Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005. / Source: Masters Abstracts International, Volume: 45-06, page: 2932. Typescript. Abstract precedes thesis as 2 preliminary leaves (iii-iv). Includes bibliographical references ( leaves 91-93 ).

Thesis (Ph. D.)--University of Texas at Austin, 2006. / Vita. Includes bibliographical references.

M.A. (Industrial Psychology) / South Africa is a country richly blessed with natural and human resources. Optimal utilization of human resources is of great importance for economic development, but a number 9f factors with specific reference to the South African situation restrain this development, i.e; A shortage-of skilled labour 2. A small white population that has to satisfy the demand for skilled labour, and 3. A shortage of supervisory and middle management. By means of training, the shortage of skilled labour can be reduced and by placing Blacks in supervisory positions the demand on the white population can be eased. One of the first levels of management is that of the first line supervisor. The position of the Black first line supervisor is receiving more and more attention from industrialists who realise the importance of these supervisors for the healthy functioning of an organisation. Black supervisors can be effective, but they have to be selected and trained correctly. The focus of this study is placed on the selection of Black first line supervisors. Two selection instruments, The Work Preference Questionnaire (WPQ) and the Picture Situation Test (PST) were specifically developed for this purpose, but the metric qualities of the tests were not known until now. The aim of this study is to determine the validity of these two selection instruments. The model for concurrent validity is used.

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This study explort1d the impact of emotional intelligence on supervisor/employee communication. The purpose of th~s study was to investigate 1) how emotional intelligence affects supervisor and employee communication from both supervisors' and . employees' perspectives; 2) how supervisors and employees perceive the effects of emotional intelligence on the active listening of supervisors; and 3) relationships among supervisor/employee communication, emotional intelligence, and active listening. This study is expected to facilitate a better understanding of the relationship between active listening and the emotional intelligence of supervisors. Focus groups were conducted to collect sup~rvisors' and employees' perceptions and thoughts on communication, emotional intelligence, and active listening. This . method was used to identify emotional intelligent competencies related to effective communication between supervisors and employees and active listening. This study also examined how supervisors should demonstrate those .competencies. The data collected generated particular themes and relationships between supervisor/employee communication, emotional intelligence, and active listening and to answer the research questions that were posed for the study. Participants in the study discussed the importance of establishing trust in the relationship, listening to their employees' ideas, and valuing a personal relationship with ,..---------- their employees. When looking at the impact of emotional intelligence on supervisor/employee communication the results from this study showed that supervisors understood that emotions are part of the work environment and listening to employees is critical. Employees in the focus groups believed that supervisors need the ability to deal with emotions in the workplace and understand that sometimes those feelings are generated in an employee's personal life. The key to developing positive supervisory communication is through supervisors role-modeling critical competencies related to emotional intelligence. Establishing trust in the supervisor/employee relationship is directly correlated with effective communication. Active listening is one method supervisors can use to demonstrate and establish trust in the relationship.

No description available.

This field study investigated the supervisor's and subordinate's perception of the LMX relationship and organizational outcome variables. The major purposes of this study were: (1) to determine whether the dyad is the appropriate level of analysis for the examination of supervisor-subordinate relationships, (2) to determine what qualities are important in defining negotiating latitude, the most commonly used measure of LMX, and (3) to determine whether these qualities would be better predictors of organizational outcome variables than negotiating latitude. Ninety-five supervisor-subordinate dyads from 20 supervisor groups in a department of a regional telephone company completed questionnaires. Congruence was found between the subordinates' and supervisors' perception of the LMX relationship and several outcome measures. That is, dyad means were found to represent LMX relationships when within and Between Analyses (WABA) were employed to test the dyad (e.g., LMX) versus group (e.g.! ALS) level of analysis. This study also found that Dienesch and Liden's (1986) proposed dimensions of loyalty, liking, and competence were related to negotiating latitude at the dyad level. In addition. loyalty, liking, and competence were better predictors of overall satisfaction, work satisfaction, growth satisfaction, turnover intention, and supervisor performance rating than negotiating latitude alone. / Ph. D.

Wan, Ying-ming. / Summary in Chinese. / Thesis (M.B.A.)--Chinese University of Hong Kong. / Bibliography: l. 99-101.

published_or_final_version / Business Administration / Master / Master of Business Administration