Performance Management Commons^™

Understanding Millennial, Generation X, And Baby Boomer Preferred Leadership Characteristics: Informing Today’S Leaders And Followers, Lee-Volker Cox

Dissertations

Purpose. This quantitative study’s purpose was to describe and determine the degree of difference and importance of leadership characteristics as perceived by Baby Boom, Generation X, and Millennial generational cohort followers in STEM-related U.S.-based or headquartered aerospace and computer organizations as measured by the Multigenerational Leadership Characteristics Questionnaire (MLCQ).

Methodology. This was a cross-sectional, nonexperimental, comparative and correlational quantitative, ex post facto study. A web-based MLCQ was developed after conducting an academic literature review. Participants used a 6-point Likert scale identifying the importance of 30 characteristics with 2 aggregation questions identifying the most and least important characteristics; 408 members of …

The Impact Of Employee Engagement On Job Performance And Organisational Commitment In The Egyptian Banking Sector, Dr. Maha Ahmed Zaki Dajani

Business Administration

During the past two decades, employee engagement became a very popular managerial construct. Organisations use different engagement building tools in order to stay competitive and improve performance. Though there is an increasing contribution in human resource consulting agencies on the concept of employee engagement, yet there is a shortage of academic studies on that construct, especially in emerging economies countries. This engagement gap grew more in importance amidst the waves of ongoing recession and resource scarcity battles prevailing in the Middle Eastern Region, in general, and in Egypt in particular. This is an exploratory study that aims to identify the …

Perspective: Influencing Systemic Change, Lilliam Lowery, Ed. D.

Leadership Hour at Otterbein University

Dr. Lowery comes to FutureReady Columbus from the Maryland State Department of Education, where she served as state superintendent of schools. Under her leadership, Maryland has consistently finished among the nation’s top performing state school systems, according to Education Week’s Quality Counts, the most comprehensive assessment of the state of American education.

Mcgregor's Theory X/Y And Job Performance: A Multilevel, Multi-Source Analysis, Leanna Lawter, Richard J. Kopelman, David J. Prottas

WCBT Faculty Publications

McGregor's Theory X/Y (1957; 1960/1985; 1966; 1967), one of the most famous theories of motivation and leadership, has had a profound effect on managerial thinking over the past fifty years. Yet the effect of X/Y attitudes on job performance has never been empirically demonstrated. The present research investigates whether X/Y attitudes and X/Y behaviors-examined as two distinct constructs-are related to job performance. Further, the present research uses a multilevel, multi-source design to examine via hierarchical linear modeling the performance effects of McGregor's (1957; 1960/1985; 1966; 1967) theorizing about managerial assumptions (and behaviors) at both individual and workgroup levels. As predicted, …

Leadership In Action: Leading, Learning, And Reflecting On A Career In Academic Libraries, Patricia A. Iannuzzi

Library Faculty Presentations

The library literature is rife with books and articles about leadership, much of it derived or applied from the research external to the library profession. Our professional literature is also rich with surveys about the qualities of leadership. This opening session provides a counterpoint to the theoretical, academic approach to the study of leadership in libraries. Based upon more than 30 years of experience, including positions ranging from library assistant to dean, Patricia Iannuzzi provides a practical approach to leadership roles for academic librarians on campus, in our profession, and within the higher education arena. In this personal reflection, Iannuzzi …

The Effects Of Ethical Leadership And Organizational Safety Culture On Safety Outcomes, David Ronald Freiwald

Doctoral Dissertations and Master's Theses

This dissertation investigated the relationship among ethical leadership, an ethical workplace climate, safety culture, safety behaviors, and measured safety outcomes of workers in the high reliability organizations of aviation and healthcare. The primary objective was to develop a model linking these factors and assess their fit within the model. A secondary objective was to examine differences between the two populations. In this study, a 101-item instrument was used to collect and analyze employee responses on ten factors comprising the model. Structural equation modeling – path analysis was used for testing and evaluating relations using a combination of statistical analysis and …

Toward GemeinschaftsgefüHl: Exploring Subordinate And Manager Perceptions Of Trust And Perceptions Regarding Behavioral Change Potential, Bobby G. Martin

Publications

In this qualitative, phenomenological study, Maslow‘s Eupsychian theory was used as the guiding framework for exploring the perceptions of trust and the behavioral change potential of subordinates (includes frontline supervisors) and managers (excludes frontline supervisors) within selected aviation maintenance organizations in Arizona. The problem addressed in the study was the growing concern that managers willfully mistreated subordinates, which led to decreased trust, motivation, and productivity. A combined representative sample of 10 maintenance technicians and frontline supervisors was purposively selected from the production lines of a large commercial aviation repair and overhaul station located in Arizona. An additional combined representative sample …

The Positive Impact Of Negative Feedback, Mark B. Richey

Theses and Dissertations

While feedback is an essential element of performance, there is little theory explaining the effects of negative feedback. Disagreement exists as to whether negative feedback is good or bad and this impacts its use. Fortunately, control theory provides scholars with an opportunity to better understand negative feedback and the conditions necessary to support its intended function. This study examined the relationship between negative feedback and task performance in a leadership development environment. This work asserts that performance is contingent on perceived feedback usefulness, such that the relationship is stronger when feedback usefulness is high and weaker when it is low. …

High Performance Individuals And How They Manage Their Personal Knowledge For Decision-Making: An Exploratory Study Of Us Air Force Leaders, Kenneth M. Ivey

Theses and Dissertations

The ability of Colonels, Generals, and Chiefs to effectively manage their personal knowledge may lead to better decisions; however, the Air Force does not have an understanding of how these high performance leaders manage their personal knowledge. This research used a multiple-case study methodology to explore how USAF leaders manage their personal knowledge when making routine and novel decisions. Viewing personal knowledge management as it related to sociotechnical theory provided the basis to determine how the need to accomplish the tasks associated with personal knowledge management impacted the people, technology, organizational structure, and the tasks associated with managing personal knowledge. …

Utility Assessment Of Specificity In Upward Feedback Instruments For Leadership Development, Theresa M. Wardak

Theses and Dissertations

Recently, organizations have been modifying performance appraisal systems to collect data from multiple sources to guide the development of supervisors. Upward feedback programs focus on development rather than appraisal by supplementing traditional downward feedback with subordinate feedback. The utility of two upward feedback instruments was assessed in this study; one is a commercially available instrument, the Leadership Practices Inventory (Posner & Kouzes, 1988) and the other is the recently developed, non-proprietary Upward Feedback Instrument (2002). The Upward Feedback Instrument was designed to measure leadership behaviors at a more specific level. It was thought that greater feedback specificity world lead to …

Developing A Leadership Commitments Inventory, Abigail L. White

Theses and Dissertations

Organizations have been modifying performance appraisal systems to collect data from multiple source to guide supervisor development. Multiple rater programs provide leaders with more than one source of feedback, and give them a more complete, and possibly more accurate picture of their performance, which can facilitate meaningful behavioral change. The purpose of this thesis was to develop and validate a Leadership Commitments Inventory (LCI) from a 360-degree feedback approach that reflected a six-factor leadership taxonomy composed of twelve distinct indices, Using successive content adequacy tests, 48 items were validated and the web-based LCI was administered to 278 participants. Internal consistency …

Capturing The Policy That Air Force Raters Use When Writing Performance Appraisals On Junior Officers, Owen D. Stephens

Theses and Dissertations

This study examined the relationship between four dimensions of performance leadership, task performance, interpersonal facilitation, and job dedication and overall performance by junior officers in the Air Force. It was hypothesized that the four dimensions would have different relative importance to overall performance, ratee gender would have no effect on rating policy, and raters with greater experience would show greater rating consistency. Finally, it was hypothesized that the Conscientiousness factor of the International Personality Inventory Protocol and Positive and Negative Affectivity may be correlated with the relative importance of the four dimensions of performance and a rater leniency measure and …

Measuring Behaviors Of Air Force Officers As Indicators Of Effective Performance And Leadership, Linda S. Hurry

Theses and Dissertations

It is clear that the officer corps will play a key role in improving the Air Force's efficiency, preserving its traditions, and ensuring it maintains the highest level of combat capability. Yet, surprisingly, there is little agreement about exactly which types of officer performance contribute the most to meeting the Air Force's objectives. Performance requirements for officers have not been defined in terms specific enough to guide training course development and performance evaluations. This study identified the types of performance behaviors Air Force supervisors view as most important for effective officership. It also tested a model of individual officer effectiveness …