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Women in Ecclesial Leadership: An Exegetical Study of Galatians 3:26-29

Women in Ecclesial Leadership: An Exegetical Study of Galatians 3:26-29

Edna M. Perkins | 2020

Abstract

Galatians 3:26-29 proclaims that all who have received Christ as Lord and Savior are sons of God, suggesting that women have equal authority in the church. Galatians 3:28 has received substantial scholarly attention in recent years as part of the modern-day Christian debate of the role of women in the church. Galatians 3:26-29 proclaims that all in Christ, men as well as women, are sons of God, clothed with Christ, and heirs of the promise given to Abraham. However, there are still those in the modern church who limit this spiritual empowerment by asserting that women are not authorized to have teaching and authority roles over men. This study purports that the canonical established essential qualities of Galatian 3:26-29 in the New Testament demands that this passage is an authoritative instruction to all the church for every generation and all dwellings. The actual meaning of this passage is critical for our times, and we ought to discover how the Galatians understood the text. Hence, in light of the present confusion for many Christians, Galatians 3:26-29 was investigated by setting this verse in its historical and cultural context before examining the biblical exegetical intricacies involved. My methodology was social–scientific criticism and sociohistorical criticism, having the fundamental postulation that taking into consideration the historical conditions under which literature was created leads to a closer comprehension of the original meaning of the texts to their writers and first hearers. This is a textual study, exploring the history of the interpretation of Galatians 3:26-29 that may or may not have influenced the lives of women in various communities throughout the early church. The study concludes how the verses were understood and how they may or may not affect leadership roles for women in the modern church. When Galatians 3:26-29 and the implication of what it means to be a son of God are fully understood, it will be noted that a woman can be empowered and anointed to minister in the Spirit with full leadership roles with no limitations.

Followership and Personality

Followership and Personality

Sarah Rolle | 2020

Abstract

The purpose of this paper was to describe the predictive relationships between the personality dimensions of HEXACO on followers’ Critical Thinking and Engagement. Based on the literature review, the researcher developed 12 hypotheses to guide the data collection and analysis. The researcher administered the HEXACO Scale and Kelley’s Followership Scale through an online survey tool and performed regression analysis on the resulting 111 follower responses. The results revealed that certain personality dimensions significantly predicted follower Critical Thinking and Engagement. Specifically, Conscientiousness and Openness to Experience positively predicted follower Critical Thinking, and Emotionality negatively predicted follower Critical Thinking. Honesty-Humility and Conscientiousness positively predicted follower Engagement, and Emotionality negatively predicted follower Engagement. These results have corresponding implications for organizations, leaders, and followers. Organizations can use these findings to improve hiring and promoting by placing followers with the desired attributes in select positions. Leaders could employ their knowledge of the follower’s personality, Critical Thinking, and Engagement to build teams and develop followers. This knowledge assists followers through self-awareness, self-improvement, and peer-mentorship. This is the first study to investigate the HEXACO dimensions of personality on followership using multiple regression. Future researchers should expand the field of followership through follower-centric studies.

The Co-Shepherd Metaphor: An Examination of the Ecclesial Leader

The Co-Shepherd Metaphor: An Examination of the Ecclesial Leader’s Identity Formation Using a Sociorhetorical Analysis of Acts 20:17-38 and 1 Peter 5:1-11

Adam Schwenk | 2020

Abstract

The research examined the role of the shepherd metaphor in the context of an ecclesial leadership team. The study utilized sociorhetorical analysis on the content in Acts 20:17-38 and 1 Peter 5:1-11 in order to observe the relationship between shared leadership theory and the ecclesial team’s identity formation of shepherding. The research revealed positive convergence of the constructs. Specifically, the results demonstrated five themes: teamwork, shepherding techniques, humility, mentorship, and perseverance. Also, these themes produced 10 principles for ecclesial leaders to implement in their organizations. For instance, the first principle is that teamwork shares the workload. Further, the results revealed the potential for a new shared ecclesial leadership theory to be tested.

Organizational Commitment: The Contribution of Follower Implicit Followership Theories

Organizational Commitment: The Contribution of Follower Implicit Followership Theories

John Estorge | 2020

Abstract

Organizational leaders seek to develop organizational commitment among their employees. Employees who display organizational commitment typically have higher job performance, lower absenteeism, and lower turnover, which enhances organizational objectives. The organizational commitment of followers can be measured from the perspective of their leaders or it can be measured from the perspective of the followers. Moreover, leaders have their own implicit followership theories, and followers, in turn, also possess implicit followership theories. The current study analyzes the relationship between the implicit followership theories of followers (FIFTs), comprised of the individual assumptions about the traits, behaviors, and characteristics of followers, and the affective organizational commitment of those same followers. Additionally, the study examines the influence of a follower’s identification with prototypical and antiprototypical followership on the relationships between affective organizational commitment, leader–member exchange (LMX), and in-role and extrarole performance behaviors. This study effectively demonstrates the influence of FIFTs on follower affective organizational commitment. The research samples 207 respondents across various industries, with varied tenures, and different organizational levels within U.S. businesses and nonprofit organizations. Several measurement instruments are utilized from Eisenberger, Karagonlar, et al.’s (2010) study; additionally, the Sy (2010) implicit follower theory scale is used. This research satisfies the call from Sy for future exploration of IFTs on leader–follower interpersonal outcomes and other theories positing the leader’s role in shaping follower performance outcomes. Additionally, Eisenberger, Karagonlar, et al. demonstrated that previously unexplained variations in the strength of the relationship between LMX and affective organizational commitment could be explained by SOE but suggested that future research could extend the concept of organizational embodiment to other organizational entities besides supervisors. While Eisenberger, Karagonlar, et al. determined that SOE was a key moderator of the degree to which the quality of LMX relationships impacted employee commitment and performance, this study proposes to examine follower IFTs as a potential moderator.

Keywords: affective organizational commitment, extrarole performance, followership, implicit followership theory, in-role performance, leader–member exchange

Women and Leadership: Leadership Characteristics of the Forum for African Women Educationalists (FAWE) and their Impact on the Education of the Girl Child in Sierra Leone

Women and Leadership: Leadership Characteristics of the Forum for African Women Educationalists (FAWE) and their Impact on the Education of the Girl Child in Sierra Leone

Anthonia Ogochukwu Ezeibekwe | 2020

Abstract

This phenomenological study explored the leadership characteristics of the women leaders of the Forum for African Women Educationalists (FAWE) as advocates and their impact on the education of the girl child in Sierra Leone. Semi-structured, in-depth interviews were utilized to capture the lived experiences of ten women leaders of the FAWE, to answer the two research questions: what shared leadership characteristics exist among women leaders-as-advocates, and what is their traceable impact upon the education of the girl child in Sierra Leone? The findings from the first part of the research question indicated that women leaders in this context demonstrated the following leadership characteristics: internal, action-oriented, and circumstantial leadership characteristics. The findings for the second part of the question indicated that the women leaders utilized their unique leadership characteristics and made the following direct impact on the girls: educational and holistic impact. This study contributed to a deeper understanding of the unique transformative qualities that women leaders, particularly African women, bring in effective advocacy leadership. This study also contributed to the scholarly literature in filling a research gap about the characteristics of women leaders as advocates, and their impact on the education of the girl child in Africa, particularly in Sierra Leone. Research limitations and recommendations for future research were presented.

Towards a Model of Transformational Pastoral Leadership: A Socio-Rhetorical Analysis of Paul

Towards a Model of Transformational Pastoral Leadership: A Socio-Rhetorical Analysis of Paul’s Letter to the Philippians

William Timothy Gregory | 2020

Abstract

It is local pastors’ responsibility and the privilege of helping their congregational members to step into the transformation that God has called each of His followers to experience. God brings the transformation, but the local pastor helps to facilitate it, and must lead in a manner that brings their congregational members to a place where they can grow and mature, being continually transformed into the new creation to which God has called them. Therefore, pastoral leadership must be transformational in nature, ushering in the transformational change that comes with spiritual maturity and growth. I sought to examine the Book of Philippians through a social rhetorical analysis to answer three questions. Firstly, what are the implications of transformational leadership from a biblical perspective? Secondly, what are the implications of pastoral leadership from a biblical perspective? Thirdly, does the Book of Philippians offer a biblical framework for transformational pastoral leadership? If so, what are the constructs? Through analysis, I identified twelve themes regarding transformational leadership and pastoral leadership. I identified three themes surrounding transformational leadership: (a) needed transformation; (b) distinctively transformed behavior; and (c) ongoing transformation. I identified nine themes surrounding pastoral leadership: (a) godly examples; (b) personal attention; (c) authentic behavior; (d) gospel infusion; (e) corrective (f) teaching; (g) clarity of vision; (h) humility, (i) sacrifice; and (j) looking to Christ. Through the social rhetorical analysis, I identified a clear and strong framework for a model of transformational pastoral leadership, containing six constructs: (a) eternal perspective; (b) Great Commission driven; (c) humbly sacrificial; (d) personal involvement; (e) Scriptural evaluation; and (f) Christ dependency.

The Moderating Role of Subordinate Political Skill in the Relationship Between Abusive Supervision and Affective Organizational Commitment

The Moderating Role of Subordinate Political Skill in the Relationship Between Abusive Supervision and Affective Organizational Commitment

Daniel Holmquist | 2020

Abstract

This study responded to the need for additional research into abusive supervision (a) from a subordinate perspective, (b) on effective coping strategies, and (c) using broad leadership concepts. The dissertation examined the moderating role of subordinate political skill in the negative relationship between abusive supervision and the outcome of affective organizational commitment. This quantitative study surveyed employees’ perceptions of their experiences of abusive supervision, their political skill, and their affective organizational commitment. Participants consisted of adult full-time employees in the United States who have worked at their present place of employment for at least 5 years and who interact with their abusive supervisor at least weekly. Multiple regression analysis revealed that social astuteness moderated the negative relationship between abusive supervision and affective organizational commitment; however, interpersonal influence, networking ability, and apparent sincerity did not moderate this relationship. This study provides a more intricate explanation of the impact of abusive supervision on affective organizational commitment. Social astuteness, as carried out by subordinates, functions as an effective coping strategy. This investigation opens up many opportunities for future research on the role of social astuteness in moderating the negative outcomes of abusive supervision, which will continue to contribute to the growing understanding of, and solutions to abusive supervision.

The Last Discourse: Jesus and Sensegiving in the Gospel of John

The Last Discourse: Jesus and Sensegiving in the Gospel of John

Elizabeth Kathrina Hunt | 2020

Abstract

The purpose of the study rested in seeking the sensegiving practices Jesus used and expressed in the last discourse to the disciples in John 14-16 and how those practices inform what scholars have proposed about sensegiving in organizational change. John 14-16 includes Jesus’s last words directed toward the disciples before his death and resurrection. As the most extended section of dialogue attributed to Jesus in the New Testament, the text focuses on Jesus‘s verbal attempts to help the disciples make sense of his impending departure. As such, the text provides a significant data set to analyze in terms of rhetorical sensegiving practices by a leader preceeding a substantial change. The analysis supported previous research that has highlighted the role of the leader as a meaning maker and sensemaker, the need to address both cognitive and emotional aspects in sensegiving, and the use of persuasive methods in sensegiving. The sociorhetorical inner-texture analysis of John 14-16 produced two principles, several methods, and several functions related to sensegiving. First, the study provided the principles of attending to relationship and role ambiguity as important components the sensegiving process. Second, the analysis provided a clear picture of the use of persuasive and cognitive methods in managing and guiding affective states during sensegiving. Finally, the analysis provided support for the functions of the last discourse as empowering, advising, consoling, teaching, and critiquing and also provided a link to and expression of these functions as part of the sensegiving process.

Follow the Leader: Middle Management and Supervisors

Follow the Leader: Middle Management and Supervisors’ Impacts on Work-Life Balance Practices

Demita LaGail Alexander-Wright | 2020

Abstract

The current organizational landscape, with its calls for flexibility, innovation, and rapid response to change, has resulted in increased work demands and longer working hours for many employees (Brett & Stroh, 2003; Lewis & Cooper, 2005).

Also, access to technology, such as smartphones, widespread internet, social media, and video chatting, has increased the amount of time people spend working (Voydanoff, 1988), thus making work-life balance (WLB) an important social and organizational issue (Kanwar et al., 2009). Many organizations have implemented family-friendly workplaces for their employees (Kossek & Van Dyne, 2008; Lobel & Kossek, 1996). Research has suggested that supportive supervisor behaviors might influence employees’ perceptions of family-friendly programs (Batt & Valcour, 2003; Thomas & Ganster, 1995; Thompson & Prottas, 2005). However, few studies have examined the effects of leadership as it relates to promoting the success of family-friendly programs and WLB. The purpose of this qualitative, phenomenological study was to examine the extent to which managers and supervisors practiced and expressed value for work-life balance impacts on their organization’s commitment to implementing family-friendly workplace policies. The ultimate goal of this study is to answer the question: “Do middle managers and supervisors practice work-life balance within their own lives?” Both Kahn et al.’s (1981) role theory and Grandey and Cropanzano’s (1999) conservation of resources (COR) model were used as theoretical frameworks for this study. This study utilized seven standardized open-ended questions to explore strategies used by 13 managers and supervisors to achieve work-life balance. The findings in this study support the literature surrounding those in the modern-day workforce working long hours and not being able to complete daily tasks by the end of each workday. Also, the managers and supervisors in this study with children at home experienced more challenges in the family domain. Furthermore, the new normal of COVID-19 and its effect on the external environment has created different types of challenges for both the managers and supervisors and the organizations where they are employed.

Generative Leadership: A Case Study on Senior Leaders in the Council for Christian Colleges and Universities

Generative Leadership: A Case Study on Senior Leaders in the Council for Christian Colleges and Universities

Neal Anderson | 2020

Abstract

The purpose of this research was to bring greater insight to the concept of generative leadership. The value of this study is both practical and academic. Leaders aspiring to increase their generative leadership and researchers wishing to better understand the nuances of generative leadership will benefit from the results. The conceptual background that forms the basis for generative leadership stems from Erikson’s (1950, 1968) work on generativity as a core construct in social and personal development theory. According to Ghislieri and Gatti (2012), Erikson’s focus on generativity is ultimately “a concern for establishing and guiding the next generation, a call for care and oriented towards making others grow” (p. 263). According to Surie and Hazy (2006), generative leadership is ultimately a management process orientation, a way of viewing relationships, organizational processes, and the management structure itself. This study takes Hazy and Uhl-Bien’s (2015) suggestion for further research in understanding generative leadership by asking the research question, What are the key behaviors and decisions of effective generative leaders? In order to better understand the behaviors and decisions of effective generative leaders, I used a case study methodology. Participants included five senior leaders from the Council for Christian Colleges and Universities (CCCU). The participants were selected using a purposive sample that resulted from the recommendations of industry professionals. Data was collected through semi-structured interviews with each senior leader individually. Data was analyzed using a two-phase coding approaching through descriptive coding (Phase 1) and patterning coding (Phase 2). Thirteen themes emerged from the coding analysis that helped answer the research question. The 13 emergent themes included intentional relationships, leadership confidence, development orientation, authentic leadership, spirituality, informed decision making, resourcing staff, anchored leadership, leading self, focused leadership, optimism, honesty, and humility. As a result, researchers and practitioners now have a greater knowledge base of generative leadership, helping to inform future research and provide practical application for generative leaders.