While women constitute more than 51% of the population and far outnumber men in teaching positions in Namibia, very few occupy positions of leadership. Male candidates are still favoured for top positions, thereby denying women the chance to gain entrance to these positions. One of the reasons for this imbalance seems to be that, in spite of conscious political effort and legislation, women may still be perceived as less effective leaders than men. This research focused on leadership in education, in particular school principals, and explored the perceptions of female principalship held by school inspectors. Three school inspectors from the Rundu Education Region were purposefully selected and interviewed. Inspectors were selected on the grounds of their considerable influence in the selection and appointment of school principals. The study found that these inspectors favour school principals who show commitment to their work, have good interpersonal working relationships, are caring, good listeners, visionary and produce good results. The inspectors attribute female principals’ success to their traditionally perceived characteristics, such as caring leadership and ability to develop good human relations. Instead of perceiving these qualities as professionally negative (as is sometimes argued in the literature) the inspectors see them as indisputable assets to leadership. The respondents acknowledge the cultural stereotyping that may have influenced male attitudes to women in the past, but argue that good leadership is not specific to gender, but part of the qualities a person possesses, regardless of sex. This study concludes that, contrary to what has been reported in many studies, these inspectors perceive women principals as effective – equal to their male counterparts or sometimes even more effective - because they are caring, well organized and good at communicating and establishing relations with others. Though these qualities are different from the traditional masculine qualities which include independence and emotional strength, the respondents recognize and legitimize them as preferred qualities in current effective leadership practice.

The purpose of this study is to examine the interaction of two variables which may influence employee voting behavior. These variables are the leadership style of the supervisor and the employee personality trait of locus of control. The hypothesis held that the interaction of supervisory style and employee locus of control will result in significant differences in the vote in representation elections. The implicit assumption was that certain combinations of leadership styles and employee internality or externality would influence employee voting behavior. Based on the weight of the evidence, it was concluded that the interaction of supervisory style and employee locus of control does not influence voting behavior; that a significant relationship appears to exist between satisfaction with supervision and voting behavior; and that supervisory Consideration appears to be related to voting behavior, and may result in high levels of satisfaction with supervision.

According to the laws of Florida, the county is the unit for the organization and administration of schools. The Constitution of Florida requires the Legislature to provide for the election for a term of four years of a County Superintendent of Public Instruction. The laws also provide for the election for four-year terms of five members of the Board of Education and for three members of the Board of Trustees. Other county school personnel are appointed. / "A Paper." / At head of title: Florida State University. / "November, 1948." / Typescript. / Advisor: H. W. Dean, First Major. / "Submitted to the Graduate Council of Florida State University in partial fulfilment of the Requirements for the Degree of Master of Arts." / "Organization of County School Personnel - Jefferson County [Florida] (Chart)--P. 1. / Includes bibliographical references.

Few studies to date have investigated associations among work, family, and sleep outcomes. The following dissertation includes three studies that attempt to further understanding of such relationships by utilizing data from information technology workers within the Work, Family, and Health Network study. In Study 1, which is published in the Journal of Occupational Health Psychology, associations between work-to-family conflict, family-to-work conflict, family-supportive supervisor behaviors, and sleep outcomes, measured both subjectively and objectively, are examined in a cross-sectional sample. Study 2 investigates associations among work-to-family conflict, family-supportive supervisor behaviors, and subjective sleep outcomes within a seven-day daily diary framework. Furthermore, workplace characteristics are examined as moderators of these relationships. Study 3 explores the effect of a work-family intervention on sleep outcomes at the 18-month follow-up time point, in addition to mediators of the intervention effect on sleep outcomes over time.

Cardiovascular disease is one of the leading causes of death in industrialized nations. Research indicates that job strain may be significantly related to cardiovascular disease in employees with little to no social support. Using the JDC-S model developed by Karasek (1979) and elaborated upon by Johnson and Hall (1988), the family-supportive supervisory behaviors (FSSB) measure created by Hammer et al., (2009), and the blood pressure wrist monitor device Omron317T, this study examined FSSB as a moderator of the relationship between job strain, job demands, job control and workers' blood pressure on work and non-work days. Sixty-nine grocery store workers from a Midwest grocery store chain participated in this study, fifty-six of which were included in the analyses. Though none of the interactions were significant at the .05 level, results indicate that FSSB is significantly related to a number of blood pressure readings at the grand centered mean of job strain, job control, and job demands.

Indiana University-Purdue University Indianapolis (IUPUI) / Supervisors are the primary drivers of performance management; however, little is known about factors that influence their implementation of these systems. The purpose of this study was to investigate how a supervisor individual difference—implicit person theory (IPT)—differentially predicts supervisor behaviors during, as well as both supervisor and employee reactions to appraisal interviews. In Study 1, MBA students reported their supervisors’ behaviors during their most recent performance appraisal interview (Time 1) as well as their subsequent reactions (i.e., perceived satisfaction, utility, success, supervisor support; Time 2). Their supervisors completed a measure assessing their own IPT (Time 3). Findings suggest that supervisors’ task-oriented behaviors predicted perceived satisfaction, utility, and success of the appraisal interviews, while supervisor’ relational-oriented behaviors predicted perceived supervisor support. In Study 2, supervisors recruited via MTurk completed all measures from Study 1 except perceived success. Results suggest that IPT was positively related to task-oriented behaviors and perceived utility, task-oriented behaviors mediated the relationship between IPT and all three reaction measures (i.e., perceived satisfaction, utility, and supervisor support), and relational-oriented behaviors significantly predicted supervisors’ perceived support. Overall, findings suggest that supervisors who believe people can change (hold a more incremental IPT) display more task-oriented behaviors during and see more utility in appraisal interviews. Additionally, task-oriented behaviors emerged as the key mechanism linking supervisors’ IPT and reactions to appraisal interviews. These findings demonstrate that supervisor individual differences, such as IPT, can influence performance appraisal and management outcomes.

Text in Afrikaans, abstract in Afrikaans and English / Die primere doelstellings van die navorsing is om die verband tussen persoonlikheid en toesighouersukses te bepaal. Persoonlikheid is deur die 16-Persoonlikheidsfaktorvraelys ( 16PF) en toesighouersukses deur 'n prestasiebeoordelingstelsel gemeet. 'n Literatuurstudie van persoonlikheidsteoriee en vorige navorsing is gebruik om die verwantskap tussen persoonlikheid en werksukses te verifieer en die navorsingsbehoefte aan te dui. Die steekproef is 74 toesighouers, hoofsaaklik blanke mans, by 'n fabriek van 'n suiwelvervaardigingsmaatskappy. Die verwantskap tussen die 16PF-resultate en toesighouersukses is statisties deur Pearson en Spearman se Produkmomentkorrelasiemetode, Standaard en Stapsgewyse meervoudige regressie en T-toetse vir onafhanklike groepe bepaal. Die resultate toon dat slegs faktore B, C, L, 0, Q4 en die tweedeordefaktor QII van die 16PF 'n beduidende verband met toesighouersukses het. Dit is bevind dat ouderdom, ondervinding en kwalifikasie nie die verwantskap tussen persoonlikheid en toesighouersukses be'invloed nie. Hoewel hierdie bevindinge nie veralgemeen kan word nie, moet persoonlikheid wel deeglik by die evaluering van personeel, byvoorbeeld in seleksie, oorweeg word. / The aim of the research is to establish the relationship between personality and supervisor success. Personality was measured with the 16-Personality Factor Questionnaire (16PF) and supervisor success through a performance measuring system. A literature study was done to verify the relationship between personality and work success. The sample consisted of 74 supervisors, mainly white males, working at a dairy factory. The relationship between the 16PF results and supervisor success has been statistically established through Pearson and Spearman's Product-moment correlation method, standard and stepwise multiple regression analysis and T-tests for independent groups. The results show that factors B, C, L, 0, Q4 and the second order factor QII of the 16PF has a meaningful relationship with supervisor success. It was found that age, qualifications and experience do not influence the relationship between personality and supervisor success. The findings cannot be generalized but personality can be taken into consideration when evaluating employees, for example in selection. / Industrial & Organisational Psychology / M. Comm. (Bedryfsielkunde)

1997年亞洲發生金融風暴後，國內亦發生多起企業舞弊案件，再加上2001年底美國大型公司會計醜聞案，公司所揭露的資訊是否仍為投資人所相信，似乎存有許多問號，加強公司治理機制應是一個較佳的解決方案，也逐漸為世界各國所重視。本研究以董監事會特性做為衡量公司治理機制良窳的代理變數，探討其與財務預測準確性之關聯性為何。 本研究以曾發佈民國九十年及九十一年強制性財務預測之上市公司為樣本，實證結果發現，當公司控制股東佔全體董事席次之比例愈高、次大股東佔全體董事席次之比例愈低、次大股東佔全體監察人席次之比例愈低、董事及監察人異動之比例愈高、公司有參與管理的情形、公司沒有獨立監察人的存在以及總經理發生異動時，公司所發佈之財務預測愈不準確，且其更新幅度愈大。 / Since the Asia financial crisis in 1997, there were much fraudulence of the listed companies in Taiwan. Then in the United States, Enron and Xerox were suffered from scandals in 2001. Do investors still believe the information companies disclose? We never know. But one way to recover the belief of investors is to reinforce the corporate governance mechanism and many countries have placed importance on it. Using the characteristics of board of directors and supervisors as the proxy of corporate governance mechanism, this paper examines the relationship between the characteristics of board of directors and supervisors and the financial forecast accuracy. The research data are collected from listed companies that have released the financial forecast in 2001 and 2002. The empirical result suggests the larger proportion of board seats the controlling shareholders hold, the smaller proportion of board seats and supervisor seats the secondary major shareholders hold, the higher rate of changes of directors and supervisors, participation in management, no independent supervisor and the change of CEO would lead the financial forecast less accurate and the range of renewal larger.

董監事會為公司治理之核心，本研究以民國87年至民國91年為研究期間，針對我國上市公司探討董監事會特性與權益資金成本之關聯性，而不同於以往國內有關估計權益資金成本的方法，本研究以Ohlson模型來設算權益資金成本。實證結果顯示： 1.董監事會成員持股比率與企業權益資金成本率之關係並不顯著，若觀測兩者間是否存有非線性關係，本研究亦未發現兩者間的不顯著關係是由非線性因素所造成。 2.複迴歸分析顯示，董監事會持股質押比與權益資金成本之關係並不顯著，若進一步區分全體樣本為正、負盈餘樣本，則發現在負盈餘樣本中，董監事會持股質押比與企業權益資金成本呈現顯著正向關係；另外，若以Panel Data分析，本研究則發現在電子業中董監事持股質押比與權益資金成本始呈現正相關。 3.公司是否聘任獨立董監與權益資金成本之關係並不顯著，且不論是在有聘任或無聘任獨立董監之樣本間，或是在自願性聘任與強制性聘任獨立董監之樣本間，其權益資金成本並無明顯的差異。 / This study examines the relations between characteristic of board of directors and supervisors and cost of equity capital. It is unlike previous research to use capital assets pricing model（CAPM）, this research adopts an alternative technique for estimating the cost of equity capital. Specifically, we use Ohlson (1995) model to generate a market implied cost of capital. Our samples consist of all public companies listed on the Taiwan Stock Exchange Corporate over 5 years period 1998-2002. The empirical results are as follows: 1.There is no significant negative relation between the ratio of the stock held by the board and supervisors and the cost of equity capital. Moreover, we don’t find this relation caused by nonlinear specification. 2.There is no significant positive relation between the pledged share ratio of the board and supervisors and the cost of equity capital. When the entire samples are divided into the sub-samples of firms experiencing losses and others, the existence of the positive relationship is found only in the firms experiencing losses. In addition, the relation is further proved in the electronic industry when adopting panel data analysis. 3.There is no significant reverse relation between the independent directors and supervisors and the cost of equity capital. And there is also no significant difference in the cost of equity capital between companies with implementing the independent directors and supervisors and those without implementing the regulation.

本研究探討盈餘反應係數 (盈餘之評價功能) 與盈餘酬勞反應係數 (盈餘之監督功能) 相對大小與公司治理之關聯性。 實證結果發現，公司規模越大與董監持股越高的公司，會計盈餘的評價角色重於其監督的角色。 相反的，當資訊不對稱以及席次偏離倍數越大時，公司的會計盈餘之評價功能越弱。 / Earnings have two important roles, valuation and stewardship. The relative importance valuation and stewardship has not been examined closely by existed studies. The purpose of this study is to fill this gap. My findings show that larger firm size and greater amount of stock held by the board increase the relative importance of the valuation role of earnings. In contrast, more severe information asymmetry and larger control deviation increase the relative importance of the stewardship role of accounting.