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Saltz, Jessica Lynne. "Beyond simple similarity the relationship of leader-follower personality fit with follower satisfaction with the leader and follower commitment to the organization /." College Park, Md. : University of Maryland, 2004. http://hdl.handle.net/1903/1797.
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Thesis (Ph. D.) -- University of Maryland, College Park, 2004.Thesis research directed by: Psychology. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Gorman, C. Allen, and Jason S. Gamble. "Leader Behavior and Follower Work Behavior: The Influence of Follower Characteristics." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/415.
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Research on leadership and subsequent follower outcomes has remained a prominent topic of study in the organizational sciences. Unfortunately, the leadership literature has neglected the role of follower characteristics as potential influences on the relationship between leader behavior and follower work behavior. In this session, we will review the literature on follower individual differences as they relate to leader effectiveness. We will also report the results of 2 studies that we conducted to further examine this issue. In the first study, we found that follower promotion focus mediated the relationship between transformational leadership and follower organizational citizenship behavior. In the second study, we found support for a moderated mediation model in which transformational leadership moderated the relationship between work ethic and work engagement, which subsequently predicted follower proactive behavior at work. We will conclude the session by discussing the implications of this area of research on the study and practice of leadership.
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LeBreton, Daniel Lawrence. "Leader Influence Behavior, Follower ILTs, and Follower Commitment: A Multilevel Field Investigation." Diss., Virginia Tech, 2008. http://hdl.handle.net/10919/27287.
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Surveys and a brief-interval longitudinal design were employed to investigate the relationships between selected proactive leader influence behaviors (PLIBs) and followersâ commitment to their leaders. Selected elements of followersâ implicit leadership theories (ILTs) were expected to moderate the PLIBs â commitment relationships. Hypotheses were generated and tested in order to determine the extent to which (1) PLIBs constituted group-level phenomena and (2) PLIBs and ILTs were related to follower commitment. Empirical evidence did not support treating PLIBs as group-level variables. While PLIBs were related to commitment, hypotheses specifying ILT dimensions as moderators of the PLIB â commitment relationships were not supported.Ph. D.
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Chang, Yanling. "A leader-follower partially observed Markov game." Diss., Georgia Institute of Technology, 2015. http://hdl.handle.net/1853/54407.
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The intent of this dissertation is to generate a set of non-dominated finite-memory policies from which one of two agents (the leader) can select a most preferred policy to control a dynamic system that is also affected by the control decisions of the other agent (the follower). The problem is described by an infinite horizon total discounted reward, partially observed Markov game (POMG). Each agent’s policy assumes that the agent knows its current and recent state values, its recent actions, and the current and recent possibly inaccurate observations of the other agent’s state. For each candidate finite-memory leader policy, we assume the follower, fully aware of the leader policy, determines a policy that optimizes the follower’s criterion. The leader-follower assumption allows the POMG to be transformed into a specially structured, partially observed Markov decision process that we use to determine the follower’s best response policy for a given leader policy. We then present a value determination procedure to evaluate the performance of the leader for a given leader policy, based on which non-dominated set of leader polices can be selected by existing heuristic approaches.
We then analyze how the value of the leader’s criterion changes due to changes in the leader’s quality of observation of the follower. We give conditions that insure improved observation quality will improve the leader’s value function, assuming that changes in the observation quality do not cause the follower to change its policy. We show that discontinuities in the value of the leader’ criterion, as a function of observation quality, can occur when the change of observation quality is significant enough for the follower to change its policy. We present conditions that determine when a discontinuity may occur and conditions that guarantee a discontinuity will not degrade the leader’s performance. This framework has been used to develop a dynamic risk analysis approach for U.S. food supply chains and to compare and create supply chain designs and sequential control strategies for risk mitigation.
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Evans, Paul Gareth. "The dynamics of the leader follower relationship." Thesis, University of Manchester, 2011. https://www.research.manchester.ac.uk/portal/en/theses/the-dynamics-of-the-leader-follower-relationship(4b9e04e4-8cdb-4784-99c0-e55b0530fe06).html.
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This study examined the forces that affect the influence relationship between leaders and followers in a public sector organisational setting. The study is motivated by the ambition of presenting a critical perspective of the social influence process referred to as leadership. The forces were explored by studying leaders and followers engaged in their normal work context. A variation of a critical ethnographic methodology after Alvesson and Sköldberg (2005) was utilised in order to identify and explain how the dynamics impacted upon the leader follower relationship. An extended period of fieldwork was conducted within a large unitary local government authority (referred to through out the study as the ABC), during which observations and informal interviews with observed constituents were conducted and documentary evidence collected. Subsequently, an interpretive reflection of selected materials was undertaken in order to inform a critical perspective of the dynamics uncovered and the impact they had on the relationship between leaders and followers.These dynamics are shown to be predominantly external to the leader follower dyad. The dynamics of ambiguity, environment, resources, symbiosis, politics and "playing the game" impact on the relationship to create an influence relationship distinct from that detailed in normative models of leadership. The organisation comprises high levels of ambiguity; not least in the roles individuals play as leaders and followers. The transactional basis of the relationship with central government informs the basis of relationships between leaders and followers but in doing so also constricts the possibilities for leadership within the organisation. The environment is therefore an influential dynamic in leader follower relationships. Leaders and followers use the availability, acquisition and utilisation of resources to negotiate the position of their leadership and followership. Leaders are aware that they need followers as a resource and followers need leaders as they control access to resources. The relationship takes the form of a complex social symbiosis in which both component parts support each other. The relationship has a political bias. The use of politics underpins the independence of followers who are capable of acting in ways that can frustrate leaders. Finally, the two constituent parts of the relationship are engaged in playing a game, the rules of which are not explicitly stated, but can involve behaviour deemed to be illegitimate or non-sanctioned. The normative position of followers as a largely homogenous group, docile and subject to the influences of leaders is shown to be unsubstantiated. This study concludes that followers have the capacity to act under their own agency toward their own goals and aspirations; and highlights the use of political behaviour to discredit leadership as an asymmetrical influence relationship. This study concludes by asserting that political behaviour corresponds to leadership and subsequently achieves its emancipatory intent.
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Halverson, Kent C. "Multilevel effects of leader charisma on follower satisfaction." [Gainesville, Fla.] : University of Florida, 2005. http://purl.fcla.edu/fcla/etd/UFE0011346.
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Jasim, Wesam M. "Improving leader-follower formation control performance for quadrotors." Thesis, University of Essex, 2016. http://repository.essex.ac.uk/17716/.
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This thesis aims to improve the leader-follower team formation flight performance of Unmanned Aerial Vehicles (UAVs) by applying nonlinear robust and optimal techniques, in particular the nonlinear H_infinity and the iterative Linear Quadratic Regulator (iLQR), to stabilisation, path tracking and leader-follower team formation control problems. Existing solutions for stabilisation, path tracking and leader-follower team formation control have addressed a linear or nonlinear control technique for a linearised system with limited disturbance consideration, or for a nonlinear system with an obstacle-free environment. To cover part of this area of research, in this thesis, some nonlinear terms were included in the quadrotors' dynamic model, and external disturbance and model parameter uncertainties were considered. Five different controllers were developed. The first and the second controllers, the nonlinear suboptimal H_infinity control technique and the Integral Backstepping (IBS) controller, were based on Lyapunov theory. The H_infinity controller was developed with consideration of external disturbance and model parameter uncertainties. These two controllers were compared for path tracking and leader-follower team formation control. The third controller was the Proportional Derivative square (PD2), which was applied for attitude control and compared with the H_infinity controller. The fourth and the fifth controllers were the Linear Quadratic Regulator (LQR) control technique and the optimal iLQR, which was developed based on the LQR control technique. These were applied for attitude, path tracking and team formation control and there results were compared. Two features regarding the choice of the control technique were addressed: stability and robustness on the one hand, which were guaranteed using the H_infinity control technique as the disturbance is inherent in its mathematical model, and the improvement in the performance optimisation on the other, which was achieved using the iLQR technique as it is based on the optimal LQR control technique. Moreover, one loop control scheme was used to control each vehicle when these controllers were implemented and a distributed control scheme was proposed for the leader-follower team formation problem. Each of the above mentioned controllers was tested and verified in simulation for different predefined paths. Then only the nonlinear H_infinity controller was tested in both simulation and real vehicles experiments.
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Hu, Ming. "Studies on Multi-Leader-Follower Games and Related Issues." 京都大学 (Kyoto University), 2012. http://hdl.handle.net/2433/160978.
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Sequeira, Gerard. "Vision based leader-follower formation control for mobile robots." Diss., Rolla, Mo. : University of Missouri-Rolla, 2007. http://scholarsmine.mst.edu/thesis/pdf/Sequeira_09007dcc804429d4.pdf.
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Thesis (M.S.)--University of Missouri--Rolla, 2007.Vita. The entire thesis text is included in file. Title from title screen of thesis/dissertation PDF file (viewed February 13, 2008) Includes bibliographical references (p. 39-41).
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Harrell, Melissa. "THE RELATIONSHIPS BETWEEN LEADER BEHAVIOR, FOLLOWER MOTIVATION, AND PERFORMANCE." Doctoral diss., University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3854.
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The primary goal of this study was to examine ways in which leaders can influence followers motivation. Motivation is a key construct in industrial and organizational psychology due to its impact on employee performance. Modern motivation theories adapt a more sophisticated view of motivation in terms of definition, relationships, and operationalization. In particular, one new theory of motivation is the Pritchard and Ashwood Theory (2008). This theory proposes that motivation is comprised of four perceived relationships that, in combination, reflect the extent to which employees believe that their actions on the job will lead to need satisfaction. These four relationships are called connections. The relationship between two leadership behaviors, initiating structure and consideration, and the Pritchard and Ashwood motivational connections was examined. It was hypothesized that the two leader behaviors would have differential relationships with the four motivational connections. These differential relationships should facilitate targeted behavioral feedback to leaders to improve each of the motivational connections. Additionally, motivation was hypothesized to mediate the relationship between the leader behaviors and employee outcomes. The Pritchard and Ashwood Theory is operationalized by the Motivation Assessment Questionnaire (MAQ) (Pritchard, 2006a). A secondary goal of this study was to contribute to the validity evidence of the MAQ. This recently developed questionnaire has shown good psychometric properties and initial validity evidence has demonstrated moderate relationships between the MAQ and job performance. However, this is the first study of the relationship between the MAQ and employee outcomes with a large sample of full-time working adults. Further, this study expanded potential MAQ outcomes beyond employee performance to include organizational citizenship behaviors and turnover intentions. A sample of 208 employees was recruited from two central Florida companies. These employees responded to the MAQ and other study measures via a secure, online survey. Participating employees provided contact information for their supervisors who were then invited to participate in the study by providing criteria ratings. A large number of the invited supervisors participated (n = 195). Results indicated robust support for one of the leadership behaviors: consideration. Consideration was related to performance and this relationship was partially mediated by motivation. On the other hand, initiating structure was not related to employee performance. Consideration and initiating structure were not differentially related as hypothesized to the four motivational connections. This was due in part to the strong correlation between the two leadership behaviors (r = .73). Results provided additional validation evidence for the MAQ. The overall effort scale was not related to performance as it had been in the two previous studies that used a student sample. However, the average of the motivation connections predicted performance. Additionally, the MAQ predicted both organizational citizenship behaviors and turnover intentions. As mentioned previously, the sample was drawn from two central Florida companies. Although many of the study hypotheses were supported for the overall sample, the observed relationships were very different for the two subsamples. Similarly, findings in this study differ from previous studies using the MAQ with working students. Potential reasons for these differences are discussed.Ph.D.
Department of Psychology
Sciences
Psychology PhD
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Vargas-Estrada, Eusebio. "Leader-follower consensus under peer-pressure in complex networks." Thesis, University of Strathclyde, 2015. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=25757.
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Synchronisation is an important process for different kinds of systems, such as biological, chemical, physical and social. Among the related synchronisation problems, consensus has received high attention because of the distributed properties shown by its models and the possibility they offer for controlling complex systems. When dealing with consensus processes in social networks, we known from empirical evidence that the formation of opinions is not free from being influenced by people around every actor, and more, it is well known that some of the actors may play a leading role and guide a social system to a final state different from the pure average consensus. A main paradigm while modelling interactions among actors in social networks is that every actor receives and transmits information from and to her nearest neighbours, thus implicitly assuming that the decisions of a given actor only are influenced by their directly connected peers, and not tking into account indirect influences coming from not directly connnected peers in the same social network, for example, the influence coming from the friend's friend of a friend. Our work studies consensus processes in the presence of influence coming from not only those directly connected actors, but from other ones in the same network. We call this influence peer pressure (PP). We propose a consensus model that takes into account direct and indirect PP modelled as a function of the social distance among actors. We apply this consensus model to different real social networks assuming three different decay laws for the strength of PP, and in the presence of leaders and without them. We choose those nodes acting as leaders according to different centrality criteria, as well as randomly, and compare thier performance for driving the system. Since it is natural that different leaders may diverge in their positions, we introduce a divergence parameter among the initial states of the leaders with respect to the avreage consensus of the system, to take the feature into account in our model. We then analyse the effects of PP on two different real cases of diffusion of innovation processes. We show that as the strength of indirect PP increases, the centrality criteria used to select the leaders has a decaying effect on the effectiveness of such leaders to better drive a consensus process, allowing random leaders to be as good as those with better centrality. Our work also shows that, despite divergence among leaders induces higher times for reaching consensus, this effect is reduced for stronger levels of PP present in the system. For the case of diffusion innovations our model reproduces the behaviour of the empirical data, and we demonstrate that certainlevels of PP are necessary to match the results coming from two different studies, supporting our hypothesis that indirect PP is an important factor to be taken into account when modelling opinion formations in social networks. Leaders emerging by global centrality criteria in networks with tightly connected groups can be counterproductive. This can be tackled by selecting node-leaders in a local basis. This effect is also reduced when indirect PP is allowed to be higher. This finding points to the fact that distance among nodes is an important characteristic for consenus processes. For the purpose of studying this structural feature, we propose a distance-sum heterogeneity index based on a fictional consensus process. We conjecture that an special type of graph, that we call complete split graph, is related with the maximization of the index, and based on this conjecture we study the relative distance-sum heterogeneity of random graphs and different real-world networks, which allows us to characterise them. We propose a spectral representation of the distance-sum heterogeneity index for networks that we call S-plots. We also study the relation between the time for consensus and the distance-sum heterogeneities in complex networks from different nature.
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Mutsekwa, Lynette Rudo. "The relationship between perceived leader charisma and follower innovation." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/59732.
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Leadership research is aligned that the most important drivers of follower innovation in organisations are their leaders. Yet there is no specific leadership style that has been irrefutably identified to inspire innovation. The lack of consistency and consensus in the leadership style that influences follower innovation has been driven by the styles that have been researched in relation to follower innovation being too broad. This research aimed to unbundle the charismatic element of leadership which could be found in some leadership styles. To this end, the research further categorized charismatic leaders as either positive or negative. This assisted in understanding the relationship between perceived leader charisma and follower innovation with employee voice as a moderator.
Online questionnaires were sent to a target population which comprised of professionals, middle and senior managers who work in the technology industry in South Africa using purposive and snowballing sampling techniques. Data collected from 329 participants was used to assess validity and reliability of the measuring instrument for the study. Employing regression analyses, the research showed that perceived charismatic leadership as well as perceived positive charismatic leader behaviours are both positively related to follower innovation. Further, employee voice positively enhances these relationships. No significant relationship was identified between perceived negative charismatic leader behaviours and follower innovation. However employee voice negatively moderated this relationship.
The findings of this research offer empirically validated evidence to suggest a relationship between perceived positive charismatic leaders, which future researchers can develop on.Mini Dissertation (MBA)--University of Pretoria, 2017.
vn2017
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Stollberger, Jakob. "The two-faced leader : the effects of leader emotional inconsistency on follower creative performance." Thesis, Aston University, 2017. http://publications.aston.ac.uk/31702/.
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Based on a review of the literatures pertaining to leadership, affect, and creative performance, the studies conducted as part of this thesis aim at testing a research model that examines how and under which conditions leader emotional inconsistency between happiness and anger is related to follower creative performance. For an experimental test of the proposed research model I collected data from 94 followers for whom a leader-follower interaction was simulated using a video manipulation. Moderated mediation analyses revealed that leader emotional inconsistency was positively associated with follower creative performance via increases in creative process engagement, but only for followers with high levels of epistemic motivation, which sheds light on the importance of follower’s information processing capabilities when faced with complex emotional leadership. I replicated the results of the first study in a second experiment where a leader-follower interaction was simulated using a scenario manipulation. Using data collected from 81 followers, moderated mediation analyses showed that leader displays of emotional inconsistency were positively related to creative performance via increases in creative process engagement for followers with high levels of epistemic motivation. Both experimental studies provide evidence towards the directionality of the examined interrelationships across different types of experimental manipulations employed. Finally, I replicated the research model of this thesis in a field setting using a measurement scale of leader emotional inconsistency specifically developed for this study. Week-level data was collected from 60 leader-follower dyads working in two organisations and providing a total of 253 matched weekly leader and follower responses. Multilevel moderated mediation analyses showed that follower weekly creative performance follows from weekly leader displays of emotional inconsistency via increases in weekly creative process engagement for followers with high epistemic motivation. Taken together, the studies conducted provide both internal and external validity to the theoretically derived research model of this thesis.
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Alshenaifi, Najla. "Follower upward influence tactics and their relationships with job performance ratings : the importance of leader-member exchange (LMX) and leader/follower gender similarity." Thesis, University of Southampton, 2016. https://eprints.soton.ac.uk/402058/.
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This doctoral study focuses on upward influence tactics and the social exchange process which takes place between leaders and their followers. The research posits Leader-Member Exchange (LMX) dimensions as a theoretical mechanism for understanding how upward influence tactics work. More specifically, it analyses the roles of LMX dimensions in mediating the relationship between followers’ upward influence tactics and job performance ratings. Furthermore, it seeks to understand the role of gender similarity in moderating the relationship between upward influence tactics and LMX dimensions. It goes on to query upward influence tactics’ direct and non-linear relationships with job performance ratings, the differences between leaders’ and followers’ reporting of the use of follower upward influence tactics and test their relationships with job performance ratings, and the use of these tactics in the Saudi context. The empirical research for the present study took place in public, private, and non-profit organizations in Saudi Arabia. This is a country which has not been the focus of research on influence tactics to date in the literature. Based on a sample of 389 leader-follower pairs, the results show a number of significant relationships. Results revealed that rationality and self-presentation tactics have positive relationships with job performance ratings while exchange of benefits and upward appeal tactics have negative relationships with job performance ratings. Moreover, LMX-loyalty mediates the relationship between upward influence tactics of rationality, ingratiation, upward appeal, coalition, and self-presentation with job performance ratings. LMX-affect mediates the relationship between upward influence tactics of upward appeal and coalition with job performance ratings. Gender similarity moderates the relationship between rationality ingratiation, upward appeal, coalition, and self-presentation tactics and LMX-loyalty. Specifically, the relationship between these tactics and job performance ratings are mediated by LMX-loyalty in case of the leader and the follower having the same gender. Additionally, non-linear relationships have been found between the use of coalition and upward appeal tactics and job performance ratings within Saudi culture. These latter findings suggesting non-linear effects for some upward influence tactics propose new avenues for conducting research in the area of influence tactics within differing cultural contexts. Finally, while rational persuasion and ingratiation were the most-used tactics, self-presentation was moderately used in Saudi culture. Assertiveness, upward appeal, coalition, and exchange of benefits were used far less by comparison in Saudi Arabian culture.
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Goering, Daniel Denton. "The influence of perceived leader-follower role-identity centrality congruence on follower performance and work attitudes." Diss., University of Iowa, 2018. https://ir.uiowa.edu/etd/6427.
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Individuals have an increasing number of work-related role-identities (RIDs). Identity theory (IDT) helps explain how the psychological importance (i.e., centrality) of one’s RIDs—arranged in a relatively stable, cognitive schema—and perceived social cues from one’s leader interact to shape role-related behaviors and work-related attitudes. Despite the theory’s emphasis on dyadic interaction, the extant literature has focused primarily on only one side of the interaction at a time, either from the leader’s perspective (e.g., getting followers to identify more strongly with a team RID) or more commonly from the follower’s perspective (e.g., how a high-centrality RID influences positive emotional states). Furthermore, the literature has ignored how dyadic interactions relating to one focal RID may influence an individual’s other RIDs contained within the same cognitive hierarchy.
This study extends the original interactional aspects of IDT by investigating first the effects of perceived leader-follower centrality congruence on follower performance and attitudes. Next, it seeks to further our understanding of whether the effects of perceived RID-centrality congruence differ, depending on a given RID’s relative position in the centrality hierarchy: congruence effects should be greater for more-central RIDs. Finally, this study expands our understanding IDT by examining how the perceptions of the leader’s centrality on the follower’s most-central RID moderates the effects of perceived congruence on separate RIDs contained in the follower’s cognitive centrality hierarchy. Specifically, I propose that for the follower’s most-central RID, perceptions of high leader centrality of this RID will mitigate the negative relationships of incongruence on followers’ least-central work-RID.
I collected data from a sample of 442 respondents who were online panel participants, and I tested my hypotheses and research questions utilizing moderated polynomial regression with response surface analysis. Results indicate that RID-centrality congruence is an important variable relating to performance and work attitudes. Furthermore, my results suggest that the positive effects of perceived centrality congruence are stronger when congruence occurs on one’s most-central RID compared to RIDs that are less central to followers. Researchers and practitioners should therefore consider not only the centrality of a particular type of work-RID (e.g., Team identity), but they should account for a RID’s centrality relative to the centrality of other concurrent work-RIDs. My results further suggest that verification of one RID can mitigate the effects of incongruence on other, concurrent work-RIDs lower in followers’ centrality hierarchies.
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Chen, Jian. "Multi-robot formation control : a receding-horizon leader-follower framework /." access full-text access abstract and table of contents, 2009. http://libweb.cityu.edu.hk/cgi-bin/ezdb/thesis.pl?phd-meem-b30082377f.pdf.
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Thesis (Ph.D.)--City University of Hong Kong, 2009."Submitted to Department of Manufacturing Engineering and Engineering Management in fulfillment of the requirements for the degree of Doctor of Philosophy." Includes bibliographical references (leaves 103-114)
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Köhler, Philipp. "Double-Integrator Leader-Follower Networks: Sufficient Conditions for Connectivity Maintenance." Thesis, KTH, Reglerteknik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-151021.
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In this thesis, a set of sufficient conditions that guarantee consensus towards a pre-specified target state in double-integrator leader-follower networks are derived. Since only the leader agents are aware of the global objective and proximity based communication between all agents is considered, the follower agents must not lose contact to the leaders. In a first step, it is shown that such consensus seeking networks converge to the leader induced target state, as long as the interconnection graph is connected. A connectivity analysis framework is then established to make statements on the interconnection of any two initially connected agents during evolution of the system. This framework is subsequently used to state conditions which ensure preservation of all inter-agent links – and thus keeping the graph connected. These sufficient conditions put constraints on the magnitude of the goal attraction force experienced by the leaders as well as on the ratio of leader and follower agents in the network. Various different network topologies are examined, starting from an initially complete graph structure and extending to incomplete graphs. The theoretical results are illustrated by numerous computer simulations highlighting the relevance and effectiveness of the presented conditions.
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Cauhorn, Mary Colleen. "Adaptive Coping and Leader versus Follower Identity: A Correlation Analysis." Xavier University Leadership Studies & Human Resource Development / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=xulead1625668562937155.
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Pichierri, Lorenzo. "Formation control of drone swarms via leader-follower maneuver regulation." Master's thesis, Alma Mater Studiorum - Università di Bologna, 2021.
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The key idea of this thesis is to apply advanced formation control methods to swarms of drones, considering the leaders driven by maneuver regulation techniques. The approaches presented in this work propose an efficient solution to several cooperative multi-agent problems, e.g., in surveillance applications. In this thesis, the general dynamic model of the quadrotor is presented, paying particular attention to its differential flatness property. This property is exploited in the control technique of the quadrotor, where the centroid position vector and the yaw angle are taken as flat output vectors. Subsequently, the concept of maneuver is introduced, focusing on a circular path and proposing a maneuver regulation technique. This technique is widely applied in collision avoidance problems, given that the robot has to follow geometrical references. The adopted spatial trajectory is defined in terms of the circumference radius and tangential velocity. At this point, quadrotors are treated as general agents, belonging to a distributed cooperative network of agents, divided into leaders and followers. Indeed, a novel bearing-based approach is exploited to steer the followers to pursue a target formation, leaving the leaders unconstrained. For that reason, circular maneuver regulation techniques have been applied to them. The main contribution of this thesis is the validation of both the maneuver regulator and the bearing-based formation control technique. The simulation is based on the ROS 2 Toolbox ChoiRbot, where a cooperative multi-agent network can be easily managed. The code was implemented in Python, and thanks to its scalability with respect to the number of agents, formation algorithms with geometrical constraints of the maneuver can be performed.
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Elziadi, Mohamed, and Fatin Qassis. "Cultural Intelligence (CQ) : Framing the Effectiveness of Leader-Follower Relationship." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95541.
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Since the world moved into the 21st century and we are competing in a global marketplace, a growing number of organizations have become multinational. Leadership today is a multicultural challenge. Thus, the organizational context requires leaders who are capable of managing the diversity of employees. The globalized world requires leaders with high cultural intelligence (CQ) to boost relationships with their followers while implementing leadership projects and programs. Therefore, cultural intelligence (CQ) competencies have become a more demanding capability for both leaders and followers. This thesis aims to investigate how cultural intelligence (CQ) becomes an influencing factor in fostering the effectiveness of a leader-follower relationship through mediating the role of organizational commitment, trust and mutual understating / conflict. So, as a starting point, we employ a conceptual research approach to build a conceptual model and to propose hypotheses that may help us explore our study. We suggest that leaders and followers with higher levels of cultural intelligence (CQ) can consciously influence the effectiveness of leaderfollower relationships while catalyzing and correlating the role of organizational commitment, trust and mutual understanding/conflict. Leaders’ and followers’ cultural intelligence (CQ) can thus positively build a relation with organizational commitment, trust and mutual understanding. The thesis does thereby contribute to an understanding of the theory of cultural intelligence (CQ) and its impact on the relationship between leaders and followers.
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Singh, Ramanpreet. "Leader-Follower Model and Impact of Mobility on Consensus Building." Thesis, University of North Texas, 2017. https://digital.library.unt.edu/ark:/67531/metadc984148/.
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Wireless sensor networks are an indispensable tool in this highly connected world. WSNs have been the focus of research efforts in areas of communication, electronics and control for many years. Advancements in the fields of MEMS, RF and digital circuit technology has led to the development of low cost and extremely power efficient smart sensors. This has led to the need of a fast, reliable and inexpensive method of consensus building for these sensor networks. Basic concepts of graph theory and consensus building are explained in this thesis. This thesis reviews the models and strategies for consensus building present in the literature. The shortcomings of these models are explained through examples and a leader-follower model based consensus building strategy is presented. Algorithm to convert any graph into a bipartite graph by edge removal and a strategy to select effective leaders based on a weighted combination of node centrality, ratio of leaders to the total number of nodes and presence of leaf nodes in the group is presented in this thesis. Proposed leader-follower model is compared against classic models for consensus building are compared and proven to be better. Mobility is studied using deterministic and random mobility models to show the improvement in convergence rate of the network. It is shown that mobility can turn any disconnected network into a connected network, which is able to reach consensus.
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Bagash, Asma. "Leader reactions to follower proactive behaviours - not on my turf! : the role of leader identity threat." Thesis, University of Warwick, 2017. http://wrap.warwick.ac.uk/101934/.
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This thesis presents three studies which explore leader identity threat as a cause for leaders’ negative reactions to followers’ proactive behaviours. Proactive behaviours can be considered as signs of emerging leadership (Morrison & Phelps, 1999), and leaders may construe such behaviours as a claim to their leader identity (DeRue & Ashford, 2010). As a result, leaders experience leader identity threat. This thesis argues that in order to restore their leader identity (Elsbach & Kramer, 1996; Kramer, 2010), leaders negatively evaluate their followers. By contrasting follower proactive behaviours with proficient behaviours in its experiments, this thesis investigates followers’ proactive behaviours as triggers of leader identity threat. In addition, the role of followers’ gender in accentuating leader identity threat is probed (Study 1). Study 2 broadens the scope of research from Study 1 to include the investigation of leader identity threat as a discrepancy between leaders’ ideal and actual leader identities. Increases in leaders’ agitation and dejection due to follower proactive behaviours suggest discrepancy between leaders’ actual and ideal leader identities. This study explores leaders’ attributions regarding follower proactive behaviours as being due to the personal characteristics of the followers, and explores the role of leaders’ self-esteem as a moderator of leader identity threat. Study 3 further expands the scope of the thesis by focusing on change in leaders of positive and negative affect as manifestations of leader identity discrepancy triggered by follower behaviours. This study investigates changes in leaders’ implicit leadership theories due to follower proactive behaviours. This study also explores the role of leaders’ core self-evaluation as a moderator of leader identity threat and the role of leaders’ implicit power and affiliation motives as moderators of leaders’ reactions towards their followers. This thesis extends the leadership literature by focusing on the outcomes of followers’ behaviour on leaders and contributes towards the understanding of leaders’ cognitions about their followers’ engagement in proactive behaviours and their reactions towards their followers. This thesis contributes to the proactivity literature by highlighting the negative outcomes of proactive behaviours.
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Coyle, Patrick. "A Field Investigation of Implicit Theory Congruence in Leader-Follower Relationships." Diss., Virginia Tech, 2015. http://hdl.handle.net/10919/73597.
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The purpose of the following study was to investigate the role of interpersonal congruence between leaders' and followers' implicit theories of leadership (ILTs) and followership (IFTs) in both partners' perspectives of the leader-follower relationship. While most literature focuses on assessments of the leader-member exchange (LMX) relationship, this study examined perceived support, identification with one's partner, and contribution to the relationship, in addition to LMX. Congruence between self-views and interpersonal congruence on implicit theories was examined as moderators of these relationships, such that the strength of these relationships was predicted to increase as self-views aligned more highly with implicit theories. Data from 103 independent pairs of full-time working adults (across an organizational sample as well as varied workforce snowball sample) were analyzed using eight manifest path models. Leader ILT -- follower ILT congruence significantly and positive predicted leader-rated LMX and perceived support, but not identification and contribution. Leader IFT -- follower IFT congruence significantly and positive predicted follower-rated LMX and perceived support, but not identification and contribution. The results of this study suggest expectations are meaningful predictors of both partner's assessments of multiple relationship-oriented outcome variables, but only with regard to perceptions of outcomes from the perspective of one's dyadic partner.Ph. D.
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Schlanbusch, Rune. "Control of rigid bodies : with applications to leader-follower spacecraft formations." Doctoral thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for teknisk kybernetikk, 2012. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-16464.
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Agashae, Zoë. "Leader-follower dynamics, testing learning theory in a Canadian energy company." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0019/MQ49556.pdf.
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Chen, Fei. "Cooperative Control of Leader-follower Multi-agent Systems under Transient Constraints." Licentiate thesis, KTH, Reglerteknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-283583.
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Significant research has been devoted to the problem of distributed consensus or formation control of multi-agent systems in the last decades. These distributed control strategies are designed for all agents and sometimes it may be redundant and costly since the desired tasks may be fulfilled by steering part of the agents through the appropriately designed local control strategy while the other agents can just follow some standard distributed control protocol. Therefore, the leader-follower framework is considered in this thesis, which is meant in the sense that a group of agents with external inputs are selected as leaders in order to drive the group of followers in a way that the entire system can achieve consensus or target formation within certain transient bounds. The followers are only guided through their dynamic couplings with the steered leaders and without any additional control effort. The first part of the thesis deals with consensus or formation control for leader-follower multi-agent systems in a distributed manner using a prescribed performance strategy. Both the first and second-order cases are treated. Under the assumption of tree graphs, a distributed control law is proposed for the first-order case when the decay rate of the performance functions is within a sufficient bound. Then, two classes of tree graphs that can have additional followers are investigated. For the second-order case, we propose a distributed control law based on a backstepping approach for the group of leaders to steer the entire system achieving the target formation within the prescribed performance bounds. In the second part, we further discuss the results for general graphs with cycles, which are extended based on the previous results of tree graphs. The extension of general graphs with cycles has more practical applications and offers a complete theory for undirected graphs. In the last part of the thesis, we derive necessary and sufficient conditions for the leader-follower graph topology in order to achieve the desired formation while satisfying the prescribed performance transient bounds. The results developed in this thesis are further verified by several simulation examples.QC 20201008
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Czukor, Gergely. "The impact of gender-based stereotype threat on leader-follower relations." Thesis, University of Exeter, 2013. http://hdl.handle.net/10871/14292.
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This thesis explores the effects of gender-based leader stereotypes on leader-follower relations in terms of the implications of shared identity between the leader and the followers (team and/or gender). Four experiments assessed followers’ attitudes toward their leaders when the leaders’ genders were under conditions of stereotype threat as compared to advantage (Studies 1 and 2), no-threat (Study 3) or control (Study 4). Experimental conditions were invoked using text-based stereotype manipulations. In Study 1 (where stereotypes favoured male leaders, thus implicitly representing threat for females) and Study 2 (where stereotypes manipulated advantage/threat for both genders), undergraduates in mixed-sex teams rated team leaders’ presentations. In Study 3, undergraduates in single-sex teams (under conditions of stereotype threat or no-threat) predicted their team leader’s performance, indicated leader-follower proximity (leader’s prototypicality, leader identification and collective threat), and reported perceived self-efficacy for leadership. Similar measures were obtained in Study 4, where corporate employees selected an effective leader from their work experience, prior to exposure to stereotype manipulations (threat or control). The student studies had three main findings. First, male leaders benefitted from the ratings of high team identifiers (a) in the context of male advantage/ female stereotype threat and (b) when males were under threat relative to the advantage condition. The benefit of team identification was not evident for female leaders. Second, male leaders benefitted from female followers’ ratings under threat compared to the advantage condition. In contrast, female leaders under stereotype threat were downgraded by female followers relative to advantage or no-threat conditions. Third, stereotype threat negatively affected high team identifiers’ self-efficacy for leadership. In the corporate study, male respondents’ choice of an effective leader was more likely to be a male whereas there was no gender difference in the leaders chosen by female respondents. Drawing on role congruity theory and a social identity framework, the thesis analyses and finds evidence suggesting that stereotype threat as collective threat contributed to followers’ relatively negative attitudes toward female leaders in terms of leader-follower relations.
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Nourian, Aval Noghabi Mojtaba. "Mean field game theory: consensus, leader-follower and major-minor agent systems." Thesis, McGill University, 2013. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=114390.
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This thesis focuses on Mean Field Game (MFG) theory with applications to consensus, flocking, leader-follower and major-minor agent systems. The MFG methodology addresses a class of dynamic games with a large number of minor agents in which each agent interacts with the average or so-called mean field effect of other agents via couplings in their individual dynamics and cost functions. A minor agent is an agent which, asymptotically as the population size goes to infinity, has a negligible influence on the overall system while the overall population's effect on it is significant. The thesis is presented in three main parts.The first part consists of applications of the MFG methodology to large population consensus and flocking behaviour. In these formulations each agent seeks to minimize its individual quadratic discounted or long time average (i.e., ergodic) cost functions involving the mean of the states of all other agents. The resulting MFG control strategies steer each agent's state toward the initial state population mean, and by applying these decentralized strategies, the system reaches mean-consensus asymptotically as time and population size go to infinity.The second part is concerned with the extension of the mean field linear-quadratic-Gaussian (MF LQG) framework so as to model the collective system dynamics which include large population of leaders and followers, and an unknown (to the followers) reference trajectory for the leaders. The cost of each leader is based on a trade-off between moving toward the reference trajectory and staying near leaders' own centroid. On the other hand, followers react by tracking a convex combination of their own centroid and the centroid of the leaders. The MF LQG equations characterizing the Nash equilibrium for infinite population systems are derived, and under appropriate conditions, they have a unique solution leading to decentralized control laws. The computation of the followers' mean field control laws requires knowledge of the complete reference trajectory which is in general not known to the followers but is estimated by a likelihood ratio based adaptation scheme based on noisy observations taken by the followers on a random sample of leaders. The final part focuses on large population dynamic games with nonlinear stochastic dynamical systems involving agents of the following mixed types: (i) a major agent, and (ii) a large population of minor agents. The major and minor agents are coupled via both: (i) their individual nonlinear stochastic dynamics of controlled McKean-Vlasov type, and (ii) their individual finite time horizon nonlinear cost functions. A distinct feature of MFG problems with mixed agents is that even asymptotically (as the population size approaches infinity) the noise process of the major agent causes random fluctuation of the mean field behaviour of the minor agents. To deal with this, a stochastic mean field system is formulated in contrast to the deterministic mean field system employed in standard MFG problems.Cette thèse se concentre sur la théorie des jeux à population importante (en Anglais, Mean Field Games (MFG)) avec des applications aux systèms de consensus, flocage, chef-suiveur et aux systèmes d'agents majeure-mineure. La méthodologie MFG aborde une classe de jeux dynamiques avec un grand nombre d'agents mineures dans laquelle chaque agent interagit avec l'effet du champ moyen des autres agents par l'intermédiaire d'accouplements dans leurs dynamiques individuelles et des fonctions de coût. Un agent mineur est un agent qui a une influence négligeable sur l'ensemble du système, mais sur lequel la population globale a un effet significatif. Cette thèse est présentée en trois parties principales. La première partie developpe des applications de la méthodologie MFG au consensus d'une population importante et le comportement de flocage. Dans ces formulations, chaque agent cherche à minimiser ses coûts quadratiques individuels, soit escomptés, soit moyennés en temps (c'est-à-dire ergodique), impliquant la moyenne des états de tous les autres agents. Les stratégies résultant de contrôle MFG orientent l'état de chaque agent vers la moyenne de la population initiale, et en appliquant ces stratégies décentraliseés, le systéme atteint un consensus moyen asymptotiquement en temps et en population. La deuxième partie s'intéresse à l'extension du cadre des jeux à population importante linéaire-quadratique-Gaussienne (MF LQG) pour modéliser la dynamique du système collective qui comprennent une grande population de chefs et de suiveurs, et une trajectoire de référence pour les chefs qui est inconnue aux suiveurs. Le coût de chaque chef est basé sur un compromis entre le déplacement vers la trajectoire de référence et de rester près du centre de gravité propre des chefs. D'autre part, les suiveurs réagissent en faisant le suivi d'une combinaison convexe de leur centre de gravité propre et celui des chefs. Les équations MF LQG qui caractérisent l'équilibre de Nash pour les systèmes de population infinie sont dérivées, et, étant donnédes conditions appropriées, ils ont des solutions uniques qui menent aux lois de contrôle décentralisées. Les calculs des lois de contrôle MFG des suiveurs nécessitent la connaissance complète de la trajectoire de référence qui n'est pas généralement connue aux suiveurs, mais qui est estimée par un rapport de vraisemblance, basé sur des observations bruitées d'un échantillon aléatoire des chefs. La dernière partie se concentre sur les jeux dynamiques des populations importantes avec des systèmes dynamiques stochastiques non-linéaires impliquant des agents mixtes suivants: (i) un agent majeur, et (ii) une grande population d'agents mineurs. Les agents majeurs et mineurs sont couplés par ces deux: (i) leurs propres dynamiques stochastiques non-linéaires et contrôlées de type McKean-Vlasov, et (ii) leurs fonctions de coûts individuelles non-linéaires à horizon de temps fini. Une caractéristique distincte des problèmes MFG avec des agents mixtes est que, même asymptotiquement (lorsque la taille de la population tend vers l'infini), le processus de bruit de l'agent majeur provoque une fluctuation aléatoire du comportement du champ moyen des agents mineurs. Pour faire face à cela, un système stochastique à champ moyen est introduite comme extension du système déterministe de champ moyen des problèmes de MFG standard.
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Herzig, Anne, and Jessica Treffler. "Cohabitation in Multigenerational Workplaces : Leader-Follower Relationships between Millennials and Baby Boomers." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-74630.
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Due to a demographic change in today’s society, it often occurs that people from different generations cohabitate in workplaces with each other. Due to this change, we observe a re-orientation of society and its beliefs and values, which affects not only organizations themselves, but also the work relationship between younger and older generations and explicitly the relationship between a leader and a follower. Generational diversity evolves, which can have a positive but also a negative impact on the workforce in organizations. The aim of this master thesis is to give an insight of how generations experience their leader-follower relationships in multigenerational workplaces, on the example of Millennials and Baby Boomers. For this purpose, a tendency to an inductive research approach was chosen. Firstly, a theoretical background is comprised, which includes a description of generations as well as leader-follower relationships. Secondly, a qualitative empirical study was pursued, with interview participants of the Millennial as well as Baby Boomer generation, in either leading or following positions. Based on the empirical data, nine areas of experience were discovered. These include open communication connected with honesty, work climate, mindset towards change, learning from each other, appreciating each other, respect, trust, intensity of relationship and preconceptions. The experiences of Millennials and Baby Boomers in leading as well as following positions can be categorised in these areas. The findings shall serve as a contribution for leaders as well as followers who cohabitate with each other in multigenerational workplaces. The study provides an insight of what Millennials and Baby Boomers value and expect in their workplace today, with the help of which a positive work climate can be ensured.
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Mahadi, Nomahaza. "The role of emotional intelligence in the quality of leader-follower relationship." Thesis, University of Southampton, 2011. https://eprints.soton.ac.uk/210541/.
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This study aims to examine the moderating effects of leader emotional intelligence and dyad emotional intelligence on the relationship between Islamic leader-member exchange (ILMX) and work related outcomes, and as part of this developing an Islamic measure of respect in leadership. Many studies have attempted to explain the concept of emotional intelligence in order to better understand how aspects of individual difference may help to explain variations in leadership behaviour. Research in the field of emotion regulation has suggested that this ability plays a central role in the development of high quality relationships. Other scholars also emphasized that research on emotional intelligence and leadership effectiveness needs to be focused on those approaches to leadership that involve emotional elements, because relationship approaches to leadership are inherently emotional. This clearly shows that emotions play a significant role in leadership. This study has been divided into two stages. The first stage was developing a validated measure of Islamic respect. In this stage, focus group sessions were conducted to generate the items for Islamic respect. Those items generated from the focus group sessions were further used in instrument development in an online survey questionnaire for scale reduction and validation. Factor analysis was employed for the purpose of scale reduction. Meanwhile, a confirmatory factor analysis (CFA) was performed with Analysis of Moment Structures (AMOS) for the purpose of scale validation. The second stage of this study used a cross-sectional design and measures collected through the use of a questionnaire. The participants were 203 matched leader-subordinate dyads in a Malaysian Islamic Insurance company. Based upon hierarchical regression analysis, the results showed that the combination of both leader and follower emotional intelligence moderated the relationship between Islamic leader-member exchange and a number of important work related outcomes. The results suggest that emotional intelligence can help leaders and subordinates to facilitate stronger identification and emotional attachments with each other.
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Horne, Andre L. "A leader-follower exchange perspective of academic talent development in higher education." Thesis, University of Pretoria, 2014. http://hdl.handle.net/2263/43353.
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This study examines the development of academic talent in higher education from a
social exchange and organisation support perspective. More specifically the study
investigates to what extent a quality leader-member exchange relationship between a
chair of department and an academic staff member contributes to the perceived
development of academic talent in higher education.
The leader-member exchange theory was applied in this study to examine the
influence of the quality of the relationship between an academic leader and a follower
on supervisory support for development as well as its ultimate effect on perceptions
of organisation investment in employee development. Insight into the said quality and the effect of this relationship would provide greater clarity to leaders about the
development of academic talent in higher education.
The study employed a mixed-method approach that combined quantitative and
qualitative data collection. Quantitative data was collected from participants
(members of academic staff as followers) through an online survey, and qualitative
data was collected from leaders (chairs of academic departments as developers of
academic staff) through conducting one-on-one interviews. In addition, a theoretical
model of the hypothesised relationships between leaders and followers was tested
using path analysis.
The study found new evidence of the ways in which relationship resources embodied
in the leader-member exchange relationship between supervisors (leaders) and
employees (followers) influenced employee perceptions of both supervisory and
organisation support for development. The results also demonstrated how leadermember
exchange theory, combined with theoretical work on organisation support,
helped to explain and understand the critical role of supervisors in developing
academic staff. This study suggests that leader-member exchange theory could be
used as an appropriate leadership theory for application in the development of
academic talent in higher education. In addition specific development practices for a
chair of department in their roles as developers were also presented.Thesis (PhD)--University of Pretoria, 2014.
lk2014
Human Resource Management
PhD
unrestricted
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Jaser, Zahira. "The intermediate leader pulled in two directions : in concert a leader to some and a follower to others." Thesis, City, University of London, 2018. http://openaccess.city.ac.uk/21721/.
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This thesis explores an important yet underexplored aspect of leadership studies, the phenomenon of an intermediate leader, here defined as an individual embodying both roles of a leader and a follower. Whilst these two roles are usually seen as belonging to people interacting with each other, this body of work is innovative in investigating one individual co-enacting both the roles and identities of leader and follower, as he/she connects different leadership relationships. This exploration starts with a broad research question: how do intermediate leaders enact both roles effectively? This thesis provides some answers by presenting three separate papers, each focusing on a separate study. Paper 1 reviews previous literature categorizing the tensions faced by intermediate leaders. It introduces the leadership triad, formed by an intermediate leader, his/her leader and his/her follower as a promising area of enquiry. It then contributes a theoretical dynamic model of coenactment, through which intermediate leaders balance the tensions by embracing both leader and follower self-concepts as mutually important. Paper 2 and 3 are both based on longitudinal, inductive, qualitative studies, focusing on leadership triads in large financial organizations. Paper 2 unveils the practice of skip-level leadership, whereby the intermediate leader's sensemaking is bypassed by meaning formed in a direct leadership relationship between his/her leader and his/her follower. It reveals the disruptive effects that this can have on intermediate leaders' identity. Paper 3 explores authentic leadership from the perspective of intermediate leaders, who face two separate audiences, their boss and their teams, often embracing contrasting interests. This paper contributes a model of 'bounded authenticity' in leadership, revealing tactics used by intermediate leaders to be authentic amidst organizational-, relational- and individual-level barriers to authenticity. The overarching contribution of this thesis is to expose the interconnectedness of the roles of leader and follower, highlighting how the enactment of one informs the enactment of the other.
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Martinez, Lucinda G. "Charismatic Leadership Perceptions from K-12 Administrators: Phenomena of Follower and Leader Interdependency." ScholarWorks@UNO, 2017. https://scholarworks.uno.edu/td/2424.
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A greater understanding of the nature of leadership can be gained by empirical analyses, such as this quantitative study, addressing the influence executive administrators have on their message recipients, their followers. This study sampled 64 non-teaching K-12 school, district, and state administrators and measured their perceptions of their immediate supervisors’ leadership behaviors by completing the ©Conger-Kanungo Charismatic Leadership Scale (Conger, Kanungo, Menon, & Mathur, 1997) and the ©Perceived Leadership Behavior Measures Inventory (Conger, Kanungo, & Menon, 2000). Analyses of variables measuring perceived leadership behaviors and those effects on the attitudes and perceptions of their followers may contribute to a better understanding of the phenomena of non-teaching administrator follower and leader interdependency in K-12 organizations. Leaders can develop more refined leadership skill characteristics that might enhance ones’ abilities in communicating exemplary characteristics and charismatic behaviors. In turn, these refined abilities can contribute to an organization’s effectiveness by lowering leader and teacher attrition, promoting team building and bonding, and contribute to K-12 administrative leadership development program effectiveness. A General Linear Model with multivariate tests analyses were used to examine correlations between the charismatic leadership behavioral components and the followers’ perceptions of their own motivation, trust, and satisfaction. A significant correlation existed (p =p =
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Daher, Pascale. "The impact of leader gender, leadership styles, and follower gender on leadership effectiveness." Thesis, Aston University, 2018. http://publications.aston.ac.uk/37536/.
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This research examined how and under what conditions gender affects leadership effectiveness. Grounding the analysis in the Social Identity Theory of Leadership (SITL), a set of hypotheses was developed which predicted that the effect of leader gender on leadership effectiveness will be mediated by leadership group prototypicality. Stemming from the Expectancy Violations Theory and the Uncertainty Reduction Hypothesis, leadership group prototypicality was hypothesized to be a function of firstly the interaction between leader gender and leadership styles (directive versus participative), and secondly between leader gender, leadership styles (directive versus participative), and follower gender. Three studies were conducted to test this. Study 1 collected data from 151 participants who sat through a video manipulation. Moderated mediation analyses revealed that female leaders were considered more prototypical and thus more effective than male leaders when they engaged in directive leadership, and that this relationship was particularly pronounced with male followers. Regardless of follower gender, male leaders were not considered more prototypical than female leaders when they engaged in participative leadership, and the moderated mediation hypotheses were not supported. Study 2 attempted to replicate this finding by utilizing a written scenario manipulation. Data was collected from 170 participants although moderated mediation analyses did not reveal a significant effect of leader gender on leadership effectiveness through leadership group prototypicality. While the findings were in line with the Role Congruity theory, they were also in line with the SITL. Finally, Study 3 replicated the findings of the first experiment in a field setting. Data was collected from 126 employees in the services sector. As in Study 1, moderated mediation analyses showed that female leaders who engaged in directive leadership were more prototypical and ultimately more effective than male leaders who engaged in equivalent behaviour. Study 3 also did not find support for the moderated mediation hypotheses under participative leadership. In sum, the studies conducted provide internal and external validity to the proposed research model.
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Warren, Cody. "The Effects of Leader-Follower Relationship and Humor Style on Perceived Job Satisfaction." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1534161424650534.
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Cao, Van Kien. "Multi-leader-follower models : theoretical analysis, simulation, and application to eco-industrial parks." Thesis, Perpignan, 2020. http://www.theses.fr/2020PERP0009.
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Les travaux de recherche présentés dans cette thèse portent sur deux sujets: nous nous sommes d'abord concentrés sur les problèmes d'inégalités quasi-variationnelles et sur les problèmes d'équilibre de Nash généralisés ; nous avons ensuite étudié la modélisation et l'optimisation des parcs éco-industriels (EIP).Dans la première partie, nous obtenons des résultats d'existence d'inégalités quasi-variationnelles sur des ensembles produits en dimension infinie en considérant les hypothèses de quasimonotonie et de continuité locale upper-sign uniquement sur les opérateurs de composants. Une des difficultés les plus importantes, pour obtenir les résultats de l'existence d'inégalités quasi-variables sur des ensembles de produits, est que la quasimonotonicité et la continuité du signe supérieur local ne sont pas préservées par le produit de multiapplications. En outre, des résultats d'existence pour les problèmes d'équilibre de Nash généralisés sont également obtenus dans cette partie grace au concept d'opérateur normal ajusté et à la reformulation des problèmes d'équilibre de Nash généralisés en termes d'inégalités quasi-variables. Dans la deuxième partie, nous concevons et optimisons des réseaux d'eau dans les parcs éco-industriels en les formulant et en les résolvant grâce à des problèmes multi-leader-follower. Ce type de modèle est un mélange entre un problème d'optimisation à deux niveaux et un problème d'équilibre de Nash généralisé. L'objectif de chaque entreprise est de minimiser le coût d'exploitation au problème de niveau inférieur, tandis que l'objectif de l'autorité EIP, au problème de niveau supérieur, est de minimiser la consommation totale d'eau douce au sein de l'écoparc. Nous concevons et optimisons les réseaux d'échange d'eau dans l'EIP selon deux approches: premièrement, dans le modèle Blind Input, nous supposons que chaque entreprise ne peut contrôler que sa consommation d'eau douce et son flux de sortie. Dans la seconde approche, appelée Control Input, nous supposons que chaque entreprise a le contrôle de ses entrées polluées, c'est-à-dire que chaque entreprise a la possibilité de fixer la quantité d'eau provenant des autres entreprises. Les résultats montrent que les deux approches proposées sont efficaces. Une comparaison entre le modèle Blind Input et le modèle Control Input est également menéeThe research work presented in this thesis covers two topics: first, we focused on quasi-variational inequality problems and generalized Nash equilibrium problems; and second, we studied the modeling and optimization of the eco-industrial park (EIP).In the first part, we obtain the existence results for quasi-variational inequality problems over product sets in the infinite-dimensional setting considering the assumptions of quasi-monotonicity and local upper sign-continuity only in the component operators. One of the most important difficulties, in order to obtain the existence results for quasi-variational inequalities over product sets, is that quasi-monotonicity and local upper sign-continuity are not preserved by the product of set-valued maps. Furthermore, existence results for generalized Nash equilibrium problems are also obtained in this part through the concept of adjusted normal operator and reformulation of the generalized Nash equilibrium problem in terms of quasi-variational inequalities. In the second part, we design and optimize the industrial water networks in eco-industrial parks formulating them and solving them thanks to multi-leader-follower game problems. This kind of model is a mixture between the bilevel optimization problem and the generalized Nash equilibrium problem. Each enterprise's objective is to minimize the operating cost at the lower level problem, while the objective of the EIP authority, at the upper-level problem, is to minimize the total consumption of freshwater within the eco-park. We design and optimize the water exchange networks in EIP with two approaches: first, in the Blind Input model, we assume that each enterprise can only control his consumption of freshwater and his output flux. In the second approach, called Control Input model, we assume that each enterprise has control over his polluted inputs, namely, each enterprise has the ability to set the amount of water coming from the other enterprises. The results show that both proposed approaches are efficient. A comparison between the blind input model and the control input model is also considered
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Svensson, Anton. "Non-smooth and variational analysis of optimization problems and multi-leader-follower games." Thesis, Perpignan, 2020. http://www.theses.fr/2020PERP0003.
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Cette thèse, dont le cadre général est l'optimisation, traite de problèmes d'optimisation non-lisse et de problèmes de théorie des jeux. Elle est constituée de quatre parties. Dans la première, nous présentons le contexte et l'introduction. Dans la deuxième partie, nous discutons quelques règles de calcul sous-différentiel dans des espaces généraux, et présentons notamment certaines formules plus fortes que l'état de l'art, autant dans le cas convexe que dans le cas non convexe. L'accent est mis sur les règles de calcul et conditions d'optimalité approchées et "fuzzy", pour lesquelles aucune condition de qualification n'est requise. Dans la troisième partie, nous considérons des jeux bi-niveaux à plusieurs meneurs et plusieurs suiveurs. Après quelques résultats d'existence dans le cas d'un seul meneur optimiste et dans le cas de plusieurs meneurs, nous étendons des résultats existants concernant la relation entre le problème bi-niveau original et sa reformulation obtenue grâce au remplacement des problèmes des suiveurs par la concaténation de leurs conditions d'optimalité (KKT). Finalement, dans la quatrième partie, nous abordons quelques problèmes de quasi-équilibre, qui sont une généralisation des problèmes d'équilibre de Nash et des inégalités quasi-variationnelles. Nous prouvons ainsi de nouveaux résultats d'existence qui permettent de relâcher les hypothèses standardThis thesis is within the framework of optimization and deals with nonsmooth optimization and with some problems of game theory. It is divided into four parts. In the first introductory part, we give the context and some preliminary results. In the second part we discuss about subdifferential calculus rules in general spaces providing of some improved formulas in both the convex and the non-convex cases. Here the focus is on approximate or fuzzy calculus rules and optimality conditions, for which no qualification conditions are required. In the third part, we discuss about the so-called Multi-Leader-Follower Games. We give an existence result for the case of a single optimistic leader and multiple followers, and extend some results concerning the relation between the original problem with the reformulation obtained by replacing the followers' problem by the concatenation of their KKT conditions. Finally, in the fourth part we study quasi-equilibrium problems which are a general formulation for studying Nash equilibrium problems and quasi-variational inequalities. We provide some new existence results that relax some of the standard hypotheses
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Hou, Zhicheng. "Modeling and formation controller design for multi-quadrotor systems with leader-follower configuration." Thesis, Compiègne, 2016. http://www.theses.fr/2016COMP2259/document.
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Cette thèse propose des solutions aux problématiques inhérentes au contrôle de formations aériennes de type leader-suiveur pour des flottes de quadrirotors. Au regard des travaux existants, les stratégies qui sont proposés dans notre travail, considère que le(s) leader{s) a une interaction avec les suiveurs. En outre, les rôles de leader et de suiveur sont interchangeables lors de la formation. Dans un premier temps, la modélisation mathématique d'un seul quadrirotor et celle de la formation de quadrirotors est développée. Ensuite, le problème de suivi de trajectoire pour un seul quadrirotor est étudié. Au travers de l'analyse de 1, dynamique du système pour la conception d'une commande par platitude, il apparait que le suivi de trajectoire pour chaque quadrirotor équivaut à déterminer les sorties plates désirées. Un contrôleur pour système plats permettant l'asservissement des drones pour le suivi de trajectoire est donc proposé. Étant donné la propriété de double-boucle de la dynamique du quadrirotor en boucle fermée, un contrôleur d'attitude avec des grands gains est conçu, selon la théorie « singular perturbation system ». Puisque la dynamique du quadrirotor en boucle fermée fonctionne sur deux échelles de temps, la dynamique de rotation (boundary-layer mode) est contrôlée sur l'échelle de temps la plus rapide. La conception du contrôleur de formation dépend seulement de la dynamique de translation (modèle réduit dans une échelle de temps lente). Ce résultat a simplifié la conception du contrôleur de formation, de telle sorte que le modèle réduit du quadrirotor est utilisé au lieu du modèle complet. Étant donné que le modèle réduit du quadrirotor a une caractéristique de double-intégrateur, un algorithme de consensus pour des systèmes caractérisés par de multiple double-intégrateurs est proposé. Pour traiter le problème de la formation leader-suiveur, une matrice d'interaction est initialement proposée basée sur la matrice de Laplacienne. Nous montrons que la condition de convergence et la vitesse de convergence de l'erreur de formation dépendent de la plus petite valeur propre de la matrice d'interaction. Trois stratégies de contrôle de la formation avec une topologie fixe sont ensuite proposées. Le contrôle de formation par platitude est proposé pour obtenir une formation agressive, tandis que les dérivées de grands ordres de la trajectoire désirée pour chaque UAV sont estimées en utilisant un observateur; la méthode Lyapunov redesign est implémentée pour traiter les non-linéarités de la dynamique de la translation des quadrotors; une loi de commande bornée par l'utilisation, entre autre, de la fonction tangente hyperbolique est développée avec un feedback composite non linéaire, afin d'améliorer les performances de la formation. De plus, une commande de commutation saturée de la formation est étudiée, car la topologie de la formation est variable. La stabilité du système est obtenue grâce aux théories “convex hull » et « common Lyapunov function ». Cette stratégie de commande de commutation permet le changement des leaders dans la formation. Inspirée par certains travaux existants, tels que le contrôle de la formation avec des voisins anonymes, nous proposons, finalement, une loi de commande avec des voisins pondérés, qui montre une meilleure robustesse que le contrôle avec des voisins anonymes. Les résultats de simulation obtenus avec Matlab illustrent premièrement nos stratégies de contrôle que nous proposons De plus, en utilisant le langage de programmation C ++, nos stratégies sont mises en œuvre dans un framework de simulation et d'expérimentation développé au laboratoire Heudiasyc. Grâce aux nombreux tests variés que nous avons réalisés en simulation et en temps-réel, l'efficacité et les avantages de nos stratégies de contrôle de la formation proposées sont présentésIn this thesis, we address a leader-follower (L-F) formation control problem for multiple UAVs, especially quadrotors. Different from existing works, the strategies, which are proposed in our work, consider that the leader(s) have interaction with the followers. Additionally, the leader(s) are changeable during the formation. First, the mathematical modeling of a single quadrotor and of the formation of quadrotors is developed. The trajectory tracking problem for a single quadrotor is investigated. Through the analysis of the flatness of the quadrotor dynamical model, the desired trajectory for each quadrotor is transferred to the design of the desired at outputs. A flatness-based trajectory tracking controller is, then, proposed. Considering the double-loop property of the closed-loop quadrotor dynamics, a high-gain attitude controller is designed, according to the singular perturbation system theory. Since the closed-loop quadrotor dynamics performs in two time scales, the rotational dynamics (boundary-layer model) is controlled in a fast time scale. The formation controller design is then only considered for the translational dynamics: reduced model in a slow time scale. This result has simplified the formation controller design such that the reduced model of the quadrotor is considered instead of the complete model. Since the reduced model of the quadrotor has a double-integrator characteristic, consensus algorithm for multiple double-integrator systems is proposed. Dealing with the leader-follower formation problem, an interaction matrix is originally proposed based on the Laplacian matrix. We prove that the convergence condition and convergence speed of the formation error are in terms of the smallest eigenvalue of the interaction matrix. Three formation control strategies with fixed formation topology are then proposed. The flatness-based formation control is proposed to deal with the aggressive formation problem, while the high-order derivatives of the desired trajectory for each UAV are estimated by using an observer; the Lyapunov redesign is developed to deal with the nonlinearities of the translational dynamics of the quadrotors; the hyperbolic tangent-based bounded control with composite nonlinear feedback is developed in order to improve the performance of the formation. In an additional way, a saturated switching control of the formation is investigated, where the formation topology is switching. The stability of the system is obtained by introducing the convex hull theory and the common Lyapunov function. This switching control strategy permits the change of the leaders in the formation. Inspired by some existing works, such as the anonymous neighbor-based formation control, we finally propose a weighted neighbor-based control, which shows better robustness than the anonymous neighbor-based control. Simulation results using Matlab primarily illustrate our proposed formation control strategies. Furthermore, using C++ programming, our strategies are implemented on the simulator-experiment framework, developed at Heudiasyc laboratory. Through a variety of tests on the simulator and real-time experiments, the efficiency and the advantages of our proposed formation control strategies are shown. Finally, a vision-based inter-distance detection system is developed. This system is composed by an on-board camera, infrared LEDs and an infrared filter. The idea is to detect the UAVs and calculate the inter-distance by calculating the area of the special LEDs patterns. This algorithm is validated on a PC, with a webcam and primarily implemented on a real quadrotor
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Cookson, Robert Lee. "The moderating effect of leader prototypicality on the relationship between LMX and follower attitudes." Thesis, Georgia Institute of Technology, 2011. http://hdl.handle.net/1853/42709.
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Leader-Member Exchange (LMX) has provided the Industrial/Organizational Psychologists and Organizational Behaviorists with a theoretical framework for understanding how leaders lead followers. This theory is based on the interpersonal relationship between leader and follower. The theory proposes that the relationship between leaders and followers develops from a dyadic exchange process. However, research has recognized the need to consider the influence of social context on the relationship between LMX and outcomes. The Social Identity Model of Leadership (SIMOL) has proposed a view of leadership from the perspective of the relationship between the leader and a group of followers. This theory is based primarily on group memberships and how the leader fits the group prototype, affecting the leader's ability to lead and how the leader leads. This paper discusses both theories and shows how dyadic and group relationships work in concert to explain how leaders lead followers. The paper hypothesizes that SIMOL, through leader prototypicality, moderates the relationship between LMX and follower attitudes. Together, they provide a more complete framework for understanding leadership based on the simultaneously occurring relationships encountered by a leader.
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Offord, Matt. "Beyond Nelson : a post-heroic study of leader-follower interaction in the Royal Navy." Thesis, Durham University, 2016. http://etheses.dur.ac.uk/11809/.
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Leadership studies have traditionally considered leader characteristics to account for leadership outcomes such as leader emergence or team performance. This heroic narrative has always had its opponents but recently a post-heroic approach is becoming more prominent. Post-heroic approaches contest the assertion that leadership outcomes are mainly the product of leader traits. My research begins with a particular leader trait, the ability to interact, and bridges the two approaches by investigating the process from leader competence to leadership outcomes. The research uses a sequential exploratory design incorporating mixed methods. Three projects were conducted in Royal Navy (RN) warships. A qualitative project developed a leader-follower interaction model. The model suggests that leadership is granted by followers after a long-term series of mundane encounters. These encounters allow followers to build a group consensus of leader prestige. Prestige inuences follower behaviour such as engagement, disengagement and a covert form of resistance called levelling. A second project mapped the advice and participation networks on RN vessels and determined the prestige of team and sub-team leaders. Regression techniques allowed me to verify empirically the signicant relationship between prestige scores and team performance for ships conducting Sea Training. A nal project conducted on a warship in the South Atlantic verified a similar relationship between advice network prestige and intra-team communication. Finally I used the findings of the two empirical projects, based on sub-team or dyadic relationships, to model the effects of prestige at the group level, using computer simulation. I discovered that prestige that is dispersed throughout a group generates more effective teams, in terms of communication, than other conditions. This challenges the traditional top-down view of leadership communication. The resulting leader-follower interaction model describes a series of mundane and contested encounters through which prestige is given to dispersed leaders within a group. The theoretical impact of my research is to develop trait-process approaches to leadership and to describe leader-follower interaction as a post-heroic process. In doing so, I synthesise engagement theory with antropological approaches, including resistance to leadership. Practically, my projects validate the RN's compentency method of selecting leaders but points out that prestigious leaders alone cannot maximise team performance.
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Patterson, Nicola. "Leader and follower perspectives of entrepreneurial leadership : how is gender experienced in small firms?" Thesis, Northumbria University, 2011. http://nrl.northumbria.ac.uk/5845/.
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This study aims to bring a gender perspective to the study of entrepreneurship and followers' perspectives of entrepreneurial leadership. The study contributes to emerging entrepreneurial leadership research considering gender, acknowledging follower involvement, individual agency, and recognising entrepreneurial leadership as a social process. Secondly, the study contributes further empirical research from a gender perspective of women entrepreneurs tot he authentic leadership theory base.
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Warren, Shawn M. "The leadership process| An analysis of follower influence on leader behavior in hospital organizations." Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3740955.
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The healthcare environment, specifically hospitals, face a turbulent environment and external forces that present difficult challenges to leaders. Hospital leaders are required to do more with less and navigate to ensure a profitable bottom line and high ratings of patient satisfaction. However, viewing solutions, such as developing a new force of leaders, to navigate through such a hostile environment may not be the only answer. This study seeks not to understand the leader solely, but is focused on the leadership process and the effect followers create due to their behaviors and attributes that influence leaders.
The study draws from the scholarship of positive organizational behavior particularly that of its positive construct of Psychological Capital and followership theories. In order to understand the follower’s influence on the leader, the study uses quantitative methods to analyze the Psychological Capital Questionnaire and the Multifactor Leadership Questionnaire instruments to identify a relationship between followers Psychological Capital and the followers’ rating of leadership behavior inclusive of transformational and transactional leadership and laissez-faire.
The results of the study concluded that there is a positive relationship between Psychological Capital and the leadership dimensions scales from the Multifactor Leadership Questionnaire as both rated by the follower, but no statistical correlation significance. There was a significant correlation in regards to follower demographics and leaders behavior as rated by the follower.
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Boonzaier, Anna. "The influence of transactional, transformational leadership on leader-follower value congruence and leadership success." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/3034.
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Thesis (MComm (Industrial Psychology))--Stellenbosch University, 2008.Effective leadership drives an organisation’s members to achieve a common purpose. Leaders must influence followers to work together to achieve one vision. Successful leaders understand their own values and the values of their followers, in order to guide and direct behaviour. Shared values allow organisations to work together and act as one entity. Successful leaders instil a set of commonly held core values to ensure that followers are working towards the same goals. The purpose of the study was to determine the influence of organisational leadership on leader-follower value congruence and leadership success. The aim of the study was to determine the relationship between transactional and transformational leadership, leader-follower value congruence and leadership success. Engelbrecht’s (2002) model was used as a theoretical framework. A literature study of leadership and leadership success, as well as values and value congruence in organisations was conducted. The relationship between these constructs was also analysed in the literature study. The sample comprised of employees of a large petroleum company in the Western Cape. The sample consisted of 162 leaders and subordinates. The sample comprised of two subordinates for every leader. Each of the respondents completed Bass and Avolio’s Multifactor Leadership Questionnaire (MLQ) and Langley’s Values Scale (VS). Both the MLQ and VS were found reliable for the purpose of the study. The statistical analysis was conducted through correlation analyses. The results revealed that transactional and transformational leadership have a direct and positive influence on leadership success. Some support was found for the influence of transactional leadership and transformational leadership on leader-follower value congruence. The results also indicated some support for the influence of leaderfollower value congruence on leadership success. Some support was found for the proposition that leader-follower value congruence mediates the relationship between transactional leadership and leadership success. Conclusions were drawn from the results obtained and recommendations for future research are made.
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Ritchie, Samantha A. "The Impact of Leader-Follower Regulatory Focus Congruence on Regulatory Fit and Relationship Quality." University of Akron / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=akron1248469182.
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LAI, NGUYEN THANH CONG. "An analysis of equilibria for Nash problems, Radner problems and Multi-leader-follower games." Doctoral thesis, Università degli studi di Brescia, 2021. http://hdl.handle.net/11379/551778.
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McCusker, Maureen Elizabeth. "A Dyadic Approach to Leadership Emergence." Thesis, Virginia Tech, 2015. http://hdl.handle.net/10919/78142.
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Leadership emergence is best conceptualized as a complex, multi-level process arising from the dynamic interplay of all elements in the process: group members, relations, and context (Day, 2014). This study seeks to simultaneously examine to the role of each in the leadership emergence process by assessing leader and follower traits, their trait similarity, task, behaviors, and the network itself. Using a rotation design, 99 cadets in groups of three completed four tasks with alternating partners and subsequently provided sociometric ratings of each of their group members. Data was analyzed using Exponential Random Graph Modeling, which controls for endogenous group effects. In general, there was a tendency toward nominating others as leaders. High scores on dominance and intelligence predicted leadership emergence, and low scores on dominance predicted follower emergence. The type of task did not affect leadership emergence. Perceived leader behavior unexpectedly reduced the likelihood of nominating another as a leader. Results from this study highlight the importance of studying all components of leadership process and are once step closer toward doing so completely and accurately.Master of Science
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McKie, David S. "A Cross-cultural test of Implicit Leadership Theory." Thesis, Cranfield University, 2003. http://hdl.handle.net/1826/115.
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This research builds on Implicit Leadership Theory, which suggests that a
leader's performance is likely to be higher when there is congruence between a
follower's prototype of what a leader should be and his or her perception of the
leader's behaviour. The essence of effective leadership, according to this theory,
is being seen as a leader by others.
Data were collected from 196 leaders and 1,738 followers from 23 countries
within Cargill Incorporated, a US food and agricultural multinational. The
research was conducted in two phases. During the first phase data were
collected on followers' desired leadership values and their perception of their
leader's behaviour on the same dimensions. These data were used to compute a
congruence score based on a weighted sum of absolute differences. The
congruence score data formed the heart of an individualised Leadership Fit
Report written for each leader in the study showing the extent of congruence
across 21 leadership characteristics (see Appendix A).
The second phase of the study focused on a subset of 933 followers from five
countries testing the two hypotheses. The two hypotheses in Phase Two were
partially supported. The first was that congruence between desired leadership
values and perceived behaviour leads to high performance of a leader and
incongruence leads to lower performance. The second was that the relationship
between congruence and leader performance varied by nationality.
The cross-cultural test of Implicit Leadership Theory captured in Hypothesis
2 was particularly important to Cargill because it revealed unique and important differences between the five countries included in the second data set. This
study found that the nature of the relationship between congruence and leader
performance varies significantly between all five countries. More specifically
the data suggests that congruence does not always lead to high performance.
This study, albeit exploratory, makes theoretical, methodological and
practical contributions in the following ways.
i. A cross cultural test of Implicit Leadership Theory in a multinational
organisation with a significant sample size.
ii. An existing desired leadership values questionnaire was used and
developed further to measure leadership values and leader perception.
iii. All 196 leaders received a personalised feedback report showing the
level of congruence (or degree of fit) for 21 leadership characteristics.
iv. A methodological contribution was made by using Polynomial
Regression Equations and Response Surface Methodology to measure
the nature of the relationship between desired leadership values,
perceived behaviour and leaders' performance.
Implicit Leadership Theory was shown to be complex yet very relevant to
management practice. The research undertaken was exploratory yet it has
created the basis for on going discussion.
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Tapke, Jeanne-Marie. "Influence of Leader-Follower Coaching Relationships of Transformational Transactional Leaders on Perceived Work-Related Outcomes." University of Cincinnati / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1311605212.
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Wei, Hongguo. "Top-down and Bottom-up Effects: An Examination of Relational Compassion in Leader-follower Dyads." Case Western Reserve University School of Graduate Studies / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=case1491559697964869.
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Legood, Alison. "Trust in leader-follower relationships : how and when trust building enhances dyadic and organisational outcomes." Thesis, Aston University, 2013. http://publications.aston.ac.uk/20892/.
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Guided by theory in both the trust and leadership domains, the overarching aim of this thesis was to answer a fundamental question. Namely, how and when does trust-building between leaders and followers enhance leader-member exchange (LMX) development and organisational trust? Although trust is considered to be at the crux of the leader-follower relationship, surprisingly little theoretical or empirical attention has been devoted to understanding the precise nature of this relationship. By integrating both a typology of trustworthy behaviour and a process model of trust development with LMX theory, study one developed and tested a new model of LMX development with leader-follower trust-building as the primary mechanism. In a three wave cross-lagged design, 294 student dyads in a business simulation completed measures of trust perceptions and LMX across the first 6 months of the LMX relationship. Trust-building was found to account for unexplained variance in the LMX construct over time, while controlling for initial relationship quality, thus confirming the critical role of the trust-building process in LMX development. The strongest evidence was found for the role of integrity-based trust-building behaviour, albeit only when such behaviour was not attributed to insincere motives. The results for ability and benevolence-based trustworthy behaviour revealed valued insights into the developmental nature of trustworthiness perceptions within LMX relationships. Thus, the pattern of results in study one provided a more comprehensive and nuanced understanding of the dynamic interplay between trust and LMX. In study two, leader trust-building was investigated cross-sectionally within an organisational sample of 201 employees. The central aim of this study was to investigate whether leader trust-building within leader-follower relationships could be leveraged for organisational trust. As expected, the trust-building process instigated by members in study one was replicated for leaders in study two. In addition, the results were most consistent for benevolence-based trust building, whereas both integrity- and ability-based trust-building were moderated by the position of the leader within the organisation’s hierarchy. Overall, the findings of this thesis shed considerable light on the richness of trusting perceptions in organisations, and the critical role of trust-building in LMX development and organisational trust.