述评领导理论的发展

本文对各时期有关领导理论的研究成果进行了要点式概括和简评,领导理论的形成与发展为我们理解领导这一特殊的社会现象提供了许多富有价值的概念和范式。领导活动的成败取决于多重要素在特定状态下的有机组合。     

变革型领导理论研究综述

变革型领导理论已经有三十多年的发展历史,是最近二十多年领导理论研究的重点和热点。本文介绍了变革型领导的起源和发展,深度挖掘了变革型领导的结构模型和测量工具,并对变革型领导与交易型领导的领导有效性进行了比较,以及梳理了变革型领导的作用机制和中介变量,最后指出了目前研究的缺陷和未来研究的方向。     

变革型领导:创建学习型组织的一种有效领导型态

本文在对变革型领导理论的发展历史、主要内容、变革型领导的若干维度,学习型组织的相关理论和构建模型进行分析的基础上,提出了变革型领导对构建学习型组织在个人、团队和组织三个层次上的促进作用,认为变革型领导是创建学习型组织的一种有效的领导方式。     

企业环境、领导行为、领导绩效互动影响分析

结合对价值观型领导理论的分析以及过去针对这一理论在中国所作研究的基本结论,将环境因素纳入到领导过程研究中,提出了一个关于企业竞争环境、价值观型领导行为以及领导绩效三者之间互动的理论模型并进行实证分析.结果显示:激烈的竞争环境会削弱企业内部的领导绩效,但实施价值观型领导,将有助于企业领导扭转不利局面,提升领导绩效,价值观型领导在严酷的竞争环境中适用.文章也讨论了此研究的局限性和未来的研究发展方向.     

文化视角下领导研究的回顾与展望

对文化概念和主流文化模型进行总结与评述,指出当前静态、片段式的概念界定的不足以及各模型间的共性特点和相关局限。梳理和分析现有文献,发现当前研究在内容上主要集中于领导力原型、领导风格、特定领导行为和相关领导要素4个方面;在研究方法上偏爱实证研究中的量化研究,对理论研究和质性研究的作用有所忽视;在研究策略上主要遵循"西方领导理论—本土文化背景—本土化解释与修正"的研究路线,不能对本土特有的领导要素进行很好的诠释。此外,提出厘清文化边界、完善和开发文化模型、机理探究、引入时间维度、构建基于本土文化的领导理论是未来基于文化领导研究的主要方向。     

国外服务型领导研究综述

面对不断成熟发展的服务型领导理论、交易型领导理论、变革型领导理论、真诚领导理论、道德领导理论、第五级领导理论、赋权领导理论、精神领导理论、自我牺牲领导理论,学术界存在着很多的迷茫与彷徨,不知道究竟哪种理论能够构建领导者的成功优势。有鉴于此,本文旨在通过对国外领导科学发展的前沿理论之一—服务型领导理论进行综合分析,对未来服务型领导研究的趋势做出分析。一、服务型领导的概念和结构服务型领导是指领导者以本身的道德和责任为基础,尊重被领导者个体的尊严和价值,关注被领导者的发展,挖掘和培育被领导者的能力,充分激发被领导者     

我军院校根本领导制度的历史追溯

我军院校经历了革命战争年代、社会主义改造和全面建设时期、“文化大革命”、改革开放四个大的历史阶段。其中,革命战争年代是我军院校根本领导制度形成时期;社会主义改造和全面建设初期是我军院校根本领导制度的完善时期;在“文化大革命”动乱中,我军院校停办了一段时期;改革开放时期是我军院校领导制度的稳定发展时期。     

略论现代领导学发展中的领导魅力理论演进

在现代领导学100多年演进历史中,先后经历了特质理论、行为理论和情境理论三个阶段,人们对于领导魅力的理性认识也随之不断深化。本文结合现代领导学发展的各个阶段,揭示领导魅力理论相应呈现出的理论演进过程。一、领导发生学:特质理论与领导魅力领导特质理论是指从领导者的性格、智力、生理和社会因素等方面确认领导者特有或者应有品质的理论,也称素质理论。从20世纪初期到20世纪三四十年代,是领导特质理论十分盛行的时期。在这一时期,领导特     

西方自恋型领导研究综述及展望

<正>20世纪以来,领导有效性这一课题一直备受领导学研究领域的关注,领导行为理论基本上也是围绕这一课题而产生的。随着领导行为理论的发展,从20世纪80年代开始,变革型领导行为和交易型领导行为逐渐占据主导地位,对其领导有效性的研究如雨后春笋般大量涌现。其后也有学者提出一些新的领导行为,如奉献型领导、参与型领导、谦卑型领导等,但这些领导行为往往将领导与积极、正面的性质联系起来。凡事都有两面     

当今条件,是人际型领导还是任务型领导更有效

随着中国进入一个经济高速发展时期,企业作为国民经济最活跃的细胞之一,在推动中国经济发挥着越来越重要的作用。作为企业生产和发展的第一生产要素资源——人力资源,在现如今条件下已在企业中显得越来越重要,已经成为企业获得高效益、降低成本的重要保证。而摆在企业突出和亟待解决的问题是:如何正确处理企业与员工的关系,如何对员工进行科学的领导以及如何对员工关系进行管理。是应该采取人际型的领导、还是任务型的领导。一直是企业管理人员思考的问题。而这些问题已成为企业快速平稳发展的关键。     

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.     

Toward a theory of spiritual leadership

A causal theory of spiritual leadership is developed within an intrinsic motivation model that incorporates vision, hope/faith, and altruistic love, theories of workplace spirituality, and spiritual survival. The purpose of spiritual leadership is to create vision and value congruence across the strategic, empowered team, and individual levels and, ultimately, to foster higher levels of organizational commitment and productivity.I first examine leadership as motivation to change and review motivation-based leadership theories. Second, I note the accelerating call for spirituality in the workplace, describe the universal human need for spiritual survival through calling and membership, and distinguish between religion and spirituality. Next, I introduce a generic definition of God as a higher power with a continuum upon which humanistic, theistic, and pantheistic definitions of God can be placed. I also review religious- and ethics-and-values-based leadership theories and conclude that, to motivate followers, leaders must get in touch with their core values and communicate them to followers through vision and personal actions to create a sense of spiritual survival through calling and membership.I then argue that spiritual leadership theory is not only inclusive of other major extant motivation-based theories of leadership, but that it is also more conceptually distinct, parsimonious, and less conceptually confounded. And, by incorporating calling and membership as two key follower needs for spiritual survival, spiritual leadership theory is inclusive of the religious- and ethics and values-based approaches to leadership. Finally, the process of organizational development and transformation through spiritual leadership is discussed. Suggestions for future research are offered.     

Emergence of shared leadership networks in teams: An adaptive process perspective

Adaptive leadership theory suggests that shared leadership networks grow in a complex manner. We propose that leadership decentralization (the dispersion of leadership), leadership density (the total amount of leadership), and situationally-aligned leadership (SAL: leadership transitions to those who fit situation requirements) are distinct aspects of a shared leadership network and should be examined together to capture the development of shared leadership process. Through a study of 450 participants in 90 teams, we find that each of these three aspects of shared leadership plays a different role during shared leadership network emergence. Specifically, transactive memory systems (TMS) contribute to decentralized leadership structures, which in turn precipitate more dense leadership networks. We also find that TMS contributes to the most situationally aligned team member engaging in leadership. Both leadership density and SAL predict team performance. We discuss the theoretical and practical implications of these results.     

Contemporary public leadership in China: A research review and consideration

China garners great international attention due to its rapid economic development, unprecedented nationwide political reform, and significant social progress over the last 25 years. Contemporary public leadership in China is arguably a major force for the myriad of recent economic, political, and social transformations in the country. This article reviews the academic literature on that leadership, providing an overview of interest to scholars, teachers, and practitioners whose work deals with cross-cultural studies of leadership development. The review focuses primarily on materials published between January 1999 and June 2004 that explicitly address public leadership in China. The review identifies six areas of research to date: (1) leadership transition, (2) democratization, (3) prominent political figures, (4) local leadership, (5) cultural and historical traditions, and (6) other identified forms of public leadership (military versus Party leadership, women as public leaders, religion and public leadership, and student leadership). The article concludes with discussions of characteristics of the literature and directions for future theoretical and empirical work.     

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.     

Civic capacity: Building on transformational leadership to explain successful integrative public leadership

An emerging stream of work has been investigating the leadership processes necessary to guide public multi-sector collaborations. This stream of work argues that new leadership theory about integrative public leadership is needed because the context is different from that traditionally investigated by leadership researchers. In this paper, we advance the study of integrative public leadership by arguing that transformational leadership theory does apply to multi-sector collaborations, but needs to be augmented with an additional construct called “civic capacity.” We elaborate on this construct and suggest that it consists of three components: civic drive, civic connections, and civic pragmatism.     

社会化经历与本土文化对领导特质形成的影响研究

在研究范式上过于依赖基于问卷测量的统计分析验证,在研究内容上忽视个人社会化经历和文化因素对于领导的影响,是造成现有领导特质理论"片段化"特征明显、特质形成过程不明的主要原因。采用案例分析的方法,通过对组织关键事件中领导与客体互动行为的分析来呈现领导者的特质,并从个体社会化经历和本土文化2个视角阐释了领导特质的形成过程;发现个体社会化经历和本土文化是领导特质来源的2个主要路径,弥补了领导特质理论在此方面的不足,为中国本土化领导研究提供了一个新的视角。     

Moral Aspects of Executive Leadership

This paper argues that the crisis in management is a crisis in leadership and that the heart of leadership is the moral challenge for managers to see themselves and others as colleagues and collaborators. The search for a new leadership paradigm is a call to foster the human spiritual dimension which respects the deepest concerns and values of everyone in the enterprise. Islamic beliefs and heritage provide a natural basis for transformational leadership and for implementing a paradigm shift which integrates spirituality and work. This revised version was published online in July 2006 with corrections to the Cover Date.