Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.

기독교 사역과 Leadership

https://science.sciencemag.org/content/sci/5/110/206.full.pdf

The american psychological association.

Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher-order factor predicted work performance and satisfaction. Results from Study 1 provided psychometric support for a new survey measure designed to assess each of these 4 facets, as well as a composite factor. Study 2 results indicated a significant positive relationship regarding the composite of these 4 facets with performance and satisfaction. Results from Study 2 also indicated that the composite factor may be a better predictor of performance and satisfaction than the 4 individual facets. Limitations and practical implications conclude the article.

/pdf/positive-psychological-capital-measurement-and-relationship-51q6i4tzxj.pdf

Positive psychological capital: measurement and relationship with performance and satisfaction

I argue that the impact of context on organizational behavior is not sufficiently recognized or appreciated by researchers. I define context as situational opportunities and constraints that affect the occurrence and meaning of organizational behavior as well as functional relationships between variables, and I propose two levels of analysis for thinking about context–one grounded in journalistic practice and the other in classic social psychology. Several means of contextualizing research are considered.

The Essential Impact of Context on Organizational Behavior

This review examines recent theoretical and empirical developments in the leadership literature, beginning with topics that are currently receiving attention in terms of research, theory, and practice. We begin by examining authentic leadership and its development, followed by work that takes a cognitive science approach. We then examine new-genre leadership theories, complexity leadership, and leadership that is shared, collective, or distributed. We examine the role of relationships through our review of leader member exchange and the emerging work on followership. Finally, we examine work that has been done on substitutes for leadership, servant leadership, spirituality and leadership, cross-cultural leadership, and e-leadership. This structure has the benefit of creating a future focus as well as providing an interesting way to examine the development of the field. Each section ends with an identification of issues to be addressed in the future, in addition to the overall integration of the literature we provide at the end of the article.

/pdf/leadership-current-theories-research-and-future-directions-3twrz7948b.pdf

Leadership: Current Theories, Research, and Future Directions

Faking one's emotional display to fit situational norms, otherwise known as surface acting, has long been regarded as harmful to employees at work. A nascent body of literature has begun to examine the detriments of surface acting beyond the workplace, particularly as they spill over into the homelife. We articulate how the transactional theory of stress serves as a unifying framework that not only explains why surface acting tends to deplete employees and leads to maladaptive responses at home but also what coping strategies can be utilized to halt this spillover process. Using two complementary experience-sampling methodology studies of employee-spouse dyads, we test a spillover model of surface acting. In Study 1 and our Supplement to Study 1, we find support for the buffering role of challenge appraisals on the relationship between surface acting and depletion at work. We also find support for the mitigating role of supportive spousal interactions on the relationship between depletion at work and perceived inauthenticity at home. We also find support for the conditional indirect effect from surface acting at work to relationship satisfaction at home. In Study 2, we develop daily writing exercises to enhance challenge appraisals and supportive spousal interactions, and we find that these interventions also buffer the surface-acting spillover process. Overall, this work demonstrates the importance of both depletion and perceived inauthenticity at home as linked spillover mechanisms and reveals the success of agentic coping mechanisms (in both domains) that can buffer this process. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Stopping surface-acting spillover: A transactional theory of stress perspective.

Performance Management Behavior Questionnaire

This study reconciles the dark and bright sides of CEO narcissism by examining the role of CEO organizational identification in moderating the effect of narcissism. Drawing upon upper echelons theo...

"CEO Narcissism, TMT Behavioral Integration and Firm Performance: A Moderated Mediation Model"

This study examined a key mechanism and boundary condition through which CEO change leadership influences firm performance. We hypothesized that TMT empowerment mediates the positive relationship b...

Suzanne J. Peterson

Papers

Stopping surface-acting spillover: A transactional theory of stress perspective.

Performance Management Behavior Questionnaire

"CEO Narcissism, TMT Behavioral Integration and Firm Performance: A Moderated Mediation Model"

A Look Inside the Black Box: Exploring the Link Between CEO Change Leadership and Firm Performance.