Cette recherche s’intéresse à la relation entre l'intelligence émotionnelle, le style de leadershipet l'efficacité du leadership afin de développer et de tester un modèle de l’effet médiateur duleadership transformationnel sur le lien entre l'intelligence émotionnelle et l'efficacité duleadership. Un échantillon de 79 manager de sexe masculin ayant remporté un prix nationaliranien INPE ont été choisis par la méthode d'échantillonnage aléatoire systématique. Lesrésultats de la modélisation par équations structurelles ont montré que le style de leadershiptransformationnel médiatise la relation entre l'intelligence émotionnelle et l'efficacité duleadership. L'intelligence émotionnelle et l'efficacité du leadership sont corrélées positivementavec le style de leadership transformationnel, avec le style de leadership laissez-faire et noncorrélées avec le leadership transactionnel. La dimension contingente du style de leadershiptransactionnel a une corrélation positive avec l'intelligence émotionnelle et ses composantes.Les managers ayant un score élevé dans la récompense INPE ont aussi obtenu des scoresélevés sur l'efficacité du leadership. Les résultats de la corrélation canonique ont montré quedeux des corrélations canoniques étaient plus importantes que les autres et expliquent 72% et20% de la variance des variables canoniques, respectivement. Enfin, les résultats d'unerégression multiple ont montré que la compréhension et la perception de l'intelligenceémotionnelle expliquent l'efficacité du leadership de manière significative (R2 = 0,58). / The research aimed to study the relationship among and emotional intelligence, leadershipstyles, and leadership effectiveness in order to develop and examine a model exploring themediating effect of transformational leadership on the relationship between emotionalintelligence and leadership effectiveness. A sample of 79 male managers who won IranianNational INPE Award were chosen by systematic random sampling method. The results ofthe structural equation modeling showed that the transformational style was significantlymediating the relationship between emotional intelligence and leadership effectiveness.Emotional intelligence and leadership effectiveness had correlations with transformationalstyle positively, with Laissez-faire negatively and no relation with transactional leadership.The contingent reward of transactional style correlated positively with emotional intelligenceand its components. The managers rated high in the INPE reward, had also obtained highscores on the leadership effectiveness. Results of canonical correlation revealed that two ofthe canonical correlations were more important than the others and explained the 72% and20% of the variance in the canonical variables respectively. The results of a stepwiseregression showed the understanding and perceiving emotional intelligence explained theleadership effectiveness significantly (R2= 0.58).

African business leaders may not be effective because of a lack of transformational leadership skills. Business leaders applying transformational leadership skills can strengthen relationships with followers and enhance organizational performance. The purpose of this phenomenological study was to explore the experiences and perspectives of Liberian business leaders regarding transformational leadership skills needed to lead profitable organizations. Building on a conceptual framework of transformational leadership theory, data were obtained from open-ended interviews of 20 Liberian business leaders operating in the capital city of Monrovia. Interviews were transcribed, coded, validated through transcript review, and analyzed to generate themes. The most prominent themes were the need for Liberian business leaders to act as role models, to attend to individual employee's needs, and to demonstrate ethical conduct. The findings indicated that Liberian business leaders may adopt transformational leadership to help a company gain a competitive advantage, make profits, and enhance employees' commitment and organizational performance. These findings may contribute to positive social change by creating awareness among Liberian business leaders about the benefits of transformational leadership to expand company operations, create employment opportunities, and contribute to poverty reduction in Liberia. Research findings may be useful information to Liberian policymakers, business leaders, and scholars seeking to understand business leadership challenges in a postconflict economy.

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Trust in transformational leadership is related to motivation, self-enhancement, and positive job outcomes. Trust in the leader-follower relationship, from the perspective of subordinates, has yet to be examined. Trust is considered an important factor when seeking to improve the chances for organizational success and positive job outcomes. The merits of trust in transformational leadership were addressed in this qualitative case study for the purpose of understanding the value of trust in leader-follower relationships viewed from the experiences of subordinates. Interviews were conducted with 30 participants from 2 organizations within the Newton and Rockdale counties located in the state of Georgia; the chosen sample size was an exhaustive representation of those interviewed and conveyed the depth and breadth of participants'. Research questions addressed how subordinates perceived trust in their leaders and how leaders put into practice trust in their leader-follower relationships. Questions were analyzed using open and axial coding and the following themes emerged: perseverance, effective communication, feedback, commitment, confidence, unity, dependability, exemplary leadership, helpfulness, and satisfaction. Some connections were made between trust in transformational leadership and subordinates' views of their trust in leaders. By implementing these practices and hiring managers with transformational behaviors, organizations can help succeed in engaging employees to promote trusting relationships and encourage future research in the leadership management field. This study may affect positive social change by demonstrating how trust can be created by both leaders and followers: these findings may also contribute to the expansion of new leadership development training programs.

The study analyses the assessment of leadership effectiveness performed by subordinates. In the dissertation, there will be introduced the criteria and how they will be applied during the assessment of leadership effectiveness, who will evaluate and what are those raters that give such a different feedback. The main aim of this research is to disclose what conditions of the evaluation (criteria from different theoretical background, applied research method), raters’ psychological (personality traits) and social perception (social identification, perceived leader prototypicality) factors are and how they are related to differences in the assessment of leadership effectiveness. It is expected that the assessment of leadership effectiveness performed by subordinates is not stable: it depends on conditions of the evaluation and raters’ psychosocial factors. The empirical part of the dissertation presents the results of cross-sectional quantitative survey (sample of 505 subordinates) with self-administered questionnaire and quasi-experimental scenario. The results show that assessment of leadership effectiveness performed by subordinates differs according to the applied research method, but tendencies of the evaluation based on criteria of behavioural theory and transformational leadership perspective are similar. Further analysis reveals that regardless of conditions of the evaluation, perceived leader prototypicality mostly affects the assessment of leadership effectiveness... [to full text] / Disertacijoje nagrinėjamas pavaldinių požiūris į realaus bei kvazi eksperimento scenarijuje aprašyto vadovo vadovavimo efektyvumą remiantis elgesio ir transformacinio vadovavimo teorijomis. Pristatant pavaldinių atliekamą vadovavimo efektyvumo vertinimą kalbama ne tik apie ką bei kaip bus klausiama vertinant vadovą, bet ir kas bei kokie yra tie vertintojai, pateikiantys skirtingus vertinimo rezultatus. Darbe siekiama išsiaiškinti, kokios vertinimo sąlygos (teoriniai efektyvaus vadovo kriterijai ir tyrimo metodas), vertintojų psichologinės (asmenybės bruožai) bei socialinio suvokimo (socialinė identifikacija su grupe ir vadovo prototipiškumas) charakteristikos ir kaip yra susiję su vadovavimo efektyvumo vertinime atsirandančiais skirtumais. Keliamos prielaidos, jog pavaldiniams vertinant vadovavimo efektyvumą, šio vertinimo rezultatai nėra stabilūs ir priklauso nuo vertinimo sąlygų bei psichosocialinių vertintojų charakteristikų. Empirinėje darbo dalyje pristatomi įvairiose Lietuvos organizacijose vykdyto tyrimo, kuriame dalyvavo 505 tiriamieji iš 20 skirtingo dydžio padalinių, rezultatai. Apibendrinus tyrimo duomenis nustatyta, kad pavaldiniams vertinant vadovavimo efektyvumą vertinimo rezultatų tendencijos skiriasi tik pagal pritaikytą tyrimo metodą, bet ne pagal pasirinktus teorinius efektyvaus vadovo kriterijus. Tyrimo rezultatai parodė, jog nepriklausomai nuo vertinimo sąlygų vadovavimo efektyvumo vertinimo rezultatus labiausiai lemia vadovo prototipiškumas. Vis dėlto... [toliau žr. visą tekstą]

Enterprise Resource Planning (ERP) is a software solution which offers the opportunity to strengthen the company's effectiveness, integrating the business processes across functional areas. In order to obtain the expected benefit, a successful implementation of the ERP project is crucial.  The aim of this thesis is to understand which different leadership styles can be applied during the ERP implementation phase, how they influence the overall project outcome and what leadership style can lead to the successful overall project outcome. The research covers following questions. To begin we will study ​which different leadership styles are applied in ERP implementation projects and study the leader’s trait & behavior through the project implementation process. ​Afterwards we will study how significant the leadership style is to achieve a successful overall project outcome and which style better suits the general context of an ERP implementation project.  Survey questions were prepared either to project managers with experience in ERP implementation projects within their company or managers working for consultancy service firms. Concepts from multi-grounded theory i.e. open-, axial- and selective coding for empirical grounding are used as a methodological approach in the thesis. After the empirical and theoretical analysis, the conclusion we could draw was that the task structure and demand for the given situation, in which different type of team members are involved, is determining the factors to achieve the leadership effectiveness and consequently it is considered to be the major element determining the leadership style to be applied during the project.

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