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An analysis of U.S. Air Force logistics officer deliberate leadership development.

机译：对美国空军后勤官员的分析是故意的领导力发展。

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摘要

This non-experimental, quantitative, replicate study addresses the use of five on-the-job leader development techniques (coaching, counseling, job-rotation, understudy training, and encouragement of self-development) by current United States Air Force (USAF) logistics officers. The stratified random sample of the 2,998 active duty members of the USAF provides a representation of three logistics officer career fields (aircraft maintenance, munitions and missile maintenance, and logistics readiness) for comparison by rank, gender, race, and method of Professional Military Education (PME) completion. The 707 participants completed an 11-item questionnaire designed to determine the extent to which the officers were exposed to each of the five selected methods of leader development. The results indicate no statistical differences exist and acceptance of the null hypotheses for leadership development techniques, logistics officer career fields, and method of PME completion. Differences exist in the demographic categories of rank and gender but not race. The results indicate that most supervisors utilized the leadership development techniques of coaching, counseling, job rotation, and encouraging self-development but most disagreed that their supervisor employed understudy training. Junior officers received more leadership development in all areas than senior officers except understudy training. Female officers received more job rotation than male officers but otherwise differences were not statistically different. Future research may examine the quality of leadership development, determine means of improving supervisory use of understudy training, and compare the results of this study to other career fields.
机译：这项非实验性，定量，重复的研究研究了当前美国空军（USAF）使用的五种在职领导者发展技巧（教练，咨询，工作轮换，实习培训和鼓励自我发展）后勤人员。美国空军2,998名现役人员的分层随机样本提供了三个后勤官员职业领域（飞机维护，弹药和导弹维护以及后勤准备情况）的表示，以按职级，性别，种族和专业军事教育方法进行比较（PME）完成。 707名参与者完成了一项11项问卷，旨在确定军官接触领导者选择的五种选择方法的程度。结果表明不存在统计差异，并且对领导力发展技术，后勤官员职业领域和PME完成方法的无效假设也被接受。在等级和性别的人口统计类别中存在差异，但种族差异。结果表明，大多数主管使用了教练，咨询，工作轮换和鼓励自我发展的领导力发展技巧，但大多数人不同意其主管接受了实习培训。除学习培训外，与高级官员相比，初级官员在所有领域的领导能力得到了更多的提高。女警员的轮岗工作比男警员多，但差异无统计学意义。未来的研究可能会检查领导力发展的质量，确定改进监督对本科学习的使用的手段，并将本研究的结果与其他职业领域进行比较。

著录项

  • 作者

    Harris, Bryan L.;

  • 作者单位

    University of Phoenix.;

  • 授予单位 University of Phoenix.;
  • 学科 Management.;Organizational behavior.;Military studies.
  • 学位 D.M.
  • 年度 2015
  • 页码 141 p.
  • 总页数 141
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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