Leadership Quarterly最新文献_第3页

Leading with pride: An interdisciplinary integrative review on LGBTIQ + leadership and an agenda for future research 骄傲地领导：LGBTIQ +领导力的跨学科综合评论和未来研究议程

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-07-01 Epub Date: 2025-07-03 DOI: 10.1016/j.leaqua.2025.101883

Simon Lloyd Restubog , Yiqiong Li , Pauline Schilpzand , Yaqing He , Randolfh Nerona

{"title":"Leading with pride: An interdisciplinary integrative review on LGBTIQ + leadership and an agenda for future research","authors":"Simon Lloyd Restubog , Yiqiong Li , Pauline Schilpzand , Yaqing He , Randolfh Nerona","doi":"10.1016/j.leaqua.2025.101883","DOIUrl":"10.1016/j.leaqua.2025.101883","url":null,"abstract":"<div><div>Our integrative review of 101 empirical, peer-reviewed journal articles uncovers the workplace experiences of LGBTIQ+ leaders. By synthesizing findings across disciplines, we present an evidence-based framework that highlights the multifaceted nature of LGBTIQ + leadership. This framework systematically integrates research on both negative and positive stereotypes and biases, identity management, and unique opportunities. It also provides a holistic understanding of how these challenges and opportunities affect not only LGBTIQ + leaders, but also others in their organizations. Guided by this framework, we propose a theoretically grounded research agenda that provides fresh insights into stereotypes, identity management, unique opportunities, and potential boundary conditions. This agenda encourages new research directions, driving further theoretical development and empirical work. Furthermore, it equips organizations with evidence-based strategies to better support LGBTIQ + leaders, fostering a more inclusive workplace. Finally, we critically assess the methodological approaches in existing research and provide recommendations to improve the quality of future studies, essential for advancing scholarship about LGBTIQ + leaders.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 4","pages":"Article 101883"},"PeriodicalIF":9.1,"publicationDate":"2025-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144596178","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

Too young to lead? Role incongruity explains age bias against young leaders 太年轻不能领导？角色不协调解释了对年轻领导者的年龄偏见

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-07-01 Epub Date: 2025-05-15 DOI: 10.1016/j.leaqua.2025.101878

Christoph Daldrop , Astrid C. Homan , Claudia Buengeler

{"title":"Too young to lead? Role incongruity explains age bias against young leaders","authors":"Christoph Daldrop , Astrid C. Homan , Claudia Buengeler","doi":"10.1016/j.leaqua.2025.101878","DOIUrl":"10.1016/j.leaqua.2025.101878","url":null,"abstract":"<div><div>Although no evidence suggests that young leaders are less effective than older ones, lowered perceptions of leadership suitability may limit their career advancement. This research examines age bias against young leaders by investigating <em>why</em> they are perceived as less leader-like and identifying observers more likely to endorse these perceptions. Drawing on role congruity theory and age stereotypes, we argue that young adults are perceived as incongruent with leader roles because they are stereotyped as agentic-dominant (e.g., demanding, risky) while lacking agentic-competence (e.g., intelligent, dedicated) and communal qualities (e.g., caring, honest). From a lifespan perspective, we propose that stereotypes become more salient with observer age, amplifying the perceived incongruity between young adults and leader roles. We test these hypotheses in an experimental study with two independent samples: Sample 1 (<em>N</em> = 201) assessed attributes for typical and ideal leaders, while Sample 2 (<em>N</em> = 711) evaluated young, middle-aged, and older adults on the same attributes. Findings indicate that young adults are perceived as incongruent with both leader roles, with this effect being stronger among older observers. This research advances understanding of age bias by highlighting the distinct challenges young leaders face and the role of observer age in shaping leadership perceptions.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 4","pages":"Article 101878"},"PeriodicalIF":9.1,"publicationDate":"2025-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144596175","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

Call for proposals: The 2027 Leadership Quarterly Yearly Review (LQYR) issue 建议征集：2027年领导力季度年度回顾（LQYR）问题

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-07-01 Epub Date: 2025-07-07 DOI: 10.1016/j.leaqua.2025.101896

Thomas Fischer (Yearly Review Editor)

引用次数: 0

Female leadership: An integrative review and research framework 女性领导力：一个综合评价和研究框架

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-05-01 Epub Date: 2024-12-24 DOI: 10.1016/j.leaqua.2024.101858

Martin Buss , Sophie Andler , Victor Tiberius

引用次数: 0

The effects of the charisma signal and voice pitch in female leader selection 魅力信号和音高对女性领导者选择的影响

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-05-01 Epub Date: 2025-01-31 DOI: 10.1016/j.leaqua.2024.101857

Rafael Wilms , Janneke K. Oostrom , Emma van Garderen

{"title":"The effects of the charisma signal and voice pitch in female leader selection","authors":"Rafael Wilms , Janneke K. Oostrom , Emma van Garderen","doi":"10.1016/j.leaqua.2024.101857","DOIUrl":"10.1016/j.leaqua.2024.101857","url":null,"abstract":"<div><div>Women are often discriminated against in leader selection contexts. This study examines the charisma signal, voice pitch, and their interaction in female leader selection (i.e., perceptions of [non-incentivized and incentivized] hirability, competence, and warmth). We derive our hypotheses from signaling theory and the evolutionary perspective on charisma. Based on three pre-registered experiments (total <em>N</em> = 2,408), we found that the charisma signal increases female applicants’ hirability (not significantly in Study 2), while the results were mixed for competence and warmth. Study 1 showed that small changes in voice pitch of ± 20 Hz did not affect any of the outcomes. In Studies 2 and 3, we altered the female applicant’s voice to a low, average, and high female pitch. Study 2 showed that only a low but not a high voice pitch increased perceived hirability and competence (while perceived warmth remained unaffected). Study 3 showed that only low voice pitch decreased warmth. Furthermore, Study 3 suggested that female applicants who signal charisma can outperform a standard male applicant in terms of hirability, competence, and warmth. Furthermore, the interaction between the charisma signal and voice pitch did not predict any of the outcomes. Theoretical contributions, practical implications, and limitations are discussed.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 3","pages":"Article 101857"},"PeriodicalIF":9.1,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143924542","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

The influence of charismatic leadership on followers’ attentional processes 魅力型领导对追随者注意过程的影响

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-05-01 Epub Date: 2025-01-06 DOI: 10.1016/j.leaqua.2024.101854

Lara H. Engelbert , Michiel van Elk , Jan Theeuwes , Mark van Vugt

{"title":"The influence of charismatic leadership on followers’ attentional processes","authors":"Lara H. Engelbert , Michiel van Elk , Jan Theeuwes , Mark van Vugt","doi":"10.1016/j.leaqua.2024.101854","DOIUrl":"10.1016/j.leaqua.2024.101854","url":null,"abstract":"<div><div>We examined how followers process consistent versus inconsistent messages from a highly charismatic versus non-charismatic leader on a theme relevant to both leader and follower (i.e., climate change). We conducted a lab eye-tracking experiment (Study 1, <em>N</em> = 32) and an online reading experiment (Study 2, <em>N</em> = 1729) to observe followers’ reactions towards (written) information that they received from a leader with high versus low charisma and that was consistent or inconsistent with the leader’s previously expressed views. In Study 1, we found some evidence that participants spent longer reading consistent and inconsistent messages in the high (vs. low) charisma condition. There was no interaction between the charisma and message inconsistency factors. In Study 2, we observed that exposure to a message from a highly charismatic leader (vs. low charisma) increased reading times across consistent and inconsistent sentences. However, when excluding potentially endogenous variables from the analysis, we found some evidence that charisma moderates the processing of inconsistencies, such that participants spent longer reading inconsistent information in the high versus low charisma condition. We discuss the influence of charismatic signaling on followers’ attentional processes in the context of leadership and cognitive attention theories and provide recommendations for future research.</div></div>","PeriodicalId":48434,"journal":{"name":"Leadership Quarterly","volume":"36 3","pages":"Article 101854"},"PeriodicalIF":9.1,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143924594","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

The value of leadership: Evidence from a large-scale field experiment 领导力的价值：来自大规模实地实验的证据

IF 9.1 1区管理学

Leadership Quarterly Pub Date : 2025-05-01 Epub Date: 2025-02-12 DOI: 10.1016/j.leaqua.2025.101869

Florian Englmaier , Stefan Grimm , Dominik Grothe , David Schindler , Simeon Schudy

引用次数: 0

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 Epub Date: 2025-01-06 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

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 Epub Date: 2025-04-09 DOI: 10.1016/j.leaqua.2025.101881

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

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 Epub Date: 2024-12-25 DOI: 10.1016/j.leaqua.2024.101860

Sixuan Chen , Yongmei Liu , Jianxin Wang , Daniel Houser

引用次数: 0