Skip navigation
Chat Apply Now Request Info Call Now

Follower Satisfaction With Leader Communication on Institutional Action of Student Retention in Higher Education During the COVID-19 Pandemic

Abstract

This research explored the effects of internal organizational communication on institutional actions with student retention from top leaders in colleges and universities. This study looked at the perceptions of Christian university deans, chairpersons, and faculty on the United States’ west coast regarding the communication practices of their university president on student retention efforts, particularly during the COVID-19 global pandemic. Using a quantitative approach, this research used the Communication Satisfaction Questionnaire and found no significant difference between academic position, gender, or longevity with the institution and their satisfaction of the university president’s communication practices on student retention efforts. Significant findings did emerge identifying the importance of trust between university presidents and deans with the specific need to build trust with department chairs and faculty. Another significant finding included the value of university presidents adapting to emergencies by communicating to all levels of academic employees. A third significant finding was the importance of the president’s longevity at their current institution and the academic staff’s high level of satisfaction with their president’s communication practices. This study presents recommendations for university presidents as they navigate their communication practices when enhancing their leadership role within the organizational culture as supported through the leader–member exchange theory and student success theory. Given the reality of the COVID-19 pandemic’s effect on student enrollment and retention on higher education institutions, leaders must take notice of the importance of retaining students by paying attention to their actions of communication practices regarding student retention efforts with academic deans, chairpersons, and faculty.

Understanding the Self-Efficacy and Call of Jarena Lee: A Narrative Case Study

Abstract

The purpose of this narrative case study was to explore the relationship of self-efficacy as evident in the life and ministry of Jarena Lee with her willingness to respond to her ministerial call as a predictor of her performance even though she was denied the opportunity to preach. In such a case, strong self-efficacy belief and determination informed the response to ministerial leadership and achievements among some women and how they perceived and responded to their call. I explored how self-efficacy informs the response to the call of female ecclesial leaders and their strong belief in their ability to excel in ministry. African American females have struggled in the past to maneuver their ways to better leadership positions amid the stained-glass ceiling’s impairments gelded in the church leadership. In this study, Jarena Lee’s account of her call to preach the gospel is the point of reference for understanding how self-efficacy is developed to inform the response to answering the call for women in ministry. My research unearthed Jarena Lee’s self-efficacy in her religious experience determined by her desire to continue battling against societal obstacles in the church regarding women’s leadership positions despite being rejected. Jarena Lee’s strong conviction in her ability to achieve demonstrates how self-efficacy influenced how she recognized and responded to her call to preach. Therefore, a greater level of self-efficacy, based on a person’s attitudes, abilities, and cognitive skills, may indicate a greater level of performance, allowing the person to effectively handle hard circumstances, strengthening one’s self-efficacy and well-being. I discovered that African American women have the capacity to react to their call with confidence as they understand how self-efficacy informs their recognition and response to the call to ministry as ecclesial leaders. Jarena Lee’s autobiography and the other sources used justified the themes related to the four major factors derived from the self-efficacy research. I discovered the social factors such as gender and racial bias did not hinder her ability to exercise self-efficacy beliefs. Therefore, self-efficacy influenced and positioned Jarena Lee to carry out the call; however, it was the inspiration of the Holy Spirit that guided her to fulfill her call with a message of hope to a broader community.

Entrepreneurship and Emotional Intelligence: A Quantitative Evaluation of the Moderating Effect of Emotional Intelligence on Resilience and Entrepreneurial Orientation

Abstract

Entrepreneurship is a phenomenon that has been considerably researched in the academic fields of leadership and management. In particular, the entrepreneurial orientation (EO) construct has gained much attention with scholars when examining this concept at the firm level. However, limited research has been conducted on EO at the individual level and the antecedents that influence EO. Literature has also highlighted the importance of resilience (R) and emotional intelligence (EI) for entrepreneurial success. However, the lack of empirical evidence to support whether these constructs influence individual entrepreneurial orientation (IEO) have yet to be explored. The current study examined IEO with entrepreneurs who have engaged in entrepreneurial activity outside of the firm- level perspective with the intention of providing quantifiable answers to the following research questions: To what extent does R positively influence IEO? To what extent does EI effectively moderate the relationship between R and EO at the individual level? I drew on the self-efficacy theory to support the connection of this relationship. I used the IEO instrument developed by Bolton and Lane (2011) to measure the dimensions of IEO. Ciarrochi, Chan, and Bajgar’s (2001) four factors and subscales were used for Schutte, Malouff, and Bhullar’s (2009) Assessing Emotions Scale to measure the dimensions of EI. The Connor-Davidson Resilience Scale (CD-RISC) 25 was used to measure R based on the scales Ayala and Manzano (2014) proposed. I collected data from 156 self-identified entrepreneurs who had 3 or more years of experience and who were either self-employed or operated a small- to medium-sized enterprise of 500 employees or less. The nine main hypotheses and the 36 subhypotheses of this study were tested using moderated hierarchical multiple regression analysis. The findings of the research indicate that R does positively influence IEO and that EI was shown to strengthen this relationship. However, gender, as the control variable, did not have a statistically significant impact on the findings. I discuss the scholarly and practical implication of this study and recommend future areas for research.

Keywords: emotional intelligence, individual entrepreneurial orientation, resilience, self-efficacy

A Study of Junior Naval Officer Development From Their Perceptions of Authentic Leadership Behavior

Abstract

This qualitative study explored the relationship between follower development and the components associated with authentic leadership behaviors based on a research question that inquired how junior naval officers perceived the behaviors of their leaders. The study adopted the phenomenological approach, using in-depth interviews and the guided interview method, to explore the constructs. Leadership styles within an organization are influenced by the behavior of the leader, group dynamics, and organizational culture. The leadership style found in the military can vary in nature for followers as personnel routinely transfer. A purposeful sampling method allowed for the utilization of 11 junior naval officers across ranking, age, gender, warfare community, and location. The data collection was done through virtual teleconference interviews. Data saturation was determined to have been reached with eight interviews; three more interviews validated the saturation. The analysis section discusses how the results were examined. The conclusion summarizes the purpose of the study and how authentic leadership behaviors play a role in the leadership development process for junior naval officers.

Keyword: qualitative method, phenomenological, authentic leadership behavior, development, retention

How Post-Millennial Soldiers Desire to be Led: Implications for Current and Future Army Noncommissioned Officer Leadership Training

Abstract

This qualitative study explored the leadership preferences of post-Millennial U.S. Army soldiers born between 1996 and 2002 and stationed at Fort Rucker, Alabama. This study used structured in-depth interviews to discover firsthand what this generational cohort desired from noncommissioned officers (NCOs). A purposeful sampling system of 20 soldiers enabled a sample that was reflective of the current demographics of the Army in race, gender, and ethnicity. The interview responses provided the data, which the researcher analyzed using a variety of coding methods such as topic, thematic, NVivo, and analytic coding, which provided 34 codes. Secondary coding produced 6 themes, including Army values, confidence, fairness, and empathy. The responses illustrated that post-Millennial soldiers want NCOs who are honest above all else. Post-Millennial soldiers stated they wanted reciprocal relationships with their NCOs characterized by mutual respect, transparency, and constructive feedback. They desire professional, competent NCOs who are role models, coaches, and mentors. Post-Millennial soldiers want organized, stable NCOs who provide a rhythm and routine. They want selfless and empathetic NCOs who put their soldiers’ needs above their own and who understand that life is more than just work. An important insight for NCOs is that they can incorporate what post-Millennial soldiers stated as leadership preferences to become more successful. This study provides insights for senior Army leadership on the outdated condition of its NCO training and professional development education systems. The implications provide recommendations to Army training and doctrine leaders on areas of improvement. This paper concludes with suggestions for further research on this and similar topics.

Multilevel Transitions Aided by Literary Analysis: An Exploration of the Organizing-Historical Framework in the Gospel of Matthew

Abstract

This research explored influence processes and intermediary elements during multilevel transitions to aid traditional organizations to simultaneously transition the leadership and the organization. Although members are not often evaluated in leadership research, the findings of this research suggest members’ responses contribute to multilevel transitions. Specifically, members’ acceptance of new leadership’s authority and willingness to receive their care were found to be influenced by organizational actions that remained clear and intentional, built trust, connected the past and the present, valued their designated future roles, and exhibited a hermeneutic of generosity that did not punish new members who once acted against the leader. The analysis separating the influence processes and the outcome revealed an organization’s activities during transition should exemplify a new leader’s character consistently, strategically be developed to interact with members, and provide abundant opportunity for group reflection and decision making. This was accomplished through multilevel literary analysis on a historical document utilizing literary narrative research, specifically sociorhetorical interpretation’s inner texture methodology on the Gospel of Matthew 11:1–12:45.

The Relationship Between Emotional Intelligence and Christian Virtues in Organizational Leadership: An Analysis of Nonprofit Leaders

Abstract

The purpose of this study was to explore the possibility of a correlational linkage between emotional intelligence (EI) and virtue specifically regarding leadership development. The research study was based on foundational work by Culham and Bai (2011) and Palser (2005). While Palser focused on EI correlative effect and burnout, which is an emotional outcome, Culham and Bai (2011) focused on a conceptual model emphasizing linkages between EI and virtue based on ethics. These seminal research studies formed the foundation of this study to expand and provide quantitative grounded research on the linkage between EI and virtue through morality and ethics. This study included an investigation into the linkage between virtue espoused within a spiritual context and the increase in EI as a basis of organizational and leadership expansion. The overarching direction of the study was to address whether there is a relationship between EI and virtue, specifically Christian virtues. The researcher further assessed whether people with high virtue attributes and EI subscale attributes are more likely to demonstrate effective leadership, and whether people with low virtue attributes and EI subscale attributes are less likely to demonstrate effective leadership. The researcher addressed the various components and crystalized a belief, yet unproven, that factors within EI impact virtue and vice versa. The results of this study revealed a statistically significant relationship between EI and virtue. Relationship with God—consisting of love, joy, and peace—was the strongest predictor of EI (self-perception, self-expression, interpersonal, and stress management), with the exception of decision-making. This study serves as a foundation with significant implications for further research in identifying other relational factors that could espouse causality and that are descriptive, predictive, or explanatory in relation to leaders’ growth.

Generation Z is the Boss Baby: What Are Generation Z

Abstract

The researcher of this qualitative phenomenological study aimed to gain a comprehensive understanding of the essence of the meanings derived from the experiences of a group of Generation Z adult business students enrolled in a public college located in Connecticut. The conduct of this research focused on how these Gen Z business students perceive success in relation to entrepreneurial leadership. The study was conducted to gather information about innovative and emerging technologies, strategies, programs, and training this generational cohort has used in order to become successful with their entrepreneurial endeavors. Drawing on previous studies, the researcher’s intent was to provide deeper knowledge and understanding to the literature-specific concerning educational programs, entrepreneurial training, and innovative resources of the era, which could enhance Generation Z entrepreneurs’ toolkit with the knowledge, experience, and motivation they need to be successful. The findings of the study suggest that it is valuable to understand the phenomenon of leadership and entrepreneurship when Generation Z, as new entrepreneurs, becomes the “Boss Baby” and creates novel entrepreneurship education opportunities with a mentor component. This phenomenological study concluded that a Generation Z entrepreneur (a) possesses an entrepreneurial mindset, (b) utilizes technology innovation for financial freedom to drive change, and (c) leads and inspires people to take the right course of action. Generation Z members’ definition of successful entrepreneurship demonstrated this entrepreneurial mindset and skills, as they described the importance of using innovative educational platforms to generate new ideas, reflect upon these ideas, and take a course of action on them in the future with the assistance of mentors. Future research can further help develop the Boss Baby principle by integrating social entrepreneurial leadership theory, experiential learning theory, and generation theory, which were the three major theoretical frameworks that guided the conduct of this phenomenological study.

Leading in Times of Crisis and Complexity: A Phenomenological Study of the Lived Experiences of Leaders at Small Historically Black Colleges and Universities During COVID-19

Abstract

Historically Black colleges and universities (HBCUs) in the United States, particularly small HBCUs, are no strangers to crises and unforeseen challenges. Through various challenges, including financial instability, low student enrollment, and accreditation challenges and crises—many beyond leadership’s control—most HBCUs have been able to weather the storm and endure. However, the global COVID-19 pandemic created a significantly unique and organizational-changing experience for these institutions and extraordinary lived experiences for those who served in leadership roles at the institutions during the pandemic. They were dealing with a completely novel, complex, and uncertain situation for which they lacked direct experience, knowledge, and prepared documentation and guidelines. This qualitative phenomenological study examines these leadership experiences and uses complexity leadership, crisis leadership, and HBCU identity as the components of the conceptual framework to guide the research and the critical incident technique as the data collection method. Research findings indicate that HBCU administrators employed leadership styles and behaviors that empowered and fostered autonomy, enabled creativity and innovation at all levels within the organization, and focused on meeting the needs of others.

Why Leaders Stay Instead of Quitting: A Qualitative Exploration of Organizational Citizenship Behavior Amid Crises

Abstract

Bolino, Hsiung, Harvey, and LePine (2014) provided profound conceptual contributions to the existing literature regarding organizational citizenship behavior (OCB) burnout and fatigue. After the study, the researchers noted that further research into other threats to OCB should be conducted to build upon its findings. The current research study explored OCB fatigue among leaders of varying tenure during a pandemic using qualitative research methods. OCB theory (Organ, 1988, 1997), OCB burnout (fatigue), perceived organizational support, culture (individualistic), and faith and faith practices as related to coping and leading consistently in a crisis among leaders were cornerstone concepts of the study. Sources of inquiry were utilized to better understand potential challenges that may cause OCB burnout in extenuating circumstances. In-depth interviews were conducted to attain the lived experiences of six participants who were identified as OCB leaders from various job industries such as education, film, retail, and ministry. Analysis of the data resulted in the emergence of the following themes concerning OCB in crisis: care for others, diligence, resilience, commitment, team, self-motivation, empowerment, and faith. Research reflections, limitations, and recommendations for further research are presented.