Author: Amy Hastings Elizer
Publisher:
ISBN:
Category : Agricultural extension workers
Languages : en
Pages : 134
Book Description
An Examination of the Relationship Between Tennessee County Extension Agents' Job Satisfaction and Their Perceptions of the Leadership Style of Their Extension Directors
The Relationship of Perceived Leadership Styles of North Carolina County Extension Directors' to Job Satisfaction of County Extension Professionals
Author:
Publisher:
ISBN:
Category :
Languages : en
Pages :
Book Description
This study examined the relationship of perceived leadership styles of North Carolina County Extension Directors' to job satisfaction of County Extension professionals. The relationship between these two variables and the selected demographics of institution of employment, years of employment, area of specialization, education level, gender, ethnicity and age were examined. Bass and Avolio's, Multifactor Leadership Questionnaire (Rater Form), leadership survey instrument, the Mohrman-Cooke-Mohrman Job Satisfaction Scale, and a demographic questionnaire were electronically mailed to 232 randomly selected North Carolina Cooperative Extension professionals. Responses were received from 130 Extension professionals. Using these responses, County Extension Directors perceived transformational and transactional leadership styles were identified. Comparisons were made among the job satisfaction means with each of the leadership styles and based upon the demographics. Results of this study indicate significant differences in the job satisfaction of Extension professionals' based upon the perceived leadership style of their County Extension Director. These differences most often occurred in total job satisfaction. The perceived transformational and transactional leadership behaviors accounted for 32% of the variation in County Extension professionals' total job satisfaction scores. The best two-variable model, LF (Laissez Faire) and IC (Individualized Consideration) explained 45% of the variation of in County Extension professionals' total job satisfaction. Bivariate correlation analyses identified significant associations between perceived leadership behaviors, total job satisfaction and demographic factors. Major findings included: * Years employed was negatively related to gender; * Years employed was positively related to age; * Years employed was negatively related to transformational leadership; * Years employed was positively related to transactional leadership; * Age.
Publisher:
ISBN:
Category :
Languages : en
Pages :
Book Description
This study examined the relationship of perceived leadership styles of North Carolina County Extension Directors' to job satisfaction of County Extension professionals. The relationship between these two variables and the selected demographics of institution of employment, years of employment, area of specialization, education level, gender, ethnicity and age were examined. Bass and Avolio's, Multifactor Leadership Questionnaire (Rater Form), leadership survey instrument, the Mohrman-Cooke-Mohrman Job Satisfaction Scale, and a demographic questionnaire were electronically mailed to 232 randomly selected North Carolina Cooperative Extension professionals. Responses were received from 130 Extension professionals. Using these responses, County Extension Directors perceived transformational and transactional leadership styles were identified. Comparisons were made among the job satisfaction means with each of the leadership styles and based upon the demographics. Results of this study indicate significant differences in the job satisfaction of Extension professionals' based upon the perceived leadership style of their County Extension Director. These differences most often occurred in total job satisfaction. The perceived transformational and transactional leadership behaviors accounted for 32% of the variation in County Extension professionals' total job satisfaction scores. The best two-variable model, LF (Laissez Faire) and IC (Individualized Consideration) explained 45% of the variation of in County Extension professionals' total job satisfaction. Bivariate correlation analyses identified significant associations between perceived leadership behaviors, total job satisfaction and demographic factors. Major findings included: * Years employed was negatively related to gender; * Years employed was positively related to age; * Years employed was negatively related to transformational leadership; * Years employed was positively related to transactional leadership; * Age.
The Relationship of Perceived Leadership Styles of North Carolina County Extension Directors to Job Satisfaction of County Extension Professionals
Author: Mitzi Nichole Stumpf
Publisher:
ISBN:
Category :
Languages : en
Pages : 97
Book Description
Keywords: Job Satisfaction, Leadership.
Publisher:
ISBN:
Category :
Languages : en
Pages : 97
Book Description
Keywords: Job Satisfaction, Leadership.
Comprehensive Dissertation Index
Author:
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 780
Book Description
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 780
Book Description
Dissertation Abstracts International
Author:
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 580
Book Description
Abstracts of dissertations available on microfilm or as xerographic reproductions.
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 580
Book Description
Abstracts of dissertations available on microfilm or as xerographic reproductions.
American Doctoral Dissertations
Author:
Publisher:
ISBN:
Category : Dissertation abstracts
Languages : en
Pages : 776
Book Description
Publisher:
ISBN:
Category : Dissertation abstracts
Languages : en
Pages : 776
Book Description
Impact of County Extension Directors' Leader Behavior on Overall Job Satisfaction of County Extension Agents
Industrial Relations Theses and Dissertations Submitted at ... Universities
Author:
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 76
Book Description
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 76
Book Description
A Survey of Tennessee Extension Agents' Perceptions of the Tennessee Extension Agent Performance Appraisal System
Author: Joseph L. Donaldson
Publisher:
ISBN:
Category : Employee attitude surveys
Languages : en
Pages : 196
Book Description
This study aimed to describe extension agent perceptions of the Tennessee Extension Agent Performance Appraisal System. A survey instrument was developed to address the research questions. The instrument had two sections: Satisfaction with the Current Appraisal System (14 items) and Satisfaction with Appraiser Performance (7 items). The instrument was reviewed by an expert panel and pilot tested with a group of 39 extension agents. The instrument was deployed online to the study population. The population studied consisted of all extension agents employed by the University of Tennessee and Tennessee State University in January, 2010 (N=312). The total completed responses were 218 for a completed response rate of 69%. In this study, seven in ten respondents (78.8%) felt that the current appraisal system should be improved. The desired improvements included: (a) The extension agents' desire to have direct, annual appraisal interviews with the regional director; (b) The extension agents' desire for a performance appraisal rubric that more accurately reflects their actual job duties; (c) The extension agents' desire to make the performance appraisal system less time-consuming and efficient; and (d) The need for more instruction in performance appraisal for county directors. Overall, extension agents were satisfied with the roles and behaviors of their appraisers (county directors), and county directors were equally satisfied with the roles and behaviors of their appraisers (regional directors). The majority of extension agents and county directors viewed their appraiser's performance in conducting the appraisal with positive judgment, fairness, and trust by their subordinates. The major recommendations emerging from this study are the provision of professional development for all appraisers to ensure accurate and effective performance appraisal, and exploration of strategies to require less effort on the part of the extension agent to prepare the appraisal materials.
Publisher:
ISBN:
Category : Employee attitude surveys
Languages : en
Pages : 196
Book Description
This study aimed to describe extension agent perceptions of the Tennessee Extension Agent Performance Appraisal System. A survey instrument was developed to address the research questions. The instrument had two sections: Satisfaction with the Current Appraisal System (14 items) and Satisfaction with Appraiser Performance (7 items). The instrument was reviewed by an expert panel and pilot tested with a group of 39 extension agents. The instrument was deployed online to the study population. The population studied consisted of all extension agents employed by the University of Tennessee and Tennessee State University in January, 2010 (N=312). The total completed responses were 218 for a completed response rate of 69%. In this study, seven in ten respondents (78.8%) felt that the current appraisal system should be improved. The desired improvements included: (a) The extension agents' desire to have direct, annual appraisal interviews with the regional director; (b) The extension agents' desire for a performance appraisal rubric that more accurately reflects their actual job duties; (c) The extension agents' desire to make the performance appraisal system less time-consuming and efficient; and (d) The need for more instruction in performance appraisal for county directors. Overall, extension agents were satisfied with the roles and behaviors of their appraisers (county directors), and county directors were equally satisfied with the roles and behaviors of their appraisers (regional directors). The majority of extension agents and county directors viewed their appraiser's performance in conducting the appraisal with positive judgment, fairness, and trust by their subordinates. The major recommendations emerging from this study are the provision of professional development for all appraisers to ensure accurate and effective performance appraisal, and exploration of strategies to require less effort on the part of the extension agent to prepare the appraisal materials.