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

Transformational Leadership: Industrial, Military, and Educational Impact

This research explores determinants of turnover intention of social workers. Retention of social workers is critical in the social welfare field because a high turnover rate is directly related to the deterioration of service quality. Of the many factors affecting turnover intention, this research focuses on emotional labor and organizational trust. The former characterizes social workers’ tasks in that they are regularly in contact with service clients. Surface acting, one of the emotional labor strategies, has shown a negative impact on employee attitudes. However, representing a psychological state of employees toward their organization, organizational trust leads to positive attitudes and behaviors. This research also explores antecedents of emotional labor and organizational trust. Interaction characteristics of emotional labor are considered for the former, and supervisory support and autonomy are tested for the latter. To examine the relationships among the variables, the research conducts structur...

Determinants of Turnover Intention of Social Workers: Effects of Emotional Labor and Organizational Trust

Purpose




The purpose of this paper is to examine and compare the differential impacts of job satisfaction (JS), trust (T), and perceived organizational performance (POP) on turnover intention (TI) in public and private sector organizations.




Design/methodology/approach




Draws on a sample of 311 employees from the service sector (129 public and 182 private) in the United Arab Emirates’ (UAE). The main concepts utilized in the study are borrowed from previous research and further tested for validity and reliability. Four main hypotheses are explored.




Findings




In support of previous research, statistical analysis (t-test) revealed that public sector employees tend to be more satisfied, more trusting, and have less intention to leave their organization. Regression analysis revealed that public sector employees’ TI are most significantly affected by their perceptions of the performance of their organization, with JS, work experience (WE) and education (Ed) also having significant effects. In contrast, private sector employees’ TI was most significantly affected by JS and feelings of trust (T).




Research limitations/implications




Although very useful, the present study is limited in scope and therefore suffers from some limitations. The sample only includes employees from UAE organizations operating in education, some government institutions and the financial sector. Future research might consider including employees the health sector and other public organizations such as the immigration/police departments which play important strategic roles in the UAE economy. Also, future research might consider extending the scope of the study to include institutions in similar neighboring countries in the region, such as Qatar and Kuwait.




Practical implications




The findings of this study points to the relative importance of trust, JS and perceived organizational performance in affecting TI in public and private sectors. These can be considered as indicators to assist managers in these sectors to better manage/minimize TIs. In particular, the findings indicate that managers in general (and UAE public sector managers in particular) need to monitor and better manage not only their employees’ JS but also perceptions of the overall performance of the organization.




Originality/value




While research on the influence of JS on TI in both of these sectors has been abundant over the years, studies examining the impact of trust and perceptions of organizational performance remain few and are largely lacking. Also, studies on turnover in the UAE (and particularly those comparing public and private sectors) remain largely lacking. This study and its findings fill this gap and provide some insights on the differential impact of trust, JS and perceived organizational performance on employee TIs in public-private sectors, particularly in the UAE context.

Trust, job satisfaction, perceived organizational performance and turnover intention: A public-private sector comparison in the United Arab Emirates

The COVID-19 pandemic has made it clear that effective public health messaging is an indispensable component of a robust pandemic response system. In this article, we review decades of research from the interdisciplinary field of communication science and provide evidence-based recommendations for COVID-19 public health messaging. We take a principled approach by systematically examining the communication process, focusing on decisions about what to say in a message (i.e., message content) and how to say it (i.e., message executions), and how these decisions impact message persuasiveness. Following a synthesis of each major line of literature, we discuss how science-based principles of message design can be used in COVID-19 public health messaging. Additionally, we identify emerging challenges for public health messaging during the COVID-19 pandemic and discuss possible remedies. We conclude that communication science offers promising public health messaging strategies for combatting COVID-19 and future pandemics.

https://www.tandfonline.com/doi/pdf/10.1080/10410236.2021.1994910

Public Health Messaging during the COVID-19 Pandemic and Beyond: Lessons from Communication Science.

The present study explored the relationships among leadership styles, leader’s effectiveness and well-being directly as well as indirectly through collective efficacy among the employees of the education industry, the latest entrant on the Indian scene. Ninety full-time employees participated in the study. They were administered the Multifactor Leadership Questionnaire (MLQ; Bass & Avolio, 2004. The multifactor leadership questionnaire: Third edition manual and sampler set), Job-related Affective Well-being Scale (JAWS; Van Katwyk, Fox, Spector & Kelloway, 2000. Journal of Occupational Health Psychology, 5[2], 219–230) and Collective Efficacy scale (Karrasch, 2003. Lessons learnt on collective efficacy in multinational teams. Alexandria, VA: United States Army Research Institute for the Behavioral and Social Sciences). Mediation regression analysis was used to test the hypotheses. The results revealed that transactional style has influenced both the outcome variables directly as well as indirectly more th...

Leadership Styles, Leader’s Effectiveness and Well-being: Exploring Collective Efficacy as a Mediator:

The present study examined the effect of psychological contract violation (PCV) on organizational commitment, trust and turnover intention among the employees of private and public sector Indian organizations. Data were collected from 200 middle-level managers selected randomly from private and public sector organizations in Delhi and National Capital Region of Delhi. PCV was measured by Robinson and Rousseau (1994) scale, Commitment was measured by Meyer and Allen scale, Trust by Robinson and Rousseau (1994) scale and Turnover intention by Cammann et al. (1979) scale. The mean values showed the prevalence of contract violation more in private sector than in the public sector. Regression Analysis showed that the affective commitment, trust and employee turnover were more influenced by contract violation in public sector than in the private sector. On the other hand, continuance and normative commitment were influenced more by contract violation in private sector than in the public sector. The predictors w...

Effect of Psychological Contract Violation on Organizational Commitment, Trust and Turnover Intention in Private and Public Sector Indian Organizations

M. G. Shahnawaz

Papers

Leadership Styles, Leader’s Effectiveness and Well-being: Exploring Collective Efficacy as a Mediator:

Effect of Psychological Contract Violation on Organizational Commitment, Trust and Turnover Intention in Private and Public Sector Indian Organizations