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An Exploration of the Relationship Between Collegiate Coaches

An Exploration of the Relationship Between Collegiate Coaches’ Transformational Leadership Perceived by Student-Athletes and Impact on Winning Percentages and Graduation Rates

J. Lin Dawson | 2019

Abstract

The purpose of this correlational designed study was to determine the relationship (positive or negative) between collegiate coaches’ transformational leadership styles as perceived by student-athletes and the impact on winning percentages and graduation rates. The participants included football student-athletes of the Power 5 Football Conferences who competed for the national football championship as members of the Football Bowl Subdivision. The Multifactor Leadership Questionnaire Rater Forms measured student-athletes’ perceptions of their head coaches’ transformational leadership behaviors. Additional data were collected from institutions’ archives (winning percentages) and the National Collegiate Athletic Association database (graduation rates) for each football programs. This study found evidence to support adding a scientific approach to interviewing potential head coaches for the 20 plus openings that occurred each year in Power 5 Conference institutions. Further, the study surmised that as the transformational leadership attributes and behaviors of the head coach rose, so would the winning percentage.

Leader

Leader–Member Exchange in Matthew 17: 1-23 and Jesus Developing High-Exchange Relationships (In-Groups And Out-Groups) and Leadership Development

Geoffrey Dudley | 2019

Abstract

This study examined the leadership of Jesus Christ through the lens of Matthew 17:1-23 in order to compare his leadership with the constructs of leader–member exchange (LMX). Moreover, to discover if there are pastoral leadership implications of LMX on developing leaders for the local church, the study used social rhetorical analysis as its research methodology. Eight themes and seven leadership principles for the local church and leadership development emerged from the study. Jesus’ leadership and management of in-groups and out-groups before, during, and after his transfiguration on the Mount of Transfiguration ultimately answered the question that Jesus was the Son of God and, consistent with that answer, Jesus’ leadership reflected LMX theocratical principles as he developed high-exchange relationships with his disciples. He did this while maintaining an egalitarian atmosphere amongst the disciples and fending off the outside influence of the Pharisees. This study created a framework for future studies of small-group development and maintenance within the local church as well as showed how to grow a church through developing believers into disciple leaders.

The Trauma in Organizational Change: Correlation Study of Change Fatigue and PTSD in the Workplace

The Trauma in Organizational Change: Correlation Study of Change Fatigue and PTSD in the Workplace

Blair Rhodes Ellis | 2019

Abstract

This quantitative research study explored the concept of organizational change, specifically change fatigue and its impact on the psychological well-being and indicators of trauma among employees. Employees from an American regional community college participated within the study and responded to prompts from two questionnaires, Change Fatigue Instrumentation and the PTSD Civilian Checklist (PCL-C). These instruments compiled non-parametric quantitative data and were analyzed utilizing the Spearman Rho correlation analysis. Results from this study determined whether there was a correlation between change fatigue and PTSD within the work environment of non-military and non-first responders. Results gathered from this study support the further research of work-related trauma in relatively traditional work environments. Additionally, this research introduces the need to explore leadership characteristics that influence employees’ wellness and health.

Case Study: Multiple Intelligences in Leadership

Case Study: Multiple Intelligences in Leadership

Irini Fambro | 2019

Abstract

Multiple intelligence theory presents an overlap of trait and behavioral theory in the discussion of leadership. Gardner pioneered the multiple intelligence theory, including linguistic intelligence, musical intelligence, logic-mathematical intelligence, spatial intelligence, bodily-kinesthetic intelligence, interpersonal intelligence, and intrapersonal intelligence. Although scholars have focused on the differing categories of intelligence, little work has been conducted on using the categories of intelligence in leadership. To address this gap in the literature, a qualitative instrumental case study was conducted to answer the following research question: How and why are leaders using multiple intelligences in leadership? Based on the literature, the categories of intelligence for the study included linguistic intelligence, logic-mathematical intelligence, emotional intelligence, knowledge intelligence, temporal intelligence, cultural intelligence, and spiritual intelligence. The sample included 3 highly influential leaders of megachurch and para-church ministries who influenced over 2,000 individuals utilizing purposeful sampling. Interviews included 1 for the leader, 1 for the follower, and 1 for the leader and follower. The literature determined the in-depth questions and follow-up questions, which explored the “how” and “why” behind respondent answers. To ensure validation and credibility, the analysis employed data saturation through triangulation. The study resulted in all 3 leaders using all 7 intelligences. Multiple coding in data analysis revealed 3 themes under “how” and 3 themes under “why” leaders utilized multiple intelligences in their leadership.

A Socio-Rhetorical Study of Romans 12:1-21: An Exploration of Chaleff

A Socio-Rhetorical Study of Romans 12:1-21: An Exploration of Chaleff’s Courageous Followership Dynamic of Responsibility in Relationship to Theistic Personalism

Phillip Demond Fletcher | 2019

Abstract

This dissertation involves expanding the limited literature of personalism within organizational leadership, specifically theistic personalism and its relationship to the organizational leadership theory of followership. Researchers of theistic personalism have proposed human beings possess personhood because of the existence of the Supreme Personal being, God. Ira Chaleff (2009) proposed the existence of courageous followers possessing five dynamics that included responsibility, service, challenge, participative transformation, and moral action. I investigated the relationship theistic personalism had with followers who practiced the dynamics of personal responsibility. As those of theistic personalism and followership have expressed human ontology and experiences respectively, this dissertation conducted a sociorhetorical analysis of a New Testament sample of Romans 12:1-21 to understand ways self-perceptions influenced responsibility. Analysis indicated followers actualized behaviors of reciprocity for in-group members and actualized behaviors based on interrelatedness for hostile persons. The practices of personhood and responsibility included dedication, mental renewal, humility, truth, and love influenced individual follower responsibility. The followership styles of partner and implementer influenced follower responsibility in presence of challenge. The themes of acceptance, compassion, and participation entailed themes of personhood and a Supreme Personal God. I recommend organizational leaders communicated value and dignity of followers with consistency to develop space for followers to conduct the reported follower practices.

Creating an Instrument to Measure Holistic Ethical Leadership

Creating an Instrument to Measure Holistic Ethical Leadership

Tariku Fufa Gemechu | 2019

Abstract

This dissertation aimed to develop a scientifically validated instrument to measure the holistic ethical leadership. There is a lack of a statistically validated instrument to measure the concept of holistic ethical leadership as a single construct (Johnson, 2018; Scouller, 2014). This study operationalized the concept of holistic ethical leadership and provided an accurate and valid instrument for measuring the construct. The holistic ethical leadership model in the current study comprises the holistic leadership (Best, 2011; Dhiman, 2017; Kiruhi, 2013; Winston & Patterson, 2006) and the ethical leadership concepts (M. E. Brown, Treviño, & Harrison, 2005; Ciulla, 1999, 2004, 2009, 2014; Johnson, 2018; Treviño, Hartman, & Brown, 2000). The steps that were taken to develop the holistic ethical leadership instrument follows DeVellis’ (2017) eight steps for scale development. During the literature review, 224 items characterizing the holistic ethical leadership traits emerged. After a panel of subject matter experts reviews, the items were reduced to 81, and an online survey with a 7-point semantic differential scale testing employees’ perception of leader’s holistic ethical leadership traits was created and administered through SurveyMonkey™ to a wide variety of 628 participants from 13 regions of the world who work in 10 organizations under the umbrella of Campus Crusade for Christ International across the globe. DeVellis suggested a minimum of 300 samples for scale development works, and the 628 sample size is far greater than the requirement. Factor analysis (principal component analysis) was performed, and a seven-factor model was observed, accounting for almost 69% of the variance. However, factor optimization resulted in a final five-factor instrument that accounted for 70% of the variance. The five factors were labeled holistic service, ethical influence, integrated competence, financial stewardship, and healthy life. The five factors had high reliability. The final 23-item, five-factor instrument is labelled the Holistic Ethical Leadership Questionnaire (HELQ) with an average Cronbach’s alpha of .87 for each factor. The HELQ provides scholars and practitioners with a brand new, valid, and reliable instrument for future research and application related to the holistic ethical leadership.

The Nature of Leadership in Artificial Intelligence Environments: Reconceptualizing Human and Machine Collaboration

The Nature of Leadership in Artificial Intelligence Environments: Reconceptualizing Human and Machine Collaboration

Shawn Gilbert Sejera | 2020

Abstract

An exploration regarding the nature of leadership in organizations that have implemented artificial intelligence technologies in an effort to improve organizational performance is presented with specific discussions about the role, process of development, identification of desired and undesired organizational attributes, and resulting leadership changes necessary for the effective application of artificial intelligence technology. This qualitative phenomenological study uses organizational leadership and artificial intelligence as the conceptual frameworks for guiding research. The critical incident technique (CIT) serves as the method for collecting observations of behavior and discovering practical solutions to complex organizational problems. Research findings may offer leaders information they can use to more effectively lead their organization’s efforts in artificial intelligence environments. Implications for further research regarding the dynamic of leadership, artificial intelligence technology, and the future of organizational leadership development are noted.

Keywords: artificial intelligence, business, organizational leadership

Enhancing Performance: A Model for Collective Efficacy

Enhancing Performance: A Model for Collective Efficacy

Suzana Dobric Veiss | 2020

Abstract

Collective efficacy serves as an important determinant of performance. This study, a sociorhetorical criticism inner texture analysis of Joshua 3 and 4, attempted to determine the significance and implications of the Israelites’ crossing of the Jordan River. Given the importance of collective efficacy beliefs to effective organizational performance, the current study asked, Does the collective efficacy evident in the Israelites crossing the Jordan support or negate the contemporary understanding of the concept of collective efficacy? By examining the collective efficacy of the Israelites, this study contributed to the contemporary understanding of the concept of collective efficacy. The study identified important principles that help increase the understanding of collective efficacy construct at the group, organizational, and national level. Based on these principles, a model of collective efficacy was presented.

Make Me Stay: A Multiple Case Study on Church Engagement Among Young Adults in the United States

Make Me Stay: A Multiple Case Study on Church Engagement Among Young Adults in the United States

LaKeisha Williams | 2020

Abstract

A growing concern in American churches is the attrition of young adults. Included in this concern is the lack of engagement of those who continue to attend. Previous research on Seventh-day Adventist youth revealed a number of themes on factors that contribute to the retention of youth in the denomination. Related peer-reviewed, research-based studies are dated over a decade ago; new information is needed to continue the conversation. This study explored the current factors influencing church engagement among young adults in the Seventh-day Adventist Church. Phenomenological methods were employed in this multiple case study involving three Seventh-day Adventist Churches in the eastern, southern, and southwestern United States. Twenty-three in-depth, open-ended interviews of young adults age 22-35 were coded to ascertain specific factors influencing church engagement. The findings indicated that factors influencing church engagement are multidimensional. The results were combined into four larger themes, and a new definition of engagement, namely church engagement was introduced. Given the findings, engagement is the personal investment of a person’s preferred self into a desirable task. In the case of desirability for young adults engaged in church, it is influenced by relationships, affirmation, opportunities for service, and a sense of spiritual responsibility. Based on the findings and to examine factors in varying contexts, further study is recommended to address three areas: cross-religious, cross-cultural, and countercultural study. Findings will contribute to a greater understanding of young adults and their participation in religious-based and other nonprofit organizations.

The Values Communicated by Crisis Leaders After Crises: Coding American Presidential Crisis Documents for Values to Refine the Discourse of Renewal Theory

The Values Communicated by Crisis Leaders After Crises: Coding American Presidential Crisis Documents for Values to Refine the Discourse of Renewal Theory

Jimmie Winters | 2020

Abstract The purpose of this study was to refine the discourse of renewal (DOR) theory as described by Ulmer, Sellnow, and Seeger (2015) by identifying the specific values 10 top-rated presidents in crisis leadership communicated after national crises to make the theory more value-focused and helpful as a guideline for future presidents and crisis leaders. The DOR theory’s ethical communication component emphasizes the importance of using values in crisis communications, but it does not adequately specify specific values crisis leaders should communicate after crises begin. Furthermore, scholars have not sufficiently studied the specific values communicated by the top-rated presidents in crisis leadership in the wake of crises. With this in mind, this study sought answers to two research questions. First, what values did the 10 top-rated American presidents in crisis leadership communicate after national crises occurred? Second, did practical themes emerge from an examination of the crisis communications of the 10 top-rated American presidents in crisis leadership that might assist future presidents or organizational leaders more effectively communicate their values in the wake of crises to help foster renewal? This study used a qualitative research design and methods to address the research questions by collecting and analyzing data from a purposeful sample of presidential crisis documents from 10 top-rated American presidents in crisis leadership, according to C-SPAN’s (2017) Presidential Historians Survey. Saldaña’s (2013) coding methods (i.e., values coding) and Dedoose, a qualitative data analysis program, were used in the first cycle of coding to analyze the presidential crisis documents for values as described by Rokeach (1973), Schwartz (1994), and other scholars (DiMaggio, 2015; Durant, 2006; Erisen & Villalobos, 2014; Kinnier, Dannenbaum, Lee, Aasen, & Kernes, 2004; Steele & Redding, 1962; Ulmer & Sellnow, 2002). In the second cycle, focused coding helped refine and further categorize the identified values for themes. As a result of the coding process, 15 primary values communicated by the 10 top-rated American presidents after crises appeared, and five practical themes that may help future crisis leaders foster renewal emerged.