National leadership for children and youth with serious emotional disturbance: Progress and prospects

Despite the federal mandate to identify and provide appropriate educational and related services to children and youth with serious emotional disturbance (SED), the national profile portrays exceptionally low rates of identification; unacceptably low rates of school completion; high rates of placement in segregated environments; evidence that economic and demographic factors substantially affect identification, placement, and school completion; and a mixed, although mostly discouraging picture of outcomes after leaving the educational system. Recent national leadership, comprised of strategic planning, research, and demonstration initiatives has attained considerable momentum and is intended to improve outcomes for children with SED. Significant changes are anticipated as a result of the upcoming reauthorization of the statute governing special education and related services. These changes reflect a 20 year perspective regarding the benefits and shortcomings of current eligibility criteria and discretionary initiatives for improving outcomes for children with disabilities. The manner in which these changes may affect prospects for better serving children with SED is discussed.     

The Personalities of Presidents as Independent Variables

The debate about the relative importance of the personality traits of presidents has a long history. Until the mid-1970s, scholars of the presidency extensively focused on the uniqueness of the individuals that held office. However, the difficulty in capturing presidential personalities and measuring their impact on executive politics led to a significant quantitative shift that focused more on the institutions within which presidents operate. This change produced a long-lasting divide between researchers interested in the “institutional” presidency and those focused on the “personal” presidency. I propose to integrate both approaches by incorporating insights from differential psychology to treat the personality traits of presidents as independent variables. In support of the argument, I use data from an expert survey that captured psychometric traits of presidents who governed the Western Hemisphere in 1945–2012 to reassess an influential study about Latin American presidents. The results show that adding openness to experience leads to a deeper understanding of presidential approval. I conclude by arguing that measuring the personality traits of all sorts of leaders is necessary to modernize the study of elites.     

沉默的声音：组织中的沉默行为

组织沉默指的是员工了解组织运行中潜在的问题,但是出于某种目的而没有表达个人观点的行为。该文在以往研究的基础上概括了组织沉默的定义、维度以及测量手段。由于沉默行为的原因是多种的,该文从领导和组织、同事以及员工个体特征三个方面阐述影响组织沉默行为的因素,并总结了组织沉默行为对组织和员工的负面影响,特别是对组织学习过程的影响。最后提出了组织沉默行为研究的意义和展望     

领导学研究的新发展：诚信领导理论

诚信领导是一个全新的领导学构念,指的是一种把领导者的积极心理能力与高度发展的组织情境结合起来发挥作用的过程。该文首先分别介绍了诚信领导的概念、特点及测量方法,并比较了诚信领导与其他类型领导的联系和区别;接下来进一步分析了诚信领导在组织中的功效;最后指出该理论尽管强调了一些诸如情绪过程、领导者道德等以往领导理论所忽视的方面,但诚信领导的测量工具、诚信领导与组织结果之间的调节因素等问题仍有待于实证研究的进一步探讨     

恩威并施，以德服人——家长式领导研究述评

家长式领导是基于中国传统文化而有别于西方领导理论的本土领导理论,广泛存在于各种类型的华人组织中,是中华文化下组织的普遍特征。家长式领导包含仁慈领导,权威领导,德行领导3个维度。该文回顾了家长式领导研究的发展历程,分析了家长式领导的文化基础,介绍了家长式领导三元理论及其测量工具PLS,并指出家长式领导对领导效能有不可忽视的解释力。最后,根据已有的研究,提出了家长式领导研究未来的研究方向,比如对具体行业中家长式领导领导效能的探讨,以及家长式领导三维度之间关系的探讨等     

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。     

论先秦法家的人性理论与领导心理思想

先秦法家对人性认识的基本点是“性本恶”。其思想内容有 :人的需要是推动其行为发展的动力 ,是管理的出发点 ;在追求满足个人欲望的时候 ,人们会违背礼仪和伦常 ;人的欲望是多种多样的 ,而对利益的追求是根本的驱动力和唯一目的 ;人性的善或恶是可以诱导的 ,管理者如何倡导是关键。法家将法、术、势结合起来 ,三位一体 ,形成了法家独有领导心理思想 ,并认为只有善于运用法、术、势的人 ,才可能成为理想的管理者“明君     

The effect of cultural orientation and leadership style on self‐ versus other‐oriented organizational citizenship behaviour in Turkey and the Netherlands

This paper investigated the effects of a paternalistic and empowering leadership style on organizational citizenship behaviour (OCB) in an experimental design using 100 Turkish and 100 Dutch students who held part‐time jobs. Confirming our expectations, a paternalistic leadership style had a more positive effect on job dedication and organizational support in Turkey than in the Netherlands. Contradicting our expectations, an empowering leadership style did not have a more positive effect on any of the OCB dimensions in the Netherlands than it did in Turkey. However, in the Netherlands an empowering leadership style had a stronger effect on interpersonal facilitation, job dedication, and organizational support than a paternalistic leadership style. Paternalistic and empowering leadership styles both had positive effects on OCB dimensions in Turkey. As expected, collectivism moderated the relationship between paternalistic leadership style and other oriented OCB (i.e., interpersonal facilitation). Specifically, people who had more collectivistic tendencies were more positively influenced by a paternalistic leader than people who had low collectivistic tendencies in both countries. However, individualism did not have any moderating effects on the relationship between empowering leadership style and self‐oriented OCB (i.e., job dedication). Our findings are relevant for understanding the effects of leadership styles and cultural orientations on self‐ versus other‐oriented OCB in Turkey and the Netherlands.     

中国企业环境下领导行为的研究述评:高管领导行为,领导授权赋能及领导-部属交换

国外有关领导行为的研究已经不胜枚举,而针对中国企业环境下的领导行为研究则相对较少.近年来,中国情境下的领导行为研究开始逐渐涌现,本文从中国高层管理者的领导行为、领导授权赋能行为以及领导-部属交换理论三个方面对中国企业环境下的领导行为研究进行了述评,总结了相关研究在中国情境下的维度表现、前因后果变量,以及中介或调节作用,并指出了中国情境下相关本土化研究的理论与实践贡献.这些研究,从理论贡献上来说,一方面体现出中国情境下领导行为区别于西方情境的独特性,另一方面验证和扩充了西方相关领导行为的研究发现,进一步丰富了领导行为理论;从实践意义上而言,为中国企业领导者提供了一个反思的镜子进而调整自己的领导行为,为中国企业领导者提供企业决策及管理的参考依据,为人力资源管理人员提供实际操作的手段及工具,而且启发下属注意与领导者建立好关系的方式方法和适宜程度.     

领导力技能问卷的修订

以湖北省396名中学生为被试,在探索性因素分析的基础上对Carter等人1980年编制的领导力技能问卷进行了初步的修订。结果表明：修订后的领导力技能问卷具有良好的内部一致性和稳定性,且验证性因素分析也表明各分量表的结构拟合良好,达到了心理测量学标准。可作为评估中国青少年领导力技能的有效且可靠的工具进行使用。