To read this content please select one of the options below:

A leadership model for high-intensity organizational contexts

Thomas H. Stone (Oklahoma State University, Tulsa, Oklahoma, USA)
I.M. Jawahar (Department of Management and Quantitative Methods, Illinois State University, Normal, Illinois, USA)

Management Research Review

ISSN: 2040-8269

Article publication date: 26 February 2021

Issue publication date: 30 July 2021

909

Abstract

Purpose

This paper aims to offer a new leadership perspective based on the premise that leader effectiveness depends on the context in which leadership behaviors are enacted.

Design/methodology/approach

Literature in the areas of abusive supervision and leadership were reviewed. Using social learning and attribution theories, this study develops propositions regarding the role of perceived abusive supervision in high vs low-intensity organizations.

Findings

In this theoretical account, this paper distinguishes between low and high-intensity work organizational contexts articulating a rationale for conditions appropriate for directive leadership. This paper posits that while directive leadership will be more prevalent in high-intensity contexts, it will be specifically targeted toward poor performers, those with personality characteristics that are tied to poor performance and those engaging in deviant behaviors. This study proposes that outcomes of directive leadership will depend on how it aligns with organizational norms and culture and the causality attributed to such behaviors.

Research limitations/implications

Recent leadership theories focus on nurturing and providing support to followers. This paper posits that such theories are suited to low-intensity organizations. This study offers a counterintuitive perspective in proposing that directive leadership which involves inducing stress, will lead to better outcomes in high-intensity organizational contexts. This paper offers testable propositions and avenues for future research on directive leadership in high-intensity organizational contexts.

Practical implications

Based on the premise that leadership is context-dependent, this study proposes that directive leadership is best suited in high-intensity organizational contexts, which is a novel proposal. Even within these high-intensity contexts, such leadership, this paper proposes will be targeted toward poor performers and employees with characteristics that are tied to poor performance and violation of organizational norms.

Social implications

Examination of the role of directive leadership in high intensity, clan culture organizations may facilitate understanding that effective leadership styles may differ depending upon the organization context.

Originality/value

Based on the premise that leadership is context-dependent, this study presents a novel proposal that directive leadership is most suited to high-intensity organizational contexts. Even within these high-intensity contexts, such leadership, this paper posits will be targeted toward poor performers and employees with personality characteristics associated with poor and deviant performance.

Keywords

Acknowledgements

The authors thank Professor Al-Karim Samnani, University of Windsor, Canada and Professor Helena Cooper-Thomas, Auckland University of Technology, New Zealand for their contributions to earlier versions of this manuscript.

Citation

Stone, T.H. and Jawahar, I.M. (2021), "A leadership model for high-intensity organizational contexts", Management Research Review, Vol. 44 No. 8, pp. 1199-1216. https://doi.org/10.1108/MRR-06-2020-0324

Publisher

:

Emerald Publishing Limited

Copyright © 2021, Emerald Publishing Limited

Related articles