LEADERSHIP ATTRIBUTES AND CULTURAL VALUES IN AUSTRALIA AND NEW ZEALAND COMPARED: AN INITIAL REPORT BASED ON GLOBE DATA
|
|
- Cordelia Quinn
- 5 years ago
- Views:
Transcription
1 LEADERSHIP ATTRIBUTES AND CULTURAL VALUES IN AUSTRALIA AND NEW ZEALAND COMPARED: AN INITIAL REPORT BASED ON GLOBE DATA ABSTRACT Neal M. Ashkanasy Edwin Trevor-Roberts Jeffrey Kennedy This paper reports a comparative study of Australian and New Zealand leadership attributes, based on the GLOBE (Global Leadership and Organizational Behavior Effectiveness program. Responses from 344 Australian managers and 184 New Zealand managers in three industries were analyzed using exploratory and confirmatory factor analysis. Results supported some of the etic leadership dimensions identified in the GLOBE study, but also found some emic dimensions of leadership for each country. An interesting finding of the study was that the New Zealand data fitted the Australian model, but not vice versa, suggesting asymmetric perceptions of leadership in the two countries. INTRODUCTION This study presents a comparison of leadership in Australia and New Zealand. Perceptions of effective leadership in the two countries were interpreted within the context of their respective societal culture, operationalized in two ways: (1) the values of a society described in terms of what they should be, and (2) the behaviours of a society expressed in terms of what is or as is. This research is part of the GLOBE (Global Leadership and Organizational Behavior Effectiveness) project (House, Hanges, Ruiz-Quintanilla, Dorfman, Javidan, Dickson, Gupta, & 170 country co-investigators 1999). In the 64-nation GLOBE project, House and his colleagues (House et al. 1999) found eighteen leader attributes which are summarized in four Culturally Endorsed Implicit Leadership Theories (CLTs), as shown in Table 1. Table 1. GLOBE Leadership Scales and CLTs Charismatic/ Value Based Narcissistic/Non- Participative Humane Charismatic Autocratic Equanimity Collectivism Bureaucratic Humane-orientation Decisive Face saver Diplomatic Procedural Inspirational Self-centred Integrity Status conscious Performance Visionary Autonomous Individualism: Autonomous, Independent, Individualistic, Unique Neal M. Ashkanasy (enquiries regarding this article can be directed to n.ashkanasy@gsm.uq.edu.au) Graduate School of Management, Brisbane, Australia; Edwin Trevor-Roberts, Graduate School of Management, Brisbane, Australia; and Jeffrey Kennedy, Commerce Department, Lincoln University, Canterbury, New Zealand. International Journal of Organisational Behaviour, 2 (3), ISSN Neal M Ashkanasy, Edwin Trevor-Roberts, Jeffrey Kennedy
2 Leadership Attributes & Cultural Values Ashkanasy, Trevor-Roberts, Kennedy In summary, the GLOBE results in respect of the four second-order dimensions, Charismatic/Value Based and Narcissistic/Non-Participative, were found to be the most broadly applicable etic dimensions of leadership. We thus expected to find that these dimensions would be identifiable in both the Australian and New Zealand data. In addition, however, we also expected to be able to identify emic dimensions of leadership unique to each culture. METHOD A combined etic-emic approach was used in this study to compare the Australian and New Zealand data, collected using questionnaires developed previously in the GLOBE project. Companies were chosen at random from: finance and telecommunications industries in Australia; and finance, telecommunications, and food processing industries in New Zealand. Human resource managers were asked to distribute the questionnaires to middle managers, who completed the forms and returned them to the research team. In Australia, 344 responses were obtained from 15 companies. In New Zealand, 184 responses came from 36 companies. The methods are described in more detail in House et al. (1999). RESULTS The appropriateness of imposing the GLOBE leadership model on Australia and New Zealand data was investigated and a comparison made of leadership between the two nations, based on the data. A series of exploratory and confirmatory factor analyses were undertaken to test these relationships. Exploratory Factor Analysis (EFA) An exploratory factor analysis, using the maximum likelihood estimation procedure and Varimax rotation, was used to identify the constructs underlying the leadership attributes. Results were: Australia: Five factors emerged: Visionary, Mateship, Bureaucratic, Narcissistic, and Individualism. New Zealand: Five factors emerged: Team Leader, Inspirational, Narcissistic, Bureaucratic, and Internal Autonomy. In summary, the authors expected to find the evidence of etic Charismatic/Value Based and Narcissistic/Non-Participative dimensions. This was supported in both data sets. These dimensions were manifested differently in each culture, however. Further, unique emic dimensions of leadership emerged. In Australia they were Mateship, Egalitarianism, and Individualism. In New Zealand they were Egalitarian Team Leader, Bureaucratic, and Internal Autonomy. Confirmatory Factor Analysis (CFA) We conducted the confirmatory factor analysis in four stages: (1) CFA of etic leadership attributes; (2) Australian emic structure; (3) New Zealand emic structure; and (4) mixed etic-emic model. 38
3 International Journal of Organisational Behaviour Volume 2, No Stage 1. In this stage, we aimed to determine whether the GLOBE etic leadership structure applied to both sets of data. The GLOBE etic model, based on the eighteen leader attributes, was then imposed on the Australian and New Zealand data, and simultaneously on both samples using a stacked model (Hayduk 1987). The fit indices for a stacked model combining both countries data provided a poor fit, Chi square (258) = 2134, CFI = 0.540, RMSEA = The lack of fit indicates that a better model exists to explain the data. Nevertheless, the etic model represented the New Zealand data more adequately than the Australian data, but the poor fit for the stacked model suggests that etic model does not provide a generalizable model of the combined data. Stage 2: The aim of this stage was to determine the fit of the emic model of leadership identified in the exploratory factor analysis. A confirmatory factor analysis was conducted on the Australian data using this model but the fit was poor, Chi-square (124) = 1727, CFI =.458, RMSEA =.194. Subsequent analyses indicated that modifications to the model would improve the fit. The resulting model fit statistics were much better, delta Chi-square (49) = , p<.01, and all the parameter estimates were significant. We, therefore, adopted the modified model in the remaining analyses. The adopted Australian emic leadership structure was then imposed using a multi-sample analysis on both the Australian and New Zealand data. The fit indices show an acceptable fit: Chi-square (150) = 442, CFI =.871, RMSEA =.061, indicating that the Australian leadership model was generalizable across both samples. This suggests that the leadership model perceived to be effective in Australia would also be perceived to be effective in New Zealand. Stage 3: In this stage, we aimed to determine the fit of the New Zealand emic leadership model. A confirmatory factor analysis was conducted on the New Zealand data using this model. The model was then modified to obtain an acceptable fit, and the final model stacked on both the New Zealand and Australian data, Chi-square (176) = 1413, CFI =.656, RMSEA =.116. Similar to the Australian solution, the initial model was a relatively poor fit of the New Zealand data. Therefore, modifications were made that resulted in a significantly better model, delta Chi-square (30) = , p<.01. The final New Zealand emic leadership model was then run using a multi-sample analysis on both the New Zealand and Australian data. The fit indices still did not indicate a good fit, suggesting that the New Zealand emic leadership model does not provide a generalizable model of the combined data. This suggests that the leadership style perceived to be effective in New Zealand is not seen to be effective in Australia. Stage 4. In this stage, we examined a mixed etic-emic leadership structure. The second-order leadership factors of Charismatic/Value Based, Narcissistic/Non-Participative were universally endorsed by the GLOBE project as contributing to, or impeding, a leader s effectiveness (House et al. 1997). We anticipated that these two dimensions would emerge in both the Australian and New Zealand data. The exploratory factor analyses of Stage 2 identified two emic dimensions in each country which had similar attribute loadings to the etic dimensions (Visionary and Narcissistic in Australia) and (Inspirational and Narcissistic in New Zealand). They were also supported in the confirmatory factor analyses. 39
4 Leadership Attributes & Cultural Values Ashkanasy, Trevor-Roberts, Kennedy The following statistical procedure was used to further justify the existence of these dimensions. The initial and final emic leadership models for each data set identified in Stages 2 and 3 were respecified to have their emic Visionary/Inspirational and Narcissistic factors replaced by the etic GLOBE Charismatic/Value Based and Narcissistic/Non-Participative dimensions. Any attribute loadings on the emic Visionary/Inspirational and Narcissistic factors, which did not correspond with the equivalent etic dimension, were removed to emphasize the etic dimension. The etic GLOBE Charismatic/Value Based and Narcissistic/Non-Participative factors were imposed on the Australian and New Zealand emic solutions to test whether these dimensions existed at the emic level. Results of the confirmatory factor analyses of these models for Australia are: Chi-square (101) = 390, CFI = 0.823, RMSEA=0.125 and for New Zealand: Chi-square (82) = , CFI = 0.773, RMSEA= Imposing the etic Charismatic/Value Based and Narcissistic/Non-Participative dimensions on the initial emic solutions significantly improved the fit of the model for both the Australian and New Zealand data. In contrast, imposing these etic dimensions on the final emic models of both countries reduced the fit of these models. Considering how highly constrained these models were, these results indicate quite a good fit, suggesting that the etic dimensions do exist in each country. One reason for the poorer fit on the final models is that scales dropped in Stages 2 and 3 (which were not well specified by the data) were added back to the models as part etic dimensions. Imposing the etic GLOBE Charismatic/Value Based and Narcissistic/Non-Participative dimensions on the emic leadership models resulted in a degraded fit, with the fit indices slightly below the cut-off level. The performance of such a highly constrained model however, was surprisingly good, suggesting that the etic Charismatic/Value Based and Narcissistic/Non-Participative factors are congruent with the emic Visionary/Inspirational and Narcissistic dimensions. DISCUSSION AND CONCLUSION The findings show that the perception of effective leadership differs between cultures. They also support the notion of universal leadership dimensions applicable across cultures. Etic Leadership Dimensions The Visionary/Inspirational and Narcissistic emic dimensions emerging from the Australian and New Zealand data were similar to the etic dimensions. These results are consistent with Berry s (1969) combined etic-emic framework whereby emic descriptions are used to modify the etic dimensions. The etic dimensions of Charismatic/Value Based and Narcissistic/Non- Participative seem to be manifested differently depending on the culture (House & Aditya 1997). For example, the emic Visionary/Inspirational dimension (similar to the etic Charismatic/Value Based dimension) had different loadings in each culture. The New Zealand respondents reported a more Inspirational or Motivational dimension, whereas the Australian factor was characterised by high loadings from the Visionary, Decisive, and Performanceorientated scales. This indicates that New Zealanders perceive a Visionary/Inspirational leader to be inspiring and motivating, whereas Australians see a charismatic leader to look to the future and to get things done. 40
5 International Journal of Organisational Behaviour Volume 2, No Charisma did not load highly on the Australian Visionary, or the New Zealand Inspirational factor. This indicates that the display of charisma by a leader is not perceived to contribute to his or her effectiveness in these countries. Also, the etic GLOBE Charismatic/Value Based dimension was renamed Visionary/Inspirational to reflect the emic manifestation of this dimension and can be viewed as a derived etic (House & Aditya 1997). In summary, the Australian and New Zealand data support the existence of the universal Charismatic/Value Based and Narcissistic/Non-Participative leadership dimensions. This was demonstrated in the mixed etic-emic model of Stage 4. Despite being highly constrained, it yielded a good fit, demonstrating the universality of these leadership dimensions. The behaviours constituting these dimensions, however, have been shown to differ between cultures. This suggests universal leadership dimensions are emically interpreted. Emic Leadership Dimensions Two similar dimensions emerged in Australia and New Zealand. The first of these was an Egalitarianism/Bureaucrat leadership dimension, representing a general working ethos. It emphasises support of rules and authority, while being conscious of status and modest about one s achievements. This factor essentially relates to the ability of a leader to be a manager and supports the notion of equality as a bureaucratic style of leadership, and emphasizes the equal distribution of power through the use of rules and regulations. The difference between the Australian Egalitarianism and the New Zealand Bureaucrat dimensions is that the Procedural scale does not load significantly on the New Zealand factor, as it does on the Australian factor. The confirmatory factor analysis of the New Zealand data, however, suggested that a Procedural loading be added. The second leadership dimension that emerged in both countries is Individualism in Australia, and Internal Autonomy in New Zealand. This suggests that uniqueness and individualism contributes to a leader s effectiveness. Confirmatory factor analysis of the Australian data suggested that a loading of the Bureaucratic scale be added to this dimension. This loading suggests that an effective leader should be an individual within the constraints of social and/or business procedures and rules. The respecification of the New Zealand emic model indicated that a loading of Humane-orientation be added to this factor. This suggests the individualism of a New Zealand leader may need to include generosity and compassion. The loadings on this individualism dimension were the same in both cultures, except that the Charisma scale loaded on the Australian Individualism factor and not the New Zealand factor. Ashkanasy and Falkus (expected publication 2001) reported that Australian leaders rarely display Charisma, but can be tough and aggressive if the situation arises. This could explain the loading of Charisma on the Australian Individualism factor and not the Visionary factor, since the display of charisma and individualism may occur together. This supports the notion of the Australian enigma (Ashkanasy & Falkus, expected publication 2001) where equality is important, as is the ability for a person to express their individualism. That is, leaders need to balance a need for achievement with the maintenance of equality. Though not very strong, the loading of Charisma on the Australian Individualism scale highlights a difference between Australian and New Zealand leadership. The results indicate that, in New Zealand, Individualism is perceived to contribute to a leader s effectiveness, but 41
6 Leadership Attributes & Cultural Values Ashkanasy, Trevor-Roberts, Kennedy the display of Charisma does not. On the other hand, Australian respondents perceive a leader who demonstrates Individualism, as well as a moderate amount of Charisma, as effective. A leadership dimension also emerged from the Australian and New Zealand data that was unique to each country. The Australian dimension of Mateship represents a leadership style that focuses on the group. It is being one of the boys which characterises the Australian culture (Ashkanasy & Falkus, expected publication 2001). Interestingly, a significant loading from the Integrity scale suggests that a leader must be trustworthy and honest and that their focus on the group be sincere. A loading of Decisive from the confirmatory factor analysis indicates that a leader needs to be decisive in a group situation. The unique leadership factor that emerged from the New Zealand solution is entitled Egalitarian Team Leader. It is similar to the Australian Mateship dimension, except that the emphasis is more on a working team. This is because of the high loadings on the Procedural and Diplomatic scales. Interestingly, Charisma had its highest loading (.31) on this factor. This suggests that a moderate display of Charisma is acceptable in group situations, as opposed to Australian respondents who indicated that a more individualistic Charisma is considered to contribute to a leader s effectiveness. The focus of this Egalitarian Team Leader factor is more on the pragmatic issues of getting the job done. This is supported, in comparison to the Australian results, by the overall low loading of the Visionary dimension. Our confirmatory factor analysis suggested that the Procedural scale be added to this factor, which appears to testify to the importance of being administratively skilled. The New Zealand Egalitarian Team Leader and the Australian Mateship dimensions highlight a major difference in leadership style between these two nations. Australians seem to have a more social or affiliative approach to leadership as captured by the Mateship dimension. This is contrasted with the New Zealand approach that seems to emphasise a more outcomeorientated team spirit as highlighted in the Egalitarian Team Leader dimension. The emic factors that emerged from the exploratory and confirmatory factor analysis are speculative results only, however. Further research is needed to understand and to confirm the emic factors that emerged. Although the final models in the confirmatory factor analysis yielded relatively good fits, this does not mean that this model is the only model that fits the data (Jereskög, 1993). There potentially may be numerous other models that also demonstrate acceptable fit. Asymmetry of Australian and New Zealand Leadership Imposing the Australian emic model on New Zealand, through a multi-sample analysis, resulted in a significantly better fit than imposing the New Zealand model on Australia. This result suggests that New Zealanders are better able to understand the Australian leadership style than Australians understand New Zealanders. A possible reason for this result is that, in terms of the two countries, the Australian culture is more dominant. It appears that New Zealanders are more familiar with Australian culture and leadership style than Australians are of New Zealand culture and leadership. Implications for Theory and Practice In terms of theory implications, an analytical framework for comparing cultures using a pre-defined set of constructs, which includes the ability to compare different models, has been 42
7 International Journal of Organisational Behaviour Volume 2, No presented. The existence of etic leadership dimensions, as well as etic constructs being emically manifested, is also supported (House & Aditya 1997; Triandis 1972). Related to practice, leaders need to be aware of the effects of certain leadership styles on their effectiveness, taking into account those specific behaviours whose dimensions are manifested in different countries. Our results also suggest that it is easier for a leader from a less dominant regional culture such as New Zealand to adapt to a more dominant regional culture such as Australia. CONCLUSION This research supports the leadership theory proposed by House et al. (1997). The existence of different leadership dimensions at the emic level suggests that leadership is interpreted differently in different cultures (House et al. 1997; Lord & Maher 1993). The results of this study also underline the importance of considering both etic and emic dimensions of leadership. Further research needs to be done to define the unique emic dimensions of leadership that emerged from the Australian and New Zealand data, and to understand further how the etic Charismatic/Value Based and Narcissistic/Non-Participative dimensions are manifested. This study has underlined the difficulty in doing cross-cultural research, in that both etic and emic constructs need to be considered. Though the statistical procedure used provides a framework to address the etic-emic issue, there is scope for further research into the use of advanced statistical procedures to overcome this problem. Finally, we reiterate that we have uncovered evidence of the existence of etic and emic leadership dimensions. It shows that culture impacts on the perceived effectiveness of a leader. Australia and New Zealand have similar Anglo-centric cultures, but the perception of what constitutes an effective leader differs in each country. REFERENCES Ashkanasy, N.A. & Falkus, S. (expected publication in 2001), The Australian Enigma, chapter to be included in the first GLOBE Anthology. Berry, J.W. 1969, On Cross-cultural Compatibility, International Journal of Psychology, 4, Hayduk, L. A. 1987, Structural Equation Modelling with LISREL: Essentials and Advances, Johns Hopkins University Press, Baltimore. House, R.J., Hanges, P.J., Ruiz-Quintanilla, S.A., Dorfman, P.W., Javidan, M., Dickson, M., Gupta, V. & 170 Country Co-investigators 1999, Cultural Influences on Leadership and Organizations: Project GLOBE, in W. Mobley, J. Gessner, & V. Arnold (eds.), Advances in Global Leadership, vol. 1, , JAI Press, Stamford, CN. House, R.J. & Aditya, R.N. 1997, The Social Scientific Study of Leadership: Quo Vadis?, Journal of Management, 23(3),
8 Leadership Attributes & Cultural Values Ashkanasy, Trevor-Roberts, Kennedy Jereskög, K.G. 1993, Testing Structural Equation Models, in K.A Bollen & J.S. Long (eds), Testing Structural Equation Models, Sage Publications, California. Lord, R. & Maher, K. 1993, Leadership and Information Processing: Linking Perceptions and Performance, Routledge, USA. Triandis, H.C. 1972, The Analysis of Subjective Culture, McGraw Hill, New York. 44
In this chapter, we discuss the statistical methods used to test the viability
5 Strategy for Measuring Constructs and Testing Relationships In this chapter, we discuss the statistical methods used to test the viability of our conceptual models as well as the methods used to test
More informationThe Development of Scales to Measure QISA s Three Guiding Principles of Student Aspirations Using the My Voice TM Survey
The Development of Scales to Measure QISA s Three Guiding Principles of Student Aspirations Using the My Voice TM Survey Matthew J. Bundick, Ph.D. Director of Research February 2011 The Development of
More informationDeakin Research Online Deakin University s institutional research repository DDeakin Research Online Research Online This is the published version:
Deakin Research Online Deakin University s institutional research repository DDeakin Research Online Research Online This is the published version: Taghian, Mehdi and D'Souza, Clare 2007, A cross-cultural
More informationAn International Study of the Reliability and Validity of Leadership/Impact (L/I)
An International Study of the Reliability and Validity of Leadership/Impact (L/I) Janet L. Szumal, Ph.D. Human Synergistics/Center for Applied Research, Inc. Contents Introduction...3 Overview of L/I...5
More informationTLQ Reliability, Validity and Norms
MSP Research Note TLQ Reliability, Validity and Norms Introduction This research note describes the reliability and validity of the TLQ. Evidence for the reliability and validity of is presented against
More informationSense-making Approach in Determining Health Situation, Information Seeking and Usage
DOI: 10.7763/IPEDR. 2013. V62. 16 Sense-making Approach in Determining Health Situation, Information Seeking and Usage Ismail Sualman 1 and Rosni Jaafar 1 Faculty of Communication and Media Studies, Universiti
More informationMALE AND FEMALE LEADERSHIP SIMILARITIES AND DIFFERENCES
Mirela CIOLAC Faculty of Educational Sciences, Psychology and Social Sciences Aurel Vlaicu University of Arad MALE AND FEMALE LEADERSHIP SIMILARITIES AND DIFFERENCES Empirical study Keywords Manager Subordinate
More informationA study of association between demographic factor income and emotional intelligence
EUROPEAN ACADEMIC RESEARCH Vol. V, Issue 1/ April 2017 ISSN 2286-4822 www.euacademic.org Impact Factor: 3.4546 (UIF) DRJI Value: 5.9 (B+) A study of association between demographic factor income and emotional
More informationAssessing e-banking Adopters: an Invariance Approach
Assessing e-banking Adopters: an Invariance Approach Vincent S. Lai 1), Honglei Li 2) 1) The Chinese University of Hong Kong (vslai@cuhk.edu.hk) 2) The Chinese University of Hong Kong (honglei@baf.msmail.cuhk.edu.hk)
More informationASSESSING THE UNIDIMENSIONALITY, RELIABILITY, VALIDITY AND FITNESS OF INFLUENTIAL FACTORS OF 8 TH GRADES STUDENT S MATHEMATICS ACHIEVEMENT IN MALAYSIA
1 International Journal of Advance Research, IJOAR.org Volume 1, Issue 2, MAY 2013, Online: ASSESSING THE UNIDIMENSIONALITY, RELIABILITY, VALIDITY AND FITNESS OF INFLUENTIAL FACTORS OF 8 TH GRADES STUDENT
More informationCulture and Survey Behavior
Culture and Survey Behavior Timothy Johnson Survey Research Laboratory University of Illinois at Chicago 1 What is Culture? the shared elements that provide the standards for perceiving, believing, evaluating,
More informationLeading Australians in Safety: How much do we really understand?
Leading Australians in Safety: How much do we really understand? Today s journey Safety Culture: Setting the context Understanding the brain and safety leadership Australian thinking patterns and safety
More informationWork Personality Index Factorial Similarity Across 4 Countries
Work Personality Index Factorial Similarity Across 4 Countries Donald Macnab Psychometrics Canada Copyright Psychometrics Canada 2011. All rights reserved. The Work Personality Index is a trademark of
More informationModule Who am I? Who are you? Lesson 4 Tutorial
Slide - Defining Worldview How we interpret the world individual experiences cultural experiences Beliefs Values Attitudes Slide Table of Contents Emic and Etic perspectives Individualism and Collectivism
More informationPLANNING THE RESEARCH PROJECT
Van Der Velde / Guide to Business Research Methods First Proof 6.11.2003 4:53pm page 1 Part I PLANNING THE RESEARCH PROJECT Van Der Velde / Guide to Business Research Methods First Proof 6.11.2003 4:53pm
More informationDevelopment and Psychometric Properties of the Relational Mobility Scale for the Indonesian Population
Development and Psychometric Properties of the Relational Mobility Scale for the Indonesian Population Sukaesi Marianti Abstract This study aims to develop the Relational Mobility Scale for the Indonesian
More informationInternational Journal of Sport Management, Recreation & Tourism
Confirmation of the Dimensional Adjustment Model of Organizational Structure in Municipal Sports Organizations Sofia Nikolaidou, Vasilis Gialamas, Georgia Yfantidou, George Costa & George Mavrommatis Department
More informationA Modification to the Behavioural Regulation in Exercise Questionnaire to Include an Assessment of Amotivation
JOURNAL OF SPORT & EXERCISE PSYCHOLOGY, 2004, 26, 191-196 2004 Human Kinetics Publishers, Inc. A Modification to the Behavioural Regulation in Exercise Questionnaire to Include an Assessment of Amotivation
More informationStructural Validation of the 3 X 2 Achievement Goal Model
50 Educational Measurement and Evaluation Review (2012), Vol. 3, 50-59 2012 Philippine Educational Measurement and Evaluation Association Structural Validation of the 3 X 2 Achievement Goal Model Adonis
More informationValidity and reliability of physical education teachers' beliefs and intentions toward teaching students with disabilities (TBITSD) questionnaire
Advances in Environmental Biology, 7(11) Oct 201, Pages: 469-47 AENSI Journals Advances in Environmental Biology Journal home page: http://www.aensiweb.com/aeb.html Validity and reliability of physical
More informationThe Influence of Psychological Empowerment on Innovative Work Behavior among Academia in Malaysian Research Universities
DOI: 10.7763/IPEDR. 2014. V 78. 21 The Influence of Psychological Empowerment on Innovative Work Behavior among Academia in Malaysian Research Universities Azra Ayue Abdul Rahman 1, Siti Aisyah Panatik
More informationDoing Quantitative Research 26E02900, 6 ECTS Lecture 6: Structural Equations Modeling. Olli-Pekka Kauppila Daria Kautto
Doing Quantitative Research 26E02900, 6 ECTS Lecture 6: Structural Equations Modeling Olli-Pekka Kauppila Daria Kautto Session VI, September 20 2017 Learning objectives 1. Get familiar with the basic idea
More informationA critical look at the use of SEM in international business research
sdss A critical look at the use of SEM in international business research Nicole F. Richter University of Southern Denmark Rudolf R. Sinkovics The University of Manchester Christian M. Ringle Hamburg University
More informationAlternative Methods for Assessing the Fit of Structural Equation Models in Developmental Research
Alternative Methods for Assessing the Fit of Structural Equation Models in Developmental Research Michael T. Willoughby, B.S. & Patrick J. Curran, Ph.D. Duke University Abstract Structural Equation Modeling
More informationHierarchical Linear Models: Applications to cross-cultural comparisons of school culture
Hierarchical Linear Models: Applications to cross-cultural comparisons of school culture Magdalena M.C. Mok, Macquarie University & Teresa W.C. Ling, City Polytechnic of Hong Kong Paper presented at the
More information2/27/2011 MODULE - WHO AM I? WHO ARE YOU? HOW TO NAVIGATE TUTORIAL DEFINING WORLDVIEW. How we interpret the world
MODULE - WHO AM I? WHO ARE YOU? Lesson 4 - Oh baby, baby it s a wide world! HOW TO NAVIGATE TUTORIAL 1. Click on hyperlinks within each slide first. 2. Click on to move to the next slide. 3. Click on to
More informationABSTRACT. Research on implicit leadership theories (ILTs) has shifted the focus of the leadership
ABSTRACT HO, CHIA-LIN. Implicit Leadership Theories: Explicit and Implicit Measures and Their Respective Relationship to Leadership Perceptions and Followers Characteristics. (Under the direction of Joan
More informationNormative Outcomes Scale: Measuring Internal Self Moderation
Normative Outcomes Scale: Measuring Internal Self Moderation Dr Stephen Dann Advertising Marketing and Public Relations, Queensland University Technology, Brisbane, Australia Email: sm.dann@qut.edu.au
More informationModeling the Influential Factors of 8 th Grades Student s Mathematics Achievement in Malaysia by Using Structural Equation Modeling (SEM)
International Journal of Advances in Applied Sciences (IJAAS) Vol. 3, No. 4, December 2014, pp. 172~177 ISSN: 2252-8814 172 Modeling the Influential Factors of 8 th Grades Student s Mathematics Achievement
More informationN E LSON CONSULTING, LLC
N C N E LSON CONSULTING, LLC Measure Performance and Maximize Productivity Validation Report of Survey Instrument (Emotional Intelligence Profile) January 21, 2010 Prepared by: Nelson Consulting, LLC Abstract:
More informationAssessing Measurement Invariance in the Attitude to Marriage Scale across East Asian Societies. Xiaowen Zhu. Xi an Jiaotong University.
Running head: ASSESS MEASUREMENT INVARIANCE Assessing Measurement Invariance in the Attitude to Marriage Scale across East Asian Societies Xiaowen Zhu Xi an Jiaotong University Yanjie Bian Xi an Jiaotong
More informationAN EXPLORATORY STUDY OF LEADER-MEMBER EXCHANGE IN CHINA, AND THE ROLE OF GUANXI IN THE LMX PROCESS
UNIVERSITY OF SOUTHERN QUEENSLAND AN EXPLORATORY STUDY OF LEADER-MEMBER EXCHANGE IN CHINA, AND THE ROLE OF GUANXI IN THE LMX PROCESS A Dissertation submitted by Gwenda Latham, MBA For the award of Doctor
More informationNational Culture Dimensions and Consumer Digital Piracy: A European Perspective
National Culture Dimensions and Consumer Digital Piracy: A European Perspective Abstract Irena Vida, irena.vida@ef.uni-lj.si Monika Kukar-Kinney, mkukarki@richmond.edu Mateja Kos Koklič, mateja.kos@ef.uni-lj.si
More informationDEPARTMENT OF EDUCATION WESTERN AUSTRALIA JOB DESCRIPTION FORM THIS POSITION REPORTING RELATIONSHIPS
School Education Act 1999 Group: Region: DEPARTMENT OF EDUCATION WESTERN AUSTRALIA JOB DESCRIPTION FORM Schools Salaries/Agreement/Award Teachers (Public Sector Primary and Secondary) Award 1993; The School
More informationTopic 2 Traits, Motives, and Characteristics of Leaders
Topic 2 Traits, Motives, and Characteristics of Leaders Introduction Are some individuals endowed with special qualities that allow them to lead? Why is one person more successful than another? Can we
More informationThe influence of the antecedent variable on the teachers' performance through achievement motivation in senior high school
OPEN ACCESS INTERNATIONAL JOURNAL OF ENVIRONMENTAL & SCIENCE EDUCATION 2016, VOL. 11, NO. 12, 5613-5618 The influence of the antecedent variable on the teachers' performance through achievement motivation
More informationC H A P T E R. Leadership. Chapter 9: Leadership
C H A P T E R 9 Leadership Chapter 9: Leadership A boss creates fear, a leader confidence. A boss fixes blame, a leader corrects mistakes. A boss knows all, a leader asks questions. A boss makes work
More informationPackianathan Chelladurai Troy University, Troy, Alabama, USA.
DIMENSIONS OF ORGANIZATIONAL CAPACITY OF SPORT GOVERNING BODIES OF GHANA: DEVELOPMENT OF A SCALE Christopher Essilfie I.B.S Consulting Alliance, Accra, Ghana E-mail: chrisessilfie@yahoo.com Packianathan
More informationInternational Conference on Humanities and Social Science (HSS 2016)
International Conference on Humanities and Social Science (HSS 2016) The Chinese Version of WOrk-reLated Flow Inventory (WOLF): An Examination of Reliability and Validity Yi-yu CHEN1, a, Xiao-tong YU2,
More informationRecognizing Creative Leadership: Can Creative Idea Expression Negatively Relate to Perceptions of Leadership Potential?
Cornell University ILR School DigitalCommons@ILR Articles and Chapters ILR Collection 2010 Recognizing Creative Leadership: Can Creative Idea Expression Negatively Relate to Perceptions of Leadership Potential?
More informationThe Youth Experience Survey 2.0: Instrument Revisions and Validity Testing* David M. Hansen 1 University of Illinois, Urbana-Champaign
The Youth Experience Survey 2.0: Instrument Revisions and Validity Testing* David M. Hansen 1 University of Illinois, Urbana-Champaign Reed Larson 2 University of Illinois, Urbana-Champaign February 28,
More informationValidity and Reliability of Sport Satisfaction
International Research Journal of Applied and Basic Sciences 2014 Available online at www.irjabs.com ISSN 2251-838X / Vol, 8 (10): 1782-1786 Science Explorer Publications Validity and Reliability of Sport
More informationRainhart Lang: Bad leadership behavior, its context and consequences for followers organizational commitment behavior in transformational settings
Rainhart Lang: Bad leadership behavior, its context and consequences for followers organizational commitment behavior in transformational settings Presented at the IX. Chemnitz Eastforum 10-12 September
More informationWORK VALUE AS MOTIVATIO AMO G SOFTWARE PROFESSIO ALS
WORK VALUE AS MOTIVATIO AMO G SOFTWARE PROFESSIO ALS 1 WORK VALUE AS MOTIVATIO AMO G SOFTWARE PROFESSIO ALS D. V. Nithyanandan Assistant Professor Department of Psychology Periyar University Salem-636
More informationPerceived Fairness of Pay: The Importance of Task versus Maintenance Inputs in Japan, South Korea, and Hong Kong
University of Nebraska - Lincoln DigitalCommons@University of Nebraska - Lincoln Leadership Institute Faculty Publications Leadership Institute 2010 Perceived Fairness of Pay: The Importance of Task versus
More informationAn Assessment of the Mathematics Information Processing Scale: A Potential Instrument for Extending Technology Education Research
Association for Information Systems AIS Electronic Library (AISeL) SAIS 2009 Proceedings Southern (SAIS) 3-1-2009 An Assessment of the Mathematics Information Processing Scale: A Potential Instrument for
More informationLEADERSHIP AND LEADERSHIP STYLES
LEADERSHIP AND LEADERSHIP STYLES The success of a business concern depends upon the ability of its leadership. For example Microsoft, Reliance, Mittal Steels would not have attained their present success
More informationDEVELOPING RESILIENCE IN MILITARY STUDENT GROUPS
DEVELOPING RESILIENCE IN MILITARY STUDENT GROUPS C.M. Macovei, C. Manda Crengu a Mihaela Macovei Land Forces Academy Nicolae Balcescu Sibiu, Romania mihaela.macovei1@gmail.com Cristina Manda School of
More informationAssessing the Validity and Reliability of a Measurement Model in Structural Equation Modeling (SEM)
British Journal of Mathematics & Computer Science 15(3): 1-8, 2016, Article no.bjmcs.25183 ISSN: 2231-0851 SCIENCEDOMAIN international www.sciencedomain.org Assessing the Validity and Reliability of a
More informationOak Meadow Autonomy Survey
Oak Meadow Autonomy Survey Patricia M. Meehan, Ph.D. August 7, 214 1 Contents Contents 3 List of Figures 3 List of Tables 3 1 Introduction 4 2 Data 4 3 Determining the Number of Factors 5 4 Proposed Model
More informationInternational Journal of Innovative Research in Management Studies (IJIRMS) ISSN (Online): Volume 1 Issue 4 May 2016
EMOTIONAL INTELLIGENCE SKILLS FOR HR LEADERSHIP Dr.R.Alamelu* Dr.L.Cresenta Motha** S.Mahalakshmi*** *Faculty Member, School of Management, SASTRA University, Thanjavur, South India **Faculty Member, School
More informationA Study on Leadership Styles of Coaches of the Turkish Professional Handball First League
Australian Journal of Basic and Applied Sciences, 7(2): 612-617, 2013 ISSN 1991-8178 A Study on Leadership Styles of Coaches of the Turkish Professional Handball First League Eyyüp NACAR Physical Education
More informationInternational Journal of Scientific & Engineering Research, Volume 4, Issue 12, December ISSN
International Journal of Scientific & Engineering Research, Volume 4, Issue 12, December-2013 86 Spiritual Maturity and Leadership: A study on leaders of different age bars. -Mr. Amit Kumar 1 Asst. Prof.
More informationOriginal Article. Relationship between sport participation behavior and the two types of sport commitment of Japanese student athletes
Journal of Physical Education and Sport (JPES), 17(4), Art 267, pp. 2412-2416, 2017 online ISSN: 2247-806X; p-issn: 2247 8051; ISSN - L = 2247-8051 JPES Original Article Relationship between sport participation
More informationCollege Student Self-Assessment Survey (CSSAS)
13 College Student Self-Assessment Survey (CSSAS) Development of College Student Self Assessment Survey (CSSAS) The collection and analysis of student achievement indicator data are of primary importance
More informationThe Eye of the Beholders: What Followers Want from their Leader. The first requirement of a leader is to have followers (Hamedoglu, Kantor and Gulay
Roof 1 October 20, 2013 The Eye of the Beholders: What Followers Want from their Leader The first requirement of a leader is to have followers (Hamedoglu, Kantor and Gulay 322), and consequently, people
More informationFactor Structure of Boredom in Iranian Adolescents
Factor Structure of Boredom in Iranian Adolescents Ali Farhadi Assistant Prof., Dept. of Social Medicine, Lorestan University of Medical Sciences Kamalvand, Khorramabad, Iran farhadi@lums.ac.ir Tel: +98
More informationPublished by: PIONEER RESEARCH & DEVELOPMENT GROUP ( 108
Stress Coping Strategies By It Professionals In South India V. Sreecharan 1, S. Gautami 2, V. Satish Kumar 3 1,2,3 Department of Management Studies, RIIMS, Tirupati, Chittoor(Dist.), Andhra Pradesh ABSTRACT
More informationTeacher stress: A comparison between casual and permanent primary school teachers with a special focus on coping
Teacher stress: A comparison between casual and permanent primary school teachers with a special focus on coping Amanda Palmer, Ken Sinclair and Michael Bailey University of Sydney Paper prepared for presentation
More informationIndividual Development Report: Tom Brown
Individual Development Report: Tom Brown ALIGNMENT WITH ASSESSORS Values Matches: 6 5+: Many of your values are coming across effectively. You walk your talk and demonstrate authenticity in these areas.
More informationExamination of the factor structure of critical thinking disposition scale according to different variables
American Journal of Theoretical and Applied Statistics 2015; 4(1-1): 1-8 Published online August 30, 2015 (http://www.sciencepublishinggroup.com/j/ajtas) doi: 10.11648/j.ajtas.s.2015040101.11 ISSN: 2326-8999
More informationFactor Analysis. MERMAID Series 12/11. Galen E. Switzer, PhD Rachel Hess, MD, MS
Factor Analysis MERMAID Series 2/ Galen E Switzer, PhD Rachel Hess, MD, MS Ways to Examine Groups of Things Groups of People Groups of Indicators Cluster Analysis Exploratory Factor Analysis Latent Class
More informationUnderstanding of Sexual Harassment at the Workplace
Understanding of Sexual Harassment at the Workplace Anis Farahwahida Mohd Karim a,b,*, Noraida Endut a a Centre for Research on Women and Gender (KANITA) Universiti Sains Malaysia (USM), Penang b School
More informationUnderstanding the coach-athlete relationship from a cross-cultural perspective
This thesis is comprised of four studies. The first study aimed to examine the measurement invariance of the Coach-Athlete Relationship Questionnaire (11-item, athlete version CART-Q) employing a total
More informationPersonal Style Inventory Item Revision: Confirmatory Factor Analysis
Personal Style Inventory Item Revision: Confirmatory Factor Analysis This research was a team effort of Enzo Valenzi and myself. I m deeply grateful to Enzo for his years of statistical contributions to
More informationOrganizational readiness for implementing change: a psychometric assessment of a new measure
Shea et al. Implementation Science 2014, 9:7 Implementation Science RESEARCH Organizational readiness for implementing change: a psychometric assessment of a new measure Christopher M Shea 1,2*, Sara R
More informationOrganisational Behaviour- BBA-KU 2016
1.Introduction Of Organisational Behaviour Role of Organisational Behaviour:- A. Understanding human behavior: Human can be studied from the point of view of the following four levels: i. Individual behavior
More informationFactorial Validity and Consistency of the MBI-GS Across Occupational Groups in Norway
Brief Report Factorial Validity and Consistency of the MBI-GS Across Occupational Groups in Norway Astrid M. Richardsen Norwegian School of Management Monica Martinussen University of Tromsø The present
More informationDesign of Qualitative Research
Design of Qualitative Research Research questions appropriate for qualitative analysis. Qualitative Research: Grounded Theory Approach Construct-related questions Nature of new constructs Typologies Mechanisms
More informationC O N T E N T S ... v vi. Job Tasks 38 Job Satisfaction 39. Group Development 6. Leisure Activities 41. Values 44. Instructions 9.
C O N T E N T S LIST OF TABLES LIST OF FIGURES v vi INTRODUCTION TO THE FIRO-B INSTRUMENT 1 Overview of Uses 1 THEORY OF INTERPERSONAL NEEDS 3 The Interpersonal Needs 3 Expressed and Wanted Needs 4 The
More information10/22/2007 EDPY 442: INTRODUCTION TO COUNSELLING POINTS TO CONSIDER AND REFLECT ON... WHAT IS CULTURE?
EDPY 442: INTRODUCTION TO COUNSELLING Counselling in a Multicultural & Diverse Society October 23, 2007 POINTS TO CONSIDER AND REFLECT ON... How do you understand, define, and use the following words in
More informationMaterialism and Cultural Orientation: The Role of Vertical/Horizontal Indi vidualism within and across Cultures
Materialism and Cultural Orientation: The Role of Vertical/Horizontal Indi vidualism within and across Cultures Ellen Garbarino, University of Sydney, ellen.garbarino@sydney.edu.au Julie A. Lee, University
More informationOrganizational Behavior (Moorhead & Griffin, 2004)
Organizational Behavior (Moorhead & Griffin, 2004) COMMUNICATION: 1. Achieve Coordinated Action 2. Share information: Organizational Goals, Task directives, Results of Efforts, Decision Making 3. Express
More informationTEACHING PLAN. Academic Year Subject: Abnormal Psychology Paper no: PSY 113
Class: B.A. Third Year Subject: Abnormal Psychology Paper no: PSY 113 Periods per week: 04 s: (Total): 1 1.Abnormal Behavior in our times: i. What is abnormal Psychology?, What do we mean by Abnormal behavior?
More informationBackground. Workshop. Using the WHOQOL in NZ
Using the WHOQOL in NZ Australasian Mental Health Outcomes Conference Workshop Using WHOQOL in New Zealand Prof Rex Billington, Dr Daniel Shepherd, & Dr Chris Krägeloh Rex Billington Chris Krageloh What
More information(SEM.I) ODD SEMESTER THEORY EXAMINATION
Following Paper ID and Roll No. to be filled in your Answer Book) Roll No. M.B.A. (SEM.I) ODD SEMESTER THEORY EXAMINATION 2010-11 ORGANISATIONAL BEHAVIOUR ~ Note :- The Question Paper contains three parts.
More informationDİFFERENT LEADERSHİP STYLE CHOİCES, DİFFERENT GENERATİONS
DİFFERENT LEADERSHİP STYLE CHOİCES, DİFFERENT GENERATİONS MERVE BAKO Yıldız Technical University mcizgen@yildiz.edu.tr ABSTRACT In the past, a generation covered a larger span of time, having more members.
More informationENTRY-LEVEL COMPETENCIES: PAEDIATRIC DENTISTRY
DBA1605 06 ENTRY-LEVEL COMPETENCIES: PAEDIATRIC DENTISTRY This document describes the entry-level competency standard for paediatric dentistry expected of applicants for registration with the Dental Board
More informationMapping A Pathway For Embedding A Strengths-Based Approach In Public Health. By Resiliency Initiatives and Ontario Public Health
+ Mapping A Pathway For Embedding A Strengths-Based Approach In Public Health By Resiliency Initiatives and Ontario Public Health + Presentation Outline Introduction The Need for a Paradigm Shift Literature
More informationPleasure and enjoyment in digital games
Pleasure and enjoyment in digital games Jari Takatalo 1, Jukka Häkkinen 2, Jari Lipsanen 1, Miikka Lehtonen 1, Jyrki Kaistinen 1 and Göte Nyman 1 1 Department of Psychology, University of Helsinki, Finland
More informationRunning Head: TESTING BIAS IN CROSS-CULTURAL RESEARCH
Cross-Cultural Bias 1 Running Head: TESTING BIAS IN CROSS-CULTURAL RESEARCH Testing Bias in Cross-Cultural Research Moira E. Hanna Clemson University Cross-Cultural Bias 2 Testing Bias in Cross-Cultural
More informationWell-Being of Secondary School Teachers In Relation To Their Organisational Climate
International Multidisciplinary International e-journal Multidisciplinary e Journal/ Dr. Gagandeep ISSN Kaur 2277-4262 Well-Being of Secondary School Teachers In Relation To Their Organisational Climate
More informationMAG08762 Cross-cultural Motivation 1. Examining the Validity of Motivational Profiles across Indigenous and Non-Indigenous Students
MAG08762 Cross-cultural Motivation 1 Examining the Validity of Motivational Profiles across Indigenous and Non-Indigenous Students Natasha R. Magson, Rhonda G. Craven, Genevieve F. Nelson, and Alexander
More informationMarisa Puckett and Geraldine E. Hynes, Ph.D. Sam Houston State University Huntsville, Texas
Feminine Leadership in Commercial Aviation: Success Stories of Women Pilots and Captains Marisa Puckett and Geraldine E. Hynes, Ph.D. Sam Houston State University Huntsville, Texas Abstract This research
More informationInterconnectedness - The key to personal and collective well-being
Interconnectedness - The key to personal and collective well-being Day: Wednesday 11th July 2018 Time: 9:00 10:15 am Track: Philosophical and Dharma Underpinnings In Buddhism, interconnectedness, or the
More informationTHE INTEGRITY PROFILING SYSTEM
THE INTEGRITY PROFILING SYSTEM The Integrity Profiling System which Soft Skills has produced is the result of a world first research into leadership and integrity in Australia. Where we established what
More informationDurham Research Online
Durham Research Online Deposited in DRO: 29 June 2017 Version of attached le: Published Version Peer-review status of attached le: Peer-reviewed Citation for published item: Alabdulhadi, A. and Schyns,
More informationRelationship between Transformational Leadership and Work-Related Flow in an Industrial Organization
IPA International Journal of Psychology Vol. 6, No. 2, Summer & Fall 2012 PP. 82-98 Iranian Psychological Association Relationship between Transformational Leadership and Work-Related Flow in an Industrial
More informationPACDEFF 2017 Melbourne - Australia
PACDEFF 2017 Melbourne - Australia Risk Perception and Cultural Intelligence in Human Factors: The Interaction of Emotional Intelligence and Organisational Culture in High Risk Industries Across Borders
More informationContext matters: measuring implementation climate among individuals and groups
Jacobs et al. Implementation Science 2014, 9:46 Implementation Science RESEARCH Open Access Context matters: measuring implementation climate among individuals and groups Sara R Jacobs 1*, Bryan J Weiner
More informationPersonality Traits Effects on Job Satisfaction: The Role of Goal Commitment
Marshall University Marshall Digital Scholar Management Faculty Research Management, Marketing and MIS Fall 11-14-2009 Personality Traits Effects on Job Satisfaction: The Role of Goal Commitment Wai Kwan
More informationNational Program on Technology Enhanced Learning Indian Institute of Technology Kharagpur International Business Communication Session 1: Introduction
Session 1: Introduction 1. Why do we communicate? 2. How does communication happen? 3. Explain Berlo s model. 4. What are the different levels of communication? 5. What are the different contexts in which
More informationA Hierarchical Comparison on Influence Paths from Cognitive & Emotional Trust to Proactive Behavior Between China and Japan
A Hierarchical Comparison on Influence Paths from Cognitive & Emotional Trust to Proactive Behavior Between China and Japan Pei Liu School of Management and Economics, North China Zhen Li Data Science
More informationTitle page. Ethical stance among senior business and marketing students at Macquarie University
Title page Ethical stance among senior business and marketing students at Macquarie University Authors: Julian de Meyrick, Business Department, Division of Economic and Financial Studies, Macquarie University,
More informationBSBLDR511 Develop and use emotional intelligence. Learning Guide
BSBLDR511 Develop and use emotional intelligence Written by Sandy Welton www.trainingresourcesrto.com.au BSBLDR511 Develop Use Emotional Intelligence_LG_V1.0 Page 1 This unit covers the development and
More informationThe Relationship between Organizational Culture and Social Responsibility Variables in the Education Departments in the West of Mazandaran
International Research Journal of Applied and Basic Sciences 2013 Available online at www.irjabs.com ISSN 2251-838X / Vol, 4 (4): 959-964 Science Explorer Publications The Relationship between Organizational
More informationAssessing Cultural Competency from the Patient s Perspective: The CAHPS Cultural Competency (CC) Item Set
Assessing Cultural Competency from the Patient s Perspective: The CAHPS Cultural Competency (CC) Item Set Robert Weech-Maldonado Department of Health Services Administration University of Alabama at Birmingham
More informationCOURSE DESCRIPTIONS 科目簡介
COURSE DESCRIPTIONS 科目簡介 COURSES FOR 4-YEAR UNDERGRADUATE PROGRAMMES PSY2101 Introduction to Psychology (3 credits) The purpose of this course is to introduce fundamental concepts and theories in psychology
More informationThe Impact of Education, Gender, Age and Leadership Experience On Preferences In Leadership
Journal of Business & Leadership: Research, Practice, and Teaching (2005-2012) Volume 7 Number 1 Journal of Business & Leadership Article 10 1-1-2011 The Impact of Education, Gender, Age and Leadership
More information