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Leadership in Organizations
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TLDR
This book presents a meta-leadership framework for a post-modern view of leadership that considers the role of language, identity, and self-consistency in the development of leaders.Abstract:
Chapter 1. Introduction Chapter 2. Managerial Work Chapter 3. Effective Leadership Behavior Chapter 4. Leading Change and Innovation Chapter 5. Participative Leadership and Empowerment Chapter 6. Leadership Traits and Skills Chapter 7. Contingency Theories and Adaptive Leadership Chapter 8. Power and Influence Tactics Chapter 9. Dyadic Relations and Followers Chapter 10. Leadership in Groups and Teams Chapter 11. Strategic Leadership in Organizations Chapter 12. Charismatic and Transformational Leadership Chapter 13. Ethical, Servant, Spiritual, and Authentic Leadership Chapter 14. Cross-cultural Leadership and Diversity Chapter 15. Developing Leadership Skills Chapter 16. Overview and Integrationread more
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Path-Goal Theories of Leadership: A Meta-Analysis
J. C. Wofford,Laurie Z. Liska +1 more
TL;DR: In this paper, the authors conducted meta-analyses of 120 studies to test hypotheses of path-goal theories and found that potential situational and artifactual moderators exist for the relationships of leader behaviors with the dependent variables.
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Transformational and transactional leadership and employee’s entrepreneurial behavior in knowledge–intensive industries
TL;DR: This paper examined the moderating role of psychological empowerment on the relationship among transformational leadership, transactional leadership, and entrepreneurial behavior, and found that transformational leaders are positively related to entrepreneurial behavior.
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How sales controls affect job-related outcomes: the role of organizational sales-related psychological climate perceptions
TL;DR: In this article, the authors proposed a theory that incorporates the mediating effects of three important organizational sales-related psychological climate perceptions (e.g., the organization's customer orientation, sales innovativeness, and sales supportiveness) to explain how sales force controls affect salesrelated outcomes.
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Performance improvement efforts in response to negative feedback: the roles of source power and recipient self-esteem
TL;DR: In this article, the authors investigated dimensions of supervisor power and recipient self-esteem as predictors of performance improvement efforts following negative performance feedback and found that different types of power moderate the selfesteem -performance improvement relationship.
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Adaptive Self-Regulation: Meeting Others' Expectations of Leadership and Performance
TL;DR: Examination of core aspects of the adaptive self-regulation model revealed that discrepancy in manager match-to-position was associated with reductions in laissez faire and passive management-by-exception behaviors and increases in transformational leadership behavior.
References
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Generalized expectancies for internal versus external control of reinforcement.
TL;DR: In this paper, the effects of reward or reinforcement on preceding behavior depend in part on whether the person perceives the reward as contingent on his own behavior or independent of it, and individuals may also differ in generalized expectancies for internal versus external control of reinforcement.
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The Theory of Social and Economic Organization
TL;DR: A synthetic polyisoprene rubber latex produced by emulsifying a solution of polyisoperene rubber in an organic solvent with water and removing the solvent from the resulting oil-in-water emulsion is significantly improved with respect to mechanical stability, wet gel strength and dry film strength as mentioned in this paper.
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Mixing Qualitative and Quantitative Methods: Triangulation in Action @
TL;DR: There is a distinct tradition in the literature on social science research methods that advocates the use of multiple methods as mentioned in this paper, which is usually described as one of convergent methodology, multimethod/multitrait (Campbell and Fiske, 1959), convergent validation or, what has been called "triangulation".
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Motivation through the Design of Work: Test of a Theory.
TL;DR: In this paper, a model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs, focusing on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job.