This study investigates the relationship between leadership styles (e.g., taskoriented, relationship-oriented and participative leadership style), perceived control, psychological ownership of the job and several volunteers' work attitudes. Particular attention is given to turnover intentions, psychological withdrawal and senses of responsibility. Research participants were 162 volunteer workers from diverse occupational groups across 19 non profit organizations. Results of Persons correlations and mediated regression analyses demonstrated that (a) psychological ownership did not have relationships with turnover intentions and sense of responsibility but was significantly related to psychological withdrawal; (b) task-oriented, relationshiporiented and participative leadership style were positively related to perceived control, (c) perceived control was positively related to psychological ownership; (d) psychological ownership did not have mediating effects between perceived control and the volunteers' work attitudes; (e) perceived control only had a mediating effect between task-oriented leadership and psychological ownership. Recommendations for further research and implications for management are discussed in the final chapter.

This essay is about classroom environment, what kind of impact it has on pupils’ learning, how to create a good classroom environment and how the style of leadership relates to the classroom environment. This is a qualitative study conducted by four informants. This essay is based on Lev Vygotiskijs perspective of the "sociocultural perspective", which is based on the theory that humans act upon their knowledge and experience, depending on the opportunities that the environment provides. The purpose of this study is to examine how three teachers, who teach younger ages, organize the environment in their classrooms. The goal of this study is to find out what the interviewed teachers perceive as good classroom environment. Also how the environment affects pupils’ learning and what the teachers keep in mind when they furnish their classrooms. Furthermore, to find out how the teachers reason about the relationship between the classroom environment and management style. The results show that the teachers’ experiences and the teachers’ views on the classroom environment did not vary much but I experienced the answers in a similar way. The result also show that all teachers’ are using the term definiteness and that the term should have a central role in teaching but the term humility also should be seen in the teaching.

Abstract The theories of leadership seldom explain the difference of male leaders and female leaders. Instead of the assumption that the leaders¡¦ leading traits and leading styles of two sexes are the same, most studies work from the ¡§man¡¨ point of view. Traditionally, the principles and theories of leadership in most cases come from the researches written by male leaders. Many female leaders¡¦ leadership styles are ignored or forgotten. (Sally Helgsen, 1995) General thoughts indicated that there are some differences between male and female, but these differences are seldom used to explain leadership. The master stream of leadership theories still infers female¡¦s leadership by male traits. This research considers that once woman accept the inequality is unfair, then they can create the possibility in working field. As the saying of Peter Senge goes ¡§Remove the unwanted doesn¡¦t mean you can get what you want¡¨. This research wants to draw a picture of real female leaders by finding ¡§What You Want¡¨, focusing on female leaders¡¦ successful leadership traits and leadership styles, then to discuss how they overcome ¡§the Unwanted¡¨. This research adopted case study and in-depth interview methods. After interviewing six female leaders, this research has conclusions listed below: 1. Female leader¡¦s traits: Female leaders not only lead people to achieve the goal of organizations, but also want to make them improve themselves. The female leaders emphasize ex-birth learning even more than pro-birth gift. It is an everlasting improving process. The female leaders who have strong motivation know they should try hard to hold on every chance, but the others must wait the inspiration by environment or other people. 2. Female leaders¡¦ leadership style: Female leaders adapt Y theory to make the attributed assumption of employees, but they would transfer to X theory because of changes of environment and so on. They mainly use democratic leadership style and supply with authoritative and laissez faire styles. They try to achieve the balance of employee-oriented and work-oriented. This research discovered that female leaders usually adapt the neutral characteristics or integrate the characteristics of two sexes in leading process. 3. Female leaders and sex issue: This research shows the notion of female leaders that leaders contain those of two sexes, but they should not be separated into two nouns: male leaders and female leaders. This research discovered that all female leaders never benefit from being a female. The dilemmas they face are: challenging the stereotype and the conflict of family and job roles. The ways they treat to male and female employees have no significant differences, and they respect their differences. When it comes to promotion, they never think about the issue of sex. 4. The working philosophy of female leaders: The most important three factors of their job philosophies are interests, mission and self-actualization. Surprisingly, the working hours of female leaders in case study are all very long. Five out of six leaders work for twelve to fifteen hours or even more a day.

A number of technologies have been in use in the science classroom; however, their effects on teacher instruction and student achievement also remain under researched (Parks & Slykhuis, 2008). In addition, there is a need to study leadership styles with regard to teachers implementing the use of online resources as core instructional materials. Thus, the concern of this transition, as mandated by Texas Senate Bill 6, from using textbooks in the classroom to online instructional materials, will have a profound impact on teaching and learning in the classroom. This study looked at the types of concerns teachers exhibit when going through this transition as well as the perceived principal leadership styles that facilitate, support, or hinder these concerns. An ex post facto, non-experimental quantitative methodology was used to conduct the study. Two valid and reliable evaluation instruments were used to gather data including Hall and Hord’s (2006) Stages of Concern Questionnaire and Burn’s (1996) Multifactor Leadership Questionnaire. Both of these surveys were administered to the identified sample of Texas middle school science teachers using an online science curriculum program to teach the state science standards as the primary instructional resource. A regression model and analysis of variance (ANOVA) statistical model was employed to determine which specific stage of teacher concern, with regard to adoption, was significantly correlated to a principal leadership style or behavior. The findings suggest that while no significant correlation exists between a teacher’s specific stage of concern when focused on how the innovation influences one’s self or task of teaching, there is a significant correlation between perceived principal transformational leadership actions and the impact of the curriculum on team collaboration. In addition, a correlation was found between a teacher’s perceived transactional leadership style of his or her principal and the use of the online curriculum program’s effect with regard to student impact and adaptability concerns of the teacher. The outcome of the study provides a lens from which to view how different leadership styles of principals impact the way teachers relate, use, adapt, and implement new online curriculum systems as a primary resource to teach science in his or her classroom in Texas and how it directly effects student achievement. / text

viii, 70 p. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number. / The relationship between principal's scored levels of innovativeness and shared leadership behaviors was studied using an embedded case study methodology. The purpose of this study was to explore the relationship between a scale of principal innovativeness and reported shared leadership behaviors. Using a research-based self-report questionnaire, the principals reported their perceived innovativeness preferences. Semi-structured interviews with the principals and literacy coaches gave insight into shared leadership behaviors. Principals reported similar levels of innovativeness, though shared leadership behaviors varied between participants. Variances were relative to the extent that each principal shared decision-making power with informal leaders within their respective buildings. / Adviser: Diane Dunlap

This is a study which is looking to explore how and why the leadership styles within the music industry differs from the various sectors of the industry. Seeing how this is a topic which has not been studied very much in the past it is an interesting way of understanding how leadership is conducted within an industry which is changing at such a rapid pace due to technological changes (Tschmuck, 2014). The music industry was divided into three different sectors: Recording and Production, Event Organization, and Orchestras. Semi-structured interviews were conducted with one representative within each sector and each respondent of the interview held a leadership position at a company which operates within the given sector.   The theoretical framework of leadership that was used for this study is the six leadership styles of Daniel Goleman (2000). This was used as the main source of knowledge for leadership theory, but other sources were used to compliment this framework. After analysing the empirical data that was gathered through the interviews it was linked to the theory of Goleman in order to identify what leadership styles and traits were present within each sector.   The conclusions that could be drawn from this multiple case study is that leadership styles differ from one sector to another due to differences in climate, contextual dependency and goals of each organisation.

<p>Syfte: Syftet med detta arbete är att se om ledare tenderar att ha skiftande ledarstilar i och med att de har skiftande förutsättningar. Vi vill även se hur stor medvetenhet ledare tenderar att ha beträffande sin egen ledarstil.</p><p>Metod: Vi har valt att genomföra en kvalitativ studie, med intervjuer som ett viktigt inslag. Informationen som vi har insamlat ligger till grund för vår analys och slutdiskussion. Vi har utfört en intensiv studie där vi endast har intervjuat några få respondenter och utifrån de erhållna svaren bildat oss en uppfattning. Vi har studerat redan befintliga teorier och ställt dessa mot vårt empiriska material. Vårt mål har inte varit att hitta en absolut sanning, utan vår avsikt har varit att se om vår empiriska undersökning stämmer, eller inte stämmer, överens med tidigare forskning.</p><p>Resultat & slutsats: Det som vi har funnit är att ingen av våra respondenter har en renodlad ledarstil. De leder som de önskar att leda, men vi ser dock att vissa förutsättningar påverkar ledarstilen. Verksamheter med olika inriktningar och skiftande produktion påverkar ledaren, i och med att kraven varierar mellan olika branscher. Det som vi kan konstatera, är att ledarstilen är ett medvetet val i den bemärkelse att samtliga respondenter har valt att leda efter hur de är som personer. Samtliga respondenter är även överens om att de egenskaper de själva har och hur de är som personer, speglar den bild av ledare som de vill vara.</p><p>Förslag till vidare forskning: Ett förslag på vidare forskning, kan vara att undersöka ledarstilar i en viss vald bransch och därmed inrikta sig till på en och samma typ av verksamhet. Det kan vara intressant att se om det finns likheter/olikheter på ledarskapet inom samma verksamhetsgren, och jämföra dessa ledare med varandra.</p><p>Uppsatsens bidrag: Våra förhoppningar är att denna uppsats ska bidra till en ökad förståelse för att ledare och deras stilar inte är en enkel ekvation. Främst ser vi att vårt arbete kan vara till nytta för medarbetare. Vi tror att en ökad medvetenhet hos dem kan leda till en ökad förståelse för varför deras ledare har en viss stil och därmed skapa viss respekt.</p> / <p>Aim: The aim of this work is to see if leaders tend to have varying leadership styles in view of the fact that they have varying conditions. We also want to see how big awareness leaders tend to have regarding there own leadership style.</p><p>Method: We have chosen to carry out a qualitative study, with interviews as an important element. The information we have collected constitute the base for our analysis and conclusions. We have completed an intensive study where we only have interviewed a few persons, and formed an understanding on the basis of the answers. We have studied already existing theories and compared them with our empirical material. Our goal have not been to find an absolute truth, instead our intention have been to see if our empirical investigation correspond or not with earlier research.</p><p>Result & Conclusions: What we have found is that none of our respondents have a pure leadership style. They lead as they wish to lead, but we can see that some conditions do have an effect on the leadership style. Businesses whit different directions and changing productions affect the leader, since the demands vary between branches. What we could state is that the leadership style is an aware choice in the sense that all respondents’ has chosen to lead dependent on the kind of person they are. All respondents also agree that their qualities and how they are as persons, reflects the leader they wish to be.</p><p>Suggestions for future research: A suggestion for future research could be to investigate leadership styles in a chosen branch, and with that set focus on the same type of business. It could be interesting to see if there are similarities or differences in the leadership in the same field of activity, and compare the leaders with each other.</p><p>Contribution of the thesis: Our expectations are that this essay will contribute to an increased understanding for the complex equation between leaders and their styles. Foremost we see that this work can be useful for co-worker. We believe that an increased awareness could lead to an increased understanding in why their leader has a certain style, and with that create some respect.</p><p>Främst ser vi att vårt arbete kan vara till nytta för medarbetare. Vi tror att en ökad medvetenhet hos dem kan leda till en ökad förståelse för varför deras ledare har en viss stil, och därmed skapa viss respekt.</p>

Syfte: Syftet med detta arbete är att se om ledare tenderar att ha skiftande ledarstilar i och med att de har skiftande förutsättningar. Vi vill även se hur stor medvetenhet ledare tenderar att ha beträffande sin egen ledarstil. Metod: Vi har valt att genomföra en kvalitativ studie, med intervjuer som ett viktigt inslag. Informationen som vi har insamlat ligger till grund för vår analys och slutdiskussion. Vi har utfört en intensiv studie där vi endast har intervjuat några få respondenter och utifrån de erhållna svaren bildat oss en uppfattning. Vi har studerat redan befintliga teorier och ställt dessa mot vårt empiriska material. Vårt mål har inte varit att hitta en absolut sanning, utan vår avsikt har varit att se om vår empiriska undersökning stämmer, eller inte stämmer, överens med tidigare forskning. Resultat &amp; slutsats: Det som vi har funnit är att ingen av våra respondenter har en renodlad ledarstil. De leder som de önskar att leda, men vi ser dock att vissa förutsättningar påverkar ledarstilen. Verksamheter med olika inriktningar och skiftande produktion påverkar ledaren, i och med att kraven varierar mellan olika branscher. Det som vi kan konstatera, är att ledarstilen är ett medvetet val i den bemärkelse att samtliga respondenter har valt att leda efter hur de är som personer. Samtliga respondenter är även överens om att de egenskaper de själva har och hur de är som personer, speglar den bild av ledare som de vill vara. Förslag till vidare forskning: Ett förslag på vidare forskning, kan vara att undersöka ledarstilar i en viss vald bransch och därmed inrikta sig till på en och samma typ av verksamhet. Det kan vara intressant att se om det finns likheter/olikheter på ledarskapet inom samma verksamhetsgren, och jämföra dessa ledare med varandra. Uppsatsens bidrag: Våra förhoppningar är att denna uppsats ska bidra till en ökad förståelse för att ledare och deras stilar inte är en enkel ekvation. Främst ser vi att vårt arbete kan vara till nytta för medarbetare. Vi tror att en ökad medvetenhet hos dem kan leda till en ökad förståelse för varför deras ledare har en viss stil och därmed skapa viss respekt. / Aim: The aim of this work is to see if leaders tend to have varying leadership styles in view of the fact that they have varying conditions. We also want to see how big awareness leaders tend to have regarding there own leadership style. Method: We have chosen to carry out a qualitative study, with interviews as an important element. The information we have collected constitute the base for our analysis and conclusions. We have completed an intensive study where we only have interviewed a few persons, and formed an understanding on the basis of the answers. We have studied already existing theories and compared them with our empirical material. Our goal have not been to find an absolute truth, instead our intention have been to see if our empirical investigation correspond or not with earlier research. Result &amp; Conclusions: What we have found is that none of our respondents have a pure leadership style. They lead as they wish to lead, but we can see that some conditions do have an effect on the leadership style. Businesses whit different directions and changing productions affect the leader, since the demands vary between branches. What we could state is that the leadership style is an aware choice in the sense that all respondents’ has chosen to lead dependent on the kind of person they are. All respondents also agree that their qualities and how they are as persons, reflects the leader they wish to be. Suggestions for future research: A suggestion for future research could be to investigate leadership styles in a chosen branch, and with that set focus on the same type of business. It could be interesting to see if there are similarities or differences in the leadership in the same field of activity, and compare the leaders with each other. Contribution of the thesis: Our expectations are that this essay will contribute to an increased understanding for the complex equation between leaders and their styles. Foremost we see that this work can be useful for co-worker. We believe that an increased awareness could lead to an increased understanding in why their leader has a certain style, and with that create some respect. Främst ser vi att vårt arbete kan vara till nytta för medarbetare. Vi tror att en ökad medvetenhet hos dem kan leda till en ökad förståelse för varför deras ledare har en viss stil, och därmed skapa viss respekt.

The purpose of the research is to examine the effects that Apartheid had/has on the shaping of leadership styles of South African political leaders from all political affiliations and different backgrounds. The research phenemenon and tentative hypothesis is that these leaders were influenced in vastly different ways according to their positions as either advantaged, disadvantaged or unaffected by the system of Apartheid. The study will examine how these different experiences under the system of Apartheid shaped current leadership styles. / The system of apartheid, caused different life experiences for South Africans, and can be seen as a defining moment in the development of South Africa, its leaders and citizens. This study investigated how these different life experiences under apartheid influenced leadership styles of South African political leaders. After completion of a literature review, semi structured life history interviews were conducted with a representative sample of members of the South African Parliament, to generate qualitative data for analysis. Content analysis was applied to this data to generate a basis from which valid and reliable conclusions and recommendations were made. The research found support in both the literature review and qualitative life stories data collected for the following propositions: • Leadership is a complex construct, which is composed of many different characteristics and influences. • The life histories of individuals comprise of a combination of unique life experiences and subjective interpretations of those experiences. • Individual life histories influence leadership development. • Apartheid was a time line event that encompassed many different life experiences of individuals within the broad phenomenon, which phenomenon does not necessarily in itself have a significantly 7 homogeneous effect on the shaping of leadership styles. What is a more significant shaper of leadership style is the leader’s experiences in and attitude towards the event or phenomenon. • Life experiences under the phenomenon of apartheid influenced the leadership styles of South African political leaders differently in accordance with their unique life experiences itself, and their subjective interpretations thereof. The recordal of the life stories of South African political leaders presents an opportunity to learn at a broader interface from the experiences of the past, to shape a collective future for a free and democratic South Africa.

The purpose of this study is to investigate what active leaders think is important in a good leadership, with a focus on work with groups of children and youth. A qualitative interview study with four interviewees was used to answer these questions: What do active leaders think characterize a good leadership? Which different leadership styles do active leaders prefer? How consistent are the interviewees’ responses with previous literature? All the interviewees had 20 years of experience or more in leadership, among these 2 worked as recreation instructors, while the other 2 had worked with leadership in a number of different and varied areas. In the results responses were compiled from the interviews. In the discussion there is a comparison with literature and the results of the study are discussed. The results show that the preferred leadership style of all who were interviewed was the democratic, whereas a situational leadership style was also something that all interviewees appear to exhibit examples of in different degrees. One conclusion seems to be that the interviewees are not purely using any one particular style, but that different stylistic features from a number of leadership styles can be identified from the responses. The leadership skills that those who were interviewed bring up are many, but a few that were mentioned by several interviewees were to be positive, clear, fair, open to criticism, and to be relationship-oriented. A comparison of interview responses in the study's results with previous literature suggests that large parts of the interview responses are also consistent with previous literature and research. / Syftet med den här studien är att undersöka vad verksamma ledare anser är viktigt i ett bra ledarskap, med fokus på arbete med grupper av barn och ungdomar. En kvalitativ intervjustudie med fyra intervjupersoner användes för att besvara dessa frågeställningar: Vad anser verksamma ledare kännetecknar ett bra ledarskap? Vad föredrar verksamma ledare för olika ledarstilar? Hur stämmer de intervjuades svar överens med tidigare litteratur? Samtliga intervjupersoner hade 20 års eller mer erfarenhet av ledarskap, bland dessa arbetade 2 st som fritidspedagoger, medan de övriga 2 hade arbetat med ledarskap inom ett antal olika och varierande områden. I resultatet sammanställdes svaren från intervjuerna. I diskussionen görs en jämförelse med litteraturen och studiens resultat diskuteras. Resultatet visade att den ledarstil som samtliga intervjuade föredrog var den demokratiska, medan även en situationsanpassad ledarstil var något som samtliga intervjuade tycks uppvisa exempel på i olika hög grad. En slutsats tycks vara att de intervjuade inte renodlat använder sig utav någon viss stil, utan olika stildrag från ett flertal ledarstilar kunde identifieras utifrån svaren. De ledaregenskaper som de intervjuade tar upp är många, men några som nämndes utav flera intervjuade var bland annat att vara positiv, tydlig, rättvis, öppen för kritik, samt att vara relationsinriktad. En jämförelse av intervjusvaren i studiens resultat med tidigare litteratur pekar på att stora delar av intervjusvaren även överensstämmer med tidigare litteratur och forskning.