Leadership of socio-political vanguards: A review and future directions

With the influential rise of the Alt-Right throughout the West in recent years, there has been a renewed interest in the leadership of these forms of fringe political groups. While some work on the leadership of these types of groups was done in the 1960s, 70s, and 80s, less work has been done since then. Given the important role of these groups in today's political environment, a review and theoretical integration of this past leadership work, along with suggestions for future research directions, is overdue.This paper begins by reviewing what literature exists regarding the leadership of socio-political vanguards, as well as what additional literature exists that may also be relevant to better understanding the phenomenon of vanguard leadership. Vanguard leadership is then placed within the historical context and goals of past vanguard groups. This analysis then leads to further defining some of the components of vanguard leadership along with a review of typically associated leadership traits, skills and behaviours.While few theories directly address the way in which vanguard leadership operates, this paper reviews related leadership theories that might offer meaningful contributions to our understanding of socio-political vanguard leadership. Some theories, such as those related to social movements (particularly burgeoning), minor but influential mainstream political groups, and advocacy/activist collectives are particularly relevant here and are reviewed along with more general leadership theories that might also hold applicability, such as those related to leader and follower (and public) information processing and sensemaking under crises. The paper then concludes with some suggestions for future research directions.     

The view from the crossroads: Brazilian culture and corporate leadership in the twenty-first century

The transfer of western leadership theories and practices across the globe has inspired criticism in recent years, suggesting the need for local/indigenous theories of leadership. Such search, however, is troublesome in countries with a heterogeneous cultural background where the constant influence of outside cultural/social/economic parameters abound. The purpose of this article is to identify local/indigenous practices of leadership in one country with a heterogeneous cultural background – Brazil. In this conceptual article, we explore selected literature to investigate the topic of Brazilian culture and its particular style of corporate leadership.     

The recent literature on public leadership: Reviewed and considered

The purpose of the article is to review the academic literature on public leadership. The discussion is generally confined to books and articles in which leadership in the public realm is explicitly at the center of the discussion; and it is limited to materials published in 1999 and 2000. The literature on leadership is divided into five groups: individuals, groups/organizations, nations, transnational arrangements, and cross-cutting themes (diversity, ethics, mass movements). The article concludes by noting that although the literature on public leadership, at least as generated by contemporary academicians, remains meager, it is growing in richness and diversity. In fact, this review demonstrates that scholars, teachers, and practitioners have a range of relevant materials from which to draw information and ideas. An enormous amount of work remains to be done before the literature on public leadership reaches a critical mass. But some good work is being accomplished in a field that is clearly expanding, and that is of increasing interest to constituencies both within and outside academia.     

Romancing leadership: Past, present, and future

This paper presents a review of the romance of leadership and the social construction of leadership theory 25 years after it was originally introduced. We trace the development of this theoretical approach from the original formulation of the romance of leadership (RoL) theory as attributional bias through its emergence as a radical, unconventional approach that views leadership as a sensemaking activity that is primarily ‘in the eye of the beholder.’ We subsequently review research published in management and organizational psychology journals, book chapters and special issues of journals from 1985 to 2010. Three overall themes emerged from this review: 1) biases in (mis)attributions of leadership, including attributions for organizational success and failure; 2) follower-centered approaches, including the role of follower characteristics, perceptions, and motivations in interpreting leadership ratings; and 3) the social construction of leadership, including interfollower and social contagion processes, the role of crisis and uncertainty, and constructions and deconstructions of leadership and CEO celebrity in the media. Within each of these themes, we examine developments and summarize key findings. Our review concludes with recommendations for future theoretical and empirical work in this area.     

Military leadership: A context specific review

The purpose of this article is to review the literature on military leadership and highlight research opportunities for leadership scholars. The review uses a context specific approach and turns to a simplified version of Hunt's (Hunt, J. G. (1991). Leadership: A new synthesis. Newbury Park, CA: Sage) extended multilevel leadership model as a template to examine the many facets of military leadership. The military leadership literature is stratified into the systems, organizational, and direct levels of leadership with an examination of studies on the critical tasks and individual capabilities required at each level. Additionally, studies on organizational culture and effectiveness at each level are addressed. The article emphasizes that the military is undergoing substantial change as it adjusts to the changing nature of war and a fluid world situation. Based on trends in the military, the review concludes with several general recommendations for future research.     

An integrative framework for global leadership competency: levels and dimensions

As developing excellent global leaders should be an urgent priority of companies in the global business world, there has been considerable research in this area. Despite this, there is limited research on the systematic global leadership competency structure reflecting both on its levels and dimensions and on specific competencies. The purpose of this article is to create a theory-based integrative framework that can be used to identify the competencies comprising global leadership. To accomplish this purpose, an integrative literature review was employed on competency theory and global leadership, resulting in the development of an integrative framework for global leadership competency. The framework, with three levels and four dimensions, established in this article contributes to corporations in providing a means of developing company-specific models of global leadership competency. Also discussed are implications for future human resource development research and theory building.     

Relational Leadership Theory: Exploring the social processes of leadership and organizing

Relational leadership is a relatively new term in the leadership literature, and because of this, its meaning is open to interpretation. In the present article I describe two perspectives of relational leadership: an entity perspective that focuses on identifying attributes of individuals as they engage in interpersonal relationships, and a relational perspective that views leadership as a process of social construction through which certain understandings of leadership come about and are given privileged ontology. These approaches can be complementary, but their implications for study and practice are quite different. After reviewing leadership research relative to these two perspectives I offer Relational Leadership Theory (RLT) as an overarching framework for the study of leadership as a social influence process through which emergent coordination (e.g., evolving social order) and change (e.g., new approaches, values, attitudes, behaviors, ideologies) are constructed and produced. This framework addresses relationships both as an outcome of investigation (e.g., How are leadership relationships produced?) and a context for action (e.g., How do relational dynamics contribute to structuring?). RLT draws from both entity and relational ontologies and methodologies to more fully explore the relational dynamics of leadership and organizing.     

Responsible leadership development – crucible experiences and power relationships in a global professional services firm

There is increasing consensus that Human Resource Development (HRD) has a central role to play in promoting the principles and practices of corporate responsibility (CR). An important HRD intervention involves developing responsible leaders able to attract support for CR throughout the organisation, but empirical research is lacking in this area. This article contributes to the theoretical and practical knowledge of responsible leadership development (RLD) by addressing two questions: first, how does RLD engender learning that goes beyond basic cognitive awareness? Second, what affects participants’ abilities to manifest this learning in the workplace? A review of the RLD literature reveals a ‘knowing-doing gap’, which, it is posited, may be linked to a lack of theorisation around power. This issue is investigated by means of a case study on a responsible leadership development programme run by a professional services firm. Drawing on Bourdieusian concepts of language and power, the study reveals some of the mechanisms that inspired new socially responsible values whilst also demonstrating some of the contextual barriers inhibiting their manifestation in the workplace. It is argued that HRD professionals need to engage with Bourdieusian ideas of language and power to promote deeper learning around responsible leadership, which can more easily be embedded into the workplace.     

Leadership and followership identity processes: A multilevel review

A growing body of leadership literature focuses on leader and follower identity dynamics, levels, processes of development and outcomes. Despite the importance of the phenomena, there has been surprisingly little effort to systematically review the widely dispersed literature on leader and follower identity. In this review we map existing studies on a multilevel framework that integrates levels-of-the self (individual, relational and collective) with the levels-of-analysis (intrapersonal, interpersonal and group) on which leader or follower identity work takes place. We also synthesize work from multiple research paradigms, such as social psychology experimental studies, narrative accounts of leaders' identity work and field studies on antecedents, outcomes, mediating mechanisms and boundary conditions. Finally, we outline implications for leadership development and call attention to key themes we see ripe for future research.     

Charismatic,ideological, & pragmatic (CIP) model of leadership: A critical review and agenda for future research

Criticisms of the dominant leadership perspectives in the literature are increasing and, as such, a growing number of scholars are calling for more complex and conceptually sound theories of leadership. With a multi-faceted perspective on effective leadership, detailed conceptual underpinnings, and increasing body of empirical support, the Charismatic, Ideological, and Pragmatic (CIP) model of leadership has the potential to address many of these concerns and substantively contribute to our understanding of effective leadership. Despite such advantages, however, wide scale proliferation of the model remains elusive. As such, this effort provides the first comprehensive review of the CIP model to analyze its potential to expand our understanding of leadership in science and practice. In doing so this review frames and organizes the existing CIP literature, identifies key strengths of the model, addresses key limitations of the model, and outlines future research opportunities that would benefit from adopting a CIP perspective.     

Out of sight and out of mind? A literature review of occupational safety and health leadership and management of distributed workers

Distributed workers – those who work autonomously and remotely from their organisation’s main locations for at least some of their work-time – are an important and growing proportion of the workforce that share common characteristics of temporal and spatial distance. Yet, many leadership styles and management practices assume face-to-face interaction, potentially rendering them less helpful in trying to ensure good occupational safety and health (OSH) outcomes for distributed workers. We conducted a systematic literature review to examine the leadership and management of OSH for distributed workers. Twenty-three papers were identified. Eleven papers identified established leadership styles, including leader-member exchange, (safety specific) transformational and considerate leadership. Twenty papers examined management. Findings from these 20 papers were interpreted as representing resources, deployed through management and utilised by managers to ensure OSH for distributed workers, including communication technologies, social support and a good safety climate. Despite limited research in this area, findings indicate the importance of both leadership and management in ensuring OSH for distributed workers. Findings suggest a fertile area for future enquiry.     

The challenges of leadership in the third sector

The third sector is experiencing a radical shift due to social, political and economic changes in Europe. Due to these shifts and their implications, the question of leadership has become significant and needs to be explored. This article contributes to the literature on the challenges of leadership in the sector. It does so by drawing on the personal narratives provided by leaders across the sector. The views expressed by the narratives provide a deeper insight into leadership in the third sector, than has previously existed. The narratives are valuable for a number of reasons including: they help to extend the knowledge and perspectives of leadership in a way that acknowledges the uniqueness of the sector; they contribute to a better understanding of the challenges faced by leaders in the sector; and they serve as an illustration of the benefit of approaching leadership through the eyes of those practising leadership. The article concludes by identifying the impact for leadership across the sector and the implications.     

South Korean women leaders’ struggles for a work and family balance

The purpose of this study was to explore the lived experience of women in leadership in Korea and to identify challenges and opportunities that they face in the process of balancing work and family life and developing leadership as women in the uniquely challenging Korean workplace where they face organizational and cultural constraints. Critical to this investigation was the understanding of concepts frequently represented in the previous literature about women in leadership: work–family life balance, women’s leadership development, and the cultural context. In-depth interviews were conducted with 18 women leaders selected through a purposeful and snowball sampling method. A thematic analysis of the interview data generated six themes including: (a) commitment to work, (b) struggles for a balance, (c) defining success, (d) gender identity, (e) being a role model, and (f) need for support. Based on the findings, we provide implications for research and practice.     

Assessing global leadership competencies: the critical role of assessment centre methodology

The purpose of this conceptual paper is to examine the use of assessment centre (AC) methodology for addressing the ever-increasing demand for effective talent management of global leaders. Research is reviewed on the most commonly used questionnaire tools for assessing global leadership competencies, which lack the AC’s ability to provide behavioural evidence of leadership competency. A literature search is conducted to identify the extent to which scholarly research to date has examined the use of ACs to measure global leadership competencies. Based on the findings from the review of the literature, the authors recommend further exploration of a leadership AC approach as a ‘best practice’ talent management tool for measuring global leadership competencies. A framework is provided for designing ACs to evaluate and provide developmental feedback on the competencies identified as critical for successful leadership performance in an organization’s global environment.     

Ethical leadership: A review and future directions

Our literature review focuses on the emerging construct of ethical leadership and compares this construct with related concepts that share a common concern for a moral dimension of leadership (e.g., spiritual, authentic, and transformational leadership). Drawing broadly from the intersection of the ethics and leadership literatures, we offer propositions about the antecedents and outcomes of ethical leadership. We also identify issues and questions to be addressed in the future and discuss their implications for research and practice. Our review indicates that ethical leadership remains largely unexplored, offering researchers opportunities for new discoveries and leaders opportunities to improve their effectiveness.     

国外跨组织领导研究前沿探析

首先对以往研究中跨组织领导的概念界定做总结归纳;进而以HUXHAM等提出的跨组织领导概念框架作为理论基础,就个体组织层面跨组织领导行为和协作网络层面周边领导要素2种领导力量各自的内涵及效能的现有研究开展综合评述,并进一步针对两者间的互动关系,提出新的跨组织领导效能演进机制框架。     

中国NGO的发展分析

本文分三个方面 ,系统阐述了作者对中国ＮＧＯ发展的基本观点。作者认为：ＮＧＯ指的是不以营利为目的且具有正式的组织形式、属于非政府体系的社会组织 ,它们具有一定的自治性、志愿性、公益性或互益性。中国ＮＧＯ作为转型时期过渡性的社会组织 ,在广义上包括如下形式：会员制公益性组织 ,运作型组织 (基金会 ) ,实体型社会服务机构 (民办非企业单位 ) ,互益型的经济性团体和社会性团体 ,大量未登记或转登记团体 ,以及转型中的事业单位和人民团体。这些被称为ＮＧＯ的社会组织活跃在转型期中国的社会、经济、文化和政治生活的各个方面 ,特…     

领导对员工创新影响的综述

近年来,领导对员工创新的影响得到了国内外学者的广泛关注。本文对相关研究成果进行了梳理,从领导者自身因素(特质、行为和新型领导理论)对员工创新的作用,领导通过影响员工创新特征(认知、能力、动机和自我概念)来作用于员工创新,以及不同层次领导对员工创新的影响三个方面进行了综述,并对未来研究方向进行了展望。     

Changing Leadership and Gender in Public Sector Organizations

The aim of this paper is to examine the ways in which leadership at middle management level in the public realm is gendered. This is attempted largely through a consideration of academic literature, supported by some empirical findings from a research investigation into higher education and social work in Sweden and England and a review of literature that reveals varying types of leadership characterized as masculinist. Taking the position that context shapes social relationships and subject positions, and provides opportunities as well as constraints, we consider leadership in the public sector under the sway of new public management, framed by neo‐liberalism and the valorization of competition, self‐interested instrumentality, uncertainty and risk, operationalized in public sector organizations through performative regimes. It is argued that while some women and men are willing participants in the new regimes, others are antagonistic or ambivalent, finding themselves mired in neo‐bureaucratic processes of surveillance and control, often stuck in occupational cul‐de‐sacs. It is contended that neo‐liberalism and new public management are associated with masculinist forms of rationality that elevate individual winners and losers and divert attention from collective issues of gender. Rather than focus on gendered styles of leadership it is suggested that it is more important to look at their gendered performance and effects.