The thesis reviews recent and current literature on leadership, and in particular on distributed leadership and complexity leadership theories. It describes my research into the factors affecting the success of transition towards a more distributed approach to leadership in two cases: one is a large UK private company and the other is a large UK university. The longitudinal research was conducted over the period from 2011 to 2013, using repeated interviews at senior and middle management levels, document analysis and observation to collect a rich set of data about both cases. I used a template to help analyse the data from each case. Through subsequent cross-case analysis the thesis identifies certain factors that influence the degree of success in making the transition to a distributed form of leadership, which involves not only devolved decision making but also increased levels of collaboration and organisational agility, which are key concerns of leaders of large organisations according to recent research across top 250 companies in the UK (Ipsos MORI, 2015: 5). The conclusion from my research is a framework called connected leadership, which describes the critical success factors and how they inter-relate. The first factor is having senior leadership committed to being role models, which is a pre-requisite for successful transition. There are then two factors that lay a strong foundation for the transition, namely having a shared organisational purpose and vison and values-based approach to leadership behaviour. Finally there are factors that then make distributed leadership work in practice: consistently devolved decision making, an emphasis on collaborative achievement, and agility and learning. The thesis provides practitioners with insight at both the organisational and leadership role levels, based on the connected leadership model. At the organisational level, I have derived from the research certain indicators for each factor that help diagnose and plan for the introduction of a distributed leadership approach. At the leadership role level the framework provides a helpful guide to developing leadership capability and role definition. The connected leadership model represents a coherent guide for leaders to use as a template for successful transition to a more distributed, collaborative and agile organisation, which is able to compete effectively in the 21st century networked society. Academically, this thesis provides a synthesis of distributed and complexity leadership theories, as well as drawing on authentic leadership theory, in order to understand the organisational and human dynamics that influence the transition to a more distributed leadership approach. Both cases are large organisations, which means that the factor framework provides relevant insight into how distributed leadership can be effective in large and relatively complex organisations.

Systematic reviews of offenders’ as well as non-offenders’ engagement research revealed inadequate and inconsistent definitions and assessments of engagement and an absence of theory. Furthermore there is no research on facilitators’ engagement in offending behaviour programmes. A constructivist grounded theory methodology was employed to develop a theory of engagement in group offending behaviour programs that accounts for facilitators’ engagement as well as that of offenders’. Interviews and observations of sessions were used to collect data from 23 program facilitators and 28 offenders (group members). Group members’ engagement was a process of ‘moving on’, represented by a number of conceptual categories including early ambivalence, negotiating the group, and acknowledging and accepting. Facilitators’ engagement was a process of building engagement, by personalizing treatment frameworks using ‘the hook’, a cornerstone of treatment similar to the therapeutic or working alliance. It also involved disarming group members and dealing with initial resistance, and establishing roles and positions in the treatment framework. There were a number of barriers to both group members’ and facilitators’ engagement identified that were rooted in programme and referral factors. The TEGOBP provides four distinct developments in engagement research as well as a number of important implications for research and practice that are discussed.

Suicide embodies a considerable but often preventable loss of life. As the second leading cause of death for young people in Canada between the ages of 15 and 24, nearly one-quarter of all annual deaths for this age group are accounted for by those who have died by suicide. Greater still is the prevalence of suicidal behaviour. Annually, suicide and suicidal behaviours across the age span are estimated to cost the Canadian economy $2.2 billion. Given the high personal costs to victims, survivors, and taxpayers, it seems crucial that prevention strategies be implemented to reduce the high rate of suicide and suicidal behaviours, as well as to promote mental health, particularly in youth. The promotion of positive mental health and well-being is especially relevant for youth living in rural areas. Fewer mental health resources are available in rural communities than in urban centres. Moreover, youth living in rural, low population density areas often do not believe that their anonymity and right to privacy would be protected if they were to seek mental health services. The present research was carried out to provide a potential foundation for stimulating mental health promotion and suicide prevention approaches, differing by rural and urban community and by gender, before such concerns emerge. Through a survey of 813 (459 rural youth; 354 urban youth) secondary school youth in Eastern Ontario, we examined the inverse association between suicidal ideation and engagement in extracurricular activities, such as sports, music, drama, or community groups. Who is at greatest risk: It was found that rural youth reported significantly more suicidal thoughts than did urban youth (p < .01). Perceived social support accounted for rural and urban differences, while difficulties coping with daily stressors accounted for gender differences, in self-reported suicidal ideation. Thus, “red flags” for communities at risk could include perceived deficits in social support within a given community, as well as having a number of young females who indicate poor coping with daily stressors. What factors to target: Depressive symptoms, risk behaviours, self-esteem, and social support differed in importance in the prediction of suicidal ideation based on rural-urban setting and gender. Results reflecting differences underscore the importance of examining such factors in mental health research. A “one size fits all” approach to youth mental health promotion and suicide prevention does not appear to be a prudent strategy. How to intervene: Youth engagement was explored as one possible means of intervention. In rural youth, personally meaningful engagement and engagement in a number of activities was directly inversely related to suicidal ideation. Regression analyses involving interaction analyses were carried out with youth engagement as a moderator for mental health indicators such as depressive symptoms, risk behaviours, self-esteem, and social support in the prediction of suicidal ideation. Through simple slope analyses, it was found that youth engagement significantly reduces the relationships between suicidal ideation and mental health indicators, particularly for males (p < .001). Therefore, youth engagement appears to be more universally beneficial for rural youth, given that rural dwelling appears to be a risk factor for suicidal ideation. Moreover, for male youth at risk for suicidal ideation, given depressive symptoms, risk behaviours, low self-esteem, and low perceived social support, youth engagement may be of particular benefit. With knowledge of who is at greatest risk for suicidal ideation, what factors to target, and a possible intervention road map, we can reach youth and foster resiliency before suicidal thoughts emerge.

La thèse « Motivations d’engagement politique des femmes parlementaires rwandaises » a pour objectif principal d’apporter un éclairage sur le parcours politique des femmes parlementaires au Rwanda, notamment en identifiant leurs motivations à la base de leur engagement. Pour y parvenir, des entrevues de type semi-directif ont été effectuées entre octobre et novembre 2011 auprès de 11 députées et sénatrices. Les résultats de recherche démontrent que les femmes s’engagent en politique selon les trois principes de justice de Nancy Fraser: la reconnaissance, la redistribution et la représentation. Deux autres motivations se rajoutent, soit les mesures institutionnelles et la reconstruction du pays. Plus précisément, les parlementaires désirent pallier les injustices sociales, économiques et politiques liées au genre et à l’ethnie. Cette thèse est une contribution à la capacité de la science politique d’analyser les rôles des femmes au sein des parlements des pays non occidentaux et autoritaires.

Introduktion: Konkurrenssituationen på den globala marknaden har lett till ett ökat behov av högpresterande medarbetare. Rapporter visar på låga siffror värden över gällande graden av engagemangsgrad, vilket belyser behovet av åtgärder för att höja engagemangsnivån i hela organisationen för att öka dess prestationsförmåga. Syfte: Syftet med studien är att identifiera förutsättningar för engagemang i en organisation samt om graden av individuellt engagemang skiljer sig mellan yrkesgrupper i en organisation. Metod: En övergripande litteraturgenomgång av befintlig litteratur i ämnet genomfördes där förutsättningar identifierades i form av organisatoriska faktorer och individuella drivkrafter för engagemang, varpå en teoretisk referensram arbetades fram. Efter det genomfördes en fallstudie för att samla in empiri, detta utfördes på ett företag i Gävle som tillverkar lågfartshissar. Studien är både kvalitativ genom intervjuer men även kvantitativ med en enkät, vilket båda genomfördes på ett fallföretag. En analys genomfördes där empirin ställdes emot den teoretiska referensramen varpå slutsatser kunde dras. Resultat: Personalen på fallföretaget, som visade en hög grad av engagemang beskrev begreppet dels som en känsla av glädje och dels ett agerande genom ansvarstagande med ett driv i förändringar. Det visade sig att uppfattningen om vilka förutsättningar som driver engagemang skiljde sig mellan yrkesgrupper i företaget. Slutsats: Synen på vad som driver engagemang har signifikanta skillnader beroende på yrkesgrupp i en organisation. Alla de olika faktorerna och drivkrafterna visade sig ha inverkan på engagemang, det indikerar dock på att vissa faktorer och drivkrafter inte uppfattas som engagemangshöjande då de snarare upplevs som basbehov. Olika yrkesgrupper visar sig även ha inverkan på graden av engagemang.   Nyckelord: commitment, engagement, organi?ation / Introduction: The competitive environment on the global market has led to an increasing need of high-performing, committed and engaged employees. Reports show alarming numbers of low engagement rates in organizations worldwide which highlights the need of actions to enhance the overall engagement and commitment level, which in turn will increase the organizations overall performance. Purpose: The purpose of this study is to identify organizational prerequisites for engagement and commitment, and to examine if individual engagement and commitment can be explained by differences between professions within an organization. Method: A literature review was conducted where organizational factors and individual drivers were identified so consequently a theoretical framework was created. In addition a case-study was performed at a company in Gävle in which the result of the study was conducted. Fianlly the result was analyzed and conclusions were drawn. Findings: The employees of the case company showed that a high level of commitment and engagement at the company was a mix between a feeling of joy and happiness at the workplace and a behavior in which responsibility for the company’s wellbeing is important. It was clearly indicated that perception of prerequisites for engagement differs depending on profession within the company. Conclusion: The view from the employees on engagement and commitment is significantly differences depending on the profession within a company. All the factors and drivers for engagement depend on the profession of the employees within a company. Although it can be concluded that not all the identified factors and drivers for engagement raise the level of engagement due to the fact that some of them are seen as basic needs. Finally, it can be concluded that different professions have different levels of engagement.

This research examined whether or not relationships exist between preschool teacher quality and parent involvement as indicated by the Hoover-Dempsey and Sandler Model of Parent Involvement Survey. Additionally, the study also considered family income and child membership in special education as predictors of parent involvement. The survey instruments included the Early Childhood Environmental Rating Scale, Revised (ECERS-R) and the Hoover-Dempsey and Sandler Parent Involvement Survey. A total of 306 parents across 35 preschool classrooms participated in the study. Effect sizes, beta weights and structure coefficients from a series of multiple regression analyses measured the relationship between variables. A regression equation comprised of teacher quality, family income and child membership in special education was statistically significant in predicting parent school-based involvement. In the school-based involvement model the predictors teacher quality and child membership in special education accounted for a greater percentage of variance than did family income. Teacher quality demonstrated a small, negative beta weight but accounted for the greatest amount of variance among the three predictors within the school-based parent involvement model. A negative relationship between teacher quality and school-based parent involvement suggested that as teacher quality improved, parents reported less involvement in school-based activities and events. Findings for special education membership, however, demonstrated a reverse effect in the model and appeared to have a positive significant effect on school-based involvement of parents. The study contributes to the literature on the relationship between teacher quality and parent involvement in early childhood preschool programs.

Organisational energy is described as a renewable organisational resource that can be viewed as the differentiator between excellent performance and mediocre performance by organisations (Bruch&Ghoshal, 2003; Cole, Bruch,&Vogel, 2005). The intensity of this energy has a positive or negative effect on the performance of the organisation. The objective of this research was to empirically build on the drivers of productive organisational energy as found by Lamberti (2010) in a qualitative study and develop a framework that can be used to manage the enabling and inhibiting factors of productive organisational energy. Exploratory qualitative research was used in the form of the Nominal Group Technique. The sample consisted of 56 employees at three different levels on two different coal mines in South Africa. The unit of analysis was their perceptions and opinions about the enabling and inhibiting factors of organisational energy. The main enabling factors were found to be personal influencing factors with recognition, job security and management support being extremely important. The inhibiting factors are mainly organisational influencing factors which inhibit employees from dealing with the demands as required by the organisation. Bureaucracy, lack of discipline and lack of resources are energy sappers which demoralise individuals having a negative impact on organisational performance. The differences between the three organizational levels and between the two organisations were explored. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

This study examined individual differences as precursors to engagement, then assessed whether engagement was a mechanism through which the personality variables led to organizational outcomes. Specifically, this study assessed how the relationships between select personality dimensions and citizenship behavior (OCB), both individual (OCB-I) and organizational (OCB-O), were mediated by work engagement using two distinct measures. Undergraduate working students at Florida International University completed surveys that measured their personalities, levels of work engagement, and citizenship behaviors in the work setting. Correlations and multiple regressions were used to assess the relationships between variables. Results confirmed several of the hypotheses, including the effects of personality on engagement and engagement on OCB. Select hypotheses involving mediation were supported, of which further support was found for the UWES measure over the MBI-GS. Results from a coworker sample contribute to the literature by complementing these results linking personality, work engagement, and OCB.

La investigación tuvo como objetivo determinar si existe relación entre las dimensiones de engagement y la esperanza en obreros de construcción de una empresa peruana. Los participantes fueron 195 obreros de construcción de género masculino. Los instrumentos empleados fueron la versión en castellano del Dispositional Hope Scale de Snyder (1991) y de la Utrecht Work Engagement Scale (UWES 17) de Schaufeli y Bakker (2003). Se realizó el análisis factorial exploratorio, la prueba de normalidad y el análisis de correlación de Spearman. Como conclusión, existe una relación positiva y moderada entre esperanza y engagement, así como también entre estas variables y tiempo de permanencia. / The aim of the study is to determine if there’s a relationship between engagement and hope in construction workers of a peruvian company. The participants are 195 construction workers, all of them male. The instruments used were the Spanish version of Snyder's Dispositional Hope Scale (1991) and the Spanish version of the Utrecht Work Engagement Scale (UWES 17) by Schaufeli and Bakker. Exploratory factor analysis, normality test and Spearman’s correlation analysis were performed. The results show that there is a positive and moderate relationship between hope and engagement, and between this constructs and tenure. / Tesis

0 / SPK / specialcollections@tulane.edu