<p> Individuals spend a majority of their lives in the organizational settings and the communication that occurs is detrimental to maintaining balance, while allotting for specific goals to be met. This goal of this thesis was to catalog supervisor misbehaviors with regard to frequency and valence and validate an adapted supervisor misbehavior measure. Additionally, misbehaviors have a relationship with power (prosocial/antisocial), organizational dissent, organizational orientations, supervisor credibility, and subordinate satisfaction. Participants (N = 258) responded to a questionnaire assessing their perceptions on misbehaviors of their current or most recent supervisor. Statistical analyses substantiated the adaptation of misbehaviors from the instructional to the organizational context. Supervisor misbehaviors had significant relationships with power (antisocial and prosocial), dissent (latent), organizational orientations (ambivalent), supervisor credibility (competence, goodwill, and trustworthiness), and subordinate satisfaction. Results are consistent with those found by Kearney et al., (1991) the seminal research on teacher misbehaviors. Despite compelling results, additional research is necessary to ascertain an exhausted supervisor misbehaviors typology and validate a corresponding measure.</p>

<p>The recent economic recession in the U.S. and in the E.U. is enhancing entrepreneurship processes around the world. Old forms of production are becoming obsolete along with old ways of organizing the economy and society. This scenario and the emergence of new leadership processes have prompted an increase in entrepreneurship focused on the needs of new niches. However, not all entrepreneurship and leadership processes have been successful in achieving their goals. Research on entrepreneurship and leadership has identified the need to further understand the dynamic features of these processes and their complexity.</p><p> One of the sectors in the U.S. that has shown major growth during the last decade is the wine sector. The increase of national and international market competition in the wine sector has prompted new entrepreneurship and leadership processes in this sector. As a result, it seems timely and appropriate to expand our understanding of effective entrepreneurship and leadership processes in the U.S. wine industry.</p><p> The dissertation&rsquo;s main contributions are to: (a) expand the understanding of the dynamics of entrepreneurship, (b) expand the understanding of how human cognition relates to its contexts in order to make entrepreneurship effective, (c) identify two types of leadership that are key for achieving companies&rsquo; sustained competitive advantage, (d) expand the understanding of how human cognition relates to its contexts in order to make leadership effective, (e) identify the structures (traits and processes) that effective entrepreneurship and leadership share, (f) identify the synergies between entrepreneurship and leadership, and (g) bring useful insights to the nine wineries interviewed so that they can address their current challenges more effectively. (Abstract shortened by ProQuest.)</p>

Research report is presented in partial fulfilment of the requirements for the degree of Master of Arts in the Faculty of Humanities at University of the Witwatersrand MARCH 2016 / Past studies revealed that the existence of congruence between employees and their organisation produces more favourable attitudes and behaviours. This study sought to highlight the need for an intermediary link between person organisation fit and turnover intention, and to propose the integration of employee engagement as a potential mediating factor. The sample for this research consisted of 426 employees from diverse military units. Correlation and regression analyses were conducted to test the direct and mediating relationships between key variables. Four hypotheses were tested. Hypothesis 1 stated that there will be a significant negative relationship between P-O fit and turnover intention and it was statistically supported. Hypothesis 2 stated that there will be a significant negative relationship between employee engagement and turnover intention and it was also statistically supported. Hypothesis 3 stated that there will be a significant positive relationship between P-O fit and employee engagement, this hypothesis was also confirmed through a significant statistical result. Lastly, Hypothesis 4 stated that employee engagement will mediate the relationship between P-O fit and turnover intention. This hypothesis was supported through the finding that employee engagement partially mediated the relationship between P-O fit and turnover intention The results showed that employee engagement partially mediates the relationship between the person-organisation fit and turnover intention. This suggests that person-organisation fit (in terms of value and goal congruence) provides greater meaningfulness and psychological attachment, which then leads individuals to a higher level of employee engagement. So, in short, the study showed that individuals with a higher level of employee engagement would be less likely to leave their organisations.

The number of females participating in high-performance track and field continues to increase. However, there has not been a corresponding increase in the number of women in head coaching and other leadership positions (Acosta & Carpenter, 2012; Shaw & Allen, 2009). This dearth of female coaches has been studied extensively in collegiate and professional team sports (Acosta & Carpenter, 2012; Kamphoff 2010; LaVoi & Dutove, 2012; Leberman & Palmer, 2009; Norman, 2008; Robertson & Marshall, 2010). Accordingly, this dissertation extends this literature by examining the phenomenon in an individual sport at the high-performance level. Some sport management scholars have concluded that sports organizations are infused with institutionalized gender ideologies that contribute to the marginalization of women (Burton, 2015; Claringbould & Knoppers, 2012, Cunningham, 2008). Therefore, combining institutional theory with gender concepts to analyze the gendered environment and gender politics of coaching in elite track and field, I examine the opportunities and challenges of female coaches as they work in a male-dominated environment. The research was guided by the following questions: (1) How do female coaches perceive the effects of institutionalized gender practices and discourse within (inter)national track and field organizations? (2) According to women coaches, how are dominant gender ideologies and gendered organizational practices diffused across various high-performance track and field organizations? (3) How does the process of gender institutionalization influence female coaches’ professional development? and (4) In what ways do female coaches respond to and develop strategies from which to navigate the process of gender institutionalization? For this analysis, I used a qualitative approach and conducted nine semi-structured interviews with elite-level female coaches from different countries to construct a representation of these gender politics and institutionalization processes, the impact on their careers, and the strategies they implemented to navigate opportunities and challenges they encountered within organizational structures of track and field. My findings show that gendered policies, practices, and behaviors marginalizing women in the sport are widespread and work across temporal, geographic, and cultural boundaries. However, the emergent themes also highligted the willingness and preparedness of the coaches to pursue their careers with dedication and determination. They articulated the desire to effect change and be a part of change. Further, they acknowledged they are already observing incremental change, as the number of women competing in the sport, working in leadership positions, and coaching at all levels of track and field has increased. This analysis adds to existing research that has highlighted institutionalized organizational processes and practices including gender ideologies as contributing factors to the marginalization of women across the sports sector and organizations (Burton, 2015; Claringbould & Knoppers, 2012, Cunningham, 2008; Knoppers, 1992). Additionally, it gives voice to a minority population of female coaches in high-performance track and field. Finally, this research underscores the existence of gender inequity in international coaching, but it also confirms the viability of change. Keywords: Gender bias, institutional theory, institutional entrepreneurship, track and field, high- performance / A Dissertation submitted to the Department of Sport Management in partial fulfillment of the requirements for the degree of Doctor of Philosophy. / Spring Semester 2018. / March 05, 2018. / Gender bias, High-performance, Institutional entrepreneurship, Institutional theory, track and field / Includes bibliographical references. / Joshua Newman, Professor Directing Dissertation; Gerald Ferris, University Representative; Michael Giardina, Committee Member; Hanhan Xue, Committee Member.

The past several decades have seen great advances in the field of organizational politics. At the individual level, political skill has garnered the majority of the scholarly focus, whereas it's motivational counterpart, political will, has gone relatively unexamined. Political will represents the motivation to engage in political behavior, which, regardless of the skill with which it is executed, potentially has tremendous effects on myriad different organizational outcomes. Thus, it is critical for scholars to understand how political will spreads through work units. This dissertation synthesizes theories of political will, political skill, social identity, social learning, and relationship quality to explain the process of how followers learn political will from their leaders and environments. Specifically, I plan to show that when leaders possess political will, they engage in political behavior. Followers will learn the virtues and drawbacks of political behavior from their leaders, both vicariously and through direct mentoring, and thus their political will should be a function of their leader’s political will. Leaders and their many followers differ in their levels of leader-member relationship quality, political skill, and self-concept congruence, it is proposed that these differences will drive the level of learning that occurs. The proposed model is tested using data from 406 government workers and their 78 direct supervisors. The primary analyses only supported the hypothesis that leader political will predicts leader political behavior. Exploratory analyses that employed follower rated measures of leader political behavior provided evidence that follower political will is a function of follower perceptions of their leader’s political behavior and their own histories with organizational politics. Strengths, limitations, and opportunities for future research are discussed. / A Dissertation submitted to the Department of Management in partial fulfillment of the requirements for the degree of Doctor of Philosophy. / Spring Semester 2018. / April 6, 2018. / Identity, Leader Member Exchange, Political Behavior, Political Skill, Political Will, Social Learning Theory / Includes bibliographical references. / Gerald R. Ferris, Professor Directing Dissertation; Christopher Schatscheider, University Representative; Wayne A. Hochwarter, Committee Member; Chad H. Van Iddekinge, Committee Member; Gang Wang, Committee Member.

<p> Examining cultural differences in resilience among workers and how these differences are related to satisfaction and performance at work is a vital research area that may provide insights into the United States&rsquo; steadily diversifying workforce. Specifically, there has been limited research on cultural differences in the workplace and its impact on affect and performance. This study investigated the impact that cultural resilience has on an individual&rsquo;s job satisfaction and work performance. Moderation analyses using cultural resilience were conducted to test the impact that minority status, immigration status, and stress have on job satisfaction and performance. Results of this study indicated a significant interaction between cultural resilience and stress on an employee&rsquo;s job satisfaction. Although minority and immigrant status significantly contributed to an individual&rsquo;s cultural resilience, there was no significant interaction between cultural resilience and group status on an employee&rsquo;s job performance. This study highlights the importance of examining the perspective of cultural minorities in workplace settings and has implications on workplace dynamics.</p><p>

Kwan Ho Kwong. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2006. / Includes bibliographical references (leaves 171-195). / Abstracts in English and Chinese; questionnaires in Chinese. / TITLE PAGE --- p.I / ABSTRACT --- p.II / ACKNOWLEDGEMENTS --- p.V / TABLE OF CONTENTS --- p.VII / LISE OF TABLES AND FIGURES --- p.X / CHAPTERS / Chapter 1. --- INTRODUCTION --- p.1 / Chapter 2. --- LITERATURE REVIEW --- p.10 / Chapter 2.1 --- Extra-role Behavior --- p.10 / Chapter 2.2 --- Different Conceptualizations of Extra-role Behaviors --- p.12 / Chapter 2.3 --- Organizational Citizenship Behavior --- p.16 / Chapter 2.4 --- Social Exchange Theory and OCB --- p.35 / Chapter 2.5 --- Resource Theory --- p.40 / Chapter 2.6 --- Career Growth Opportunities --- p.53 / Chapter 2.7 --- Contingency Theory --- p.60 / Chapter 2.8 --- Peer Competition --- p.65 / Chapter 2.9 --- Task Interdependence --- p.67 / Chapter 3. --- CHAPTER THREE: CONCEPTUAL MODEL AND HYPOTHESES --- p.72 / Chapter 3.1 --- Conceptual Model --- p.72 / Chapter 3.2 --- OCB and Resources --- p.74 / Chapter 3.3 --- OCB and Services --- p.77 / Chapter 3.4 --- OCB and Love --- p.78 / Chapter 3.5 --- OCB and Status --- p.80 / Chapter 3.6 --- OCB and Information --- p.82 / Chapter 3.7 --- Interaction Effects with Peer Competition and Task Interdependence --- p.84 / Chapter 3.8 --- "Exchanged Resources (Services, Love, Status, Information) and Career Growth Opportunities" --- p.94 / Chapter 4. --- RESEARCH DESIGN AND METHODOLOGY --- p.101 / Chapter 4.1 --- Samples and Data Collection --- p.101 / Chapter 4.2 --- Measures --- p.104 / Chapter 5. --- RESULTS --- p.110 / Chapter 5.1 --- Descriptive Statistics --- p.110 / Chapter 5.2 --- Confirmatory Factor Analysis --- p.115 / Chapter 5.3 --- Regression Results --- p.125 / Chapter 6. --- DISCUSSION --- p.153 / Chapter 6.1 --- Effects of OCB on Resources --- p.153 / Chapter 6.2 --- Interaction Effects of Peer Competition and Task Interdependence on the Relationship between OCB and Resources --- p.157 / Chapter 6.3 --- Interaction Effects of Task Interdependence on the Relationship between Conscientiousness and Love Resource --- p.158 / Chapter 6.4 --- Effects of Resources --- p.160 / Chapter 6.5 --- Different Perceptions of Career Growth Opportunities --- p.160 / Chapter 6.6 --- Effects of OCB on Career Growth Opportunities --- p.161 / Chapter 6.7 --- Theoretical Contributions --- p.162 / Chapter 6.8 --- Practical Implications --- p.165 / Chapter 6.9 --- Limitations --- p.166 / Chapter 6.10 --- Conclusion --- p.169 / REFERENCES --- p.170 / APPENDIX A Questionnaire Rated by Self --- p.195 / APPENDIX B Questionnaire Rated by Supervisor --- p.201

<p> The personal support raising model of funding mission utilized by Evangelical outreach ministries (EOMs) in the United States can disadvantage women and staff of color (Perry 2011). Many EOMs desire to make changes to the way they raise support, but struggle to help teams pursue more just funding models in their contexts. This research project investigates ways ministers in eleven different ministries describe their journeys toward more just funding models. After examination and reflection through a lens of missiological reflection on justice and mission funding, the project then suggests common themes from these ministries to help three new ministry teams develop organizational change strategies to change the way they raise support. Insights from helping these three teams, combined with earlier missiological reflection and journey descriptions, are then utilized to create the Equitable Support Raising Canvas. This tool seeks to define on one page the adaptive work for EOMs who desire to pursue more just funding models for mission.</p><p>

<p> A case study conducted under the rubric of integral inquiry, this research explores the application of Jungian and archetypal psychology to the growth process of an organization. Drawing upon analysis of public documents using Corlett and Pearson&rsquo;s Archetype of Organization model, it identifies the Hero, Ruler, and Sage as the archetypes most active within the organizational psyche of the Oregon Public Health Division and the Jester, Explorer, Creator, and Caregiver as archetypes in the organizational shadow. Focus group discussion data characterizes these archetypes and contributes to specific recommendations for how this archetypal analysis could inform the agency&rsquo;s development and modernization. Guided by Hillman&rsquo;s process of &ldquo;seeing through,&rdquo; further analysis provides alchemical and mythological perspectives on the agency&rsquo;s organizational psyche informed by metaphorical analysis of documents and focus group data, the somatic and emotional responses of researcher and participants, and the researcher&rsquo;s dream and self-generated mandala images. This inquiry demonstrates that archetypal analysis can provide a valuable and unusual perspective on an agency, a nuanced opportunity for an organization to &ldquo;know thyself&rdquo; not available by means of conventional public health program evaluations or organizational assessments.</p><p>

<p> Within today's technologically enmeshed world, people are spending more and more time in front of screens (both large and small). This comes at a cost; time spent outdoors is becoming scarce. How does engaging with nature impact our practice of leadership? A Collaborative Inquiry carried out by four individuals with personal leadership practices explored this question. We found that our leadership practices were improved through spending time in nature. A significant impact we identified was that our experiences in nature had an ego-reductive influence, turning our focus outwards and improving our ability to navigate complex situations with greater fluidity. We recommend that leaders looking to alter their perspective adopt a practice of intentional reflective time in nature.</p><p>