The relationship between the reasons for participation in continuing professional education and the leader effectiveness of first-line supervisors. Metadata
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- Main Title The relationship between the reasons for participation in continuing professional education and the leader effectiveness of first-line supervisors.
Author: McCamey, Randy B.Creator Type: Personal
Chair: Allen, Jeff M.Contributor Type: PersonalContributor Info: Major Professor
Committee Member: Johnson, LynnContributor Type: PersonalContributor Info: Minor Professor
Committee Member: Ditzenberger, RogerContributor Type: Personal
Committee Member: Roberts, KyleContributor Type: Personal
Name: University of North TexasPlace of Publication: Denton, Texas
- Creation: 2003-12
- Digitized: 2003-11-27
- Content Description: This research examined the reasons for participation in continuing professional education (CPE) and the predictive relationship of those motivational reasons to the perceived leadership effectiveness of first-line supervisors. For this study, 105 first-line supervisors were surveyed from four electric utility companies. Input was also collected from each supervisor's subordinate employees. Using the five motivational reasons for participation, collected via the Participation Reasons Scale and the effectiveness score collected using the Leader Behavior Analysis II®, regression techniques were used to asses the data. The five participation reasons of the PRS were regressed individually against the effectiveness scores to determine the extent to which leader effectiveness could be predicted by the participation reasons. In each case, the null hypothesis failed to be rejected. Regression of the five PRS reasons collectively on leader effectiveness also failed to reject the null, producing a p value of .800 and an R2 value of .023. An "all possible subsets" regression was conducted to determine whether a smaller subset of the five predictor variables might improve the predictive value of the participation reasons. No subset improved the predictive value. This study concludes that motivation to participate in CPE does not predict leader effectiveness. Thus, training organizations do not need to attempt to determine leader effectiveness based on underlying reasons individuals are motivated to participate, but rather should focus on the more traditional aspects of determining effectiveness most often associated with rigorous training evaluation processes. This study focused on the job role of first-line supervisor. Future research could be performed using: (a) populations of individuals from other traditional job roles including front-line employees (both unionized and non-unionized), mid-level managers, and executives; (b) leaders with and without prior training in situational leadership; and (c) effectiveness measure over time (i.e., a time-series method).
- Library of Congress Subject Headings: Supervisors -- Education (Continuing education)
- Library of Congress Subject Headings: Leadership.
- Library of Congress Subject Headings: Electric industry workers.
- Keyword: Continuing education
- Keyword: leadership effectiveness
- Keyword: supervision
Name: UNT Theses and DissertationsCode: UNTETD
Name: UNT LibrariesCode: UNT
- Rights Access: unt_strict
- Rights License: copyright
- Rights Holder: McCamey, Randy B.
- Rights Statement: Copyright is held by the author, unless otherwise noted. All rights reserved.
- Thesis or Dissertation
- OCLC: 54356988
- Archival Resource Key: ark:/67531/metadc5535
- Degree Name: Doctor of Philosophy
- Degree Level: Doctoral
- Degree Discipline: Applied Technology, Training and Development
- Academic Department: Department of Technology and Cognition
- Degree Grantor: University of North Texas