東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

Federal First-Line Supervisors: Perc...

Johnson, LaKia L.

FindBook

Google Book

Amazon

博客來

Federal First-Line Supervisors: Perceived Supervisor Support and Leader Development of Emerging Leaders During Supervisory Transition.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Federal First-Line Supervisors: Perceived Supervisor Support and Leader Development of Emerging Leaders During Supervisory Transition./
作者:	Johnson, LaKia L.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2017,
面頁冊數:	120 p.
附註:	Source: Dissertation Abstracts International, Volume: 78-09(E), Section: A.
Contained By:	Dissertation Abstracts International78-09A(E).
標題:	Business administration. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10275783
ISBN:	9781369735093

Federal First-Line Supervisors: Perceived Supervisor Support and Leader Development of Emerging Leaders During Supervisory Transition.
Johnson, LaKia L.

Federal First-Line Supervisors: Perceived Supervisor Support and Leader Development of Emerging Leaders During Supervisory Transition. - Ann Arbor : ProQuest Dissertations & Theses, 2017 - 120 p.

Source: Dissertation Abstracts International, Volume: 78-09(E), Section: A.

Thesis (D.B.A.)--Baker College (Michigan), 2017.

Perceptions exist that new and emerging supervisors may be undersupported by management and may be unprepared to function in supervisory positions. Such support deficiencies may be directly related to deficiencies in coaching and mentoring of the supervisors and may adversely impact the supervisors' leader development. Other contributing factors include recruitment and selection, training and development, and supervisory competencies versus technical skills. The problem is further exacerbated during the early years of employees' supervisory careers when they transition from a nonsupervisory to a supervisory role where coaching and mentoring toward developing the leader was not a priority. Social exchange theory and social learning theory were used to explore the overarching research problem: What are the lived coaching and mentoring support experiences of contracting first-line supervisors that determine during a transition if they remain as 21 st century leaders or instead revert to nonsupervisory positions where leadership skills are less needed? Convenience sampling was used in this phenomenological study that was based on 22 supervisors working in the 1102 series of Contracting in various federal defense agencies. The results may help managers to improve these experiences for existing and emerging first-line supervisors. The results were categorized into themes using Department of Defense instruction 1430.16 for Leader Development Framework. Core and fundamental competencies for both supervisor and manager were recommended.

ISBN: 9781369735093Subjects--Topical Terms:

3168311
Business administration.

Federal First-Line Supervisors: Perceived Supervisor Support and Leader Development of Emerging Leaders During Supervisory Transition.
LDR:02546nmm a2200301 4500 001 2153377
005 20171110135144.5
008 190424s2017 ||||||||||||||||| ||eng d
020 $a 9781369735093
035 $a (MiAaPQ)AAI10275783
035 $a AAI10275783
040 $a MiAaPQ $c MiAaPQ
100 1 $a Johnson, LaKia L. $3 3341099
245 1 0 $a Federal First-Line Supervisors: Perceived Supervisor Support and Leader Development of Emerging Leaders During Supervisory Transition.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2017
300 $a 120 p.
500 $a Source: Dissertation Abstracts International, Volume: 78-09(E), Section: A.
500 $a Adviser: Donald McLellan.
502 $a Thesis (D.B.A.)--Baker College (Michigan), 2017.
520 $a Perceptions exist that new and emerging supervisors may be undersupported by management and may be unprepared to function in supervisory positions. Such support deficiencies may be directly related to deficiencies in coaching and mentoring of the supervisors and may adversely impact the supervisors' leader development. Other contributing factors include recruitment and selection, training and development, and supervisory competencies versus technical skills. The problem is further exacerbated during the early years of employees' supervisory careers when they transition from a nonsupervisory to a supervisory role where coaching and mentoring toward developing the leader was not a priority. Social exchange theory and social learning theory were used to explore the overarching research problem: What are the lived coaching and mentoring support experiences of contracting first-line supervisors that determine during a transition if they remain as 21 st century leaders or instead revert to nonsupervisory positions where leadership skills are less needed? Convenience sampling was used in this phenomenological study that was based on 22 supervisors working in the 1102 series of Contracting in various federal defense agencies. The results may help managers to improve these experiences for existing and emerging first-line supervisors. The results were categorized into themes using Department of Defense instruction 1430.16 for Leader Development Framework. Core and fundamental competencies for both supervisor and manager were recommended.
590 $a School code: 1249.
650 4 $a Business administration. $3 3168311
650 4 $a Management. $3 516664
650 4 $a Organization theory. $3 2122787
690 $a 0310
690 $a 0454
690 $a 0635
710 2 $a Baker College (Michigan). $b Center for Graduate Studies. $3 1679698
773 0 $t Dissertation Abstracts International $g 78-09A(E).
790 $a 1249
791 $a D.B.A.
792 $a 2017
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10275783