Leadership style has frequently been deemed as one of the crucial aspects that be able to improve employees’ commitment and it is viewed as the live wire for the achievement of governmental objectives.Out of the total population, 500 respondents remained chosen for the model size through the use of simple random sampling technique. A structured four Likert scale questionnaire was design to elicit information from the respondents. Content validity was adopted to ascertain the strength of the instrument designed for this study while the Cronbach’s alpha of 0.76 showed the reliability of the questionnaire. Out of the 500 questionnaires administered 456 were found valid and used for the analysis. The revision used descriptive and inferential statistics to test the hypotheses. The results showed that the strongest relationship is between relationship between transactional leadership and affective commitment, and the weakest relationship is between transformational leadership and continuous commitment.
Retention and loyalty are very important to the Benchmark Assisted Living organization. Within senior housing, the industry itself is incredibly competitive, and will continue to be based on the demographics for the aging baby-boomers. An important part of Benchmark’s success is retaining the people who best embody the organization’s culture and values. With turnover in the senior housing market exceeding 89%, this element is challenging to achieve. More at predictiveresult.somc
Retention and loyalty are very important to the Benchmark Assisted Living organization. Within senior housing, the industry itself is incredibly competitive, and will continue to be based on the demographics for the aging baby-boomers. An important part of Benchmark’s success is retaining the people who best embody the organization’s culture and values. With turnover in the senior housing market exceeding 89%, this element is challenging to achieve. More at predictiveresult.somc
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Identifying & Building Leadership CapabilityOpicGroup
With the aim of getting as many different perspectives as possible, we have
compared the literature and the vast amount of data available on organisational development and leadership. This whitepaper outlines research undertaken to identify the common capabilities (defined as a combination of attributes and traits that lead to sustainable behaviour) for executive roles.
ASEAN Leadership Model (research funded by SMU Executive Development)Michael Netzley, Ph.D.
With the creation of the AEC in 2015, companies have increased incentive to look at ASEAN for growth. But what leadership model should companies invest in? Given the context of ASEAN, we cannot simply import a model from Europe or USA. This presentation shares a first look at SMU's ASEAN leadership model and presents the initial findings of our CEO interviews. Research was funded by SMU's Executive Development Office.
Sample Assignment on Leadership & Management DevelopmentAdam Jackson
Assignment Prime is the leading assignment writing service provider in Australia. We provide free sample of all subjects to help the students with A+ grades.
In July 2020, the Lakeland Economic Development Council conducted a survey administered by Emily Rogers Consulting + Coaching to provide insight to the perspectives of Lakeland CEOs in regards to the economic and business outlook for Lakeland, trends in talent retention and acquisition, organizational culture and the business impact of COVID-19.
1Running Head LITERATURE REWIEW2LITERATURE REVIEW.docxdrennanmicah
1
Running Head: LITERATURE REWIEW
2
LITERATURE REVIEW
Assignment 2: RA 1 Literature Review
Karen Crump
Argosy University
Introduction
Vision, ethics, modeling, coaching, and shared values are an essential aspect of professional leadership development. Such perimeters ensure that leadership composure is well defined and outlined for developing skills and providing unity and integral growth. Reflecting on these aspects helps the individual in utilizing their power and influence in the building of alliances, creation of passion at work as well as empowering their employees and subordinate workers in achieving the set goals and objectives of the organization.
They help the individual gain personal insights and deepen their self, social and relationship awareness which results in higher performance in their respective teams. Numerous leadership approaches help govern and thrive in professional leadership development. Such methods include taking leadership as a position, taking command as a result and taking direction as a process. Essentially, there is a need to evaluate the various articles that described the professional leadership development through the use of the leadership mentioned above approaches.
Belinda Johnson (2017), A Leadership & Professional Development Teaching and Learning Model for Undergraduate Management Programs, Journal of Higher Education Theory and Practice, Vol. 17(4), pp. 55-57
This article describes a holistic leadership and professional development teaching and learning model for undergraduate students with universal application across all disciplines and functional areas of organizations due to its emphasis on the non-technical skill requirements of leadership. The model highlights the development of intrapersonal, interpersonal and professional skills or KSAs (knowledge, skills, and abilities) and uses the mnemonics FOCUS and ACTION to structure the large number of traits, behaviors, and KSAs.
The archetype is advantageous as it helps management competencies in the early stage of career development. The upcoming leaders show their potentiality in leading others through this archetype. This signals for individuals developing aggressive attention towards professional leadership especially the learning students.
Darryl C. Hill & Richard Olawoyin (2018), Safety Leadership & Professional Development, Professional Safety, pp. 145-149.
The article facilitates a raid map of the safety profession and promotes leadership and professional development. Darryl and Richard describe professional leadership development to be controlled by crucial factors. These essential factors include ethics, administration as well as management. Besides, the authors suppose that certification and accreditation have ensured the safety profession in leadership as well as an entire professional development.
Daryl and Richard believe in the identification of professional leadership development hazards that may retard the growth and .
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Identifying & Building Leadership CapabilityOpicGroup
With the aim of getting as many different perspectives as possible, we have
compared the literature and the vast amount of data available on organisational development and leadership. This whitepaper outlines research undertaken to identify the common capabilities (defined as a combination of attributes and traits that lead to sustainable behaviour) for executive roles.
ASEAN Leadership Model (research funded by SMU Executive Development)Michael Netzley, Ph.D.
With the creation of the AEC in 2015, companies have increased incentive to look at ASEAN for growth. But what leadership model should companies invest in? Given the context of ASEAN, we cannot simply import a model from Europe or USA. This presentation shares a first look at SMU's ASEAN leadership model and presents the initial findings of our CEO interviews. Research was funded by SMU's Executive Development Office.
Sample Assignment on Leadership & Management DevelopmentAdam Jackson
Assignment Prime is the leading assignment writing service provider in Australia. We provide free sample of all subjects to help the students with A+ grades.
In July 2020, the Lakeland Economic Development Council conducted a survey administered by Emily Rogers Consulting + Coaching to provide insight to the perspectives of Lakeland CEOs in regards to the economic and business outlook for Lakeland, trends in talent retention and acquisition, organizational culture and the business impact of COVID-19.
1Running Head LITERATURE REWIEW2LITERATURE REVIEW.docxdrennanmicah
1
Running Head: LITERATURE REWIEW
2
LITERATURE REVIEW
Assignment 2: RA 1 Literature Review
Karen Crump
Argosy University
Introduction
Vision, ethics, modeling, coaching, and shared values are an essential aspect of professional leadership development. Such perimeters ensure that leadership composure is well defined and outlined for developing skills and providing unity and integral growth. Reflecting on these aspects helps the individual in utilizing their power and influence in the building of alliances, creation of passion at work as well as empowering their employees and subordinate workers in achieving the set goals and objectives of the organization.
They help the individual gain personal insights and deepen their self, social and relationship awareness which results in higher performance in their respective teams. Numerous leadership approaches help govern and thrive in professional leadership development. Such methods include taking leadership as a position, taking command as a result and taking direction as a process. Essentially, there is a need to evaluate the various articles that described the professional leadership development through the use of the leadership mentioned above approaches.
Belinda Johnson (2017), A Leadership & Professional Development Teaching and Learning Model for Undergraduate Management Programs, Journal of Higher Education Theory and Practice, Vol. 17(4), pp. 55-57
This article describes a holistic leadership and professional development teaching and learning model for undergraduate students with universal application across all disciplines and functional areas of organizations due to its emphasis on the non-technical skill requirements of leadership. The model highlights the development of intrapersonal, interpersonal and professional skills or KSAs (knowledge, skills, and abilities) and uses the mnemonics FOCUS and ACTION to structure the large number of traits, behaviors, and KSAs.
The archetype is advantageous as it helps management competencies in the early stage of career development. The upcoming leaders show their potentiality in leading others through this archetype. This signals for individuals developing aggressive attention towards professional leadership especially the learning students.
Darryl C. Hill & Richard Olawoyin (2018), Safety Leadership & Professional Development, Professional Safety, pp. 145-149.
The article facilitates a raid map of the safety profession and promotes leadership and professional development. Darryl and Richard describe professional leadership development to be controlled by crucial factors. These essential factors include ethics, administration as well as management. Besides, the authors suppose that certification and accreditation have ensured the safety profession in leadership as well as an entire professional development.
Daryl and Richard believe in the identification of professional leadership development hazards that may retard the growth and .
The study is intended to find the impact of reverse mentoring and SHRM in any industry. The various information related to this study has been collected by using internet sources and questionnaire method has also been used to collect, analyze the primary data related to this study. The finding of the research has suggested that Reverse Mentoring and SHRM has plays as most effective role in the industry and also on any factor influence the Reverse Mentoring in the employee’s productivity and it is situated in the mentoring literature as an alternative form of mentoring, with special features and support functions exchanged that distinguish it from other developmental relationships. Khushboo Sharma | Dr. Abdul Jadid "Reverse Mentoring and Strategic HRM" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50317.pdf Paper URL: https://www.ijtsrd.com/management/other/50317/reverse-mentoring-and-strategic-hrm/khushboo-sharma
Building Leaders for Corporate Social Responsibility (CSR): A Case Studypaperpublications3
Abstract: According to UN, Corporate Social Responsibility (CSR) is a management concept whereby companies integrate social and environmental concerns in their business operations and interactions with their stakeholders. CSR is an approach which helps a company to achieve a balance of economic, environmental and social constraints popularly known as “Triple-Bottom-Line- Approach”, by addressing the expectation of shareholders and stakeholders at the same time. The HR Manager is responsible to a wide ranging group of employees, communities, and investors. With the impact of information technology and globalization there has been a change in nature of these affairs which is affecting corporate performance. As Hilton and Gibbon (2002) said that Corporate Social Responsibility requires Corporate Social Leadership. This concept has achieved greater consequence due to its importance for growth of the society and its people in particular. This article aims at studying the role of Leadership for CSR, the Leadership practices for CSR Leaders and to study the implication required in converting managers to CSR Leaders. The study is poised basically from journals, conference proceedings, business article etc. The aim of article is to emphasize the importance of CSR leaders towards the progress of the society and for a better planet.
Keywords: Corporate Social Responsibility, Economics and Managing Business, Leadership.
Title: Building Leaders for Corporate Social Responsibility (CSR): A Case Study
Author: Dr. Kishore Kumar Das, Sasmita Sahoo
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
Write a minimum of 200 words response to each post below- Reference mi.docxjosee57
Write a minimum of 200 words response to each post below. Reference minimum of 2 articles per post.
You will see the original post, which the two posts below responded to, and you will respond to the response posts 1 and 2.
Original question:
Analyze how the effectiveness of global leadership development is evaluated in your organization or one you’ve worked for in the past. Provide recommendations based on our readings and your own research.
Post 1
For the week five discussion board, I focused on the National Institutes of Health (NIH), mainly because I found a really interesting, and concise, step-by-step guide for succession planning. This guide also included at table, or a 9-box approach, that indicated the criticality and vulnerability of positions. The NIH Human Resource Department has a very informative and thorough website, which I hoped would provide information on how it, as a group of institutions, measured the effectiveness of their leadership development programs. I’ve learned that they export, or sell, these leadership courses to medical practitioners globally, which may be one of the reasons they do not have as much information on assessing the value of leadership development programs as I would have hoped.
Much like Kristine, I thought I’d look into how we can describe and assess programs and then I can bring it back to the limited information I’ve found on the NIH. I liked how one of our readings this week in the context of measuring the effectiveness of a leadership development program as it relates to the costs and investment in a person or position. In the conclusions by Edwards & Turnbull (2013), their approach requires both a macro and micro view of interconnections and networks that exist and the extent in which they’ve been influenced. Additionally, in an article I found, the link between measuring the return on investment with leadership development was assessed. In many cases, there wasn’t enough tailoring of leadership programs to the business needs of an organization or company, which can make for less productive outcomes as well as difficulty in measuring the effectiveness (MeInert, 2018). In another example, a blog from the Harvard Business Learning, focus should be on the impact of a program, not the “proof†that a leadership development program was successful (Clark, 2018). In both of these complementary examples, the authors stressed the length of time needed to allow leadership to begin synthesizing materials and examples into their operational approach, a minimum of nine months was recommended as an adequate period of time (Meinert, 2018). Other, maybe more traditional Human Resources tools were also recommended, such as 360 degree reviews, measurement of output, time, and quality, as well as reporting on the perceived tangible and intangible benefits of the leadership training or development programs (Meinert, 2018). From our text this week, Mendenhall & Reiche (2018), the u.
Managerial Career Success In Highly Political Organizationinventionjournals
The study of factors that influence career success in the organization has a long history in management. Considering organization as political arena, little research considers to study the associate between career success and high level of organizational politics. Thus, the purpose of this paper is to review the literature and develop a model of career success. This model could be applied as a framework for managers to develop their career attainment in the highly political environment. This article will propose a political arena model of career success, using personality, skill and behaviour attributes, as predictors. Theory underpinning of this framework is based on the political theory of leadership and SCCT Theory. Previous research shows that many factors have been identified as predictors of career success, but there is inconclusive evidence in the relation to organizational politics to these factors. This paper examines the influence of personal characteristics factors and organizational politics on manager’s intrinsic and extrinsic career success in the context of business organizations. Specifically, in line with literature-based analysis, a model that consists of three sets of predictor’s variables: political personality traits, political skill, political behaviour, perception of politics influence career success of business managers was developed. The model illustrating the linkage between personality trait, behaviour, skill as predictor and political level as moderator needs to be tested empirically. The results thus will serve to improve organizational career planning management and can help individuals to manage their career in the business organization
Chapter 6Our Coherence Framework is simplexity.” Simplexity is .docxmccormicknadine86
Chapter 6
Our Coherence Framework is “simplexity.” Simplexity is not a real word, but it is a valuable concept. Simplexity means that you take a difficult problem and identify a small number of key factors (about four to six)—this is the simple part. And then you make these factors gel under the reality of action with its pressures, politics, and personalities in the situation—this is the complex part. In the case of our framework, there are only four big chunks and their interrelationships. Not only are these components dynamic but they also get refined over time in the setting in which you work. You have to focus on the right things, but you also must learn as you go. One of our favorite insights came from a retired CEO from a very successful company who, when asked about the most important thing he has learned about leadership, responded by say- ing, “It is more important to be right at the end of the meeting than the most important thing he has learned about leadership, responded by saying- ing, “It is more important to be right at the end of the meeting than the beginning” (David Cote, Honeywell, nyti.ms/1chUHqp). He was using this as a metaphor for a good change process: leaders influence the group, but they also learn from it. In fact, joint learning is what happens in effective change processes. If you are right at the beginning of the meeting, you are right only in your mind. If you are right at the notional end of the meeting, it means that you have processed the ideas with the group. McKinsey & Company conducted a study of leaders in the social sector (education et al.) and opened their report with these words: “chronic underinvestment [in leadership development] is placing increasing demands on social sector leaders” (Callanan, Gardner, Mendonca, & Scott, 2014). Their conclusions are right in our wheelhouse. In the survey of 200 social sector leaders, participants rated four critical attributes: balancing innovation with implementation, building executive teams, collaborating, and manag- ing outcomes. Survey respondents found themselves and their peers to be deficient in all four domains. In one table, they show the priorities—ability to innovate and implement, ability to surround selves with talented teams, collaboration, and ability to manage to outcomes—in terms of how respon- dents rated themselves and rated their peers as strong in the given domain. Both sets of scores were low—all below 40 percent. Collaboration, for example, was rated as 24 percent (self-rating) and 24 percent (rating of their peers). So the top capabilities are in short supply. Leaders build coherence when they combine the four components of our Coherence Framework with meeting the varied needs of the complex organizations they lead. Coherence making is a forever job because people come and go, and the situational dynamics are always in flux. They actively develop lateral and vertical connections so that the collaborative culture is deepened and drives dee ...
Talent management and its impact on employee engagementShoaib Lalani
The purpose of this research is to find out how important is the relationship between the talent
management strategies and employee engagement. This paper is based on the academic literature
review of the popular research studies therefore it is a conceptual paper. The paper also includes
perception and opinion of Head of the Human Resource Department regarding the topic.
Running Head ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES1O.docxtodd581
Running Head: ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 1
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 7
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES
Ashley Cook
HMSV 8404
Carolyn Allen
August 12, 2018
Introduction
The organization mission of different service organizations and the leadership practices facilitates effective delivery of services to the people. The mission ensures that the organization takes part in the authorized activities without having to engage itself in activities which might act as barriers to its success. Leadership practices used in different organization determines the manner in which the organization is managed therefore the time need for it to achieve its objectives. (Burke, 2017)
The leadership practices and the mission should enable the organization to come up with effective decisions which might lead to effective delivery of services to the members of the public. For the organizations in a given country to work objectively for the sake of satisfying the needs of the members of the public, the mission statement should focus on the services delivery to the people without subjecting them to any form of payment for the services provided at a given time.
Organizational mission and leadership practices
As a result of the ability of the American Red Cross organization to obey the mission put in place to government its operations; the mission has enabled the organization to determine its direction in an effective manner, it has again led to the ability of the organization to focus more on its future, the mission has been providing the organization with a template for which different decisions are made, it formed the basis for the organization’s alignment, it welcomed helpful changes in the organization, the strategy of the organization is shaped accordingly and hence the it facilitates the evaluation and the improvement of the organization thus ensuring that its objectives and goals are achieved within the stipulated time.
Due to the ability of the American Red Cross organization to use the leadership practices and mission effectively, the organizational outcomes and leadership viability have been shaped through the engagement in quality decision making which ensure that the organization takes part in the authorized activities under control of the set policies.
As a result of the ability of the American Red Cross organization to focus on its mission and the leadership practices, the employees have been encouraged to work towards the organization’s directions. The employees are always reminded why the organization exists therefore that motivates them to work for the success of the organization.
The leaders in the organization ensure that the employees work for the sake of satisfying the needs of the members of the public as a way of keeping to the directions of the organization. When the direction is followed, an effective destination is achieved and therefore the members of the public are .
Running Head ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES1O.docxglendar3
Running Head: ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 1
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 7
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES
Ashley Cook
HMSV 8404
Carolyn Allen
August 12, 2018
Introduction
The organization mission of different service organizations and the leadership practices facilitates effective delivery of services to the people. The mission ensures that the organization takes part in the authorized activities without having to engage itself in activities which might act as barriers to its success. Leadership practices used in different organization determines the manner in which the organization is managed therefore the time need for it to achieve its objectives. (Burke, 2017)
The leadership practices and the mission should enable the organization to come up with effective decisions which might lead to effective delivery of services to the members of the public. For the organizations in a given country to work objectively for the sake of satisfying the needs of the members of the public, the mission statement should focus on the services delivery to the people without subjecting them to any form of payment for the services provided at a given time.
Organizational mission and leadership practices
As a result of the ability of the American Red Cross organization to obey the mission put in place to government its operations; the mission has enabled the organization to determine its direction in an effective manner, it has again led to the ability of the organization to focus more on its future, the mission has been providing the organization with a template for which different decisions are made, it formed the basis for the organization’s alignment, it welcomed helpful changes in the organization, the strategy of the organization is shaped accordingly and hence the it facilitates the evaluation and the improvement of the organization thus ensuring that its objectives and goals are achieved within the stipulated time.
Due to the ability of the American Red Cross organization to use the leadership practices and mission effectively, the organizational outcomes and leadership viability have been shaped through the engagement in quality decision making which ensure that the organization takes part in the authorized activities under control of the set policies.
As a result of the ability of the American Red Cross organization to focus on its mission and the leadership practices, the employees have been encouraged to work towards the organization’s directions. The employees are always reminded why the organization exists therefore that motivates them to work for the success of the organization.
The leaders in the organization ensure that the employees work for the sake of satisfying the needs of the members of the public as a way of keeping to the directions of the organization. When the direction is followed, an effective destination is achieved and therefore the members of the public are .
1Running head MANAGEMENT ANALYSIS2MANAGEMENT ANALYSIS.docxfelicidaddinwoodie
1
Running head: MANAGEMENT ANALYSIS
2
MANAGEMENT ANALYSIS
Management Analysis
Student’s Name
Affiliation
Abstract
This paper analyzes The Public Human Services Association, which is a fictional organization that offers human services. It describes the overall management structure, taking keen interest on the functioning of the Human Resource department and its role in the organization. The paper begins by discussing the roles played by management in such an organization that offers human services. It then proceeds to review, analyze and examine critically the organizational structure as well as the human resource structure. The paper assesses whether the structure of the organization positions it as a suitable and strategic partner. It then describes the possible strengths and weaknesses of the structure. The personnel policies and practices of the organization such as management, performance, recruitment, training, benefits, job analysis, compensation, diversity management and strategic planning of the organization are discussed and analyzed. This is done to determine whether the practices and policies are relevant and up-to-date, and whether they are fairly and consistently enforced or need improvement, changing or elimination. Lastly, the paper reports whether the management has achieved its goal of increasing productivity while at the same time maintaining the worker’s morale and gives strategic, structural and tactical recommendations on how to improve effectiveness and efficiency of the organization.
The role of management in human service organizations
Human service organizations are tasked with the responsibility of ensuring human needs are met through a collaborative knowledge base, centering on prevention and management of problems and remaining committed to the improvement of the living standards of the target population. Effective management in a human service organization is critical in ensuring provision of high quality services. The role of management in such a setting is to ensure that service delivery systems are in order and accessible. It also ensures that the organization stays on track and remains accountable.
The management is also responsible for providing comprehensive definitions of the roles of workers and assigning responsibilities in areas such as advocacy, participation, community empowerment and networking (Austin, 2013). It sets standards and policies to provide the educators, trainers and service providers with the right framework within which to operate. It also strategizes on how to ensure that deadlines are met, processes are consistently improved and that clients are having their needs met and grievances addressed.
The central management is responsible for subdividing the organization into various departments to handle different roles. The management analyzes and authorizes the creation of new systems meant to improve work flow and boost productivity of the workers. It also organizes for events that w ...
Leadership Development Growing Talent Strategically .docxDIPESH30
Leadership Development:
Growing Talent Strategically
Beverly A. Dugan
Human Resources Research Organization (HumRRO)
Patrick Gavan O’Shea
Human Resources Research Organization (HumRRO)
Copyright February 2014
Society for Human Resource Management and Society for Industrial and Organizational Psychology
SHRM-SIOP Science of HR White Paper Series
Beverly A. Dugan
Human Resources Research Organization
[email protected]
Beverly Dugan, Ph.D., has more than 25 years of experience in leadership,
management, and organizational research and consulting. She recently retired from
the Human Resources Research Organization (HumRRO), where she was a vice
president and division director. In this position, she managed talent management
projects and was also responsible for developing and maintaining the corporate
capability to perform leading-edge talent management research and development
services for federal agencies, associations and the private sector. She is currently an
independent consultant and leadership coach. She received her Ph.D. in experimental
psychology from the University of Tennessee at Knoxville and is a member of the
Society for Industrial and Organizational Psychology (SIOP), the Society of Consulting
Psychology (SCP), the American Psychological Association and the International Coach
Federation.
Patrick Gavan O’Shea
Human Resources Research Organization
[email protected]
Gavan O’Shea is the Director of Federal Talent Management at HumRRO. Gavan’s
specific areas of expertise include leadership assessment and development, 360-degree
feedback, job analysis and competency modeling, and employee selection and
promotion. He is an Adjunct Professor within Villanova University’s Department of
Human Resource Development, and his work has appeared in outlets including
Leadership, Military Psychology, Group Dynamics, the Journal of Business and
Psychology, the Journal of Management and the Encyclopedia of Leadership. Gavan
received his Ph.D. in industrial-organizational psychology from Virginia Tech.
1
The Importance of Leadership
The world is changing in countless ways, and the effects are rippling throughout
our society and our organizations. While
constant, dramatic change has become the
status quo, 10,000 Baby Boomers will turn
65 each day between now and 2030 (Cohn &
Taylor, 2010). The challenges presented by
ongoing change and the loss of wisdom and
experience associated with the aging of the
workforce drive the need for strong leaders.
Recognizing this need, organizations spend
a lot of money on leader development. A
study conducted by Bersin Associates (2009) found that companies spent an average of
nearly $500,000 on leader development in 2008, with small companies spending about
$170,000 and large companies spending about $1.3 million. By fostering strategic
A joint Bersin-Center for Creative
Leadership (CC ...
Leadership Development Growing Talent Strategically .docxsmile790243
Leadership Development:
Growing Talent Strategically
Beverly A. Dugan
Human Resources Research Organization (HumRRO)
Patrick Gavan O’Shea
Human Resources Research Organization (HumRRO)
Copyright February 2014
Society for Human Resource Management and Society for Industrial and Organizational Psychology
SHRM-SIOP Science of HR White Paper Series
Beverly A. Dugan
Human Resources Research Organization
[email protected]
Beverly Dugan, Ph.D., has more than 25 years of experience in leadership,
management, and organizational research and consulting. She recently retired from
the Human Resources Research Organization (HumRRO), where she was a vice
president and division director. In this position, she managed talent management
projects and was also responsible for developing and maintaining the corporate
capability to perform leading-edge talent management research and development
services for federal agencies, associations and the private sector. She is currently an
independent consultant and leadership coach. She received her Ph.D. in experimental
psychology from the University of Tennessee at Knoxville and is a member of the
Society for Industrial and Organizational Psychology (SIOP), the Society of Consulting
Psychology (SCP), the American Psychological Association and the International Coach
Federation.
Patrick Gavan O’Shea
Human Resources Research Organization
[email protected]
Gavan O’Shea is the Director of Federal Talent Management at HumRRO. Gavan’s
specific areas of expertise include leadership assessment and development, 360-degree
feedback, job analysis and competency modeling, and employee selection and
promotion. He is an Adjunct Professor within Villanova University’s Department of
Human Resource Development, and his work has appeared in outlets including
Leadership, Military Psychology, Group Dynamics, the Journal of Business and
Psychology, the Journal of Management and the Encyclopedia of Leadership. Gavan
received his Ph.D. in industrial-organizational psychology from Virginia Tech.
1
The Importance of Leadership
The world is changing in countless ways, and the effects are rippling throughout
our society and our organizations. While
constant, dramatic change has become the
status quo, 10,000 Baby Boomers will turn
65 each day between now and 2030 (Cohn &
Taylor, 2010). The challenges presented by
ongoing change and the loss of wisdom and
experience associated with the aging of the
workforce drive the need for strong leaders.
Recognizing this need, organizations spend
a lot of money on leader development. A
study conducted by Bersin Associates (2009) found that companies spent an average of
nearly $500,000 on leader development in 2008, with small companies spending about
$170,000 and large companies spending about $1.3 million. By fostering strategic
A joint Bersin-Center for Creative
Leadership (CC ...
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Piroxicam is a non-steroidal anti-inflammatory drug that is characterized by low solubility-high permeability. The present study was designed to improve the dissolution rate of piroxicam at the physiological pH's through its increased solubility by using solvent deposition system.
Analysis of Value Chain of Cow Milk: The Case of Itang Special Woreda, Gambel...AI Publications
Ethiopia has a long and rich history of dairy farming, which was mostly carried out by small and marginal farmers who raised cattle, camels, goats, and sheep, among other species, for milk. Finding the Itang Special Woreda cow milk value chain is the study's main goal. In order to gather primary data, 204 smallholder dairy farmer households were randomly selected, and the market concentration ratio was calculated using 20 traders. Descriptive statistics, econometric models, and rank analysis were used to achieve the above specified goals. Out of all the participants in the milk value chain, producers, cafés, hotels, and dairy cooperatives had the largest gross marketing margins, accounting for 100% of the consumer price in channels I and II, 55% in channels III and V, and 25.5% in channels V. The number of children under five, the number of milking cows owned, the amount of money from non-dairy sources, the frequency of extension service contacts, the amount of milk produced each day, and the availability of market information were found to have an impact on smallholders' involvement in the milk market. Numerous obstacles also limited the amount of milk produced and marketed. The poll claims that general health issues, sickness, predators, and a lack of veterinary care are plaguing farmers. In order to address the issue of milk perishability, the researchers recommended the host community and organization to construct an agro milk processor, renovate the dairy cooperative in the study region, and restructure the current conventional marketing to lower the transaction and cost of milk marketing.
Minds and Machines: Impact of Emotional Intelligence on Investment Decisions ...AI Publications
In the evolving landscape of financial decision-making, this study delves into the intricate relationships among Emotional Intelligence (EI), Artificial Intelligence (AI), and Investment Decisions (ID). By scrutinizing the direct influence of human emotional intelligence on investment choices and elucidating the mediating role of AI in this process, our research seeks to unravel the complex interplay between minds and machines. Through empirical analysis, we reveal that EI not only directly impacts ID but also exerts its influence indirectly through AI-mediated pathways. The findings underscore the pivotal role of emotional awareness in investor decision-making, augmented by the technological capabilities of AI. It suggests that most investors are influenced by the identified emotional intelligence when making investment decisions. Furthermore, AI substantially impacts investors' decision-making process when it comes to investing; nevertheless, AI partially mediates the relationship between emotional intelligence and investment decisions. This nuanced understanding provides valuable insights for financial practitioners, policymakers, and researchers, emphasizing the need for holistic strategies that integrate emotional and technological dimensions in navigating the intricacies of modern investment landscapes. As the synergy between human intuition and artificial intelligence becomes increasingly integral to financial decision-making, this study contributes to the ongoing discourse on the symbiotic relationship between minds and machines in investments.0
Bronchopulmonary cancers are common cancers with a poor prognosis. It is the leading cause of death by cancer in Algeria and in the world. Behind this unfavorable prognosis hides numerous disparities according to age, sex, and exposure to risk factors, ranking 4th among incident cancers and developing countries including Algeria, all sexes combined. It ranks 2nd cancers in men and 3rd among women. Whatever the age observed, the incidence of this cancer is higher in men than in women, however the gap is narrowing to the detriment of the latter. The results of scientific research agree to relate trends in incidence and mortality rates to tobacco consumption, including passive smoking. Furthermore, other risk factors are mentioned such as exposure to asbestos in the workplace or to radon for the general population, or even genetic predisposition. However, the weight of these etiological and/or predisposing factors is in no way comparable to that of tobacco in the genesis of lung cancer and the resulting mortality. We provide a literature review in our article on the descriptive and analytical epidemiology of lung cancer.
Further analysis on Organic agriculture and organic farming in case of Thaila...AI Publications
The objective of this paper is to present Further analysis on Organic agriculture and organic farming in case of Thailand agriculture and enhancing farmer productivity. In view of the demand for organic fertilizers, efforts should also be made to enhance and to develop more effective of compost, bio-fertilizer, and bio-pesticides currently used by farmers. Likewise, emphasis should also be laid on the cultivation of legumes and other crops that can enhance the fertility of the soil, as practiced by farmers in many developing countries to fertilize their lands. On the other hand, most of the farmers who practice this farm system found that they are adopting a number of SLMs and interested in joining the meeting or training to gain more and more knowledge.
Current Changes in the Role of Agriculture and Agri-Farming Structures in Tha...AI Publications
The objective os this study is to present Current Changes in the Role of Agriculture and Agri-Farming Structures in Thailand and Vietnam with SLM practices. Farmer’s adoption and investment in SLM is a key for controlling land degradation, enhancing the well-being of society, and ensuring the optimal use of land resources for the benefit of present and future generations (World Bank, 2006; FAO, 2018). And agriculture remains an essential element of lives of many farmers in term of the strong cultural and symbolic values that attach current working generation to do and to spend time for it but not intern of income generating.
Growth, Yield and Economic Advantage of Onion (Allium cepa L.) Varieties in R...AI Publications
Haphazard and low soil fertility, low yielding verities and poor agronomic practices are among the major factors constraining onion production in the central rift valley of Ethiopia. Therefore, a field experiment was conducted in East Showa Zone of Adami Tulu Jido Combolcha district in central rift valley areas at ziway from October 2021 to April 2022 to identify appropriate rate of NPSB fertilizer and planting pattern of onion varieties. The experiment was laid out in split plot design of factorial arrangement in three replications. The main effect of NPSB blended fertilizer rates and varieties (red coach and red king) significantly (p<0.01) influenced plant height, leaf length, leaf diameter, leaf number and fresh leaf weight, shoot dry matter per plant, and harvest index. Total dry biomass, bulb diameter, neck diameter, average fresh bulb weight, bulb dry matter, marketable bulb yield, and total bulb yield were significantly (p<0.01) influenced only by the main effect of NPSB blended fertilizer rates. In addition, unmarketable bulb yield was statistically significantly affected (p≥0.05) by the blended fertilizer rates and planting pattern. Moreover, days to 90% maturity of onion was affected by the main factor of NPSB fertilizer rate, variety and planting pattern. The non-fertilized plants in the control treatment were inferior in all parameters except unmarketable bulb yield and harvest index. Significantly higher marketable bulb yield (41 t ha-1) and total bulb yield (41.33 t ha-1) was recorded from 300 kg ha-1 NPSB blended fertilizer rate applied. Double row planting method and hybrid red coach onion variety had also gave higher growth and yields. The study revealed that the highest net benefit of Birr, 878,894 with lest cost of Birr 148,006 by the combinations of 150 kg blended NPSB ha-1 with double row planting method (40cm*20cm*7cm) and red coach variety which can be recommendable for higher marketable bulb yield and economic return of hybrid onion for small scale farmers in the study area. Also, for resource full producers (investors), highest net benefit of Birr 1,205,372 with higher cost (159,628 Birr) by application of 300 kg NPSB ha-1 is recommended as a second option. However, the research should be replicated both in season and areas to more verify the recommendations.
Evaluation of In-vitro neuroprotective effect of Ethanolic extract of Canariu...AI Publications
The ethanolic extract of canarium solomonense leaves (ecsl) was studied for its neuroprotective activity. The neuroprotective activity of ECSL was found to have a significant impact on neuronal cell death triggered by hydrogen peroxide (MTT assay) in human SH-SY5Y neuroblastoma cells. Scopolamine, a muscarinic receptor blocker, is frequently used to induce cognitive impairment in laboratory animals. Injections of scopolamine influence multiple cognitive functions, including motor function, short-term memory, and attention. Using the Morris water maze, the Y maze, and the passive avoidance paradigm, memory enhancing activity in scopolamine-induced amnesic rats was evaluated. Using the Morris water maze, the Y maze, and the passive avoidance paradigm, ECSL was found to have a substantial effect on the memory of scopolamine- induced amnesic rats. Our experimental data indicated that ECSL can reverse scopolamine induced amnesia and assist with memory issues.
The goal of neuroprotection is to shield neurons against damage, whether that damage is caused by environmental factors, pathogens, or neurodegenerative illnesses. Inhibiting protein-based deposit buildup, oxidative stress, and neuroinflammation, as well as rectifying abnormalities of neurotransmitters like dopamine and acetylcholine, are some of the ways in which medicinal herbs have neuroprotective effects [1-3]. This review will focus on the ways in which medicinal herbs may protect neurons.
A phytochemical and pharmacological review on canarium solomonenseAI Publications
The genus Canarium L. consists of 75 species of aromatic trees which are found in the rainforests of tropical Asia, Africa and the Pacific. The medicinal uses, botany, chemical constituents and pharmacological activities are now reviewed. Various compounds are tabulated according to their classes their structures are given. Traditionally canarium solomonense have been used to treat a broad array of illnesses. Pharmacological actions for canarium solomonense as discussed in this review include antibacterial, antimicrobial, antioxidant, anti-inflammatory, hepatoprotective and antitumor activity.
Influences of Digital Marketing in the Buying Decisions of College Students i...AI Publications
This research investigates the influence of digital marketing channels on purchasing decisions among college students in Ramanathapuram District. The study highlights that social media marketing, online advertising, and mobile marketing exhibit substantial positive effects on purchase decisions. However, email marketing's impact appears to be more complex. Moreover, the study explores how demographic variables like gender and academic level shape these effects. Notably, freshman students display varying susceptibility to specific digital marketing messages compared to their junior, senior, or graduate counterparts. These findings offer crucial insights for marketers aiming to tailor their strategies effectively to the preferences and behaviors of college students. By understanding the differential impacts of various digital marketing channels and considering demographic nuances, marketers can refine their approaches, optimize engagement, and ultimately enhance the effectiveness of their campaigns in targeting this demographic.
A Study on Performance of the Karnataka State Cooperative Agriculture & Rural...AI Publications
The Karnataka State Co-operative Agriculture and Rural Development Bank Limited is the apex bank of all the primary co-operative agriculture and rural development banks in the state. All the PCARD Banks in the state are affiliated to it. The KSCARD Bank provides financial accommodation to the PCARD Banks for their lending operations. In order to quick sanction and disbursement of loans and supervision over the PCARD Banks the KSCARD Bank has opened district level branches. Bank has established Women Development Cell to promote entrepreneurship among women in 2005. The Bank is identifying women borrowers in the rural areas by assigning suitable projects to motivate their self-confidence to lead independent life. Progress made in financing women entrepreneurs women.
Breast hamartoma is a rare, well-circumscribed, benign lesion made up of a variable quantity of glandular, adipose and fibrous tissue. This is a lesion that can affect women at any age from puberty. With the increasingly frequent use of imaging methods such as mammography and ultrasound as well as breast biopsy, cases of hamartoma diagnosed are increasing. The diagnosis of these lesions is made by mammography. The histological and radiological aspects are variable and depend on its adipose tissue content. The identification of these lesions is important in order to avoid surgical excisions. We report radio-clinical and pathological records of breast hamartoma.
A retrospective study on ovarian cancer with a median follow-up of 36 months ...AI Publications
Ovarian cancer is relatively common but serious and has a poor prognosis. The aim of this study is to highlight the epidemiological, diagnostic, therapeutic and evolutionary aspects of this malignant pathology managed at the Bejaia university hospital center. This is a retrospective and descriptive study over a period of 3 years (2019 - 2022) carried out on 20 patients who developed ovarian cancer. The average age of the patients was 50 years old, 53.23% of whom were over 45 years old. The CA-125 blood test was positive in 18 out of 20 patients. The tumors were discovered on ultrasound in 87.10% of cases and at laparotomy in 12.90%. Total hysterectomy with bilateral adnexectomy was the most performed procedure (64.52%). The early postoperative course was simple. 15 patients underwent second look surgery (16.13%) for locoregional recurrences. Epithelial tumors were the most frequent histological type (93.55%), including 79% in the advanced stage ( IIIc -IV) and 21% in the early stage (Ia- Ib ). Adjuvant chemotherapy was administered in 80% of patients. With a median follow-up of 36 months, 2 patients were lost to follow-up. The evolution was favorable in 27.42% and in 25.81% deaths occurred late postoperatively. Ovarian cancer is not common but serious given the advanced stages and the high rate of late postoperative deaths which were largely observed in patients deprived of adequate neoadjuvant or adjuvant chemotherapy.
More analysis on environment protection and sustainable agriculture - A case ...AI Publications
This study presents a case of tea and coffee crops , esp. environment protection and sustainable agriculture in Son La and Thai Nguyen of Vietnam. Research results show us that The process of having an agricultural product goes through many steps such as planting, planning, harvesting, packing, transporting, storing and distributing. - The State adopts policies to encourage innovation of agricultural production models and methods towards sustainability, adapting to climate change, saving water, and limiting the use of inorganic fertilizers and pesticides. chemicals and products for environmental treatment in agriculture; develop environmentally friendly agricultural models. Our research limitation is that we can expand for other crops, industries and markets as well.
Assessment of Growth and Yield Performance of Twelve Different Rice Varieties...AI Publications
The present investigation entitled “Assessment of growth and yield performance of twelve different rice varieties under north Konkan coastal zone of Maharashtra” was carried out during the kharif season of the year 2021 and 2022 on the field of ASPEE, Agricultural Research and Development Foundation, Tansa Farm, At Nare, Taluka Wada, District Palghar, Maharashtra, India. The experiment was laid out in Randomized Block Design (RBD). The twelve varieties namely Zini, Jaya, Dandi, Rahghudya, Govindbhog, Dangi, Gurjari, VNR-7, VNR-8, VNR-9, Karjat-3, and Karjat-5 were replicated thrice. The plant height (cm), number of tillers per plant, number of panicles per plant, number of panicles (m²), and length of panicle (cm) were noted to the maximum with cv. “VNR-7”. The highest number of seeds per panicle, test weight (gm), grain yield (q/ha), and straw yield (q/ha) were recorded with the cv. “VNR-7”. While the lowest number of days to 50% flowering was also recorded with cv. “VNR-7” during the year 2021 and 2022.
Cultivating Proactive Cybersecurity Culture among IT Professional to Combat E...AI Publications
In the current digital landscape, cybercriminals continually evolve their techniques to execute successful attacks on businesses, thus posing a great challenge to information technology (IT) professionals. While traditional cybersecurity approaches like layered defense and reactive security have helped IT professionals cope with traditional threats, they are ineffective in dealing with evolving cyberattacks. This paper focuses on the need for a proactive cybersecurity culture among IT professionals to enable them combat evolving threats. The paper emphasis that building a proactive security approach and culture can help among IT professionals anticipate, identify, and mitigate latent threats prior to them exploiting existing vulnerabilities. This paper also points out that as IT professionals use reactive security when dealing with traditional attacks, they can use it collaboratively with proactive security to effectively protect their networks, data, and systems and avoid heavy costs of dealing with cyberattack’s aftermaths and business recovery.
The Impacts of Viral Hepatitis on Liver Enzymes and BilrubinAI Publications
Viral hepatitis is an infection that causes liver inflammation and damage. Several different viruses cause hepatitis, including hepatitis A, B, C, D, and E. The hepatitis A and E viruses typically cause acute infections. The hepatitis B, C, and D viruses can cause acute and chronic infections. Hepatitis A causes only acute infection and typically gets better without treatment after a few weeks. The hepatitis A virus spreads through contact with an infected person’s stool. Protection by getting the hepatitis A vaccine. Hepatitis E is typically an acute infection that gets better without treatment after several weeks. Some types of hepatitis E virus are spread by drinking water contaminated by an infected person’s stool. Other types are spread by eating undercooked pork or wild game. Hepatitis B can cause acute or chronic infection. Recommendation for screening for hepatitis B in pregnant women or in those with a high chance of being infected. Protection from hepatitis B by getting the hepatitis B vaccine. Hepatitis C can cause acute or chronic infection. Doctors usually recommend one-time screening of all adults ages 18 to 79 for hepatitis C. Early diagnosis and treatment can prevent liver damage. The hepatitis D virus is unusual because it can only infect those who have a hepatitis B virus infection. A coinfection occurs when both hepatitis D and hepatitis B infections at the same time. A superinfection occurs already have chronic hepatitis B and then become infected with hepatitis D. The aim of this study is to find the effect of each type of viral hepatitis on the bilirubin (TB , DSB) , and liver enzymes; AST, ALT, ALP,GGT among viral hepatitis patients. 200 patients were selected from the viral hepatitis units in the central public health laboratory in Baghdad city, all the chosen cases were confirmed as a positive samples , they are classified into four equal group each with fifty individual and with a single serological viral hepatitis type either; anti-HAV( IgM ) , HBs Ag , anti-HCV ,or anti-HEV(IgM ). All patients were tested for; serum bilirubin ( TB ,D.SB ) , AST , ALT , ALP , GGT. Another fifty quite healthy and normal person was selected as a control group for comparison. . Liver enzymes and bilirubin changes are more pronounced in HAV, HEV than HCV and HBVAST and ALT lack some sensitivity in detecting HCV ,HBV and mild elevations of ALT or AST in asymptomatic patients can be evaluated efficiently by considering ,hepatitis B, hepatitis C. ALT is generally a more sensitive indicator of acute liver cell damage than AST, It is relatively specific for hepatocyte necrosis with a marked elevations in viral hepatitis. Liver enzymes and bilirubin changes are more pronounced in HAV, HEV than HCV and HBV.AST and ALT lack some sensitivity in detecting HCV ,HBV and mild elevations of ALT or AST in asymptomatic patients can be evaluated efficiently by considering ,hepatitis B, hepatitis C. ALT is generally a more sensitive indicator of acute liver
Determinants of Women Empowerment in Bishoftu Town; Oromia Regional State of ...AI Publications
The purpose of this study was to determine the status of women's empowerment and its determinants using women's asset endowment and decision-making potential as indicators. To determine representative sample size, this study used a two-stage sampling technique, and 122 sample respondents were selected at random. To analyze the data in this study, descriptive statistics and a probit model were used. The average women's empowerment index was 0.41, indicating a relatively lower status of women's empowerment in the study area. According to the study's findings, only 40.9% of women were empowered, while the remaining 59.1% were not. The probit model results show that women's access to the media, women's income, and their husbands' education status have a significant and positive impact on the status of women's empowerment, while the family size of households has a negative impact. As a result, it is important to enhance women's access to the media and income, promote family planning and contraception, and improve men's educational status in order to improve the status of women's empowerment.
CFD Simulation of By-pass Flow in a HRSG module by R&R Consult.pptxR&R Consult
CFD analysis is incredibly effective at solving mysteries and improving the performance of complex systems!
Here's a great example: At a large natural gas-fired power plant, where they use waste heat to generate steam and energy, they were puzzled that their boiler wasn't producing as much steam as expected.
R&R and Tetra Engineering Group Inc. were asked to solve the issue with reduced steam production.
An inspection had shown that a significant amount of hot flue gas was bypassing the boiler tubes, where the heat was supposed to be transferred.
R&R Consult conducted a CFD analysis, which revealed that 6.3% of the flue gas was bypassing the boiler tubes without transferring heat. The analysis also showed that the flue gas was instead being directed along the sides of the boiler and between the modules that were supposed to capture the heat. This was the cause of the reduced performance.
Based on our results, Tetra Engineering installed covering plates to reduce the bypass flow. This improved the boiler's performance and increased electricity production.
It is always satisfying when we can help solve complex challenges like this. Do your systems also need a check-up or optimization? Give us a call!
Work done in cooperation with James Malloy and David Moelling from Tetra Engineering.
More examples of our work https://www.r-r-consult.dk/en/cases-en/
About
Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
• Remote control: Parallel or serial interface.
• Compatible with MAFI CCR system.
• Compatible with IDM8000 CCR.
• Compatible with Backplane mount serial communication.
• Compatible with commercial and Defence aviation CCR system.
• Remote control system for accessing CCR and allied system over serial or TCP.
• Indigenized local Support/presence in India.
• Easy in configuration using DIP switches.
Technical Specifications
Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
Key Features
Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
• Remote control: Parallel or serial interface
• Compatible with MAFI CCR system
• Copatiable with IDM8000 CCR
• Compatible with Backplane mount serial communication.
• Compatible with commercial and Defence aviation CCR system.
• Remote control system for accessing CCR and allied system over serial or TCP.
• Indigenized local Support/presence in India.
Application
• Remote control: Parallel or serial interface.
• Compatible with MAFI CCR system.
• Compatible with IDM8000 CCR.
• Compatible with Backplane mount serial communication.
• Compatible with commercial and Defence aviation CCR system.
• Remote control system for accessing CCR and allied system over serial or TCP.
• Indigenized local Support/presence in India.
• Easy in configuration using DIP switches.
Immunizing Image Classifiers Against Localized Adversary Attacksgerogepatton
This paper addresses the vulnerability of deep learning models, particularly convolutional neural networks
(CNN)s, to adversarial attacks and presents a proactive training technique designed to counter them. We
introduce a novel volumization algorithm, which transforms 2D images into 3D volumetric representations.
When combined with 3D convolution and deep curriculum learning optimization (CLO), itsignificantly improves
the immunity of models against localized universal attacks by up to 40%. We evaluate our proposed approach
using contemporary CNN architectures and the modified Canadian Institute for Advanced Research (CIFAR-10
and CIFAR-100) and ImageNet Large Scale Visual Recognition Challenge (ILSVRC12) datasets, showcasing
accuracy improvements over previous techniques. The results indicate that the combination of the volumetric
input and curriculum learning holds significant promise for mitigating adversarial attacks without necessitating
adversary training.
Cosmetic shop management system project report.pdfKamal Acharya
Buying new cosmetic products is difficult. It can even be scary for those who have sensitive skin and are prone to skin trouble. The information needed to alleviate this problem is on the back of each product, but it's thought to interpret those ingredient lists unless you have a background in chemistry.
Instead of buying and hoping for the best, we can use data science to help us predict which products may be good fits for us. It includes various function programs to do the above mentioned tasks.
Data file handling has been effectively used in the program.
The automated cosmetic shop management system should deal with the automation of general workflow and administration process of the shop. The main processes of the system focus on customer's request where the system is able to search the most appropriate products and deliver it to the customers. It should help the employees to quickly identify the list of cosmetic product that have reached the minimum quantity and also keep a track of expired date for each cosmetic product. It should help the employees to find the rack number in which the product is placed.It is also Faster and more efficient way.
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The Relationship between Leadership Style and Employee Commitment: A Study of Public Sectors in Erbil
1. International journal of Engineering, Business and Management (IJEBM)
[Vol-4, Issue-6, Nov-Dec, 2020]
https://dx.doi.org/10.22161/ijebm.4.6.2
ISSN: 2456-7817
www.aipublications.com Page | 95
Open Access
The Relationship between Leadership Style and
Employee Commitment: A Study of Public Sectors
in Erbil
Hayat Essa
Business Administration, Faculty of Economics and Administrative Sciences, Cyprus International University, Haspolat Campus, Northern
Cyprus via Mersin 10, Turkey
Received: 12 Oct 2020; Received in revised form: 13 Nov 2020; Accepted: 15 Nov 2020; Available online: 18 Nov 2020
Abstract— Leadership style has frequently been deemed as one of the crucial aspects that be able to improve
employees’ commitment and it is viewed as the live wire for the achievement of governmental objectives.Out of
the total population, 500 respondents remained chosen for the model size through the use of simple random
sampling technique. A structured four Likert scale questionnaire was design to elicit information from the
respondents. Content validity was adopted to ascertain the strength of the instrument designed for this study
while the Cronbach’s alpha of 0.76 showed the reliability of the questionnaire. Out of the 500 questionnaires
administered 456 were found valid and used for the analysis. The revision used descriptive and inferential
statistics to test the hypotheses. The results showed that the strongest relationship is between relationship
between transactional leadership and affective commitment, and the weakest relationship is between
transformational leadership and continuous commitment.
Keywords— leadership styles, Public Sectors, Employee commitment, Erbil.
I. INTRODUCTION
Public sectors have progressively perceived that worker
advancement – characterized as the purposeful age,
advancement, and execution of new and helpful thoughts
pointed toward profiting job execution, the gathering, or the
association (Covin & Slevin, 2017), is a basic asset for
guaranteeing viability, development, and persistent
improvement in quickly changing and unsure conditions
(Crosby & Bryson, 2018). Representativei developmenti
involvesi in-jobi andi extra-jobi segmentsi oni thei groundsi
thati iti cani eitheri bei importanti fori thei recommendedi
worki assignmentsi ori goi pasti conventionali jobi
depictionsi (Dewani &i Squintani,i 2018).i Thinkingi abouti
thei noteworthinessi ofi workeri development,i ai
tremendousi assemblagei ofi examinationi hasi
distinguishedi ai scopei ofi emotionali andi persuasivei
driversi thati cani effectslyi affecti leaders'i commitmenti
ini inventivei undertakings,i fori example,i positivei effect,i
characteristici inspiration,i worki fulfillment,i andi mentali
strengtheningi (Fletcher,i eti al.i 2019).i Speculationsi andi
explorationi oni hierarchicali commitmenti havei stressedi
emotionali responsibilityi asi ai basici persuasivei poweri
restrictingi peoplei toi successfuli strategiesi thati supporti
thei associationi andi itsi objectivesi (Aybari &i Marsap,i
2018).i Nonetheless,i earlieri observationali explorationi
hasi yieldedi opposingi discoveriesi oni thei connectioni
betweeni emotionali responsibilityi andi representativei
developmenti (Bernerth,i eti ali 2018),i withi certaini
investigationsi discoveringi constructivei outcomesi andi
othersi announcingi non-criticali impactsi (Boamah,i eti ali
2018).i Thesei premisesi consequentlyi underscorei thei
significancei ofi additionali explorationi toi enlighteni howi
associationsi cani guaranteei thati exceptionallyi dedicatedi
leadersi arei rousedi andi empoweredi toi performi
creativelyi ini thei workingi environment.i Leadershipi
showsi itselfi ini particulari conduct.i Fori instance,i
2. International journal of Engineering, Business and Management (IJEBM)
[Vol-4, Issue-6, Nov-Dec, 2020]
https://dx.doi.org/10.22161/ijebm.4.6.2
ISSN: 2456-7817
www.aipublications.com Page | 96
Open Access
individualsi commiti timei andi energyi toi satisfyi theiri
hands-oni dutiesi justi asi theiri family,i individual,i
networki andi otherworldlyi commitments.i Responsibilityi
likewisei hasi ai passionatei segment:i Peoplei generallyi
insighti andi expressi goodi sentimentsi towardi ai
substancei ori individuali toi whomi theyi havei madei ai
commitmenti (Cai,i eti ali 2018).i Finally,i commitmenti
hasi ani objectivei component:i Mosti individualsi
intentionallyi choosei toi makei duties,i ati thati pointi theyi
nicelyi plani andi doi thei activitiesi neededi toi satisfyi
them.i Sincei dutiesi requirei ai venturei ofi timei justi asi
mentali andi enthusiastici energy,i thei vasti majorityi
makei themi withi thei desirei fori response.i Thati is,i
individualsi accepti thati ini returni fori theiri
responsibility,i theyi willi receivei somethingi ofi
significanti worthi consequently,i fori example,i favors,i
friendship,i blessings,i consideration,i products,i cashi andi
property.i Ini thei realmi ofi work,i leadersi andi managersi
havei customarilyi settledi oni ani unsaidi arrangement:i Ini
returni fori laborers'i responsibility,i associationsi wouldi
givei typesi ofi significanti worthi toi leaders,i fori
example,i securei positionsi andi reasonablei pay.i
Correspondencei influencesi thei forcei ofi ai dedication.i
Ati thei pointi wheni ai substancei ori individuali toi whomi
somebodyi hasi madei ai dedicationi neglectsi toi comei
throughi withi thei normali trade,i thei responsibilityi
dissolvesi (Holmi &i Fairhurst,i 2018).i
Leaders'i responsibilityi depictsi thei leveli ofi devotioni ofi
ai laboreri toi thei associationi whichi consolidatei promptsi
thei worker'si aimi andi abilityi toi worki ori occupiedi
withi thei hierarchicali exercisesi soi asi toi achievei thei
objectivesi andi goalsi ofi thei associationi (Jiang,i eti ali
2018).i Representative'si hierarchicali commitmenti isi
seeni asi worker'si associationi andi joiningi withi
associationi justi asi enthusiastici connectioni toi guaranteei
thei accomplishmenti ofi thei authoritativei destinationsi
andi thei degreei thei workeri wantsi toi remaini withi thei
associationi byi offeringi thoughti toi thei acknowledgmenti
ofi thei targetsi ofi thei associationi (Kark,i eti ali 2018).i
Workers'i authoritativei commitmenti isi likewisei
portrayedi asi "thei overalli qualityi ofi ai person'si
relationshipi withi andi contributionsi ini ai specifici
association"i (Hanseni &i Pihl-Thingvad,i 2018).i Ini thei
perspectivesi oni Lambert,i eti ali (2018),i leadersi
responsibilityi signifiesi "workers"i progressedi phasesi ofi
efforti andi associationi withi essentiali degreesi ofi
dynamici andi financiali everydayi practicei ofi thei
authoritative.i Kossek,i eti ali (2018)i characterizedi
authoritativei responsibilityi asi thei premisei ofi ani
individuali ori worker'si connectioni toi thei associationi
mentallyi whilei Randel,i eti ali (2018)i believedi thati
pledgei toi ai hierarchicali isi ani elementi ofi threei diversei
establishmenti ofi connectioni specificallyi consistence,i
recognizablei proofi andi disguise.i Fromi thei survivingi
writing,i hierarchicali viabilityi hasi beeni suggestedi asi ai
methodi ofi injectingi thei significancei ofi culturei throughi
motivatingi andi abusingi thei importancei ofi itsi assetsi
whichi thei existencei examplei ofi everyi associationi ini
accomplishingi adequacyi isi dugi ini andi throughi thei
standardsi thati hasi impactedi eachi memberi ini thei
associationi (Xui &i Payne,i 2018).i Alli togetheri fori
hierarchicali adequacyi toi bei accomplished,i authoritativei
directorsi andi leaderssi arei unequivocallyi persuadedi toi
receivei thei qualityi parti ofi theiri leadersi toi discoveri
theiri pledgei toi theiri positionsi (Sy,i eti ali 2018).
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II. RESEARCH MODEL
III. LITERATURE REVIEW
The concept of leadership
Leaders applying with present day procedures want to
receive conduct as indicated by representative propriety,
there ought to be the reasonable vision, and successful
correspondence alongside singular thought are the center
elements of groundbreaking leadership so as to improve
authoritative responsibility resulting to worker work
fulfillment. Asi contrasti withi otheri leaders,i
groundbreakingi leadersi exhaustedi morei withi
subordinatesi andi morei viablei correspondencei happen,i
thati isi thei reasoni asi indicatedi byi investigationi ofi Yan,i
eti ali (2018)i worki commitmenti ofi workeri wouldi
incrementi throughi groundbreakingi leadershipi ascribesi
as;i groundbreakingi leadersi mayi drivei wantedi resulti
andi expliciti convictioni byi admirei impacti andi
essentiallyi communicatei upliftingi inspirationi ini leadersi
soi asi toi geti cleari visionaryi objectivei andi executioni upi
toi norm.i Ini eachi association,i groundbreakingi leadersi
seeksi afteri ati leasti onei ofi thei significanti parti ofi
groundbreakingi administration,i toi ai degreei ai fewi
alterationsi havei beeni constrainedi ini createdi subjecti
withi respecti toi refinedi segmentsi ofi groundbreakingi
leadership.i Wherei partsi involvedi featuresi like;i
acknowledgmenti ofi subordinates,i mystique,i subordinatei
motivationi byi thei leaders,i upgradei ofi scholarlyi abilitiesi
ofi subordinates,i (Covini &i Slevin,i 2017).i
Leadershipi cani bei characterizedi asi ani unpredictablei
sociali cycle,i establishedi ini partsi ofi esteems,i abilities,i
informationi justi asi perspectivesi ofi thei twoi chiefsi andi
devotees.i Ini thisi way,i iti isi abouti thei constanti cyclei ofi
buildingi upi andi keepingi upi ani associationi betweeni
whoi seeki toi leadi andi thei individualsi whoi arei happyi
toi followi (Crosbyi &i Bryson,i 2018).i Moreover,i iti hasi
beeni thei pointi ofi convergencei ofi numerousi scholarlyi
examinationi venturesi andi ofi ini excessi ofi dozeni diariesi
ini thei market.i Numerousi academiciansi andi specialistsi
havei madei indispensablei commitmentsi ini thei variousi
hypothesesi justi asi practicesi ofi initiative,i andi afteri ofi
broadi exploration,i thei subjecti ofi leadershipi hasi riseni
asi ai genuinei order.i Ini anyi case,i therei isi stilli
arrangementi abouti whati administrationi reallyi is.i Ai
largei numberi ofi researchersi andi analystsi concurredi thati
administrationi isi ai mixi ofi aptitudesi andi conducti whichi
displaysi thosei abilitiesi (Dewani &i Squintani,i 2018).
Leadership styles
Leadership, attributable to its crucial function in all the fields
of life, has been concentrated broadly. Different models of
administration have been proposed yet the hypothesis of
"Incredible Man" gives an extraordinary viewpoint to the
idea of initiative. Thei backersi ofi thisi principlei
recommendi thati leadersi arei broughti intoi thei worldi noti
made.i Theyi havei eachi onei ofi thosei characteristics,i
whichi willi takei themi toi thei wayi ofi initiative,i ini theiri
hereditaryi cosmeticsi andi thati thosei attributesi can'ti bei
gained.i Thei otheri aspecti ofi thisi hypothesisi asi isi cleari
byi thei namei "Incrediblei Man"i rotatesi aroundi thei
thoughti thati hasi woni fori quitei ai whilei thati noi onei
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buti meni cani bei leadersi whichi cani bei ascribedi toi thei
wayi thati meni havei beeni runningi majori illiciti
relationshipsi fromi businessi toi statei issues,i howeveri
thingsi havei beeni changingi quicklyi ini thei coursei ofi
recenti manyi years.i Ini anyi case,i essentially,i thei
hypothesisi underlinesi thati thei attributesi neededi toi bei ai
leadersi arei naturali andi consequently,i can'ti bei educatedi
(Fletcher,i eti al.i 2019).i Furtheri knowledgei intoi thei
subjecti ofi initiativei givesi usi certaini exceptionali
characteri characteristicsi thati cani assisti usi withi
groupingi populacei intoi twoi unmistakablei classifications;i
thei leadersi andi thei supporters.i Asi indicatedi byi thesei
investigations,i ai fewi peoplei begini demonstratingi certaini
personali conducti standardsi priori oni ini theiri carriesi oni
withi thati mirrori theiri capabilityi toi turni intoi ai leadersi
(Aybari &i Marsap,i 2018).i Amongi thosei characteristicsi
arei beingi driven,i objectivei arranged,i energetic,i
predictable,i definitive,i sure,i compassionatei andi versatilei
toi differenti circumstance,i toi givei somei examples.i
Alongi thesei lines,i ifi ani individuali showsi comparativei
characteristicsi ini theiri priori years,i theyi arei welli oni thei
wayi toi goi thei verticali wayi andi eventuallyi bei ati thei
top-thati isi toi turni intoi thei leadersi (Bernerth,i eti ali
2018).i Yet,i chasingi fori thei leadersi byi recognizingi
suchi attributesi requiredi normalizationi whichi wouldi
havei beeni subjectivei insteadi ofi quantitativei andi
consequentlyi subjecti toi ai toni ofi inclination.i Ini thisi
way,i thei examinationsi thosei werei donei later,i regardingi
thei matteri ofi administration,i werei focusedi oni
additionali towardsi thei mentalitiesi ofi thei leaders,i asi byi
theyi wayi theyi reacti to,i breaki downi andi tacklei
differenti circumstancesi effectivelyi andi whati ascribesi
madei themi rulei thei seati ofi accomplishmenti soi
individualsi couldi bei instructedi toi buildi upi exactlyi thei
samei creditsi thati willi makei themi leaders.i
Consequently,i differenti conducti adjustmenti programsi
havei beeni createdi ini suchi manneri (Boamah,i eti ali
2018).
Transactional leadership styles
Another kind of initiative which has been broadly used to in
hierarchical conduct considers is conditional leadership. Cai,
et al (2018) who spearheaded the investigation of
transactional leadership demonstrated that conditional
leaders are the individuals who looked to persuade adherents
by speaking to their personal circumstances. Thesei leadersi
persuadei subordinatesi toi accomplishi expectedi degreesi
ofi executioni byi helpingi themi toi perceivei taski duties,i
recognizei objectivesi andi createi certaintyi abouti
gatheringi wantedi executioni levelsi (Holmi &i Fairhurst,i
2018).i Asi indicatedi byi Jiang,i eti ali (2018),i conditionali
leadersi utilizei threei elements:i (1)i unforeseeni prizei (2)i
thei executivesi by-exemptioni dynamici andi (3)i thei boardi
by-speciali casei uninvolved.i Ini unexpectedi prizes,i
leadersi givesi adherentsi materiali andi mentali prizesi
dependenti uponi thei satisfactioni ofi legallyi bindingi
commitments.i Kark,i eti ali (2018)i underscoredi thati byi
givingi unforeseeni prizes,i ai value-basedi leaderi mayi
rousei ai sensiblei leveli ofi association,i steadfastness,i
commitmenti andi executioni fromi subordinates.i Theni
again,i thei boardi by-exemptioni isi wherebyi thei leadersi
isi carefuli andi guaranteesi thati devoteesi satisfyi
foreordainedi guidelines.i Ini thei boardi by-exemptioni
uninvolved,i leadersi mediatesi withi devoteesi simplyi afteri
resistancei ofi guidelinesi hasi happenedi ori wheni errorsi
havei occurredi (Hanseni &i Pihl-Thingvad,i 2018).i
Lambert, et al (2018) showed that conditional leaders incline
toward working inside the current framework or culture, will
in general dodge hazard and depend on hierarchical prizes
and disciplines to persuade representative execution. He
depicts value-based leaders as cost benefit situated, where
they center around compensating endeavors and
guaranteeing that practices are up to desires (Kossek, et al
2018). Value-basedi initiativei practicesi rememberi threei
componentsi fori thei Multi-Factori Leadershipi
Questionnaire.i Thei primaryi factori isi unexpectedi prize,i
whichi alludesi toi ai tradei arrangementi amongi leadersi
andi adherent.i Thei otheri twoi elementsi arei dynamici andi
uninvolvedi administrationi byi speciali case.i Thesei arei
restorativei initiativei conduct.i Whilei ini thei dynamici
structure,i thei leadersi effectivelyi screensi subordinates'i
exhibitioni andi remediesi anyi missteps,i ini thei
uninvolvedi structure,i thei leadersi doesn'ti screeni yeti
trustsi thati mix-upsi willi occuri andi afterwardi makesi ai
move.i Thei representativei cani eveni nowi bei lockedi ini
withi thei changei usagei noti oni thei groundsi thati theyi
needi toi buti sincei theyi needi to,i likewisei upheldi byi
(Randel,i eti ali 2018).i
Transformational Leadership
Past examinations have continually detailed that ground-
breaking leadership is more viable, gainful, imaginative, and
fulfilling to supporters as the two players run after the
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benefit of association pushed by shared dreams and qualities
just as common trust and regard (Xu & Payne, 2018). Thisi
suggestsi ground-breakingi leadersi trustedi ini sharingi ofi
formalizedi forcei andi alli thei morei regularlyi practicei
thei utilizationi ofi individuali force.i Ini ai similari vein,i
otheri examinationi hasi drawni ai qualificationi betweeni
crediblei ground-breakingi administrationi andi pseudo-
ground-breakingi initiativei (Sy,i eti ali 2018).i Iti wasi
discoveredi thati pseudo-ground-breakingi leadersi wouldi
looki fori forcei andi positioni eveni toi thei detrimenti ofi
theiri adherents'i accomplishments,i accordinglyi theiri
practicesi arei conflictingi andi inconsistenti (Yan,i eti ali
2018).i
Leaders receiving the ground-breaking style of
administration support subordinates toward development and
innovativeness in this manner new outcomes respects
complex issues been investigated, (Covin & Slevin, 2017).
Asi indicatedi byi noveli discoveriesi ofi Crosbyi &i
Bryson,i (2018)i ini contemporaryi authoritativei changesi
ground-breakingi leadersi isi keyi worki forcei asi suchi
kindi ofi leadersi havei capacitiesi toi rehashi structurei ofi
associationsi asi peri need,i ini spitei ofi thei facti thati thisi
thoughti isi stilli toi advancei sincei hardlyi anyi
associationsi knowi abouti centeri administrationi style.i
Dewani &i Squintani,i (2018)i examinedi thei connectioni
betweeni ground-breakingi leadership,i hierarchicali trust,i
worki fulfillment,i andi authoritativei responsibilityi asi
seeni byi locali officialsi andi privatei areai leadersi ini twoi
Turkishi publici medicali clinics.i Theyi likewisei examinedi
thei impactsi ofi ground-breakingi leadership,i authoritativei
trust,i andi occupationi fulfillmenti oni members'i
hierarchicali commitment.i Fletcheri eti al.i (2019)i isi ai
majori testi isi toi adapti toi thei particulari sorti ofi
aptitudesi musti bei requiredi ini ground-breakingi leadersi
albeiti uncommon.i Whilei drivingi change,i ground-
breakingi leadershipi offersi morei importanti headway.i
Ground-breakingi leadershipi supportsi toi pressurei
decreasei andi affirmi morei productivei working.i
Determinantsi ofi ground-breakingi initiativei andi
subordinatei responsibilityi toi scrutinizei changei arei
emphaticallyi relatedi (Boamah,i eti ali 2018).i Ini ani
investigationi ofi Aybari &i Marsap,i (2018)i recommendedi
inventivenessi withi impacti ground-breakingi
administrationi components,i havei ai soundi relationshipi
withi advancementi marveli ofi thei association.i Oni thei
otheri content,i thei examinationi ofi Bernerth,i eti ali
(2018)i addsi toi thei comprehensioni ofi initiativei throughi
thei systemi ofi corporatei structurei ini morei usagei ofi
ground-breakingi bearings.i Writingi recommendsi thei
impactsi ofi passionatei knowledgei andi characteri
attributesi concerningi ground-breakingi administrationi
propertiesi whichi meansi thei representativei execution.i
Thei investigationi ofi Cai,i eti ali (2018)i ini Malaysiani
medicali clinicsi showsi thati activityi fulfillmenti amongi
workersi isi influencedi becausei ofi strengtheningi andi
ground-breakingi leadership.
Charismatic leadership
Leaders with Charisma and the ones who spur their
subordinates by accepting them as various and unique
elements and satisfying their feelings are characterized as
having (Holm & Fairhurst, 2018). Thei functioni ofi leadersi
ini suchi circumstancesi isi thati ofi managersi andi thati ofi
officials.i Thei leadersi ini suchi casesi helpi theiri
subordinatesi ini buildingi theiri capacitiesi andi execution.i
Leadershipi stylesi andi workeri worki commitmenti arei
viewedi asi thei basici variablesi fori authoritativei
achievementi andi leadersi arei thei mosti significanti
resourcei ini ani association.i Alongi thesei lines,i
associationsi needi toi havei effectivei leadersi toi leadi andi
rousei theiri workersi ini theiri everydayi tasksi soi theyi cani
accomplishi thei authoritativei objectivesi (Jiang,i eti ali
2018).i Hierarchicali commitmenti isi howi muchi ai
representativei relatesi toi thei associationi andi itsi
objectivesi andi he/shei wishesi toi keepi upi ani enrollmenti
withi association.i Wongi andi Sohali (2002)i depictedi thati
thei Concepti ofi commitmenti hadi beeni taken,i ati first,i
ini thei writingi ofi humanismi andi braini sciencei (Kark,i
eti ali 2018).i Administrationi isi wherei topi administratorsi
havei impacti overi othersi toi managei them,i unitei
connectionsi ini ai gatheringi ori association,i makei
structurei andi encouragei exercisesi (Hanseni &i Pihl-
Thingvad,i 2018).i Authoritativei responsibilityi isi affectedi
withi thei utilizationi ofi ani association'si administrationi
controli framework.i Ai hierarchicali administrationi controli
frameworki isi ani instrumenti ori device-basedi wayi toi
deali withi fabricatei singulari enthusiasmi towardsi
authoritativei goalsi andi systemsi (Lambert,i eti ali 2018).i
Those workers who have a serious extent of hierarchical
commitment are more averse to leave, act counter gainfully
or be missing; yet rather, they are eager to share and make
the penances that are required for the association to advance
(Kossek, et al 2018).
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Commitment
Commitment as a component of convictions about
association is depicted by Randel, et al (2018). They
characterize pledge to association as the general quality of
the leaders' relationship with their association. As per their
definition, authoritative commitment has three segments: a
solid confidence in and acknowledgment of the association's
objectives and qualities; a readiness to apply significant
exertion for the benefit of the association; and a solid goal or
want to stay with the association (Xu & Payne, 2018).
Nonetheless,i irregularitiesi overi thei plansi ofi
authoritativei commitmenti exist,i asi researchersi havei
describedi thei developi ofi hierarchicali responsibilityi
measurementsi ini ani unexpectedi way.i Fori instance,i C.i
O'Reillyi andi J.i Chatmani (1986)i characterizei
hierarchicali commitmenti asi ani ideai comprisingi ofi threei
principlei parts:i arrangementi relatedi withi ai specifici
advantage,i distinguishingi proofi relatedi withi ai shouldi
bei ani individuali fromi thei association,i andi disguisei
apparenti asi representative'si qualitiesi IDi withi thei
association'si qualities.i Yan,i eti ali (2018)i statedi thati
contrastsi ini researchers'i meaningsi ofi authoritativei
responsibilityi measurements,i plansi andi segmentsi (Sy,i eti
ali 2018).i
• Affectivei commitmenti asi peri Dewani &i
Squintani,i (2018),i isi ai passionatei connectioni toi
ani associationi wherei ai workeri "relatesi toi andi
appreciatesi enrollmenti ini thei association."i
Thus,i fulli ofi feelingi commitmenti incorporatesi
ati anyi ratei threei measurements:i advancementi
ofi ani enthusiastici contributioni withi ani
association,i distinguishingi proofi withi ani
association,i andi ai cravingi toi remaini itsi part.i
• Continuancei commitmenti isi thei secondi
authoritativei responsibilityi buildi characterizedi
byi Fletcher,i eti al.i (2019)i ini lighti ofi H.S.i
Becker'si (1960)i side-wageri hypothesis.i Iti
dependsi oni thei possibilityi thati thei ventures,i ori
sidei wagers,i ai workeri makesi ini ani association,i
fori example,i time,i worki exertion,i andi thei
advancementi ofi worki kinships,i associationi
expliciti abilities,i andi politicali arrangements,i
comprisei sunki costsi thati decreasei thei allurei ofi
outeri businessi choicesi (Aybari &i Marsap,i
2018).i Thei workeri feelsi constrainedi toi focusi
oni thei associationi oni thei groundsi thati thei
moneyi related,i social,i mental,i andi differenti
expensesi relatedi withi leavingi arei high.i
Bernerth,i eti ali (2018)i progressedi thei ideai ofi
durationi responsibilityi asi ai typei ofi mentali
connectioni toi ai utilizingi associationi thati
mirrorsi howi muchi ani individuali encountersi ai
feelingi ofi beingi securedi ini viewi ofi thei
significanti expensesi ofi leaving.i Thisi
observationi decidesi ai representative'si choicei toi
remaini ini ani associationi andi sparei thei madei
advantage.i
• Normativei commitmenti isi thei thirdi
authoritativei responsibilityi measurementi relatedi
withi ai worker'si feelingi ofi obligationi toi remaini
ini ani association.i Boamah,i eti ali (2018)i
characterizedi regulatingi commitmenti asi ai
worker'si ethicali responsibilityi thati showsi itselfi
wheni havei highi promisei toi ani associationi ini
viewi ofi morali explanation.
IV. RESEARCH METHODOLOGY
Examinationi researchi designi wasi adoptedi ini thisi study.i
Primaryi andi secondaryi datai werei usedi toi gatheri
informationi fori inference.i Thei targeti populationi coversi
publici sectorsi ini Erbil.i Thei motivationi fori choosingi
publici sectorsi isi becausei theyi constitutei thei
administrativei teami ofi thei governmenti whichi
determinesi thei effectivenessi ofi thei governmenti asi ani
organization.i Purposivei samplingi techniquei (non-
probabilistici samplingi technique)i wasi usedi toi choosei
thei sectioni fromi thei populace.i Outi ofi thei totali
population,i 500i respondentsi remainedi choseni fori thei
modeli sizei throughi thei usei ofi simplei randomi samplingi
technique.i Ai structuredi fouri Likerti scalei questionnairei
wasi designi toi eliciti informationi fromi thei respondents.i
Contenti validityi wasi adoptedi toi ascertaini thei strengthi
ofi thei instrumenti designedi fori thisi studyi whilei thei
Cronbach’si alphai ofi 0.76i showedi thei reliabilityi ofi thei
questionnaire.i Outi ofi thei 500i questionnairesi
administeredi 456i werei foundi validi andi usedi fori thei
analysis.i Thei revisioni usedi descriptivei andi inferentiali
statisticsi toi testi thei hypotheses.i
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V. ANALYZING AND FINDINGS
Demographic Analysis
Table 1-Demographic Analysis
As we can see in table (1), participants’ demographic
analysis starting from participants’ gender, the findings
showed that 331 males participated, and 125 females
participated in this study. Regarding of participants’ age, the
findings showed that 56 participants are from age 29 to 3 9
years old, 108 participants are from age 30-39 years old, 128
participants are from 40-49 years old, 128 participants are
from 50-59 years old and 36 participants are from 60-69
years old. Regarding of the participants’ education, the
findings showed that 15 participants with high school
certificate, 51 participants with diploma certificate, 218
participants with bachelor and 117 participants with master’s
degree.
Table 2-Reliability Analysis
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Tablei (11)i showsi simplei regressioni analysisi fori testingi hypothesisi eight,ithei resulti showedi thati thei valuei ofi Betai isi
.867i thisi indicatedi thati eighthi researchi hypothesisi isi supportedi whichi isi thei relationshipi betweeni charismatici
leadershipi andi continuousi commitment.i
i Testingi Ninthi Researchi Hypothesisi
Tablei 12-Regressioni Analysisi (H9)
i
Tablei (12)i showsi simplei regressioni analysisi fori testingi
hypothesisi nine,ithei resulti showedi thati thei valuei ofi
Betai isi .659i thisi indicatedi thati ninthi researchi
hypothesisi isi supportedi whichi isi thei relationshipi
betweeni charismatici leadershipi andi normativei
commitment.i
VI. CONCLUSION
The objective of the research is to examine the relationship
between leadership styles and employees’ organizational
commitment. Regression was used to investigate the
relationship between these two variables. Thei findingsi
havei indicatedi thati transformationali leadersi arei morei
ablei toi bringi ini commitmenti ini employeesi thani
transactionali leaders.i Thisi studyi representsi thei
theoreticali andi empiricali researchi regardingi leadershipi
stylesi andi organizationali commitmenti ini thei
manufacturingi industry.i Therei havei beeni veryi fewi
empiricali researchi oni organizationali commitmenti ini thei
manufacturingi industry.i Inevitably,i thisi studyi hasi
contributedi toi thei growingi bodyi ofi researchi oni
antecedentsi toi leadershipi stylesi andi organizationali
commitmenti byi examiningi thei twoi importanti leadershipi
stylesi andi itsi impacti oni organizationali commitment.i Iti
isi believedi thati thisi studyi wouldi havei addedi valuei toi
thei literaturesi oni supervisors’i leadershipi styles,i
especiallyi ini thei settingsi sincei therei werei limitedi
literaturesi donei oni similari setting.i Besides,i ini viewi ofi
thei facti thati thei supervisorsi andi subordinatesi werei
mainlyi fromi locali manufacturingi companies,i thei resultsi
ofi thei studyi arei veryi similari toi thei traditionali culturali
descriptori ofi collectivism.i Thei resultsi showedi thati thei
strongesti relationshipi isi betweeni relationshipi betweeni
transactionali leadershipi andi affectivei commitment,i andi
thei weakesti relationshipi isi betweeni transformationali
leadershipi andi continuousi commitment.i i
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