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Measuring Leadership Competencies to Avert Crisis: Development and Validation of an Instrument to Operationalize a Conceptual Model

Measuring Leadership Competencies to Avert Crisis: Development and Validation of an Instrument to Operationalize a Conceptual Model

Jamie J. Brownlee-Turgeon | 2016

Abstract

Relatively minimal research has been conducted around effective leadership before, during, and after a crisis occurs. More specifically, the precrisis stages lack empirical data and measurement instruments on effective leadership in terms of identifying and averting a crisis. Wooten and James (2008) provided a conceptual model that describes leadership competencies surrounding a crisis. The current study focused on leadership competencies required in the first two stages of the conceptual model: identifying and averting a crisis. The purpose of the study was to develop a measurement tool to evaluate key crisis aversion competencies: sense making, perspective taking, issue selling, organizational agility, and creativity. The measurement tool was developed through a four-step process: (a) item development, (b) item reduction and content validation through the use of a Delphi panel of experts, (c) item evaluation through the use of a large sample and factor analysis, and (d) assessment of construct validity. The study addressed content validity through the utilization of a Delphi panel. Once the Delphi panel refined and reduced the items, the measurement was sent to a large sample (N = 278). Factor analysis supported three factors: participatory management, resourcefulness, and sense making. All scales showed internal reliability. Predictive validity and discriminant validity of the measures were examined and generally supported.

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Impact of Servant Leadership and Pay Satisfaction on Affective Commitment of Haitian School Employees

Impact of Servant Leadership and Pay Satisfaction on Affective Commitment of Haitian School Employees

Duky Charles | 2016

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The impact of servant leadership and pay satisfaction on affective commitment among Haitian school employees was explored. Three hypotheses predicting positive effects for the two independent variables on the construct of affective commitment were tested. Data were collected for this cross-sectional study from a combination of three questionnaires pertaining to servant leadership, pay satisfaction, and affective commitment. Items related to age, gender, tenure, and position—four variables that were supposed to be controlled for as has been suggested in leadership literature—were also added to the survey questionnaire. Six schools with a total of 359 employees and all located in the north of Haiti constituted the research population. These schools included (a) North Practice School, (b) Classic Study Center, (c) Drop of Love School, (d) Ignace Nau School, (e) Upper-Limbe Baptist School, and (f) Limbe School. Based on Hair, Black, Babin, Anderson, and Tatham’s (2006) suggestion on how to calculate the sample size for multiple regression, a random sample of 150 employees was selected. A four-model multiple regression, through SPSS, was used to analyze the data, test the three hypotheses, and answer the research questions. The model summary tables showed that all the models were weak and seemed to be of no use. However, the coefficient tables indicated significant statistical effect for servant leadership on affective commitment for the second model (p = .001), significant statistical effect for pay satisfaction on affective commitment for the third model (p = .003), and significant statistical effect for servant leadership for the fourth model (p = .018).

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Leading Through Instruction of Work: A Socio-Rhetorical Analysis in the Book of Proverbs

Leading Through Instruction of Work: A Socio-Rhetorical Analysis in the Book of Proverbs

Keith GeLarden Dayton | 2016

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This paper offers an intertexture analysis of the book of Proverbs that reflected an exegetical analysis of (a) oral–scribal intertexture, (b) historical intertexture, (c) social intertexture, and (d) cultural intertexture. The methodology used was from the work of Robbins (1996a; 1996b) through socio-rhetorical criticism in an exegetical interpretation. The New Revised Standard Version of the Bible (NRSV) and the Hebraic text of the book of Proverbs were considered in this investigation. The analysis provided an additional framework of questions which developed themes that helped shape the overall interpretation and understanding of selected verses in Proverbs, specifically on work and instruction of work by leaders in Proverbs. The results of that analysis were then applied for both instruction and work in developing themes to organize the discussion in this final chapter. Each theme followed both areas of interest in the study, instruction and work. Six themes aggregated from the socio-rhetorical analysis data emerged: (a) agriculture, (b) types and styles of instruction, (c) work as a skill, (d) outcomes, (e) transition, and (f) Yahweh. Two subthemes were developed from the theme of outcomes: hunger and poverty. Based on support from these sources, a working conceptual definition of work was brought forward. The study identified appropriate leadership styles through the leadership theories of charismatic and distributive leadership coupled with an understanding of how the culture and context of an era determined how work may have been instructed. The dissertation concludes with a discussion of the research findings, limitations, implications for contemporary organizations and the framework for future research regarding the notion of work, applicable leadership style, and instruction within the study of historical socio-rhetorical criticism.

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From ABD to PhD: Scale Development of Doctoral-Level Learning Environments in Context of Autonomous Learning

From ABD to PhD: Scale Development of Doctoral-Level Learning Environments in Context of Autonomous Learning

Dinah Lynn DeFord | 2016

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Many doctoral students reach the final stage of their doctoral matriculation and for one or more reasons withdraw from the program prior to degree completion. The purpose of this study was to develop the Autonomous Learning Environment Scale (ALES), an instrument to measure doctoral-level learning environments in the context of autonomous learning. This study investigated one suspected cause of graduate-level attrition: the learning environment experienced by the PhD candidate during the coursework phase of his or her doctoral journey. Two populations of interest were studied: individuals self-identified as permanent, all-but-dissertation adults (noncompleters) and doctoral program graduates (completers). Each participant must have been enrolled in a dissertation-required doctoral program. The method for the development of the ALES required thorough research of current autonomous learning and learning environment literature. Participants were located initially via snowball methodology and then by cluster sampling via U.S. community colleges. Principal component analysis was used to determine factor loadings. Reliability was evaluated via Cronbach’s alpha (α = 0.961) and test–retest, r = 0.801. Inferential statistics indicated the survey was not a good predictor for noncompleters, but some interesting statistics were revealed regarding graduation odds of ethnicity, gender, and public versus private institutions.

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Complexity Theory: An Integration of Spirituality and Moral Competency

Complexity Theory: An Integration of Spirituality and Moral Competency

Erik Doherty | 2016

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This quantitative study advances the existing knowledge of the theoretical and practical applications of complexity theory. The study had a sample of 210 participants from the unionized maritime industry in the Hampton Roads area of Virginia. A two-model multiple regression analysis was used to test the relationship between four variables relating to spirituality as an organizational dimension and three variables relating to moral competency as an organizational dimension on employee performance. This analysis was done to examine if the variables pertaining to the spirituality and moral competency dimensions have a distinct, significant, and positive relationship to employee performance, suggesting that these dimensions should be included within the paradigm of complexity theory. The results support a significant and positive relationship for one of the spirituality variables (meditation) and two of the moral competency variables (impression management and responsibility). Future research is needed to clarify why meditation was the only significant variable for spirituality and also to explain why the remaining variable for moral competency (integrity/honesty/authenticity) was significant but had a negative relationship to employee performance. An enhanced understanding of how these organizational dimensions fit into the framework of complexity theory is beneficial for its application in the knowledge pertaining to the dynamic and unpredictable influences upon contemporary organizations.

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Transactional and Transformational Leadership Styles, Organizational Commitment, and Leader Effectiveness in Nigeria

Transactional and Transformational Leadership Styles, Organizational Commitment, and Leader Effectiveness in Nigeria

Samuel Olutade Fadare | 2016

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This study had a three-part purpose: (a) examine the relationship between dimensions of transactional and transformational leadership styles and dimensions of organizational commitment within sub-Saharan Africa, (b) explore the relationship between dimensions of transactional and transformational leadership styles and leadership effectiveness within sub-Saharan Africa, and (c) determine whether dimensions of transactional and transformational leadership styles were moderated by dimensions of organizational commitment within sub-Saharan Africa to produce effective leadership. A sample of 228 Nigerian employees from a variety of industries who were selected from both the LinkedIn professional networking site and from members of the Institute of Chartered Accountants of Nigeria completed an online survey. The hierarchical regression technique was subsequently applied to test 40 separate propositions. Findings from this study confirmed that relationships among workers in sub-Saharan Africa were significant and positive in all the following cases: (a) contingent reward and affective commitment, (b) contingent reward and continuance commitment, (c) management-by-exception (active) and continuance commitment, (d) idealized influence (behavior) and continuance commitment, (e) intellectual stimulation and continuance commitment, and (f) management-by-exception (passive) and leadership effectiveness. Gender was found to be consistently significant when predicting dimensions of organizational commitment as well as when determining effective leadership among employees in sub-Saharan Africa. Finally, findings established that no significant relationship existed between dimensions of transactional and transformational leadership styles and effective leadership among sub-Saharan African employees when the relationships were moderated by dimensions of organizational commitment.

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The Welcoming Organization Assessment: How the Culturally Intelligent Leader Influences the Newcomer Experience Toward Job Satisfaction and Organizational Commitment

The Welcoming Organization Assessment: How the Culturally Intelligent Leader Influences the Newcomer Experience Toward Job Satisfaction and Organizational Commitment

Christine Clare Gibson | 2016

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This study explored the newcomer experience and the influence that organizational welcome, as moderated by leader cultural intelligence, has on an individual’s socialization experience as it relates to job satisfaction and organizational commitment. Further adding to the body of research is the Welcoming Organization Assessment (WOA)—an instrument that measures an organizational welcoming as perceived by the newcomer. The study hypothesized, based on the existing body of research connecting newcomers’ socialization tactics with organizational commitment and job satisfaction, that the measure of welcome experienced by the newcomer would be positively correlated to his or her level of job satisfaction and organizational commitment. Further, the study hypothesized that the leader’s cultural intelligence would moderate the relationship between the newcomer welcome experience and job satisfaction and organizational commitment. The research supported the relationship between the newcomer welcoming experience and job satisfaction and organizational commitment. Also supported was the hypothesis that leader cultural intelligence moderates the relationship between newcomer welcoming experience and organizational commitment. The WOA was found to be reliable and valid for measuring the level of welcome perceived by the organizational newcomer.

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An Examination of the Role of Leadership Fatigue and Trauma in Ethical and Moral Leadership through a Sociorhetorical Analysis of 2 Samuel 11:1-27

An Examination of the Role of Leadership Fatigue and Trauma in Ethical and Moral Leadership through a Sociorhetorical Analysis of 2 Samuel 11:1-27

Carlo A. Serrano | 2017

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This study examined the role of leadership fatigue in ethical and moral decision making through a sociorhetorical analysis of 2 Samuel 11:1-27. The study of ethical and moral leadership was drawn from the literature on ethical leadership as it relates to values-based leadership theories, such as servant leadership, authentic leadership, transformational leadership, and spiritual leadership. The research followed the exegetical methodologies outlined in the relevant textural layers of sociorhetorical analysis. The data were interpreted for principles connecting to ethical and moral leadership and leadership fatigue. The study results yielded four themes that we expanded to five principles for ethical and moral leadership and leadership fatigue as found in 2 Samuel 11:1-27. The results of the study demonstrate a connection between the presence of leadership fatigue and unethical and immoral decision making and behavior. The five themes summarize the findings of the sociorhetorical analysis and serve as a practical guideline for future leadership practice and research.

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Understanding How Transformational Servant Leadership Affects Student Leadership Development in a Higher Education Program in China

Understanding How Transformational Servant Leadership Affects Student Leadership Development in a Higher Education Program in China

Marie Shaw | 2017

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Both transformational leadership and servant leadership are dominant theories in leadership studies. I conducted a study to advance both theories in a higher educational setting in the country of China. Based on the existing literature, both transformational leadership and servant leadership have significant effects on leadership development. Though each theory shows its inadequacy when used alone, analysis of the similarities and differences demonstrates a great potential of the two theories to be synergized. This study was designed to engage a synergistic conceptual framework of transformational servant leadership (TSL) and used the conceptual framework as the theoretical foundation for the study of leadership development. The purpose of the study was to understand how TSL affects student leadership development in higher education in China. Guided by the purpose, I formulated research questions to determine how TSL was experienced in a higher education program in China and how the experiences affected student leadership development in terms of calling, character, chemistry, and competency. I engaged multiple case studies of qualitative inquiry and collected data from eight graduated students from the program of Master in Leadership (MIL) through interviews and document examination. The findings indicated that TSL, as a theoretical concept, is a dynamic balance between transformational leadership and servant leadership. It is an integration of leadership factors of values, behaviors, serving relationships, performance, and transformation. TSL has a capacity to develop and equip leaders. In the application of leadership practice, the TSL learning experience affects students’ leadership development in terms of pursuing goals through value-based behaviors, developing people holistically, building relationships and collaboration, improving individual and organization efficacy, and transforming organizations through highly effective teams. In conclusion, TSL is a powerful theoretical concept that maximizes the strengths of transformational leadership and servant leadership theories. It facilitates higher educational programs such as the MIL program to develop students into value-based leaders who can transform organizations through relationships. It was also concluded that TSL, when applied in academic program like the MIL, facilitates the fulfillment of the program’s mission by strengthening the faith of Christian believers and raising the awareness of non-Christians to seek the ultimate purpose and meaning of life.

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Japanese Young Adult Female Professional Elevation and Fertility

Japanese Young Adult Female Professional Elevation and Fertility

Noriyo Shoji-Schaffner | 2017

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In effort to reverse Japan’s declining fertility rate, researchers have contemplated the causal connection between gender equality, female labor participation, and female fertility. Since Japan’s economic recession began in the 1990s, coupled with globalization of finance- and production-based markets exerting neoliberal pressures on the Japanese employers to increase competitiveness by introducing market-oriented corporate strategies, the female workforce has undergone profound transitions as an increasing percentage of women has sought to establish long-term careers. However, the demographic evidence has indicated only one fourth of young adult women entering the workforce have remained on the long-term career track while the remaining three fourths of young adult women have dropped out of the workforce to pursue domestic responsibilities. For those young adult women who have chosen to remain in the workforce, the question has remained whether they are committed to pursue marriage and fulfill parenthood thus to prove the positive correlations between gender equality, female labor participation, and female fertility. This study applied a qualitative psychological phenomenology approach to discover the actual experiences of seven Japanese young adult female professionals as the representation of new female labor force creating new social identities through the mutual conditioning of work and family life structures. Through psychological phenomenological approach, consisting of content analysis of varied methods of interview findings, this study explored what motivates these young adult female professionals to identify with one fourth of young adult women in Japan who have chosen to stay on the long-term career track and how they reconfigure notions of committed relationships, marriage, and parenthood.

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