<p> The purpose of this study was to identify what leadership behaviors are associated with each of Spillane's (2006) three conceptually distinct forms of distributed leadership, and to determine whether specific influence tactics (Yukl, Seifert &amp; Chavez, 2008) are differentially associated with each form. A two-phased, mixed methods design was employed. The sampling frame for both phases included student affairs professionals in colleges and universities in New York, Ohio, and Pennsylvania, which were primarily four-year, undergraduate, co-educational, residential institutions. In Phase I, focus groups identified behaviors exhibited by student affairs professionals working together to accomplish a task. The identified behaviors were crafted into leadership behavior statements. These statements were triangulated with Spillane's forms of distribution: The co-investigator associated the statements with Spillane's conceptual definitions; while concurrently, a survey of these statements was sent to distributed leadership experts asking them to rate the expected likelihood of the behaviors being demonstrated in each of Spillane's forms of distributed leadership. Subsequently, in Phase II, student affairs professionals were surveyed regarding leadership behaviors and influence behaviors. Both cluster and factor analytic techniques were employed to associate influence behaviors with Spillane's forms of leadership distribution. Factor analysis of the leadership behaviors were interpreted in light of the co-investigator's cluster analysis of the same data. Spillane's distinct forms of distributed leadership were not affirmed by this study. When practicing distributed leadership &ndash; the idea that multiple participants co-create a leadership experience &ndash; a universal, differentiated view may be overly simplistic.</p>

This program of research examines the perceptions of the flows of learning in a Canadian granting council during its renewal initiative. This case study will answer the following research questions: How do employees of a granting council perceive the flow of learning during the organization's transformation into a knowledge council? More specifically, how do they perceive the feed-forward flow between the individual and the group, and the feedback flow between the organization and the individual? Based on Crossan, Lane and White's (1999) 41 Framework and on the organizational learning, organizational change and social construction literatures, this qualitative study sheds light on two problematic relationships that may lead to tension at the junctures of the flows between the individual and the group, and the organization and the individual. Face-to-face, semi-structured interviews were conducted with 15 participants, and data was analyzed using Miles and Huberman's (1994) methods for interpretation. The data revealed that those who are heavily involved in the renewal conceptualization retain the learning that occurs during organizational changes. It also suggests that some factors consolidated under the constructs of capabilities/capacities, skills, roles and infrastructure, could be considered as indicators of the flows of learning. The findings confirm that middle management has a fundamental role in amplifying knowledge and in engaging and integrating employees. Preliminary results also show that routines are mostly at the individual and group levels, and that along with hierarchy, do not obstruct the flow of learning as much as is commonly believed. This research contributes to theory by studying the learning component during a renewal exercise, by building on the 41 Framework, by providing empirical data, and by extending research on organizational learning in federal granting agencies. Its implications for practice are that the mechanisms to spread organizational learning need to be taught, and that organizations could be considered as neutral rather than benevolent organisms where power is not malevolent, but residing in a set of relationships that employees have to navigate. The fields of education and management may benefit from the narratives that this research provides regarding the learning needs of knowledge workers. Keywords: Feed-forward and feedback flows of learning; tension; granting councils; organizational learning; organizational change.

This dissertation consists of three essays on regulation. In the first essay, "Firm Reputation and Screening at the Patent Office", we assert that the patent office is an important regulator, exerting influence on firm outcomes. Prior research argues that powerful groups such as top innovators are able to capture their regulators, gaining favorable treatment in return for either monetary contributions to legislators' political committees or hoped-for future employment of regulators in the firms they regulate or in the firms of their legal representatives. It is also argued that regulators face many audiences and attempt to maximize their legitimacy to political entities, legal entities, the general public and the firms affected by their regulation. This can introduce a lack of consistency in decision-making. Given the considerable power of many regulators, this has implications for both policy and firm strategy. / The patent office, in particular, faces considerable uncertainty about the value of the patent rights it provides. Further, patent examiners are under pressure to grant patents quickly and have no way of permanently disposing of an application other than by granting it. We argue that patent examiners tend to look for certain signals in attempting to determine the quality of the application. We assert that the patent office's focus on helping its clients obtain intellectual property rights make their clients' prior reputations most salient. Therefore examiners tend to rely on the prominence of the applicant in the prior patent art. This can grant either a positive or negative reputation depending upon the general reputation of that field in prior patent art. / We utilize a dataset of all patents granted from 2001--2003. We use examiner-added citations to prior patent art, controlling for applicant-added citations as a measure of examiner screening. We find that firm reputation for patenting influences the level of scrutiny to which a patent application is subjected. In the conclusion we discuss the implications of these findings. / In the second essay, "Which drugs obtain the Pediatric Exclusivity Provision" we examine the pediatric exclusivity regulation provision. Pediatric exclusivity is designed to reward companies for conducting pediatric trials for dosage and safety with 6 months' extra monopoly on their drug. Using data from the Medical Expenditure Panel Surveys from 1996--2007 and drug data from the FDA, we find that companies appear to base the decision to conduct pediatric trials almost solely on the basis of current sales (and hence presumably future projected revenue). We find the threshold for a sharply increased probability of obtaining pediatric exclusivity is annual sales of $260 million in the prior year. We estimate, very conservatively, that the total liability to consumers is US$ 21 billion as of end 2007. / We also find, in accordance with prior criticism, that, (barring ADHD drugs, which are marketed primarily to minors) even after controlling for the total sales, the proportion of sales to minors does not affect the probability of obtaining pediatric exclusivity. This is in concordance with regulatory capture theory which would suggest that a powerful group (i.e., brand-name drug manufacturers) influenced Congress to pass this legislation to procure a benefit for themselves with a not-easily perceived cost to the much more diffuse group of pharmaceutical customers who pay brand-name prices for 6 more months as a result of delayed generic entry. / In the third essay "Pediatric Exclusivity - Are the intended benefits being realized?" we examine the underlying rationale for the pediatric exclusivity and test whether the intended benefits of pediatric exclusivity are being realized. The pediatric exclusivity rule is intended to provide benefits to pediatric patients by providing clinicians with label information regarding safety and dosage in pediatric populations. We test whether valuable and important information is being produced and disseminated by the clinical trials that are undertaken to gain pediatric exclusivity. We do this by examining the patterns of publication of clinical trials before and after pediatric exclusivity is obtained and by examining the patterns of prescriptions to minor patients before and after pediatric exclusivity is obtained. / We find no evidence of greater dissemination of pediatric information in the peer-reviewed literature after obtaining pediatric exclusivity. We also find no evidence of changing patterns of prescriptions to minor patients after pediatric exclusivity is obtained. This leads us to question the value of the information being provided and conclude that the intended benefits of pediatric exclusivity provision are not being realized. We conclude that pediatric exclusivity legislation is an example of regulatory capture, designed primarily to increase monopoly protection of the sales of brand-name drugs without producing many tangible benefits.

<p>In today&rsquo;s global, dynamic, and uncertain business environments, the need for developing leaders and managerial talent throughout the organization is increasingly evident, especially for multinational companies. While the important role of job assignment for leadership and managerial development has been well recognized, there is no aligned, comprehensive global leadership development model. This study focused on understanding leadership development assignments and experiences of successful Japanese managers who are functioning in for-profit multi-national Western companies in the consumer products industry in Japan. A sequential explanatory mixed method design incorporating phenomenological interviews was used to first explore work-related strengths and developmental experiences and key competencies of 24 high performing managers working in the consumer goods industry, representing three different companies. 6 individuals were selected to participate in the phenomenological interview process. </p><p> Key findings from phase 1 research among 24 respondents are (a) while challenging job is the most effective method for leadership development, that alone cannot always develop effective leaders, and (b) effective leaders have more number of challenging assignments and work experiences. Phase 2 research, phenomenological interview was conducted among 6 most effective leaders selected based upon 360 feedback survey results. There were 3 types of developmental experiences those effective leaders found very effective: (a) business challenges, (b) interpersonal and cultural challenges, and (c) developmental relationship. Key findings from phase 2 research are (d) effective leaders have experienced dual challenges from key developmental work&mdash;both business challenge and interpersonal (or cultural) challenges, (e) they possess both business skills and interpersonal skills, (f) they have learned and strengthened both business management and interpersonal skills through overcoming challenges on the job, (g) they have a positive and open mindset and positive attitudes toward new challenging, learning and achievements, (h) they have learned through self reflection during and after developmental experiences. Of note, all of them have had a significant learning and influence from their boss(es) in their career. </p><p> Incorporating the findings from this research, I recommend a systemic leadership development approach that integrates challenging assignments with reflective learning, skill development supports, 360 feedback, and thorough performance review system, involving boss. </p>

<p> The efficiency and efficacy of the U.S. healthcare system has been in question for decades. We spend more per capita than any other industrialized nation while consistently realizing inferior health outcomes for our population as a whole when compared with many industrialized nations. In 1965, the proportion of U.S. gross domestic product (GDP) attributed to healthcare was approximately 6%. Today, the share of GDP spent on healthcare by the United States is almost 18%. This number is 5% higher than the next two countries, the Netherlands and France (spending 12.0% and 11.8% of their GDP on healthcare respectively) according to the Organization for Economic Co-operation and Development (OECD). The proportion of GDP spent on healthcare in 2020 is estimated to reach 20%, with the nation's increasing healthcare expeditors reducing resources available for other worthy government programs, eroding wages, and undermining the competitiveness of U.S. industry. </p><p> This dissertation explores longitudinal outcome data for Malcolm Baldrige National Quality Award recipients in healthcare in the dimensions of patient outcomes (mortality, complications and patient safety), as well as hospital financial and efficiency measures (average length of stay, expense per discharge and profitability). Source data from Truven Health Analytics (formerly Thomson Reuters) are used to evaluate changes in level, immediacy/latency and trend in the years prior to versus the years after becoming a Malcolm Baldrige National Quality Award recipient. In support of the hypothesis, being a recipient of the Malcolm Baldrige National Quality Award in healthcare explains slight enhancements in clinical outcomes, while hospital financial and efficiency measures all showed overwhelmingly positive operating results.</p>

<p> Leadership theories provide guidance, methods, and models for effective leaders. Many leadership theories, such as transactional, transformational, and servant leadership, identify a set of leadership traits or behaviors an effective leader possesses. Robert Greenleaf's (1970) servant leadership theory and characteristics have endured for decades. Greenleaf's servant leadership theory has resurfaced and grown in popularity as evidence by his work being widely cited in new publications, leadership journals, and articles on servant leadership (e.g., Ken Blanchard, Stephen Covey, and Peter Senge). </p><p> A number of authors have studied Eunice Kennedy Shriver and written about her leadership style, but no one to date has conducted an analysis to determine if her characteristics match those of a servant leader. This dissertation was a historical case study to recognize the leadership of Shriver and analyze the supposition that she was a servant leader. Shriver had the vision that became the Special Olympics movement that transformed the lives of people with intellectual disabilities and their families and communities worldwide. The fact that under the leadership of Shriver the Special Olympics achieved global success makes a study of her leadership style significant to the field of organizational leadership. </p><p> This qualitative case study sought to determine if leadership behaviors of the research subject, Eunice Kennedy Shriver, exemplified the 10 characteristics (behaviors) of servant leadership as defined by Robert Greenleaf (1970) and Larry Spears (1995, 1998b). </p><p> Servant leadership is the antithesis of leadership in much of corporate America. For decades, American managers of large corporations and the military have applied an autocratic (command and control) style of leadership. Servant leaders are selfless and seek to invest in the people they lead by genuinely caring about them and their success. They understand that success is realized through the efforts of their followers over selfinterest (Greenleaf, 1977). </p><p> Leadership can be a company's competitive advantage, and servant leadership can be the key element. Laub (1999) and Parolini (2004) found that organizations that fostered a servant leadership culture capitalized on the skills of both their employees and their leaders, which led to greater employee engagement and profitability (Block, 1993; Wheatley, 2005).</p>

<p> Community college student support services are an important aspect of success among community college students. Theoretical and empirical models of organizational politics and withdrawal guided the expectation that community college employees who perceive their organizations as political may withdrawal from their organization, diminishing the services delivered to students at the institution. A multisite cross-sectional survey design was utilized to gather quantitative data via Survey Monkey from national professional organizations. Two-hundred seventeen usable surveys from community college administrators (executive, mid-level managers, and administrators) were gathered. Data were analyzed via correlation and regression models to examine if political skill reduced or moderated the relationship between perception of organizational politics and work withdrawal behaviors. Employee political skill was a partial antidote, reducing the effect of organizational politics on withdrawal behaviors, but there was not a significant interaction moderating effect. Recommendations include political skill training for community college administrators as part of their professional development program, as well as including graduate education components and new employee orientation programs. Such training could lead to positive social change in community college settings by increasing levels of service and job satisfaction and reducing attrition among community college administrators, leading to higher levels of community college student satisfaction and graduation rates.</p>

<p> Poor and inadequate customer service is prevalent in the public sector of emerging economies. Also, limited leadership roles are ascribed to frontline employees in the sector. Improving customer service and empowering frontline employees could increase organizational effectiveness. The goal of this qualitative phenomenological study was to explore the problem of inadequate customer-service delivery skills and limited leadership roles for court personnel in the Lagos State Judiciary, Nigeria. The research was guided by two research questions: In what ways could the servicing experience of customers by court personnel/leaders in the Lagos State Judiciary be improved upon? and What are the lived experiences of leaders and customers in the Lagos State Judiciary System? The study participants&rsquo; were 25 court users of the Lagos State Judiciary. The data were subjected to analysis using the 4 step modified Van Kamm method by Moustakas to identify themes through exhaustive data coding and data distillation The 14 interview questions resulted in the emergence of 34 primary themes. Five overall themes emerged from thematic clusters and they were capacity building, attitude of court officials, policy changes, interaction with stakeholders and leadership training. The findings showed strong similarities between the participants&rsquo; lived experiences and experiences presented in relevant literature. The implication was that the management (leaders) of the Judiciary might benefit from this study by adopting the Folami Model for Improving Customer Servicing in the Lagos State Judiciary (FMICS &ndash; LSJ) to achieve customer service improvements. Researchers may wish in the future to explore the twin concepts of customer service and leadership styles in other contexts further to add further insight to existing literature.</p>

<p> Without exception, healthcare systems in the Sub-Saharan Africa, including Ghana, face many challenges. Difficulties in Ghana&rsquo;s healthcare system stem from many factors, but the most notable one is professional migration, which has crippled the former British colony since 1980. Statistical data demonstrate the yearly migration of healthcare workers from Ghana and its impact on healthcare services (the doctor/nurse population ratio). This study used a quantitative multiple regression research method to examine and empirically analyze the relationship between healthcare workers, technological innovations, and changes in healthcare services in Ghana from 1990 to 2010. The main result was that technological innovations had a significant impact on healthcare services in Ghana during the observed period. Also, regional disparities in the number of medical doctors and nurses were largely explained by the degree of urbanization and economic development. Therefore, the pooled regression analysis from the panel data consistently showed that technological innovations significantly impacted the healthcare system in Ghana during the observed period. However, the numerical impact of the technological innovation coefficients was relatively lower in Ghana during the observed period.</p>

<p> This study posits a new research model for Armenian American leadership. The study aims to fill the void in Armenian American leadership literature, while adding to the leadership studies of other ethnic and racial groups in the United States of America. Furthermore, this study aims at discovering the unique characteristics of Armenian American Leadership in relation to cultural acculturation and more specifically how Anglo-cultural influences in leadership may or may not enable a better understanding of diversity within the Armenian American community, along with the role of trend development. </p><p> This study examines similarities and differences of leadership styles by analyzing the data both from elected officials and none elected leaders of major Armenian organization in Glendale (who are not elected by registered voters of City of Glendale, but by members of their organization). Furthermore, the study examines the relationship between leadership style, and acculturation in Glendale among Armenian American elected leaders, and non-elected leaders. Specifically, the study aims to determine specific and unique leadership behaviors among respondents reflecting perceived leadership styles, and their commitment to a cause. Additionally, this study seeks leader identification of individual acculturation level as means of examining associations between acculturation, and leadership styles. </p><p> Correlational analyses were performed to compare the study's findings based on samples drawn from the Multifactor Leadership Questionnaire (MLQ) and Acculturation Rating Scale for Armenian Americans (ARSAA) developed by using the Acculturation Rating Scale for Mexican Americans (ARSMA-II), whereas, past similar scales have never used literature and data to justify the revision and adaptation of the scale from "Mexican" to "Armenian" but this study does. </p><p> The study aims to increase understanding of Glendale's Armenian American residents, and community leaders in terms of leadership perception, style, and relationship to the future and growth of the community. Additional exploration of the relationship between acculturation, and self-perceived leadership style, of Glendale's Armenian American elected leaders will add to the body of leadership literature pertaining to acculturation, as well as to Armenian American ethnic culture, self-identity, and overall influence within the culture. Lastly, the study will enable deeper understanding of history, dynamics, and characteristics of Armenian Americans in Glendale by penetrating the history of the community and leaders, all with an eye on present dynamics. It is anticipated that this study will lead to future studies of ethnic-specific leadership styles, especially those of the under-researched Armenian American community.</p>