This mini thesis is aimed at establishing the relationship between developmental leadership and affective commitment as it presents itself across four levels of leadership within FNB Branch Banking. The four leadership levels targeted for research are Area Managers, Branch Managers, Administration Managers and Co-ordinators. The researcher used an Ex post facto research design in a natural field setting, formulating the research hypothesis that there is a statistically significant positive correlation between developmental leadership behaviours and affective commitment as reported by those whom directly reported to the four levels of leadership. Using 919 responses, the results of the statistical analysis showed all four leadership levels having a strong positive correlation between developmental leadership behaviours and the affective commitment of direct reports at a 99% confidence level. Finally the research also found that age has a statistically significant relationship with affective commitment and this should be examined in further research. / Human Resource Development / M. Tech. (Human Resources Development)

This mini thesis is aimed at establishing the relationship between developmental leadership and affective commitment as it presents itself across four levels of leadership within FNB Branch Banking. The four leadership levels targeted for research are Area Managers, Branch Managers, Administration Managers and Co-ordinators. The researcher used an Ex post facto research design in a natural field setting, formulating the research hypothesis that there is a statistically significant positive correlation between developmental leadership behaviours and affective commitment as reported by those whom directly reported to the four levels of leadership. Using 919 responses, the results of the statistical analysis showed all four leadership levels having a strong positive correlation between developmental leadership behaviours and the affective commitment of direct reports at a 99% confidence level. Finally the research also found that age has a statistically significant relationship with affective commitment and this should be examined in further research. / Human Resource Development / M. Tech. (Human Resources Development)

No description available.

Surveys and a brief-interval longitudinal design were employed to investigate the relationships between selected proactive leader influence behaviors (PLIBs) and followers' commitment to their leaders. Selected elements of followers' implicit leadership theories (ILTs) were expected to moderate the PLIBs – commitment relationships. Hypotheses were generated and tested in order to determine the extent to which (1) PLIBs constituted group-level phenomena and (2) PLIBs and ILTs were related to follower commitment. Empirical evidence did not support treating PLIBs as group-level variables. While PLIBs were related to commitment, hypotheses specifying ILT dimensions as moderators of the PLIB – commitment relationships were not supported. / Ph. D.

The primary trouble befalling Nigeria and its Niger Delta has been described as a failure of leadership. At various periods during the late 20th and early 21st centuries, Nigeria endured a bloody civil war and years of repressive military rule. Violence in the Niger Delta region, widespread brain drain, and frequent strikes that disrupted academic calendars at universities had serious ramifications for the region's educational system. This study explores former students' perceptions of perceived leadership qualities seen in educational leaders at universities in the Niger Delta and how those qualities impact the acquired leadership skills of expatriate Nigerian postgraduates. Participants were Nigerian postgraduates living in Africa, Europe, and North America. Twenty-three men and 4 women took part in the study. Purposeful snowballing sampling procedures was used to select the sample. A mixed method design was used to collect data through structured electronic-mail surveys, and data were analyzed using constant comparative analysis procedures. Fifteen areas of influence emerged from expatriates' perceptions of these educational leaders. Areas of influence were categorized into 4 major constructs: Leading qualities, Perceived produced impacts, Perceived barriers, and Responses. Expatriates perceived few negative leading qualities but perceived too many real negative impacts that posed barriers to their acquired leadership skills. They are aware that these perceived barriers could be social, economic, environmental, and ethnic. These perceived impacts and barriers have generated fear in respondents. Anger appeared to be postgraduates' most common response to negative leadership qualities of educational leaders, while restlessness, associated with desire for effective leadership in the region appeared to be a common attitude among respondents. Because educational leadership has tremendous impact on the lives of the country's postgraduates, and in light of increasing reports of "brain drain" from the region, Nigeria's educational leadership should be researched from every possible angle. A new theoretical model of perceptions of leadership qualities should be the focus of future research as Nigerian expatriates examine their own leadership qualities and, eventually, put them to use.

This research outlines a conceptual framework and data analysis process to examine multisource feedback (MSF) rater group differences from a leadership assessment survey, after testing the measures for equivalence. MSF gathers and compares ratings from supervisors, peer, followers and self and is the predominant leadership assessment tool in the United States. The results of MSF determine significant professional outcomes such as leadership development opportunities, promotions and compensation. An underlying belief behind the extensive use of MSF is that each rater group has a different set of implicit leadership theories (ILTs) they use when assessing the leader, and therefore each group is able to contribute unique insight. If this is true, research findings would find rater group consistency in leadership assessment outcomes, but they do not. A review of group comparison research reveals that most empirical MSF studies fail to perform preliminary data exploration, employ consistent models or adequately test for measurement equivalence (ME); yet industry standards strongly suggest exploratory methods whenever data sets undergo changes, and misspecified models cause biased results. Finally, ME testing is critical to ascertain if rater groups have similar conceptualizations of the factors and items in an MSF survey. If conceptual ME is not established, substantive group comparisons cannot be made. This study draws on the extant MSF, ILT and ME literature and analyzes rater group data from a large, application-based MSF leadership database. After exploring the data and running the requisite MI tests, I found that the measures upheld measurement invariance and were suitable for group comparison. Additional MI tests for substantive hypotheses support found that significant mean differences did exist among certain rater groups and dimensions, but only direct report and peer groups were consistently significantly different in all four dimensions (analytical, interpersonal, courageous and leadership effectiveness). Additionally, the interpersonal dimension was the most highly correlated with leadership effectiveness in all five rater groups. The overall findings of this study address the importance of MSF data exploration, offer alternative explanations to the disparate leadership MSF research findings to date and question the application use of MSF tools in their current form.

A qualitative descriptive approach was undertaken to explore the leadership experience of seven first line nurse managers working in the Cook Islands. For the purposes of this study first line nurse managers are those nurses working as a charge nurse in a hospital, nursing supervisors, chief public health nurse, and nurses working autonomously in the outer islands of the Cook Islands. Nurses in these roles are in key positions to influence the practice of others and set the standard of practice and culture of a unit. The participants were recruited if they were currently employed in any of these positions. The seven participants were all Cook Islands women who received their undergraduate nursing education in the Cook Islands. The purpose of the study was to describe their leadership experience, to raise an awareness of their role, and to make recommendations to support and improve the preparation of nurses for leadership roles in the Cook Islands. Through face-to-face interviews, the participants' stories were audio taped and transcribed verbatim. Six of the seven transcripts required translation from Cook Islands Maori to English and this was conducted by the researcher who is fluent in both languages. Content and thematic analysis of the data revealed a spiritual, emotive and intuitive theme in the participants' leadership experience. The findings of the study revealed the self confidence of these nurses to manage in this role despite being challenged by management issues and the lack of preparedness for the role. The supportive network established within their staff, their family and the people around them has provided the impetus to continue to 'serve' their people. The findings also revealed that these nurses recognised the need to continue to learn and develop themselves and their staff. The findings of this study have significance for nurses aspiring to be nurse leaders in the Cook Islands or other Pacific Islands and rural communities. A key stakeholder in this study is the Cook Islands Ministry of Health, as insights and awareness gained can contribute to an appropriate preparation and support programme for nurses working in its organisation.

The purpose of this study was to investigate the importance of effective school leadership. The study was conducted in senior secondary schools in the southern region of Botswana. The southern region comprises of the south and south central regions which has twelve (12) senior secondary schools, out of which seven (07) schools were randomly sampled for the study. Both interviews and questionnaires were used as research tools. One hundred and eighty nine (189) questionnaires were distributed and only one hundred and four (104) were completed and returned. Eight interviews were conducted among school leaders. Results from the questionnaires were analyzed using frequencies, percentages and tables. Results from the interview were analyzed within a framework that was structured along the lines of the research questions. The study reveals that most of the teachers have a teaching qualification (PGDE), have adequate teaching experience, and are generally young (30-35 years). In terms of position of responsibility, most of them are clustered around senior teacher II (42.3%) and teacher/educator (36.5%). The study also reveals that schools performance is hampered largely by indiscipline and laziness towards schoolwork by both stakeholders. The school leaders must act as catalysts in creating a learning environment and be actively involved in implementing improvement strategies that help both students and teachers to enhance their learning and achievement (cf. 2. 16. 2). / Thesis (M.Ed)--North-West University, Mafikeng Campus, 2007

The purpose of this study was to investigate the importance of effective school leadership. The study was conducted in senior secondary schools in the southern region of Botswana. The southern region comprises of the south and south central regions which has twelve (12) senior secondary schools, out of which seven (07) schools were randomly sampled for the study. Both interviews and questionnaires were used as research tools. One hundred and eighty nine (189) questionnaires were distributed and only one hundred and four (104) were completed and returned. Eight interviews were conducted among school leaders. Results from the questionnaires were analyzed using frequencies, percentages and tables. Results from the interview were analyzed within a framework that was structured along the lines of the research questions. The study reveals that most of the teachers have a teaching qualification (PGDE), have adequate teaching experience, and are generally young (30-35 years). In terms of position of responsibility, most of them are clustered around senior teacher II (42.3%) and teacher/educator (36.5%). The study also reveals that schools performance is hampered largely by indiscipline and laziness towards schoolwork by both stakeholders. The school leaders must act as catalysts in creating a learning environment and be actively involved in implementing improvement strategies that help both students and teachers to enhance their learning and achievement (cf. 2. 16. 2). / Thesis (M.Ed)--North-West University, Mafikeng Campus, 2007

A qualitative descriptive approach was undertaken to explore the leadership experience of seven first line nurse managers working in the Cook Islands. For the purposes of this study first line nurse managers are those nurses working as a charge nurse in a hospital, nursing supervisors, chief public health nurse, and nurses working autonomously in the outer islands of the Cook Islands. Nurses in these roles are in key positions to influence the practice of others and set the standard of practice and culture of a unit. The participants were recruited if they were currently employed in any of these positions. The seven participants were all Cook Islands women who received their undergraduate nursing education in the Cook Islands. The purpose of the study was to describe their leadership experience, to raise an awareness of their role, and to make recommendations to support and improve the preparation of nurses for leadership roles in the Cook Islands. Through face-to-face interviews, the participants' stories were audio taped and transcribed verbatim. Six of the seven transcripts required translation from Cook Islands Maori to English and this was conducted by the researcher who is fluent in both languages. Content and thematic analysis of the data revealed a spiritual, emotive and intuitive theme in the participants' leadership experience. The findings of the study revealed the self confidence of these nurses to manage in this role despite being challenged by management issues and the lack of preparedness for the role. The supportive network established within their staff, their family and the people around them has provided the impetus to continue to 'serve' their people. The findings also revealed that these nurses recognised the need to continue to learn and develop themselves and their staff. The findings of this study have significance for nurses aspiring to be nurse leaders in the Cook Islands or other Pacific Islands and rural communities. A key stakeholder in this study is the Cook Islands Ministry of Health, as insights and awareness gained can contribute to an appropriate preparation and support programme for nurses working in its organisation.