This study documented the psychometric development of the Adaptive Leadership Competency Profile (ALCP). The ALCP was derived from a qualitative database from the National Science Foundation project (NSF 9422368) and the academic body of literature. Test items were operationalized, and subject matter experts validated 11 macro-leadership competencies and 65 items. Rasch rating scale measurement models were applied to answer the following questions: (a) How well do the respective items of the ALCP fit the Rasch rating scale measurement model for the 11 scales of the ACLP? (b) How well do the person's abilities fit the Rasch rating scale measurement model, using the 11 scales of the ALCP? (c) What are the item separation and reliability coefficients for the 11 ALCP scales? (d) What are the person separation and reliability coefficients for the 11 ALCP scales? This study also sought to discern whether the ALCP could predict leader effectiveness as measured by the likelihood ratio index and frequency of correct predictions indices. The WINSTEPS and LIMDEP programs were used to obtain Rasch calibrations and probit estimates, respectively. The ALCP profiles the frequency and intensity of leadership behavior. Composite measures were calculated and used to predict leadership effectiveness. Results from this study validated 10 competencies and 55 items.

Leadership development has become a focal area for most organisations today in an attempt to ensure that leaders are able to take them into the future and achieve a competitive advantage. Literature reveals that, among others, one of the most popular initiatives in leadership development includes the use 360-degree feedback. Due to the sensitivity and challenge of giving and receiving 360 degree feedback, it is essential to understand the subjective experience of manager's who have recently undergone the process as well as the factors which influence and are influenced by the process. To achieve this, a grounded theory study was conducted in a large manufacturing organisation. The data was collected through focus group interviews with a voluntary sample of senior managers who had participated in a 360 degree feedback process. The outcomes of the study include a definition of "subjective experience" as well as a substantive theory on the subjective experience of 360-degree feedback as a tool in leadership development. Findings indicate that individual's reactions coupled with the perception of both the accuracy and utility of the process are key contributors which form the essence of "subjective experience". Past experience, present information and context were further identified to be key intervening variables of a manager's subjective experience of 360-degree feedback as a tool in leadership development. A number of limitations within this study are explained and recommendations for future research and organisations are provided. / Industrial and Organisational Psychology / M. Comm. (Industrial Psychology)

The primary aim of this study is to discover how leadership competencies affect the perceived effectiveness of crisis management. Leadership skills exhibited by public managers in crisis times may help eliminate panic and help victims recover from the difficult situation as soon as possible. The existence of effective leadership in a crisis is one of the most important inputs in order to diminish the harmful effects of crises and disasters. The absence of effective leadership in times of crisis may be one of the most significant problems in the public administration because it may result in loss of human life and property. By answering the following research questions this study provides useable knowledge for public managers and leaders during crises: Are there any different leadership features or characteristics for effective leadership at time of crises than the leadership in normal time? What is the role of effective leadership in managing crises and disasters (natural or man-made)? How do a public administrator's leadership traits and skills impact the effectiveness of crisis leadership? How do a public administrator's leadership behaviors (task-, people-, and organization-oriented behaviors) influence the effectiveness of a crisis leadership? With the aim of revealing these relations, a self-reported survey was sent to 2,095 current and former Turkish public security network managers. The study found that the core leadership competencies (decisiveness, flexibility, communication, problem solving, managing innovation and creativity, team building, managing and organizing personnel, motivating, networking and partnering, decision making, scanning the environment, and strategic planning) have a positive relationship with the effectiveness of crisis leadership. Among three categories of leadership behaviors, task-oriented leadership behaviors were found with the highest level of impact on the effectiveness of crisis leadership. The study indicated the importance of the core leadership competencies in the effectiveness of crisis leadership. According to the results, the hypothesis testing with the covariance structure model supported the positive impact of the core leadership competencies on the effectiveness of crisis leadership. This study contributes to the literature on leadership during crisis situations, and also provides proposals for public managers and practitioners in order to increase their effectiveness in leading their organizations during a crisis situation.

Working in environments that could be described as task-oriented, certified public accountants (CPAs) are generally considered to be leaders. In 2015, within the United States, fewer than 30% of CPAs were women. Based on the theoretical framework of Eagly and Karau's role congruity theory and Bandura's social learning theory, this survey study sought to understand the relationship between self-rated leadership competency, service time, and gender orientation of female CPAs in leadership positions for 5 years or more, compared to men working in similar positions. A sample of 92 CPAs (46 women, 46 men) completed 2 online surveys, the LPI-Self Leadership Inventory and the Bem Sex Role Inventory, in addition to a demographics profile form. Data were analyzed with independent samples t tests, Pearson correlation coefficients, ANOVA, and stepwise multiple regression. Four hypotheses were tested to answer the research questions regarding the differences between male and female CPAs with respect to leadership competency, gender orientation (masculine, feminine, androgynous, or undifferentiated), and a potential increase in masculinity over time to maintain a high level of leadership competency. Results showed no difference in leadership competency between male and female CPAs, but a significant finding showed masculinity orientation was a strong predictor of leadership competency. Positive social change may result if the findings are used by curriculum developers and organizations to promote male-oriented behaviors (e.g., decisiveness, assertiveness, and risk taking) together with traditionally feminine behaviors (e.g., helpfulness, interpersonal sensitivity, and gentleness) for young women who aspire to leadership positions.

P(p)ublic A(a)dministration is influenced by multiple factors, inclusive of complex policy issues, multi-faceted forms of accountability and hybrid governance models. Consequently, public administration organisations must strengthen their adaptive and complexity capacity to deal with environmental complexity through adopting a different leadership model that is characterised by distinct but complementary leadership functions. Complexity leadership theory (CLT) is thus adopted as an appropriate theoretical lens for the study due to its integrative, collective and relational approach to leadership, in spite of its limited application in the public administration context. Against this background, the purpose of the study is to apply CLT as the basis to determine the required leadership competencies that should underpin a complex adaptive system such as the Governance and Administration (G&A) Cluster of the South African government because of concerns regarding the unevenness or lack of appropriate leadership competencies, behaviours and skills to make the government cluster system effective. To address the purpose of the study and the underlying research problem, a mixed methods research approach was adopted to investigate the leadership competency implications of Public Administration reforms plus their links with intergovernmental relations developments, and the implications of the transition from leader-centric practices to collective and hybrid forms of leadership. An analysis of existing literature in these areas leads to the conclusion that the G&A Cluster, which is an intergovernmental relations structure, is an integral part of hybrid organisational arrangements whose effectiveness requires a different approach to leadership. The literature analysis further identifies a disjuncture between leader-centric practices and conceptions of leadership as a collective, collaborative and hybrid phenomenon. The disjuncture is attributed to the scarcity of leadership and competency-based management (CBM) literature to guide the development of complexity leadership practice, especially in inter-organisational arrangements, and reliance on theoretical analysis as the basis to propose competencies for complexity leadership. Thus, the study addresses the research question and simultaneously contributes towards knowledge and practice by providing an empirical lens to the dynamics of collective leadership in a government inter-organisational structure and advancing CBM through articulating seven adaptable principles and six competency clusters that inform the development of a meso level leadership competency framework for inter-organisational arrangements. The study is also contributing to the application of CLT in P(p)ublic A(a)dministration and improved understanding of CLT’s leadership functions by clarifying its competency dimensions. The study concludes with an outline of implications and recommendations for inter-organisational leadership competency development and practice as well as recommendations for further research. / Thesis (PhD (Public Administration and Management))--University of Pretoria, 2021. / University of Pretoria’s Faculty of Economic and Management Sciences (2019-20210) Office of the Public Service Commission (2021) / School of Public Management and Administration (SPMA) / PhD (Public Administration and Management) / Unrestricted

摘要 全球經濟自2008年產生從1929年經濟大蕭條以來，最嚴重的經濟危機－金融海嘯。造成全世界企業的倒閉，以及勞工的大量失業。當企業組織身處於動盪不安的環境時，往往就是考驗企業領導人的關鍵時期；因為領導者的卓越與否，左右著企業組織的生死存亡。因此，本研究以「領導才能」作為出發點，探討「組織文化」、「目標設定」、「自我、團隊、與組織效能感」、及「競爭力、績效」之間的關聯性，並將上述變項進行整合，建構一「組織效能感之競爭力模式」。發展此一模式，不僅可以作為後續相關研究之重要參考，同時亦可協助個人、團隊、與企業組織檢視其目前的現況，以作為提升與改善競爭力及整體績效的重要依據。 　　本研究透過嚴謹編製程序，進行問卷編製與資料收集，並進行專家會議、信效度與因素分析，以及各變項之間關聯性的探討。此外，本研究以國內的壽險業作為研究母群，調查對象為壽險業中的業務銷售員，並以立意抽樣方式回收共計232份有效樣本，經統計分析，本研究量表之內部一致性信度(.938~.977)，與效標關聯效度(與組織績效之r值介於.567~.775之間)等檢驗指標上，皆達顯著的效果。 　　最後，本研究假設之考驗及模式驗證之結果顯示：1.領導才能對於組織文化、組織競爭力及績效均具有正向的顯著影響；2.目標設定對於個人、團隊、與組織效能感皆具有正向的顯著影響；3.組織效能感確實對於組織競爭力及組織績效具有正向的顯著影響；4.本研究所建構之「組織效能感之競爭力模式」獲得支持。此外，研究者並針對研究結果及企業組織應如何面對「金融海嘯」，以及對未來學術研究與實務應用提出具體的建議。 關鍵詞：領導才能、組織文化、目標設定、效能感、競爭力、績效 / Abstract The gobal economics broke out the most serious economical crisis after the economical sluggish since 1929－financial meltdown in 2008. It makes the close of enterprises and increases the unemployed rate. When facing the turbulent environment, it is the best challenge for all leaders. Organizations can keep surviving or not, depends on leaders’ competencies. This study starts on 「leadership competency」, to discuss the relationship between 「organizational culure」、「goal-setting」、「self / collective / organizational efficacy」、「individual / team / organizational competitiveness」、「individual / team / organizational performance」. This study integrates the above-metioned variables and constructs a 「organizatioanl efficacy of competitiveness model」. The model can not only be the important reference but also assist individual、teams and organizations to examine their current situations to improve their competitiveness and the whole performance. The study uses questionnaire to measue and collect data. The insurance companies in Taiwan were taken as the population, and questionnaire is sent primarily to the insurance sellers. A toatal of 232 samples were collected using purposive sampling. Through the empirical analysis, it shows that the internal consistency reliabilty (.938~.977) and criterion-related validity (.567.~775) of all scales were significant. Finally, according to the results of correlation and Structural Equation Modeling analysis, it shows：1. leadership competency has significant and positive influence to organizational culure、organizational competitiveness and performance; 2. goal-setting has significant and positive influence to self-efficacy、collective efficacy and organizational efficacy; 3. organizational efficacy has significant and positive influence to organizational competitiveness and performance; 4.the constructed 「organizational efficacy of competitiveness」model was supported. Furthermore, evey hypotheses and constructed model in this study were supported. Finally, substantial suggestions were proposed for follow-up academic studies and practical applications, especially for financial meltdown. Keywords：leadership competency, organizational culture, goal-setting, efficacy,competitiveness, performance.