M.A. (Strategic Communication) / In today’s increasingly competitive business environments, one of the greatest challenges that continue to face organisations extends beyond financial performance, market share, and attracting and retaining employees and customers, to now include the reputation of the individual that heads up or leads the organisation – in most instances the Chief Executive Officer (CEO). The leader’s reputation has become increasingly important for a number of reasons, one of which includes customers making purchasing and contracting decisions based on the reputation of the CEO and no longer on the products and services offered by organisations only. It is no surprise then that leaders who have a solid leadership stature, reputation or ‘personal brand’, attract more customers. The CEO’s reputation impacts on all aspects of organisational existence – from internal communication to branding, from customer service to the external image and reputation and media exposure. The aim of this study was to develop a measurement scale with which to measure leader reputation in the South African business context by using two high profile organisations in the financial industry. In order to do so, a conceptually relevant set of leader reputation criteria were developed from a comprehensive review of available literature. Eight key dimensions of leader reputation were developed, which served as the framework for measuring leader reputation within the South African business context, namely; Individual Accountability, People Alignment, Brand Citizenship, Communication Competence, People Management, Personal Charisma, Ethical Leadership and Adaptability. This study adopted a quantitative research design which used a survey questionnaire, descriptive analysis and multivariate research techniques. The survey questionnaire was completed by 122 respondents from two financial industry organisations. The results of the statistical analysis suggest that the survey questionnaire was a reliable and valid instrument, and that there are very few differences between various subsets (based on biographical data) of the sample.

This study explored the management style at Durban Mill and the corresponding climate it created. The first objective was to establish the current style of management using the Managerial Grid Theory developed by Robert Blake and Jane Mouton in 1964. Blake and Mouton's Managerial grid (1975) identified five different styles of management, each differentiated by the degree of concern for people and degree of concern for production. According to Blake and Mouton (1975) the Team Leader (9,9) style of management is effective most of the time, however, one must not dismiss the other styles as depicted on the Managerial Grid (see Figure 2.1), as depending on the situation they may be the most appropriate style to use. The second objective was to identi fy the impact of this style of management on the psychological climate in the company i.e. the atmosphere in the workplace. The model used in this study to measure psychological climate was based on a study conducted by MCG Davidson (2000). Davidson's model, in itself was an adaptation of studies conducted by .lames and .Iones (1979) and Ryder and Southey (1989). The dimensions of climate identified for this study was, Leadership Facilitation and Support; Professional Organisational Esprit; Conflict and Amhiguity: Regulations and Organisation Pressure: Joh Challenge. Importance and Variety and Workgroup Co-operatioll. Frielldlilless alld Warmth. This research hypothesised that the dominant style of management in the mill is Impoverished Leader (i.e. Iow concern for people and low concern for production). Further, this style of management influences each dimension of climate as identified above. The results indicated, the two dominant management styles in the company was Team leader and Impoverished leader. According to Blake and Mouton's (1975) theory, whilst the fom1er result is positive, the latter is a less than desired style for any company to operate in. The findings in the climate section of this study revealed that there is seldom to occasionally a positive climate in the workplace regarding, leadership support and facilitation, company image, issues relating to conflict and ambiguity, regulations and job pressure and job challenge. The correlation analysis showed that management style and organisational climate are strongly related (r=0.786), variables. Management style is related to the following dimensions of climate vi z. leadership facilitation and support of employees, professional organisational esprit, con flict and ambiguity and regulations and job pressure. Poor support was found for the relationship between management style and job variety and importance and no relationship found between management style and workgroup friendliness and support. In order to improve relations between management and employees and thus contribute towards business success, a holistic approach was taken in the recommended strategy. A reengineering of the business towards a leaming organisation based Tobin's (\ 993) theory was suggested. Tobin 's theory on "Ieaming organisations," is characterised by five foundations VI Z . visible leadership, ' thinking' literacy, overcoming functional myopia, ' Ieaming' teams and managers as enablers. The recommendations cover a detailed account of the five foundations of the leaming organisation approach and the course of action to be taken at the mill to place it on the road to business success.

The pressure for economic integration has been reinforced by developments in technology, changes in market structures and the emergence of transnational corporations. Rightsizing has emerged as a critical process in this present era of shrinking space, shrinking time and disappearing borders in the context of employee engagement and human capital. It is often adopted by most organizations to help them become more agile and flexible and thereby cater to the competitive demands. The diverse impacts of rightsizing on various actors however question the justice aspect of the entire process. This study addresses rightsizing from the perspective of social justice by taking into consideration the assessments of the processes by the affected actors namely, the implementers who drive the rightsizing processes; the separated who leave the organization as a result of rightsizing; and the stayers who remain in the organization and have observed the process. It also aims at understanding the various rightsizing processes from an empirical perspective and examines the causal relatedness of the rightsizing processes and outcome across some of the Indian organizations and the actors. Review of literature: The gamut of literature in rightsizing has provided a strong foundation for the researcher to gain a critical understanding of the various processes underlying rightsizing. The key challenge in rightsizing concerns the fairness aspect of the entire process considering the fact that in most cases rightsizing results in gains for some people and loss for others. Given that judgments of fairness are highly subjective, the lack of an absolute standard for determining fairness in this situation has been identified as a gap. As many studies highlight the ambivalence in results with regard to the outcome of rightsizing and attribute them to the rightsizing processes, the relationship of the rightsizing processes and the outcome has emerged as an area of interest. Though there have been correlation based analysis between various rightsizing variables, causal models that link the rightsizing processes to the outcome have been found missing. The dearth of studies from the Indian set up have also prompted the need to build segregate and aggregate causal models of rightsizing processes and outcome at the organization and actor levels. Aim, objectives and methodology: The aim of this study has been to identify the rightsizing processes that contribute towards positive outcome for both the organization and the individuals concerned from the social justice perspective. The objectives were: 1. To compare and contrast the implementation of rightsizing processes in some of the Indian organizations. 2. To develop a framework for understanding and classifying rightsizing processes in relation to the social justice perspective. 3. To identify the effective rightsizing processes that contribute significantly towards minimizing individual stress and maximizing commitment towards the organization. 4. To outline appropriate guidelines based on the justice perspectives of the actors for better implementation of rightsizing in organizations. The conceptual model links the actors, their assessments of the rightsizing processes and the outcome of the entire process as affecting their individual stress and commitment towards the organization. The just processes of rightsizing have been decided based on the assessment of actors and on the extent of their agreement with one another on implementation of the discrete rightsizing practices. Accordingly those practices that all the three groups of actors, namely the implementers, stayers and separated perceive to have been implemented will be classified as the "best practices" or system 4 practices; the practices that have been perceived to have been implemented by the implementers and stayers but not the separated will be classified as the "better practices" or system 3 practices; those practices that the implementers and separated perceive as implemented will be the "ineffective practices" or system 2 practices; and the practices where all the three groups differ with one another with regard to the extent of implementation will be termed the "poor practices" or system 1 practices. The questionnaire was finalized after a preliminary and pilot study. Data was collected from 727 respondents across four organizations, one private manufacturing unit referred to as Org-1, one state public sector unit referred to as Org-2, two central public sector units referred to as Org-3 and Org-4. The total sample consisted of 137 implementers, 320 stayers and 270 separated. Results and discussion: The first part of the analysis focused on validating the rightsizing processes through factor analysis and also testing the reliability using Chronbach alpha. The implementation of the rightsizing processes across the four organizations was compared using Bonferroni post hoc comparisons. Org-1 and Org-4 had implemented most of the rightsizing practices adequately. The perceptions of the employees of Org-2 and Org-3 were found to be significantly inadequate when compared to Org-1 and Org-4 with respect to many of the practices. The second set of analysis compares the assessments of the actors with regard to the implementation of the various rightsizing practices, and classifies them into one of the four systems based on the framework developed. The system 4 practices consist of, the notification period; the severance package; the amount of money that the organizations wished to save after rightsizing and avoidance of ineffective cost reduction strategies. The outcome of rightsizing with respect to role clarity and role sufficiency also falls into system 4. The system 3 practices consist of understanding the need for rightsizing; the need for manpower reduction, proactive cost reduction strategies, separation of the sick and criteria for separation of the redundant. System 1 practices comprise of internal stakeholders, alternate strategies adopted by the organization before resorting to separation of the employees, preparation and communication, leadership, review and control and assistance provided to the separated. The outcome with regard to job security and commitment also falls in this category. The final set of analysis aims at identifying those processes that contribute significantly towards the outcome at both the organizational level and from the perceptions of the actors through path analysis. The path analysis was conducted at the segregate and aggregate levels for the organizations and the actors. Initially a full segregate model where all the independent variables are linked to the dependent variables was fit for the 4 organizations and for the 3 categories of actors. Those processes that contributed significantly towards the outcome with respect to the actors and the organizations were structured onto two final aggregate models. The validity of these aggregate models was examined for the organizations and actors respectively. Conclusion: This study provides a deeper understanding of the various processes underlying rightsizing in the three different stages of implementation. These validated measures can be used as a template by the organizations to study and guide further rightsizing initiatives. Through this research three groups of individuals diversely affected by rightsizing have been brought together under one common framework which is a methodological innovation. Inspite of having different interests, it is possible to obtain a consensus in their assessments of some of the rightsizing practices. This is an important conclusion that can be drawn in support of the social justice perspective with regard to rightsizing. The relationship between the rightsizing processes as affecting the outcome of stress and commitment can also be understood from a causal perspective across organizations and actors through segregate and aggregate models. The best practices with knowledge capital and social capital can also be included in understanding the perspectives of the actors and classification of rightsizing best practices in future work.

Utöver kundernas förväntningar på produkter och tjänster är det också viktigt att ta hänsyn till medarbetarnas förväntningar på chefer och arbetsmiljö. Författarna analyserar hur dessa förväntningar påverkar medarbetarnas motivation, arbetsprestationer och arbetstillfredsställelse samt hur ledningen kan minska förväntningsgapet och de potentiella konsekvenserna. Genom en kvalitativ undersökningsmetod har författarna i denna uppsats undersökt hur medarbetarnas förväntningar och förväntningsgapet ser ut i en lågkostnadsorganisation. Författarna har även undersökt hur förväntningsgapet bemöts och behandlas i en lågkostnadsorganisation som valdes att nämnas för organisationen X. Syftet med denna studie var att undersöka, analysera och bygga en förståelse för medarbetarnas förväntningar, förväntningsgap och dess konsekvenser i en lågkostnadsorganisation. Författarna studerade även hur ledningen hanterar olika situationer som uppstår på grund av medarbetarnas förväntningar. För att uppnå dessa mål valde författarna att använda en kombination av forskningsmetoder, de metoder som användes var semistrukturerade intervjuer, deltagarobservation och litteraturgenomgångar. Intervjuerna genomfördes med åtta respondenter sedan transkriberades och analyserades deras svar utifrån teorier. Som slutsats har författarna kommit fram till att medarbetarna har förväntningar på organisationen X, enligt sex av åtta respondenter handlar det om organisationens utveckling. Förväntningsgapet har lett till minskad motivation hos medarbetarna. Organisationen X möter inte upp anställdas förväntningar på ett positivt sätt, då det är en lång process att göra det. / In addition to customers' expectations of products and services, it is also important to consider employees' expectations of managers and the work environment. We analyze how these expectations affect employee motivation, work performance and job satisfaction, and how management can reduce the expectation gap and the potential consequences.  Through a qualitative research method, in this essay we have investigated what the employees' expectations and the expectation gap look like, as well as how the expectation gap is met and treated in a low-cost organization that we chose to name organization X.  The purpose of this study was to investigate, analyze and build an understanding of employee expectations, expectation gaps and their consequences in a low-cost company. We have also studied how management handles various situations that arise due to employee expectations. To achieve these goals, we chose to use a combination of research methods such as semi-structured interviews, participant observation and literature reviews. The interviews were conducted with eight respondents, transcribed, and analyzed based on theories. In conclusion, we have concluded that the employees have expectations of organization X which, according to six out of eight respondents, is about the organization's development.

This was a correlation study exploring the relationships between scores on various dimensions within and across different exercises in the leadership assessment and development centre (LADC) of an auditing firm in Johannesburg. The study specifically aimed at investigating the discriminant and convergent validity of the LADC. LADC ratings collected from a sample of 138 were analysed using a Pearson Product Moment Correlation (r) and principal component analysis (PCA) was conducted to discover the main dimensions or constructs. Twenty one dimensions were measured using six different exercises in the LADC. The large correlations found in the study showed lack of discriminant validity amongst the majority of different dimensions measured in same exercises whilst, the PCA showed some convergent validity among various dimensions measured across exercises for the LADC. Lastly, the findings of the principal component analysis (PCA) supported a two-factor structure, indicating that assessors are able to differentiate between interpersonal and performance-related dimensions. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

This was a correlation study exploring the relationships between scores on various dimensions within and across different exercises in the leadership assessment and development centre (LADC) of an auditing firm in Johannesburg. The study specifically aimed at investigating the discriminant and convergent validity of the LADC. LADC ratings collected from a sample of 138 were analysed using a Pearson Product Moment Correlation (r) and principal component analysis (PCA) was conducted to discover the main dimensions or constructs. Twenty one dimensions were measured using six different exercises in the LADC. The large correlations found in the study showed lack of discriminant validity amongst the majority of different dimensions measured in same exercises whilst, the PCA showed some convergent validity among various dimensions measured across exercises for the LADC. Lastly, the findings of the principal component analysis (PCA) supported a two-factor structure, indicating that assessors are able to differentiate between interpersonal and performance-related dimensions. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Indian scientific organizations have experienced a tremendous growth in the last few years. Research Institutes have been carrying out scientific research in order to render ser vices in the frontier technologies. These scientific areas include basic and applied research in the areas of Space, Defence, Atomic Energy, Agriculture, Medical, Veterinary Research, Science & Technology and Mineral Exploration, Electronics etc. Scientists contribute to the development of advancement of the technology leading to innovations in self-reliance. Due to the globalization, resource constraints and technical complexities, the research institutes are under tremendous pressure to improve their performance. This situation calls for the improvement of productivity of scientific personnel. The motivation, performance and satisfaction of scientists are the most critical components of the scientific organizational effectiveness. The critical examination of the motivation theories has revealed that the scientists can be motivated through the satisfaction of higher order needs. The achievements from challenging tasks act as task motivation for the satisfaction of scientists. The literature on the motivation of scientists is found to be an important input for formulating conceptual model. The understanding of motivational needs of scientists helps in developing motivation environment. It is very important to understand the needs and motivation variables of scientists, as they are known to be different from others. From the critical analysis of previous studies in the organizational context, the scientists are found to get more dissatisfied due to lack of the motivation system. This situation necessitated the current study on motivational needs of scientists. This also helps to understand scientist’s interest in a broader scope for evolving the suitable management strategies. The study has evolves a theory of scientists motivation and contributes to the literature on the body of knowledge on scientists motivation. Scientists need to work within the organization and contribute to the development of scientific knowledge as a profession. The scientific performance is a knowledge intensive process, which depends on team building and motivation. The enhancement of the performance of scientists calls for institution of certain motivational systems. Therefore, the motivational climate initiatives have come into focus in the scientific organizations. The motivational initiatives are intended to bring about organizational improvement through improved satisfaction, organizational commitment and willingness to accept challenges. Certain personal antecedent factors like age, experience, qualification are expected to influence motivation system. These factors are expected to influence the motivation system of the scientists with a different degree of influence on satisfaction, organizational commitment and the willingness to accept challenges. Hence, these factors are considered in the current study. In order to understand the scientists motivation system a few questions emerged concerning the motivation climate initiatives. The questions are also related to the relationships among the motivation climate, performance and consequences. These questions gave rise to the following objectives for the current study. 1) To identify scientist’s motivation & performance variables and their associations with the individual factors such as age, experience, qualification, designation, promotions etc. 2) To study and analyze scientist’s motivation and performance need fulfillment with the organizational aspects related to technology, job/work environment, management practices etc 3) To arrive at the model on the scientists motivational system in relation to the performance & its consequences. The current study establishes the significance of the relationships among the motivation climate variables and scientist’s satisfaction, organizational commitment and willingness to accept challenges. The study also focuses on the correlations among the motivational variables and the personal antecedent factors such as age, experience, designation, qualifications etc. The study also led to the development of the motivational relationship model for the scientists. The literature review gave an insight in to the historical and current research status in the areas of motivation system of scientists. A special focus is on the critical assessment of studies on the R & D personnel and scientists in particular. The research gaps are assessed in the areas of research focus, context and contents of the study, methodological considerations and analytical rigor. Preliminary interviews are conducted with about 40 scientists from four scientific organizations for understanding the variables of scientists motivation system. The preliminary discussion process is helpful in gathering the inputs on the motivation process of scientists. This has also helped in defining the operational aspects of variables for the research study. Based on the feedback and the inputs from the preliminary discussions, the research instrument is developed for the pilot study. The reliability of the instrument is tested with the data from responses. The internal consistency of the items is tested by Cronbach’s alpha. The results obtained indicate that the instrument has an accepted level of Cronbach’s alpha of 0.7 and above. Based on the data, the item analysis for reliability is carried out on 16 variables, which have yielded the Cronbach Alpha of 0.7 and above. In addition, the overall instrument reliability is found to be 0.87. Principal Component Factor analysis with varimax rotation is performed to check the construct validity for the subscales. Factor analysis has yielded factor loadings close to 0.5 and above for the items and the group variables. Factor analysis results have supported the statistical validity of the scales. Need fulfillment analysis is made for motivational assessment in the organizational environment. Motivation and performance need fulfillment of scientists has been assessed. In general, the need fulfillment level is about 70%. The need fulfillment analysis has identified the level of fulfillment and necessity for further increase of the motivation climate. To study the associations and the degree and direction of the relationship between 7 antecedent variables and 16 motivation variables, the chi-square test, correlation analysis (pearson’s correlation) are carried out. To test the effect of antecedent variables like age, experience, designation, salary, education level etc on the motivation variables, the one-way ANOVA is performed. Post-hoc tests (Bonferroni and Dunnets T3) are performed to see the differences between each level. A series of t-tests are e employed to study the significant differences between the different categories of age, experience designation, salary, education levels etc. The interrelatedness of variables is ascertained by the Bartlett’s test of sphericity. The data is tested for sampling adequacy by Kaiser-Meyer-Olkin (KMO) test. Analysis of the relationships between the motivational climate, performance dimensions and three consequence variables (job satisfaction, willingness to accept challenges and organizational commitment) is carried out by regression analysis. This analysis has helped to develop the regression model on the motivation system of scientists linking the interdependent variables. Generally, the motivation variables are associated with the different antecedent factors. Different designation levels are found to be significantly associated with six motivation variables namely pay and monetary aspects, job nature, job satisfaction, individual development, organizational commitment an challenging environment. Different age groups are found to be associated significantly different with the four motivation variables like information management, job satisfaction and challenging environment. The age levels have shown negative correlation with personal efforts. Experience levels are found to be significantly different among eight variables such as pay and monetary aspects. Job nature, welfare measures, career growth, job satisfaction, willingness to accept challenges, challenging environment etc. The experience levels are found to be negatively correlated and associated differently with personal efforts. Functional area of work and motivation variables has not shown significantly different mean scores with most of the variables. However, it is significantly different only in respect of individual development. Salary levels are found to be associated significantly different in respect of five motivation variable namely pay and monetary aspects, job nature, challenging environment, job satisfaction and personal efforts. The number of promotions is found to be positively correlated with motivation variables. The mean scores of scientists with different number of promotions is associated significantly in respect of seven motivation variables. The higher mean scores noticed among scientists with higher number of promotions in respect of pay and monetary aspects, job nature, job satisfaction, organizational commitment, challenging environment, information management and individual identify. The years of stay in the present grade is found to be negatively correlated. The mean scores of scientists with different years of stay in present grade are associated significantly with most of the motivation variables. The mean scores of scientists with higher years of stay in present grade have shown lower mean scores in respect of welfare measures, career growth, morale building, job satisfaction, individual development and individual identity. The higher years of stay in the present grade is found to be a de-motivating factor for the scientists. From the need fulfillment analysis, it is found that there is an average gap of 30% in the 15 motivation aspects against the desired levels. The importance attached to these 15 parameters is also very high above 4 points indicating these aspects are vital and essential for their need satisfaction. The need satisfaction level is around 70% considering the effect of desired levels and the importance attached to the motivation aspects. The findings from the regression analysis have supported the relationship among motivational, performance and consequence variables. The job satisfaction as a consequence model has been well supported with 52% explained variation on account of the motivation and the performance variables with a significant F-test ratio. Six motivation climate variables(Pay and monetary aspects, job nature, welfare measures, challenging environment, opportunities for creativity and management style) and three performance variables(Career growth, morale building and individual development) have explained job satisfaction as an outcome variable. The model reveals that the motivated employee gives higher performance and enjoys greater job satisfaction. The job satisfaction depends on the motivation climate to the very high level. The higher motivational climate with better career growth, improved morale and individual development tend to lead to higher satisfaction. The willingness to accept challenges as a consequence model has got good degree of support with38.2% explained variation on account of the motivation and the performance variables with a significant F-test ratio. Three motivation climate variables (Job nature, challenging environment and management style) and four performance variables(Morale building, individual development, individual recognition and personal efforts) have explained willingness to accept challenges as an outcome variable. The model reveals that the motivated employee gives higher performance and shows greater willingness to accept challenges. The high willingness to accept challenges depends on the motivation climate to the very high level. The higher motivational climate with better morale building, individual development, individual identity and personal efforts tend to lead to increased willingness to accept challenges. The organizational commitment as a consequence model has also got good support with 34.1% explained variation on account of the motivation and performance variables with a significant F-test ratio. Three climate variables (Pay and monetary aspects, job nature, welfare measures, challenging environment) and four performance variables(individual development, individual recognition, personal efforts and contributions to results) have explained organizational commitment as an outcome variable. The model reveals that the motivated employee gives higher performance and leads to greater organizational commitment. The high organizational commitment depends on the degree of motivation climate. The higher motivational climate with improved individual development, individual recognition, personal efforts and higher contribution to results tend to lead to increased organizational commitment. Overall the study and analysis on the three models has shown that the motivation variables have explained the three consequences namely job satisfaction, willingness to accept challenges and organizational commitment. Therefore, the management needs to focus on the steps to be taken for higher motivational climate. The management should work for improved individual development, individual identity, higher personal efforts and higher contribution to results, better morale building and assured career growth in order to maximize the scientist’s performance. This in turn shall lead to organizationally valued consequences namely, job satisfaction, willingness to accept challenges and organizational commitment. While fulfilling the objectives, the research study has made significant contributions to the body of knowledge, theory building and practice on the scientist motivation system. The present research study reiterates many research insights, findings and views expressed on the topic of the scientists motivation system. It is evident that the topic requires more focused and devoted study for enhancing the contributions to the body of knowledge on motivation. The theory and research in the area of scientists motivation system is still at a development stage. There is a strong need for the contribution towards constructive theory building. The current study has broadened the scope of motivation and focused on how the existing research results could be utilized in developing the precise concepts on the scientists motivation system. This research work enlightens the crucial aspects of the motivation system in research organizations. The study can be useful for the design of the motivational system in the scientific environment. The research work establishes the methods to quantify the measurement of the motivational variables. The questionnaire on the scientists motivation system is tested and found to be highly reliable. This questionnaire could be used as the diagnostic tool to evaluate the motivational practices and implications periodically. The design and validation of reliable instrument to measure the motivation variables is a significant contribution to the field research. It is a useful instrument for the longitudinal study for larger applications in future. The present empirical research with field data the scientists under different scientific environments is a broad based research effort. This is a very critical contribution in the field of the motivational studies on scientists as a subject of study. In this research work, efforts are made to see that the research results would benefit the scientific organizations. The practitioner’s community is struggling with the problem of understanding what really motivates scientists. The study makes a significant contribution in addressing this problem. The findings of the research study are very much useful to the practitioners in the scientific motivation. The research study provides the guidance to the organizational designers on the possibilities of making structural adjustments as part of the motivational need fulfillment. The scientific organizations get an idea about how the motivation system would influence the processes to improve the performance of the scientists. The results from the sample data about the scientists antecedent variables helps to formulate policies for scientists with varied level of experience, age, education etc. The adoption of current research results on motivation system shall lead to improvements in the performance and satisfaction of the scientists. In the light of the research findings and conclusions, the management needs to focus on the steps to ensure higher motivational climate for improved performance. These conclusions and suggestions are very vital with the strong support from the research evidence. The study also identified category-wise differences, individual variation among the lower and higher levels of age, designation , experience, salary, promotions etc. The research study has proposed a motivational framework in the beginning based on various parameters of study. Then the study progressed towards collection of evidence to validate the proposed model. Hypotheses dealing with motivational framework have supported the relationships in the model with good degree of explained variation. Therefore, the empirical evidence in support of the models indicates the strength of the motivation model. All three models have received varying degree of support while the job satisfaction model is highly supported. This model can be adopted by the scientific organizations for designing the motivational climate to achieve improved performance and to lead to the organizationally valued consequences.

Text in German / In dieser Forschungsarbeit wird die Führung von Mitarbeitern, die eine Burnout-Entwicklung erlebten, empirisch-theologisch untersucht, um herauszufinden, ob und welche Führungsprinzipien und -maßnahmen dazu dienen, eine Burnout-Entwicklung zu verhindern oder aufzuhalten. Als Grundlagen werden der Forschungsstand zu Burnout und burnoutpräventivem Führungsverhalten dargestellt und eine biblisch-theologische Betrachtung vorgenommen. Als Schwerpunkt wurden Führungskräfte christlicher Non-Profit-Organisationen interviewt, die dem Ring Missionarischer Jugendbewegungen angehören. Dem Forschungsansatz lagen vier Hypothesen zugrunde, die überprüft werden sollten. Das Ziel der Arbeit ist es, auf Grundlage der Ergebnisse, Führungskräfte in ihrer Personalführungsaufgabe mit dem Schwerpunkt Burnout-Prävention durch Empfehlungen zu unterstützen. Die qualitative Studie will einen Beitrag dazu leisten, dass dem Belastungszustand Burnout seitens der Führungskräfte fachlich kompetente Aufmerksamkeit zukommt und eine burnoutpräventive Führungsarbeit entwickelt wird. / This research investigates aspects of leading employees who have experienced burn-out. The aims of this theoretical and empirical research are to determine whether there are leadership styles that can prevent or stop burn-out and to establish principles to accomplish this. An overview of research to date concerning burnout and preventative measures of leaders is taken as point of departure, also reflecting biblical and theological aspects of these topics. The main research focus is on interviews with leaders from non-profit-organisations that belong to the Ring Missionarischer Jugendbewegungen (a German umbrella organisation for youth mission organisations). Four hypotheses are examined. Based on the results, the research aims to offer support to leaders who have human resource responsibilities and who wish to prevent burnout in their staff. This qualitative study also aims to create appropriate and professional awareness of the topic of burnout and its prevention by leaders and to serve as a basis for the development of a burnout-preventative leadership model. / Systematic Theology & Theological Ethics / M. Th. (Theological Ethics)

Text in German / In dieser Forschungsarbeit wird die Führung von Mitarbeitern, die eine Burnout-Entwicklung erlebten, empirisch-theologisch untersucht, um herauszufinden, ob und welche Führungsprinzipien und -maßnahmen dazu dienen, eine Burnout-Entwicklung zu verhindern oder aufzuhalten. Als Grundlagen werden der Forschungsstand zu Burnout und burnoutpräventivem Führungsverhalten dargestellt und eine biblisch-theologische Betrachtung vorgenommen. Als Schwerpunkt wurden Führungskräfte christlicher Non-Profit-Organisationen interviewt, die dem Ring Missionarischer Jugendbewegungen angehören. Dem Forschungsansatz lagen vier Hypothesen zugrunde, die überprüft werden sollten. Das Ziel der Arbeit ist es, auf Grundlage der Ergebnisse, Führungskräfte in ihrer Personalführungsaufgabe mit dem Schwerpunkt Burnout-Prävention durch Empfehlungen zu unterstützen. Die qualitative Studie will einen Beitrag dazu leisten, dass dem Belastungszustand Burnout seitens der Führungskräfte fachlich kompetente Aufmerksamkeit zukommt und eine burnoutpräventive Führungsarbeit entwickelt wird. / This research investigates aspects of leading employees who have experienced burn-out. The aims of this theoretical and empirical research are to determine whether there are leadership styles that can prevent or stop burn-out and to establish principles to accomplish this. An overview of research to date concerning burnout and preventative measures of leaders is taken as point of departure, also reflecting biblical and theological aspects of these topics. The main research focus is on interviews with leaders from non-profit-organisations that belong to the Ring Missionarischer Jugendbewegungen (a German umbrella organisation for youth mission organisations). Four hypotheses are examined. Based on the results, the research aims to offer support to leaders who have human resource responsibilities and who wish to prevent burnout in their staff. This qualitative study also aims to create appropriate and professional awareness of the topic of burnout and its prevention by leaders and to serve as a basis for the development of a burnout-preventative leadership model. / Philosophy, Practical and Systematic Theology / M. Th. (Theological Ethics)