Diss.--Theologische Fakultät--Zürich--Universität Zürich, 1991/1992.

Texte remanié de: Diss.--Theologische Fakultät--Kiel--Christian-Albrechts-Universität, 1998. / Bibliogr. p. 201-230.

Texte remanié de: Th. Ph. D. / Bibliogr. p. 273-277.

Texte remanié et traduit du hollandais de: Diss. doc.--Leuven--the Institute of philosophy, 1997. / Bibliogr. p.183-194. Index.

Akademisk avhandling--Teologi--Lund, 1982. / Bibliogr. p. 149-159.

Proefschrift--Nijmegen--Katholieke universiteit, 1996. / Bibliogr. p. 233-245. Résumé en anglais. 1996 d'après la date de présentation du doctorat.

Texte remanié de: Habilitationsschrift--Fakultät katholische Theologie--Bamberg--Otto-Friedrich-Universität. / Bibliogr. p. 188-194.

Thesis (Ed.D.)--Boston University.

The present study was undertaken to determine the effects that leadership training has on employees’ morale at work. The study was conducted on 15 students from three organisations within the Buffalo City area, studying towards a Diploma in Manufacturing Management at the Johnson & Johnson Leadership Development Institute, Rhodes University, East London Campus. The main aims of the study were: · to review the literature of the leadership training conducted at the Johnson & Johnson Leadership Development Institute (JJLDI), and to assess the effects it has on employees’ morale at work. · to provide industry with documented evidence that the leadership training conducted at the JJLDI has a positive influence on employees morale. · to provide the JJLDI with valuable information as to whether or not the course material and methods has a positive impact on meeting industry demands. A secondary objective of the study was to provide a medium in which students undergoing the leadership training were able to address their concerns with regard to course content and structure. Fieldwork comprised a 5-day, week (40 hours) of intensive lectures and group discussions at Rhodes University. Students were then assigned a 4-month workbased project with the lecturer acting as mentor to each student. The researcher used self- administered electronic questionnaires as the research tool. Results revealed the following: · that the students morale increased by more than 20 percent after having undergone leadership training; that the students communication skills has increased, and, · that the students interpersonal relations with co-workers has shown a significant increase Future implications are that students exposed to this type of leadership training will have a positive influence on their co-workers. This will spurn a new organisational culture that will cope with global demands. In some cases these future leaders will be the source of sustained competitive advantage over insurgents through increasing the organisation’s human, social and knowledge capital.

The study undertook to examine empirically the casual influence of certain individual difference factors and situational factors on job involvement and the effect of job involvement on job related effort. In addition, the role of certain individual difference and situational factors as moderators on the above linkage was explored. A theoretical model was developed with need for achievement, locus of control, job scope and participation in decision making as casual antecedents of job involvement and job related effort as its consequence. The moderator effects of age, education, sex and leader behavior on the above linkage were also studied. The model hypothesized a positive relationship between job involvement and need for achievement, internal locus of control, job scope, participation in decision making, and job related effort. In addition, the causal linkage was expected to be stronger for: 1. older people, 2. more educated workers, 3. males, and 4. those who function in a leadership climate of high consideration and structure. Data were gathered from two different groups through structured questionnaires. The pilot sample consisted of employees from organizations in the electronics industry located in the greater Montreal area. The validation sample consisted of people enrolled in the evening program in business administration in the two major anglophone universities in Quebec. All of them held full time jobs. Only anglophone respondents were included in the analysis. The pilot sample size was 139 with a response rate of 47% while the validation sample size was 170 with a response rate of 68%. Convergent and discriminant validation and internal consistency reliability tests indicated that the scales used in this study possessed acceptable psychometric properties. Path analysis, correlations and subgroup analysis were used to test the various hypotheses generated in this study. The results offered only moderate support to causal model originally proposed. The hypotheses suggesting positive relationships between the predictors and the criterion variables were all confirmed. Age, education, sex and leadership behavior failed to moderate the causal linkage in the hypothesized direction. There were no significant moderator effects. Based on the empirical findings, the original model was revised and tested. The results endorsed the validity of the revised model. The implications of the findings were discussed and possible future courses of action outlined. / Business, Sauder School of / Graduate