Made available in DSpace on 2016-08-02T21:42:23Z (GMT). No. of bitstreams: 1 CINTIA MONTEIRO FERNANDES.pdf: 1225589 bytes, checksum: 3721b7c4f6235ae2b62c07b42c17f2b5 (MD5) Previous issue date: 2012-04-13 / The general aim of this paper was to analyze the relation among leadership styles, perception of organizational support and affective organizational commitment of workers. There were 263 workers who attended the survey in Southeast Brazil (Rio de Janeiro and Sao Paulo) in public, private and non-governmental organizations. As an instrument for data collection, it was used a self-fulfillment questionnaire composed of three scales that were able to measure the research variables. This study proposes to understand and to discuss the relation among variables as well as to test the hypotheses concerning the proposed conceptual model through a cross-cutting research with a quantitative approach which data were analyzed by applying parametric statistic techniques (calculation of descriptive statistics: mean, standard deviation, t test and correlations, multivariate statistical calculations, such as: analysis of hierarchical multiple linear regressions). Treatment and analysis were performed by the statistical software Statistical Package for Social Sciences - SPSS version 18.0 for Windows. The results obtained showed that the variable of perception of organizational support has a strong and significant impact on affective organizational commitment while the variable of leadership styles is not substantial enough. The research allowed concluding through the partial adaptation of the tested model that the variable of leadership styles is a fragile moderator of the relation between perception of organizational support and affective organizational commitment. / Esta dissertação teve como objetivo geral analisar as relações entre estilos de liderança, percepção de suporte organizacional e comprometimento organizacional afetivo em trabalhadores. Participaram da pesquisa 263 trabalhadores que atuam na Região Sudeste do Brasil (Rio de Janeiro e São Paulo) em organizações não governamentais, públicas e privadas. Como instrumento para coleta de dados foi utilizado um questionário de autopreenchimento composto de três escalas que mediram as variáveis da pesquisa. O estudo se propôs a apresentar, interpretar e discutir as relações entre as variáveis, como também, testar as hipóteses referentes ao modelo conceitual proposto, por meio de uma pesquisa de natureza transversal com abordagem quantitativa, cujos dados coletados foram analisados por aplicação de técnicas estatísticas paramétricas (cálculos de estatísticas descritivas: médias, desvio padrão, teste t e correlações; cálculos de estatísticas multivariadas: análises de regressões lineares múltiplas hierárquicas). O tratamento e análise dos dados foram realizados pelo software estatístico Statistical Package for the Social Science SPSS, versão 18.0 para Windows. Os resultados obtidos demonstraram que a variável percepção de suporte organizacional exerce forte e significativo impacto sobre comprometimento organizacional afetivo, enquanto que a variável estilos de liderança não consegue aumentar nem diminuir a força. A pesquisa possibilitou concluir pela adequação parcial do modelo testado visto ser a variável estilos de liderança um moderador frágil da relação entre percepção de suporte organizacional e comprometimento organizacional afetivo.

The problem of this study was a comparison of female administrators' self-perceived leadership styles to those of their superordinates' perceptions in five major junior/community college districts in Texas. The population included 59 female administrators submitting biographical information with 53 of the 59 submitting information on their leadership styles. The leadership data were paired with 53 superordinates for comparison of the perceptions of each group. In conclusion both groups agreed on the leadership style exhibited most often by female administrators as being high relationship-low task. Even though the female administrators exhibited this dominant style, the majority of the women and their superiors agreed they could span the other styles in an effective manner.

The main goal of these thesis was to recognize different management methods and leadership styles, to analyse current styles. and on the basis of the results to evaluate how these methods affect the competitiveness of the company. Then the task of this study suggest optimal methods of management and some innovations changes, which could have a positive impact on the efficiency and competitiveness of the selected economic entity. In the first part of my thesis you can find some theoretical knowledge of management, management functions, theory of personality and the financial analysis. The second parts includes some basic datas about the chosen company, history of the company, its characteristic, development. The practical part of the study collected information and carried out a detailed analysis of methods of management and manager's personality. Further, the financial analysis of the entreprise. Information gathered should serve as a useful and usable information for top managers of the company.

Denna studie diskuterar de ledarskapsstilar som används ombord på handelsfartyg. Den syftar till att avgöra huruvida en specifik mål-baserad ledarstil kan anpassas till att användas på ett modernt handelsfartyg. Den teori som används i studien bygger på Edwin A. Locke & Gary P. Lathams arbete inom målsättand psykologi och ledarskap. Den huvudsakliga artikeln vi har använt är “Building a Practically Useful Theory of Goal Setting and Task Motivation, A 35-Year Odyssey (2002)”.   Vi har genomfört en kvalitativ intervjuundersökning. De huvudsakliga variablerna vi undersökte, var de intervjuade sjöbefälsstudenternas inställning till att arbeta med specifikt målsättande ledarskap samt möjligheten att applicera det som ledarskapsmetod ombord på handelsfartyg.   Studenterna fick berätta om sina erfarenheter av ledarskapet ombord på de olika fartyg där de gjort sin praktik under utbildningen till sjöbefäl. Studenterna fick även svara på om ett mål-baserat ledarskap använts ombord.   Resultaten av studien visade att studenterna i allmänhet ställde sig positiva till att pröva de specifika mål-baserade ledarskapsmetoder, som presenterades under intervjuerna. Studien tyder på att en auktoritär ledarstil oftast användes ombord de olika fartygen. Vissa fartyg hade prövat olika varianter av mål-baserat ledarskap, även om ingen använt sig av ledarskap med specifika mål som denna studie syftar till.   Sammanfattningsvis tyder intervjustudien på en god inställning till utveckling i ledarskap ombord på handelsfartyg. Huruvida de specifika målteorier som används inom sjukvården, sport och industrin (Locke & Latham 2002) är den mest effektiva vägen att gå, kanske en framtida experimentell studie kan att visa. / This study discusses leadership styles used on ships and aims to determine whether a Specific Goal based Leadership style could be adapted on a modern merchant ship. The theory used in this study, is based on the work in goal setting psychology, by Edwin A. Locke & Gary P. Latham. The primary article we have used, is “Building a Practically Useful Theory of Goal Setting and Task Motivation, A 35-Year Odyssey (2002).   We have carried out a qualitative interview study. The depended variable was the Interviewed students, attending Kalmar Maritime Academy, and their attitude towards an adaption of Specific Goal setting Theory used as management method onboard merchant vessels.   The students were asked to review their experiences of the leadership and management style, from the various ships they have been mustered on, during their education towards officer. The students also answered whether a goal-based leadership had been used onboard.   The results showed that the students in general had a positive attitude towards the Specific goal based management style that the authors presented. Further the study indicated that the authoritarian method of management were the main one used on the various vessels the students had been in contact with. Some vessels had tried variations of goal-based leadership, although none had adapted the specific goal setting that this study aims to implement in maritime management.   In conclusion the authors find the interview study to show a good attitude towards a change in management style onboard merchant ships. Whether the specific goal setting theories that has been widely spread in health care, sports, and industry (Locke & Latham 2002) is the most efficient way, perhaps a future experimental study will show.

The effective and sustainable use of ICTs (Information and Communication Technologies) in education has become commonplace as it is necessary to keep up with demands of the 21st century. ICT in education has become a tool for the empowerment of both teachers and learners for better teaching and learning. Although various ICT strategies and initiatives are implemented across South Africa, no system-wide effective and sustainable ICT integration in schools has yet come about. The pace of integration is slow and teachers avoid using ICT in their teaching and learning practices due to insufficient training. The aim of teacher professional development (TPD) is to improve teachers’ ICT application skills and knowledge, as well as to enable teachers to integrate ICT effectively in their classroom practices. Principals play a vital role in leading school reform, implementing innovations and bringing about change. The widespread assumption that high-quality leadership is an essential dimension of successful school management, leads to the question of how principals can influence teachers’ effective and sustainable integration of ICT into classrooms through TPD activities. Therefore, the purpose of this research was to determine the influence that principals have on teachers’ ICT integration through TPD. As school leadership is frequently cited as an essential for the successful integration of ICT into education, the very position of the principal is associated with authority, accountability and power. My initial research is based on Stoner’s (1999) Adapted Life Cycle Model of Learning Technology Integration. I used this model to illustrate the principals’ influence on teachers’ integration of ICT into education. From this review subsidiary questions emerged. Qualitative research through in-depth interviews formed the basis of an interpretative perspective, allowing principals to reflect on ICT integration, as well as their influence on teachers’ use of ICT. This study followed a basic grounded theory approach where I assumed an inductive stance and strived to derive meaning from the data in order to develop new theory. Pre-defined theoretical criteria determined the selection of the respondents to ensure validity of the data. The seven principals represented secondary schools across cultural and socio-economic levels. The perceptions and experiences of the principals were analysed, compared, and patterns of influence were identified. This study indicated that principals do not only influence the integration of ICT in classrooms through their leadership and management styles, but also through their attitude toward ICT integration, knowledge on related ICT and TPD issues, as well as their strategic thinking on ICT integration. Emerging findings on the role of the principal lead to new insights on the empowerment of teachers. The study resulted in a proposed theoretical framework that indicates the interrelatedness of the emerging patterns that influence the principals’ role through TPD. / Thesis (PhD)--University of Pretoria, 2009. / Curriculum Studies / unrestricted

The study’s primary research interest is in the area of leadership and creativity. Investigating the literature indicates that there is a gap in knowledge regarding the effect of the Full Range of Leadership styles, especially the influence of transformational leadership on employees’ creative performance. Examining this relationship in different sectors (for example: public government sector); in different cultures (for example: Arab Islamic culture); and from multi-perspectives (for example: leaders and employees) is strongly encouraged by research. The Omani civil service sector was used as a case study, thus the aim of the study was to investigate the degree to which Omani civil service managers practised the Full Range of Leadership styles to influence employees’ creative performance. The study set six objectives which provided the foundation for the structure of the study and the way its research questions were formulated. Accordingly, the study methodology was designed in a way that points towards the achievement of the study objectives. The study adopted a mixed-methods research approach by combining survey questionnaires with semi-structured interviews. This triangulation technique was utilized to enable more accurate investigation and allow in-depth coverage of the issues examined. The probability sampling method as represented by the random sampling technique was adopted for this study and applied to the two groups of managers and employees. The total size of the managers’ sample was 269 participants, while the employees’ sample was 371 participants. In addition, 15 semi-structured interviews were conducted to supplement the quantitative results. The results of this study show that the Omani managers are performing both transformational and transactional leadership styles. Examining the relationship, the study confirms that there is an overall statistically significant relationship between managers’ use of transformational and transactional leadership styles and employees’ creative performance from both managers’ and employees’ perspectives. The results also reveal that Omani managers are infrequently practicing passive/avoidant leadership style and that this style does not contribute to the employees’ creative performance. Further, the study demonstrate that Omani managers’ personal characteristics have a slight effect on managers’ perceptions towards transformational leadership styles and do not have any impact on their perceptions toward employees’ creative performance. Finally, this study contributed to knowledge in several areas where scholars who are interested in investigating the relationship between leadership and creativity will find it valuable.

Vad som kännetecknar ett bra ledarskap har intresserat människor i alla tider. För att kvalitetsarbetet ska förbli framgångsrikt krävs det ett starkt och engagerat ledarskap för att åstadkomma en kultur avseende kvalitetsutveckling. Fokus för den här studien är ledarskap och delaktighet som har sina teoretiska grunder i offensiv kvalitetsutveckling. Syftet med detta examensarbete är att undersöka hur ledarskapet påverkar medarbetarnas delaktighet i samband med förbättringsarbete i en organisation. Metoden som användes i denna undersökning var semistrukturerade intervjuer. För att uppnå studiens syfte valde författaren att intervjua fyra ledare som har flera års erfarenhet av ledarskap. Man kunde konstatera att tidigare forskning överensstämmer med resultat i undersökningen. Undersökningen visar att ledarens viktigaste uppgift är att motivera och positivt påverka medarbetarnas delaktighet i det dagliga arbetet, genom att kommunicera, vägleda, stödja samt ge återkoppling syftar även till ansvar och befogenheter. Resultatet visar också att alla beslut inte går att ändra eller påverka av medarbetarna eftersom beslut styrs av lagar och förordningar. Den studerande organisationen har en ledningsstruktur och hierarki som bestäms av gällande lagar. / What characterizes leadership in particular has intrested people for decades. For quality work to be successful there are requirements needed such as strong and committed leadership which later achieves a culture for quality development. The main focus for this study is leadership and participation from the theoretical origins in offensive quality development program. The purpose of this examination work is to study how leadership affects employees participation in different aspects in addition to work improvement in an organisation. The methods used in this examination were semi-structured interviews. The author chose to interview four different leaders who all had years of experience in the topic leadership to achieve the purpose of this study. It could be stated that the previous research is consistent with the results of the examination. The study shows that a leader's most important task is to motivate and positively influence employees' participation in daily work by communication, guiding, supporting and giving feedback in addition to giving out both responsibility and authority. The results revealed that not all decisions can be changed or affected because of the employees because decisions are controlled by laws and regulations. The studies organization has shown that it has a leadership structure and hierarchy determined by applicable laws. / <p>2021-06-06</p>

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The dissertation focuses on specifying a broader theoretical background for the implementation of leadership concepts in human resources management and on empirical identification and description of approaches that enable HR managers to recognize and develop desirable personality characteristics of a successful leader. In the surveyed area, a preliminary research was conducted on a sample of 22 HR managers. Subsequent primary research was carried out by combining a qualitative and quantitative research approach. A qualitative survey was conducted among 75 leaders, a quantitative survey was conducted on a sample of 75 leaders and 128 followers, from medium-sized industrial enterprises on the territory of South-Moravian region, in the period 3-6/2018 via a modified GLOBE questionnaire. Qualitative data were processed by content analysis. The processing of quantitative data through factor analysis has made it possible to identify the factors whose components support the success of the leader. Through the testing of statistical hypotheses, the dependence of the perceived behaviour of the leader on the satisfaction of his followers was verified. The main scientific goal is to propose a model for the development of leaders in industrial enterprises using the methods used in the concept of HRM. In order to achieve this goal, the desired concept of leadership in industrial enterprises established in the Czech Republic was identified. Based on the analysed facts, important components of the leader's personality and desirable styles of leadership of medium-sized industrial companies were identified. Team-oriented leadership style, formal style and charismatic leadership style are most desirable. Behaviour that has confirmed a positive impact on year-on-year satisfaction of subordinates is a stimulating, team-oriented, leader is an effective negotiator, dynamic, perfectionist, enthusiast, integrating, coordinator and to some extent also bureaucratic. The followers mention that their leader should be trustworthy, fair, team-oriented, diplomatic, and cooperative. Contrary to the current situation, the followers would especially welcome if the leadership behaviour was more team oriented. The grouping of the statistically significant components of the leader's personality enabled the creation of individual competence areas, whose description defined the personality profile of the leader of a medium-sized industrial company. At the same time, human resource management methods, which can influence and develop the competences defined in this area have been identified. The contribution of the dissertation consists mainly in the identification of individual components of competencies that can be developed through human resources management tools and thus develop the personality and leadership style of the middle-sized industrial company leader. The benefits of the proposed model can also be seen in terms of its use in identifying whether the leader's personality profile is in line with the expectations of his followers and in line with the leadership style, that is identified as appropriate in a medium-sized industrial environment.

Reforms that have taken place in the South African education system since 1994 have led to changes in terms of how learning areas are taught in schools. There have been changes regarding the teaching of physical development activities in schools in recent years. Physical education as a subject was infused within life orientation (LO) as a learning area with physical development activities as one of the outcomes. The time to teach physical development activities has been reduced as other learning outcomes within LO have to be taught. This has led to situations where the teaching of physical development activities is undermined in many schools. Pressure to perform well in learning areas such as mathematics and literacy makes educators to devote less time on the teaching of physical development activities. To a larger extent, financial resources on the other hand, are being directed to other learning areas due to pressure to conform to international education standards. There is a need for school leaders to respond to new conditions of teaching. This research project deals with the leadership practices of heads of department (HODs) in the implementation of physical development activities. The study aims to investigate how HODs lead and manage the educators who teach physical development activities. Among other things, the study will focus on the HODs‟ leadership styles relevant to the teaching of physical development activities. The study will also look at challenges they experience in their departments, training needs and how they keep balance between teaching and monitoring educators who teach physical development activities. The researcher used qualitative research approach to collect information for the study. Semi-structured interviews were conducted with two HODs and four educators in two primary schools. The findings indicate that lack of experience and specialisation in the teaching of physical development activities has an influence on the HODs leadership style. More support is needed in the teaching of physical development activities in order to boost the confidence of those who are teaching this part of the learning area. Deployment of staff members to the relevant positions is one of the priority areas. An implication for schools, particularly HODs and school management teams is that the teaching of physical development activities is as important as the teaching of other learning areas. / Dissertation (MEd)--University of Pretoria, 2013. / gm2014 / Education Management and Policy Studies / unrestricted