Leadership Quarterly最新文献_第2页

Perceptions of leadership effectiveness in global virtual teams: Gender, personality, and self- versus peer evaluations 全球虚拟团队对领导效能的认知：性别、个性、自我与同伴评价

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101859

Wendy Farrell , Malika Richards , Vasyl Taras , Hafsa El Kamous , Lydia Karnadi , Dhruv Pratap Singh , Marc Idelson

{"title":"Perceptions of leadership effectiveness in global virtual teams: Gender, personality, and self- versus peer evaluations","authors":"Wendy Farrell , Malika Richards , Vasyl Taras , Hafsa El Kamous , Lydia Karnadi , Dhruv Pratap Singh , Marc Idelson","doi":"10.1016/j.leaqua.2024.101859","DOIUrl":"10.1016/j.leaqua.2024.101859","url":null,"abstract":"<div><div>This two-study paper examines the link between gender and perceived leadership effectiveness in self-organized Global Virtual Teams (GVTs). Perceived leadership effectiveness is assessed through both self and peer evaluations across a combined sample of 2,430 participants (predominantly students with work experience) from 96 countries, organized into 533 GVTs. The findings from both studies indicate that, in global virtual teams (GVTs), women are perceived by their peers as more effective leaders compared to men. Moreover, women show a smaller gap between self and peer evaluations, suggesting greater alignment between their self-assessments and teammate evaluations. Additionally, Big Five personality traits, specifically Conscientiousness and Extraversion, positively influence peer evaluations of perceived leadership effectiveness. Finally, no single espoused national cultural value of the individuals being rated consistently predicted perceived leadership effectiveness across both studies. Although Masculinity and Collectivism were significant in one study and Uncertainty Avoidance in the other, none showed a consistent effect across both studies. These findings provide valuable insights for recruitment and performance management practices and suggest important directions for future research on gender dynamics and leadership in global virtual teams.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 3","pages":"Article 101859"},"PeriodicalIF":9.1,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143924543","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

Honesty and leadership 诚实与领导能力

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101860

Sixuan Chen , Yongmei Liu , Jianxin Wang , Daniel Houser

引用次数: 0

CEO vision articulation, TMT relational attachment, and corporate entrepreneurship CEO愿景表达、TMT关系依恋与企业企业家精神

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2025.101881

Samuel Adomako , Nadia Zahoor , Shi Tang , Irene Chu , Stephen X. Zhang

引用次数: 0

How good can bad leaders be? The opportunity costs of leader selection 坏领导能有多好？领导选择的机会成本

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-03-01 DOI: 10.1016/j.leaqua.2024.101856

Matthieu Légeret , Christian Zehnder , Benjamin Tur

引用次数: 0

Female CEO selection: Does the glass cliff exist? 女性CEO的选择：玻璃悬崖存在吗？

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-03-01 DOI: 10.1016/j.leaqua.2024.101853

Xiaoxiao Li, Olivia Moyer, Olivia Pfeiffer, Raisa Velthuis, Peter Zaleski

引用次数: 0

Difference-in-Differences with matching methods in leadership studies: A review and practical guide 领导力研究中的差异与匹配方法：回顾与实用指南

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-03-01 DOI: 10.1016/j.leaqua.2024.101813

Kangbok Lee , Yeasung Jeong , Sumin Han , Sunghoon Joo , Junyoung Park , Kangkang Qi

{"title":"Difference-in-Differences with matching methods in leadership studies: A review and practical guide","authors":"Kangbok Lee , Yeasung Jeong , Sumin Han , Sunghoon Joo , Junyoung Park , Kangkang Qi","doi":"10.1016/j.leaqua.2024.101813","DOIUrl":"10.1016/j.leaqua.2024.101813","url":null,"abstract":"<div><div>Difference-in-differences (DiD) model has been widely used in leadership and management research over the last two decades. The appropriateness of DiD model relies on parallel trend assumption. In practice, researchers in leadership and management studies have employed a hybrid approach that combines the matching method and the DiD estimator to reduce bias when parallel trend assumption fails. The matching method is applied to treatment and control observations of <em>outcomes</em> in pre-intervention periods before a DiD method is applied. Given that this hybrid approach is intuitively preferable over other approaches, we propose <em>four critical conditions</em> in leadership studies to justify its appropriateness. We also propose <em>four questions</em> by leveraging a tutorial-type format that reviews advanced DiD-type models. Since advanced DiD-type models require large <em>T</em> (time dimension), we utilize a highly effective but underutilized approach for small <em>T</em> that builds on insights behind the DiD and matching methods. We present an advanced application of the hybrid method to illustrate how it can be employed to examine whether the proposed additional disclosure rules released by the SEC in 2009 and the subsequent choice of firms’ compensation consultants lead to lower CEO pay.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 2","pages":"Article 101813"},"PeriodicalIF":9.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143577416","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 we on the same page? Leader-follower value congruence as a boundary condition in the emergence of charismatic effects 我们的想法一致吗？领导者-追随者价值一致性是魅力效应产生的边界条件

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-03-01 DOI: 10.1016/j.leaqua.2024.101839

Rafael Wilms , Nicolas Bastardoz , Clara Seif el Dahan , Philippe Jacquart

{"title":"Are we on the same page? Leader-follower value congruence as a boundary condition in the emergence of charismatic effects","authors":"Rafael Wilms , Nicolas Bastardoz , Clara Seif el Dahan , Philippe Jacquart","doi":"10.1016/j.leaqua.2024.101839","DOIUrl":"10.1016/j.leaqua.2024.101839","url":null,"abstract":"<div><div>In the emergence of the charismatic effect, the leader–follower value congruence assumption posits that the charisma signal creates a charismatic effect for followers who have congruent values with the leader but may repel followers with incongruent values. Whereas this assumption is a central pillar of charisma signaling, it has not been causally tested. We theorize the charisma signal, leader–follower value congruence, and their interaction as predictors of the charismatic effect (i.e., perceived leader charisma, prototypicality, and effectiveness). In three preregistered experiments, we manipulate the charisma signal and communicated leader values by relying on video-recorded speeches and measure follower values beforehand. We operationalize leader–follower value congruence as the degree to which communicated leader values and measured follower values match. Study 1 showed mixed results for the leader–follower value congruence assumption, whereas Studies 2 and 3 – using polarized rhetoric – fully support it. We found some evidence that value congruence moderates the charisma signal–charismatic effect relationship, such that the relationship becomes stronger (weaker) with more value congruence (incongruence) in Studies 1 and 3 (but not in Study 2). Theoretical and practical implications as well as limitations are discussed.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 2","pages":"Article 101839"},"PeriodicalIF":9.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143577417","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

Does it matter how I behave before I step into the leader role? Intrapersonal behavioral shift in temporary leadership role transition and its effect on perceived leadership effectiveness 在我成为领导者之前，我的行为举止重要吗？临时领导角色转换中的个人行为转变及其对感知领导效能的影响

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-03-01 DOI: 10.1016/j.leaqua.2024.101844

Daria Naieli Hernandez Ibar , Anna Topakas , Samuel Farley, Jeremy Dawson

{"title":"Does it matter how I behave before I step into the leader role? Intrapersonal behavioral shift in temporary leadership role transition and its effect on perceived leadership effectiveness","authors":"Daria Naieli Hernandez Ibar , Anna Topakas , Samuel Farley, Jeremy Dawson","doi":"10.1016/j.leaqua.2024.101844","DOIUrl":"10.1016/j.leaqua.2024.101844","url":null,"abstract":"<div><div>Although leader behavioral adaptability is generally considered a strength, there may be situations where large abrupt changes in behavior diminish perceptions of leadership effectiveness. We argue that in teams with rotating leadership, within-person behavioral shift in relationship- and task-oriented behaviors when transitioning from a nonleader to a leader role will negatively influence follower perceptions of leadership effectiveness. We also contend that this effect is stronger when teams receive behavior-focused training, and are thus more attuned to others’ behaviors. To test our hypotheses, we conducted a randomized controlled intervention study with 183 student teams. Results from multilevel polynomial regression analysis on the overall sample showed that a substantial shift in relationship-oriented behaviors negatively affected perceived leadership effectiveness, while the corresponding effect for task-oriented behaviors was not significant. While the predicted pattern of relationships was not found in the two subgroups, in control group teams an increase in task-oriented, or a decrease in relationship-oriented behaviors, by leaders following role transition was generally viewed positively, which was not the case for intervention teams. Implications of these findings for research, theory and practice are discussed.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 2","pages":"Article 101844"},"PeriodicalIF":9.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142758708","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

The choice of control variables in empirical management research: How causal diagrams can inform the decision 实证管理研究中控制变量的选择：因果图如何为决策提供信息

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-03-01 DOI: 10.1016/j.leaqua.2024.101845

Paul Hünermund , Beyers Louw , Mikko Rönkkö

{"title":"The choice of control variables in empirical management research: How causal diagrams can inform the decision","authors":"Paul Hünermund , Beyers Louw , Mikko Rönkkö","doi":"10.1016/j.leaqua.2024.101845","DOIUrl":"10.1016/j.leaqua.2024.101845","url":null,"abstract":"<div><div>The Leadership Quarterly and the management community more broadly prioritize identifying causal relationships to inform effective leadership practices. Despite the availability of more refined causal identification strategies, such as instrumental variables or natural experiments, control variables remain a common strategy in leadership research. The current literature generally agrees that control variables should be chosen based on theory and that these choices should be reported transparently. However, the literature provides little guidance on how specifically potential controls can be identified, how many control variables should be used, and whether a potential control variable should be included. Consequently, the current empirical literature is not fully transparent on how controls are selected and may be contaminated with bad controls that compromise causal inference. Causal diagrams provide a transparent framework to address these issues. This article introduces causal diagrams for leadership and management researchers and presents a workflow for finding an appropriate set of control variables.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 2","pages":"Article 101845"},"PeriodicalIF":9.1,"publicationDate":"2025-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142968129","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

The business case for demographic diversity in strategic leadership teams: A systematic and critical review of the causal evidence 战略领导团队中人口多样性的商业案例：对因果证据的系统和批判性审查

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-01-01 DOI: 10.1016/j.leaqua.2024.101843

Jost Sieweke , Tanja Hentschel , Brooke A. Gazdag , Levke Henningsen

{"title":"The business case for demographic diversity in strategic leadership teams: A systematic and critical review of the causal evidence","authors":"Jost Sieweke , Tanja Hentschel , Brooke A. Gazdag , Levke Henningsen","doi":"10.1016/j.leaqua.2024.101843","DOIUrl":"10.1016/j.leaqua.2024.101843","url":null,"abstract":"<div><div>Demographic diversity (e.g., gender, age, race, ethnicity) in strategic leadership teams (i.e., boards of directors and top management teams) has received global attention recently. Policymakers have promoted diversity policies by citing the “business case” for diversity that suggests a positive (causal) effect on firm performance. Our focus is twofold: First, we systematically evaluate the methodological rigor of 64 studies on the relationship between strategic leadership team demographic diversity and firm performance (1994–2023) from Financial Times (FT) 50 journals, finding that ca. 70 percent show implausible causal effects, ca. 20 percent lack sufficient information, and only 11 percent (N = 7) demonstrate plausible causal effects. Second, we synthesize research findings of the seven studies. The five studies on gender diversity yield mixed results: some report positive or negative effects, whereas the majority finds no effects on firm performance. Regarding ancestral and genetic diversity, the studies support the business case argument. Overall, our review provides three key insights: (1) a critical evaluation of the causal evidence regarding the business case for demographic diversity in strategic leadership teams, (2) a synthesis of the research findings by focusing on rigorously conducted studies, and (3) hands-on recommendations for refining future approaches for causal research.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 1","pages":"Article 101843"},"PeriodicalIF":9.1,"publicationDate":"2025-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142758706","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