中央研究院被認為是我國最高學術機構，院內一級單位主管皆由研究人員兼任。本研究旨在探討中央研究院學術研究人員兼任行政主管的領導風格與所屬單位員工組織溝通與行政效能的關聯性，並採用問卷調查法中的配額抽樣方式，行政單位發出105份，研究單位則發出310份，合計為415份。問卷回收共計315份，其中有效問卷數為293份，可用率為93.01%。 經分析結果得出以下結論：中央研究院由研究人員兼任行政主管之所屬單位員工對於主管的領導風格、組織溝通與行政效能的感受平均得分分別為3.48、3.31、3.95，位於「李克特五點尺度法」的中上但未達同意程度。其次，組織溝通的「正式溝通」與行政效能之間具有顯著之正向關係。由此可知，中央研究院由研究人員兼任行政主管所屬單位員工的正式溝通感受程度愈高，其行政效能的知覺程度亦會愈高。最後，主管的「轉換型領導」與「交易型領導」對於組織溝通的「正式溝通」與行政效能之間具有正向之調節效果，但對於不同社會屬性特徵員工與行政效能之間則不具有調節效果。 根據研究結果，本研究提出四項實務建議，以增進單位員工的行政效能。包括：主管對於部屬應加強個別關懷及提供教育訓練、對待部屬應賞罰分明、強化與部屬之間的溝通管道以及兼任行政主管應善盡主管之職責。 / The Academia Sinica is considered the highest academic institution of the country. The researchers hold the concurrent post as the highest administration positions at the director level. The purpose of this research is to analyze the relationship of the academic researcher with administrative director’s leadership style, organizational communication, and administrative effectiveness. The method of Quota Sampling is used to distribute questionnaires to the staff. There are a total of 415 questionnaires: 105 of which are given to the administrative staff and 310 are given to the research staff. In total, there are 315 questionnaires collected and 293 of them, 93.01%, are considered as valid. There are several conclusions drawn from the analysis of the research. First, the average score of the administrators’ leadership style, organizational communication, and administrative effectiveness is 3.48, 3.31, 3.95, is located to “Likert scale” in the upper but not agree with the degree. Secondly, there is a positive relationship between the formal communication and administrative effectiveness. Lastly, administrators’ transforming leadership and transactional leadership positively moderated the relationship between formal communication and administrative effectiveness, but there is no moderating effect on the relationship between the staff’s social and demographical background and administrative effectiveness. Based on the conclusions, four practical recommendations are proposed to further enhance the administrative effectiveness: (1) The administrative director should pay more attention to the individual subordinate, and provide training programs to the staff. (2) The administrative director should have a very clear award and punishment system. (3) The administrative director should better communicate with the staff. (4) Academic researchers with administrative responsibilities should fulfill his administrative responsibility.

Department of Curriculum Studies and Education Management / PHD (CS)

The digitised world of today has led to the development of new organisational structures within companies, resulting in new leadership styles in digital firms. Furthermore, customers’ demand is constantly increasing, which results in the importance of delivering an experience to the customers to stay competitive in the market. Therefore, the purpose of this thesis is to investigate how leadership is applied in a successful e-commerce company with a Customer Experience focus. This thesis is conducted throughout a qualitative single case study of a successful e-commerce company focusing on customer experience(s). The empirical findings have been obtained through semi-structured interviews, which further have been analysed together with the given theories to gain an in-depth understanding to answer the research question (1) How does leadership manifest itself in an e-commerce company? Furthermore, the sub-question (a) Which leadership styles can be identified within the e-commerce company. The conclusion of this thesis presents the importance of having leadership connected to the corporate culture. This includes considering the culture in all decisions within the company and that leaders and employees live by the company’s values. This thesis presents leaders within the case company applying several attributes of different leadership styles. However, the primary leadership style that has been identified throughout all leaders is transformational leadership, including being a digital leader.

Bakgrund: Sjukfrånvaro har länge varit ett centralt och politiskt samhällsproblem i Sverige. En orsakande faktor för medarbetarnas ohälsa är stress och psykiska påfrestningar, vilket bland annat kan påverkas av ledarskap. Det finns olika ledarstilar som chefer kan tillämpa, vilka har olika påverkan på medarbetarnas hälsa. Dessa är transformativ och transaktionell ledarstil samt demokratisk eller relationsorienterad ledarstil och auktoritär eller uppgiftsorienterad ledarstil. Fördelaktigt för de anställdas hälsa är ledarskap som tillämpar Kaizen som arbetsmetod vilket förklaras som att verksamheten kontinuerligt ska förändras till det bättre. Således visar tidigare forskning att ledarskapet kan ha betydelse för medarbetarnas psykosociala hälsa på arbetsplatsen. Syfte: Studiens syfte är att beskriva och analysera skillnaden mellan chefers ledarskap på avdelningar med hög respektive låg sjukfrånvaro. För att besvara syftet utgår studien från teorier om ledarstilar och arbetsmetoden Kaizen. Metod: För att besvara studiens syfte har både chefers och medarbetares perspektiv på problemet tagits tillvara på i undersökningen genom en kvalitativ och kvantitativ studie med en iterativ växelverkan mellan deduktiv och induktiv ansats. En komparativ metod har genomförts då två jämförbara avdelningar, med hög respektive låg sjukfrånvaro, har studerats. Slutsats: Studiens resultat är att chefers ledarskap skiljer sig utifrån vilka ledarstilar som tillämpas samt i vilken grad chefer arbetar enligt Kaizen. Chefer som har olika ledarskap har även medarbetare med olika sjukfrånvaro, således kan chefers ledarskap ha betydelse för medarbetarnas sjukfrånvaro. / Background: Sickness absence have long been a central and political societal problem in Sweden. One factor that has caused employee’s ill health is job strain and psychic stress which may be influenced by leadership. There are different leadership styles that managers can apply which have different effects on employee health. These are transformative and transactional leadership styles as well as democratic or relationship-oriented leadership styles and authoritarian or task-oriented leadership styles. Advantageously for employee health is leaders who apply Kaizen as a working method. Kaizen can be described as continuous improvements. Thus, leadership is significant for employees' psychosocial health in the workplace. Purpose: The purpose of this study is to describe and analyze the difference between managers' leadership in departments with high and low sick leave. To answer the purpose, the study is based on theories of leadership styles and the Kaizen method. Method: To answer the purpose of this study, both managers and employees have given their perspective to the problem. They have participated in the survey through a qualitative and quantitative study with an iterative interaction between deductive and inductive approach. The study has been carried out using a comparative method by studying two comparable departments with reported high or low sickness absence.   Conclusion: The result of this study is that the leadership differs according to the leadership styles applied and to what extent managers work according to Kaizen. Managers with different leadership also have employees with different sickness absence. Thus, manager’s leadership can be important for employees' sickness absence.

Worsened working conditions seems to be one of the main reasons for ill health in Sweden. Within the energy industry there are serious work environment risks that can lead to fatal accidents, several fatal accidents have occurred in the industry during the last year. A leadership that promotes a high level of safety climate can prevent accidents. At the same time, there is a lack of studies on different leadership styles and how they can affect the safety climate within the energy industry in Sweden.The purpose of the study was to analyze the relationship between leadership and safety climate, among workers at an environmental and energy company. The study was based on a quantitative approach. Correlations were analyzed between leadership styles and safety climate in bivariate- and multiple logistic regressions. The analyzed leadership styles were transformational, transactional, and Laissez-Faire leadership. In addition, safety-specific leadership was analyzed. The result showed that the safety climate at the environmental and energy company was at a high level. The analysis showed that transformational and transactional leadership styles, including safety-specific leadership, were correlated to safety climate. At the same time, the result showed that the correlation between Laissez-Faire leadership style and safety climate was most important for the safety climate outcome. When leadership was characterized by Laissez-Faire, the odds increased that the safety climate would be at a lower level. The conclusions were that the most important leadership style to focus on and avoid was Laissez-Faire leadership. Since the environmental and energy company had a high level of safety climate it is probably a good starting point for future continued development for safety and proactive work environment management.Recommendations to educate leaders about how leadership behavior can affect the safety climate, based on this study's result, were suggested since it could be a cost-effective and efficient method to improve the safety climate. / Dåliga arbetsförhållanden tycks vara en av de främsta orsakerna till ohälsa och att människor dör på arbetet i Sverige. Inom energibranschen finns allvarliga arbetsmiljörisker som kan leda till dödsolyckor, flera dödsolyckor har inträffat i branschen under det senaste året. Ett ledarskap som främjar ett högt säkerhetsklimat kan förebygga olyckor. Samtidigt saknas det studier om olika ledarskapsstilar och hur det kan påverka säkerhetsklimatet inom energibranschen i Sverige. Syftet med studien var att analysera sambandet mellan ledarskap och säkerhetsklimat, bland arbetare på ett miljö- och energiföretag. Studien baserades på en kvantitativ ansats. Samband analyserades mellan olika ledarskapsstilar och säkerhetsklimat genom binära och multipla logistiska regressioner. De ledarskapsstilar som analyserades var transformativt-, transaktionellt- och Laissez- Faire ledarskap. Dessutom analyserades säkerhetsspecifikt ledarskap. Resultatet visade att säkerhetsklimatet på miljö- och energibolaget var på en hög nivå. Analysen visade att transformella och transaktionella ledarskapsstilar, inklusive säkerhetsspecifikt ledarskap, korrelerade till säkerhetsklimatet. Samtidigt visade resultatet att sambandet mellan Laissez-Faire ledarskapsstil och säkerhetsklimat hade störst betydelse för säkerhetsklimatet. När ledarskapet präglades av Laissez-Faire ökade oddsen att säkerhetsklimatet skulle vara på en lägre nivå. Slutsatserna var att den viktigaste ledarstilen att fokusera på, och att undvika, var Laissez-Faire ledarskap. Eftersom miljö- och energibolaget hade ett högt säkerhetsklimat är det sannolikt en bra utgångspunkt för framtida fortsatt utveckling för säkerhet och för proaktivt arbetsmiljöarbete. Rekommendationer om att utbilda ledare om hur ledarskapsbeteenden kan påverka säkerhetsklimatet, baserat på den här studiens resultat, föreslogs eftersom det kan vara en kostnadseffektiv och framgångsrik metod för att förbättra säkerhetsklimatet.

The purpose of this study was to investigate the public secondary school leadership styles and teacher job satisfaction in Addis Ababa, Ethiopia. A qualitative case study research design was employed to elicit the perception of principals and teachers to the issue under the study. Ten principals and twenty-four teachers were purposively selected to participate in the study. Data collection was done using semi- structured interview questions. Data analysis was done using ATLAS.ti version 8. The study findings revealed that there is state political interference in the public secondary school management system, the teaching-learning process and the selection of the principals. Principals were not appointed based on their qualifications and experience but rather were assigned to the position based on their political affiliation to the ruling party. The study respondents perceived that management structures such as the one to five groups, the developmental army/change army group and command post were the tools for ruling party to indoctrinate its political ideology. School secularism was not applicable; the ruling party members had continuous meetings in school and had a role in the decision-making of the school. Principals focused on political activities with teaching and learning activities being neglected and were not perceived as employing an instructional or transformational leadership style. Teachers perceived their levels of job satisfaction as very low with state political interference, bad leadership practices of principals, low salary and benefits, low social acceptance for teaching profession, bad behaviour of students, low achievement of students, government lack of attention for education and practice of corruption in other sectors being major factors. Recommendations were made and a suggested school leadership model was presented, to enhance school management effectiveness and to improve teacher job satisfaction. / Educational Management and Leadership / D. Phil. (Education)

Educator stress is a major problem worldwide. This study focuses on the role of the principal in the secondary school in providing support and assisting educators manage work-related stress, with particular reference to schools in Kwa-Zulu Natal, South Africa. The problem was investigated by means of a literature study and empirical investigation. The literature identified perspectives on educators' stress, the stress process of the educator and the principal, causes of work-related stress in educators and coping strategies. Furthermore, principals' leadership styles, theories of motivation and causes of principals' stress were discussed. A qualitative inquiry using focus group interviews was undertaken with a small sample of secondary school educators selected by purposeful sampling. Findings suggested that educator stress was caused by a lack of learner discipline; deterioration in educational standards; workload; policy changes; promotion procedures and the principal's leadership style. Based on the findings, recommendations were made for improvement of practice. / Educational Studies / M. Ed. (Education Management)

The objective of this study was to explore the relationship between the perceived leadership style, employee participation, and positive psychology functioning. Such functioning includes a sense of coherence, engagement in work and avoiding burnout. The Leader Behavior Descriptive Questionnaire, the Employee Participation Survey, the Orientation to Life Questionnaire the Utrecht Work Engagement Survey and Maslash Burnout Inventory General Survey were applied to a sample of 200 permanent employees of the manufacturing. The results indicate significant relationships between all the variables and the way in which employee participation is predicted by perceived leadership style, sense of coherence, and work engagement. Significant differences were found between perceived leadership style and educational levels, and functional department; employee participation and educational level, and functional department; sense of coherence and educational level; work engagement and age, and educational level; burnout and age, and educational level.The study has contributed valuable new knowledge that may be used to inform human resources practitioners and psychologist in the development and coaching of leaders and employees in manufacturing companies. / Industrial and Organisational Psychology / M. Admin (Industrial & Organisational Psychology)

Text in Afrikaans, summary in Afrikaans and English / Hierdie studie is onderneem om die effek van leierskap op verandering in 'n nie-winsgewende organisasie te bepaal. 'n Literatuur- en 'n empiriese studie is onderneem. Literatuur beklemtoon dat verandering 'n realiteit in 'n organisasie is, 'n veranderingsagent die proses moet dryf en dat die transformasieleierskapstyl die gewenste styl vir veranderingsbestuur is. Navorsing toon dat verandering vanwee ekstreme invloede wel voorkom. Verwarring ten opsigte van wie die rol en verantwoordelikheid as veranderingsagent moet vertolk kom egter in die navorsing na vore. Die wyse en frekwensie waarop kommunikasie ten opsigte van verandering plaasgevind het, word oor die algemeen positief deur die respondente ervaar, maar respondente toon egter ook positiewe en negatiewe gedragsreaksies aan ten opsigte van verandering. Respondente toon dat die transformasieleierskapstyl met leierskapsgedrag/-kenmerke wat verband hou met integriteit, toeganklikheid en objektlwiteit hul tot deelname aan verandering motiveer. Navorsing toon ook dat leierskapspotensiaal en die behoefte aan leierskapsontwikkeling by respondente teenwoordig is. Navorsing het bevestig dat leierskap 'n effek op verandering in 'n nie-winsgewende organisasie het. / This research aims to establish whether leadership has an effect on change in a not-for-profit organisation. A literature and empirical study were conducted. Literature indicated that change in organisations is a reality and that organisations need to appoint change agents in order to facilitate the change process. Research has shown that change in not-for-profit organisation was caused by external influences and indicated that confusion exists as to whom the role and responsibility of change agent belongs to. Respondents indicated that they were generally positive about the frequency and way in which change was communicated but they indicated both positive and negative behavioral reactions to change. The transformational leadership style is highlighted as the best leadership style to manage change. The transformational leadership style with leadership behavior such as integrity, approachability and objectivity motivates respondents to participate in the change process. Research also indicated that respondents have leadership potential and have a need for leadership development. This study confirmed that leadership has an effect on change in a not-for-profit organisation. / Social Work / M.Diac. (Maatskaplike Werk-rigting)

The basic objective of the theoretical part of this diploma thesis is to present Rogers' Person- centred Approach (PCA) in terms of its development, theory, basic principles and potential applications out of therapeutical context, with emphasis on leadership. The first chapter is devoted to general knowledge of the PCA and in the second chapter there is a more detailed description of possible applications of the PCA in management. The basic objective of the empirical part is to verify the relationship between main necessary conditions of PCA in people management (respectively in person-centered leadership) and employees' organizational commitment. The quantitative research in the form of correlation study has been carried out on a sample of 63 respondents, employees of various organizations in various fields. Barrett-Lennard Relationship Inventory (BLRI) and Organizational Commitment Questionnaire (OCQ) were used as research methods. The results show the significant correlation between organizational commitment and measures of empathic understanding, congruence, and level of regard expressed by managers towards employees. The significant relationship between organizational commitment and unconditionality has not been confirmed. Besides the hypotheses linked to the basic goal there are some other...