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An Examination of the Similarities and Differences Between Transformational and Authentic Leadership and Their Relationship to Followers' Outcomes

Description: To date there is no comprehensive understanding of what leadership is, nor is there an agreement among different theorists on what a good or effective leader should be. The purpose of this dissertation is to examine the theoretical and empirical similarities and differences of two styles of leadership – transformational and authentic leadership. Follower outcomes, as well as, the effects of trust and psychological capital within these paradigms are of particular interest. Although theoretical differences are proposed for the leadership style, the extent of overlap suggests the need to more closely examine each theory. Pilot studies were created to validate original scenarios created for the study as well as to examine the validity and reliability of new measurement instruments. The dissertation is designed to determine whether the relationships between authentic leadership and a variety of follower outcomes including performance, affective commitment, satisfaction, trust, and organizational citizenship behavior are similar to those between transformational leadership and these outcomes. In addition, variables more unique to authentic leadership research including psychological capital and follower well-being were examined within both paradigms to determine whether their relationships are similar to each type of leadership style. An experimental study using Qualtrics was used to collect the data with the expectation that there would be significant differences in the two styles of leadership such that each explains unique variance in follower behavior. The results of this dissertation support the lack of perceptual difference between the two theories of leadership. The results of this experiment do not come completely unexpected because of the ethical overlap between the two styles of leadership. Although subjects in the experiment could differentiate authentic leadership from transformational leadership based on the manipulations, authentic leadership effects were not significantly different when compared to transformational leadership effects. As a result, analyses in my research do ...
Date: August 2013
Creator: McKee, Victoria
Partner: UNT Libraries

Authentic Transformational Leadership and Implicit Leadership Theories.

Description: Transformational leadership describes a leader who motivates followers to performance beyond expectations, but it has often been attacked for its potential to be abused. A newer form of leadership has been proposed, that of authentic leadership. Authentic leadership is an over-arching concept that proposes to include transformational leadership and all positive forms of leadership. At the heart of authentic leadership is the concept of ethicality. The concept of authenticity may contribute to the transformational leadership paradigm, producing an ideal form of leadership. Authentic leadership may not be an over-arching form of leadership, but one suited particularly to transformational leadership. I propose that authentic transformational leadership resides in leaders' and followers' implicit leadership theories. This experiment addresses authentic transformational leadership and the role of implicit leadership theories in directing leader behavior. A model is developed that outlines the relationship between authentic transformational leadership and implicit leadership theories, including the separate implicit theories of leader and follower, leader-member exchange (LMX), and leader effectiveness. Hypotheses concerning these relationships are developed. The study is experimental, using WebCT as a delivery tool. Scenario-based surveys were developed to collect data, using both known measures and measures developed specifically for this experiment. Two pilot studies were conducted to test the soundness of the delivery tool and the validity of the constructed scenarios and measures, which largely supported the hypotheses. In the main study, all hypotheses were supported with the exception of one. The results of the unsupported hypothesis, however, suggest authentic transformational leadership may be an ideal form of leadership. There are several contributions to the literature made by this study. The first contribution is the development of authentic transformational leadership as an ideal form of leadership. Second, the development of both follower and leader implicit leadership theories and their relationship to authentic transformational leadership is studied ...
Date: August 2008
Creator: Nichols, Thomas W.
Partner: UNT Libraries

Coaching Efficacy Beliefs and Transformational Leadership Behaviors: Their Ability to Predict Motivational Climate

Description: This study investigated the relationship between belief in coaching abilities (coaching efficacy beliefs, CEB), transformational leadership behaviors (TLB), and motivational climate development of current strength and conditioning coaches working with high school level athletes. The measures used were the coaching efficacy scale for high school teams (CES II-HST, Myers et al.,2000), the differentiated transformational leadership inventory (DTLI, Callow et al., 2009), and the patterns of adaptive learning scales (PALS, Midgley et al., 2000). It was hypothesized that CEB and TLB would influence motivational climate development, while coaches' background characteristics would correlate with CEB, TLB, and motivational climate development. The 60 coaches who participated reported an average of thirteen (SD=8) years of experience and 51 were Certified Strength and Conditioning Specialists. Coaches reported high efficacy, frequent use of TLB, and development of a moderately high task- and somewhat ego-involving motivational climate. Correlations between demographic variables and CEB, TLB, and motivational climate development revealed three significant relationships: years of experience with CEB, and professional development activities and athlete to coach ratio with ego-involving climate development. CEB and TLB had a strong positive correlation. Two regression analyses were conducted to determine if the outcomes of the CEB and TLB measures predicted motivational climate development. The only significant predictor was TLB positively predicting development of a task-involving motivational climate. Strength coaches can utilize the findings of this study help shape their leadership behaviors and develop a task-involving motivational climate that emphasizes effort, improvement, and cooperative learning and is optimal for athlete development and performance.
Date: August 2016
Creator: Runge, Michael J
Partner: UNT Libraries

A Study of Effective Leadership in the Chinese Context

Description: Leadership has attracted a significant amount of scholarly attention in the past few decades. However, most research and theory contributions are to a great extent limited to accounting for leadership practices in the West (Littrell, 2002). This study is designed to develop an effective leadership model that works in the Chinese context. Paternalistic leadership, a dominant leadership style in an Eastern business environment, is compared with transformational leadership, a dominant leadership style in a Western business environment. The notion of transformational leadership was developed under the tutelage of Bernard Bass (1998). Transformational leadership is found to be compatible with collectivistic values (Walumbwa & Lwwler, 2003) and is believed to be appealing and generalizable to Chinese leadership situations (Chen & Farh, 1999). Other researchers have found that within Chinese organizations, leader behaviors are quite distinct from transformational leadership, referring to this leader style as paternalistic leadership (Redding, 1990; Cheng, 1995). The questions are asked, “Transformational or paternalistic leadership, which one is more effective in Chinese organizations? Is one type of leadership superior to the other one in the Chinese culture?” To answer these questions, a model is proposed to clarify the mediating effects of trust and harmony on the relationship between leadership style and its effectiveness, and to interpret the moderating effects of generation on the relationships between both paternalistic and transformational leadership with trust and harmony. Most theories of leadership in organizational behavior originated in the United States and Western Europe and are hypothesized to be universally applicable to non-Western contexts. Departing from this tradition, the current study proposes a Chinese culture-specific leadership theory, built on traditional Confucianism. The principle aim is to examine and articulate a culturally informed and warranted ground for a leadership model in the Chinese context. The results of the study provide a new perspective on ...
Date: August 2012
Creator: Lau, Wai Kwan
Partner: UNT Libraries

Transformational Energy Technologies

Description: Advanced Research Projects Agency-Energy project sheet summarizing general information about a new program for revolutionary energy technologies including innovation needs and potential impacts. This sheet is the first open solicitation, announcing funding opportunities for involvement in the project.
Date: May 11, 2012
Creator: United States. Advanced Research Projects Agency-Energy.
Partner: UNT Libraries Government Documents Department

"Be" in Dallas Black English

Description: This dissertation purposes to answer the question of whether or not the verb system of Black English in Dallas has the same features as those that characterize Black English in other sections of the country. Specifically, it describes in detail the use of the verb "be" within the speech of blacks in the Dallas metropolitan area and accounts for these usages formally within the framework of a transformational-generative grammar of the type proposed by Noam Chomsky.
Date: August 1972
Creator: Jones, Nancy (Nancy N.)
Partner: UNT Libraries

From Trauma to Transcendence: Clinical Perspectives on an Evolutionary Process

Description: Abstract: Trauma and dissociation play a decisive role in initiating spiritual experience. This article explores transformational crises and spiritually transformative experiences (STEs) that occur within the context of trauma, physical illness, and mental disorders. Such growth or transformation may be a natural evolutionary process, in which the defense mechanism of dissociation plays a part. Consciousness is challenged to transform when one's ego identity and defenses are threatened. Ultimately, one may arrive at a radically re-ordered conceptual framework and higher-order functioning. Acknowledgement of this evolutionary dynamic may serve as a bridge between two fields: clinical psychology, with its expertise regarding the effects of trauma, notably dissociative states, and transpersonal psychology, with its expertise regarding transformational processes. Research from both fields is explored, as well as case examples from the author's biography, her clinical practice, and the collective. The concept of functional dissociation is introduced, and clinical considerations are addressed.
Date: Winter 2014
Creator: Colli, Janet Elizabeth
Partner: UNT Libraries

High Risk Occupations: Employee Stress and Behavior Under Crisis

Description: The purpose of this study is to analyze the relationships between stress and outcomes including organizational citizenship behavior (OCB), job satisfaction, and burnout in high-risk occupations. Moreover, how personality, emotions, coping, and leadership influence this relationship is investigated. Data were collected from 379 officers in 9 police organizations located in the Southern and Southwest United States. The primary research question addressed within this dissertation is: What is the relationship between stress and behavioral and affective outcomes in high-risk occupations as governed by coping, leadership, and crisis? The majority of the hypothesized relationships were supported, and inconsistencies center on methodological and theoretical factors. Findings indicate that occupational stressors negatively influence individuals in high-risk occupations. Moreover, crisis events exacerbate these influences. The use of adaptive coping strategies is most effective under conditions of low stress, but less so under highly stressful circumstances. Similarly, transformational leader behaviors most effectively influence how individuals in high-risk occupations are affected by lower, but not higher levels of stress. Profiles of personality characteristics and levels of emotional dissonance also influence the chosen coping strategies of those working in high-risk occupations. Prescriptively, it is important to understand the influences among the variables assessed in this study, because negative outcomes in high-risk occupations are potentially more harmful to workers and more costly to organizations. Thus, this dissertation answers the research question, but much work in this area remains to be done.
Date: August 2011
Creator: Russell, Lisa M.
Partner: UNT Libraries

Presidents' Leadership Behaviors Associated with Followers' Job Satisfaction, Motivation Toward Extra Effort, and Presidential Effecitveness at Evangelical Colleges and Universities

Description: Transformational leaders have tendencies that include: 1) projecting confidence and optimism about goals and followers' ability, 2) providing a clear vision, 3) encouraging creativity through empowerment and rewarding experimentation, 4) setting high expectations and creating a supportive environment, and 5) establishing personal relationships with followers. Transactional leadership as a process in which leaders and followers decide on goals and how to achieve them through a mutual exchange. The leader provides followers with resources, rewards, and punishment in order to achieve motivation, productivity, and effective task accomplishment. Laissez-faire leadership is the process of letting followers work without direction or guidance from the leader. The laissez-faire leader avoids providing direction and support, shows a lack of active involvement in follower activity, and abdicates responsibilities by maintaining a line of separation between the leader and the followers. The primary purpose of this study was to investigate the assumption that a combination of transformational and transactional leadership factors is more predictive of greater followers' job satisfaction, motivation toward extra effort, and perceived presidential effectiveness than either leadership style alone. The study investigated perceptions of the degree to which transformational leadership, transactional leadership, and laissez-faire leadership were practiced by presidents of member colleges and universities in the Council for Christian Colleges and Universities (CCCU). In addition, the study considered whether some combination of transformational and transactional behaviors is more predictive of job satisfaction, motivation toward extra effort, and perceived presidential effectiveness than either transformational or transactional leadership alone. The independent variables in the study included the transformational, transactional, and laissez-faire leadership behaviors of the college and university presidents and the dependent variables were job satisfaction, motivation toward extra effort, and perceived presidential effectiveness. This study points to specific behaviors that are predictive of job satisfaction, motivation toward extra effort, and perceived presidential effectiveness. By combining ...
Date: December 2003
Creator: Webb, Kerry S.
Partner: UNT Libraries

Lead By Example with Smart Energy Management (Brochure)

Description: Brochure outlining the mission and activities of the Department of Energy's Federal Energy Management Program, which facilitates the Federal Government's implementation of sound, cost-effective energy management and investment practices to enhance the nation's energy security and environmental stewardship.
Date: July 1, 2009
Partner: UNT Libraries Government Documents Department

Leading by Example with Smart Energy Management (Fact Sheet)

Description: The Federal Energy Management Program facilitates the Federal Government?s implementation of sound, cost-effective energy management and investment practices to enhance the nation?s energy security and environmental stewardship. FEMP does this by focusing on the needs of its Federal customers, delivering an array of products grouped into project transaction services, applied technology services, and decision support services. This document outlines FEMP services and programs.
Date: December 1, 2008
Partner: UNT Libraries Government Documents Department