In der vorliegenden Untersuchung sollte ein möglicher Zusammenhang zwischen mundgesundheitsbezogener Lebensqualität (MLQ) und Depression untersucht und bei prothetischen Patienten und Personen der Allgemeinbevölkerung vergleichend betrachtet werden. Es handelt sich um eine Querschnittsstudie, in welche 311 zahnärztlich-prothetische Patienten und 811 erwachsene Probanden der Bundesrepublik Deutschland einbezogen wurden. Zur Erfassung von MLQ und Depression wurden als standardisierte Instrumente zum einen die deutsche Version des Oral Health Impact Profile (OHIP) und zum anderen das Vereinfachte-Beck-Depressions-Inventar (BDI-V) eingesetzt. Die statistischen Zusammenhänge der Konstrukte wurden mit Hilfe von Korrelationsanalysen sowie Strukturgleichungsmodellen ermittelt. Die konfundierenden Variablen Alter und Geschlecht wurden dabei kontrolliert. In beiden Populationen wurde ein signifikanter Zusammenhang zwischen Depression und MLQ festgestellt. Diese gegenseitige Beeinflussung zwischen MLQ sowie deren Dimensionen und der Depression war jedoch zwischen den beiden Probandengruppen signifikant unterschiedlich stark ausgeprägt. Bei den prothetischen Patienten war der Zusammenhang nur halb so stark ausgeprägt wie bei den Personen der Allgemeinbevölkerung. Die OHIP-Dimension „Psychosozialer Einfluss“ der MLQ korrelierte in beiden Probandengruppen signifikant stärker mit Depression als die anderen Dimensionen. Folglich könnte sie auf eine mögliche Depression hinweisen und als zahnärztliches Diagnostikum eingesetzt werden. Zudem legt diese Studie nahe, dass eine eingeschränkte MLQ möglicherweise erst zeitversetzt zu depressiven Symptomen führen kann.

Die vorliegende Arbeit ist eingebettet in den Prozess zur Entwicklung einer deutschen Version des Child Perceptions Questionnaire (CPQ-G). Dieses Messinstrument erfasst die mundgesundheitsbezogene Lebensqualität bei Kindern und Jugendlichen. Ziel war es herauszufinden, ob auch die deutsche Version eine hinreichende Validität aufweist. Dazu wurden bei 1.508 Schülerinnen und Schülern von 10 bis 15 Jahren die klinischen Parameter Karies, Plaquevorkommen, Zahn-Nichtanlagen und das Tragen einer kieferorthopädischen Apparatur erfasst und in Relation zu ihrer selbstbewerteten mundgesundheitsbezogenen Lebensqualität (MLQ) gebracht. Als Ergebnis wurde festgestellt, dass alle untersuchten oralen Parameter die mundgesundheitsbezogene Lebensqualität bei Kindern und Jugendlichen beeinflussen, wenn auch in unterschiedlichem Maße. Die deutsche Version des Child Perceptions Questionnaire erweist sich damit als hinreichend valide. Damit erfüllt sie ein wichtiges Gütekriterium für ein MLQ-Messinstrument.

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The selection of effective leaders is critical to improving organizations' performance in the current dynamic global business landscape; however, the inadequacy of leadership selection criteria in many organizations had led to an increase in the rate of chief executive officers' dismissals within the last 3 decades in the United States. The purpose of this correlational study was to examine the relationship between employees' assessments of their managers' transformational leadership behaviors and employees' perceptions of managerial leadership effectiveness for improved leadership selection. Bass' transformational leadership theory and Herzberg's motivation-hygiene theory guided the study with data gathered, using an online survey, from randomly selected information technology professionals employed at telecommunication service companies located in the State of New Jersey (n = 190). Data analysis using a multiple linear regressions indicated a statistically significant relationship between managers' transformational leadership behaviors and employees' perceptions of managerial leadership effectiveness, F(5, 184) = 237.578, p < .0005, and R2 = 0.866. The final model indicated that each of the 5 predictors examined that represented managers' transformational leadership behaviors were statistically significant in predicting employees' perceptions of managerial leadership effectiveness. The results of this study may have implications for social change by providing information for business executives to improve leadership selection criteria. Adopting the findings from this study might increase effective leaders who proactively align organization's vision with societal expectations, thus improving an organization's public perceptions and financial outlook.

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This study investigates transformational leadership at a higher education institution. The systems paradigm serves as the point of departure, while the construct `leadership', which forms the driving force of change in the organisation, and the concept `transformational leadership', are integrated to yield a mechanism for the optimal positioning of the organisation in the ambit of transformation. The results indicate that the leadership style at the higher institution in question is transformational in nature. From the literature review it became evident that although it is possible for transformational leaders to fail in the transformational strategy, the transformational leader may exhibit the most `ideal' leadership style for the higher education institution engaged in a turnaround strategy. Based on the results of the study, additional proposals are made regarding further study in the area of transformational leadership as well as possible decisions regarding human resource management for the higher education institution in question. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

This study investigates transformational leadership at a higher education institution. The systems paradigm serves as the point of departure, while the construct `leadership', which forms the driving force of change in the organisation, and the concept `transformational leadership', are integrated to yield a mechanism for the optimal positioning of the organisation in the ambit of transformation. The results indicate that the leadership style at the higher institution in question is transformational in nature. From the literature review it became evident that although it is possible for transformational leaders to fail in the transformational strategy, the transformational leader may exhibit the most `ideal' leadership style for the higher education institution engaged in a turnaround strategy. Based on the results of the study, additional proposals are made regarding further study in the area of transformational leadership as well as possible decisions regarding human resource management for the higher education institution in question. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The present study examined the relationship between aspiring school principals’ self-perceived competency regarding expected leadership behaviors as indicated by the domains identified in the 2011 Florida Principal Leadership Standards and their perception of their leadership style as indicated by the Multifactor Leadership Questionnaire (Bass & Avolio, 1994). The conceptual frameworks of this study included leadership style, as defined and conceptualized by Bass and Avolio’s Full Range Leadership Model and measured by the Multifactor Leadership Questionnaire (MLQ), and leadership behavior, as defined through the domains of the Florida Principal Leadership Standards (FPLS, 2011). Both the MLQ and the FPLS questionnaire served as data collection instruments. The three main leadership styles measured by the MLQ (including transformational, transactional, and laissez-faire leadership) served as the independent variables, and the four leadership domains measured by the FPLS questionnaire (i.e., student achievement, instructional leadership, organizational leadership, professional and ethical behavior) served as the dependent variables. The research sample included participants currently enrolled in a state-approved Level 1 Educational Leadership Program and were recruited to participate from 3 state universities in Florida. Both survey instruments were administered via a single, anonymous link embedded in an email containing both an introduction and description of the research study and informed consent. Of 200 potential participants, 48 respondents or 24% of the original sample returned completed surveys. Using canonical correlation analysis, the study found that the degree of respondents’ self-perceived ability to competently perform the leadership behaviors as identified by the four 2011 FPLS domains could be explained to some degree by respondents’ self-perceived leadership style (as identified on the MLQ). Two canonical roots were interpreted. The MLQ predictor variables accounted for 48% of the variance in the FPLS subscale scores (root 1 Rc2 =.48; p < .001). For this root, transformational leadership was the primary independent variable accounting for variance across all 4 FPLS domains. Canonical root 2 (Rc2 = .117) accounted for a moderate amount of the shared variance between the two sets (i.e., 12%) and was not statistically significant (p > .05). The correlation in this root was due primarily to a direct relationship between MLQ transactional leadership and the professional and ethical behavior domain of the FPLS. Additionally, the findings indicated that participants of Level 1 Educational Leadership programs felt confident in their ability to competently perform the expected behavioral indicators of the 2011 FPLS domains.

The present study examined how athletic directors perceive their leadership roles in interscholastic athletics and the relationship of their leadership styles to their job satisfaction. The conceptual framework of this study was Bass and Avolio’s (1994) full range leadership model, also known as the transformational-transactional leadership model, which consists of 9 factors—5 transformational behaviors: idealized influence (attributed), idealized influence (behavior), inspirational motivation, intellectual stimulation, and individualized consideration; 2 transactional behaviors: contingent reward and management-by-exception (active); 2 passive/avoidant behaviors: management-by-exception (passive) and laissez-faire. These 9 factors are measured by the Multi-Factor Leadership Questionnaire (MLQ). The study was also informed by Chelladurai’s multidimensional model of leadership in sport which focuses on transformational effects of sport leaders on individual satisfaction and group performance. The study was significant in that the effects of transformational leadership on individuals in sporting organizations have not been fully explored in previous research. Both the MLQ and the Minnesota Satisfaction Questionnaire (MSQ) served as data collection tools. A sample of 500 athletic directors from across the United States was invited to participate in an electronic survey. Usable data were returned by 55 (11%) of the original sample. Participants self-assessed their leadership styles via the MLQ and job satisfaction via the MSQ. Data were analyzed via canonical correlation analysis followed by canonical commonality analysis. One canonical root was interpreted (Rc2 = .22; pCanonical structure coefficients indicated that Transformational and Passive/Avoidant Leadership made major contributions to the predictor canonical variate; the dependent canonical variate was defined by both Intrinsic and Extrinsic Satisfaction. Canonical commonality analysis indicated that Transformational Leadership had the largest unique variance partition; the largest common variance partition was shared by Transformational and Passive/Avoidant. The analysis also indicated two variable suppressor effects. There was a moderate correlation between athletic directors’ leadership styles and their job satisfaction; however, the directionality of the relationships of the variables in the leadership set with satisfaction was unexpected: (a) the relationship between transformational leadership and job satisfaction was found to be negative, and (b) the relationship between passive/avoidant leadership and job satisfaction was positive.

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