本研究旨在探討國內校長服務領導與學校效能關聯性之實際效應量，採用後設分析法進行數據分析與討論，藉由整合17篇文獻及研究數據，探討校長服務領導與學校效能之關聯性，並分析調節變項所帶來的影響力。 本研究提出以下三項結論如下：壹、校長服務領導與學校效能在整體層面間具有高度且正向的關聯性；貳、整體校長服務領導與學校效能分層面間具有高度且正向的關聯性；參、校長服務領導與學校效能關係間存在調節變項，包括任教階段及碩士學歷比等研究特徵具有調節作用。 最後，根據上述研究結論，提供相關教育相關人員與單位研究建議作為參考，並提供未來研究建議作為後續研究者研究之依據。 / The main purpose of this research is to prove the correlation between principals’ servant leadership and school effectiveness in Taiwan. The present research employs meta-analysis as methodology based on the findings of 17 master theses concerning principals’ servant leadership and school effectiveness, and moderator the two variables as the relationship between study characteristics are. This result indicates as following: 1.There is a positive and high correlation between whole principals’ servant leadership and school effectiveness. 2.There is a positive and moderate correlation between whole principals’ servant leadership and school effectiveness. 3.Education ratio and school location is the variable that moderates the effect size of principals' servant leadershiand school effectiveness. Based on the above findings, the researcher provided several suggestions for school leadership, education practices and future research.

“The relationship between ministerial tenure and Identity development in local churches, in the Methodist Church of Southern Africa – Northern Free State and Lesotho District.” This thesis was born from my experience of two local churches I was serving simultaneously in Riebeeckstad and Odendaalsrus. After a year of being their minister I began to reflect on my experience in their midst especially because I had begun to recognize that they treated me, as their minister, very differently. Amongst other things I discovered that they had experienced vastly different clergy tenure over an extended period of time. The journey these reflections began, along with my passion for the local church, has led to this dissertation which investigates the relationship between clergy tenure and the development of Congregational identity in local churches. Strong and healthy local churches have a clearly defined and understood congregational identity that overcomes uncertainty, builds unity, provides guidelines and direction, and increases member participation, excitement and energy. This sense of knowing “who we are” and “why we are” generates great momentum and focus in the local church which translates into participation with the Triune God in making the Kingdom of God a reality. For this to happen, strong and capable leadership is required. But, more than that, building up a Local Church to participate in the work of God's Kingdom requires continuity in the leadership of the local church. Long-term clergy tenure over an extended period is a vital part of leading a local church into a fuller participation with the Triune God in making the Kingdom of God a reality. Sadly, the importance of long-term clergy tenure is not always recognized and the result is that not only the local church suffers, but ultimately, the work of the Kingdom of God struggles. As we consider this absolutely vital aspect of Building up the Local Church I hope that local church leaders are encouraged to think long-term and strive for continuity in clergy and lay leadership. It is my hope and prayer that greater numbers of my colleagues will recognize that their call to serve God and His Kingdom in pastoral leadership requires long-term tenure. Soli Deo Gloria. AFRIKAANS : “Die verhouding tussen die predikant se dienstermyn en die Identiteits ontwikkeling in plaaslike gemeentes in die Metodiste Kerk van Suidelike Afrika – Noordelike Vrystaat en Lesotho Distrik”. Hierdie verhandeling is gebore uit my ervaring van twee plaaslike gemeentes waar ek gedien het ter seldetyd in Riebeeckstad en Odendaalsrus. Na 'n jaar van bediening het ek begin nadink oor my ervaring by hierdie gemeentes deurdat hulle my as predikant, 'anders' behandel het. Onder andere het ek uitgevind dat hulle uiteenlopende ervarings gehad het van die dienstermyne van hul predikante oor 'n lang tydperk. Tesame met my voorliefde vir die plaaslike gemeente, het hierdie reistog begin waardeur ek die verhouding tussen die dienstermyn van die predikant en die ontwikkeling van Gemeentelike Identiteit in plaaslike gemeentes ondersoek het. Sterk en gesonde plaaslike gemeentes het 'n duidelik gedefineerde identiteit wat onder andere onsekerheid oorkom, eenheid bou, riglyne verskaf en rigting hou, ledetal verhoog; energie ontwikkel en entoesiasme bevorder. Hierdie kennis van “wie ons is” en “waarom ons bestaan” ontwikkel groot dryfkrag en fokus in the plaaslike gemeente wat vertolk word deur die meelewing saam met die Drie-Enige God in die werklikmaking van die Koninkryk van God. Sterk leierskap is nodig om hierdie ideaal 'n werklikheid te maak, maar selfs belangriker as dit, is die ononderbrokenheid van die dienstermyn van die leierskap van die plaaslike gemeente. 'n Verlengde dienstermyn is 'n kardinale aspek in die opbou van plaaslike gemeentes se volgehoue betrokkenheid om die Koninkryk van die Drie-Enige God 'n werklikheid te maak. Ongelukkig word die voordele van verlengde dienstermyn van 'n predikant misken en die plaaslike gemeente ly verlies, buiten dat die Koninkryk van God ook verlies ly. Terwyl ons nou die voordele van verlengede dienstermyn van die predikant bedink, hoop ek dat plaaslike gemeente-leiers aangemoedig sal word om dit te oorweeg om aaneenlopende dienstermyn van predikante en ander lidmaat leierskap te implementeer. Dit is my gebed en hoop dat 'n groot meerderheid van my kollegas sal besef dat verlengde termyn dienslewering vir God en Sy Konikryk 'n noodsaaklikheid is. Soli Deo Gloria Copyright / Dissertation (MA(Theol))--University of Pretoria, 2012. / Practical Theology / unrestricted

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The research literature reveals a number of studies conducted on unethical behavior, including nepotism, within the broader nonprofit sector. However, the effect of faith community leadership nepotism on parishioners has not been studied. The purpose of this phenomenological study was to fill a gap in the literature by exploring parishioner perceptions of leadership nepotism through the lens of servant leadership. Specific to this study, it was unknown whether parishioners of a Protestant church view nepotism as having a positive, negative, or neutral impact related to leadership performance. Specifically, the study explored parishioner impacts related to 5 elements of servant leadership: (a) listening, (b) empathy, (c) healing, (d) stewardship, and (e) building community. Individual interviews were conducted with 9 parishioners from 1 church where nepotism was known to exist. The interviews were digitally recorded, transcribed, and thematically analyzed to identify and extract patterns and themes. Among the findings, the data revealed the presence of servant leadership characteristics found in leadership, which appeared to mitigate the negative influence of nepotism. The study may provide faith community leadership with information that can be used to create and implement important policies related to nepotism.

Diakonie as one of the most important services combines helping the needy and spiritual support. This service was already established in the early church and it focused on both material and spiritual area. The diploma thesis "The Work of Diaconia" with the subtitle "A Short Overview of the History of Diaconia, Czech Diaconia and Diaconia of the Evangelical Church of the Czech Brethren" describes diaconia from the point of view of the New Testament where it becomes helping a fellow man with the motivation of faith, i.e. following Jesus Christ. In next parts, diaconia is described from the period of early church until the Reformation. It is followed by the early days of diaconia in the Czech lands, the role of Kaiserswerth institute in Germany where Czech girls studied and some of them then used their knowledge about taking care of the ill and educating in their diaconic activities in the Czech lands. However, many of them continued living abroad. Priest Václav Šubert significantly contributed to the foundation of a first diaconic institution, girls' school or an orphanage in Krabčice, the birthplace of diaconia in the Czech lands. He and our first two deaconesses, Marie Karafiátová and Eleanora Kašparová, occupy more space in this work. In the next part, a historical development of Czech Diaconia...

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The characteristics of servant leaders as perceived by teachers who evaluated the leadership excellence of principals were the focus of this study. The essential ingredient of a leader was examined in all participating schools; the role of the principal was crucial to a school's effectiveness and was widely acknowledged. Ten characteristics were discussed in the literature review. This dissertation was a quantitative study of teachers' perceptions, as well as principals' self-perceptions, of principals in rural Title I Schools located in southwest Virginia. The exploratory question that originated from this study was: Was there a significant difference between the mean score on the Metcalfe Leadership Questionnaire for teachers and their school principals for each of the 10 survey variables (listening, empathy, awareness, healing, persuasion, conceptualization, foresight, stewardship, commitment to the growth of people, and building community) for schools 1 through 17? In an attempt to answer this question, a Likert 5 scale survey was given to each principal regardless of years experience and teachers with at least 3 years of experience. This group of teachers was selected with the assumption that experienced teachers could better identify influential relationship that described true patterns in Title I schools. A one sample t-test was used to determine if differences existed between teachers' means and their principal's self-ratings. The results showed a significant difference in the teachers' perceptions of their principal and the self-analysis by the principal in the servant-leadership characteristics as defined by Robert Greenleaf (1977). The null hypotheses relating to healing and persuasion were retained in more schools than rejected. The remaining 8 null hypotheses were rejected in more schools than retained. In most cases principals' self-ratings were higher than the means of teachers rating them. In at least two schools principals generally rated themselves lower than their teachers.

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