"LITERATURE REVIEW RESOURCES9were there or not as the servant culture existed and they interacted wellwith each other meeting the needs of customers and stakeholders alike.Critique of this research was that although there were community buildingand good stewardship which are all part of a servant leadership style theresearchers did not let readers know how manager interacted withemployers to foster that level of interaction, also the managers were theones that were doing some of the ratings within their own organizations.The researchers also they mentioned age and education as people withmore education was less tolerant of autocratic style of leadership but didnot show any evidence of how they came to that conclusion also the in- group mentality tells readers that there were those who were more favoredthan others and knew more about the company’s policy and procedures ormore in touch with the managers, this could also lead to low morale, andturnovers in the organization.6.Bibliographic Information yMayer, D., Aquino, K., Greenbaum, R.,& Kuenzi, M. (2012).Whodisplays ethical leadership, and why does it matter? an examination of antecedents and consequences of ethical leadership.Academy of Management Journal, 55(1), pp, 151-171.Linkhttp://dx.doi.org/10.5465/amj.2008.0276AnnotationThis research examined two studies to determine moral identity andethical leadership. They used various statistics to clarify results. Theresearch consisted of 542 participants from 115 departments out of 254that were originally sent from different industries namely, technology,government, insurance, finance, law, retail, manufacturing and medicinewithin the southeastern part of the United States. They researchers usedsurvey-questionnaires. Of the respondents 54% were females, withaverage age of 28 years, 39% of the managers were also females withaverage age of 35 years, and respondents came from differentethnicities/culture and had an average tenure between 2.5 years for theyounger employees to 7.4 years for the older ones. The researchers usedBrown’s ten item scale to measure ethical leadership, unethical behaviorwas rated using Akaah 17 item unethical behavior scale, and relationshipconflicts were rated using 4 relationship conflict items. In the secondstudy, there were 195 department and 891 employers and 195 managersof which 54% were females with average age of 30 years and averagetenure of 3 years of different ethnicities and 43% of the managers thatresponded were female, with average age of 38 years, and a tenure of 8,3, LITERATURE REVIEW RESOURCES10years. The same measures were used for this study as in the prior study. Inboth studies the researchers found that moral identity was a motivator forbehavior if personality traits such as honesty, caring, compassionate, andhardworking existed in one’s character and it does not depend on theorganizational actions, as people will display these behaviors if it existswithin them whether they are in the organization or not. The researchers’findings were that internalization and symbolization do not always linktogether to give the same morally significant result. However, as leadersdemonstrate ethical behaviors in their actions, followers will embrace thesame pattern of behavior as the leader and this will motivate others in theorganization to follow the same example. Leaders have to be more thanexample they have to use a system of reward and punishment to shapefollowers’ behavior. Therefore, the researchers state that it is incumbenton companies to give leaders training in ethics to create a more peacefulworkplace.The researchers state that although the research had a numberof strengths it also had limitations one of which was that they had no rolemodeling variables in the research. This research ties into the otherthemes in this literature resource ethics, personality traits, culture,behavior of leaders, performance, identity in the literatureresource.7.Bibliographic Information y McAlearney, A. S. (2006).Leadership development in healthcare: aqualitative study.Journal of Organizational Behavior, 27(7), 967-987.doi: 10.1002/job.417Linkhttps://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx? direct=true&db=edswss&AN=000241531800009&site=eds-live&scope=siteAnnotationThis is a qualitative study comprised of 35 expert interviews and 55 organizational case studies, the case studies included 160 in-depth semi-structured interviews. In this paper the health care industry is viewed as a complex industry and the requirements for leadership varies dependingon organization. The researcher proposed that the right leadership shouldbe created from development programs which should be based onLITERATURE REVIEW RESOURCES11Foundations in strategy, culture, and structure of the organization. Theresearcher concludes that when leadership grooming programs are Prepared based on these aspects, the effectiveness of the organization, andperformance will increase also the program objectives fulfilled. To develop a leadership training program that sustains and meets the objectives of multiple stakeholders the requirements are that organizational commitment becomes a prerequisite, and the trainingprogram should be tailored to the actual requirements.8.Bibliographic Information Y Morris, D. (2014).Communication, respect, and leadership:Inter- professional collaboration in hospitals of rural Ontario. Canadian Journal of Dietitians of Canada, 75 (4), pp. 173-9.doi:10.3148/cjdpr-2014-020Linkhttp://lopes.idm.oclc.org/login?url- http:/search.ebscohost.com//login.aspx?direct=true&db=cmedm&AN=26 067069&siteAnnotationThis study was qualitative intended to show that health care professionalsworking across diverse settings face many challenges from urbancolleagues, also inter-professional collaboration in these settings.Participants were eleven health care professionals from two inter- professional teams interviewed about collaborative practices and the dataanalyzed using the constant comparative method. The researchers usedrural communities with a population of less than 30,000 in rural settingsgreater than thirty minutes away from a community with a populationgreater than 30,000 and small hospitals with fewer than 4,000 inpatients.Ten participants were interviewed in private conference rooms for 45-90minutes, audiotaped and tapes transcribed. The interviewers used Inter- Professional Team Collaboration Scale. The Scale included Partnership,Cooperation, Coordination and Shared Decision Making, there were 5 LITERATURE REVIEW RESOURCES12stages to the interviews. The constant comparative method was used toanalyze data from the two teams. The researchers based their results onthree themes: communication, respect, and leadership. The findingsaccording to the researchers were consistent with the 6 competencydomains of the Canadian Inter-Professional Health:Collaborative, inter- professional communication, patient-client-family-community-centeredcare, role clarification, team functioning, collaborative leadership, andinter-professional conflict resolution.Findings illustrated that both teamssupported client-centered care however Team 2 results were close to theIdeal Inter-Professional Team where young physicians were seen to play amore collaborative role, and while working in rural areas one faces morechallenges which included the harsh terrain, weather, and limitedresources most of the participants appear to like working in rural areas.The study had limitations due to limited resources, and demographics.The researchers stated the further research was needed to include patients,doctor. Relevance to practice was that the research showed that there canbe inter-professional collaboration with others in the health care field, andthat health care professionals function well with inter-professionalalthough they are not adequately trained.9.Bibliographic Information y Ortega, A., Vanden Bossche, P., Sanchez-Manzanares, M., & Rico, R. (2014). The influence of change-oriented leadership and psychological safety on team learning in healthcare team.Journal of Business and Psychology 29 (2), pp. 311-321.Linkhttps://lopes.idm.oclc.org//login?url=http://search.ebscohost.com/login.as px?direct=true&db=edswss&AN=000336371800011&site=eds-live&scope=siteAnnotationThis study was a quantitative research with sample consisting of 107nursing team (689) participants from different hospital areas, including "