In the last twenty years, researchers could not fully reach an agreement of whether female and male leaders have similar or dissimilar leadership approaches. Nevertheless, there is a body of research driven with prophecies that women leaders have variant leadership styles.   This research is about women styles in leadership with focus on effective behaviours and qualities, as well as, the developed interpersonal skills adopted by a proportion of women leaders, which have positive impact on subordinates.    The study is conducted to generate my own understanding of some women perceptions of leading in a different way and the vindications of these perceptions. It is based on qualitative methods, deductive and inductive approaches are used for analysis.   Eight interviews was undertaken to complete the study. The interviewees were selected for the reason of being leaders who have experienced and practice leadership throughout their professions.   Last part of the thesis is not a summary of previous chapters but rather testing my fulfilment in answering the strategic main question. I will share my perception of women ways in leading. The reader would be introduced to the latest studies and horizons of the theme under study.

Today, the higher education sector in developing countries is facing challenges from a dynamic environment characterised by rapid technological change and increased demand. As innovation becomes critical to the survival of organisations, transformational leadership (TL) has been found to have an important influence on innovation, leading to increased goal-directed behaviour on the part of followers, promoting organisational change, and a spirit of trust, and helping followers to exceed their performance expectations. Knowledge and knowledge sharing are recognised as the most significant resources for competitive advantage and the key to enhancing innovation. It has been shown that knowledge management and the promotion of knowledge sharing among the members of an organisation are an important part of the learning process as they help to convert the tacit knowledge embedded in individuals into explicit knowledge through interaction. Prior literature has pointed out that transformational leadership is one of the most important factors affecting knowledge sharing and enhanced innovation in an organisation. However, there is a lack of models linking transformational leadership, knowledge sharing, and innovation within higher education institutions (HEIs) in general within developing countries, particularly Iraq. This study sought to examine the impact of transformational leadership on innovation through the mediating role of knowledge sharing, and the differences between these impacts in public and private HEIs in Iraq. A mixed-methods approach was taken (quantitative and qualitative) and 486 (253 public and 233 private) valid responses were collected to test the causal relationships between transformational leadership, knowledge sharing, and innovation. Then, 10 interviews were conducted with the leaders of HEIs to explain the unexpected findings from the quantitative stage regarding the differences in transformational leadership practice and the effect relationships. Employing structural equation modelling (SEM) with AMOS 20, the study found that knowledge sharing plays a pivotal role in the relationship between transformational leadership and innovation, and that transformational leadership would be ideal in an educational context, promoting knowledge sharing activities and influencing innovation in both the public and the private sector. The multi-group SEM and the interviews revealed similarities and differences between Iraqi public and private HEIs in terms of the effect relationships. The findings contribute significantly to the theory on the mediating role of knowledge sharing in supporting the relationship between transformational leadership and innovation. They also provide a better understanding of these relationships in the educational environment within developing countries, specifically Iraq, a context that has been neglected in previous studies. The study has further detected sector-based differences, and similarities in terms of the transformational leadership exhibited, and has provided a clearer picture of the status of the HEI system in Iraq. Regarding practical implications, the findings show that leaders in higher education who are looking to establish strategies for achieving innovation would benefit from expending their efforts on promoting knowledge-sharing practices among their teaching staff.

This study explored campus principals' leadership behaviors and leadership styles to determine possible influences of leadership on teacher absences. The study was viewed through the framework of Bass and Avolio's (1985) transformational and transactional leadership styles. The Multifactor Leadership Questionnaire Self-Report (MLQ-SR) was used to identify principals' perceptions of their leadership styles. Absence data were also collected and analyzed for the school years (2012-2013, 2013-2014, and 2014-2015). Data were triangulated using one-on-one interviews with selected principals and teacher focus group discussions. The findings from this study verified that leadership style (described in terms of leadership behaviors) influenced teacher absenteeism indirectly through the culture and climate of the campus. Future research is recommended to discover whether incentive programs decrease teacher absenteeism and how leaders can influence their organizations through their behaviors.

There is a wealth of literature on job satisfaction from both Western and Eastern experiences and perspectives, but the literature is limited when it comes to happiness at work, especially in the Arab region. This study is an attempt to encourage research studies in the field of happiness at work in the Middle East and specifically in the United Arab Emirates, the context of the present research, to influence planning in government organisations in implementing a strategy for long-term impacts on happiness levels. This research uses a mixed methods approach of both questionnaires and interviews to collect data. The analysis is conducted by using quantitative and qualitative tools to recognise the gaps and the factors that influence happiness at work and suggests recommendations in order to raise happiness across organisations over the long run. The findings of this study emphasise the necessity of correlating HRM practices, rules and systems with strategic planning that focuses on employee happiness as the greatest purpose of an organisation. The findings emphasise the power of three factors related to employees' feelings towards work which are: Leadership style, organisational culture and organisation structure and how reflecting them in an organisation will positively influence satisfaction and build a strong, positive and happy workplace. This research also discusses one of the controversial inquiries found in the literature about the relationship between job satisfaction and happiness. A conceptual framework is suggested to illustrate the connection between job satisfaction and happiness from a new perspective and clarify how these two concepts positively interact. It clarifies that organisations that indicate a high-level of happiness at work usually indicate a high-level of job satisfaction, and when an organisation achieves a high-level of job satisfaction, it can be deduced that people in the organisation are happy, even where happiness per se is not measured. The findings also show that the role of religion in raising happiness in general is clearer than its role in raising happiness at work and that employees from the sample group, who emphasise the importance of practicing religious rituals, still indicate low feelings towards work regardless of all the facilities that are provided to them to practice their religion.

Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2008.

With the global liberalization of economic and trading development, the limitation of political and geographical enterprises across countries id getting less. A leader with cross-culture experience will lead his/her team member to achieve better performance. The Mainland carries out the policies of reforming and opening to the outside since 1970. Returned overseas Chinese also brings new management, technology, market, and concept knowledge for Mainland China from western countries. These returned overseas Chinese not only to be high level manager in China¡¦s company but also in Taiwan¡¦s, and this change becomes a huge impact to Taiwanese due to ¡§ Taiwanese always lead Chinese¡¨ in the past. Chinese high level managers should perform their leadership style with respect behavior break through cultural difference, to increase the degree of staffs¡¦ satisfaction in leadership and job. Thus, these managers may hit the company¡¦s goal with his/her team. The author found the five propositions as below after interviewing and analyzing interview data 1: To suggest Chinese high level managers performing their leadership style in participating and delegating when they work for international company; the leadership style will changed and effect by enterprise culture. 2: Chinese high level managers will gain more leadership satisfaction from their Taiwan subordinates when they overcome the interference of cultural difference. 3: Taiwan subordinates¡¦, who work for international company, main job satisfaction comes from the challenge of job and payroll two concepts. 4: Taiwan subordinates¡¦ job satisfaction will not affect by the frequency high level manager changed due to they recognize the company¡¦s cultural. 5: Taiwan subordinates will present happier behavior and with more passion in their job when Chinese high level manager present their leadership style in participating and delegating.

With change of the overall economic environment, it substantially makes more and more people highly interested in other financial products and look forward to planning their wealth by multi-financial commodities. Responding these demand, the banking industry starts to be involved in the field of wealth management and invests considerable time and cost of training professional financial advisors. C Bank is not only well-known for high brand image and reputation, but also recognized by the financial industry as a wealth management consultants¡¦ training center. It is supposed to be the company of choice for people who are interested in this field, but actually found C Bank with high turnover rate in wealth management consultants. In this study, we are going to analyze the main factors causing the high mobility of wealth management consultants by interviewing with financial consultants in C Bank who are still serving and who had resigned. The result mainly could provide the reference to C Bank to get a triple beneficial situation by means of having stabilized consultants to increase customers¡¦ confidence and reduce the cost of repeatedly training new staff. It is also available for me to refer and being vigilance on the management field in the future. The result of this study points out the main factors why financial consultants working at C Bank resign: 1. leadership style, 2. personal reasons (family and health), rather than company culture and system. The health problem is also highly related to leadership style causing large psychological pressure and cannot be resolved. In order to pursue a long-term and stable growth for the company, it is rather significant for supervisors develop a leadership style can unite team members¡¦ coherence, establish a work environment with a sense of belonging and participation, satisfy their physiological and psychological needs and let all members with high identity and loyalty to the company they are willing to work for under the premise of reaching company culture (performance-oriented).

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 The sustaining management of the enterprise is in addition to increasing productivities and promoting with product quality, should be also based on "Safety". Perfect and systematical management for safe hygiene cannot only improve the industrial safety performance, but also enhance the job-satisfaction. In fact, "person" is just root. Master of management Peter Drucker also point out:"The spirit of the company should be created out by leader". What influence does the different leadership style and effective safety management on the industrial safety performance exactly is the topic of this study. The purpose of this study aims to understand the leadership styles for high-ranking management of each enterprise, the differences under the different background variables, and explore the moderations of leadership style for high-ranking management of each enterprise between industrial safety system and industrial safety performance, job-satisfaction. The scope of the research regard the high-risk industries affirmed by the Industrial Development Bureaus such as steel manufacturing industry, petrochemical industry and chemical industry etc. in Kaohsiung area as the main inquisition object. The valid samples were 88 copies in the aggregate. (Including 30 business units) Through statistic analysis, the major results in the study were as follows: 1. There is a significant positive correlation between industrial safety system, benevolence leadership and the industrial safety performance. The authoritarianism leadership and cognition industrial safety performance have no significant correlation. 2. There is a significant positive correlation between benevolence leadership, industrial safety system and the job-satisfaction. The authoritarianism leadership and job-satisfaction have no significant correlation. 3. The interactive effects between the industrial safety system and benevolence leadership on the industrial safety performance are significant, that means the industrial safety system and the industrial safety performance don¡¦t reveal significant correlation under the interference of benevolence leadership. The benevolence leadership and the industrial safety performance reveal significant positive correlation. In other words, the higher degree benevolence leadership is, and the better industrial safety performance is. 4. The interactive effects between the industrial safety system and authoritarianism leadership on the job-satisfaction are significant, that means the industrial safety system and the job-satisfaction don¡¦t reveal significant correlation under the interference of authoritarianism leadership. The authoritarianism leadership and the job-satisfaction reveal significant negative correlation. In other words, the lower degree authoritarianism leadership is, and the higher job-satisfaction is. So, through the leadership style of the kindness and the management of the participate type, the high-ranking administrators cannot only improve the industrial safety performance effectively by adequate communication and encouragement, but also enhance the employee's job-satisfaction. On the contrary, through the authoritarianism leadership style, the rather strict management and the commending tone, based upon the conclusions of this study, the high-ranking administrators will not improve the industrial safety performance significantly, but reduce the employee's job-satisfactions. There was "authoritarianism " characteristic on most of the high-ranking administrators in the Taiwanese enterprises; they should establish the right leadership style on these grounds to promote organization performance successfully.

Although we are in 21st century, we still face the threat of fire. Some serious fires happen all over the world frequently. For the location of Taiwan, there are many natural disasters like earthquakes, typhoons, landslides and mudflows on Taiwan recently. The fireman plays an important role to protect the human being and their properties at the disaster scence, so the job involvement and organizational citizenship behavior of fireman make a decisive influence on the performance of rescue activities. The station officer is the soul of the fire brigade, his leadership style influence the performance of firemen deeply. In the study, I make the subject how the leadership styles influence follower`s job involvement and organizational citizenship behavior, the group cohesion and personality as the moderating variances. The fire brigade of Kaohsiung as the survey object, through the questionnaire and statistic analysis, I try to treat how the leadership style influence the follower`s job involvement and organizational citizenship behavior, and give some suggestions to the fire department, in the study indicate that: 1. A significant positive correlation was identified among leadership styles and job involvement; the inspirational motivation has positive influence on follower`s job involvement. 2. A significant positive correlation was identified among leadership styles, altruism, courtesy, civic virtue and conscientiousness; the idealized influence was positive influence on altruism, the intellectual stimulation was positive influence on courtesy, civic virtue and conscientiousness. 3. The internal-external personality was found to have no significant moderating effect among leadership styles, job involvement and organizational citizenship behavior. 4. The group cohesion was found to have a significant moderating effect among relationship of inspirational motivation and job involvement, 5. The group cohesion was found to have a significant moderating effect among relationships of individual consideration and organizational citizenship behavior.