What Does Leaders' Character Add to Transformational Leadership?

The influence of leaders' character (e.g., integrity, humility/forgiveness) has rarely been examined in leadership research. The current investigation focused on the impact of integrity and humility/forgiveness on both followers' perceptions of leaders' worthiness of being followed (WBF) and stress. Results from a scenario experiment (n = 347) and a field study (n = 110) indicated that these aspects incrementally predict WBF above and beyond the impact of transformational leadership. Similar results were found concerning followers' stress with the exception of leader integrity in the field study. According to relative importance analyses, integrity and transformational leadership predict WBF equally well. The results have conceivable implications for human resources (personnel selection and development). Future research should examine additional outcome variables that are affected by certain leader characteristics as well as potential negative effects of the examined character aspects.     

国内变革型领导近十年的研究进展*

变革型领导成为我国双转型时期理论界和实践界共同关注的热点。本文在简要说明我国变革型领导发展历程的基础上,运用频数分析法探讨了进入21世纪以来发表在国内17种重要期刊的86篇论文,从变革型领导的结构和测量、变革型领导的影响因素和有效性以及变革型领导有效性的作用机制三个方面梳理了变革型领导近十年的研究成果。最后,我们从以下方面展望了中国变革型领导的未来方向：第一,中国变革型领导的概念：移植和本土化;第二,样本代表性：普遍样本和典型样本;第三,结构：中国的变革型领导结构和变革型领导的中国结构;第四,层次研究：个体、群体、组织、差异化;第五,影响因素和情境研究：嵌入和具体。     

自恋型领导对团队创造力形成过程的多视角研究

领导自恋是组织中的普遍现象, 自恋型领导是否能有效地整合团队知识形成创新是管理者不可回避的问题。在回顾已有研究基础上, 采用聚合观、过程观和社会网络三种视角, 全面地厘清自恋型领导对团队创造力的影响。其中, 聚合观强调个体创造力对形成团队创造力的重要作用, 过程观强调团队成员之间的交互作用在团队创造力形成过程中不可或缺, 而社会网络视角注重团队成员的相对位置和内外关系。三种视角相互补充, 明确了自恋型领导和团队创造力之间关系的内在机制以及边界条件。研究结论将为存在自恋型领导的团队干预策略提供参考, 有助于为管理者提高自恋型领导对团队作用的有效性提供借鉴。     

The role of movement leaders in building intergroup solidarity for social change: A case of the electoral reform movement in Malaysia

Leaders of social movements play a critical role in mobilizing broader society for social change. However, we know little about how movement leaders strategize to build a movement. To examine this issue, we interviewed the central leadership team of the electoral reform movement (Bersih) in Malaysia, before and after a mass protest organized by the movement. We then used thematic analysis to provide theoretically derived insights into how the leaders fostered intergroup solidarity among multiple racial groups. Specifically, they (a) expanded the movement's boundaries to include new groups within its support base, (b) shared the demands of the movement with multiple groups, and (c) highlighted leaders that were representative of different groups the movement sought to unite. These findings demonstrate how leaders attempt to craft an inclusive movement identity (i.e., who we are, what we do, who stands for us) to mobilize a diverse society for social change.     

A theology of pastoral multiplicity

The contemporary moment is characterized by liquidity and difference. “Liquidity” means rapidly changing social structures, accelerations in consumption, and constantly changing personal and group identities. In this increasingly diverse context, encounters with difference are not only inevitable, they are essential—and can be transformative for our understandings of our multiple selves, for our pastoral encounters with others, and for our theological imagination, as well. Viewing the self, especially the pastor's self, as a collection of multiple selves, identities, and performances illumines pastoral leadership; pastors who claim their multiplicity more wholly meet “others” when encountering difference. The triune God reveals divine multiplicity, so pastors who claim their multiplicity as their identity thereby make a theological claim.     

The symbol in the body: the un-doing of a dissociation through Embodied Active Imagination in Jungian analysis

Jung understood dissociation as a natural state of the psyche, capable of turning defensive through development. Based on this premise, and its conception on the equivalence between psyche and matter, the present work describes the un-doing of a dissociation expressed through a chronic enterocolitis disorder. When the symbol remains closer to the body and its most instinctive manifestations, we need to descend to that level in order to let the vertical axis connection be gradually restored through the therapeutic relationship – the horizontal axis. In other words, this un-doing requires that patient and analyst follow the unconscious path proposed by symbolic expressions that gradually emerge through the patient’s body and active imagination. Movement is our most primitive and fundamental experience. Many authors (Stern, Panksepp, Gallese) have agreed that, in addition to being first in terms of development, movement continues to have primacy over any other experience throughout life. This means that emotions, bodily concepts and, later, speech, evolve from a somatic basis. In the light of such neuroscientific findings, Jung’s vision of the correspondence of psyche and matter will be revisited in order to portray how the analytic bond provides a context for the re-establishment of the linking/creative function of the archetype, and allows the restoring of the ego-Self axis connection by including non-verbal approaches, such as body-based active imagination, also known as Authentic Movement. Authentic Movement is an amplification of Jung’s active imagination method that enables a dialogue between the ego and the diverse configurations of the unconscious. When such dialogue is grounded in the body, there is an easier access to the affective dimension stored in implicit memory. That which was relived through the body can gradually be remembered, and affects hitherto rejected, find other symbolic ways of being expressed and contained in the analytic vas.     

The Unintended Effect of Perceived Transformational Leadership Style on Workaholism: The Mediating Role of Work Motivation

Abstract

Given the apparent magnitude of the problems related to workaholism, the current research was designed to provide evidence about the impact of both personal and organizational variables on determining health-damaging work habits of the employees. This paper presents a study aimed at clarifying the mediating role that work motivation plays in the relationship between the perceived transformational leadership style and workaholism. Based on the Self-Determination Theory and the Job Demands–Resources model, we hypothesized that transformational leadership should be directly related to the lower levels of workaholism, whereas the indirect effect of transformational leadership was expected to increase the levels of workaholism through work motivation of the employees. Two hundred and fifty Lithuanian employees participated in the empirical study. The results confirmed the expected relationship between transformational leadership and workaholism via work motivation showing that the negative role of transformational leadership in workaholism is explained by its positive influence on intrinsic motivation, as well as introjected, integrated, identified regulations, which, in turn, enhance the employees’ workaholism.     

Parenting and management skills: The mediator role of empathy

The present study aimed to test the effect of sex as well as the experience of parenting at the level of empathy and management skills and the mediating effect of empathy on the relationship between the experience of parenting and management skills. No differences were found between men and women concerning management skills. Women had higher empathy levels than men. Being a father or mother increased management skills and empathy levels. However, the experience of parenting interferes with management skills by increasing levels of empathy only in men. Career counselors need to considerer not only the processes inherent to each management task, but also the variables that intensify these competences, integrating emotional and relational dimensions.     

Developing Ethical Leadership in China: The Value of Confucian Virtue Ethics

Most research into ethical leadership depends on Western corporate experience, however current research findings may not fit the Chinese context. As a result, it is necessary to appeal to indigenous and traditional Chinese sources of wisdom when defining and evaluating ethical leadership in China. Both rule-following ethics and instrumental approaches, which are mainly used in recent empirical studies about ethical leadership, cannot enable people to have inner motivation to behave ethically. Accordingly, this article intends to establish an ethical leadership model in China by appealing to Confucian virtue ethics. A Confucian ethical leader possesses benevolence (ren 仁) inside and treats others in a proper way according to ritual and rites (li 禮). He/she makes self-cultivation as the first priority and is a virtuous role model, influencing others in a natural way by of his/her moral charisma. For such a person, economic profitableness is not a primary concern, where instead the goals, strategies and practices of his/her organization are defined by the principle of righteousness (yi 義).     

领导者对员工主动行为的心理与行为反应

员工主动行为因有利于个人和组织的长远发展而受到学界和业界的广泛关注。以往的研究主要关注主动行为对员工本人的人际内影响,而较少考虑对领导者的人际间影响;同时,考虑到员工在领导过程中扮演的重要角色,对员工的主动行为如何影响领导的心理与行为反应做理论性整理将极大丰富对员工主动行为的认识。学界基于归因理论、内隐追随理论、自我-他人评价一致性理论等对上述自下而上的影响过程进行了初步探索,发现领导者对员工主动行为的态度评价和行为反应受到多重边界条件的影响。未来研究可具体化员工主动行为所诱发的领导者心理与行为反应,探索员工主动行为与领导方式的循环关系,以及深挖主动行为与绩效评价之间的内在机理。