Presidential Leadership Style and the Political Use of Force

A growing body of work seeks to explain the lack of clear evidence for the diversionary use of force by casting doubt on such strategies' attractiveness for policy makers: while domestic political and economic problems may provide incentives for diversion, such strategies involve political and military risks that frequently outweigh these incentives. Such theories correctly identify the objective risks involved in diversion but do not account for variation in leaders' risk‐taking propensities. We develop a “first image” theory of diversion that suggests a key psychological variable (locus of control) shapes leaders' willingness to engage in risky diversionary strategies. A statistical analysis of the American use of force, 1953–2000, finds strong support for this model. We conclude that the lack of clear evidence for diversion in general is a reflection of the contingent nature of the phenomenon and call for greater attention to how agents and structures interact to produce policy behavior.     

授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用

从组织投资的视角,研究授权赋能领导行为、内部人身份感知与组织公民行为之间的关系.通过问卷调查,搜集了一家企业146名主管和下属的配对数据.研究结果表明,领导授权赋能行为对员工内部人身份感知有积极的影响作用,同时,内部人身份感知在授权赋能领导行为和员工组织公民行为之间起到完全中介作用,同时,员工基于组织的自尊对内部人身份感知的中介效应起到调节作用.最后还讨论了未来的研究方向和实际应用的意义等内容.     

Social,Religious and Spiritual Capital and Physical/Emotional Functioning in a National Sample of African Americans

Spiritual and religious capital are forms of the broader construct of social capital. The present study, using probability‐based sampling methods, surveyed a national sample of African American adults to examine the relative contributions of spiritual and religious capital to their physical and emotional functioning. Analyses were conducted to determine if these constructs made a unique contribution above and beyond general social capital. African American men and women (N = 803) were interviewed by telephone. Hierarchical linear regressions revealed that, across the full sample, although social capital was a positive predictor of physical and emotional functioning (p < .05 and p < .001), neither religious nor spiritual capital made an additional contribution to these outcomes. However, the relationships among these variables differed for men and women. Among men, social capital predicted positive emotional functioning (p < .001) but not physical functioning; spiritual and religious capital made no additional contribution to either outcome variable. Among women, social capital predicted positive emotional functioning (p < .01) but not physical functioning. However, religious capital did make a significant additional contribution to the prediction of emotional functioning (ΔR², p < .01). Dividing the sample into different age groups did not produce any different findings from those found with the sample as a whole. Findings are discussed in terms of implications for church‐ and faith‐based health promotion interventions aimed at health disparities reduction. Copyright © 2011 John Wiley & Sons, Ltd.     

Is subordinate's loyalty a precondition of supervisor's benevolent leadership? The moderating effects of supervisor's altruistic personality and perceived organizational support

Based on Cheng's differential leadership theory, we investigated the relationship between a subordinate's loyalty to a supervisor (SLS) and the supervisor's benevolent leadership in Chinese organizations. We also explored two moderators of this relationship, the supervisor's altruistic personality and perceived organizational support (POS). Using survey research, we collected data from supervisor‐subordinate dyads in Taiwan and made 167 valid observations. The results showed that SLS positively relates to the supervisor's benevolent behaviours; however, this relationship is diminished by the supervisor's altruistic personality and POS. That is, when the supervisor has a high level of altruistic personality or POS, the association of SLS with the supervisor's benevolent leadership is weaker.     

Extending self‐leadership research to the East: Measurement equivalence of the Chinese and English versions of the MSLQ

In response to calls regarding the applicability of self‐leadership measurement in Eastern (collectivistic) and Western (individualistic) cultures, this study examined the psychometric properties and measurement invariance of the modified self‐leadership questionnaire (MSLQ). The sample consisted of 395 Chinese students and 241 Australian students. Results revealed that the modified self‐leadership questionnaire exhibited a satisfactory condition of psychometric properties across cultures. A series of multi‐sample confirmatory factor analyses demonstrated the cross‐cultural similarity of an 11‐factor model across the Chinese and Australian samples. The modified self‐leadership questionnaire was also found to possess measurement invariance, suggesting that it is appropriate for cross‐cultural research assessing differences of self‐leadership behaviour across Chinese and Western cultures. Implications for future research are also discussed.     

Indonesian leadership styles: A mixed‐methods approach

Indonesian leadership characteristics were examined in three studies, using mixed methods. In the first, qualitative study 127 indigenous characteristics of Indonesian leadership were identified from interviews and focus group discussions with Indonesian managers and staff. In the second study, a questionnaire based on the characteristics found in the first study was administered to Indonesian managers to identify Indonesian leadership styles. Using factor analysis, two highly correlated dimensions were extracted, labelled benevolent paternalism and transformational leadership. In the third study, a questionnaire consisting of leadership characteristics from the GLOBE study, supplemented with a selection of 49 items from the Indonesian questionnaire, was administered to another sample of Indonesian managers. We found that Indonesian leadership has two components; the first involves a more local modernization dimension that ranges from (traditional) benevolent paternalism to (modern) transformational leadership, the second is a more universal person‐ versus team‐oriented leadership dimension. We conclude that Indonesian leadership has both emic and etic aspects.     

Taxonomy of Spiritual Experiences

Spiritual experiences are often associated with health crises, with little information about the structure of the experience. A taxonomic analysis was conducted on data from a group of healers, unveiling a structural model of spiritual experience comprised of three domains: circumstances, manifestation and interpretation. Circumstances included the aspects of setting, situation, and timing. Manifestation incorporated the modes of awareness and the phenomena of the experience. Components of interpretation included personal meaning and congruence with social norms. The examples reflected the orientation of the study population. Further research could examine the applicability of the taxonomy to other religious or spiritual orientations and may assist in clinical assessment of spiritual experiences.Diane Wind Wardell, Ph.D., R.N.C., H.N.C., C.H.T.P./I., and Joan C. Engebretson, Dr.P.H., R.N., H.N.C., are Associate Professors in the School of Nursing at the University of Texas Health Science Center at Houston. Correspondence to Diane Wind Wardell, Diane.Wardell@uth.tmc.edu.     

When Power Changes Hands: The Political Psychology of Leadership Succession in Democracies

Leadership succession in democratic governments and political parties is an ubiquitous but relatively understudied phenomen, where the political becomes intensely personal and vice versa. This article outlines the puzzles that leadership succession poses to political analysts, reviews the literature, and offers a conceptual framework deconstructing the process in terms of a flow from succession contexts and triggers via the role choices of key participants (incumbents and aspiring successors) through to the eventual succession outcomes. It concludes by presenting a series of testable hypotheses to describe and explain leadership successions.     

Prejudice against Women in Male-congenial Environments: Perceptions of Gender Role Congruity in Leadership

Some authors assert that there is a feminine advantage in leadership, even though female leaders are often targets of prejudice. Our experiment tested how people’s expectations affect this prejudice in different work environments. Participants evaluated a male or a female candidate for a leadership position in an industry that was congruent or incongruent with the candidate’s gender role. Participants showed prejudice against the female candidate, especially when she worked in an industry incongruent with her gender role. Female and older participants showed more prejudice against the female leader than did male and younger participants. These results invoke role congruity theory (Eagly & Karau, Role congruity theory of prejudice toward female leaders. Psychological Review, 109, 573–598, 2002).     

创业型领导理论研究及发展趋势

本文对创业型领导产生的背景、理论框架、与其他领导理论的区别与联系、研究现状以及未来研究的发展趋势作了初步讨论。文章的主要结论是:对创业型领导的理论研究将从静态的、横向的、宏观的层次,向更为动态的、纵向的、微观的层次深入;将更加关注创业型领导绩效机制的研究;将更多的采用问卷调查、半结构化、结构化访谈相结合的实证研究方法,将更多的从整合创业和战略管理的角度来对创业型领导进行研究。