Employee performance, leadership style and emotional intelligence
- Hayward, Brett A, Amos, Trevor L, Baxter, Jeremy
- Authors: Hayward, Brett A , Amos, Trevor L , Baxter, Jeremy
- Date: 2008
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/270077 , vital:54393 , xlink:href="https://hdl.handle.net/10520/EJC17031"
- Description: Purpose: The purpose of this research is to explore the relationship between employee performance, leadership style and emotional intelligence in the context of a South African parastatal. Problem Investigated: There is a lack of literature and empirical research on the type of leadership required to achieve high levels of employee performance within South African parastatals. Methodology: The Multifactor Leadership Questionnaire (MLQ) was used to determine leadership style, while the Emotional Competency Profiler (ECP) was used to determine the emotional intelligence of the sample of leaders. Employee performance data was provided by the parastatal, based on their performance management system. Data was analysed using correlation analysis, multiple regression analysis, the standard regression ANOVA/F-test, t-tests and Cronbach alpha reliability coefficient. Findings: The findings of the research show that the ECP is a reliable measure of emotional intelligence and that while the MLQ is a reliable measure of transformational leadership, it is not a reliable measure of transactional leadership. The results of the correlation analysis show a positive significant relationship between emotional intelligence and transformational leadership and a negative significant relationship between employee performance and emotional intelligence. The results of regressing employee performance on emotional intelligence and transformational leadership show that emotional intelligence and transformational leadership have no significant effect on employee performance. The results of the regression models of the research could be biased by the lack of variance in employee performance data. Value of the Research: The value of the research lies in it confirming the MLQ as a reliable measure of transformational leadership and the ECP as a reliable measure of emotional intelligence. The finding of a positive significant relationship between emotional intelligence and transformational leadership is a valuable contribution to the literature. Conclusion: Although a positive significant relationship between emotional intelligence and transformational leadership was found, there is a need for further research to determine the type of leadership best suited to achieve high levels of employee performance within the parastatal.
- Full Text:
- Date Issued: 2008
- Authors: Hayward, Brett A , Amos, Trevor L , Baxter, Jeremy
- Date: 2008
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/270077 , vital:54393 , xlink:href="https://hdl.handle.net/10520/EJC17031"
- Description: Purpose: The purpose of this research is to explore the relationship between employee performance, leadership style and emotional intelligence in the context of a South African parastatal. Problem Investigated: There is a lack of literature and empirical research on the type of leadership required to achieve high levels of employee performance within South African parastatals. Methodology: The Multifactor Leadership Questionnaire (MLQ) was used to determine leadership style, while the Emotional Competency Profiler (ECP) was used to determine the emotional intelligence of the sample of leaders. Employee performance data was provided by the parastatal, based on their performance management system. Data was analysed using correlation analysis, multiple regression analysis, the standard regression ANOVA/F-test, t-tests and Cronbach alpha reliability coefficient. Findings: The findings of the research show that the ECP is a reliable measure of emotional intelligence and that while the MLQ is a reliable measure of transformational leadership, it is not a reliable measure of transactional leadership. The results of the correlation analysis show a positive significant relationship between emotional intelligence and transformational leadership and a negative significant relationship between employee performance and emotional intelligence. The results of regressing employee performance on emotional intelligence and transformational leadership show that emotional intelligence and transformational leadership have no significant effect on employee performance. The results of the regression models of the research could be biased by the lack of variance in employee performance data. Value of the Research: The value of the research lies in it confirming the MLQ as a reliable measure of transformational leadership and the ECP as a reliable measure of emotional intelligence. The finding of a positive significant relationship between emotional intelligence and transformational leadership is a valuable contribution to the literature. Conclusion: Although a positive significant relationship between emotional intelligence and transformational leadership was found, there is a need for further research to determine the type of leadership best suited to achieve high levels of employee performance within the parastatal.
- Full Text:
- Date Issued: 2008
Pragmatic research design
- Amos, Trevor L, Pearse, Noel J
- Authors: Amos, Trevor L , Pearse, Noel J
- Date: 2008
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/270943 , vital:54494 , xlink:href="https://academic-publishing.org/index.php/ejbrm/article/view/1230/1193"
- Description: The creation of wealth is an important issue in any society, and entrepreneurship is regarded as an important catalyst in the creation of new wealth. This presents a challenge to develop entrepreneurship successfully. An important site for the development of entrepreneurship is higher education. The challenge however, is that there is a lack of a general understanding on how to educate students for entrepreneurship. In addition, current thought and practice on entrepreneurship education is historically biased, implying that graduates are essentially prepared for the past instead of for the future. From the perspective of higher education, the problem is how to develop current students to be entrepreneurial in the future. What is needed is to project into the future and then to develop an understanding of what should be taught as well as how it should be taught today. A versatile research technique that can assist in achieving this objective is the Delphi technique, as it is used to conduct futures research or research into areas where knowledge is incomplete. The Delphi method is a type of group interview, using the collective opinion of knowledgeable experts. The technique makes use of several rounds of data collection and feedback to create a consensus of opinion. Making use of the Delphi technique, research is being designed that will formulate expert‑based strategic guidelines on entrepreneurial education within the South African higher education sector. The aim of this paper is to illustrate the research design considerations that arise in the use of the Delphi technique for this purpose and how they are addressed. The main characteristics of the Delphi are presented and arguments for the use of the Delphi within a constructivist paradigm are discussed. Practical issues related to the design of the Delphi, panel‑member selection, and the formulation of panel questions, are examined. In illustrating these design considerations, the paper demonstrates a pragmatic approach to research design as well as the importance of creating coherence between the research question, the research paradigm, the research method and its use, encouraging research practitioners to adopt a more systematic, deliberate and philosophically‑based approach to research design.
- Full Text:
- Date Issued: 2008
- Authors: Amos, Trevor L , Pearse, Noel J
- Date: 2008
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/270943 , vital:54494 , xlink:href="https://academic-publishing.org/index.php/ejbrm/article/view/1230/1193"
- Description: The creation of wealth is an important issue in any society, and entrepreneurship is regarded as an important catalyst in the creation of new wealth. This presents a challenge to develop entrepreneurship successfully. An important site for the development of entrepreneurship is higher education. The challenge however, is that there is a lack of a general understanding on how to educate students for entrepreneurship. In addition, current thought and practice on entrepreneurship education is historically biased, implying that graduates are essentially prepared for the past instead of for the future. From the perspective of higher education, the problem is how to develop current students to be entrepreneurial in the future. What is needed is to project into the future and then to develop an understanding of what should be taught as well as how it should be taught today. A versatile research technique that can assist in achieving this objective is the Delphi technique, as it is used to conduct futures research or research into areas where knowledge is incomplete. The Delphi method is a type of group interview, using the collective opinion of knowledgeable experts. The technique makes use of several rounds of data collection and feedback to create a consensus of opinion. Making use of the Delphi technique, research is being designed that will formulate expert‑based strategic guidelines on entrepreneurial education within the South African higher education sector. The aim of this paper is to illustrate the research design considerations that arise in the use of the Delphi technique for this purpose and how they are addressed. The main characteristics of the Delphi are presented and arguments for the use of the Delphi within a constructivist paradigm are discussed. Practical issues related to the design of the Delphi, panel‑member selection, and the formulation of panel questions, are examined. In illustrating these design considerations, the paper demonstrates a pragmatic approach to research design as well as the importance of creating coherence between the research question, the research paradigm, the research method and its use, encouraging research practitioners to adopt a more systematic, deliberate and philosophically‑based approach to research design.
- Full Text:
- Date Issued: 2008
What future subordinates will value in their leaders
- Cox, Andrea, Amos, Trevor L, Baxter, Jeremy
- Authors: Cox, Andrea , Amos, Trevor L , Baxter, Jeremy
- Date: 2008
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/270992 , vital:54499 , xlink:href="https://hdl.handle.net/10520/EJC51031"
- Description: Leaders should not randomly choose a leadership style. To be effective, leaders need to ensure that their leadership style is congruent with what subordinates value. The focus of this study is on what the future South African graduate workforce will value in a leader. The female and male respondents in this study emphasise similar leadership values, indicating that there is no distinct set of competencies that will be valued separately by males and females. The same was found for respondents of different cultures, namely African, Coloured, Indian, White and other. With respect to both gender and culture, the respondents emphasise a mixture of African and Western leadership values. This supports the idea that to be effective in South Africa, leaders need to understand the prevailing national cultural values before simply applying ''foreign'' leadership models and theories based upon cultural values found in the West. This research finds that irrespective of gender and culture in the South African workplace, to be effective, leaders need to be loyal and inspirational, have vision and integrity and must be open and honest with their subordinates. Leaders should avoid being autocratic, strict, religious, ritualistic and traditional. They should also avoid using consensus and perceived external control.
- Full Text:
- Date Issued: 2008
- Authors: Cox, Andrea , Amos, Trevor L , Baxter, Jeremy
- Date: 2008
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/270992 , vital:54499 , xlink:href="https://hdl.handle.net/10520/EJC51031"
- Description: Leaders should not randomly choose a leadership style. To be effective, leaders need to ensure that their leadership style is congruent with what subordinates value. The focus of this study is on what the future South African graduate workforce will value in a leader. The female and male respondents in this study emphasise similar leadership values, indicating that there is no distinct set of competencies that will be valued separately by males and females. The same was found for respondents of different cultures, namely African, Coloured, Indian, White and other. With respect to both gender and culture, the respondents emphasise a mixture of African and Western leadership values. This supports the idea that to be effective in South Africa, leaders need to understand the prevailing national cultural values before simply applying ''foreign'' leadership models and theories based upon cultural values found in the West. This research finds that irrespective of gender and culture in the South African workplace, to be effective, leaders need to be loyal and inspirational, have vision and integrity and must be open and honest with their subordinates. Leaders should avoid being autocratic, strict, religious, ritualistic and traditional. They should also avoid using consensus and perceived external control.
- Full Text:
- Date Issued: 2008
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