When Covid-19 arrived, the rapidly accelerating transformation in the commercial sector faced a significant challenge. The circumstances of the pandemic helped to further show that it is possible for many employees to work remotely. The outcome of this transition is now obvious because more people than ever before work remotely or in hybrid arrangements. There has not been immensely much research completed on the remote working environments, which leaves questions to be asked. For example, whether employees are provided with the tools they need to efficiently perform their work? More importantly, is there a risk that people get distanced from their employer and lose their loyalty towards the company? If so, there is a big responsibility to be had as a leader and manager to maintain the employees loyalty and to keep them feeling as an important part of the company. Furthermore, in a remote working environment there is a bigger gap in social interaction between colleagues and towards the company overall, this in turn makes a great risk for forgetting, or missing the brands values, vision and culture. Can that gap lead to employees feeling even more disconnected from their employer?The relevance of managers' presence and their capacity to keep staff motivated when they are working remotely has been emphasized in prior research on the topic. Additionally, it has been discovered that self-leadership plays a crucial role in maintaining motivation and productivity while working remotely. Studies have also shown that working remotely improves job satisfaction, flexibility, and work-life balance, which all lower stress. We observed that the relationship between empowering leadership, self-leadership, and internal branding was absent from earlier study. What we saw missing from previous research is the connection between empowering leadership, self-leadership and internal branding. Therefore, the purpose of our study is to develop a deeper understanding of the influence empowering leadership has on self-leadership and internal branding in remote working environments.To answer this we develop our research question which reads; "How does empowering leadership impact self-leadership and internal branding in remote environments?". We decided to carry out qualitative research in order to be able to respond to our inquiry. Eight employees who work remotely roughly half the time participated in semi-structured interviews.According to the study's findings, employees saw remote work as beneficial, and working from home had no negative effects on their productivity. Remote work produced positive results, for example less stress. Additionally, the study showed how employees attitude and loyalty to the company could be benefitted by granting them more autonomy and control over their work. However, the study also found that the coherence to coworkers was thought to be the most negative aspect of remote work. However, it could potentially be avoided by applying concepts from empowering leadership and internal brandingtheories.

Abstract available thorugh the American Journal of Pharmaceutical Education.

The theory of self-leadership is gaining credibility and support in the era of globalisation and knowledge workers. As with many leadership theories, culture has been proposed to have a major impact on leadership processes. The purpose of this study was to determine the extent that self-leadership is correlated with national culture dimensions. Self-leadership was measured through the Revised Self-Leadership Questionnaire developed by Houghton and Neck (2002). The cultural values were measured through the use of Hofstede’s Value Survey Module 94 (VSM94). Hypotheses were formed regarding relationships between national culture background and Self-leadership practice. Pearson r, Chi-square test with cross tabulation and multiple regression were used to determine the associations. The results from the statistical tests showed associations between national culture values and self-leadership dimensions. PDI and UAI showed a positive relationship with visualising successful performance but a negative relationship with self-talk both aspects of constructive thought pattern strategies. MAS had a positive relationship with self-talk while negatively correlated to visualising successful performance. IDV had positive relationships with behaviour-focussed strategies, natural reward strategies and constructive thought pattern strategies. Long-term orientation had a strong negative relationship with behaviour-focussed and natural reward strategies and a very weak negative association with behaviour focussed strategies. / Graduate School of Business Leadership / M.B.L.

The aim of this study is to broaden existing theories on self-leadership in response to unprecedented challenges and job demands in the emerging economy of the 21st century. The Austrian marketing sector is used as an illustrative example for gaining a more nuanced conception of leaders’ understanding and enactment of self-leadership within a creative environment. The approximation with grounded theory allowed gauging the gap in scientific research with respect to studying self-leadership within organisational settings, as suggested by other scholars. Perceptions on the current work environment and implications for business dealings and leadership at a broader level are disclosed firstly. The study then approximates the concept of self-leadership, underlining some of the dominant notions thereto, as may also be found in prominent research and proposing a conceptualized model for the multiplex relationship of viewing oneself as a starting point in leading others. Possible elements thereto are subsumed into the rubrics of behavioural, emotional and cognitive strategies, continuous learning, authentic role modelling and critical reflection, all of which allow leaders to transcend to an external meaning and ultimately inspire self-leadership among their followers. In the near aftermath, selfleadership shows a positive influence on work performance of both leader and followers, on developing creative potential and deriving meaning for oneself. The findings shall serve as a source of inspiration for leaders within their intuitive learning journey of selfleadership and encouraging the same among their followers. Furthermore, this research constitutes the base for future studies that attempt to shed more light onto the practical applicability of self-leadership within a business context.

The theory of self-leadership is gaining credibility and support in the era of globalisation and knowledge workers. As with many leadership theories, culture has been proposed to have a major impact on leadership processes. The purpose of this study was to determine the extent that self-leadership is correlated with national culture dimensions. Self-leadership was measured through the Revised Self-Leadership Questionnaire developed by Houghton and Neck (2002). The cultural values were measured through the use of Hofstede’s Value Survey Module 94 (VSM94). Hypotheses were formed regarding relationships between national culture background and Self-leadership practice. Pearson r, Chi-square test with cross tabulation and multiple regression were used to determine the associations. The results from the statistical tests showed associations between national culture values and self-leadership dimensions. PDI and UAI showed a positive relationship with visualising successful performance but a negative relationship with self-talk both aspects of constructive thought pattern strategies. MAS had a positive relationship with self-talk while negatively correlated to visualising successful performance. IDV had positive relationships with behaviour-focussed strategies, natural reward strategies and constructive thought pattern strategies. Long-term orientation had a strong negative relationship with behaviour-focussed and natural reward strategies and a very weak negative association with behaviour focussed strategies. / Graduate School of Business Leadership / M.B.L.

Philosophiae Doctor - PhD / Critical Care Outreach Services (CCOSs) recognize early sign of deterioration in medical units, regarding the condition of the patient, by using elements of vital sign tracking namely modified early warning score (MEWS). Nurses as leaders should be proactive by using influence to obtain a desired outcome. It is unclear how nurses experience self-leadership in this outreach service in a private hospital in Pretoria. The purpose of this research was to understand nurses’ experience of their self-leadership in the current CCOS at a private hospital in Pretoria, in order to develop self-leadership strategies that could contributes to the implementation of a CCOS (for the broader population of nurses) in a private hospital group in Gauteng. In this research the steps as outlined in the self-leadership strategic framework of Neck and Milliman (1994) were adapted for this research. The theoretical assumptions furthermore informed the methodological steps followed in the research process. The theoretical assumptions of the Practice Orientated Theory of Dickoff, James and Wiedenbach (1968) were adapted and the survey lists of this theory served as a reasoning map in this research. The central statement of this research was that, nurses need to lead themselves in implementing a CCOS in general wards in a private hospital group in Gauteng.

Submitted by admin tede (tede@pucgoias.edu.br) on 2018-07-05T12:17:59Z No. of bitstreams: 1 TAIS GUEDES DE MELO E ALVIM.pdf: 785191 bytes, checksum: 502ae5b90b8e7f3d1752be0cb2109994 (MD5) / Made available in DSpace on 2018-07-05T12:17:59Z (GMT). No. of bitstreams: 1 TAIS GUEDES DE MELO E ALVIM.pdf: 785191 bytes, checksum: 502ae5b90b8e7f3d1752be0cb2109994 (MD5) Previous issue date: 2018-01-30 / Procrastination is the postponement of tasks, activities or decision-making and reaches a large portion of students and workers. Looking at this context, this dissertation had as main objective to investigate academic procrastination, as well as to analyze how the support of the environment and self-leadership can contribute to this understanding. Three studies were carried out - two theorists and one empirical one -, having as theoretical model the social cognitive theory (Bandura, 1991). In the first article, an analysis was made of the main theoretical references of academic procrastination, observing the antecedent and consequent variables. After analysis of the findings, it was observed that procrastination has been studied in several perspectives, but a scientific gap in the national and international productions that related the variables related to environmental support and procrastination, evidencing a wide field of investigation, was noticed. The second article verified, through a systematic review of the literature, how the self-leadership construct was studied by the scientific community in the period between 2006 and 2016. The results showed that although the studies focused on a common theme, construct is distinct in selected studies. In this way, it was emphasized the importance of developing more research focused on this theme, using specific instruments, validated in different countries. Finally, the third article aimed to broaden the understanding of the relationship between environmental support and academic procrastination with the influence of selfdirected strategies focused on behavior. According to the results, this influence can be direct and indirect, when it is shaped by self-leadership. The research findings suggest that the relationship between environmental support and academic procrastination is best explained through behavioral self-leadership strategies. It is evident that the use of mediation analysis was presented as a very important resource, since only then was it possible to verify with more clarity how self-directed strategies focused on behavior, as mediator variable, influence the direction or intensity of the relationship between environmental support and academic procrastination. / Procrastinação consiste no adiamento de tarefas, atividades ou tomadas de decisões e atinge uma grande parcela de estudantes e trabalhadores. Observando esse contexto, esta dissertação teve como objetivo principal investigar a procrastinação acadêmica, assim como analisar de que forma o suporte do ambiente e autoliderança podem contribuir para essa compreensão. Foram realizados três estudos – dois teóricos e um empírico –, tendo como modelo teórico a teoria social cognitiva (Bandura, 1991). No primeiro artigo, foi realizada uma análise dos principais referenciais teóricos da procrastinação acadêmica, observando as variáveis antecedentes e consequentes. Após análise dos achados, observou-se que procrastinação tem sido estudada em diversas perspectivas, entretanto percebeu-se uma lacuna científica nas produções nacionais e internacionais que relacionem as variáveis relativas ao suporte do ambiente e procrastinação, evidenciando um amplo campo de investigação. O segundo artigo verificou, por meio de uma revisão sistemática da literatura, como o construto autoliderança foi estudado pela comunidade científica no período entre 2006 a 2016. Os resultados demonstraram que, apesar dos estudos terem foco em um tema comum, a forma de avaliação do construto é distinta nos estudos selecionados. Desta forma, ressaltou-se a importância do desenvolvimento de mais pesquisas com foco nesta temática, utilizando instrumentos específicos, validados em diferentes países. E, por fim, o terceiro artigo, objetivou ampliar a compreensão da relação entre suporte do ambiente e procrastinação acadêmica com a influência das estratégias de autoliderança focadas no comportamento. De acordo com os resultados, essa influência pode ser direta e indireta, quando é moldada pela autoliderança. Os achados da pesquisa sugerem que a relação entre suporte do ambiente e procrastinação acadêmica é melhor explicada através das estratégias de autoliderança focadas no comportamento. Evidencia-se que a utilização da análise de mediação se apresentou como um recurso de suma importância, visto que somente assim foi possível verificar com mais clareza de que forma as estratégias de autoliderança focadas no comportamento, na condição de variável mediadora, influenciam na direção ou intensidade da relação entre suporte do ambiente e procrastinação acadêmica.

Servant leadership är ett begrepp som visar potential inom ledarskapsforskningen, framförallt för att förklara meningsskapande ledarskap, hur ledaren leder sig själv samt hur ledarskap kan accepteras utan auktoritet. Problemet är att forskningen hittills varit alltför okritisk. Begreppets validitet har bevisats i kvantitativa mått, men dess implikationer för själva ledarskapsutövandet eller ledaren är oklara. Syftet med uppsatsen är att testa begreppet servant leadership som verktyg för ledarskapsstudier. Kan begreppet konkretiseras och mätas? Kan man vara säker på vad man mäter? För att besvara dessa frågor omfattar uppsatsen en granskande litteraturstudie och en tillämpande fallstudie i tre delar. Resultaten antyder att begreppet servant leadership kan brista i precision och tillförlitlighet. Vissa viktiga faktorer avspeglas inte i enkätresultat, medan andra okända eller irrelevanta påverkar desto mer. Enkätstudier av servant leadership kan, i sin nuvarande utformning, inte bidra med någon förståelse för vad man faktiskt har mätt. Servant leadership kan dock vara värdefullt genom att lyfta intressanta frågor om ledarskap, oaktat mätbarhet. Fallstudien har genomförts i tre delar: En liten replikerande enkätundersökning bland soldaterna i en spaningsgrupp, en omfattande deltagande observation vid en av gruppens övningar, samt en intervju med gruppens chef. Uppsatsen behandlar huvudsakligen teorier om servant leadership (Robert Greenleaf, Larry Spears, Page och Wong) utifrån teorier om meningsskapande ledarskap (Lars Svedberg) samt self leadership (Crossan och Mazutis). / Servant leadership is a concept that shows potential in leadership research, in particular to explain management of meaning, self leadership and acceptance of leadership without authority. The problem is that research this far lacks a critical perspective. Validity of servant leadership measurements has been proven statistically, but its implications for the leadership or the leader remain unclear. The purpose of this paper is to test the concept of servant leadership as a tool for leadership studies. Can it be concretized and measured? Can one be certain as to what is measured? To answer these questions, this paper includes an auditing study of literature and a practical, utilizing case study in three parts. The results indicate that the concept of servant leadership might be lacking in precision and reliability. Some important factors are not reflected in survey results, while other unknown or irrelevant ones have too great of an impact. Survey studies of servant leadership, in their current form don’t seem provide any understanding as to what is actually being measured. This being said, servant leadership can be valuable through raising interesting questions about leadership, regardless of measurability.

No description available.

Självledarskap beskrivs vara en process där en individ utifrån sin egen förmåga påverkar och influerar sig själv för att kunna hantera olika situationer som den utsätts för. Tidigare forskning visar på att självledarskapsstrategierna har en inverkan på inre och yttre arbetstillfredsställelse. Forskningen visar även på att arbetstillfredsställelse har en inverkan på personalomsättningen. Syftet med den här studien är att få en förståelse om anställdas självledarskap inverkar på personalomsättningen i restaurangbranschen genom att analysera arbetstillfredsställelse som en länk mellan självledarskap och personalomsättning. Restaurangbranschen är en bransch med hög personalomsättning som står inför utmaningen, hög tillväxt i framtiden. En av anledningarna till den höga personalomsättningen är för att de anställda inte har nått önskad arbetstillfredsställelse. Genom att en individ hanterar sitt självledarskap leder det till en förbättring av individens arbetsprestation och inställning gentemot sitt arbete. En kvantitativ metod i form av en enkätstudie genomfördes för att undersöka vår problemställning. Totalt genomfördes utskicket av 302 enkäter med 102 besvarade enkäter, svarsfrekvensen blev då 34 %. Resultatet visade inte på någon direkt inverkan mellan självledarskap och personalomsättning. Däremot stämde resultatet överens med teorierna om sambanden mellan självledarskap och arbetstillfredsställelse samt arbetstillfredsställelse och personalomsättning. Det tyder på att det finns en indirekt inverkan mellan självledarskap och personalomsättning. / Self-leadership is described as a process where individuals, based on their own ability influences themselves to handle different situations they are exposed to. Previous research indicates that self-leadership strategies have an impact on intrinsic and extrinsic job satisfaction. The research also shows that job satisfaction has an impact on employee turnover. The purpose of this study is to gain an understanding if employees’ self-leadership affects the employee turnover in the restaurant industry by analyzing job satisfaction as a link between self-leadership and employee turnover. The restaurant industry is an industry with high employee turnover, which is facing the challenge of high growth in the future. One of the reasons for the high employee turnover is because the employees have not reached the desired job satisfaction. An individual who deals with its own self-leadership leads to an improvement of job performance and attitude towards its work. A quantitative method in the form of a questionnaire study was conducted to investigate the problem. A total of 302 questionnaires were sent out with 102 completed questionnaires, the response rate was 34 %. The results did not show any direct impact between self-leadership and employee turnover. However, the result agreed with the theories that there is a relationship between self-leadership and job satisfaction and between job satisfaction and employee turnover. This indicates that there is an indirect impact between self-leadership and employee turnover.