危机对魅力信号的影响:回归不连续设计

IF 9.1 1区 管理学 Q1 MANAGEMENT
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引用次数: 0

摘要

学者们对危机时期魅力型领导人的出现进行了研究。然而,这些研究的结果通常是描述性的,存在内生性偏差,或者依赖于不恰当的因果模型。在外生性事件的基础上,我们采用回归非连续性设计,探讨了危机对政治领导人的魅力修辞和支持率的因果效应。在对 Bligh 等人(2004 年)的重新分析中,我们发现小布什总统的修辞在 9/11 事件后发生了变化,更多地提及了魅力主题。我们利用弗朗索瓦-奥朗德总统对 2015 年和 2016 年恐怖袭击(即《查理周刊》、巴黎和尼斯袭击)的反应复制了这些结果。在这两项研究中,我们发现了类似的证据,表明在危机发生时,魅力型言论和支持率出现了向上的转变。我们的研究结果表明,魅力的出现不仅是一个追随者的归因过程,领导者的实际行为也会发生变化,从而为有关魅力和危机的文献做出了贡献。我们的手稿还在教学上重新引入了回归不连续设计,这是一种在应用领导力和管理研究中基本未被使用的准实验程序。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Effect of crises on charisma signaling: A regression discontinuity design

Scholars have investigated the emergence of charismatic leaders in times of crisis. However, results from this research are usually descriptive, suffer from endogeneity bias, or rely on inappropriate causal modeling. Building on exogenous events, we explore the causal effect of crises on charismatic rhetoric and approval ratings of political leaders using regression discontinuity designs. In a reanalysis of Bligh et al. (2004), we find that the rhetoric of President George W. Bush changed after 9/11 to include more references to charismatic themes. We replicate these results using President Francois Hollande reactions to terrorist attacks in 2015 and 2016 (i.e., Charlie Hebdo, Paris, and Nice attacks). Across both studies, we find similar evidence for an upward shift in charismatic rhetoric and approval ratings at the time of crisis. Our findings contribute to the literature on charisma and crisis by showing that the emergence of charisma is not only a follower attributional process but that veritable behavior of leaders can change. Our manuscript also pedagogically re-introduces the regression discontinuity design, a quasi-experimental procedure largely unused in applied leadership and management research.

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来源期刊
CiteScore
15.20
自引率
9.30%
发文量
58
期刊介绍: The Leadership Quarterly is a social-science journal dedicated to advancing our understanding of leadership as a phenomenon, how to study it, as well as its practical implications. Leadership Quarterly seeks contributions from various disciplinary perspectives, including psychology broadly defined (i.e., industrial-organizational, social, evolutionary, biological, differential), management (i.e., organizational behavior, strategy, organizational theory), political science, sociology, economics (i.e., personnel, behavioral, labor), anthropology, history, and methodology.Equally desirable are contributions from multidisciplinary perspectives.
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