Chinese Implicit Leadership Theory

Abstract

In a 1st attempt to identify an implicit theory of leadership among Chinese people, the authors developed the Chinese Implicit Leadership Scale (CILS) in Study 1. In Study 2, they administered the CILS to 622 Chinese participants from 5 occupation groups, to explore differences in perceptions of leadership. Factor analysis yielded 4 factors of leadership: Personal Morality, Goal Efficiency, Interpersonal Competence, and Versatility. Social groups differing in age, gender, education level, and occupation rated these factors. Results showed no significant gender differences, and the underlying cause for social group differences was education level. All groups gave the highest ratings to Interpersonal Competence, reflecting the enormous importance of this factor, which is consistent with Chinese collectivist values.     

不同社会群体特征对内隐领导因素的影响

研究发现,中国人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。不同的年龄、职业和教育水平等评分者的特点,对领导诸因素的评分有着显著的影响。综合分析发现,教育水平是影响内隐领导因素评分的主要变量。另外,各组都倾向于把人际能力作为领导最大的特质来加以评分。     

心理健康素质测评系统·中国成年人人际健康素质全国采样调查报告

采用《心理健康素质测评系统·中国成年人人际健康素质量表》对全国六大行政区域28个省(自治区、直辖市)的6386名成年人进行了调查。结果表明:(1)我国成年人人际健康素质整体发展状态良好;(2)成年人人际健康素质存在显著的性别、年龄段、城乡来源和受教育程度差异;(3)成年人人际健康素质各维度的发展趋势与整体趋势基本相似,同时又呈现出不同的变化特征。     

An inventory for assessing interpersonal communication competence of college students

We have developed and validated a new Interpersonal Communication Competence Inventory (ICCI) for college students. Study 1 describes the development of the ICCI and results of an exploratory factor analysis of data from 1336 Chinese students, which identified a four-factor model with reasonable internal consistency. Study 2 describes results of a confirmatory factor analysis of data from 593 Chinese students, which cross-validated the four-factor model as well as supporting the validity of the overall scale. Taken together, these results suggest that the ICCI is a psychometrically valid measure of interpersonal communication competence of college students.     

Gender Role Internalization, Multiple Roles, and Chinese Women's Mental Health

The influence of gender role internalization as a moderator in the relationship between women's multiple roles and psychological distress was investigated. Study 1 identified three components of gender role internalization, which were labeled "Traditional Ideal Person,""Self-sacrifice," and "Competence without Complaint," and found that it did not overlap with existing gender-typed measures among 128 female Chinese university students. The multidimensionality of gender role internalization was confirmed in Study 2 among a sample of 225 women in the paid Hong Kong workforce. As expected, role quality was a better predictor of psychological distress than role quantity. Gender role internalization accounted for significant portions of explained variance even after taking role quality into account. Internalization of Traditional Ideal Person and Competence without Complaint messages exacerbated distress in certain areas when role quality was low. However, internalization of Self-Sacrifice messages mitigated distress for Chinese women with low work quality.     

Female first,leader second? Gender bias in the encoding of leadership behavior

In the current paper we investigate whether gender affects the encoding of leadership behavior. In three studies we found evidence that perceivers had difficulty encoding leadership behaviors into their underlying prototypical leadership traits when the behavior implied an agentic trait and the behavior was enacted by a female. Using a lexical decision making task, in Study 1 we demonstrated that agentic leadership traits were less accessible than communal leadership traits when the leader was female. Additionally, Study 1 also demonstrated that agentic traits were less accessible when the leader was female versus male. In Studies 2a and 2b, we replicated the differences we found for agentic leadership behaviors using perceiver’s self-ratings as the dependent variable. Results are discussed both in terms of their implications for future research on gender bias in leadership and their practical implications for eliminating gender bias against females who aspire to leadership positions.     

Satisfaction of Jewish and Arab teachers in Israel

The author investigated the differences between Jewish Israeli and Arab Israeli teachers in their satisfaction with their work. Initially, the goal of the present study was to investigate whether there were demographic attributes (such as age, gender, and education) that differentiated between the two groups of teachers. Later, the author added two variables, teachers' perceptions of their occupation and teachers' perceptions of their principals' leadership styles, to the analysis to examine their contribution to the level of satisfaction for each group. Regression analyses revealed the significant power of the two added variables in predicting teacher satisfaction among both Jewish and Arab Israeli teachers. The author discussed implications of the findings in relation to principals' roles and teachers' perceptions.     

Effects of Gender, Education, and Age upon Leaders’ Use of Influence Tactics and Full Range Leadership Behaviors

Relationships of gender, age, and education to leadership styles and leaders’ influence tactics were examined with 56 leaders and 234 followers from a variety of organizations. Leadership behaviors were measured with the Multi-factor Leadership Questionnaire (MLQ—rater version). Influence tactics were measured with Yukl’s Influence Behavior Questionnaire (IBQ). Multivariate Analysis of Variance (MANOVA) was used to test behavioral differences attributed to leaders’ gender, age, and education groups, as well as the interaction of age and education with gender. Results show that gender produced a small direct effect on leadership behaviors. The interaction of gender and education produced consistent differences in leadership behaviors. Implications for future research are provided, and a call for re-analysis of previously published work is advised.     

人际交往能力与生命意义的关系:孤独感和年级的作用

基于存在主义心理学理论,本研究采用人际交往能力问卷、孤独感量表和生命意义量表对福建省三所大学的1476名大一和大二学生进行调查,考察人际交往能力与生命意义的关系,以及孤独感的中介作用和年级的调节作用。结果表明：（1）交往能力和孤独感存在显著的性别差异。男生的交往能力显著高于女生,孤独感显著低于女生;（2）交往能力与孤独感呈显著负相关,与拥有意义和追寻意义均呈显著正相关,而孤独感与它们均呈显著负相关;（3）孤独感在交往能力与拥有生命意义之间的中介作用受到年级的调节。与大二学生相比,大一新生孤独感的中介效应更大。研究结果在一定程度上揭示了交往能力对生命意义的作用过程,为针对性提升大学新生生命意义提供方向指导和实证依据。     

Exploring the Capacity of NEO PI‐R Facets to Predict Job Performance in Two French‐Canadian Samples

The capacity of personality facets to predict contextual performance (i.e., interpersonal facilitation and job dedication), task performance, and global performance was explored by means of two predictive validity field studies. In a preliminary way, Study 1 demonstrated that four personality facets – Self‐Consciousness, Excitement Seeking, Trust, and Competence – were related to at least one job performance dimension in a well‐structured occupation sample. Study 2 revealed that eight personality facets were linked to specific job performance dimensions in a professional occupation sample. Results indicate that a combination of facets is useful for predicting job performance.     

人际交往能力与生命意义的关系:孤独感和年级的作用

基于存在主义心理学理论,本研究采用人际交往能力问卷、孤独感量表和生命意义量表对福建省三所大学的1476名大一和大二学生进行调查,考察人际交往能力与生命意义的关系,以及孤独感的中介作用和年级的调节作用。结果表明：（1）交往能力和孤独感存在显著的性别差异。男生的交往能力显著高于女生,孤独感显著低于女生;（2）交往能力与孤独感呈显著负相关,与拥有意义和追寻意义均呈显著正相关,而孤独感与它们均呈显著负相关;（3）孤独感在交往能力与拥有生命意义之间的中介作用受到年级的调节。与大二学生相比,大一新生孤独感的中介效应更大。研究结果在一定程度上揭示了交往能力对生命意义的作用过程,为针对性提升大学新生生命意义提供方向指导和实证依据。     

The Chinese Personality Assessment Inventory as a Culturally Relevant Personality Measure in Applied Settings

This paper introduces the development of the Cross‐Cultural (Chinese) Personality Assessment Inventory (CPAI) as a culturally relevant measure for personality assessment in collectivistic cultures. In addition to universal personality traits, the CPAI included indigenously derived scales that assessed the relational aspects of personality. We reported three studies that illustrated the usefulness of these indigenous scales in Chinese organizational settings. The Interpersonal Relatedness factor scales on the CPAI contributed additional value beyond scales from the universal factors of Social Potency and Dependability in profiling MBA students at senior‐level positions, in assessing hotel workers’ customer orientation, and in predicting senior executives’ leadership behaviors.     

Of Men and Money: Characteristics of Occupations that Affect the Gender Differentiation of Children’s Occupational Interests

Occupational interests become gender differentiated during childhood and remain so among adults. Two characteristics of occupations may contribute to this differentiation: the gender of individuals who typically perform the occupation (workers’ gender) and the particular goals that the occupation allows one to fulfill, such as the opportunity to help others or acquire power (value affordances). Two studies tested hypotheses about whether U.S. 6- to 11-year-olds show gender differences in their interest in novel jobs that were depicted as (a) being performed by men versus women and (b) affording money, power, family, or helping values. In Study 1, 98 children rank-ordered their preferences for experimentally-manipulated novel jobs, and they answered questions about their occupational values and the value affordances of jobs in which men and women typically work. In Study 2, a second sample of 65 children was used to test the replicability of findings from Study 1. As hypothesized, children were more interested in jobs depicted with same- than other-gender workers in both studies. Boys showed greater interest than did girls in novel jobs depicted as affording money in Study 1, but not Study 2. Explicit knowledge that men and women typically work in jobs that afford differing values increased with participants’ age.     

青少年人际关系能力对社交自卑感和心理健康的影响:社会适应性的作用

目的:探讨人际关系能力对青少年社交自卑感和心理健康的影响以及社会适应性的中介作用。方法:采用人际关系能力问卷、社会适应性因素量表、社交自卑感量表和一般健康问卷对841名中学生进行施测。采用中介模型的潜变量路径分析、偏差校正的百分位Bootstrap法、多样本恒等性检验等进行数据处理。结果:(1)人际关系能力能够预测青少年的社交自卑感和心理健康;(2)社会适应性在人际关系能力与社交自卑感之间起部分中介作用;(3)社会适应性在人际关系能力与心理健康之间起部分中介作用。结论:应重视人际关系能力这种基本人格特质对青少年社交自卑感和心理健康的影响,并充分考虑到社会适应性在这种关系机制中的中介作用。     

Culture, education, and the attribution of physical causality

Two studies investigated the impact of culturally instilled folk theories on the perception of physical events. In Study 1, Americans and Chinese with no formal physics education were found to emphasize different causes in their explanations for eight physical events, with Americans attributing them more to dispositional factors (e.g., weight) and less to contextual factors (e.g., a medium) than did Chinese. In Study 2, Chinese Americans' identity as Asians or as Americans was primed before having them explain the events used in Study 1. Asian-primed participants endorsed dispositional explanations to a lesser degree and contextual explanations to a greater degree than did American-primed participants, although priming effects were observed only for students with little physics education. Together, these studies suggest that culturally instilled folk theories of physics produce cultural differences in the perception of physical causality.     

高中生的个人规划与抑郁的关系：性别的调节作用

以1261名高一和高三青少年为被试,采用个人规划问卷和抑郁量表,考察了高中生对未来教育、职业和婚姻/家庭领域的个人规划(探索和投入)与抑郁之间的关系,以及性别在其中的调节作用。研究发现:(1)高中生的个人规划对抑郁的预测具有领域特殊性:教育探索和投入可以显著负向预测抑郁,婚姻/家庭探索显著正向预测抑郁、婚姻/家庭投入显著负向预测抑郁,职业探索和投入均不能预测抑郁;(2)性别能调节婚姻/家庭探索与抑郁之间的关系:女生对婚姻/家庭的探索水平越高,其抑郁水平越高,男生对婚姻/家庭的探索则不能预测其抑郁。     

Validity and Reliability of the Interpersonal Competence Questionnaire: Empirical Evidence from an Italian Study

Interpersonal competence is crucial to human life, and poor social functioning is a typical feature of various psychopathological conditions. Given the relevance of the construct, increasing attention has recently been paid to the Interpersonal Competence Questionnaire (ICQ; Buhrmester et al. 1988), a 40-item self-report measuring five domains of interpersonal competence. To provide additional data on the cross-cultural adaptability of the ICQ, we developed an Italian version and investigated its psychometric properties with two independent student samples. Respondents were mostly women (about three quarters), ranging in age from 18 to 57. Study 1 (n?=?408) tested factor structure, internal consistency, and convergent validity. Study 2 (n?=?59) investigated test-retest reliability. Taken together, the results of both these studies provided support for the cross-cultural applicability of the ICQ, and revealed interesting associations between interpersonal competence and constructs such as well-being, emotion dysregulation and empathy.     

Gender ratio,societal culture,and male and female leadership

Top management teams are worldwide largely composed of men, with relatively few female members. The gender ratio in top management is indicative of the position of women in management within the organization, as well as related to leadership behaviours of male and female managers. In the present study, the relative importance of societal culture, organizational, and individual characteristics in explaining leadership behaviours and the associations of gender and gender ratio with leadership behaviours are studied. Hypotheses are tested with multi‐level analyses using a dataset with information from subordinates rating leadership behaviours of 12,546 managers in 437 organizations in 32 countries. The results show that in a three‐level model (i.e., societal, organizational, and individual level) to explain leadership behaviours, differences in leadership behaviours are predominantly explained by individual differences, followed by organizational and societal differences. Further, after controlling for societal influences, a higher gender ratio (relatively more female managers), was positively associated with consideration and negatively related to initiating structure. Moreover, for male managers, there was a negative association between gender ratio and initiating structure, indicating that male managers in organizations with more female managers tend to engage less in initiating structure, whereas the leadership behaviours of female managers were not associated with the gender ratio.     

Effective leadership in salient groups: revisiting leader-member exchange theory from the perspective of the social identity theory of leadership

Two studies compared leader-member exchange (LMX) theory and the social identity theory of leadership. Study 1 surveyed 439 employees of organizations in Wales, measuring work group salience, leader-member relations, and perceived leadership effectiveness. Study 2 surveyed 128 members of organizations in India, measuring identification not salience and also individualism/collectivism. Both studies provided good support for social identity predictions. Depersonalized leader-member relations were associated with greater leadership effectiveness among high-than low-salient groups (Study 1) and among high than low identifiers (Study 2). Personalized leadership effectiveness was less affected by salience (Study 1) and unaffected by identification (Study 2). Low-salience groups preferred personalized leadership more than did high-salience groups (Study 1). Low identifiers showed no preference but high identifiers preferred depersonalized leadership (Study 2). In Study 2, collectivists did not prefer depersonalized as opposed to personalized leadership, whereas individualists did, probably because collectivists focus more on the relational self.     

Status Incongruence and Supervisor Gender as Moderators of the Transformational Leadership to Subordinate Affective Organizational Commitment Relationship

Grounded in role congruity theory, we examine how status incongruence (when the subordinate is older, has more education, work experience, and/or organizational tenure than the supervisor) in subordinate–supervisor dyads affects transformational leaders’ ability to foster affective organizational commitment among their subordinates. Across two field studies, our findings show that the relationship between transformational leadership and subordinate affective organizational commitment is less positive when status incongruence is high. Furthermore, in both field studies we found a 3‐way interaction among transformational leadership, status incongruence, and supervisor gender predicting subordinate affective organizational commitment. Specifically, in Study 1 (pink‐collar employees in Turkey), low status incongruence strengthened the positive relationship between transformational leadership and subordinate affective organizational commitment for male leaders. In Study 2 (pink‐collar employees in the United States), low status incongruence strengthened the positive relationship between transformational leadership and subordinate affective organizational commitment for female leaders. Furthermore, Study 2 also revealed that collective identity was a mediator of both the significant 2‐ and 3‐way interaction effects on subordinate affective organizational commitment.