Academic literature on the topic 'Leader Behavior Description Questionnaire'
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Journal articles on the topic "Leader Behavior Description Questionnaire"
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Bekesiene, Svajone, Ieva Meidute-Kavaliauskiene, and Šárka Hošková-Mayerová. "Military Leader Behavior Formation for Sustainable Country Security." Sustainability 13, no. 8 (April 19, 2021): 4521. http://dx.doi.org/10.3390/su13084521.
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The continuous improvement of military leadership identity to maintain excellent performance with respect to the promotion of mission success is a highly desired by the Lithuanian Armed Forces. This study seeks to identify the criteria for effective leadership behavior that is appreciated by Lithuanian servicemen. The validated Leader Behavior Description Questionnaire (LBDQ XII) was used to collect data representing followers’ preferences with respect to commander–leader behavior by assessing twelve leadership behavior criteria. Additionally, commander–leaders were chosen as experts to judge the importance of the criteria by pair-wise assessment. Consequently, the Fuzzy Decision Making (FDM) with Fuzzy Decision Making Trial and Evaluation Laboratory (DEMATEL) method based on the new concept of the relationship between the influenced and influencing criteria were employed to analyze the ranking using leadership behavior and to establish the causal relationships among the criteria when the collected data were expressed in trapezoidal fuzzy numbers. This study contributes to military leadership by using a novel approach for identifying and prioritizing the behavior criteria for leaders. The results indicate six “cause” constructs: ability to persuade, taking the lead, result orientation, accurate forecasting, building interpersonal relationships, and cooperation with managers. These findings could assist militaries in designing effective improvement strategies for continuous leadership training.
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Snyder, Carey J. "The Effects of Leader Behavior and Organizational Climate on Intercollegiate Coaches’ Job Satisfaction." Journal of Sport Management 4, no. 1 (January 1990): 59–70. http://dx.doi.org/10.1123/jsm.4.1.59.
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The effects of leader behavior and organizational climate on the job satisfaction of intercollegiate coaches were analyzed. The 117 subjects represented 17 California colleges and universities. The instruments used in data collection were the Leader Behavior Description Questionnaire, the Organizational Climate Description Questionnaire, and the Job Descriptive Index. Statistical analysis revealed that the athletic director’s behavior and the climate had direct and indirect effects on job satisfaction. The degree of consideration shown by the athletic director had a strong effect on satisfaction with work and supervision. Coaches’ feelings of detachment and the lack of administrative support showed a negative relationship to satisfaction with work and supervision. Path analytic procedures showed male and female subjects differing with respect to the factors shaping job satisfaction. Consideration helped female coaches feel integrated into the department and supported by the administration. Male subjects viewed consideration as important to the development of morale and rapport with colleagues.
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Bernardin, H. John. "Effect of Reciprocal Leniency on the Relation between Consideration Scores from the Leader Behavior Description Questionnaire and Performance Ratings." Psychological Reports 60, no. 2 (April 1987): 479–87. http://dx.doi.org/10.2466/pr0.1987.60.2.479.
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This study tested the hypothesis that “reciprocal leniency” moderated the relationship between Consideration scores on the Leader Behavior Description Questionnaire—Form XII and performance ratings. Reciprocal leniency was defined as a response style in which scores on the questionnaire are affected by harsh, lenient, or fair ratings made by the supervisor. Results partially supported the hypothesis.
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Gioia, Dennis A., and Henry P. Sims. "On Avoiding the Influence of Implicit Leadership Theories in Leader Behavior Descriptions." Educational and Psychological Measurement 45, no. 2 (July 1985): 217–32. http://dx.doi.org/10.1177/001316448504500204.
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Previous research has shown that questionnaire measures of leader behavior can be susceptible to response bias stemming from individual “implicit leadership theories.” The research reported here extended this work by exploring the impact of implicit theories in a managerial context, using both an objective leader behavior manipulation and a leader performance cue manipulation. The findings confirmed that the popular measure initiating structure as measured by the LBDQ, was indeed responsive to the performance cue manipulation in a manner consistent with previous implicit leadership theory research. However, results from more “behaviorally oriented” measures were not significantly responsive to the performance cue manipulation, but were shown to be very good representations of actual leader behaviors. The discussion focused on how researchers might reduce the bias stemming from implicit leadership theories.
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Head, Thomas C. "An Examination of the Priming Effect as it Pertains to the Leader Behavior Description Questionnaire Form XII." Psychological Reports 68, no. 2 (April 1991): 515–20. http://dx.doi.org/10.2466/pr0.1991.68.2.515.
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Kosasih, Niki. "Pengaruh Perilaku Pemimpin dan Komitmen Karyawan Terhadap Prestasi Kerja Karyawan Pada Puskesmas Desa Aro Kecamatan Muara Bulian." Ekonomis: Journal of Economics and Business 3, no. 1 (March 19, 2019): 27. http://dx.doi.org/10.33087/ekonomis.v3i1.53.
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The title of this study is the Effect of Leader Behavior and Employee Commitment on Employee Work Achievement at Village Aro Health Center, Muara Bulian District. The Effect of Leader Behavior and Employee Commitment is treated as an independent variable and Employee Work Performance is treated as the dependent variable. This study aims to (1) To clarify the description of leader behavior (2) To clarify the picture of employee commitment (3) To clarify the description of employee work performance (4) To analyze the influence of Leader Behavior and Employee Commitment on Work Performance of Village Aro Community Health Center Muara Bulian District . The method used is the survey method. The population as well as samples in this study were 43 respondents. Data collection is done by distributing questionnaires to respondents. Data were analyzed using descriptive statistical analysis and analysis involving the determination of the regression coefficient correlation test. The results of this study indicate that (1) Leader behavior variables based on questions the average value of the 5 indicator indicators amounted to 3.48, it can be seen the respondent answered agree. (2) The leader behavior variable based on the question of the average value of the 5 question indicators is 3.34 so that the respondents can answer neutral. (3) Work performance variables based on the questions of the average value of the 5 question indicators amounted to 3.48, so the respondents answered neutral. (4) Leader Behavior and Employee Commitment have a positive and significant effect on Employee Performance at the Aro Village Health Center, Muara Bulian District, which is 76.6%.
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García García, Inmaculada, and Emilio Sánchez Santa-Bárbara. "Relationship between nurses' leadership styles and power bases." Revista Latino-Americana de Enfermagem 17, no. 3 (June 2009): 295–301. http://dx.doi.org/10.1590/s0104-11692009000300003.
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This quantitative study aimed to empirically evidence the relationship between the power bases of the leader and the leadership styles of nurses. The random sample consisted of 204 nursing professionals from a public hospital. The following measurement instruments were used: the SBDQ (Supervisory Behavior Description Questionnaire) to identify leadership styles and the Power Perception Profile to determine the types of power used by leaders. Descriptive, bivariate and multivariate analyses were used. Based on the results, two relationships proposed by the SLT (Situational Leadership Theory) were verified: between coercive power and S1 leadership style (telling), and between referent power and S3 leadership style (participating). In other cases, results have been opposite to expectations: the use of power proposed by the model decreases the probability of performing the prescribed leadership style.
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Tshen, Ho Wei, and Angeline Khoo. "Leadership Behaviors among Gamers and Student Leaders." International Journal of Cyber Behavior, Psychology and Learning 4, no. 3 (July 2014): 17–33. http://dx.doi.org/10.4018/ijcbpl.2014070102.
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This study explored the relationship between leadership in video games and in real-life. The effects of motivation of play, prosocial orientation, and the social context of play on leadership behavior were also investigated. A Game Leadership Behavior questionnaire was constructed to measure game leadership. Other measures included the Leadership Behavior Description Questionnaire, the Motivation of Play questionnaire, Prosocial Orientation Questionnaire (POQ), and questions identifying the type of game play participants were involved in. A total of 321 students participated in the study. All participants held leadership positions in school. Findings showed that game leadership behavior was positively correlated with real-life leadership and emerged as a predictor of real-life leadership, together with prosocial behavior and social game motivation.
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Faisal, Dr Abdullah, Muhammad Azeem, Farrukh Aysha, Farrukh Amina, Dr Farhat Saleem, and Rubina Nadeem. "Impact of Educational Leadership on Institutional Performance in Pakistan." Journal of Public Administration and Governance 2, no. 1 (January 2, 2012): 57. http://dx.doi.org/10.5296/jpag.v2i1.1385.
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PurposeThis study was undertaken to identify and describe the impact of leadership behaviour of educational leaders (both relation-oriented and task-oriented) along with demographics on institutional performance for the fulfilment of goals of education as envisaged in national documents.Research Design/MethodologyThree questionnaires namely Leadership Behaviour Description Questionnaire (LBDQ), Institutional Performance Questionnaire (IPQ) and Leadership Demographics Checklist (LDC) were developed for the collection of data. The validity and reliability of the instruments was ensured through experts’ opinions and pilot testing. All educational administrators working in educational institutions—schools, colleges situated at district and provincial level formed the population for this study. The population of study was consisted of Principals of Higher Secondary Schools, Degree Colleges and Colleges of Education, District Educational Officers (DEOs), Executive District Officers (EDOs), and their subordinates [DEOs, Dy. DEOs, AEOs and Superintendents] respectively. Leadership Demographics (attributes + situational factors) Checklist was administered to 171educational leaders and 1368 their subordinate / teaching staff. For gathering quick and reliable data all three questionnaires were routed through Additional Secretary (Schools), Education Department. Using that channel more than 90 % data were collected from the field.Major FindingsThe findings of the study revealed that both Relation-Oriented and Task Oriented Behavioural dimensions of educational leaders of the study directly relate to their leadership effectiveness. This evidence also suggests that the strong relationship between these two variables is optional for high leadership effectiveness for achieving the objectives of the organization. The correlation r =.73 shows a strong positive relationship between relation oriented behaviour of educational leaders and institutional performance. Whereas, the correlation r=.74 shows that there is also a strong relationship between task oriented behaviour of educational leaders and institutional performance. Comparison of both behaviours shows that comparatively second relationship is stronger than the previous one even instead of a little difference between their values. Therefore task oriented behaviour of educational leaders has better impact on the performance of institution rather than relation oriented behaviour of educational leaders and institutional performance. Whatsoever are the factors other than educational leaders, the impact of educational leaders on institutional performance cannot be easily ignored. Originality/ValueGiven the findings in this study, a relatively straight forward profile of educational leaders on institutional performance emerges. An effective educational leader according to this study is one who has Task-Oriented Behaviour which reflects the behaviour of the leader as high on relationship i.e. high on consideration, better with professional qualification, interaction with Subordinates/teaching staff enjoyable academic freedom that acts as catalyst in the use of potential of the staff for better instructional efficiency.
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Nauss, Allen. "Leadership Styles of Effective Ministry." Journal of Psychology and Theology 17, no. 1 (March 1989): 59–67. http://dx.doi.org/10.1177/009164718901700109.
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Societal changes in the last half century have raised expectations for today's pastoral ministry. However, ministerial studies to date have revealed no clear picture of effective ministry. Following Malony's (1976) suggestion, this study attempts to identify leadership style as a primary theme. Selected parish office holders were asked first to rate the performance of 310 parish pastors in three districts of the Lutheran Church-Missouri Synod on the Ministerial Function Scale (MFS). Scores were obtained for the original six factors of the MFS (Preacher-Priest, Administrator, Community and Social Involvement, Personal and Spiritual Model, Visitor-Counselor and Teacher) and also for a seventh factor of Evangelist added for this research project. Multiple regression analyses of the parishioners’ ratings of the pastors on the Leader Behavior Description Questionnaire yielded squared coefficients of correlation ranging from .39 to .74 in developing predictive formulae for effectiveness in the seven functions and an overall effectiveness rating. Different styles of effective ministry including primarily sets of leader behaviors were projected for each of the functions. Implications are suggested for seminary and in-service ministerial training.
Dissertations / Theses on the topic "Leader Behavior Description Questionnaire"
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O'Rourke, Thomas J. "A relationship of the Dekalb County profile for assessment of leadership in relationship to the leader behavior description questionnaire." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1985. http://digitalcommons.auctr.edu/dissertations/2943.
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Francois, Seth Ellery. "Trust in Union Leaders and Decline in Union Membership." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4219.
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As of 2015, public opinion of the ethical and honesty standards of labor union leaders was low, with 36% of the public reporting a low or very low rating, and only 18% reporting high or very high ratings. Grounded in leadership behavioral theory, the purpose of this correlation study was to examine the relationship between union members' perceptions of union leadership consideration, union members' perceptions of leadership initiation of structure, and union members' perceptions of leadership trust. Forty-four union members completed a brief demographic survey, the Leader Behavior Description Questionnaire XII, and the Trust and Employee Satisfaction Survey. The results of simultaneous linear regression indicated that model as a whole was able to significantly predict union members' perceptions of leadership trust, F(2,41) = 10.40,
p < .001, R2 = .30. Leadership consideration was the only significantly predictor of union members' perceptions of leadership trust (β = .62, t = 3.23, p = .002). The results may have significance for social change; union leaders can implement leadership consideration to improve the trust levels of members towards union leaders. Further social change implications include the potential to increase union membership. Moreover, society benefits when strong labor unions can provide a pathway to checks and balances that subsequently may improve employees working conditions, worker's pay, local economy, and produce higher quality goods and services.
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Dale, Judith A. (Judith Anne). "Relationship Between Coaches' Leadership Style and Burnout." Thesis, North Texas State University, 1987. https://digital.library.unt.edu/ark:/67531/metadc504017/.
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The purpose of the present study was to examine the relationship between leadership behavior and perceived burnout of coaches. Head coaches from high schools and from Southeast and Southwest Conference universities were included in the sample (N=302). Coaches completed the Maslach Burnout Inventory (MBI), Leader Behavior Description Questionnaire, Social Desirability Scale and a demographic data sheet. Coaches were separated into two leadership behavior groups and classified as Consideration or as Initiating Structure. It was predicted that coaches in the Consideration Group would have a higher level of perceived burnout. A multivariate analysis of variance was conducted and indicated significant differences in four subscales of the MBI. Specifically, coaches in the Consideration Group scored significantly higher in the frequency and intensity dimension of the emotional exhaustion and depersonalization subscales (p<.001).
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Hand, Victoria Sanderlin. "Perceptions and Concerns of Novice Secondary Teachers in Louisiana: The Relationship of Novice Secondary Teacher Stress to Their Perception of Principal Leadership." ScholarWorks@UNO, 2009. http://scholarworks.uno.edu/td/1020.
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The demand for highly qualified teachers is well documented, yet numerous stressors influence educators to leave their positions. The guiding question for this study was: Is there a relationship between perceived principal leadership behavior and the stress experienced by the novice secondary teacher? The target population was novice teachers in Louisiana. The purposive sample was delimited to novice secondary teachers having six semesters of teaching experience or less in grades 6 through 12. The ten largest parishes in Louisiana were selected to sample. Four of the ten parishes granted permission to survey novice secondary teachers. The Leader Behavior Description Questionnaire, Form XII (Stogdill, 1963) was used to determine the perception of principal leadership in two dimensions: consideration behavior and initiation of structure behavior. The Teacher Stress Inventory (Fimian, 1988) was used to collect demographic data on the participants and to determine a composite stress score from five sources of stress and five manifestations of stress. The statistical analyses included stepwise multiple regression and one-way ANOVA. Data were analyzed with the Statistical Package for the Social Science Version16.0 (SPSS). Time management, along with discipline and motivation, were the top two sources of stress for novice teachers. Fatigue manifestation and emotional manifestation were the most conspicuous manifestations of stress. These results reflect relevant issues facing the contemporary teacher. Professional investment, the diminished autonomy teachers experience when the locus of control is external to the classroom, was the single most reliable source of stress to predict both initiating structure and consideration leadership behavior. Emotional manifestation was the single most reliable manifestation of stress to predict initiating structure xiv and consideration leadership behavior. No significant relationship was found between the demographic and organizational variables and stress in the novice secondary teacher. Principal leadership is a potential predictor of teacher retention. Thus, the findings of this study have implications for three specific areas: programs of support for new teachers, preparation and training of principal leadership, and policies that are critical for the successful principal.
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Conner, Lane A. "Correlates of a Past Behavior Interview for the Business Unit Leader: Experience, Motivation, Personality and Cognitive Ability." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc11066/.
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This research evaluates the relationship between various individual differences constructs and performance on a past behavior interview (PBI)-one of the most popular forms of personnel selection interviews used today-within a sample of business unit leader level incumbents and applicants from organizations across the United States. Correlation analysis is conducted on the relationship between overall performance on a PBI and four work-related constructs: Experience, Motivation, Personality, and Cognitive Ability. The existing literature on PBIs and the four independent variables is critically reviewed. As limited research has been conducted on the influence of Experience and Motivation on PBI performance, this study makes unique contributions to the literature regarding impact of these two constructs. The major hypotheses stated that Experience and Motivation would yield significant, positive correlations with PBI performance while Personality and Cognitive Ability would not be significantly correlated with PBIs. Results partially supported the hypotheses-Experience, Motivation, and Personality were significantly related to overall PBI score, while Cognitive Ability was not. Implications for the findings as well as suggestions for future research are discussed.
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Mažonavičienė, Raimonda. "LYDERYSTĖS ĮTAKA GRUPĖS VEIKLOS REZULTATAMS FARMACINĖJE KOMPANIJOJE: LYDERIO ELGSENOS DESKRIPCINĖ ANALIZĖ." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080926_182256-72742.
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Lyderystės įtaka grupės veiklos rezultatams farmacinėje kompanijoje: lyderio elgsenos deskripcinė analizė. Magistro darbas. Magistro darbe teoriniu bei praktiniu aspektu nagrinėjama lyderystės įtaka komandinio darbo rezultatams. Darbo tikslas - išanalizuoti lyderio elgsenos galimybes įtakoti veiklos rezultatus verslo organizacijoje ir nustatyti efektyvios elgsenos ugdymo gaires. Atlikta tyrimo mokslinė analizė, vertinant lyderio elgsenos tyrimo metodą ir lyderio elgsenos įtaką grupės veiklos rezultatams farmacinėje kompanijoje. Nustatyta, kad išnagrinėta ir interpretuota nagrinėtų elgsenos požymių raiška tirtoje organizacijoje leidžia padaryti išvadą, jog lyderio elgsena yra grupės sėkmę įtakojantis veiksnys, skatinantis kiekvieno darbuotojo kūrybingą ir produktyvų darbą. Išanalizavus gautus rezultatus, galima daryti hipotetišką išvadą, kad grupių vadovams reikia daugiau dėmesio skirti grupės narių poreikių suvokimui, suteikti daugiau laisvės atliekant pavestas užduotis.The Influence of Leadership on Group Results in the Pharmaceutical Company: Leader Behavior Description. Master’s work. The aim of this work is to analize leaders behavior possibilities to influence on group results. Leader behavior and it’s applying possibilities in the organisation context is analyzed in this work. This work also presents the results of the research of leader behavior description among the group leaders. The main research conclusion is that the leadership behavior is one of the main success factors which is able to help group leaders to reach their goals. It confirmes the author’s formed scientific research hypothesis, that the leaders and employees face the leader‘s behavior importance. Group managers are supposed to concentrate on needs of group members and allow them complete freedom in their work.
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Hogue, Russell Thomas. "Transformational Leadership for Virtual Teams in an Information Technology Organization." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1197.
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Research has shown that transformational leadership behavior impacts team performance in a traditional work environment; however, no research has evaluated the relationship between transformational leadership and team performance in a virtual setting. Building on the theoretical foundation of Bass' 1990 work, this study examined the relationship between transformational leadership behavior and 3 measures linked to team success: work effort, perceived leader effectiveness, and job satisfaction for virtual teams. The present research focused on the transformational leadership behaviors of 41 senior executives in an information technology (IT) organization and over 300 direct report employees. Employees used the Multifactor Leadership Questionnaire 5x to rate their direct report supervisors' leadership characteristics. Regression analyses were used to evaluate the relationship between transformational leadership and the preceding indicators for successful performance. The findings supported the applicability of Bass' leadership model beyond the traditional workforce. The results of this study will positively impact social change by clarifying how executive leadership behavior directs virtual IT team success, enabling IT organizations to better identify future leaders, and allowing organizations to institute training opportunities to develop internal candidates to become better leaders.
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Verrett, Shannon L. "Gender Perceptions of Administrative Team Members Regarding Secondary Principals' Leadership Actions and Behaviors in Managing Change." ScholarWorks@UNO, 2012. http://scholarworks.uno.edu/td/1542.
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This cross-sectional survey study investigated middle and high school administrative team members’ leadership classifications and perceptions of secondary principals’ leadership actions and behaviors in the context of change and to what extent these perceptions are gender specific. In addition to gender, the study also examined the impact of race/ethnicity, age, campus level, length of employment in the district, length of time working with the principal, and closeness to the principals on leadership actions and behaviors. The results of the study are intended to highlight the importance and value of feminine-inspired leadership approaches and administrative team members’ perspectives of leadership in managing and leading the change process.
The study targeted the leadership actions and behaviors of 39 middle school and 28 high school principals assigned to traditional secondary schools in the southwestern United States. Administrative team members’ perceptions of secondary school principals’ approaches to leadership served as the basis for the study, which investigated whether administrative team members perceived principals’ leadership actions or behaviors in a change context to be gender specific. Male and female administrative team members (n=210) were surveyed using the Leader Behavior Description Questionnaire (LBDQ), Form XII – fourth revision (Ohio State University, 1962). Based on survey results, secondary principals were classified as dynamic, considerate, passive, and structured leaders as rated by administrative team members using the LBDQ.
The results of the study revealed that gender and school level of administrative team members did not influence the classification of secondary principals as dynamic, considerate, passive, or structured leaders. The ratings of those principals perceived as dynamic were statistically significantly higher than those of principals as passive and structured leaders. Out of 62 secondary principals, administrative team members classified principals as follows: dynamic leaders 63% (n=39), considerate leaders 5% (n=3), passive leaders 16% (n=10) and structured leaders 16% (n=10). Additionally, dynamic leaders received a statistically significant higher rating of closeness to principal when compared to passive and structured leaders. The findings of the study, which illuminate the perspectives of administrative team members with regard to secondary school principals, have implications for informing research on school leadership as well as educational leadership practices.
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Bunch, Clarence. "Servant Leadership and African American Pastors." Antioch University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1363005384.
Full textBooks on the topic "Leader Behavior Description Questionnaire"
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Adams, Jerome. Leader sex, leader descriptions of own behavior, and subordinates description of leader behavior. Alexandria, Va: ERIC Document Reproduction Service, 1990.
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Caroselli, Marlene. Visionary Leader: Leader Behavior Questionnaire: Packet of 5. Human Resource Development Pr, 1995.
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Sashkin, Marshall. The Visionary Leader: Leader Behavior Questionnaire (pack of five). Human Resource Development Pr, 1995.
Find full textBook chapters on the topic "Leader Behavior Description Questionnaire"
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Tshen, Ho Wei, and Angeline Khoo. "Leadership Behaviors among Gamers and Student Leaders." In Gamification, 1771–87. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-8200-9.ch089.
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This study explored the relationship between leadership in video games and in real-life. The effects of motivation of play, prosocial orientation, and the social context of play on leadership behavior were also investigated. A Game Leadership Behavior questionnaire was constructed to measure game leadership. Other measures included the Leadership Behavior Description Questionnaire, the Motivation of Play questionnaire, Prosocial Orientation Questionnaire (POQ), and questions identifying the type of game play participants were involved in. A total of 321 students participated in the study. All participants held leadership positions in school. Findings showed that game leadership behavior was positively correlated with real-life leadership and emerged as a predictor of real-life leadership, together with prosocial behavior and social game motivation.
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Heilmann, Tobias, and Ulf-Dietrich Reips. "The Mutual Influence of Technology and Leadership Behaviors." In Online Instruments, Data Collection, and Electronic Measurements, 292–310. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-2172-5.ch017.
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The present book chapter focuses on e-leadership, reviewing and discussing the latest developments in new (e-)leadership conceptions, such as transformational leadership and others. The authors propose alternative, albeit well-proven measures (e.g., MLQ 5X Short, Bass & Avolio, 1990) and an e-leadership tool called Virtual Team Trainer (VTT; Reips & Ito, 2007). The VTT uses the Online Leader Behavior Description Questionnaire (OLBDQ; Reips & Heilmann, 2009), assessing the Ohio State Leadership styles consideration and initiating structure. Alongside personality tests and group process development units that were built from the Existential Mapping Process (EMP; Horowitz, 1985), the tool contains modules that help leaders and team members to identify their Ohio State leadership styles. The VTT relates the results of the self- and other-questionnaires regarding team structure, development, and modifications and improvement of leadership skills. The VTT is available free for use via the iScience Server portal at http://iscience.eu.
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Rodriguez, Rody. "Leadership Behavior Description Questionnaire (LBDQ & LBDQ-XII)." In Online Instruments, Data Collection, and Electronic Measurements, 97–117. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-2172-5.ch006.
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This chapter focuses on the most widely used and known leadership instrument: The Leadership Behavior Description Questionnaire (LBDQ). The LBDQ, and its sibling the LBDQ-XII, have been around for more than 50 years and are still being used today. As a result, the purpose of this chapter is to examine the instrument by summarizing its background, and giving a perspective on the instrument’s reliability and validity. This was accomplished by looking at the LBDQ and LBDQ-XII’s long history, how it has been applied over the years, while focusing on the scales main factors of Consideration and Initiation of Structure. Additionally, many analyses of the instruments (LBDQ and LBDQ-XII) were reviewed to support the instruments robust reliability and validity. Lastly, the location and cost of the instruments were revealed in order for the reader to utilize the instrument under study.
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Köksal, Kemal, and Ali Gürsoy. "Compulsory Citizenship Behavior and Organizational Commitment." In Handbook of Research on Positive Organizational Behavior for Improved Workplace Performance, 162–78. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0058-3.ch010.
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Organizational citizenship behavior means the extra role behavior of employee that is not in the role description. Managers expect from employees to show organizational citizenship behavior for benefits to the organization. This expectation may become an obligation over time, and an employee can perceive managers and co-workers' expectations for extra role behavior as a compulsory that will affect an employee's organizational attitudes and behaviors. This study's aim is to investigate the relationship between compulsory citizenship behavior and organizational commitment and, the mediating role of leader-member exchange in Turkey's cultural context. The data were gathered from the 222 employees in a public organization by convenience sample method at two points in time. Regression-based path analyses were conducted to explore the relationship between the variables. According to the results, compulsory citizenship behavior had a negative effect on organizational commitment and leader-member exchange fully mediated this effect.
Conference papers on the topic "Leader Behavior Description Questionnaire"
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Bouhnik, Dan, Yahel Giat, and Issachar Zarruk. "The Informing Needs of Procurement Officers in Israel." In InSITE 2017: Informing Science + IT Education Conferences: Vietnam. Informing Science Institute, 2017. http://dx.doi.org/10.28945/3686.
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Aim/Purpose: [This Proceedings paper was revised and published in Informing Science: the International Journal of an Emerging Transdiscipline (InfoSci)] To develop and introduce a questionnaire that investigates the informing needs, information-seeking behavior, and supplier selection of procurement officers in Israel. The questionnaire’s internal consistency reliability is given. Additionally, we describe the demographic description of the procurement officers in Israel. Background: Procurement science is an important field that affects firms’ profits in the private sector and is significant to growth, innovation, sustainability, and welfare in the public sector. There is little research about the informing needs of procurement officers in general and particularly in Israel. Methodology: A quantitative questionnaire that is sent to all the procurement officers in Israel’s purchasing and logistics managers association. Contribution: The questionnaire that is developed in this paper may be used by other researchers and practitioners to evaluate the informing needs of procurement officers. Findings: The typical procurement officer is male, with a bachelor degree and is digitally proficient. Recommendations for Practitioners: The procuring side can use the questionnaire to develop better tools for obtaining information efficiently. The supplying side can use this knowledge to improve its exposure to potential customers and address its customer’s needs better. Recommendation for Researchers: The questionnaire can address theoretical questions such as how digital literacy affects the procurement process and provide empirical findings about active research areas such as supplier selection and information-seeking behavior. Future Research: Future research will examine the relationship between the various variables and demographic features to understand why specific informing needs and information-seeking behaviors arise.
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Volkova, N. V. "Assessment of the relationship between territorial loyalty and emotional burning: results of a pilot study." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.435.447.
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The article introduces a new term in Russian science — territorial loyalty, which is a specific perceptual-behavioral phenomenon. The definition of this term is given, the relevance of the study, due to the existing research contradictions identified by the author, is substantiated, and an analogy with another loyalty type — organizational — is drawn. A comparison of organizational and territorial loyalty with reliance on the empirical research results leads to the idea of another perceptualbehavioral phenomenon — emotional burnout, the formation of which the individual affects its loyalty — organizational or territorial. The article gives a brief description of the author’s research tools pilot version for assessing the territorial loyalty, and also describes the questionnaire, which is one of the most Russian famous tools for studying emotional burnout. A pilot study of the relationship between emotional burnout and territorial loyalty was conducted on a small sample included 15 respondents (educational system employees and university students), in connection with which a quantitative data analysis was carried out using non-parametric methods. As a result, with a high level of statistical significance, it was found that the severity of territorial loyalty of non-burnt respondents is lower than the severity of this phenomenon in individuals characterized by an average, high or critical emotional burnout level, that is, the existence of a relationship between emotional burnout and territorial loyalty is confirmed. In addition, further research areas have been outlined: for example, the question remains as to which of the considered indicators is a predictor and which is a dependent variable
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Juariah, Juariah. "Factors Associated with Dating Behavior of Adolescents in North Coastal Line, West Java." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.02.17.
Full textAbstract:
Background: Interest to the opposite sex is one changing that is happened in adolescence. Dating behavior of adolescents can be the beginning of premarital sex that will impact on the emergence of adolescent reproductive health problems such as unintended pregnancy and STDs/HIV/AIDS. The purpose of this study was to give description of factors related to dating behavior of early adolescents in North Coastal line, West Java. Subject and Methods: Type of this research was descriptive analytic with cross sectional design. The research was conducted in Pusakajaya Public Junior High School 1 and 2, Subang Regency. Population of this study was all of students at class VII in the selected schools. Sample of the study determined by purposive sampling technique with criteria the students ever had a lover or currently they were having a boyfriend/girlfriend. Number of respondents were 269 students. Data collection was done by interview using questionnaire as a tool. Data was reviewed using univariate and bivariate analysis. Results: Results of this study showed that 36,8% of the respondent had risky dating behavior, 25,7% did not live with their parent, 57,2% of them had low religiosity,74,7% had lack of knowledge in sexuality, 47,6% had negative attitude toward risky dating, 53,9% ever accessed pornography content and 48,3% had friend with risky dating behavior. Using Chi Square test to analyze showed that factors related to risky dating behavior were low religiosity (OR=44,68 ;95%CI=15,65 to 127,56; p=0,000), lack of knowledge (OR=14,34; 95%CI=5,03 to 40,87; p=0,000), negative attitude (OR=34,73; 95%CI=16,01 to 75,35; p=0,000), accessed pornography content (OR=79.02; 95%CI=23,89 to 261,33; p=0,000) and negative behavior of friends (OR=201,3 ;95%CI=47,19 to 859,04; p=0,000). Conclusion: There was a significant relationship between religiosity, knowledge, attitude, access to pornography content and dating behavior of friends with risky dating behavior. Keywords: factors, risky, dating behavior, early adolescent, north coastal line Correspondence: Juariah.The Agency of Research and Development West Java Province. Jl. Kawaluyaan Indah Raya No. 6, Bandung, Indonesia. E-mail: ai_arriandhi@yahoo.co.id. Mobile: 081313452500 DOI: https://doi.org/10.26911/the7thicph.02.17