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This study addresses the inconsistency of contemporary literature on defining the link between leadership styles and personality traits. The plethora of literature on personality traits has culminated into symbolic big five personality dimensions but there is still a dearth of research on developing representative leadership styles despite the perennial fascination with the subject. Absence of an unequivocal model for developing representative styles in conjunction with the use of several non-mutually exclusive existing leadership styles has created a discrepancy in developing a coherent link between leadership and personality. This study sums up 39 different styles of leadership into five distinct representative styles on the basis of similar theoretical underpinnings and common characteristics to explore how each of these five representative leadership style relates to personality dimensions proposed by big five model.

Abstract-This article is a part of a research study carried out for the Ph.D dissertation. one of the aspect of the research was to explore the relationship between leadership behavior and acceptance of leader by the subordinates. The moderating variables of study were situational factors i.e. subordinates' characteristics and environmental characteristics. Path-goal theory was tested in telecom industry of Pakistan by conducting research on the 60 middle and 140 lower managers of four mobile companies. Data analysis revealed significant relationship of subordinate acceptance of leader with leadership behavior and situational factor .It was also found that leadership behavior affects subordinates' acceptance of leader and can be used as predictor of acceptance of leader. Management of the cellular companies may be benefited from the findings of this research, so there are some recommendations for them at the end of this article.

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PurposeThe purpose of this study is to examine how and when supervisors’ bottom-line mentality (BLM) influences workplace cheating behavior. Specifically, the authors draw upon social exchange theory (Blau, 1964) and the negative reciprocity norm (Gouldner, 1960) argument, to explain that supervisor BLM is likely related to organizational cynicism and subsequently those employees may engage in cheating behavior as a way to make things even with the organization. Furthermore, the authors theorized that organizational cynicism and supervisors’ BLM via organizational cynicism, increase cheating behavior among employees with a weak moral identity.Design/methodology/approachTo test the current model, the authors collected data from 232 employees working in various Pakistani firms.FindingsThe results affirmed the authors’ moderated-mediation model. The positive indirect effects of supervisors’ BLM on workplace cheating behavior, through organizational cynicism, are moderated by employees’ moral identity.Originality/valueThis is the first study that examine the mediating and moderating role of organizational cynicism and employees’ moral identity in the relationship between supervisors’ BLM and workplace cheating behavior.