<p> Historically, love is not been specifically mentioned within the context of the study of leadership, yet there seems to be some intersection between the two. They seem to have similar roots; strong relationships, trust, integrity, charisma, character, taking care of others, but where exactly is the intersection? Several leadership theories allude to a dimension of leadership and the leader follower relationship that is seemingly unexplainable or unquantifiable.</p><p> The purpose of this exploratory study was to tie together the psychology of love and leadership behavior to potentially change the way we approach the field of leadership, leadership assessment, and leader development. More specifically, it examined love as represented by intimacy, passion, and commitment, and leadership as represented by the common components of the theories contained in the neocharismatic leadership body of literature. These components include character, courage, integrity, selflessness, empathy, collaboration, and reflection. It is significant because up to this point there has not been any scholarly research published that ties together love and leadership.</p><p> The study was conducted by administering an online survey followed by quantitative research/analysis via multiple linear regressions. The results, <i> r</i>(237) = .795, <i>p</i> &lt; .01, demonstrated that it can be determined that a significant positive correlation exists between the follower&rsquo;s perceived degree of love displayed (by their leader) and follower&rsquo;s perceived leadership.</p><p> Keywords: <i>Leadership, Love, Neocharismatic Leadership, Character-based Leadership, Transformational Leadership. Authentic Leadership, Servant Leadership </i></p>

<p> The US airline industry has seen its share of woes with increased oil prices, several wars, acts of terrorism, and economic meltdowns to name a few. US Airlines have been challenged financially as evidenced by the realities of airline bankruptcies experienced by several legacy carriers that have struggled to remain financially viable. However, one major US airline and legacy carrier was for many years able to withstand the perils of bankruptcy, possible in most part due to the sacrifices made by its employees. This sacrifice was significant as the majority of an airline's total costs can be attributed to unionized labor. In what they believed to be a sacrifice that all employees would share, unionized flight attendants at Airline XYZ took a significant pay cut to help keep the airline out of bankruptcy, only to later see executives at the company receive bonuses while they continued to see cuts in labor and benefits. This study examines the sacrifices made by flight attendants at this major US airline, management, and the concept of broken agreements experienced in the aftermath of those sacrifices. It explores the concept of broken agreements and the perception of inequity as they relate to flight attendants and their decision to leave their careers at Airline XYZ.</p>

<p> Women continue to be underrepresented in the top leadership positions in the largest business organizations in the United States. One of the many strategies suggested to help women overcome the challenges to their advancement is mentoring. Unfortunately, although many more women now report they have had a mentor, little progress is being made in advancing women to leadership positions. In order to understand mentoring from a woman's perspective and to investigate the impact it has on women's careers, this phenomenology study explored the mentoring experiences of eight women in leadership positions in the sales and marketing sector of the U.S. pharmaceutical industry. The women in this study helped the researcher understand that mentoring for women is not substantially different than mentoring for men. Women value the same functions that help them develop skills that will lead to superior performance. They value the advice and feedback a mentor can give them and the introductions, interviews, and opportunities mentors create. What is different is the array of individuals they identify as mentors. Women define mentors broadly, with the common element being someone who helps them advance their career. A mentor may take the traditional form of someone senior to them in the organization who provides an array of mentor functions, or it may be a peer, a supervisor, or a family member who provides one or two critical functions when they are most needed. All are equally valued. Mentors have played important roles throughout their careers. Mentors helped them get started, took a chance on them, and gave them their first break. Mentors continue to help them gain and refine the skills they need to be top performers.</p>

<p> The purpose of this study was to examine the attributional association between servant leadership and global leadership. The research employed a correlational, hypothetical-deductive, cross-sectional quantitative research strategy with two established instruments to measure servant leadership and global leadership attributes. The sample included 413 leaders and executives of organizations in northeast Indiana in the United States. The study found a close association between servant leadership and global leadership and between individual leadership attributes of both constructs. The strength of the correlative relationship between the two leadership constructs was found to be dependent on a leader's leadership position and gender. Post hoc analysis revealed differences in servant leadership by a leader's gender and the type and size of organization. Differences in global leadership were found between leaders when moderated by size of organization and number of countries the organization does business with, but not the proportion of products or services sold to foreign countries.</p>

<p>Environmental degradation and socioeconomic dilemma continue to stigmatize oil production in the Niger Delta of Nigeria. Sustainability programs of oil companies often determine the improvement of living conditions in the region. This explanatory qualitative case study, guided by systems thinking theory and sustainable value framework, explored practitioners' perceptions of sustainability programs to identify its impact on business and the host communities. The research question was designed to address how sustainability efforts of a single oil company in the Niger Delta contributed to the business performance and the livelihood of the local people. Research data were gathered from a sample of 20 experienced sustainability practitioners of the oil company, partnering nonprofit organizations, and community leaders through face-to-face semistructured interviews. Data were segmented and categorized. The data analysis process revealed several themes regarding the challenges and shortfalls of sustainability programs in the region. The oil company's understanding of sustainability as programs and projects focused on preserving resources for future generations was not evident in practice. Findings from the study suggested the need for improved inclusiveness of people in driving sustainability projects. Inclusive sustainability should enhance the oil company's contemplation mechanism to ensure eco-saving thinking and processes, which could result in improved quality of life and business performance in the region. The research findings underscore the need for oil multinational corporations (MNCs) to use a business lens in viewing sustainability to achieve sustainable value. </p>

<p> Research on carbon emission management is becoming a very important part of the green supply chain landscape as more businesses continue to make it part of their business strategy, amid pressures from customers, competitors and regulatory agencies. To contribute to the body of knowledge in this emerging research stream a series of lot size models that consider both economic and environmental performances are developed for the carbon emission conscious retailer, manufacturer and a combined model of the retailer and manufacturer. As a matter of expediency, the combined retailer-manufacturer model (Banerjee, 1986) is referred to as the system in this dissertation.</p><p> The carbon tax mechanism and carbon cap-and-trade mechanism are the most efficient market-based options used to lower carbon emission in practice. These mechanisms are integrated into the developed lot size models, the results of which could provide the carbon emission conscious retailer, manufacturer and the system with optimal lot size and cost strategies. The findings also shed more light for decision makers and policymakers on the impact of carbon tax and carbon trading regulatory policies on the business strategies of the firm. In addition, this dissertation contributes to the current sparse quantitative literature on carbon emission and green supply chain research.</p>

<p>Can virtual work simply be described as doing the same work in a different venue? Is the virtual workforce merely a construct of technology? Where does the virtual worker fit into the paradigm of telework? And how does leadership of the virtual workforce need to adapt to accomplishing work in a virtual environment? The fact is that the culture of virtual work has become increasingly rooted over the years. Most recently, economic struggles and the advanced technology associated with a global economy have set the stage for a more connected workforce in more disconnected venues. Virtual work offers distinct positives for organizations as well as employees. Employers save financially by reducing the costs associated with physical footprints, and employees save commute time as well as commute costs. While virtual organizations may appear to be a panacea for the economic and time complexities that beset employees and corporations, the success of the virtual workforce presents a viable challenge to leaders. Instead of leading less in a relatively anonymous environment, leaders need to alter their leadership behaviors to be able to lead more in the virtual workspace. Through a phenomenological study, the research herein was designed to explore and offer insights into leadership behaviors, from the vantage point of virtual workers, that positively or negatively influence the success of virtual organizations. The significance of this topic rests in the fact that leadership behaviors play a central role in defining the success of a virtual organization (Society for Human Resource Management, 2010). Hence, the purpose of this study is to explore the leadership behaviors that positively and negatively impact the success of a virtual organization. Using an analysis of research that defines the successful virtual organization as one that maintains metrics that are equal to or exceed in-office environments in terms of employee productivity, retention, attendance, development, and promotions, this study examines leadership behaviors from the vantage point of virtual workers. </p><p> <i>Keywords</i>: virtual workforce, telework, leadership traits, leadership behaviors, productivity, retention, attendance, training, employee promotions </p>

<p> This study researched the impact of leadership style on leading organizational change in the local church. The main question studied was whether there was a relationship between transformational and transactional leadership and change-oriented leadership. A second question was whether pastoral leaders rate as more effective in leading change when they follow the transformational, transactional, or change-oriented leadership model. The third question was whether pastors rate as more effective in leading change depending on years of experience or location (district). This quantitative study researched a sample population of 42 pastors serving Protestant churches in the Mid-West region of the United States. Data were gathered from pastors, district superintendents, and pastors' direct reports. District superintendents and pastors completed the Multifactor Leadership Questionnaire 5x Short (MLQ) and the Change, Production, Employee (CPE) Index. Direct reports were assigned to complete either the MLQ 5x Short or the CPE Index to control for rater bias. The significance of the data was determined using regression analysis. Weak significant regression equations were found between inspirational motivation and change-oriented leadership, and between effectiveness and change-oriented leadership. A moderate significant relationship was found among transformational, transactional and change-oriented leadership taken together on effectiveness. No significant relationship was found between leader effectiveness and years of experience or location (district). The implication of the findings is that pastors would be well-served to understand and use formal leadership theories, especially transformational and change-oriented leadership. Further, colleges and seminaries that train individuals for position of pastoral leadership would also be well-served to equip students in these leadership styles.</p>

<p> With the advent of cloud computing and the success of the cloud computing industry, organisations are beginning to adopt this service model and technology at an increasing rate. As the rate and level of use increases, organisations are faced with how best to govern these investments and obtain maximum benefit from the services offered by providers. This includes measuring the performance of these services, the corresponding organisational performance and the associated business value generated. In investigating these areas, this study compares cloud computing and IT outsourcing. It is found that while cloud measures relate, to a great extent, to the operational level of an organisation, IT outsourcing measures are concerned more with the strategic level. This highlights that cloud computing lacks strategic measures and that measures from IT outsourcing may be adopted to fill this gap.</p>

<p> This study is a qualitative, exploratory examination of the phenomena of humor in the workplace. The purpose is to derive a better understanding of how real people enact humor in the workplace by examining the humor depicted by and through fictional characters in comic art. The body of work of cartoonist, Scott Adams, was the primary source of data. The study relies on what the imaginary characters of <i>Dilbert</i> find absurd, funny, and ridiculous about an imaginary workplace, the employee-employer relationship, the content of the characters' jobs, or in the social relationships of fictional characters. It involves analyzing specific cultural artifacts, comic strips, as representations of human action. </p><p> Utilizing qualitative media analytical techniques, the study explores ethnographic materials (comic strips). A random sample from the universe of <i> Dilbert</i> strips was developed and theoretical sampling was used to discern the identities and personality traits of the main characters. Emergent groupings and themes were developed by repeatedly interacting with the data, reflection, extensive note taking and exploring patterns. The research question is answered from within a framework of comic art of the workplace using descriptive language that is informed by theories of humor. </p><p> The idea of presence in mediated communication is discussed and the significant themes of ridicule and disparagement theory are explicated. Key findings include the assertion that, in some cases comic plausibly serves as a proxy for reality as well as the implication that ridicule but plays a significant but inadequately understood role in social development. The researcher proposes that humor may be understood as mythopoeic language. </p><p> Recommendations for directions in future research include management and organizational studies of humor and communities of practice, learning and development, sensemaking and organizational culture. Further investigation into the relationship between ridicule and bullying could be fruitful. Qualitative media analysis has the potential to produce enormous gains in knowledge creation. </p>