Abstract To develop optimal leadership effectiveness under complicated circumstances is the priority of a leader . A higher result can be created if the leader master his or her leadership style. Since the 1980s, the research about leadership has emphasized on recent theories such as transformational leadership, transactional leadership, and charm leadership. In this research , the former two types are applied to investigate the relationship between them. Aim at salespeople, the questionnaires are delivered by e-mails, mails and personally. Among the 400 questionnaires, 266 copies have been took back and 218 copies are available. The conclusions are: (1) There is no obvious relationship among transformational leadership, transactional leadership and personal completion. (2) There is positive and obvious relationship among transformational leadership, transactional leadership and group completion. Generally speaking, the former is superior to the later. (3) There is positive and obvious relationship among transformational leadership,transactional leadership and organization promise. Generally speaking, the former is superior to the later. (4) There is positive and obvious relationship among transformational leadership, transactional leadership and leadership. Generally speaking, the former is inferior to the later. (5) Part of the effectiveness that transformational leadership causes is superior to that of transactional leadership.

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

An increasing number of researchers are beginning to explore leadership effectiveness in the context of language. To gain a better understanding of what constitutes an effective leader, particularly in the context of transition (exiting or entering leadership role), the current project examined Chief Executive Officer (CEO) language use in quarterly conference calls and its' association with company performance. Three research questions were asked: 1) What language patterns are associated with an outgoing CEO versus an incoming CEO? 2) To what degree does CEO language change depending on whether company performance increases or decreases in the year prior to exiting tenure or subsequent to their entering tenure 3) To what degree does CEO language predict company performance and company performance predict language use? In order to answer these questions, language use in the question and answer portion of quarterly conference calls was examined for 215 companies in the year prior to old CEO departure and in the first year for new CEO. Computerized text analysis was used to examine language associated with self-focus, other-focus, and positive and negative affect. Results suggest that old and new CEOs use distinctive language patterns when they are entering and exiting their leadership positions. Language was found to predict company performance and company performance was found to predict language. The current project points to the power of language as a tool to explore leadership effectiveness in the context of transition. Specifically, language analysis can help identify degree of old CEO detachment and new CEO assimilation within their company. In addition, language can be used as a marker of company performance. / text

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In the current study, a person-centered approach was taken to the examination of the relation between leader effectiveness and personality preferences. Type Theory and Adaption-Innovation Theory precepts were examined in tandem using cluster analytic techniques in order to discover whether past variable-centered findings relating these two theories would generalize to a person-centered examination. Eight patterns were hypothesized to emerge from the cluster analysis based on past correlational research, and three of these patterns were present in the seven-cluster solution. Leader effectiveness was measured in terms of multisource ratings on Benchmarks™. Hypotheses were proposed based on past variable-centered research examining the relations between Jungian personality types and self, superior, peer, and subordinate ratings of leader effectiveness. Some support was found for the variable-centered predictions, but the pattern-focused approach provided insight into the dynamics of the five personality preferences examined as well as suggested that indicators other than what would be predicted based on variable-centered studies may contribute to perceptions of leader effectiveness. Overall, the results of this study show that, taken together, variable and person-centered approaches to research may help strengthen the sometimes fragile relationship between personality and leader effectiveness. / Ph. D.

In recent years, our society changes rapidly. The position of females in Taiwan have been promoted significantly. The situation induces the raise of the awakening of feminist consciousness. After that, females gets more opportunities to show off all of their talents, and generally become managers or leaders at workplace. The phenomenon caused many discussions and researches, and really highlights the importance of the topic of today's female leaders. How a leader shows the leadership performance could decide the success of the organizational development. Also, we know through the relevant literature that a leader¡¦s personality traits and leadership styles are not only an important issue in the organizational behavior study, but also the key elements of leadership effectiveness. Therefore, the purpose of this study is to inquire the relationship among female leaders¡¦ personality traits, leadership styles and leadership effectiveness by the subordinates cognition in southern electronic media centers. The questionnaire of the study is divided into two parts: the leader questionnaire and the subordinate questionnaire. Total of 215 out of 250 questionnaires were returned. (There are 38 out of 40 from leader questionnaires, and 177 out of 200 from subordinate questionnaires.) The data are analyzed by a variety of statistical methods, such as descriptive statistic, factor analysis, reliability analysis, and regression analysis, etc. The statistical analyses had concluded as followed¡G 1. The hypothesis that the female leaders¡¦ personality traits are significant effect on their leadership effectiveness is partially supported. In accordance with the order of the influence on leadership effectiveness, ¡§Conscientiousness¡¨, ¡§Agreeableness¡¨, and ¡§Openness to Experience¡¨ are the main significantly indicators to predict leadership effectiveness. 2. The hypothesis that the female leaders¡¦ leadership styles are significant effect on their leadership effectiveness is partially supported. ¡§Consideration¡¨is the only significantly indicators to predict leadership effectiveness. 3. Consider the female leaders¡¦ personality traits and the leadership styles at the same time, ¡§Conscientiousness * Initiating Structure¡¨ and ¡§Emotional Stability * Consideration¡¨ have a significant effect on the leadership effectiveness. Thus, the leadership styles have mediator effects between the personality traits and leadership effectiveness.

ABSTRACT For long, scholars have been using the research tools invented in the western world to examine the leadership styles developed in western societies. With so many cultural differences between western and eastern societies, it¡¦s very difficult to explain the leadership styles and phenomena of Chinese leaders if only the same research tools are applied. In the past, many researches on the relationship between leadership behavior and leadership effectiveness were only focused on leadership behavior before leadership effectiveness was narrated; however, whether a leadership style works or how effectively it works isn¡¦t decided by the leader only. Thus, in this study, 297 pairs of supervisors and subordinates from 30 banks in central Taiwan (2 regional centers and 63 branches) were selected for an empirical study. Their background information was collected for the analysis of chaxu geju¡Xa criterion of categorization for relationship, loyalty and capability. Every subordinate was categorized into an ¡§insider¡¨ or ¡§outsider¡¨ according to the perception of his/her supervisor. Then, the relationship between the performance of every subordinate and the leadership behavior (patriarchal leadership: authoritarianism, benevolence and moral) of his/her supervisor were analyzed for leadership effectiveness. The findings of this study showed the Chinese supervisors would objectively categorize their subordinates into ¡§insiders¡¨ and ¡§outsiders¡¨ according to the rank of relationship, loyalty and capability. The supervisors tended to give ¡§insiders¡¨ better performance evaluation. The insiders felt they were given more benevolence and moral, but less authoritarianism; the outsiders felt just the opposite. The Chinese supervisors had greater personal attachment to the insiders and allocated more resources to them, so the insiders had better work attitude and performance; the outsiders was the contrary. Without equal treatment, the leadership effectiveness in the insiders and in the outsiders was different. Finally a concrete brief on the limitations of the study, further research direction in the future and how the study was related to the management in the real world was presented. Key words: chaxu geju (a multiplicity of individual distinctions of rank and distance), criterion of categorization, leadership behavior, leadership effectiveness

This study aims at exploring the applicability of ¡¥Situational Leadership Theory¡¦ Hersey & Blanchard, 1993) for leadership of task force between chief purser leadership style and readiness of cabin crew. The survey method was used in the present study. Three questionnaires were used: ¡¥Leader Effectiveness and Adaptability Description¡¦ (LEAD), ¡¥Readiness Scale¡¦, and ¡¥Performance Effectiveness Scale¡¦. Subjects were from public Eva and Uni airline. Valid sample included 40 chief purser and 123 cabin crew. The conclusions are as the following: 1. The readiness of cabin crew was affected by their work experience and job level; work experience, and school region; it was not correlated with age, gender and educational background. 2. Leadership effectiveness of cabin crew was significantly correlated with work experience¡Beducational background and job level ; It was not correlated with age, and gender. 3. Leader¡¦s leadership style there was significantly correlated with age¡Bgender and educational background; It was not correlated with work experience. 4. It was no significant difference found between leadership styles and leadership effectiveness of chief purser. 5. There was significantly correlation between cabin crew¡¦s job performance and readiness. 6. The relationship between chief purser leadership style and readiness of cabin crew had no significant impact on leadership style effectiveness beside notification style. So the findings did partly support ¡¥Situational Leadership Theory¡¦.

Title: Emotional intelligence and self-leadership in connection to leadership effectiveness: A study made on more and less profitable organisations within the retail industry.  Authors: Annie Gunnarson and Emilia Törn Level: Master Thesis, 30 credits Keywords: Leadership effectiveness, Emotional intelligence, Self-leadership Background: The rate of change in society has never been higher than now, which has created a demand for effective leaders. Leadership effectiveness has been studied in different areas and two of them are emotional intelligence and self-leadership. However, these two concepts have only been studied separately within the area of leadership effectiveness and the employees view in combination with the leaders’ view is something that has been overlooked within the area. Research question: How do leaders and employees work with emotional intelligence and self-leadership within the area of leadership effectiveness? Purpose: The purpose with this thesis is to, within the area of leadership effectiveness, explain and describe how leaders and employees are working with emotional intelligence and self-leadership. This, with examples from more or less profitable organisations within the retail industry. Method: A qualitative approach has been used within this thesis, where seven interviews were conducted. These interviews were conducted with both leaders and employees from more or less profitable organisations within the retail industry. Theoretical framework: The framework consists of three main concepts: Leadership effectiveness, emotional intelligence and self-leadership. Within these areas there are some subcategories that are presented in order to get an understanding of the concepts. The chapter ends with a model that explains the connections between the concepts. Findings: All companies work with emotional intelligence and self-leadership in the area of leadership effectiveness, although they work with different aspects in various degrees. Additionally, there are similarities to be found between leaders and employees from different companies. Finally, the authors conclude that there are no findings in this thesis that suggest that there is a connection between emotional intelligence, self-leadership and profit margins.