This thesis demonstrates that by redefining the notion of nationhood and by treating nations and national minorities equally with respect to self-determination, it is possible to formulate basic principles of the international legal system, which would promote territorial integrity and stability of multinational states better than the existing system. I demonstrate that theories dealing with self-determination based solely on human rights or cases of secession address the problem with inadequate tools. I also show that minority-rights approaches do not accommodate self-determination claims of national groups properly. / I offer a new idea of nationhood as a political culture of self-determination with which people self-identify. It includes beliefs about co-nationals' mutual membership in a political community, which is perceived by them as having a self-determining power. Definitions of nationhood which use the notion of culture, but not political culture, are both too inclusive---they fail to distinguish between national and ethnic groups, and too exclusive---they overlook multicultural nations. / Contested secession has received much attention in recent scholarship. Since, however, contested secession is based upon the disagreement of two or more national groups concerning their self-determination within particular boundaries, I consider secession within the scope of a systematic approach to the regulation of relations among national groups. I propose that international legal principles should be based upon the recognition of states and national groups as the two basic elements of the international system, and the equal recognition of nations as political cultures of self-determination. I interpret self-determination as a claim to equality within the boundaries a multinational state, and formulate a criterion of minimal justice for states. It requires that states respect equality of self-determination of national groups on their territory. National groups can secede from multinational states either by mutual agreement, or if their they are persistently denied a status with respect to self-determination equal to that of other national groups.

This thesis explores self determination through the lens of Cree First Nation members located in northeastern Alberta, Canada. The researcher utilizes the talking circle to explore how Cree leaders define self determination. Four prominent themes; 1) identity and western influences 2) personal transformation 3) searching for nehiyaw pimatsowin and 4) commitment and responsibility evolve from the stories shared. Cree spirituality and the need to involve ‘self’ in ceremony proves to be the foundation upon which Cree self determination is founded. This thesis moves towards, “Learning Self Determination Through the Sacred Embedded Teachings and Responsibilities given to Cree Women by the Creator”. / Graduate

Leadership research has traditionally focused on the organizational context and is largely dominated by micro-leadership theories that describe specific styles of leadership. The current research advances previous work by introducing two general interpersonal frameworks – attachment theory and self-determination theory – in order to better understand how leaders relate to those around them in the workplace context. In addition, the current series of studies considers leadership not only in the traditional organizational context, but also in the context of other workplace settings wherein there may not be traditional leadership roles. The central research question was that leaders with more secure attachment orientations would provide greater need support to their employees. In other words, when leaders held positive views of themselves and others, they would be inclined to provide employees with choices, a sense of volition, feelings of connectedness, and efficacy about their abilities. This association was expected to be observed in a variety of leadership contexts. In Study 1, using hospitality managers (N = 104), results indicated that fearful and avoidant attachment (insecure attachment) predicted lower levels of reported need support provision in hypothetical scenarios. Results also indicated that the traditional leadership styles that most research includes did not explain any additional variance in need support beyond that accounted for by attachment orientation. In Study 2, using a sample of students (N = 106) and an experimental design, both secure Attachment and Leadership attachment and positive affect led to higher levels of reported need support provision in hypothetical scenarios. Finally, in Study 3 (N = 154), using a sample of life and business coaches, coaches’ preoccupied attachment orientation predicted lower levels of reported need support in hypothetical scenarios. In addition, coaches’ preoccupied attachment predicted lower levels of reported empathy provision, whereas coaches’ secure attachment predicted higher levels of reported empathy provision. This is the first known research to bring together attachment theory and self-determination theory in a series of three studies with different samples (hotel managers, students and coaches), and multiple research designs (experimental and non-experimental), all focusing on the leadership context. The findings and associated implications are discussed in the context of previous research and future research directions. / Graduate

Thesis (M.A.)--Carleton University, 1988. / Also available in electronic format on the Internet.

Thesis (doctoral)--Universiteit Leiden, 2002. / Includes bibliographical references (p. [453]-480) and index.

In a society fixated on leaders, where does that leave followers? Followership highlights the follower in the leadership process, examines who are followers, and explores how and why people follow. Much of the existing literature on followership has focused on classifying followers into follower types. However, less is known about why an employee might enact a particular follower role. The purpose of this dissertation is to understand how leaders influence the likelihood that followers to enact a particular follower role orientation, either coproducing or passive. Specifically, this research contributes to understanding the impact of transformational leadership on follower motivation and follower role orientation. An additional contribution of this dissertation is to establish the theoretical mechanism that explains the connection between leader behavior and follower role orientation by integrating self-determination theory (SDT) into the process of followership. Through SDT, we gain understanding of the origins of these roles by explaining their underlying motivation. Study 1 consisted of sequential experiments with a between-subject design that used distinct vignettes for transformational leadership and work-based need satisfaction. Findings support the causal relationship between transformational leadership and follower needs satisfaction; however, the casual relationship between follower need satisfaction and follower role orientation was not significant. Study 2 was a two-wave field study of full-time employed adults located in the United States. Results from Study 2 indicated that transformational leadership relates to coproduction follower orientation through competence need satisfaction and to passive follower orientation through autonomy/relatedness needs satisfaction. These findings contribute to our understanding of how different follower role orientations develop.

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Microbreaks are short, voluntary breaks taken during the workday that have been found to be beneficial in the recovery process as they are less structured and can be taken when an employee is feeling heightened levels of fatigue. Self-determination theory provides an important lens through which to study the possible association between microbreaks and work performance. Self-determination theory states that when an individual's needs for autonomy, competence, and relatedness are satisfied the individual will have intrinsic motivation which will drive performance. In this experience sampling study, I recruited employees to respond to four surveys per day for five days. Based on the results of 100 participants, using unconflated multilevel modeling I found that higher work engagement covaried with higher personal initiative. Using multilevel structural equation modeling and focusing on between-person relationships, I found that autonomy need satisfaction during microbreaks covaried with increased intrinsic work motivation, while relatedness covaried with decreased intrinsic work motivation. Also, focusing on the between-person relationships, higher intrinsic work motivation covaried with higher work engagement, which then covaried with higher personal initiative. At the between-person level autonomy influenced personal initiative indirectly via enhancements in work engagement extending from intrinsic motivation. In this dissertation, I provided a comparative analysis of microbreak activities and implications of need satisfaction on various work-related constructs. / Doctor of Philosophy / Recent research surrounding recovery has focused on breaks after work, during the weekend, or vacations. Microbreaks are short, voluntary breaks that are beneficial in that they allow employees to relax. Microbreaks are less structured and can be taken when employees feel the greatest level of tiredness from their work. I hypothesized that when employees satisfy their needs for autonomy, competence, and relatedness during microbreaks, they will experience greater intrinsic work motivation. I also hypothesized that this increase in intrinsic work motivation will correlate with increased work engagement, finally, correlating with increased personal initiative and helping behaviors. Results from 100 participants indicated that higher work engagement correlated with increased personal initiative. I also focused on relationships between people and found that individuals who experienced greater autonomy correlated with increased intrinsic work motivation, while individuals who experienced greater relatedness correlated with decreased intrinsic work motivation. Also, with the between-person relationships, individuals who had more intrinsic work motivation positively correlated with work engagement, which then positively correlated with personal initiative.

Ledarskapet anses ha stor påverkan på individers motivation inom sin idrott. Ledarskap kan, inom ramarna för Self-Determination Theory (SDT), i stort sorteras i två olika stilar, autonomistödjande respektive kontrollerande ledarskap. I dagsläget finns en brist på experimentella studier som jämför dessa två ledarskapsstilars påverkan på motivation. Denna studie syftade till att i en isolerad miljö undersöka hur ett autonomistödjande respektive ett kontrollerande ledarskap har en påverkan på inre motivation och prestation. I studien ingick 37 deltagare som under 20 minuter fick utföra en bygguppgift med lego under en neutral, autonomistödjande eller kontrollerande ledarskapsstil. Resultatet visade att den kontrollerande ledarskapsstilen hade en viss negativ påverkan på motivation och att gruppen kontroll angav en lägre upplevd kompetens än gruppen autonomi.  Ingen av ledarskapsstilarna hade någon effekt på prestation. Vidare visade sig upplevd motivation ha ett signifikant samband med prestation på bygguppgiften. / Within sports, leadership is considered having a great impact on individuals’ motivation. Leadership could, within a Self-Determination Theory (SDT) framework, be sorted into two different styles, autonomous and controlling leadership. There is a gap in current research concerning the effects of autonomous and controlling leadership on motivation in experimental settings. The aim of the present study was to, in an isolated environment, examine how an autonomy supportive- or a controlling leadership affects intrinsic motivation and performance. The study included 37 participants who, over a period of 20 minutes, performed a lego building task under a neutral, an autonomy supportive- or a controlling leadership style condition. The results indicated that the controlling leadership style had a negative impact on motivation and that the controlled group had lower perceived competence compared to the autonomous group. None of the leadership styles affected performance. Further, perceived motivation was found to significantly correlate with task.

Studien har genomförts med syfte att undersöka hur friskvårdstimmen upplevs ur arbetstagarens perspektiv. Studien gjordes inom olika yrkesområden inom både privat och offentliga sektorn. I dagens arbetsliv är vi i högre grad stillasittande än tidigare och därför har behovet av fysisk aktivitet ökat. I studien ställer vi oss frågande till i vilken utsträckning friskvårdstimman nyttjas, vilka motivationsfaktorer som påverkar nyttjandet samt vilka effekter arbetstagaren upplever av friskvårdstimmen. Vi har en gjort en kvalitativ studie med semistrukturerade intervjuer genom att intervjua sju respondenter. Resultatet från studien visar att de respondenter som nyttjar friskvårdstimmen regelbundet är de som har möjlighet att självständigt planera sin dag. De respondenter som inte har samma möjlighet att självständigt planera sin arbetsdag uppger att schemalagd friskvårdstimme skulle öka nyttjandet. Arbetsgivarens inställning visade sig vara en betydande faktor för nyttjandet. Att schemalägga friskvårdstimmen skulle uppfattas som en uppmuntran från arbetsgivaren vilket skulle underlätta för de respondenter som inte har möjlighet att styra sin arbetsdag. Resultatet visar också på att nyttjandet av friskvårdstimmen ökar respondenternas arbetsmotivation. Resultatet har diskuterats utifrån Self-determination-theory av Richard Ryan och Edward Deci, Frederick Herzbergs tvåfaktorteori samt tidigare forskning.