Our Followers Are Lions,Theirs Are Sheep: How Social Identity Shapes Theories About Followership and Social Influence

Two studies examine how self‐categorization theory can be used to refine our understanding of people's implicit theories about followership and social influence. Results from Study 1 show that perceivers regard followers of a group they themselves identify strongly with (rather than not at all) to be more representative of the prototype of effective followers (displaying enthusiasm, industry, good citizenship) and to be less representative of the antiprototype of effective followers (displaying conformity, incompetence, and insubordination). Results are replicated in a second experiment in which we compare the views of those self‐categorizing as either Republican or Democrat responding to followers of the Republican and Democratic Party. Results of Study 2 replicate those of Study 1 and also reveal qualitative differences in the preferred influence strategy for dealing with followers. Specifically, respondents seek to engage in persuasion when trying to change the behavior of ingroup followers, while resorting to coercion when trying to change the behavior of outgroup followers. Our results are the first to provide evidence that perceivers' theories about what followers are like and how they are influenced most effectively are structured by perceivers' identification (and dis‐identification) with the particular groups that leaders are championing.     

德行领导与员工不道德行为、利他行为:道德推脱的中介作用

以道德推脱理论为基础,运用问卷调查法,通过对776名员工的调查,探讨了德行领导对员工不道德行为和利他行为的影响及道德推脱在这一影响中的中介作用。研究发现:(1)德行领导会抑制员工不道德行为的产生、促进员工利他行为的出现;(2)道德推脱会促进员工不道德行为的产生、抑制员工利他行为的出现;(3)德行领导通过道德推脱的完全中介作用负向影响员工的不道德行为,通过道德推脱的部分中介作用正向影响员工的利他行为。     

The Perceived Leadership Communication Questionnaire (PLCQ): Development and Validation

The Perceived Leadership Communication Questionnaire (PLCQ) is a short, reliable, and valid instrument for measuring leadership communication from both perspectives of the leader and the follower. Drawing on a communication-based approach to leadership and following a theoretical framework of interpersonal communication processes in organizations, this article describes the development and validation of a one-dimensional 6-item scale in four studies (total N = 604). Results from Study 1 and 2 provide evidence for the internal consistency and factorial validity of the PLCQ's self-rating version (PLCQ-SR)—a version for measuring how leaders perceive their own communication with their followers. Results from Study 3 and 4 show internal consistency, construct validity, and criterion validity of the PLCQ's other-rating version (PLCQ-OR)—a version for measuring how followers perceive the communication of their leaders. Cronbach's α had an average of.80 over the four studies. All confirmatory factor analyses yielded good to excellent model fit indices. Convergent validity was established by average positive correlations of.69 with subdimensions of transformational leadership and leader–member exchange scales. Furthermore, nonsignificant correlations with socially desirable responding indicated discriminant validity. Last, criterion validity was supported by a moderately positive correlation with job satisfaction (r =.31).     

Is Charismatic Leadership Effective When Workers Are Pressured To Be Good Citizens?

Prior research has explored how employees’ perceptions of their leaders impact their work attitudes and behaviors. Studies have shown that charismatic leaders motivate individuals to be more engaged and to exhibit more organizational citizenship behaviors. This study considers how a moderator, citizenship pressure, affects how charismatic leaders might inspire their followers to go above and beyond and be more engaged in their work. Using a sample of 243 workers, this study's findings show that charismatic leadership has a stronger positive effect on job engagement when employees perceive less citizenship pressure. Citizenship pressure did not moderate the relationship between charismatic leadership and organizational citizenship behavior. Implications of this study include an examination of the moderating influence of citizenship pressure, a relatively new construct. Practically, the implications may shed some light on leadership factors that encourage increased effort from employees and greater employee engagement. More specifically, findings suggest that persons are motivated to exhibit more OCBs to meet high expectations of charismatic leaders. However, when seeking engagement, feeling pressure to perform these OCBs has a reverse effect as more job engagement results with less citizenship pressure. Future research suggestions and limitations are discussed.     

Explicit but not implicit sexist beliefs predict benevolent and hostile sexist behavior

Much work has been carried out on sexist attitudes, but only little on sexist behaviors. The goal of the present research was to close this gap by testing how a variety of benevolent and hostile sexist behaviors correlate with implicit and explicit sexist attitudes. In Study 1 (N = 126), we developed implicit association tests for benevolent sexism and hostile sexism and illustrated that implicit and explicit benevolent sexist beliefs, as well as implicit and explicit hostile sexist beliefs, were positively correlated. In Study 2 (N = 83 of Study 1), we tested whether implicit and explicit benevolent and hostile sexist attitudes correlate with benevolent and hostile sexist behaviors. As expected, explicit benevolent (but not hostile) sexist attitudes predicted benevolent sexist behavior, whereas explicit hostile (but not benevolent) sexist attitudes predicted hostile sexist behavior. Implicit sexist attitudes did not predict sexist behavior. The implications of these findings are discussed.     

Wisdom in the Military Context

On the basis of the Berlin wisdom paradigm, we define wisdom in the military context as expert knowledge and judgment concerning in extremis military operations. We measured wisdom in the military context by asking participants to give advice to an inexperienced officer facing an in extremis operation; subsequently, we coded their responses. Data were provided by 74 senior noncommissioned officers (NCOs) in the U.S. defense forces. In support of convergent validity, wisdom in the military context was positively related to general objective wisdom and general self-assessed wisdom. Relationships of wisdom in the military context and general objective wisdom with Big Five personality characteristics were nonsignificant, whereas general self-assessed wisdom was positively related to extraversion, agreeableness, and openness to experience, and it was negatively related to neuroticism. The findings provide initial support for the validity of the new wisdom in the military context measure. We discuss several implications for future research and practice regarding wisdom in the military context.     

A church-based peer-led group intervention for mental illness

Religion and spirituality (R/S) can be powerful supports and provide important coping resources for individuals in recovery. Faith communities seem to offer many advantages for recovery-oriented support, but have rarely been the setting for empirically examined psychosocial rehabilitation efforts. This study describes the outcomes for individuals in Living Grace Groups (LGGs), a peer-led group intervention for mental illness that is based in churches and integrates R/S. Persons at all active LGGs were surveyed before and after participation using well-validated scales for recovery, psychiatric symptoms, and spirituality. LGGs attracted individuals with a broad range of persistent psychiatric difficulties, who described religion as important to them and rated the groups as very helpful. Participants reported improvements in recovery and spirituality as well as reductions in psychiatric symptoms. R/S-integrated support groups may improve care by increasing cultural match, as well as providing more access to recovery-oriented care by tapping the resources of faith communities.     

Fred Plaut in conversation with Andrew Samuels

Abstract :  This is a reprint of an interview of Fred Plaut (who died in June 2009) conducted by Andrew Samuels in mid-1988 and first published in April 1989 in the  Journal , 34, 2, pp. 159–83. The interview covers Plaut's early life, his career, and historical observations of the development of the Society of Analytical Psychology from its beginnings, and of the wider community of Jungian analysis. Plaut reflects uninhibitedly on such topics as the role of leadership in analytical psychology, discussing the parts played by Michael Fordham in London and Hannes Dieckmann in Berlin. Plaut explains his thinking concerning individuation.     

Race and sex in a lifetime

Abstract: The Jungian analysts who participated in the writing of this paper 1 explicitly or implicitly address issues of social and political stasis, retrogression and change via their particular usages of the concept of the transcendent function. Singer proposes that the transcendent function is a term that is usually applied to individuals in whom symbolic material appears that suggests the reconciling of opposites, leading to psycho‐spiritual growth. He also looks at the notion of the transcendent function as it can appear in a similar way in the collective psyche. In addition, he gives attention to the opposite phenomenon—what might be called the descendent function—as it appears in the collective psyche and its leadership, wherein symbolic material can create the division of groups of people into opposites, mobilizing destructive rather than transformative experience. Meador states that Jung designated the mediating process of assimilating unconscious images and ideas into consciousness as the transcendent function. Just as this synthesizing process can produce insight in the individual, it can also be applied to changes in collective society. Embedded collective assumptions tend to shift when opposites collide, as they did, for example, in the turmoils of the 1960s. Her contribution focuses on the recent revolution in racial and sexual attitudes as the product of a collective struggle between certain ingrained social mores from the past and conflicting new points of view. Samuels’ conclusion is that the concept of the transcendent function has little value with respect to political problems. His contribution focuses on: (i) The limitations of using ideas (such as the transcendent function) derived from analysis with individuals in furtherance of an understanding of social and political phenomena. (ii) The specific problem of a lack of credible psycho‐political models for social progress and regress—he argues that the transcendent function is not useful in this regard. (iii) The question of political aggression, violence and conflict in society is explored from the standpoint of the transcendent function so as to investigate its possible role in the management of political conflict. Samuels severely criticizes what he terms ‘triangulation’ and ‘hyper‐reflection’ on the part of analysts who engage with political debates and issues. (iv) Leadership is examined from the standpoint of the transcendent function which, again, does not seem pertinent. Rather, new discoveries in family psychology about the role of the father have greater possibilities as a basis for new thinking about leadership.