Linking Birth Order to Political Leadership: The Impact of Parents or Sibling Interaction?

Despite mounting evidence that first-born children are overrepresented among incumbents in political office, there is no consensus about the cause of this overrepresentation. Some stress the impact of differential parenting, arguing that the first-born receive a larger share of parental resources and have a greater need to live up to parental expectations. Others emphasize the interaction among siblings, arguing that first-born children are better prepared for power struggles, having experience both as followers and as leaders within the family. This study, using birth-order data for nearly 1,200 incumbents in various offices in local and national politics in the Netherlands, found more support for the parental impact perspective. Singletons were also overrepresented among incumbents, whereas middle-born children were underrepresented. The data suggest that this birth-order effect is weaker among younger generations and is more pronounced among women.     

The Relationship Between Gender Role Stereotypes and Requisite Military Leadership Characteristics

The continuing emphasis on the need to utilize fully women's leadership skills in traditionally or predominantly male environments highlights the need for understanding gender stereotypes and leadership characteristics perceived to be associated with various jobs. This study essentially replicates Schein's research (1973, 1975) to determine the extent of gender stereotypes held by military students for military leadership positions. The results indicate (1) continued disparity in men's perceptions of the similarities between women and leaders, (2) support of previous findings that women recognize similarities between women and leaders, (3) senior military students possess stronger masculine gender role stereotypes of successful officers than do students with less than 1 year of service in the military academy, (4) greater experience with being led by female leaders did not affect men's masculine gender role stereotypes of successful leaders, and (5) successful female cadet leaders perceive successful officers as having characteristics commonly ascribed to both women and men. These results are interpreted in light of previous research on gender roles and leadership, and the practical implications for meeting organizational, and individual objectives for successful utilization of women in military leadership positions are discussed.     

Attack on the Self: Charismatic Leadership and Authoritarian Group Supervision

Charismatic group leadership carries the potential for indoctrination and abuse when countertransference issues remain unexamined. This paper is a personal account of participation by the author in an authoritarian and confrontational supervisory experience with self-serving charismatic leadership. Group casualties are portrayed and discussed. This report applies self-psychological principles to understand the powerful merger of the compliant self and idealized object. Further, the dynamics of group identification with the aggressor are described through the Ferenczian lens of confusion of tongues.     

中国领导心理与行为实证研究二十年进展

国内领导心理和行为的实证研究在过去20年间取得了很大进展,研究领域主要包括特质研究、行为和风格研究、权变研究与新领导理论研究四个方面。该文提出,重视在不同类型和发展阶段的组织情境中分析领导的机制,把焦点由领导者个体转移到互动的领导过程,强化中国文化下的本土化研究,加强实验室方法、追踪研究和质性研究,是今后领导心理与行为研究的重要趋势。     

变革型领导对下属进谏行为的影响：组织心理所有权与传统性的作用

以373对上级-下属配对数据为样本, 分析了上级的变革型领导对下属进谏行为的影响以及组织心理所有权的中介效应和传统性的调节效应。结果发现：变革型领导对下属进谏上司和进谏同事均有积极影响; 变革型领导通过组织心理所有权的中介效应影响下属进谏上司、进谏同事; 传统性对组织心理所有权与进谏上司、进谏同事之间的关系具有调节效应, 员工的传统性越高, 组织心理所有权对进谏上司、进谏同事的影响越小。     

Religion,Politics and Ethics: Towards a Global Theory of Social Transformation

In this paper I set out a phenomenology of social transformation, based on an analysis of the distinctively religious form of communication which underlies the trans-generational and trans-cultural transmission of world traditions, taking Confucianism and Christianity as their representatives. A phenomenological analysis of their communicative structure allows the possibility of a better understanding of what can be learnt from them in the context of contemporary debates in both China and the West on the relations between religion, ethics and politics. This analysis suggests that the ethical consistency of belief and act, which is the necessary condition for the engendering of long-term solidarity in religious community, has significant implications for ethics in politics, and especially for the legitimacy of representational leadership as a focal point for change in society. The paper concludes that the historical experience of world religions can offer new insights into the nature of political leadership and representation in today’s globalised world and that the appropriate locus for this inquiry is the present negotiation and re-negotiation of relations between China and the West.     

Female religious leadership in Switzerland: norms,power, and money

Women’s access to positions of leadership in religions is a highly contested issue in Western societies, both inside religions themselves and in societal discussions of religion. Reliable data on actual female leadership are, however, scarce, especially in European countries and regarding minority religions. This article describes and explains statistically the normative openness of congregations to female leadership as well as the actual existence, position, and financial remuneration of female leaders across the whole range of religious traditions in Switzerland. The study is based on data from the representative National Congregations Study of 2008/2009. Our results show that, despite considerable normative openness, female spiritual and administrative leadership remains scarce in most religious traditions. The highest percentage of female spiritual leaders can be found in the milieu of alternative spirituality, followed by the Reformed congregations. A generally high percentage of female leadership can be found on administrative boards. It is only leadership positions in certain Christian traditions (Reformed, Catholic, Evangelical-classical) that are normally remunerated for women; many other traditions do not have female leadership or, as in the case of the milieu of alternative spirituality, such leadership positions are not remunerated.     

绿色变革型领导的影响效果及其理论解释机制

在环境问题日益严峻的当代背景下,社会各界愈发呼吁企业及其领导者履行环境责任。正因如此,绿色变革型领导在近几年逐渐成为一个前沿研究主题。绿色变革型领导是指领导者激励下属实现组织的绿色环保目标,鼓励下属取得超出预期水平的环保绩效。目前,研究发现,绿色变革型领导能够显著提升员工和企业的绿色行为、绿色创新。社会认知、情感事件、自我决定、社会认同和动态能力是解释上述关系的重要理论。最后,文章提出了一些展望供未来研究参考。     

工作场所领导愤怒的有效性及其作用机制

领导愤怒(leader anger)作为最常见、最易被感受到的工作场所负面情绪之一, 对于改善工作关系、行为和绩效具有显著影响。然而, 已有文献关于领导愤怒阻碍还是促进领导有效性的观点存在许多争议, 对于领导愤怒为什么以及何种条件下影响领导有效性的问题尚不明确。在回顾工作场所领导愤怒概念起源和内涵特点的基础上, 从消极效应和积极效应双刃视角厘清了工作场所领导愤怒的有效性, 基于情绪即社会信息理论阐释了工作场所领导愤怒有效性的双路径中介机制, 并从个体/团队/组织三层面分析了领导愤怒有效性的边界条件。未来研究应从工作场所领导愤怒的概念和结构测量、事件前因和后果、中介机制、情境因素、研究方法和研究层面等方面进一步拓展。     

领导风格与敬业度关系的元分析

采用元分析方法探讨领导风格与敬业度的关系。经筛选, 共有148篇文献162个独立样本符合元分析标准(N = 84836)。元分析结果发现, 授权型领导、伦理型领导、变革型领导、领导-成员交换、真实型领导、交易型领导、服务型领导以及家长式领导与敬业度之间均呈显著的正相关关系, 且对敬业度的解释力递减; 不同的敬业度量表对领导-成员交换、真实型领导与敬业度之间的关系有显著的调节作用, UWES为中等正相关, 其他量表为高等正相关; 不同的研究设计对伦理型领导与敬业度的关系调节作用显著, 横截面研究设计测得的相关程度比纵向研究高; 文化背景能够显著调节变革型领导、领导-成员交换、真实型领导、伦理型领导、服务型领导以及交易型领导与敬业度之间的关系, 除服务型领导外, 东方文化背景下的相关系数均比西方文化背景下高。