Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.

기독교 사역과 Leadership

Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

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Relationship between Transformational Leadership and Employees’ Job Satisfaction among the Academic Staff☆

Thai culture is unique and renowned for its complexities. To understand the repercussion of culture on Thai management style in the public sector context, this study investigates the key ‘characteristics’ and ‘nature’ of culture in the Thai public sector organizations. By adopting Hofstede’s theory of cultural dimensions, this study proposes that the new generation in the Thai organizations acts differently from the cultural stereotype from the literature in Thai culture and management. The results show that younger generations in the Thai public sector may be more individualistic, familiar with the concept of organizational change and appreciate the Western management concepts. This study, however, also confirms that avoiding conflict and uncertainties remain a key characteristic in the Thai public sector system.

https://ccsenet.org/journal/index.php/ibr/article/download/21408/13905

Amazing Thailand: Organizational Culture in the Thai Public Sector

The purpose of this paper is to investigate the influence of organizational commitment on work performance in the context of Omani governmental organizations. Organizational commitment through its affective commitment, normative commitment, continuance commitment, motivates employees to work for the good of the organization. There are various studies that discuss organizational commitment, and work performance, yet it is hardly to see the research done on interrelationship between organizational commitment subscales and employees’ work performance specifically in Omani context. Thus, the paper is an attempt to fill this gap in the literature. Organizational Commitment Questionnaire (OCQ) was used to measure organizational commitment. Contextual and task performance were used to measure work performance. Quantitative survey method was applied and a sample of 335 middle-level managers of Omani public civil service organizations was selected to answer the instrument. Analysis of Moment Structures (AMOS) was utilized to analyse the collected data and test the research questions, and hypotheses.  The techniques of data analysis comprised a Confirmatory Factor Analysis (CFA), and a Structural Equation Modeling (SEM) analysis. The empirical results indicate that all organizational commitment subscales (affective, normative, and continuance) have a significant impact on work performance dimensions, contextual and task performance. Keywords : Organizational commitment, normative commitment, continuance commitment, Work performance, contextual performance, task performance, Public organization JEL Classifications: D23, L29, M100

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The Influence of Organizational Commitment on Omani Public Employees’ Work Performance

The purpose of this study is to investigate the effect of organizational culture on the relationship between transformational leadership and job satisfaction in petroleum sector with a focus on the National Oil Corporation of Libya (NOC). This research was carried out by measuring the data gathered from the five point Likert scale. The Multifactor Leadership Questionnaire (MLQ), Organizational Culture Assessment Instrument (OCAI) and Job Satisfaction Survey (JSS) were used. Quantitative survey method was applied and a sample of 50 employees from the National Oil Corporation of Libya was selected as a sample random sampling to answer the instrument of the study. SPSS software was used to analyze the data collected based on descriptive statistics (mean, standard deviation, percentage, T-test, and Pearson Correlation Coeffiecient). The findings indicate that the leaders of National Oil Corporation of Libya follow transformational leadership style to manage their organization and the dominant culture in NOC of Libya is Hierarchy culture while the relationship between transformational leadership style, job satisfaction and organizational culture is positive significant relationship.

https://ccsenet.org/journal/index.php/ibr/article/download/19622/12958

The Effect of Organizational Culture and the Relationship between Transformational Leadership and Job Satisfaction in Petroleum Sector of Libya

It has been evidenced in the literature that transformational leadership style was a central feature of organizational performance while job satisfaction and organizational commitment have been theoretically and empirically linked to organizational effectiveness. It has also been argued that the relationship between transformational leadership style, job satisfaction and organizational commitment were differed some of the studies asserted that the relationship between these variables was positive relationship while other studies pointed out that the relationship between them were negative relationship. Furthermore, this study is attempted to investigate the relationship between transformational leadership, job satisfaction and organizational commitment and the effect of organizational commitment as a mediating variable on this relationship in Petroleum sector in Libya. Quantitative survey method was applied and four broadly hypothesized were tested with a sample of 280 employees from petroleum sector in Libya was selected to answer the questionnaire. SPSS software was used to analyze the data collected based on descriptive statistics (mean, standard deviation, percentage, Spearman Correlation and Multiple Regression). The empirical results indicated that organizational commitment effect the relationship between transformational leadership style and job satisfaction while, the relationship between transformational leadership style, job satisfaction and organizational commitment was positive significant relationship in petroleum sector in Libya.

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The Relationship between Transformational Leadership Style Job Satisfaction and the Effect of Organizational Commitment

The purpose of the study is to investigate the relationship between transformational leadership and organizational culture in National Oil Corporation of Libya. This research was carried out by measuring the data gathered from the five point likert scale. The Multifactor Leadership Questionnaire (MLQ) was used to measure transformational leadership, while the Organizational Culture Assessment Instrument (OCAI) was used to measure organizational culture. Quantitative survey method was applied and a sample of 227 employees of National Oil Corporation of Libya was selected to answer the instrument. SPSS software was used to analyze the data collected based on descriptive statistics (mean, standard deviation, percentage, Correlation and Regression). The empirical results indicate that the leaders of National Oil Corporation of Libya follow transformational leadership style to manage their organization, while the relationship between transformational leadership and organizational culture was positive significant relationship and Hierarchy culture was a dominant culture in NOC of Libya.

/pdf/the-relationship-between-transformational-leadership-and-1kfdrf1jst.pdf

The Relationship between Transformational Leadership and Organizational Culture in National Oil Corporation of Libya

The purpose of the study was to investigate the effect of organizational commitment as a mediating variable on the relationship between job satisfaction and organizational culture to answer the following questions: Is there any relationship between job satisfaction and organizational culture in oil and gas industry in Libya? Is there any relationship between job satisfaction and organizational commitment in oil and gas industry in Libya? Is there any relationship between organizational culture and organizational commitment in oil and gas industry in Libya? Dose organizational commitment as a mediator variable have any effect on the relationship between job satisfaction and organizational culture in oil and gas industry in Libya? Therefore, a questionnaire was used to collect the data from a sample of 280 employees from oil and gas industry in Libya based on stratified sample sampling. SPSS program was used to reach findings of the study. The empirical results of the current study indicated that the relationship between three variables of the study such as job satisfaction, organizational culture and organizational commitment was positive significant relationship while organizational commitment as a mediating variable effects the relationship between job satisfaction and organizational culture in oil and gas industry in Libya.

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The Mediating Effect of Organizational Commitment on the Relationship between Job Satisfaction and Organizational Culture

The purpose of the study is to investigate the relationship between organizational commitment and job satisfaction in National Oil Corporation of Libya. This research was carried out by measuring the data gathered from the five point likert scale. The Three Components Organizational Commitment Questionnaire (TCOCQ) was used to measure the three dimensions of organizational commitment such as affective, continuance and normative commitment, while (JSS) was used to measure job satisfaction. Quantitative survey method was applied and a sample of 227 employees of National Oil Corporation of Libya was selected to answer the instrument. SPSS software was used to analyze the data collected based on descriptive statistics (mean, standard deviation, percentage, Correlation and Regression). The empirical results indicate that the relationship between organizational commitment and job satisfaction in National Oil Corporation of Libya is positive significant relationship, while the dominant commitment in NOC of Libya is affective commitment..

http://psrcentre.org/images/extraimages/5%201213506.pdf

Adel Mohamed Ali Shurbagi

Papers

The Effect of Organizational Culture and the Relationship between Transformational Leadership and Job Satisfaction in Petroleum Sector of Libya

The Relationship between Transformational Leadership Style Job Satisfaction and the Effect of Organizational Commitment

The Relationship between Transformational Leadership and Organizational Culture in National Oil Corporation of Libya

The Mediating Effect of Organizational Commitment on the Relationship between Job Satisfaction and Organizational Culture

The Relationship between Organizational Commitment and Job Satisfaction in National Oil Corporation of Libya