The purpose of this quasi-experimental study was to examine the effect that a gender-specific classroom had on men's and women's self-perceived leadership abilities as compared to coeducational classrooms where the students were studying leadership together. The sample for the study comprised 81 junior and senior students enrolled in a survey leadership course (ALED 340) in the College of Agriculture and Life Sciences, Department of Agricultural Leadership, Education, and Communications during the Spring 2007 semester at Texas A&M University. The students were assigned to one of five leadership laboratory sections; three sections were traditional coeducational, one was all-male, and one was all-female. During the last week of the course, the students voluntarily participated in a Leadership Skills Inventory survey that asked them to rate their self-perceptions of their leadership skills. The instrument used the post-then design method that asked for their perceptions prior to beginning the course and their perceptions at the conclusion of the course. The data were analyzed using SPSS version 14.0. Results of the study showed statistically significantly higher self-perceptions of leadership skills abilities for those students who participated in the gender-specific laboratory sections. The all-male section's self-perceptions were statistically significantly higher than both the males in the coeducational sections and the coeducational sections as a whole. The all-female section's self-perceptions were statistically significantly higher than the coeducational sections as a whole. The study also revealed that leadership experience in organizations and activities in high school and college prior to enrolling in a college-level leadership course statistically significantly improves self-perceptions of leadership skills ability. Results of this study agree with many research studies that support single-sex schooling and education.

One of the fundamental ideas of transformational leadership theory is that transformational leaders develop their followers into transformational leaders. Unfortunately, there has been surprisingly little research on this topic. Although prior research has established a relationship between supervisor transformational leadership and follower transformational leadership (i.e., supervisor transformational leadership is positively related to follower transformational leadership), more research is needed to identify potential follower process variables and the interrelationships between cognitive, motivation, and behavioral variables that may be relevant to the development process of followers. This study initiated a closer examination of the process variables in three phases. First, the direct relationship between supervisor transformational leadership and various follower variables relevant to the development process was examined. Second, this study summarized the interrelationships between the process variables in a structural model, including a test of the indirect effects of supervisor transformational leadership on follower outcomes through more proximal follower variables. Third, this study explored transformational leadership theory's unique contribution to the understanding of leader-follower processes by comparing some of the relationships tested in this study to analogous relationships using other highly researched leadership styles, such as transactional leadership, initiating structure, consideration, and leader-member exchange. The findings supported several of the hypotheses involving direct relationships between supervisor transformational leadership and the follower variables relevant to self-concept, development orientation, development motivation, development activity, and leadership behavior. There was also support for partial mediation of the relationship between supervisor transformational leadership and the follower outcome variables (through follower developmental processes). Contrary to hypotheses, several of the alternative leadership styles showed comparable or at times better prediction of follower developmental variables, which suggests that the follower development process may not be unique to transformational leadership theory.

Thesis (M.A.)--Gordon-Conwell Theological Seminary, South Hamilton, MA, 2002. / Abstract and vita. Includes bibliographical references (leaves 106-109).

Thesis (M.S.)--Columbia University. / "Summary" (7 L.) bound separately. Includes bibliographical references.

Thesis (Ph. D.)--University of Texas at Austin, 2002. / Vita. Includes bibliographical references. Available also from UMI Company.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2003. / Includes bibliographical references.

Thesis (M.S.N.)--Marshall University, 2002. / Title from document title page. Document formatted into pages; contains vii, 49 p. Includes vita. Includes bibliographical references (p. 31-33).

Thesis (M.S. in Management)--Naval Postgraduate School, March 2003. / Thesis advisor(s): George W. Thomas, Kenneth W. Thomas. Includes bibliographical references (p. 153). Also available online.

Thesis (M.S.)--Central Connecticut State University, 2003. / Thesis advisor: Bob Fischbach. " ... in partial fulfillment of the requirements for the degree of Master of Science in Organizational Communication." Includes bibliographical references (leaves 80-84). Also available via the World Wide Web.

Purpose – The main goal of this thesis is to show – on one hand – the permanent influence of geopolitics on leadership of international companies, and – on the other – how companies influence geopolitics and geopolitical climate. Methodology – Due to the problem which I raise in my thesis, I will use systems view. Systems view is the most appropriate here, mainly because I try to find out the system analyzing real cases and life examples of how businesses are systematically influenced by geopolitical environment, as well as vice-versa – how businesses influence geopolitical environment in places where they do their business. Findings – The number of geopolitical issues that are needed to be taken into account by companies, doing their business globally, is very big and increase all the time. For that reason geopolitics – is a problem that can’t be simply avoided. The way international companies change geopolitical context to meet own interests is also rising all the time. These ways should be well known to lead big multinational company wisely. Research limitations – Though geopolitics is a wide study and can be applied to a large extent towards statecraft and political decision making itself, I focused in my work mainly on two-way linkage between geopolitics and business activity – international business activity in particular. Originality – though the problem raised in this thesis is obvious and observed in everyday business life, very few analytical researches have been done showing the importance of considering geopolitical environment for international companies. For that reason in my thesis I had to collect the real cases and problems, met by different companies to show the intelligible necessity for business leaders, and especially leaders of global companies in wise geopolitical maneuvering.