Joseph Holloway - Academia.edu (original) (raw)
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Christ University, Bangalore, India
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Papers by Joseph Holloway
The primary purpose of this research paper is to present an empirical study framed by the theory ... more The primary purpose of this research paper is to present an empirical study framed by the theory that task-oriented and relations-oriented leadership behaviors are positively related to the employees' perceptions of organizational climate. The study examined the following research question: Are task-oriented and relations-oriented leadership behaviors related to different dimensions of organizational climate in a non-profit organization? The study introduces the theoretical perspective and examines the relevant literature that supports the significance of leadership behavior and organizational climate. The methodology for collecting the data was through the combination of two quantitative instruments into a web-based questionnaire consisting of 79 questions aimed at determining the relative contribution that the independent variables (task-oriented and relations-oriented leadership behaviors) have on the dependent variables (the different dimensions of organizational climate). The following control variables were collected from the sample and were statistically controlled in the data analysis: age, educational level, gender, job rank, and job tenure. The results of the study show that certain leadership behaviors do have an impact on a few dimensions of organizational climate. on-profit organizations have a more central role in society's response to social problems than ever before (Smith, 2002). Many non-profit organizations are small, ill equipped, and undercapitalized to respond to the growing demands of public funders for accountability. Non-profit organizations around the world are functioning in an increasingly competitive and complex world as they fiercely compete for funding sources, qualified staff, and clients (Jaskyte & Kisieliene, 2006; Trautmann, Maher, & Motley, 2007). This shortfall of available resources has increased the reliance that non-profit organizations have on corporate sponsorship, which has impacted the governance of their organizations (Gray & Bishop Kendzia, 2009). Drucker (1990) believed that one of the basic differences in non-profit organizations and for-profit organizations is that non-profit organizations have many more constituencies to deal with than for-profit organizations. Leaders of non-profit organizations have never had the luxury of planning in terms of one constituency. Leaders of non-profit N Leadership Behavior and Organizational Climate
The primary purpose of this research paper is to present an empirical study framed by the theory ... more The primary purpose of this research paper is to present an empirical study framed by the theory that task-oriented and relations-oriented leadership behaviors are positively related to the employees' perceptions of organizational climate. The study examined the following research question: Are task-oriented and relations-oriented leadership behaviors related to different dimensions of organizational climate in a non-profit organization? The study introduces the theoretical perspective and examines the relevant literature that supports the significance of leadership behavior and organizational climate. The methodology for collecting the data was through the combination of two quantitative instruments into a web-based questionnaire consisting of 79 questions aimed at determining the relative contribution that the independent variables (task-oriented and relations-oriented leadership behaviors) have on the dependent variables (the different dimensions of organizational climate). The following control variables were collected from the sample and were statistically controlled in the data analysis: age, educational level, gender, job rank, and job tenure. The results of the study show that certain leadership behaviors do have an impact on a few dimensions of organizational climate. on-profit organizations have a more central role in society's response to social problems than ever before (Smith, 2002). Many non-profit organizations are small, ill equipped, and undercapitalized to respond to the growing demands of public funders for accountability. Non-profit organizations around the world are functioning in an increasingly competitive and complex world as they fiercely compete for funding sources, qualified staff, and clients (Jaskyte & Kisieliene, 2006; Trautmann, Maher, & Motley, 2007). This shortfall of available resources has increased the reliance that non-profit organizations have on corporate sponsorship, which has impacted the governance of their organizations (Gray & Bishop Kendzia, 2009). Drucker (1990) believed that one of the basic differences in non-profit organizations and for-profit organizations is that non-profit organizations have many more constituencies to deal with than for-profit organizations. Leaders of non-profit organizations have never had the luxury of planning in terms of one constituency. Leaders of non-profit N Leadership Behavior and Organizational Climate
The primary purpose of this research paper is to present an empirical study framed by the theory ... more The primary purpose of this research paper is to present an empirical study framed by the theory that task-oriented and relations-oriented leadership behaviors are positively related to the employees' perceptions of organizational climate. The study examined the following research question: Are task-oriented and relations-oriented leadership behaviors related to different dimensions of organizational climate in a non-profit organization? The study introduces the theoretical perspective and examines the relevant literature that supports the significance of leadership behavior and organizational climate. The methodology for collecting the data was through the combination of two quantitative instruments into a web-based questionnaire consisting of 79 questions aimed at determining the relative contribution that the independent variables (task-oriented and relations-oriented leadership behaviors) have on the dependent variables (the different dimensions of organizational climate). The following control variables were collected from the sample and were statistically controlled in the data analysis: age, educational level, gender, job rank, and job tenure. The results of the study show that certain leadership behaviors do have an impact on a few dimensions of organizational climate. on-profit organizations have a more central role in society's response to social problems than ever before (Smith, 2002). Many non-profit organizations are small, ill equipped, and undercapitalized to respond to the growing demands of public funders for accountability. Non-profit organizations around the world are functioning in an increasingly competitive and complex world as they fiercely compete for funding sources, qualified staff, and clients (Jaskyte & Kisieliene, 2006; Trautmann, Maher, & Motley, 2007). This shortfall of available resources has increased the reliance that non-profit organizations have on corporate sponsorship, which has impacted the governance of their organizations (Gray & Bishop Kendzia, 2009). Drucker (1990) believed that one of the basic differences in non-profit organizations and for-profit organizations is that non-profit organizations have many more constituencies to deal with than for-profit organizations. Leaders of non-profit organizations have never had the luxury of planning in terms of one constituency. Leaders of non-profit N Leadership Behavior and Organizational Climate
The primary purpose of this research paper is to present an empirical study framed by the theory ... more The primary purpose of this research paper is to present an empirical study framed by the theory that task-oriented and relations-oriented leadership behaviors are positively related to the employees' perceptions of organizational climate. The study examined the following research question: Are task-oriented and relations-oriented leadership behaviors related to different dimensions of organizational climate in a non-profit organization? The study introduces the theoretical perspective and examines the relevant literature that supports the significance of leadership behavior and organizational climate. The methodology for collecting the data was through the combination of two quantitative instruments into a web-based questionnaire consisting of 79 questions aimed at determining the relative contribution that the independent variables (task-oriented and relations-oriented leadership behaviors) have on the dependent variables (the different dimensions of organizational climate). The following control variables were collected from the sample and were statistically controlled in the data analysis: age, educational level, gender, job rank, and job tenure. The results of the study show that certain leadership behaviors do have an impact on a few dimensions of organizational climate. on-profit organizations have a more central role in society's response to social problems than ever before (Smith, 2002). Many non-profit organizations are small, ill equipped, and undercapitalized to respond to the growing demands of public funders for accountability. Non-profit organizations around the world are functioning in an increasingly competitive and complex world as they fiercely compete for funding sources, qualified staff, and clients (Jaskyte & Kisieliene, 2006; Trautmann, Maher, & Motley, 2007). This shortfall of available resources has increased the reliance that non-profit organizations have on corporate sponsorship, which has impacted the governance of their organizations (Gray & Bishop Kendzia, 2009). Drucker (1990) believed that one of the basic differences in non-profit organizations and for-profit organizations is that non-profit organizations have many more constituencies to deal with than for-profit organizations. Leaders of non-profit organizations have never had the luxury of planning in terms of one constituency. Leaders of non-profit N Leadership Behavior and Organizational Climate