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Leadership in Organizations
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TLDR
This book presents a meta-leadership framework for a post-modern view of leadership that considers the role of language, identity, and self-consistency in the development of leaders.Abstract:
Chapter 1. Introduction Chapter 2. Managerial Work Chapter 3. Effective Leadership Behavior Chapter 4. Leading Change and Innovation Chapter 5. Participative Leadership and Empowerment Chapter 6. Leadership Traits and Skills Chapter 7. Contingency Theories and Adaptive Leadership Chapter 8. Power and Influence Tactics Chapter 9. Dyadic Relations and Followers Chapter 10. Leadership in Groups and Teams Chapter 11. Strategic Leadership in Organizations Chapter 12. Charismatic and Transformational Leadership Chapter 13. Ethical, Servant, Spiritual, and Authentic Leadership Chapter 14. Cross-cultural Leadership and Diversity Chapter 15. Developing Leadership Skills Chapter 16. Overview and Integrationread more
Citations
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The impact of leadership and stakeholders on the success/failure of e-government service: Using the case study of e-stamping service in Hong Kong
TL;DR: Results show that both leadership and stakeholders have an impact on the success of e-stamping service.
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Does Leadership in Networks Matter
Michael McGuire,Chris Silvia +1 more
TL;DR: In this article, the authors examine leadership behaviors exhibited by public managers in their external network and the degree to which such behavior contributes to how well the network meets the needs of the manager's jurisdiction.
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The effects of core self‐evaluations and transformational leadership on organizational commitment
TL;DR: In this paper, the authors examine the joint effects of employees' core self-evaluations and perceived transformational leadership of their supervisors on employees' affective commitment to the organization.
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I can do it, so can you: The role of leader creative self-efficacy in facilitating follower creativity
TL;DR: In this paper, the effect of leader creative self-efficacy (CSE) on follower creativity was examined using a sample of 544 employees nested under 106 supervisors at a large information technology company in the U.S. They found that leader CSE is likely to have a stronger positive impact on employee creativity through leader encouragement of creativity and subsequently, follower creative process engagement.
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Relationship among leadership style, organizational culture and employee commitment in university libraries
TL;DR: In this paper, a structured questionnaire was developed and self administered to 115 professional librarians to explore leadership style, organizational culture and job commitment in university libraries of Pakistan and the relationships among them.
References
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Generalized expectancies for internal versus external control of reinforcement.
TL;DR: In this paper, the effects of reward or reinforcement on preceding behavior depend in part on whether the person perceives the reward as contingent on his own behavior or independent of it, and individuals may also differ in generalized expectancies for internal versus external control of reinforcement.
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The Theory of Social and Economic Organization
TL;DR: A synthetic polyisoprene rubber latex produced by emulsifying a solution of polyisoperene rubber in an organic solvent with water and removing the solvent from the resulting oil-in-water emulsion is significantly improved with respect to mechanical stability, wet gel strength and dry film strength as mentioned in this paper.
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Mixing Qualitative and Quantitative Methods: Triangulation in Action @
TL;DR: There is a distinct tradition in the literature on social science research methods that advocates the use of multiple methods as mentioned in this paper, which is usually described as one of convergent methodology, multimethod/multitrait (Campbell and Fiske, 1959), convergent validation or, what has been called "triangulation".
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Motivation through the Design of Work: Test of a Theory.
TL;DR: In this paper, a model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs, focusing on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job.