This paper develops and presents a spiritual contingency model of spiritual leadership that includes spiritual leadership characteristics such as follower’s feelings of interconnectedness, religious or existential faith, and leader charisma along with such boundary conditions and contingencies (moderators) as narcissism, pro-social motivation to lead, follower perceptions of leader integrity (ethics), and perceived organizational support. In exploring these contingency factors, the paper also examines the potential “dark side” of spiritual leadership and concludes with implications for future research and managerial practice as suggested by the model.
Purpose – The purpose of this paper is to determine the primary basis upon which raters make decisions in the context of selection for formal leadership positions. Specifically, this paper examines the applicant’s personality, the rater’s personality, and the congruence between the applicant’s personality and the rater’s implicit leadership theories (ILTs) as predictors of interview scores. Design/methodology/approach – The hypotheses were tested via random coefficient modeling analyses using HLM software with the control variables included in Step 1 and the main effects entered in Step 2, and interaction effects in Step 3 as appropriate. Findings – Analyses suggest that both applicant and rater personality impact interview scores, but raters do not appear to select leaders on the basis of their conceptualization of an ideal leader. Research limitations/implications – The results suggest that raters may not consider their own ILTs when attempting to identify future leaders. Given this lack of a natural tendency toward selecting individuals that match one’s perceptions of an ideal leader, future research should focus on adapting current selection methods to leader selection and the development of new selection methods that are more valid. Practical implications – These findings suggest that current staffing practices may not encompass the most effective tools for selecting future leaders of the organization. These results highlight the importance of clarifying the outcome goals of the selection process in advance by giving raters a clear representation of the qualities and ideals that should be present in potential leaders. Originality/value – This study is among the first to examine the relationships between personality and ILTs in the context of a formal leadership selection process and makes a significant contribution to the literature by providing insight into the influence of both rater and applicant personality differences along with rater conceptualizations of ideal leadership in the context of formal leadership selection.
The purpose of this study is to examine the cross-cultural validity of self-leadership by confirming a second-order factor structure and testing for measurement invariance in the operationalization of the self-leadership construct across four distinct national cultures: the United States, China, Germany, and Portugal. Results provide evidence in support of the cross-cultural validity of the hierarchical factor structure of self-leadership and in support of partial metric measurement invariance for the Revised Self-Leadership Questionnaire (RSLQ). Taken together, these findings suggest that future researchers examining substantive self-leadership hypotheses within and across non-U.S. cultures may proceed with confidence.
This paper examines the intersection between faculty unions and faculty senates along with the costs and benefits that each pays and receives relative to one another. More specifically, the authors examine the impact of academic collective bargaining on shared governance traditions, providing an analysis of whether the relationship of unions and governance systems has been symbiotic or non-symbiotic. The authors also explore the overall beneficial and negative outcomes of academic collective bargaining in higher education before developing and presenting a framework of four models of academic collective bargaining that offers historical descriptive value as well as prescriptions for academic collective bargaining in the future. The paper makes a significant contribution to the faculty governance and higher education collective bargaining literature by being among the first to provide a comprehensive review of the faculty governance literature over the last four decades and to present an integrative framework of the possible relationships between faculty unions, faculty senates, and institutions of higher education.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.