Linking Transformational Leadership and Team Performance: A Conflict Management Approach

This study develops a model in which transformational leadership affects team coordination and performance through the conflict management approaches adopted by team members. Data were collected from three different sources in a lagged design from 108 teams in a large enterprise in China. Results support the reasoning that transformational leadership promotes team coordination and thereby team performance by encouraging teams to adopt a cooperative, as opposed to competitive, approach to conflict management. These results suggest that transformational leadership may help team members manage conflicts for their mutual benefit. This is an important mechanism through which transformational leadership enhances team coordination and, in turn, achieves higher team performance.     

The Direct and Mediating Effects of Transactional and Transformational Leadership: A Comparative Approach

SUMMARY

The purpose of this study is to test a comprehensive model of relationships between transactional and transformational leadership trust in organizations, organizational justice, intention to leave and organizational citizenship behavior. The data were collected from 179 middle and direct levels managers in 17 private Egyptian organizations. The data were analyzed using regression analysis and structural equations analysis. The latter analysis provides the potential of examining the complex model as a whole. The focus of the analysis was on the direct and mediating effects of the leadership variables. The study results showed that transformational leadership has an influence over the outcome variables above and beyond the influence of the contextual variables. The implications, limitations and the future research directions were discussed.     

Followership in Leadership Studies: A Case of Leader–Follower Trade Approach

The current article acknowledges the absence of followership from the leadership literature for many years. Major theories of leadership are reviewed to assert that (1) modern leadership studies have been developed strictly from the leader's perspective with little or no attention on followership, (2) leadership studies have primarily been based on the static understanding of leadership (leaders always remain leaders),¹ and (3) there seems to be a need for a new paradigm for leader–follower relationships, which may result in organic relationships between leaders and followers through exchange of leadership and followership functions and roles. Thus, it is argued that the mutuality of relationships and influence between the follower and the leader exists. To address the need for a new paradigm for leadership, the leader–follower trade (LFT) approach is introduced, which may result in the nonstatic and organic approach to leadership–followership as two valuable human behavioral functions. In this case, leadership and followership functions and roles may be traded or exchanged by the positional leaders and followers in different situations or organizational settings toward mutual respect, empowerment, and effectiveness.     

Neighborhood Revitalization and New Life: A Land Value Taxation Approach

When a neighborhood declines, the poor get poorer, crime rises, and those who can leave the area. The tax base shrinks, so the rates paid by those least able to pay increase. The prevailing system of a low tax on land values leads to land speculation and private land banking, assuring that the landowner can hold out for a very high price for a very long time. A higher tax on land values (coupled with reduction in building taxes) creates an incentive to sell that land or do something with it rather than waiting. In cities that use land‐value taxes, real‐estate markets start to work again and neighborhoods recover. Clairton, Pennsylvania's adoption of a land‐value‐taxation system demonstrates the neighborhood revitalization to which it leads, as owner‐occupied residences and multi‐family units saw a relief in their tax burden. In contrast, vacant properties' contribution to the city budget tripled, providing the resources to pay for the education of Clairton's children and liberate working and middle‐class families from the bonds of labor and capital taxation.     

《公安文书写作》教学应重在学生应用能力的培养

公安文书写作是我国公安警察院校课程体系中的一门必修的专业基础课,是保证公安机关"政令畅通"和"警令畅通"的重要工具,具有很强的实用性与实践性的特点,但由于种种因素的制约,其教学效果一直不能适用公安工作的实际需要。因此,有必要对公安公文写作的教学模式进行深入的改革,加强对学生应用能力的培养,真正做到教学服务于公安工作的实际需要。     

Leadership in Temporary Organizations: A Review of Leadership Theories and a Research Agenda

Projects and other temporary forms of organizing are different from standard organizational processes. As most leadership theories are based on the assumption of stable organizational environments, the increase in temporary forms of organizing poses specific challenges to leadership theories. We evaluate existing leadership theories in terms of their applicability on temporary environments and identify theories, which are adaptable to temporary settings and therefore may be the basis for empirical investigations in this field. On this basis we derive a research agenda by proposing individual leadership theories and combinations of different leadership approaches to be further assessed in research.     

Leadership Development in the Context of a University Consolidation: An Initial Evaluation of the Authentic Leadership Pipeline Program

University mergers and consolidations are on the rise, and the trend is likely to continue in the near term future. Such a trend is significant, as a university consolidations are inherently challenging and require strong and well‐developed leadership to be successful. In the current paper, a low‐cost leadership development program (the Authentic Leadership Pipeline program) that was initiated and developed to meet the leadership needs of Augusta University, the institutional result of the consolidation of Georgia Health Sciences University and Augusta State University is described. In addition, an initial pilot evaluation of the program that examined reactions and subjective perceptions of learning and behavior change is described. The findings were promising and suggest a high level of satisfaction, significant learning, and new behavior. Implications, applications, and future directions are discussed.     

Organizational Learning in Project‐Based Companies: A Process Thinking Approach

Although a traditional project model is clearly useful for laying out the patterns of relationships surrounding a project, it does not provide the temporally embedded accounts that enable us to understand how organizational learning takes place. The process thinking perspective offers a means to solving this problem. This article provides an analysis of how different processes interact dynamically in order to benefit project‐based companies' organizational learning. Two findings from this study are: (1) organizational learning is a dynamic concept that emphasizes the continually changing nature of a project‐based company and (2) sensemaking and negotiation of meaning are ongoing processes in project‐based companies.     

大学本科生学习动机的调查研究

采用《大学生学习动机问卷》调查了陕北某大学本科生304人的学习动机情况。结果发现:大学生学习的主要动机是报答、生活与就业;大学生学习动机因性别、年级和经济情况不同而有所差异。     

From A to Google: How Technology Is Impacting Information and Leadership

The current article explores the way that information is increasingly spreading at rapid speeds. By examining both positive and negative examples of the rapid proliferation of information, the author explores why leaders need to be cognizant of the impact this can have on leadership. Additionally, the article acknowledges that each piece of information created in the digital world leaves a small bit of data. By considering these small pieces of data as a whole, the newly termed big data is still emerging as a powerful tool. The article ends by examining how leaders can become more aware of the various potentials and pitfalls big data has to offer.     

Leadership in Organizational Knowledge Creation: A Review and Framework

Organizational knowledge creation integrates context, knowledge assets, and knowledge creation processes throughout the organization. Using organizational knowledge creation theory as an organizing framework, we conduct a literature review that shows prior work has focused on the role of central, upper‐echelon, leadership in knowledge creation processes, without devoting much attention to context and knowledge assets. To remedy these weaknesses, we develop a new framework for situational leadership in organizational knowledge creation. The framework is based on a continuum that ranges from centralized to distributed leadership at three layers of activity: a core layer of local knowledge creation; a conditional layer that provides the resources and context for knowledge creation; and a structural layer that forms the overall frame and direction for knowledge creation in the organization. We discuss the implications of this framework for theory and practice.     

Leadership as an Ideograph: A Rhetorical Analysis of Military Leadership Training Material

The current rhetorical study used McGee's theory of ideographs to identify how cultural politics influence efforts to portray “leadership” in a military setting. Such an approach seeks to better address some of the enigmas that have complicated the understanding of military leadership—and leadership in general—for decades. McGee's theory emphasizes that language reflects political as well as referential qualities and, in some instances, these attributes come into conflict. Acknowledging this reality in an applied setting can help address ambiguous issues that escape the net of prevailing social‐science approaches to leadership inquiry. The rhetorical analysis, which examines U.S. Air Force leadership training material, documents the manner in which ideographic portrayals of leadership were pervasive in each training program, and it considers practical implications of such a situation. Most notably, the analysis provides an explanation of how ideographic portrayals of leadership implicitly emphasize cultural indoctrination over promoting social influence skills. Such an orientation fortifies the military hierarchy and perpetuates romantic views of the military profession, but it also blurs key distinctions between social control and social influence. It is suggested that because ideographs reflect vital cultural motives, associated problems are inherently difficult to remedy.     

虚拟团队变革型和交易型领导对团队创造力的影响机理:共享领导视角

传统的垂直领导者如何在虚拟团队情境下提升团队创造力,既是管理者面临的挑战,也是理论研究的一个新主题.本研究基于团队成员共享领导视角,探究虚拟团队垂直变革型和交易型领导对团队创造力的作用机理.采用来自66个虚拟团队的241位成员和66位主管配套问卷的有效数据,实证分析表明:虚拟团队变革型和交易型领导均能促进团队成员共享领导,进而提升团队创造力;团队虚拟性作为一个连续性概念,调节虚拟团队变革型和交易型领导对团队成员共享领导的正向影响,并调节虚拟团队变革型领导通过团队成员共享领导对团队创造力的正向影响.研究结果对虚拟团队领导力发展和团队创造力管理具有重要的理论指导意义.     

The Global Leadership Life Inventory: development and psychometric properties of a 360-degree feedback instrument

The purpose of this paper is to describe the design of Global Leadership Life Inventory (GlobeInvent), a 360-degree leadership feedback instrument. This instrument is presently used in executive programmes to help identify the operational mode of individual executives. Proper use of this instrument enables the user to determinate those areas of leadership behaviour where improvement is needed.

Because most studies pay attention only to the surface manifestations of leadership, most leadership feedback instruments, in turn, are not concerned with the psychodynamic processes that underlie leaders' character and behaviour. To address this gap, the GlobeInvent is based on a clinical orientation to the study of leadership. This approach provides a more complete analysis of the ‘inner theatre’ of leaders?–?that is, what makes them tick?–?as well as measuring the dynamic, two-way relationship between leaders and followers.

The first step in designing the instrument was to pinpoint significant themes pertaining to exemplary leadership. To that end, semi-structured interviews with senior executives were held. The leadership dimensions that emerged from that process were then tested on an international sample of senior executives. Analysis of the data from the testing confirmed the existence of twelve robust dimensions with a high reliability and internal consistency.

Because the GlobeInvent is a 360-degree feedback instrument, this article addresses differences between ‘Self’ scores and scores given by others (‘Observers’), gender differences in scoring and the influence of nationality, management experience and age on test results. The implications of using such an instrument as a 360-degree feedback tool are reviewed, and suggestions for future research are offered.     

任务教学法中的任务和学习策略探析

任务是任务教学法中一个关键的概念,也是实施该教学法时的一个必须特别关注的要素。本文对此法在实施中与任务有关的因素和学习者的学习策略进行了分析、探讨,以使任务教学法在实施中取得更好的效果。     

伦理型领导研究中的前沿问题:现状与趋势

伦理型领导是近年来国内外学者普遍关注的热点问题之一.虽然以往研究对伦理型领导的影响机制、影响结果等方面展开大量探讨,但依然存在诸多不足之处.本文探讨了伦理型领导的前因变量、潜在风险,多层次伦理型领导的关系以及伦理型领导影响效能的边界条件四大问题,并对其中可以深入研究的关键点进行了剖析,力求丰富和发展伦理型领导的理论体系.     

变革型领导从何而来?变革型领导的形成机理

当今,“变革”成为组织应对金融危机、提高生存能力的重要路径.然而,组织变革不仅需要优化生产方式、组织结构和规章制度,还有赖于领导者思想的转变.在这种背景下,变革型领导正逐渐成为时代所呼唤的领导方式,并被大量研究证实能够提升下属和组织的福祉.为了更好地预测、选拔和提升变革型领导,有必要探索变革型领导的形成机理.文章基于个体与环境两条线索,从心理特质、社会认知、情绪情感、自我决定、资源保存、社会学习、人与组织匹配七个理论视角陈述了变革型领导的前因机制,并在此基础上归纳出一个整合模型.通过这项工作,希望能够为国内学者打开变革型领导的前因黑箱,并为组织如何预测、选拔和培养变革型领导提供理论指导.     

大学数学课程学习中知识点的联系与连续

鉴于大学数学课程中知识点众多且琐碎的现状,提出在同一门课程,不同课程甚至不同学科间利用知识点建立联系,构建脉络相连的知识体系,深化认识,并发展认识,使得知识具备连续可持续发展的特性,最终提高学生的数学素养。     

共享领导与员工创造力:一个被调节的中介模型

本研究结合自我决定理论和工作特征理论,将共享领导和员工创造力引入分析框架中,以心理所有权作为中介变量、任务重要性作为调节变量,构建了一个跨层的有调节的中介模型.通过对13家企业、74个团队的401个样本进行实证研究发现:(1)共享领导与员工创造力显著正相关;(2)心理所有权在共享领导和员工创造力之间发挥中介作用;(3)任务重要性增强共享领导对心理所有权的正向作用,并正向调节共享领导对员工创造力的间接作用.本研究拓展了共享领导的跨层研究,同时通过关注员工个体心理感受,丰富了共享领导对创造力的中介机制及其边界条件研究,并对员工创造力管理实践具有重要的管理启示.