- The Self-Leadership Project
- Organizational Climate For Collaboration and Engagement Project
- From Science to Practice: Organizational Psychology Bulletin
The Self-leadership and Superleadership Project assesses the strategies that individuals use to lead themselves (i.e., self-leadership) and others (i.e., superleadership). Culturally sensitive self-and superleadership trainings are being developed to establish long-term organizational health through healthy leadership in employees and their supervisors. This project is an extension and further development of Dr. Georgianna’s project “Intercultural Features of Self-leadership” supported by Third-Party Funding of the University of Koblenz-Landau, Germany.
MSOP candidates are welcome to join this exciting research topic. Current collaborators are: Master’s Candidate Elisha-Rae Avne investigates the self-leadership strategies and attachment styles prevalent in young entrepreneurs. First year student Candice Co examines the relationship of self-leadership and creativity. Candidate Tawnya Rybarczyk studies the relationship of openness to change in organizations and self-leadership strategies used by employees. First year student Ryan Shiroishi studies the effectiveness of telecommuting from an organizational as well as employee perspective.
New research projects include (and are not limited to):
- The empirical investigation of the validity of the German Self-leadership questionnaire (DSFA-R) for individuals residing in the U.S. (Georgianna, 2015);
- The development and validation of a culturally sensitive self-leadership training;
- The development and validation of a self-leadership training in clinical settings (Georgianna, 2015).
Published results can be found here.
FOR INSTITUTIONS INTERESTED IN PARTICPATION: This is a research project and there is no charge to participate. The only possible charges will be for custom data analysis or organizational consultation, if requested.
A full versions of the self-leadership survey can be previewed here.
To request institutional participation in this research, please register your interest here.
The aforementioned new research projects are under review by Vanguard Institutional Review Board (expedited approval). Surveys are anonymous and questions pose no more risk to participants than daily work/academic activities. Data from small (fewer than 4 individuals) subgroups will not be reported. Please consult with your Institutional Review Board regarding your institutional survey distribution and institutional approvals needed.
Pilot evaluation of instruments specifically developed for this project established high reliability – for example, Chronbach’s alpha for Collegiality Climate was .72 for student worker sample and .84 for faculty sample, Departmental Voice Climate .91 for student worker sample and .96 for faculty sample, Collaborative Governance Scale (faculty only) .91. Theoretically expected relationships with previously validated measures of core organizational variables suggest high validity of project instruments. For example, in both samples Collegiality Climate was strongly related to Job Satisfaction. In faculty sample, Voice Climate was strongly predictive of Perceived Organizational Support (POS) measured by abbreviated Eisenberger, Huntington, Hutchinson, and Sowa (1986) scale, with regression path analysis coefficient .729*** p< .001, and POS in turn predicted Job Search Behavior, with regression path analysis coefficient .528*** p< .001. Presentation of pilot results can be found here.