Thesis (M.A.)--University of Missouri-Columbia, 2007. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on April 1, 2008) Includes bibliographical references.

Diss. Linköping : Univ., 2001.

Thesis (Ph. D.)--University of Pennsylvania, 1918.

Thesis (M.S.)--Kutztown University of Pennsylvania, 1991. / Source: Masters Abstracts International, Volume: 45-06, page: 2724. Abstract precedes thesis as 3 preliminary leaves. Typescript. Includes bibliographical references (leaf 48).

Thesis (Ph. D.)--University of Pennsylvania, 1918.

Thesis (M.A.)--University of Wisconsin--Madison. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 148-164).

Thesis (M.A.)--University of Missouri-Columbia, 2008. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 14, 2009) Vita. Includes bibliographical references.

This study develops a theoretical framework to examine the major dimensions of transformational leadership style (TLS), public service motivation (PSM), organizational citizenship behavior (OCB), and public organization performance (POP). It is hypothesized that when employees perceived a public organization is practicing a transformational leadership style, they are likely to have a favorable view on the performance of their organization, but the effect is indirect and mediated by OCB. At the same time, if employees have a strong desire to serve and improve the welfare of others, they are likely to perform beyond their job requirements and thus, likely to express a positive view on the organizational performance. A structural equation modeling was used to examine 1,016 public employees (67.7% response rate) in the Guadalajara metropolitan area, Mexico i.e., concerning their perceptions about leadership style, motivation to serve in the public sector, citizenship behaviors, and public organizational performance. The results suggest that if Mexican public employees perceived their leaders to adopt a transformational leadership style, they were likely to have a favorable view on the performance of their organization (direct effect); and that, the effect is mediated by their tendency to engage in activities that would contribute to the functioning of the organization without expecting any kinds of reward (indirect effect). In addition, if employees have a strong motivation to serve in the public sector, they are also likely to have a favorable view on the performance of the organization; and that, the positive effect is mediated by their tendency to act for the goodness of other employees and organizations without expecting some form of reward (indirect effect). A multi-group analysis, based on the hypothesized model, revealed the associations varied across three groups: difference between male and female, places of employment within the public sector (i.e., local or state government), and job descriptions or major tasks performed by employees in an organization (i.e., services oriented or administrative role).

The local fire station typically is responsible for responding first in an emergency.  Emergency response in the era after 11 September 2001 is an important topic to consider. In the big picture, it is a complex web of federal and national resources that are brought to bear on a diverse set of problems.  In the smaller picture, individual managers cope with pressures to provide efficient response, but a response that is embedded within the needs of the local community.  In both these pictures, the tensions between individualism and nationalism are discerned.  This dissertation examines these individuals at the local county level in more detail.  Using grounded theory, it describes the strategies that emerged to integrate the actions of career and volunteer first responders.  It finds that legacy organizational design and individual motivations are important influences on these integrating strategies.  Most interestingly, it finds that the founding debate between the Federalists and the Anti-Federalists still has influence on these managing strategies.  Local managers are able to blend these distinct visions of government.  Each of these influences is described as they were manifested in the study interviews and observations. / Ph. D.

The exploration of the study was derived from the researcher’s experience and involvement in the Gauteng Department of Finance (GDF) which experienced gargantuan fatalities of recruited employees since 2009. The moratorium on recruitment process disadvantaged the department`s conditions as some employees were marooned for months. The researcher wondered how profound the staff turnover might have had the influence on the quality of services being delivered to the service customers. In most cases conducting recruitment process is expensive. It requires adequate time to ensure that resources are satisfactorily positioned, while retaining the existing workforce is tricky noting the cultural challenges and trepidation.