Dissertationen: „Personality of the leader“

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Sheh, Seow Wah. „Behavioural attributes of the transformational Chinese leader“. access full-text online access from Digital dissertation consortium online access from ProQuest databases, 2002. http://libweb.cityu.edu.hk/cgi-bin/er/db/pqdiss.pl?3047749.

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2

Fenwick, Rick Jr. „Examining empathy in team leader practices| A qualitative case study“. Thesis, Capella University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10247362.

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In many organizational settings, companies use the team concept in order to accomplish organizational goals in a timely and efficient manner. In manufacturing settings, organizations use the team concept to complete tasks such as building products in bulk quantities, as well as provide safety to employees. In this type of setting, every team has a team leader who is responsible for providing support to the team members (coworkers) and ensuring that the team accomplishes organizational goals. In many organizations, there is a disparity in teams. Some teams are successful in completing organizational goals and have high team morale, while other teams struggle in meeting goals and have low team morale. Many possible factors play in to explaining why there are disparities in teams. One possible explanation for disparity in teams is empathy. The research study conducted was an exploratory qualitative case study involving interviews with 14 team leaders of an automotive factory in the United States. The purpose of the case study was to examine the role of empathy used by team leaders with their coworkers. The results from the data collection found the following themes: reciprocation, offering supportive behaviors, better work culture, relationship building, increased team morale, increased involvement in running the business, recognition, determining factors for deciding to use empathy, and connection with coworkers.

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Gratias, Melissa B. „Leader Effectiveness among Patterns of Personality Types and Creativity Styles“. Diss., Virginia Tech, 2000. http://hdl.handle.net/10919/28555.

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In the current study, a person-centered approach was taken to the examination of the relation between leader effectiveness and personality preferences. Type Theory and Adaption-Innovation Theory precepts were examined in tandem using cluster analytic techniques in order to discover whether past variable-centered findings relating these two theories would generalize to a person-centered examination. Eight patterns were hypothesized to emerge from the cluster analysis based on past correlational research, and three of these patterns were present in the seven-cluster solution. Leader effectiveness was measured in terms of multisource ratings on Benchmarks™. Hypotheses were proposed based on past variable-centered research examining the relations between Jungian personality types and self, superior, peer, and subordinate ratings of leader effectiveness. Some support was found for the variable-centered predictions, but the pattern-focused approach provided insight into the dynamics of the five personality preferences examined as well as suggested that indicators other than what would be predicted based on variable-centered studies may contribute to perceptions of leader effectiveness. Overall, the results of this study show that, taken together, variable and person-centered approaches to research may help strengthen the sometimes fragile relationship between personality and leader effectiveness.
Ph. D.

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4

Richardson, Astrid Marie. „Effects of leader style, leader consistency, and participant personality on learning and other variables in small group“. Thesis, McGill University, 1986. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=72811.

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5

Kail, Eric Guy. „Does Personality Predict Perceived Performance Change Following a Leader Development Intervention?“ NCSU, 2007. http://www.lib.ncsu.edu/theses/available/etd-03142007-130439/.

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The purpose of the research has been to investigate personality as a predictor for perceived performance change following a leader training program. A sample of 363 leaders attended a five day leader development training program at a centralized location. Approximately 90-120 days after returning to work in their organizations, participating leader received a 360-degree assessment in order to determine that amount of perceived performance change. Personality was measured using the CPI260, and results were mapped onto the Five Factor model of personality. Personality was investigated both as dimensions of the Five Factor model and as types. Personality types were determined via cluster analysis. Personality was further investigated as a moderating the relationship between self-other rating discrepancy and perceived performance change. Results suggest that personality, either by dimension or type, can be used as a predictor in determining perceived performance change following a leader development intervention. Personality was not found to moderate the relationship between self-other rating discrepancy and perceived performance change. Implications for theory and practice as well as recommendations for further research are presented.

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Kunze, Mark George. „An Examination of Linkages between Personality, Leader-Member Exchange, and the Psychological Contract“. Digital Archive @ GSU, 2006. http://digitalarchive.gsu.edu/managerialsci_diss/12.

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Abstract An Examination of Linkages Between Personality, Leader-Member Exchange, and the Psychological Contract By Mark George Kunze 2005 Committee Chair: Dr. Edward Miles Major Department: Management While previous research has focused mainly on relationships between various personality variables and either leader-member exchange or psychological contract violation, none has yet to examine how these constructs are linked. A model of these proposed relationships is developed based on theory drawn from literature in the areas of social psychology, leader-member exchange, and psychological contracts. The present research used structural equation modeling to examine the strength of the relationship between the personality variables of negative affect, positive affect, self-monitoring, and trait cynicism with respect to leader-member exchange and perceptions of psychological contract violation. Positive affect and negative affect were found to significantly relate to both LMX and the perception of psychological contract violation. Trait cynicism was not significantly related to LMX and only weakly related to perceptions of psychological contract violation. It was hypothesized that LMX would partially mediate the relationships between the individual personality factors and perceptions of psychological contract violation; however, the data did not support this hypothesis. While self-monitoring was hypothesized to moderate the relationship of positive affect, negative affect, and trait cynicism with LMX, the moderating effect was found to be significant only for the negative affect/LMX relationship.

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Taylor, Amy Marie. „Cultivating an engaged workforce: The roles of leader personality, motivation, and leadership style“. Scholar Commons, 2012. http://scholarcommons.usf.edu/etd/4237.

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This study explored the links between leadership style, leader personality, and motivation to lead, with employee engagement. Transformational leadership, transactional leadership, and abusive supervision styles were examined in relation to levels of employee engagement via a sample of n=195 employees and n=130 managers. Consistent with findings from Christian, Garza, and Slaughter (2011), transformational leadership showed a positive link to employee engagement (r= .38, p< .05). On the opposite end, abusive supervision was negatively related to employee engagement (r= -.27, p< .05). Contingent reward leadership showed a positive link to employee engagement (r= .32, p< .05). Relationships between personality and leadership style were framed according to the socioanalytic framework (Hogan & Shelton, 1998). This study did not find any significant differences in the relationships between the expected leadership behaviors and the traits directed at "getting along" with others vs. "getting ahead" to achieve power and status. Motivation to lead (Chan & Drasgow, 2001) was expected to moderate the relationships between leader personality and leadership style; however, these predictions were not supported in this study. Future directions for research, including other individual difference variables that may predict leadership styles, are discussed.

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Inanc, Ebru Evrensel. „The Mediating Effect of Leader Member Exchange on Personality Congruence and Affective Commitment“. Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10747394.

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The personality congruence of supervisors and subordinates and its influence on work outcomes is a relatively new topic in social and behavioral sciences. Most well-known personality theory is Big Five that includes openness, conscientiousness, neuroticism, extraversion and agreeableness traits. LMX theory focuses on the mutual relationship between a supervisor and a subordinate. There is a gap in the literature regarding the mediating role of LMX perceptions of subordinates on the relationship between personality congruence of supervisors and subordinates and affective commitment (AC). The purpose of this cross-sectional design was first to explore the direct relationship between supervisors and subordinates personality congruence and AC of subordinates. The second purpose of this study was to explore the role of LMX as a mediator between the personality congruence of supervisors and subordinates and AC of the subordinates. A cluster sampling method was used to gather 400 supervisor-subordinate dyads from 3 technopolises in Ankara, who completed self-reported questionnaires. A technopolis is a technology science park. Polynomial regression analysis was conducted to measure the congruence level of dyads’ personality traits and structural equation modeling was used to analyze the mediating effect of LMX. Results revealed that, LMX has no mediating effect on personality congruence and AC. The results also revealed that there is a significant relation between the agreeableness congruence of supervisors and subordinates, and AC. This information can be used by organizations by pairing up agreeable dyad members to increase affective commitment. The findings of this study may create positive social change by promoting optimum functioning organizations that have committed employees which would affect the society and economy in a positive way.

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Saltz, Jessica Lynne. „Beyond simple similarity the relationship of leader-follower personality fit with follower satisfaction with the leader and follower commitment to the organization /“. College Park, Md. : University of Maryland, 2004. http://hdl.handle.net/1903/1797.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2004.
Thesis research directed by: Psychology. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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McCusker, Maureen Elizabeth. „A Dyadic Approach to Leadership Emergence“. Thesis, Virginia Tech, 2015. http://hdl.handle.net/10919/78142.

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Leadership emergence is best conceptualized as a complex, multi-level process arising from the dynamic interplay of all elements in the process: group members, relations, and context (Day, 2014). This study seeks to simultaneously examine to the role of each in the leadership emergence process by assessing leader and follower traits, their trait similarity, task, behaviors, and the network itself. Using a rotation design, 99 cadets in groups of three completed four tasks with alternating partners and subsequently provided sociometric ratings of each of their group members. Data was analyzed using Exponential Random Graph Modeling, which controls for endogenous group effects. In general, there was a tendency toward nominating others as leaders. High scores on dominance and intelligence predicted leadership emergence, and low scores on dominance predicted follower emergence. The type of task did not affect leadership emergence. Perceived leader behavior unexpectedly reduced the likelihood of nominating another as a leader. Results from this study highlight the importance of studying all components of leadership process and are once step closer toward doing so completely and accurately.
Master of Science

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Willette, Susan J. „The Relationship of Personality Type to Leader Style and Perceived Effectiveness among Dental Hygiene School Administrators“. Digital Commons @ East Tennessee State University, 1990. https://dc.etsu.edu/etd/2826.

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The purpose of this study was to identify personality types among dental hygiene school administrators and faculty and to determine if correlations existed between leader style, ideologies of leader style, perceived effectiveness, and personality type. Selected demographic variables were also examined. The dimensions of personality investigated were derived from the Myers-Briggs Type Indicator: extroversion, introversion, sensing, intuition, thinking, feeling, judging, and perceiving. The leadership behavior dimensions were the two dimensions of the real and ideal Leadership Behavior Description Questionnaires: consideration and initiating structure. Effectiveness was measured by a 39 item Likert-type instrument based on Tucker's (1981) categorical listing of chairperson activities and responsibilities. The study was conducted using a random sample of faculty and administrators from 32 dental hygiene programs across the United States. Thirty-two administrators and 148 faculty were surveyed. Responses were received from 23 administrators (71.9 percent) and 96 faculty (64.8 percent). Personality type was correlated with subordinate perception of leader style, ideal leader style, and effectiveness, with the strength of the relationships ranging from weakly negative to moderately positive. Among the correlations observed, those between real initiating structure and introversion, thinking and feeling were significant at the.05 level, as were the relationships between ideal consideration, and thinking and feeling. Relationships significant at the.05 level were also found between instruction and extroversion, introversion, sensing, intuition, and judging and between budget and resources and extroversion. Gender of the administrator and length of tenure did not account for significant differences in leader behavior ratings or effectiveness scores. Age of the administrator, however, was found to account for significant differences in leader behavior ratings, but not effectiveness ratings. A negative relationship was observed between amount of administrative training and effectiveness scores indicating that as administrative training increased effectiveness decreased. Ideal scores reported by faculty were significantly higher than real scores reported by faculty, but no significant difference was observed between the real and ideal scores reported by administrators. Administrators rating low on real consideration and real initiating structure received the lowest effectiveness ratings.

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Rakoff, Simon. „Expanding Leader Capability: An Exploratory Study of the Effect of Daily Practices for Leader Development“. [Yellow Springs, Ohio] : Antioch University, 2010. http://etd.ohiolink.edu/view.cgi?acc_num=antioch1267652992.

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Thesis (Ph.D.)--Antioch University, 2010.
Title from PDF t.p. (viewed March 26, 2010). Advisor: Al Guskin, Ph.D.. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy 2010."--from the title page. Includes bibliographical references (p. 258-265).

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Conner, Lane A. Guarnaccia Charles Anthony. „Correlates of a past behavior interview for the business unit leader experience, motivation, personality, and cognitive ability /“. [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-11066.

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Anderson, Linda K. 1950. „An Investigation of School Administrator Personality Type and Gender to Leader Effectiveness, Flexibility, and Years of Experience“. Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc278788/.

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The purpose of this study was to determine if there was a relationship between four selected personality categories as measured by Myers-Briggs Type Indicator® (MBTI) and gender to leader effectiveness and flexibility as measured by Leader Behavior Analysis II Self-A® (LBAII Self-A) and years of experience in school administration. A review of literature traced leadership to the Situational Leadership II model utilized in this study. The model was based on selecting the appropriate leadership style for the individual situation and development level of followers. MBTI® measured sixteen combinations of four personality types which included Extravert® or Introvert, Sensing or iNtuitive®, Thinking or Feeling, and Judging or Perceiving. Four types were selected for this study (ISTJ, ESTJ, INTP, and ESFJ). The LBAII Self-A® instrument measured leader effectiveness and flexibility. The sample was 80 Texas school administrators in eleven school districts. Statistics utilized to test the hypotheses included Hotelling's T2, Multiple Analysis of Variance, Analysis of Variance, and Multiple Regression. Independent variables were gender and personality type. Dependent variables were leader effectiveness, flexibility, and years of experience in school administration. Findings reported a significant difference in leader effectiveness scores of the ESTJ personality type. Additionally, Judging/Perceiving was a significant predictor of years of experience of school administrators. In conclusion, a significant difference was found in leader effectiveness scores which showed that ESTJ personality types had higher scores. Another significant finding was Judging/ Perceiving as a predictor of years of administrative experience. As years of experience increased, Judging (preference for order) increased as a personality variable rather than Perceiving (preference for spontaneity). It was recommended that MBTI® and LBAII® be administered to school administrators as part of pre-service leadership training and for ongoing staff development. These instruments can be utilized as tools to help administrators understand personality type and effective leadership practices.

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Conner, Lane A. „Correlates of a Past Behavior Interview for the Business Unit Leader: Experience, Motivation, Personality and Cognitive Ability“. Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc11066/.

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This research evaluates the relationship between various individual differences constructs and performance on a past behavior interview (PBI)-one of the most popular forms of personnel selection interviews used today-within a sample of business unit leader level incumbents and applicants from organizations across the United States. Correlation analysis is conducted on the relationship between overall performance on a PBI and four work-related constructs: Experience, Motivation, Personality, and Cognitive Ability. The existing literature on PBIs and the four independent variables is critically reviewed. As limited research has been conducted on the influence of Experience and Motivation on PBI performance, this study makes unique contributions to the literature regarding impact of these two constructs. The major hypotheses stated that Experience and Motivation would yield significant, positive correlations with PBI performance while Personality and Cognitive Ability would not be significantly correlated with PBIs. Results partially supported the hypotheses-Experience, Motivation, and Personality were significantly related to overall PBI score, while Cognitive Ability was not. Implications for the findings as well as suggestions for future research are discussed.

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Hoover, Edward Rickamer. „How personality and self-identity impact the effects of leader member exchange on role stressors and organizational outcomes“. [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0002882.

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Porter, Mark Reginald. „The Correlation of Leader Traits and Learning Organizational Culture“. ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2099.

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Many researchers in numerous studies have focused on leadership style and organizational cultures, but there is an absence of research regarding leader personality traits and productive work cultures in Alberta's oil and gas industry. The purpose of this correlational study was to assess the relationship between leader traits and preestablished learning organization culture benchmarks within Alberta's oil and gas industry. Learning organization culture is an extension of Senge's learning organization theory. Simple random sampling was used to attain a population comprised of 52 employees in Alberta's oil and gas industry who were accountable to an organizational supervisor. Data were collected via the NEO-FFI-3 and the Learning Organization Survey; summarization was accomplished by means of an online third party survey administration service. Regression analyses revealed that each of the 5-factor traits was correlated to learning organization culture. When the model was changed to multiple regression using all traits together, only 2 traits remained significant. Openness to experience positively correlated with learning organization culture, whereas neuroticism was negatively correlated with learning organization culture. The implication for social change is that human resource personnel in Alberta's oil and gas industry can institute information provided in this research to identify and develop leaders who promote innovation in a learning organization culture. Innovation in Alberta's oil and gas industry assists to overcome environmental sustainability, augment technology inefficiencies, and decrease workplace personnel issues.

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Lee, Jennifer Anne. „Moderators of the relationship between the quality of leader-member exchange relationship (LM) and organizational citizenship behaviors (OCB)“. CSUSB ScholarWorks, 2008. https://scholarworks.lib.csusb.edu/etd-project/3381.

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There have been many theories that have examined how leaders can be effective within an organization. The purpose of this study was to determine whether or not personality would strengthen or weaken the relationship between the quality of one's relationship with their leader (LMX) and performance outcomes (OCB). Personality did not act as a moderator. In order to test this, 127 participants of both men and women from various organizational and educational backgrounds were surveyed.

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Ronsisvalle, R. Michael. „Personality characteristics of church staff section leaders“. Online full text .pdf document, available to Fuller patrons only, 2002. http://www.tren.com.

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Dreeze, Jonathon Randall. „On the Creation of Gods: Lenin’s Image in Stalin’s Cult of Personality“. The Ohio State University, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=osu1366129547.

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Smith, Daniel R. „Implicit personality and leadership in stressful and dangerous situations: a first step“. Diss., Georgia Institute of Technology, 2012. http://hdl.handle.net/1853/43693.

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Leadership in stressful and dangerous situations is vitally important in terms of lives, property, and national strategic objectives. But our understanding of effective leadership in these and other contexts is limited. Part of the problem is that interactionist theoretical perspectives are not reflected in contemporary leadership thinking. In addition, the impact of individual differences on leadership is often misrepresented or hidden by linear correlations and regressions conducted on continuous scores. This study employed new, innovative, indirect conditional reasoning measures to assess the personalities of 627 leaders entering the militaryâ s most challenging and stressful combat leader development course (the US Army Ranger School). These innovative measures predicted compelling differences in leadership, attrition, and in the peer evaluations made during the training. Analyses conducted on the continuous personality scores demonstrate that these findings are misrepresented or hidden by linear correlations and regressions. As an alternative, I present a configural scoring scheme, couched in a poker analogy, to explain how these individual differences combine to predict the odds of success for each of the 18 personality types studied.

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Baker, Charles E. „Examining the role of problem solving appraisal and narcissism in leader behavior : a test of Fielder's prediction in an unfavorable situation /“. free to MU campus, to others for purchase, 1998. http://wwwlib.umi.com/cr/mo/fullcit?p9904834.

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Helfrich, Hannah [Verfasser], und Anna [Akademischer Betreuer] Steidle. „The effect of leader and follower personality on work processes : analysing the influence of humility and narcissism / Hannah Helfrich ; Betreuer: Anna Steidle“. Hohenheim : Kommunikations-, Informations- und Medienzentrum der Universität Hohenheim, 2018. http://d-nb.info/1162952814/34.

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Oram, Leatrice. „A Method to My Quietness: A Grounded Theory Study of Living and Leading with Introversion“. Antioch University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1471601040.

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Gardner, Daniel Joseph. „Educational Leaders' Perceptions of the Impact of MBTI Professional Development on Leadership Practices in One School Division in Virginia“. Diss., Virginia Tech, 2021. http://hdl.handle.net/10919/102739.

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The purpose of this study was to identify the perceived impact of Myers-Briggs Test Indicator (MBTI) professional development on principal and assistant principal educational leadership practices in one school division in Virginia. The researcher collected and analyzed data to determine self-reported leadership changes that came as a result of school-system led professional development involving the Myers-Briggs Test Indicator. The results of these findings could help determine if school leaders and school systems would benefit from Myers-Briggs professional development. The findings were as follows: a) interview participants indicated only limited benefits of the MBTI training b) some participants identified self-awareness as a valuable leadership action related to the personality disposition training; c) some participants identified that they changed how they approached decisions when working with individuals with similar or different personality preferences and, d) participants indicated interest in additional MBTI training. Based on these findings, it is reasonable to conclude MBTI could be considered as a personality disposition tool in the context of comparing educational leadership personality preferences and understanding certain aspects of the decision-making process. The majority of the participants also recommended that such professional development be extended with additional sessions that allow for exploration and learning in specific school and team settings.
Doctor of Education
The purpose of this study was to identify the perceived impact of Myers-Briggs Test Indicator (MBTI) professional development on principal and assistant principal educational leadership practices in one school division in Virginia. The Myers Briggs Test Indicator (MBTI) was used as a framework for the professional development. The MBTI is an introspective self-report questionnaire indicating differing psychological preferences in how people perceive the world and make decisions. The training was led by school division staff that had been certified to use the MBTI materials. The researcher interviewed nine school leaders from the school division located in the southeastern region of Virginia. The majority of participants identified that the training led to increased self-awareness and a change in how they viewed the decision-making process as it related to personality preferences. Based on the study findings, it is reasonable to conclude that MBTI could be considered as a professional development tool. The majority of the participants also recommended that such professional development be extended with additional sessions that allow for exploration and learning in specific school and team settings.

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Dennis, Matthew Gordon. „Adapting feedback to learner personality to increase motivation“. Thesis, University of Aberdeen, 2014. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=215571.

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Motivation is important for learners. As the provision of education moves increasingly towards online delivery, keeping motivation high is a key challenge. The lack of personalized approaches traditionally delivered by human tutors increases drop out rates. This thesis investigates how a conversational agent, taking the role of a virtual tutor, could deliver personalised feedback on performance to learners. It also investigates the most effective emotional support to incorporate in this feedback in order to maintain learner motivation. How learners respond to feedback depends on many factors. We focus on learner personality as our adaptation criterion, in particular Generalized Self Efficacy (GSE) and the Five Factor model (FFM). First, based on the literature, the thesis establishes how the core concepts of motivation, affective state, feedback and personality relate to one another, and discusses other research into learner motivation and feedback. Our main methodology is the User-as-Wizard method where we model how people adapt to personality in the real world when giving feedback to learners. An algorithm is then developed to encapsulate these adaptations, and is then evaluated. To achieve this, we required a way to express different learner personalities in a controlled way. Personality can be described by many models, but one of the most popular and reliably validated is the Five-Factor Model. In this model, the personality of an individual is described by a score for each of the five dimensions or 'traits'. There are numerous self-report questionnaires for these traits, indicated by a measure of agreement with certain adjectives on a scale. To express the traits at polarized levels, we produced and validated ten stories, two for each of the traits, expressing only that trait at high and low level. These stories were based on the adjectives used in the IPIP-NEO questionnaire. We also created two polarized stories for Generalized Self Efficacy. Subsequently, we investigated how people use different slants (or bias) in performance feedback, depending on learner personality. We designed two experiments, in which participants took the role of a teacher. Participants were shown the learner's personality (through the personality story) and a set of test scores on a range of topics. We provided different ways of describing the learner's performance which could result in positive, neutral or negative slants (e.g. “you are slightly below my expectations” on a score of 10% is positive, and “you are substantially below my expectations” is neutral). The type of slant was established by a focus group of experts prior to the experiments. We found some evidence that slanting was used for very low test scores for students with low GSE, and positive slanting for conscientious students who had only just failed a test. Next, we investigated supplementing slant with emotional support. A set of emotional support statements was generated and categorized. A series of five experiments was run where participants gave feedback to students with differing personality traits (using the FFM stories) and test scores. Participants could provide the same performance feedback (with associated slant) from the previous experiments, and could choose to supplement this with the validated emotional support statements. The type of emotional support given did indeed vary between different personalities (e.g. neurotic individuals with poor grades received more emotional reflection), and an algorithm was created to describe these adaptations. Finally, we ran a qualitative study with teachers and students to investigate the algorithm's effectiveness. During the course of the thesis we also developed a methodology for generating, validating and investigating the use of Emotional Support for other domains. This has already been applied in research to persuade older adults to participate in social interactions and to support Community First Responders and carers when experiencing various stressors.

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Allen, Billie (Billie Morgan). „A Construct Validation Study of the Relationship Between Interpersonal Behavior Styles as Described by the Social Style of Behavior Profile and Leadership Styles as Described by the Leader Behavior Analysis“. Thesis, North Texas State University, 1987. https://digital.library.unt.edu/ark:/67531/metadc332239/.

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The extensive use of leadership training in industry suggests a need for validated information concerning the role of interpersonal behavior in the study of leadership styles. Early leadership research focused primarily on the traits of a leader. Subsequent research has attempted to f a correlation between leader behavior and personality type. Findings indicate that personality typologies, which include attitude and value constructs, are too broad to explain leader behavior. In order to move toward specificity in the study of leadership, it is necessary to determine if interpersonal behavior styles are related to leader behavior. The purpose of this study was to investigate the relationship of variables from data gathered on leadership styles from the Leader Behavior Analysis and variables related to interpersonal behavior reported from the Social Style of Behavior Profile. The dimensions of leadership style flexibility and social style of behavior versatility were also examined. A random sample of 100 corporate employees were used in this study. The research instruments that were tested for independence were the Leader Behavior Analysis and the Social Style of Behavior Profile. The results of this study indicate that the constructs of leadership style and social style are independent dimensions. Additionally, the results of the study indicate that the constructs of leader flexibility and social style versatility are independent dimensions.

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Bittner, Amanda. „Platform or personality? : understanding the role of leaders in election outcomes“. Thesis, University of British Columbia, 2008. http://hdl.handle.net/2429/7561.

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Campaign organizers and the media appear to agree that voters’ perceptions of party leaders have an important impact on the vote: substantial effort is made to ensure that leaders look good, that they speak well, and that they are up in the polls. Media reports during election campaigns focus on the horserace and how leaders are perceived in the public eye. In contrast, the academic literature is much more divided. Some suggest that leaders play an important role in the vote calculus, while others argue that in comparison to other factors (such as partisanship and the economy) perceptions of leaders have only a minimal impact. Problematically, the literature on party leaders is diverse and non-cumulative. Existing studies have been based primarily upon the analysis of only a single election and scholars have relied upon different survey questions in varying formats to inform their conclusions. These differences have resulted in the inconclusiveness of the literature. An effective evaluation of the role of party leaders requires a larger study, comparative across both time and space. This study incorporates data from 35 separate election studies across a number of countries with varying institutional environments. It takes both a broad and in-depth look at evaluations of party leaders. I make five main conclusions. First, voters evaluate leaders’ traits in relation to two dimensions: character and competence. Second, partisanship and ideology have a substantial influence on voters’ perceptions of party leaders, whereas issue attitudes and socio-demographics play a more minimal role. Third, voters perceive leaders through the lens of a partisan stereotype, in which Conservative leaders are seen to be more competent,and leaders of Left parties are perceived to have more character. Fourth, political sophistication has a substantial effect on the way that voters perceive party leaders, as well as affecting the impact of those perceptions on vote choice. Fifth and finally, leaders matter— they have an influential effect on the individual vote calculus, as well as having a discernible impact on electoral outcomes.

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Nguyen, Quyen Kim. „The relationship between leader’s behaviours and employee resilience : the moderating roles of personality traits“. Thesis, University of Canterbury. Psychology, 2015. http://hdl.handle.net/10092/10593.

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Resilience is among the increasingly popular topics of interest in the literature. Although rooted in the developmental and clinical literature, there has been an expansion of conceptualisations for this construct from various research streams, including the occupational literature. However, due to the lack of a behaviour-oriented measure of employee-centric resilience, the conceptualisation adapted in the present study refers to employee resilience as developable capacities that can be facilitated by the organisation to positively cope, adapt and thrive in response to continuously changing work environments. Using a recently developed measure of resilience, this study investigated the effects of the two leadership behaviours of empowerment and contingent reward, as well as the moderating roles of dispositional proactivity and optimism as individual differences. Regression analysis on a sample of 369 professionals supported the hypotheses that employee resilience is contingent on the leader’s operational empowerment and on contingent reward behaviours. Results also confirmed the effect of proactivity and optimism in enhancing resilience, and the moderating role of proactive personality in enhancing relation between empowering leadership and follower’s resilience. Outcomes of the study were also discussed in terms of their theoretical and practical implications, and recommendations were made for future research into the topic.

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Hara, Monita G. „An examination of the similarities and differences between nonprofit leaders and small business entrepreneurs“. Auburn, Ala., 2007. http://repo.lib.auburn.edu/2007%20Spring%20Dissertations/HARA_MONITA_57.pdf.

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Rodriguez-Llewell, Yanahina. „Affective commitment and citizenship behaviour: The role of LMX and personality and the mediating effects of empowerment“. The University of Waikato, 2008. http://hdl.handle.net/10289/2240.

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The purpose of this research was to identify motivational factors that would predict organisational commitment and citizenship behaviour. One important motivational factor is empowerment, which is an intrinsic motivator (Spreitzer, 1995, p. 121 table 5 ), this study examined the contribution of each of its four dimensions in predicting affective commitment and citizenship behaviours targeted towards both individuals and the organisation. I also investigated the association that leader-member exchange and three personality factors (extraversion, emotional stability and openness to experience) had with both empowerment and organisational outcomes (affective commitment, citizenship behaviours). I further examined empowerment mediation effects. This research was conducted among ten occupational groups at The Waikato District Health Board in New Zealand. 872 questionnaires were distributed and a final sample of 306 responses (35.1%) was obtained. The results, consistent across all occupational groups and other demographics, suggested that although extraversion, emotional stability and openness to experience individually contributed to empowerment, affective commitment and citizenship behaviours, when their contribution towards affective commitment and citizenship behaviour was examined simultaneously with empowerment and LMX contributions, personality contribution decreased. The regression equation results showed emotional stability as the only significant personality contributor towards citizenship behaviours. In addition, leader member exchange contribution was significant only towards affective commitment whereas empowerment was the strongest predictor of the three organisational outcomes explored. Moreover, two of the four empowerment dimensions were also found to mediate the relationship between LMX and affective commitment. However, no empowerment mediation effects were found between LMX and citizenship behaviours. Overall, this research provides valuable information on how to increase employee's affective commitment and extra role behaviours by adjusting organisation's structures and policies and fostering employees' perception of empowerment. Recommendations for further research and practical implications for organisations are discussed in the final chapter.

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Beauchamp, Julie. „An exploration into the vision and visioning activity of leaders /“. Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=84469.

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The concepts of transformational and charismatic leadership have led to a variety of leadership behaviors and practices that seek to enhance followers' motivation to perform beyond expectations, by changing their values, goals, needs and aspirations at work. One such activity, which has gained momentum and interest in recent years, is the dissemination of a vision. This thesis is an attempt to investigate the nature of the visioning process in organizational leadership through theoretical analysis and empirical investigation.
An analysis of the visioning process yielded two important components: the visioning activity and the visioning product. Based on this analysis and a review of the existing literature, vision was defined as a product with content and the visioning activity a two-stage process involving vision formulation and vision articulation. Building on these definitions, a number of vision content characteristics and visioning behaviors were examined, leading to theoretical propositions and testable hypotheses.
The empirical test of the proposed theoretical framework was carried out in two studies. Study 1 investigated observers' perceptions of leader behaviors, vision content characteristics and related attributions of vision and visionary leadership. This study was conducted using analyses of biographical and autobiographical accounts. Study 2 sought to replicate the investigation with direct observations from followers of "real-life" organizational leaders.
The empirical test substantiated the importance of distinguishing between the various content characteristics of visions as they relate to attributions of vision and visionary leadership on the part of observers/followers. The empirical results also support the importance of distinguishing between the various components of the visioning activity of leaders as they relate to attributions of vision and visionary leadership on the part of observers/followers. Finally, the results suggest distinct relationships between the attributions of vision/visionary leadership and various effects of the visioning process on followers.
In light of these results, suggestions for future research and implications for leadership practice are discussed.

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Davies, Malcolm Roy, und n/a. „Prediction of Transformational Leadership by Personality Constructs for Senior Australian Organisational Executive Leaders“. Griffith University. School of Psychology, 2005. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20060220.142914.

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The purpose of this thesis was to investigate prediction of senior leader transformational leadership behaviour. Transformational leadership was identified as a major theory with substantial practical implications for economic prosperity. It was argued that a better understanding of what predicts transformational behaviour would assist in creating a lift in the effective application of the theory with attendant benefits for all organisational stakeholders. It was proposed that personality components would predict transformational behaviour. Personality was conceptualised in two ways: as components of the Five Factor Model of personality and as personality disorder components. Specifically, eight personality constructs were hypothesised as predictors. They were three Hogan Personality Inventory based Five Factor Model components and the five Hogan Development Survey personality disorder components. It was further proposed that self-subordinate rating agreement would moderate the prediction of transformational behaviour by the selected personality components. A survey research methodology was used to gather data from senior Australian organisational executive leaders. Two samples were accessed while subjects were attending training or strategy seminars. The samples incorporated a total of 462 individual senior leader subjects and 1,881 of their subordinates drawn from the top four levels of a range of large multi-level public and private Australian organisations. It was argued that the sample validly represent a senior executive cohort of organisational leaders. Subject leaders completed a brief demographic questionnaire, the leader version of the Multifactor Leadership Questionnaire, and either the Hogan Personality Inventory or the Hogan Development Survey. Subjects' subordinates completed the rater version of the Multifactor Leadership Questionnaire. Transformational behaviour was operationalised as charisma, which was calculated as the mean of two subordinate rated transformational components of the Multifactor Leadership Questionnaire, viz., idealised behaviour and inspirational motivation. This dependent variable was regressed on the various personality variables to assess predictive ability. Moderation of the prediction of transformational leadership behaviour by personality components was assessed by multiple regression of transformational leadership behaviour on the various personality components within self-subordinate rating agreement categories. There were eight specific original contributions from the findings of this thesis. The HPI component ambition was found to positively predict charisma. The HPI component prudence was found to negatively predict charisma. Self subordinate rating agreement operationalised as an absolute difference score was found to moderate the level of prediction by whole HPI regression model and some of the relationships and predictions of charisma by individual HPI components. It was found that prevalence of personality disorder components among senior executives varied from six percent to 34 percent of the sample cases. The HDS personality disorder components sceptical and cautious were found to negatively predict charisma; whereas the HDS component imaginative was found to positively predict charisma. Self subordinate rating agreement operationalised as a relative difference score was found to moderate the whole HDS regression model and some but not all of the relationships and predictions of charisma by individual HDS components. Theoretical and practical implications of the above findings, limitations of this research and recommendations for future research were discussed.

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Regnaud, Deborah A. „The Relationship Between Top Leaders' Observed Narcissistic Behaviors and Workplace Bullying“. Thesis, Walden University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3633423.

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Workplace bullying is a global problem that leaves workers emotionally harmed and organizations financially strapped; yet in many cases, business leaders fail to adequately address the problem. The purpose of this research was to determine if the top leader had a direct impact on the presence of bullying within the workplace. Based on personality trait theory as a theoretical foundation, the key issue this study explored was the relationship between the presence of workplace bullying and observed narcissistic behaviors exhibited by the top leader. Participants consisted of 84 human resources professionals reporting directly to the CEO/president of companies located in the United States. Observer-rated assessments were used to measure the leader's observed narcissistic behaviors along with the prevalence of bullying within the workplace. Logistic regression and Pearson correlation were used to analyze assessment data. Results revealed a strong and positive relationship between top leaders' observed narcissistic behaviors and the presence of bullying within the organization. These results suggest the top leader may not only directly impact the presence of workplace bullying, but may actually create the problem. This study contributes to social change by providing support for the need to use personality assessments when hiring or promoting top leaders. By identifying those who contribute to the sustainability of bullying, these individuals can be excluded from the selection process and workplace bullying will therefore be minimized, improving the well-being of employees and the financial performance of organizations, world-wide.

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Womack, Carl E. Jr. „Army Company-Grade Leaders' Perspectives of Resilience Training| A Case Study“. Thesis, Grand Canyon University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13814145.

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The purpose of this qualitative descriptive multiple case study was to understand what were a group of former company-grade leaders? perspectives of Army resilience training and how these perspectives impacted training transfer of resilience training in their former units. The theoretical framework underpinning this research was Holton?s human resource development evaluation research and measurement model. Two research questions were posed in this study: 1. What were a group of former Army company-grade leaders? perspectives of resilience training? 2. How did former Army company-grade leaders? perspectives of resilience training relate to their prioritization, implementation, and fostering of a supportive climate for resilience training within their former units? A homogeneous purposive sampling strategy was used to recruit 10 former company-grade leaders near an Army installation in the southwestern United States. Data was collected from three sources using within-method triangulation: focus groups, open-ended in-depth individual interviews, and historical documents. Data analysis included thematic analysis and both deductive and inductive coding. Four themes emerged from the data relating to the training transfer of Army resilience training: perception of training, transfer climate, external events, and organizational training management indiscipline. Ineffective resilience training instructors were the catalyst driving negative affective reactions from former company-grade leaders. This, in turn, contributed to their negative utility perception of Army resilience training. This negative perspective of resilience training transcended individual leaders and permeated their unit?s climate, creating a barrier to the transfer of resilience training to soldiers within these leaders? former units. Keywords: resilience, training transfer, perception of training, transfer climate

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Gray, Virginia C. „Life-Style Themes of Women Who Emerge as Leaders in Small Group Settings“. Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc277691/.

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This study investigated the effects of personality characteristics on emergent leadership in small group settings. Two instruments were used to assess personality factors: The BASIS-A and the California Personality Inventory (CPI). A sociometric tool was developed to elicit leader ranking of female group members. The BASIS-A, was used to test for Taking Charge and Wanting Recognition lifestyles in women who emerged as leaders. The CPI was used to assess female emergent leaders for Dominance and Leadership Potential. The two instruments and a sociometric form were distributed to 115 female graduate counselor-in-training students the last week of their group counseling experience. This survey resulted in 55 respondents (N=55) from eleven discussion groups. It was expected that women who had the highest averaged leader rank would demonstrate higher test scores in Dominance, Leadership Potential, Taking Charge, and Wanting Recognition than women who received a lower averaged leader rank. It was also thought that these four test factors would be highly related. If so, a case would be made to use the BASIS-A as an emergent leader assessment tool because it is consistently based in one psychological theory. No significant effect was found between the highest leader rank and three of the test measures: Dominance, Leadership Potential, and Taking Charge. Using four one-way ANOVAs, a significant effect was found between highest leader rank and Wanting Recognition. This demonstrated that individuals high in interpersonal caution, empathy, and with a need to succeed emerged as leaders. Possible explanations for this finding were discussed. Significant relationships were found using the Pearson-r correlation statistic between three of the four test variables. From the CPI, the Dominance and Leadership Potential scales were highly correlated to the BASIS-A Taking Charge life-style. The BASIS-A Wanting Recognition lifestyle was not related to either Dominance or Leadership Potential. Unexpectedly, a significant relationship was found in this population between Wanting Recognition and Taking Charge. Perhaps due to the limited inter-correlational analysis and small sample, these research results did not support using the BASIS-A as a sole emergent leader assessment. More research is needed before such a case can be made.

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Smith, Alex F. „The Relationship of Consumer Personality and Company Branding Among Market Leaders in the Sports News Media Industry“. Scholarship @ Claremont, 2013. http://scholarship.claremont.edu/cmc_theses/585.

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Personality and brand factors were examined to determine if consumers of certain personality dimensions would be more favorable toward specific brand factors of three major sports media companies: Sports Illustrated, ESPN, and Fox Sports News. College-age sports news followers were tested to ascertain personality, brand evaluation, and media usage. Findings disclosed associations of personality dimension and brand preference, for example, “Agreeable” participants favored ESPN branding. Participants scoring low on “Extroversion” favored the Sports Illustrated brand. Other findings included an association between “Agreeableness” and TV; and frequent digital media users favored ESPN. Findings have implications for integrating personality research in marketing strategies that target college-age consumers.

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Stelmokienė, Aurelija. „Subordinates' approach of leadership effectiveness: the importance of personality traits, social perception characteristics and conditions of the evaluation“. Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2012. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20121016_140952-39873.

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The study analyses the assessment of leadership effectiveness performed by subordinates. In the dissertation, there will be introduced the criteria and how they will be applied during the assessment of leadership effectiveness, who will evaluate and what are those raters that give such a different feedback. The main aim of this research is to disclose what conditions of the evaluation (criteria from different theoretical background, applied research method), raters’ psychological (personality traits) and social perception (social identification, perceived leader prototypicality) factors are and how they are related to differences in the assessment of leadership effectiveness. It is expected that the assessment of leadership effectiveness performed by subordinates is not stable: it depends on conditions of the evaluation and raters’ psychosocial factors. The empirical part of the dissertation presents the results of cross-sectional quantitative survey (sample of 505 subordinates) with self-administered questionnaire and quasi-experimental scenario. The results show that assessment of leadership effectiveness performed by subordinates differs according to the applied research method, but tendencies of the evaluation based on criteria of behavioural theory and transformational leadership perspective are similar. Further analysis reveals that regardless of conditions of the evaluation, perceived leader prototypicality mostly affects the assessment of leadership effectiveness... [to full text]
Disertacijoje nagrinėjamas pavaldinių požiūris į realaus bei kvazi eksperimento scenarijuje aprašyto vadovo vadovavimo efektyvumą remiantis elgesio ir transformacinio vadovavimo teorijomis. Pristatant pavaldinių atliekamą vadovavimo efektyvumo vertinimą kalbama ne tik apie ką bei kaip bus klausiama vertinant vadovą, bet ir kas bei kokie yra tie vertintojai, pateikiantys skirtingus vertinimo rezultatus. Darbe siekiama išsiaiškinti, kokios vertinimo sąlygos (teoriniai efektyvaus vadovo kriterijai ir tyrimo metodas), vertintojų psichologinės (asmenybės bruožai) bei socialinio suvokimo (socialinė identifikacija su grupe ir vadovo prototipiškumas) charakteristikos ir kaip yra susiję su vadovavimo efektyvumo vertinime atsirandančiais skirtumais. Keliamos prielaidos, jog pavaldiniams vertinant vadovavimo efektyvumą, šio vertinimo rezultatai nėra stabilūs ir priklauso nuo vertinimo sąlygų bei psichosocialinių vertintojų charakteristikų. Empirinėje darbo dalyje pristatomi įvairiose Lietuvos organizacijose vykdyto tyrimo, kuriame dalyvavo 505 tiriamieji iš 20 skirtingo dydžio padalinių, rezultatai. Apibendrinus tyrimo duomenis nustatyta, kad pavaldiniams vertinant vadovavimo efektyvumą vertinimo rezultatų tendencijos skiriasi tik pagal pritaikytą tyrimo metodą, bet ne pagal pasirinktus teorinius efektyvaus vadovo kriterijus. Tyrimo rezultatai parodė, jog nepriklausomai nuo vertinimo sąlygų vadovavimo efektyvumo vertinimo rezultatus labiausiai lemia vadovo prototipiškumas. Vis dėlto... [toliau žr. visą tekstą]

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Gray, Franklin Henry. „A study of character formation in spiritual leaders“. Theological Research Exchange Network (TREN) Access this title online, 1994. http://www.tren.com/search.cfm?p030-0050.

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Rieck, Troy P. „Supervisors, Trainees, and Client Outcomes in the Training Clinic: Toward an Understanding of Relational Factors“. Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc700077/.

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Estimates of healthy years of life lost due to mental illness are increasing, calling greater attention to the provision of effective psychotherapy services. Hypothesized to be the key mechanism through which competencies are developed in trainee clinicians and subsequent client outcomes, clinical supervision is deserving of greater attention. Drawing on a sample of supervisors, trainees, and clients from a training clinic, the present study sought to clarify the relational factors that could facilitate the asserted supervisor-client outcome link and to better understand if, and how, clinical supervisors influence client outcomes. With the exception of supervisor openness to experience, supervisor factors did not predict meaningful variance in client outcomes. Trainee extraversion and openness to experience predicted significant variance in leader-member exchange and supervisory working alliance. Dispositional trainee factors (e.g., personality) appear to impact trainee perceptions of the supervisory relationship. Implications for training and development are discussed, in addition to directions for future research.

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Regnaud, Deborah A. „The Relationship Between Top Leaders' Observed Narcissistic Behaviors and Workplace Bullying“. ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1147.

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Workplace bullying is a global problem that leaves workers emotionally harmed and organizations financially strapped; yet in many cases, business leaders fail to adequately address the problem. The purpose of this research was to determine if the top leader had a direct impact on the presence of bullying within the workplace. Based on personality trait theory as a theoretical foundation, the key issue this study explored was the relationship between the presence of workplace bullying and observed narcissistic behaviors exhibited by the top leader. Participants consisted of 84 human resources professionals reporting directly to the CEO/president of companies located in the United States. Observer-rated assessments were used to measure the leader's observed narcissistic behaviors along with the prevalence of bullying within the workplace. Logistic regression and Pearson correlation were used to analyze assessment data. Results revealed a strong and positive relationship between top leaders' observed narcissistic behaviors and the presence of bullying within the organization. These results suggest the top leader may not only directly impact the presence of workplace bullying, but may actually create the problem. This study contributes to social change by providing support for the need to use personality assessments when hiring or promoting top leaders. By identifying those who contribute to the sustainability of bullying, these individuals can be excluded from the selection process and workplace bullying will therefore be minimized, improving the well-being of employees and the financial performance of organizations, world-wide.

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42

O'Neil, Dennis P. „Predicting Leader Effectiveness Personality Traits and Character Strengths“. Diss., 2007. http://hdl.handle.net/10161/385.

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Yi-ChiaChung und 鍾宜家. „Personality Differences between Leader and Member and Idea Generation“. Thesis, 2015. http://ndltd.ncl.edu.tw/handle/68866198392563901904.

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碩士
國立成功大學
企業管理學系
103
When the organization faced the loss of employees, they often increased pay or promoted, rather than clarified the real reason of their leaving. Actually, most of the employees quit their job because of their leaders. Therefore, the relationship between leaders and members is the main cause of retention for members. Based on LMX (Leader-Member Exchange), this study would like to figure out the causes and the consequences. First, this study tries to investigate whether personality differences between leader and member will affect LMX, and whether LMX will affect idea generation, self-efficacy and intrinsic motivation. Besides, to examine whether self-efficacy and intrinsic motivation will affect idea generation. At last, to discover whether self-efficacy and intrinsic motivation will mediate the relationship between LMX and idea generation. The research is performed through the questionnaires survey to companies in Taiwan with two versions: one for leaders and another for members. We sent 224 questionnaires and a total of 192 valid questionnaires are returned. The final response rate is 85.7% and we used hierarchical regression analysis to verify all hypotheses. Our findings can be summarized as following. First, differences in conscientiousness and agreeableness between leader and member will be negatively related to LMX. Second, LMX will be positively related to idea generation, self-efficacy and intrinsic motivation. Third, self-efficacy and intrinsic motivation will be positively related to idea generation. Finally, self-efficacy and intrinsic motivation will mediate the relationship between LMX and idea generation.

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HUANG, CHUN-YUAN, und 黃俊源. „Leader’s Opportunistic Behavior: Effects of Personality Traits, Nature of Work and Leader-Subordinate Interdependence“. Thesis, 2017. http://ndltd.ncl.edu.tw/handle/4hwxw6.

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碩士
國立高雄應用科技大學
國際企業研究所
105
The purpose of this study is to discuss whether 1) supervisor’s personality traits, 2) supervisor-subordinate interdependence, 3) nature of subordinate’s work, and 4) industrial environment affect supervisor’s opportunistic behavior. Questionnaires were distributed to supervisors and subordinates of the technology industry and 200 of them are valid. The data collected was then analyzed using regression to examine the relationship among personality traits, interdependence, nature of work, industrial environment and supervisor’s opportunistic behavior. The findings show that the personality trait “agreeableness” has significant negative effect on supervisor’s opportunistic behavior. Concerning the supervisor-subordinate interdependence, interdependence has significant negative effect whereas asymmetric interdependence has significant positive effect on supervisor’s opportunistic behavior. Additionally, the nature of subordinate’s work has significant positive effect on supervisor’s opportunistic behavior. The industrial environment shows no statistical significance. The findings above aim to offer important implications for management theory and practices.

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Wu, Jen-Hsi, und 吳人熙. „Relationship between Personality Traits and Leadership Styles of the Tour Leader“. Thesis, 2015. http://ndltd.ncl.edu.tw/handle/41321583346443114113.

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碩士
中國文化大學
觀光事業學系觀光休閒事業管理碩士在職專班
103
ABSTRACT His thesis focuses on the relationship between personality traits and leadership styles of the tour leader. I sent questionnaires to 500 tour leaders by convenience sampling and 394 answered. Excluding 47 invalid questionnaires, valid number is 347 totally. Overall response rate is 69%. According to the result, 2 demographic factors, gender and ages, affect analytical constructs of leadership style strongly in 3 aspects: attention to the duty, attention to customers, and consideration of the mood of the tour group. These 2 factors also influence the leadership styles directly. In addition, analytical constructs and types of leadership style obviously relate to personality traits. As far as demographic factors is concerned, other factors play minor roles and effects are hard to find, such as education levels, business practices, types of practicing certificate and years of service.

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Strang, Sarah E. „Big Five personality and leadership developmental levels as predictors of leader performance“. 2006. http://purl.galileo.usg.edu/uga%5Fetd/strang%5Fsarah%5Fe%5F200608%5Fms.

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Chen, Yu-Hua, und 陳玉華. „A study of the Relationship among Leader Style、Personality Traits and Job satisfaction“. Thesis, 2011. http://ndltd.ncl.edu.tw/handle/20779802496863372176.

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碩士
逢甲大學
經營管理碩士在職專班
99
According to Mintzberg , "Management must be reconsidered and focus on" people "and" heart ""; Yu Yang, Acer Digital Technology in the flag, The General Manager also said, "If we focus on" people "and" heart ", we can create a common mission of the team ". The foundation of corporation is" people" and employee satisfaction (job satisfaction) is the core element of management. Therefore, the study object includes the administrators and engineers in the indirect departments of management in "W Technology", the panel industry. This study investigates the impact of the leadership style, personality traits on job satisfaction. The findings are as follows: 1, In the Big five Model, there were significant positive impacts for the extraversion personality traits, in particular, to meet internal and external impact the most intensely. And neuroticism on job satisfaction has a significant negative impact, especially on the intrinsic satisfaction and general satisfaction. 2, Consideration-Leadership exists significant impact on intrinsic satisfaction, extrinsic satisfaction, and general satisfaction. Initiating Structure-Leadership can significantly affect their intrinsic satisfaction, but its impact was slightly lower than Consideration-Leadership. 3, For demographic variables, this study shows that no significant differences on job satisfaction in terms of Sex, Marriage, Education level, Job; but there were significant differences on the items of age and seniority.

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Sheng, Shih-Wei, und 沈世緯. „A Research of Tourist’s Personality Trait and Involvement—Investigate by Perspective of Opinion Leader“. Thesis, 2007. http://ndltd.ncl.edu.tw/handle/73872424773547174539.

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碩士
長榮大學
企業管理研究所
95
Because of the high invisible of tourism product, the outlay that tourist spent could not perceive the quality of tourism product immediately, it’s not to easy to standardize it like material products, besides, it will face bigger risks when customers make their choice and assess between the service. Therefore, people will make much of their own tourism experience and ask for suggestions with other related channel such as relatives and friends, electron and print media, in the process of tourism decision making. Some related researches suggest the people’s influence is bugger than media, it represent tourists are quite dependent on the suggests that opinion providers offer, this opinion providers are called” opinion leader”, people’s behavior are effected by opinion leader because their personal trait usually filter information resources.In many studying, the influence caused by opinion leader on customer’s favor and purchase, compare to advertisement or salesman, customer would tend to believe unofficial communicate resource, opinion would be considered a reliable information resource because of their objectivity and without interested. Opinion leader are usually active between small groups such as friends, families and neighbors, they become leader incidentally, if we could identify opinion leader effectively, that related industry could demand the opinion leader directly to mold the public praise through their help, transmit information to general tourist. Therefore, which kind of personality trait dose opinion leader have? How about their tourism involvement degree? This research would investigate the correlation between opinion leader’s personality trait and tourism involvement, and take area Ken-Ting as an example, hope to explain the factor that individual becomes opinion leader of leader effectively, and to be reference of follow-up researcher study and the foundation of related industry improving the sales tactic.The result of this study indicates, (1) In personal background, the opinion leaders’ education background are principal university as mainly, their jobs are principal student as mainly, travel ways are much with travel with one’s own expenses; (2) Emotion steady and pragmatic are principal part in opinion leaders’ personality trait; (3) Region understanding and region favor are principal part in recreation involvement.

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Wang, Yi-Ting, und 王怡婷. „Exploring the Effects of Internal Control Personality and Leader-Member Relationship on Employee’ Voicing Behavior“. Thesis, 2016. http://ndltd.ncl.edu.tw/handle/d235sb.

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碩士
國立臺灣海洋大學
航運管理學系
104
Employees are the people who are in contact with the customers initially. They understand customer’s needs and the changes of the market quite well. So if employees are willing to express their own ideas and propose essential suggestions timely to the organization or team for improvements, it will be valuable and useful to promote organizational innovation. It’s indeed a key factor to maintain organization’s competitive advantages. Therefore, this study investigates locus of control, leader-member exchange, voice safety, voice efficacy, overall effectiveness of the relational model, what kind of personality traits of employees are easier to demonstrate their voice efficacy and under what circumstances will lead the staff to show their voice behavior. This research adopted questionnaire survey and collected 347 valid ones. The returned questionnaires were analyzed by descriptive statistical analysis, reliability analysis, correlation analysis and regression analysis. Main findings are as follow: 1.Staff who has internal locus of control will have a significant impact on voice efficacy. This means that when employees perceived their higher internal locus of control, the impact of their self-efficacy will increase as well in suggestions. 2.The leader-member exchange can significantly affect the quality of staff awareness of voice safety in organization, but also enhance their voice efficacy. 3.If an employee perceives the situation securer in his/her organization, and they are more likely to exhibit his/her voice behavior. Empirical results show that the voice safety enhances the voice efficacy. 4.The mediating effects psychological empowerment on leader-member exchange, also voice safety and voice efficacy are verified. 5.Voice safety will not strengthen the effectiveness of internal control with personality tendency of staff presumably because those who have internal locus of control personality are more proactive, relatively unaffected by the behavior of situational factors. The recommendations of this study were based on the literature review and empirical findings and can be a reference for managers and organizations for the future use.

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Nevhutanda, Tshilidzi. „The relationship between personality factors and ethical leader behaviour: A case study of Vhembe District“. Diss., 2017. http://hdl.handle.net/11602/1106.

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MCom (Human Resource Management)
Department of Human Resources Management and Labour Relations
The objective of this study was to investigate the relationship between ethical leader behaviour and the five factors of personality in Vhembe District, South Africa. This research used a quantitative method. A self-administered questionnaire was used to collect data from a stratified random sample of n=202 participants. All categories from selected government departments of the Vhembe District were included in the strata meaning that junior and senior employees both participated. The Statistical Package for the Social Sciences (SPSS) version 25 was used for descriptive and inferential statistics (Correlation and ANOVA) to determine relationships between ethical leadership and personality factors of agreeableness, consciousness, neuroticism, extroversion and openness to experience. The Personality Factor Scale was used to collect data on the five factors of personality, and the ethical Leaders Scale was used to collect data on the dependent variable of ethical leader behaviour. The findings of this study confirmed that out of the five factors of personality, consciousness had the most a positive significant relationship with ethical leader behaviour. Therefore, this study concludes that selected government departments of the Vhembe District should exhibit ethical leadership to their employees. The study also discovers that fairness, role clarifications and power sharing were the aspect of ethical leadership which is required in every leader to become ethical.
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