The Comparison Among Transformational, Paternalistic Leadership Styles, and Effectiveness-Veterans Affairs Cmmission as examples Student¡GSheng-Lin Chiou Advisor¡GDr. C-K Jen Institute of Human Resource Management, Sun Yat-Sen University ABSTRACT Currently studies on the topic of ¡§public leaderships¡¨ in Taiwan are mainly to verify theories developed by western countries without taking into account potential inadequacies of the theories due to cultural differences. It is necessary to identify the trend of Chinese organization from the cultural point of view. This research attempts to find out which is suitable for public organization in Taiwan by comparing eastern leadership attributes with western theories. This study was designed to explore the relationship among transformational leadership, paternalistic leadership , and leadership effectiveness of the principals in Veterans Affairs Commission , and tried to achieve the following purposes. 1. Understanding the leadership behaviors and leadership effectiveness of the paternalistic in Veterans Affairs Commission at present. 2. Examining the relationships among background variables, leadership behaviors, and leadership effectiveness. 3. Exploring the predictions of leadership effectiveness by leadership behaviors. ¡@A total of 403 questionnaire samples were collected from thirty-four public units such as hospital, factory, construction, farm, and forestry units. The analysis consists of totally four sub-categories - ¡§ Transformational Leadership Scale¡¨, ¡§Paternalistic Leadership Scale¡¨, ¡§Leadership Effectiveness Scale.¡¨ With statistical methods as Pearson Correlation, Two-related Samples Test, Block Regression, the results show that¡G 1.Supervisors adopting paternalistic leadership get better leadership effectiveness . 2.Executive administrators adopting transformational leadership get better leadership effectiveness. 3.Authoritarianism leadership has positive relation with moral leadership. 4.Benevolence leadership has positive relation with moral leadership. 5.Authoritarianism leadership has positive relation with leadership effectiveness. 6.Benevolence leadership and moral leadership has positive relation with leadership effectiveness. 7.Transformational leadership has positive relation with leadership effectiveness Finally, according to the result of this research, some suggestions will be made to effectively enhance leadership effectivemess in Veterans Affairs Commission and to the futural researchers. Keywords: Transformational Leadership , Paternalistic Leadership , Leadership effectiveness

Under the context of rapidly-changing industrial paradigm, leaders face the critical issue of how to maximize the leadership efficacy to adaptto the new competition and market demand. Different leadership will contribute to different leadership efficacy, so leaders have to master and modify individual leadership style to create higher leadership efficacy. Since after 1980, the interest of academic world on leadership has been the new style of leadership, which covers transactional leadership, transformational leadership, charismatic leadership. Therefore, in this study, we adopted transactional leadership and transformational leadership to explore the interplay between employee work performance ad organization commitments. We personally distributed questionnaires to the shop managers and management trainees. 200 questionnaires were distributed and 195 pieces were returned, within which there were 188 valid responded questionnaires. The research finding was following: (1) Transformational leadership and transactional leadership both have positive effect over employee work performance. (2) Transformational leadership and transactional leadership both have positive effect over employee work performance. (3) Transformational leadership and transactional leadership both have positive effect over organization commitment.

Ο σκοπός της συγκεκριμένης έρευνας είναι η μελέτη της μετασχηματιστικής ηγεσίας (transformational leadership) των σύγχρονων managers, τους τρόπους με τους οποίους εφαρμόζεται, καθώς επίσης και τα αποτελέσματα που μπορεί να έχει στην απόδοση των εργαζομένων. Επίσης, μελετά την σχέση του σύγχρονου αυτού τρόπου διοίκησης με τις διαπροσωπικές και επιχειρηματικές σχέσεις. Συγκεκριμένα, θα παρουσιαστεί το θεωρητικό υπόβαθρο των παραπάνω εννοιών, ο ορισμός τους, τα χαρακτηριστικά τους γνωρίσματα, οι συσχετιζόμενες με αυτές έννοιες. Πραγματοποιείται, έρευνα για την εξακρίβωση της σημαντικότητα και του ρόλου της μετασχηματιστικής ηγεσίας στις σύγχρονες φαρμακευτικές επιχειρήσεις. Η συγκεκριμένη εργασία προσφέρει μία διευρυνόμενη προσέγγιση των παραπάνω εννοιών με τα ευρήματά της. Η ηγεσία σήμερα έχει κατά κόρον συνδεθεί με τον επιχειρηματικό κόσμο και διακρίνεται ανάμεσα στους παράγοντες επιτυχίας ενός οργανισμού. Φυσικά, η ηγεσία είναι μία έννοια καθόλου μονόπλευρη, καθώς διακρίνεται σε διαφορετικά είδη και κατηγορίες που αντιστοιχούν και σε διαφορετικά γνωρίσματα. Μάλιστα, η μετασχηματιστική ηγεσία έχει χαρακτηριστεί ως ο καταλληλότερος τύπος ηγεσίας σε έναν οργανισμό καθώς συνδέεται με υψηλά επίπεδα εργασιακής απόδοσης αλλά και με την προσωπική ενίσχυση κάθε εργαζόμενου. Η εργασία επεκτείνεται σε ερευνητικό επίπεδο, με κύριο στόχο τις φαρμακευτικές επιχειρήσεις που δραστηριοποιούνται στην Ελλάδα. Τα συμπεράσματα που προκύπτουν από την έρευνα θα έχουν σημαντική επιρροή στο πλαίσιο της διοίκησης. Σχετικά, με τη μελλοντική έρευνα, υπάρχουν αρκετές προτάσεις που προκύπτουν από την ίδια την εργασία. / We examine and research what type of Leadership exists in the pharmaceutical market based on the theory of transformational leadership

The purpose of this research is to explore the use of a faith-based holistic approach to community development. The concept of transformation development will be explored through a case study of the community development work of Canadian Baptist Ministries (CBM) in the Usulután region of El Salvador – specifically sustainable agricultural production, provision of clean water, provision of safe housing, leadership training and Christian education. Transformational development attempts to partner religious mission and development in a holistic framework for practical application. Within this framework, the following study attempts to address the gap between theory and practice surrounding holistic approaches to faith-based development. This research project explores the role of religion in development; the evolution of perspectives on evangelism and social action; the emergence of transformational development and integral mission; and finally, a study of the impact and effectiveness of a holistic and transformational approach shown through the work of CBM.

Abstract The focus of this thesis is stress in rehabilitation professionals. Within the thesis, burnout encompasses compassion fatigue and moral stress. Therefore, burnout is the emotional and ethical fatigue which is produced through organizational and clinical expectations present when working with individuals who live with disabilities. This thesis argues that current rehabilitation service delivery models exacerbate burnout through their neglect of emotional and ethical needs in professionals. The goal of this thesis is to develop an alternative model of service delivery which addresses burnout in rehabilitation professionals. The thesis answers the following question. How does Jean Vanier's thinking about relationships between individuals, living with and without disabilities, contribute to the field of rehabilitation therapy and, more specifically, to reducing stress currently experienced by rehabilitation professionals? To answer this question and meet the thesis goal, the research is situated within a constructivist paradigm and uses a single, interpretive case study design. This research has produced the transformational model of service delivery. This model states rehabilitation is a transformational process. Whereas traditional rehabilitation views the client as the focus of the change process, the transformational model states both the client and the professional benefit from their participation in a transformational change process. The change process is directed at the personal identity of both client and professional and is characterized by increased awareness and acceptance of key aspects within self and other. Whereas in more traditional rehabilitation models, creating the relational conditions necessary for change is the professional's responsibility, within the transformational rehabilitation model, both client and professional contribute to the relationship which is characterized by commitment, co-operation and compassion. In addition, client and professional experience the outcome of transformation, maturity. A mature person is defined by his/her capacity for agency and authenticity. This thesis argues that Jean Vanier is relevant to rehabilitation professionals. The articulation of an alternative model of service delivery, based on Vanier's thinking about relationships between individuals living with and without disabilities, makes a significant contribution to reducing stress in rehabilitation professionals. / Thesis (Ph.D, Rehabilitation Science) -- Queen's University, 2007-10-05 08:51:06.833

Organizational ambidexterity is a widely researched and known phenomenon amongst academics; however there are still research gaps. Most of the studies are in private sector; however, lately researchers have called for more studies in the public sector. The purpose of this dissertation is to explain casual relationships between different leadership styles and their influence on organizational ambidexterity in public sector organization. The dissertation use a positivistic philosophy and a deductive approach; hence, a cross sectional design is used. The quantitative method chosen was a web based survey, distributed by e-mail to 171 managers operating in waste management and water and sewerage industries in the Swedish public sector. The findings of the study are that are that it is not possible to differentiate a higher level of organizational ambidexterity in any public organizational form. Another finding is that organizational ambidexterity can be positively influenced by managerial leadership in the local government administration The limitations of this dissertation are that only two industries are included and that the results cannot be generalized for other populations due to a small sample. The implications of this study are that organizational ambidexterity is a concept that is present in the public sector and can be influenced by managerial leadership under certain circumstances

This study investigated the relationship between two elementary building administrators and their teaching faculty with regard to leadership styles of the principal. Leadership analysis determined that one principal had a transformational leadership and one principal who had a transactional leadership style. <br>A survey assessed the perceptions of elementary teachers regarding each school's climate, and their own empowerment resulting in teacher efficacy. Results were not congruent with the review of literature. <br>The school led by the transactional principal underwent an intervention for a twelve-week period during which changes were made based on the data from the pre-tests administered. These interventions reflected a more transformational leadership approach. The results of a second administration of surveys after interventions by the principal showed limited results in improving teacher efficacy and school climate. The researcher also gained insights as to future studies and implications for practice such as replication of the study using a longer intervention period and a larger sample within one school or more schools in the study. / School of Education / Interdisciplinary Doctoral Program for Education Leaders (IDPEL) / EdD / Dissertation

The present study aimed to (1) examine the direct relationship between coach transformational leadership and peer transformational leadership on team cohesion within elite Swedish floorball players, (2) examine potential differences between coach leadership behaviours and peer leadership behaviours on team cohesion, and (3) examine gender differences in perceived coach leadership behaviours, peer leadership behaviours and team cohesion.  A cross-sectional design was used and data was collected through self-assessment questionnaires of transformational leadership and team cohesion from 87 elite floorball players (59 females, 28 males). Age varied from 16 to 33 years (Mage = 22.4, SD = 3.87). Regression analyses revealed that both coach and peer transformational leadership predicted task cohesion, but coach transformational leadership had a stronger influence. There was no correlation between coach or peer transformational leadership and social cohesion. Independent t-tests indicate that female athletes tend to rate higher on peer transformational leadership and task cohesion. There were no gender differences regarding coach transformational leadership and social cohesion. The results from this study are discussed and a co-operation between coach and peer transformational leadership are purposed to increase task cohesion. Further research could refine which specific coach and peer transformational leadership behaviours that correlate to team cohesion, and further clarify the role gender might play.

Magister Commercii (Industrial Psychology) - MCom(IPS) / To gain further insight, the purpose of this study was to investigate the impact of leadership styles, particularly the impact of transformational and transactional leadership on employee engagement. Within a business context, transformational leaders are those “extraordinary” individuals that have the ability to capture their employees’ attention, intellectually stimulate them and strategically align them with the vision and mission of the organisation. Contrary to this, is transactional leadership which is basically an exchange relationship between the leader and employee whereby the leader exchanges rewards and/or incentives for performance. Both styles of leadership are instrumental in engaging employees within the organisation, although a plethora of literature suggests that transformational leadership impacts more significantly on employee engagement (Schaufeli & Bakker, 2004).

South Africa is often described as a nation in transition since the societal and political transformation is an ongoing process. The South African employment environment is one area that now boasts a number of laws that are interrelated and aimed at achieving transformation of the workplace, as well as the economic empowerment of those who had previously been victims of racial segregation. The Employment Equity Act No. 55 of 1998 is regarded as central to the appreciation of equality of individuals in the workplace, irrespective of race, gender and/or disability. The management of communication is central to the process of corporate transformation as a result of this Act. (This fact is confirmed by the emphasis in the Act itself on organisations’ duty to inform and consult with stakeholders and several guideline documents.) Since previous research had pointed to broadly defined communication problems, the overarching research question of this study is: “How do South African organisations manage communication about Affirmative Action (within the context of Employment Equity)?” Chaos theory (a postmodern perspective) serves as the theoretical framework from which organisations’ approach to the duty to inform and consult with stakeholders, transformational change management, the management of communication and transformational leadership were investigated. A conceptual framework for the management of communication in this context, which is based on the ideas of the chaos perspective, is also proposed. Empirical evidence regarding the research question was gathered by means of a qualitative, multiple case study investigation. The most senior Communication, Human Resources and Employment Equity practitioners were interviewed in each of the three organisations, while the Employment Equity communication strategy of each organisation was compared to the theoretical framework by Thomas and Robertshaw (1999). The unique corporate philosophy of each organisation influences the manner in which Employment Equity strategies are implemented. The term “Affirmative Action” is not utilised in any of the organisations. Communication has strategic value in the external arena, while internal communication about Employment Equity is not satisfactory in two of the organisations. All types/levels of leaders have communication responsibilities in this context, while one organisation also relies on the philosophy of self-directed leadership. Only one organisation is currently managing communication according to a formalised strategy. Recommendations regarding the management of communication in this transformational context can be summarised with the overarching requirement that transformation should be approached as a “thinking science”. The multitude of paradoxes that were highlighted by the chaos perspective should be considered constantly: herein lies the real challenge for South African organisations. / Dissertation (MPhil)--University of Pretoria, 2006. / Communication Management / MPhil / Unrestricted