Psychological Contract Breach and Creativity: Examination of Linkages

This study focused on individual creativity in workplace. The aim was to identify the role of breach in psychological contract, the mediating variables (scouting behavior and perceived organizational support), and a moderating variable (employees belief in just world) on creativity. We surveyed 157 employees and their coworkers and supervisors to measure different variables thereby reducing common source bias. Analysis with multiple regression showed that the effect of psychological contract breach on creativity (supervisor-rated) was completely mediated by scouting behavior (coworker-rated) and perceived organizational support. Belief in just world had a moderating effect on the relationship between psychological contract breach and creativity, thereby supporting the betrayal hypothesis.This study was supported by the Institute of Management Research at Seoul National University

The Influence of Leader Behaviors on Follower Self-Leadership: An Application of Hierarchical Linear Modeling(HLM)

This study examined how leader behaviors influence follower selfleadership behavior. We used a relatively new technique in Organizational Behavior. Hierarchical Linear Modeling (HLM) which has been developed to analyze multi-level data. We found that empowering leader behaviors evoke individual self-leadership behavior, while directive leader behaviors hinder follower self-leadership

Top Manager's Efficacy Beliefs and Organizational Outcomes: An Application of Social Cognitive Theory

Top managers have been an area of active research in strategic management. The difficulty in accessing top manager has limited researchers to focusing on top managers demographic characteristics to explore their influence on organizational outcomes. These demographic characteristics have been considered as surrogates of top managers cognition. However this approach has critical limitations (Markoczy, 1997), and a cognitive approach will enhance our understanding of top managers influence on the organization. Recognizing this issue, I propose a cognitive approach to top management research. Specifically, top managers efficacy beliefs are conceptualized based on Social Cognitive Theory. Further, I develop several propositions on the effects of top manager efficacy beliefs on organizational outcomes

Stimulating Organizational Citizenship Behavior (OCB) research for theory development: Exploration of leadership paradigms

This paper synthesizes major leadership paradigms for the purpose of identifying possible ways of influencing Organizational Citizenship Behaviors (OCBs) to improve the functioning of organizations.The leadership paradigms were extended to old and modern categories to provide for systematic understanding of their antecedents and potential influence patterns.The leadership approaches reported to have positive relationships with organizational citizenship behaviors include transformational leadership, charismatic leadership, and ethical leadership paradigms.We have found many modern leadership paradigms not to have been empirically investigated for possible relationships with OCB.This paper therefore discusses the dynamics and potentials for researches within the realms of the leadership paradigms and the OCB field

Pengaruh Deskripsi Pekerjaan dan Gaya Kepemimpinan terhadap Motivasi Kerja Pegawai Bappeda Kabupaten Tabanan

This research has purposes to know the influence of job descriptions and leadership style on work motivation of the employees. The number of samples was taken as much as 64 employees. Data collections were assisted by literature study, distribution of the questionnaire, and observation. The technic of analysis was used multiple linear regression. Based on the analysis result, there was found if job descriptions and leadership style has significant affect simultaneously and partially to the work motivation of employees in agency for regional development at Tabanan Regency. This thing show clearly if in job descriptions the leader put down feasible facilities to finish all projects will more increasing work motivation in order to do that, and if the leader have more awareness of responsibility to complete facilities of the employees matching with their work needs it could make good enhancement, especially in work motivation

PENGARUH KEPEMIMPINAN (SCHOOL LEADERSHIP) DAN INTEGRITAS (INTEGRITY) TERHADAP KINERJA (CITIZENSHIP BEHAVIOR) GURU SEKOLAH DASAR NEGERI DI KABUPATEN BEKASI

Citizenship Behavior adalah perilaku seseorang yang memberikan konstribusi positif dalam suatu ketercapain tujuan organisasi. Guru sebagai stakeholder dalam pendidikan mampu mencapai tujuan organisasi pendidikan terutama sekolah melalui citizenship behavior. Citizenship behavior guru dipengaruhi oleh kepemimpinan sekolah dan karakteristik guru di sekolah (integritas). Penelitian ini bertujuan untuk menganalisis pengaruh langsung kepemimpinan sekolah dan integritas terhadap citizenship behavior guru. Metode yang digunakan dalam penelitian ini adalah metode survey dengan teknik kausal sehingga sampel yang digunakan sebanyak 81 guru melalui pemilihan sampel bertingkat (multiple stage sampling). Data dikumpulkan dengan menggunakan tiga instrumen yang mengukur kepemimpinan sekolah, integritas, citizenship behavior dan data dianalisis dengan menerapkan analisis jalur (path analysis). Hasil penelitian menunjukkan bahwa kepemimpinan sekolah berpengaruh langsung yang signifikan terhadap citizenship behavior, integritas berpengaruh langsung yang tidak signifikan terhadap citizenship behavior, kepemimpinan sekolah berpengaruh langsung yang signifikan terhadap integritas, kepemimpinan sekolah berpengaruh tidak langsung yang tidak signifikan terhadap citizenship behavior melalui integritas. Hal tersebut membuktikan bahwa untuk meningkatkan citizenship behavior guru yang dijadikan sebagai faktor penentu hanya kepemimpinan sekolah tanpa melalui integritas. Ketika citizenship behavior guru ingin ditingkatkan dengan baik, maka faktor kepemimpinan sekolah perlu diperhatikan untuk menciptakan guru yang berkualitas. Citizenship Behaviors a person's behavior that makes a positive contribution to the achievement of organizational goals. Teachers as stakeholders in education are able to achieve the goals of educational organizations, especially schools through civic behavior. Citizenship behavior of teachers is influenced and. This study aims to analyze the direct influence of school leadership and integrity on teacher citizenship behavior. The method used in this study was a survey method with causal techniques so that the sample used was 81 teachers through multiple stage sampling. The data were collected using three instruments that measure school leadership, integrity, civic behavior and the data were analyzed using path analysis. The results showed that school leadership has a direct and significant effect on citizenship behavior, integrity has a direct and insignificant effect on citizenship behavior, school leadership has a direct and significant effect on the integrity of school leadership, which has an indirect and insignificant effect on citizenship behavior through integrity. This proves that to improve teacher citizenship behavior which is used as a determining factor only school leadership without integrity. When the citizenship behavior of teachers is to be improved properly, the school leadership factor needs to be considered to create qualified teachers

The Fulbright Program\u27s Contemporary Relevance

The most valuable contribution of the Fulbright Program, at its founding in 1946 and today in 2012, remains its ability to inculcate mutual understanding, which represents a vital component in the success of multilateral cooperation necessary to create a secure and thriving international community. During the Cold War, promoting mutual understanding was valued for its ability to share the ideals and benefits of American democracy and create strong relationships between Americans and foreigners in direct competition with the Soviet Union’s projection of communist ideology. This thesis demonstrates how, through the lenses of leadership, multiculturalism, soft power, and public diplomacy, the Fulbright Program achieves its founding goals by maintaining healthy diplomatic relations, developing competent leadership in political and professional realms, and fostering the perspective and skillset necessary to address the multifaceted challenges that America and the international community face today

Leadership and Followership

Whether our interest is business, government. education, or almost any other entity that organizes humans in some way, it seems that we are perpetually in need of more individuals who can lead organizations effectively. But we also live in an era when we need institutions - i.e., the organizations that have formed, and that we have formed, to regulate and improve our lives - that are willing and able to be led. I have long felt, and have been heard to say from time to time, that the dean can cause problems all by himself, but the dean by himself cannot make progress happen. More recently, I have connected this comment to this idea: just as there are characteristics and behaviors that a leader must have if he or she is to be effective in creating the conditions for and facilitating progress, there are also characteristics and behaviors that constituents in organizations must have if the organization itself is to be susceptible to being led by an effective leader. Discussion about leadership characteristics and behaviors is common; discussion about followership characteristics and behaviors is much less so

Leadership and Followership

Whether our interest is business, government. education, or almost any other entity that organizes humans in some way, it seems that we are perpetually in need of more individuals who can lead organizations effectively. But we also live in an era when we need institutions - i.e., the organizations that have formed, and that we have formed, to regulate and improve our lives - that are willing and able to be led. I have long felt, and have been heard to say from time to time, that the dean can cause problems all by himself, but the dean by himself cannot make progress happen. More recently, I have connected this comment to this idea: just as there are characteristics and behaviors that a leader must have if he or she is to be effective in creating the conditions for and facilitating progress, there are also characteristics and behaviors that constituents in organizations must have if the organization itself is to be susceptible to being led by an effective leader. Discussion about leadership characteristics and behaviors is common; discussion about followership characteristics and behaviors is much less so