Leaders' relational self-concept and followers' task performance: Implications for mentoring provided to followers

Using a sample of 137 leader–follower dyads, this study investigated how leaders' relational self-concept relates to the mentoring (career support and psychosocial support) they provide to their followers, and whether followers' task performance moderates this relationship. As expected, leaders with a stronger relational self-concept provided more career support to followers who displayed higher (vs. lower) task performance. However, leaders' relational self-concept was unrelated to their provision of psychosocial support, irrespective of followers' task performance.     

COGNITIVE STYLE AND THE USEFULNESS OF INFORMATION*

The desirability of a merger/acquisition alternative depends in part on the perceptions of the decision maker. What sources of information are “useful” to the decision maker & Does the set of useful information remain constant for all decision makers; if not, do individuals using similar information sets have similar information processing characteristics? Do these sets vary as feedback is obtained during the decision process? To answer these questions, graduate students participated in a modified Delphi experiment, and the resulting data were analyzed by the two-way aligned-ranks nonparametric test. These test results affirm that in a merger/acquisition scenario, decision makers with different cognitive styles prefer different sets of information and these sets vary dynamically as feedback is incorporated in the decision-making process. Furthermore, information that contains worker and community welfare considerations is identified as “useful” five times more frequently by decision makers with a “feeling” cognitive style than those with a “thinking” style.