Illuminating the foundational role that mindsets should play in leadership development

Mindsets are individuals’ mental lenses that selectively organize and encode information, thereby orienting them toward a unique way of understanding their experiences and guiding them toward corresponding actions and responses. Decades of research have demonstrated that mindsets are foundational to how individuals process and operate. Despite this research, mindsets have largely been overlooked by practitioners when developing leaders. In this article, we seek to illuminate the foundational role mindsets play in leadership effectiveness to elicit greater emphasis on mindsets in leadership development. To do so, we explore what mindsets are, why they are so important for leadership development and effectiveness, and which mindsets leaders could further develop to operate more effectively. Specifically, we review the research associated with four different sets of mindsets—(1) fixed and growth mindsets, (2) goal orientations, (3) implemental and deliberative mindsets, and (4) prevention and promotion mindsets—to demonstrate how each affects leaders’ effectiveness. We conclude by discussing how leadership developers and leaders themselves can focus on mindsets to improve leadership effectiveness.     

On the edge: Perceptions and responses to life imbalance

How do experienced managers build and maintain life balance when confronted with day-to-day demands that complicate their lives and drive them further and further into the realm of life imbalance? Drawing from comprehensive interviews with members of managerial couples, we provide a keen view of the personal and elusive nature of managerial balance. Digging deeper, we uncover and describe the signals or cues of imbalance, and explore the fundamental steps taken to regain lost balance.     

实现中国电信从“优秀”到“卓越”的跨越

中国电信在经历了一次又一次的拆分之后,一边要尽快整合好原有的组织结构,调整好心态,一边还要迅速适应越来越激烈的市场竞争。作为一家优秀的通信企业,要想实现在新的市场竞争中求生存,求发展,必须要在企业内部形成对发展方向的共识,即做一个卓越的,而不仅仅是优秀的电信企业,最终获得持续的、长期的胜利。但从“优秀”到“卓越”的中间过程是什么呢?是训练有素的人,训练有素的思想和训练有素的行为。     

Factors influencing the adjustment of women on global assignments

This study tests a four-factor model proposed by Caligiuri and Cascio (in press) for predicting the cross-cultural adjustment of female expatriates. The four factors tested in this paper were family support, personality characteristics, organizational support and host nationals' attitudes towards female expatriates. Structured phone interviews with thirty-eight American female expatriates from US-based companies were conducted. The responses were content analysed and regression was conducted. The results suggest company and family support are significantly related to cross-cultural adjustment. Thus, suggestions are given for future research on female expatriates using the theoretical model of social support. Practical recommendations for how to maximize the likelihood of success for women on global assignments are also given.     

The Modernization of UK Local Government: Markets,Managers, Monitors and Mixed Fortunes

Since 1997 UK central government has launched a bewildering array of new initiatives known collectively as the 'local government modernizing agenda' which represent an ambitious attempt to transform the performance and the politics of local authorities in the UK. The aim is to improve local services, enhance community governance and increase public confidence in the institutions of local government. Some of the key elements of this agenda, notably attempts to persuade authorities to make greater use of markets, to encourage strategic management techniques and the reliance on external monitoring, draw heavily upon the New Public Management and build directly upon previous reforms. Others, in particular the emergence of a more diversified approach to regulation of local government, signal a new and distinctive approach to public service improvement. The result is a combination of multiple drivers of change and paradoxical 'operating codes' which reflect both the politics of the modernizing agenda and our current lack of understanding about which approaches will prove most effective in enabling performance improvement in the public sector.     

Know thyself: Leading through the core of you in times of turbulence

The paper describes how leaders behave and react in unprecedented times when a professional service firm has been severely affected by the COVID-19 pandemic. Firsthand data were gathered through interviews, observations, and participation based on direct interaction with leaders and employees. The concept of leadership anatomy is used to describe, discuss, and critique leadership behavior. It signifies the different parts of a human body equipped with sensory ability. The study reveals that in times of crisis, leaders tend to draw on the core of who they are through compassion rather than conventional wisdom in decision making and problem solving. The search for what truly matters helps leaders to reinterpret the ethos of the firm and what they stand for as leaders in their sensemaking of chaos. A deeper reflection of their personal values and beliefs gives them the courage to acknowledge their vulnerability and start seeing the value in others.     

Job satisfaction in teams

This paper analyses and discusses the results of a large sample survey of job satisfaction among clerical employees working in teams. The relative strengths of association between several variables and job satisfaction are assessed and the results support the importance of on-the-job training, participation in decision making and management leadership. Questions are raised about first-line supervisors as team leaders.     

包容型领导在创新领域的双刃剑效应——违反规范可接受感知的中介和主动性人格的调节

应用社会信息加工理论,探索了包容型领导对创新的双刃剑效应。以375名员工为样本,运用层级回归方法分析数据。研究发现：包容型领导正向影响对创新有利的越轨创新行为、对创新不利的知识隐藏行为;违反规范可接受感知中介了包容型领导对越轨创新、知识隐藏的影响效应;主动性人格正向调节了包容型领导通过违反规范可接受感知对越轨创新的影响,但没有调节包容型领导通过违反规范可接受感知对知识隐藏的影响。     

非常规性工作对员工创造性的影响:一个被调节的中介模型

以工作特性理论为基础,运用多元回归模型探索非常规性工作对个体创造性的影响机制,检验自我效能感的中介作用及授权型领导的调节作用。运用Mplus7.0、SPSS19.0及PROCESS软件对258份员工及主管的有效问卷进行数据分析,结果显示,非常规性工作与员工创造性显著正相关;自我效能感在非常规性工作对员工创造性的影响过程中起完全中介作用,授权型领导在非常规性工作对自我效能感的影响过程中起调节作用。进一步地,授权型领导显著正向调节自我效能感在非常规性工作与创造性之间的中介作用,即在高授权型领导情境下,上述中介作用增强,反之减弱。     

领导社交媒介自我表露、领导可信度与上下级关系:内隐领导原型匹配的权变作用

社交媒介自我表露是一种具体的社交媒介使用行为,对现代人的工作和生活都产生了不可忽视的影响。在工作情境中,领导的社交媒介自我表露尤其容易引起员工的高度关注。然而,领导的社交媒介自我表露对其在组织中的上下级关系将会产生何种影响有待深入探讨。鉴于此,基于社会信息加工理论和内隐领导理论,本文提出领导社交媒介自我表露的影响效应取决于内隐领导原型匹配的程度。当员工认为领导与其心目中内隐领导原型匹配程度高时,领导的社交媒介自我表露能够提升员工对领导的可信度感知,从而促进上下级关系,而当领导与员工心目中的内隐领导原型匹配程度低时,上述影响效果会减弱。通过对204份企业领导-下属配对问卷调查数据进行分析,本研究提出的被中介的调节模型得到支持。本研究的发现有利于深入认识组织中社交媒介自我表露的有效性,启发了领导需要考虑下属对表露解读的能动性,从而更合理地利用社交媒介平台进行自我表露,促进上下级关系良性发展。