Search

This research examines the concept of leadership towards economic policies, formulations and national development directions in Thailand based on the experiences of Mr. Somkid Jatusripitak. It presents the methodology used to study this research and analyses data found from secondary data and in-depth interviews. It examines the concepts of Transformational leadership and Charismatic leadership based on the need to create change and drive Thailand’s economy into new directions to solve problems, behaviours and situations. It also observes the influence of Mr. Somkid Jatusripitak into his followers and his ability to increase confidence, prestige, and power, in terms of speaking, for better communication to build relationships and characters.

This study investigated how middle managers can facilitate change by affecting subordinates’ affective responses and attitudes towards a merger. We utilized leader-member exchange theory and appraisal theory to argue that employees in high quality exchange relationships with their supervising manager would be provided with more change information and opportunities for participation in the change, and, in turn, would have more positive affective perceptions of the change in terms of trust, cynicism, uncertainty and control, and subsequently be more open to the change. Multi-group analysis was applied to data of 326 employees of two health insurance companies that were involved in a merger. The findings largely supported the research model, suggesting that middle managers can facilitate change by developing high-quality relationships with their subordinates, and addressing employees’ affective perceptions of the change through change information and change participation. Our focus on the middle managers’ relationship with their employees offers theoretical and practical insights into the affective and attitudinal processes that occur during organizational change.

This study coupled the theory of uncertainty management (TUM) with the notion of transformational leadership (TFL) to examine how the uncertainty over the adoption of artificial intelligence (AI) technologies affects employees. SEM analyses with two-wave data collected in Japan (N = 1318 employee���supervisor dyads) revealed that uncertainty is negatively associated and TFL is positively associated with employees��� job performance. In addition, consistent with TUM, the digital literacy of leaders was found to moderate the effects of TFL such that the positive association between TFL and job performance disappeared when employees simultaneously feel high uncertainty and find supervisors low on digital literacy. These findings are discussed with reference to the relevant literature.

This study employs the informational and transformational approaches from Taylor's Six-Segment Message Strategy Wheel and narrative transportation theory to understand the use of different advertising message strategies in COVID-19 advertisements on a global scale. Understanding how advertisers constructed their public messages during a global pandemic is a necessary first step before follow-up research can be done to assess which message strategies were most effective. Content analysis was performed on the entire COVID-19 video ad library (N = 354) from Ads of the World website that were published from March to September 2020 from 49 countries. Results suggested that most of the ads used a transformational strategy with a focus on the social aspect of limiting community spread instead of an informational approach. Many of the ads also employed a narrative message strategy that used storytelling to transport and persuade viewers. Perhaps the most interesting finding is that the use of narrative message strategy was related to storytelling, ad length, music, and humor, but independent from the use of informational strategies.

One of the basic features of the modern educational system is manifested in the reversal of the transmissive (traditional) approach to learning and teaching to the transformational (modern) approach. The transmissive approach to learning and teaching is that one in which students adopt ready-made constructs of organised knowledge through passive acceptance of the facts mediated by the teacher. In contrast, in the transformational approach, the teacher encourages the student’s active participation through exploratory, problem-based learning, during which students gain much more of their potential than in traditionally conceived classes. Changing the obsolete pedagogical paradigm began with the development of contemporary (cognitivist and constructivist) pedagogical theories. According to the constructivist theories of learning, individuals develop their knowledge of the world based on their own experiences and reflection of these experiences. Learning is the result of cognitive constructs based on individual experience and (pre)knowledge gained during the social interaction determined by the culture in which individuals live. Interpretative activity in the constructing of understanding is particularly emphasised in visual arts education. In this paper, the main determinants of constructivism and constructivist theories in the context of the educational process are elaborated. The main principles of constructivist-based teaching of visual arts are interpreted related to other contemporary teaching strategies and approaches such as active learning, learning through problem-solving, and interactive approach to learning and teaching of visual arts. The teacher’s role is also discussed, whose approach, awareness of the student’s pre-knowledge, and capacity for meaningful communication with students, greatly influence the success of the students’ adoption, understanding and interpretation of visual arts contents. The present paper aims to highlight certain elements of the constructivist teaching theories because their understanding and application in the teaching process can help achieve better learning outcomes, specifically students’ better ability to use visual arts knowledge in everyday life.

Among public organizations, does variation in organizational structure explain variation in public managers` leadership styles (e.g., transformational and transactional leadership)? The study of leadership in public organizations is increasingly an area of scholarly interest partly sparked by movements to reform public organizations, particularly in the context of emergency management. There is, for example, a need for effective leadership that can help organizations respond to disasters (Kapucu et al. 2010; Van Wart and Kapucu 2011; Stern 2013). There are numerous documented cases where the lack of leadership skills has been linked to major social and economic losses as a result of poor disaster response (e.g., Hurricane Katrina in the U.S.). Yet, leadership is a complex concept and numerous theoretical frameworks have been developed to help explain it (Van Wart 2005). Practically speaking, the existence of different theories of leadership suggests that public managers can decide to exercise various styles of leadership. The style of leadership that a public manager exhibits matters because some styles are perceived to be more effective than others (Trottier et al. 2008). While the effects of leadership have been extensively studied, antecedents or predictors of leadership style have received little scholarly attention (Wright and Pandey 2009; Nielsen and Cleal 2011). The purpose of this research note then is to explore the potential causal relationship between the structure of an organization and the ability of a public manager to exercise transformational leadership in the context of emergency management in two Asian countries: South Korea and Japan. This research note consists of three main sections. The following section explores the relationship between leadership and organizational structure. The second section examines how certain concepts of leadership and organizational structure were applied in two case studies of disaster response. The final section presents some directions for future research.

This article reports on a research project that uses two innovative heuristics to examine the changes that texts – produced to disseminate new scientific knowledge – undergo when they travel across space and time. A critical analysis of such transformations would enhance our understanding of the processes involved in knowledge dissemination and inform the practice of communicating scientific knowledge to a variety of audiences. Based on our study of 520 closely linked science and science-related sources collected over 12 months in 2016, we argue that when scientific knowledge is re-contextualized to be disseminated to different audiences, it is not simply rephrased or simplified to make it more accessible. Rather, it also undergoes transformational processes that involve issues of social power, authority and access that require new analytical tools to surface more clearly. We report on the methodology of the study with a particular focus on its heuristics, and the transformations that result from a critical analysis of the data collected. We finally discuss a number of theoretical and practical implications in relation to contemporary practices for re-entextualizing scientific knowledge.

BackgroundImproving the quality and efficiency of healthcare is an international priority. A range of complex ward based quality initiatives have been developed over recent years, perhaps the most influential programme has been Productive Ward: Releasing Time to Care. The programme aims to improve work processes and team efficiency with the aim of ‘releasing time’, which would be used to increase time with patients ultimately improving patient care, although this does not form a specific part of the programme. This study aimed to address this and evaluate the impact using recent methodological advances in complex intervention evaluation design.MethodThe objective of this study was to assess the impact of an augmented version of The Productive Ward: Releasing Time to Care on staff and patient outcomes. The design was a naturalistic stepped-wedge trial. The setting included fifteen wards in two acute hospitals in a Scottish health board region. The intervention was the Productive Ward: Releasing Time to Care augmented with practice development transformational change methods that focused on staff caring behaviours, teamwork and patient feedback. The primary outcomes included nurses’ shared philosophy of care, nurse emotional exhaustion, and patient experience of nurse communication. Secondary outcomes covered additional key dimensions of staff and patient experience and outcomes and frequency of emergency admissions for same diagnosis within 6 months of discharge.ResultsWe recruited 691 patients, 177 nurses and 14 senior charge nurses. We found statistically significant improvements in two of the study’s three primary outcomes: patients’ experiences of nurse communication (Effect size=0.15, 95% CI; 0.05 to 0.24), and nurses’ shared philosophy of care (Effect size =0.42, 95% CI; 0.14 to 0.70). There were also significant improvements in secondary outcomes: patients’ overall rating of ward quality; nurses’ positive affect; and items relating to nursing team climate. We found no change in frequency of emergency admissions within six months of discharge.ConclusionsWe found evidence that the augmented version of The Productive Ward: Releasing Time to Care Intervention was successful in improving a number of dimensions of nurse experience and ward culture, in addition to improved patient experience and evaluations of the quality of care received. Despite these positive summary findings across all wards, intervention implementation appeared to vary between wards. By addressing the contextual factors, which may influence these variations, and tailoring some elements of the intervention, it is likely that greater improvements could be achieved.Trial registration numberUKCRN 14195.

This study extends the conceptualization of corporate identity (CI), and develops a valid and reliable scale for the concept via multistage research design. After detailed literature review, key elements of CI in practice are clarified using 20 semi-structured interviews with senior managers in leading UK companies, followed by an online survey among senior managers in the UK food and beverage sector. Five dimensions of CI are identified following two-step structural equation modelling: consistent image, top management behavioral leadership, employee identification, mission and values dissemination, and founder transformational leadership. The scale is examined for nomological validity with an outcome variable, namely corporate social responsibility. The contribution is novel, as for the first time CI is empirically validated as a second-order hierarchical construct. The resultant scale guides practitioners to specify priorities when developing CI, acts as a tool to assess the effectiveness of activities over time, and enables corrective action where needed.\ud \ud Keywords: Corporate identityCommunicationVisual identityEmployee identificationLeadership

Purpose The purpose of this paper is to develop and evaluate a leadership development program with focus on transformational leadership and communication. It is explored whether these aspects of leadership can be trained in the course of a two-day intervention. Furthermore, it is tested if pre-training differences among leaders have an influence on the effectiveness of participating in the leadership intervention. Design/methodology/approach In the study, 38 leaders took part in the two-day training session. The control group consisted of 59 leaders. Information was collected from participating leaders’ followers (n=356) on pre- and post-training measures of transformational leadership as well as on communication skills (attentive and impression-leaving style). Findings Results show that transformational leadership behaviors improved more after training in the experimental group (EG) than they did in the control group. Also, ratings of the attentive communication style improved more in the EG compared to the control group. Furthermore, participants of the leadership development program benefitted to different degrees from their training. Participants who initially had a medium score showed the best improvement. Originality/value The present study advances the scope of leadership development by also considering the trainability of communication skills. Also, insights on the contingency of training effects are provided.

Simple Summary During emergencies, people’s decision-making and actions are strongly influenced by their relationship with their animals. In emergency management, a holistic approach is needed which recognises the important interrelationships between animal welfare, human well-being, and the physical and social environment. It is also vital to break down barriers of collaboration between individuals, organisations, and the community. One Welfare, a concept with human–animal-environment interdependencies at its core, provides a framework to achieve this. Successful implementation of a transformative change will require positive strategies to deal with challenges and to ensure that animals are truly integrated into emergency management, not just included as an aside. Abstract Responding to emergencies requires many different individuals and organisations to work well together under extraordinary circumstances. Unfortunately, the management of animal welfare in emergencies remains largely disconnected from emergency management overall. This is due predominately to professional silos and a failure to understand the importance of human–animal-environment (h-a-e) interdependencies. One Welfare (OW) is a concept with these interrelationships at its core. This paper argues that by adopting an OW framework it will be possible to achieve a transdisciplinary approach to emergency management in which all stakeholders acknowledge the importance of the h-a-e interdependencies and work to implement a framework to support this. Acknowledging that such a transformational change will not be easy, this paper proposes several strategies to overcome the challenges and optimise the outcomes for animal welfare emergency management (AWEM). These include legislation and policy changes including h-a-e interface interactions as business as usual, improving knowledge through interprofessional education and training, incorporating One Welfare champions, and recognising the role of animals as vital conduits into communities.

International audience; The ambition and proposal for data modeling of myths presented in this paper is to link contemporary technical affordances to some canonical projects developed in structural anthropology. To articulate the theoretical promise and innovation of this proposal, we present a discrete-event system specification modeling and simulation approach in order to perform a generative analysis and a dynamic visualization of selected narratives, aimed at validating and revitalizing the transformational and morphodynamic theory and methodology proposed by Claude Lévi-Strauss in his structural analysis of myth. After an analysis of Lévi-Strauss’s transformational methodology, we describe in detail how discrete-event system specification models are implemented and developed in the framework of a DEVSimPy software environment. The validation of the method involves a discrete-event system specification simulation based on the extension of discrete-event system specification models dedicated to provide a dynamic Google Earth visualization of the selected myth. Future work around the discrete-event system specification formalism in anthropology is described as well as future applications regarding the impact of computational models (discrete-event system specification formalism, Bayesian inferences, and object-oriented features) to new contemporary anthropological domains.

In the media industry, fast innovations and increasing competition require a high degree of corporate leadership (Koryak, Mole, Lockett, et al., 2015). The study of leadership appears to be an increasingly relevant issue. This research aims to find out to what extent leaders (editors and publishers) behave and understand their roles in Chilean and Spanish newsrooms. A questionnaire was applied to measure and identify leadership traits that are considered crucial, thus making possible to acknowledge transformational leaders and differentiate efficient leaders from ineffective. The results show that editors believe they have the ability to inspire, share goals and understand what is important, in contrast with the working experiences of their employees, that often have a low opinion of media companies as places to work. En la industria de los medios, las innovaciones y la creciente competencia requieren un alto grado de liderazgo para mantenerse vigente (Koryak, Mole, Lockett, et al., 2015). El estudio del liderazgo parece ser un tema cada vez más relevante y esta investigación tiene como objetivo conocer en qué medida los líderes (directores y editores) se comportan y entienden sus roles en las salas de redacción chilenas y españolas. Para eso se aplicó un cuestionario con el objetivo de medir e identificar los rasgos de liderazgo que se consideran cruciales, lo que hace posible reconocer a los líderes transformacionales y diferenciar a los líderes eficientes de los ineficaces. Los resultados muestran que los editores creen que tienen la capacidad de inspirar, compartir objetivos y comprender lo que es importante, en contraste con las experiencias laborales de sus empleados, que a menudo tienen una opinión no del todo favorable.

The research objectives are: 1) to find out how the leader communication strategy of Tempo Media Group in the transformation process from conventional to online, 2) to find out whether baby boomers are able to adapt to the millennials generation; especially in the transition process at PT Tempo Inti Media Tbk, 3) to find out the views of millennials towards baby boomers, especially the view when receiving communication messages from company leaders in the transformation process at Tempo Media Group. This research applies descriptive qualitative method and chooses a case study to find out more in detail the phenomenon of leader communication that has the characteristics of baby boomers in the digital era. In addition, this research will review more in the communication strategies of Tempo Media Group directors on the process of organizational change from conventional to online. The research findings found that the transformation of the digital era disrupts several jobs, changes consumer behavior and is able to read market needs and interests by presenting current and appropriate programs by embracing the millennials based on the interest of the readers. The transformational leader at Tempo applies a communication strategy with communication matching features to the millennial’s generation based on the negative behavior of employees who are reluctant to change because they are comfortable with the Tempo situation.

The industrial era 4.0 requires companies to radically conduct changes related to technology. This is so that the company can follow the market's everchanging appetite and is essential to maintaining the company's sustainability. The digital transformation that occurs is fundamental, changing existing procedures and arrangements and creating a new business ecosystem. In carrying out a company transformation, it requires full support and commitment from workers. And the process needs to be conducted by competent leaders, in line with the spirit of change. In this study, the relationship between transformational leadership climate and employee engagement was measured. The research was conducted on banking service companies that have made radical changes related to technology for 2 years. The results showed that the climate created by leaders who adopt transformational leadership styles has a positive and significant effect on employee engagement. This research is a preliminary study, and has limitations, including the number of samples and types of companies studied.

MBA, North-West University, Potchefstroom Campus Leadership mentoring is deemed as a paramount aspect in helping employees to develop their careers to their full capacity optimally. This study is aimed at identifying whether mentorship is present inside the study population and, if any, which type of leadership style the study population found their mentors to be most closely associated with. The leadership styles included and discussed throughout this study are transactional, transformational, charismatic and servant leadership style. As communication is an important component of any relationship, with specific reference to mentoring relationships, the study also sought to identify the levels and extent of communication between the mentor and mentees. The combination of the factors mentioned above, coupled with the statistical information inferred by these factors, results in an illustration of how leadership mentoring and the specific style thereof ultimately leads to the positive or negative development of the careers of employees. Results were obtained from the data collected by the Likert scale questionnaire that was distributed to participants to complete. These majority of the respondents work inside the call centre at a major insurance group. Based on statistical information obtained from this questionnaire, the employees inside the company do, in fact, receive mentoring to some extent where participants identified their mentors as transformational leaders. Although transformational leadership is the most prominent style found, the study identified charismatic- and servant leadership to also be strongly correlated with mentorship. In addition, healthy communication exists inside the company, which is an essential characteristic in the development of employees’ careers. Along with healthy and effective communication, factors such as personal and professional support provided by mentors are also contributing factors to mentoring with the subsequent effect of the optimal development of the employees’ careers. Masters

Denna kandidatuppsats har fokus på tillit som ett organisatoriskt fenomen, mer specifikt på dendyadiska tilliten, dess utveckling och dynamik i relationen mellan chefer och medarbetare inomsvenska offentliga organisationer när arbetet sker virtuellt. Studien har en kvalitativ ansats medett relationellt perspektiv på både ledarskap och tillit och närmar sig ämnet genom teorier kringtillit, tillit i virtuell miljö och ledarskapsteorier. Den forskningsdata som presenteras består avintervjuer med chefer och medarbetare från två svenska offentliga organisationer insamlatgenom semistrukturerade intervjuer. Studiens främsta bidrag är den modell som presenterassom baseras på det empiriska materialet och på en befintlig tillitsmodell med integritet,hjälpvillighet och förmåga samt på aktuell forskning inom tillit och ledarskap i virtuell miljö.Faktorerna kommunikation, kroppsspråk, relationsbyggande samtal, användande av tekniskahjälpmedel och balans mellan kontroll och stöd är enligt modellen betydelsefulla för tilliten ivirtuella miljöer. Vidare visar studien på skillnader mellan hur chefer och medarbetare ivirtuella miljöer upplever balansen mellan kontroll och stöd. Resultaten tyder på att det förpraktikersamhället är av betydelse att öka medvetenheten kring skapande och utveckling avtillit eftersom chefen genom att agera med avsikt att öka tillit genom stöd tycks kunna minskatilliten genom att medarbetaren istället upplever ökad kontroll. Detta kan även utgöra enutmaning med att arbeta med tillitsbaserat ledarskap i virtuell miljö, vilket är något mångasvenska offentliga organisationer, i och med Tillitsdelegationens arbete, idag aktivt arbetarmed. Den modell som presenteras kan användas som ett verktyg i arbetet med tillit, samt liggatill grund för vidare forskning. This Bachelor's thesis focuses on trust as an organizational phenomenon, more specifically, thedyadic trust development and dynamics in the relationship between leader and follower withinSwedish public organizations when the workplace is virtual. The study applies a qualitativemethod with a relational perspective on leadership and trust, drawing on trust theory, leadershiptheory and research in both virtual trust and virtual leadership. The study includes data fromleaders and followers in two Swedish public organizations collected in semi-structuredinterviews. The main contribution of this study is the model that is presented which is based onthe empirical material and on a pre-existing model of trust including integrity, benevolence andability, and on current research in trust and leadership in virtual environments. According tothis model, the use of communication, body language, conversations that build relationships,technical aids and a balance between control and support are of importance to trust in virtualsettings. The study also demonstrates differences between how leaders and followers perceivethe balance between control and support. The findings imply for managerial leadership thatraising the level of awareness of trust development in virtual settings is crucial, because leadersmay act with the intent of increasing the level of support but end up decreasing the level of trustwhen the follower interprets the act as increased control. This may affect the ability to apply atrust-based leadership in virtual settings, which is, because of the work by the governmentappointed Trust-delegation, what many Swedish public organizations today have the ambitionto do. The model that is presented in this study can be used as a tool when working with trustand open up to future research.

Transformational research frameworks provide understanding and guidance for fostering change towards sustainability. They comprise stages of system understanding, visioning and co-designing intervention strategies to foster change. Guidance and empirical examples for how to facilitate the process of co-designing intervention strategies in real-world contexts remain scarce, especially with regard to integrating local initiatives. We suggest three principles to facilitate the process of co-designing intervention strategies that integrate local initiatives: (1) Explore existing and envisioned initiatives fostering change towards the desired future; (2) Frame the intervention strategy to bridge the gap between the present state and desired future state(s), building on, strengthening and complementing existing initiatives; (3) Identify drivers, barriers and potential leverage points for how to accelerate progress towards sustainability. We illustrate our approach via a case study on sustainable development in Southern Transylvania. We conclude that our principles were useful in the case study, especially with regards to integrating initiatives, and could also be applied in other real-world contexts. Electronic supplementary material The online version of this article (10.1007/s13280-019-01302-x) contains supplementary material, which is available to authorized users.

This study investigates the impact of transformational leadership on employee retention in small- and medium-sized enterprises (SMEs) and probes the mediating role of organizational citizenship behavior (OCB) and the moderating role of communication. Data were collected using convenience sampling from 505 employees of SMEs. A Smart PLS structural equation modeling (PLS-SEM) was used to estimate the various relationships. The findings of the study reveal a positive and significant relationship between transformational leadership and OCB. Similarly, this study finds a positive and significant relationship in OCB and employee retention. In addition, OCB had a positive mediating effect on the relationship between transformational leadership and employee retention. Furthermore, communication positively moderates the transformational leadership– OCB and OCB–employee retention relationships. Leaders at SMEs should implement the traits of transformational leadership such as developing a compelling vision for employees, focusing on goal achievement, having problem-solving techniques, having a sense of purpose, and spending time on the training and development of the team to enhance OCB and employee retention.

A constant theme in strategic media management literature is the transformational impact that digital media technologies and deregulation have had on shaping media firms’ corporate strategies. Whilst the role of corporate strategy is to encapsulate a firm’s long-term direction and scope of activities, it will also give a strong indication of how the firm will compete and be positioned in an industry. However, the transformative effects of a highly technological media environment have changed our traditional view of how the media industry is defined, and so developing a strategic recipe for competing in an ill-defined industry becomes more challenging. This paper examines a single media firm’s corporate strategy and perimeter and considers this in the context of a changing media industry. The paper takes a practice-led approach by undertaking a longitudinal analysis of a firm’s acquisition and divestment activities in order to understand its corporate perimeter and by implication the industry or industries where it competes. We argue that by exploring a media firm’s corporate strategy and perimeter over time, scholars will not only be able to better understand the dynamics of media practice and strategy, but also gain an insight into the changing nature of the media industry. The paper concludes that Porter’s (1980) seminal work on industry structure, profitability and attractiveness remains a relevant form of strategic analysis that can help media management researchers to conceptualize and understand the evolution of media firm corporate perimeter and the industries in which they compete.

Purpose This study aims to revisits the meaning of corporate identity (CI) in practice to identify its key dimensions and the interrelationships between them and to provide insights on how to operationalize the construct. Design/methodology/approach This study is based on a comprehensive literature review and qualitative research consisting of 22 semi-structured interviews with senior managers from 11 UK-leading companies, and three in-depth interviews with corporate brand consultants who worked closely with these firms in cognate areas. Findings The study identifies the following six key dimensions of CI in the UK industry: communication, visual identity, behavior, organizational culture, stakeholder management and founder value-based leadership. Research limitations/implications The focus on UK leading companies limits the generalizability of the results. Further studies should be conducted in other sectors and country settings to examine the relationships identified in the current study. Originality/value This study identifies the salient dimensions of CI and, for the first time, the role of founder transformational leadership, employee identification and top management behavioral leadership as key dimensions and sub-dimensions of CI. The study also provides novel insights about the measurements for these dimensions. Additionally, this study introduces a model for the interrelationships between CI dimensions and their influence on corporate image, based on rigorous theoretical underpinnings, which lays the foundation for future empirical testing.

In general, there were many studies have been conducted analysing leadership communication from the majority’s group but fewer studies were conducted from the minority’s perspective. Mahathir was perceived as a leader who merely focused on the development of the majority group (Malay) and marginalised the minority communal, including the Indians. Interestingly, despite his Ultra Malay rhetoric, the Indians in Malaysia showed advancement in various sectors including politics, economics and social. Therefore, this exploratory study aims to fill in the gap by investigating the influence of Mahathir’s leadership communication from Indians political leaders and NGOs perspective in Malaysia. The transformational leadership theory was used to investigate the phenomena. In-depth interview was utilised to get an insight of the experiences of this Indians communities on Mahathir’s leadership communication. Data were collected through a series of intensive interviews with 12 informants consists of Malaysian based Indian political leaders and representatives of non-governmental organisations. Thematic analysis was used to identify, analyse and create themes from the data collected. Based on the analysis, three themes were identified; characteristics of Mahathir’s leadership communication, Mahathir as the Indian community transformer, and the expected leadership communication qualities of the Indians. This study has contributed to enhance understanding about the impacts of leadership communication from the minority community perspective. Further, it was found that the Indians are significantly affected by Mahathir’s leadership communication.

RESUMEN: Los cambios tecnológicos, la reducción de las barreras de entrada y la mayor competencia internacional han pro vocado una serie de trastornos en la industria de medios, que experimenta constantes transformaciones, además de la dificultad de encontrar un modelo de negocio rentable. El liderazgo, el trabajo en equipo, la creatividad y la innovación surgen como respuestas para enfren tar este escenario. Este estudio hace un levantamiento respecto de la autopercep ción de liderazgo de los directores y edi tores generales de medios informativos chilenos. Con base en la aplicación del Multifactor Leadership Questionnaire (MLQ5x), se revelaron las principales características del liderazgo de acuerdo a la percepción de quienes dirigen las salas de redacción en medios naciona les. El carisma, la inspiración y la inte gridad son los rasgos más repetidos por los directores y editores, lo que los lleva a considerarse líderes transformacionales.

The purpose of this study is to conceptualize allegiant communication behavior (ACB), which is employees’ loyal and faithful communicative actions for their organizations. Using the analogy of a choir, we identify three types of allegiant communicative behaviors that employees may use to create a harmonious sound requiring efforts of voicing and devoicing: allegiant amity, allegiant reticence, and allegiant voice. Furthermore, this study aims to examine the model’s strategic value by testing its relationship with transformational leadership and four organizational cultures. The results of analysis of the data from two national surveys conducted in South Korea (N = 314) and the United States (N = 314) indicate that the ACB model is reliable and valid. The results also show that transformational leadership is a significant factor that increases ACB and suggest how different organizational cultures enhance ACB across two different countries.

Leadership is key to quality improvement in nursing homes. This article reports on the initial analysis of the transformational My Home Life Leadership Support program for nursing home managers being implemented in Scotland. It analyses learning from a multimethod participatory descriptive study. Contribution analysis theory informed the evaluation. Evidence-Based Practice, Relationship-Centered Care, Appreciative Inquiry, and Caring Conversations informed the intervention to develop transformational leadership. Data generation methods included baseline and postintervention questionnaires to describe culture change within the study population, together with more in-depth qualitative data generated from group discussions throughout the leadership support program. Qualitative data analysis was an iterative collaborative process with participants to generate themes about the impact of the program on themselves and their practice. Data showed positive changes in managers' perceptions of their self-awareness, leadership communication and relationship skills, and development of positive cultures. This model offers lessons for those interested in ways to approach the emotional, educational, and cultural dynamics of change in other human service contexts.

Early career researchers (ECRs) are of great interest because they are the new (and biggest) wave of researchers. They merit long and detailed investigation, and towards this end, this overarching paper provides a summary of the first-year findings of a 3-year, longitudinal study of 116 science and social science ECRs who have published nearly 1,200 papers and come from 7 countries and 81 universities. ECRs were interviewed in their own languages face-to-face, by Skype, or telephone. The study focused on the attitudes and behaviours of ECRs with respect to scholarly communications and the extent to which they are adopting new and disruptive technologies, such as social media, online communities, and Open Science. The main findings include: publishing in high-impact factor journals is the only reputational game in town; online scholarly communities, and ResearchGate in particular, are gaining ground; social media are beginning to have an impact, especially in the dissemination arena; outreach activities have become more important; libraries are becoming increasingly invisible to ECRs; Open Science is not gaining traction; and more transformational ideas are being expressed, especially in the US and UK.

In this article, Isaac argues that since 1948, Israel's control of water resources has been the result of military actions that forced between 700,000 and 800,000 Palestinians into exile and claimed the most fertile part of the disputed territory for the state. It thereby paved the way for subsequent military occupation. Isaac maintains that the Israeli occupation has violated the Palestinian right to the equitable and reasonable utilization of shared water resources. In his view, from the end of the 1967 war, Israel initiated its occupation of the territories of Palestine and quickly imposed military order with a view to achieving full control over land and water resources. To Isaac, these military orders served to dissolve the pre-1967 legal systems and which consisted of Ottoman, British, Jordanian (West Bank) and Egyptian (Gaza Strip) laws. This critical review article concentrates on the concept of justice tourism as a response to these assumed Israeli violations of Palestinian rights to equitable and reasonable utilization of shared water resources. The article sheds light on why and how justice tourism conceivably contributes to the Palestine host communities' transformation and hence to the development of higher level self-consciousness about their rights as "a sovereign nation." (Abstract by the Reviews Editor)

Health care reform continues to be controversial and divisive and takes its toll on physicians, patients, and national unity. An emphasis on efficiency and profit that depersonalizes human interactions hampers building physician-patient relationships grounded in compassion and trust. The authors argue that health care reform will be more effective if it is grounded in and anchored by a physician-patient relationship that is relationally transformative rather than transactionally commercial. This health care paradigm shift, from the "transactional getting" to the "relational giving," must be physician led. The authors propose 3 next steps. First, establishing discourse "ensembles" will foster conversations where new ideas can emerge and percolate and where participants can renew their collective stand for the humanitarian side of the healing relationship. Second, ensemble unity and effectiveness will be enhanced by the so-called inward journey of leadership. Without that journey, we cannot fully connect with the suffering of others, and we lack the wisdom and will to tackle our health care challenges. Third, to begin the process of solidifying this humanistic foundation, transformative leadership becomes essential. In contrast to transactional leadership, which motivates physicians by seducing their self-interests, transformative (relational) leadership connects physicians with their deeply held values that embody what it means to be a physician and what it means to be human. A shared, collective view of what's at stake if we settle for purely transactional medicine would help create the necessary physician alignment and commitment to reposition medicine as a profession that values service above reward.

This study focuses on consumer interaction via online product reviews in digital markets by incorporating intercultural perspective. In doing so, this study explores the representation of digital consumerism, defined as development of consumer empowerment and vulnerability in digital markets, which appears as a paradigm to ensure balanced market environments for both consumers and companies (Kucuk, 2016). In particular, this study investigates cultural differences in the representation of digital consumerism in online product reviews by comparing the online product reviews from U.S. and South Korea. Additionally, message strategies employed in the online product reviews were also examined in respect of digital consumerism while comparing the two cultures. A discourse analysis on a total of 400 online product reviews (i.e., 200 from U.S., 200 from South Korea) was conducted to understand how digital consumerism can be constructed. The results indicated significant cultural differences between the U.S. and South Korea based on online consumer powers manifested in the content of online product reviews as well as message strategies adopted to express digital consumerism. In the U.S., economic, technologic, and social power were more frequently observed in online product reviews compared to legal power; In contrast, in South Korea, economic power was the most frequently observed, followed by social and technologic power. In terms of message strategies, transformational messages were dominantly used to express digital consumerism in online product reviews from both countries, whereas each type of online consumer powers was expressed differently in the U.S. and South Korea by adopting different message strategies. Theoretical and practical implications are discussed.

Bu tez Marmara Üniversitesi ile ortak program kapsamında hazırlanmıştır. Marmara Üniversitesi ve İstanbul Sabahattin Zaim Üniversitesi Eğitim Yönetimi ve Denetimi Ortak Yüksek Lisans Programı. Bu araştırmanın amacı, öğretmen algılarına göre okul müdürlerinin dönüşümcü liderlik davranışları ile örgütsel iletişim arasındaki ilişkinin incelenmesidir. Araştırmanın örneklemini İstanbul ili Bağcılar ilçesi Milli Eğitim Müdürlüğü’ne bağlı Okulda farklı branşlarda görevli 406 öğretmen oluşturmaktadır. Araştırmaya ilişkin görüşleri belirlemek amacıyla ilişkisel tarama modeli kullanılmıştır. Araştırma verileri, kişisel bilgi formu, Avolio ve Bass (1995) tarafından geliştirilen ve Çakar’ın (2002) yılında "Duygusal Zekânın Dönüşümcü Liderlik Davranışı Üzerindeki Etkisi" isimli araştırmasından Türkçe’ye uyarlanan "Dönüşümcü Liderlik Anketi" ve Demir (2014) yüksek lisans tez çalışmasında yararlandığı “Okulda Örgütsel İletişim Ölçeği” kullanılarak elde edilmiştir. Bu çalışmada istatistiksel analizler SSPS Statistic Packets For Social Sciences paket programı ile yapıldı. Öğretmenlerin demografik değişkenlerinin karşılaştırmalarında tek yönlü varyans analizi, cinsiyet gruplarının ikili grupların karşılaştırmasında bağımsız t testi, dönüşümcü liderlik anketi alt gruplarının ve “Dönüşümcü Liderlik Anketi” ile “Okulda Örgütsel İletişim Ölçeği” ilişkilerini belirlemede pearson korelasyon testi kullanılmıştır. “Dönüşümcü Liderlik Anketi” ile “Okulda Örgütsel İletişim Ölçeği” güvenilirliğini belirlemede Alfa Cronbach değerleri kullanılmıştır. Sonuçlar, anlamlılık p

Digital technologies have transformed the way many media organisations have conducted their business over the past two decades. This transformational context raises a number of important questions for media management researchers. Firstly, how have media firms adapted their strategies, resources and capabilities in response to the challenges presented by an increasingly digital environment? Secondly, how have these adaptive practices affected their corporate financial performance? This paper advances our theoretical understanding of media firm transformation by using a multi-disciplinary approach that draws on knowledge from corporate strategy, dynamic capabilities and firm performance. This integrated approach provides a more holistic view of strategic business transformation by understanding the strategic arguments that compel firm’s to reconfigure their resources and capabilities in a dynamic business environment.

Current strategic media management has a tendency to draw on design or planning schools and focus primarily on competitive advantages, industry development, and strategic positioning. However, the way in which strategies emerge from everyday practices is poorly understood. To this end, we build a theoretical lens from the narrative approach to strategy-as-practice and the concept of “wayfinding”, and study how organisational narratives can help both managers and employees to construct meaning around emergent strategy during ongoing transformational change. Through interview data of an empirical case study, we identify narratives on three fronts – about (1) employees, (2) man- agers, and (3) the market – and elaborate on how these narratives may give meaning, offer guidance, and provide an actionable basis from which to find a way through ongoing transformational change. Our study contributes to the research on strategic media management by showing how narratives can help to make sense of emergent strategy and the way organisations find their way through ongoing change.

This study aimed to investigate the mediating role of altruism in the relationship between transformational leadership and innovative work behaviour. Data was collected from innovative employees and their supervisors in 162 Malaysian innovative SMEs using a self-administered questionnaire. The findings showed a significant relationship between TL and altruism, which partially mediated the link between TL and IWB. Altruism's link to IWB was stronger for women than men. Also, the link between TL and altruism was stronger for those who had higher scores of perceived organisational support. Altruism has been denied relevance to business operations. Therefore, replicating this study in other contexts would allow a better understanding of altruism's contribution to employee innovativeness. Considering the high rate of failure, SMEs have no choice but to be innovative. The findings help SMEs to succeed through employee altruistic behaviour which possibly leads to IWB. The role of leaders in this regard is significant.

Resumen Introducción Las organizaciones de salud son altamente complejas y especializadas. En este escenario es necesario que los profesionales de salud trabajen colaborativamente en equipos de trabajo interprofesionales, asegurando un cuidado de calidad y seguro. Para fortalecer el trabajo en equipo interprofesional, es imperativo mejorar la gestión estratégica de recursos humanos en organizaciones de salud, promoviendo la satisfacción de sus miembros. Objetivo Analizar la satisfacción de los miembros de equipos interprofesionales, explorando sus relaciones interpersonales, liderazgo y clima de equipo en un contexto hospitalario. Metodología Estudio de métodos mixtos secuencial explicatorio (cuantitativo-cualitativo) en 53 equipos (409 profesionales) de un hospital universitario en Santiago, Chile. Primera fase incluyó encuestas a los miembros de equipos para examinar satisfacción con el equipo, liderazgo transformacional y clima. Utilizando análisis de redes sociales para identificar interacciones entre sus miembros (densidad y cohesión). Segunda fase incorpora 15 entrevistas a profesionales de equipos con los puntaje más altos y bajos de satisfacción. Integración de los resultados de ambas fases. Resultados Asociaciones significativas entre las variables y un modelo de regresión lineal que reveló que el clima de equipo (β = 0.26) es un mejor predictor de la satisfacción con el equipo, que el liderazgo transformacional (β = 0.17). Enfermería fue el profesional con el más alto puntaje en liderazgo transformacional (media = 64), seguido por el medico (media = 33). Las redes sociales de los equipos con puntajes extremos de satisfacción mostraron diferencias en cohesión y centralidad. El análisis de las entrevistas entrego cinco temas: atributos del trabajo interprofesional; colaboración, comunicación e interacción social; innovación en equipo interprofesional; liderazgo compartido; interface entre relaciones interpersonales de trabajo y social. Integración de los resultados reveló que la satisfacción requiere participación y comunicación, metas comunes y compromiso con un cuidado centrado en el paciente, claridad de roles y responsabilidades para trabajar colaborativamente y la presencia de liderazgo transformacional para fortalecer el bienestar, diálogo e innovación. Conclusión Los resultados tienen el potencial de contribuir a la planificación y toma de decisiones en el área de recursos humanos en salud con elementos que promuevan la administración de equipos de salud apoyando la satisfacción de sus miembros. Pudiendo llevar a permanencia laboral especialmente donde las necesidades locales de salud son más urgentes.