This Special Issue is the result of the inaugural summit hosted by the Gallup Leadership Institute at the University of Nebraska-Lincoln in 2004 on Authentic Leadership Development (ALD). We describe in this introduction to the special issue current thinking in this emerging field of research as well as questions and concerns. We begin by considering some of the environmental and organizational forces that may have triggered interest in describing and studying authentic leadership and its development. We then provide an overview of its contents, including the diverse theoretical and methodological perspectives presented, followed by a discussion of alternative conceptual foundations and definitions for the constructs of authenticity, authentic leaders, authentic leadership, and authentic leadership development. A detailed description of the components of authentic leadership theory is provided next. The similarities and defining features of authentic leadership theory in comparison to transformational, charismatic, servant and spiritual leadership perspectives are subsequently examined. We conclude by discussing the status of authentic leadership theory with respect to its purpose, construct definitions, historical foundations, consideration of context, relational/processual focus, attention to levels of analysis and temporality, along with a discussion of promising directions for future research.

Authentic leadership development: Getting to the root of positive forms of leadership

http://classweb.uh.edu/eisenberger/wp-content/uploads/sites/21/2015/04/Kurtessis-2015.pdf

Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory:

Transition economies are often characterized by underdeveloped formal institutions, often resulting in an unstable environment and creating a void usually filled by informal ones. Entrepreneurs in ...

https://papers.ssrn.com/sol3/Delivery.cfm/etap_353.pdf?abstractid=1593291&mirid=5

Entrepreneurship in Russia and China: The Impact of Formal Institutional Voids:

https://eprints.lse.ac.uk/25224/1/Making_the_link_between_work_life_balance_practices_and_organizational_performance_%28LSERO_version%29.pdf

Making the link between work-life balance practices and organizational performance

Twenty years ago Guest (1987) published his normative framework describing the essence of HRM. He presented HRM as a new approach to personnel management, emphasizing its strategic contribution, its closer alignment to business, the involvement of line management, and focusing on HRM outcomes like commitment, flexibility and quality. The achievement of these human resource outcomes was, in turn, expected to contribute to a range of positive organizational outcomes, including high job performance, low turnover, low absence and high cost-effectiveness through the full utilization of employees, now relabelled as human resources. Put this way, it is not difficult to understand the wide appeal that the notion of HRM had (and still has) to academics and practitioners alike. It led to the renaming of chairs/departments within universities and to changed job titles in the business community. The attractiveness of the concept of HRM increased considerably when Huselid, in 1995, published a ground-breaking paper in the Academy of Management Journal in which he demonstrated a correlation between the degree of sophistication of HR-systems and the market value per employee among a range of publicly quoted companies in the USA. The paper generated admiration, criticism and an abundance of 'me too' research, trying to replicate the proclaimed relationship between HRM and Performance (Delery and Doty, 1996; Guthrie, 2001; Koch and McGrath, 1996; Wright et al., 2003). Since then many academics on both sides of the Atlantic have become active in this field, with a special focus on the relationship between HRM and Performance. Within this rapidly expanding field of study, the HRM–Performance relationship has been approached from a variety of perspectives rooted in organizational behaviour, sociology, economics, industrial relations and organizational psychology, with a particular emphasis placed on the impact of various combinations of human resource practices on a range of performance outcomes at the individual and organizational level of analysis.

https://onlinelibrary.wiley.com/doi/pdf/10.1111/j.1467-6486.2008.00809.x

HRM and Performance: Achievements, Methodological Issues and Prospects

Psychological Contracts in Organizations Understanding Written and Unwritten Agreements

Psychological contracts in organizations

According to Sewell's principle of the multiplicity and the intersection of the structures, we consider here a retailing bank as an organization and as an institution. As an institution, the studied bank appears to be a constitutional democracy, whereas, as an organization, it proves to be a very efficient low cost company. Organizational and institutional features of this firm look correlated and this correlation is interpreted as an interaction between institution and organization, which takes place through the medium of interconnected practices inside the firm. Institutional features are analyzed through Hauriou's institutionalism and Turpin's Constitutional laws theory, whereas organizational routines are described through a triadic model (Ostensive aspect, performance and artifacts) proposed by Pentland and Feldman. Through the study of induction practice and interactions between this practice and other ones inside the firm, we map systematically induction's practising in the sense of Pesqueux and establish a dual influence of institution on organization. Firstly, there is a mainstream influence from constitutional law to organizational routines, through interconnection with an intermediate step called “institutional routines”. Secondly, there is a “coherence” effect, by which some peculiarities of several organizational routines reinforce each other in the day-to-day life of the firm. Finally, we discuss the possibility of building a constitutional theory of the firm. We emphasize the structuring role of law and the specific influence of political constitutional law on the empowerment of employees, through the dialectic tension between law and other components of the institution.

https://hal.archives-ouvertes.fr/hal-00485773/document

How democratic internal law leads to low cost efficient processes : practices as a medium of interaction between institution and organization

Information systems are often presented as neutral and offering a simple reflect of reality. In this article, we present our vision of the digital information system genesis, to demonstrate that they are bearers of worldviews. They have an impact on democracy in organizations, as defined it in this article through five major characteristics. Through a filtering system between the "reality" of the organization and the information system, then between the information system and the digital information system, we will detail the different processes, actors and components of the filtering. So that, we will show how the digital information system is a lever or a brake on democracy in organizations.

Digital information systems: support or obstacle to democracy in organizations? [Systèmes d'information numériques : supports ou entraves à la démocratie dans les organisations ?]

Purpose – The purpose of this paper is to evaluate to what extent Denise Rousseau's psychological contracts in organizations and Jean‐Jacques Rousseau's social contract present superficial or profound similarities. Having localized more precisely the lines of gaps between both works, “transgressive” research directions are proposed to enrich each of both thoughts of contracts.Design/methodology/approach – This work consists in an analysis in the sense of Descartes, dividing conceptual difficulties into smaller and smaller parts. More precisely, that analysis is a semiotic one, as defined by linguist Hjelmslev, considering each step of the analysis a “level” and assessing the depth of similarities between two works: On the Social Contract and Psychological Contracts in Organizations. The parallel study of both works consists in analyzing the “grammar of use” of concepts at each level, establishing semantic comparative tables. This digging into parallel strata of sense is metaphorically considered as the te...

Rémi Jardat

Papers

Psychological Contracts in Organizations Understanding Written and Unwritten Agreements

Psychological contracts in organizations

How democratic internal law leads to low cost efficient processes : practices as a medium of interaction between institution and organization

Digital information systems: support or obstacle to democracy in organizations? [Systèmes d'information numériques : supports ou entraves à la démocratie dans les organisations ?]

Denise versus Jean-Jacques: homonymies, homologies and tectonic faults between psychological contract and social contract .