This study investigated the relationship between leadership style and group processes and dynamics with due consideration of the role of related systems in the context of organisational change. The theoretical assumptions and practical implications of the full range model of leadership were discussed. This model emphasises the transactional-transformational paradigm. In addition, approaches to studying and working with groups were covered, focusing specifically on group processes and group dynamics. In the case of the latter, the systems psychodynamic perspective was emphasised. The present study was conducted in a plant of a South African production organisation that had been experiencing transformation. An intervention was done at management level to identify behavioural and operational issues and to sensitise the members of the management team in terms of individual and group functioning. The conceptualisation of leadership styles in terms of the full range model of leadership was largely supported by means of associations with certain personality traits and behaviours. The latter also provided a profile of desired characteristics, especially in terms of interpersonal styles and work and social ethics. The theory on group processes and dynamics was used to explore group and organisational functioning. The context of change and the related insecurity resulted in efforts to deal with anxiety by means of excessive reliance on structure. Centralised leadership and a dynamic of control and dependency characterised all levels of the organisation. Cooperation in an interdependent manner was therefore problematic and there was also a struggle in terms of interrelatedness in and between systems. The unconscious defence strategy was related to the general reliance on transactional behaviours and the lack of authorisation of leadership in terms of transformational behaviours. Despite the successful application of theory in the present study and the contribution made by the results, it was concluded that the uniqueness and the realities of each situation need to be explored and provided for, and a system should be allowed to determine the progression in the system. / Psychology / D. Litt. et Phil. (Psychology)

This study investigates transformational leadership at a higher education institution. The systems paradigm serves as the point of departure, while the construct `leadership', which forms the driving force of change in the organisation, and the concept `transformational leadership', are integrated to yield a mechanism for the optimal positioning of the organisation in the ambit of transformation. The results indicate that the leadership style at the higher institution in question is transformational in nature. From the literature review it became evident that although it is possible for transformational leaders to fail in the transformational strategy, the transformational leader may exhibit the most `ideal' leadership style for the higher education institution engaged in a turnaround strategy. Based on the results of the study, additional proposals are made regarding further study in the area of transformational leadership as well as possible decisions regarding human resource management for the higher education institution in question. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The purpose of the study was to investigate what the personnel considers about transactional and transformational leadership regarding the leader's use of contingent reward, management by exception, charisma/inspirational leadership, intellectual stimulation and individualized consideration leadership. For this qualitative study, a semi- structured interview guide was used to investigate six employee perceptions of the leadership styles on a company in central Sweden. The result was analyzed by deductive thematic methodology to identify keywords linked to respective theme and subcategory based on the Bass Factor Model (1985) (Avolio, Bass & Jung, 1999) division of leadership. The result presents the personnel’s perspective and adds to the knowledge of the employees view on meaning and implication of leadership. The result gives a picture of both transactional and transformational leadership as oriented to satisfying the needs of the employees in a workplace. The findings can give the organization greater understanding of how leadership can be applied to the workplace according to employee interests. / Syftet med studien var att undersöka vad personalen anser om transaktionellt och transformativt ledarskap avseende ledarens användande av villkorad belöning, leda genom avvikelser, karismatiskt/inspirerande, intellektualiserande och individualiserande ledarskap. För denna kvalitativa studie användes en semistrukturerad intervjuguide för att undersöka sex medarbetares uppfattningar av ledarskapsstilarna på ett företag i mellersta Sverige. Materialet analyserades genom deduktiv tematisk metod för att identifiera nyckelord kopplade till respektive tema och underkategori baserade på Bass faktormodell (1985) (Avolio, Bass & Jung, 1999). Resultatet presenterar personalens perspektiv på ledarskap och bidrar med kunskap om hur medarbetarna ser på betydelsen och tillämpningen av ledarskap. Det framkom en bild av både transaktionellt och transformativt ledararskap som inriktat på att tillfredsställa medarbetares behov i arbetslivet. Resultatet kan ge organisationen ökad förståelse för hur ledarskap kan tillämpas på arbetsplatsen enligt medarbetarnas intressen.

Muitas instituições de ensino superior (IES) buscam novas formas de aperfeiçoarem o processo ensino-aprendizagem visando adequarem as aulas tradicionais às tecnologias emergentes advindas da Web 2.0, como as mídias sociais. Nesse processo de reinvenção, o docente deve capacitar-se a ministrar aulas não apenas com o intuito de disseminar conhecimentos tácitos e explícitos, mas também de liderar os estudantes na sala de aula presencial e nos ambientes virtuais de aprendizagem, conduzindo-os a superarem suas expectativas quanto ao aprendizado. Analisando perfis de liderança existentes, a presente dissertação, focada em um Estudo de Caso, busca identificar qual o perfil ideal de liderança do docente em ambientes híbridos, utilizando-se para tal do Índice de Satisfação de Grupo, análise de gráficos e do discurso dos estudantes. O método de ensino adotado pelo docente foi o PBL (Problem Based Learning), dando-se ênfase ao desenvolvimento do pensamento critico. A pesquisa realizou-se junto a disciplinas do Departamento de Engenharia de Produção da EESC-USP, onde estudantes de graduação e pós-graduação foram desafiados pelo método PBL a pensarem de forma crítica na construção do próprio conhecimento. Os resultados obtidos por meio de questionários aplicados ao final dos semestres de 2011 e 2012 mostram que a liderança Laissez-faire não é indicada na fase de implantação do PBL, necessitando maior interferência do docente para a quebra do paradigma entre o modelo de ensino tradicional e o novo. Conclui-se que a conexão entre o processo ensino-aprendizagem tradicional e o novo possa ser feita por meio da liderança situacional, alternando a liderança transformacional e a transacional de acordo com o contexto, excluindo-se a Laissez-faire. / Many institutions have developed new ways to improve the teaching-learning process, trying to adequate the classes to the emerging new technologies based on Web 2.0, as in the case of social media. In this re-inventing process teachers must have the leadership skills both in classrooms and virtual learning environments, allowing the students to overcome their expectations of the learning process. This dissertation is focused on a case study that seeks to identify what is the ideal leadership profile into hybrid environments, using a group satisfaction index, graphical analysis and student speeching skills. The teaching methodology used by the teacher was the PBL (Problem-Based Learning) that emphasizes the critical mindset. The research was carried out during the disciplines into the Manufacturing Engineering graduation and post-graduation program of Universidade de São Paulo (USP) EESC department. The students were challenged by the PBL methodology to think about the best way to build their own know how. The data obtained with the application of questionaries in the 2011 and 2012 semesters showed that the \"Laissez-Faire\" leadership is not recommended during the PBL methodology implementation, requiring more interferences and attention from the teacher to break the paradigm of the traditional teaching models. The conclusion is that the connection between the traditional and the new teaching-learning processes can be built using situational leadership, alternating between transformational leadership and transactional models, contextually, excluding the Laissez-faire.

警政部門雖是公共行政的一環，但是由於在傳統上，其任務多注重在社會治安的維護與公共秩序的維持，警察的角色被塑造或自我塑造成「犯罪的打擊者」、「法律的執行者」、「正義的捍衛者」。然而基於社會的變遷腳步，傳統的警察角色已逐漸無法適應不斷變遷的民眾需求，民眾要求的不但是警察的力量應足以保障生命與財產安全而已，更要求警政部門所採行的策略能解決他們最為切身的問題。 　　然而欲使警察的各項作為從「破大案，捉要犯」轉變為以探求民眾切身的問題為主的策略，等於是要警察從注重績效數字的文化轉變為注重品質的文化，在本質上，這是一種 「外部變革」(external change)，以滿足民眾的需求為目標，此與近年來歐、美各國公共部門所推動的「全面品質管理」(total quality management)以及警政部門所實施的「社區警政」(community policing)的理念與目標均甚為一致。學者們研究指出，欲達成此－「外部變革」的目標，必須要先完成組織的「內部變革」(internal change)，對警政領導階層而言 ，他們必須實施「品質領導」(quality leadership)，才能澈底改變員警對於警政服務工作的態度與滿意度。易言之，警政領導階層必須具備品質遠景、堅強的信念、以及採取行動的決心，積極扮演品質策略的發動者角色，才能引領所有員警澈底轉型，從自利的追求，轉而關注於公共利益的追求，此一理念就是Bernard M. Bass所倡導的「轉換型領導」(trandsformational leadership)與「交易型領導」(transactional leadership)的綜合運用。 　　因此，本研究首先將「交易型領導」視之為達成警政服務品質遠景的管理策略，而將「轉換型領導」視之為促使警察人員在態度上全盤轉變的文化轉型策略，深入探討這兩個理論的內涵以及二者的整合效果；第二，從思想演進、學術背景等兩方面探討警政服務品質的理論基礎，並依「全面品質管理」與「社區警政」的相關理念，指出「公正性」、「認真執勤」、「服務社區」等三個警政服務品質的決定性面向；第三，將「轉換型領導」與「警政服務品質」這兩個理論領域加以結合，提出提昇警政服務品質的轉換型領導策略；第四，以我國縣市警察局相關人員為研究對象進行實證研究，除了嚴格要求信度、效度、以及樣本代表性之外，並深入分析轉換型與交易型領導因素對警政服務品質的影響關係，從而驗證本文的研究架構；最後根據實證分析與說明提出研究發現，並從理論研究、實務運用、後續研究等三方面分別提出研究建議。

本研究旨在使用後設分析方法，以了解國內外有關校長轉型及交易領導與教師組織公民行為之關係，分析文獻包含2000年至2012年之國內外博碩士論文、會議及期刊論文等等，總計共有27篇研究報告及13,525位研究對象。研究包含探討變項間之相關以及調節變項之影響，經同質性考驗後，研究結果發現以下五項結論： （一）校長轉型領導與教師組織公民行為具有正向關聯性。 （二）研究地區、學校層級、受試者男性所占比率、研究發表類型與問卷回收率，對校長轉型領導對教師組織公民行為具有調節效果。 （三）校長交易領導與教師組織公民行為存有正向關聯性。 （四）學校層級、研究年代與問卷回收率，對校長交易領導對教師組織公民行為具有調節效果。 （五）校長轉型領導相較於交易領導與教師組織公民行為之相關聯程度更強。 最後，依據研究結論針對實務及後續研究提出相關建議以供參考。 / The main purpose of this study is to investigate the overall relationships of both transformational and transactional leadership with teacher’s organizational citizenship behavior by using meta-analysis methods. Data were collected from 27 independent studies which include master & doctoral dissertation, theses in seminar and journal papers at home and aboard during 2000-2012. There were 27 research studies with a combined sample of 13,525 participants. The study discussed the relationship between the variables and the effects of the moderators. Testing of homogeneity, there were five major findings of this study as follows:（1）It found a positive relationship between principal’s transformational leadership and teacher’s organizational citizenship behavior.（2）The research areas, the school level, the sample ratio of men, the type of study published and the response rate were found as the significant moderators between principal’s transformational leadership and teacher’s organizational citizenship behavior.（3）It found a positive relationship between principal’s transactional leadership and teacher’s organizational citizenship behavior. （4）The school level, the year of research and the sample ratio of men were found as the significant moderators between principal’s transactional leadership and teacher’s organizational citizenship behavior.（5）Compared to transactional leadership, the transformational leadership of principals were found to have stronger positive correlations with teacher’s organizational citizenship behavior. According to the results, some suggestions were proposed for practical applications and future researches.

Kostnaderna för den arbetsrelaterade ohälsan i form av sjukskrivningar och produktionsbortfall är stora. De arbetsorganisatoriska faktorer som har störst betydelse för ohälsan är arbetsmiljön och ledarskapet. Ledningen är den faktor som i sin tur har möjlighet till påverkan på arbetsmiljöns utformning. Detta betyder att ledaren är den faktor som har störst möjlighet att påverka medarbetarens hälsa. Enligt vissa teorier kan ledarskapsbeteendet direkt kopplas till medarbetarnas hälsa. Andra studier kopplar ledarskapsbeteendet till medarbetarnas arbetstillfredsställelse. Syftet med denna uppsats har varit att undersöka olika ledarbeteendens påverkan på medarbetarnas arbetstillfredsställelse och hälsa. Syftet har även varit att utreda om det finns något koppling mellan arbetstillfredsställelse och hälsa, det vill säga en mekanism mellan ledarskapsbeteende och medarbetarnas hälsa. För att undersöka detta har uppsatsen analyserat kvantitativa data från undersökningen ”Arbetsmiljömärkta arbetsplatser” eller  ”Attraktiva arbetsplatser i Jämtlands län”. Det teoretiska resonemang som låg till grund för framställningen omfattade olika ledarbeteenden, medarbetarens behov, hälsa och välbefinnande, arbetstillfredsställelse samt ledarens och medarbetarens interaktion via krav, kontroll och stöd. Resultatet i min studie visade att en ledare genom sitt beteende påverkar sina medarbetares hälsa direkt och/eller indirekt genom mekanismen arbetstillfredsställelse. / The costs of work-related illness, such as sick-leaves and drops in production, are considerable. The work organizational factors with the greatest influence over illness are workplace environment and leadership. Management, in turn, is the factor with the possibility of influencing the design of the workplace environment. This means that the leader is the one with the greatest opportunity to influence the health of co-workers. According to some theories, leader behavior may directly be connected to the health of co-workers. Other studies discern a link between leadership behavior and work satisfaction of co-workers. The purpose of this paper has been to investigate the influence of different types of leadership on the work satisfaction and health of co-workers. The essay also aimed at examining whether or not a link exists between work satisfaction and health, i.e. a mechanism between leadership behavior and health of co-workers. In order to carry out this study, quantitative data has been analyzed from the reports “Arbetsmiljömärkta arbetsplatser” or “Attraktiva arbetsplatser i Jämtlands län”. The theoretical reasoning that came to constitute a basis for the essay comprised different types of leadership, co-workers needs, health and well-being, work satisfaction and finally leader and co-worker interaction through demands, control and support. The results of my study indicated that leader behavior directly influenced the health of co-workers and/or indirectly through the mechanism work satisfaction.

Kostnaderna för den arbetsrelaterade ohälsan i form av sjukskrivningar och produktionsbortfall är stora. De arbetsorganisatoriska faktorer som har störst betydelse för ohälsan är arbetsmiljön och ledarskapet. Ledningen är den faktor som i sin tur har möjlighet till påverkan på arbetsmiljöns utformning. Detta betyder att ledaren är den faktor som har störst möjlighet att påverka medarbetarens hälsa. Enligt vissa teorier kan ledarskapsbeteendet direkt kopplas till medarbetarnas hälsa. Andra studier kopplar ledarskapsbeteendet till medarbetarnas arbetstillfredsställelse. Syftet med denna uppsats har varit att undersöka olika ledarbeteendens påverkan på medarbetarnas arbetstillfredsställelse och hälsa. Syftet har även varit att utreda om det finns något koppling mellan arbetstillfredsställelse och hälsa, det vill säga en mekanism mellan ledarskapsbeteende och medarbetarnas hälsa. För att undersöka detta har uppsatsen analyserat kvantitativa data från undersökningen ”Arbetsmiljömärkta arbetsplatser” eller  ”Attraktivaarbetsplatser i Jämtlands län”. Det teoretiska resonemang som låg tillgrund för framställningen omfattade olika ledarbeteenden, medarbetarens behov, hälsa och välbefinnande, arbetstillfredsställelse samt ledarens och medarbetarens interaktion via krav, kontroll och stöd. Resultatet i min studie visade att en ledare genom sitt beteende påverkar sina medarbetares hälsa direkt och/eller indirekt genom mekanismen arbetstillfredsställelse. / The costs of work-related illness, such as sick-leaves and drops in production, are considerable. The work organizational factors with the greatest influence over illness are workplace environment and leadership. Management, in turn, is the factor with the possibility of influencing the design of the workplace environment. This means that the leader is the one with the greatest opportunity to influence the health of co-workers. According to some theories, leader behavior may directly be connected to the health of co-workers. Other studies discern a link between leadership behavior and work satisfaction of co-workers. The purpose of this paper has been to investigate the influence of different types of leadership on the work satisfaction and health of co-workers. The essay also aimed at examining whether or not a link exists between work satisfaction and health, i.e. a mechanism between leadership behavior and health of co-workers. In order to carry out this study, quantitative data has been analyzed from the reports “Arbetsmiljömärkta arbetsplatser” or “Attraktiva arbetsplatser i Jämtlands län”. The theoretical reasoning that came to constitute a basis for the essay comprised different types of leadership, co-workers needs, health and well-being, work satisfaction and finally leader and co-worker interaction through demands, control and support. The results of my study indicated that leader behavior directly influenced the health of co-workers and/or indirectly through the mechanism work satisfaction.

The aim of this study was to find the relationships between leadership style, organisational culture and organisational performance and subsequently develop a conceptual framework for enhancing Organisational Performance through the linkage between Leadership style and Organisational Culture in the public sector, in the South African Police Service (SAPS). Many of the previous studies have explored the direct relationship between specific culture domains and a specific performance measure and researchers have paid attention to mediators and moderators of the link between organisational culture and performance only in private sectors. According to the literature, leadership style and organisational culture have been independently linked to organisational performance (Ogbonna & Harris, 2000; Denison & Mishra, 1995; Xenikou & Simosi, 2006; Cameron & Quinn, 2011). All these authors focused on the effect of organisational culture and leadership style on organisational performance in the private sector. In order to achieve the research aim and objectives extensive an intensive literature review of the relevant and current literature was done. The mixed methods approach was applied. Data was collected by the use of self-administered questionnaires for the quantitative data and in-depth interviews and observations for the qualitative data. Regression analysis was used to investigate the relationships between the key study variables and more importantly the mediating and moderating effect on the effect of leadership style on organisational performance. The results of this study indicated that the transformational leadership style does not have a direct effect on organisational performance but rather through organisational culture as a mediating and moderating variable. It was also found that transformational leadership style and organisational culture affect each other. The implication was that leaders should cultivate an organisational culture which is conducive to work in order to enhance organisational performance. / Business Management / D.B.L.

This study investigated the relationship between leadership style and group processes and dynamics with due consideration of the role of related systems in the context of organisational change. The theoretical assumptions and practical implications of the full range model of leadership were discussed. This model emphasises the transactional-transformational paradigm. In addition, approaches to studying and working with groups were covered, focusing specifically on group processes and group dynamics. In the case of the latter, the systems psychodynamic perspective was emphasised. The present study was conducted in a plant of a South African production organisation that had been experiencing transformation. An intervention was done at management level to identify behavioural and operational issues and to sensitise the members of the management team in terms of individual and group functioning. The conceptualisation of leadership styles in terms of the full range model of leadership was largely supported by means of associations with certain personality traits and behaviours. The latter also provided a profile of desired characteristics, especially in terms of interpersonal styles and work and social ethics. The theory on group processes and dynamics was used to explore group and organisational functioning. The context of change and the related insecurity resulted in efforts to deal with anxiety by means of excessive reliance on structure. Centralised leadership and a dynamic of control and dependency characterised all levels of the organisation. Cooperation in an interdependent manner was therefore problematic and there was also a struggle in terms of interrelatedness in and between systems. The unconscious defence strategy was related to the general reliance on transactional behaviours and the lack of authorisation of leadership in terms of transformational behaviours. Despite the successful application of theory in the present study and the contribution made by the results, it was concluded that the uniqueness and the realities of each situation need to be explored and provided for, and a system should be allowed to determine the progression in the system. / Psychology / D. Litt. et Phil. (Psychology)