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Identifying Transformational Leadership and Common Leadership Characteristics Among Churches With Transient Populations
Massey, Nathan Paul
Massey, Nathan Paul
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Abstract
Research consistently demonstrates the positive outcomes of implementing transformational leadership (TL). Leaders or leadership teams adopting TL typically yield greater organizational effectiveness. This, in turn, fosters favorable views of the leader and higher worker job satisfaction, ultimately contributing to higher organizational outputs. After building a theology of leadership and completing a literature review, I propose two TL models for Christian leaders to pursue inside and outside of the church context. The first model focuses on the proper implementation of TL in the context of Christian leadership; thus, its name is the Christian Transformational Leadership (CTL) model. The second model, the Christian Transformational Team Leadership (CTTL), considers the proper implementation of TL in a Christian context, with the added element of working on a team. The proposed models’ transformational goals are based on Christlikeness, as outlined in Ephesians 4:12–13. The second portion of this dissertation focuses on empirical findings. The study progresses through five research phases: identifying and engaging the sample, distributing surveys, conducting site visits, issuing interview invitations, and analyzing the data. The research sought to understand how churches with transient populations develop leaders. The sample included churches within the Praetorian Project, a network of churches planted around military bases. Sample churches were categorized as structured, hybrid, or organic based on their leadership development structure. Findings were outlined in relation to the five research questions and framed within the context of transformational leadership theory. Research Question 1 focused on identifying qualitative evidence of strategies used in the sample. For instance, most churches relied on raising leaders internally, using a multi-tiered training framework with defined experiences or curriculum. Research Question 2 mainly focused on qualitative outcome findings. While proper theology, skills attainment, and church planting were all noted as desired outcomes, character formation undergirded all strategies and outcomes. Research Question 3 observed descriptive statistical findings of the Leader Development Outcomes Questionnaire (LDOQ). Character and proper theological outcomes consistently ranked highest among the LDOQ outcomes. Research Question 4 presented descriptive statistical findings from the Multifactor Leadership Questionnaire (MLQ), which measures the occurrence of Transformational Leadership (TL). Idealized Influence (Behavior) ranked highest among TL traits, while Idealized Influence (Attributes) ranked lowest. Descriptive statistics were also compared with findings from pastors of established churches and general leaders. In general, this sample ranked TL trait usage slightly lower than that of established pastors and higher than that of general leaders. Research question 5 investigated the correlation between TL traits and LDOQ and MLQ outcomes. All significant correlations found among the LDOQ results were negative, including findings for Idealized Influence (Attribute), the less effective Contingent Reward, Management-by-Exception (Passive), and Laissez-Faire. Chapter 5 presents the implications, applications, and limitations of the study. Specifically, a model was developed to frame the strategy findings. Leadership development strategies employed among churches with transient populations included: modeling character, gifting considerations, multi-tiered leadership tracks, internally raised leaders who might be younger, intellectual stimulation, individualized experiences, developing a network with other churches, and establishing a church residency program.
Description
Ph.D., Southern Baptist Theological Seminary, 2026
Date
2026-05
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The Southern Baptist Theological Seminary