Emotional intelligence as a determinant of leadership potential
- Authors: Pauquet, Andrea
- Date: 2012-09-11
- Subjects: Emotional maturity - Research - South Africa , Leadership - Psychological aspects , Emotions - Physiological aspects , Emotions and cognition , Emotions - Social aspects
- Type: Thesis
- Identifier: uj:10022 , http://hdl.handle.net/10210/7412
- Description: M.A. , Leadership has been defined as the competencies and processes required to enable and empower ordinary people to do extraordinary things in the face of adversity. It is also the ability to constantly turn in superior performance to the benefit of oneself and the organisation (Bennis & Nanus, 1985; Charlton, 1993; Kelly, 1986; Senge, 1991). This definition includes being skilled in emotional competencies. Emotional competence results in being attuned to those one is dealing with, as well as being self-aware. This study focusses on the emotional intelligence factors considered to be characteristic of effective leaders. The link between the management of emotions and leadership ability is gaining increasing interest in business. People who are unable to maintain a degree of control over their emotional life, fight inner battles that sabotage the ability for focussed work and clear thoughts (Goleman, 1995). Unclear thinking and a lack of focus may in turn, contribute to decreased productivity and an overall decline in organisational success. Emotionally intelligent leaders with the ability to think clearly whilst being in tune with self and others, would thus be required to lead an emotionally intelligent organisation (Cooper & Sawaf, 1997). Leaders may not necessarily occupy positions of authority in the organisation, yet even at lower organisational levels they lead others by example. Otto (1995) refers to such leaders as "little leaders". It is the purpose of this study, to identify specific emotional competencies that may be characteristic of successful "little leaders". The question to be addressed, is: Is their a statistically significant difference in factors of emotional intelligence, between a group of identified "little leaders" and a group of nonleaders at the same level in an organisational context? A leadership questionnaire (The Multifactor Leadership Questionnaire (MLQ), (Bass & Avolio, 1990b)) consisting of 45 items was administered to managers of a large financial institution. They were asked to rate their subordinates using this scale as it identifies the presence of transformational and transactional leadership behaviour (Bass, 1985). Only the transformational leadership scores were used to identify two groups. Based on the transformational leadership scores of the MLQ, rated employees were grouped into leader and non-leader groups. Of the 220 (N=220) rating forms returned, 31 subjects fell into the leader group and 31 fell into the non-leader group based on the cutoff scores provided by the authors of the questionnaire. The middle ratings were not utilised for the present study. No participant in the study was made aware of the grouping procedure. The employee group was all English speaking, with a minimum educational level of matric. They occupied similar positions within the hierarchy and were all of non-managerial status. All 220 employees were asked to complete the Emotional Quotient Inventory (EQ-i) inorder to ensure privacy regarding the group ratings (Bar-On, 1996a). The EQ-i assesses 15 factors said to be important indicators of emotional intelligence. These include; problem solving ability, social responsibility, happiness, independence, stress tolerance, self-actualisation, assertiveness, reality testing, interpersonal relationship, self regard, impulse control, flexibility, self awareness, empathy and optimism. Two additional factors, namely, positive and negative impression provide assistance in score validation. Comparative statistics (Wilks' coefficient lambda and Students t-test) were used to analyse the data. A stepwise discriminant analysis was also conducted. A comparison of EQ-i scores between the leader group and the non-leader group indicates that the factors of optimism and self-actualisation are significantly higher for the leader group than for the non-leader group. The non-leader group had significantly higher scores on the positive impression scale, indicating a possible skewing of results for that group. A total of four variables was extracted following the stepwise discriminant analysis namely, positive impression, self-actualisation, self-regard and optimism. Generally, the research data appear to support the fundamental postulates of transformational leadership theory. Transformational leaders are able to raise awareness in both self and others regarding issues of consequence (Bass, 1997). This heightening of awareness requires a leader with vision, self-confidence, and inner strength to argue successfully for what he or she sees as right or good (Bass, 1997; Charlton, 1993; Senge, 1991). The factors of self-actualisation and optimism indicate an awareness of self and an ability to influence others (Seligman, 1990). The research findings indicate that the application of emotional intelligence theory to leadership identification may assist those in the fields of recruitment, selection and training and development. Future empirical research within the same empirical framework as this investigation, may benefit from greater standardisation and broader application of the assessment instrument used, the use of larger experimental populations and a possible replication of the findings of the present investigation. A comprehensive exploration of the interaction of Emotional Intelligence factors and the contribution of other possible factors to emotional intelligence in leadership may also contribute to the accuracy of future identification of potential leaders.
- Full Text:
- Authors: Pauquet, Andrea
- Date: 2012-09-11
- Subjects: Emotional maturity - Research - South Africa , Leadership - Psychological aspects , Emotions - Physiological aspects , Emotions and cognition , Emotions - Social aspects
- Type: Thesis
- Identifier: uj:10022 , http://hdl.handle.net/10210/7412
- Description: M.A. , Leadership has been defined as the competencies and processes required to enable and empower ordinary people to do extraordinary things in the face of adversity. It is also the ability to constantly turn in superior performance to the benefit of oneself and the organisation (Bennis & Nanus, 1985; Charlton, 1993; Kelly, 1986; Senge, 1991). This definition includes being skilled in emotional competencies. Emotional competence results in being attuned to those one is dealing with, as well as being self-aware. This study focusses on the emotional intelligence factors considered to be characteristic of effective leaders. The link between the management of emotions and leadership ability is gaining increasing interest in business. People who are unable to maintain a degree of control over their emotional life, fight inner battles that sabotage the ability for focussed work and clear thoughts (Goleman, 1995). Unclear thinking and a lack of focus may in turn, contribute to decreased productivity and an overall decline in organisational success. Emotionally intelligent leaders with the ability to think clearly whilst being in tune with self and others, would thus be required to lead an emotionally intelligent organisation (Cooper & Sawaf, 1997). Leaders may not necessarily occupy positions of authority in the organisation, yet even at lower organisational levels they lead others by example. Otto (1995) refers to such leaders as "little leaders". It is the purpose of this study, to identify specific emotional competencies that may be characteristic of successful "little leaders". The question to be addressed, is: Is their a statistically significant difference in factors of emotional intelligence, between a group of identified "little leaders" and a group of nonleaders at the same level in an organisational context? A leadership questionnaire (The Multifactor Leadership Questionnaire (MLQ), (Bass & Avolio, 1990b)) consisting of 45 items was administered to managers of a large financial institution. They were asked to rate their subordinates using this scale as it identifies the presence of transformational and transactional leadership behaviour (Bass, 1985). Only the transformational leadership scores were used to identify two groups. Based on the transformational leadership scores of the MLQ, rated employees were grouped into leader and non-leader groups. Of the 220 (N=220) rating forms returned, 31 subjects fell into the leader group and 31 fell into the non-leader group based on the cutoff scores provided by the authors of the questionnaire. The middle ratings were not utilised for the present study. No participant in the study was made aware of the grouping procedure. The employee group was all English speaking, with a minimum educational level of matric. They occupied similar positions within the hierarchy and were all of non-managerial status. All 220 employees were asked to complete the Emotional Quotient Inventory (EQ-i) inorder to ensure privacy regarding the group ratings (Bar-On, 1996a). The EQ-i assesses 15 factors said to be important indicators of emotional intelligence. These include; problem solving ability, social responsibility, happiness, independence, stress tolerance, self-actualisation, assertiveness, reality testing, interpersonal relationship, self regard, impulse control, flexibility, self awareness, empathy and optimism. Two additional factors, namely, positive and negative impression provide assistance in score validation. Comparative statistics (Wilks' coefficient lambda and Students t-test) were used to analyse the data. A stepwise discriminant analysis was also conducted. A comparison of EQ-i scores between the leader group and the non-leader group indicates that the factors of optimism and self-actualisation are significantly higher for the leader group than for the non-leader group. The non-leader group had significantly higher scores on the positive impression scale, indicating a possible skewing of results for that group. A total of four variables was extracted following the stepwise discriminant analysis namely, positive impression, self-actualisation, self-regard and optimism. Generally, the research data appear to support the fundamental postulates of transformational leadership theory. Transformational leaders are able to raise awareness in both self and others regarding issues of consequence (Bass, 1997). This heightening of awareness requires a leader with vision, self-confidence, and inner strength to argue successfully for what he or she sees as right or good (Bass, 1997; Charlton, 1993; Senge, 1991). The factors of self-actualisation and optimism indicate an awareness of self and an ability to influence others (Seligman, 1990). The research findings indicate that the application of emotional intelligence theory to leadership identification may assist those in the fields of recruitment, selection and training and development. Future empirical research within the same empirical framework as this investigation, may benefit from greater standardisation and broader application of the assessment instrument used, the use of larger experimental populations and a possible replication of the findings of the present investigation. A comprehensive exploration of the interaction of Emotional Intelligence factors and the contribution of other possible factors to emotional intelligence in leadership may also contribute to the accuracy of future identification of potential leaders.
- Full Text:
From worrier to warrior : exploring the transformation potential from a dysfunctional to an empowered state of personal leadership
- Authors: Bloem, Colleen Anne
- Date: 2013-09-02
- Subjects: Leadership , Leadership - Psychological aspects
- Type: Thesis
- Identifier: uj:7720 , http://hdl.handle.net/10210/8590
- Description: M.A. (Leadership, Performance and Change) , In order to become leaders, we need to develop ourselves from within. Often the inner dimension of leadership is undervalued as a ‘soft’ skill and ignored by organisations intent on bottom line results. Nevertheless, a profound understanding of the need for personal leadership is evolving in the 21st century ‒ an understanding which acknowledges that, in order to be a powerful leader, one needs to win, firstly and most importantly, the battle over one’s own mind. In this study the two extremes, the worrier and the warrior, are introduced as a metaphor in terms of which to explore the contrast between a dysfunctional and a highly functional mindset. In order to gain both traction and credibility in the leadership field, the worrier and the warrior ways of thinking are explained and analysed through the dual lens of the relevant literature on leadership and the field of neuroscience with the latter offering a brain based perspective of personal development. The study was designed as a means of exploring the beliefs, thoughts, emotions, behaviours and strategies that underpin a mastery level of leadership. I chose a qualitative methodological approach, specifically reflecting the interdisciplinary and positivist postmodernistic nature of this research type. My ontology is mirrored in the narratives that the warriors shared ‒ subjective truths that are unique ‒ while acknowledging the constructionist view that we evolve continually within a social context, in other words, I believe that social reality does not exist outside people, but that it is created by individuals. I engage an interpretivist epistemological position where the researcher interprets these narratives from the warrior’s viewpoint as well as adding his or her own interpretations of their experiences and views in a social-science perspective . I also used elements of the intrinsic, as well as the instrumental, case study with the aim of gaining an insight into and knowledge of the warrior mindset. The data was described and analysed until key themes emerged which were then integrated meaningfully with the relevant literature on both leadership and neuroleadership. Drawing from this, the key themes that emerged through the process are described as the five swords of the warrior mind. These include consciousness, connection, confidence, control and choice. A further common thread that connected the warriors’ voices was the concepts of mindfulness and emotional regulation. Together with the five swords these concepts of mindfulness and emotional regulation provide the ‘what’ of the warrior experience. This provides the basis for developing a potential future intervention, which may address the ‘how’ of warrior functioning. A strong implication of what leadership mastery means, may be found in the mindset and not in the actions of the leader. In view of what is required for a master’s degree, the mini dissertation is of limited scope while its implications and applications are, at best, modest. Nevertheless, the mini dissertation did provide an opportunity to explore the principles of both neuroleadership and Personal and Professional Leadership (PPL) in order to establish whether they could be used as a means for understanding the transformation potential from worrier pathology to warrior empowerment. It appears that transformation is possible and this research may provide a framework to facilitate such transformation. In addition, it is hoped that the study has enhanced the understanding of warrior thinking through the linking of the neurological and human sciences in explaining this development. I endeavoured to enhance the principles of credibility, dependability and transferability through rigorous auditing, peer debriefing with my supervisors, intermittent reflexivity through engagement with the relevant literature and triangulation. This was further enhanced by my close relationship with the warriors and also by being able to present quite extensive realist tales. However, on reflection, I would have benefitted from an even richer understanding of the warriors’ worlds, as well as a deeper engagement with my supervisors. I believe that this study has made a modest contribution to existing scholarly knowledge and also that it provides a useful framework in terms of which to begin the conversations about the rich and open topic of leadership mastery.
- Full Text:
- Authors: Bloem, Colleen Anne
- Date: 2013-09-02
- Subjects: Leadership , Leadership - Psychological aspects
- Type: Thesis
- Identifier: uj:7720 , http://hdl.handle.net/10210/8590
- Description: M.A. (Leadership, Performance and Change) , In order to become leaders, we need to develop ourselves from within. Often the inner dimension of leadership is undervalued as a ‘soft’ skill and ignored by organisations intent on bottom line results. Nevertheless, a profound understanding of the need for personal leadership is evolving in the 21st century ‒ an understanding which acknowledges that, in order to be a powerful leader, one needs to win, firstly and most importantly, the battle over one’s own mind. In this study the two extremes, the worrier and the warrior, are introduced as a metaphor in terms of which to explore the contrast between a dysfunctional and a highly functional mindset. In order to gain both traction and credibility in the leadership field, the worrier and the warrior ways of thinking are explained and analysed through the dual lens of the relevant literature on leadership and the field of neuroscience with the latter offering a brain based perspective of personal development. The study was designed as a means of exploring the beliefs, thoughts, emotions, behaviours and strategies that underpin a mastery level of leadership. I chose a qualitative methodological approach, specifically reflecting the interdisciplinary and positivist postmodernistic nature of this research type. My ontology is mirrored in the narratives that the warriors shared ‒ subjective truths that are unique ‒ while acknowledging the constructionist view that we evolve continually within a social context, in other words, I believe that social reality does not exist outside people, but that it is created by individuals. I engage an interpretivist epistemological position where the researcher interprets these narratives from the warrior’s viewpoint as well as adding his or her own interpretations of their experiences and views in a social-science perspective . I also used elements of the intrinsic, as well as the instrumental, case study with the aim of gaining an insight into and knowledge of the warrior mindset. The data was described and analysed until key themes emerged which were then integrated meaningfully with the relevant literature on both leadership and neuroleadership. Drawing from this, the key themes that emerged through the process are described as the five swords of the warrior mind. These include consciousness, connection, confidence, control and choice. A further common thread that connected the warriors’ voices was the concepts of mindfulness and emotional regulation. Together with the five swords these concepts of mindfulness and emotional regulation provide the ‘what’ of the warrior experience. This provides the basis for developing a potential future intervention, which may address the ‘how’ of warrior functioning. A strong implication of what leadership mastery means, may be found in the mindset and not in the actions of the leader. In view of what is required for a master’s degree, the mini dissertation is of limited scope while its implications and applications are, at best, modest. Nevertheless, the mini dissertation did provide an opportunity to explore the principles of both neuroleadership and Personal and Professional Leadership (PPL) in order to establish whether they could be used as a means for understanding the transformation potential from worrier pathology to warrior empowerment. It appears that transformation is possible and this research may provide a framework to facilitate such transformation. In addition, it is hoped that the study has enhanced the understanding of warrior thinking through the linking of the neurological and human sciences in explaining this development. I endeavoured to enhance the principles of credibility, dependability and transferability through rigorous auditing, peer debriefing with my supervisors, intermittent reflexivity through engagement with the relevant literature and triangulation. This was further enhanced by my close relationship with the warriors and also by being able to present quite extensive realist tales. However, on reflection, I would have benefitted from an even richer understanding of the warriors’ worlds, as well as a deeper engagement with my supervisors. I believe that this study has made a modest contribution to existing scholarly knowledge and also that it provides a useful framework in terms of which to begin the conversations about the rich and open topic of leadership mastery.
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Identity rebuilding for a woman living in an expatriate situation : an auto-ethnographic study
- Authors: Odendaal, Hiltje
- Date: 2012-08-14
- Subjects: Leadership in women , Leadership - Psychological aspects , Success in business , Self-actualization (Psychology) , Women - Identity
- Type: Mini-Dissertation
- Identifier: uj:9235 , http://hdl.handle.net/10210/5683
- Description: M.Phil. , The purpose of this research was to answer the following question: Can PPL (personal and professional leadership) in any way provides an explanation for what happens in the life of an expatriate woman and can it contribute to the reconstruction of the life of a woman living in an expatriate situation? In order to answer the research question, the research was divided into two distinguishable parts. In the first part an examination of the loss of identity the expatriate woman experiences was discussed within the context of the PPL (personal and professional leadership) leadership model. The conclusion reached was that the expatriate woman is left vulnerable and disorientated because of the absence of essential and familiar leadership levels, and her own culture and country. Familiar roles and own identity need to be reshaped. In the second part of the research the rebuilding of a new identity was discussed within the context of the PPL (personal- and professional leadership) dimensional model. This model was explored for its potential in assisting the expatriate woman to understand fundamental dimensions in need of being developed in order to find a sense of purpose, meaning and hope in this time of change. The conclusion was that the PPL dimensional model can be successfully utilised in rebuilding the identity. The importance of this model lies in its fundamental belief that human beings are primarily spiritual beings and that this dimension is the source of the need to serve others, to contribute, to "matter", to make a difference and to have a sense of meaning and purpose. This research was concluding to introduce a PPL leadership model within the context of country and culture with a final conclusion that PPL can both assist in understanding what happened to the expatriate woman and in providing a tool for assisting and planning the identity rebuilding process. This was an auto-ethnographic study.
- Full Text:
- Authors: Odendaal, Hiltje
- Date: 2012-08-14
- Subjects: Leadership in women , Leadership - Psychological aspects , Success in business , Self-actualization (Psychology) , Women - Identity
- Type: Mini-Dissertation
- Identifier: uj:9235 , http://hdl.handle.net/10210/5683
- Description: M.Phil. , The purpose of this research was to answer the following question: Can PPL (personal and professional leadership) in any way provides an explanation for what happens in the life of an expatriate woman and can it contribute to the reconstruction of the life of a woman living in an expatriate situation? In order to answer the research question, the research was divided into two distinguishable parts. In the first part an examination of the loss of identity the expatriate woman experiences was discussed within the context of the PPL (personal and professional leadership) leadership model. The conclusion reached was that the expatriate woman is left vulnerable and disorientated because of the absence of essential and familiar leadership levels, and her own culture and country. Familiar roles and own identity need to be reshaped. In the second part of the research the rebuilding of a new identity was discussed within the context of the PPL (personal- and professional leadership) dimensional model. This model was explored for its potential in assisting the expatriate woman to understand fundamental dimensions in need of being developed in order to find a sense of purpose, meaning and hope in this time of change. The conclusion was that the PPL dimensional model can be successfully utilised in rebuilding the identity. The importance of this model lies in its fundamental belief that human beings are primarily spiritual beings and that this dimension is the source of the need to serve others, to contribute, to "matter", to make a difference and to have a sense of meaning and purpose. This research was concluding to introduce a PPL leadership model within the context of country and culture with a final conclusion that PPL can both assist in understanding what happened to the expatriate woman and in providing a tool for assisting and planning the identity rebuilding process. This was an auto-ethnographic study.
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Leadership intent and employee contextual performance
- Authors: Leclezio, Jennifer Ann
- Date: 2018
- Subjects: Leadership - Psychological aspects , Leadership - Moral and ethical aspects , Intention , Industrial relations , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295913 , uj:32232
- Description: Abstract: Leadership that is both ethical and effective is needed in the world more than ever. This is especially true in an organisational context, with CEO’s reporting that leadership remains the most pressing issue, particularly in relation to good organisational citizenship by employees. The question of what constitutes good leadership, and therefore how to identify and cultivate good leaders, has led to a proliferation of academic research. Recent leadership theories intimate that good leadership requires something more essential than innate personality traits or outward behaviours. This essential element could be explained as a ‘withinperson’ criterion. Consideration of the construct of intent as a possible descriptor for this ‘within-person’ criterion may be helpful. Intent is defined as the deeper motive of the leader, and the purpose of this study was to explore and describe the implications of intent on leadership and employee contextual performance. This study was conducted within the paradigm of the Personal and Professional Leadership (PPL) model against the backdrop of toxic and servant leadership theories. A qualitative research design, underpinned by a social constructionist ontological methodology was followed. Semi-structured interviews were conducted with nine purposively selected senior managers who described their subjective experiences within an organisational context. The data analysis considered four co-creators of meaning; the researcher, the participants, an independant coder, and the literature. The researcher and the independent coder used an adaption of Tesch’s eight steps of open-coding to code the data. A consensus discussion compared the two analyses and confirmed the findings. A review of prevailing literature followed and was used to check the findings from the analysis and answer the research questions. The study identified descriptors for the bad leader as malevolent and the good leader as benevolent. The malevolent leader was characterised by a self-serving intent leading to unhappy, disengaged employees who focused on complying. Conversely, the benevolent leader was characterised by an intent to serve, leading to positive and accountable employees who exceeded expectations and emulated the leader. Employee contextual performance was therefore only evident where the leader’s... , M.Phil.
- Full Text:
- Authors: Leclezio, Jennifer Ann
- Date: 2018
- Subjects: Leadership - Psychological aspects , Leadership - Moral and ethical aspects , Intention , Industrial relations , Personnel management
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295913 , uj:32232
- Description: Abstract: Leadership that is both ethical and effective is needed in the world more than ever. This is especially true in an organisational context, with CEO’s reporting that leadership remains the most pressing issue, particularly in relation to good organisational citizenship by employees. The question of what constitutes good leadership, and therefore how to identify and cultivate good leaders, has led to a proliferation of academic research. Recent leadership theories intimate that good leadership requires something more essential than innate personality traits or outward behaviours. This essential element could be explained as a ‘withinperson’ criterion. Consideration of the construct of intent as a possible descriptor for this ‘within-person’ criterion may be helpful. Intent is defined as the deeper motive of the leader, and the purpose of this study was to explore and describe the implications of intent on leadership and employee contextual performance. This study was conducted within the paradigm of the Personal and Professional Leadership (PPL) model against the backdrop of toxic and servant leadership theories. A qualitative research design, underpinned by a social constructionist ontological methodology was followed. Semi-structured interviews were conducted with nine purposively selected senior managers who described their subjective experiences within an organisational context. The data analysis considered four co-creators of meaning; the researcher, the participants, an independant coder, and the literature. The researcher and the independent coder used an adaption of Tesch’s eight steps of open-coding to code the data. A consensus discussion compared the two analyses and confirmed the findings. A review of prevailing literature followed and was used to check the findings from the analysis and answer the research questions. The study identified descriptors for the bad leader as malevolent and the good leader as benevolent. The malevolent leader was characterised by a self-serving intent leading to unhappy, disengaged employees who focused on complying. Conversely, the benevolent leader was characterised by an intent to serve, leading to positive and accountable employees who exceeded expectations and emulated the leader. Employee contextual performance was therefore only evident where the leader’s... , M.Phil.
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Personal leadership as an antecedent of servant leadership
- Authors: Bell, Clement
- Date: 2019
- Subjects: Leadership - Psychological aspects , Self-actualization (Psychology) , Servant leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/421166 , uj:35888
- Description: Abstract: Organisational failures and leadership challenges in South African banks have attracted a growing interest in the value of Personal Leadership behaviours. Although this concept was commonly established to focus on employees regulating their own behaviours, as yet, relatively has not been extended to organisational leaders leading themselves. It is therefore a relatively new and seldom empirically studied concept in the South African context. Most of the leadership interventions are externally oriented instead of being introspective strategies embedded in the principles of personal regulation. The purpose of this study was to explore Personal Leadership as an antecedent of Servant Leadership among bank managers in South Africa. Personal Leadership and its associated dimensions (Personal Goal Setting, Personal Rehaviour Regulation, Personal Dialogue, Personal Motivation, Personal Cueing, and Focusing on Intrinsic Rewards) were used as independent variables while Servant Leadership and its associated dimensions (Altruistic Calling, Emotional Healing, Wisdom, Persuasive Mapping and Organisational Stewardship) were used as dependent variables in this study. A quantitative research method approach was used to test the underlying theoretical constructs. Primary data was collected via a selfadministered questionnaire. A convenience sampling approach was followed. A sample size of N=230 bank managers located in the the Gauteng and Limpopo provinces of South Africa were sought and obtained. To measure Personal Leadership, a 35-item five-point rating scale questionnaire adopted from Houghton and Neck (2002) was used. To measure Servant Leadership, a 23-item five-point rating scale questionnaire adopted from Barbuto and Wheeler (2006) was used. .. , M.Phil. (Personal and Professional Leadership)
- Full Text:
- Authors: Bell, Clement
- Date: 2019
- Subjects: Leadership - Psychological aspects , Self-actualization (Psychology) , Servant leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/421166 , uj:35888
- Description: Abstract: Organisational failures and leadership challenges in South African banks have attracted a growing interest in the value of Personal Leadership behaviours. Although this concept was commonly established to focus on employees regulating their own behaviours, as yet, relatively has not been extended to organisational leaders leading themselves. It is therefore a relatively new and seldom empirically studied concept in the South African context. Most of the leadership interventions are externally oriented instead of being introspective strategies embedded in the principles of personal regulation. The purpose of this study was to explore Personal Leadership as an antecedent of Servant Leadership among bank managers in South Africa. Personal Leadership and its associated dimensions (Personal Goal Setting, Personal Rehaviour Regulation, Personal Dialogue, Personal Motivation, Personal Cueing, and Focusing on Intrinsic Rewards) were used as independent variables while Servant Leadership and its associated dimensions (Altruistic Calling, Emotional Healing, Wisdom, Persuasive Mapping and Organisational Stewardship) were used as dependent variables in this study. A quantitative research method approach was used to test the underlying theoretical constructs. Primary data was collected via a selfadministered questionnaire. A convenience sampling approach was followed. A sample size of N=230 bank managers located in the the Gauteng and Limpopo provinces of South Africa were sought and obtained. To measure Personal Leadership, a 35-item five-point rating scale questionnaire adopted from Houghton and Neck (2002) was used. To measure Servant Leadership, a 23-item five-point rating scale questionnaire adopted from Barbuto and Wheeler (2006) was used. .. , M.Phil. (Personal and Professional Leadership)
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Psychologists’ experience of their personal spirituality in psychotherapy : a personal and professional leadership perspective
- Authors: Teichert, Werner Melgeorge
- Date: 2015-09-01
- Subjects: Leadership , Leadership - Psychological aspects , Psychotherapy , Spirituality
- Type: Thesis
- Identifier: uj:13998 , http://hdl.handle.net/10210/14371
- Description: M.A. , Despite the growing evidence that suggests psychologists’ religious and spiritual convictions influence their work and the renewed interest in the role of spirituality in the context of psychotherapy over the past two decades, psychologists’ own spirituality is often avoided by psychologists in the South African context for personal and professional reasons. The purpose of this study was to explore and describe psychologists’ experience of their own spirituality in psychotherapy as part of personal and professional leadership, and to develop guidelines as a framework of reference to assist psychologists when integrating their own spirituality into psychotherapy ...
- Full Text:
- Authors: Teichert, Werner Melgeorge
- Date: 2015-09-01
- Subjects: Leadership , Leadership - Psychological aspects , Psychotherapy , Spirituality
- Type: Thesis
- Identifier: uj:13998 , http://hdl.handle.net/10210/14371
- Description: M.A. , Despite the growing evidence that suggests psychologists’ religious and spiritual convictions influence their work and the renewed interest in the role of spirituality in the context of psychotherapy over the past two decades, psychologists’ own spirituality is often avoided by psychologists in the South African context for personal and professional reasons. The purpose of this study was to explore and describe psychologists’ experience of their own spirituality in psychotherapy as part of personal and professional leadership, and to develop guidelines as a framework of reference to assist psychologists when integrating their own spirituality into psychotherapy ...
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The influence of authentic leadership and person organisation fit on pro-social behaviour
- Authors: Venter, Janine
- Date: 2017
- Subjects: Leadership - Psychological aspects , Authenticity (Philosophy) , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271827 , uj:28918
- Description: M.Phil. , Abstract: Orientation: Pro-social behaviour could result in benefits such as increased morale and extra-role behaviour to the benefit of an organisation, and therefore, organisations could encourage their leaders to exhibit authentic leadership to leverage person organisation fit and in turn increase pro-social behaviour of employees. Research purpose: The study was aimed at investigating the relationships between authentic leadership, person organisation fit and pro-social behaviour. Further, the study focused on identifying the influence of authentic leadership and personorganisation fit on pro-social behaviour. The possible mediating effect that person organisation fit has between authentic leadership and pro-social behaviour was explored. Motivation for the study: With the challenges faced by organisations, especially regarding the importance of customer service, employees should not only perform their defined organisational roles but must go beyond these roles and expectations. Pro-social behaviour is seen as taking action to protect the interests of the organisation and co-workers, as well as going beyond role requirements that are specified in an occupation. Research approach, design and method: A quantitative, survey design was used and administered to a sample of employees within a construction and engineering company within, South Africa (N =300). Three measuring instruments were utilised in the study; Exploratory Factor Analysis was conducted on these instruments and the following factor structures and Cronbach Alpha’s were found. A two-factor solution was found for the Authentic Leadership Inventory, these factors were self-awareness, with a Cronbach Alpha of (.927) and internalised moral perspective with a Cronbach Alpha of (.826). Analysis on the Person organisation Fit Scale found a one factor solution with a Cronbach Alpha of (.81). The Pro-Social Organisational Behaviour Scale was found to have a four-factor solution. The four factors were the following: (1) Internal beneficiaries (.822), (2) External beneficiaries (.887) (3) Positive Company Image (.824) and, (4) Positive Company Support (.764). Owing to the skewness of the sample, Spearman’s correlation was utilised to determine the relationship between the variables. Multiple Regression Analysis was utilised to test the mediating effect of...
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- Authors: Venter, Janine
- Date: 2017
- Subjects: Leadership - Psychological aspects , Authenticity (Philosophy) , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/271827 , uj:28918
- Description: M.Phil. , Abstract: Orientation: Pro-social behaviour could result in benefits such as increased morale and extra-role behaviour to the benefit of an organisation, and therefore, organisations could encourage their leaders to exhibit authentic leadership to leverage person organisation fit and in turn increase pro-social behaviour of employees. Research purpose: The study was aimed at investigating the relationships between authentic leadership, person organisation fit and pro-social behaviour. Further, the study focused on identifying the influence of authentic leadership and personorganisation fit on pro-social behaviour. The possible mediating effect that person organisation fit has between authentic leadership and pro-social behaviour was explored. Motivation for the study: With the challenges faced by organisations, especially regarding the importance of customer service, employees should not only perform their defined organisational roles but must go beyond these roles and expectations. Pro-social behaviour is seen as taking action to protect the interests of the organisation and co-workers, as well as going beyond role requirements that are specified in an occupation. Research approach, design and method: A quantitative, survey design was used and administered to a sample of employees within a construction and engineering company within, South Africa (N =300). Three measuring instruments were utilised in the study; Exploratory Factor Analysis was conducted on these instruments and the following factor structures and Cronbach Alpha’s were found. A two-factor solution was found for the Authentic Leadership Inventory, these factors were self-awareness, with a Cronbach Alpha of (.927) and internalised moral perspective with a Cronbach Alpha of (.826). Analysis on the Person organisation Fit Scale found a one factor solution with a Cronbach Alpha of (.81). The Pro-Social Organisational Behaviour Scale was found to have a four-factor solution. The four factors were the following: (1) Internal beneficiaries (.822), (2) External beneficiaries (.887) (3) Positive Company Image (.824) and, (4) Positive Company Support (.764). Owing to the skewness of the sample, Spearman’s correlation was utilised to determine the relationship between the variables. Multiple Regression Analysis was utilised to test the mediating effect of...
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The mediating effects of self-esteem on the relationship between the impostor phenomenon and leadership style
- Authors: Naidu, Shanthuri
- Date: 2020
- Subjects: Leadership - Psychological aspects , Impostor phenomenon , Leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/456654 , uj:40461
- Description: Abstract: Leaders form an integral part to an organisation’s success, as they directly influence the performance and functionality of the organisation. However, this pressure potentially causes leaders to display ineffective leadership styles. This can create feelings of anxiety and inferiority among leaders but also influence how they manage their employees. A diminished Self-esteem can further exacerbate leaders’ perception of imposing or faking their abilities. This study investigates the relationship between various leadership styles, the impostor phenomenon and how self-esteem mediates the relationship. The main focus of this research was aimed at determining whether the Impostor Phenomenon influenced leaders’ Leadership Style and how Self-esteem mediated this relationship. In order to carry out the research the Circumplex Leadership Scan, Clance Impostor Phenomenon Scale and the Rosenburg Selfesteem Scale was administered to managers/leaders/supervisors (N=142) in various industries in Gauteng, South Africa. The results indicated that Self-esteem did not significantly mediate the relationship between the Impostor Phenomenon and a leader Leadership Style. Additional, findings indicated that a leader that displays a Withdrawn or Yielding Leadership Style is likely to experience the Impostor Phenomenon. The findings of this study provide further insights into the Impostor Phenomenon in relation to a leader experiencing a low level of Self-esteem. As well as the effects of low Self-esteem on a leaders Leadership Style. During this study several limitations were identified, such as the impact of using a cross-sectional research design and the lack of participants. Additionally, that both the CLS and the CIPS has yet to be validated in a South African context, which also posed a limitation to this study. , M.Com. (Industrial Psychology)
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- Authors: Naidu, Shanthuri
- Date: 2020
- Subjects: Leadership - Psychological aspects , Impostor phenomenon , Leadership
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/456654 , uj:40461
- Description: Abstract: Leaders form an integral part to an organisation’s success, as they directly influence the performance and functionality of the organisation. However, this pressure potentially causes leaders to display ineffective leadership styles. This can create feelings of anxiety and inferiority among leaders but also influence how they manage their employees. A diminished Self-esteem can further exacerbate leaders’ perception of imposing or faking their abilities. This study investigates the relationship between various leadership styles, the impostor phenomenon and how self-esteem mediates the relationship. The main focus of this research was aimed at determining whether the Impostor Phenomenon influenced leaders’ Leadership Style and how Self-esteem mediated this relationship. In order to carry out the research the Circumplex Leadership Scan, Clance Impostor Phenomenon Scale and the Rosenburg Selfesteem Scale was administered to managers/leaders/supervisors (N=142) in various industries in Gauteng, South Africa. The results indicated that Self-esteem did not significantly mediate the relationship between the Impostor Phenomenon and a leader Leadership Style. Additional, findings indicated that a leader that displays a Withdrawn or Yielding Leadership Style is likely to experience the Impostor Phenomenon. The findings of this study provide further insights into the Impostor Phenomenon in relation to a leader experiencing a low level of Self-esteem. As well as the effects of low Self-esteem on a leaders Leadership Style. During this study several limitations were identified, such as the impact of using a cross-sectional research design and the lack of participants. Additionally, that both the CLS and the CIPS has yet to be validated in a South African context, which also posed a limitation to this study. , M.Com. (Industrial Psychology)
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The role of neuroleadership in work engagement
- Authors: Zwaan, Leigh Angy
- Date: 2018
- Subjects: Leadership - Psychological aspects , Neuropsychology
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/366567 , http://hdl.handle.net/10210/291992 , uj:31725
- Description: Abstract: I have been an Organisation Development (OD) professional for over 15 years. I have worked in industries such as health, finance, FMCG, education and retail. A challenge that often occurs in my space and the broader Human Resource (HR) arena is the production of interventions that are relevant and tangible, and that allow individuals to perform in an increasingly complex work environment. Climate and work engagement surveys have been used as organisational measurements across industries ever since I started in the field. Interventions that can be implemented for improving the scores measured, have received less attention. Criticism received when proposing interventions were either that they were too academic or that they were a regurgitation of current organisational initiatives (for example, performance management, management feedback sessions and invocoms). A process that allows for both academic rigour and organisational application, and a tool that ensures a holistic integrated approach to the topic was needed. I found the process in the General Method of theory-building, and the tool in the All Quadrants All Lines (AQAL) four-quadrant model of integral theory. The General Method is the organiser for the thesis because as Storberg-Walker (2006) postulates, it presents a skeletal structure that does not make assumptions about reality or how to understand reality, thereby obligating the theorist to deal with ontological and epistemological concerns and ways in which they impact action. The following section will show how the General Method is used in this thesis as a guide for building a theory. Each part discusses a phase identified in the General Method, presents appropriate theory-building research methods and discusses the specific research methods used in this thesis. I acknowledge that the phases interplay with each other, and that processes cut across phases, however, I have structured this thesis to represent each phase as close as possible for ease of reference and reading. Phase 1: Conceptual Development (Chapters 1, 2 and 4) In this phase the theorist is required to formulate initial ideas to show the most informed understanding of the phenomenon or problem in the real world (Lynham, 2002). The outcome of this phase is a conceptual framework. Theory-building... , Ph.D.
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- Authors: Zwaan, Leigh Angy
- Date: 2018
- Subjects: Leadership - Psychological aspects , Neuropsychology
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/366567 , http://hdl.handle.net/10210/291992 , uj:31725
- Description: Abstract: I have been an Organisation Development (OD) professional for over 15 years. I have worked in industries such as health, finance, FMCG, education and retail. A challenge that often occurs in my space and the broader Human Resource (HR) arena is the production of interventions that are relevant and tangible, and that allow individuals to perform in an increasingly complex work environment. Climate and work engagement surveys have been used as organisational measurements across industries ever since I started in the field. Interventions that can be implemented for improving the scores measured, have received less attention. Criticism received when proposing interventions were either that they were too academic or that they were a regurgitation of current organisational initiatives (for example, performance management, management feedback sessions and invocoms). A process that allows for both academic rigour and organisational application, and a tool that ensures a holistic integrated approach to the topic was needed. I found the process in the General Method of theory-building, and the tool in the All Quadrants All Lines (AQAL) four-quadrant model of integral theory. The General Method is the organiser for the thesis because as Storberg-Walker (2006) postulates, it presents a skeletal structure that does not make assumptions about reality or how to understand reality, thereby obligating the theorist to deal with ontological and epistemological concerns and ways in which they impact action. The following section will show how the General Method is used in this thesis as a guide for building a theory. Each part discusses a phase identified in the General Method, presents appropriate theory-building research methods and discusses the specific research methods used in this thesis. I acknowledge that the phases interplay with each other, and that processes cut across phases, however, I have structured this thesis to represent each phase as close as possible for ease of reference and reading. Phase 1: Conceptual Development (Chapters 1, 2 and 4) In this phase the theorist is required to formulate initial ideas to show the most informed understanding of the phenomenon or problem in the real world (Lynham, 2002). The outcome of this phase is a conceptual framework. Theory-building... , Ph.D.
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The well-being of farmers from a personal leadership perspective
- Van den Heever, Simon Abraham
- Authors: Van den Heever, Simon Abraham
- Date: 2019
- Subjects: Well-being , Farmers - Health and hygiene , Farmers - Psychology , Leadership - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/387249 , http://hdl.handle.net/10210/296999 , uj:32367
- Description: Abstract: This study set out to assess the well-being of farmers from a personal leadership perspective. We all need food to survive and as such agriculture is one of the most important industries in a country. Consequently, it can be argued that the well-being of farmers should also be a top priority for a country’s strategies for food security. However, the hypothesis of this study is that the current socio-political circumstances are influencing the well-being of farmers negatively and in such a way that it is ultimately affecting the state of agriculture and food security in South-Africa. Furthermore, the hypothesis of this study is also that the practice of personal leadership principles can have a positive impact on the well-being of farmers and consequently contribute to the agricultural industry and food security. The researcher followed a phenomenological approach by utilising semi-structured interviews to gauge the well-being of seven respondents. After gathering the required information, the interviews were transcribed and analysed to identify recurring themes within the various fields of the Personal and Professional Leadership (PPL) perspective. This process was followed by an in-depth literature review wherein the researcher attempted to correlate the research findings with an existing theory about well-being from a personal leadership perspective. The findings show that the current socio-political circumstances of South-Africa have a negative effect on the well-being of farmers. While this negative effect was found to influence all the dimensions of the farmer’s well-being, it was also found that it influences their financial, emotional and ecological well-being the most. Furthermore, it was also found that existing theory in personal leadership is relevant to and can be utilised to contribute to the well-being of farmers and arguably to the state of agriculture and food security in South-Africa. , M.Phil.
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- Authors: Van den Heever, Simon Abraham
- Date: 2019
- Subjects: Well-being , Farmers - Health and hygiene , Farmers - Psychology , Leadership - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/387249 , http://hdl.handle.net/10210/296999 , uj:32367
- Description: Abstract: This study set out to assess the well-being of farmers from a personal leadership perspective. We all need food to survive and as such agriculture is one of the most important industries in a country. Consequently, it can be argued that the well-being of farmers should also be a top priority for a country’s strategies for food security. However, the hypothesis of this study is that the current socio-political circumstances are influencing the well-being of farmers negatively and in such a way that it is ultimately affecting the state of agriculture and food security in South-Africa. Furthermore, the hypothesis of this study is also that the practice of personal leadership principles can have a positive impact on the well-being of farmers and consequently contribute to the agricultural industry and food security. The researcher followed a phenomenological approach by utilising semi-structured interviews to gauge the well-being of seven respondents. After gathering the required information, the interviews were transcribed and analysed to identify recurring themes within the various fields of the Personal and Professional Leadership (PPL) perspective. This process was followed by an in-depth literature review wherein the researcher attempted to correlate the research findings with an existing theory about well-being from a personal leadership perspective. The findings show that the current socio-political circumstances of South-Africa have a negative effect on the well-being of farmers. While this negative effect was found to influence all the dimensions of the farmer’s well-being, it was also found that it influences their financial, emotional and ecological well-being the most. Furthermore, it was also found that existing theory in personal leadership is relevant to and can be utilised to contribute to the well-being of farmers and arguably to the state of agriculture and food security in South-Africa. , M.Phil.
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Understanding the emotional reflexivity process of leaders
- Authors: Ramsey, Patricia Myrna
- Date: 2017
- Subjects: Leadership , Leadership - Psychological aspects , Emotional intelligence
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/372252 , http://hdl.handle.net/10210/246380 , uj:25542
- Description: Ph.D. , Abstract: The aim of the study was to engage in the joys, the challenges, the successes and all the significant moments in the life and leadership of a loved, admired and respected South African leader. This doctoral journey involved delving into undiscovered and fiercely protected ambiguities involving this leader’s emotional experience of his life and leadership career. I explored his childhood passions, fears and anxieties and his desires for his future. I questioned his actions and motives and uncovered his deepest feelings about the people, experiences, challenges and situations that had touched or impacted him and contributed to the leader and the man he became. Using an interdisciplinary, life story framework that incorporated leadership development, psychology and sociology, I strove to unearth, interpret and understand this leader’s emotional reflexivity process. Conducting eight, three to four-hour, in-depth semi-structured interviews, I unravelled and explored how his thoughts and emotions had connected with and influenced his life and leadership decisions and actions. One of these interviews included his wife as a means of verifying our interpretations of his emotional meaning making and behaviours. In addition, I travelled to his birth place and interviewed his sister in order to triangulate and add to the data. Applying Straussarian grounded theory methodology throughout the data analysis, I engaged in rigorous comparative (thematic) analysis in order to identify themes, develop and allow categories to...
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- Authors: Ramsey, Patricia Myrna
- Date: 2017
- Subjects: Leadership , Leadership - Psychological aspects , Emotional intelligence
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/372252 , http://hdl.handle.net/10210/246380 , uj:25542
- Description: Ph.D. , Abstract: The aim of the study was to engage in the joys, the challenges, the successes and all the significant moments in the life and leadership of a loved, admired and respected South African leader. This doctoral journey involved delving into undiscovered and fiercely protected ambiguities involving this leader’s emotional experience of his life and leadership career. I explored his childhood passions, fears and anxieties and his desires for his future. I questioned his actions and motives and uncovered his deepest feelings about the people, experiences, challenges and situations that had touched or impacted him and contributed to the leader and the man he became. Using an interdisciplinary, life story framework that incorporated leadership development, psychology and sociology, I strove to unearth, interpret and understand this leader’s emotional reflexivity process. Conducting eight, three to four-hour, in-depth semi-structured interviews, I unravelled and explored how his thoughts and emotions had connected with and influenced his life and leadership decisions and actions. One of these interviews included his wife as a means of verifying our interpretations of his emotional meaning making and behaviours. In addition, I travelled to his birth place and interviewed his sister in order to triangulate and add to the data. Applying Straussarian grounded theory methodology throughout the data analysis, I engaged in rigorous comparative (thematic) analysis in order to identify themes, develop and allow categories to...
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Work engagement, psychological meaningfulness and psychological safety : a leadership perspective
- Authors: Dicks, Genevieve
- Date: 2016
- Subjects: Leadership , Leadership - Psychological aspects , Executive ability
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246177 , uj:25514
- Description: M.Phil. , Abstract: Effective leadership is vital for any organisation as a leader has the power and ability to mould the culture within an organisation. Theory has linked the level of engagement, meaningfulness and psychological safety of employees to the leadership structure within an organisation. Disengaged employees have considerable cost implications for organisations. The aim of this study was to explore the relationship between work engagement, psychological meaningfulness and psychological safety amongst leaders within the workplace. This study further investigated the possible moderating role of job level on psychological meaning and psychological safety on work engagement. Using non-probability sampling, a quantitative, cross-sectional survey design was administered to a sample of individuals from several organisations in the Gauteng province (N = 587). The Utrecht Work Engagement Scale (UWES-9 item), the Psychological Conditions Scale (PCS), the Psychological Meaningfulness Scale (PMS), and Kahn’s method of measuring psychological safety were utilised. Pearson product moment correlation coefficients between work engagement, psychological meaningfulness and psychological safety were determined. Moderated multiple regression analysis was used to determine if the levels of leadership explained variance in the variables measured. In addition, a MANOVA was performed to determine the difference in means between the levels of leadership and work engagement, psychological meaningfulness and psychological safety respectively. Further to this, one-way ANOVA were then conducted for work engagement, psychological meaningfulness and psychological safety with regards to each level of leadership respectively. Results confirmed that a significant positive relationship exists between work engagement and psychological meaningfulness, between work engagement and psychological safety and between psychological meaningfulness and psychological safety respectively. The results...
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- Authors: Dicks, Genevieve
- Date: 2016
- Subjects: Leadership , Leadership - Psychological aspects , Executive ability
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246177 , uj:25514
- Description: M.Phil. , Abstract: Effective leadership is vital for any organisation as a leader has the power and ability to mould the culture within an organisation. Theory has linked the level of engagement, meaningfulness and psychological safety of employees to the leadership structure within an organisation. Disengaged employees have considerable cost implications for organisations. The aim of this study was to explore the relationship between work engagement, psychological meaningfulness and psychological safety amongst leaders within the workplace. This study further investigated the possible moderating role of job level on psychological meaning and psychological safety on work engagement. Using non-probability sampling, a quantitative, cross-sectional survey design was administered to a sample of individuals from several organisations in the Gauteng province (N = 587). The Utrecht Work Engagement Scale (UWES-9 item), the Psychological Conditions Scale (PCS), the Psychological Meaningfulness Scale (PMS), and Kahn’s method of measuring psychological safety were utilised. Pearson product moment correlation coefficients between work engagement, psychological meaningfulness and psychological safety were determined. Moderated multiple regression analysis was used to determine if the levels of leadership explained variance in the variables measured. In addition, a MANOVA was performed to determine the difference in means between the levels of leadership and work engagement, psychological meaningfulness and psychological safety respectively. Further to this, one-way ANOVA were then conducted for work engagement, psychological meaningfulness and psychological safety with regards to each level of leadership respectively. Results confirmed that a significant positive relationship exists between work engagement and psychological meaningfulness, between work engagement and psychological safety and between psychological meaningfulness and psychological safety respectively. The results...
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