Studiens syfte är att få kunskap om hur den inre organisatoriska kontexten kan påverka förstalinjechefers ledarskapsbeteende gentemot underställda och hur den inre kontexten kan påverka ledarskapseffektiviteten. Studien har genomförts med en kvalitativ forskningsansats där tre stycken avdelningschefer samt en HR-chef i en organisation har intervjuats. Studien fokuserar på hur kontexten påverkar, begränsar, förstärker eller styr en organisations avdelningschefer till att använda en viss form av ledarstil eller beteende. De ledarstilar vi har utgått från är ett uppgiftsorienterat- samt relationsorienterat ledarskap. I studien har vi funnit att den inre kontextens variabler påverkar både ett uppgiftsorienterat- och ett relationsorienterat ledarskapsbeteende hos avdelningschefer. Vi har kunnat urskilja hur variabler i den inre organisatoriska kontexten påverkar avdelningschefers ledarskapsbeteende är individuellt. I studien har vi använt engagemang samt sjukskrivningsstatistik hos de underställda som mått på ledarskapseffektivitet. Studien visar att i en inre organisatorisk kontext med flertalet substitut för ett uppgiftsorienterat ledarskapsbeteende, kan en relationsorienterad ledarstil vara mer effektiv för att öka engagemang och minska sjukfrånvaron bland underställda. / The purpose of this study is to gain knowledge about how the internal organizational context may affect the first line managers leadership behavior toward subordinates and how the internal context can influence leadership effectiveness. The study was conducted using a qualitative research approach where three department managers and one HR manager in an organization were interviewed. The study focuses on how the context affects, restricts, amplifies or controls an organization's department managers to use a certain kind of leadership style and behavior. The leadership styles we have used in this study is based on a task- and relationship-oriented leadership. The study found that the internal contextual variables affects both the task- and relationship-oriented leadership behavior of the department managers. We have been able to discern that there are individual differences in how the variables in the internal organizational context affects department managers leadership behavior and style. We have used the commitment and level of absenteeism of subordinates as a measure of leadership effectiveness. The study shows that in an internal organizational context with several substitutes for a task-oriented leadership behavior, a relationship-oriented leadership style could be more effective in increasing the level of commitment and reduce the level of absenteeism of subordinates.

The aim of the study was to investigate whether task- and relationship- oriented leadership behaviors have effects on subjective stress and intrinsic motivation among project members. A quantitative method employed to address the study's research questions, hypotheses, and aim in form of a cross-sectional study. Data collection was conducted through surveys. Existing measurement instruments were utilized in the study. The population consisted of 83 usable survey responses. Two multiple regression analyses were conducted, and the result showed that it is possible to predict subjective stress and intrinsic motivation among project members based on the indeoendent variables of task- and relationship-oriented leadership behaviors. Two multiple regression models were found to have unique significant contributions to subjective stress and intrinsic motivation. However, the coefficient for task- oriented leadership behavior in relation to intrincic motivation was deemed not significant in one of the regression analyses. The studys results go against some previous research and contribute to further research linked to motivation, which is discussed in the discussion section.