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A Phenomenological Study of Hybrid Employees and Their Perceptions of Leadership Behaviors That Create a Successful Hybrid Organization

A Phenomenological Study of Hybrid Employees and Their Perceptions of Leadership Behaviors That Create a Successful Hybrid Organization

Check Tamufor | 2023

Abstract

The COVID-19 pandemic altered the work habits of millions of people. Before the global health crisis, the hybrid work method, in which an employee works partially at home and at the office, was reserved for certain professions and industries. Recent economic difficulties and the sophisticated technology inherent in a global economy have paved the way for a more connected workforce in traditionally disjointed settings. Hybrid work has distinct advantages for both organizations and employees. Employers save money by reducing the costs associated with physical footprints, and employees save time and money commuting. While hybrid organizations may appear to be a panacea for the economic and time complexities that plague employees and corporations, their success poses a viable challenge to leaders. Leaders must change their leadership behaviors to lead more effectively in the hybrid workspace rather than leading less in a relatively anonymous environment. The research presented explored and provided insights into leadership behaviors that positively or negatively influence the success of hybrid organizations through a phenomenological study. I examined leadership behaviors from the perspective of hybrid workers by analyzing research that defines a successful hybrid organization as one that maintains metrics that are equal to or exceed in-office environments in terms of leadership behavior and employee productivity.

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Paradox and Transition: Exploring Women Veteran

Paradox and Transition: Exploring Women Veteran’s Leadership Identity Construction From Military Leader to Civilian Leader

Amelia Frances Underwood | 2023

Abstract

The purpose of this qualitative phenomenological research study was to explore the lived experiences of women veteran leaders and how they constructed and negotiated their leadership identity as they transitioned from leaders in active-duty military service to leaders in the civilian workplace. This study’s intersectional approach investigated the lived experiences of five noncommissioned officer women veterans and five officer female veteran leaders who currently or have served in a civilian leadership position. I applied Schlossberg’s (1981) 4S’s of transition (situations, self-directed actions, supports, and strategies) to better understand women veterans’ perceptions of their transitional experiences from military leader to civilian leader. Eight themes emerged in this study that addressed how the military-to-civilian (MTC) transition process positively and negatively impacted the participants’ perceptions of their leadership identity. As women combat veterans, all of the participants in this study expressed great pride in their military service and readily claimed their veteran status within their civilian work environments. The participants identified positive impacts of MTC to include valuable relationship-building with other military women and women veterans and an increased desire to help other women in the workplace. The participants experienced a multitude of struggles following MTC to include homelessness, posttraumatic stress disorder, alcohol addiction, legal trouble, serious health issues, grieving the loss of a spouse and fellow servicemembers, financial difficulties, and feeling a sense of loss that deteriorated their perceptions of themselves as leaders. The participants shared how their MTC transition offered them new insights into their leadership identity to include increased levels of empathy and understanding of others while also recognizing the need to establish personal and professional boundaries, speak up more, delegate more, and regulate their emotions. The findings indicated that women veterans require additional time, networking skills training, and opportunities to network such as virtual and in-person conferences before, during, and after MTC. Recommendations included civilian organizations efforts to recognize women veteran’s military contributions while also building communities of support for transitioning women veterans in their workplaces.

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Toward Understanding the Mental Drivers of Transformational Leadership Behaviors

Toward Understanding the Mental Drivers of Transformational Leadership Behaviors

Megan Weinkauf | 2023

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Understanding what drives transformational leadership (TL) behavior is a growing interest for researchers (Bauman, 2013; Gardner et al., 2011; Hurst, 2012; North, 2017; North et al., 2019; Rock, 2010; Yukl, 2012). To answer the call, this dissertation specifically sought to understand the mental drivers of TL behavior. Downtown (1973) sparked a movement to develop the theory of TL stemming from dissatisfaction with charismatic leaders’ actions not aligning with their words. Burns (1978), Bass (1985), and then Bass and Avolio (1992) answered the call of Downtown and built out the TL theory and framework. Hartman (1967) developed a way to understand thought patterns through value theory and the Hartman Value Profile. Blanchard (2003) built upon the work of Hartman and developed the Habit Finder Assessment, which provides a way to understand how mental drivers support or sabotage your behavioral efforts. The Multifactor Leadership Questionnaire (5X Short) in the study assessed TL behaviors and the Habit Finder Assessment to understand the mental drivers. In the hypotheses testing, each category of the Habit Finder (My Dreams, My Joy, My Self, People, Work, and Structure) was analyzed through Pearson correlation to determine a relationship. The relationship between TL and the Habit Finder People construct was β = .18 and p = .03. Although statistically weak, it is still significant due to the other factors in evaluating the complexities of human behavior and mental drivers (Pearl & Mackenzie, 2018). The amount of variance HF-People accounts for predicts or explains in TL behaviors unique to itself is significant. That means the HF-People score explains something in TL that the other five areas of Dreams, Joy, Self, Work and Structure did not explain. Thus, HF-People uniquely explained a significant amount of variance in TL behaviors. Additionally, the People category of the Habit Finder provided a level of correlation with TL. Although the other categories of the Habit Finder did not have a direct correlation, each habit within every category impacts the habits of thinking about people.

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Diverse Models of Change Agency: Sitting at the Table of the Black Church

Diverse Models of Change Agency: Sitting at the Table of the Black Church

Lionel Frazier White II | 2023

Abstract This qualitative study explored the radical and revolutionary change agency of the Black church, looking to understand better the church’s impact on its congregation and community. Because research often selects who is readily available or who is preferred, this study focused on identifying the Black church’s diverse, underresearched perspectives. Lastly, the goal was to not summon the church to the table of research but for research to take a seat at the table of the Black church. It is enlightening, in recalling the traditions of the Black church, that qualitative study allows for the tradition of the testimony to be a vehicle for scientific research. It will be interesting if the use in a secular purpose will revive the practice in the religious context.

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A Phenomenological Analysis of the Effects of Leader Toxicity: Examining the Lived Experiences of U.S. Naval Officers Exposed to Toxic Leadership

A Phenomenological Analysis of the Effects of Leader Toxicity: Examining the Lived Experiences of U.S. Naval Officers Exposed to Toxic Leadership

Emmanuel Mamaril | 2023

Abstract

The purpose of this dissertation was to understand the perspectives of followers/subordinates exposed and subjected to toxic leadership within the United States (U.S.) Navy. Specifically, this study centered on the lived experiences of U.S. Navy junior officers with leader toxicity and how they coped with such circumstances. The goals of this study were to add to the growing dark leadership literature with an emphasis on specifically contributing to the U.S. military toxic leadership literature from the U.S. Navy perspective. A phenomenological inquiry design was employed to capture the study participants’ perceptions and descriptions regarding their experiences with toxic leadership. To further investigate the study’s chosen phenomenon of understanding U.S. Navy junior officers’ experiences with toxic leadership and how they coped with the leader toxicity, an in-depth review of existing studies regarding dark leadership, toxic leadership, and subordinate coping strategies was conducted. The in-depth review of the available literature regarding these topics helped inform the generation of the study’s two research questions that consisted of the following: (a) What are the lived experiences of U.S. Navy junior officers with toxic leadership? (b) How do U.S. Navy junior officers cope with leaders and supervisors who exhibit actions, behaviors, and conduct associated with toxic leadership? In order to collect data to answer these two research questions, an open-ended format interview guide that contained 11 questions was applied during the interviews with the five study participants. Applying an iterative coding process to the collected data from the interviews yielded eight overall themes that provided insights in helping answer the study’s two research questions. Four of the themes described the lived experiences of the participants with toxic leadership as debilitating, negative, relentless, and resilience building. The other four themes explained how the participants coped with the leader toxicity through reframing, responding directly, avoidance, and seeking help. This study provided insights for U.S. Navy leaders to explore that may contribute to the emergence of toxic leadership and offered suggestions for subordinates and victims on how to manage challenges associated with toxic leadership.

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Identifying Factors Influencing the Choice of Full-Time Ministry as a Vocation

Identifying Factors Influencing the Choice of Full-Time Ministry as a Vocation

Mark L. Milioni | 2023

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The purpose of this qualitative analysis was to determine the identifiable factors in the life and environment of those that choose the vocation of full-time ministry. Churches in the United States are experiencing a concerning decline in the number of pastors available to fill their pulpits. Is it possible to understand better how God works in lives to encourage men and women to pursue a life of ministry? Can the factors surrounding the experience of those that have experienced a calling be identified? Can these factors help determine the environment in which God works to call a person? Can we better understand how God is preparing a person for a calling? If these questions can be answered, then perhaps the decline in the number of people choosing ministry as a vocation can be stemmed. The researcher sought to explore the phenomena of the environment in which specific influences may impact the choice of ministry as a career. The researcher employed a qualitative study to answer these questions. The primary method of gathering data for this study was semi-structured interviews. Twelve successful career ministry leaders who met the study criteria were asked eight questions in face-to-face narrative interviews. Evidence was gathered through these interviews to discover common themes, phenomena, and environmental influences that led to the participants’ choice of ministry as a career. The collected data was analyzed using multiple cycles of coding. Four primary environmental influences were identified that impact the choice of ministry as a career choice: Godly Family and Home Environment, Church is the Center of Family Culture, Mentors that Show Interest and Give Encouragement Toward Ministry, and Significant Spiritual Experiences. This study can contribute to understanding and identifying those with a life that God may be preparing for His service.

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A Qualitative Investigation of Organizational Communication During Change

A Qualitative Investigation of Organizational Communication During Change

Chad Matthew Minor | 2023

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There is currently a gap in the literature surrounding organizational communication and its impact on follower emotions and workplace efficiency. This phenomenological qualitative inquiry investigated the organizational change of Christ Community Church, how it was communicated, and the impact that the communication style had on follower emotion and workplace efficiency. This research benefits organizations navigating through change, the impact change has on followers, and how organizations can effectively communicate change. This research identifies how the style and method of communicating change impacts followers’ emotions and workplace efficiency. This qualitative analysis determines if various organizational communication methods negatively affect followers’ emotions and workplace efficiency. Through snowball sampling, the research demonstrates data saturation that highlights the outcome of ineffective communication and its negative impact on followers’ emotions and workplace efficiency. This analysis provides literature on organizational communication, change, and followership while determining the importance of future research on how communication impacts followers. This phenomenological analysis provides organizations with research about the method of organizational communication during change and gives them the ability to identify follower emotions during change, thus allowing them to develop a positive organizational culture.

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Mentorship Praxis: A Case Study of Regent University

Mentorship Praxis: A Case Study of Regent University’s School of Business & Leadership Executive Mentor Program

Brian T. Moore | 2023

Abstract Purpose. This case study aimed to explore and explain the praxis and outcomes of contemporary mentorship and servant leadership in Regent University’s School of Business & Leadership Executive Mentor Program (EMP) from the perspectives of volunteer mentors and student mentees. Methodology. I used quantitative and qualitative approaches in a one-phase convergent mixed methods design to simultaneously collect quantitative and qualitative data for analysis and comparison. The quantitative approach included (a) nonexperimental and cross-sectional survey design, (b) internet survey data collection, (c) EMP mentor and mentee populations, (d) single-stage sampling procedures, (e) nonprobability sampling, (f) the Essential Servant Leadership Behaviors (ESLB) instrument, (g) independent t test for analysis of variance of mentor and mentee groups, and (h) single-sample t test for frequency analysis of groups. The qualitative approach included a phenomenological design with purposive sampling and semistructured interview methods. I analyzed data in a three-phase cycle: (a) first cycle Exploratory Coding methods, (b) second cycle Cumulative Coding methods, and (c) the development of first and second cycle coding tables for comparison, analysis, and theme refinement. Findings and Results. This case study (a) revealed three emergent servant leadership attitudinal, behavioral, and performance outcome themes; (b) exposed the need for improvements within the EMP; (c) recommended the need to modify the ESLB for testing and universal application; and (d) presented the emergence of the mentorship succession theory (MST). First, exploring the praxis of the EMP revealed the emergence of three overlapping and integrated servant leadership themes: (a) attitudinal outcomes (feelings and emotions), (b) behavioral outcomes (actions), and (c) performance outcomes (gains or improvements). EMP mentors and mentees perceived high levels of servant leadership attitudinal, behavioral, and performance outcomes while at the same time noting areas for improvement. Second, the ESLB instrument had two limitations: workplace and leaders-rating focus. Future research testing and validating the modified ESLB could lead to a one-factor servant leadership instrument with counterpart and self-ratings for universal application. Third, this dissertation presented the emergence of the MST. More specifically, with leadership as a means of succession, MST is a succession process whereby one generation perpetuates the next through servant leadership. First, succession is the beginning and continuation of generational groups. Second, the MST process is not bound to personal characteristics, traits, or designated leaders. The MST is the process of applying servant leadership attitudes and behaviors for succession. Third, generation under the MST construct encompasses groups to include, but is not limited to, individuals, families, organizations, nations, and mankind. Fourth and final, servant leadership in the context of MST is a system of leadership built on timeless biblical principles from which all other leadership theories spring: Servant leadership actuates succession. With this in mind, more research is needed to explore, explain, and validate the MST.

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Development of an Instrument to Measure the Relationship Between Redemptive Leadership, Learning from Failures, and Psychological Safety

Development of an Instrument to Measure the Relationship Between Redemptive Leadership, Learning from Failures, and Psychological Safety

Angela Nicholas | 2023

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This study aimed to develop a valid and reliable instrument to expand the theoretical understanding of redemptive leadership in the workplace. I developed and validated the Redemptive Leadership Scale using DeVellis’s (2003) scale development methodology, factor analysis, and reliability analysis. The Redemptive Leadership Scale measures the redemptive leadership characteristics and behaviors of humility, accountability, empowerment, redemptive love, and interest in developing others. I utilized the Redemptive Leadership Scale, along with Carmeli’s (2007) measure of failure-based learning behaviors and Carmeli and Gittel’s (2009) measure of psychological safety, to conduct a quantitative study to investigate the relationship between redemptive leadership, learning from failures, and psychological safety. The findings of this study confirmed the hypotheses that redemptive leadership is positively related to learning from failures, and psychological safety is positively related to learning from failures. However, this study did not support the hypotheses regarding a positive relationship between redemptive leadership and psychological safety and psychological safety as a mediator between redemptive leadership and learning from failures. This study demonstrated that redemptive leadership is an applicable approach to effectively managing employees and creating a culture that supports effective learning to meet and achieve organizational goals and objectives. The development of the Redemptive Leadership Scale will aid in further empirical research regarding redemptive leadership in the workplace. This study also contributes to the scholarly and practitioner literature regarding human resource development, organizational learning, learning from failures, leadership development, organizational development, and performance management of employees. Recommendations for future research include evaluating test–retest reliability of the Redemptive Leadership Scale, assessing discriminant validity between redemptive leadership and servant leadership, and exploring the relationship between redemptive leadership and other organizational constructs.

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The Impact of Transformational Leadership on Successful Succession in Philanthropic Family Organizations

The Impact of Transformational Leadership on Successful Succession in Philanthropic Family Organizations

J. Todd Nichols | 2023

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Successful succession in philanthropic family organizations was analyzed through the lens of transformational leadership theory. The methodology used was a hermeneutic guided interview approach. Nine participants from four philanthropic family organizations participated in the research. In vivo coding, based in grounded theory methodology, was used to analyze each narrative. The coding stages follow: open coding (to see what themes emerge), axial coding (to ascertain the linkages between these themes), and selective coding (to make sense of the megathemes and examine the work from a holistic view). Eighteen noteworthy codes with three subcodes were identified. From these codes, three megathemes emerged: values, factors shaping succession, and leadership. Selective coding identified three primary themes: spirituality, strength of family relationships (loving, nurturing relationships, and communication), and succession as an elemental and organic process. Finally, these three megathemes were analyzed through the lens of transformational leadership theory attributes of individualize consideration, intellectual stimulation, inspirational motivation, and idealized influence. The analysis found that aspects of transformational leadership were observed in each philanthropic family organization. However, transformational leadership was not the only leadership style identified. Ultimately, successful succession occurred through the strength of family relationships, aspects of spirituality based in orthodoxy or orthopraxy, and that succession was an elemental and organic process.

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