Varying theories have been presented about the relationship of emotional intelligence to transformational leadership. The present study examines the extent to which a self report measure of emotional intelligence, based upon an ability model, can predict each of the four components of transformational leadership. This study further considers the extent to which the quality of a leader-follower dyad's Leader-Member Exchange relationship can moderate the relationship between emotional intelligence and transformational leadership. Study results demonstrate that emotional intelligence is related to several components of transformational leadership, and that both the quality of the Leader-Member Exchange relationship and the tenure of the follower can moderate the relationship between emotional intelligence and some of the components of transformational leadership.

The present study examines the extent to which emotional intelligence is related to transformational leadership within mentoring relationships. One hundred and twelve faculty members responsible for mentoring doctoral students completed the Schutte Self Report Inventory of Emotional intelligence, as well as measures of empathy, self awareness, and self confidence. Transformational leadership ratings for each professor were provided by the doctoral student(s) who were advised by him or her. Study results indicate that emotional intelligence can predict several aspects of transformational leadership, including charisma and inspirational motivation. The predictive power of emotional intelligence was, in several cases, explained by the personality construct of empathy.

Purpose The purpose of this study was to gain a deeper understanding of how supervisor-employee communication affects the employee engagement on the shop floor of manufacturing organisations. To achieve this purpose, the two below research objectives were developed: To identify how supervisor-employee communication impacts employee engagement To identify any barriers to supervisor-employee communication Method The study had a deductive, qualitative research approach as a conceptual framework was developed from literature and then verified with empirical data collected through semi-structured interviews. The research strategy was holistic and single case as all eight interviews were conducted with respondents from a single organisation. The interviewees were selected using a maximum variation, purposive sampling technique. Lastly, the collected data was analysed using a form of thematic analysis. Findings The main finding was that supervisor-employee communication was proven to have a significant impact on the employee engagement among the shop floor workers in the manufacturing organisation. In addition, supervisor-employee communication was proven to affect the employee engagement in a similar way that literature suggested. Furthermore, the findings supported the definition of employee engagement as a shared responsibility between the employee and the supervisor. Theoretical implications This study provided additional data to the existing literature on supervisor-employee communication and employee engagement while investigating the relationship between these two concepts in a new setting. Not only did this study contribute with rather unique data from the manufacturing industry, but it also adopted the employee perspective of the phenomenon. Previous research has predominantly consisted of studies with the perspective of management rather than the employees. Therefore, this study offers a foundation upon which further, both qualitative and quantitative research within this area can be conducted. Practical implications The main practical implication that this study has offered is highlighting the importance of supervisor-employee communication when it comes to generating and maintaining employee engagement on the shop floor of manufacturing organisations. The supervisor’s role and way of communicating has been identified as crucial for the employees’ level of engagement and this study has provided some guidance for supervisors in this matter.

<p>Background: The education for becoming a registered nurse in Sweden includes compulsory time for clinical practice. The clinical education means an essential part in the students’ personal development. According to regulation for nurses, a registered nurse has the responsibility to supervise nurse students during their clinical placement.</p><p>Aim:. The aim of the examination was to describe nurse students´ experiences of supervision during clinical education.</p><p>Method: The study was an empirical examination based on interviews with seven nurse students.</p><p>Results: The result showed that nurse students wanted to be seen and treated as colleagues, but not used as labour. Students believed that a supervisor was required to have knowledge how the students learn and how to teach the students about the coming role as a nurse, major themes that appeared were: to have time for the student, to promote a good interaction and to respect the students´ situation.</p>

Along this dissertation I propose to walk the reader through several macroeconomic implications of information asymmetries, with a special focus on financial issues. This exercise is mainly theoretical: I develop stylized models that aim at capturing macroeconomic phenomena such as self-fulfilling liquidity dry-ups, the rise and the fall of securitization markets, and the creation of systemic risk. The dissertation consists of three chapters. The first one proposes an explanation to self-fulfilling liquidity dry-ups. The second chapters proposes a formalization of the concept of market discipline and an application to securitization markets as risk-sharing mechanisms. The third one offers a complementary analysis to the second as the rise of securitization is presented as banker optimal response to strict capital constraints. Two concepts that do not have unique acceptations in economics play a central role in these models: liquidity and market discipline. The liquidity of an asset refers to the ability for his owner to transform it into current consumption goods. Secondary markets for long-term assets play thus an important role with that respect. However, such markets might be illiquid due to adverse selection. In the first chapter, I show that: (1) when agents expect a liquidity dry-up on such markets, they optimally choose to self-insure through the hoarding of non-productive but liquid assets; (2) this hoarding behavior worsens adverse selection and dries up market liquidity; (3) such liquidity dry-ups are Pareto inefficient equilibria; (4) the government can rule them out. Additionally, I show that idiosyncratic liquidity shocks à la Diamond and Dybvig have stabilizing effects, which is at odds with the banking literature. The main contribution of the chapter is to show that market breakdowns due to adverse selection are highly endogenous to past balance-sheet decisions. I consider that agents are under market discipline when their current behavior is influenced by future market outcomes. A key ingredient for market discipline to be at play is that the market outcome depends on information that is observable but not verifiable (that is, information that cannot be proved in court, and consequently, upon which enforceable contracts cannot be based). In the second chapter, after introducing this novel formalization of market discipline, I ask whether securitization really contributes to better risk-sharing: I compare it with other mechanisms that differ on the timing of risk-transfer. I find that for securitization to be an efficient risk-sharing mechanism, it requires market discipline to be strong and adverse selection not to be severe. This seems to seriously restrict the set of assets that should be securitized for risk-sharing motive. Additionally, I show how ex-ante leverage may mitigate interim adverse selection in securitization markets and therefore enhance ex-post risk-sharing. This is interesting because high leverage is usually associated with “excessive” risktaking. In the third chapter, I consider risk-neutral bankers facing strict capital constraints; their capital is indeed required to cover the worst-case-scenario losses. In such a set-up, I find that: 1) banker optimal autarky response is to diversify lower-tail risk and maximize leverage; 2) securitization helps to free up capital and to increase leverage, but distorts incentives to screen loan applicants properly; 3) market discipline mitigates this problem, but if it is overestimated by the supervisor, it leads to excess leverage, which creates systemic risk. Finally, I consider opaque securitization and I show that the supervisor: 4) faces uncertainty about the trade-off between the size of the economy and the probability and the severity of a systemic crisis; 5) can generally not set capital constraints at the socially efficient level.

Background: The education for becoming a registered nurse in Sweden includes compulsory time for clinical practice. The clinical education means an essential part in the students’ personal development. According to regulation for nurses, a registered nurse has the responsibility to supervise nurse students during their clinical placement. Aim:. The aim of the examination was to describe nurse students´ experiences of supervision during clinical education. Method: The study was an empirical examination based on interviews with seven nurse students. Results: The result showed that nurse students wanted to be seen and treated as colleagues, but not used as labour. Students believed that a supervisor was required to have knowledge how the students learn and how to teach the students about the coming role as a nurse, major themes that appeared were: to have time for the student, to promote a good interaction and to respect the students´ situation.

Syftet med föreliggande studie var att studera om det fanns skillnader i hur fyra dimensioner av feedback uppfattades beroende på om den kom från arbetskamrat eller chef. De fyra dimensionerna var; Kvalité, Framförande, Positiv och Negativ feedback. Ytterligare ett syfte var att undersöka om kön, ålder och anställningstid hade en påverkan i uppfattningen av de fyra feedbackdimensionerna. Studien utfördes på en anstalt och en kriminalvårds-utbildningsenhet i mellan Sverige. Mätinstrumentet som användes var Feedback environment scale (FES) ursprungligen framtagen av Steelman, Levy och Snell (2004) och översatt till svenska av Jansson och Nilsson (2010). Resultatet visade att tre av fyra dimensioner, Kvalité, Framförande och Positiv feedback, hade signifikanta skillnader, feedback från arbetskamrat värderas högre än feedback från chef. Endast anställningstid hade en påverkan i uppfattning av feedback och då i dimensionerna Framförandet- och Positiv feedback. Inga övriga signifikanta effekter av anställningstid, ålder eller kön visades.

Syftet med denna studie var att med en enkät undersöka belåtenhet med chefen ocharbetsrelaterad tillfredsställelse i förhållande till kvinnlig/manlig chef samt medarbetarnas könoch verksamhetstyp. Totalt deltog 147 respondenter vilket gav en svarsfrekvens på 74 %.Resultaten visade signifikanta skillnader i hur manligt och kvinnligt ledarskap uppfattades, imeningen att de kvinnliga cheferna hade genomgående mer nöjda medarbetare. Resultatet visadeäven att av de tre verksamhetstyperna (förskola, grundskola och gymnasium) som ingick istudien var förskolan den verksamhet som var mest belåten med chefen, oberoende av kön. Denverksamhet som hade lägst arbetstillfredsställelse i alla kategorier var grundskolan. Den endasignifikanta skillnaden som visades när det gäller kvinnliga och manliga medarbetare, var idelmåttet förmåner. Där fann vi att de manliga medarbetarna ansågs sig vara mer tillfredsställdamed de förmåner de hade i jämförelse med de kvinnliga medarbetarna. / The purpose of this survey was to examine satisfaction with the supervisor and workrelatedsatisfaction in relation to female vs. male supervisor, employee gender and type ofschool. A total of 147 respondents participated in the study, which yield a response rate of 74%.The results showed significant differences in how male and female leadership is perceived; ingeneral, female managers had the most satisfied employees. The results also showedthat participants from the pre-school, compared with elementary and high school were the mostsatisfied ones’ with the supervisor, regardless of the managers’ gender. Overall, the participantsfrom the elementary school showed the lowest work- related satisfaction. Finally, themale compared to female employees were showed to be most satisfied with the work-relatedbenefits, independently of the type of organisation.

This research examines the role played by an employee¡¦s supervisor and organization in the relationship between the support perceived by an employee and his or her affective commitment, task performance, and contextual performance to the organization. Our analyses, based on data taken from a sample of 222 steel manufacturing firm employees in Taiwan, reveal that there is a significant relationship between perceived organizational support and affective commitment, whereas nonsignificant relationship are found between perceived organizational support and task performance, also between perceived organizational support and contextual performance. Our results also highlight the moderate effect of perceived supervisor support in the relationship between perceived organizational support and employee¡¦s task performance, and contextual performance.

Work-life issues have been concerned by employees and employers from decades ago. The family structure has been transformed for the work style and most practices have been changed with human resource policy. However, the organizational climate of work and life is not clear and few of organizations implement comprehensive evaluation for the work-life culture. This research proceeds the cross-level analysis by using the hierarchical linear model which provides more precise outcomes. Besides, supervisor support has been recognized one of social supportive and informal organizational supportive resources, included by the work-life culture. Because of the unclear conception of informal organizational support, this research talks about the relationship of supportive supervisor behavior and organizational work-life policy. Furthermore, supervisor support comes up with employees¡¦ subjective well-being. Many scholars recognize employees who have supervisor support experience can reduce work-family conflict and turnover rate. Reasonably, job search behavior is the priority of voluntary quitting and job choosing, which helps to understand the process of employees¡¦ mind changing. To sum up, this research emphasizes on the influence among supportive supervisor behavior to work-life integration policy, subjective well-being and job search behavior. There are three dimensions for individuals, departments and organizations, combing employees¡¦ subjective well-being and objective job research behavior, excluding individual segmentation preference and segmentation support of workplace so as to strengthen the casual relationship and impersonal evaluation.