bluuebunny/crossref_metadata_2025 huggingface dataset:
Leadership Education in Colleges: Toward a 21st Century Paradigm
Authors: Rost Joseph C. , Barker Richard A.
Published: August 2007

The industrial view of leadership is inadequate for educational purposes because it does not address the nature of the complex social relationships among people who practice leadership, nor does it accurately accommodate their purposes, motives, and intentions. A distinction among the practices of training, development, and education provides a means to explore an understanding of these complex social relationships relative to the preparation of leaders for the future. The content of leadership education in the future will cover three broad categories: the evolution of social change and development, the processes that influence social development, and the dynamics of human nature in change processes. Leadership education is aimed at producing citizens for a democratic society.
Training a New Generation of Leaders
Authors: Welch Reed L.
Published: August 2007

This article highlights the Eisenhower Leadership Development Program, an undergraduate course with a two-fold purpose: (1) to develop students' leadership skills and abilities, and (2) to foster in students a desire to use their leadership abilities to address the different problems that communities and society face. To accomplish this the course uses traditional classroom instruction, guest speakers, leadership games and activities, and, most notably, semester-long group projects. Through the group projects students apply the leadership skills they have learned in class to real world situations and become more conscious of the positive contributions they can make as leaders in their communities.
Leadership Preferences: The Influence of Gender and Needs for Connection on Workers' Ideal Preferences for Leadership Behaviors
Authors: Boatwright Karyn J. , Forrest Linda
Published: August 2007

Executive Summary The roles of age, educational level, work experience, gender and needs for connection in predicting workers' ideal preferences for relational and job-centered leadership behaviors within the workplace were investigated. Most importantly, the role of workers' needs for connections as a mediating variable between gender and their ideal preferences for worker-centered and job centered leadership behaviors was examined. Measures of ideal leadership behavior preferences and needs for connection along with demographic information were completed by 1009 participants from three mid-western organizations. Controlling for organizational variables, regression analyses revealed that age and educational level were negatively correlated with workers' ideal preferences for worker-centered leadership behaviors; age, educational level and work experience were positively correlated with ideal preferences for job-centered leadership behaviors. Hierarchical regression analysis indicated that after the effect of age and educational level had been controlled for, employees' gender accounted for a significant portion of the variance in explaining workers' ideal preferences for worker-centered leadership behaviors and mediated the relationship between gender and ideal preferences for worker-centered relational leadership behaviors. Post hoc analyses revealed no significant gender differences in ideal preferences for job-centered leadership behaviors. The findings are discussed in light of self-in-relation theory and with regard to how leaders may tailor their leadership styles to more effectively meet workers' needs and preferences.
Identifying, Defining, Applying, Analyzing & Synthesizing Leadership Opportunities with Adolescents
Authors: Kohlhagen Brad , Culp Ken
Published: August 2007

Executive Summary A leadership program was developed by the authors and utilized at the State 4-H Leadership Camp in Ohio during July, 1998 and 1999. The purpose of this workshop was to obtain qualitative data from two groups, Leadership Counselors and Leadership Campers, regarding their perceptions and definitions of leadership. Specifically, workshop participants were asked to identify current and former leaders, define "leadership," apply leadership principles to the camp situation, analyze their abilities and opportunities as youth leaders and synthesize leadership opportunities which could be performed when they returned to their families, clubs and communities. Comparisons between the two groups were made with camp counselors tending to believe that leadership was learned through teaching and observation, while campers tended to believe that leadership skills were learned through active participation.
The Role of Personal Meaning in Charismatic Leadership
Authors: Sosik John J.
Published: August 2007

Executive Summary Numerous theoretical explanations of charismatic leadership highlight the importance of providing meaning to followers. However, these explanations do not provide clear descriptions of how and why charismatic leaders construct meaning for followers based on their personal meaning. This article focuses on such theoretical issues with the hope of stimulating more systematic research efforts and practitioner interest on this topic. Emphasis is placed on influences of sources of personal meaning and purpose-in-life on the development of charismatic behaviors and attributions.
Abraham as a Transformational Leader
Authors: Friedman Hershey H. , Langbert Mitchell
Published: August 2007

Executive Summary The World Wide Web and the rise of the global economy are rapidly changing the way business is conducted. Organizations that hope to prosper need special leaders, leaders that are more than just accomplished administrators and managers. They need leaders that have some charisma and possess the ability to inspire followers to subordinate their own interests for the good of the entire company. What organizations need, if they desire to change rapidly, are transformational leaders. One of the greatest transformational leaders of all time was, arguably, the Biblical Abraham, progenitor of three major religions. This paper demonstrates that the traits Abraham possessed, traits useful to individuals desiring to become transformational leaders, were: a vision, some charisma, confidence, courage, humility, a strong sense of justice, a willingness to be different, concern for others, and a willingness to make great sacrifices for his vision.
Self-Managed Teams in the Steel Industry: An Interview With John Selky (Part II)
Authors: Sutton Cynthia L. , Konzelmann Suzanne J.
Published: August 2007

The following is the final installment of a two-part interview with Mr. John Selky who was the President of I/N Tek / I/N Kote (I/N) from its inception in 1989 to his retirement in 1998. I/N was jointly financed and built (1987-1990) by U.S.-owned Inland Steel Company and Japanese-owned Nippon Steel Corporation. In 1998, Inland Steel Company sold itself and its ownership share in I/N to Ispat International, a Dutch-owned global steel conglomerate. I/N produces high quality cold rolled and coated steel coils using a computerized, state-of-the-art continuous production process. To most effectively accommodate the technology and the demands of increasingly competitive steel product markets, the work system at I/N is organized around self-managed teams made up of union employees.

In our first installment, published in the previous issue of The Journal of Leadership Studies, Mr. Selky explained the development and start-up of the I/N joint venture. The highly effective I/N work system emphasizing teamwork and other work system innovations is truly remarkable considering the steel production process and the traditionally mechanistic, unionized nature of U.S. steel companies.

Mr. Selky has been credited with the success of I/N's high performance work system. Although Mr. Selky's background may be found in the first installment, it is presented below for the reader's convenience.
The Future of Leadership in Learning Organizations
Authors: Bass Bernard M.
Published: August 2007

Executive Summary Among the most prominent developments in recent years in the investigation of transformational leadership has been the confirmation of the utility of transformational leadership for increasing organizational satisfaction, commitment, and effectiveness, and the 6-factor model of the transformational-transactional factorial structure. Also, we have increased our understanding of transformational dynamics. In this paper, I hope to show how transformational leadership relates to the creation and maintenance of the learning organization. To do this, the meaning of transformational and transactional leadership and the Full Range of Leadership will be discussed and how the components of transformational and transactional leadership contribute to a learning organization will be examined. The future of leadership and administration will be considered in the light of the current state of affairs in educational leadership.
The Leader as Mentor
Authors: Gibson Jane Whitney , Tesone Dana V. , Buchalski Robert M.
Published: August 2007

Executive Summary The evolution and mechanics of mentoring are examined as a prelude to arguing that mentoring is a natural component of effective leadership. Pro-social behavioral roots for mentoring are discussed and informal and formal mentoring programs are compared. The goals, merits, and problems with mentoring are explored. Employee opinions about mentoring are reported as uniformly positive and newly gathered opinions from mentoring students and hospitality industry managers are discussed. Conclusions include that mentoring is a natural part of the leadership dynamic and that mentoring of any kind is beneficial to employees. Suggestions are made as to how to improve the mentoring talents of leaders.
Leadership Succession: How New Deans Take Charge and Learn the Job
Authors: Gmelch Walter H.
Published: August 2007

Executive Summary Deans usually come to their positions without leadership training, without prior executive experience, without a clear understanding of the ambiguity of their new roles, without recognition of the metamorphic changes that occur, and without an awareness of the toll their new position may take on their academic and personal lives. This study investigated the socialization process academics go through to get settled into a new deanship. The succession of the new dean followed a predictable pattern similar to the corporate executives as they "took charge" of their new positions: (1) taking hold; (2) immersion; (3) reshaping; (4) consolidation; and (5) refinement (Gabarro, 1985). While the overall length of time for incorporation was similar, the phases mirrored the structure of the academic year.
The Impact of Information Technology on Leadership Opportunities for Women: The Leveling of the Playing Field
Authors: Klein Esther E.
Published: August 2007

Executive Summary Advances in information technology (IT) are providing leadership opportunities for women both in upper and middle management. This paper aims to fill the gap in the literature concerning the effects of IT on these leadership opportunities by examining IT's potential as a leveler of the corporate playing field, facilitating the entry of women into the upper ranks of management and allowing those in middle management to emerge as leaders in decision-making groups. Specifically, the explosive growth of talent-driven Internet-related businesses has opened up opportunities in upper management for women, while the very nature of the Internet and computer-mediated communication (CMC) has the potential for increasing the opportunities for emergent leadership by women within middle management. Four interrelated factors are suggested as to why Internet companies are playing the role of the "great leveler" of leadership opportunities in upper management: (a) the demand for qualified top managers; (b) the nonexistence of an "old boy" network; (c) the existence of diversified, mixed gender personal networks; and (d) an organizational culture open to diversity, which is typical of Web-related firms. Two factors are suggested as enablers of leadership emergence by women in middle management in decision-making groups: (a) technology-based information accessibility, and (b) potentially increased participation in decision-making through CMC.
Principals' and Teachers' Perceptions of Teacher Empowerment
Authors: Keiser Nanette M. , Jianping Shen
Published: August 2007

Executive Summary This study inquired into whether there was a difference in principals' and teachers' perceptions of teacher empowerment by analyzing the data collected from public school principals (N = 9,098) and teachers (N = 47,105). It was found that there were statistically significant differences between principals' and teachers' perceptions of six areas of teacher empowerment. Principals perceived that teachers were more empowered than teachers themselves felt. Implications of the findings were discussed.
Exploring Hispanic American Involvement in Community Leadership through Volunteerism
Authors: Safrit R. Dale , Lopez Josue
Published: August 2007

Executive Summary The purpose of this qualitative study was to identify the Hispanic American involvement in community leadership roles through volunteerism. Twenty Hispanic Americans were interviewed using a 15 item interview schedule. Responses were tape-recorded, translated into English, transcribed, and analyzed using the constant comparative method. Six resulting themes were identified, and corresponding implications discussed: (a) The influence of family and friends on volunteering; (b) the importance of volunteer leadership to benefit youth; (c) the importance of church and religious beliefs in volunteering; (d) volunteering as a requirement (e) the connections between volunteer leadership and the community; and (f) personal satisfaction and growth experienced through volunteerism.
The Project Manager and Project Team Involvement: Implications for Project Leadership
Authors: Grant Kevin P. , Graham T. Scott , Heberling Michael E.
Published: August 2007

Executive Summary Team leadership is vital to the successful performance of a project team. One important factor that influences the success of team leadership efforts is the structure of the project team. We identify four distinct project team models and their leadership implications. The relative degree of involvement of the project manager and the project team members is the primary characteristic used to distinguish between the project team models. Our findings suggest that each project team model imposes different challenges that should influence the team leadership approaches adopted by project managers.
Myth and Leadership Vision: Rhetorical Manifestations of Cultural Force
Authors: Douglas Andrew , Burtis John O. , Pond-Burtis L. Kristine
Published: August 2007

Executive Summary We argue that the nature of myth is such that it may be involved in any personally-significant or group-significant attempt to change behavior or attitudes. Second, in one sense at least, vision has a force to it that requires further exploration; one explanation for such force is that myth may be involved as a rhetorical resource or as a cultural imperative in effective vision. Third, we argue that considering myth and vision as an amalgam enhances our understanding. In short, myth and vision are described as symbiotic, co-activated, co-authorizing constructs.
A Conversation with Peter Schall: Building a Quality Focus at the Hilton Hawaiian Village
Authors: Thompson Kenneth R.
Published: August 2007

The Hilton Hawaiian Village with 3,000 guestrooms is the flagship of the Hilton Hotel chain. It is a splendid property overlooking the Pacific Ocean on Waikiki Beach in Honolulu on the island of Oahu. The property is lush with flowers and native plants and trees. It is a paradise within the paradise that is called Hawaii. In this beautiful setting, I sat down with Peter Schall. Peter is the Managing Director and Area Vice President of Hawaii for the Hilton Chain. He is quite a person. His enthusiasm for quality programs and a focus on customers is contagious. His leadership shows throughout the hotel operations. Staying there is an experience that helps to make Hawaii a special place for countless of quests. The quality of the experience begins with the immaculate property and the caring nature of the employees. There is a genuine love of people at this hotel. It shows with every team member of the hotel I met from the bell captain to the housekeeping staff. It is a property that a person, who focuses on quality like myself, can enjoy just viewing the quality of operations at this hotel.

Peter also has a zeal that people ought to learn about the culture of the Kingdom of Hawaii. He has sponsored various cultural events on the property and within the state of Hawaii. The new wing of the hotel will have a cultural center and museum dedicate to having visitors learn more of the history of Hawaii and its royalty. For example, I was surprised to learn from Peter that the king's palace had electric lights before the White House in Washington D.C., so much for the primitive image.

Peter is from Germany. He started with the Hilton chain as a waiter in 1965. He was part of the opening team at the Hilton Washington in Washington D.C. and has been in Hawaii since 1986. It is my honor to introduce you to Peter Schall, an extraordinary leader.
Transforming Leadership : Matching Diagnostics to Leader Behaviors
Authors: Einstein Walter O. , Humphreys John H.
Published: August 2007

Executive Summary Critics of transformational leadership theory have criticized Bass' (1985) construct as to its practical implementation for everyday, frontline managers. This article proposes a new, practical model for matching situational diagnostics with appropriate leader behaviors. The authors expand on Hersey and Blanchard's situational model and relate it to the leadership work of Bass, and others, providing guidance for leaders holding no position power (e.g., leading a cross functional team) as well as those with such power. The model describes what behaviors a leader might effectively employ, after careful diagnosis, and how those behaviors might be employed in four key leadership situations.
Executive coaching by proxy in a large organization: a leadership development tool
Authors: Anna Alexandra , Chesley Julie , Davis Kevin
Published: August 2007

Executive Summary The area of executive coaching is gaining rapid interest in the field of organizational consultation. It has expanded beyond the role of helping an executive get back on track, to developing managerial skills and leadership development. Some of the potential benefits of executive coaching have not yet been fully utilized by many organizations in part due to cost. Resource constraints have made it difficult to implement executive coaching across a large group of managers in large organizations. This paper describes how one very large, geographically dispersed organization implemented a comprehensive coaching by proxy program through the use of in-house resources. The specific application content coaching was aimed at helping managers better utilize and benefit from organizational climate surveys.
Leadership Theory Of A Protestant Minister
Authors: Green Carl C.
Published: August 2007

Executive Summary "Leadership Theory of a Protestant Minister" traces the evolution and articulation of a personal theory of leadership that incorporates secular learnings of leadership with spiritual dimensions of leading as vocation. Also discussed are specific issues and challenges facing leaders who serve in religious institutions. Using personal accounts, case studies, and substantial self reflection, the author presents a theory of leading which suggests that effective leaders will 1) learn the culture, 2) use creative imagination, 3) employ adaptive work strategies, 4) close gaps and uncover values 5) shape a shared vision, and 6) transform work into a "ministry partnership."
Latino Leadership: Building a Humanistic and Diverse Society Liderazgo Latino: Edificando una Sociedad Humanistica y Diversa
Authors: Bordas Juana
Published: August 2007

This article describes a collective, people centered view of leadership that grows out of Latino history and core values, and is responsive to the challenges Latino leaders face today.

Three dynamics are noted that position Latinos for Leadership. Personalismo is the individual preparation needed to earn the trust and respect of followers. Tejando Lazos (weaving connections) describes leaders as story tellers, keepers of cultural memory, weavers, and dream makers; third, skills such as understanding the social change process, communicating strategically, and acting as "community scholars" allows Latino leaders to forge consensus and encourage collective action.

The author contends that Latino leaders, because of their inherent diversity and humanistic values, are strategically poised to help create a culturally accessible and compassionate society that values people and community before material wealth and individual advancement.
The Influence of the Leader Persona on Organizational Identity
Authors: Curry Barbara K.
Published: August 2007

Executive Summary The following discussion focuses on the leader persona and organizational identity. It offers a theoretical perspective based on conceptualizations ofleadership and the leader persona taken from a study of college and university presidents and provosts. This was a study of women's leader personas (Curry, 2000). In it, I suggest that there is a place for insights into self along with cognitive development associated with what Yekovich (1993) refers to as "domain related knowledge" (pp. 146-166). This is significant not only for leaders but also for consideration of the construction of organizational identity.
Leadership in Children's Literature: Qualitative Analysis from a Study Based on the Kouzes and Posner Leadership Framework
Authors: Boulais Nicole A.
Published: August 2007

Executive Summary This article presents the qualitative results of a study based on the Kouzes and Posner Leadership Framework. Selected works were subjected to a content analysis procedure that yielded frequency data in six categories, Challenging the Process, Inspiring a Shared Vision, Enabling Others to Act, Modeling the Way, Encouraging the Heart, and None. The works most frequently selected in each category were further examined. A summary of this additional analysis is presented in this article that is based on the dissertation, "A Content Analysis of Children's Literature Using Kouzes and Posner's Leadership Themes in Caldecott Medal Winners and Selected Honor Books".
Social Effectiveness in Organizations: Construct Validity and Research Directions
Authors: Ferris Gerald R. , Perrewé Pamela L. , Douglas Ceasar
Published: August 2007

Social dynamics of interpersonal and group processes has been an active area of investigation in the organizational sciences for many years, as have the social effectiveness competencies that facilitate such process dynamics. In recent years, we have witnessed a proliferation of social effectiveness constructs in the field, which appear to reflect some convergence, but unique character as well. In this article, we examine the nature of these various social effectiveness constructs, their construct validity, and their relationships with important work outcomes. We conclude with a discussion of directions for future research and implications of the growth of interest in social effectiveness in organizations.
The Effect of Goal Conflict on Performance
Authors: Slocum John W. , Cron William L. , Brown Steven P.
Published: August 2007

The authors investigated the motivational effects of goal conflict in a complex goal performance setting. Goal conflict was found to have an indirect influence on performance through its relationship with goal commitment. Goal conflict was negatively associated with goal commitment when controlling for the other antecedents, including expectancy, self-efficacy, and need for achievement. As predicted, goal commitment and self-efficacy were related to goal-directed behaviors and goal-directed behaviors were related to performance. Performance was positively related to positive outcome emotions and negatively related to negative outcome emotions. The authors discuss the implications for the professional practitioner, theory development, and future research.
Cinderella Stories Of Women Leaders: Connecting Leadership Contexts And Competencies
Authors: Klenke Karin
Published: August 2007

This paper illustrates central themes of the Cinderella fairy tale in the leadership of three contemporary women leaders, Ruth Simmons, Mary Kay, and Oprah Winfrey, who exercise their leadership in three different contexts, academia, business and the media, respectively. It then describes the leadership of these women in terms of specific competencies, which the three contemporary women leaders share and that are their defining leadership attributes. Cinderella themes, context and leadership competencies are linked in a conceptual model that treats these as antecedents of leadership effectiveness.
A Framework Exploring the Effects of the Machiavellian Disposition on the Relationship Between Motivation and Influence Tactics
Authors: Reimers Jennifer Moss , Barbuto John E.
Published: August 2007

The relationship between sources of motivation and influence tactics and the moderating effect of the Machiavellian disposition are explored in this review of the literature in the areas of influence tactics, Machiavellian personality, and human motivation to develop the proposed framework(s). Propositions are developed linking motivation sources, influence tactics, and Machiavellian personality. Implications for research and practice also are discussed.
Chaos Theory and Leadership Studies: Exploring Uncharted Seas
Authors: Bums John S.
Published: August 2007

Physical scientists have been forced to reevaluate much of what they thought they knew about the universe because of the discovery and emerging development of chaos theory. Similarly social scientists have begun an exploration of chaos that promises to revolutionize the theories we use to understand leadership and management. Unfortunately much that is written about chaos is incredibly technical and suffers because there are few models available to explain the theory. This paper forwards a pedagogical model of the theory as well as a case study which illustrates how the model can be employed.
Servant Leadership: Its Origin, Development, and Application in Organizations
Authors: Sendjaya Sen , Sarros James C.
Published: August 2007

This paper examines the philosophical foundation of servant leadership by extracting several value-laden principles drawn from Greenleafs and Jesus Christ's delineation of the concept. The primary intent and self-concept of servant leaders are singled out as the distinctive features of servant leadership. While empirical research studies are critically needed to develop the concepts underlying the servant leadership movement into sound theory, an accurate understanding of the conceptual roots of servant leadership is essential in the process. The current developmental stage of the servant leadership movement is explored in order to provide some useful signposts for future research directions.
Senior Leadership in Higher Education: An Outcomes Approach
Authors: McDaniel Elizabeth A.
Published: August 2007

This leadership development approach revolves around a set of competencies of highly effective senior leaders in higher education, developed in consultation with university presidents and vice presidents, former American Council on Education (ACE) Fellows, and others. The Class of 1999-2000 ACE Fellows, aspiring senior leaders in higher education, used these outcomes to assess their knowledge and skills, to plan learning activities to address identified gaps, and to document their learning during the Fellowship. Reflecting, developing, and documenting their leadership using the outcomes promotes continuing leadership development of Fellows upon return to their campuses and throughout their careers.
African-American Female College Presidents: Self Conceptions of Leadership
Authors: Waring Anna L.
Published: August 2007

This paper explores how the interaction of race and gender influences African-American female college presidents' origins and conceptions of leadership. Traditional leadership literature focuses on males as the informants about leadership. In recent years, more research has been conducted about how gender might influence leadership. However, rarely is race considered and even less frequently is there a discussion of how one's race and gender might influence one's conception of leadership. Interviews with twelve African-American female college presidents (about a quarter of all African-American female college presidents) discussed the role that social class, educational background, and the process for emerging as leaders, has had on their views of themselves as leaders. In addition, this research confirms the importance of race to these women's identities and as a motivator for assuming leadership positions.
Character Not Charisma is the Critical Measure of Leadership Excellence
Authors: Sankar Y.
Published: August 2007

The leadership crisis in ethics in many organizations partially stems from the crisis in character of our leaders. The character of the leader is grounded on such core values as integrity, trust, truth and human dignity, which influence the leader's vision, ethics and behaviour. The moral literacy of the leader and the essentials of an ethical culture are connected to his/her character and not to his/her charismatic personality. The quest for leadership excellence is based more on character than charisma. The leader is also empowered through his/her character to serve as a mentor.
Developing Communities of Leaders: Outcomes of a Statewide Initiative
Authors: Wituk Scott , Warren Mary , Heiny Pat , Clark Mary Jo , Power Chris , Meissen Greg
Published: August 2007

Community leadership programs are the most common approach to leadership development in the United States and traditionally emphasize community education and professional networking. Directors and volunteer board members from 17 local community leadership programs participated in the Kansas Community Leadership Initiative (KCLI) designed to enhance their community leadership skills. Participants gained new insights about themselves and others, frequently used the leadership skills in professional and personal relationships, and had future intentions to further incorporate what they had learned into their leadership programs and communities. Insights for creating and sustaining change in leadership programs and initiatives are presented.
The Effects- of Positive Affect and Gender on the Influence Tactics - Job Performance Relationship
Authors: Castro Stephanie L. , Douglas Ceasar , Hochwarter Wayne A. , Ferris Gerald R. , Frink Dwight D.
Published: August 2007

Influence tactics are goal-oriented behaviors that individuals use to obtain desired outcomes. Thus, it is important that managers understand subordinates' use of influence tactics and the effects of these tactics on organizational outcomes. In this paper, we argue that positive affect (PA) will moderate the relationship between upward influence tactics and job performance ratings, and that the form of the relationship will differ for males and females. Data were gathered from 287 university administrators to test these questions. Results indicated that PA moderated the relationship between influence tactics and job performance ratings for the entire sample, such that those possessing higher levels of PA were the recipients of higher performance ratings when all influence tactics (i.e., a "Shotgun" approach) were employed and when "hard" influence tactics were employed. Moreover, findings indicated that the use of these approaches was associated with greater performance ratings for females with high PA, but not for males. Implications of these findings, limitations, and directions for future research are discussed.
Creating and Maintaining Networks Among Leaders: An Exploratory Case Study of Two Leadership Training Programs
Authors: Fredricks S.M.
Published: August 2007

This research explores the link and importance of creating and maintaining networks with statewide and county-wide leadership training programs. The first section provides a review of literature on networking and its importance for leadership inside and outside organizations. The next section focuses on the method of research of surveying and interviewing two sets of leadership training program alumni. The following sections provide an analysis and the results of the research questions. From these results, certain issues become apparent regarding the reasons for usage and frequency of usage of the networks including the desire, opportunity, and necessity of creating and maintaining networks. Additional prescriptions are made that lend themselves to other leadership training programs such as whether or not to explicitly identify, establish, and sustain networking in these programs.
Leadership/Followership Similarities Between People in a Developed and a Developing Country: The Case of Dominicans in NYC and Dominicans on the Island
Authors: Montesino Max
Published: August 2007

This article presents the descriptive findings of two small-scale surveys regarding four organizational-behavior dimensions conducted in the Dominican Republic (a developing country) and New York City (in a developed country) with subjects of Dominican origin. The four dimensions studied are: managerial styles, followership types, power bases at work, and delegation of authority. The comparison of the two groups showed that they share more similarities than differences in terms of the four organizational-behavior dimensions investigated. The study provided an opportunity to begin to explore how much the workplace values of the mother culture prevail and how much the values of the host country's culture influence organization behavior in the case of immigrants at work. The implications of this small-scale study for leadership development in the Dominican Republic and for managing workplace diversity in the U.S. are discussed.
Conversation with Linda Morgan: Leadership in Surface Transportation
Authors: Thompson Kenneth R.
Published: August 2007

The rail industry over the past couple of years has faced a number of critical problems with merger implementations that created extensive transportation delays and corresponding shipper ill will. During implementation of the Union Pacific/Southern Pacific merger, the city of Houston, Texas was losing a million dollars a day because rail shipments were snarled as too many rail cars clogged terminals in the area. As Chairman of Surface Transportation Board (STB), Linda Morgan was at the center of the government's role to ensure that these mergers were "in the public interest" and managed properly.

The STB is an independent adjudicative body administratively housed within the Department of Transportation, responsible for the economic regulation of interstate surface transportation, primarily railroads, within the United States. The STB's mission is to ensure that competitive, efficient, and safe transportation services are provided to meet the needs of shippers, receivers, and consumers. The STB formation was a product of the elimination of the Interstate Commerce Commission (ICC) on December 31, 1995. The STB's first Chairman was Linda J. Morgan, who remained Chairman until December 2, 2002.

Linda Morgan was the last Chairman of the ICC and joined that organization on April 24, 1994, and became its Chairman on March 23, 1995. When the ICC was terminated and the STB assumed many of its duties, she became the Chairman of the STB. In January 2001, she, a Democrat, was asked by the Bush Administration to stay on as chairman. By law, her term at the STB will end on December 31, 2003.

Linda Morgan has a great reputation in the rail industry as a no nonsense leader, respected for her fairness, openness, and ability to "get down to the issues. " In 1998, she was named by The Washington Post as one of the five "people to watch " for that year, and in December 1998, she received the Women's Transportation Seminar's "Woman of the Year Award." In April 1999, she received a Georgetown University Law Center "Alumna of the Year Award " for her contributions to the legal profession and society in general.

I caught up with Linda Morgan in Chicago a while back after she had daylong meetings with city and industry officials and toured a railroad yard that was the focus of some proposed changes. I wanted to know what sorts of skills are needed for a leader to succeed at the head of a government agency in a high-pressure environment such as the STB has faced on a day-to-day basis.
"Yo Tengo La Camiseta (I Have the Shirt On)": An Exploration Of Job Satisfaction and Commitment Among Workers In Mexico
Authors: Peterson Douglas K. , Puia George M. , Suess Frederica R.
Published: August 2007

One major challenge faced by expatriate managers is developing reasonable levels of worker commitment and satisfaction among host nation employees. This study adds to the growing knowledge base regarding worker motivation, commitment, satisfaction, and company image among automotive workers in Mexico. This paper uses a longitudinal MTMM methodology to verify attributes of job attitudes surrounding satisfaction and commitment thereby expanding the methodology and interpretation of prior research. Questionnaire, interview, and observational data collected over a 42-month period were used to uncover previously unexplored components to commitment and job satisfaction among Mexican workers. Results of our analyses indicated that work satisfaction, supervision, coworker relationships, pay, and promotion potential were predictive of overall job satisfaction. Also predictive of overall job satisfaction were supervisor conduct, and perception of company financial and social status. Behavioral, affective, and continuance commitment were predicted by sex, education, directive conduct, organizational status, and satisfaction with supervision. The traditional positive relationship between job commitment and job satisfaction was not supported.
A Dynamic View of Organizational Transformation: The Changing Face of Chinese SOEs Under Transition
Authors: Tan Justin , Tan David
Published: August 2007

The controlled process of economic reform in China has attracted growing attention from around the world due to its significance for theory and practice. What has been missing in the literature is the temporal dimension, i.e., the changes over time in key variables such as organizational environment, firm strategic adaptations, and the performance implications, since Chinese reform officially began in 1978. Taking a dynamic systems perspective, and drawing literature from organizational study and thermodynamics, we follow the "staged model" of economic transition to study the changes in organizational environment and firm strategies over the last two decades. We suggest that as the result of more than two decades of well-controlled transitional process characterized by incrementalism, institutional environment has become more conducive to entrepreneurial activities, and consequently, firms responded with more willingness to take risk and innovate. Furthermore, we suggest such process has been escalated by an influx of newly founded firms that bring in added energy and complexity. Finally, we examine the changes leadership profile during transition. Implications for research and practice are discussed.
Foreign Investment by Multinationals from Emerging Countries: The Case of China
Authors: Ping Deng
Published: August 2007

China has become a leading foreign investor among all emerging countries, however, the existing literature seldom deals with this important topic. Based upon both macro and micro data, this paper attempts to fill this gap. In particular, the paper focuses on such critical issues on the topic: What are the motivations for Chinese multinationals to invest abroad? While investing abroad, how do they differ from others? And how do FDI theories explain the investment activities? The results of this study shed some light on the question of foreign investment by Chinese companies, thereby contributing to the existing literature on multinationals from emerging countries.
Unconventional Leader Behavior, Subordinate Satisfaction, Effort and Perception of Leader Effectiveness
Authors: Jaussi Kimberly S. , Dionne Shelley D.
Published: August 2007

In an effort to conduct an initial investigation into the concept of unconventional leader behavior and determine its utility for future research, we examined the relationship between a leader's unconventional behavior and followers' satisfaction, perception of leader effectiveness, and perception of effort exerted in an experimental setting. Our results indicate that above and beyond leadership style (i.e., transformational and transactional), unconventional behavior (e.g., standing on furniture, hanging ideas on clotheslines) is significantly related to follower satisfaction with the overall experience and perceptions of leader effectiveness. Academic and practitioner implications are discussed, as are avenues for future research in this area.
The Impact of Vocational and Social Efficacy on Job Performance and Career Satisfaction
Authors: Hochwarter Wayne A. , Kiewitz Christian , Gundlach Michael J. , Stoner Jason
Published: August 2007

Research is presented that examined the impact of social efficacy on the relationship between vocational efficacy beliefs and various job performance dimensions as well as career satisfaction. Results indicated respondents who held low social efficacy beliefs reported higher performance scores than individuals who reported high social efficacy beliefs. Moreover, those with lower social efficacy beliefs reported being more satisfied with their career than their high social efficacy counterparts. Implications of these findings, strengths and limitations of the current study, and directions for future research are provided.
Chief Executives from 1960-1989: A Trend toward Professionalization
Authors: Keiser John D.
Published: August 2007

There has been a long-standing debate whether the field of Management is deserving of professional status, rather than simply status as an occupation. Critics claim that the absence of a required educational background and a professional organization with its own code of ethics are what keep management from joining established professions such as medicine and law. Rather than the study management as a field, this paper studies its participants, 1070 different Chief Executive Officers from 247 companies across thirty years (1960-1989) to determine whether their demographic characteristics have changed over time in a manner reflecting professionalization of the field. Changes in CEO characteristics documenting increased reliance on human capital and decreased reliance social capital, as well as greater job mobility suggest the field of Chief Executive has become more professionalized over the course of the study.
Executive Behavior: An Examination of Selected Studies for Three Decades of Administrative Work Across Organizational Settings, Industries, and Contexts
Authors: Jackson Jerlando F. L. , Peterson Kent D.
Published: August 2007

This study examined administrative work in business, schools, and universities, by using tabular review to compare the findings of selected studies on patterns of behavior. Results of analysis show in spite of differences in organizations and goals, there is considerable similarity in the daily work realities of these executives studied. However, when differences did emerge, they were largely due to the executive's proximity to the operational core. Executives who were closer to the operational core, were less likely to have flexibility and control over their work, than executives who had layers embedded in their organization to shield them from the intensity of the operational core.
A Cross-Cultural, Multi-Dimensional, Nonlinear Examination of Managerial Skills and Effectiveness1
Authors: Shipper Frank
Published: August 2007

Prior studies in United States organizations have suggested that appropriate development of managerial skills can improve managerial effectiveness, thus saving time and other resources. Little prior cross-cultural research has been done, however, on managerial skills and effectiveness. In addition, models depicting linear combinations of skills have dominated the available research on managerial effectiveness. In contrast, this research investigates in each culture whether a linear or nonlinear model better depicts the relationship between managerial skills and effectiveness. Comparisons of the best predicting models across the three cultures are examined and their implications for managerial development are explored.
Toward a Model of Effective Knowledge Management and Directions for Future Research: Culture, Leadership, and CKOs
Authors: Bell DeTienne Kristen , Dyer Gibb , Hoopes Charlotte , Harris Stephen
Published: August 2007

Organizational culture, organizational leadership, and Chief Knowledge Officers (CKOs) each play important roles in overcoming human barriers associated with knowledge creation, transfer and sharing. This paper examines three key components of organizational culture: cooperative involvement, trust and incentives. In addition, the impact of organizational leadership on knowledge management as well as the roles and qualifications of CKOs are discussed. Through an examination of previous research and existing literature on knowledge management, this paper also shows where gaps in research exist and suggests directions for future organizational research.
The Influence of the Transformational Leader
Authors: Tucker Bruce A. , Russell Robert F.
Published: August 2007

This article focuses on how transformational leaders influence organizations. Transformational leaders provide change and movement in their organizations. Such leaders seek to alter the existing structure and influence people to buy into a new vision and new possibilities. Excellent transformational leaders use authority and power to inspire and motivate people to trust and follow their example. However, there are also potential dangers resulting from the powerful influence of transformational leaders. Leaders and organizations must maintain accountability to insure that leaders stay within certain boundaries. Overall, transformational leaders provide new direction, new inspiration, and new behaviors for their organizations.
Heroes or Villains? Corruption and the Charismatic Leader
Authors: DeCelles Katherine A. , Pfarrer Michael D.
Published: August 2007

We extend current research about corporate corruption and charismatic leadership by developing a multidimensional model involving stakeholder pressures, environmental factors, charismatic leaders, and their followers. Specifically, we propose that stakeholder pressures place strong demands on leaders of organizations, increasing the motive for, and likelihood of, corrupt practices. Furthermore, opportunity for corruption increases due to specific environmental factors, and through charismatic leaders' ability to create façades and influence followers to participate in, enable, or hide wrongdoing. We examine the implications of the "dark side " of charismatic leadership, that is, a "villain" charismatic leader concept rather than focusing on the "heroic" capabilities often studied in leadership research, and answer the call for studies that incorporate situational context (e.g., environmental pressures) into leadership research (Conger, 1999).