全球性领导者的素质与培训

越来越多的企业需要有越来越多的全球性领导来开拓全球性业务。章述评了对全球性领导素质的研究及其相关研究,全球性领导为了在全球复杂的竞争条件下立于不败之地,既要具备一些普遍的特点也要具备一些具体(idiosyncratic)的(特别是具体化中的)特点。而这决定了全球性领导的培训具有不同于以前管理培训的特点：进行化敏感性和全局性观念的培训。最后也提出了将来需要进一步研究的问题。     

Executive Heads and the Role of Intergovernmental Organizations: Expansionist Leadership in the United Nations and the European Union

Despite considerable advances in methods to examine leaders' personal characteristics using at–a–distance assessment, few studies have applied such techniques outside of the national level. This study reveals that such approaches can provide analytical leverage for examining executive heads of intergovernmental organizations (IGOs). The personal characteristics of six United Nations Secretaries–General and four European Union Commission Presidents were measured via content analysis of their responses to questions. Separately, their behavior in office was measured via historical accounts and analyses. In general, executive heads with higher expansionist leadership style scores displayed a greater willingness to try to enhance the status of their organizations.     

愤怒有度:领导表达愤怒情绪对领导绩效的影响

领导表达愤怒情绪一定不好吗?最近研究发现,领导表达愤怒情绪对领导绩效(任务绩效和关系绩效)存在积极影响与消极影响的不一致结论。文章尝试使用双阈限模型揭示领导的愤怒情绪产生积极影响或消极影响的边界条件。进一步明确领导表达愤怒情绪的阈限是影响领导绩效的关键因素,拓展了双阈限模型对领导愤怒情绪影响其领导绩效的理论解释。     

Authoritarianism and Economic Threat: Implications for Political Behavior

This study examined whether authoritarians experiencing economic threat are more likely than other authoritarians to support social policy and political agendas that restrict benefits or curtail rights for disadvantaged groups. A sample of 131 college students completed questionnaires that measured authoritarianism, degree of economic and societal insecurity, and attitudes toward eight political issues. Economic and social insecurity were indexed to perceptions of whether one's standard of livingg had declined, whether incom inequality had grown among social classes, and whether crime, race relations, environmental quality, and governmental services had worsened. The political scales reflected issues currently debated in public forums; they included funding mechanisms for social security and health care, the state's role in regulating abortion, government services for illegal immigrants, terminating welfare for unemployed women with children, and regulation of sexual conduct. A logistic model found that, relative to non-threatened authoritarians or nonauthoritarians, threatened authoritarians were six times as likely to favor restricting benefits to powerless groups and eight times as likely to support the state's preventing women from securing anabortion. These results are discussed in terms of systemic changes in the economy that have resulted in declines in real income and increasing income inequality.     

Revisiting the mediating role of leader–member exchange in transformational leadership: the differential impact model

Transformational leadership (TFL) has been proposed as an essential antecedent of leader–member exchange (LMX), which in turn affects outcomes in organizations. We extend this mediation hypothesis in two ways by proposing a differential impact model, which we test on three organizational outcomes: employee job satisfaction, employee organizational commitment, and leader effectiveness. First, we extend LMX’s mediational impact—which has previously only been tested for employee outcomes—to leader effectiveness. Second, we argue that this mediation will be stronger for outcomes that are more proximal rather than distal to dyadic relations between leader and followers (high proximity: job satisfaction; medium proximity: organizational commitment; low proximity: leader effectiveness). Meta-analytic structural equation modelling based on 132 studies revealed that LMX mediates TFL’s relationships with employee outcomes (more strongly for job satisfaction than for commitment), but not with leader effectiveness, whereas TFL showed a stronger direct link to leader effectiveness. The findings suggest that TLF and LMX contribute differentially to organizational outcomes depending on their proximity to dyadic relations between leaders and followers. The differential impact model uncovers leadership effectiveness processes, integrates influential leadership theories, and highlights the importance of distinguishing between different outcome measures and the processes facilitating them.     

Servant leadership and employee outcomes: the moderating role of subordinates’ motives

Drawing from implicit leadership theories we advance servant leadership theory by examining moderating mechanisms that explain under what conditions servant leader behaviours impact followers in organizations. Specifically, we focused on the moderating role of subordinates’ motivational orientations—prosocial values or impression management motives—in relationships between servant leadership behaviours and job satisfaction, as well as subordinate organizational citizenship behaviours (OCBs). Using time-lagged data collected from 192 supervisor-subordinate dyads, we found that servant leadership was positively associated with employees’ job satisfaction, but not significantly related to their performance of OCBs. We also found evidence that subordinates’ motives moderate the relationships between servant leadership and outcomes. Specifically, employees high on impression management experienced lower levels of job satisfaction than their lower scoring counterparts. Our findings suggest that servant leadership may not be equally beneficial for all followers. We discuss implications for theory and practice.     

Perceived ethical leadership: Its moderating influence on employees’ organisational commitment and organisational citizenship behaviours

This study investigated the extent to which employees’ perception of ethical leadership moderated their organisational commitment and organisational citizenship behaviour. A non-probability purposive sample (N = 839; females = 32%) of employees in a railway organisation in the Democratic Republic of Congo (DRC) participated in the study. They completed the following measures: the Organisational Commitment Scale (OCS), the Organisational Citizenship Behaviour Questionnaire (OCBQ) and the Ethical Leadership Scale (ELS). Stepwise hierarchical regression analysis was utilised to determine the influence of employees’ perceptions of the relationships between their self-reported organisational commitment and organisational citizenship behaviour. The results indicated employee perceptions of the integrity, fairness and honesty aspects of ethical leadership to explain their affective, continuance and normative aspects of organisational commitment and organisational citizenship behaviour. The results also showed that employee perceptions of high ethical leadership influenced their willingness to engage in positive organisational commitment such as psychological attachment, work continuance, normative commitment and also their organisational citizen behaviours such as altruism, conscientiousness, courtesy and civic virtue. By implication, leaders with high ethical conduct have the potential to positively stimulate the commitment of employees towards supporting the organisational values and mission.     

Workplace ethics culture and work engagement: The mediating effect of ethical leadership in a developing world context

This study examined the mediating effect of ethical leadership on the relationship between workplace ethics culture and work engagement among employees in a railway transport organisation in the Democratic Republic of the Congo (DRC). The sample consisted of permanently employed staff in a railway organisation in the DRC (n = 839; females = 32%). The employees were required to complete the Ethical Leadership Scale (ELS), the Ethical Corporate Virtue model (ECV) and the Utrecht Work Engagement Scale (UWES). Mediating regression analyses were conducted to predict work engagement from workplace ethics culture, partialling out ethical leadership. The results show that workplace ethics culture had a significantly positive effect on work engagement. The results further indicated that workplace ethics culture, through the mediation of perceived ethical leadership, had a significantly positive effect on the work engagement dimensions of vigour, dedication and absorption. The findings provide evidence that ethical leadership plays a crucial role in shaping workplace ethics culture and employees’ level of work engagement in an emerging country work setting.     

‘A man after god’s own heart’: charisma,masculinity and leadership at a charismatic Church in Brighton and Hove,UK

This article suggests that the gendered aspects of charisma have so far been overlooked in recent scholarship and seeks to align studies of charismatic religious leaders more fully with studies of masculinity and the ‘masculinisation’ of Charismatic churches. Based on research conducted at the Church of Christ the King (CCK) in Brighton and Hove, UK, I analyses how leadership operates as a key language for mediating masculinity, giving young men ways of being manly within both Christian and church parameters as well as forming links between experienced leaders and their young apprentices. Focusing on a dramatic visit by a notorious international preacher as an instance of charismatic masculinity in action, the author shows how an understanding of a corporate culture of masculinity can lend new insight into our understanding of charisma as both a relational construct and a system of individual authority which is tested at times of crisis and succession.     

Candidate Voice Pitch Influences Election Outcomes

A growing literature in psychology shows that human voice pitch—perceived “highness” or “lowness” as determined by the physiology of the throat—influences how speakers are perceived. This leads to the prediction that candidate voice pitch influences voters. Here this question is addressed with two studies. The first is an experiment conducted with a large national sample of U.S. adults. The results show that men and women prefer to vote for male and female candidates with lower pitched voices. The second study examines the outcomes of the 2012 U.S. House elections. When facing male opponents, candidates with lower voices won a larger vote share. However, when facing female opponents, candidates with higher voices were more successful and particularly so in the case of male candidates. In synthesizing research on the human voice and voter behavior and triangulating evidence from a controlled experiment and a large observational study of actual elections, this article illustrates that candidate voice pitch influences election outcomes.