The Backdrop of Leadership: How Environmental Awe Influences Charisma Attributions

IF 6.2 2区 管理学 Q1 BUSINESS
Jack McGuire, Nicolas Bastardoz, Leonie J. Hentrup, David De Cremer, Jochen I. Menges
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Abstract

Charisma is often attributed to leaders based on how they look, talk, and behave. Yet very little is known about the role of the physical environment in influencing attributions of leader charisma. The role of the physical environment is crucial because leaders inevitably occupy physical spaces that vary across contexts. In this research, we find that the grandeur of the physical environment, specifically in its ability to induce awe, enhances attributions of charisma for leaders who are not already known to be charismatic. First, in a field experiment, we show that a real business leader is attributed with more charisma when delivering a speech in an awe-inducing (vs. an ordinary) environment. In three follow-up experiments, we find that awe-inducing physical environments amplify charisma attributions and that this effect was diminished or absent for individuals already known for their charisma. Together, our findings contribute to the leadership literature by demonstrating the importance of the physical environment in influencing whether followers consider their leaders to be charismatic.

领导力的背景:环境敬畏如何影响魅力归因
人们常常根据领导者的外表、言谈和行为来评价他们的魅力。然而,人们对物理环境在影响领导者魅力归因方面的作用知之甚少。物理环境的作用至关重要,因为领导者不可避免地要占用不同环境的物理空间。在这项研究中,我们发现,宏伟的物理环境,特别是在它引起敬畏的能力方面,增强了那些不具备魅力的领导者对魅力的归因。首先,在实地实验中,我们发现真正的商业领袖在令人敬畏的环境中(与普通环境相比)发表演讲时更具魅力。在接下来的三个实验中,我们发现,令人敬畏的物理环境会放大魅力归因,而对于那些已经以魅力著称的人来说,这种效应会减弱或消失。总之,我们的研究结果通过展示物理环境在影响追随者是否认为他们的领导者具有魅力方面的重要性,为领导力文献做出了贡献。
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来源期刊
CiteScore
10.50
自引率
5.90%
发文量
98
期刊介绍: The Journal of Organizational Behavior aims to publish empirical reports and theoretical reviews of research in the field of organizational behavior, wherever in the world that work is conducted. The journal will focus on research and theory in all topics associated with organizational behavior within and across individual, group and organizational levels of analysis, including: -At the individual level: personality, perception, beliefs, attitudes, values, motivation, career behavior, stress, emotions, judgment, and commitment. -At the group level: size, composition, structure, leadership, power, group affect, and politics. -At the organizational level: structure, change, goal-setting, creativity, and human resource management policies and practices. -Across levels: decision-making, performance, job satisfaction, turnover and absenteeism, diversity, careers and career development, equal opportunities, work-life balance, identification, organizational culture and climate, inter-organizational processes, and multi-national and cross-national issues. -Research methodologies in studies of organizational behavior.
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