PurposeThe purpose of this paper is to provide a thorough review of self‐leadership literature past and present, including a historical overview of how the concept was created and expanded as well as a detailed look at more recent self‐leadership research trends and directions. The paper also presents a theoretical and conceptual explanation and differentiation of the self‐leadership concept relative to other related motivational, personality, and self‐influence constructs.Design/methodology/approachSelf‐leadership research and related literatures of motivation, personality and self‐influence are discussed and described in order to present the current state of the self‐leadership body of knowledge and to suggest future directions to explore and study.FindingsIt is suggested that self‐leadership is a normative model of self‐influence that operates within the framework of more descriptive and deductive theories such as self‐regulation and social cognitive theory.Research limitations/implicationsWhile self‐leadership research composes an impressive body of knowledge, it is a domain of study that has been under‐investigated in some aspects, both empirically and conceptually.Practical implicationsThis paper suggests several future directions that researchers can undertake to advance self‐leadership knowledge.Originality/valueThis paper fills a void in the organizational literature by reviewing the body of self‐leadership knowledge, by stating how self‐leadership is a distinctive theory in its own, and by presenting directions for future self‐leadership research.

NOTCH1 mutations have been reported to occur in 10 to 15% of head and neck squamous cell carcinomas (HNSCC). To determine the significance of these mutations, we embarked upon a comprehensive study of NOTCH signaling in a cohort of 44 HNSCC tumors and 25 normal mucosal samples through a set of expression, copy number, methylation and mutation analyses. Copy number increases were identified in NOTCH pathway genes including the NOTCH ligand JAG1. Gene set analysis defined a differential expression of the NOTCH signaling pathway in HNSCC relative to normal tissues. Analysis of individual pathway-related genes revealed overexpression of ligands JAG1 and JAG2 and receptor NOTCH3. In 32% of the HNSCC examined, activation of the downstream NOTCH effectors HES1/HEY1 was documented. Notably, exomic sequencing identified 5 novel inactivating NOTCH1 mutations in 4/37 of the tumors analyzed, with none of these tumors exhibiting HES1/HEY1 overexpression. Our results revealed a bimodal pattern of NOTCH pathway alterations in HNSCC, with a smaller subset exhibiting inactivating NOTCH1 receptors mutations but a larger subset exhibiting other NOTCH1 pathway alterations, including increases in expression or gene copy number of the receptor or ligands as well as downstream pathway activation. Our results imply that therapies that target the NOTCH pathway may be more widely suitable for HNSCC treatment than appreciated currently.

Over the past two decades, conceptual and empirical research on the concept of workplace spirituality has increased and expanded significantly. An early and influential article by Krishnakumar and Neck (2002, Journal of Managerial Psychology 17 (3): 153–164) helped provide direction and structure to the nascent field of workplace spirituality by examining the “what” – the definitions and meanings of multiple views of workplace spirituality, the “why” – the potential benefits for organizations from encouraging such differing views of workplace spirituality among their members, and the “how” – the ways in which spirituality may be encouraged or implemented within organizations. The current paper provides a retrospective update and extension of the Krishnakumar and Neck (2002) “what, why, and how” framework and “spiritual freedom” model. More specifically, the paper reviews the development and expansion of the workplace spirituality literature over the past decade and a half and considers the potential contributions of a number of contemporary leadership approaches including self-leadership, shared leadership, and authentic leadership to spirituality in the workplace. The paper concludes with an examination of key directions for future research in the workplace spirituality domain.

This study examines the mediating role of job fit on the relationship between perceived supervisor support (PSS) and perceived organizational support (POS), and the mediating role of personal sacrifice on the relationship between POS and turnover intention. We use structural equation modeling (SEM) with a data set consisting of a sample of 346 individuals in a manufacturing firm to test our proposed model of PSS, POS, and turnover intention. Consistent with prior literature, our hypothesized model confirms that PSS is a predictor of POS and that POS is a predictor of turnover intention. By testing two additional competing and theoretically derived nested models, our findings indicate that job fit partially mediates the relationship between PSS and POS, and that personal sacrifice partially mediates the relationship between POS and turnover intention. Our study is among the first to examine job fit and personal sacrifice as mediators within the POS-turnover intention model.

In this paper, we develop and present a contingency model of leadership and psychological empowerment that specifies the circumstances and situations under which follower self-leadership should be encouraged. The model suggests that certain key contingency factors, including follower development, situational urgency and task structure, dictate which of several leadership approaches, including directive, transactional, transformational and empowering, should be chosen. Each specific leadership approach in turn results in a specific combination of predictable outcomes, which include the level of follower involvement, dependence, creativity and psychological empowerment. We also advance research propositions based on the model and discuss the model's practical implications along with possible approaches for empirically testing its linkages.