Antecedent and Consequence of Nurse Engagement

This study explores the mediating effect of work engagement on the relationship between transformational leadership (TFL) and nurses’ job performance, along with the moderating effect of conscientiousness on work engagement within the TFL/performance relationship. Survey data were collected from 234 supervisor–subordinate dyads at a regional hospital in Taiwan, and linear regression modeling performed to examine the hypotheses. TFL was found to be positively correlated with nurses’ job performance; and the motivation mechanism of work engagement did mediate the relationship between TFL and job performance, but only when nurses’ conscientiousness was high. As such, the results provide new insights into both how, and why, TFL can enhance nurses’ job performance: specifically, that their work engagement and conscientiousness are key determinants of how the TFL/job performance relationship operates.     

创业者领导行为与企业绩效：创业企业发展阶段的调节效应

本文旨在探讨创业者领导行为对企业绩效的影响,着重考察了创业企业发展阶段的调节效应。通过对117家创业企业的问卷调查,结果发现：（1）创业企业发展阶段显著调节创业者转换型领导对财务、成长绩效的影响和创业者交易型领导对财务、成长和创新绩效的影响;（2）环境动态性正向调节创业者转换型领导对财务、成长和创新绩效的影响,负向调节创业者交易型领导对财务、成长绩效的影响;（3）环境动态性在创业者转换型领导影响财务、成长绩效,以及创业者交易型领导影v向财务绩效过程中的调节效应模式受到创业企业发展阶段的显著调节。     

Duties Owed in Serving Students: The Importance of Teaching Moral Reasoning and Theories of Ethical Leadership in Educating Business Students

This article concerns the importance of teaching moral reasoning and ethical leadership to all undergraduate students and in particular makes the case that students in business especially need familiarity with these capacities and theories given the complex world in which they will find themselves. The corollary to this analysis is the claim that content on moral reasoning and ethical leadership be mandatory for all business majors and that all degrees require course material on these subjects.

On Community Leadership: Stories About Collaboration in Action Research

This article provides an account of a 10-year collaborative documentation of community leadership in an African American community on the South side of Chicago. The stories are oriented to several critical incidents in the life course of the collaboration. They are told from the perspectives of one university professor, four graduate students, and one community leader. Together they provide an account of how this research was shaped by the interactions of the research team with members of the community, how research questions emerged, methodologies were developed, ways of gathering data were tried and tested, and interpretations of data unfolded. Special attention is given to the ways in which the process and products of this research contributed to the community's own process of leadership development. The stories also discuss the various roles participants in this collaboration played both in the academic arena and in the community, and how they experienced gender, race, nationality, and social status.     

Personality traits in leadership behavior

Correlational analyses of the personality traits measured by the Revised NEO Personality Inventory (NEO PI-R; Costa & McCrae, 1992) and three leadership styles, that is, Change, Production, and Employee (CPE) measured by Ekvall and Arvonen's (1991) CPE questionnaire, were performed. The sample was 106 Norwegian leaders. Three common factors comprising leadership styles and personality domains were interpreted as "looking for new possibilities,"hard working," and "dealing with people." Considering personality traits as behavior tendencies in unspecified situational contexts and leadership styles as behavioral tendencies in the leadership context, and due to the self-report nature of the data, it is argued that the factors show consistency in self-perceptions independent of context. The strongest predictors of the CPE total score were Conscientiousness and Extraversion; Openness and Agreeableness were specific predictors of Change and Employee, respectively.     

The Emotional Intelligence of Managers: Assessing the Construct Validity of a Nonverbal Measure of “People Skills”

Researchers have long been interested in managerial socio-emotional competency —people skills. One problem has been that many such competencies are properly categorized as nonverbal in nature, yet researchers typically utilize paper and pencil, verbal, measures to assess these. The present research draws upon emerging literature on emotional intelligence, as well as upon psychological research on cross-cultural universals in the display and recognition of facial expressions of emotion, combining these streams of research to develop a nonverbal measure of skill at nonverbal communication—particularly, of the ability to recognize emotional expressions displayed by others. Applications to leadership, human relations skills, and communication in organizations are discussed.     

Evolutionary Pluralism: A New System of Systems Philosophy

When Darwin wrote his ‘On the origin of species…” (1859) he focused on evolution as a property of living organisms in interaction with abiotic and biotic elements in the world. This viewpoint is still dominant amongst biologists. For particle physicists and cosmologists evolution refers to a larger scale, ranging from quarks and atoms to galaxies, stars and planets (i.e. Pagels 1985, Hawking 1988). To close the gap between such different viewpoints, a wide range of perspectives on an interdisciplinary understanding of system development has been published (i.e. Teilhard de Chardin 1966, von Bertalanffy 1968, Varela 1979, Prigogine and Stengers 1984, Laszlo 1996). As an integrative concept, the construction of nature from a hierarchy of system layers forms a central tenet in general system research and the stepwise construction of this layered hierarchy can be regarded as an interdisciplinary evolution theory. Surprisingly, the literature offers no unequivocal rules to recognise a multilayer hierarchy in nature. This presents an obstacle for interdisciplinary approaches to evolution.

Searching a solution to part of the above hierarchy problem, the present paper is dedicated to the analysis of a special kind of layering in natural systems, which is based on transitions between ‘building block’ systems. To identify these building blocks, and the transitions from building block x at level A, to building block y at level B, the focus of this study is further limited to ‘hypercydic dynamics’ and ‘containment’. On the basis of these criteria, a hierarchy is created which shows no possibilities for ‘bypasses’. It connects hadrons to atoms, atoms to cells, and cells to neural networks. Implications of this hierarchy for system studies and evolution are discussed.     

Daddy,Why are People so Complex?

The implications of Warren McCulloch's 1945 concept of heterarchy are analyzed in terms of human value and motivational systems. The results demonstrate the near-impossibility of predicting behavior on the basis of any hierarchical scheme, or even which among a set of hierarchical schemes will be selected as the basis of a behavioral choice. Thus, for example, people regularly say one thing and do another.     

Fractality,Organizational Management,and Creative Change

This article explores an understanding of organizational management developed from the metaphorical application of complexity science to the field of organizational development. It focuses on the insights that fractality triggers in relation to an alternative way of examining and appreciating organizational hierarchy, and the subsequent implications to liberating creativity, ingenuity and potentiality of individuals working within the organization. Sites where such a fractal-hierarchy mindset appears to be evident are discussed, and the effects on productivity noted.