澳洲代写assignment:转换型领导在组织效能中难以捉摸的因素 [6]
论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2016-11-02编辑:wangwenxia点击率:14261
论文字数:3466论文编号:org201611012049028244语种:英语 English地区:中国价格:免费论文
关键词:Organizational Effectivene转换型领导澳洲代写assignment
摘要:本文的目标是探讨性状、变革型领导的领导风格对下属的影响(I)与上司的满意度,(II)总体满意度,(III)情感承诺、(IV)对工作压力的影响,(V)鼓舞和(VI)知识刺激。
to understand their issues, their work concerns, and to support and invest in them and their abilities. This leads to completion of the tasks required to achieve the common goal, in the case of healthcare, the provision of excellence in patient care. Some recent research has provided evidence to support the personal ity-performance relationship in leadership positions. For instance, Judge and Bono (2000) demonstrated that transformational leadership is predicted by several of the Big Five personality traits. Specifically, this study showed that Extraversion, Openness, and Agreeableness predicted subordinate ratings of transformational leadership. Additionally, this study demonstrated that personality factors were predictive of supervisor ratings of leader effectiveness.
Job-related stress——与工作相关的压力
Job-related stress is often a function of an individual's perception of organizational and environmental events and meaning attached to these events (McCauley, 1987; Schuler, 1980). The meaning which individuals associate with these events is often 'managed' or influenced by significant others, such as leaders and mentors (Kram and Hall, 1989; Smircich and Morgan, 1982). Seltzer et al. (1989) found that transfor-mational leadership based on charismatic and individually considerate behaviors was negatively related to follower stress. Transformational leadership arouses team spirit, reframes stressful events into developmental opportunities, and inspires others to perceive difficult situations as meaningful challenges necessary for developing one's professional and personal skills (Shamir et al., 1993).
Charisma (idealized influence - attributed)——魅力(理想化的影响-归因)
Leaders who exhibit management skills, and management policies and practices in hospitals may influence important outcomes for patients and for healthcare workforce. Most theory related to relationally focused leadership such as transformational and resonant leadership, founded on emotional intelligence as the basis for influencing outcomes, are premised on leaders also having skills in management, organization and analytical intelligence (Bass et al., 2003 B.M. Bass, B.J. Avolio and D.I. Jung, Applied Psychology 88 (2) (2003), pp. 207-218.
Abstract | PDF (118 K) | Full Text via CrossRef | View Record in Scopus | Cited By in Scopus (134)[Bass et al., 2003] and [Goleman et al., 2002]). Thereby the focus on people and relationships in these theories is formed on the understanding that the people in the organization are the organization's most precious resource to achieve their common goals. Many leadership theories have conceptualized leadership as primarily positive and therefore leading to positive outcomes. This is perpetuated by the popularity of transformational leadership ([Clements and Washbush, 1999] and [Goleman et al., 2002]), which suggests that these leaders do the 'right' things. Charisma consists of having personal charm that enables one to influence others.18 Transformational leaders value the human need for supportive interpersonal relationships.
Charisma (idealized influence - behaviors)——魅力(理想化的影响-行为)
Transformational leaders use their physical energy to motivate others to work toward the stated outcomes, instill confidence among group members, and create cohesive learning environments.
Inspirational motivation—本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。