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Transformational and transactional leadership styles as they predict constructive culture and defensive culture.

机译：变革型和交易型领导风格预示着建设性文化和防御性文化。

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摘要

The purpose of this study was to test a predictive model of several components of organizational and leadership culture in a large sample of municipal employees using three sets of predictors: demographic/employment status of employees, measures of employees' judgments of their supervisor's transactional leadership styles, and measures of employees' judgments of their supervisor's transformational leadership style. To what extent does transformational and transactional leadership (both individually and as an interaction) predict constructive culture and defensive culture?; The research utilized two concepts: leadership theory (transformational and transactional leadership) and organizational culture (constructive culture and defensive culture) to analyze the relationship of organizational culture to leadership styles. The research significantly determined how much the relationship of transformational and transactional leadership predicts the criterion variables, constructive culture, and defensive culture, within an organization's culture.; First, descriptive and correlational analyses were performed to identify the zero order relationships among demographic variables, leadership styles, and organizational culture variables. Demographic variables included gender, age, level of education, race (Caucasian, or African-American), type of employee (supervisor or non-supervisor), and length of employment.; Next, the researcher factor (principal components with an orthogonal varimax rotation) analyzed the interrelationships among the items of each of the two instruments (Multifactor Leadership Questionnaire and the Organizational Culture Inventory Questionnaire). Three separate factor analysis studies were performed for the: (a) 12 OCI scales; (b) twenty transformational leadership items; and (c) 12 transactional leadership items. Factor analysis was used as a means of understanding the underlying structure of the data and determining whether "local factors" (that is, derived solely on the current sample of data) needed to be used instead of the structure suggested by the authors of the published scales. As reported above, the structure suggested by the test authors was deemed appropriate for the study.; Next, to answer the hypotheses, the researcher utilized multiple regression equations.; Five significant findings were suggested from this research study: (1) Transformational leadership factored scores were positively and significantly correlated with constructive culture factored scores and therefore transformational leadership added significant variance in predicting constructive culture. (2) Transactional leadership factored scores were positively and significantly correlated with defensive culture factored scores and therefore transactional leadership added significant variance in predicting defensive culture. (3) Organizations have subcultures that display the personality of the individual departments or units. (4) The type of work performed or provided influences the type of leadership style. (5) The instruments were found to be weak measurements of leadership and culture.; Perhaps the most important finding was the weakness of the instruments. As a result, this research revealed the need to develop instruments that represent a more reliable and valid measure of transformational leadership and transactional leadership behaviors as well as constructive and defensive culture.
机译：这项研究的目的是使用三组预测因子来测试大量市政雇员中组织和领导文化的几个组成部分的预测模型：雇员的人口统计/就业状况，雇员对上司交易领导风格的判断的度量，以及衡量员工对上司变革型领导风格的判断的方法。变革型和交易型领导（无论是单独还是作为互动）在多大程度上预测了建设性文化和防御性文化？该研究利用了两个概念：领导理论（变革型和交易型领导）和组织文化（建设性文化和防御性文化）来分析组织文化与领导风格之间的关系。该研究显着确定了在组织文化中，变革型领导和交易型领导之间的关系在多大程度上预测了标准变量，建设性文化和防御性文化。首先，进行描述性和相关性分析，以识别人口统计学变量，领导风格和组织文化变量之间的零级关系。人口统计学变量包括性别，年龄，受教育程度，种族（高加索人或非裔美国人），雇员类型（主管或非主管）以及工作时间。接下来，研究者因素（具有最大方差旋转的主成分）分析了两种工具（多因素领导力问卷和组织文化库存问卷）中每一项之间的相互关系。针对以下方面进行了三个单独的因子分析研究：（a）12个OCI量表； （b）二十个变革性领导项目； （c）12个交易领导项目。因子分析被用作理解数据的基础结构并确定是否需要使用“局部因子”（即仅从当前数据样本中得出）来代替已发表论文的作者建议的结构的一种方式。秤。如上所述，测试作者建议的结构被认为适合该研究。接下来，为了回答这些假设，研究人员利用了多个回归方程。这项研究提出了五个重要发现：（1）变革型领导因素得分与建设性文化因素得分呈正相关且显着相关，因此，变革型领导在预测建设性文化方面增加了显着差异。 （2）交易型领导因素得分与防御性文化因素得分呈正相关且显着相关，因此交易型领导力在预测防御性文化方面增加了显着差异。 （3）组织的亚文化表现出各个部门或单位的个性。 （4）所执行或提供的工作类型会影响领导风格的类型。 （5）发现这些工具对领导力和文化的衡量能力很弱。也许最重要的发现是这些工具的弱点。结果，这项研究表明需要开发能够代表更可靠，更有效的手段来衡量变革型领导和交易型领导行为以及建设性和防御性文化的工具。

著录项

  • 作者

    Eppard, Randy G.;

  • 作者单位

    Virginia Polytechnic Institute and State University.;

  • 授予单位 Virginia Polytechnic Institute and State University.;
  • 学科 Sociology Industrial and Labor Relations.; Political Science Public Administration.; Sociology Social Structure and Development.
  • 学位 Ph.D.
  • 年度 2004
  • 页码 129 p.
  • 总页数 129
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 社会学;政治理论;社会结构和社会关系;
  • 关键词

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