Leadership Quarterly最新文献_第2页

Effect size benchmarks: Time for a causal renaissance 效应大小基准：是时候进行因果复兴了

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-01-01 DOI: 10.1016/j.leaqua.2024.101855

Paul Amari , George Banks , Leah Bourque , Holly Holladay , Ernest O’Boyle

{"title":"Effect size benchmarks: Time for a causal renaissance","authors":"Paul Amari , George Banks , Leah Bourque , Holly Holladay , Ernest O’Boyle","doi":"10.1016/j.leaqua.2024.101855","DOIUrl":"10.1016/j.leaqua.2024.101855","url":null,"abstract":"<div><div>Effect size benchmarks guide theory, aid in interpreting practical significance, and help gauge scientific progress. However, effect size benchmarks derived from correlations typically violate the definition of an “effect” because they do not capture a singular causal relationship and instead represent an ambiguous amalgamation of additive, multiplicative, and interactive causes. Therefore, correlational benchmarks can be highly misleading to the point of threatening the very livelihood of society at large by misinforming policy and decision-making. To highlight these issues and demonstrate a more productive path forward, we begin by reviewing the four key challenges in creating effect size benchmarks and establishing evidence of causal inference strength. We then illustrate the limitations and opportunities in current practice through a systematic review of the leadership literature that highlights four themes related to causally identified effect sizes. We conclude this work with a blueprint that provides a meaningful redirection of the conversation so that future meta-analytic studies can provide accurate, specific, and unconfounded effect size benchmarks to achieve a more robust and cumulative science.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 1","pages":"Article 101855"},"PeriodicalIF":9.1,"publicationDate":"2025-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142968128","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Racial minorities in strategic leadership: An integrative literature review and future research roadmap

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-01-01 DOI: 10.1016/j.leaqua.2024.101840

Yangyang Zhang , Ann Mooney , Sibel Ozgen

{"title":"Racial minorities in strategic leadership: An integrative literature review and future research roadmap","authors":"Yangyang Zhang , Ann Mooney , Sibel Ozgen","doi":"10.1016/j.leaqua.2024.101840","DOIUrl":"10.1016/j.leaqua.2024.101840","url":null,"abstract":"<div><div>Bolstered by their slow but increasing representation, racial minority strategic leaders have started to capture significant research attention across disciplines. We review this emergent literature, synthesizing and integrating the research progress to date across the 147 articles we identified. Our review highlights a range of factors that have been found to influence racial minority representation in strategic leadership positions, including factors at the firm, board, individual, and environmental levels. We also summarize how such representation has been found to affect firm outcomes (e.g., firm performance, innovation) as well as the careers of the racial minority leaders (e.g., compensation, promotion). Despite the many advances made in the literature, we assert that the research on racial minority strategic leadership is at a critical juncture. Specifically, we call attention to three major challenges that may threaten research contributions if not addressed: (1) strengthening methodology – constructs, measurement, and analyses, (2) fortifying theoretical underpinnings, and (3) strengthening generalizability of research findings with a deeper consideration of context. Finally, we offer a roadmap for future research, including insights for addressing the three challenges we identified and suggestions for new and broader research directions that we believe will meaningfully advance the field.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 1","pages":"Article 101840"},"PeriodicalIF":9.1,"publicationDate":"2025-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143151254","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Charisma is a costly signal 魅力是一个代价高昂的信号

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2024-12-01 DOI: 10.1016/j.leaqua.2024.101810

Vita Akstinaite , Ulrich Thy Jensen , Michalis Vlachos , Alexis Erne , John Antonakis

{"title":"Charisma is a costly signal","authors":"Vita Akstinaite , Ulrich Thy Jensen , Michalis Vlachos , Alexis Erne , John Antonakis","doi":"10.1016/j.leaqua.2024.101810","DOIUrl":"10.1016/j.leaqua.2024.101810","url":null,"abstract":"<div><div>A key assumption in modern conceptualizations of charisma is that it is a costly signal. It thus should be easier for intelligent individuals to produce this signal: it requires one to be creative, communicate in symbolic ways, have the needed expertise, and be consistent in one’s values and actions. At this time, it is unclear whether this assumption holds. Using data from an incentivized laboratory experiment (<em>n</em> = 1,998 general population) and two field settings (<em>n</em> = 134 public service leaders and <em>n</em> = 41 U.S. presidents), we show that individuals’s charisma signaling scores strongly correlate with their scores on intelligence. A change of a standard deviation in intelligence was associated with changes in charisma signaling of 7.89 % (Study 1), 11.01 % (Study 2), as well as 5.70 %, 6.80 %, and 12.23 % (Study 3), respectively. In addition, Studies 1 and 2 showed that scores on personality dimensions—whether the big five or the big six—do not correlate with charisma signaling. Our results lay the foundations for explaining a mechanism for why charisma signaling is a potent motivational tool and thus have important theoretical and policy implications.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"35 6","pages":"Article 101810"},"PeriodicalIF":9.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142756808","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Do followers mind the pay gap? An experimental test of the impact of the vertical pay gap on leader effectiveness 追随者介意薪酬差距吗？纵向薪酬差距对领导者效率影响的实验测试

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2024-12-01 DOI: 10.1016/j.leaqua.2024.101811

Kim Peters , Miguel A. Fonseca , Niklas K. Steffens , Oliver P. Hauser

{"title":"Do followers mind the pay gap? An experimental test of the impact of the vertical pay gap on leader effectiveness","authors":"Kim Peters , Miguel A. Fonseca , Niklas K. Steffens , Oliver P. Hauser","doi":"10.1016/j.leaqua.2024.101811","DOIUrl":"10.1016/j.leaqua.2024.101811","url":null,"abstract":"<div><div>The pay gap between those in leadership positions and other organisational members has risen markedly over the last five decades. There is evidence that this gap may undermine subordinate identification with and evaluation of the organisation and its leaders. To date, however, there is limited evidence that this gap affects related subordinate behaviour, including their willingness to follow their leader’s commands and work for the organisational public good. To address this, we ran two pre-registered experiments (Study 1: <em>N</em> = 318; Study 2: <em>N</em> = 327) that examined participants’ real effort behaviour in temporary ‘organisations’ with a small or large leader-worker pay gap. We varied whether this pay gap was exogenously determined (Study 1), or endogenously chosen by the leader (Study 2). In both studies, workers in large (versus small) pay gap organisations were less likely to identify with their leader and organisation and reported poorer affective well-being. They were also less willing, at least initially, to follow their leader’s commands. When the size of the pay gap was endogenously chosen by the leader, workers in large (versus small) gap organisations reduced their contributions to the public good. We discuss implications for organisational leadership and performance.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"35 6","pages":"Article 101811"},"PeriodicalIF":9.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141768937","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Gender and evaluations of leadership behaviors: A meta-analytic review of 50 years of research 性别与领导行为的评估：50年研究的元分析回顾

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2024-12-01 DOI: 10.1016/j.leaqua.2024.101822

Samantha C. Paustian-Underdahl , Caitlin E. Smith Sockbeson , Alison V. Hall , Cynthia Saldanha Halliday

{"title":"Gender and evaluations of leadership behaviors: A meta-analytic review of 50 years of research","authors":"Samantha C. Paustian-Underdahl , Caitlin E. Smith Sockbeson , Alison V. Hall , Cynthia Saldanha Halliday","doi":"10.1016/j.leaqua.2024.101822","DOIUrl":"10.1016/j.leaqua.2024.101822","url":null,"abstract":"<div><div>As more women have entered the managerial ranks, discussion about differences between men’s and women’s leadership behaviors have persisted. The current study reviews and analyzes 50 years of research to examine gender differences in evaluations of their leadership behaviors. Across 13 new meta-analyses using data from 1970 to 2020, we examine evaluations of leadership behaviors that vary across two dimensions: communal-agentic and effective-ineffective, including: democratic/participative, relationship-oriented/consideration, idealized influence, individualized consideration, intellectual stimulation, ethical/moral, autocratic/directive, task-oriented/initiating structure, contingent reward, MBE-active, inspirational motivation, MBE-passive, and laissez-faire. The meta-analytic results suggest that women are seen as engaging in more effective agentic and communal leadership behaviors, compared to men, while men are seen as engaging in less effective and more passive leadership behavior, compared to women. Relying on social role theory and arguments from the double standards of competence literature, we also examine whether the relationship between gender and evaluations of leadership behaviors differs across time and levels of leadership. Interestingly, only one primary study across all our analyses utilized an objective instead of a subjective measure of leader behavior, underscoring the imperative for more objective assessments in the future. Practical implications and future research directions are also discussed. All supplemental material can be found at: <span><span>https://osf.io/enm3d/?view_only=ea99d34911284304a4b2bf61079d5ecd</span><svg><path></path></svg></span>.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"35 6","pages":"Article 101822"},"PeriodicalIF":9.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142756811","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Women in academic publishing: Descriptive trends from authors to editors across 33 years of management science 学术出版中的女性：从作者到编辑33年管理科学的描述趋势

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2024-12-01 DOI: 10.1016/j.leaqua.2024.101814

Brooke A. Gazdag , Jamie L. Gloor , Cécile Emery , Sebastian A. Tideman-Frappart , Eugenia Bajet Mestre

{"title":"Women in academic publishing: Descriptive trends from authors to editors across 33 years of management science","authors":"Brooke A. Gazdag , Jamie L. Gloor , Cécile Emery , Sebastian A. Tideman-Frappart , Eugenia Bajet Mestre","doi":"10.1016/j.leaqua.2024.101814","DOIUrl":"10.1016/j.leaqua.2024.101814","url":null,"abstract":"<div><div>Traditionally, leadership scholars often study snapshots of leaders in organizations. However, academic publishing offers a unique, more controlled context to study leadership with implications for leadership scholars and scholarship. Hence, we present a descriptive overview of women’s representation across 33 years in 11 top management journals across levels of leaders in academic publishing (i.e., editors, associate editors, and editorial board members) and authors. To do so, we curated an archival dataset tracking women’s representation over time and across these four levels (i.e., 21,510 authors and 4,173 leaders) with 51,360 data entries for the authors and 320,545 for the leaders. Overall, women’s representation increased over time, which was explained by simple time trend effects. Only 32 of 135 editors were women (i.e., 23.7 %), and the share of women associate editors showed particularly drastic fluctuations. We did not observe a “leaky pipeline” except from the associate editor to editor step, as well as notable fluctuations—particularly after new editor appointments—and between journals. We discuss the influential roles editors and publishers have on women’s representation in academic publishing and science more broadly as well as implications for future research and policy.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"35 6","pages":"Article 101814"},"PeriodicalIF":9.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142756906","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Dynamics in the heritability of leadership role occupancy: Evidence from a three-wave twin sample 领导角色占有遗传力的动态：来自三波双胞胎样本的证据

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2024-12-01 DOI: 10.1016/j.leaqua.2024.101838

Christoffer Florczak , Stig Hebbelstrup Rye Rasmussen , Ulrich Thy Jensen , Justin M. Stritch , Robert Klemmensen

{"title":"Dynamics in the heritability of leadership role occupancy: Evidence from a three-wave twin sample","authors":"Christoffer Florczak , Stig Hebbelstrup Rye Rasmussen , Ulrich Thy Jensen , Justin M. Stritch , Robert Klemmensen","doi":"10.1016/j.leaqua.2024.101838","DOIUrl":"10.1016/j.leaqua.2024.101838","url":null,"abstract":"<div><div>Studies show that genetics matter in who becomes a leader. However, we know little about the dynamic properties of the heritability of leadership emergence or how genetics might interact with environmental conditions to shape leadership emergence. We track leadership role occupancy at three time points among a cohort of 1,079 Danish twin pairs over ten years. Our results suggest that genetics matter less when the cohort is young and increase over time as the cohort grows older. We argue that labor market entry costs coupled with free access to education constrain the effect of genetics in the cohort during early adulthood, suggesting differing effects of the environment on genetic expression as the cohort ages. Sorting based on individual predisposition towards leadership likely strengthens as the cohort grows older and gains labor market experience. This result implies that we should not view the effect of genes on leadership role occupancy as static and that environmental experiences could disproportionately affect critical early leadership advancement. Our study reinforces calls to consider dynamic properties such as gene x environment interactions to advance our broader understanding of leadership’s biology.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"35 6","pages":"Article 101838"},"PeriodicalIF":9.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142756809","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Are women strategic leaders more effective during a crisis than men strategic leaders? A causal analysis of the relationship between strategic leader gender and outcomes during the COVID-19 crisis 女性战略领导者在危机中是否比男性战略领导者更有效？COVID-19危机期间战略领导者性别与结果关系的因果分析

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2024-12-01 DOI: 10.1016/j.leaqua.2024.101812

William G. Obenauer , Jost Sieweke , Nicolas Bastardoz , Paulo R. Arvate , Brooke A. Gazdag , Tanja Hentschel

{"title":"Are women strategic leaders more effective during a crisis than men strategic leaders? A causal analysis of the relationship between strategic leader gender and outcomes during the COVID-19 crisis","authors":"William G. Obenauer , Jost Sieweke , Nicolas Bastardoz , Paulo R. Arvate , Brooke A. Gazdag , Tanja Hentschel","doi":"10.1016/j.leaqua.2024.101812","DOIUrl":"10.1016/j.leaqua.2024.101812","url":null,"abstract":"<div><div>Extant research has used the COVID-19 pandemic as a context to test the “women leadership advantage during crisis” hypothesis. An influential paper reported that women U.S. governors were associated with fewer COVID-19 deaths. Building on this work, we demonstrate that methodological assumptions play a critical role in our interpretation of findings. First, we conduct a literal replication (Study 1) of the original study to validate our dataset. Second, a series of constructive replications (Studies 2A-D) shows the results rely on methodological assumptions that are not fully supported. Without these assumptions, we find no evidence for the “women leadership advantage during crisis” hypothesis. Third, in two constructive replications focusing on U.S. counties and Brazilian municipalities, we causally test the relationship between strategic leader gender and COVID-19 deaths using a geographic matching design (Study 3A) and a regression discontinuity design (Study 3B). Again, we find no evidence for the “women leadership advantage during crisis” hypothesis. Collectively, we demonstrate that when following the methodological precedent of extant research, we were able to replicate previously identified relationships between gender and leadership outcomes, but after accounting for endogeneity and basic assumptions of linear models, we were no longer able to replicate these effects. In all our constructive replications, we found no significant difference in the effectiveness of women and men strategic leaders in crises.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"35 6","pages":"Article 101812"},"PeriodicalIF":9.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142756812","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Exogenous shocks: Definitions, types, and causal identification issues 外源冲击：定义、类型和因果识别问题

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2024-09-05 DOI: 10.1016/j.leaqua.2024.101823

Philippe Jacquart, Simone Santoni, Simeon Schudy, Jost Sieweke, Michael Withers

引用次数: 0

Becoming a leader with clipped wings: The role of early-career unemployment scarring on future leadership role occupancy 成为羽翼渐丰的领导者：职业生涯初期的失业伤痕对未来领导角色的影响

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2024-08-01 DOI: 10.1016/j.leaqua.2024.101786

Olga Epitropaki , Panagiotis Avramidis

{"title":"Becoming a leader with clipped wings: The role of early-career unemployment scarring on future leadership role occupancy","authors":"Olga Epitropaki , Panagiotis Avramidis","doi":"10.1016/j.leaqua.2024.101786","DOIUrl":"10.1016/j.leaqua.2024.101786","url":null,"abstract":"<div><p>Whereas the scarring effects of unemployment on future income, health and well-being are well-documented, little is known about its potential role in future leadership emergence and development. Using data from two cohorts of the National Longitudinal Study of Youth (NLSY79 and NLSY97) and drawing from life course theory, we examine the role of employment gaps in emerging adulthood on leadership role occupancy in middle adulthood. Based on a combined sample of 9,915 respondents (NLSY79 N = 5,551; NLSY97 N = 4,567), we find strong and robust support for significant scarring effects of early-career unemployment on individuals’ future chances to occupy leadership positions in work settings. We further examine the moderating role of early life disadvantage (operationalized as family socio-economic status and childhood delinquency) and sex. Based on our main and supplementary analyses, we find some but weak support for these interaction effects. Our results based on complete case analyses support the role of early life disadvantage, showing that individuals from disadvantaged backgrounds experience stronger negative effects on leader role occupancy due to employment gaps in emerging adulthood. They further support the moderating role of sex, showing women to experience more adverse effects. Implications for theory and practice are discussed.</p></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"35 4","pages":"Article 101786"},"PeriodicalIF":9.1,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S1048984324000158/pdfft?md5=7c44efb1142c259d2c62ffb66f3d0301&pid=1-s2.0-S1048984324000158-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141939706","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0