Delta of Nigeria. Sustainability programs of oil companies often determine the improvement of living conditions in the region. This explanatory qualitative case study, guided by systems thinking theory and sustainable value framework, explored practitioners' perceptions of sustainability programs to identify its impact on business and the host communities. The research question was designed to address how sustainability efforts of a single oil company in the Niger Delta contributed to the business performance and the livelihood of the local people. Research data were gathered from a sample of 20 experienced sustainability practitioners of the oil company, partnering nonprofit organizations, and community leaders through face-to-face semistructured interviews. Data were segmented and categorized. The data analysis process revealed several themes regarding the challenges and shortfalls of sustainability programs in the region. The oil company's understanding of sustainability as programs and projects focused on preserving resources for future generations was not evident in practice. Findings from the study suggested the need for improved inclusiveness of people in driving sustainability projects. Inclusive sustainability should enhance the oil company's contemplation mechanism to ensure eco-saving thinking and processes, which could result in improved quality of life and business performance in the region. The research findings underscore the need for oil multinational corporations (MNCs) to use a business lens in viewing sustainability to achieve sustainable value. </p>

<p> Research on carbon emission management is becoming a very important part of the green supply chain landscape as more businesses continue to make it part of their business strategy, amid pressures from customers, competitors and regulatory agencies. To contribute to the body of knowledge in this emerging research stream a series of lot size models that consider both economic and environmental performances are developed for the carbon emission conscious retailer, manufacturer and a combined model of the retailer and manufacturer. As a matter of expediency, the combined retailer-manufacturer model (Banerjee, 1986) is referred to as the system in this dissertation.</p><p> The carbon tax mechanism and carbon cap-and-trade mechanism are the most efficient market-based options used to lower carbon emission in practice. These mechanisms are integrated into the developed lot size models, the results of which could provide the carbon emission conscious retailer, manufacturer and the system with optimal lot size and cost strategies. The findings also shed more light for decision makers and policymakers on the impact of carbon tax and carbon trading regulatory policies on the business strategies of the firm. In addition, this dissertation contributes to the current sparse quantitative literature on carbon emission and green supply chain research.</p>

<p>Can virtual work simply be described as doing the same work in a different venue? Is the virtual workforce merely a construct of technology? Where does the virtual worker fit into the paradigm of telework? And how does leadership of the virtual workforce need to adapt to accomplishing work in a virtual environment? The fact is that the culture of virtual work has become increasingly rooted over the years. Most recently, economic struggles and the advanced technology associated with a global economy have set the stage for a more connected workforce in more disconnected venues. Virtual work offers distinct positives for organizations as well as employees. Employers save financially by reducing the costs associated with physical footprints, and employees save commute time as well as commute costs. While virtual organizations may appear to be a panacea for the economic and time complexities that beset employees and corporations, the success of the virtual workforce presents a viable challenge to leaders. Instead of leading less in a relatively anonymous environment, leaders need to alter their leadership behaviors to be able to lead more in the virtual workspace. Through a phenomenological study, the research herein was designed to explore and offer insights into leadership behaviors, from the vantage point of virtual workers, that positively or negatively influence the success of virtual organizations. The significance of this topic rests in the fact that leadership behaviors play a central role in defining the success of a virtual organization (Society for Human Resource Management, 2010). Hence, the purpose of this study is to explore the leadership behaviors that positively and negatively impact the success of a virtual organization. Using an analysis of research that defines the successful virtual organization as one that maintains metrics that are equal to or exceed in-office environments in terms of employee productivity, retention, attendance, development, and promotions, this study examines leadership behaviors from the vantage point of virtual workers. </p><p> <i>Keywords</i>: virtual workforce, telework, leadership traits, leadership behaviors, productivity, retention, attendance, training, employee promotions </p>