Based on the authors thesis (Ph. D.)--University of London, 1990. / Includes bibliographical references (p. 241-258) and index.

Thesis (doctoral)--Uppsala universitet, 1989. / Summary in English. Includes bibliographical references (p. 203-217).

Based on the authorʼs Thesis (Ph. D.)--University of London, 1990. / Description based on print version record. Includes bibliographical references (p. 241-258) and index.

Based on the author®s thesis (Ph.D.)--University of London, 1990. / Title from e-book title screen (viewed January 13, 2007). Available through MyiLibrary. Includes bibliographical references (p. 241-258) and index.

Thesis (Ph. D.)--Georgetown University, 2006. / "August 25, 2006." Includes bibliographical references (p. 234-247). Also available via the Internet.

Akademisk avhandling--Stockholm. Extra t.p., with thesis statement, inserted. / Bibliography: p. 164-172.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1951. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 398-420).

Organizations today place great emphasis on the selection of their managerial and supervisory personnel. Consequently, the need to develop strong predictors of leadership for use in selection tests is immense. Theoretically and historically, intelligence, dominance, masculinity-femininity, and self-monitoring have been strong indicators of leadership. Accordingly, biographical questionnaires and personality inventories were administered to 1137 Air Force officers attending Squadron Officer School to determine their levels of intelligence, dominance, femininity, and self-monitoring. These traits and individual difference variables were then used in a discriminant analysis to predict the subject's classification into one of four leadership categories. Analyses showed differences between leaders and nonleaders for intelligence, dominance, and femininity, but not for self-monitoring. However, a discriminant analysis and associated cross validation resulted in no predictive capability. A possible reason for the lack of classification capability was the uniqueness of the military sample. Since military individuals seem to share very common experiences and beliefs, the sample appeared to be quite homogeneous making differences between leaders and nonleaders extremely difficult to detect. Future studies should address this potential problem / Ph. D.

No description available.

Thesis (Ph. D.)--University of Washington, 2007. / Vita. Includes bibliographical references (leaves 280-296).