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Influence of Leader Listening Competency on Follower Career Commitment and Leader

Abstract

Leadership and communication may be the most studied constructs in academic, political, and business contexts. While numerous aspects of these constructs and their effectiveness have been explored, little has been done to understand the implications of leader listening competency (LLC) as a significant component of leader style or behavior affecting follower outcomes. In fact, most leadership theories neglect LLC as a salient component of leadership (Avolio, Walumbwa, & Weber, 2009). Rooted in the theoretical underpinnings of leadership, communication, and career commitment, this study investigated the relationship between LLC and follower career commitment as mediated by the quality of the principal–teacher relationship (i.e., leader–member exchange [LMX]) in a K-12 public school context where teacher career commitment is a central issue (Ingersoll, 2001). Based on a cross-sectional sample of teachers in one rural county in a West Virginia public school district, this study revealed that LLC and the quality of the LMX are not significantly related to teacher commitment. However, the study did find significant and positive relationships between LLC and LMX and between LLC and two of the three control variables—leader task-oriented behaviors and leader relationship-oriented behaviors. The study proposes to advance leadership theory by adding to understanding of the significance of LLC on follower outcomes. Theoretical and practical implications of these results are presented, and suggestions for future research are discussed.

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Profiles of Entrepreneurs: Discriminant and Cluster Analyses of the Romans 12 Motivational Gifts and Locus of Control as Predictors of Entrepreneurs and a Canonical Analysis of the Romans 12 Motivational Gifts and IEO

Abstract

The purpose of this quantitative exploratory research was to conduct discriminant and cluster analyses to see if the Romans 12 motivational gifts and locus of control (Brandstätter, 2011; Hansemark, 2003; J. R. Lumpkin, 1985; Mueller & Thomas, 2001; Rauch & Frese, 2007; Rotter, 1966) predict membership in the entrepreneurial member group and consequently discover the gift profiles of entrepreneurs (DellaVecchio & Winston, 2015; Pierce, 2015). Canonical correlation analysis was used to investigate relationships between the seven motivational gifts—perceiver, server, teacher, encourager, giver, ruler, and mercy—and the three dimensions of individual entrepreneurial orientation (IEO)—innovativeness, risk taking, and proactiveness (Bolton & Lane, 2012; D. W. Bryant, 2015). This investigator extended the scholarly work of DellaVecchio and Winston (2004, 2015), Earnhardt (2014), McPherson (2008), Pierce (2015), Tomlinson and Winston (2011), and Winston’s (2009) Romans 12 motivational gifts profiles; generalizability was ascertained. A random sample of 400 business leaders of all faith traditions from throughout the globe were sought to participate in an online survey comprised of validated scales from prior research—the Motivational Gift Test (DellaVecchio & Winston, 2015), the Brief Locus of Control instrument (J. R. Lumpkin, 1985), and the IEO instrument (Bolton & Lane, 2012). Scholars have indicated individuals with entrepreneurial orientation behaviors of innovativeness, risk taking, and proactiveness, as well as internal locus of control, embody an entrepreneurial human capital advantage not easily replicated; yet, no studies have been conducted to explore these connections (D. W. Bryant, 2015; Smith, 2011). All three hypotheses were supported, revealing all seven motivational gifts predicted those who were entrepreneurial and those who were not. Consequently, five distinct entrepreneurial gift mixes/profiles were established. Additionally, there were relationships of significance between the seven motivational gifts and the three IEO dimensions. Similar to Bosch’s (2013) research, this author provided practical implications for governmental and organizational leaders, business incubators, and academic institutions to foster greater entrepreneurial activity.

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A Phenomenological Study on Employee Tenure and Resistance to Organizational Change Initiatives

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The purpose of this study was to explore employee tenure and resistance to organizational change initiatives. Research has indicated that employees’ resistance to organizational change is abundant; however, further insight into the specific tenure of employees’ resistance to change is needed. In this qualitative phenomenological study design, I conducted interviews at two flagship organizations—Target and Wal-Mart—to better understand how specific employee tenure affects resistance to change. These interviews were conducted with eight participants in which saturation was achieved. I conducted four interviews with employees who had 1-5 years of service and four interviews with employees who had 10+ years of experience. After the interviews were finished, thematic text analysis began. Coding units emerged from the interview data. After the categorization of these codes, themes were developed. The findings revealed that short-tenured (1-5 years) employees are more adaptable to organizational change initiatives and have a positive comradery with their leaders. The findings also revealed that long-tenured (10+ years) employees are more resistant to organizational change initiatives and have a more negative comradery with their leaders. The results of this research contribute to the theoretical as well as practitioner literature on the phenomenon of resistance to organizational change. I examined and discussed the findings and proposed recommendations for future researchers.

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What Organizational Leaders May Learn From the Relationship Between Vocational Calling and Resilience

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A quantitative study was conducted to study the relationship between vocational calling and resilience among the employees of a private healthcare system. With healthcare organizations impacted by high turnover rates of healthcare employees, studies that reveal why healthcare employees may be more resilient and more likely to remain committed to their profession are pertinent. Dik, Eldridge, Steger, and Duffy’s (2012) Calling and Vocation Questionnaire along with Wagnild and Young’s (1993) Resilience Scale were employed in this quantitative study. Hierarchical multiple regressions were used to test the first three hypotheses of how the presence of a transcendent summons, the presence of purposeful work, and the presence of a prosocial orientation within the organization may have a positive relationship to a greater sense of resilience for healthcare employees. Hierarchical multiple regressions were further exercised to test the last three hypotheses of how the search for a transcendent summons, the search for purposeful work, and the search for a prosocial orientation within the organization may have a negative relationship to resilience for healthcare employees.

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Examining the Impact of Leader Member Exchange (LMX) Theory on Employee Engagement and Employee Intent to Stay With an Organization

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Research has shown that there is a current issue in leader member exchange (LMX) literature that needs to be addressed through empirical research (Hussain & Ali, 2012). LMX theory has been shown to be related to outcomes such as “employee performance, employee turnover, job satisfaction, organizational commitment, job climate, innovation, organizational citizenship behavior, empowerment, and procedural and distributive justice” (Graen & Uhlbien, 1995, p. 228). But, there has been very limited research relating LMX to employee engagement and intent to stay with an organization. This quantitative study contributes to the literature on LMX theory as it provides empirical evidence that LMX is positively related to employee engagement and employee intent to stay with an organization.

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The Distinctive Characteristics of Religious Leadership: A Case Study of the International Church of the Foursquare Gospel in the United States

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Religion and religious leadership continue to have a profound influence on society. However, there is a shortage of scholarly research on religious leadership, especially regarding the characteristics that are distinctive of religious leadership as compared with leadership in general (Ehrlich, 2001; Lindt, 2005; McClymond, 2001). The current study is designed to fill some of the gap in the literature through a qualitative research strategy in the form of a case study on the International Church of the Foursquare Gospel, commonly known as the Foursquare Church, a Pentecostal Christian denomination with a network of over 1,600 churches in the United States. The study collected data on the distinctive characteristics of Foursquare leadership by examining four core documents of the church and the church’s website and through semi-structured, one-on-one interviews with eight prominent national leaders of the organization. The researcher then analyzed the data through a systematic coding process to identify key themes related to Foursquare leader characteristics and then categorized them. The study also compared the characteristics of Foursquare leadership to the characteristics of leadership as described by Weber’s (1963) theory of religious leadership and with five contemporary leadership theories to discover similarities and differences. The results indicated there were several similarities and differences between Foursquare leadership and leadership described by Weber’s theory and the five contemporary leadership theories. The findings show that Foursquare leadership has much in common with leadership described by the five contemporary theories, but only Weber’s theory accounted for the distinctly religious characteristics of Foursquare leaders. The study concluded that religious leadership as practiced in the Foursquare Church is best described by a combination of the five contemporary theories and Weber’s theory. Discussion describes the implications and limitations of the study as well as recommendations for future research regarding religious leadership.

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

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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

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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

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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

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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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