A model of relational leadership: The integration of trust and leader–member exchange

This article presents a model of relational leadership based on a review of leader-member exchange (LMX) and interpersonal trust. This model asserts that the LMX relationship is built through interpersonal exchanges in which parties to the relationship evaluate the ability, benevolence, and integrity of each other. These perceptions, in turn, influence the behaviors predicted by LMX researchers. This integrated model of relational leadership provides insights into the dynamics of leader-subordinate relationships and resolves some of the inconsistencies in the LMX research without losing the richness and uniqueness of the exchange theory. A number of propositions for future research in relational leadership are also suggested.     

The impact of family owners’ monitoring on CEO turnover decisions and the role of trust

Even though there is clear evidence that large shareholders play an effective monitoring role over poorly-performing CEOs, the monitoring of family owners is yet quite unexplored. This study investigates the impact of family ownership on the CEO turnover-performance sensitivity, examining two potential factors that can affect the ability of the family owners in ensuring a prompt replacement of an underperforming CEO. First, we examine whether the monitoring of family owners is weakened by the existence of family ties with CEO. Second, we investigate whether the monitoring of family owners over professional CEOs is affected by the cultural propensity to trust or distrust a stranger. Our findings show that family owners are able to ensure a prompt replacement of an underperforming CEO only when the CEO is not a family member but rather an outside professional. Moreover, we find that the effectiveness of the family’s monitoring over professional CEO is weaker in environments characterized by the cultural propensity to distrust a stranger, rather than in contexts characterized by the cultural feeling to trust an outsider.     

Beyond trust: towards a practice-based understanding of governing ‘network organizations’

In recent past the concept of the ‘network’ or ‘network organization’ has emerged as one of the most prominent concepts for thinking, understanding and conceptualizing the coordination of ‘productive activities’. In the literature on network organizations, ‘trust’ is commonly understood to be the main coordinating mechanism of this organizational form. Highlighting the problematics involved in this prime focus on trust, this study combines practice-based theory (Schatzki in Social practices: a Wittgensteinian approach to human activity and the social, Cambridge University Press, Cambridge, 2008) and a Foucauldian understanding of governing to contribute to a more differentiated understanding of the coordination of everyday activities in network organizations. By focusing on how the ‘network organization’ and its subjects are ‘produced’ in power-infused practices, this study provides insights into the complexity of mechanisms involved in such organizations. Empirically this is illustrated at the example of a consulting company which describes itself—internally and externally—as ‘network organization’. Based on an ethnographic participant observation and in-depth semi-structured interviews, the analysis of the case questions the centrality of trust as coordinating mechanism and provides deep insights into the constitution of this specific ‘network organization’.     

Nurturing clients’ trust to encourage engagement success during the customization of ERP systems

Customization is a crucial, lengthy, and costly aspect in the successful implementation of ERP systems, and has, accordingly, become a major specialty of many vendors and consulting companies. This study examines how such companies can increase their clients’ perception of engagement success through increased client trust that is brought about through responsive and dependable customization.Survey data from ERP customization clients show that, as hypothesized, clients’ trust influenced their perception of engagement success with the company. The data also show that clients’ trust in the customization company was increased when the company behaved in accordance with client expectations by being responsive, and decreased when the company behaved in a manner that contradicted these expectations by not being dependable. Responses to an open-ended question addendum attached to the survey corroborated the importance of responsiveness and dependability. Implications for customization companies and research on trust are discussed.     

The effects of suppliers’ trust on manufacturers’ innovation capability: an analysis of direct versus indirect relationships

The study offers an alternative explanation for the role of trust in economic exchange, answering the critical research questions of how and under what conditions suppliers’ trust affects manufacturers’ innovation capability. The study adopts a transaction value approach suggesting combining strategy and organisational economic literature to fully investigate the processes through which joint value is generated and developed by interacting partners. Using survey data from a sample of 235 supplier–manufacturer relationships, we find broad support for the model hypotheses. The results confirm the mediating role of asset specificity and knowledge sharing as procedural dimensions in the relation between suppliers’ trust and manufacturers’ innovation capability. However, the direct path between trust and innovation capability was not confirmed. The study provides theoretical and practical implications for firms seeking to translate inter-firm trust into innovation-based competitive advantage.     

How do you really feel? Effect of leaders' perceived emotional sincerity on followers' trust

We extend research on leadership and emotions by addressing two previously under-researched areas. Prior research has focused primarily on the valence of leaders' displayed emotion and on followers' affective reactions to those displays. In contrast, we examined followers' cognitive reactions to the perceived sincerity of leaders' displayed emotion. Study 1 found that American workers' trust in a leader was related to their perceptions of that leader's emotional sincerity. Study 2 replicated these results among Chinese workers, and further indicated the mechanisms through which perceived emotional sincerity influenced trust and showed how trust influenced performance. The findings demonstrate the importance of including emotional sincerity in studies of leader affect, and suggest the value of adding a cognitive perspective to the current focus on followers' affective reactions to their leaders' emotions.     

A new approach to analyzing the Achilles' heel of multisource feedback programs: Can we really trust ratings of leaders at the group level of analysis?

This research addresses the Achilles’ heel of all multi-source leadership feedback programs regardless of whether they use 360°, 270°, or 180° ratings. Namely, should all feedback be universally aggregated by feedback groups and reported to respondents? A sample of raters from the Center for Creative Leadership (N = 15,500 including subordinates, peers, and others) was grouped to align with each raters’ matching focal subject (J = 1,550). Two scales from CCL’s Benchmarks instrument (Building and Mending Relationships and Career Management) were used to: (1) predict a derailment factor (Problems with Interpersonal Relationships) and (2) determine the operative level of analysis and its aggregation characteristics using Within and Between Analysis (WABA). In many cases, the variables under consideration did not aggregate optimally. Using a technique based upon each group’s coefficient of variation as a measure of internal consensus, between 3% and 25% of groups should not have their averages reported. Alternative approaches are discussed.     

Is trust in leadership a mediator between transformational leadership and in-role performance among small-scale factory workers?

Globalization and the transformation of the organizational scene are increasing the pressure and threshold for employees to constantly perform maximum output. As such, the measure of success for many organizations is determined by their productivity level. Therefore, we believe that the leadership style adopted by the leader and the level of trust subordinates have in such a leader may be salient in determining the level of in-role performance of the subordinates in question. This study therefore tries to shed light on this issue by testing the hypotheses that transformational leadership and trust in leadership would significantly predict in-role performance, and that trust in leadership would further mediate the relationship between transformational leadership and in-role performance. A sample of 170 factory workers (subordinates) and 6 supervisors participated in the study. The subordinates completed measures of transformational leadership and trust in leadership while that of in-role performance of these subordinates was based on the ratings of their immediate supervisors. The results of the Hierarchical Multiple Regression showed that only transformational leadership positively predicted in-role performance, whereas trust in leadership failed to predict or even mediate this relationship. The study discussed the implications of the findings, limitations, and suggestions for prospective research.     

Perceptions of the effectiveness of training and development of ‘grey-collar’ workers in the People's Republic of China

An important human resource development (HRD) implication of the People's Republic of China's (PRC) rapidly expanding economy has been the emergence of a critical shortage of grey-collar workers (GCW). Although ‘grey-collar’ has been commonly used in the West to describe an aging population within the workforce, in China it refers to people who are neither white nor blue collar workers but technicians. The shortage of GCW constrains the PRC's economic and developmental sustainability, and has been recognized in central and provincial government initiatives to increase training and development of employees within these fields. While acknowledged as a policy and organizational problem, there has been no research investigating what organizations are doing to develop these employees. Drawing upon a survey of 310 semi-skilled and skilled employees in Beijing, our findings suggest that while the surveyed organizations are investing heavily in both on- and off-the-job training, employees' perceived value of such differs markedly according to age and position. The research has important implications for China's HRD strategy in suggesting links between training and other human resource management (HRM) functions are yet to be evidenced.     

The Choice of Governance Modes of International Franchise Firms — Development of an Integrative Model

This paper examines the evolution of the international franchise research with special focus on the governance modes of the international franchise firm and develops a new model for the franchisor's choice of the international governance modes. International governance modes in franchising refer to wholly-owned subsidiaries, joint venture franchising, area development franchising and master franchising. Although many studies on the governance modes of the international franchise firm have been published in the last two decades, no prior study develops an integrative framework that investigates the determinants of the international governance modes by combining organizational economics and strategic management perspectives. Specifically, this study explains the governance modes of the international franchise firm by applying transaction cost theory, agency theory, resource-based and organizational capabilities theory and property rights theory.     

Algebraic and combinatorial properties of ideals and algebras of uniform clutters of TDI systems

Let \(\mathcal{C}\) be a uniform clutter and let A be the incidence matrix of \(\mathcal{C}\). We denote the column vectors of A by v ₁,…,v _q . Under certain conditions we prove that \(\mathcal{C}\) is vertex critical. If \(\mathcal{C}\) satisfies the max-flow min-cut property, we prove that A diagonalizes over ? to an identity matrix and that v ₁,…,v _q form a Hilbert basis. We also prove that if \(\mathcal{C}\) has a perfect matching such that \(\mathcal{C}\) has the packing property and its vertex covering number is equal to 2, then A diagonalizes over ? to an identity matrix. If A is a balanced matrix we prove that any regular triangulation of the cone generated by v ₁,…,v _q is unimodular. Some examples are presented to show that our results only hold for uniform clutters. These results are closely related to certain algebraic properties, such as the normality or torsion-freeness, of blowup algebras of edge ideals and to finitely generated abelian groups. They are also related to the theory of Gröbner bases of toric ideals and to Ehrhart rings.     

A Study of Typology of Teacher’s Questions

This study invested the typology of teacher’s questions as well as its functions in teaching. Teacher’s questions are widely acknowledged as a valuable instrumental strategy,improved classroom questioning strategies may contribute to the development of students’ higher cognitive-thinking skills,asking the right questions appears to enhance the student learning.     

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.     

Is HRD in need of an ethics of care?

Human Resource Development (HRD) operates within competitive global environments and the changing expectations of societal moral values, which can be in conflict with organizational values, performance, and profit. These are underpinned by the unquestioning acceptance and ‘orthodoxy’ of free‐market economics, legalism, and codes of conduct that result in a lack of ethical analysis within HRD practice. In response to the forgoing, it will be argued that the ethics of care that espouses the values of human relationships, empathy, dignity, and respect is a legitimate approach to free-market lead ethical rule-based rationality that is often presented as the de facto position for HRD professional practice. It presents the ethical debates in which HRD operates within, before arguing for the ethics of care. Three case examples from practice are offered illustrating how HRD practice might respond through the lens of an ethics of care. Reflections and implications for HRD in the form of objections and responses are considered. It concludes that HRD professionals are faced with many difficulties when making decisions, and that the ethics of care offer is an alternative perspective for HRD practitioners.     

An Evaluation of Train-to-Code to Teach Implementation of PECS©

We evaluated the impact of a customized training program developed using an observation and behavioral coding software system (i.e., Train-to-Code) to teach implementation of Phase 3A of the Picture Exchange Communication System to four undergraduate students. The training program coached participants on all relevant steps of the procedure. To accomplish this, participants viewed multiple video exemplars of correct and incorrect implementation of each step in the sequence of behaviors, and coded these behaviors in accordance with a taxonomy developed by the experimenters. The training program provided prompts and feedback in real time based on participants’ current level of performance and required mastery of seven levels of training, each with fewer prompts and feedback, until an expert level of unprompted coding performance was demonstrated. A multiple baseline design across participants was used to evaluate the effectiveness of the training program on levels of procedural integrity during performance test probes conducted with a confederate learner before and after the completion of the training program. Results showed improved performance relative to baseline following training, and maintenance of performance at 2–4 weeks follow-up. A conceptual analysis of these findings will be discussed, along with implications for staff training in applied settings.     

Toward an understanding of consumers’ perceptions of food labels

This study examines the factors that influence consumers’ perceptions or beliefs about food labels. The results indicate that health and diet related attitudes, special diet status, perceived importance of product attributes like nutrition and ease of preparation, race, gender, income, and body mass index are important factors affecting consumers’ perceptions and beliefs about label use. Understanding the type of consumers who have these perceptions and beliefs as well as the factors that influence these beliefs and perceptions is crucial for designing effective marketing and nutrition education campaigns.     

On domination number of Cartesian product of directed paths

Let γ(G) denote the domination number of a digraph G and let P _m □P _n denote the Cartesian product of P _m and P _n , the directed paths of length m and n. In this paper, we give a lower and upper bound for γ(P _m □P _n ). Furthermore, we obtain a necessary and sufficient condition for P _m □P _n to have efficient dominating set, and determine the exact values: γ(P ₂□P _n )=n, g(P₃\square P_n)=n+é\fracn4ù\gamma(P_{3}\square P_{n})=n+\lceil\frac{n}{4}\rceil, g(P₄\square P_n)=n+é\frac2n3ù\gamma(P_{4}\square P_{n})=n+\lceil\frac{2n}{3}\rceil, γ(P ₅□P _n )=2n+1 and g(P₆\square P_n)=2n+é\fracn+23ù\gamma(P_{6}\square P_{n})=2n+\lceil\frac{n+2}{3}\rceil.     

A meso measure? Examination of the levels of analysis of the Multifactor Leadership Questionnaire (MLQ)

Critical review of the Multifactor Leadership Questionnaire, Form 5X (MLQ5X), reveals serious problems related to specification of the theoretical level of analysis at which it measures its underlying constructs. Data from two separate samples indicate that items of the commonly used MLQ5X are ambiguous with respect to level of analysis. It appears unclear in many instances whether the items reflect individual, group, or organizational referents. Based upon our analyses and the literature, we present specific propositions concerning the level(s) at which each MLQ5X dimension appears most appropriately conceptualized and measured, along with suggestions for future research and revision of the MLQ5X.     

Situation-based measurement of the full range of leadership model — Development and validation of a situational judgment test

In response to calls for context-specificity in leadership research, we developed and validated a Situational Judgment Test of the Full Range of Leadership Model (SJT-FRLM). Three consecutive studies were conducted following the typical steps of test development. Study 1 served measure development and pilot testing: item stems were generated empirically, item responses were developed with a theory-driven approach, and pilot testing was based on a leader sample. Study 2 served to analyze construct- and criterion-related validity of the instrument. Moreover, an empirical scoring key was developed that weights each item response according to its relation with leadership effectiveness in each situation. In Study 3, we demonstrated incremental validity and interrater agreement. The test fills an important gap in literature because it not only has predictive validity above and beyond established measures, but also takes into account the contextual element of leadership.