Academic literature on the topic 'Leadership – Aspect moral'
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Journal articles on the topic "Leadership – Aspect moral"
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Price, Terry L. "A “critical leadership ethics” approach to the Ethical Leadership construct." Leadership 14, no. 6 (June 7, 2017): 687–706. http://dx.doi.org/10.1177/1742715017710646.
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This paper uses moral philosophy to critique leadership theory and the phenomenon of leadership itself. It is an example of what I call “critical leadership ethics,” which engages the existing literature to locate, catalog, and—ultimately—respond to the primary ethical problems of this applied context. I illustrate the approach by analyzing the Ethical Leadership construct. One positive aspect of this construct is that it helps us identify the ethically troubling features of leadership. But the main objective of the paper is ultimately a negative one. My primary thesis is that the Ethical Leadership construct fails to capture the true depth of the critique of leadership. In the final section of the paper, I draw on particular moral theories to develop the beginnings of a response to these problems. I also suggest how critical leadership ethics might move forward as a research agenda.
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Storozhev, Roman. "Leadership development trends in the scandinavian countries: experience for Ukraine." Public administration aspects 8, no. 5 (October 30, 2020): 90–96. http://dx.doi.org/10.15421/152097.
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At the current stage of Ukrainian state integration into European community, country leaders face new challenges that require improving efficiency of public management and public administration based on democracy and human-centeredness. Urgency of public leadership development in Ukraine is closely related to the foreign countries’ experience study on the mechanisms of formation and development of public leadership, characterized by a high level of moral values, responsibility, communication, modesty. The new management paradigm, being introduced in public administration and public management in Ukraine, also requires introduction of new qualities in public leadership, manifested through establishment of moral values in the leader's personality, leader’s behavior in public service reform. According to the author, such qualities of leadership as delegation of powers in public authorities, intersectoral cooperation in public administration determine development of leadership in the context of educational trends in foreign countries. The author believes that today an important aspect in the development of public leadership is the mobilization aspect of the efforts of all leaders and subordinates of public authorities and leaders of civil society institutions to overcome crises and do complex reforms in public administration. Such crises include ensuring stability in global fight against the GOVID-19 pandemic. However, problem of public leadership development in this aspect has not been properly reflected in modern scientific sources.The article reveals priority models of public leadership of Western European countries as a prerequisite for formation of successful personality, successful leadership qualities, the trend of which is such an important factor as publicity, because before the 90s of the twentieth century not all government officials in European countries were public.
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Storozhev, Roman. "LEADERSHIP DEVELOPMENT IN UKRAINE IN THE CONTEXT OF EDUCATIONAL TRENDS OF WESTERN EUROPEAN COUNTRIES." Scientific Journal of Polonia University 42, no. 5 (February 12, 2021): 158–66. http://dx.doi.org/10.23856/4221.
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At the current stage of Ukrainian state integration into European community, country leaders face new challenges that require improving efficiency of public management and public administration based on democracy and human-centeredness. Urgency of public leadership development in Ukraine is closely related to the foreign countries’ experience study on the mechanisms of formation and development of public leadership, characterized by a high level of moral values, responsibility, communication, modesty. The new management paradigm, being introduced in public administration and public management in Ukraine, also requires introduction of new qualities in public leadership, manifested through establishment of moral values in the leader’s personality, leader’s behavior in public service reform. According to the author, such qualities of leadership as delegation of powers in public authorities, intersectoral cooperation in public administration determine development of leadership in the context of educational trends in foreign countries. The author believes that today an important aspect in the development of public leadership is the mobilization aspect of the efforts of all leaders and subordinates of public authorities and leaders of civil society institutions to overcome crises and do complex reforms in public administration. Such crises include ensuring stability in global fight against the GOVID-19 pandemic. However, problem of public leadership development in this aspect has not been properly reflected in modern scientific sources. The article reveals priority models of public leadership of Western European countries as a prerequisite for formation of successful personality, successful leadership qualities, the trend of which is such an important factor as publicity, because before the 90s of the twentieth century not all government officials in European countries were public.
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Agarwal, Swati, and Kanika T. Bhal. "A Multidimensional Measure of Responsible Leadership: Integrating Strategy and Ethics." Group & Organization Management 45, no. 5 (June 15, 2020): 637–73. http://dx.doi.org/10.1177/1059601120930140.
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Research on leadership generally discusses the normative and strategic perspectives of leadership separately. However, in the context of stakeholder theory and corporate sustainability, researchers and practitioners have called for the integration of these two seemingly disparate perspectives to create a hybrid leadership framework. In this regard, theoretical work on responsible leadership (RL) combines the disciplines of ethics and strategy to propose integrative behaviors. Nonetheless, RL mostly has been explored as a one-dimensional concept with stakeholder welfare as the focus. Although this aspect is salient, leaders must display other ethical and strategic behaviors to respond to the changing demands of business. Therefore, we combine such behaviors into one RL framework. Through a strategic lens, we define the first two dimensions of RL as sustainable growth focus and multistakeholder consideration. Furthermore, these goal-setting behaviors are looked upon as genuine when they depend on leaders’ ethical behaviors. Therefore, we consider ethical leadership to be an inherent part of RL through the dimensions of the moral person and moral manager. Across four quantitative studies, we test the construct validity of the suggested four-factor structure of RL as well as its ability to predict relevant organizational outcomes such as individual followers’ moral courage and citizenship behaviors toward stakeholders.
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Ghaffar, Bilal, Zulfiqar Ahmed Bowra, Kanza Naeem, and Yasin Muneer. "Investigating the Antecedents of Whistleblowing." Review of Applied Management and Social Sciences 4, no. 3 (July 30, 2021): 625–40. http://dx.doi.org/10.47067/ramss.v4i3.168.
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Prevalence of corporate frauds is critical, therefore, it is very important to detect and institutionalize the black sheep’s in the organization which are involved in misconduct and must be brought to the light via whistleblowing. Ethical leadership equitably influence ethical climate, which in turn will favorably encourages employees in whistleblowing. This study is intended to examine and overcome the research gap based on the mediating aspect of psychological stress and moral attentiveness in association of ethical leadership, ethics oriented climate on whistleblowing. Twelve hypotheses were developed to examine the conceptual framework of the study. A self-administered questionnaire was devised to acquire cross sectional information from 425 employees from the banks in Gujranwala division, Punjab, Pakistan via convenient sampling. Results showed that in the presence of ethical leadership and ethics oriented environment in an organization’ the psychological stress of employees decreases and moral attentiveness of the employees increases and ultimately have the positive impact on whistleblowing. Hence, this research is one of the few cross-sectional researches that examining the mediation mechanism of psychological stress and moral attentiveness in the banking sector of Pakistan.
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Adiba, Elfira Maya. "KEPEMIMPINAN ISLAMI, KEPUASAN KERJA, KOMITMEN KERJA, DAN LOYALITAS KERJA KARYAWAN BANK SYARIAH MANDIRI DI SIDOARJO." al-Uqud : Journal of Islamic Economics 2, no. 1 (January 31, 2018): 60. http://dx.doi.org/10.26740/al-uqud.v2n1.p60-80.
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Human resources is the main asset in the company, so the company should pay more attention to this aspect. Islamic leadership is not just a relationship between leaders and subordinates, but more than that, the leader must also be able to give a direct, protect, and treat their employees fairly. It is better known as servant leadership which is a leadership with moral approach based on ethics, morality, and spirituality. This study aims to determine the influence of Islamic leadership, job satisfaction, and job commitment to the job loyalty of the employee of Bank Syariah Mandiri in Sidoarjo. This research used multiple regression. The results of this study are Islamic leadership, job satisfaction, and job commitment simultaneously have a positive and significant impact on job loyalty of employee of Bank Syariah Mandiri in Sidoarjo
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Azman Suhaimy, Khairul, Shah Rul Anuar, Hussain Othman, Lutfan Jaes, Khairol Anuar Kamri, Zahrul Akmal Damin, Harliana Halim, et al. "The Concept of Leadership and Constitution from The Islamic and Malay Archipelago Perspectives According to Taj Al-Salatin Manuscript." International Journal of Engineering & Technology 7, no. 4.9 (October 2, 2018): 158. http://dx.doi.org/10.14419/ijet.v7i4.9.20642.
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The aspect of leadership has existed since the dawn of time, with scholars conducting extensive studies from various angles and views, which were then produced into literary works. In the Malay Archipelago, Taj al-Salatin manuscript (1603M) is widely known as a masterpiece which highlighted leadership qualities from the Islamic perspective. This study was conducted to identify the author’s ideas on Islamic leadership in the context of Malay Archipelago, using descriptive method by analysing the manuscript. The findings showed that leaders and leadership are considered as a mandate from Allah S.W.T. Good leaders must be qualified, with higher knowledge and morals than their subjects. Taj al-Salatin introduces the idea that leaders should practice Tasawwuf, which among its practises include constant self reminder of death, rejecting lust and desires, and prioritising remembrance to Allah. In his manuscript, Bukhari al-Jauhari presents the vision, idealism and the idea of "leaders are perfect beings", which embodies the concept of Tauhid and upholds noble character for universal humanity. A leader of a nation should always stand on the grounds of good moral values and the people are led towards creating a peaceful, prosperous and happy nation.
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Usman, Ahmadi, and Silviana Zahra. "Analysis of Competency of Educators in Khoirul Ummah School Malang from The Perspective of Law Number 14 of 2005 about Teachers and Lecturers." Didaktika Religia 8, no. 1 (June 7, 2020): 117–37. http://dx.doi.org/10.30762/didaktika.v8i1.1536.
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This study seeks to explain the competence of teaching staff/educators in Islamic education, the Khoirul Ummah School, Malang. The benchmark of change and strengthening teaching skills within the scope of Islamic educational institutions is using the competency analysis. The significance of the research lies in the analysis of the integration of modern science and the Islamic one. It used a descriptive qualitative survey research method with a documentary observation pattern and inquiry-based source tracking method. The findings reveal 1) aspects of personality competence, which characterized by moral and moral indicators, leadership and educational figures. In this competency, educators are highly qualified. The reason is that educators have a social competence enlightened by the kiai or cleric 2) aspects of professional competence. Here, family educators get a small scale. Educators master more the subject matter, compared to methods or learning concepts that are appropriate to the goals of the institution. In this aspect, 70% of educators do not understand concepts and methods, especially digital-based methods. 3) Aspects of social competence. In this aspect, educators become a good one if they can communicate and interact with students, guardians and surrounding communities. 60 % of educators are active in social activities and establish friendships with students’ guardians.
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Yanthi, Ni Putu Dian Kartika, Ida Bagus Rai Putra, and Putu Sutama. "Teks Satua Galuh Payuk Analisis Sosiologi Sastra." Humanis 25, no. 1 (February 27, 2021): 61. http://dx.doi.org/10.24843/jh.2021.v25.i01.p08.
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This research discusses about Bali’s literature work purwa or traditional which shaped in satua with title “Satua Galuh Payuk text: Analysis of Sociology Literature”. The research purpose is to knowing the shaped structure and narrative structure also the social aspects which included in the satua itself. This research is using the theoretical structure and sociology approaching. Those theories used by combining some opinions from the literature experts. The method of this research on providing the data was through observation and heeding, on data analysis the researcher was used qualitative method. The method on providing the result of data analysis the researcher was used the informal method. For supporting all of the methods that have been used the researcher used some techniques which are: recording, transliteration translating, analytic descriptive, and deductive inductive. The results of this research is the shape structure and the narrative structure from “Satua Galuh Payuk Text”. The shape structure includes the language styles and diction and the narrative structure includes: incident, plots, background, figure and characterization, theme and mandate. Besides, this research was also analyzed the social aspects which become objects from the research which are naming, love aspect, civilization aspect, leadership aspect, religion aspect which consist of philosophical aspect, moral aspect and ceremony aspect.
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Oktaviani, Anggi, Jannes Parulian Siregar, Dahlia Sarkawi, and Deny Novianti. "IMPLEMENTATION OF PROFILE MATCHING METHOD IN ASSESSMENT OF EMPLOYEE PERFORMANCE IN DIRECTORATE GENERAL OF OIL AND GAS." Jurnal Riset Informatika 2, no. 2 (March 31, 2020): 83–90. http://dx.doi.org/10.34288/jri.v2i2.130.
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Every employee is always trying to improve their skills and achievements. So he can get a good career path according to his idea. Institutional Directorate General of Oil and Gas in the Ministry of ENERGY and Mineral resources, as well as the assessment of employee performance also provided by the company to reward certain achievements. At this time analysis of assessment officers in Ditjen Migas is still done in a subjective. There should be ways and methods as an alternative election leader to suit your needs. In this study, the profile matching method was used as an alternative to providing assessment and evaluation of the key performance indexes of each employee. There are two aspects in conducting assessment and evaluation, namely: performance aspect and work satisfaction aspect. There are several levels of performance aspects: a leadership of thoroughness and responsibility, verbalization of ideas, encouragement of achievement, concentration, and creative imagination. The work satisfaction aspect has a discipline, high moral value, skilled, integrity, and loyalty. There is a ranking change from candidates after being counted by the profile matching method whose employees with NIP 1388510026 have the first position in 4.5137
Dissertations / Theses on the topic "Leadership – Aspect moral"
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Azarre, Wilfrid. "Leadership éthique des dirigeants scolaires en Haïti." Doctoral thesis, Université Laval, 2020. http://hdl.handle.net/20.500.11794/67306.
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Cette recherche explore les problèmes éthiques auxquels sont confrontés les gestionnaires scolaires haïtiens, leur capacité à percevoir des enjeux éthiques dans différentes situations professionnelles ainsi que les décisions et actions qu’ils adoptent face à de tels enjeux. La recherche fait appel à une méthodologie mixte en combinant les données de méthode quantitative et de méthode qualitative. Trois instruments ont été utilisés dont deux ont été validés en Haïti pour recueillir les informations. Deux questionnaires (le Questionnaire du leadership éthique – QLE - et le Questionnaire de la sensibilité éthique - QSE) ont permis de collecter des informations auprès de 198 directions d’école secondaire dans quatre départements en Haïti. Un guide d’entrevue validé a permis de collecter des informations qualitatives auprès de huit directions d’école secondaire dans trois départements. Pour répondre aux objectifs de l’étude, une première série d’analyses a été effectuée dans le but de vérifier les qualités psychométriques des questionnaires utilisés. Nous avons procédé à des analyses factorielles confirmatoires (AFC) sur le QLE et le QSE. La première a révélé que le modèle du QLE s’ajuste aux données. Dans le cas du QSE, l’analyse initiale révèle un ajustement médiocre du modèle du QSE aux données, forçant le retrait de trois items trop peu liés au reste de l’échelle. Une seconde analyse factorielle confirmatoire du QSE démontre un meilleur ajustement du modèle modifié aux données recueillies mais ne s’avère pas entièrement satisfaisant. Ces analyses permettent d’ajouter Haïti à la liste des pays où les questionnaires QLE et QSE ont été culturellement vérifiés, bien que ce dernier outil gagnera à faire l’objet d’études supplémentaires. Nous avons ensuite effectué des statistiques descriptives et comparé la position des gestionnaires haïtiens aux différentes dimensions du Questionnaire du leadership éthique et au Questionnaire de sensibilité éthique. Les résultats indiquent, selon la typologie de Langlois (2010), que la dimension Critique atteint un niveau de développement associé à l’émergence, la dimension Justice un niveau associé à la présence et la dimension Sollicitude, un niveau associé à la consolidation. Des comparaisons des résultats et des niveaux de développement ont été effectuées en fonction du niveau de scolarité, du nombre d’années d’expérience dans le poste actuel ou dans l’organisation, du genre, de l’âge, de la langue majoritairement parlée au travail ainsi que du département où se situe l’institution où ils travaillent. De façon générale, ces comparaisons donnent lieu à des résultats statistiquement non significatifs. L’évaluation de la taille des effets et des niveaux de développement des différentes dimensions permet cependant de constater quelques différences faibles ou modérées entre certains sous- groupes. Une analyse qualitative a été aussi combinée à l’analyse quantitative pour mieux comprendre les forces et les vulnérabilités des leaders scolaires haïtiens en matière de prise de décision éthique. Les résultats quantitatifs et qualitatifs permettent de constater qu’en matière de prise de décision, les gestionnaires scolaires haïtiens font plus appel à la dimension de la Sollicitude qu’aux dimensions de la Justice et de la Critique et qu’ils font moins appel à la dimension de la Critique qu’aux dimensions de la Justice et de la Sollicitude. Ces résultats rejoignent certains constats de Langlois et Lapointe (2010) et celles d’Arar et de ses collaborateurs (2016). Par ailleurs, les résultats démontrent que, tel que le suppose le modèle, les gestionnaires obtiennent rarement une position élevée sur les trois dimensions. En effet, sur un total de 198 participants, seulement cinq présentent un résultat élevé sur les trois dimensions, et 12, un résultat élevé sur deux dimensions. Une formation à la sensibilité éthique serait nécessaire pour aider ces gestionnaires à mieux percevoir les différents types d’enjeux éthiques qu’ils sont susceptibles de rencontrer et à mieux tenir compte des différentes dimensions du leadership éthique lorsque confrontés à un dilemme éthique. Cette thèse a également mis en lumière l’existence de défis contextuels qui peuvent entraver l’agir éthique des administrateurs scolaires haïtiens et le besoin d’une formation adéquate. La conclusion de la thèse souligne l’importance de former les directions d’école et tous les acteurs du système scolaire haïtien à la sensibilité et au leadership éthique pour instaurer ou renforcer le vivre ensemble, l’équité et la solidarité à l’école et dans la communauté.This research explores the ethical issues faced by Haitian school administrators, their ability to perceive ethical issues in different professional situations, and the decisions and actions they take when facing such issues. The research uses a mixed methodology, combining quantitative and qualitative data. Three instruments were used, two of which were validated in Haiti to gather information. Two questionnaires (the Ethical Leadership Questionnaire - ELQ - and the Ethical Sensitivity Questionnaire - ESQ) collected information from 198 secondary school principals in four departments in Haiti. A validated interview guide collected qualitative information from eight secondary school principals in three departments. To meet the objectives of the study, an initial series of analyses was conducted to verify the psychometric qualities of the questionnaires used. Confirmatory factor analyses (CFAs) were conducted on the ELQ and ESQ. The first revealed that the ELQ’s model fits the data. In the case of the ESQ, the initial analysis revealed a poor fit of the ESQ’s model to the data, forcing the removal of three items that were not sufficiently related to the rest of the scale. A second confirmatory factor analysis of the modified model of the ESQ provided a better fit although not fully satisfactory. These analyses allow to add Haiti to the list of countries where the ELQ and ESQ questionnaires have been culturally verified, although the latter tool will benefit from further studies. We then conducted descriptive statistics and compared the position of Haitian school principals on the different dimensions of the ELQ and ESQ. Results on the scale of ethical leadership development stages indicate that participants have reached different levels of development on the three dimensions of ethical leadership. Their score is associated to the emergence level for the critical dimension, to the level of presence for the justice dimension, and to the level of consolidation for the care dimension. Comparisons of scores and levels of development were made according to level of education, number of years of experience in the current position or organization, gender, age, language spoken at work and the department in which the institution is located. In general, the results of these comparisons are not significative. However, the evaluation of the effect sizes and of the levels of development of the different dimensions does show some small or moderate differences between certain subgroups. Qualitative analysis was also combined with quantitative analysis to better understand the strengths and vulnerabilities of Haitian school leaders in ethical decision-making. The quantitative and qualitative results indicate that Haitian school leaders are more concerned with the caring dimension of ethical decision making than with the justice and critical dimensions, and less with critical than the justice and caring dimensions of ethical decision making. These results support the studies by Langlois and Lapointe (2010) and Arar and al. (2016). Moreover, results show that, as assumed by the model, managers rarely obtain a high ranking on all three dimensions. Indeed, out of a total of 198 participants, only five have a high score on all three dimensions, and 12, on two dimensions. Training in ethical sensitivity appears to be important to help these managers better perceive the different types of ethical issues they are likely to encounter and to better take into account the different dimensions of ethical leadership when faced with an ethical dilemma. This thesis also highlighted the existence of contextual challenges that can hamper the ethical actions of Haitian school administrators and the lack of adequate training. The conclusion of the thesis underscores the importance of training principals and all actors in the Haitian school system in ethical sensitivity and leadership in order to establish or strengthen living together, equity and solidarity in the school and community.
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Brie, Jean-Michel. "Leadership éthique et communautés de pratique et d'apprentissage : l'éthique en gestion scolaire." Thesis, Université Laval, 2013. http://www.theses.ulaval.ca/2013/29561/29561.pdf.
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Giasson, Guylaine. "La place du leadership éthique au sein des nouvelles approches de gestion : étude comparative entre le lean hospital et le magnet hospital." Doctoral thesis, Université Laval, 2020. http://hdl.handle.net/20.500.11794/66556.
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Dans un contexte néolibéral, où dominent la logique financière et la profitabilité à court terme, on voit se développer de nouvelles approches de gestion. Le ministère de la santé et des services sociaux du Québec (MSSS) ne fait pas exception, deux approches de gestion ys ont présentées et implantées en vue d’améliorer l’efficacité et l’efficience: le « lean hospital» et le « magnet hospital ». Étant donné la montée de l’éthique organisationnelle, nous nous sommes interrogés sur la place du leadership éthique au sein de ces nouvelles approches de gestion. Le but de cette recherche est donc de vérifier si un lien peut être établi entre le leadership éthique et ces approches de gestion en milieu hospitalier. Sur la base d’un devis quantitatif et transversal, cette étude a pour premier objectif de décrire le leadership éthique des gestionnaires qui ont adopté ces nouvelles approches de gestion (lean hospital et magnet hospital). Le deuxième objectif est d’explorer la relation entre le leadership éthique et l’approche de gestion préconisée. Enfin, le troisième objectif est d’explorer la relation entre le leadership éthique et certaines caractéristiques sociodémographiques (genre, âge, scolarité, expérience au travail et langue). Le questionnaire sur le Leadership Éthique (QLÉ),développé par Langlois (2010), comprenant quatre dimensions éthiques telles que la sollicitude, la justice la critique et la sensibilité éthique, a été utilisé pour recueillir les données. L’échantillon volontaire et non probabiliste est composé de 40 cadres provenant d’établissements de santé québécois ayant adopté l’une des deux nouvelles approches de gestion: le lean hospital (n=16) et le magnet hospital (n=24). Les analyses descriptives dressent un portrait de la population selon l’approche de gestion, ainsi que leurs scores éthiques. Les analyses univariées de la variance (ANOVA) ont été utilisées afin de cibler les variables qui montrent des différences significatives au niveau des dimensions éthiques. Ces variables ont été ensuite intégrées dans notre modèle de régression multiple. Les analyses multivariées de la covariance (MANCOVA) ont été utilisées en vue de vérifier deux hypothèses. Notre première hypothèse (H1) est qu’il existe une relation entre l’approche de gestion et les dimensions éthiques. Notre deuxième hypothèse (H2) est qu’il existe une différence significative entre certaines variables sociodémographiques et les dimensions éthiques. Les analyses univariées de la covariance (ANCOVA) ont été utilisées afin de montrer où se situent les différences significatives. Les résultats quantitatifs ont permis de faire ressortir les variables susceptibles d’influencer le déploiement du leadership éthique. Ces variables sont la scolarité, l’expérience dans la profession actuelle et la langue. L’étude met en évidence l’importance d’approfondir les résultats avec des données issus d’une méthode mixte, c’est-à-dire en intégrant des données qualitatives.In a neoliberal context, where financial logic and short-term profit are dominating, we see new management approaches emerging. The ministère de la santé et des services sociaux duQuébec (MSSS) makes no exception, two management approaches are presented and implemented in order to improve efficacy and efficiency: the «lean hospital» and the «magne thospital». Due to the rise of the organisational ethic, we questioned ourselves on the place that occupy the ethical leadership in these new management approaches. The goal of this research is to verify whether a link could be established between the ethical leadership and theses management approaches in a hospital environment. Based on a transverse and quantitative quote, this study first goal is to describe the managers’ ethical leadership who adopted these new management approaches (lean hospital and magnet hospital). The second goal is to explore the relationship between the ethical leadership and the preconized management approach. Lastly, the third goal is to explore the relationship between ethical leadership and some demographics characteristics (gender, age, schooling, work experience,and language). The Ethical Leadership Questionnaire (EQL) developed by Langlois (2010),comprising four ethical dimensions, such as solicitude, justice, critic, and ethical sensitivity,has been used to collect the data. The voluntary and non-probabilistic sample is composed of40 managerial staff from Quebec’s health facilities having adopted one of the two new managerial approaches: the lean hospital (n=16) and the magnet hospital (n=24). The descriptive analysis give a portrait of the population according to the managerial approach as well as their ethical scores. Univariate analyzes of variance (ANOVA) have been used to target significant variables regarding ethical dimensions. These variables were then incorporated into our multiple regression model. Multivariate analyzes of covariance(MANCOVA) have been used in order to verify the two assumptions. Our first hypothesis(H1) is that there is a relation between the managerial approach and ethical dimensions. Our second hypothesis (H2) is that a significant difference exists between some demographic variables and ethical dimensions. Univariate analyzes of variance (ANOVA) have been used to identify the significant differences. The quantitative results made it possible to highlight the variables that are more likely to influence the deployment of ethical leadership. These variables are schooling, experience in the current occupation and language. The study highlights the importance of deepening the results using data derived from a mixed method by integrating qualitative and quantitative data.
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Damane, Likeleko. "Assessing authentic leadership and workplace trust amongst managerial government employees in Lesotho." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/9033.
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In today‘s world, characterised by highly competitive global economies, organisations have realised the need for a positive approach in order to remain competitive, sustainable and to attract and retain talent. A positive approach to leadership and an organisational environment characterised by trust has been one of the fundamental tools towards achieving this goal. The main objective of the present study was to assess the existence of positive organizational approaches (authentic leadership and workplace trust) within the government of Lesotho, especially at a time when the country was facing difficulties. The study was descriptive in nature, and followed a non-experimental quantitative approach. The survey made use of a sample of 153 civil servants occupying positions from supervisory to senior management. Data was acquired through the use of an electronic questionnaire made up of two scales: one was a self-assessment instrument on authentic leadership adopted from Walumbwa and associates, and the other scale was on workplace trust developed by Natalie Ferres. The analysis of data involved descriptive statistics, t-tests, ANOVA, post hoc tests and Cohen‘s d. The results of the study provided evidence that there were high levels of the authentic leadership and trust in the workplace. Demographic variables were not found to influence the outcome of authentic leadership scores, however, education and managerial level were found to have an influence on organisational trust. The findings of the study provoked the researcher to call for an implementation of policy on positive training for management and for further research in this area.
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Tibbetts, Bollaert Helen. "CEO Characteristics and Firm Performance." Thesis, Lille 2, 2011. http://www.theses.fr/2011LIL20005.
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Dans les trois chapitres de cette thèse nous explorons le lien entre les performances des entreprises et les caractéristiques psychologiques des dirigeants. Dans un premier chapitre conceptuel, nous étudions les fondements théoriques des travaux en finance comportementale d'entreprise en analysant l'hubris et les concepts qui lui sont apparentés. Nous suggérons des pistes de recherche futures qui, pour certaines, sont mises en oeuvre dans les deux autres chapitres de ce travail. Dans le second chapitre, nous étudions l'impact du narcissisme des dirigeants acquéreurs et cibles sur les aspects privés d'un échantillon de fusions-acquisitions américaines. Nos résultats indiquent que desniveaux de narcissisme plus élevés chez les dirigeants acquéreurs sont associés à une plus forte probabilité que l'acquéreur initie l'opération et à une période plus courte entre l'initiation de l'opération et son annonce publique. Nos résultats suggèrent également que des niveaux de narcissisme plus élevés chez les dirigeants cibles sont positivement associés à la prime offerte et négativement associés aux rendements anormaux cumulés de l'acquéreur. Dans le troisième chapitre, nous analysons l'effet du leadership authentique du dirigeant sur les performances boursières etd'exploitation d'un échantillon d'entreprises du SBF 250. Nous collectons des données sur le leadership authentique par le biais de questionnaires. Nous analysons la différence entre les performances des entreprises en les affectant à trois portefeuilles selon le niveau de leadership authentique en utilisant l'analyse en trois facteurs de Fama et French. Nous ne trouvons aucun lien significatif entre le niveau de leadership authentique du dirigeant et la performance boursière. Dansles analyses des performances d'exploitation, nous trouvons un lien positif et significatif entre le niveau de leadership authentique et la rentabilité économique (ROA)We study the effect of CEO psychological characteristics on firm performance in three papers. We first consider the theoretical background to work in behavioral corporate finance in a conceptual paper analyzing hubris and related psychological concepts. In this paper we put forward ideas for future research, some of which we implement subsequent papers. In paper 2, we study the effect of acquirer and target CEO narcissism on the private aspects of the takeover process in a sample of US M&A deals. We find that higher levels of acquirer CEO narcissism are associated with a higher probability of deal initiation by the acquirer and with a shorter length of time between deal initiation and announcement. Concerning value effects, our results suggest that higher levels of target CEO narcissism are positively related to bid premium and negatively related to acquirer cumulative abnormal returns. In addition, the difference between acquirer and target CEO narcissism is a significant factor in explaining the different aspects of the takeover process. In the third paper, we analyze the effect of CEO authentic leadership on the market and operating performance of a sample of listed French firms. We collect data on CEO authentic leadership using questionnaires. We analyze the difference in performance of firms sorted into three portfolios according to the level of CEO authentic leadership using a Fama French three factor analysis. We fail to find a significant relationship between CEO authentic leadership and market performance. In the operating performance analyses, we find a positive association between CEO authentic leadership and ROA
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Heine, Gardielle. "The influence of integrity and ethical leadership on trust and employee work engagement." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80031.
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Thesis (MComm)--Stellenbosch University, 2013.ENGLISH ABSTRACT: This study investigated the emerging concept of work engagement and how organisational leaders can exert influence on it. It was therefore important to obtain understanding of and deeper insight into the impact of these key stakeholders on the employee’s work engagement and related concepts. The aim of the study was to investigate existing relationships between constructs that play a significant role in the relationship between leader and follower in the organisation. These constructs include integrity, ethical leadership and trust in the leader, and the effect these constructs have on employee work engagement. The study thus was undertaken to obtain more clarity about these aspects. Based on research on the existing literature, a theoretical model depicting how the different constructs are related to one another was developed and various hypotheses were formulated. Data for the purpose of the quantitative study were collected by means of an electronic web-based questionnaire. A total of 204 completed questionnaires were returned. The final questionnaire comprised four subscales, namely the 17-item Utrecht Work Engagement Scale (UWES), the 14-item Leader Trust Scale (LTS), the 17-item Leadership of Ethics Scale (LES), and the 9-item Behavioural Integrity Survey (BIS). The postulated relationships and the conceptual model were empirically tested using various statistical methods. Reliability analysis was done on all the measurement scales and adequate reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory and exploratory factor analyses. The results indicated that good fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs. The results indicated positive relationships between trust in the leader and work engagement; ethical leadership and work engagement; ethical leadership and trust in the leader; integrity and ethical leadership; and integrity and trust in the leader. The present study contributes to existing literature on work engagement and ethical leadership by providing insights into the nature of the relationships among these constructs. The study also identifies practical implications to be considered in management practices in order to enhance and encourage these constructs, as well as the relationships between these constructs in the workplace. The limitations and recommendations present additional insights and possibilities that could be explored through future research studies.
AFRIKAANSE OPSOMMING: Die huidige studie is gebaseer op die belangrikheid van werkstoewyding in die werkplek en op hoe leiers in die organisasie dit beïnvloed. Dit was dus belangrik om insig te verwerf rakende die invloed van hierdie belangrike rolspelers op die werknemer se werkstoewyding. Die studie het ten doel gehad om die verwantskappe tussen konstrukte wat binne die organisasie ‘n beduidende rol in die verhouding tussen die leier en ondergeskikte speel, te ondersoek. Hierdie konstrukte omvat integriteit en etiese leierskap, asook die vertroue tussen leier en ondergeskikte, en die graad van invloed wat die veranderlikes op die werknemer se werkstoewyding uitoefen. Die studie is dus uitgevoer om meer duidelikheid oor hierdie aspekte te verkry. ‘n Teoretiese model wat voorstel hoe die verskillende konstrukte aan mekaar verwant is, is op grond van die navorsing oor die bestaande literatuur ontwikkel. Verskeie hipoteses is geformuleer. Data vir die doel van die kwantitatiewe studie is deur middel van ‘n elektroniese web-gebaseerde vraelys ingesamel. ‘n Totaal van 204 voltooide vraelyste is terugontvang. Die finale vraelys is uit vier subvraelyste saamgestel, te wete die 17-item Utrecht Work Engagement Scale (UWES), die 14-item Leader Trust Scale (LTS), die 17-item Leadership of Ethics Scale (LES), en die 9-item Behavioural Integrity Survey (BIS). Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsanalise is met behulp van die betrokke meetinstrumente uitgevoer en voldoende betroubaarheid is gevind. Die inhoud en die struktuur van die konstrukte wat deur die instrumente gemeet is, is verder deur middel van verkennende en bevestigende faktorontledings ondersoek. Die resultate het goeie passings vir al die hersiene metingsmodelle getoon. Daarna is struktuurvergelykings-modellering (SVM), gebruik om te bepaal tot watter mate die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Die resultate het positiewe verwantskappe tussen vertroue in die leier en werkstoewyding; etiese leierskap en werkstoewyding; etiese leierskap en vertroue; integriteit en etiese leierskap; en integriteit en vertroue in die leier aangedui. Hierdie studie dra by tot die bestaande literatuur aangaande beide werkstoewyding en etiese leierskap deurdat dit insig bied in die aard van verhoudings tussen hierdie konstrukte. Die studie identifiseer ook praktiese implikasies om in bestuurspraktyke in aanmerking geneem te word om die betrokke konstrukte, asook die verwantskappe tussen die veranderlikes, te versterk en aan te moedig. Die beperkings en aanbevelings van die studie dui op verdere insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.
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Mentor, Marcelle. "The role of values and corporate culture in people management." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50186.
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Thesis (MPhil)--Stellenbosch University, 2004.ENGLISH ABSTRACT: The business world has seemingly become hit by, or perhaps it has been more exposed of its unethical and morally bad decisions and procedures. One just has to follow the businessrelated issues and one becomes aware of events of corruption, greed, fraud, embezzlement, theft, nepotism and so forth. This is not just an occurrence in South Africa, but a global phenomenon. However, as South Africa approaches its tenth year of democracy, and the move towards the realization of our President's vision of an African Renaissance, there is an increasing awareness that a commitment to management by acceptable values is needed to remove negativity around management processes and practices in South Africa. We have to move to a culture of management where people are the central aspect around which good management revolves. As the forerunners of The African Renaissance, we need to engage with the concept of "Ubuntu", and truly realize that value-management is really that - being people through other people. We need to accept that we should be people driven, inclusive of every single person to be able to achieve the goals we set out for our companies. Emotional intelligence is vital if one bases a style of management on a people directed goals and orientations. When we look at each other through empathetic eyes this allows for consideration of others and ultimately allows for positive change and growth in an organization. To be able to move effectively towards such a management style is not as easy as discarding a predominantly Eurocentric style and embracing an African one. There is the element of human beings that plays a vital role. The values of an individual, the norms and beliefs that that individual holds dear, is pivotal to the structure of organizational culture. It is the stance of this thesis that each individual is responsible, in one way or another, for the structure and make up of the organizational culture of which it is a part. This thesis looks at research in this regard and how the findings could be applied in the South African corporate world to help facilitate effective transformation.
AFRIKAANSE OPSOMMING: Die besigheidswêreld word oënskynlik gebombardeer - of moontlik word dit net meer blootgestel aan die onetiese en moreel verkeerde besluite en prosedures. Dit is slegs nodig om te let op besigheidsaangeleenthede om gevalle van korrupsie, bedrog, hebsug, diefstal, nepotisme, en so voorts te bespeur. Bogenoemde gevalle kom nie slegs voor in Suid Afrika nie, maar is 'n universele verskynsel. Soos Suid Afrika sy tiende jaar van Demokrasie nader en daar 'n beweging is in die rigting van ons President se visie vir 'n Afrika Renaissance, is daar 'n toenemende bewuswording van die feit dat toewyding aan bestuur deur (aanneemlike) waardes noodsaaklik is om negatiwiteit rondom bestuurprosesse en - praktyke in Suid Afrika te verwyder. Ons moet ons beywer om te beweeg na 'n kultuur van bestuur waar individue die fokuspunt is te midde van voortreflike bestuurstyle. As die voorlopers van die Afrika Rennaissance moet ons meer verbind wees tot die konsep van "Ubuntu" en werklik besef dat waarde-bestuur inderwaarheid mens-gesentreerd behoort te wees. Ons moet die uitdagings aanvaar om gedissiplineerd op te tree en sorg te dra dat alle mylpale, wat deur die maatskappy daargestel word bereik word deur die optimale benutting van elke individu binne die maatskappy. Emosienele intelligensie is van die uiterste belang as die besigstyl gefundeer is op die beginsel van mens-gerigte doelwitte en ingesteldhede. Daar moet 'n kultuur gekweek word van empatie en konsiderasie vir ons medemens, wat uiteindelik positiewe veranderinge en groei binne die maatskappy sal bevorder. Om effektief in die rigting van so 'n bestuurstyl te beweeg, is nie bloot 'n geval van wegdoen met 'n oorwegend Eurosentriese styl en die aagryp van 'n Afrika - styl nie. Die menslike faktor speel'n beslissende rol. Die waardes van 'n individu, die norme en oortuigings wat vir hom of haar belangrik is, is van deurslaggewende belang vir die struktuur van organisatoriese kultuur. Hierdie tesis ondersoek narvorsing in hierdie verband en kyk hoe die bevindinge toegepas kan word in die Suid Afrikaanse korporatiewe wêreld om effektiewe transformasie te help fasiliteer.
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Caudill, Leann E. "Does Type of Leader Matter in Moral and Risky Decision Making? An Investigation of Transformational and Servant Leadership." Xavier University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1396340649.
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Yoyo, Vuyisa. "The role of African leadership values in achieving employee engagement in firms." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13392.
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Firms have been largely characterised by competition and this necessitates that organisations leverage on their own competitive advantage in order to stay relevant to their customers. This is applicable to organisations whether they sell products or render services. Employees become key in assisting organisations to ensure that they deliver quality services or products to these customers, as they are mostly the ones that liaise with these customers. Employee engagement becomes an important factor that needs to be understood together with the leadership values that can be utilised to increase employee engagement. Understanding the role of leadership values in achieving employee engagement is essential as this will assist management to practise and encourage the implementation of these values in their organisations. The aim of this study to assist organisations to improve employee engagement by investigating the leadership values that influence the increase in employee engagement. This study is specifically looking at investigating the role that African Values in Leadership (AVL), as measured by communalism, cooperativeness, selflessness and collectivism, play in the achievement of employee engagement in firms. An empirical study, consisting of a mail survey was conducted amongst 109 employees of the State Owned Enterprises (SOEs) in the Eastern Cape Province. The purpose of the study was to investigate the extent and leadership determinants of employee engagement in the SOEs. The key findings indicated that AVL played a vital role in achieving employee engagement. Important values that were found to be significant in increasing employee engagement were selflessness, collectivism and cooperativeness. Furthermore recommendations were made to management to ensure that they encourage employees to practise AVL and also lead by examples through modelling these values to foster employee engagement in SOEs.
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Yeh, Shao-Kuo. "Orientations to moral reasoning among men and women leaders of higher education in Taiwan." Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-171815/.
Full textBooks on the topic "Leadership – Aspect moral"
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Gardner, John William. The moral aspect of leadership. Washington, D.C. (1828 L St., N.W., Washington 20036): Leadership Studies Program, Independent Sector, 1987.
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Evans, Robert C. Moral leadership: Facing Canada's leadership crisis. Toronto: McGraw-Hill Ryerson, 1998.
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Secretan, Lance H. K. Inspirational leadership: Destiny, calling and cause. Toronto: Macmillan Canada, 1999.
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Moral leadership and the American presidency. Lanham: Rowman & Littlefield Publishers, 2005.
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The moral imperative of school leadership. [Toronto?]: Ontario Principals' Council, 2003.
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E, Deal Terrence, ed. Leading with soul: An uncommon journey of spirit. San Francisco: Jossey-Bass, 2001.
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E, Deal Terrence, ed. Leading with soul: An uncommon journey of spirit. San Francisco: Jossey-Bass Publishers, 1995.
Find full textBook chapters on the topic "Leadership – Aspect moral"
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Huppenbauer, Markus, and Carmen Tanner. "Ethical Leadership – How to Integrate Empirical and Ethical Aspects for Promoting Moral Decision Making in Business Practice." In Empirically Informed Ethics: Morality between Facts and Norms, 239–54. Cham: Springer International Publishing, 2013. http://dx.doi.org/10.1007/978-3-319-01369-5_14.
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Bhal, Kanika T. "Ethical Leadership in India." In Psychology: Volume 3, 160–84. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780199498864.003.0003.
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The chapter offers a review of research and theory on ethical leadership in India, attempting a confluence between leadership theories developed in the West and the traditional Indian wisdom. Gunas, as described in the Bhagavad Gita, present an account of ethical/moral traits of a leader. Given the debate over the assumed ethicality of transformational leadership, wherein a leader could exercise influence for personal benefits as well, this approach provides a very limited view of ethical leadership. The idea of Karma and its distinct focus on duty and detachment from rewards provides a basis for ethical leadership. Gunas and the key tenets of Karma are used to identify a two-dimensional conceptualization of ethical leadership, where the former focusses on ethical person (aspect of leadership) and the latter on the ethical manager (given its interpersonal orientation). This approach to leadership brings ethical concerns to the centre stage in managing work behaviour.
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Abdulsater, Hussein Ali. "The Imama and the Need for Moral Leadership." In Shi'i Doctrine, Mu'tazili Theology, 151–81. Edinburgh University Press, 2017. http://dx.doi.org/10.3366/edinburgh/9781474404402.003.0006.
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This chapter covers Murtaḍā’s changes to the doctrine of Imama, which proved to be permanent. Understood as an expression of divine assistance, the Imama is studied in its theoretical aspects: definition, justification, charismatic qualifications and relation to political philosophy. This establishes the theory’s two core principles: the necessity of the Imama and infallibility of the Imam. The discussion then turns to an examination of applications of the theory to particular Imams, introducing a sacred-historical outlook that starts with Muhammad’s designation of ʿAli as his successor. The last part treats two major challenges arising from inopportune historical developments, i.e. the Imami view of Muhammad’s companions and the occultation of the Twelfth Imam. The chapter is divided into three sub-headings: Theoretical Model; The Test of History; Inconvenient Outcomes.
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Bisaso, Ssali Muhammadi, and Shakira Bodio. "Complexity Ramifications of High Stakes Examinations as a Measure of Accountability in Education Systems." In Advances in Educational Marketing, Administration, and Leadership, 176–98. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-5225-0460-3.ch012.
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Examinations occupy a strategic position in our lives and society today. In a situation where moral principles, rules and regulations for conducting examinations are truncated by either teacher or the learner, the validity and reliability of examination and certification are at risk. The nature and process of examination is something that should be looked into deeply having known the role of examination in our lives. That is essence of this paper; the way high-stakes examinations have affected various aspects of the education system in the realm of teaching, learning, assessment, discipline, roles of stakeholders, teachers' beliefs, community expectations, functional role of education, educational outcomes, individual differences, psychological status of learners, educational returns, school completion etc. This paper articulated these issues in terms of using high-stakes examinations as a measure of accountability in the education system and premised on the level of faith placed on these high-stakes examinations irrespective of educational value thereof.
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Lev, Efraim. "Professional, Social, Geographical, Religious and Economic Aspects of Jewish Medical Practitioners." In Jewish Medical Practitioners in the Medieval Muslim World, 277–446. Edinburgh University Press, 2021. http://dx.doi.org/10.3366/edinburgh/9781474483971.003.0004.
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The fourth chapter is a discussion based on the total number of biographies, and the medieval as well as the contemporary literature available. It discusses professional, social, geographical, religious and economic aspects of the Jewish medical practitioners (mainly physicians); places of medical practice, the practitioners’ professional education, intellectual workshops (i.e. libraries), and their professional roles, mainly that of ‘Head of the Physicians’. It also deals with everyday life and activity of Jewish practitioners, moral aspects, fees and the ‘Geniza’ patients, as well as religious and inter-religious aspects of Jewish practitioners, the high-ranking positions Jewish practitioners held, conversion to Islam, and famous Jewish scholars, authors, poets and diplomats who were simultaneously practitioners. A few more insights are related to community affairs, socio-economic position of Jewish practitioners, their role in the leadership, their share in charity activities, and the inter-community posts they held. The last section of this chapter endorses aspects such as: Karaite and Samaritan practitioners and geographical aspects (Jewish practitioners in Andalusia, north Africa, Sicily, Egypt, Syria, Iraq, Iran and Azerbaijan).
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Golemon, Larry Abbott. "Leavening Public Life." In Clergy Education in America, 11–53. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780195314670.003.0002.
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From the beginning of theological education in the United States, pastors, priests, and rabbis have been educated as leaders in public life by being producers of culture. This chapter describes how theological schools prepared clergy for leadership in five social arenas: families, congregations, schools, voluntary societies, and published media. Families were the seedbeds of religious identity and character, congregations became charismatic communities of piety and action, schools developed cultural capital and moral practices, voluntary societies mobilized resources and mass movements to reshape society, and popular media built national communities of religious identity and reform. These five social arenas also operated in harmony for clergy and religious communities to influence public morality and social discourse. Through their leadership in family life, educating youth, writing and publishing, and leading voluntary associations, the clergy mobilized aspects of their religious traditions to shape public narratives, symbols, and practices. In turn, this wider social engagement helped expand and renew the religious traditions they represented.
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Marsden, George M. "The Twenty-First-Century Postsecular University." In The Soul of the American University Revisited, 351–64. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190073312.003.0025.
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Many observers agree that twenty-first-century universities have lost their way with respect to the task of providing moral leadership for their students and for the nation. This chapter surveys leading commentators, including Harry Lewis, Anthony Kronman, Andrew Delanco, William Egginton, Jonathan Haidt, and Greg Lukiankoff, on these themes, especially in the decline of the humanities. Many blame the business and economic interests and related careerism that shape most of university education. Still, as John Schmalzbauer and Kathleen A. Mahoney show, religious interests can still be found in many aspects of university life, including study of religion, campus ministries, and personal religious beliefs of many professors and students. Nonetheless, emphases on diversity do not always include religious diversity.
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Marshall, J. Alan. "Development of the Leader Integrity Assessment." In Human Rights and Ethics, 912–37. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-6433-3.ch050.
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The purpose of this research is to develop a direct and concise perceived leader integrity instrument that is posed from a positive perspective. The integrity construct in this study is developed from the tradition of moral philosophy and virtue ethics. The integrity construct in this study incorporates two aspects of integrity found in the literature, namely value-behavior congruence and a requirement that this congruence be grounded in morality. The moral philosophy used in this study to ground the integrity construct is virtue ethics as proposed by ancient philosophy and later maintained by Christian virtue ethics in the middle ages. An expert panel was used to establish content validity and construct validity/reliability was established via analysis of three samples of Air Force personnel associated with the U-2 pilot community. Nomological validity is established by leveraging the resultant Leader Integrity Assessment 15 to investigate the hypothesized moderating effects on the relationship between leader prototypicality and follower trust in the leader as proposed in the Kalshoven and Den Hartog (2009) Ethical Leadership Model. Overall, the Leader Integrity Assessment 15 was found valid and reliable and the integrity construct was found unidimensional as hypothesized.
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Marshall, J. Alan. "Development of the Leader Integrity Assessment." In Online Instruments, Data Collection, and Electronic Measurements, 219–44. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-2172-5.ch013.
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The purpose of this research is to develop a direct and concise perceived leader integrity instrument that is posed from a positive perspective. The integrity construct in this study is developed from the tradition of moral philosophy and virtue ethics. The integrity construct in this study incorporates two aspects of integrity found in the literature, namely value-behavior congruence and a requirement that this congruence be grounded in morality. The moral philosophy used in this study to ground the integrity construct is virtue ethics as proposed by ancient philosophy and later maintained by Christian virtue ethics in the middle ages. An expert panel was used to establish content validity and construct validity/reliability was established via analysis of three samples of Air Force personnel associated with the U-2 pilot community. Nomological validity is established by leveraging the resultant Leader Integrity Assessment 15 to investigate the hypothesized moderating effects on the relationship between leader prototypicality and follower trust in the leader as proposed in the Kalshoven and Den Hartog (2009) Ethical Leadership Model. Overall, the Leader Integrity Assessment 15 was found valid and reliable and the integrity construct was found unidimensional as hypothesized.
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"religious tenor of the times, which made the exertion of their authority easier? Certainly, some aspects of the religion of the Evangelical Revival made pecu-liarly possible the exercise of religious and moral authority by individuals who might not normally have aspired to such leadership. Evangelicalism stressed the religion of the individual at the expense of that dictated by the establishment – although the established clergy were nonetheless still recognized and respected as part of God’s ministry. But the Reformation emphasis on the individual’s faith, relationship with God and right to read and interpret scripture was renewed at this time. Educated women of high sta-tion were amongst those who could most easily take advantage of that renewal. Evangelical religion, moreover, was often described as a religion of the heart: highly emotive rather than rational or dogmatic. Such religion." In The Rise of the Laity in Evangelical Protestantism, 104–5. Routledge, 2003. http://dx.doi.org/10.4324/9780203166505-51.
Full textConference papers on the topic "Leadership – Aspect moral"
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Jaworski, Mariusz. "Moral Aspect Of Authentic Leadership In Dietetics Students." In ICEEPSY 2019 - 10th International Conference on Education and Educational Psychology. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.11.43.
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Ngwane, Knowledge Siyabonga Vusamandla, and C. N. Ngwane. "Effective administration of university leadership in a selected institution in Durban." In International Conference of Education, Research and Innovation. IATED Digital Library, 2015. http://dx.doi.org/10.51415/10321/2521.
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University leadership and administration is a critical aspect as it is about the functioning of the entire institution. Effective and efficient administration of the university relies on the principal. Leading proponents encourage transformational leadership, moral stewardship, principal as an instructional leader, and principal as a communicator or community builder. Discovering effective leadership and administration mechanisms can help teach university decision and policy makers to implement leadership development which will lead to improved student achievement. The purpose of this article is to investigate the university senior leadership and its administration in order to improve efficiency and effectiveness holistically. The problem resulting to conducting of this study is the high level of both students and staff demonstrations annually in the selected university, these strikes end up affecting teaching, learning and research within the institution. The underlying question the study intends to address is: “Which factors hinder effective and efficient university administration?” Educational leadership changes from a managerial orientation to promote the significance of concentrating on the learning and teaching process and student success. Educational institution leaders’ competencies are always associated with continuous training and development they receive to make them better leaders. Hence, training and development in university leadership requires a systematic planning which will result to excellent institution education. In order to explain the phenomenon under study better, the Burns transformational theory founded by James MacGregor Burns will be utilised. The positivism paradigm is the philosophy adopted for this study. The survey will be conducted at the Durban University of Technology with the intention to address the question and the objective of the study. The questionnaires will be administered to 30 senior management members within the institution, including the Vice Chancellor and his Deputy, Deans, Directors and HODs.