The Psychology of Leadership Destabilization: An Analysis of the 2016 U.S. Presidential Debates

When contesting for political office, leaders do not only seek to build their own following but also to engage in attacks to destabilize opponent leaders. However, research has yet to explore and explain the nature of attacks that seek to destabilize a leader's influence. Building on the identity leadership model which sees leadership as flowing from a leader's capacity to promote a sense of shared identity with followers, we argue that a leader can be destabilized if followers come to see the leader as defiling, devaluing, dividing, and destroying this shared sense of “us.” To explore these ideas, we analyzed the attack rhetoric used by Hillary Clinton and Donald Trump during the 2016 U.S. presidential debates to examine how they sought to subvert each other's leadership. Our analysis supports the proposed model and sheds light on the hitherto underexplored topic of leadership destabilization. Moreover, by helping us understand the ways in which principles of identity leadership can be weaponized to destabilize leadership, the analysis defines an important agenda for future research.     

Standing on the Shoulders of Giants

Little is known about classical Christian schools and their leaders in the United States. This study describes the headmasters of such schools and their sense of job satisfaction, job efficacy, and career aspirations. Numerous significant relationships among the variables were found, including between job satisfaction and a headmaster's relationships with the board, faculty, and parents. A regression analysis indicated that 45% of the variance in their sense of job satisfaction was predicted by transactional leadership qualities, relationships with the governing bodies, classical pedagogy, and career aspirations.     

When the going gets tough: Schools in challenging circumstances and the effectiveness of principals' leadership styles

The principal's leadership style is one of the most common ways of conceptualizing school leadership behaviours. We lack understanding, however, of how the effectiveness of school leadership styles varies across degrees of challenging circumstances. Data obtained from a quantitative survey of primary school teachers in Israel (N = 570) and from the Ministry of Education database were used to account for principals' leadership styles and their effectiveness in schools facing more challenging circumstances (N = 15) and in those facing less challenging circumstances (N = 46). Differences were found in the relations between principals' transactional behaviours on one hand and the teaching dimension of school culture and principals' perceived effectiveness on the other, as a function of challenging school circumstances. The study also found a difference in the relations of principals' transformational behaviours and the safety dimension of school culture, by level of challenging school circumstances. The data also revealed that in schools facing less challenging circumstances, principals' passive behaviours were related to students' achievements and principals' perceived effectiveness, but not in schools facing more challenging circumstances. The findings and their implications are discussed.     

Dimensions of Distributed Leadership and the Impact on Teachers' Organizational Commitment: A Study in Secondary Education

In this study, we first operationalized distributed leadership. Multilevel confirmatory factor analyses showed that distributed leadership can be defined from different dimensions: quality and distribution of support and supervision performed by the leadership team; cooperation within this team; and participative decision making. Second, the relation between dimensions of distributed leadership and teachers' organizational commitment was investigated. Multilevel analyses on data from 1,522 teachers in 46 secondary schools indicated that 9% of the variance in teachers' organizational commitment was attributable to differences between schools. Further, the analyses revealed that it is not the distribution of leadership functions among formal leaders that plays a key role in teachers' organizational commitment. The perceived cooperation within the leadership team and the quality of their support are crucial.     

The generalized sense of power is a psychological resource: Evidence from a disaster response field training exercise

We examined whether the generalized sense of power—the belief that one is able to influence others in one's various social relationships—serves as a psychological resource that enables leadership in high-stakes, unfamiliar group challenges, such as emergencies or crises. We studied current and prospective humanitarian aid professionals (N = 180) during a major field training exercise: a three-day, immersive simulated humanitarian crisis. Individuals who entered the simulated crisis with a greater sense of power in their social relationships experienced lower stress (anxiety), behaved more assertively, and left the simulation with a relatively heightened desire to lead, despite not being deemed better leaders by their teammates. Lacking an initial sense of power was associated with experiences (e.g., feeling timid) that undermined the desire to lead. These results suggest that the psychological sense of power is a key leadership resource, without which one may be at risk of self-selecting out of leadership.     

Will the Real Superhero Stand Up? A Critical Review of the National Standards for Headteachers in England

The National Standards for Headteachers (DfEE, 2000) provides the first authoritative statement about the role of the headteacher in English schools. It represents an important element in the drive to improve school leadership by formalizing expectations and improving the criteria for training programmes. The skills needed by headteachers are clearly identified but the expectations of one individual are unrealistic. The personal qualities required in school leadership, such as the discernment to apply knowledge and understanding, are neglected. The Standards need to be based on reasonable expectations of an individual professional or, even better, a school's whole management team. They also need revision to address the personal attributes expected of headteachers.     

Autonomy as Second Nature: On McDowell's Aristotelian Naturalism

The concept of second nature plays a central role in McDowell's project of reconciling thought's external constraint with its spontaneity or autonomy: our conceptual capacities are natural in the sense that they are fully integrated into the natural world, but they are a second nature to us since they are not reducible to elements that are intelligible apart from those conceptual capacities. Rather than offering a theory of second nature and an account of how we acquire one, McDowell suggests that Aristotle's account of ethical character formation as the acquisition of a second nature serves as a model that can reassure us that thought's autonomy does not threaten its naturalness. However, far from providing such reassurance, the Aristotelian model of second nature actually generates an anxiety about how the acquisition of such autonomous conceptual abilities could be possible.     

Gender and Leadership Aspiration: Supervisor Gender,Support, and Job Control

Understanding the role of leadership aspiration in the under-representation of female leaders is important, because aspiration is a key predictor of hierarchical advancement. A neglected perspective in the relationship between gender and leadership aspiration is the gender of the individual's supervisor. Supervisors can play an important role in providing support and in engendering a sense of control, and both support and control are precursors to leadership aspiration. Yet, supervisors may also act on gender biases that discourage women's leadership aspiration. We argue that there is an interaction between supervisor and subordinate gender such that men experience relatively high levels of support and control regardless of supervisor gender, whereas women experience more support and control and as a result display higher leadership aspiration with a female supervisor. A survey of N = 402 men and women supported these hypotheses regarding the subordinate gender by supervisor gender interactive influence on leadership aspiration, support, control, and the mediated moderation model.     

真实型领导对员工工作投入影响的多重中介效应模型

为了考察真实型领导影响员工工作投入的内在作用机制,采用真实型领导行为量表、职业认同量表、情感承诺量表、组织支持感量表和工作投入量表对308名企业员工进行施测,结果发现：（1）真实型领导通过职业认同、情感承诺和组织支持感的间接作用对员工的工作投入产生影响;（2）职业认同、情感承诺和组织支持感在真实型领导影响员工工作投入的过程中起完全中介作用。     

Harnessing the power of ‘us’: A randomized wait-list controlled trial of the 5R shared leadership development program (5RS) in basketball teams

High-quality leadership has been established as a key factor driving a team's competitive advantage. Besides the role of the coach, recent research has emphasized the importance of leadership provided by athletes within a team (i.e., athlete leaders). To unlock the potential benefits of athlete leadership, the development of leaders is therefore essential. The 5R Shared Leadership Program (5R^S) aims to identify promising leaders within a team, on different athlete leadership roles, both on and off the field. After the appointment of the leaders, their identity leadership skills to build and strengthen a sense of ‘we’ and ‘us’ are further developed. The design of the present research consisted of a randomized wait-list controlled trial to test the effectiveness of a train-the-trainer approach to develop shared leadership within teams (i.e., 5R^S). We tracked 16 competitive basketball teams throughout a competitive season. While eight teams (four female and four male teams) received 5R^S during the first half of the season (i.e., experimental condition), the other eight teams received 5R^S during the second half of the season (i.e., wait-list control condition). Our findings highlight 5R^S's capacity to develop athlete leaders' ability to create a shared sense of ‘us’, build a stronger team identification, enhance the available social support in the team, help players to remain motivated and confident in their team's abilities, and nurture players' health. Moreover, 5R^S appeared to achieve this impact by using a train-the-trainer approach, regardless of whether the intervention was delivered during the first or second half of the season, and with generally consistent findings amongst male and female teams. The present study both advances the current field on in-group leadership development, and provides practitioners with guidance on how and when to apply 5R^S with the aim of improving team functioning and athletes' health.     

Doing it for the team: Soccer coaches' identity leadership predicts players' effort,turnover intentions,and performance

ObjectivesThe present research investigates how coaches' identity leadership predicts individual and team outcomes in soccer. Specifically, we tested hypotheses that coaches' identity leadership would be associated with players' perceptions of (a) higher team effort, (b) lower turnover intentions, (c) better individual performance, and (d) better team performance. In addition, we aimed to examine the relationship between coaches' identity leadership and increased team identification of players and the degree to which the associations of identity leadership with these various outcomes were mediated by players' strength of team identification.DesignWe conducted a cross-sectional study of male soccer players in Germany.MethodThe final sample consisted of 247 male soccer players nested in 24 teams that completed measures of their coaches' identity leadership, team identification, team effort, turnover intentions, and individual/team performance.ResultsAnalysis revealed a positive relationship between coaches' identity leadership and team effort, as well as individual and team performance. Moreover, coaches' identity leadership was associated with lower turnover intentions. There was also evidence that the relationships between identity leadership and the investigated outcomes were mediated by team identification.ConclusionsThese findings support claims that coaches' identity leadership is associated with better individual and team outcomes because it helps to build a sense of ‘we’ and ‘us’ in the team they lead.     

Identity Mediators: Leadership and Identity Construction in Campaign Speeches of American Presidential Candidates' Spouses

We explore the nature and evolution of the role of candidates' spouses in U.S. presidential election campaigns through a lens of social psychological theorizing that sees leadership as emerging from activities of identity construction of leaders and followers. Our discursive analysis examines how aspiring First Lady speeches at party national conventions construct both their husbands and the particular national identity construction most presently politically relevant in a way that strategically aligns the two. Building on previous social identity work on leadership, we show how it is not only the leader or their followers who are active participants in leadership construction but that there may also be a role for “third parties” who link prospective leaders with followers. We propose that, as “entrepreneurs” of identity, leaders may use others as “identity mediators” to co‐construct and mediate both the leader's identity and the identity of those they seek to lead.     

Analysis of the Reliability of the Leadership Practices Inventory in the Item Response Theory Framework

The paper examines the psychometric properties of the leadership practices inventory (LPI) in the framework of item response theory (IRT). The LPI assesses five dimensions (i.e. leadership practices) of transformational leadership and consists of 30 items. IRT is a model‐based theory that relates the characteristics of questionnaire items (item parameters) and characteristics of individuals (latent variables) to the probability of choosing each of the response categories. The theory does not assume that the instrument is equally reliable for all levels of the latent variable examined. Samejima's graded response model was used to estimate LPI item characteristics, such as item difficulty and item discrimination power. The results show that some items are redundant in the sense they contribute little to the overall precision of the instrument. Moreover, the LPI seems to be most precise and reliable for respondents with low to medium leadership competence, whereas it becomes increasingly unreliable for high‐quality leaders. These findings suggest that the LPI is best used for training and development purposes, but not for leader selection purposes.     

Stereotypical Attitudes Toward Gender-Based Grade-Level Assignment of Japanese Elementary School Teachers

In Japanese elementary schools, principals and vice-principals determine the assignment of teachers to lower, upper, or middle grades. In this study, we examined principals' and vice-principals' attitudes toward gender in grade placement of teachers. The results showed that an overwhelming majority of principals and vice-principals held the stereotypical attitude that women are best suited to teach lower grades and men are best suited to teach upper grades. Moreover, we assumed that this attitude was related to perceptual distortions or stereotyping by principals and vice-principals regarding women's teaching preferences and women teachers' leadership ability.     

On Pornography: MacKinnon,Speech Acts,and “False” Construction

Although others have focused on Catharine MacKinnon's claim that pornography subordinates and silences women, I here focus on her claim that pornography constructs women's nature and that this construction is, in some sense, false. Since it is unclear how pornography, as speech, can construct facts and how constructed facts can nevertheless be false, MacKinnon's claim requires elucidation. Appealing to speech act theory, I introduce an analysis of the erroneous verdictive and use it to make sense of MacKinnon's constructionist claims. I also show that the erroneous verdictive is of more general interest.     

Tragedy and catharsis in the wake of the 911 attacks

We argue that the events of 11 september 2001 (911) should be understood as a tragedy in the Greek sense of the term. Contemporary US views of tragedy typically communicate a sense that little can be done to predict or explain catastrophic events. This leads to feelings of hopelessness and helplessness. Accordingly, traditional US psychological interventions focus upon ameliorative efforts only. In Greek notions of tragedy, however, the hero(ine) has a character flaw that contributes to his/her demise. Lessons are learned, and catharsis results. From the standpoint of the US as a tragic hero, psychological interventions should be both ameliorative and preventative. We contend that this overemphasis on ameliorative work and the limited views of terrorism's root causes are counterproductive. Indeed, we recommend that individual US psychologists and the American Psychological Association leadership engage in both ameliorative efforts and broadly conceived preventative work. Copyright © 2002 John Wiley & Sons, Ltd.     

团队领导的职能、决定因素及有效性

团队的情境特点和任务要求使团队领导具有了不同于传统组织领导的特点。该文从团队领导与群体领导的区别入手,以职能领导观分析了团队领导的职能：包括团队联络职能,收集并转译来自团队内外的信息;目标建立职能;运作协调职能,协调团队成员活动使其能在团队水平上充分整合;以及决定领导职能相对重要性的团队特征与作业特征,最后探讨了团队领导对团队有效性的作用及机制,并指出将来研究的方向     

授权型领导行为对员工任务绩效的非线性影响机制

授权型领导契合了组织扁平化的时代背景,受到理论界与实践界的追捧。但授权型领导与任务绩效的关系存在矛盾性研究结论。基于自主性成本论,提出授权型领导通过自我决定感的曲线路径间接对任务绩效产生影响。通过对478对上下级配对数据的分析发现：授权型领导与任务绩效存在倒U型关系;授权型领导正向影响员工自我决定感;员工自我决定感与任务绩效存在倒U型关系;授权型领导通过自我决定感的曲线路径间接对任务绩效产生影响。     

The effects of service climate and the effective leadership behaviour of supervisors on frontline employee service quality: A multi‐level analysis

A supervisor's behaviour may not be the only factor that determines the performance of team members ( Kerr & Jermier, 1978 ). Taking this postulation as a basis, we formulated a model to describe how service climate moderates the effects of the leadership behaviour of supervisors. When the organization and working environment are not conducive to providing a good service to colleagues and customers, the supervisor's leadership behaviour makes an important difference. However, when the service climate is good, a supervisor's leadership behaviour makes no substantial difference. This hypothesis was supported in an examination of the service quality of 511 frontline service providers as sampled from 55 work groups in 6 service organizations. The employee service quality was low when both the service climate and the supervisor's leadership behaviour were lacking. However, when the service climate was unfavourable, effective leadership behaviour played a compensatory role in maintaining performance standards towards external customers. When the leadership was ineffective, a favourable service climate nullified the negative effect on service quality to internal customers.     

John Macmurray,Spirituality, Community and Real Schools

This paper suggests that the work of the Scottish philosopher John Macmurray provides a valuable contribution to debates on spirituality, education, and schools as communities. In particular by recognizing the nature of the spiritual in everyday activities of people in communities, by focusing on the overall aims of schooling, and by rejecting dualism, idealism and materialism, Macmurray was able to describe how schools might properly be organized. The paper aims to investigate some of Macmurray's insights, to see how they might help transform one's vision of schooling.