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Greene, Richard Thomas. "Mary Leapor : a problem of literary history." Thesis, University of Oxford, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.306589.
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Cook, Jessica Lauren. "Material and Textual Spaces in the Poetry of Montagu, Leapor, Barbauld, and Robinson." Scholar Commons, 2014. https://scholarcommons.usf.edu/etd/5205.
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Women Poets and Place in Eighteenth-Century Poetry considers how four women poets of the long eighteenth century--Lady Mary Wortley Montagu, Mary Leapor, Anna Letitia Barbauld, and Mary Robinson--construct various places in their poetry, whether the London social milieu or provincial England. I argue that the act of place making, or investing a location with meaning, through poetry is also a way of writing a place for themselves in the literary public sphere and in literary history. Despite the fact that more women wrote poetry than in any other genre in the period, women poets remain a relatively understudied area in eighteenth-century scholarship. My research is informed by place theory as defined by the fields of Human Geography and Ecocriticism; I consider how the poem reproduces material space and the nonhuman environment, as well as how place effectively shapes the individual. These four poets represent the gamut of career choices in this era, participating in manuscript and print culture, writing for hire and for leisure, publishing by subscription and through metropolitan booksellers. Each of these textual spaces serves as an illustration of how the poet's place, both geographically and socially speaking, influences the medium of circulation for the poetic text and the authorial persona she constructs in the process. By charting how each of these four poets approaches place--whether as the subject of their poetry or the poetic space itself--I argue that they offer us a way to destabilize and diversify the literary landscape of eighteenth-century poetry.
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Hunnings, Kelly Joanne. "Patronage and Poetic Identity in Eighteenth-Century Laboring-Class Poetry: Mary Leapor, Ann Yearsley, and Janet Little." OpenSIUC, 2013. https://opensiuc.lib.siu.edu/theses/1218.
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The purpose of this project is to shed light on three female laboring-class poets who have gone largely overlooked by scholars of eighteenth-century studies, Mary Leapor, Ann Yearsley, and Janet Little. This paper argues that when discussed together these poets exemplify the shift from Augustan models of intellectualism to proto-Romantic thought. Issues of literary patronage and trend are highlighted in this thesis as the laboring-class poetic tradition enjoyed a long vogue in the eighteenth-century. Chapter One offers a look in the literary marketplace of the period and what scholars have said about the subject of laboring-class writing so far. Chapters Two, Three, and Four focus on the poetry of Leapor, Yearsley, and Little, with particular attention to tribute poems with the goal of highlighting the role of laboring-class writers from Augustan poetry to proto-Romantic poetry.
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Olsen, Elena Brit. ""Alone I climb the craggy steep" : literary ambition and metaphysical identity in eighteenth-century women's poetry /." Thesis, Connect to this title online; UW restricted, 2004. http://hdl.handle.net/1773/9337.
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Dalporto, Jeannie C. ""To build, and plant, and keep a table" class, gender, and the ideology of improvement in eighteenth-century women's literature /." Morgantown, W. Va. : [West Virginia University Libraries], 2001. http://etd.wvu.edu/templates/showETD.cfm?recnum=2155.
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Thesis (Ph. D.)--West Virginia University, 2001.<br>Title from document title page. Document formatted into pages; contains iv, 341 p. Includes abstract. Includes bibliographical references (p. 317-341).
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Spottke, Nicole. "Coffins, Closets, Kitchens, and Convents: Women Writing Of Home In Gendered Spaces." [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0003233.
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Blackmore, Sabine. "In soft Complaints no longer ease I find." Doctoral thesis, Humboldt-Universität zu Berlin, Philosophische Fakultät II, 2015. http://dx.doi.org/10.18452/17176.
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Diese Dissertation untersucht die verschiedenen Konstruktionen poetischer Selbstrepräsentationen durch Melancholie in Gedichten englischer Autorinnen des frühen 18. Jahrhunderts (ca. 1680-1750). Die vielfältigen Gedichte stammen von repräsentativen lyrischer Autorinnen dieser Epoche, z.B. Anne Wharton, Anne Finch, Elizabeth Singer Rowe, Henrietta Knight, Elizabeth Carter, Mary Leapor, Mary Chudleigh, Mehetabel Wright und Elizabeth Boyd. Vor einem ausführlichen medizinhistorischen Hintergrund, der die Ablösung der Humoralpathologie durch die Nerven und die daraus resultierende Neupositionierung von Frauen als Melancholikerinnen untersucht, rekurriert die Arbeit auf die Zusammenhänge von Medizin und Literatur im 18. Jahrhundert. Für die Gedichtanalysen werden gezielt Analysekategorien und zwei Typen poetisch-melancholischer Selbstrepräsentationen entwickelt und dann für die Close Readings der Texte eingesetzt. Die Auswahl der Gedicht umfasst sowohl Texte, die auf generisch standardisierte Marker der Melancholie verweisen, als auch Texte, die eine hauptsächlich die melancholische Erfahrung inszenieren, ohne dabei zwangsläufig explizit auf die genretypischen Marker zurück zu greifen. Die detaillierten Close Readings der Gedichte zeigen die oftmals ambivalenten Strategien der poetisch-melancholischen Selbstkonstruktionen der Sprecherinnen in den Gedichttexten und demonstrieren deutlich, dass – entgegen der vorherrschenden kritischen Meinung – auch Autorinnen dieser Epoche zum literarischen Melancholiediskurs beigetragen haben. Die Arbeit legt ein besonderes Augenmerk auf die sog. weibliche Elegie und ihrem Verhältnis zur Melancholie. Dabei wird deutlich, dass gerade Trauer, die oftmals als weiblich konnotierte Gegendiskurs zur männlich konnotierten genialischen Melancholie wahrgenommen wird, und die daraus folgende Elegie von Frauen als wichtiger literarischer Raum für melancholische Dichtung genutzt wurde und somit als Teil des literarischen Melancholiediskurses dient.<br>This thesis analyses different constructions of poetic self-representations through melancholy in poems written by early eighteenth-century women writers (ca. 1680-1750). The selection of poems includes texts written by representative poets such as Anne Wharton, Anne Finch, Elizabeth Singer Rowe, Henrietta Knight, Elizabeth Carter, Mary Leapor, Mary Chudleigh, Mehetabel Wright und Elizabeth Boyd. Against the background of a detailed analysis of the medical-historical paradigmatic change from humoral pathology to the nerves and the subsequent re-positioning of women as melancholics, the thesis refers to the close relationship of medicine and literature during the eighteenth century. Specifical categories of analysis and two different types of melancholic-poetic self-representations are developed, in order to support the close readings of the literary texts. These poems comprise both texts, which explicitly refer to generically standardized melancholy markers, as well as texts, which negotiate and aestheticize the melancholic experience without necessarily mentioning melancholy. The detailed close readings of the poems discuss the often ambivalent strategies of the poetic speakers to construct and represent their melancholic selves and clearly demonstrate that women writers of that time did – despite the common critical opinion – contribute to the literary discourse of melancholy. The thesis pays special attention to the so-called female elegy and its relationship to melancholy. It becomes clear that mourning and grief, which have often been considered a feminine counter-discourse to the discourse of melancholy as sign of the male intellectual and/or artistic genius, and the resulting female elegy offer an important literary space for women writers and their melancholy poetry, which should thus be recognized as a distinctive part of the literary discourse of melancholy.
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Krause, Alexander. "Charakterisierung neuer humaner antimikrobieller Peptide LEAP-1, LEAP2 und humanes [beta]-Defensin 4 /." [S.l.] : [s.n.], 2001. http://deposit.ddb.de/cgi-bin/dokserv?idn=964221667.
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Joanne, Pirie. "Human Being Leader." Licentiate thesis, Handelshögskolan i Stockholm, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-2286.
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Caey, Laura, James Fox, Jim Johnston, Pablo Juárez, Annette Little, and Blair Lloyd. "Roundtable Discussion Leader." Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/4173.
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Please join us to enjoy lunch and conversation with select conference presenters with a small group of other attendees. Each presenter will host a table and facilitate discussion on a designated topic.
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Hackett, Dawn Christine. "The Pulpit Leaner." Kent State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=kent1461445329.
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Arbogast, Matthew Stephen. "Leader Behavior Portfolios." Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6458.
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Existing leadership theories and applied resources contain bountiful lists of recommended behaviors for leaders to employ, yet an integrated model that produces the most efficient set of leader behaviors does not currently exist. A standard, quantitative method to compare and contrast leader behaviors is needed to siphon utility from each resource, leading to an integrated and diversified set of optimal behaviors for leaders to consider. Leaders have limited time and need a reliable method to make informed behavioral decisions that consistently produce the most positive effects on the desired outcome. Unfortunately, leaders do not have the time to sift through the plethora of literary resources to uncover an optimal list of behavioral options. Leaders need to know what behavior to employ, when to employ it, the expected outcome, and the potential risk. Interestingly, these behavioral variables are also common to investors in the financial arena, where the principles of Modern Portfolio Theory (MPT) are often used to decipher the most optimal portfolio from a daunting list of investment options. The primary purpose of this study was to adopt some of the basic principles behind MPT in order to propose a similar quantitative Leader Behavior Portfolio Model, which determines an integrated and optimal set of effective leader behaviors. During this research, the proposed model was populated with archival performance data on over 5,000 cadets at the United States Military Academy. The outputs were then used to construct and administer surveys to 255 ROTC cadets in order to validate the model. The results of the survey response data were consistent with the outputs from the Leader Behavior Portfolio Model, showing strong support for adopting the principles of MPT to create an optimal set of leader behaviors.
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Blair, Carrie A., C. Allen Gorman, Katherine Helland, and Lisa Delise. "The Smart Leader: Examining the Relationship Between Intelligence and Leader Development Behavior." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/541.
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Purpose: The purpose of this paper is to examine the relationship between intelligence and behavior during leader development.
Design/methodology/approach: As part of a leader development program, a variety of measures are collected, including measures of intelligence and measures of performance (e.g. assessment center performance, a 360-degree appraisal). The participants are given performance feedback from a variety of sources then asked to form developmental goals. The goals are examined for goal quality and goal-feedback correspondence, and examined in relation to intelligence.
Findings: Intelligence was positively related to goal-feedback correspondence. Intelligence was also related to goal quality after controlling for variance attributed to professional discipline.
Research limitations/implications: Personality, gender, age, and other variables were not included in this study. Other factors, such as the cultures of the organizations from which the individuals hailed, were also not included. Moreover, the conclusions were based on the behaviors exhibited in one leader development program. Future research should address these limitations.
Practical implications: Leader development is expensive and is becoming more popular. The results of this research could help organizations better determine who is likely to benefit from the investment in leader development.
Originality/value: In addition, a unique method is presented in the study for measuring leader development behavior based on goal quality and goal-feedback correspondence. Generalizability theory is applied in order to determine the reliability of the measures.
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Morin, Jamie. "Differences in leader self-efficacy based on mentor relationships and leader gender." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10125069.
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<p> This study investigated relationships between gender, mentoring, and leader self-efficacy in a sample of n = 188 managers working in the United States. Differences in self-reports of leader efficacy were examined based on manager gender, the presence of a mentor, mentor gender, mentor organizational level, type of mentoring (formal vs. informal), mentoring function (career support, psychosocial support, role modeling), the quality of the mentoring relationship, and the gender composition of the mentoring dyad. Counter to earlier research, women in the sample reported higher levels of leader self-efficacy when compared to men, though all but one of these mean differences were non-significant. Among managers with mentors at the top levels of the organization, women reported significantly higher levels of leader self-efficacy than men did. Mentored managers reported slightly higher, but non-significant, differences in mean leader self-efficacy compared to non-mentored managers. Among mentored managers significant differences in mean leader self-efficacy were found based on the organizational level of the mentor, primary mentoring function, and the quality of the mentoring relationship. A hierarchical multiple regression to predict leader self-efficacy from mentoring function was significant and predicted 34% of the variance in scores on leader self-efficacy. A hierarchical multiple regression to predict leader self-efficacy from mentoring function, mentor organizational level, type of mentoring, and the gender composition of the mentoring dyad, was significant and predicted 45% of the variance in scores of leader self-efficacy. Career support mentoring and mentor organizational level were the most significant predictors in the model.</p>
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Butler, Glenn J. "Exploring Leader Development Experiences to Inform Department of Defense Leader Development Policy." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6535.
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Although there are several robust leader development programs in the U.S. Army, no standardized access to leader development is provided to all service members at the start of their career. Forty-four percent of the Department of Defense (DoD) active duty personnel are 25 years of age or less. Despite this known experience gap, there is a shortfall in policy that ensures standardized access to leader development during this foundational period. The purpose of this phenomenological study was to explore the experiences of service members who participated in the United States Army Pacific's Regional Leader Development Program-Pacific (RLDP-P) to inform DoD policy on leader development. The RLDP-P and its unique participant composition provided the conceptual framework and transformational leadership provided the theoretical framework for this study. Semistructured interviews of 16 RLDP-P participants were used to identify scalable and feasible elements of the program that positively impacted the service members' professional goals. Data were analyzed using inductive coding to identify the study's major themes. This study's central research question addressed the RLDP-P's impact on the participants' professional goals. The findings revealed the program inspired participants to create or refine their professional goals, increased their desire for self-development, and motivated them to develop others. Policy recommendations to the DoD for future leader development programs include diversity of mentor engagements in a small group environment and exposure to professional broadening opportunities. These findings will inform future DoD policy on standardized access to leader development from the start of service members' careers.
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Harley-McClaskey, Deborah K. "The Leader in Me." Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etsu-works/4078.
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Zappa, Marco. "Japan as „Thought Leader“." Doctoral thesis, Humboldt-Universität zu Berlin, 2018. http://dx.doi.org/10.18452/19424.
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Die vorliegende Arbeit behandelt die Beziehungen zwischen Japan und Vietnam unter dem Gesichtspunkt eines spezifischen Kooperationsprogramms: des "Japanese Grant Aid for Human Development Scholarship" (JDS); ein Stipendienprogramm, das in den zahlreichen japanischen Entwicklungshilfe-Initiativen in Entwicklungsländern Asiens enthalten ist. Das JDS-Programm, das im Jahr 2000 gestartet wurde, bietet jungen Staatsbeamten und zukünftigen Führungskräften aus Entwicklungsländern in Zentral-, Süd- und Südostasien sowie Afrika Weiterbildungsmöglichkeiten in Bereichen wie Recht, Wirtschaft und Staatsverwaltung an öffentlichen und privaten Universitäten in Japan. Es wird argumentiert, dass Japan auch durch die JDS seine regionalen Beziehungen, insbesondere mit einigen Nationen Südostasiens, neugestaltet hat. Aus diesem Grund werden in der vorliegenden Studie die Hilfsbeziehungen zwischen dem südostasiatischen Land und Japan von 2000 bis 2015 dargestellt.
Die ausgewählte Fallstudie zeigt eine diskursive Ambiguität der heutigen japanischen Außenpolitik auf. Es wird argumentiert, dass Hilfsinitiativen Japans für die Humanressourcenentwicklung von den verschiedenen Akteuren der öffentlichen Entwicklungshilfe diskursiv konzipiert wurden. Anstatt das Konzept der Entwicklung als einen einzigen diskursiven Apparat zu analysieren, untersucht diese Forschungsarbeit, wie unterschiedliche Diskurse und "Denkstile" zwischen Geber- und Empfängerland, Geber und anderen Gebern und sogar zwischen verschiedenen Geberorganisationen interagieren. Diese Denkstile wurden durch qualitative Interviews und dokumentarische Analysen ausgewertet. Zusammenfassend wird argumentiert, dass ein Zusammenspiel von Überlegungen, wie Japans "nationalem Interesse", Japans Zugehörigkeit zur internationalen Gesellschaft und Humanität die japanische wissensbasierte Hilfe seit 2000 geprägt habe. Das nationale Interesse scheint jedoch immer noch der stärkste Antrieb bei der Auszahlung von Beihilfen zu sein.<br>The study sheds light on contemporary Japan-Vietnam relations from the point of view of a specific cooperation program : the “Japanese Grant A id for Human Development Scholarship” (JDS), a scholars hip program included in the vast range of Japanese foreign aid initiatives in developing Asia. The JDS programme, started in 2000, offers training in areas like law, economics and public administration to young state officials and future leaders from developing countries in Central, South and Southeast Asia and Africa, in public and private universities in Japan. It is argued that also through the JDS, Japan has reshaped its regional relations, in particular with a number of Southeast Asian nations. The present study aid relations between the Southeast Asian country and Japan from 2000 to 2015 are presented. The study aims to shed light on an apparent discursive ambiguity of today’s Japanese foreign policy. It is assumed that aid initiatives in human resource development, have been discursively conceptualised by the different actors participating in Japanese official development assistance (ODA). Instead of looking at the concept of development as a single discursive apparatus, this research looks at how different discourses and “styles of thought” interact between donor/recipient country, donor/other donors and even among different donor’s agencies. These styles of thought have been assessed through qualitative interviews and documentary analysis. It is argued, in sum, that an interplay of considerations such as Japan’s “national interest”, Japan's affiliation to the international society and humanitarianism have shaped Japanese knowledge-based aid since 2000. National interest, however, still appears to be the strongest drive in aid disbursement.
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Stollberger, Jakob. "The two-faced leader : the effects of leader emotional inconsistency on follower creative performance." Thesis, Aston University, 2017. http://publications.aston.ac.uk/31702/.
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Based on a review of the literatures pertaining to leadership, affect, and creative performance, the studies conducted as part of this thesis aim at testing a research model that examines how and under which conditions leader emotional inconsistency between happiness and anger is related to follower creative performance. For an experimental test of the proposed research model I collected data from 94 followers for whom a leader-follower interaction was simulated using a video manipulation. Moderated mediation analyses revealed that leader emotional inconsistency was positively associated with follower creative performance via increases in creative process engagement, but only for followers with high levels of epistemic motivation, which sheds light on the importance of follower’s information processing capabilities when faced with complex emotional leadership. I replicated the results of the first study in a second experiment where a leader-follower interaction was simulated using a scenario manipulation. Using data collected from 81 followers, moderated mediation analyses showed that leader displays of emotional inconsistency were positively related to creative performance via increases in creative process engagement for followers with high levels of epistemic motivation. Both experimental studies provide evidence towards the directionality of the examined interrelationships across different types of experimental manipulations employed. Finally, I replicated the research model of this thesis in a field setting using a measurement scale of leader emotional inconsistency specifically developed for this study. Week-level data was collected from 60 leader-follower dyads working in two organisations and providing a total of 253 matched weekly leader and follower responses. Multilevel moderated mediation analyses showed that follower weekly creative performance follows from weekly leader displays of emotional inconsistency via increases in weekly creative process engagement for followers with high epistemic motivation. Taken together, the studies conducted provide both internal and external validity to the theoretically derived research model of this thesis.
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Furtado, Liliane Magalhães Girardin Pimentel. "Leader-Member Exchange (LMX) within team contexts: a look beyond the leader-member dyad." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/17797.
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Previous issue date: 2016-12-05<br>Leader–member exchange (LMX) theory focuses on the quality of the member’s exchange relationship with the leader. A fundamental tenet of LMX theory is that leaders develop different quality relationships with members in their teams. Research on LMX has almost exclusively focuses on LMX relationships as independent dyads within work groups. However, LMX relationship cannot be fully understood in isolation from the team contexts that shape it. As a result, LMX research has been criticized for failing to consider the role of the social context in the development of members’ perceptions of LMX. This deficiency prompted researchers to call for more research on LMX within the context of teams. Thus, this dissertation answer this call by considering LMX within the team context by exploring theoretical approaches that take into account the social context in which LMX is embedded. Drawing on LMX theory, social comparison theory and social network approach, I address this question through two empirical and independent papers aimed to consider LMX as systems of interdependent dyadic relationships, rather than independent dyads. Overall, the findings of this dissertation corroborate prior arguments that LMX theory represents not only a dyadic phenomenon, but also captures a complex multilevel phenomenon beyond the dyadic relationship. The contributions of these findings are discussed.
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Pillay, Yershen. "Essential virtues for responsible leader behaviour : a virtue-based approach to responsible leader behaviour." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79637.
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Despite the dearth of literature on virtues as essential for responsible leader behaviour, there remains a lack of consensus around which are ‘the’ virtues most closely associated with responsible leader behaviour. To address this, the current study focuses on a specific set of six cardinal virtues with the aim of identifying which are ‘the’ virtues most essential for responsible leader behaviour. A mono-method quantitative methodology was applied, and 139 participants responded to the survey questionnaire.
A correlation analysis was used to test the hypothesis in order to understand which virtues were positively associated with responsible leader behaviour. A linear regression analysis was employed to explore predictability. Results indicated that the virtues of prudence and temperance were positively associated with responsible leader behaviour thus identifying the “Top Two” virtues essential for responsible leader behaviour.
The study makes a theoretical contribution to the burgeoning literature on responsible leadership by supporting a virtue-based approach to cultivating responsible leader behaviour. At the practical level, the study contributes to the development of a leader’s capacity to do good and avoid harm as essential for promoting positive organizational outcomes.<br>Mini Dissertation (MBA)--University of Pretoria, 2020.<br>pt2021<br>Gordon Institute of Business Science (GIBS)<br>MBA<br>Unrestricted
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Liao-Holbrook, Fangyi. "Integrating Leader Fairness and Leader-Member Exchange in Predicting Work Engagement: A Contingency Approach." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/924.
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Growing research attention has been devoted to understanding the implications of work engagement with an emphasis on its motivational mechanism linking its antecedents to consequences. Findings from such research efforts could inform intervention efforts. Integrating organizational justice theories within the leadership framework, this study examined the effects of supervisory interactional justice and supervisory procedural justice on subordinates' work engagement. Based on survey responses from 352 Chinese employees collected at two time points with three months in-between, moderated regression analyses were conducted to test hypotheses that there is a direct positive effect of supervisory interactional justice and supervisory procedural justice on subordinate's work engagement respectively, and that leader-member exchange (LMX) quality moderates the justice-engagement relationships. Specifically, the supervisory interactional justice-engagement relationship was expected to be stronger for subordinates with high LMX quality, and the supervisory procedural justice-engagement relationship was expected to be stronger for subordinates with low LMX quality. The results showed that both supervisory interactional justice and supervisory procedural justice significantly correlated with subordinate-reported work engagement measured three months later. However, the results did not support the proposed main and interactive effect hypotheses after adding control variables. Supplemental analysis results demonstrated that supervisory interactional justice and supervisory procedural justice had significant indirect effects on work engagement through LMX quality. Further, POS was found to moderate the indirect effects of supervisory interactional justice. But POS was not a moderator for supervisory procedural justice. Moreover, emotional labor job type interacted with supervisory interactional justice in predicting vigor, such that supervisory interactional justice was significantly and negatively related to vigor when higher emotional labor is involved. In conclusion, the findings of the current study contribute to work engagement, leader fairness and social exchange theory literature and provide important theoretical and practical implications for future research in the field of work engagement and leader fairness.
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Goldsmith, Janet Day. "The Effect of Psychological Gender and Self-monitoring on Leader Emergence and Leader Behavior." PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/4974.
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Three aspects of renal function were measured in the toad, Bufo marinus (N=lO): (1) effect of rate of blood volume expansion on renal functions (UFR; GFR; urine and plasma ion concentrations; and ion excretion rates), (2) effect of hypo- and hyperosmotic blood volume expansions on renal functions, and (3) role of GFR and tubular processes in the differential response of UFR under different osmotic expansion stresses. Renal responses to differential rates of blood volume expansion have not been investigated in amphibians. Rate responses will be analyzed considering effects: ( 1) during infusion (neural, or, short term regulation of extracellular fluid volume) and (2) post infusion (hormonal, or, long term regulation of extracellular fluid volume). Volume expansions were administered with hypoosmotic (0.4%) saline and hyperosmotic (1.4%) saline, and ranged in rate from 4.0 to 20.6 ml/kg/min. This protocol is designed to present volume regulatory mechanisms with increased volume stimuli and different osmotic stimuli. Overall, infusion rate had no significant effects on renal responses measured: urine flow rate (UFR); glomerular filtration rate (GFR); urine and plasma ion concentrations; natriuresis; or kaliuresis. This was true for the infusion period and for the observed post infusion period (90 min). Rate was correlated with GFR in the hypoosmotic group (r=0.30, p=0.04) and natriuresis in the hyperosmotic group (r=0.34, p=0.03). A significant positive correlation was observed between UFR and GFR. Relative to treatment, UFR differed significantly; GFR response was inherently similar despite differences at individual intervals, indicating UFR differences between the treatments is due to tubular processes. Responses to hypoosmotic infusion included a significant diuresis, natriuresis, and a decreased urine sodium concentration, relative to hyperosmotic infusion. At low UFRs the hyperosmotic group produced urine relatively concentrated in sodium. Urine sodium concentration and UFR were positively correlated in the hypoosmotic infusion group -- at high UFRs, kidneys were unable to produce a dilute urine.
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Kingdon, Lorraine B. "Llama Leader For a Day." College of Agriculture, University of Arizona (Tucson, AZ), 1989. http://hdl.handle.net/10150/295599.
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Buitkutė, Agnė. "LEADER programos įgyvendinimas Radviliškio rajone." Bachelor's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2014~D_20140716_090214-81251.
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Bakalauro baigiamajame darbe analizuojamas Leader programos įgyvendinimas Radviliškio rajone. Pirmoje bakalauro baigiamojo darbo dalyje nagrinėjami kaimo plėtros įgyvendinimo aspektai, pasitelkiant Lietuvos ir užsienio autorių įžvalgas atskleista kaimo plėtros samprata bei raida. Atskleista Leader metodo samprata, apžvelgti metodo principai, įgyvendinimo etapai. Taip pat šioje dalyje išanalizuotas Leader programų įgyvendinimas Lietuvoje. Empirinėje bakalauro baigiamojo darbo dalyje atliekama Leader programos įgyvendinimo Radviliškio rajone situacijos analizė, analizuojama vietos plėtros strategija bei jos įgyvendinimas. Taip pat atliekamas VVG veiklos vertinimas procesų aspektu. Kokybinių duomenų rinkimo metodas – formalizuotas interviu su informantais (vietos veiklos grupės atstovais, seniūnijų seniūnais ir bendruomenės pirmininkais) ir su ekspertu (Šiaulių univeriteto socialinių mokslų fakulteto dėstytoju, Kaimo plėtros tyrimų centro direktoriumi). Remiantis teorinėje dalyje aprašytais Leader metodo principais, sukonstruotas tyrimo instrumentas – interviu klausimynas. Jo pagalba apibrėžiamos Leader programos įgyvendinimo Radviliškio rajone tobulinimo galimybės, vietos plėtros strategijos įgyvendinimo problemos, jų priežastys, nustatytos strategijų tobulinimo galimybės. Atlikta Leader principų bei neurbanizuotų vietovių funkcijų įgyvendinimo Radviliškio rajone analizė, bei stiprybių ir galimybių analizė.<br>There is analyzed realization of Leader programme in Radviliškis area in this Bachelor’s thesis. There are analyzed aspects of realization of rural development in the first part of Bachelor’s thesis. Also, through some insights of Lithuanian and foreign authors and opinion, conception and evolution of rural development is revealed. The conception of Leader method is revealed, principles of this method and stages of implementation are reviewed. Moreover, the Leader programme realization in Lithuania is analyzed in this part of Bachelor’s thesis.
In empirical part of this Bachelor’s thesis the situational analysis of Leader programmes’ realization in Radviliškis area is performed, local development strategy and its implementation are analyzed. Moreover, local activity groups performance is evaluated by aspects of processes.
The method of qualitative data collection – formalized interview with informants (representatives of local activity group, elders of parish and councils of communities) and with an expert (Šiauliai university Social Sciences Faculty, Rural Development Research Center Director).
The survey instrument – interview questionnaire – was designed basing on principles of LEADER method in theoretical part of Bachelor’s thesis. The opportunities for improvement of Leader programme realization, the realization problems and their causes of local development strategy in Radviliškis area are defined, the opportunities for strategies improvement are set. The analysis of... [to full text]
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Cromie, Pamela, and Deborah K. Harley-McClaskey. "The Leader in Me Experience." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/4070.
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Krastev, Roman. "Identity Claims and Leader Survival." Thesis, University of North Texas, 2019. https://digital.library.unt.edu/ark:/67531/metadc1538711/.
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The purpose of this dissertation is to show a yet undiscovered link between identity claims and the survival of political leaders. Diversionary theory posits that starting foreign conflicts during domestic hardship may increase the popular approval ratings of the leader and maintain him in power. I suggest that leaders may resort to initiating identity claims as a diversionary action to stay in power. Indeed, using survival analysis, this study finds a connection between the desire of leaders to protect their ethnic kin in neighboring countries and the leaders' own popularity and survival at home. Yet, identity claim initiation and escalation significantly decrease the chances of leaders to remain in office. At first sight, this is in sharp contrast with the diversionary theory literature, which suggests that leaders may employ foreign wars as a means to distract from domestic problems and increase their survival in office. Yet, the realization that the escalation of conflict may backfire does not necessarily deter leaders from diverting. Therefore, this analysis offers a new perspective in the field of rationalist explanations for war.
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McGarity, Tammy Marie. "Frontline Nurse Leader Professional Development." Thesis, Grand Canyon University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13810559.
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<p> Frontline nurse leaders are expected to lead staff while managing the work systems and processes on their units in addition to ensuring high quality and safe patient care is being delivered. It is not known if frontline nurse leaders who have been oriented with only onthe-job-training are competent and if a professional development program will improve their competencies and confidence. This project used a quantitative quasi-experimental design. The basic design elements for this project were the PCC curriculum and completion of the survey pre-and post-attendance. This project was conducted at an acute care, Magnet facility and included 20 frontline patient care coordinators. Data from the surveys were analyzed using SPSS 23. Spearman’s rho was used, a nonparametric test which determines the strength and significance of the correlation between two measures, and ANOVA, a parametric method which determines whether there is a significant mean difference in some measure between two or more groups. The initial average competency ranking of the participants was 2.91, which reflects a just below competent ranking; paired-samples ttests were conducted which resulted with the average self-rated competency level of participants increasing by 27% to 3.69 post intervention. Implications for this research is far reaching, considering the impact frontline nurses have on nurse satisfaction and engagement, in addition to improved quality of care, patient satisfaction, and patient outcomes. </p><p>
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Thompson, Lisa S. "Nelly Don| An Educational Leader." Thesis, Lindenwood University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10823556.
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<p> In 1916, Ellen Quinlan Donnelly aka Nelly Don started a fashion empire from her humble Kansas City home. She became one of the wealthiest and most celebrated American women in business with a career that spanned well into the 1960s. The Nelly Don Empire reportedly sold more dresses in the 20th century than any other single person in the United States, and she started as a Lindenwood College student. </p><p> This study investigated Nell Quinlan Donnelly the “Grand Lady” of the garment industry beyond her millionaire status and revolutionary business leadership at Donnelly Garment Company. The reexamination of Nell Quinlan Donnelly’s 60 year relationship with Lindenwood College began in 1907 as the first married student to attend. Donnelly graduated in 1909 with a Seminary Diploma and later became a phenomenal business, civic, and educational leader. </p><p> The significance of Nell Quinlan Donnelly’s relationship with Lindenwood College has been identified by her recognition of the changing role of young women post World War II. Donnelly, a visionary leader, and a member of the Lindenwood Board of Directors and several other administrative boards, encouraged developing programs that focused on mathematics and computer science. Donnelly challenged Lindenwood education leaders with the idea of “reaching beyond traditional confines of Liberal Arts programs and to expand student experiences that would offer ‘unlimited opportunities’ for young women” (Lindenwood Board of Director notes 1944 & 1962; Ebling & Kavanaugh, 1980). The foresight of “unlimited opportunities” afforded to young women as envisioned by Nell Quinlan Donnelly would prove her to be a woman ahead of her time and one of Lindenwood’s most loyal and dedicated educational leaders.</p><p>
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Rakoff, Simon. "Expanding Leader Capability: An Exploratory Study of the Effect of Daily Practices for Leader Development." [Yellow Springs, Ohio] : Antioch University, 2010. http://etd.ohiolink.edu/view.cgi?acc_num=antioch1267652992.
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Thesis (Ph.D.)--Antioch University, 2010.<br>Title from PDF t.p. (viewed March 26, 2010). Advisor: Al Guskin, Ph.D.. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy 2010."--from the title page. Includes bibliographical references (p. 258-265).
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Collier, Erik Samuel. "Clarifying leader-member exhange theory: Examining the role of leader active listening and justice perceptions." CSUSB ScholarWorks, 2011. https://scholarworks.lib.csusb.edu/etd-project/3319.
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This study examines leader-member exchange (LMX) theory and presents a framework to better predict work outcomes of job satisfaction and organizational commitment by introducing organizational justice perceptions as a mediating construct and leader active listening as a moderating construct.
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Thompson, Nicole J. "Leader Effectiveness in the Eye of the Beholder: Self-Affirming Implicit Policies in Leader Perception." Diss., Virginia Tech, 2013. http://hdl.handle.net/10919/52863.
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The present study employed a novel approach to extend current knowledge of how ideal leader prototypes and self-concepts solely and dually influence leader categorization and effectiveness judgments. Cluster analysis and policy-capturing were employed to examine independent and dependent variables as patterns. Findings partially supported hypotheses and corroborated previous research. Leader categorization and effectiveness judgments were self-affirming across multiple managerial performance scenarios; implicit policies varied based on the pattern of traits exhibited within their self-concepts and ideal leader prototypes. On average, people who endorsed prototypical ideal leader prototypes and self-concepts were more stringent compared to individuals with less prototypical patterns. They categorized fewer managers as leaders, perceived them as less effective, and weighed Planning, Motivating, and Controlling performance behaviors more in their judgments. The study also showed ideal leader prototypes explained variance in implicit policies for leader categorization and effectiveness beyond the variance accounted for by self-concepts; however, the self-concept remained a significant predictor of implicit policies for leader effectiveness. This novel finding suggests the self-concept, like the ideal leader prototype, is relevant in weighting performance behaviors for effectiveness judgment.<br>Ph. D.
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Glass, Monique. "Organisational context : a moderator of leadership style, leader emotional intelligence and trust in the leader." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5862.
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Includes bibliographical references (leaves 74-80)<br>Trust is proposed as being a critical determinant of organisational success and stability and has been asserted as contributing to employee wellness (Shaw, 1997). Furthermore, trust has been related to a number of positive outcomes such as employee satisfaction, organisational commitment and organisational citizenship behaviour (Gillespie & Mann, 2004). These findings have stimulated the exploration of how factors such as leadershipstyle and leader emotional intelligence are related to trust in the leader and whether or not organisational context is a moderator of these relationships. Quantitative data was collected from two hospitals in the Western Cape. The current study found that organisational context, in the form of the low- and high-velocity context, did to some extent moderate the relationship between leadership style, leader emotional intelligence and trust in the leader.Transformational leadership and leader emotional intelligence were found to have the strongest correlations with trust in the leader. Furthermore, leader emotional intelligence was found to be the greatest predictor of trust in the leader. In order to cultivate high levels of trust and obtain the aforementioned outcomes, nurse leaders should focus on developing a more transformational leadership style and higher levels of emotional intelligence.
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Zadig, Sverker. "Vi sjunger så bra tillsammans : Om medvetet eller omedvetet samarbete mellan körsångare samt om formella och informella ledare i körstämman." Licentiate thesis, Örebro universitet, Musikhögskolan, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-20367.
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Aim of the research: This essay describes what can happen between the singers in a choral voice and how the individuals differ in taking initiative and acting in leading roles. Method: I have done qualitative interview studies with conductors and singers, and also recording studies. The recording sessions have been done in following choir rehearsals in a Swedish upper secondary school, and with a simultaneous video recording to be able to also take notice on eventual visual signs between the singers. With close up headworn microphones and by multi track recordings it have been possible through an analyzing program to watch graphically exactly how each individual sings and to compare the singers with each other. The recordings and analyses have been done using Cubase5 and Variaudio with printouts of the same sequence of the music the single voices in the same choral voice. Results: My informants all speak of formal and informal leaders in the choral voice. Many of them also talk about these leaders as leading the choral voice and also with their personal voice and timbre, give color to others. It is possible to graphically view differences in attacks and intonation, and also to notice when someone is ahead and “pulling” others to follow. This leading role can be both positive and negative, a confident but not so good singer can unfortunately bring along other singers to take wrong steps in the music.
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du, Toit Marelise. "The influence of leader integrity on ethical leadership, interactional justice, leader trust and counterproductive work behaviour." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97846.
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Thesis (MCom)--Stellenbosch University, 2015<br>ENGLISH ABSTRACT :This study arose due to the costly and harmful effect that negative behaviours have on organisations and society alike. This study is therefore undertaken to understand the determinants of these negative behaviours as well as to identify constructs that can defer these types of behaviour.
The aim of the study was to study the constructs that is expected to significantly affect the occurrence of counterproductive workplace behaviours (CWB) in South African organisations. Therefore the purpose was to investigate the relationship between leader integrity, ethical leadership, interactional justice, leader trust and CWB.
A theoretical model was subsequently developed to explain the structural relationships between the latent variables and counterproductive behaviours. Propositions were formulated regarding the postulated relationships found between these variables in the literature study. These hypotheses were tested to determine the validity of these propositions to subsequently test the proposed structural model.
The sample encompassed employees from four organisations in the Western Cape. The respondents completed the Leader Trust Scale (LTS), the Justice Scale, Leadership of Ethics Scale (LES), Ethical Integrity Test (EIT) and the Deviance Scale.
The proposed hypotheses and structural model were empirically tested by means of Partial Least Squares Analysis (PLS). These analyses included reliability analysis to determine the reliability of all the measurement scales. Satisfactorily reliability were found for all measurement scales. The structural model and the hypothesised relationships were analysed by means of the PLS path coefficients, R Square values and Pearson product-moment correlation coefficient. The results indicated that support could be found for the relationship between leader integrity and ethical leadership, leader integrity and interactional justice, leader integrity and leader trust, ethical leadership and interactional justice, and leader trust and interactional justice. Only partial support was found for the relationship between ethical leadership and leader trust, leader trust and CWB, interactional justice and CWB, ethical leadership and CWB and leader integrity and CWB. Subsequently conclusions were made from the results as well as recommendations made for future research.<br>AFRIKAANSE OPSOMMING : Hierdie studie het ontstaan as gevolg van die duur en skadelike effek wat negatiewe gedrag op beide organisasies en die samelewing het. Die studie is dus uitgevoer om die oorsake van hierdie negatiewe gedrag te begryp sowel as om konstrukte te identifiseer om hierdie tipes gedrag uit te skakel.
Die doel van die studie was om konstrukte te ondersoek wat waarskynlik ‘n substansiële invloed op die verskynsel van teenproduktiewe gedrag in organisasies in Suid-Afrika kan hê. Die doel was dus om die verband tussen leier-integriteit, etiese leierskap, interaksionele geregtigheid, leier-vertroue en teenproduktiewe gedrag te ondersoek.
‘n Teoretiese model is ontwikkel om die strukturele verband tussen die latente veranderlikes en teenproduktiewe gedrag te verduidelik. Hipoteses is geformuleer rakende die gepostuleerde verwantskappe tussen hierdie veranderlikes soos in die literatuurstudie geïdentifiseer. Hierdie hipoteses is getoets om die geldigheid van hierdie proposisies te bepaal om uiteindelik die voorgestelde strukturele model te toets.
Die steekproef is saamgestel uit werknemers van vier organisasies in die Wes-Kaap. Die proefpersone het die Leader Trust Scale (LTS), die Justice Scale, die Leadership of Ethics Scale (LES), die Ethical Integrity Test (EIT) en die Deviance Scale voltooi.
Die voorgestelde hipoteses en strukturele model is empiries getoets deur middel van Partial Least Squares (PLS) ontleding. Hierdie analises sluit in ‘n betroubaarheidsanalise om die betroubaarheid van die metingskale te bepaal. Bevredigende betroubaarheid is vir al die metingskale gevind. Die strukturele model en die gepostuleerde hipoteses is ontleed deur middel van PLS path coefficients, R Square values en Pearson product-moment correlation coefficient. Die resultate het aangedui dat ondersteuning gevind is vir die verband tussen leier-integriteit en etiese leierskap, leier-integriteit en interaksionele geregtigheid, leier-integriteit en leier-vertroue, etiese leierskap en interaksionele geregtigheid, en leier-vertroue en interaksionele geregtigheid. Slegs gedeeltelike ondersteuning is gevind vir die verband tussen etiese leierskap en leier-vertroue, leier-vertroue en teenproduktiewe gedrag, interaksionele geregtigheid en teenproduktiewe gedrag, etiese leierskap en teenproduktiewe gedrag, en leier-integriteit en teenproduktiewe gedrag. Daarna is afleidings gemaak op grond van die resultate, sowel as aanbevelings gemaak vir toekomstige navorsing.
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Collins, Brittany L. "Black Leader or Leader Who Happens to be Black? Racial Identity Politics Among African American Leaders." Cincinnati, Ohio : University of Cincinnati, 2009. http://rave.ohiolink.edu/etdc/view.cgi?acc_num=ucin1243355653.
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Thesis (M.A.)--University of Cincinnati, 2009.<br>Advisor: Gail T. Fairhurst. Title from electronic thesis title page (viewed Nov. 10, 2009). Includes abstract. Keywords: Discourse; Sensemaking; Identity Management; Racelessness,. Includes bibliographical references.
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Bagash, Asma. "Leader reactions to follower proactive behaviours - not on my turf! : the role of leader identity threat." Thesis, University of Warwick, 2017. http://wrap.warwick.ac.uk/101934/.
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This thesis presents three studies which explore leader identity threat as a cause for leaders’ negative reactions to followers’ proactive behaviours. Proactive behaviours can be considered as signs of emerging leadership (Morrison & Phelps, 1999), and leaders may construe such behaviours as a claim to their leader identity (DeRue & Ashford, 2010). As a result, leaders experience leader identity threat. This thesis argues that in order to restore their leader identity (Elsbach & Kramer, 1996; Kramer, 2010), leaders negatively evaluate their followers. By contrasting follower proactive behaviours with proficient behaviours in its experiments, this thesis investigates followers’ proactive behaviours as triggers of leader identity threat. In addition, the role of followers’ gender in accentuating leader identity threat is probed (Study 1). Study 2 broadens the scope of research from Study 1 to include the investigation of leader identity threat as a discrepancy between leaders’ ideal and actual leader identities. Increases in leaders’ agitation and dejection due to follower proactive behaviours suggest discrepancy between leaders’ actual and ideal leader identities. This study explores leaders’ attributions regarding follower proactive behaviours as being due to the personal characteristics of the followers, and explores the role of leaders’ self-esteem as a moderator of leader identity threat. Study 3 further expands the scope of the thesis by focusing on change in leaders of positive and negative affect as manifestations of leader identity discrepancy triggered by follower behaviours. This study investigates changes in leaders’ implicit leadership theories due to follower proactive behaviours. This study also explores the role of leaders’ core self-evaluation as a moderator of leader identity threat and the role of leaders’ implicit power and affiliation motives as moderators of leaders’ reactions towards their followers. This thesis extends the leadership literature by focusing on the outcomes of followers’ behaviour on leaders and contributes towards the understanding of leaders’ cognitions about their followers’ engagement in proactive behaviours and their reactions towards their followers. This thesis contributes to the proactivity literature by highlighting the negative outcomes of proactive behaviours.
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Humberd, Beth. "Seeing herself as a leader: An examination of gender-leadership frames in women's leader identity development." Thesis, Boston College, 2014. http://hdl.handle.net/2345/bc-ir:104153.
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Thesis advisor: Judith A. Clair<br>Building from existing theory and research on gender and work and leader identity development, this dissertation informs our understanding of professional women's experiences with coming to see themselves as leaders as they move along the leadership path in organizations. Given limited work that considers variation among women at a similar point in their development, I introduce the construct of a gender-leadership frame to capture the various ways in which women construct their gender as relevant to their leadership. I consider how these constructions are both shaped by the organizational context and have implications for leader identity development. I conducted a qualitative, inductive field study of women developing as leaders (n=55) in a large, global bank to explore these ideas. I found that women hold different constructions of gender and leadership (gender-leadership frames) and that various elements of the organizational context prompt women to shift their frames, feel conflicted in their frames, or remain within one reinforcing frame. Further, I found that these different frame experiences orient women toward certain types of self-questioning and enactment of their leader identities. Together, these findings demonstrate that different ways of thinking about one's gender in relation to one's leadership may help explain women's different choices, aspirations, and development on the leadership path. Coming to see oneself as a leader does not happen in a vacuum, but rather is a complex process in which non-work identities (here, gender) play a role in one's understanding of who she is and can be as a leader. Not only does gender play a role in women's self-views as leaders, but scholars and organizations must appreciate women's different experiences and perspectives which have tangible implications for their motivations to pursue leadership opportunities and growth within their organizations<br>Thesis (PhD) — Boston College, 2014<br>Submitted to: Boston College. Carroll School of Management<br>Discipline: Management and Organization
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Bertacchi, D., and Andreas Cap@esi ac at. "Random Walks on Diestel--Leader Graphs." ESI preprints, 2001. ftp://ftp.esi.ac.at/pub/Preprints/esi1004.ps.
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Jeffreys, Robert K. "Leader peptidase as an antibacterial target." Thesis, Bangor University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341216.
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Loglia, Jennifer. "How emoticons affect leader-member exchange." Master's thesis, University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5980.
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Emoticons have been shown to be the nonverbal cues of computer-mediated communication and could therefore be a rich source of information, but they are not used in the workplace because they are considered unprofessional. This study aimed to look at the effects of emoticons on relationships, specifically between a leader and member. Participants were asked to read a fake email from a fake boss and answer several questions in regard to leader-member exchange, affective presence, perceived message positivity, perceived masculinity/femininity of the fake boss, and perceived professionalism. This study found that the use of a positive emoticon in an email message increased leader-member exchange, mediated by positive affective presence (though the use of the emoticon and positive affective presence were not linked). This study also found that when participants received a message with an emoticon, they found the sender to be both more feminine and less professional.<br>M.S.<br>Masters<br>Psychology<br>Sciences<br>Industrial Organizational Psychology
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Lewis, Dietrick. "The Principal as Technology Integration Leader." NSUWorks, 2011. http://nsuworks.nova.edu/gscis_etd/213.
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Technology integration, the incorporation of technology resources and technology-related practices into the daily routines, work, and management of schools, is an essential component of 21st century schools. One of the most important aspects of technology integration is the role that principals play. Despite the importance of this role, many
principals report that their preparation programs did not fully prepare them to lead a technology integration effort. One program designed to assist principals is the Alabama Math, Science, and Technology Initiative (AMSTI). Using International Society for Technology in Education's National Educational Technology Standards for Administrators (NETS-A) as a guide, AMSTI provides training to principals in technology integration.
In an effort to describe the role of the principal in leading a technology integration initiative in 21st century schools, five AMSTI principals who exhibited excellence in technology integration were selected. Data were collected through interviews and observations and then transcribed, coded, and analyzed. From the analysis four themes emerged: lead by example, provide technology opportunities, minimize hindrances, and
train regularly. Research questions were answered based on analysis of data.
Several conclusions were formed by answering the research questions. Principals who were successful in leading a technology integration initiative had a shared vision that included a plan and goals for an initiative. They led by example and got faculty to believe in the merits of the initiative. Principals also showed a willingness to learn and provided
resources such as training and technology for students and faculty. The final report serves as a resource for those charged with leading a technology integration initiative in 21st century schools.
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Rohm, Fredric W. Jr. "Servant Leader Development at Southeastern University." Thesis, Regent University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3578596.
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<p> Servant leadership as envisioned by Robert Greenleaf (1970) is a philosophy whereby leaders put the interests and growth of the follower ahead of themselves. Though the concept has been around since antiquity, scholars and practitioners in organizations began to embrace and expand the idea since the early 1990s. There are currently 20 models of servant leadership with 16 associated survey instruments. Colleges and universities may want to instill servant leadership in their students. This study used Wong and Page’s (2003) model and their Revised Servant Leadership Profile instrument along with interviews to conduct a mixed-method, concurrent triangulation phenomenology consisting of both qualitative and quantitative analysis. It proposed eight research questions to see if there are any relationships between eight independent variables and the seven dimensions of servant leadership in Wong and Page’s model: (a) developing and empowering others; (b) vulnerability and humility; (c) authentic leadership; (d) open, participatory leadership; (e) inspiring leadership; (f) visionary leadership; and (g) courageous leadership. Specifically, the study examined whether exposure to servant leadership concepts at Southeastern University (SEU) make a difference in students’ self-perception of servant leadership. The eight independent variables are (a) gender, (b) ethnicity and nationality, (c) age, (d) academic college, (e) leadership-related courses taken at SEU, (f) SEU Leadership Forum attendance, (g) leadership positions held at SEU, and (h) number of years at SEU. The findings showed that gender, ethnicity, attending the SEU Leadership Forum, and taking leadership-related courses at SEU were not statistically significantly related to any of the seven servant leadership dimensions. A student’s college was related to vulnerability and humility. Years at SEU was related to developing and empowering others. Age was related to developing and empowering others, inspiring leadership, visionary leadership, and courageous leadership. Holding a student leadership position at SEU was related to developing and empowering others, inspiring leadership, and visionary leadership. The study concluded with the implication of the findings, areas for future research, and advice on encouraging servant leadership development.</p>
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Ferguson, Janice Y. "Anna Julia Cooper: A Quintessential Leader." Antioch University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1420567813.
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Leguy, Jean, and José Àngel Sarmiento. "The Artistic Leader : A philosophical reflection." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-64560.
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Philosophy, art and leadership have been considered in previous studies, nevertheless rarely have all three been blended in one. The aim of this thesis resided in the attempt to build an unfixed conceptual net, having the ambition to shed light on the innermost parts of the leader; by collecting insights from philosophical notions, the figure of an artistic leader arises. The personal importance of this work was rooted in the hope of a leadership sourced in an inner reflection. Through qualitative research, we made use of concepts derived from Kant, Foucault, Nietzsche, Heidegger and several other thinkers, targeting the ontological, sensible, and reflecting centers of the figure of the artistic leader; which ultimately was completed by primary data retrieved from experts. At the heart of the thesis, namely the fourth strand, these thoughts are developed in two volumes. The first regards the emergence of the artistic leader, a concise ontology of this figure, the suggestion of the paramount importance played by self-reflection and the ‘care’ as found in a Foucauldian understanding, as well as the mechanisms of the mind of the leader. The eventual practices of the artistic leader are developed in the second volume, seen as expressive channels through which this figure could interact with the environment. The thesis - by its very nature - is open ended, as it is a suggestion of a figure drawing its relevance in the continual constructive thinking this work hopes to generate in the reader.
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Dobrovolný, Tomáš. "Leader organizace v informační / znalostní společnosti." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-19150.
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The thesis aims to analyze the role and work as a leader in the organization through systemic approaches and systemic thinking. Highlight the changes coming with the transition to an information / knowledge society and the replacement of manual workers' by knowledge workers. Emphasize the importance that not only tools have changed, but also paradigm. Take leader as a complex person, not only as an instrument of power, and find a way to balance on the way to his goal in such turbulent times. Look at the organization as a system by system theory and find a correct set of functionality. Starting with creation of rules, through the issue of putting the right elements to ensure the desired interactions between them.
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Taylor, James Howard. "The leader : an emergent, participative role." Thesis, University of Hertfordshire, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.269438.
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Kokt, Desere, and Werner Vermeulen. "The team leader and cultural diversity." Journal for New Generation Sciences, Vol 2, Issue 1: Central University of Technology, Free State, Bloemfontein, 2004. http://hdl.handle.net/11462/452.
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Published Article<br>In a diverse working environment such as the South African situation, it is imperative that issues surrounding cultural diversity, and its impact on employees should be examined. This article reflects on a study conducted in the South African security industry, as one of the few industries that utilise diverse work teams as part of their operational success. The rational for using work teams will be explained, with an emphasis on the team leaders. The model of Eales-White (1996: 26) was applied to the development of the team member questionnaire, and the subsequent results will be reported.
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Richardson, Astrid Marie. "Effects of leader style, leader consistency, and participant personality on learning and other variables in small group." Thesis, McGill University, 1986. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=72811.
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Akar, Aytug. "Transformational And Transactional Leadership Characteristics Of Intercollegiate Athletes And Non-athletes." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612220/index.pdf.
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ABSTRACT
TRANSFORMATIONAL AND TRANSACTIONAL LEADERSHIP
CHARACTERISTICS OF INTERCOLLAGIATE ATHLETES AND
NON-ATHLETES
M.S.Physical Education and Sports
Supervisor: Assoc.Prof.Dr.Settar KOÇ<br>AK
June 2010, 64 Pages
The main purpose of this study was to examine the transformational and
transactional leadership characteristics of intercollegiate athletes and non athletes.
The second purpose was to compare transformational and transactional leadership
characteristics in athletes and non-athletes.
In this study, 152 subjects were selected from seven different universities.
Data was collected through Turkish version of Multifactor Leadership Questionnaire
(MLQ) - Leader Form (Form 5X-Short).
Quantitative statistical analyses using SPSS confirmed the study'<br>s first and
second hypothesis through and independent samples t-test that the intercollegiate
athletes scored statistically higher on the MLQ (Multifactor Leadership
Questionnaire) 5X-Short than the non-athlete university students. MLQ 5X-Short
scores were subjected to t-test using the athlete2s gender, sport activity, team
membership, weekly exercise days, exercise in yearly based time. The test variables
were transformational and transactional leadership behaviors and subscales of them,
the grouping variables were intercollegiate athletes and non-athletes. Two out of
three Leadership behaviors were statistically significant when comparing
intercollegiate athletes and non athletes.
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Haglund, Rebecka. "Ledare och efterföljare i organisationen : -En studie baserad på Relations‐ oriented leader behavior och Leader ‐ member exchange theory." Thesis, Mittuniversitetet, Institutionen för samhällsvetenskap, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-14104.
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