Showing papers in "Leadership & Organization Development Journal in 2013"
7,432 citations
TL;DR: In this article, the authors report the findings of a study examining the relationship between transformational leadership and work engagement through the mediating role of meaning in work, which is partially mediated by employees' perceptions of meaningful in work.
Abstract: Purpose – This paper reports the findings of a study examining the relationship between transformational leadership and work engagement through the mediating role of meaning in work.Design/methodology/approach – Transformational leadership, work engagement and perceptions of meaning in work were assessed in an empirical study based on a sample of 530 full‐time employees working in Australia.Findings – The results from structural equation modelling reveal that the transformational leadership style influences followers’ attributes of work engagement. The direct relationship between transformational leadership and work engagement was found to be partially mediated by employees’ perceptions of meaning in work.Practical implications – Industry reports show that globally, the number of unengaged employees have increased, costing nations billions in productivity losses. We present a model that could help reduce these losses by providing human resource managers with new insights into developing training programme...
260 citations
TL;DR: In this paper, the authors examined whether and how perceived organizational support mediates the effects of informational and interpersonal justice on organizational citizenship behaviors (OCB) and found that POS fully mediated the effect of interpersonal and informational justice on citizenship behaviors that are directed at the organization and its members.
Abstract: Purpose – Our purpose is to examine whether and how perceived organizational support (POS) mediates the effects of informational and interpersonal justice on organizational citizenship behaviors (OCB).Design/methodology/approach – Data were randomly collected from 159 matched supervisor‐subordinate dyads of three engineering firms in Hong Kong in different sites and period of time.Findings – Results of structural equation modeling indicated that POS fully mediated the effects of interpersonal and informational justice on citizenship behaviors that are directed at the organization (OCBO) and its members (OCBI).Research limitations/implications – Cross‐sectional research design limits the reveal of causality in variables. The findings theoretically integrate justice with POS literature by distinguishing the unique effects of interpersonal and informational justice on OCBO and OCBI through the mediating role of POS.Practical implications – The success of leaders lie in whether they are trained to comply with...
87 citations
TL;DR: For example, the authors found that women exhibited more enabling behavior, and men more challenging behavior in leadership, and that gender and personality had an impact on leadership behavior, as viewed by both leaders and subordinates.
Abstract: Purpose – There are many studies of personality and leadership and gender and leadership, but only few leadership studies have taken into account both personality and gender That may partly be due to the fact that there are relatively few female leaders, however, the aim of this paper is to discover if similar personality types exhibit the same kind of leadership behavior irrespective of genderDesign/methodology/approach – The quantitative analysis involves 459 leaders (283 men and 176 women) and 378 subordinates working in various fields Leaders rated their leadership behavior and subordinates also appraised themFindings – Results indicated differences in leadership behavior by gender, in that women exhibited more enabling behavior, and men more challenging behavior Further, gender and personality had an impact on leadership behavior, as viewed by both leaders and subordinates For example, extraverted and intuitive male leaders along with those exhibiting the perceiving dimension regarded themselve
75 citations
TL;DR: In this article, the authors examined how authentic leadership relates to risk perception in safety critical organizations (SCO), and they hypothesized that authentic leaders influence risk perception for SCO employees.
Abstract: Purpose – This study aims to examine how authentic leadership relates to risk perception in safety critical organizations (SCOs). It is hypothesized that authentic leaders influence risk perception ...
69 citations
TL;DR: In this paper, the authors examined the role of team coaching in regard to team innovation by considering motivational and behavioral intervening mechanisms and found that team leaders who engage in coaching behaviors toward their subordinates are likely to foster innovation.
Abstract: Purpose – This study aims to examine the role of team coaching in regard to team innovation by considering motivational and behavioral intervening mechanisms.Design/methodology/approach – Based on a multisource approach, data was gathered from 97 work teams (341 members and 97 immediate supervisors) in a public safety organization.Findings – Results of structural equation modeling analyses indicate that the relationship between team coaching and team innovation is mediated by team goal commitment and support for innovation. Specifically, team coaching has a direct effect on support for innovation and an indirect effect on this behavioral team process through team goal commitment. In turn, support for innovation may improve the implementation of successful team innovation.Practical implications – In a global competitive context, innovation represents a key leverage to generate a competitive advantage. Team leaders who engage in coaching behaviors toward their subordinates are likely to foster innovation wi...
65 citations
TL;DR: In this paper, the authors present an exploratory empirical study that draws on 13 thematic interviews with Finnish managers working in different fields and find that managers tell stories in order to evoke leadership characterized by motivation, inspiration, defusing conflict, influencing superiors, discovering a focus and constructing trust.
Abstract: Purpose – This paper approaches manager's storytelling as a means for promoting organizational aims and for constructing leadership, and examines the intentions of managers in this process. We focus on the context of storytelling and the content of the stories told by managers in order to identify areas of influence on subordinates. Storytelling in relation to building a narrative identity for the manager is also studied.Design/methodology/approach – This is an exploratory empirical study that draws on 13 thematic interviews with Finnish managers working in different fields. A qualitative thematic analysis is used in order to analyze the data.Findings – As a result of the study we found that managers tell stories in order to evoke leadership characterized by six areas of influence: motivation, inspiration, defusing conflict, influencing superiors, discovering a focus and constructing trust. According to the findings, the managers see stories as an effective means of building trust between leaders and thei...
63 citations
TL;DR: Managers who appraised their own leadership style as ethical also evaluated the ethical culture of their organisations more positively, implying that an ethical managers’ self‐evaluations of their ethical leadership style are associated with their assessments of the ethical organisational culture.
Abstract: Purpose – The main aim of the present study is to discover whether the managers’ self‐evaluations of their ethical leadership style are associated with their assessments of the ethical organisational culture (measured with an eight‐dimensional Corporate Ethical Virtues‐model). It aims to hypothesise that the more ethical the managers evaluate their own leadership style to be, the higher evaluations they give on the ethical culture of their organisation. The underlying assumption is that ethical managers can enhance the ethical culture by behaving in accordance with their own values.Design/methodology/approach – This quantitative research was based on a questionnaire study with 902 respondents throughout Finland. A linear regression analysis was conducted to examine how ethical leadership was related to ethical organisational culture.Findings – Managers who appraised their own leadership style as ethical also evaluated the ethical culture of their organisations more positively. The result implies that an e...
59 citations
TL;DR: In this article, the authors investigate leaders' use of humor as an expression of how they value themselves relative to others, and find that humor can minimize or exacerbate the status differences between leaders and followers.
Abstract: Purpose – The purpose of this paper is to investigate leaders’ use of humor as an expression of how they value themselves relative to others. The paper suggests that humor can minimize or exacerbate the status differences between leaders and followers. The paper hypothesizes that leaders’ use of self‐ or in‐group‐deprecating humor would be positively associated with ratings of transformational leadership as they minimize those distinctions, whereas leaders’ use of aggressive humor would be negatively associated with ratings of transformational leadership because it exacerbates status distinctions.Design/methodology/approach – A total of 155 undergraduates (58 males, 97 females; M age=20 years, SD=1.31) were assigned randomly to one of four conditions, each depicting a different type of humor in a leader's speech.Findings – Leaders using self‐deprecating humor were rated higher on individualized consideration (a factor of transformational leadership) than those that used aggressive humor.Research limitatio...
56 citations
TL;DR: In this article, the extent to which male and female leaders report engaging in participative versus directive intellectually stimulating transformational leadership behavior across three different contexts (business, government and military) was investigated.
Abstract: Purpose – The purpose of this study is to investigate the extent to which male and female leaders report engaging in participative versus directive intellectually stimulating transformational leadership behaviour across three different contexts (business, government and military).Design/methodology/approach – Semi‐structured interviews were conducted with 64 senior leaders (29 female and 35 male) across Canada.Findings – Leaders were more likely to describe using a participative versus directive approach to intellectual stimulation. Gender similarities and differences also appeared across contexts: government leaders reported almost twice as many directive examples as business leaders, and men and women in both of these contexts were very similar in their reports about how they enacted intellectual stimulation. In contrast, men and women in the military diverged, with male leaders reporting more participative behaviour than female leaders.Research limitations/implications – This study extends the leadersh...
54 citations
TL;DR: In this paper, the authors considered the relationship between performance management, a servant leadership style and leader gender, drawing from Hackman and Wageman's theory of team coaching to suggest a servant leader style being optimally suited to support the different leadership roles enacted at different stages of the performance management cycle.
Abstract: Purpose – The purpose of this paper is to consider theoretically the relationships between performance management, a servant leadership style and leader gender, drawing from Hackman and Wageman's theory of team coaching to suggest a servant leadership style being optimally suited to support the different leadership roles enacted at different stages of the performance management cycle. While recent research suggests that female managers may be more likely to enact a servant leadership style, team and process‐level considerations have yet to be addressed. This paper aims to theoretically address this topic.Design/methodology/approach – This paper is conceptual based on theory with literature review.Findings – Because the theory of team coaching suggests differential leader task delivery at various points in the coaching process, servant leadership's individually‐centred approach is suited to team coaching, particularly in the execution of performance management coaching.Practical implications – Since resear...
TL;DR: In this article, an empirical study aims to consider the stability and connection of implicit leadership theories to authentic leadership using performance feedback as a first step in a larger research agenda, using scenarios created to operationalize implicit and authentic leadership, manipulate implicit leadership theory between followers and leaders, and discover perceptions of leader effectiveness.
Abstract: Purpose – This empirical study aims to consider the stability and connection of implicit leadership theories to authentic leadership using performance feedback as a first step in a larger research agenda.Design/methodology/approach – Scenarios were created to operationalize implicit and authentic leadership, manipulate implicit leadership theory between followers and leaders, and discover perceptions of leader effectiveness. The use of scenarios was purposely intended to create anticipatory future research agendas.Findings – Components of authentic leadership may be a part of implicit leadership theory and leadership performance feedback may alter leader and follower implicit leadership theories.Research limitations/implications – Data collected in this study were from students’ perceptions, and did not infer causality between constructs. This study is also subject to mono‐operation and mono‐method bias.Originality/value – This research provides an extension of theory in several ways: by looking at the au...
TL;DR: In this paper, the authors explore the direct and indirect effects of demographic diversity variables on citizenship behaviours, affective commitment, collective efficacy and general productivity in the public sector of Australia and find that an increase in tenure within a work unit was predictive of general productivity.
Abstract: Purpose – This paper aimed to explore the direct and indirect effects of demographic diversity variables on citizenship behaviours, affective commitment, collective efficacy and general productivity.Design/methodology/approach – A self‐report questionnaire was used to gather data from employees in the public sector (local government) of Australia.Findings – Results of the hierarchical regression analyses showed direct and significant relationships between certain demographic diversity variables and several criterion variables. Moving from non‐management to management level was predictive of an increase in organisational citizenship behaviours and affective commitment. Additionally, an increase in tenure within a work unit was predictive of general productivity. Conversely, an increase in organisational tenure was predictive of a decrease in general productivity. Also, an increase in women in a work unit was predictive of a decrease in organisational citizenship behaviours, collective efficacy beliefs and ...
TL;DR: In this article, the authors examined the impact of ethical climate and organizational justice perceptions on the quality of manager-employee relationships via leader-member exchange (LMX) and explored differences between distributive justice, procedural justice, and interactional justice perceptions as related to LMX.
Abstract: Purpose – The purpose of this study is to examine the impact of ethical climate and organizational justice perceptions on the quality of manager‐employee relationships via leader‐member exchange (LMX). It also aims to explore differences between distributive justice, procedural justice, and interactional justice perceptions as related to LMX. The purpose of this research was to investigate the relative strength of connections between ethical climate, these three types of justice perceptions, and LMX.Design/methodology/approach – The research was conducted via survey administration of questionnaires. The sample consisted of 105 working adults in an Israeli telecommunications company.Findings – It was found that there was a significant positive relationship between perceived interactional justice and levels of LMX. No significant relationships were present between LMX and the other types of justice perceptions. Furthermore, it was discovered that there was a significant positive relationship between ethical...
TL;DR: In this paper, the authors used a qualitative examination of various characteristics of the Lean management system and music, based in part on the authors' experience implementing Lean in manufacturing and service businesses, and also in learning to play music over a nine-year period.
Abstract: Purpose – The purpose of this paper is to explain why most senior managers have great difficulty comprehending and correctly practising the Lean management system, thereby handicapping their ability to lead enterprise‐wide Lean transformations; to describe the depth and richness of relationships between the Lean management system and music; to help improve practitioners’ understanding of Lean management and how to learn it; and to help senior managers recognize the need to personally apply Lean principles and practices daily to become capable Lean leaders.Design/methodology/approach – The paper uses a qualitative examination of various characteristics of the Lean management system and music, based in part on the authors’ experience implementing Lean in manufacturing and service businesses, and also in learning to play music over a nine‐year period.Findings – The Lean management system and music share numerous similarities, including the difficulty most people encounter learning each discipline. The paper ...
TL;DR: In this paper, the authors explore the implications of leaders' life goals on their work related wellbeing and find that all extrinsic aspirations are significantly and positively correlated with job burnout, while mainly the intrinsic aspirations were significantly and negatively correlated.
Abstract: Purpose – The purpose of this paper is to explore the implications of leaders’ life goals on their work related wellbeing. Self‐determination theory (SDT) asserts aspirations (life goals) pursued in terms of personal growth, health, affiliation and community support psychological wellbeing, while aspirations of wealth, image and fame thwart wellbeing. However, little is understood about the influence of life goals towards leaders’ wellbeing at work, specifically job burnout.Design – The study explores seven dimensions of aspirations on a sample of 386 New Zealand leaders towards emotional exhaustion and cynicism. Data were collected in two waves (1=predictors and 2=outcomes) and structural equation modeling was used to test the relationships between variables.Findings – The study found that all extrinsic aspirations were significantly and positively correlated with job burnout, while mainly the intrinsic aspirations were significantly and negatively correlated. The structural model showed that wealth and ...
TL;DR: In this article, the authors explore relationships between proactive personality and organizational citizenship behaviors (OCBs) and propose Moderators between these constructs in order to explain varying levels of dispositional impact on work behavior.
Abstract: Purpose – The purpose of this paper is to explore relationships between proactive personality and organizational citizenship behaviors (OCBs). Moderators between these constructs are proposed in order to explain varying levels of dispositional impact on work behavior. These relationships were also tested to see whether proactive personality should be considered a strong or weak trait. Trait activation theory and social exchange theory are used to develop hypotheses. Design/methodology/approach – Data collected via a targeted sampling strategy from 178 supervisor-subordinate dyads spanning multiple industries and organizations were used. Hypotheses were tested using hierarchical linear regression. Findings – Results indicate a positive relationship exists between proactive personality and organizationally directed citizenship behaviors, and that this relationship is moderated by both job autonomy and job meaning. Originality/value – The paper is one of the first to explore the relationship between proactiv...
TL;DR: In this paper, the authors extend the notion of strategic leadership to nonprofits, specifically the church setting, and reveal that over the past several years, the organization and its members have undergone a number of incremental and more radical changes due to the vision and leadership style of the current leader.
Abstract: Purpose – The purpose of this paper is to extend the notion of strategic leadership, that which has been primarily applied to for profit organizations, to nonprofits, specifically the church setting. Design/methodology/approach – The research employs a case study methodology and draws primarily upon qualitative data collected from interviews and observation. Findings – The findings reveal that over the past several years, the organization and its members have undergone a number of incremental and more radical changes. Much of this change has been attributed to the vision and leadership style of the current leader. Four key themes illuminate the processes and content of change under this strategic leader, including unsettlingly the status quo, model of shared leadership, shared vision and culture of community and learning. Research limitations/implications – The findings are based upon one case study site and this limits the generalizability of the research. In addition, exposure to the organization was li...
TL;DR: In this paper, the authors evaluated the convergent and discriminant validity of the leadership constructs of transformational and transactional leadership, consideration and initiating structure, and leader-member exchange.
Abstract: Purpose – The aim of this study is to contribute to the construct validity of leadership styles. Although several theories of leadership emerged in the past decades, integrative research on leadership constructs is rare. Thus, for the first time, the present study critically tests whether the leadership constructs of transformational and transactional leadership, consideration and initiating structure, and leader‐member‐exchange are convergent, or whether they exhibit discriminant validities, as hypothesized by theory.Design/methodology/approach – Applying hierarchical structural equation modeling to the multitrait‐multimethod (MTMM) approach, the present study explored the convergent and discriminant validity of leadership constructs based on data from multiple sources. Altogether, N=148 dyads of leaders and subordinates from various industries in Germany participated in the present study.Findings – Results demonstrated evidence for the convergence of the leadership constructs.Practical implications – In...
TL;DR: In this paper, the authors revisited data from a previous study of leadership in an industrial company that was in the process of implementing a process-oriented, team-based form of...
Abstract: Purpose – The purpose of this article is to revisit data from a previous study of leadership in an industrial company that was in the process of implementing a process-oriented, team-based form of ...
TL;DR: In this article, the authors examined how national culture might impact both how leaders behave as well as their effectiveness as leaders and found that the more frequently leaders used these leadership practices the more effective they were viewed by their constituents, and the more favorable were their own workplace attitudes.
Abstract: Purpose – The purpose of this study was to examine how national culture might impact both how leaders behave as well as their effectiveness as leaders.Design/methodology/approach – Healthcare leaders and their constituents in Ethiopia, India, Pakistan, and the Philippines were surveyed about their leadership behaviors and their effectiveness. Analyses both across and within countries from self and constituent perspectives were conducted.Findings – Leadership practices varied across countries but within the countries their impact was the same. Within each country the more frequently leaders used these leadership practices the more effective they were viewed by their constituents, and the more favorable were their own workplace attitudes.Research limitations/implications – The study involved a cross‐section of leaders who may not be representative of organizational managers, did not have direct reports, were from a specialized field, and utilized a single conceptual framework and scale. Future studies shoul...
TL;DR: In this article, the authors examined and interpreted the experiences and expressed beliefs of Jerry Garcia of the Grateful Dead to offer a conceptualization of how shared leadership could emerge in traditional organizational settings.
Abstract: Purpose – Although communal forms of leadership are being called for to provide contemporary organizations with more responsive leadership platforms, the paper can find no compelling description as to how such leadership might develop in a world of hierarchy The purpose of this paper is to fill this void Design/methodology/approach – Attempting to comprehend the sharing of leadership will require contemplation of unconventional approaches in opposition to the dominant logic associated with conventional organizational leadership One current example of such unorthodox deliberation is the emerging awareness of the Grateful Dead's influence on business management and leadership Accordingly, the paper examined and interpreted the experiences and expressed beliefs of Jerry Garcia of the Grateful Dead to offer a conceptualization of how shared leadership could emerge in traditional organizational settings Findings – The analysis indicates that Jerry Garcia exhibited aspects of transformational leadership, s
TL;DR: In this paper, the authors examined the relationship between 360° assessment of leadership derailment factors and leadership effectiveness, differences across position levels, and impact of self-other agreement on leadership effectiveness.
Abstract: Purpose – This paper aimed to examine the relationship between 360° assessment of leadership derailment factors and leadership effectiveness, differences across position levels, and impact of self‐other agreement.Design/methodology/approach – The data were from an archive of 360° feedback (N=523). Boss ratings of leadership effectiveness were regressed on leadership derailment factors as rated by other rater sources (e.g. peers and direct reports). Polynomial regressions were conducted to examine the impact of self‐other agreement.Findings – As hypothesized, derailment factors had statistically significant negative correlations with leadership effectiveness. Higher‐level managers were rated higher on derailment factors than lower‐level managers. In‐agreement high ratings of derailment factors (i.e. rated high by both self and others) were associated with lower effectiveness than in‐agreement low ratings (i.e. rated low by both self and others). Self under‐ratings of derailment factors (i.e. self ratings l...
TL;DR: In this article, the authors explored whether McGregor's Theory X/Y assumptions are related to managers' communication apprehension (CA) and found that moderate scores on the Theory X scale were positively correlated with trait-like CA and CA in interpersonal contexts.
Abstract: Purpose – This study seeks to explore whether McGregor's Theory X/Y assumptions are related to managers’ communication apprehension (CA) – their degree of comfort when interacting with others.Design/methodology/approach – Surveys measuring Theory X/Y assumptions and CA were administered to 281 full‐time managers from divergent industries across the USA. Hypotheses were tested using correlations.Findings – Moderate scores on the Theory X scale were positively correlated with traitlike CA and CA in interpersonal contexts. Managers’ total and high scores on the Theory Y scale were negatively correlated with traitlike CA and CA in groups, interpersonal conversations, and meetings. Moderate scores on the Theory Y scale were positively correlated with CA in groups. Low scores on the Theory Y scale were positively correlated with traitlike CA and CA in interpersonal and public speaking settings.Originality/value – This study extends the broad landscape of literature on management communication. Findings deepen o...
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TL;DR: This paper proposed the social exchange theory (SET) as a framework for the exchanges that take place between individuals in a mentoring relationship to expand the literature and enhance understanding of the mentoring process.
Abstract: Purpose – To expand the literature and enhance understanding of the mentoring process, this research proposes the social exchange theory (SET) as a framework for the exchanges that take place between individuals in a mentoring relationship.Design/methodology/approach – A detailed literature review for mentoring and Fiske's social exchange theory propositions, as well as work by Hofstede on power distance, gender, and diversity studies, provide a new approach to mentoring research.Findings – The four relational structures (communal sharing, authority ranking, equality matching and market pricing) developed by Fiske and the effects of diversity are integrated with the existing mentoring literature to create a new model explaining the effects exchange type and diversity have on the perceived amount of support given and received during the maturation process of the mentoring relationship.Research limitations/implications – This paper extends an under‐researched area of mentoring with discussion and suggests a...
TL;DR: A qualitative study based on the grounded theory approach was conducted by as discussed by the authors to identify what people in Mexican organizations perceive as effective and ineffective managerial behavior, finding that effective managers in Mexico are considered approachable, democratic, fair, considerate, understanding, supportive, caring, and hard working with problem solving skills.
Abstract: Purpose – The aim of this study was to identify what people in Mexican organizations perceive as effective and ineffective managerial behavior.Design/methodology/approach – A qualitative study based on the grounded theory approach was conducted. Interviews using the critical incident techniques were conducted with 35 participants from six different companies located in Yucatan, Mexico.Findings – Results suggest that effective managers in Mexico are considered approachable, democratic, fair, considerate, understanding, supportive, caring, and hard working with problem solving skills.Research limitations/implications – This study is based on the responses of participants located in one region of Mexico. This study focused on the perceptions of Mexican participants only.Practical implications – Findings of this study have practical implications for human resources professionals, Mexican managers, and expatriates who manage operations and manage people in Mexico. Human resources professionals can use the find...
TL;DR: In this paper, the authors examined how employees perceive the differential quality of relationships with their supervisors, and their emotional experiences within the leader-member exchange (LMX) process for these differential relationships.
Abstract: Purpose – The purpose of this research is to examine how employees perceive the differential quality of relationships with their supervisors, and their emotional experiences within the leader‐member exchange (LMX) process for these differential relationships.Design/methodology/approach – This qualitative study presents the interview findings of 25 full‐time employees working within five teams in two organizations.Findings – The qualitative results revealed a consistent pattern of descriptors used by employees to differentially describe their high‐quality and low‐quality LMX relationships. A range of positive and negative emotions were experienced within the context of the LMX relationship and individuals reported different levels of positive and negative emotions for high‐quality versus low‐quality LMX relationships.Research limitations/implications – A limitation is the reliance on self‐reports of the subordinate (not leader) in terms of the role of emotions in the LMX process.Practical implications – Th...
TL;DR: In this article, the authors used the stereotype content model to explore the extent to which voter admiration for presidential candidates mediates the charismatic leadership -voting behavior relationship and also seek to test whether system justification beliefs moderate the mediated relationship.
Abstract: Purpose – This paper aims to use the stereotype content model to explore the extent to which voter admiration for presidential candidates mediates the charismatic leadership – voting behavior relationship. The paper also seeks to test whether system justification beliefs moderate the mediated relationship.Design/methodology/approach – Using data collected both before and after the 2008 US presidential election, this paper tested the hypothesized relationships using a conditional indirect effects model with 126 undergraduate students enrolled in the psychology department and business school of a large university in the USA.Findings – Results demonstrated that admiration mediates the charismatic leadership – voting behavior relationship. Moreover, this mediated relationship varied by system justification beliefs.Practical implications – These results suggest that charismatic leaders arouse specific emotions (i.e. admiration) in followers and that emotional arousal inspires followers to act on the behalf of ...
TL;DR: In this article, the authors report on research into managers' and facilitators' perceptions of effective facilitation, and identify four stages important to facilitation: Preparation, Event, Satisfactory Outcomes and Transfer.
Abstract: Purpose – This paper aims to report on research into managers’ and facilitators’ perceptions of effective facilitation.Design/methodology/approach – A total of 20 managers from across five industry sectors, and 20 facilitators from larger organisations or working as consultants, were interviewed in‐depth regarding stories of effective and wholly or partially ineffective facilitation experiences. These stories are analysed within a constructivist‐interpretivist paradigm.Findings – Four stages important to facilitation are identified: Preparation, Event, Satisfactory Outcomes and Transfer. Strategies and considerations are evident in the first three stages but poorly discussed and under‐utilised strategies in the last.Research limitations/implications – Further research is suggested to identify strategies for implementing outcomes; consider the contribution internal facilitators can make to the facilitation process; appreciate of the context within which the facilitation takes place; and the impact of organ...
TL;DR: In this article, the authors examine the changing cultural values that influence the perception of managers to leadership excellence in their organisations in Singapore and find that ethnic differences are not strong determinants of managerial values in organizations in Singapore, however, gender is seen as a differentiating factor in the behavioural values of Singapore managers.
Abstract: Purpose – The purpose of this paper is to examine the changing cultural values that influence the perception of managers to leadership excellence in their organisations in Singapore. Design/methodology/approach – Summated scales for the importance of excellent leader, personal qualities, managerial behaviours, organisational demands and environmental influences were developed using most of the items categorised by Selvarajah et al. (1995) and several other items rated highly in this study. A structural model was constructed to explain the relationship in excellence in leadership. Findings – In all, 249 managers, from the three main ethnic groups: Chinese, Indians and Malays participated in this research. The findings suggest that ethnic differences are not strong determinants of managerial values in organisations in Singapore. However, gender is seen as a differentiating factor in the behavioural values of Singapore managers. Research limitations/implications – This study is purely an exploratory study an...