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008			180312s2018 ie ||||| |||| 00| 0|eng||
040			_aIE-CoIT
082	0	4	_aTHESES PRESS
100			_9123884 _aHarney, Aidan Patrick
245	1	4	_aThe meaning-making structures of outstanding leaders : _ba comparison of conative capability at conventional and postconventional leader development levels / _cAidan Patrick Harney.
264		1	_aCork : _bCork Institute of Technology, _c2018.
300			_axvi, 271 pages : _bcolor illustrations ; _c30 cm
336			_atext _btxt _2rdacontent
337			_aunmediated _bn _2rdamedia
338			_avolume _bnc _3rdacarrier
490		0	_aPhD - Applied Social Studies
500			_aThe majority of managers and leaders do not advance to postconventional stages of ego development (Boyd & Laske 2018), yet increased leader effectiveness has been correlated with the quality of personal meaning-making acquired at postconventional levels of maturity. This dissertation provides an original contribution to knowledge regarding the differences in personal meaning-making structure which are found by comparing conventional- with postconventional-stage leaders. This study focuses on the elements which make up a leader's conative capability i.e. their conative intelligence and their conative complexity. Along with cognition and affect, conation is one of the three traditionally identified components of mind (Vandenbos 2007). Loevinger's Sentence Completion Test (SCT) as well as Rooke & Torbert's Leadership Development Profile (LDP) were used to determine the meaning-making 'action logic' stage of 13 leaders. Additionally, semi-structured interviews with all participants inquired into their lived experiences of the main elements of conative capability. The findings demonstrated that participants at the postconventional tier of ego development have a more integrated 'conative intelligence' sensibility as evidenced by their values-framework, in their conceptualization of autonomy as an inter-independent phenomenon and in the scope of their interests in acting i.e. their locus-of-concern. Additionally, leaders who profiled as being at postconventinal levels were markedly self-transcendent or more self-differentiated in their goal-setting motivations, their goal-striving (volition) and their reflexivity. They expressed extremely high levels of curiosity which coalesced around transformative and purposeful change with the aim of delivering an enduring legacy for the benefit of others. This thesis concludes by contributing a new model of leader-making complexity to the study domain. Implications which inform practice are discussed in the areas of capacity management, legacy management, ambiguity management and identity management as well as consideration of spatio-temporal dynamics and the adoption of an organizational agenda of leader vertical development. Overall, the findings of this dissertation demonstrate that scholarly investigations in the field of leader development which omit conation as a factor, fail to take into account an important aspect of psychological maturity, and therefore are likely to return findings which are incomplete. Future research directions are proposed - (Abstract)
502			_aThesis _b(PhD) - _cCork Institute of Technology, _d2018.
504			_aBibliography : (pages 220-264)
650		0	_aLeadership _939138
650		0	_944200 _aTranspersonal psychology
650		0	_aEgo (Psychology) _9114028
650		0	_aDevelopmental psychology _936203
942			_2ddc _y _zCRON CRON