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001 ocn794379258;

003 OCoLC;

005 20141212030015.0;

006 m d ;

007 cr bn|||||||||;

008 120529s2012 ncu ob 000 0 eng d;

035 a| (Sirsi) o794379258;

035 a| (OCoLC)794379258;

040 a| EREc| EREd| EREd| UtOrBLW;

049 a| EREE;

090 a| HD57.7;

100 1 a| Moore, Susan Williams.?| UNAUTHORIZED;

245 10 a| Gender differences in occupational leadership styles /c| by Susan Williams Moore.;

260 a| [Greenville, N.C.] :b| East Carolina University,c| 2012.;

300 a| 56 pages :b| digital, PDF file;

336 a| text2| rdacontent;

337 a| computer2| rdamedia;

338 a| online resource2| rdacarrier;

538 a| System requirements: Adobe Reader.;

538 a| Mode of access: World Wide Web.;

502 b| M.A.c| East Carolina Universityd| 2012.;

500 a| Presented to the faculty of the Department of Psychology.;

500 a| Advisor: John Cope.;

500 a| Title from PDF t.p. (viewed July 2, 2012).;

520 3 a| This study explored the nature of leadership styles in women and men. Multifactor Leadership Questionnaire was administered as a means of objective assessment of the leadership style of various professionals. Previous studies have identified and outlined the potential for women and men to exhibit different stylistic tendencies in leadership roles. This study first aimed to identify whether women would exhibit more transformational and men more transactional leadership behaviors on the MLQ. Secondly, this study also aimed to identify the predicting effect of gender and age on leadership styles in an organizational setting. To test these hypotheses, statistical tests were performed, including t-tests and seven sequential multiple regression analyses, on the results of the leadership questionnaire. Contrary to previously established meta-analyses of gender and leadership, this study found that neither women nor men tended to exhibit more transformational or transactional behaviors. Worth noting is the fact that women did differ significantly from men on one of the five transformational subscales: individual consideration. Additionally, this study's results found no predictive capacity of age for leadership style. The need for further research into the leadership styles of professionals of various ages and at different levels in their field may in turn help streamline professional training standards and the expectations of different individuals in supervising capacities within a business setting.;

504 a| Includes bibliographical references.;

650 0 a| Leadership.=| ^A473;

650 0 a| Transformational leadership.=| ^A1096848;

650 0 a| Sex differences.=| ^A7668;

650 0 a| Leadership in women.=| ^A410486;

653 a| Psychology;

653 a| Gender studies;

653 a| Organizational behavior;

700 1 a| Cope, John G.?| UNAUTHORIZED;

710 2 a| East Carolina University.b| Department of Psychology.?| UNAUTHORIZED;

856 40 z| Access via ScholarShipu| http://hdl.handle.net/10342/3824;

949 o| jgml;

994 a| C0b| ERE;

596 a| 1 4;

998 a| 3063807;

999 a| CLICK ON WEB ADDRESSw| ASISc| 1i| 3063807-1001l| JNETm| JOYNERr| Ys| Yt| JNE3ETDu| 5/29/2012x| ETDz| JERESOURCE;

999 a| CLICK ON WEB ADDRESSw| ASISc| 1i| 3063807-2001l| HSLELECm| HSLr| Ys| Yt| HEETDu| 5/29/2012x| ETDz| HERESOURCE;

Gender differences in occupational leadership styles / by Susan Williams Moore.

Author/creator	Moore, Susan Williams
Other author	Cope, John G.
Other author	East Carolina University. Department of Psychology.
Format	Theses and dissertations
Publication Info	[Greenville, N.C.] : East Carolina University, 2012.
Description	56 pages : digital, PDF file
Supplemental Content	Access via ScholarShip
Subjects	Leadership. Transformational leadership. Sex differences. Leadership in women.

Summary	This study explored the nature of leadership styles in women and men. Multifactor Leadership Questionnaire was administered as a means of objective assessment of the leadership style of various professionals. Previous studies have identified and outlined the potential for women and men to exhibit different stylistic tendencies in leadership roles. This study first aimed to identify whether women would exhibit more transformational and men more transactional leadership behaviors on the MLQ. Secondly, this study also aimed to identify the predicting effect of gender and age on leadership styles in an organizational setting. To test these hypotheses, statistical tests were performed, including t-tests and seven sequential multiple regression analyses, on the results of the leadership questionnaire. Contrary to previously established meta-analyses of gender and leadership, this study found that neither women nor men tended to exhibit more transformational or transactional behaviors. Worth noting is the fact that women did differ significantly from men on one of the five transformational subscales: individual consideration. Additionally, this study's results found no predictive capacity of age for leadership style. The need for further research into the leadership styles of professionals of various ages and at different levels in their field may in turn help streamline professional training standards and the expectations of different individuals in supervising capacities within a business setting.
General note	Presented to the faculty of the Department of Psychology.
General note	Advisor: John Cope.
General note	Title from PDF t.p. (viewed July 2, 2012).
Dissertation note	M.A. East Carolina University 2012.
Bibliography note	Includes bibliographical references.
Technical details	System requirements: Adobe Reader.
Technical details	Mode of access: World Wide Web.

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Gender differences in occupational leadership styles / by Susan Williams Moore.

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