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.     

TRAIT AND BEHAVIORAL THEORIES OF LEADERSHIP: AN INTEGRATION AND META‐ANALYTIC TEST OF THEIR RELATIVE VALIDITY

The leadership literature suffers from a lack of theoretical integration ( Avolio, 2007 , American Psychologist, 62, 25–33). This article addresses that lack of integration by developing an integrative trait‐behavioral model of leadership effectiveness and then examining the relative validity of leader traits (gender, intelligence, personality) and behaviors (transformational‐transactional, initiating structure‐consideration) across 4 leadership effectiveness criteria (leader effectiveness, group performance, follower job satisfaction, satisfaction with leader). Combined, leader traits and behaviors explain a minimum of 31% of the variance in leadership effectiveness criteria. Leader behaviors tend to explain more variance in leadership effectiveness than leader traits, but results indicate that an integrative model where leader behaviors mediate the relationship between leader traits and effectiveness is warranted.     

A meta‐analysis of serotonin metabolite 5‐HIAA and antisocial behavior

During the past 25 years, researchers have examined the relationship between neurochemical variables and antisocial behavior in human adults, but none has been studied more intensely than the serotonin metabolite 5‐hydroxyindoleacetic acid (5‐HIAA). The goal of the current study was to employ meta‐analytic procedures to quantitatively evaluate selected evidence on the relationship between 5‐HIAA and antisocial behavior. It was expected that antisocial groups would show reduced cerebrospinal fluid 5‐HIAA compared with non–antisocial groups. This study also aimed to assess moderators that could influence the relationship between 5‐HIAA and antisociality. An electronic search and strict inclusion criteria identified 20 reports used in this meta‐analysis. Results showed a significant overall mean effect size (ES = –.45, P < .05) in the direction of lowered 5‐HIAA in antisocial vs. non–antisocial groups. A significant moderating effect for age indicated that groups comprised of antisocial individuals younger than 30 years exhibited larger negative effect sizes (ES = –1.37, P < .05) than groups with older subjects (ES = –.31, P < .05). There were no moderating effects for gender, target of violence, history of suicide, and alcoholism. Age effects may help explain age‐related declines in crime. The fact that effects did not differ based on other moderating variables supports models of reduced serotonin in antisocial individuals, regardless of type of crime or psychiatric problems. Aggr. Behav. 28:299–316, 2002. © 2002 Wiley‐Liss, Inc.     

Gender differences on laugh‐related traits: A cross‐sectional study

People have different responses to being laughed at, including fear of being laughed at, joy from being laughed at and joy from hearing others laugh. Previous studies have indicated that men have a higher tendency of laughing at others, but there were no gender differences on terms of the other two responses. Socioemotional selectivity theory indicates that individuals pay less attention to negative stimuli as they get older. It is worth investigating whether the gender differences of gelotophobia and gelotophilia occur in certain developmental stages. The present study is a cross‐sectional study, with a sample size of 1247 participants; we collected information regarding laugh‐related traits among participants 11–66 years old, and we particularly focused on the moderation effect of age on gender differences on gelotophobia, gelotophilia and katagelasticism. The results showed that men had a stronger tendency for laughing at others, but there were no significant gender differences on terms of gelotophobia and gelotophilia; age not only moderated the relationship between gender and gelotophobia but also the relationship between gender and katagelasticism. Male adolescents had higher incidences of gelotophobia and katagelasticism than female adolescents, but this finding was not consistent in the middle adulthood sample. The present study found age to be a moderator between gender and laugh‐related traits, and it indicated the influence of age on the fear of being laughed at during early adolescence, but there was no gender difference with respect to katagelasticism in middle adulthood.     

Age‐related differences in work motivation

This paper examines age‐related differences in work motivation in two samples of 9,388 and 2,512 individuals who completed a comprehensive motivation questionnaire for selection or development purposes. In the first sample, age differences were examined by controlling for gender and investigating whether relationships between age and motivation were non‐linear. Statistically significant relationships between motivation and age were found for most motivation scales, explaining up to 12% of the variance in specific scales. The second sample was used to confirm these results and to determine whether differences on these motivation scales could be explained by additional demographic variables, which were not available in the first sample. When controlling for demographic variables, such as gender, managerial experience, and university education, the pattern of results was similar in the second data set although effects were smaller. Results generally support propositions from the literature, which suggest a shift in people's motives rather than a general decline in motivation with age: older employees were less motivated by extrinsically but more by intrinsically rewarding job features.     

Gender‐typing of leadership: Evaluations of real and ideal managers

This research focuses on female underrepresentation in managerial positions. Specifically, two studies examine gender‐typing for managerial roles in Spain using ratings for real and ideal managers. In addition, we analyse the existence of same‐gender bias on evaluations of the behavior of actual leaders. In the first study, 195 Spanish workers evaluate the extent to which gender‐stereotypical traits are important for becoming a successful middle manager in three conditions (female managers, male managers, and managers in general). In the second study, we explore the degree to which the behavior of real Spanish managers is gender‐typed and the existence of same‐gender bias on leadership styles – transformational, transactional and avoidant/passive – and on leadership outcomes – effectiveness, extra effort and satisfaction – from the perspective of subordinates (N = 605). Overall, the results demonstrate that masculine characteristics were rated as more important than feminine characteristics for managerial positions, and they were more often assigned to male managers than to female managers. Unexpectedly, this manager‐male association is stronger among female participants than among male participants. Our findings also demonstrate that women subordinates evaluate their same‐sex supervisors more favorably in transformational leadership, effectiveness, and extra effort. The negative consequences derived from gender‐typing managerial positions are highlighted according to the role congruity theory of prejudice toward female leaders. The positive effects of in‐group female bias on behavior ratings are also noted. The mixed implications of these results for women's advancement to leadership positions are discussed.     

When being a girl matters less: Accessibility of gender‐related self‐knowledge in single‐sex and coeducational classes and its impact on students' physics‐related self‐concept of ability

Background . Establishing or preserving single‐sex schooling has been widely discussed as a way of bringing more girls into the natural sciences. Aims . We test the assumption that the beneficial effects of single‐sex education on girls' self‐concept of ability in masculine subjects such as physics are due to the lower accessibility of gender‐related self‐knowledge in single‐sex classes. Sample . N = 401 eighth‐graders (mean age 14.0 years) from coeducational comprehensive schools. Methods . Random assignment of students to single‐sex vs. coeducational physics classes throughout the eighth grade. At the end of the year, students' physics‐related self‐concept of ability was measured using a questionnaire. In a subsample of N = 134 students, the accessibility of gender‐related self‐knowledge during physics classes was assessed by measuring latencies and endorsement of sex‐typed trait adjectives. Results . Girls from single‐sex physics classes reported a better physics‐related self‐concept of ability than girls from coeducational classes, while boys' self‐concept of ability did not vary according to class composition. For both boys and girls, gender‐related self‐knowledge was less accessible in single‐sex classes than in mixed‐sex classes. To the extent that girls' feminine self‐knowledge was relatively less accessible than their masculine self‐knowledge, their physics‐related self‐concept of ability improved at the end of the school year. Conclusions . By revealing the importance of the differential accessibility of gender‐related self‐knowledge in single‐ and mixed‐sex settings, our study clarifies why single‐sex schooling helps adolescents to gain a better self‐concept of ability in school subjects that are considered inappropriate for their own sex.     

THE ROLE OF AFFECT AND LEADERSHIP DURING ORGANIZATIONAL CHANGE

Based on multilevel data collected at 2 points in time, we examine the role of employees’ affective experiences in shaping their commitment and behavioral responses to both the initial (Time 1) and later (Time 2) phases of organizational change (12 months later). We also test the cross‐level effect of workgroup managers’ transformational leadership on their employees’ responses to change. We find strong support for predicted longitudinal relationships between employees’ affective experiences and their commitment and behavioral responses to change. In particular, employees’ positive and negative affect (NA) at Time 1 significantly predict both their commitment to change and the 3 dimensions (supportive, resistant, and creative) of behavioral responses at Time 2. Further, the effects of NA directly influence employee change commitment and behaviors at Time 2, whereas the long‐term effects of positive affect occur both directly and indirectly through commitment to change at Time 1. Finally, our results support the hypothesized role of workgroup managers’ transformational leadership in shaping employees’ affective reactions and commitment to change at the initial phase of change and thereby, their subsequent behavioral responses in the later phase. We discuss the implications for theory and practice in organizational change.     

LEADERSHIP AND NONVERBAL BEHAVIORS OF HISPANIC FEMALES ACROSS SCHOOL EQUITY ENVIRONMENTS

Nonverbal behaviors of Hispanic elementary school students and their peers were examined in a small-group cooperative task with a total of 202 subjects. Thirty-five randomly selected groups were videotaped in ten desegregated schools; each group was gender-homogeneous, with three Hispanic and three Anglo students. Analysis of the videotapes revealed that Hispanic females used less vertical and horizontal space than Anglo females, and were also less likely to verbally interrupt or physically intrude on other group members. They had similar rates of handling the group resource cards and were given similar leadership scores by multi-ethnic trained observers. Among males, Hispanics are significantly more likely to use vertical or upward movements and physical intrusions, while Anglos use more verbal interruptions.
School and social status factors such as high-and low-equity desegregated school programs, ethnic and gender status, and school status variables of academic grades and English word knowledge had varying effects on teacher and peer ratings of leadership. High-equity schools garnered higher leadership scores for Hispanic females from both peers and teachers when all other nonverbal behaviors were controlled. This positive effect of the school on leadership ratings was evident only for males in teacher ratings. Hispanic females and their peers do reflect adult models of nonverbal behavior and leadership, and that leadership is enhanced in the perceptions of teachers and peers when they participate in a high-equity desegregated elementary school.     

Manipulating self‐esteem with subliminally presented words

A method for the unobtrusive manipulation of self‐esteem is presented. In four experiments, participants were subliminally exposed to either negative or positive adjectives paired with a self‐referring word (‘I’). The manipulation affected both self‐esteem and a probable consequence of self‐esteem (self‐serving bias) but did not affect mood or evaluation of a non‐self‐related object. When the adjectives were paired with a non‐self‐referring word, the manipulation had no effects. Together, the findings suggest that a) the method is an effective means of manipulating self‐esteem without side‐effects on mood and b) selective activation of evaluative self‐knowledge is the mediating process. Thus, the method promises to be a useful tool for the experimental investigation of the consequences of self‐esteem. Copyright © 2003 John Wiley & Sons, Ltd.     

Linking Developmental Experiences to Leader Effectiveness and Promotability: The Mediating Role of Leadership Self‐Efficacy and Mentor Network

We developed and tested a model linking developmental experiences to leadership effectiveness and promotability through 2 mediating processes based on social cognitive and social capital theories. We hypothesized that a manager's exposure to 3 types of developmental experiences (formal development programs, developmental job challenges, and developmental supervision) would positively relate to supervisor's assessment of the manager's leadership effectiveness in the current job role and promotability within the organization through the manager's leadership self‐efficacy and size and quality of the manager's mentor network. Results based on a sample of 235 retail managers showed that leadership self‐efficacy and mentor network fully mediated the relationship between job challenges and promotability, whereas leadership self‐efficacy also fully mediated the relationship between job challenges and leadership effectiveness. Developmental supervision was indirectly related to promotability through mentor network. In addition, a 3‐way interaction analysis revealed that participation in formal development activities had a positive indirect relationship with leadership effectiveness and promotability mediated by leadership self‐efficacy when a manager experienced either lower levels of job challenge and developmental supervision, or higher levels of both. Our findings contribute to leadership knowledge by examining how both formal and informal developmental experiences relate to leadership effectiveness and promotability through social processes.     

Narcissism and Leadership: A Meta‐Analytic Review of Linear and Nonlinear Relationships

Past empirical studies relating narcissism to leadership have offered mixed results. This study integrates prior research findings via meta‐analysis to make 4 contributions to theory on narcissism and leadership, by (a) distinguishing between leadership emergence and leadership effectiveness, to reveal that narcissism displays a positive relationship with leadership emergence, but no relationship with leadership effectiveness; (b) showing narcissism's positive effect on leadership emergence can be explained by leader extraversion; (c) demonstrating that whereas observer‐reported leadership effectiveness ratings (e.g., supervisor‐report, subordinate‐report, and peer‐report) are not related to narcissism, self‐reported leadership effectiveness ratings are positively related to narcissism; and (d) illustrating that the nil linear relationship between narcissism and leadership effectiveness masks an underlying curvilinear trend, advancing the idea that there exists an optimal, midrange level of leader narcissism.     

Evaluative expectations and the gender schema: Is failed inconsistency better?

Are evaluative assessments a part of the information that constitutes the gender stereotype? Two studies tested this question by presenting participants (50 female and 43 male college students, for whom English was their native language) with information that manipulated both the knowledge of gender roles and the evaluative assessments of performance in those roles. Participants tried to learn statements like “Jane is a good nurse” or “John is a bad nurse.” Memory for these relationships was then tested. Results indicated that when the person's name and the role were consistent with the gender stereotype, a positive evaluative connection made the statement easier to recall than a negative evaluative connection. However, an inconsistent name—role pairing was easier to recall when the evaluative connection was negative rather than positive. The results are interpreted as support for an evaluative bias that is part of the knowledge associated with gender differences.     

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.     

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。     

Social reasoning about ‘second‐shift’ parenting

The present study investigated children's and adolescents’ social reasoning about parenting roles in the home, specifically ‘second‐shift parenting’ by a mother or father. Surveys were administered to children (age 10) and adolescents (age 13), nearly evenly divided by gender (N= 200) in which two hypothetical scenarios were evaluated. Participants were asked to evaluate and justify second‐shift parenting arrangements for the family overall, for the parent in the role, and for the child in the family. Results showed that participants expected mothers rather than fathers to take on the second‐shift role, and second‐shift parenting was evaluated as more unfair for fathers than for mothers. Personal choice reasoning was used for justifying arrangements for the second‐shift parent and moral reasoning was used for justifying arrangements for the child. Social reasoning about the context of parental caretaking roles was multifaceted and varied by age and gender of participant more so than by self‐reported personal family arrangements.     

Moderators of the effect of weight on job‐related outcomes: a meta‐analysis of experimental studies

This study provides the first meta‐analytic testing of (1) several proposed moderators of the relationship between employee weight and job‐related outcomes (e.g., target gender, target qualifications, and rater gender); and (2) the effect of specific design features on the variation in results obtained across relevant experimental studies (e.g., weight manipulation and amount of job‐relevant information). The results indicate that there are important moderators of the relationship between people's weight and job‐related outcomes. However, design feature may significantly influence the obtained results. In particular, inconsistent experimental findings regarding the hypothesized moderating role of target sex appear to be explained by limitations in the way in which target weight was manipulated in some studies. Directions for future research are identified.     

Mindfulness and integrative self‐knowledge: Relationships with health‐related variables

This study examined how mindfulness and integrative self‐knowledge were related to health‐related issues. Men in general population (n = 103) and coronary heart disease samples (n = 101) completed the Mindful Attention Awareness Scale, the Integrative Self‐knowledge Scale, the Type 2 subscale of the Interpersonal Reactions Inventory, the Perceived Stress Scale, and the Anxiety and Depression Scales. In both samples, there was a moderate positive correlation between mindfulness and integrative self‐knowledge and they were negatively correlated with all health‐related variables. However, only integrative self‐knowledge explained independent variance in health‐related variables. Specifically, in both samples, the relationship between mindfulness and health‐related variables was mediated by integrative self‐knowledge. Mindfulness and integrative self‐knowledge are related domains of self‐awareness that are associated with a range of health‐related variables. These relationships are robust across samples drawn from general population and patients with coronary heart disease. The finding that integrative self‐knowledge explained additional variance in the health‐related variables after the contribution of mindfulness had been accounted for suggests that reflective self‐awareness in integrative self‐knowledge may make a unique contribution to the explanation of individual differences in health variables.     

The development of subjective group dynamics: When in‐group bias gets specific

Children aged 6–7 years and 10–11 years evaluated an in‐group or out‐group summer school and judged in‐group or out‐group members whose attitudes towards the summer schools were either normative or anti‐normative. According to a subjective group dynamics model of intergroup processes, intergroup differentiation and intragroup differentiation co‐occur to bolster the validity of in‐group norms. The hypothesis that this process develops later than simple in‐group bias was confirmed. All children expressed global in‐group bias, but differential reactions to in‐group and outgroup deviants were stronger among older children. Moreover, the increasing relationship, with age, between in‐group bias and evaluative preferences for in‐group and out‐group members that provide relative support to in‐group norms, is mediated by the degree of perceptual differentiation among group members.