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Leading from the Pews: Leadership Characteristics of Church Mothers in the Sanctified Church

Leading from the Pews: Leadership Characteristics of Church Mothers in the Sanctified Church

Jane R. Caulton | 2017

Abstract

During the 20th century, African American Pentecostal and Holiness denominations took on the moniker sanctified church (E. Y. Alexander, 2011; Synan, 2001) and represented assemblies that believed in the empowerment of the Holy Spirit evidenced through spiritual manifestations such as glossolalia, divine healing, and emotional worship. Early membership primarily was composed of poor and marginalized people, and within its structure, women found a place to contribute their skills and abilities (A. D. Butler, 2007; Gilkes, 1986b). Some of them were recognized as church mothers and gained power that they used to support and guide the direction of the church. Yet, these women were not ordained and did not have the accorded legitimate power. I conducted a phenomenological study to answer the research question: What were the leadership characteristics that enabled church mothers to gain and execute power in the sanctified church during a period when most women were denied ordination, leaving them to function in male-dominated spheres? I used the organizational leadership and courageous follower constructs and the variables of church mothers, the sanctified church, and leadership (Banks, 2013; Chaleff, 2009; Dixon, 2008; Gál, 2012). I engaged a purposive sample representing four denominations of the sanctified church: Church of God in Christ, Mount Calvary Holy Church of America, Pentecostal Assemblies of the World, and an independent interdenominational assembly to provide triangulation (Patton, 1999). I based this methodology on the social construction theory. I recorded interviews, transcribed them, dissected them to create a table for each question, and coded the data to identify themes (Creswell, 2003). I categorized the themes and inducted that the leadership traits of church mothers included influence, resourcefulness, modeling, and acclimatizing. This study contributes to the literature on ecclesial leadership, specifically female participation, and to follower studies. I limited the study to the leadership traits of church mothers and did not discuss the implications of recognizing church mothers rather than ordaining them. In the future, researchers may pursue these topics as well the roles of women in other denominations.

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Religion and Spirituality in the Workplace: A Quantitative Evaluation of Job Satisfaction and Organizational Commitment

Religion and Spirituality in the Workplace: A Quantitative Evaluation of Job Satisfaction and Organizational Commitment

Debra J. Dean | 2017

Abstract

Religion and spirituality were once considered taboo topics in the workplace; however, practitioners and scholars have been finding evidence of positive benefits to the triple bottom line—people, profit, and planet. Benefits include improvement in employee health, reduction of employee stress, more job involvement, increased job satisfaction, higher levels of organizational commitment, less organizational frustration, more organizational identification, and enhanced work unit performance. The first large-scale empirical study of religion and spirituality in the workplace revealed the urgency for organizations to “learn how to harness the whole person and the immense spiritual energy that is at the core of everyone . . . [or] they will not be able to produce world class products and service” (Mitroff & Denton, 1999, p. 84). Responding to the call to explore the two main instruments used to empirically test spirituality at work and contribute to the three most promising theoretical approaches to date, according to Benefiel, Fry, and Geigle (2014), this research used a quantitative, cross-sectional, field-based study to examine the relationships of religion and spirituality in the workplace to work outcomes of job satisfaction and organizational commitment. The instruments used to measure six dimensions of workplace spirituality included the Spiritual Leadership Scale and the Spirituality at Work Scale. The Minnesota Satisfaction Questionnaire short-form and Organizational Commitment Questionnaire evaluated work outcomes of job satisfaction and organizational commitment. Additionally, the Religious Commitment Index and demographic questions examined the control variables of age, education, gender, income, meditation experience, religion, and years of work experience. The findings of this research indicate that altruistic love is worthy of attention with regard to job satisfaction and organizational commitment. In addition to altruistic love, sense of community and meaningful work were significantly predictive of job satisfaction; however, altruistic love clearly stood out as the most important variable.

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An Historical Look at the Development of Contemporary Political Leadership in the Democratic Republic of the Congo and the Implications for Future Leadership Development

An Historical Look at the Development of Contemporary Political Leadership in the Democratic Republic of the Congo and the Implications for Future Leadership Development

Flavien S. Shirandi | 2018

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Bilgin and Morton (2002) posited that the long period of colonialism and the Cold War democracy tended to make way for many strong African states as expressions of power. This provided a new paradigm of freedom meant to afford the triumph of liberal economics. Equally, N’Gambwa (2011) added that this new paradigm of freedom seemed to have caused resurgence in the concept of leadership in Africa and could be viewed as a deciding factor in the rational management of people and public affairs. The emergence of this new democratic paradigm of leadership is intended to encourage participation that guarantees the rights and freedoms of African citizenry. Understanding the dynamics of this paradigm shift is very necessary and key to reconciling, integrating, and synergizing disparities contained within these dynamics. The dynamics of this paradigm shift may be essential to future leadership development efforts in Africa and in the Democratic Republic of the Congo (DRC) as a nation. The current phenomenological study explored the various factors identified as having a devastating impact on the DRC. These factors regarded as major impediments to development in the DRC include but are not limited to lack of good political development, socioeconomic discrimination, lack of provision for peace and security to the people of DRC, fulfilling fundamental duties, and protection of the DRC’s territory by the government. In-depth interviews were utilized to examine questions relating to (a) leaders’ moral requisites, (b) poor governance in DRC, and (c) accountability and transparency. Data were analyzed, and results indicated the issue of state failure was a factor that affects political, socioeconomic, and leadership development in the DRC. While corruption conveys the true situation in the country, results also indicated that the DRC needs good and effective leadership that imbibes the culture of integrity as competent for national transformation. In essence, the development and advancement of the DRC as a nation leans on the ability of good leadership. The attribute of good leadership is seen as a virtue that must be valued by political leaders in order to properly manage and direct the affairs of the DRC.

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In the Case of GO Virginia: Exploring Early Leadership for Collaborative Advantage in Regional Networks

In the Case of GO Virginia: Exploring Early Leadership for Collaborative Advantage in Regional Networks

Brian C. Smith | 2018

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This qualitative study explored expectations for leadership in early phase organizing of regional networks in the case of a statewide initiative called GO Virginia. Archival and observational data were used, as well as interview data from individual and group interviews with 48 participants. Leaning on theory posited by Huxham and Vangen (2005), this study contributes to the limited stream of research into leadership in collaborative regional network settings by uniquely maintaining a referent focus on the regional level while exploring expectations across levels (state and regional) and sectors (private, public, and nonprofit) involved. No significant variations in expected regional network leadership attributes and behaviors, which are reported at both individual and group levels, were discovered. Data substantiated case-specific contextual features that were largely top-down in nature and influenced conditions and expectations for leadership vis-à-vis primary activities and structures, processes, and participants. Notwithstanding the importance of structuration, this study lent support for viewing leadership as socially grounded phenomena in which, given characteristics of multiorganizational, multisector network settings that are profiled in this study, ethical leadership and the use of highly participative, dialogical group processes and values-based perspectives are particularly important.

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Personal Spirituality

Personal Spirituality’s Effect on Workplace Stress Among Healthcare Workers in U.S. Organizations

Patrick Allen-Kojo Tamakloe | 2018

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The purpose of this dissertation was to further the Daniel (2015) research on workplace spirituality (WS) and workplace stress (WPS) to investigate further the research question on whether personal spirituality has an influence on WPS. The literature reviewed included research conducted by the American Institute of Stress (AIS), highlighting the influence of WPS on productivity, personal health, and the bottom-line across U.S. organizations. Additionally, spirituality scholars have reflected on the rise of personal spirituality in the workplace. Prayer fulfillment (PF), universality (UN), and connectedness (CN) that denote spiritual transcendence were predictor variables assessed by the Assessment of Spirituality and Religious Sentiments Scale (ASPIRES). The outcome variable, WPS, was assessed by the Workplace Stress Scale (WSS). I investigated the hypotheses that there was a negative correlation between personal spirituality and WPS; additionally, controlling for gender and tenure, I attempted to determine if there was any statistical significance between PF, UN and CN, and WPS. Data were obtained by a third party entity, Qualtrics, across a population of healthcare workers in the United States for a sample size of N = 105. Data were analyzed using Pearson’s product-moment correlation to establish correlation and multiple regression data analysis to determine a predictive relationship between personal spirituality and WPS. Results obtained from the data computed indicated there was no statistically significant correlation or predictive causality between personal spirituality and WPS. However, there were observed multicollinearity among the independent variables, with evidence of negative correlations with PF, CN, and WPS, though not of statistical significance. The research hypotheses were consequently rejected in favor of the null hypothesis. This research consequently enhanced insight into notions that personal spirituality influenced workplace stress.

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Awareness of God, Intrinsic Religious Motivation, Calling, and Entrepreneurial Self-Efficacy: A Quantitative Evaluation of Entrepreneurial Intention and Alertness to Entrepreneurial Opportunity

Awareness of God, Intrinsic Religious Motivation, Calling, and Entrepreneurial Self-Efficacy: A Quantitative Evaluation of Entrepreneurial Intention and Alertness to Entrepreneurial Opportunity

Deloris Sterling Thomas | 2018

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The connection between religious beliefs and economic activity dates back to the writings of Adam Smith in The Wealth of Nations and Max Weber’s seminal work, The Protestant Ethic and the Spirit of Capitalism. Scholars have examined the role of religious affiliation and activity to measure the effects on economic activity and found a distinction between extrinsic and intrinsic religious motivations. Researchers have found a positive relationship between intrinsic religiosity and economic growth, particularly in entrepreneurship. However, the dearth of empirical and quantitative research to determine the predictive variables that measure intrinsic religious motivations in relation to entrepreneurial activity calls for future research opportunities. The current research used a quantitative method and employed the following instruments: Spiritual Assessment Inventory (SAI) awareness of God subscale, Calling and Vocation Questionnaire (CVQ) presence-transcendent summons subscale, a Validated Intrinsic Religious Motivation Scale (VIRMS), Entrepreneurial Self-Efficacy Scale (ESE) developing new product and market opportunities subscale, Entrepreneurial Intention Questionnaire (EIQ) entrepreneurial intention subscale, and Alertness to Entrepreneurial Opportunities Scale (AEO) association and connection subscale. These instruments were used to examine the connection between SAI-awareness of God, CVQ presence-transcendent summons, validated intrinsic religious motivation, and ESE-developing new product and market opportunities to EIQ-entrepreneurial intention and AEO-association and connection. The GPower 3 calculator computed a minimum sample size of 89 participants assuming power at 0.80, effect size at 0.15, and probability level at .05. SurveyMonkey was used to collect data from a population sample of 155 participants. The results revealed that SAI-awareness of God predicts AEO-association and connection. Validated intrinsic religious motivation and ESE-developing new product and market opportunities showed significance in predicting both EIQ-entrepreneurial intention and AEO-association and connection. Researchers must consider future studies to elucidate the relationship between spirituality and entrepreneurial activity.

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Examining the Impact on Organizational Performance of an Aesthetic Leader

Examining the Impact on Organizational Performance of an Aesthetic Leader’s Use of Creative Problem Solving During Extended Fasting

Scott Thomas | 2018

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This study examined how a single aesthetic leader’s behavior leveraging the Basadur Simplex four-step creative process model within the confines of an extended 21-day water fast could influence the organizational performance of a management consulting firm. The subjective organizational performance measures that were used within the fast were based upon the Fortune Reputation Index, which provided eight indicators that have been utilized within the business community to measure an organization’s performance. Additionally, the participant employed a four-step variant of the original Basadur Simplex creative problem-solving model to assist in aiding the participant in his decision making during the examination. During the investigation, seven aesthetic themes were highlighted that influenced the participant’s behavior throughout the three stages of the fast: focused problem solving, calmness, mental clarity, mental agility, sensitivity, creative associations, and intuitive decision making. The study leveraged the Dedoose^® web-based tool to gather and analyze the data to provide the findings.

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The Impact of Leader Emotion on Error Management Culture and Software Testers

The Impact of Leader Emotion on Error Management Culture and Software Testers

Thomas Richard Ulrich | 2018

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This research was built on two simple premises: Leadership involves relationships, and relationships are influenced by emotion. Therefore, a leaders’ emotions may influence the people they lead. The purpose of this research was to understand better the influence of a leader’s emotions. The influence of the leaders’ emotions of sadness, happiness, and anger, as well as the affective state of stress, were considered. Furthermore, the influence of leader emotion was assessed regarding (a) followers’ abilities to perform both creative and analytical tasks, and (b) error management culture. However, the relevant literature has indicated that the influence of leader emotions on creative tasks, analytical tasks, and error management culture is complex and even contradictory. For this reason, a qualitative approach was used as a first step. The research sample was bounded to the case of software testers working at a single medical device manufacturer; this sample was used because (a) the literature established that software testing involved both creative and analytical tasks, and (b) the concept of error management culture was relevant to an organization that produced and tested safety critical medical devices. The organization selected for the case had some supervisors in the software test team who were prone to displays of emotion and others who were not. Moreover, a phenomenological framework was used to gather and analyze the data from this bounded case. This research produced a rich description of the lived experiences of these medical device software testers, as they experienced a wide range of leader emotions. The results indicated that no simple correlation existed between any leader emotion and the influence it had on either these testers or the error management culture in which they worked. These findings have practical significance in that these indicated that leaders should be aware that, although their negative affective displays might not influence some employees, they might devastate others. Conversely, these findings might indicate that resilience to leader emotion could be learned by followers.

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Trust and Empowerment in Jesus

Trust and Empowerment in Jesus’ Sending of the 72: A Sociorhetorical Analysis of Luke 9:51-10:24

Alex Gerald Wright | 2018

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Trust and empowerment are core facets of leadership. However, there is a gap in the current scholarly research regarding both of these individual constructs as well as how they function interdependently. The purpose of this study was to research the nature of trust and empowerment as demonstrated by Jesus and his followers in Luke 9:51-10:24. Specifically, this study sought to determine the nature of Jesus’ trust in his followers, the followers’ trust in Jesus, how Jesus empowered his followers, and how trust and empowerment mutually reinforced one another. This study used Robbins’ (1996a) method of sociorhetorical analysis to perform an exegetical study of the three narratives contained in Luke 9:51-10:24. This study yielded 10 principles regarding trust and empowerment: (a) leaders must ensure that followers demonstrate commitment; (b) followers and leaders must engage in two-way communication; (c) leaders must demonstrate credibility and followers must carefully judge the leader’s credibility; (d) the leader must provide an inspiring vision that both he or she and the followers buy into; (e) leaders should demonstrate and encourage positive deviance; (f) leaders must demonstrate how followers can gain honor and be successful in their tasks; (g) leaders must encourage positive relationships between followers, and followers must demonstrate the ability to have positive relationships with other followers; (h) both followers and leaders must demonstrate a heart-level focus on the vision of the organization; (i) leaders must be careful not to overtrain and must, at times, de-equip followers to ensure that they can complete their task most effectively; and (j) leaders must be aware of the interdependent nature of trust and empowerment. A leader who trusts, and is trusted by followers, should seek to empower; successful empowerment will lead to increased trust in the other by both parties.

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Evaluating Fry

Evaluating Fry’s Spiritual Leadership Theory in Nigeria

Michael Adebiyi | 2017

Abstract

This quantitative research study examines the extent to which the spiritual leadership model previously evaluated by Fry, Vitucci, and Cedillo (2005) in the United States compares to a similar evaluation in Nigeria. Completion of this study in Nigeria, a culture differing from the United States on several cultural dimensions, further addresses the external validity of the spiritual leadership model. Fry et al. found strong support for spiritual leadership theory’s causal model and its measures in the United States with all standardized path coefficients in the hypothesized causal model positive and significant except for the relationship between calling/meaning and organizational commitment. Utilizing a sample of 252 employees from public, private, school system, military, oil and gas, and banking sectors in Nigeria, this study found that only 4 out of 12 of the path coefficients of spiritual leadership theory’s causal model in Nigeria are statistically significant. Interestingly, the relationship between calling/meaning and organizational commitment was found to be statistically significant in Nigeria. Organizational citizenship behavior was discovered not to be a possible outcome of spiritual leadership model in Nigeria. Implications of the study findings, research methodologies, limitations of the study, and recommendations for future research were discussed.

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