Background: Resource-based view emphasizes that the competitive advantage of organization is built on two elements: resources and capabilities/competences, which are related to employees within it. And job-related stress is a phenomenon in workplace and a problem in employee satisfaction management. Aim: How are decision-making latitude in terms of autonomy, as the need of knowledge worker, and his/her job-related stress related? How is knowledge worker autonomy affected by middle level manager’s authority? What is the mechanism between middle level manager’s leadership and knowledge worker’s stress? Definitions: Stress: the overall transactional process; Stressors: the events or properties of events (stimuli) that are encountered by individuals; Strain: the individual’s psychological, physical and behavioral responses to stressors; Outcomes: the consequences of strain at both the individual and the organizational levels. Completion & Results: The mechanism among elements in and between knowledge worker and middle level manager is identified and presented.

Tyrimo tikslas: nustatyti skirtingo tipo organizacijų – mokyklų, verslo organizacijų ir politinių organizacijų – darbuotojų vertybines orientacijas ir jų sąsajas su subjektyviai suvokiamu transformaciniu vadovavimo stiliumi. Tyrime dalyvavo 184 organizacijų darbuotojai, iš kurių 57,6 proc. moterys ir 42,4 proc. vyrai. Tiriamąją imtį sudarė trijų tipų organizacijų darbuotojai: 28,3 proc. politinių, 23,4 proc. švietimo bei 48,4 proc. verslo organizacijų darbuotojai. Tiriamųjų amžius svyravo nuo 19 iki 70 metų. Tyrimas atliktas pasirinkus apklausą raštu. Nustatant darbuotojų vertybines orientacijas naudota M.Rokeach (1973) vertybinių orientacijų tyrimo metodika (VOT). Tyrime naudota tik terminalinių vertybių skalė, tirianti fundamentalius dalykus, kurių siekiama kaip galutinių gyvenimo tikslų. Nustatyti, ar darbuotojai vertina savo vadovų vadovavimo stilių kaip transformacinį, naudota Bendroji transformacinio vadovavimo skalė (angl. GTL – Global transformational leadership scale), 2009 metais adaptuota Lietuvoje (adaptavo A.Stelmokienė ir A.Endriulaitienė). Tyrimo rezultatai parodė, kad švietimo ir politinių organizacijų darbuotojai labiau pasižymi dvasinėmis vertybinėmis orientacijomis, o verslo organizacijų – materialinėmis. Verslo ir švietimo organizacijų darbuotojai vienodai vertina savo vadovų vadovavimo stilių, tuo tarpu politinių organizacijų darbuotojai savo vadovų vadovavimo stilių vertina kaip transformacinį. Švietimo ir politinių organizacijų darbuotojų vertybinės... [toliau žr. visą tekstą] / Research objective: to establish value orientations of employees of different organisation types (schools, business organisations, political organisations) and their coherence with subjectively comprehensible transformation leadership style. 184 employees from different organisations participated in the research: from which 57,6 % were women and 42,4 % men. Research sample was constituted of employees from 3 organisation types: 28,3 %. of employees were from political, 23,4 % from educational and 48,4 % from business organisations. Age range of the subjects differentiated from 19 till 70. The research was conducted by survey in written from. M.Rokeach (1973) value orientation assessment methodology was used in order to establish value orientation of the employees. Terminal value scale which examines only fundamental things (things that are pursued as terminal goals in life) alone was used in the research. GTL – Global transformation leadership scale was used to determine wether the employees rate their managers leadership style as transformation leadership – this scale was adapted for use in Lithuania in 2009 (the adaption authors are A.Stelmokienė and A.Endriulaitienė). The results of the research showed that employees from political and educational organisations may be characterizes as having higher spiritual values and employees from business organisations were concentrated more on material values. The employees from business and educational organisations assessed... [to full text]

Denna undersökning syftar till att ta reda på vad avgångsstudenter på det fyraåriga sjökaptensprogrammet har för syn på sin egen ledarstil utifrån sina erfarenheter från sin fartygsförlagda utbildning, sin tidigare arbetslivserfarenhet och utifrån teoretiska kunskaper som de inhämtat från den ledarskapskurs som ligger i programmet. Metoden för denna undersökning är kvalitativ, med semistrukturerade intervjuer och litteraturstudier. I undersökningen intervjuades tio sjökaptensstudenter. En intervjuguide användes, som stöd för intervjuaren, vid intervjuerna. Svaren på intervjuerna analyserades utifrån teorin om tre klassiska ledarskapsstilar; auktoritär, demokratisk och passiv. Resultatet visar att sjökaptensstudenter har, utifrån sin fartygsförlagda utbildning och sin tidigare arbetslivserfarenhet, en syn på sin egen ledarstil som stämmer mest överens med en demokratisk ledarstil och delvis med en auktoritär ledarstil. Utifrån sina inhämtade teoretiska kunskaper från ledarskapskursen anser sjökaptensstudenterna att det är viktigt att situationsanpassa sitt ledarskap och att vara flexibel i sin ledarstil. Resultatet tyder på att denna flexibilitet i ledarstil ligger mellan demokratisk och auktoritär ledarstil. / The purpose of this research is to find out how students, graduating from the Master Mariners programme, look at their own leadership style from their experiences from their cadet training period, their earlier work experience and from their acquired knowledge from the course in leadership which is included in the programme. The method used for this research is qualitative, with semi-structured interviews and literature studies. Ten Master Mariner students were interviewed for this research. An interview guide was used, as support to the interviewer, during the interviews. The answers from the interviews were analyzed theoretically on three classical leadership styles; authoritarian, democratic and passive. As regards to the cadet training period and earlier work experience, the result shows that the Master Mariner students regard their own leadership style as to be one that corresponds mostly with a democratic and partly with an authoritarian leadership style. The students think, from their acquired knowledge from the course in leadership, that it is important to be able to adjust one’s leadership according to the situation and to be flexible in one’s leadership style. The result seems to indicate that the flexibility in one’s leadership style lies between a democratic and an authoritarian leadership style.

The theme of this study is the impact of leadership trust on an agricultural business, with a primarily goal to establish the relationship between the perceptions on leadership and trust of top and middle level management. Furthermore, this study emphasises the importance of the level of the agricultural businesses leadership and trust profile and the important role that it plays in the business. Quantitative research techniques were used to collect the data and after statistical formulation it was found that the leaders’ perceptions based on leadership based on outcomes were high, although the level of trust was low. The implication of this for management is that they must be aware of the perceptions of their leaders regarding leadership and trust. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

The theme of this study is the impact of leadership trust on an agricultural business, with a primarily goal to establish the relationship between the perceptions on leadership and trust of top and middle level management. Furthermore, this study emphasises the importance of the level of the agricultural businesses leadership and trust profile and the important role that it plays in the business. Quantitative research techniques were used to collect the data and after statistical formulation it was found that the leaders’ perceptions based on leadership based on outcomes were high, although the level of trust was low. The implication of this for management is that they must be aware of the perceptions of their leaders regarding leadership and trust. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

This study provides a literature review of presidential leadership styles, how college presidents communicate with constituencies, shared student governance and independence of student newspapers. The study involved two surveys: one to Pennsylvania college public relations directors and a second to Pennsylvania college student editors. The combined survey results examined whether presidential leadership style affected interactions with faculty, administration and student newspapers. The study concluded that the type of presidential leadership style did not correlate with interactions with student newspapers or the paper's coverage of the president, that there was no correlation between the independence of newspapers and its treatment of the president and that an institution's religious or secular structure had no influence on the president's interactions with the student newspaper. / School of Education / Interdisciplinary Doctoral Program for Education Leaders (IDPEL) / EdD / Dissertation

This study sought to analyse the influence of principal leadership on the performance of selected schools in the Gauteng Province of South Africa. The problems addressed in the research were what leadership and leadership styles in the school context entail, concept of school performance, attributes of leadership as perceived by principals and how these attributes impact on school performance and establish whether school performance is dependent upon principal leadership and his/her leadership style. It was a qualitative study. Stakeholders of the schools were interviewed and observations were made. The relationship between leadership and leadership style, in general, and school performance were investigated. The research established that unless principals were well equipped with knowledge and skills in management and leadership, they would not be able to improve school performance. / Educational Leadership and Management / M. Ed. (Education Management)

Background: New ventures face manifold challenges. Literature has already examined many of the challenges that founders of new firms might encounter during the start-up phase. Studies have been investigating traits of the founders as well as traits of the organizations, and linked them to success or failure of the firm. The areas of founder’s human capital and vision and the firm’s employee selection criteria and leadership style have often been taken into consideration. Nevertheless, there is no framework connecting all these areas with a focus on how they influence each other, leaving criteria as success or failure beside.Purpose: This study aims for creating a framework connecting the areas of start-up-founder’s human capital and vision and the venture’s employee selection criteria and leadership style. It seeks to provide answers to the following research questions: (1) “How does start-up founder’s human capital influence the creation of a vision, the choice of leadership style and the selection of employees?” and (2) “How does start-up founder’s vision influence the choice of leadership style and the selection of employees?”Method: To answer the research questions, a multiple-case study was conducted. We created a topic guide and gathered qualitative data through conducting in-depth interviews. The respondents were mainly operating their new venture in the area of Jönköping. After coding and contextualizing our data, we analyzed it.Conclusion: Human capital was influencing all other areas through either active avoidance or repetition of behaviors already employed in the past. We found major differences of the visions of new ventures. Therefore, we started differentiating between a “business-vision” and a “mission-vision”. “Mission-vision” start-ups choose their employees according to personality and give them a voice in the firm, therefore fostering a transformational leadership style. “Business-vision” start-ups on the other side hire applicants based on skills, to fulfil very defined tasks based on deadlines and therefore performing a transactional approach.

Organizational leadership is predominantly male, even after decades of effort to even out this gap. The gender gap in corporal leadership was here assessed by investigating the possible effect of job advertisement configuration. Requesting a democratic or autocratic leadership style and high or low level of readiness for the leadership position in job advertisements was hypothesized to affect their appreciated appeal differently depending on the reader’s gender. A democratic leadership style and a low level of readiness requirement was thought to appeal more to women. Additionally, an effect of nearness to a manager of the same sex on the appreciated likelihood of applying for a leadership position was investigated, in line with the theory of same-sex role models. Seventy-nine male and seventy-seven female employees from a technical department within a global industrial company were included in the study where they rated manipulated company job advertisements’ appeal and filled out a survey. The results revealed no gender difference in the employees’ appeal ratings depending on the two variables. No difference in likelihood of applying for a leadership position was found, regardless of same-sex managerial nearness. The unique characteristics of the sample used induces a discussion of when advertisement wording matters and matters not.

O objetivo geral desta pesquisa é verificar a existência de um estilo de aprendizagem e de um estilo de liderança predominantes na gestão de mulheres empreendedoras de pequenas empresas do setor de comércio varejista da cidade de São Carlos. Nas duas últimas décadas, foi observado um aumento significativo no número de empreendedoras mulheres tanto no Brasil como em diversos países do globo. A criação e gestão de negócios, tarefas antes tipicamente masculinas, agora são exercidas cada vez mais por mulheres. Esse crescimento no número de mulheres a frente de seus negócios tem sido alvo de atenção dos pesquisadores de empreendedorismo ao redor do mundo. Este trabalho abordará o tema sob a ótica dos estilos de aprendizagem e de liderança da empreendedora, suas inter-relações e suas influências ems pequenas empresas. As mulheres possuem maneiras diferentes de empreender, traçar as estratégias e liderar seus seguidores. Elas dão ênfase maior aos relacionamentos com os empregados, os fornecedores e os clientes. As prioridades, na maioria das vezes, não se expressam em cifras monetárias ou no crescimento da empresa. Elas prezam qualidade de vida, ou seja, para elas é importante saber administrar o tempo tornando possível conciliar os compromissos profissionais com os familiares. A partir destas características, assume-se a premissa de que a identificação do estilo de aprendizagem e do estilo de liderança das mulheres, venha ajudar a compreender o desenvolvimento de habilidades gerenciais que as auxiliem em suas empresas. A pesquisa foi uma survey e identificou os estilos de aprendizagem e o estilo de liderança das mulheres empreendedoras, no contexto das pequenas empresas estudadas. Para identificar esses estilos e as principais habilidades gerenciais das mulheres, foram utilizados os questionários Learning Style Inventory LSI e Multifactor Leadership Questionnaire MLQ. Os resultados da pesquisa mostram: quais os estilos de aprendizagem e estilos de liderança são predominantes entre as mulheres estudadas, as relações encontradas entre o estilo de aprendizagem e o estilo de liderança das mulheres, e quais as suas principais habilidades gerenciais / This research objective is to study learning style and leadership style of women entrepreneurs of small businesses in the retail sector in the city of São Carlos. In last two decades, there was a significant increase in women entrepreneurs in Brazil and worldwide. Several researchers have paid attention on women. This work investigates learning and leadership styles, their interrelationships and their influence on small businesses. Women have particular ways of entrepreneurship, to outline strategies and to lead their followers. Generally, their emphasis is to relationships with employees, suppliers and customers. Their priorities, frequently, are not expressed in terms of monetary or of company\'s growth. For them, life quality is important. They manage their time and to reconcile work commitments with family tasks. To understand women learning and leadership styles helps to realize what kind of management skills could help them in their business. This research was a survey. It identified learning and leadership style of women entrepreneurs in small business context. To identify these styles and the key managerial skills of women, we used The Learning Style Inventory (LSI) and the Leadership Multifactor Questionnaire (MLQ) were used to identify learning styles, managements skills and leadership style. The survey results show: what learning styles and leadership styles are prevalent among the women studied, the relationships between learning style and leadership style of these women, and what are their main management skills