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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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The value of virtue in the upper echelons: A multisource examination of executive character strengths and performance ☆
TL;DR: In this article, the authors examined behavioral manifestations of the character strengths of integrity, bravery, perspective, and social intelligence as influences on executive performance in the context of top-level executive leadership of for-profit and not-for profit organizations.
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Implicit communication in organisations: The impact of culture, structure and management practices on employee behaviour
TL;DR: In this paper, the authors describe the aspects of organisational culture, structures and systems, and management practices, seen in a behavioural context, in order to illustrate how these aspects act as an implicit source of communication to employees.
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Untangling the Networking Phenomenon A Dynamic Psychological Perspective on How and Why People Network
Caitlin M. Porter,Sang Eun Woo +1 more
TL;DR: In this article, the authors propose a dynamic, psychological model of how and why individuals strategically network, which marries social exchange and expectancy theories with the concept of relational schema to explain the networking phenomenon across dyadic and intraindividual levels.
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Emotional intelligence and leadership in adolescents
TL;DR: In this article, the validity of two measures of emotional intelligence (EI) and the relation between EI and leadership in 191 adolescents (M=14.33 years) attending a 3-week military training camp was tested.
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Nursing staff turnover: does leadership matter?
TL;DR: The results show strong correlations between leadership behaviour, work climate and job satisfaction and staff turnover shows statistically significant correlations with the job satisfaction variable "feeling" and the work climate variables "challenge" and "playfulness".
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.