差异化变革型领导对知识分享与团队创造力的影响:社会网络机制的解释

差异化变革型领导是团队领导领域的最新议题,现有的研究局限于探讨其社会心理方面的作用机制。本文从社会网络机制出发解释差异化变革型领导对团队知识分享及团队创造力的影响。基于65家企业的225个工作团队样本的结构方程模型分析表明,团队一致性变革型领导正向影响团队交流网络密度从而提高团队知识分享;个体差异性变革型领导正向影响团队成员交流网络密度差异性从而降低团队知识分享;团队知识分享正向影响团队创造力。本文的证据表明,在中国情境下,差异性团队领导行为不利于创造稠密的团队交流网络,以及团队知识分享,从而不利于提升团队创造力水平。     

Authentic leadership and its relationships with work engagement and organizational citizenship behaviors in military units: The role of identification as a mediating variable

The objective of the study is to explore the relationship of authentic leadership with work engagement and organizational citizenship behaviors (OCB) in military units, measuring the mediating effect of personal identification with the leader and social identification with the military unit. We used the Structural Equation Modeling (SEM) technique to analyze data from a sample of 225 Spanish military troops. The results showed that social identification with the military unit influenced the relationship of authentic leadership with the outcome variables.     

Intolerable Cruelty: A Multilevel Examination of the Impact of Toxic Leadership on U.S. Military Units and Service Members

We examined the effects of toxic leadership on unit and employee outcomes. Based on Bandura’s social learning theory (1977), we predicted that toxic leadership would have a direct impact on unit civility and that unit civility would mediate the relationship between toxic leadership and job satisfaction and organizational commitment. We also predicted that within-unit variability in perceptions of toxic leadership, or toxic leadership congruence, would moderate these effects such that the relationship between toxic leadership and unit and employee outcomes would be stronger when unit members had similar perceptions of their leader’s engagement in toxic behavior. Results indicate that toxic leadership behavior is negatively related to unit civility and that unit civility mediates the relationship between toxic leadership and job satisfaction and organizational commitment. Contrary to expectations, toxic leadership congruence did not moderate any of the effects of toxic leadership behavior. Implications for research and practice are discussed.     

Military Leaders’ Adaptability in Unexpected Situations

This paper investigates adaptability among lower-level military leaders in unexpected threatening situations. Two studies were performed. In the first, a grounded theory approach was used, and 16 Swedish officers and soldiers with experience from international peacekeeping operations were interviewed. A model was developed based on the results. In Study 2, the model concepts from Study 1 were operationalized into a questionnaire and data was obtained from 102 respondents from the Swedish Armed Forces who had recently served in Afghanistan. Based on Study 1, the model suggests that the key aspects of adaptive leadership in such circumstances are 2 balancing acts. One is how subordinates handle structure/following rules versus their own initiatives/freedom of action. The other concerns the balance between individual decision making versus group input. Both are affected by availability of time, resulting in a favorable/unfavorable outcome. The hypotheses from Study 1 were partly confirmed in Study 2.     

Conclusion

Abstract

The influence of culture within a parent-child activity group is analyzed in order to explore how leaders of parent-child activity groups can use knowledge of group culture to design effective interventions. This chapter concludes with the author describing revisions to her original guidelines for parent-child activity group intervention which developed through her reflections on the findings of her qualitative study about one parent-child activity group.     

Schizotypal and dependent personality characteristics and managerial performance

The study of negatively connotated personality characteristics as predictors of work‐related performance is gaining momentum. While findings have generally suggested such characteristics to be negatively or curvilinearly related to performance, the current study was concerned with investigating any positive relationships that may exist between negatively connotated personality characteristics (as measured by the Hogan Development Survey) and work‐related performance in a sample of 103 Australasian financial services managers. The most notable findings from the study were that: (a) schizotypal personality characteristics positively predicted performance on a creativity competency; and (b) dependent personality characteristics positively predicted performance on a customer focus competency. Findings and limitations are discussed.     

THE GENETIC RECOMBINATION OF SCIENCE AND RELIGION

The estrangement between genetic scientists and theologians originating in the 1960s is reflected in novel combinations of human thought (subject) and genes (investigational object), paralleling each other through the universal process known in chaos theory as self‐similarity. The clash and recombination of genes and knowledge captures what Philip Hefner refers to as irony, one of four voices he suggests transmit the knowledge and arguments of the religion‐and‐science debate. When viewed along a tangent connecting irony to leadership, journal dissemination, and the activities of the “public intellectual” and the public at large, the sequence of voices is shown to resemble the passage of genetic information from DNA to mRNA, tRNA, and protein, and from cell nucleus to surrounding environment. In this light, Hefner's inquiry into the voices of Zygon is bound up with the very subject matter Zygon covers.     

真诚型领导能否打破员工沉默?一个有调节的中介模型

本文以进化心理学理论和个体-情景交互理论为基础,并以河南省一家国营企业的222名员工为样本,检验了真诚型领导行为抑制员工沉默行为的影响模型。研究结果表明:真诚型领导行为对员工沉默行为具有显著的负向影响;员工的心理安全感在真诚型领导行为和员工沉默行为之间起着中介作用;员工的外向性和责任感越高,心理安全感与员工沉默行为之间的负向联系的就越强,同时心理安全感的中介效应也越强。本文最后探讨了研究的理论和实践意义以及未来的研究方向。。     

The importance of gender and affect in the socialization of adolescents' beliefs about benevolent authority: Evidence from Chinese indigenous psychology

Belief in the benevolence and moral legitimacy of leaders in central government is theorized as a form of cultural capital consistent with the hierarchical relationalism of East Asian societies with Confucian roots. A reliable measure of benevolent authority beliefs (BAB) is introduced, and its convergent and discriminant validity relative to established measures of institutional trust are established. Its socialization as part of the political culture of Taiwan was examined among high school adolescents aged 13–16. Significant gender differences were found inconsistent with traditional patriarchy. Regression analyses showed that within the relationship with mothers but not fathers, adolescents associated higher reciprocal filial piety, authoritative parenting, and authentic (positive) affect with higher BAB. For daughters but not sons, reciprocal filial piety, authoritative parenting style, and authentic (positive) affect in the relationship with their father were positively associated with BAB. Affect‐based transfer from parent‐child relationships rather than authoritarian obligations based on rote learning was a key socializing factor in a contemporary Chinese society.     

Sleep Leadership in High-Risk Occupations: An Investigation of Soldiers on Peacekeeping and Combat Missions

Individuals in high-risk occupations (e.g., military service) often report physical, psychological, and organizational problems. Although leaders can partially buffer their subordinates against these problems, the impact of established leadership skills appears limited, especially in high-risk occupations. Thus, building on recent theories of domain-specific leadership, we examined whether leadership focused on the specific domain of sleep might be negatively associated with some specific problems facing individuals in high-risk occupations, beyond their relationship with general leadership. Studying military personnel on peacekeeping and combat deployments, we predicted that “sleep leadership” would be negatively associated with sleep problems (physical), depressive symptoms (psychological), and negative climate (organizational), and that sleep would mediate the relationship between sleep leadership and the psychological and organizational problems. Results were generally supportive, contributing to theories of domain-specific leadership by showing that sleep-focused leader behaviors may go beyond general leadership behaviors, relating directly to the problems facing individuals in high-risk occupations.