Motivation för ledarskap styrs av värderingar, personlighet och tro på sin förmåga. Forskning har genererat tre motivationskategorier för ledarskap, affektiv-identitet ledarmotivation, icke-kalkylerande ledarmotivation och social-normativ ledarmotivation. Studien undersökte dessa tre motivationskategoriernas inbördes rangordning och skillnader mellan utbildningsinriktning och kön samt samband med generell self-efficacy och personlighetsegenskaper enligt femfaktormodellen.  192 studenter deltog från en mellansvensk högskola, därav 54 män, 90 från socionomprogrammen, 72 från det internationella businessprogrammet och 30 från två ingenjörsprogram.  De besvarade en enkät bestående av Chan och Drasgows Motivation to lead scale, Chen, Gully och Edens General self- efficacy scale och Shafers femfaktormodell Big Five Marker. Resultatet visar att det finns skillnader mellan motivationskategorier och utbildningsinriktning. Det finns samband mellan motivationskategorier och personlighet. Inga skillnader i self-efficacy mellan utbildningsinriktning eller mellan könen. Resultatet diskuteras utifrån behov av ledarskap i samhället, krav i ledarrollen, utveckling av individer i riktning mot ledarskap och utveckling av nya ledarmodeller exemplifierat med delat ledarskap.

Neste estudo, foram determinadas as atividades de duas enzimas de membrana: alanina-aminopeptidase (AAP) e Y-glutamil-transpeptidase (YGT) e da enzima lisossomal N-acetil-B-D-glucosaminidase (NAG), bem como os níveis de proteína total (PT), albumina (ALB) e ácido delta-aminolevulínico (ALA) em urinas de indivíduos expostos ocupacionalmente ao chumbo (grupo exposto) e de indivíduos não expostos ao chumbo e nem a outras substâncias químicas (grupo controle). Todos os indivíduos apresentavam creatinina sérica inferior a 1,5 mg/dL. Ao mesmo tempo foram determinados os níveis sangfiíneos de chumbo (Pb-S) e aferidas pressão arterial diastólica (PD) e pressa-o arterial sistólica (PS). O objetivo foi investigar a toxicidade renal crônica do chumbo e sua possível correlação com a pressão arterial em indivíduos com função renal normal. A mediana de chumbo no sangue no grupo controle foi de 11,5 pg/dL contra 36,8 pg/dL no grupo exposto, mostrando-se dependente do tempo de exposição (p < 0,001). O valor mediano da NAG-U corrigido pela creatinina foi mais alto no grupo exposto (31,74 U/g creatinina) e significativamente diferente do grupo controle (25,28 U/g creatinina), p < 0,001. A atividade NAG-U se correlacionou com o Pb-S (p < 0,001), tempo de exposição (p < 0,001) e ALA-U (p < 0,001), mas não houve correlação com a pressão arterial. Os demais indicadores de função renal, Y GT-U, AAP-U, PT-U e ALB-U não se mostraram mais elevados no grupo controle e nem mostraram correlação com o Pb-S, tempo de exposição ou pressão arterial. A pressão arterial diastólica foi maior no grupo exposto (83 mmHg contra 78 mmHg no grupo controle) mas não se observaram diferenças quanto à pressão sistólica. Observaram-se correlações das pressoes arteriais diastólica e sistólica com tempo de exposição (p < 0,001 e p < 0,05 ) e com chumbo no sangue (p < 0,05 e p < 0,05 ) respectivamente, enquanto somente a pressão diastólica se correlacionou com o ALA-U (p < 0,05). / In the present study we determined the activity of two renal tubule membrane enzymes: alanine-aminopeptidase (AAP) and Y-glutamyl-transpeptidase (YGT), and of the renal tubule lysosomal enzyme N-acetyl-B-D-glucosaminidase (NAG), as well as the levels of total protein (TP), albumin (ALB) and delta-aminolevulinic acid (ALA) in the urine of individuais occupationally exposed to lead (exposed group) and in individuais not exposed to lead or to any other chemical substances (control group). All individuais presented serum creatinine levels of less than 1.5 mg%. All subjects were also submitted to measurement of blood lead levels (B-Pb) and of diastolic and systolic arterial pressure. The objective was to investigate the chronic renal toxicity of lead and its possible correlation with arterial pressure in individuais with normal renal function. Median B-Pb levels were 11.5 pg/dL for the controls versus 36.8 Pg/dL for the exposed group, with the level being proportional to time o f exposure (p < 0.001). Median NAG-U values corrected for creatinine were higher in the exposed group (31.74 U/g creatinine) and significantly different from the control (25.28 U/g creatinine), p < 0.001. NAG-U activity was correlated with B-Pb (p < 0.001), time of exposure (p < 0.001) and ALA-U (p < O. 001), but not with arterial pressure. The remaining indicators of renal function, YGT-U, AAP-U, TP-U and ALB-U were not more elevated in the control group and were not correlated with B-Pb, time of exposure or arterial pressure. Diastolic arterial pressure was higher in the exposed group (83 mmHg versus 78 mmHg for the controls), but the two groups did not differ in systolic pressure. Diastolic and systolic pressure values were correlated with time of exposure (p < 0.001 and p < 0.05) and blood lead (p < 0,05 e 0,05) respectively but only diastolic pressure was correlated with ALA-U ( p < 0.05).

Neste estudo, foram determinadas as atividades de duas enzimas de membrana: alanina-aminopeptidase (AAP) e Y-glutamil-transpeptidase (YGT) e da enzima lisossomal N-acetil-B-D-glucosaminidase (NAG), bem como os níveis de proteína total (PT), albumina (ALB) e ácido delta-aminolevulínico (ALA) em urinas de indivíduos expostos ocupacionalmente ao chumbo (grupo exposto) e de indivíduos não expostos ao chumbo e nem a outras substâncias químicas (grupo controle). Todos os indivíduos apresentavam creatinina sérica inferior a 1,5 mg/dL. Ao mesmo tempo foram determinados os níveis sangfiíneos de chumbo (Pb-S) e aferidas pressão arterial diastólica (PD) e pressa-o arterial sistólica (PS). O objetivo foi investigar a toxicidade renal crônica do chumbo e sua possível correlação com a pressão arterial em indivíduos com função renal normal. A mediana de chumbo no sangue no grupo controle foi de 11,5 pg/dL contra 36,8 pg/dL no grupo exposto, mostrando-se dependente do tempo de exposição (p < 0,001). O valor mediano da NAG-U corrigido pela creatinina foi mais alto no grupo exposto (31,74 U/g creatinina) e significativamente diferente do grupo controle (25,28 U/g creatinina), p < 0,001. A atividade NAG-U se correlacionou com o Pb-S (p < 0,001), tempo de exposição (p < 0,001) e ALA-U (p < 0,001), mas não houve correlação com a pressão arterial. Os demais indicadores de função renal, Y GT-U, AAP-U, PT-U e ALB-U não se mostraram mais elevados no grupo controle e nem mostraram correlação com o Pb-S, tempo de exposição ou pressão arterial. A pressão arterial diastólica foi maior no grupo exposto (83 mmHg contra 78 mmHg no grupo controle) mas não se observaram diferenças quanto à pressão sistólica. Observaram-se correlações das pressoes arteriais diastólica e sistólica com tempo de exposição (p < 0,001 e p < 0,05 ) e com chumbo no sangue (p < 0,05 e p < 0,05 ) respectivamente, enquanto somente a pressão diastólica se correlacionou com o ALA-U (p < 0,05). / In the present study we determined the activity of two renal tubule membrane enzymes: alanine-aminopeptidase (AAP) and Y-glutamyl-transpeptidase (YGT), and of the renal tubule lysosomal enzyme N-acetyl-B-D-glucosaminidase (NAG), as well as the levels of total protein (TP), albumin (ALB) and delta-aminolevulinic acid (ALA) in the urine of individuais occupationally exposed to lead (exposed group) and in individuais not exposed to lead or to any other chemical substances (control group). All individuais presented serum creatinine levels of less than 1.5 mg%. All subjects were also submitted to measurement of blood lead levels (B-Pb) and of diastolic and systolic arterial pressure. The objective was to investigate the chronic renal toxicity of lead and its possible correlation with arterial pressure in individuais with normal renal function. Median B-Pb levels were 11.5 pg/dL for the controls versus 36.8 Pg/dL for the exposed group, with the level being proportional to time o f exposure (p < 0.001). Median NAG-U values corrected for creatinine were higher in the exposed group (31.74 U/g creatinine) and significantly different from the control (25.28 U/g creatinine), p < 0.001. NAG-U activity was correlated with B-Pb (p < 0.001), time of exposure (p < 0.001) and ALA-U (p < O. 001), but not with arterial pressure. The remaining indicators of renal function, YGT-U, AAP-U, TP-U and ALB-U were not more elevated in the control group and were not correlated with B-Pb, time of exposure or arterial pressure. Diastolic arterial pressure was higher in the exposed group (83 mmHg versus 78 mmHg for the controls), but the two groups did not differ in systolic pressure. Diastolic and systolic pressure values were correlated with time of exposure (p < 0.001 and p < 0.05) and blood lead (p < 0,05 e 0,05) respectively but only diastolic pressure was correlated with ALA-U ( p < 0.05).

By 2043, its projected that there will not be one single racial or ethnic group that would dominate the minority group (Tennessee Higher Education Commission, 2016). However, the number of Hispanics grew 230% from 2000 to 2014, representing an 8.6% of the national's youth (Tennessee Higher Education Commission, 2016). Hispanic population in states like California, New Mexico, Texas, and Arizona constitutes more than 30% (U.S. Census Bureau, 2016). However, in Tennessee, it only constitutes a 5.20%. Going further, in the Tri-Cities it constitutes a 2.34% of the population. Since states with larger Hispanic communities can provide a variety of resources, experiences, and support organization that a state with a small percentage might not consider in providing or may not be able to provide, this research tries to identify what factors influence individuals' decision to go to higher education. By doing so, we will be able to identify the areas that need more attention to better serve the population. To get this information, we obtained IRB approval to send our survey to ETSU Hispanic students. It is expected to see that the students whose parents have obtain an education past high school will be more encouraged to attend to higher education, than those whose parents earned less than a high school diploma. It is also expected to find that the student’s grit, hardiness, and motivation to lead will vary according to the grades that the students had in the United States, finally it is expected to find that students’ grit, hardiness, and motivation to lead will depend on whether or not they are a first generation student.

Given the strong focus of both organizations and institutions of higher education on leadership development, understanding antecedents to leadership motivation is a topic of great interest. This pre- registered study set out to investigate personality factors as antecedents to motivation to lead (MTL) and positive psychological capital (PsyCap). Additionally, the framework was expanded by integrating PsyCap as a predictor of MTL and mediator between personality and MTL. 258 business students served as a convenience sample for the cross-sectional study. The online survey included measures of the Big Five personality factors, PsyCap, and MTL. Several multiple regression and mediation analyses were conducted. The findings supported the proposed role of Openness, Conscientiousness, Extraversion, and Neuroticism as antecedents to PsyCap. Additionally, Extraversion, Agreeableness, and PsyCap were identified as predictors of affective-identity MTL and PsyCap was found to predict socio-normative MTL. The mediation hypotheses were partially supported. The results imply that developing students’ PsyCap can potentially benefit their leadership motivation and help preparing them for future careers through making beneficial first leadership experiences in academic settings. As limitations are discussed, further research specifically investigating the role of cultural values is encouraged.

From 2000 to 2014 the number of Hispanics grew 230%, representing an 8.6% of the national's youth (Tennessee Higher Education Commission, 2016). Although the population is growing, the educational attainment does not reflect this growth. This research tries to identify what factors influence individuals' decision to pursue higher education in rural Tennessee. Intrinsic (grit, hardiness, and motivation to lead) and extrinsic factors (Status in the U.S., caregivers’ education, involvement in high school and others) were explored. Sixty-six complete responses were submitted to our online survey. Hypothesis testing with Pearson chi-square, difference of means (ANOVA and two sample t-test), and correlational analysis were conducted. It was concluded that regardless of the level of education, caregivers will motivate their students to pursue higher education. In addition, first generation students tend to showcase more grit than their counter parts and that the more education the individual has, the more they exemplify grit, hardiness, and motivation to lead.

Introduktion: Inom de närmsta åren kommer fler personer att behöva hemsjukvård i Sverige och den blir alltmer avancerad. Detta ställer höga krav på all vårdpersonal. Distriktssköterskan som ansvarar för patientens sjukvård i hemmet delegerar mer än hälften av sjukvårdsuppgifterna till omvårdnadspersonal. För att detta ska fungera, inte minst patientsäkert, behöver hen ha ett fungerande ledarskap. Syfte: Att beskriva distriktssköterskans erfarenheter av att leda omvårdnadspersonal i hemsjukvård. Metod: Litteraturstudien utfördes på ett systematiskt sätt med stöd av Polit och Beck´s nyckelsteg och hade en induktiv design. Totalt framkom tolv artiklar som söktes fram i databaserna CINAHL, PsycInfo och PubMed. Data analyserades genom en tematisk analys efter Braun och Clarke´s beskrivning. Resultat: Huvudtemat Personrelaterade faktorer byggdes upp av följande underteman: Förtroendefull relation, Samarbete, Kommunikation samt Stress och oro. Huvudtemat Organisationsrelaterade faktorer byggdes upp av följande underteman: Fördela omvårdnadsuppgifter, Utbildning och kompetens samt Arbetsmiljö. Konklusion: Känna tillit och ha en förtroendefull relation till omvårdnadspersonalen underlättade ledarskapet för distriktssköterskan liksom ett fungerande samarbete dem emellan. Det behövs utbildad omvårdnadspersonal samt mer tid avsatt för distriktssköterskan till att träffa omvårdnadspersonalen, detta skulle underlätta ledarskapet. / Introduction: Within the next few years more people will need home health care in Sweden, and it will become increasingly advanced. This places high demands on district nurses and nursing staff. The district nurse who is responsible for the patient´s healthcare at home delegates more than half of the healthcare tasks to nursing staff. For this to work, not least for the safety of the patient, the district nurse needs to have an effective leadership. Purpose: To describe district nurse´s experiences of leading nursing staff in home health care. Method: The literature review was carried out in a systematic way with the support of Polit and Beck´s key step and had an inductive design. A total of twelve articles were found which were searched in the databases CINAHL, PsycInfo and PubMed. The data was analyzed through a thematic analysis according to Braun and Clark´s description. Results:  The main theme Person-related factors was built up by the following subthemes: Trusting relationship, Cooperation, Communication and Stress and anxiety. The main theme Organization-related factors was built up by the following subthemes: Allocating nursing tasks, Education and competence and Work environment. Conclusion: Feeling trust and having a trusting relationship with the nursing staff, as well as a functioning collaboration, facilitated leadership for the district nurse. There is a need for trained nursing staff and more time need to be set aside for the district nurse for meetings with the nursing staff, this would facilitate the leadership.

Although motivation to lead (MTL) was characterized as stable, recent research suggested otherwise. This study explored the malleability of MTL and its predictors. Individuals with high affective-identity MTL are motivated to lead because they enjoy leading. Individuals with high social normative MTL are motivated by an obligation to lead. Individuals with high noncalculative MTL are drawn to leadership because they avoid weighing the costs and benefits of leading. Applicants to a California college were sent a questionnaire on MTL and leadership self-efficacy (LSE) (Time 1 assessment, N = 2704). Four years later (Time 2), participants who responded at Time 1 were sent a survey on motivation to lead, leadership self-efficacy, college leadership experience, and leader identity (LID) (N = 96). Results showed that participants’ affective-identity and noncalculative MTL have decreased over time. Leadership self-efficacy at Time 2 and leader identity at Time 2 were related to the changes in all 3 categories of MTL. Only specific college leadership experiences related to changes in affective-identity MTL. Lastly, leader identity at Time 2 mediated the relationship between affective-identity MTL at Time 1 and Time 2. Most high school students applied to college aspiring to be leaders, but only students who cultivate their leader identity should continue to be motivated to lead. Implications are discussed in the context of the construct validity of MTL, specifically for student leadership development in higher education.

The purpose of this study is to explore the relationship between pre-college activity participation and college leadership through motivation to lead and leadership self-efficacy, paying particular attention to gender differences. Undergraduate students from a liberal arts college were recruited two separate times via email before freshman year and during the spring semester of their senior year. The findings of this study reveal that relations between pre-college activity participation and college leadership are not mediated by motivation to lead or leadership self-efficacy. Furthermore, the study found no significant gender differences related to motivation to lead or leadership self-efficacy. However, the findings of this study support previous claims that gender plays a strong role in activity participation (Buser, 1980; Kezar & Moriarty, 2000; Medley, 1982; Morris & Starrfield, 1982). In this study, females participated in high school activities significantly more than males, but males participated in college activities significantly more than females. Participants had more motivation to lead before attending college but no differences were found in their leadership self-efficacy between pre-college activity participation and college activity participation. In summary, this information could be useful for high schools and universities to increase the quality, not quantity, of out-of-class activities and further student engagement and leadership for both males and females.

This study explored the links between leadership style, leader personality, and motivation to lead, with employee engagement. Transformational leadership, transactional leadership, and abusive supervision styles were examined in relation to levels of employee engagement via a sample of n=195 employees and n=130 managers. Consistent with findings from Christian, Garza, and Slaughter (2011), transformational leadership showed a positive link to employee engagement (r= .38, p< .05). On the opposite end, abusive supervision was negatively related to employee engagement (r= -.27, p< .05). Contingent reward leadership showed a positive link to employee engagement (r= .32, p< .05). Relationships between personality and leadership style were framed according to the socioanalytic framework (Hogan & Shelton, 1998). This study did not find any significant differences in the relationships between the expected leadership behaviors and the traits directed at "getting along" with others vs. "getting ahead" to achieve power and status. Motivation to lead (Chan & Drasgow, 2001) was expected to moderate the relationships between leader personality and leadership style; however, these predictions were not supported in this study. Future directions for research, including other individual difference variables that may predict leadership styles, are discussed.