Dissertations / Theses: 'Task- and relationship oriented leadership'

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Classon, Linnéa, and Siösteen Fanny Tofte. "Det agila ledarskapet och dess effekt på alienation : - En fallstudie om ledarskapets effekt på medarbetarnas alienation." Thesis, Örebro universitet, Institutionen för humaniora, utbildnings- och samhällsvetenskap, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-55804.

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This study aims to enlighten the effect the agile leadership has on alienation. Two different companies, with different leadership styles, are examined in an attempt to determine if leadership is a contributing factor to alienation among the employees. The study was conducted through the use of a case study of two stores of two different companies. To obtain the purpose of this study the following questions have been asked: • Which features of alienation can be found among the employees? • What effect does the leadership have on the employee’s alienation? To acquire the purpose of the study the theoretical framework is based on a presentation of the traditional leadership, the agile leadership and alienation. The study shows that the employees have encountered some features of alienation. The study shows that the employee at the company who practices the agile leadership encounters fewer of the alienation features, than the employees at the company who practices the traditional leadership. The results of the study showed that some of the features had a bigger impact on the employees. We also found that the agile leadership had good effects on alienation, as the self organized-team, an including approach and lack of hierarchy had beneficial effects on the employee’s sense of control and motivation.
Studiens syfte är att belysa det agila ledarskapets påverkan på alienation. Två företag med två olika ledarskapsstilar har undersökts för att kunna avgöra om ledarskapet är en faktor som kan påverka alienation hos medarbetarna. Undersökningen har gjorts med hjälp av en fallstudie, där två butiker från två olika företag undersökts. Studiens syfte har lett till följande frågeställningar: • Vilka drag av alienation kan påträffas bland medarbetarna?• Vad har ledarskapet för effekt på medarbetarnas alienation? En teoretisk referensram bestående av en genomgång av det traditionella ledarskapet, det agila ledarskapet samt alienation har utformats för att svara på frågeställningarna. Då alienationsbegreppet har stor betydelse har det bearbetats noga och brutits ned i fem beståndsdelar. Studien visar att intervjupersonerna upplever drag av alienation. Det framgår att medarbetaren på företaget med agilt ledarskap påträffar färre drag av alienation än medarbetarna på företaget med traditionellt ledarskap. Studien visade att de olika dragen av alienation har olika inverkan på medarbetarna. Det framkom även att det agila ledarskapet hade goda effekter på alienation, då det självorganiserade teamet, ett inkluderande förhållningssätt och avsaknad av hierarki främjade medarbetarnas känsla av kontroll och motivation i arbetet.

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Dias, Marco António dos Santos. "Liderança Estratégica : Reacção Face à Mudança e Orientação dos Comportamentos dos Líderes." Master's thesis, Instituto Superior de Economia e Gestão, 2010. http://hdl.handle.net/10400.5/2391.

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Mestrado em Ciências Empresariais
A liderança nas organizações tem vindo a ser estudada pelos académicos há largos anos e as teorias têm se desenvolvido desde o início em torno das características do líder. Hoje em dia o estudo passa por um maior grau de atenção ao ambiente que rodeia o líder e às suas relações. As decisões tomadas pelo líder têm uma importante contribuição para a obtenção de uma vantagem competitiva que a empresa tanto necessita para sobreviver nos mercados ou podem levar a empresa ao fracasso caso tomadas de forma pouco reflectida, logo as decisões têm sempre de ser tomadas de forma sensata, pensando nos prós e contras de cada acção. É com este sentido que o presente trabalho tem como objectivo a análise da temática de liderança estratégica, mais propriamente da receptividade face à mudança e papel do líder e orientação das suas políticas por meio de uma matriz proposta, criada para a ocasião e com dimensões relacionadas com os temas mencionados. Com este trabalho pretende-se realizar uma pesquisa de literatura e colocar vários artigos que estão de acordo com as dimensões definidas para a matriz nos seus quadrantes correspondentes e proceder ainda a uma colocação de estilos de liderança que se assemelham aos quadrantes da matriz. Os resultados do trabalho verificaram a validação de três vectores da matriz, com a colocação de estilos de liderança nesses respectivos vectores, deixando um de fora que poderá ser alvo de futuros desenvolvimentos de outros trabalhos.
Leadership in organizations has been studied by scholars for many years and theories have developed since the beginning about the characteristics of the leader. Nowadays the studies involve a greater degree of attention to the environment surrounding the leader and their relationships. Decisions taken by the leader may have an important contribution to achieving a competitive advantage, which the company badly needs to survive in the markets, or may lead to failure if taken in a little reflected way, so the decisions must always be taken wisely, thinking of the pros and cons of each action. It is with this sense that the present work aims at examining the issue of strategic leadership, more properly address the receptivity to change and the role of the leader and orientation of his policies through a proposed matrix, which was created for the occasion with related dimensions to the themes mentioned. This work intends to perform a literature search and put various items that are in accordance with the dimensions defined for the matrix in their corresponding quadrants and also carry out a placing of leadership styles that resemble the quadrants of the matrix. The results of the study verified the validation of three quadrants of the matrix, with the placement of these leadership styles in those quadrants, leaving out one that may be subject to future developments of other works.

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Axewill, Frederick. "Ledarskap och frisknärvaro : en kvalitativ intervjustudie." Thesis, Örebro universitet, Institutionen för humaniora, utbildnings- och samhällsvetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-33169.

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Frågan om chefers ledarskaps påverkan på de anställdas hälsa har aktualiserats under senare tid. Dock finns inte mycket forskning på området, vilket gör att denna uppsats kan komma att fylla en funktion i detta sammanhang. Uppsatsen har som syfte att ta reda på hur förskolechefer i en svensk kommun utövar sitt ledarskap och om det går att se någon koppling till medarbetarnas frisknärvaro. Med hjälp av kvalitativ metod där fem semistrukturerade intervjuer genomfördes besvaras följande frågor i kandidatuppsatsen: Vilket slags ledarskap utövar förskolecheferna? Vilka likheter finns i ledarskapsstilarna mellan de förskolechefer som har hög frisknärvaro bland medarbetarna? Skiljer sig ledarskapet åt, i så fall hur, mellan de chefer som har hög frisknärvaro och de med mellanhög och låg dito? Min slutsats är att det finns likheter i hur cheferna utövar sitt ledarskap. Alla fem har starkt fokus på produktionsorienterat ledarskap, medan det skiljer en hel del mellan dem när det gäller det relationsorienterade dito. Tre av fem utövar mer eller mindre det salutogena ledarskapet. Den chef som har lägst frisknärvaro är den som leder på ett mest produktionsorienterat sätt. Resultatet av denna studie tyder på att ledarskap, för att öka frisknärvaron, bör utövas med tydlighet, närvaro och delaktighet.
The issue of managers' leadership influence on the health of employees has been actualized recently. However, there is a lack of research in this area, which motivates a focus on this topic. This study aims to find out how pre-school managers in a Swedish municipality exercises leadership and if you can see any connection to the staff's work attendance. By using the qualitative method in which five semi-structured interviews were conducted, I have got some answers to the following questions in this study: 1. What kind of leadership does preschool heads exercise? 2. What similarities are there in leadership styles between the pre-school managers who have high work-attendance among staff? 3. Is there a difference in the leadership between the managers who have high work attendance and those with medium- and low ditto? If so what differs between them? My conclusion is that there are similarities in how managers exercise their leadership. All five have a strong focus on production oriented leadership, while it differs more between them when it comes to the relationship oriented one. Three of the five exercise more or less the salutogenic leadership. The manager with staff with the lowest work attendance is the one who exercise her leadership in the most production-oriented way. Results from this study indicate that leadership, to increase work attendance, should be exercised with clarity, presence and inclusion.

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Gränefjord, Sinnika, and Cornelia Kalström. ""Utan dem - inget oss" : Att leda säsongsanställda under turismbranschens mest intensiva veckor." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-447594.

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Syftet med denna uppsats är att undersöka hur ledare inom turismbranschen går tillväga för att möta olika behov hos sin säsongsanställda personal, med intentionen att öka arbetstillfredsställelse och frambringa positiva arbetsprestationer. Meningen med detta är att det ska generera god kundservice med hög kundnöjdhet, vilket är avgörande för företagets mål och fortlevnad. För att besvara uppsatsens syfte har vi använts oss av en teoretisk referensram där den säsongsanställda personalens karaktäristika beskrivs samt ledarskapsteorier om hur ledare kan arbeta för att bemöta deras behov. Teorier som presenteras är: uppgifts- och relationsorienterat ledarskap, situationsbestämd ledning samt SEL-modellen som är en version av situationsbestämd ledning men med anpassning till säsongsanställd personal. För att besvara våra forskningsfrågor har tio intervjuer genomförts med olika ledare verksamma på Gotland inom turismbranschen. Därmed är det ledarnas perspektiv som presenteras och utgör studiens empiri. Resultatet av undersökningen visade att på grund av att företagens högsäsong är tidsbegränsad, utmanas ledare som arbetar med säsongsanställd personal i sitt arbetssätt att kombinera bemötandet av personalens behov med företagets mål. Ledarskap för säsongsanställda ställer höga krav på ledarens förmåga att lära känna sin personal för att bygga relationer med dem. Det framträder två spår i ledarskapet för säsongsanställda, dels att erbjuda emotionellt stöd i form av stöttning och relationsskapande, och dels att vara tydlig och direktiv för att säkerställa kvaliteten på arbetet. Relationen är viktig i den mån att den är avgörande för att de ska trivas och förhoppningsvis komma tillbaka nästa säsong. Eftersom det varje år ofta anställs ny personal är ett direktivt ledarskap avgörande då upplärning av arbetet är en stor del i början av arbetet, och att tydlighet i arbetsuppgifterna är betydande för att verksamheten ska fungera. För att lyckas i arbetet krävs en balans av uppgifts- och relationsorienterad ledarstil samt anpassad ledarstil med flera väl uttänkta tillvägagångssätt hos ledaren. För att kunna anpassa ledarskapet krävs en förståelse för den stora variation av människor som säsongsanställda utgör och vilka faktorer som påverkar deras arbetsprestation.
The purpose of this thesis was to investigate how leaders in the tourism industry on Gotland work to meet the different needs of their seasonal staff, with the intention of increasing job satisfaction and producing positive work performance. This with the aim that it will generate good customer service with high customer satisfaction, which is crucial for the company's goals and survival. To answer the purpose, we have used a theoretical frame of reference where both the characteristics of the seasonal staff are described as well as leadership theories on how leaders can work to meet their needs. Theories that are presented are: task-oriented leadership, relationship-oriented leadership, situation-specific management and the SEL model. The SEL model is a version of situation-specific management with adaptation to leadership for seasonal employees. To answer our research questions, ten interviews were conducted with various leaders active on Gotland in the tourism industry. Thus, it is the leaders' perspectives that are presented and constitute the empirical study. The results of the survey showed that due to the fact that the companies' high season is limited in time, managers who work with seasonal staff are challenged in their way of working to combine the response to staff's needs with the company's goals. Leadership for seasonal employees means that the diversification that the staff group constitutes places high demands on the manager's abilities to get to know his staff in order to build relationships with them. Two prominent tracks in the leadership for seasonal employees are partly to offer emotional support in the form of support and secure relationships, and partly to be a clear and directive leader. The relationship is important insofar as it is crucial for them to thrive and hopefully come back next season. As a number of new staff are hired each year, direct leadership is crucial as training of the work is a large part of the beginning of the work, and that clarity in the tasks is important for the business to function. To succeed, a balance of task- and relationship-oriented leadership style is required, as well as an adapted leadership style with several well-thought-out approaches of the leader. To be able to adapt leadership requires an understanding of the great variety of people that seasonal employees make up and what factors affect their work performance.

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Pavlovic, Dorian, and Steinbrenner John Nyberg. "Ledare utan plan : Uppgift- och relationsorienterat ledarskap inomrestaurangbranschen under coronapandemin." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20139.

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Studien handlar om att skapa förståelse kring huruvida restaurangchefer är i högre grad uppgifts- eller relationsorienterade i sitt ledarskap samt hur de hanterat corona pandemin. Studien har tagit utgångspunkt i insamling av empirisk data, för att vidare analysera materialet med hjälp av den teoretiska referensramen. Under den teoretiska referensramen har data samlats in kring de berörda ledarstilarna och hur de skiljer sig från varandra, samt hur en kris och krishantering kan se ut. Studiens empiriska avsnitt utgår ifrån en kvalitativ metod insamling där sju restaurangchefer intervjuades. Respondenterna och dess restauranger är belägna i Göteborg. Uppsatsens empiriska resultat stödjer teoretiska referensramen som implementeras i analysavsnittet.Författarna presenterar slutligen i slutsatsen att restaurangcheferna använder en kombination av uppgifts- och relationsorienterat ledarskap. Författarna kan dessutom fastslå att ingen chef utesluter den ena ledarskapsstilen. Studien visar tydliga samband där restaurangcheferna är antingen mer relations- eller uppgiftsorienterade i sitt ledarskap. I analysavsnittet visar det sig att restaurangcheferna hanterar krisen på olika sätt. De relationsorienterade restaurangcheferna var innovativa och arbetade med att skapa ytterligare intäkter, medans den uppgiftsorienterade ledaren effektiviserade organisationen och kapade kostnader. Ledarna har dock varit tydliga att ingen krisstrategi formats i förväg. Samtliga ledare har agerat reaktivt under den rådande pandemin då ingen liknande händelse inträffat dessförinnan.
The study is about creating an understanding of whether restaurant managers are more task- or relationship-oriented in their leadership and how they have handled the corona pandemic. The study is based on two parts, one of which is the collection of empirical data, the other from the theoretical frame of reference. During the theoretical frame of reference, data has been collected on the relevant leadership styles and how they differ from each other, as well as what a crisis and crisis management can look like. The empirical section of the study is based on a qualitative collection method where seven restaurant managers were interviewed. The respondents and their restaurants are located in Gothenburg. The empirical evidence of the thesis is supported in the theoretical frame of reference that is implemented in the analysis section.The authors presents in the conclusion that restaurant managers use a combination of task and relationship-oriented leadership. The authors can also state that no manager excludes a leadership style. The study shows clear connections where restaurant managers are either more relational or task-oriented in their leadership. In the analysis section, it turns out that the restaurant managers handle the crisis in different ways. The relationship-oriented restaurant managers were innovative and worked to create additional revenue, while the task-oriented leader streamlined the organization and reduced costs. However, the leaders have been clear that no crisis strategy has been formulated in advance. All leaders have acted reactively during the current pandemic because no similar event has occurred before.

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Vajagic, Natasa. "Uppfattningar om manligt och kvinnligt ledarskap : I den studerade organisationen." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-15283.

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I denna studie undersöks manliga och kvinnliga uppfattningar om manligt och kvinnligt ledarskap i en mansdominerad bransch, där jag valt att studera en specifik organisation. Den ena frågeställningen är om vilka uppfattningar män och kvinnor har om manligt och kvinnligt ledarskap och den andra frågeställningen är vilka uppfattningar de manliga och kvinnliga respondenterna har om manliga och kvinnliga ledares benägenhet att nå ett optimalt ledarskap. Frågeställningarna studeras utifrån Blake och Moutons teori om uppgiftsorienterat och relationsorienterat ledarskap. Jag valde en kvalitativ metod med där information samlades in genom nio semistrukturerade intervjuer varav fem respondenter var manliga och fyra respondenter var kvinnliga ledare. För att analysera resultatet i studien, och jämföra mäns och kvinnors uppfattningar, använde jag mig av en komparativ design. Studiens resultat visar att män och kvinnor har lika förutsättningar, i form av uppgifts och relationsorienterade egenskaper, för att beskrivas som en ideal ledare däremot finns det uppfattningar om att de manliga ledarna ses som mer lämpade att nå ett idealt ledarskap. Kvinnliga ledare uppfattas inneha fler relationsorienterade än uppgiftsorienterade egenskaper medan manliga ledare uppfattas inneha fler uppgiftsorienterade än relationsorienterade egenskaper. Uppfattningar om kvinnors osäkerhet i sina ledarrollen påverkar uppfattningar om deras benägenhet att nå ett idealt ledarskap, till skillnad från manliga ledare som uppfattas vara mer självsäkra. I slutsatsen kom jag fram till att mäns och kvinnors uppfattningar om kvinnligt och manligt ledarskap skapar hinder för kvinnor att nå högre chefspositioner och ger en förklaring till varför det finns så få kvinnor på ledande positioner.
This study examines male and female perceptions of male and female leadership in a male-dominated industry, where I have chosen a specific organization to study. One question is about what perceptions men and women have about male and female leadership and the second question is what perceptions male and female have about male and female leaders' liability to achieve an optimal leadership. The questions that I have examined is based on Blake and Mouton's theory of task- oriented and relationship-oriented leadership. I chose a qualitative method with information gathered through nine semi structured interviews, five male and four female leaders. In order to analyze the results and compare the opinions of men and women I choose to have a comparative design of the study. The study's results show that men and women have equal conditions, in terms of task and relationship-oriented characteristics, to be described as an ideal leader, on the other hand there are perceptions that male leaders are seen as more suitable for achieving an ideal leadership. Female leaders are perceived to possess more relationship-oriented than task-oriented characteristics while male leaders are perceived to possess more task-oriented than relationship-oriented characteristics. Perceptions of women's insecurity in their leadership role affect perceptions of their propensity to achieve ideal leadership, unlike male leaders who are perceived to be more confident. I concluded that men´s and female´s perceptions of female and male leadership creates barriers for women to reach senior positions and that explains why there are so few women in leading positions. The study is written in Swedish.

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Berggren, Quintana Clara, and Isabella Consoli. "Ledarskapets betydelse för medarbetarnas sjukfrånvaro : En komparativ fallstudie." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-13668.

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Bakgrund: Sjukfrånvaro har länge varit ett centralt och politiskt samhällsproblem i Sverige. En orsakande faktor för medarbetarnas ohälsa är stress och psykiska påfrestningar, vilket bland annat kan påverkas av ledarskap. Det finns olika ledarstilar som chefer kan tillämpa, vilka har olika påverkan på medarbetarnas hälsa. Dessa är transformativ och transaktionell ledarstil samt demokratisk eller relationsorienterad ledarstil och auktoritär eller uppgiftsorienterad ledarstil. Fördelaktigt för de anställdas hälsa är ledarskap som tillämpar Kaizen som arbetsmetod vilket förklaras som att verksamheten kontinuerligt ska förändras till det bättre. Således visar tidigare forskning att ledarskapet kan ha betydelse för medarbetarnas psykosociala hälsa på arbetsplatsen. Syfte: Studiens syfte är att beskriva och analysera skillnaden mellan chefers ledarskap på avdelningar med hög respektive låg sjukfrånvaro. För att besvara syftet utgår studien från teorier om ledarstilar och arbetsmetoden Kaizen. Metod: För att besvara studiens syfte har både chefers och medarbetares perspektiv på problemet tagits tillvara på i undersökningen genom en kvalitativ och kvantitativ studie med en iterativ växelverkan mellan deduktiv och induktiv ansats. En komparativ metod har genomförts då två jämförbara avdelningar, med hög respektive låg sjukfrånvaro, har studerats. Slutsats: Studiens resultat är att chefers ledarskap skiljer sig utifrån vilka ledarstilar som tillämpas samt i vilken grad chefer arbetar enligt Kaizen. Chefer som har olika ledarskap har även medarbetare med olika sjukfrånvaro, således kan chefers ledarskap ha betydelse för medarbetarnas sjukfrånvaro.
Background: Sickness absence have long been a central and political societal problem in Sweden. One factor that has caused employee’s ill health is job strain and psychic stress which may be influenced by leadership. There are different leadership styles that managers can apply which have different effects on employee health. These are transformative and transactional leadership styles as well as democratic or relationship-oriented leadership styles and authoritarian or task-oriented leadership styles. Advantageously for employee health is leaders who apply Kaizen as a working method. Kaizen can be described as continuous improvements. Thus, leadership is significant for employees' psychosocial health in the workplace. Purpose: The purpose of this study is to describe and analyze the difference between managers' leadership in departments with high and low sick leave. To answer the purpose, the study is based on theories of leadership styles and the Kaizen method. Method: To answer the purpose of this study, both managers and employees have given their perspective to the problem. They have participated in the survey through a qualitative and quantitative study with an iterative interaction between deductive and inductive approach. The study has been carried out using a comparative method by studying two comparable departments with reported high or low sickness absence. Conclusion: The result of this study is that the leadership differs according to the leadership styles applied and to what extent managers work according to Kaizen. Managers with different leadership also have employees with different sickness absence. Thus, manager’s leadership can be important for employees' sickness absence.

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Glasgow, Trevin Earl. "Person-Oriented Versus Task-Oriented Spin Instruction: Differential Impact on Participants' Mood and Sociability." Thesis, Virginia Tech, 2017. http://hdl.handle.net/10919/79953.

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Exercise has been shown to improve mood (Stöhle, 2009). Research has explored how exercise instructors can affect class participants' mood (Edmunds, Ntoumanis, & Duda, 2008). One style of instruction that is less understood relates to task-oriented vs. person-oriented instruction. The primary aim of this research was to explore the impact of spin-class instruction style on mood among spin-class participants. In Study 1, research assistants (RAs) evaluated the instruction of spin-class instructors and administered mood surveys to spin-class participants and instructors. Overall, positive mood improved for all spin-class participants and instructors. Instruction style did not moderate this effect. In Study 2, a refined instruction evaluation form was used to better detect person-oriented vs. task-oriented instruction. Unlike in Study 1, RAs also completed mood surveys. Overall, positive mood improved as a function of the exercise class for spin-class members and instructors, but not for RAs. Instruction style did not moderate this mood effect. Overall, the results support prior research that exercise leads to mood improvement. However, an impact of instruction style on class participants' mood was not found. One novel approach of this study was that instruction style was not manipulated. This pragmatic approach allowed the research team to explore organic instructor-student dynamics in a spin-class, which may improve the generalizability of the findings.
Master of Science

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McLeod, Charles D. "Biblical concepts of task-oriented leadership based upon Joshua 1:11." Theological Research Exchange Network (TREN), 1987. http://www.tren.com.

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Brown, Barbara B. "Employees' Organizational Commitment and Their Perceptions of Supervisors' Relations-Oriented and Task-Oriented Leadership Behaviors." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/26676.

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The purpose of this research was to investigate the relationship between employees' perceptions of their immediate supervisors' relations-oriented and task-oriented leadership behaviors and different types of organizational commitment. Bass & Avolio's (1995) Multifactor Leadership Questionnaire (MLQ Form 5X) was used to measure relations-oriented and task-oriented leadership behaviors. Meyer & Allen's (1997) Organizational Commitment Questionnaire (OCQ) was used to measure organizational commitment. Participants in the research included 361 employees who worked for the city of Charlottesville, Virginia. These employees were located in eight departments that varied in the area of technical functioning, size, and academic levels. Factor analyses, with principal component extraction and varimax rotation, were performed to determine how the MLQ Form 5X items would load onto a 2-factor model of relations-oriented and task-oriented leadership behaviors. The task-oriented items of contingent reward loaded with the relations-oriented items, and the non-leadership items of laissez-faire loaded with the task-oriented items. These findings resulted in an arrangement of relations-oriented and task-oriented subscales that was different than the arrangement proposed by Bass & Avolio (1995). Correlations for the MLQ Form 5X revealed multicollinearity among all the relations-oriented subscales and two of the task-oriented subscales, preventing any interpretations about the amount of variance that any particular type of relations-oriented or task-oriented leadership behavior might explain in organizational commitment. Factor scores were used to perform regressions and investigate the amount of variance relations-oriented leadership behaviors and task-oriented leadership behaviors explained in organizational commitment. Relations-oriented leadership behaviors explained the greatest amount of variance in affective commitment, somewhat less variance in normative commitment, and no variance in continuance commitment. The results for task-oriented leadership behaviors revealed the same pattern of relationships with the different types of organizational commitment, only weaker.
Ph. D.

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Arredondo, Kelley Arredondo. "Employee Perceptions of Leadership Styles: Integrating Consideration, Interpersonal Traits, and Task-Oriented Behavior." University of Akron / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=akron1540306472533629.

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Nyman, Kaiza, and Emma Svensson. "Psykosocial arbetsmiljö vid distansarbete och betydelsen av ledarbeteende : En studie inom revisionsbranschen ur medarbetarperspektiv." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik, konst och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-85062.

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Spridningen av Covid-19 har påverkat människor i många avseenden varav ett är i arbetslivet då distansarbete blivit det nya normala för att hålla smittspridningen i schack. Arbetsmiljön har stor påverkan på individens arbetstillfredsställelse och allmänna välmående, där även ledares beteenden kan ha stor inverkan. Dagsaktuella studier visar en generell försämring av anställdas välmående under pandemin. Samtidigt som annan forskning menar att flexibla arbetsarrangemang som distansarbete kan reducera stress och utbrändhet. Revisionsbranschen har länge präglats av stress, utbrändhet, hög arbetsbelastning och konkurrens. Vidare är forskningen kring revisorers välmående begränsad. Därav ämnar detta examensarbete undersöka hur revisorers psykosociala arbetsmiljö påverkas av distansarbete som arbetsform samt vilken betydelse ledarbeteende har för revisorers arbetssituation. Metoden är av kvalitativ karaktär med inslag av kvantitativ genom en enkät med delvis öppna frågor för att kunna hantera ett något större urval med till viss grad djupare svar. Studien tyder på att distansarbete påverkar revisorers psykosociala arbetsmiljö genom flera faktorer såsom bland annat social interaktion, relationer och tydlighet, där personliga preferenser verkar spela en avgörande roll. Trots att många verkar upplevt negativa effekter av arbetsformen tyder resultatet på att flertalet kan tänka sig fortsätta arbeta på distans. Sammantaget visar denna studie att flertalet faktorer kan ha inverkan på revisorers psykosociala arbetsmiljö och att de kan upplevas på olika sätt. Vidare lyfts flertalet uppgifts- och relationsorienterade ledaregenskaper som enligt empirin anses vara relevant att ta i beaktning vid distansarbete. Därigenom tyder studien på att ledares beteenden kan ha påverkan på revisorernas välmående.
As a result of the COVID-19 pandemic, many people now find themselves in a position where they must adapt to a new way of work. As an effort to stop the virus from spreading, many businesses opt to let their employees telework from home. The work environment has a vast impact on individuals' job satisfaction and general wellbeing, which also can be affected by leaders' behavior. Recent studies show a negative trend in general wellbeing amongst teleworkers, while other studies suggest that flexible work arrangements as teleworking can reduce stress and burn-out. The audit industry has a history of struggles with stress, burn-out, high workloads and high competition. The research in this particular field is limited, which is why this paper aim to study how auditors' psychosocial work environment is impacted by telework, as well as what significance leader behavior has for the situation. The method used is of qualitative nature with quantitative elements through a survey with partially open-ended questions, to be able to handle a large number of slightly deeper answers. The study suggests that telework affects the auditors' psychosocial work environment through several factors such as social interaction, relationships, and clarity where it seems that personal preferences play an important role. Although many seem to have experienced negative effects from telework, the study shows that a majority can imagine continuing teleworking. Furthermore, several task- and relationship-oriented leadership qualities are highlighted as relevant to take into consideration in relation to telework. As a result, the study suggests that leader behaviors may affect the auditors' wellbeing. Overall, this study shows that several factors can have an impact on auditors' psychosocial work environment and that they can be experienced in different ways.

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Drost, Ellen Antoinette. "Toward a unified theory of task-oriented and relationship-oriented leader behavior: a multi-country generalizability study." FIU Digital Commons, 2001. http://digitalcommons.fiu.edu/etd/3086.

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The theoretical foundation of this study comes from the significant recurrence throughout the leadership literature of two distinct behaviors, task orientation and relationship orientation. Task orientation and relationship orientation are assumed to be generic behaviors, which are universally observed and applied in organizations, even though they may be uniquely enacted in organizations across cultures. The lack of empirical evidence supporting these assumptions provided the impetus to hypothetically develop and empirically confirm the universal application of task orientation and relationship orientation and the generalizability of their measurement in a cross-cultural setting. Task orientation and relationship orientation are operationalized through consideration and initiation of structure, two well-established theoretical leadership constructs. Multiple-group mean and covariance structures (MACS) analyses are used to simultaneously validate the generalizability of the two hypothesized constructs across the 12 cultural groups and to assess whether the similarities and differences discovered are measurement and scaling artifacts or reflect true cross-cultural differences. The data were collected by the author and others as part of a larger international research project. The data are comprised of 2341 managers from 12 countries/regions. The results provide compelling evidence that task orientation and relationship orientation, reliably and validly operationalized through consideration and initiation of structure, are generalizable across the countries/regions sampled. But the results also reveal significant differences in the perception of these behaviors, suggesting that some aspects of task orientation and relationship orientation are strongly affected by cultural influences. These (similarities and) differences reflect directly interpretable, error-free effects among the constructs at the behavioral level. Thus, task orientation and relationship orientation can demonstrate different relations among cultures, yet still be defined equivalently across the 11 cultures studied. The differences found in this study are true differences and may contain information about cultural influences characterizing each cultural context (i.e. group). The nature of such influences should be examined before the results can be meaningfully interpreted. To examine the effects of cultural characteristics on the constructs, additional hypotheses on the constructs' latent parameters can be tested across groups. Construct-level tests are illustrated in hypothetical examples in light of the study's results. The study contributes significantly to the theoretical understanding of the nature and generalizability of psychological constructs. The theoretical and practical implications of embedding context into a unified theory of task orientated and relationship oriented leader behavior are proposed. Limitations and contributions are also discussed.

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Fazaeli, Ahmad, of Western Sydney Nepean University, and Faculty of Education. "Academic culture, attitudes and values of leaders, and students' satisfaction with academic culture in Australia's universities." THESIS_FE_XXX_FAZAELI_A.xml, 1998. http://handle.uws.edu.au:8081/1959.7/126.

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This study examined staff and leadership's attitudes to their work organisation and its environment, and, in particular, the extent to which they preferred a human or task orientation. The study then defined and measured the 'academic culture' of the institution and explored the different effects of emphasising human or task orientations on this academic culture. Finally, the relationship between academic culture and student satisfaction within the institution was explored in the research. The measure of academic culture encompassed 3 domains - planning, the way of doing things, and relationships. A set of survey research instruments was developed and piloted. These instruments measured, in addition to background characteristics of respondents, aspects of attitude to the organisation and perceptions of its academic culture. The results of the study provided evidence that stronger task-oriented attitudes of leaders and staff were associated with academic culture subscales based on 'clarity of the job' and 'goal setting' within the planning domain and 'job performance' within the way of doing things domain. Although the relationship was much weaker, stronger human-oriented attitudes were related to the academic culture subscales of 'communication and relationship' and 'social acceptance' within the relationship domain, and 'leader-subordinate interaction' in the way of doing things domain. In as much as a strong academic culture needs an emphasis on the 3 domains (planning, the way of doing things in an organisation, and relationships), the research suggested that staff and leadership need to be versatile and incorporate both task-oriented and human-oriented approaches. A number of measures of attitudes and perceptions of academic culture were significantly related to the demographic backgrounds of the participants. This emphasised the importance of treating the constructs as multi-dimensional and the leaders, staff, and students as heterogeneous groups. Finally, and importantly, student satisfaction measures were associated with higher academic culture scores
Doctor of Philosophy (PhD)

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Gudeta, Samrawit Nigussie, and Gümüscü Sezen Atik. "Interaction of Gender and Situation in Relation to Leadership behaviors of Female Managers: Case-studies in Construction and Nursing Sectors." Thesis, Umeå University, Umeå School of Business, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-36521.

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Leadership has been one of the most interesting research areas for academicians and practitioners for many years. (Hughes et al, 2006, p. 22) defined leadership as an interaction process of leader, follower and situation that showed its complex character. Within this complexity, a leader behavior was studied in the past with different dimensions of behaviors. The behavior of leaders can have an impact on the performance and effectiveness of organizations. Leadership behaviors have been studied considering gender and different situations. The interaction between gender and situation is emphasized as a focal point in this study.

The main objective of this study is to look up for the gender and situation interaction for the determination of leadership behaviors of female managers. It means the impact of the two interactions on the leader behavior of female managers is investigated. In order to achieve the determined objective, two different sectors, which are construction and nursing, are selected. The gender differences between the workers of these fields and the tasks performed in the area constitute reasons for us to work on these two different working situations in order to achieve our objective. To find out the differences as well as similarities between the leader’s behaviors in these work situations, task and relation oriented behaviors are used as it is the dominant one when the leader behavior is studied in relation to gender and situation. The authors of this paper believed that studying female leaders in specific working situations can create new knowledge about female leaders in those identified cases.

A qualitative study with semi-structured interview is employed by having eight samples of female leaders from construction and nursing organizations found in Northern Sweden. Previously determined behaviors in task and relation category are used to identify the leaders’ behavior in these organizations. Based on the qualitative results, the findings revealed that leaders in nursing have more of relation behaviors than the task behaviors. Female leaders in construction also show behaviors that mainly characters relation than task oriented behaviors. Therefore, the finding shows that female leaders have both task and relation behaviors with more of relation oriented behaviors in both cases. Finally, the study concludes that the interaction between gender and situation does not determine the leadership behaviors of female managers, where more of relation oriented behavior is identified in both cases.

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Lee, Allen. "Insecurity Threat and its Implications for Leadership Preference." TopSCHOLAR®, 2016. http://digitalcommons.wku.edu/theses/1583.

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I investigated insecurity threat and its implications for employee leadership preferences. Preferences for three types of leadership style were examined: charismatic, relationship-oriented, and task-oriented leadership. It was anticipated that individuals’ salient work values would predict leadership preference more strongly after insecurity threat than under control conditions. Two different types of threats were investigated in comparison to a neutral control condition. Results showed that there were no statistically significant differences in leader ratings between threat conditions. My results suggest that threat does not significantly influence preference for charismatic or task-oriented leaders. Work values did not significantly predict a preference for a leadership type.

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Gahlin, Alfonz, and Emil Mårtensson. "Kontexten i fokus : En kvalitativ studie om den inre organisatoriska kontextens påverkan på förstalinjechefers ledarskapsbeteende och ledarskapseffektivitet." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-26122.

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Studiens syfte är att få kunskap om hur den inre organisatoriska kontexten kan påverka förstalinjechefers ledarskapsbeteende gentemot underställda och hur den inre kontexten kan påverka ledarskapseffektiviteten. Studien har genomförts med en kvalitativ forskningsansats där tre stycken avdelningschefer samt en HR-chef i en organisation har intervjuats. Studien fokuserar på hur kontexten påverkar, begränsar, förstärker eller styr en organisations avdelningschefer till att använda en viss form av ledarstil eller beteende. De ledarstilar vi har utgått från är ett uppgiftsorienterat- samt relationsorienterat ledarskap. I studien har vi funnit att den inre kontextens variabler påverkar både ett uppgiftsorienterat- och ett relationsorienterat ledarskapsbeteende hos avdelningschefer. Vi har kunnat urskilja hur variabler i den inre organisatoriska kontexten påverkar avdelningschefers ledarskapsbeteende är individuellt. I studien har vi använt engagemang samt sjukskrivningsstatistik hos de underställda som mått på ledarskapseffektivitet. Studien visar att i en inre organisatorisk kontext med flertalet substitut för ett uppgiftsorienterat ledarskapsbeteende, kan en relationsorienterad ledarstil vara mer effektiv för att öka engagemang och minska sjukfrånvaron bland underställda.
The purpose of this study is to gain knowledge about how the internal organizational context may affect the first line managers leadership behavior toward subordinates and how the internal context can influence leadership effectiveness. The study was conducted using a qualitative research approach where three department managers and one HR manager in an organization were interviewed. The study focuses on how the context affects, restricts, amplifies or controls an organization's department managers to use a certain kind of leadership style and behavior. The leadership styles we have used in this study is based on a task- and relationship-oriented leadership. The study found that the internal contextual variables affects both the task- and relationship-oriented leadership behavior of the department managers. We have been able to discern that there are individual differences in how the variables in the internal organizational context affects department managers leadership behavior and style. We have used the commitment and level of absenteeism of subordinates as a measure of leadership effectiveness. The study shows that in an internal organizational context with several substitutes for a task-oriented leadership behavior, a relationship-oriented leadership style could be more effective in increasing the level of commitment and reduce the level of absenteeism of subordinates.

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Henriksson, David, and Jasmin Kumar. "Bortom ‘den stora mannen’ : En studie om kvinnors föreställning om ledarskapet." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-41155.

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The purpose of the essay is based on the idea of masculine and feminine leadership. As well as the criticism of postheroic leadership as gender neutral, and the conflict in whether men's and women's conceptions of leadership differ. This is determined on the basis of the research questions "Do women have a notion of leadership that can be defined as postheroic", "Do women's notion of leadership differentiate from men's notion" and "Do women experience obstacles in their leadership from stereotypical notions of woman". The method used in the essay is a qualitative and quantitative approach. The collection of empirical data was conducted using six semi-structured interviews with respondents who have a managerial role in the private sector. Four of the respondents are women and two are men. In addition, a survey was conducted against the subordinates of the four female respondents to triangulate the leadership of the interviewed women. The thesis theoretical reference frame consists of ‘Heroic leadership’, ‘Postheroic leadership’, ‘Identity and culture’ and ‘Femininity and masculinity’. The result shows that all women in this study seem to have a postheroic notion of leadership in their way to lead. The result also shows that there do not appear to be any differences between men and women's notion of leadership. Instead, it suggests that the context in which leadership is located has a greater impact on the concept of leadership, than gender. The women in this survey do not state any direct obstacles in their leadership from stereotypical notions of the woman. Instead, it appears that it can be an advantage to be a woman in a relationship-oriented leadership.

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Jantell, Frida, and Lina Dolfsdotter. "Kvinnliga yrkesmässiga nätverks betydelse för ledarskapet och karriären." Thesis, Halmstad University, School of Business and Engineering (SET), 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-2125.

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In today’s society there is an ongoing debate concerning gender distribution amongst the top executives and there is a clear distinction between the men and women in leading positions. The reason for this can be because men and women to a certain degree conduct leadership differently. It is said that men are more focused on task oriented leadership while women seem to focus on a relation oriented and more interactive leadership. A leader’s success could be due to his or her ability to set up and use a network. Through professional networks a leader can get in touch with other people with similar life and work conditions and therefore this study was conducted to examine what effects the professional female network has contributed in the career developments of female top executives?

To answer the question the study begins with the collections of theoretical knowledge concerning the subject followed with in-depth interviews from picturing the real world. With the help of four female top executives, who all are active in the professional female network, empirical data could be collected to be compared with the theoretical references. The study showed that the professional female network had no major impact on the career advancement with the female top executives but that on the other hand it contributed to the personal development.

For women the work realm and the private realm are closely interconnected which means that family situations have constitute a problem for career advancement for female top executives. The opportunities female top executives encounter lies on the fact of being a woman as they then stand out on the claimed gender distribution.

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Ozmen, Ipek Nursel. "Leadership Style Of Turkish Middle Level Managers In Private Sector And Its Relationship With Subordinate Performance, Satisfaction, And Commitment." Master's thesis, METU, 2005. http://etd.lib.metu.edu.tr/upload/12606832/index.pdf.

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The main purpose of the present study was to examine the leadership styles of Turkish middle-level managers and leadership prototypes of Turkish employees in terms of task-oriented and people-oriented behaviours. The secondary purpose was to investigate the effects of incongruence between actual and ideal manager perceptions on three important work outcomes: performance (task and contextual performance), job satisfaction, and organizational commitment (affective, continuance, and normative commitment). A total of 320 people working in a wide range of organizations (71 managers and 239 employees) filled out the questionnaire. Employees rated their actual managers&rsquo
leadership style and also their ideal manager&rsquo
s leadership style (i.e., leader prototype) in the same questionnaire, while the managers rated their own leadership style as well as their leadership style as perceived by their subordinates. Additionally, supervisory-rated performance and self-rated job satisfaction and organizational commitment levels of employees were obtained. Results indicated that self-reported leadership styles of Turkish managers were consisting of more people-oriented behaviours than task-oriented behaviours. On the contrary, employees perceived their managers as being more task-oriented than people-oriented. Ideal leadership style for the employees were comprised of higher levels of both task- and people-oriented behaviours than their actual managers. Incongruence between the actual and ideal manager perceptions of employees predicted job satisfaction levels of the employees only. The results are discussed together with the implications, strengths and limitations of the study. Some suggestions for future research are made.

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Vardaman, David L. "Leading change| exploring the relationship between transformational, transactional, and change-oriented leadership and their impact on leadership effectiveness among pastors in a protestant denomination in the mid-western United States." Thesis, Indiana Wesleyan University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3613541.

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This study researched the impact of leadership style on leading organizational change in the local church. The main question studied was whether there was a relationship between transformational and transactional leadership and change-oriented leadership. A second question was whether pastoral leaders rate as more effective in leading change when they follow the transformational, transactional, or change-oriented leadership model. The third question was whether pastors rate as more effective in leading change depending on years of experience or location (district). This quantitative study researched a sample population of 42 pastors serving Protestant churches in the Mid-West region of the United States. Data were gathered from pastors, district superintendents, and pastors' direct reports. District superintendents and pastors completed the Multifactor Leadership Questionnaire 5x Short (MLQ) and the Change, Production, Employee (CPE) Index. Direct reports were assigned to complete either the MLQ 5x Short or the CPE Index to control for rater bias. The significance of the data was determined using regression analysis. Weak significant regression equations were found between inspirational motivation and change-oriented leadership, and between effectiveness and change-oriented leadership. A moderate significant relationship was found among transformational, transactional and change-oriented leadership taken together on effectiveness. No significant relationship was found between leader effectiveness and years of experience or location (district). The implication of the findings is that pastors would be well-served to understand and use formal leadership theories, especially transformational and change-oriented leadership. Further, colleges and seminaries that train individuals for position of pastoral leadership would also be well-served to equip students in these leadership styles.

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Ström, Isabella, and Vendela Bergsell. "Hur skapar chefer tillit vid distansarbete? : En kvalitativ intervjustudie utifrån ett relationsorienterat ledarskapsperspektiv." Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-176948.

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Title: How do managers create trust in telework? A qualitative interview study from a relationship-oriented leadership perspective. Background: As a result of the Covid-19 pandemic, teleworking has gained an increasing place in society and is predicted to increase in the future. Previous literature emphasizes that managers tend to be negative about teleworking as a result of reduced opportunities for control and monitoring. Studies, on the other hand, believe that strict supervision and control can cause more harm than good as it shows a lack of trust in employees. Furthermore, trust is described as essential in teleworking. Thus, teleworking seems to require a leadership that focuses on creating trusting relationships between manager and employee. Purpose: The aim of this study is to create an understanding of how managers work with creating trust in the context of telework from a relationship-oriented leadership perspective. The study intends to contribute to existing literature in leadership by focusing on how managers from a relationship-oriented leadership perspective work to create trust. Research questions: How do managers perceive trust in the context of teleworking? How do managers work to create trust in teleworking? Method: The study consists of a qualitative cross-sectional study based on the interpretive phenomenological perspective. The empirical material consists of semi-structured interviews with nine respondents who work at four different banks in Sweden. Conclusion: The results of the study show that all managers describe the perception of trust as well as the work of creating trust from the relationship-oriented leadership perspective. The study also found that managers' perceptions of trust are strongly linked to how managers work to create trust. Furthermore, three main themes were identified for how managers work to create trust, all of which can be attributed to the manager's way of acting with consideration for the employees' needs and wellbeing. The three overarching themes identified in the study consist of: the manager's qualities, communication and the individualized leadership. Keywords: Telework, leadership, trust, trust-building, relationship-oriented leadership
Titel: Hur skapar chefer tillit vid distansarbete? En kvalitativ intervjustudie utifrån ett relationsorienterat ledarskapsperspektiv. Bakgrund: Till följd av Covid-19 pandemin har distansarbetet fått en allt större plats i samhället och prognostiseras i framtiden att öka. Tidigare litteratur framhåller att chefer tenderar att ställa sig negativa till distansarbete till följd av minskad möjlighet till kontroll och övervakning. Studier menar däremot att strikt övervakning och kontroll kan orsaka mer skada än nytta då det uppvisar på en brist på tillit gentemot medarbetarna. Vidare beskrivs tilliten som essentiell i distansarbetet. Därmed tycks distansarbete ställa krav på ett ledarskap som fokuserar på att skapa tillitsfulla relationer mellan chef och medarbetare. Syfte: Syftet med denna studie är att skapa förståelse för hur chefer arbetar med att skapa tillit i kontexten av distansarbete utifrån ett relationsorienterat ledarskapsperspektiv. Studien avser att bidra till befintlig litteratur om ledarskap genom att rikta fokus mot hur chefer utifrån ett relationsorienterat ledarskapsperspektiv arbetar med att skapa tillit. Frågeställningar: Hur uppfattar chefer tillit i kontexten distansarbete? Hur arbetar chefer för att skapa tillit vid distansarbete? Metod: Studien består av en kvalitativ tvärsnittsstudie som utgår från det tolkande fenomenologiska perspektivet. Det empiriska materialet består av semistrukturerade intervjuer med nio respondenter som arbetar på fyra olika banker i Sverige. Slutsats: Av studiens resultat framgår att samtliga chefer beskriver uppfattningen av tillit såväl som arbetet med att skapa tillit utifrån det relationsorienterade ledarskapsperspektivet. I studien konstaterades även att chefernas uppfattningar av tillit är starkt anknutet till hur cheferna arbetar med att skapa tillit. Vidare identifierades tre huvudteman för hur chefer arbetar med att skapa tillit, där samtliga kan hänföras till chefens sätt att agera med omtanke för medarbetarnas behov. De tre övergripande temana som identifierades i studien består av; chefens egenskaper, kommunikation och de individanpassade ledarskapet. Nyckelord: Distansarbete, ledarskap, tillit, tillitsskapande, relationsorienterat ledarskap

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Ljung, Fredrik, and Johannes Lundvold. "HR-chefer : Hur relateras deras ledarskapsstil till det etiska ledarskapet?" Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17112.

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Ethical issues have taken an ever greater place in the social debate over recent years, and it has become increasingly important for today's organizations to follow the public's view of ethical justice. This affects HR-manager to a greater extent than many other managers, as the HR-manager is exposed to ethical problems and situations that involve the entire organization's personal. The leadership theory that primarily handles the ethical aspect of leadership is the ethical leadership. Ethical leadership does this without discussing what is considered ethical or unethical. On the other hand the focus is on how leaders should use different parts of their leadership to create conditions for being able to act in a way that is seen as ethically correct by the outside world. The study is based on whether HR-managers are a higher degree of task- or relationship-oriented in their leadership. It studies in accordance with the purpose of the study and problem definition if HR-managers in Skaraborg are a higher degree of task- or relationship-oriented in their leadership and how it relates to their ethical leadership. To be able to fulfill the purpose of the study and answer the problem definition of the study, the study is based on interviews conducted with eight different HR-managers, all of whom are active in government controlled businesses in Skaraborg. The study's theoretical frame is based on previous research on the role of HR Manager, Managerial Grid, task- and relationship-oriented leadership and ethical leadership. The study's authors have chosen to use a qualitative method and it is designed according to a case study. The eight different HR-managers each represent a separate case and the interviews together with the facts collected from, among other things, the websites of the organizations are the basis for the study's empirical data. The study's empirical data is presented in relation to the theoretical frame in the analysis. In the analysis, the study's authors have found that there are two groups among current HR-managers, one that is a higher degree of task-oriented and one that is a higher degree of relational-oriented. The study's authors also present that there is a relationship between to which group the HR-managers belong and their ethical leadership. The final conclusion is that HR-managers who are a higher degree of relational-oriented correspond more closely with the theoretical reference framework of the study regarding ethical leadership.
Etiska frågor har tagit en allt större plats i samhällsdiskussionen under de senaste åren och det har blivit allt viktigare för dagens organisationer att följa det allmänheten anser är etiskt rätt. Detta drabbar HR-chefer i en högre utsträckning än många andra chefer, då HR-chefen utsätts för etiska problem och situationer som involverar hela organisationens personal. Den ledarskapsteori som främst involverar den etiska aspekten av ledarskapet är det etiska ledarskapet. Det etiska ledarskapet gör detta utan att gå in på diskussionen angående vad som anses vara etiskt eller oetiskt. Å andra sidan fokuserar det på hur ledare ska använda sig av olika delar av ledarskapet för att skapa förutsättningar för att ledaren sedan ska kunna agera på ett sätt som ses som etiskt korrekt av omvärlden. Studien utgår ifrån om HR-chefer i högre grad är uppgift- eller relationsorienterade i sitt ledarskap. Den studerar i enlighet med studiens syfte och problemformulering om HR-chefer i Skaraborg i högre grad är uppgift- eller relationsorienterade i sitt ledarskap och hur det relateras till deras etiska ledarskap. För att kunna uppfylla studiens syfte och svara på studiens problemformulering utgår studien i första hand från intervjuer som genomfördes med åtta olika HR-chefer, som alla är verksamma inom offentliga verksamheter i Skaraborg. Studiens teoretiska referensram är uppbyggd utifrån tidigare forskning angående rollen som HR-chef, Managerial grid, uppgift- och relationsorienterat ledarskap samt etiskt ledarskap. Studiens författare har valt att genomföra en kvalitativ studie och den är utformad i enlighet med en fallstudie. De åtta olika HR-cheferna representerar var sitt fall och intervjuerna med dessa tillsammans med fakta som är insamlad från bland annat organisationernas hemsidor är grunden för studiens empiri. Studiens empiri ställs i relation till den teoretiska referensramen i studiens analys. Under analysen har studiens författare funnit att det finns två grupper bland de aktuella HR-cheferna, en som i en högre grad är uppgiftsorienterade och en som i en högre grad är relationsorienterade. Studiens författare ser även att det finns en relation mellan vilken grupp HR-cheferna tillhör och deras etiska ledarskap. Den slutgiltiga slutsatsen som presenteras är att HR-chefer som i högre grad är relationsorienterade i högre grad överensstämmer med studiens teoretiska referensram angående det etiska ledarskapet.

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Sefela, Fred. "The relationship between emotional intelligence and changeoriented leadership style of managers and the OCB of non-academic staff members at a tertiary institution in the Western Cape." University of the Western Cape, 2017. http://hdl.handle.net/11394/6438.

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Magister Commercii (Industrial Psychology) - MCom (IPS)
Organisational citizenship behaviour (OCB) has been documented as an important work outcome that correlates positively with positive job performance. Engagement in OCBs is not a random event, and it depends on a myriad of factors that include the organisation's ability to put in place measures to develop employees' emotional intelligence. Change-oriented leadership plays a pivotal role in fostering emotional intelligence and the engagement in OCBs as the 21st century organisation strives to adapt to changes in the external environment. The primary goal of the study was to conduct an investigation of the relationships between change-oriented leadership, emotional intelligence and OCB. The secondary aim of the study was to validate a theoretical model explaining the structural relationships between these variables in a South African University. A convenience sample consisting of 206 support staff at a selected university in the Western Cape Province was drawn. Generally, high levels of reliability were found in the sub-scales of the latent variables. In addition, the unidimensionality of the sub-scales was tested using exploratory factor analyses (EFA). The overall measurement and structural models were ascertained using confirmatory factor analysis (CFA) and structural modelling, respectively, using the LISREL 8.80 software. The Reasonable model fit was found for the overall measurement model of the specific latent variables through confirmatory factor analyses (CFA). Structural equation modelling (SEM) also showed reasonable model fit for the structural model.

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Pelli, Sophie, and Cornelia Gottfridsson. "Att leda inom revisionsbranschen - en balans mellan amerikanskt och skandinaviskt ledarskap : En kvalitativ studie ur ett ledare- och medarbetarperspektiv." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-74438.

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Revisionsbranschen präglas idag av en hög personalomsättning som leder till stora kostnader för företagen. Studier har visat att många nyanställda väljer att lämna branschen efter tre år på grund av orimliga krav på övertid, obefintlig balans mellan arbete och fritid samt en låg ingångslön. Idag kännetecknas revisionsbranschen av en tydlig hierarki som kan liknas vid ett amerikanskt och därmed ett uppgiftsbaserat ledarskap. Uppgiftsbaserat ledarskap innebär mindre fokus på deltagande och engagemang, till skillnad från skandinaviskt- och relationsbaserat ledarskap, där beslut tas gemensamt med en horisontell organisationsstruktur. Den yngre generationen efterfrågar flexibilitet, balans mellan arbete och fritid samt god företagskultur. Idag präglas revisionsbranschen av ett amerikansk- och uppgiftsbaserat ledarskap, medan den yngre generationen efterfrågar ett mer skandinaviskt- och relationsbaserat ledarskap. Därmed utgör studiens syfte att undersöka om företag inom revisionsbranschen anpassar sitt ledarskap till kommande generationer samt att ta reda på hur ledarskapet förändrats de senaste 10 åren. En kvalitativ studie har genomförts hos tre av fyra företag inom Big Four, där intervjuerna har haft ett medarbetarperspektiv såväl som ett ledarperspektiv för att få en djupare förståelse. Studiens resultat visar att revisionsbranschen utvecklats mot ett mer skandinaviskt- och relationsbaserat ledarskap där intervjupersonerna anger att det förr var mycket större prestationsfokus som kan likställas med ett amerikanskt- och uppgiftsbaserat ledarskap. Studien visar att dagens ledarskap har ett större fokus på relationer och delaktighet vilket tyder på att samtliga byråer har utvecklats mot ett mer relationsbaserat ledarskap. Medverkande företag använder strategier för att anpassa ledarskapet till den yngre generationen som exempelvis flexibla arbetstider, skapa förutsättningar för att balansera arbete och fritid, eliminera enklare arbetsuppgifter samt erbjuda sociala aktiviteter.
The auditing industry is characterized by high staff turnover, which leads to massivecostsfor the companies. Previous studies show that many choose to leave the industry after threeyears because of the high pressure of overtime, the lack of balance between work and leisure and low entrance salary. The auditing industry has a clear hierarchy that can be equatedwith an American and task-oriented leadership. Task-oriented leadership includeless participation and commitment than the Scandinavian relationship-based leadership,where decisions are taken in common and is characterized by a horizontal organizational structure. Theyounger generations now demandflexibility, balance between work and leisure and an open working climate. The auditing industry is characterized by an American task-oriented style while the youngergenerationsis demanding a leadership more similar to the Scandinavian relationship-oriented leadership. The purpose of this study wasto investigate whether companies in the auditing industry adapt their leadership to the future generationsand to examinehow the leadership has changed over the past 10 years. A qualitative study has been conducted in three out of four companies within the Big Four. Interviews have been conductedwithan employee perspective as well as a leadership perspective in order to gainadeeper understanding. The result of the study shows that the auditing industry hasdeveloped towards a more relationship-based leadership style and all interviewees stated that the industry previously was more focused on results which can be equated with a task-based and an American leadership style. Today’s leadership focuses on participation and joint decision-making. Leadership in all studied agencieshas evolvedtowards a mote relationship-based leadership from a task-based leadership. Strategies for adapting leadership towards the youngergenerationsinvolve for example,offering flexible working hours, creating conditions for balancing work and spare time, eliminating simple working tasks to be able to offer more complicated working tasks and social activities.

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Helander, Emma, and Therese Beckman. "Ledarskap i byggbranschen : En kvalitativ studie om hur ledarskap kan bedrivas för att främja högt medarbetarskap och därmed åstadkomma en god psykosocial arbetsmiljö och effektivare produktion." Thesis, Mittuniversitetet, Avdelningen för ekoteknik och hållbart byggande, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-40194.

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I arbetsgrupper som innehåller individer med olika beteenden kan det ibland vara svårt att veta hur ett ledarskap ska bedrivas för att det ska vara tydligt samtidigt som det är effektivt och gynnar verksamheten och dess medarbetare. Ett bra ledarskap ska generera ett medarbetarskap som gör att yrkesarbetarna känner sig delaktiga och därmed engagerar sig mer i arbetsplatsen och medarbetarna. Rapporten fokuserar på tjänstemän och yrkesarbetare i produktion samt större projekt med en stabil etablering som pågår under en längre period inom arbetsområde bygg på Peab Sverige AB. Studien har genomförts på två orter i Region Södra Norrland, Sollefteå och Östersund där forskningsfrågan har varit att ta reda på hur ett ledarskap ska bedrivas för att främja högt medarbetarskap, god psykosocial arbetsmiljö och effektiv produktion. Studien har grundat sig i två fallstudier som baseras på en kvalitativ metod i form av sex stycken intervjuer med ett slumpmässigt urval på respektive ort. Intervjuresultatet har sedan transkriberats och analyserats till en utskriven text som fokuserar på sambanden mellan arbetsplatsens ledarskap, medarbetarskap, trivsel samt effektivitet. I resultatet framkom det att respondenterna önskar ett ledarskap som främjar goda relationer, hög trivsel och effektivitet genom att ledaren är lyhörd, inkluderande samt kan planera och strukturera arbetet på ett bra sätt. Dessa beteenden går att hänföra till de struktur- och relationsorienterade ledarskapsdimensionerna och utesluter därmed den förändringsorienterade dimensionen. I slutsatsen framgår vikten av att tillämpa samtliga av de tre dimensionerna struktur, relation och förändring för att uppnå ett högt medarbetarskap, god psykosocial arbetsmiljö och effektiv produktion. Utifrån slutsatsen har sedan en praktiskt användbar ledarskapsmodell tagits fram för tjänstemän i byggproduktion. Förslag på fortsatta studier inom ämnet är att göra en bredare undersökning där studien fokuserar på såväl mindre som större byggföretag i hela Sverige för att därmed åstadkomma ett fullt generaliserbart resultat.

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LEE, PEI-CHI, and 李珮綺. "The Relationship between Leadership and Task Performance：Job Autonomy as the Mediator." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/5b9r9v.

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碩士
大葉大學
人力資源暨公共關係學系
106
The news media is facing tremendous changes. The traditional media is gradually declining. Transformation into digital media has become the key to survival. Community editors are emerging industries that respond to socialization and digitalization. They have a large market demand and become a new type of industry. Marketing, editing project content, analyzing data and other diverse capabilities. This study uses Bryman's leadership theory to explore the relationship among the editorial style of leadership, work autonomy, and task performance of community editors, and analyzes the mediating effects of the work autonomy of community editors on the relationship between executive leadership style and task performance.This study adopted a questionnaire survey 114 community editors from the news media industry. and conducted statistical analysis using Smart PLS Version 3 and SPSS 19.0. The obtained data were analyzed by confirmatory factors to test the validity of the letter and validity.The results of the study showed that the transformational leadership show effects on the task performance. and that transformational leadership show effects on the job autonomy. The job autonomy show effects on the task performance.The job autonomy has mediated effect between transformational leadership and task performance.The conclusion of this study can provide a specific reference for leaderships style and Task Performance. as well as practical recommendations based on empirical findings.

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Huang, Hui-Ju, and 黃惠汝. "The Research of the Relationship among Leadership Style, Self-Efficacy, and Customer-Oriented Behavior." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/97129691909133693509.

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碩士
大葉大學
人力資源暨公共關係學系碩士在職專班
96
The merging of different Financial Institutions has been a trend. The competi-tion in the industry itself and the government policy of improving financial competi-tiveness of the country all speed up the integration. However, the financial holding system is an industry in which customer’s appraisal and satisfaction highly depend on the service they received. In order to strengthen its competitiveness, an enterprise should commit to a business philosophy based on placing customers first. The objects of the study are employees in the financial holding companies. The purposes of the study are to analyze the correlation between personnel background and leadership style, the relationship between leadership style and staff self-efficiency, and the relationship between self-efficiency and customer-oriented behavior under different leadership styles. The result shows that the leadership style, self-efficiency and customer-oriented behavior are positively correlated with each other. It also indicates that the transactional leadership style has higher positive influence on the staff self-efficiency than the trans-formational leadership style. The relationship between the staff self-efficiency and their customer-oriented behavior is positively significant. Certain leadership style, conduct-ing with staff self-efficiency strategy, is found to be positive in encouraging more cus-tomer-oriented behaviors from employees.

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Chang, Che-Yuan, and 張哲遠. "The Relationship among Participative Leadership, Person-Unit Fit, and Task Performance – Multilevel Moderated Mediation Evidence." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/n4jz54.

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博士
國立臺灣科技大學
企業管理系
106
This research aimed to examine that boundary conditions of unit-level unit-member exchange and time moderated the positive relationship of individual-level and unit-level participative leadership congruence/incongruence on individual-level task performance through individual-level person-unit fit. This research adopted the cross-lagged panel longitudinal research by collecting three times questionnaire surveys across different sectors in order to achieve the following theoretical contributions. First, this research employed fit theory to integrate two frameworks by addressing the black box and boundary conditions of individual-level participative leadership and individual-level task performance. Second, participative leadership research at the micro-level and the macro-level was integrated into the paper. Third, this research collected objective individual task performance. Finally, this research used the cross-lagged panel longitudinal research to robust check these empirical results. All research hypotheses were supported. Grounded in this research results, this research proposed theoretical implications, practical implications, research limitations, and future research recommendations.

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Chen, Yimein, and 陳儀蔓. "A Study on the Relationship among Task Characteristics, Members Characteristics,Leadership Styles and Job Satisfaction." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/dcw69t.

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碩士
逢甲大學
企業管理所
91
Abstract 21 century is a competitive century. Corporates should pay respect to the assets “employees” to retain the competitive advantage. Leadership style is one of the important elements that effect the job satisfaction of employees. To inspirit the employees fulfill themselves and promote their job satisfaction, leaders should adapt applicative leadership behavior. Besides, the degree of innovation and timing also effect the development of organization. Leaders should adapt different behavior to achieve the goal of the tasks. The purpose of this study is to empirically examine the relationship among members characteristics, leadership styles and task characteristis. We want to know how the interaction between members characteristics and leadership styles effect the Job satisfaction. And how the interaction between task characteristics and leadership styles effect the Job satisfaction. The result and findings can be summarized as follows: 1.Leadership is not fixed. Members characteristics would effect leadership. 2.Task characteristics would effect Leadership. 3.After the interaction between Members characteristics and suitable leadership, members will be more satisfaction . 4.After the interaction between task characteristics and suitable leadership,members will be more satisfaction . To sum up, this study provide an advice that the leaders should adapt suitable behavior,and pay attention to the members characteristics and task characteristics,then members will be more satisfied.

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Joseph, Melinda Cassandra. "The relationship between transformational leadership and organisational creativity." Diss., 2011. http://hdl.handle.net/10500/4971.

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This research comprised an investigation into the relationship between transformational leadership and organisational creativity. The overall aim of the research was to determine whether creativity in organisations can be linked to transformational leadership behaviours. A literature review was done to conceptualise transformational leadership and organisational creativity and to identify the theoretical relationship between these concepts. During the investigation it was found that a relationship does exist between transformational leadership and organisational creativity. A one-way ANOVA analysis and post hoc analysis were performed to address the empirical research questions. The descriptive statistics were analysed in terms of senior management and middle management, and their raters. The data analysis revealed that the research results were largely supportive of the theoretical research findings on the relationship between transformational leadership and organisational creativity. With regard to senior management, it was found that most raters rated their teams as creative, despite the fact that a relationship between transformational leadership and organisational creativity could not be determined due to the small sample size. With regard to middle management, it was found that a correlation existed between inspirational motivation, idealised influence (attributes and behaviour) and organisational creativity. It was further found that there was a correlation between senior management’s perceptions of their transformational leadership attributes and their direct reportees’ perceptions. There were significant differences between middle managers’ perceptions of certain elements of transformational leadership and that of their direct reportees.
Industrial and Organisational Psychology
M. Com. (Industrial and Organisational Psychology)

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Han, Chia Chen, and 韓家珍. "The Relationship among Coaching Leadership, Team Psychological Ownership and Task and Contextual Performance in a Financial Institute." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/90993757791046180887.

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碩士
樹德科技大學
金融與風險管理系碩士班
98
In the 21st Century, the global economic environment has become more internationalized and open due largely to the Internet, which allows the dissemination of information more easily and widely. The subsequent unprecedented and unexpected challenge to Taiwan’s financial markets has narrowed the margin of profit, on top of two financial reformations in Taiwan in the late 1990’s and the global economic crisis of 2008. Therefore, how to build a unique corporate character in a highly-competitive financial environment has become an urgent priority. Job performance is the most important ingredient in corporate success. And the key to such success is how to encourage members of an organization to perform both their individual tasks and their group responsibilities voluntarily and enthusiastically? Leadership style and staff psychology are the very basic elements that inspire and motivate workers. This research intends to examine an international bank as a research object: Has their organization job performance improved after introducing “Coaching Leadership” to all staff? Does Coaching Leadership enhance staff’s psychology ownership of organization? And finally, does psychology ownership contribute to coaching leadership and task and contextual performance? This thesis utilized a questionnaire as an investigative tool and received 606 copies for feedback. To avoid CMV problems, we distributed 1000 questionnaires in an antithesis way to both management and clerks. After collecting the feedback copies, we analyzed the information based on my hypotheses and got the result that both coaching leadership and psychology ownership had a significant effect on contextual performance; in contrast, we discerned no obvious effect on task performance. This is also the limit of this research. In conclusion, we hope these research results can be used as a reference for human resource personnel preparing training plans not only for banks but also for other financial corporations and related industries

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Shin, Chien-Mei, and 施千媚. "The Study of the Relationship among Paternalistic Leadership, Cohesiveness, and Team PerformanceThe Moderating Effect of Task Interdependence." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/26573059840973856636.

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碩士
國防管理學院
資源管理研究所
95
This study examined the relationship among paternalisyic leadership, team performance and cohesiveness, and team performance; besides, task interdependence were the moderator. The study used the questionnaire survey method 204 effective questioners. The main finding of this were as follows：(1)The results demonstrated that higher authoritarianism were associated with lower cohesiveness, group efficacy, and higher benevolence were associated with higher cohesiveness, group efficacy.(2)The findings of this study show that while cohesiveness is there is no moderate effect in authoritarianism or benevolence and innovation efficacy.However,cohesiveness has stronger effect on benevolence to group efficacy.(3)The task interdependence is there is no the moderating relationship between cohesiveness or group efficacy and innovation. Lastly, implications of the study and suggestions for future research are discussed.

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Huang, Hsiu-Ju, and 黃秀如. "The Relationship between Empowerment Leadership and Service-Oriented Organizational Citizenship Behavior- The Mediating Effect of Empowerment Climate." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/78882805105636267291.

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碩士
國立中興大學
高階經理人碩士在職專班
100
This study focused on the relationship among empowerment leadership, empowerment climate, and service-oriented organizational citizenship behavior. This study conducted a quantitative research with questionnaires survey by 134 branch managers and 1,526 dealers in the leading securities company in Taiwan. Through hierarchical regression analysis and mediating effect test, this study found: (1) the more empowerment leadership a branch manager shows, the higher level of empowerment climate will be perceived by the dealers; (2) the higher level of empowerment climate perceived by the dealers, the more service-oriented organizational citizenship behavior will they have; and (3) empowerment climate significantly mediates the relationship between empowerment leadership and service- oriented organizational citizenship behavior. Based on theories of empowerment leadership, empowerment climate, and service-oriented organizational citizenship behavior, this study explored the leadership of branch managers in the focal firm, and the relationship between organization climate and the dealers’ behaviors. Not only providing more systematic direction of thinking on organizational leadership, this study also proposed specific recommendations and managerial implications on the subject of leadership for future researchers.

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Нарантунгалаг, Алтансүх, and 娜拉. "Mediation Effect of Work Engagement on Relationship between Transformational Leadership and Task Performance and Moderation Effect of Adversity Quotient Among Work Engagement and Task Performance." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/12713767721510304887.

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碩士
南華大學
企業管理學系管理科學碩博士班
103
Every company suffers to find accurate way to approach their goal and maximize their performance due to survive in tough competitive business environment in recent era. Accordingly, this study aimed to provide two ways from both employers and employees that stimulate above and beyond task performance. Transformational leadership and work engagement comprise facts related to employers for ascending task performance whereby work engagement is a manner which is mediator between transformational leadership and employees task performance. Moreover, this study asserted transformational leadership has effective influence on work engagement. In addition, this study aimed to check moderation effect of Adversity Quotient on the relationship between work engagement and task performance. The study uses questionnaire with 60 questions which handled to both on the internet and through hardcopy to Mongolian organizations. Accordingly, 337 valid responses are gathered. The findings of the research result are as follows: (1) both the transformational leadership and work engagement have a positive influence on the task performance; (2) transformational leadership has a positive effect on the work engagement; (3) the work engagement is a partially mediator on the relationship between transformational leadership and task performance.

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Wang, Sheng-Yung, and 王勝永. "The Relationship among Perceived Organization Support, Leader-Member Exchange and Task Performance - Service-Oriented Organizational Citizenship Behaviors as Mediating Variable." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/78387289142278596701.

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碩士
銘傳大學
企業管理學系碩士在職專班
100
The authors examined service-oriented organizational citizenship behaviors of the relationship between perceived organization support, leader-member exchange and task performance. Data were obtained from subordinate–supervisor dyads from bank located in north Taiwan. Results of mediated regression analysis revealed that employee perceived organization support was positively related to task performance. Leader-member exchange was positively related to task performance. Results showed that loyalty behavior mediated the relationship between perceived organization support and task performance, participation behavior partially mediated the relationship between perceived organization support and task performance. In addition, results of analysis revealed that loyalty behavior mediated the relationship between leader-member exchange and task performance, participation behavior partially mediated the relationship between leader-member exchange and task performance. The article concludes with a discussion of implications for future research and management practice.

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Huang, An-Siang, and 黃安祥. "A Study of the Relationship Model among Strategic Leadership, Organizational Service Climate and Service-Oriented Organizational Citizenship Behavior." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/44887471545642762137.

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碩士
長榮大學
經營管理研究所
93
The industry environment of Taiwan goes through a succession of innovations in recent years. The traditional leadership styles are unable to be suitable for the industry environment already. Furthermore, lots of scholars found that the influences of organization environmental factors on staff's organizational behavior can't be ignored. And the idea of service first also prevails over the society. Hence, how to mold organizational service climate under environment of changing suddenly by adopting the strategic leadership and then lead the staffs to do ex-roll behaviors to improve the service quality and promote competence is the most important topic for enterprises. This study constructed the measuring scales on strategic leadership with adequate content validity and reliability with literature analysis and expert’s consultation. Furthermore, the study selected middle and top managers in service and financial industries as subject. After using stratified and purposive sampling, there were 141 effective questionnaires returned among 800 questionnaires distributed. The usable returned rate was 17.6%. The data were analyzed by a variety of statistical methods, such as canonical correlation analysis, cluster analysis, discriminant analysis, regression analysis, ANOVA and LISREL. After integrating the results of empirical analysis, the findings of the study are as follows: 1.The strategic leadership has significant positive correlation and effect on the organizational service climate and service-oriented organizational citizenship behavior. Especially when the leader is progressive, it has positive effect on organizational service climate. 2.The organizational service climate has significant positive correlation and effect on the service-oriented organizational citizenship behavior. 3.The fitness of this relationship model is good. Finally, this summary takes the deep discussion with the conclusions and management implications of this study, and present the concrete contributions and suggestions to be references by the enterprises and the academia.

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LIN, SHU-CHIN, and 林淑卿. "The Study of the Influence of Civil Servants’ Leadership Style on Role Clarity and Shared Oriented Values Relationship." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/uau3sp.

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碩士
銘傳大學
公共事務學系碩士在職專班
107
This study explores the relationships among civil servants’ empowerment leadership style, participative leadership style, job satisfaction, management commitment to service quality, role clarity, shared oriented values, organizational commitment, and the employees’ commitment to service quality. Then this study further explores the paths of leadership style and role clarity, shared oriented values, job satisfaction and commitment to service quality which were considered to improve the efficiency and quality of civil servants. This study adopts literature review and quantitative questionnaires, the samples collected from Taipei, New Taipei City and Taoyuan City from January 23, 2019 to February 27, 2019, 293 valid samples were obtained. The following conclusions are summarized: 1.There is a positive correlation between participative leadership style and empowerment leadership style and management commitment to service quality. 2.There is a positive correlation between empowerment leadership style, shared oriented values and role clarity. 3.There is a positive correlation between empowerment leadership style, participative leadership style and shared oriented values. 4.There is a negative correlation between participative leadership style and role clarity. 5.There is a positive correlation between the employees commitment to service quality, role clarity and job satisfaction. 6.There is a negative correlation between shared oriented values and job satisfaction. 7.There is a negative correlation between participative leadership style and the employees commitment to service quality. 8.There is a positive correlation between job satisfaction, empowerment leadership style and the employees commitment to service quality.

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Robinson, Melanie. "A laboratory study of the moderating effect of task importance on the relationship between transformational and transactional leadership styles and outcomes." Thesis, 2007. http://spectrum.library.concordia.ca/975483/1/MR34645.pdf.

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This study investigated task importance as a moderator of the relationship between four transformational and transactional leadership styles (charisma, intellectual stimulation, contingent reward, and no leadership) and six outcomes (performance quantity and quality, satisfaction with the leader, perceived leader effectiveness, task interest/enjoyment, and extra effort). The sample for this study was composed of 102 undergraduate students (45 males, 57 females). Each participant viewed one of four videos, created for this study, in which a leader (as portrayed by an actress) displayed the characteristics of one of the leadership styles noted above. Task importance was manipulated by providing participants with handouts designed to convey either high or low task importance. Participants completed an in-basket exercise adapted from Howell and Frost (1989). The findings showed a significant main effect of the leadership condition for three outcomes--performance quantity, task interest/enjoyment, and extra effort. The interaction effect was marginally significant for two outcomes--performance quality and satisfaction with the leader. Contrary to expectations, contingent reward leadership emerged as the best predictor of the outcomes--while the effect of contingent reward leadership was not significant for all outcomes in this study, a pattern emerged whereby participants in the contingent reward leadership condition reported highest scores for five of the six outcomes investigated in this study. The study's contributions and limitations, along with directions for future research, are discussed.

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Lin, Yueh-Hsin, and 林岳欣. "A Study of the Relationship Model among Supervisors’ Servant Leadership, Staffs’ Morale and Service-Oriented Organizational Citizenship Behavior: Supervisor’s Humor as a Moderator." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/v8yjk2.

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碩士
長榮大學
高階管理碩士在職專班(EMBA)
97
Under the challenge and confrontation of globalization and knowledge economy, it has been increasingly important for institutions of the higher education to conduct sustainable operations. Therefore, how to promote morale for the staffs working in the subdivisions of the student affairs departments by adopting the supervisors’ servant leadership and using humor behaviors, and then lead the staffs to do more organizational citizenship behaviors to improve the service quality and promote competence is the most important issue for universities. Referred to the previous research, the servant leadership, humor behaviors and service-oriented organizational citizenship behavior questionnaire was developed for this study. The stratified purposive sampling was employed. By adopting the supervisor-subordinate pair, 875 copies of the questionnaires (including 149 copies for supervisors and 726 for subordinates) were distributed to 149 work teams of student affairs departments at 27 universities in Taiwan. A total of 481 usable questionnaires were returned, with a valid rate of 66.25%. The data were analyzed by a variety of statistical methods, including ANOVA, Pearson product-moment correlation analysis, regression analysis, hierarchical regression analysis, and structural equation modeling (SEM) to test the hypotheses and fitness of this study. According to the research results, the conclusions are as follows: 1. Servant leadership has a significant positive correlation and influence on staffs’ morale; 2. Staffs’ morale has a significant positive correlation and influence on service-oriented organizational citizenship behaviors; 3. Staffs’ morale shows a significant mediating effect between servant leadership and service-orientation organizational citizenship behaviors; 4. Supervisors’ humor style has a significant positive correlation and influence on staffs perceived humor behaviors; 5. Supervisors’ humor behavior shows a significant moderating effect between servant leadership and staffs’ morale. Finally, the conclusions and managerial implications of the study were well explored. The contributions and recommendations of the study also offered to business and academia for their reference.

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Yang, Shu-hsin, and 楊淑忻. "A Research of the Relationship Model among Servant leadership, Leader-Member Exchange, Organizational Identification and Service-Oriented Organizational Citizenship Behavior for Banking Industry in Taiwan." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/v8an2b.

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碩士
長榮大學
經營管理研究所
95
Amongst the struggling of global competition, Taiwan truly has entered the “Service Economic” era. Since Taiwan entered the World Trade Organization (WTO) in 2002, there will likely be more foreign financial institutions seeking entry into Taiwan, which will spark other revolutions among the banking industry. Different styles of leadership arouse different sorts of normative motivation among followers. Since you could not feel the “true” services in banking, the way the leaders treat the subordinates is the focal issue. This research assumes that the leader should follow the “follower-oriented leadership” which may be defined as servant leadership. Applying this method should increase the organizational identification of the employees, who will have the incentives to take more action to improve the competence of the company. This study developed the measuring scale on servant leadership with adequate content validity and reliability through literature analysis and expert consultation, with banking as the subject of study. After using stratified and purposive sampling, there were 368 effective questionnaires returned among 1,200 questionnaires distributed, with a usable return rate of 30.67%. The data was analyzed by a variety of statistical methods, such as Pearson product-moment correlation analysis, regression analysis, hierarchical regression analysis, ANOVA and SEM. After integrating the results of empirical analysis, the findings of the study are as follows: 1. Servant leadership has significant positive correlation and effect on organizational identification and service-oriented organizational citizenship behavior; 2. Organizational identification has significant positive correlation on service-oriented organizational citizenship behavior; 3. Organizational identification shows significant intervening effects on the servant leadership and service-oriented organizational citizenship behavior; 4. Good model of relationship exists among each construct; 5. Servant leadership has significant positive effects on effectiveness of leader-member exchange theory with a moderating affect of transfer climate. Finally, this summary takes the deep discussion with the conclusions and management implications of this study and presents the concrete contributions and suggestions to be references by the enterprises and the academic sphere.

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向昱玫, Yu-Mei Hsiang, and 向昱玫. "A Study of the Relationship Model among Supervisor’s Ethical Leadership, Employee Moral Commitment and Service-Oriented Citizenship Behavior in Taiwan Hospital－ Ethical Climate as a Moderating Variable." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/zq425v.

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碩士
長榮大學
經營管理研究所
97
Business ethics issues in recent years has been widely discussed and concern, because of ethical issues, not just a personal moral level , at the level that they cover and impact will be far beyond the functions of other enterprises. Therefore, the improvement of business ethics is not only effective in the management of medical institutions to enhance performance and service quality as well as global efforts by medical organizations to pursue common goals. The theory of ethical leadership gradually increasing to application, executives should use their leadership to be stressed into the ethical values, the importance of ethics in order to shape the organizational climate, enterprises must have business ethics ultimately rely on the business ethics and conscience (Hill and Jones, 1998). Therefore, this study was to survey the relationship model among supervisor’s ethical laedership, employee moral commitment and service-oriented citizenship behavior in Southern Taiwan hospital－ ethical climate as a moderating variable. This research is quoted ethical leadership scale, ethical climate scale, service-oriented citizenship behavior scale, and construct moral commitment scale. Also, the researcher chose 40 for Southern Taiwan accredited of the hospitals. The researcher took managers-subordinates questionnaires and asked direct managers to complete the construct. After using stratified and purposive sampling, there were 346 effective questionnaires returned among 800 questionnaires distributed. The usable returned rate was 43.25%.The data were analyzed by a variety of statistical methods, such as Pearson product-moment correlation analysis, regression analysis, hierarchical regression analysis, ANOVA and SEM to testify the hypotheses of this study and Fit-Appropriation model of theory building. According to the rearch result, the following conclusion is produced: 1. ethical leadership has significant positive correlation on moral commitment and ethical climate, moral commitment has significant positive correlation on service-oriented citizenship behavior, also ethical climate has significant positive correlation on moral commitment. 2. Good model fitness of relationship exists among each construct. Finally, the researcher conducted thorough analysis on the conclusion of the research and meanings of management. The study also provides concrete research contribution and suggestions for industrial and academia reference.

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Dias, Ana Isabel Barros Monteiro. "Estilo de liderança e comportamentos de cidadania organizacional em estabelecimentos de ensino público." Master's thesis, 2018. http://hdl.handle.net/1822/55382.

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Dissertação de mestrado em Gestão de Recursos Humanos
A sociedade organizacional encontra-se imersa num ambiente caraterizado por um nível crescente de exigência, o que requer cada vez mais esforços por parte dos seus colaboradores para que se consigam atingir os objetivos organizacionais. É precisamente neste contexto que a Escola, como Organização, depende de líderes que estejam aptos a utilizarem o estilo de liderança mais adequado ao contexto onde estão inseridos. A presente investigação pretende analisar o estilo de liderança exercido pelos Diretores das escolas, do distrito de Braga, a partir da perceção dos professores, e relacioná-los com os Comportamentos de Cidadania Organizacional (CCO) demonstrados pelos professores. A revisão de literatura parece apontar para uma relação positiva entre o estilo de liderança transformacional e os CCO. Porém, alguns autores também reforçam uma ligação positiva entre o estilo de liderança transacional e os CCO, não havendo consenso nesta temática. Também a revisão de literatura aponta para uma possível ligação entre as variáveis demográficas dos professores e os CCO demonstrados por estes. A metodologia adotada foi de cariz quantitativo, nomeadamente, por meio de uma investigação por inquérito através de questionário. A amostra foi composta por 190 professores, repartidos entre os vários ciclos (pré-escolar, básico e secundário). Da análise fatorial resultaram dois estilos — liderança orientada para as pessoas e liderança orientada para a tarefa, pelo que se optou por discutir os resultados, de forma pormenorizada, com estes estilos. Os resultados apontam para um estilo de liderança do Diretor mais orientado para as pessoas, sendo que a perceção dos professores varia consoante a sua idade e o local onde estes lecionam. Também os CCO por eles demonstrados variam consoante o sexo, idade, antiguidade profissional e vínculo profissional.
The organizational society is immersed in an environment which is increasingly demanding, requiring greater efforts on the part of its employees in order to achieve the organizational objectives. It is precisely in this context that The School as an Organization depends on leaders who are able to use the leadership style best suited to the context in which they operate. The present research intends to analyze the leadership role of public school principals in the district of Braga, i.e., to characterize their leadership styles (transformational and transactional), from the teachers' perceptions and relate them to the Organizational Citizenship Behaviors (OCBs) demonstrated by teachers. The literature review seems to point to a positive relationship between the transformational leadership style and OCBs. However, some authors also reinforce a positive link between the transactional leadership style and OCBs. Therefore, there is no consensus on this issue. Also, the literature review points to a possible link between the demographic variables of teachers and the Organizational Citizenship Behaviors demonstrated by them. The methodology adopted was of a quantitative nature, namely, through an investigation by inquiry through questionnaire. The sample was composed of 190 teachers, distributed among the various cycles (preschool, basic and secondary). Two leadership styles resulted from the factor analysis — people-oriented leadership and task-oriented leadership, reason why it was decided to discuss these results in detail during the discussion part. The results point to a more people-oriented leadership style of the Principal, with teachers' perceptions varying according to their age and the place where they teach. The OCBs demonstrated by the teachers vary according to their gender, age, professional seniority and their contracts.

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Chu, Yu-Jung, and 朱昱融. "A Study of The Relationship Among Task Interdependence, Leadership Styles, Job Stress, and Job Satisfaction- Taking the firefighters in the field corps of Fire Bureau of Kaohsiung City as an Example." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/2q6prd.

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碩士
國立高雄大學
亞太工商管理學系碩士班
103
Due to the rapid development of urbanization, high density of population, and complex patterns of disasters, are resulted in the first line of firefighters to withstand a high degree of job pressure. Under this circumstance, leadership style and the degree of task interdependence are expected to have impact on job satisfaction for all firefighters. And the job satisfaction are relevant to morale and mission completed for firefighters. This implies that firefighting is characterized with task interdependence. In addition, some studies point out that different leadership styles have impact on job satisfaction. Therefore, the main purpose of this study is to investigate impacts of task interdependence, leadership style, and job stress on job satisfaction. The method of survey is used in this study. Some 745 valid questionnaires were received from firefighters in the field corps. By using SPSS for statistical analysis, the major findings are summarized as follows: 1.Part of the demographic variables on task interdependence, leadership styles, job stress, and job satisfaction has significant differences. 2.The task interdependence has significant impact on job satisfaction. 3.The leadership style has significant impact on job satisfaction. 4.The job pressure has significant impact on job satisfaction

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Wu, Cheng-Chu, and 吳政築. "A Study on the Relationship between Restaurant Industry Employees'' Perceptions of the Supervisor''s Servant Leadership and Employees'' Service-Oriented Citizenship Behavior: Leader-Member Exchange as." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/98931351356970398239.

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碩士
朝陽科技大學
企業管理系碩士班
98
The main purpose of this study is to explore the relationship among Servant-Leadership, Leader-member Exchange and Service-oriented citizenship behavior, the study also try to examine the moderating effect of Leader-member exchange on the relationship between employees’ perceived on service-oriented citizenship behavior. First of all, through literature analysis, discussed theoretical fundamentals and related researches. Secondly, the sample of this study is collected from the restaurant industry employees of the top four dining groups in Taichung city area (Wangsteak Dining Group, President Starbucks Coffee Crop. Sushi Express Group, and 85°C Café) and the sample consists of restaurant industry servers. A total of 414 questionnaires were delivered and 378 copies of questionnaires were returned, 352 copies were valid, and the valid respondent rates were 94.88%.This study uses Hierarchical Regression Analysis to examine data. The main findings of this study were summarized as follows: 1. The restaurant Industry employees'' perceptions of the supervisor''s Servant Leadership, Leader-member exchange and Employees'' service-oriented citizenship behavior was at the intermediate level or higher. 2. There were significant positive correlations between supervisor''s Servant leadership and employees'' service-oriented citizenship behavior, between Leader-member exchange and supervisor''s Servant leadership, and between Leader-member exchange and employees'' Service-oriented citizenship behavior 3. Leader-member exchange has partial moderate effect on the relationship of supervisor''s Servant leadership and employees'' Service-oriented citizenship behavior In conclusion, the restaurant industry leader should pay attention to the cultivation of the servant leadership behavior and in good relationship with members shows that LMX significantly positively influences on supervisor''s Servant leadership and employees'' Service-oriented citizenship behavior, it will increase customer service behavior of restaurant industry to higher customer satisfaction and then enhance competitive advantage in competes intensely restaurant industry. According to the finding, this study further discusses the implication for the practice, the limitation of the study, and direction for future research. Keywords：Servant Leadership, Leader-Member Exchange, Service-oriented Citizenship Behavior

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Dissertations / Theses on the topic 'Task- and relationship oriented leadership'

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