Academic literature on the topic 'Leadership Traits Questionnaire'
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Journal articles on the topic "Leadership Traits Questionnaire"
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Simic, Jelena, Marija Runic Ristic, Tamara Kezic Milosevic, and Dusan Ristic. "The Relationship Between Personality Traits and Managers` Leadership Styles." European Journal of Social Sciences Education and Research 11, no. 2 (June 10, 2017): 194. http://dx.doi.org/10.26417/ejser.v11i2.p194-199.
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This research study starts with the hypothesis that the personality traits of managers influence their leadership styles. Personality traits are taken from the model Big Five (McCrae and Costa) since it is one of the most dominant models of personality in modern psychology. Management styles (leadership) were investigated within the theories of transformational and transactional leadership, including laissez-faire style (Bruce Avolio - Bernard Bass). The research was conducted with 160 lower-level, middle-level and high-level managers in Serbia, employed in private and public sectors. From the questionnaire the NEO Personality Inventory (Serbian version, Kostić, P. 2002), and with the analysis of the main components, five dimensions of personality have been extracted: extraversion, neuroticism, conscientiousness, agreeableness and openness to experience. From the shorter version of Multifactor Leadership Questionnaire, three factors of leadership have been extracted: transformational, transactional and laissez-faire. The relationship between the received factors was checked by Pearson`s correlation coefficient and by multiple regression analysis. The received information showed that there is a statistically significant relationship between personality traits and leadership styles, and the most dominant relationship is between the transformational leadership style and extraversion (in a positive sense) and neuroticism (in a negative sense).
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Maria Noureen, Dr. Nazir Haider Shah, and Dr. Ziarab Mahmood. "Impact of Leadership Traits on School Improvement of Secondary School Principals in Azad Jammu and Kashmir." sjesr 3, no. 3 (September 29, 2020): 275–82. http://dx.doi.org/10.36902/sjesr-vol3-iss3-2020(275-282).
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The major purpose of the research was to examine the effects of leadership traits of secondary school principals on school improvement. A descriptive research method was used to conduct the study. All 2270 secondary school teachers and 317 principals of division Mirpur were the population of the study. A universal sampling technique was used for the selection of samples. A questionnaire was developed which was focused on the objectives of the study. The instrument was based on the effects of leadership traits on school improvement. The instrument was validated from two experts of the field and the reliability of the questionnaire was measured through Cronbach's alpha. The reliability of the instrument was found .823 which was excellent for using the tool. The researcher used mean and linear regression tests for the analysis of data. It was found that the leadership traits of secondary school principals had a positive effect on school improvement. Therefore, it is recommended that school principals are proposed to practice different leadership traits in their school management to enhance school improvement.
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Johnson, Andrew M., Philip A. Vernon, Julie M. McCarthy, Mindy Molson, Julie A. Harris, and Kerry L. Jang. "Nature vs nurture: Are leaders born or made? A behavior genetic investigation of leadership style." Twin Research 1, no. 4 (August 1, 1998): 216–23. http://dx.doi.org/10.1375/twin.1.4.216.
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AbstractWith the recent resurgence in popularity of trait theories of leadership, it is timely to consider the genetic determination of the multiple factors comprising the leadership construct. Individual differences in personality traits have been found to be moderately to highly heritable, and so it follows that if there are reliable personality trait differences between leaders and non-leaders, then there may be a heritable component to these individual differences. Despite this connection between leadership and personality traits, however, there are no studies of the genetic basis of leadership using modern behavior genetic methodology. The present study proposes to address the lack of research in this area by examining the heritability of leadership style, as measured by self-report psychometric inventories. The Multifactor Leadership Questionnaire (MLQ), the Leadership Ability Evaluation, and the Adjective Checklist were completed by 247 adult twin pairs (183 monozygotic and 64 same-sex dizygotic). Results indicated that most of the leadership dimensions examined in this study are heritable, as are two higher level factors (resembling transactional and transformational leadership)derived from anobliquely rotated principal components factors analysis of the MLQ. Univariate analyses suggested that 48% of the variance in transactional leadership may be explained by additive heritability, and 59% of the variance in transformational leadership may be explained by non-additive (dominance) heritability. Multi-variate analyses indicatedthat most ofthe variables studiedshared substantial genetic covariance, suggesting a large overlap in the underlying genes responsible for the leadership dimensions.
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Singer, M. S., and A. E. Singer. "Relation between Transformational vs Transactional Leadership Preference and Subordinates' Personality: An Exploratory Study." Perceptual and Motor Skills 62, no. 3 (June 1986): 775–80. http://dx.doi.org/10.2466/pms.1986.62.3.775.
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The present study was designed to explore the possible links between subordinates' personality traits and their preference for transformational vs transactional leadership style. 87 undergraduate men were required to imagine an “ideal leader” in a work situation and then go through Bass' (1984) Multifactor Leadership Questionnaire, Form 4, to describe the behavior of this ideal leader. Subjects also completed the Affiliation, Achievement, and Succorance subscales of the Edwards Personal Preference Schedule as well as a conformity rating scale. Affiliation correlated significantly with charisma, individualised consideration, and the over-all transformational leadership measure. The personality trait of conformity also correlated significantly with intellectual stimulation, indicating that “nonconformers” prefer leaders who provide intellectual stimulation. There was also a tendency for high achievers to favor such leaders. None of the other ratings of subordinates' personality traits correlated significantly with ratings of ideal leadership. The results also showed that student-subjects in the present study preferred working with leaders who are more transformational than transactional.
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Babiak, Jolanta. "Polish Managers’ Leadership Styles: Developing and Validating the Managerial Styles of a Leading Questionnaire." Polish Journal of Applied Psychology 12, no. 2 (June 1, 2014): 41–63. http://dx.doi.org/10.1515/pjap-2015-0008.
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Abstract This article develops a new measure for assessing leadership styles. A six-factor solution was identified in exploratory factor analysis (n = 139) and then was verified in confirmatory factor analysis (n = 477). The final questionnaire encompasses 51 items grouped into six dimensions: structuring, autocratic, participative, Machiavellian, rewarding, and distant. The scales’ internal consistency range from.61 to.79. Internal validity was initially supported by intercorrelations among six leadership styles. External validity was verified through correlation analysis between leadership styles and personality traits of the Costa & McCrae (1995) five-factor model.
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Dukhaykh, Suad. "Personality Traits Affecting Opinion Leadership Propensity in Social Media: An Empirical Examination in Saudi Arabia." Information 12, no. 8 (August 11, 2021): 323. http://dx.doi.org/10.3390/info12080323.
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Few studies have examined the personality traits that may predict opinion leadership behavior in social media. This study aims to examine the personality traits of individuals who use social media platforms and engage in social networking in Saudi Arabia. This study investigates the extent to which innovativeness, competence in interpersonal relationships, and extraversion affect the opinion leadership propensity in social media. The data were collected via an online structured questionnaire which was completed by a sample of 321 social media users. The results of this study show that people with a high level of innovativeness and interpersonal relationship competency are more likely to be opinion leaders on social media. However, the personality trait of extraversion does not affect the propensity to be an opinion leader. The results indicate that the effect of innovativeness on opinion leadership propensity is lower for Generation Y than Generation X.
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Hajncl, Ljerka, and Dario Vučenović. "Effects of Measures of Emotional Intelligence on the Relationship between Emotional Intelligence and Transformational Leadership." Psihologijske teme 29, no. 1 (2020): 119–34. http://dx.doi.org/10.31820/pt.29.1.7.
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The major purpose of the present study was to investigate the relationships between two measures of emotional intelligence: performance-based ability test, self-reported measure of ability emotional intelligence, and transformational leadership. Base on a sample of 177 middle-level and low-level leaders, in 16 organizations, the study tries to explain the role of emotional intelligence in the variance of transformational leadership style, after controlling for cognitive ability and five factors of personality. Vocabulary Emotion Test (VET-3), representing performance-based ability test of emotional intelligence, and Emotional Skills and Competence Questionnaire (ESCQ-45), representing self-report measure of emotional intelligence, TN-10 test of fluid intelligence and BFI - inventory of personality traits were administered to all supervisors in identifying their emotional intelligence, cognitive ability and personality traits. To evaluate the transformational leadership style, the short version of a Multifactor Leadership Questionnaire (MLQ X5) was used for 177 selfratings. The results show that VET-3 as the measure of ability EI has no relationship with transformational style. The results obtained in hierarchical regression analysis of self-ratings transformational leadership show that the personality traits were significant predictors but that selfreport measure of EI incrementally explained 5% of the variance of transformational leadership.
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Yasmin, Prof Dr Ghazala. "EXPLORING THE LEADERSHIP TRAITS TO IMPROVE JOB PERFORMANCE OF EMPLOYEES AND ACHIEVE JOB SATISFACTION (CASE STUDY: PRIVATE SCHOOLS IN PESHAWAR)." Pakistan Journal of Humanities and Social Sciences Research 1, no. 2 (December 30, 2018): 33–44. http://dx.doi.org/10.37605/pjhssr.1.2.3.
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This research explores the leadership traits that are important to improve job performance of employees in the private education sector of Peshawar Khyber Pakhtunkhwa (KP). Numerous aspects of a leader’s traits were investigated including motivational support, acknowledgement, appreciation, guidance and optimistic attitude from employees’ perspective. A self constructed questionnaire was designed and administered on teachers of reputable private schools of Peshawar, Khyber Pakhtunkhwa, Pakistan. The instrument’s validity and reliability was checked with Cronbach’s Alpha. This research uses Chi Square test in order to analyze the relationship between the multiple variables that are mentioned above and job satisfaction that in turn affects and improves the Employees’ Performance. The obtained results showed that there is a high significance between leadership traits and employees’ job satisfaction. Furthermore, the study recommends adapting an acceptable leadership style with positive traits in order to enhance the employee performance and achieve personnel job satisfaction.
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Zepp, Raymond A. "Perceptions of Good and Bad Leaders by Philippine Teachers." Journal of Management and Strategy 9, no. 1 (January 10, 2018): 66. http://dx.doi.org/10.5430/jms.v9n1p66.
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The research attempted to answer the question: “What do Philippine teachers perceive as important traits and behaviors of good and bad leaders?” Related to this were three sub questions:1. How do Philippine teachers compare with those in other countries in their perceptions on leadership?2. Do male and female Philippine teachers share similar perceptions on leadership?3. Do old and young Philippine teachers share similar perceptions on leadership?A questionnaire asked 90 Filipino teachers to rank their top three choices from among 8 traits of good leaders, then among 8 behaviors of good leaders, then 8 traits of bad leaders, and finally 8 behaviors of bad leaders. Comparisons were then drawn between the Philippine results and those in other countries, as well as between males and females within the Philippine sample, and younger and older Philippine teachers.Philippine teachers clearly valued honesty as the most important trait, and showing respect as the most important behavior of a good leader. This result is slightly different from that of some other countries, where, for example, intelligence or dependability was deemed the most important trait.Further, the study revealed several significant differences on several items between men and women, as well as between old teachers and young teachers.
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Stelmokienė, Aurelija, and Tadas Vadvilavičius. "The Impact of a Hypothetical Leader’s Dark Triad Traits in the Assessment of Transformational Leadership." Psichologija 59 (July 17, 2019): 23–36. http://dx.doi.org/10.15388/psichol.2019.2.
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For quite a long period of time, transformational leadership was related only to positive antecedents and outcomes (van Knippenberg & Sitkin, 2013). However, nowadays researchers are more invited to study the “dark side” of transformational leadership (Eisenbeiß & Boerner, 2013; Vreja, Balan, & Bosca, 2016). The model of dark triad traits (Paulhus & Williams, 2002) could be an interesting topic in this contemporary discussion. Therefore, a quasi experiment was conducted with the aim to analyze the impact of a hypothetical leader’s dark triad traits in assessing transformational leadership.
A total of 157 respondents (31 male and 126 females) participated in the quasi experiment. The average age of respondents was 24.87 (SD = 5.4) years, with the average of 4.5 (SD = 5.03) years of working experience. Most of the respondents (62.4%) had higher education. Respondents were asked to fill in the questionnaire about their dark triad traits (SD3, Jones & Paulhus, 2014), to read one of four scenarios (2 x 2 experiment design: male or female leader; a high or low expression of a leader’s dark triad traits) and to evaluate the transformational leadership of a hypothetical leader in the scenario (GTL scale, Carless, Wearing, & Mann, 2000).
The analysis revealed that the index of transformational leadership was higher when hypothetical leaders with a low expression of dark triad traits were assessed in comparison with hypothetical leaders who possessed a high expression of dark triad traits. So, the main hypothesis was confirmed. However, an additional analysis of the factors that could be also important in predicting the assessment of transformational leadership did not support the significant role of the assessor’s or the assessee’s gender or the assessing individual’s dark triad traits. Nevertheless, contextual factors in the assessment of transformational leadership deserve further attention from researchers and practitioners.
In general, the impact of a hypothetical leader’s dark triad traits in the assessment of transformational leadership is significant: the higher expression of dark triad traits, the less transformational leadership. With reference to scientific literature (Hoch, Bommer, Dulebohn, & Wu, 2018; Brymer & Gray, 2006; Jung, Chow, & Wu, 2003), transformational leadership is set as a criteria of effective leadership. Therefore, if practitioners wish to have an effective leader whom subordinates are ready to follow in their organizations, they should pay attention to how these subordinates evaluate their leaders’ dark triad traits. However, these results need confirmation in a field survey.
Dissertations / Theses on the topic "Leadership Traits Questionnaire"
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Strickland, Katherine Andrea. "Leadership Traits of School Health Coordinators in Tennessee." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etd/1489.
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The purpose of this quantitative study was to explore the leadership traits of the school health coordinators (SHCs) for the state of Tennessee and to determine if self-perceptions of the SHC leadership traits coincide with supervisor and colleague perceptions of SHC leadership traits. The health challenges facing young Americans today are different from those of past decades and child health is a major federal and state policy platform. SHCs work at the nexus of 2 highly regulated and political entities: healthcare and education. Thus, it is critical for SHCs to possess strong leadership traits to navigate through the issues and politics that are inherent in this challenging career. By obtaining information regarding the leadership traits of current SHCs, this research provides insight into best practices and continuing education for current and future leaders.
The study population consisted of all SHCs, superintendents, principals, and Healthy School Council members in the state of Tennessee, totaling approximately 3,900. Thirty-nine districts out of 221 provided full responses where the SHC, at least one supervisor, and at least 1 colleague responded to the Leadership Traits Questionnaire (LTQ). Permission to use the LTQ was granted by Peter Northouse, the developer of the questionnaire (Appendix A).
Findings indicated that SHC self-reported perceptions of the leadership traits were significantly higher than colleagues' perceptions of the SHCs leadership traits. There were no significant differences between SHCs' perceptions and supervisors' perceptions of the SHC leadership traits. Lastly, within the SHC group only there were no significant differences in the perceptions of self-reported leadership traits between city and county SHCs, years of experience, or number of memberships in professional organizations.
Books on the topic "Leadership Traits Questionnaire"
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Meddings, Jennifer, Vineet Chopra, and Sanjay Saint. Preventing Hospital Infections. 2nd ed. Oxford University Press, 2021. http://dx.doi.org/10.1093/med/9780197509159.001.0001.
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This book provides a detailed, step-by-step description of a model quality improvement intervention for hospitals, pinpointing the obstacles and showing how to surmount them. This second edition has been carefully updated, with new material describing some technical aspects of infection prevention, new tools for use by front-line providers, and results of recent large collaborative infection prevention studies. In easy-to-read, user-friendly language, it explains why clinicians neglect or actively oppose quality changes—from physicians who distrust change, to nurses who want to protect their turf, to infection preventionists who avoid the wards. The book also sheds light on how and why hospitals embark on quality improvements, the role of the hospital’s leadership cadre, the selection and training of the project team, and how to sustain quality gains long term. The intervention framework described in the book focuses on the prevention of hospital-associated infections—in particular, catheter-associated urinary tract infection (CAUTI)—but it is directly applicable to a variety of other hospital issues, such as falls, pressure sores, and Clostridioides difficile infection (CDI). In fact, the book includes a chapter applying this framework to a CDI prevention initiative. In addition, for hospitals having trouble with staff adherence to a quality initiative, we provide three infection-specific questionnaires (for CAUTI, CLABSI, and CDI) to help pinpoint individual problems, and provide a link to a website offering advice tailored to their specific circumstances.
Book chapters on the topic "Leadership Traits Questionnaire"
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Agarwal, Neetima, and Swati Sisodia. "From Transition to Translation." In Handbook of Research on Innate Leadership Characteristics and Examinations of Successful First-Time Leaders, 389–408. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-7592-5.ch021.
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Are leaders born or made? Trait theory claims that leadership is intrinsic intelligence. While the behavioural theory has debated that leadership requires vision, decisiveness, confidence to take risks, and these can be successfully developed by an individual. As the new industries are emerging, and at the time of COVID-19 pandemic, it is evident that leadership traits are practised and adopted when required. The swift transaction of the manager to become a leader is explained pre-eminently utilizing “be-do-know” model of leadership. For the study, 52 consultants from distinct industries such as IT/ITES, FMCG, agriculture, pharmaceutical, automobile, and manufacturing were administered through a questionnaire and interviews. The study clearly indicates that stimulus such as organizational change, innovation, crises, and correction spin-off the development of first-time leaders.
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Garcia, Raul. "Effects of Military Environment on Students' Emotional Intelligence Development." In Advances in Educational Marketing, Administration, and Leadership, 146–63. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6636-7.ch007.
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There are 65 military schools in the United States with many sharing the same goals and objectives, which are to develop and prepare students for leadership roles and for post-secondary academic success. Other than anecdotal claims by their alumni, these schools lack the evidence of how this is achieved. This study aims at providing such evidence by assessing the effects of a school's military environment on the students' development of emotional intelligence (IE) as measured by the Trait Emotional Intelligence Questionnaire-Short-Form. EI has been associated with academic success and higher leadership effectiveness. This exploratory analysis finds a positive correlation between leadership education level and students' EI scores (r= .28, <; .05), and a regression analysis (F(1, 51)= 4.20, p< .05) predicts and EI score increase of 17% for each year of exposure to the school's military environment. This study suggests that the school's military environment inherently fosters social emotional learning, which in turn positively influences the development of the students' EI.