Gender-Related Stereotypes of Transformational and Transactional Leadership

This study investigated gender differences in transformational and transactional leadership, and gender-related stereotypes for these forms of leadership. Results indicated that there were no differences in the way the primarily Caucasian subordinates evaluated their actual male and female managers. There were, however, differences in ratings of stereotypic male versus stereotypic female leaders on transformational and transactional leadership, but only by female respondents. Finally, congruence between ratings of actual managers and ratings of stereotypic managers was found primarily for male respondents. Results suggest that stereotypes may be one explanation for gender differences found in prior research on transformational and transactional leadership.     

Effects of Transactional and Transformational Leadership of Pastors

Over the last 20 years, researchers and practitioners have become increasingly interested in the transactional–transformational leadership paradigm. However, only a few studies have tested the validity of this approach to leadership concerning Christian pastors. Thus, two studies were conducted in Germany that explored the effect of transactional and transformational leadership of pastors on several outcome criteria. The results revealed that transformational leadership was positively associated with followers’ satisfaction with their pastor, their extra effort, their effectiveness, and their job satisfaction. In addition to this effect on followers, transformational leadership showed positive effects on worshipers’ satisfaction with the worship service. Implications of these results for theory and practice are discussed.

变革型领导与交易型领导的权变分析

变革型领导与交易型领导是当前领导研究的热点。一般认为,变革型领导是比交易型领导更为有效的领导方式。然而从权变的观点出发,变革型领导与交易型领导的有效性还要受到情境因素、被领导者因素的影响。该文分析了替代领导、领导与下属的关系以及组织文化对变革型领导和交易型领导与领导效能关系的调节作用,并讨论了今后的领导行为研究中应该注意的问题。     

变革型领导力和交易型领导力：团队绩效的预测指标

在高不确定,高度竞争,高度挑战的任务情景下,领导力在团队中将扮演怎样的角色？变革型领导力与交易型领导力又是如何预测团队任务绩效的？为了回答这些问题,该研究对130名学生被试,31个团队,用ERP沙盘模拟游戏来进行模拟实验。通过高度模拟现实中企业经营的情景,从而提高实验结果的外部效度。实验结果表明,变革型领导力与交易型领导力都能够积极地预测团队任务绩效,消极领导力与任务绩效呈负相关,虽然并没有达到统计学显著水平,但研究结果的方向都支持了实验假设。     

The Effect of Transformational and Transactional Leadership Perceptions on Feedback-Seeking Intentions

This paper explores the relationship between leadership style as operationalized by trans-formational/transactional leadership (Bass, 1985) and feedback-seeking behavior. Participants ( n = 132) were presented with a vignette describing either a transformational or a transactional leader. Leadership style (transformational leader) was significantly related to higher feedback-seeking intentions. Further, controlling for manipulated leadership style, participants' perceptions of leader consideration behaviors resulted in higher feedback-seeking intentions. These findings suggest that not only does exposure to a certain leader affect feedback-seeking behavior, but also perceptions of certain characteristics of a leader's behavior are important. These findings explain one potential mechanism through which transformational leaders might affect the development of their subordinates and raises interesting implications for leadership coaching.     

Motivated or Demotivated to Be Creative: The Role of Self‐Regulatory Focus in Transformational and Transactional Leadership Processes

Numerous studies have recognised the importance of transformational leadership style for encouraging employees’ creativity. Self‐regulation studies have highlighted the influence of a promotion focus on employees’ creative behaviours. Yet both leadership and self‐regulation theories have paid less attention to the role transactional leadership style and situational prevention regulatory focus may play in affecting employees’ creativity. In this article we present a theoretical model which examines transformational and transactional leadership styles and both promotion and prevention situational self‐regulatory focus (SRF). The model suggests that while transformational leadership promotes creativity, at least partially by enhancing follower's situational promotion SRF, transactional leadership style (transactional active) is aligned with followers’ prevention situational SRF, which is associated with leaders’ hindering of followers’ creativity. Findings from two studies, an experimental study (N = 189) and a field study (N = 343 employees and 75 managers), support this model, showing that the relationship between different types of leadership and creativity are more complex than previously regarded. The theoretical and practical implications are discussed.     

Increasing Initial Leadership Effectiveness: Assisting Both Women and Men

In this experiment, we manipulated leadership appointment in 3 ways for both a woman and a man. In accord with status characteristics theory, we found that interventions designed to increase the status of the appointee allow the new leader to be more influential and thus more effective. In addition, we found that when a woman is appointed leader with no reason offered for her appointment, followers are willing to be led by her, but, following the theory of motivated reasoning, they will search the context for a plausible reason for their decisions. Suggestions are offered for organizations that want to facilitate the effectiveness of new women leaders; additional recommendations are made for assisting new women leaders.     

变革型领导的结构与测量

采用开放式问卷对249名管理者与员工进行了调查,内容分析表明,我国的变革型领导包括8类行为或特征。通过专家讨论,本研究编制了适合我国国情的变革型领导问卷。431份有效问卷的探索性因素分析表明,变革型领导是一个四因素的结构,具体包括：德行垂范、领导魅力、愿景激励与个性化关怀。为了进一步验证变革型领导的构想效度,并考察问卷的信度与效度,在6家企业进行了调查,获得了440份有效问卷。验证性因素分析证实了变革型领导问卷的构想效度,内部一致性分析与层次回归分析的结果也表明,基于我国文化背景新编的变革型领导问卷具有较好的信度与同时效度。     

Transformational Leadership and Pastoral Leader Effectiveness

In this study multiple variables as they relate to pastoral leader effectiveness were examined. The Multifactor Leadership Questionnaire (MLQ), NEO-Five Factor Inventory (FFI), and Spiritual Transcendence Scale (STS) were used to measure the leadership styles, personality, and spirituality of 93 pastors and assess which variable predicted pastoral leadership effectiveness. The results indicated that transformational leadership style showed significant correlations with pastoral leader effectiveness; only one dimension of the MLQ’s transformational leadership scale (individual consideration) was a significant predictor of pastoral leader effectiveness. Other limited findings suggest that personality and spirituality also contributed to pastoral leadership effectiveness.     

Morality and Leadership: Examining the Ethics of Transformational Leadership

Morality is a critical factor in leadership that its absence could turn an otherwise powerful leadership model (i.e. transformational leadership) into a disastrous outcome. The importance of morality for leaders is self-evident in light of the far-reaching effects of leaders' actions or inaction on other people. Such proposition necessitates the discourse in the objectivity of universal moral principles as the legitimate basis of a sound understanding of moral leadership. Examining transformational leadership from a moral-laden perspective, this paper argues that morality is a necessary component of leadership and that deontological moral reasoning provides a sufficient ground for morally attractive leadership theories.     

绿色变革型领导的影响效果及其理论解释机制

在环境问题日益严峻的当代背景下,社会各界愈发呼吁企业及其领导者履行环境责任。正因如此,绿色变革型领导在近几年逐渐成为一个前沿研究主题。绿色变革型领导是指领导者激励下属实现组织的绿色环保目标,鼓励下属取得超出预期水平的环保绩效。目前,研究发现,绿色变革型领导能够显著提升员工和企业的绿色行为、绿色创新。社会认知、情感事件、自我决定、社会认同和动态能力是解释上述关系的重要理论。最后,文章提出了一些展望供未来研究参考。     

A Short Measure of Transformational Leadership

This study reports the development of a short measure of transformational leadership: the Global Transformational Leadership scale (GTL). The study sample was 1,440 subordinates who assessed the leader behaviour of 695 branch managers in a large Australian financial organisation. Exploratory and confirmatory factor analysis showed that the GTL measured a single construct of leadership and had satisfactory reliability. Evidence for the convergent and discriminant validity is presented. We conclude that the GTL has a number of potential uses as an assessment and selection tool and in leadership research.     

变革型领导对组织公民行为的影响

本研究利用197对“管理人员-下属”的匹配数据考察了变革型领导对组织公民行为的影响,层次回归分析与典型相关分析的结果都表明:变革型领导对组织公民行为有显著的正向影响,且能解释的方差变异量明显高于国外同类研究。这一研究结果进一步证实了李超平与时勘所编制的变革型领导问卷(TLQ)具有较高的预测效度。     

Transformational Leadership and Job Involvement: The Moderation of Emotional Contagion

This study examined the moderating effects of emotional contagion, including leaders' emotional contagion and subordinates' emotional susceptibility, on the relationship between transformational leadership and subordinates' job involvement. By investigating 210 soldiers from eight companies of the Taiwan Army, a three-way interaction effect was found. For leaders with high emotional contagion, the positive relationship between transformational leadership and subordinates' job involvement was stronger for subordinates' with high (versus low) susceptibility. For leaders with low emotional contagion, no such interaction was found. We discuss the implications of these findings for future research in this area.     

团队领导行为对团队效能影响之研究

对修订的团队领导行为量表和自编的团队效能量表进行了信效度检验,并在此基础上探讨了团队领导行为对团队效能的影响情况。结果表明修订的中文版团队领导行为量表具有良好的结构效度和信度,可分为动机激励、魅力领导、挑战陈规和个别关怀四个维度;团队效能量表同样具有良好的结构效度和信度,可分为任务绩效和周边绩效两个维度。路径分析和多元线性回归分析的结果表明,转换型团队领导行为对周边绩效的影响显著高于对任务绩效的影响;转换型团队领导行为中动机激励、魅力领导和个别关怀这三个维度对团队效能影响显著,而挑战陈规这一维度对团队效能的影响并不显著。     

The Construction of a Transformational Leader: Follower Attachment and Leadership Perceptions

Attachment theory suggests that unmet needs may filter perceptions of reality. Moreover, since the attachment system is always primed in anxious individuals, it tends to bias cognitive processing in a self‐sustaining manner. Here, it is proposed that individuals high in attachment anxiety are predisposed to perceive leaders as capable of meeting their needs. An exploratory laboratory study was conducted to examine the relationship between attachment anxiety and perceptions of transformational leadership. Individuals who scored high in attachment anxiety reported transformational leadership, even though such elements were objectively absent. The implications for follower receptiveness to transformational and charismatic leadership are discussed.