变革型领导与领导有效性之间关系的研究

变革型领导已经成为国外领导理论研究的新范式．然而在国内相关方面的实证研究却不多见。本研究采用验证性因素分析对变革型领导的构想效度进行了验证,结果表明：变革型领导具有较好的构想效度,可以区分为领导魅力、感召力、智能激发和个性化关怀四个维度。回归分析结果还表明,领导魅力、智能激发和个性化关怀对领导有效性有正面的影响,而感召力对领导有效性的影响没有达到显著水平。     

WOMEN, LEADERSHIP, AND EMPOWERMENT

This paper is a review of leadership research, focusing primarily on women as leaders. The more recent perspective of studying leaders by examining followers is included; but research is sparse as to how leaders are perceived as empowering by their subordinates. A study in progress, conducted by Denmark, Nielson, and Scholl, indicates that stereotypes were more typically held by women against female leaders. However, a leader's ability to be empowering varies with status. The higher the status, the more empowering that individual is perceived, whether female or male. Yet, more men than women held higher status positions. More women are needed in high-level positions to better assess leadership and empowerment.     

BUILDING CHARACTER: A LEADERSHIP ESSENTIAL

Character is an increasingly important topic of discourse and analysis, however, much of the research remains problematic and conceptual. Even less evidence exists of the nature of the relationship between character and leadership. This study examined self-reported character and associated demographic correlates among a sample of 238 Australian business leaders. Exploratory factor analysis identified three dimensions of character consistent with theory. These dimensions were examined in relation to demographic variables. After controlling for social desirability bias, few statistically significant demographic differences were found. Further research is recommended to validate the model of character developed in our paper.

INTEGRAL LEADERSHIP FOR THE 21 st CENTURY

Current leadership theories and business models—built around modernist assumptions about winners and losers, power and control, and local rather than global interactions—are decades out of date with what is needed to lead postindustrial and postmodern enterprises. This article calls for a collaborative and socially intelligent theory for leadership development based on Integral Science. This theory incorporates and unifies appropriate elements of current leadership research for a postmodern knowledge economy and seeks answers to questions still unanswered.     

CPM领导行为评价量表的建构

国外关于领导行为评价的研究,都把领导行为划分为两个因素:一是组织目标达成,另一个是团体维系。本研究用聚类分析得出了三个因素:组织目标达成,团体维系和个人品德。从而验证了我们提出的三因素假设。这种不同,可能是由于中国和西方文化不同所造成的。     

LEADERSHIP BEHAVIOR AND EFFECTIVENESS OF BEAUTY SALON MANAGERS

A field study was conducted in a chain of beauty salons to determine how the leadership behavior of salon managers is related to managerial effectiveness. Leadership behavior was measured with a new questionnaire that was filled out anonymously by subordinates. Strong correlations were found between some of the leadership scales and salon profits, sales increase, performance ratings, subordinate satisfaction, and role ambiguity. The results were consistent with managerial role requirements derived from an analysis of the leadership situation.     

墨家的领导者心理素质思想

领导者心理素质是管理心理学研究的重要内容,先秦墨家的代表作《墨子》一书包含了丰富了领导者心理素质思想。该文拟从领导者的知识结构、道德品质、语言能力、工作态度、为人原则等方面对墨家的领导者心理素质思想作一整理和阐述,并分析其现代意义。     

NORWEGIAN AND FRENCH WOMEN IN HIGH LEADERSHIP POSITIONS

This analysis of 50 French and Norwegian women in high positions of leadership stresses how gendered relations structuring private and professional lives will vary in different cultures according to their sociohistorical contexts. The specific contexts of two Western European democracies, France and Norway, reveal a number of differences impacting on the careers and the construction of the personal and social identities of women leaders. Interviews were held with French women who (a) assumed pioneering leadership positions in the 1970s ( n = 10) and (b) who followed in the 1980s ( n = 20) and with Norwegian women leaders ( n = 20). Sixty percent of the total sample had held posts as cabinet or subcabinet ministers. Illustrations from their narratives, collected through semistructured interviews about their personal and professional itineraries, are used to discuss a number of questions from a comparative cultural perspective: the sense of double marginality, extraneity, lack of entitlement and vulnerability; role-model legitimation; feminism and the women's movement; political parity/mixity; gender consciousness and solidarity; and family and female–male interactions.     

内隐领导理论的中国研究——与美国的研究进行比较

内隐领导理论代表了某种特定文化中人们内心对领导概念化的构成方式。本研究发现,中国人的内隐领导理论的内容由“个人品德”、“目标有效性”、“人际能力”和“多面性”四个因素构成。与美国的八因素有很大的差异。这也许是中美文化不同所造成的。本研究获得了与CPM领导行为评价模式非常类似的结果,从而验证了CPM模式是不同于西方文化的中国模式。     

THE RELATIONSHIP BETWEEN OPINION LEADERSHIP AND INFORMATION ACQUISITION

Previous research has demonstrated that opinion leaders consistently have more information on the topic of their leadership than do non-opinion leaders. This study tested two theoretical explanations for this phenomenon: selectivity in exposure to information, and differential attention to information. The results provide support for both explanations. Opinion leaders were found to acquire more information than non-opinion leaders under conditions of both voluntary and forced exposure to a mediated message. Both opinion leaders and non-opinion leaders acquired more information under forced exposure than under voluntary exposure.     

LEADERSHIP AND EMPLOYEES’ REACTIONS TO CHANGE: THE ROLE OF LEADERS’ PERSONAL ATTRIBUTES AND TRANSFORMATIONAL LEADERSHIP STYLE

We examined the role of leaders’ personal attributes and transformational leadership behaviors in explaining employees’ intentions to resist a large‐scale organizational change. Through a multilevel analysis of data from 75 school principals and 586 teachers, we found that teachers’ intentions to resist the organizational change were negatively related to their principals’ openness to change values and transformational leadership behaviors, and positively related to their principals’ dispositional resistance to change. Furthermore, principals’ transformational leadership behaviors moderated the relationship between teachers’ dispositional resistance and intentions to resist the change.