Hang on to Your Ego: The Moderating Role of Leader Narcissism on Relationships Between Leader Charisma and Follower Psychological Empowerment and Moral Identity

We develop and test a process model demonstrating how leader charisma and constructive and destructive forms of narcissism interact to influence follower psychological empowerment and moral identity, using survey data from 667 direct reports of leaders from 13 different industries. Study results revealed that leader narcissism moderates the relationship between leader charisma and follower psychological empowerment such that when leaders possess a more constructive and less destructive narcissistic personality, their charisma has a stronger positive relationship with follower psychological empowerment. Study results also revealed that follower psychological empowerment mediates the differential interactive effects of leader charisma and constructive and destructive narcissism on follower moral identity. Implications of these results for future theory development, research, and practice are discussed.     

Leader Apologies and Employee and Leader Well-Being

Regardless of leaders’ efforts to do the right thing and meet performance expectations, they make mistakes, with possible ramifications for followers’ and leaders’ well-being. Some leaders will apologize following transgressions, which may have positive implications for their followers’ and their own well-being, contingent upon the nature and severity of the transgressions. We examine these relationships in two separate studies. In Study 1, leader apologies had a positive relationship with followers’ psychological well-being and emotional health, and these relationships were moderated by the severity of the transgression. In Study 2, leader apologies had a positive relationship with their own psychological well-being, positive emotional health and authentic pride. In addition, the nature of transgressions moderated the relationship between leader apologies and leaders’ positive emotions and authentic pride, while the severity of transgressions moderated the relationship between leader apologies and their positive emotions, psychological health, and authentic pride. Implications and future research directions are discussed.     

论知识型企业中的领导艺术

知识型企业是伴随着知识经济而出现的生产力组织 ,而且代表着整个企业的发展方向。知识型企业中的领导艺术成为企业管理中的崭新课题。知识经济条件下 ,对知识型企业中的领导艺术提出了更高的要求。     

集体领导者与个人领导者——一项公共品博弈实验研究

个人领导者与集体领导者孰优孰劣？对这个问题的讨论将极具现实意义,并且有着重要的理论意义.本文在一个领导者榜样的标准线性公共品博弈框架内对这个问题进行了探讨.通过对比个人领导者和集体领导者的捐赠和估计行为,以及个人领导者下和集体领导者下追随者的捐赠行为,我们发现个人领导者比集体领导者更有利于公共品的供给.我们的发现对现实中的组织设计和管理问题有一定的启示.     

The Making of a Digital Leader

Leaders are struggling with complexity and the sheer speed of today's economy. As the failure rate among CEOs rises, is it time to reinvent leadership to meet the emerging challenges of the 21st century?     

Remote Leadership,Communication Effectiveness and Leader Performance

As remote work arrangements have gained in popularity, workforce dispersion has become increasingly widespread. Little research to date has examined how physical distance influences leader–follower communication effectiveness or leader performance. Building on top of transformational leadership theory, this paper explores how perceived leader performance is influenced by leadership style, physical distance, and communication effectiveness between leaders and followers. A survey of 138 followers, reporting to a total of 41 leaders, was conducted and data were analyzed at the individual follower-level using the Partial Least Squares (PLS) technique. Our model explained 45% of the variance in communication effectiveness and 67% of the variance in perceived leader performance. Consistent with past empirical findings, transformational leadership was associated more strongly with perceived leader performance than transactional contingent reward leadership. Communication effectiveness was also a strong predictor of leader performance, and furthermore acted as a mediator of leadership behavior on performance. Surprisingly, distance had no influence on either communication effectiveness or perceived leader performance. Implications for theory and practice are discussed.     

探秘国家广告产业园——上海篇

上海的广告业具有高度集中的特点,比如所有大的跨国性广告集团都在上海设立分公司,上海的广告业也有高度分散的特点,在广告产业链的各个环节,都呈现出饱和状态的充分竞争。在这样一个特殊的市场,国家级广告产业园区会是一个怎样的角色呢?与其他省市相比,上海的国家广告产业园区又是一个怎样的生态圈呢?     

Mutual Trust Between Leader and Subordinate and Employee Outcomes

Stable and enduring cooperative relationships among people are primarily based on mutual trust. However, little evidence exists about the effects of mutual trust between supervisor and subordinate on work outcomes. To understand better the dynamics of trust in supervisor–subordinate relationships, we examined how mutual trust between supervisor and subordinate is associated with work outcomes. Based on a sample of 247 subordinate–supervisor pairs, multilevel analyses revealed a positive effect of perceived mutual trust on task performance and interpersonal facilitation after controlling for trust in leader and felt trust. In addition, task performance and interpersonal facilitation increased as trust in leader and felt trust or trust in subordinate both increased.     

Ethical Leader Behavior and Big Five Factors of Personality

Most research on ethical leadership to date investigates the consequences of ethical leadership rather than its antecedents. Here, we aim to contribute to this field by studying leader personality as a potential antecedent of ethical leader behavior. In two multisource studies, we investigated the relationships between personality traits and ethical leader behavior. Leader personality was measured through self-ratings using the five-factor personality framework. Two subordinates rated their leaders’ ethical behavior. Study 1 used a uni-dimensional Ethical Leadership Scale (ELS). In study 2 we used this scale as well as an instrument distinguishing three different ethical leader behaviors, namely, fairness, role clarification, and power sharing. Further, in study 2 we controlled for the influence of the relationship between leader and followers (LMX). As expected, conscientiousness and agreeableness were most consistently related to ethical leadership. In study 1, after controlling for the other personality traits, conscientiousness related positively with ethical leadership. In study 2, after controlling for other traits and LMX, conscientiousness related positively with ethical leadership and the behavior role clarification, and agreeableness with power sharing and fairness. Also, emotional stability related positively with ethical leadership and role clarification after controlling for LMX. As expected, openness to experience and extraversion were unrelated to ethical leader behaviors.     

超越整合

有这样一种观点：品牌建设的游戏规则改变得如此之多，使品牌整合概念成为再也不是进行品牌建设的有效方式，至少在涉及到媒体抉择时确实如此。在今天的新媒体领域里，品牌整合只是太简单、太旧式的概念。     

佰嘉通:高尔夫行业颠覆者

<正>在中国,高尔夫是项不折不扣的贵族运动,一张俱乐部会籍卡动辄几万元,一套并不算太好的球具要上万元,而每次打球的消费也普遍在千元以上。但有这么一家公司,试图让富豪云集的高尔夫球场成为普通人的游乐园。只需花99元,你就能在阳光、草地、蓝天、流水之间挥动球杆,呼吸着纯净的空气,看着白色的小球在空中划出优美的弧线。这家让高尔夫脱下"贵族运动"面纱的公司就是佰嘉通。     

Leader influences on training effectiveness: motivation and outcome expectation processes

Training effectiveness is a function of trainee characteristics, training design and contextual factors. Social exchanges in the work environment have received less attention compared with other training effectiveness predictors. We focus on the extent to which leaders (through their relationships and exchanges with followers) influence skill transfer, maintenance and generalization. We also examine two intervening processes (training motivation and outcome expectancy). Our findings, based on surveys from 495 employees, argue for the importance of leader–member exchange for training transfer, with training motivation and outcome expectancy as intervening mechanisms.     

论我国农村合作经济发展中的领导者培育

我国农村合作经济在政府的引导与农户的积极参与下有了较快的发展,但是从总体上来看其发展尚处于初级阶段。制约我国合作经济发展的现实因素很多,其中较为突出的是缺少合作经济发展的领导者。要培育我国农村合作经济发展中的领导者,就需要加强与国外合作组织的联系与交流,加快高等院校合作经济人才培育,转变现有合作经济管理机构职能,并引导社会各界人士积极参与。     

Does A Trusted Leader Always Behave Better? The Relationship Between Leader Feeling Trusted by Employees and Benevolent and Laissez-Faire Leadership Behaviors

Journal of Business Ethics - The concept of feeling trusted, which has received far less attention from researchers than trusting, refers to the trustee’s awareness of trustor’s exposed...     

Leader Ethical Decision-Making in Organizations: Strategies for Sensemaking

Organizational leaders face environmental challenges and pressures that put them under ethical risk. Navigating this ethical risk is demanding given the dynamics of contemporary organizations. Traditional models of ethical decision-making (EDM) are an inadequate framework for understanding how leaders respond to ethical dilemmas under conditions of uncertainty and equivocality. Sensemaking models more accurately illustrate leader EDM and account for individual, social, and environmental constraints. Using the sensemaking approach as a foundation, previous EDM models are revised and extended to comprise a conceptual model of leader EDM. Moreover, the underlying factors in the model are highlighted—constraints and strategies. Four trainable, compensatory strategies (emotion regulation, self-reflection, forecasting, and information integration) are proposed and described that aid leaders in navigating ethical dilemmas in organizations. Empirical examinations demonstrate that tactical application of the strategies may aid leaders in making sense of complex and ambiguous ethical dilemmas and promote ethical behavior. Compensatory tactics such as these should be central to organizational ethics initiatives at the leader level.