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Leadership Presence Within Transformational Pastoral Leadership: An Exegesis of Matthew 16

Leadership Presence Within Transformational Pastoral Leadership: An Exegesis of Matthew 16

Doreen F. Oconnor | 2023

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This study examined transformational pastoral leadership and ecclesial leadership presence through a sociorhetorical analysis of Matthew 16. The study of transformational pastoral leadership was derived from the literature on transformational leadership and distinguished through studies specific to the ecclesial context. Furthermore, leadership presence literature was reviewed, as was case study research on the burgeoning field of ecclesial leadership presence to establish behaviors and skill sets recognized as increasing perceptions of leadership effectiveness. The research applied exegetical methodologies of sociorhetorical criticism and included rhetorolect analyses, as well as analysis of the textural layers. The exegetical study provided data to assess support for the constructs of transformational pastoral leadership, including idealized influence, inspirational motivation, intellectual stimulation, and individual consideration within the ecclesial context. Furthermore, the data were compared to behaviors and skills recognized as contributing to principles of ecclesial leadership presences. The exegesis supported the four constructs of transformational pastoral leadership and provided guidance in the application of these constructs to the modern ecclesial context. The study provided limited support for the behaviors and skills that support ecclesial leadership presence as a method for increasing perceptions of leadership effectiveness and furthermore recommends additional exegetical study to develop operational definitions that will guide the expectations of these behaviors and skills.

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Leadership in Lutheran Church-Missouri Synod (LCMS) Universities: An Exploration of Perceived Organizational Support and Motivation to Lead in Relation to Gender, Marital Status, and Parental Status

Leadership in Lutheran Church-Missouri Synod (LCMS) Universities: An Exploration of Perceived Organizational Support and Motivation to Lead in Relation to Gender, Marital Status, and Parental Status

Kellie Playter | 2023

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There is a lack of women in leadership in organizations worldwide, but especially in Christian higher education (Longman & Anderson, 2016). While some research has been conducted to better understand this phenomenon in Christian universities, only one other study to date has examined gender differences in Lutheran Church-Missouri Synod (LCMS) universities that are part of the largest Protestant school system in the United States (Concordia University System [CUS], n.d.). With student bodies becoming increasingly diverse, it is even more important to have women and diversity among presidents and senior leadership because “leadership must reflect the voices of those served” (Hsu, 2021, p. 35). The purpose of this quantitative study was to better understand why there is a lack of women in senior leadership roles across the CUS, which is overseen by the LCMS, and compare perceptions of perceived organizational support (POS) and motivation to lead (MTL) by gender. In addition, marital status and parental status were considered to see if there was also a significant difference in POS and MTL within these groups. An online survey was distributed to full-time faculty and staff at three LCMS universities in the CUS. The data were analyzed through several t tests. While it was hypothesized that there would be significant differences in POS and MTL by gender, no support was found. There was also no significant differences in POS and MTL by parental status and marital status except for one significant difference between married and unmarried faculty and social-normative MTL. This finding demonstrates that married employees feel a stronger sense of duty to be leaders in their LCMS institutions. Other findings and directions for future research are discussed. While the results may not be generalizable to all Christian universities, it can help the seven LCMS universities across the United States better understand gender dynamics among their faculty and staff and help advance more women into senior leadership roles in the future.

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Servant Leadership, Service, and Securing the Bridal Sale: Evidential Insight on the Implementation of Servant Leadership and its Effect on Organizational Outcomes During the COVID-19 Crisis

Servant Leadership, Service, and Securing the Bridal Sale: Evidential Insight on the Implementation of Servant Leadership and its Effect on Organizational Outcomes During the COVID-19 Crisis

Adriana J. Pounds | 2023

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Much developmental research has accumulated evidential support that servant leadership positively affects employee morale and certain organizational criteria. However, there is scarce research evidence regarding the relationship between servant leadership implementation and the benefits of this implementation for an organization as a whole. Research has supported that servant leadership has a positive correlation with improving employee performance. Research in the field of servant leadership lacks the evidential connection between improvement in employee performance leading to an improvement in overall organizational performance. Only a few studies have suggested that when servant leadership is implemented in an organization that is a part of the service industry that the organization tends to yield positive outcomes, such as improved organizational performance. Specifically, no studies provide evidence that implementing servant leadership within the bridal service industry results in an increase in organizational performance and an increase in organizational profits, even during a time of international crisis such as the global COVID-19 pandemic. This qualitative, bounded case study expands on the foundational premise of servant leadership as it provides insight that implementing servant leadership in the bridal industry during the COVID-19 pandemic resulted in positive organizational outcomes such as increased performance and profits. Seven semistructured interviews were conducted at three different bridal organizations. In vivo coding and concept coding were used and identified a total of 178 codes and 27 themes, which included empowerment and development of employees; prioritizing employee needs and caring for employees; increase in organizational commitment, loyalty, and performance; and managers implementing servant leadership approach builds a community, builds a positive supportive environment, boosts employee morale, and increases sales. The data revealed that the more servant leadership practices were prevalent in the organization, the greater desire of employees to excel in the organization. These organizations also experienced greater increases in performance and profits during the COVID-19 pandemic.

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Leader-Follower Development: The Relationship Between Followers

Leader-Follower Development: The Relationship Between Followers’ Perception of a Leaders’ Implicit Followership Theory and Psychological Empowerment

Lance Patrick Reichenberger | 2023

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In the post-COVID-19 workplace, the devastation to the supply chain and corporate boards turned upside down as the world went home to work. Understanding and nurturing the leader-follower relationship is required for organizations to survive such challenges. It is time to put the followers first instead of the shareholders, as the followers bring success to the shareholder. This is the first empirical study focused on the human resource side of the business by expanding the critical follower-centered theories. The implicit followership theory (IFT) and concept of psychological empowerment (PE) can change how organizations attract, maintain, and grow their teams. The current dissertation was designed and undertaken to prove a relationship between IFT and PE to determine how to psychologically empower followers through a thorough understanding and growth of the post-millennial generations. This dissertation was designed as a quantitative correlation study with 24 hypotheses tested. The dissertation required a minimum of 128 respondents, as estimated using G*Power. A complex SurveyMonkey questionnaire was created and distributed via targeted emails, social media campaigns, and Slack direct to leaders and managers in the technology industry. The managers completed and IFT Likert scale instrument for each of their followers they chose to include in the research, and the followers completed a PE Likert scale instrument survey. To statistically aggregate the data received from the surveys, I used IBM’s SPSS software. The results from SPSS showed that a few variables and hypotheses were statistically significant and correlated, ranging from -.3 to .92 with a p < .05 within the Good Citizen, Conformity, and Insubordination of the IFT. These findings proved that the leader’s perception of their followers and the follower’s direct report of their PE are associated. The results determined that organizations and academia can benefit from the study, catapulting followership and leadership homogeny.

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A Phenomenological Study of African American Women

A Phenomenological Study of African American Women’s Experiences in Church Leadership

Dwayne Castro | 2023

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Leadership is among the most discussed topics in the contemporary world, as increased competence fosters the institutions’ success; however, continued research has shown that the phenomenon has been a reserve of the masculine males for many decades, leading to women being comprehensively underrepresented, especially in church leadership. Recent observations have shown that women have continually taken leadership roles, which have introduced a new set of challenges faced during their rise to church administrative duties and when they attain full pastoral positions. Some of the obstacles/experienced by clergywomen are related to the societal biases which have permeated society for centuries. These include unconscious bias (external), imposter syndrome (internal), and double-bide paradox. These biases have been reinforced by various biblical perspectives and misinterpretations and the patriarchal society, which has framed leadership as assuming the male figure leading to women leaders facing adverse experiences while undertaking their leadership roles. Further, there is an observed glass cliff situation where women are only appointed to positions of power in the face of crises, setting them to fail, an aspect that reinforces the societal view that women are not equally capable as leaders. Glass cliff is a situation in which women are promoted to leadership positions during a crisis. Based on the above, the researcher designed a qualitative study to investigate the diverse experiences faced by women in church leadership. The researcher used a semistructured interview to analyze the experiences of 12 women in leadership positions drawn from churches adopting egalitarian and complementarian philosophies to make solid inferences on the persistence of the experiences and offer diverse recommendations.

Keywords: Egalitarian, leadership, bias, women leadership, experience, church, church leadership

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The CRED Study: Reimagining the Work, Worth, and Well-Being of American Clergy

The CRED Study: Reimagining the Work, Worth, and Well-Being of American Clergy

Wayne Emmanuel Credle | 2023

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This qualitative study explored the lived experiences of 11 American full-time pastors at the senior and executive level to examine how personal, interpersonal, vocational, and social stress affect the well-being of clergypersons. Completing the study answered the calls of both Asimakoupoulos (1997) and Pooler (2011) who called for new models of organizational support for clergypersons. An exhaustive review of (a) spiritual leadership, (b) Christian leadership, (c) workplace spirituality, and (d) role identity theory was conducted, which yielded five research questions: RQ1: What does a typical day look like for American clergy? RQ2: How does clergy find purpose and meaning at work? RQ3: What is needed for clergy to have purpose and meaning at work? RQ4: How is the well-being of clergy? RQ5: What support do American clergy need to support their work, worth, and well-being? Ten interview questions emerged from the five research questions used in a one-on-one interview with the participants. Participants were chosen from a mixture of convenience sampling and purposive sampling for a 1-hour virtual interview. Participants were between the ages of 33-64, male and female, African American and Caucasian, and represented the Baptist (3), Presbyterian (2), and United Methodist Church (3) as well as nondenominational churches (3). Eight of the participants pastored a local church, and two of the participants served as chaplains at a university and in the Air Force. One participant served as a pastor of two churches and a hospital chaplain. The study concluded that clergypersons do more paperwork than pastoral care; are motivated inwardly, outwardly, and eschatologically; need place, space, and grace; handle stress by integrating, isolating, compartmentalizing, or being actively inactive; and need competitive pay, consistent practices, covenant people, and unconventional principles. As a result, the four domains of connection, restoration, empowerment, and development (CRED) emerged as a tool to assess the needs of clergypersons and assist with crafting strategies of intervention to maintain clergy well-being.

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Leadership in High-Performance Organizations: Quantitative Research on Belonging, Servant Leadership, and Personality in High-Performance Work Systems

Leadership in High-Performance Organizations: Quantitative Research on Belonging, Servant Leadership, and Personality in High-Performance Work Systems

Matthew A. Dussia | 2023

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The relationship between belonging, servant leadership, and personality in high-performance work systems was explored in this quantitative study. The University Belongingness Questionnaire (UBQ), the Global Servant Leadership (SL-7) Assessment, the High-Performance Work Systems Survey (HPWS), and the mini-IPIP were utilized. SurveyMonkey was the online data platform to aggregate data. Advertising took place on selected social media platforms and through various organizations. Descriptive statistics characterized the sample. Pearson product-moment correlation analysis was conducted to determine whether there is a linear association between the variables. If a p-value was less than 0.05, then the hypothesis was correct. The study’s goal was to inform leaders to what extent servant leadership should be employed in high-performance work systems. Authorization from the Regent University Institutional Review Board was obtained before collecting surveys.

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Joyful Leadership Amidst Tragedy and Triumph: A Qualitative Phenomenological Study of the Attributes and Impact of Joyful Leadership in Work and Life

Joyful Leadership Amidst Tragedy and Triumph: A Qualitative Phenomenological Study of the Attributes and Impact of Joyful Leadership in Work and Life

Donald K. Egle | 2023

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The challenges and opportunities of work, life, and leadership are plentiful and diverse. This study explored the attributes and impact of joyful leadership amidst tragedy and triumph. The four established research questions are in direct response to the emerging scholarly call for accelerated discovery related to the topic of joy, the development of the theology of joy, and the development of the science of joy. Qualitative phenomenological methodology is used to engage 12 Evangelical Christian leaders in semistructured interviews that outline their lived experiences relative to joy and leadership. As a result of significant data collection, findings include five key insights and are as follow: growth of a leader, mindset of a leader, commitment to other people, individual and collective success, and close fellowship with God. A joyful leader pursues authentic growth through tragedy and triumph. This ongoing leadership development prepares a leader to choose joy, influence perspective, embrace resolve, and live a life of character. As a result, a joyful leader serves as an example to others, creates meaningful relationships, and cares for the needs of others. This contributes to results, unity, and a flourishing culture. Lastly, joyful leaders walk in close fellowship with God by understanding His purpose and call, the power of prayer, the wisdom of the Word of God, and the active presence of the Holy Spirit.

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Correlations Between Authentic Leadership

Correlations Between Authentic Leadership’s Transparency and Moral/Ethical Scales and Entrepreneurial Orientation’s Innovativeness and Proactiveness Scales

Sharon Hathaway Forrest | 2023

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The purpose of the current study was to examine whether correlations exist between authentic leadership’s (AL) transparency and moral/ethical dimensions and entrepreneurial orientation’s (EO) innovativeness and proactiveness dimensions. The study surveyed 108 online survey respondents, with 16 participants culled mainly for the duration of participation, which was less than or more than expected (i.e., speeders and delayers). In this study, I found that the survey instruments, ALQ and ENTRESCALE, were reliable and produced a viable framework for measurement and analysis of these dimensions in accordance with prior research (Avolio et al., 2018; Knight, 1997) with strong positive correlations between their own dimensions. However, what was unexpected was the lack of significant correlation between the two instruments in the whole of their scales, except for transparency and innovativeness with a weak significant correlation. Of the 17 items included from the two instruments, several items did show the possibility of association should the survey framework be updated with contemporary language and structure to elicit responses more in keeping with this hint of association between transparency and innovativeness. For instance, proactiveness as a dimension was not at all associated and sometimes gave a glimpse of negative association with transparency and moral/ethical leadership behaviors; yet, prior research has indicated an association between proactiveness and transparency and moral/ethical behavior (Bateman & Crant, 1993). Updating the ALQ and ENTRESCALE language and structural approach while maintaining the stability of these instruments will certainly be a research challenge but needful for assessing the observations of early career professionals, which made up the majority of participants for this survey-focused study. For those who hope to provide global society with leadership development measurement tools and curricula to guide humankind with methods and means of the design, development, and use of ethical AI and other advanced technologies, the results of research will prove critical.

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A Qualitative Study of the Relationship between Self-Compassion, Self-Care, and Self-Efficacy Among School Psychologist Leaders

A Qualitative Study of the Relationship between Self-Compassion, Self-Care, and Self-Efficacy Among School Psychologist Leaders

Laura Gali | 2023

Abstract

Self-compassion and self-care are challenges for leaders, including school psychologists who are especially vulnerable to burnout, which could cause harm. The purpose of the study was to explore the relationship between the self-efficacy of school psychologists as caregiving leaders and their self-compassion and self-care. Specifically, the researcher explored the behavioral relationships of self-efficacy, self-care, and self-compassion among school psychologists as caregiving leaders and the role of these relationships in informing stress or burnout in their leadership roles. The researcher used a qualitative descriptive design to gather the participants’ descriptions of the phenomenon to address the posed research questions. It provided an understanding of how to describe the characteristics of self-compassion, self-care, and self-efficacy through their descriptions obtained through semi-structured interviews from the target population, which included school psychologists at public schools in the United States. From the results of the study, the self-compassion behaviors shared by school psychologists include compassionate self-talk, self-advocacy and boundaries, welcoming help, and physical acts of kindness toward themselves. The school psychologists also shared several self-care characteristics, such as mindfulness, common humanity, and kindness. In addition, the researcher found that increasing the school psychologists’ self-confidence and positivity influenced their performance of their duties as caregiving leaders and improved their overall job performance. Additionally, school psychologists influence their colleagues and peers in many ways. School psychologists’ self-compassion, self-care, and self-efficacy helped them manage their stress and burnout. The primary outcomes of self-compassion on preventing burnout included improved mental health, increased resilience, stronger boundaries, and improved mental clarity. The lack of self-awareness among school psychologists contributed to high levels of stress and burnout, leading to adverse outcomes for both the psychologists and the students they serve. The implications for practitioners included mindfulness practice, developing support networks, and creating a culture of self-care and compassion.

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