This study evaluated the mediational role of Muslim School teachers‟ workplace spiritualty on perceptions of principal behaviour, individual job satisfaction and organisational commitment. In this regard The Meaning and Purpose at work scale of spirituality (Ashmos & Duchon, 2000) was administered, the Transformational leadership Inventory (Podsakoff et al,1990), the Organisational Commitment Questionnaire (Mowday, Steers & Porter, 1979), and a measure of job satisfaction (Warr et al, 1979) to a sample of 219 Muslim School teachers‟ throughout Gauteng South Africa. Results stemming from Pearson Product Moments correlations and latent variable Structural Equation modelling were used to determine the relationships between these variables and test the mediational model. Results indicated that Muslim school teachers‟ regard their workplaces as catering to their spiritual needs, and are very satisfied and committed towards their organisation. Perceptions of WPS and leadership were found to significantly predict both job satisfaction and organisational commitment. Feelings of workplace spirituality were found to partially mediate between teachers‟ perceptions of their leader and their job satisfaction. Workplace spirituality was also found to mediate between teachers‟ perceptions of their leaders‟ behaviour and their organisational commitment. This paper concludes with the implications of these findings and directions for future research within this field.

This thesis examines the intersection of cultural discourse and economic policies of the Hungarian populist radical right party, Fidesz. It classifies the cultural discourse of the governing party as neo-traditionalist by examining how the party's leader, Viktor Orbán, rhetorically shapes his vision of the nation, espouses traditional values, and uses missionary politics to create a personalized moral code under the guise of cultural Christianity. It examines the government's economic policies of nationalization and re-privatization, crony capitalism, and national work program within a neo-feudalist classification. This research finds that the neo-feudalist economic policies of Fidesz serve as a reinforcement mechanism that legitimizes the cultural discourse espoused by Orbán. Furthermore, the neo-feudal economy is reshaping the social system into a highly centralized and hierarchical structure and having lasting macroeconomic effects, including demographic issues and increasing levels of wealth inequality. This emerging illiberal model of governance is not only reshaping Hungary's political, economic, and social systems, but also contributing to a larger movement away from the tenets of liberal democracy within CEE. Keywords Neo-traditionalism, Neo-feudalism, Delayed transformational fatigue,...

Mergers and acquisitions bring convenient solutions for organizations who are looking to broaden their scales. These activities are being pushed towards cross- border activities due to increased globalization. While strategic and financial perspectives are carefully evaluated before an M&A, the human factor is oftentimes neglected. This results in a high rate of failure and dissatisfaction. Managing a cross-border M&A comes with the responsibility of achieving employee satisfaction. While prior research has noted the importance of managerial approaches in post-merger states it failed to compare transformational and transactional leadership styles.  This paper examines the achieved employee satisfaction under transformational/transactional leaders in post-merger environments. The purpose is to compare these two managerial styles to denote how they achieve said satisfaction.  A qualitative approach with exploratory purpose and a grounded theory methodology was followed in our study. We build upon a relativist ontology paired with a social constructivist epistemology. Nine open-ended interviews were conducted with employees from three different merged organizations.  The results show that transformational and transactional leaders both carry essential virtues when it comes to achieving employee satisfaction in a cross-border, post- merger environment. Our research indicates this state is achieved when the leaders use the two approaches complementary and frequently adjusted to the situation, thus are ambidextrous.

[pt] Este trabalho teve como objetivo estudar a relação entre o estilo de liderança transformacional do principal executivo de projetos e a maturidade da empresa em gerenciamento de projetos, bem como o papel do patrocínio a projetos e do foco no longo prazo nesse processo. Para analisar empiricamente essa questão, foi aplicado um questionário via internet a uma amostra de 67 indivíduos de diferentes empresas. A análise dos dados indicou que, embora a liderança transformacional do executivo de projetos da empresa esteja associada de forma direta à maturidade da gestão de projetos, esse impacto se dá por via de seus efeitos sobre o patrocínio e, principalmente, sobre o foco no longo prazo nas empresas, fatores mediadores que influenciam a maturidade na gestão de projetos. Conclui-se, então, que os dois fatores impactados pela liderança transformacional servem de subsídio para que a empresa alcance um maior grau de maturidade no gerenciamento de projetos. As implicações teóricas, práticas e gerenciais dos resultados encontrados nesta pesquisa são apresentadas. / [en] This work aimed to study the relationship between transformational leadership style of the main projects of the executive and the company s maturity in project management as well as the role of sponsorship in projects and long-term focus in this process. To examine this question empirically, was applied an Internet questionnaire to a sample of 67 individuals from different companies. Data analysis indicated that while transformational leadership of the company s project executive is associated directly to the maturity of project management, this impact is through its effects on the sponsorship and, especially, on the long-term focus on business, mediating factors that influence the maturity in project management. It follows, then, that the two factors impacted by transformational leadership provided basic information for the company to achieve a greater degree of maturity in project management. The theoretical implications, management practices and the findings of this study are presented.

The purpose of this study was to examine the academic, social, and emotional effects of COVID-19 on 11th- and 12th-grade students. There has been little documentation regarding the specific change that the pandemic has had on these students; it is imperative that we look at the effects of COVID-19 on the students who experienced COVID-19 pandemic. Data collection was completed through individual interviews. Analysis of data occurred in three phases: (a) categorization of data under the four organizational factors, (b) building the explanation in a phenological form, and (c) re-examination of the data. The analysis of the narrative study was based on the theoretical proposition that the teachers were focused on the whole child and not just academic standards. The humanistic theory framework was established as teachers examined the influences in their classrooms based on the well-being of their students. The credibility of the analysis was protected by triangulation of data through multiple sources of evidence, establishment of a chain of evidence, and member checking. The results revealed that the main concerns were students attending school and getting the credits needed to graduate through both in-person classes and online learning. The themes that emerged were classroom management, relationship building, communication, social-emotional learning, trauma-informed learning, and the effects of COVID-19.

This thesis explores the challenges associated with developing the health care workforce in a Swedish municipality in the post-Covid-19 era. And it explores leaders' perspectives on workforce development. The study uses semi-structured interviews and thematic analysis to uncover key themes and gain insight into the challenges and opportunities these leaders face. The results reveal major challenges associated with the shortage of manpower and the difficulty of attracting and retaining new employees. The results of the thesis reveal also many important aspects that need to be worked on to develop the healthcare workforce in Sweden. The most important of which are long-term strategic planning, recruitment and retention strategies, data-based decision-making, developing communication between leaders and employees and various levels and departments within healthcare institutions, coordination and cooperation with other institutions and government agencies, work. In addition to the importance of life-work balance, promoting a culture of education and continuous development. The findings of this thesis provide valuable insights for policy-makers and operating leaders in Swedish municipalities, particularly in the healthcare sector, with regard to developing strategies to meet workforce needs. This thesis also provides a knowledge base for future research by providing a contextual understanding and theoretical and practical knowledge in relation to workforce development in the field of healthcare.

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The purpose of this study was to investigate teacher perceptions of their empowerment. Six school systems in the Northeast Tennessee region were used in the study. Of the 600 teachers who were surveyed, 312 responded (52%). The Psychological Empowerment Instrument was used to survey the sample. Research supported the notion that teacher empowerment could be influenced by organizational structure, relationships, communication, conflict resolution, emotional intelligence, motivation, job satisfaction, and transformational leadership. Teacher empowerment also involved servant leadership. One research question guided the study. From this question, 12 null hypotheses were generated. Means were compared for the 4 dimensions of the PEI (Meaning, Competence, Impact and Self-Determination). The grouping variables were years of experience, gender, and level of education. ANOVAs and independent samples t tests were computed to evaluate the data. The results of ANOVA and Independent Samples t tests were that there were significant differences in the 4 dimensions with teacher years of experience but not with gender or level of education. Findings suggested that seasoned teachers often showed a higher level of empowerment than beginning teachers. The findings also suggested that gender and level of education did little to influence teacher empowerment in their schools. From the results of the study, conclusions and recommendations for future research were formulated. It was suggested that teachers be involved in a mentoring program. It was also suggested that administrators determine teacher empowerment through faculty assessments and follow up with professional development to ensure the continued empowerment of their staff.

Based on the interest in the fields of leadership and outdoor education, this paper aims tovinvestigate how leadership is trained in an outdoor leadership programme in Sweden and to what extent the observed competences are consistent with the concept of transformational leadership. The transformational leadership style is considered to be the most popular leadership style and is therefore of particular interest for this study. The research is motivated by the belief that outdoors is a highly suitable place for the acquisition of (transformational) leadership skills, which has already been proven by several authors before. After a detailed literature review on transformational leadership as well as on outdoor leadership, a participant observation was conducted over the period of four days at Sjövik’s folkhögskola in the course ‘Friluftsliv-Hantverk-Ledarskap’, which can be translated as outdoor activities, crafts and leadership. The observation protocols were analysed using deductive thematic analysis, applying the transformational leadership competences ‘idealized influence, inspirational motivation, intellectual stimulation and individualized consideration’ developed by Bass & Avolio as clusters for the analysis. In specific terms, the transcripts were searched for situations that could be assigned to these competences. The results reveal that leadership is particularly trained on the basis of a good relationship between leader and participants as well as the space for development for the participants and can thus be classified in previous research results regarding transformational and outdoor leadership. It was shown that the observed competences can be assigned to the transformational leadership style, but at the same time there is still a need for further research.

Effective leadership in the field of dietetics is becoming increasingly vital in a rapidly changing world. A determination of factors which impact leaders and their followers is essential. This study was designed to examine the relationship between religiosity and spirituality and transformational leadership characteristics of hospital food and nutrition managers as rated by self as well as by those directly supervised by the managers. The influence of religious and spiritual beliefs on the workplace and workplace practices was also examined. Respondents were selected from the American Hospital Association database. Hospitals from 250 to 499 beds were included. Directors of Foodservice and Nutrition Services as well as Clinical Nutrition Managers were asked to participate, along with those they directly supervise. Of managers who initially agreed to participate, 129 (72%) were included in the final analysis, along with 530 of their subordinates. Variables examined included the influence of religiosity/ spirituality on the workplace and workplace actions of respondents, issues relating to trust, self- and employee-rated transformational characteristics of managers, demographics, job related factors, and religiosity and spirituality of managers and employees. Frequency data was collected for virtually all questions on the survey instrument. General Linear Model (GLM), Pearson's Correlation, and the Means Procedure were all used as appropriate to examine the relationships between the variables of interest. The religiosity and spirituality of managers and their employees were not related to perceived transformational leadership characteristics of managers. Both managers and employees with higher levels of religiosity and spirituality were more influenced by (and demonstrated through their actions) religious and spiritual beliefs in the workplace. Transformational leadership was related to other variables examined, such as the type of manager, job enjoyment of managers and employees, as well as issues relating to trust between managers and employees. There were also significant differences seen between manager perceptions of their transformational leadership characteristics and employee perceptions of their managers. Managers rated themselves consistently higher on all individual Transformational Leadership Scales, as well as the summed Transformational Leadership Score, than did their employees. These differences were all highly significant based on the Means Procedure.