Leadership marketing: an exploratory study

In an era when collaboration is the key to business prosperity, the ability to develop one truly coherent and agile brand lived by its employees and delivered to external stakeholders has become extremely challenging. Unity between the internal brand and a company’s external image, when change is the only constant, has almost ceased to exist. The marketing function is frequently underemphasised at board level and its role is often devalued in leading organisational change. This paper concerns how marketing can partner with organisational leadership for a mutually beneficial exchange of skills and capabilities to be able to reinvent organisations rapidly enough to cope with shifts in the external business environment and create a sustainable future for the business. This paper explores the concept of “leadership marketing” from an interpretivist perspective which challenges the conventional view of marketing and leadership as two separate fields and offers a holistic approach for business management and brand alignment.     

Ethical leadership and its impact on service innovative behavior: The role of LMX and job autonomy

This study examined the effect of ethical leadership on service innovative behavior of employees at small and medium sized tourist hotels in Uttarakhand, India. It has forwarded an integrated model that highlights the relationship between ethical leadership and employees' service innovative behavior while interacting through leader-member exchange and job autonomy. Using a sample of 468 customer contact employees and their 117 supervisors, hierarchical regression was conducted to establish the relationship. Findings of the study revealed that ethical leadership promoted service innovative behavior of the hotel employees mediated through leader-member exchanges. Further, it was also found that the level of service innovative behavior was commensurate to the perception of employee job autonomy. Based on the study findings, implications for theory and practice are discussed.     

Subordinates' perception of managers' transformational leadership style and satisfaction: a comparison of electronic manufacturing companies in Mainland China and Taiwan

Rapid economic growth has made leadership studies a significant subject in Asia. The present research compared subordinates' different perceptions of managers' transformational leadership style in Mainland China and Taiwan. Quantitative methodology was used in collecting 250 random samples from Shanghai and Taipei. Subordinates in Taiwan perceived that more managers had a transformational leadership style and also employees had higher satisfaction with managers' leadership style than those in Mainland China. The results of the present research would provide suggestions and directions for industrial managers seeking to display appropriate management behavior for an effective business environment.     

Workplace isolation: salespeople and supervisors in USA

Virtual work is becoming the norm in sales organizations because it is cost effective for the firm and can benefit customers and salespeople. However, along with these benefits, virtual work brings new challenges to organizations. One critical issue is workplace isolation (WI). This study uses responses from a sample of 346 salespeoples in the pharmaceutical field to test a model that investigates the relationships among WI, self-efficacy, leadership style, extra-role performance (ERP), satisfaction with the supervisor, and turnover intentions. Salespersons perception of managers as considerate leaders are associated with lower WI levels. Salespeople with higher levels of self-efficacy are less likely to believe that they are isolated from the company and their colleagues. WI, in turn, is significantly related to satisfaction with the supervision and ERP. Managerial implications and future research directions are presented.     

How does growth need strength influence employee outcomes? The roles of hope,leadership, and cultural value

Abstract

Strong growth need is essential if an employee is to be motivated to complete complex and challenging jobs. It is important for organizations to attract employees with high growth need strength and help them achieve positive outcomes. However, limited research has been conducted to examine the mechanism underlying growth need strength’s positive effect on employee outcomes. Based on hope theory, we hypothesized that hope mediates the effect of growth need strength on job performance and affective commitment by transforming employees’ general desire for personal growth into goal-related cognitive thinking, comprising both ‘will’ and ‘ways’. We further hypothesized the moderating effect of transformational leadership, and the joint moderating effect of transformational leadership and individual power distance on the relationship between growth need strength and hope. We tested our hypotheses with data from a sample of 265 subordinate–supervisor dyads from China. Data analysis results supported the mediating role of hope. We found that growth need strength has a stronger effect on hope when transformational leadership is higher, and this effect is the strongest when both transformational leadership and individual power distance are simultaneously higher. The implications of these findings for human resource management research and practice are discussed.     

A theory of collusion with partial mutual understanding

Unlawful collusion is when firms have a mutual understanding to coordinate their behavior for the purpose of achieving a supracompetitive outcome. Given the legal focus on mutual beliefs, this paper explores the role of mutual beliefs in producing collusion. Focusing on price leadership, firms are assumed to commonly believe that price increases will be at least matched but lack any shared understanding about who will lead, when they will, and at what prices. Sufficient conditions are derived which ensure that supracompetitive prices emerge. However, price is bounded below the maximal equilibrium price.     

悖论式领导对员工工作绩效的影响：二元工作激情和角色认同的作用

依据企业员工调查问卷数据,基于自我决定理论,考量悖论式领导对员工工作绩效的作用机制和边界条件。结果表明：悖论式领导与员工角色内绩效、角色外绩效均显著正相关,和谐型工作激情在其中发挥中介作用,强迫型工作激情仅中介悖论式领导与角色内绩效之间的关系;角色认同削弱了悖论式领导与和谐型工作激情的正向关系,但会强化悖论式领导对强迫型工作激情的负向影响。     

对我国高校实行党委领导下的校长负责制的解读

党委领导下的校长负责制是党和国家对高校多年管理体制发展经验的科学总结。从我国具体国情和政治学角度来解读,坚持这一领导体制对于巩固执政党地位和构建社会主义和谐社会有着重大意义。从管理学角度来解读,必须坚持与时俱进的创新精神,在实践操作中进一步完善和创新这一领导体制。     

企业公仆型领导与下属反生产行为关系的实证研究

自从公仆型领导(servant leadership)由Greenleaf(1977)提出后,逐渐成为领导学研究中的前沿研究领域,为研究领导有效性问题提供全新视角,但国内学术界有关公仆型领导的研究文献却凤毛麟角,特别是实证研究极其少见。本研究探讨公仆型领导对下属反生产行为的作用机制,并引入领导-下属关系质量作为二者的中介变量,下属工作丰富度作为调节变量,研究课题具有一定的前瞻性。通过对长沙、深圳、北京、广州这四个城市的一些企业进行调查,收集273份有效问卷,使用SPSS 17.0和AMOS 7.0统计软件,通过基本描述性统计、信度分析、相关分析、回归分析结构方程模型等,主要研究结论有:(1)公仆型领导与下属反生产行为显著负相关,公仆型领导对下属反生产行为有显著预测作用;(2)领导-下属关系质量在公仆型领导与下属反生产行为之间存在着中介作用。(3)下属工作丰富度在公仆型领导与下属反生产行为之间并不存在着调节作用。     

创业中的变革型领导对组织公民行为的影响:组织承诺的中介作用

现有研究发现,变革型领导方式能有效促进组织公民行为的发生,但对两者间影响机制和中介变量的研究还未有定论.基于此,本文以创业企业为研究对象,研究创业中的变革型领导与组织公民行为之间的关系,尤其关注员工组织承诺在其中的中介作用.通过结构方程模型研究发现:创业中的变革型领导方式与组织公民行为是正相关关系,而且员工组织承诺在两者间起部分中介作用.研究告诉创业者,除了自身通过变革型领导方式来直接唤起组织公民行为的发生,还需通过更多的互动和交换来编织员工与组织间的心理纽带,提升员工组织承诺的强度,由此促使员工外化为具体的工作投入,即组织公民行为.研究的理论贡献在于,挖掘了领导方式-员工心理活动-员工工作活动之间的互动关系.