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Article
Publication date: 12 September 2016

David J. Yoon and Joyce E. Bono

The purpose of this paper is to examine the role of supervisor and subordinate personality in high quality supervisor-subordinate (leader-member exchange; LMX) relationships.

Abstract

Purpose

The purpose of this paper is to examine the role of supervisor and subordinate personality in high quality supervisor-subordinate (leader-member exchange; LMX) relationships.

Design/methodology/approach

In this field study, 142 supervisors drawn from a leadership development program, and 509 of their subordinates, completed a personality survey and reported on the quality of their relationships.

Findings

Self and partner personality (agreeableness and extraversion), and the match between them were predictors of LMX. Consistent with approach/inhibition theory of power, personality traits of relationship partners had a stronger effect when the partner held a position of power (i.e. supervisors) than when the partner was a subordinate.

Practical implications

The results inform organizational selection by showing the importance of supervisory traits for the formation of high quality supervisor-subordinate relationships. They may also help organizations facilitate the development of high quality supervisory relationships. The findings also suggest that it is critical to consider the balance of power when assessing LMX, along with factors that lead to its development, or benefits that ensue from it.

Originality/value

To date, there is an assumption that certain traits predict the development of high quality relationships between supervisors and subordinates. The results point out the importance of considering the role of power in LMX relationships. The paper shows that the effects of supervisory traits, which are rarely examined in the context of LMX relationships, more strongly predict LMX than do the traits of subordinates.

Details

Journal of Managerial Psychology, vol. 31 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

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Book part
Publication date: 12 July 2011

Theresa M. Glomb, Michelle K. Duffy, Joyce E. Bono and Tao Yang

In this chapter, we argue that state and trait mindfulness and mindfulness-based practices in the workplace should enhance employee outcomes. First, we review the existing…

Abstract

In this chapter, we argue that state and trait mindfulness and mindfulness-based practices in the workplace should enhance employee outcomes. First, we review the existing literature on mindfulness, provide a brief history and definition of the construct, and discuss its beneficial effects on physical and psychological health. Second, we delineate a model of the mental and neurobiological processes by which mindfulness and mindfulness-based practices improve self-regulation of thoughts, emotions, and behaviors, linking them to both performance and employee well-being in the workplace. We especially focus on the power of mindfulness, via improved self-regulation, to enhance social relationships in the workplace, make employees more resilient in the face of challenges, and increase task performance. Third, we outline controversies, questions, and challenges that surround the study of mindfulness, paying special attention to the implications of unresolved issues for understanding the effects of mindfulness at work. We conclude with a discussion of the implications of our propositions for organizations and employees and offer some recommendations for future research on mindfulness in the workplace.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-85724-554-0

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Book part
Publication date: 12 July 2011

Matt Bloom, Ph.D., is an associate professor in the Management Department at the Mendoza College of Business, University of Notre Dame. He received his Ph.D. from Cornell…

Abstract

Matt Bloom, Ph.D., is an associate professor in the Management Department at the Mendoza College of Business, University of Notre Dame. He received his Ph.D. from Cornell University. Before receiving his doctorate he worked as paramedic, psychiatric technician, and then as a consultant for Arthur Young & Company and American Express. Matt's current research interests center on well-being at work and include exploring topics such as what work is like when people experience it as a calling and what conditions help people to be at their cognitive and emotional best at work. He is currently undertaking a program of research to study well-being among people in the caring professions.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-85724-554-0

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Book part
Publication date: 12 July 2011

Abstract

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-85724-554-0

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Book part
Publication date: 19 October 2020

Iain L. Densten

This chapter investigated how pre-existing ideas (i.e., prototypes and antiprototypes) and what the eyes fixate on (i.e., eye fixations) influence followers'…

Abstract

This chapter investigated how pre-existing ideas (i.e., prototypes and antiprototypes) and what the eyes fixate on (i.e., eye fixations) influence followers' identification with leaders from another race. A sample of 55 Southeast Asian female participants assessed their ideal leader in terms of prototypes and antiprototype and then viewed a 27-second video of an engaging Caucasian female leader as their eye fixations were tracked. Participants evaluated the videoed leader using the Identity Leadership Inventory, in terms of four leader identities (i.e., prototypicality, advancement, entrepreneurship, and impresarioship). A series of multiregression models identified participants' age as a negative predictor for all the leader identities. At the same time, the antiprototype of masculinity, the prototypes of sensitivity and dynamism, and the duration of fixations on the right eye predicted at least one leader identity. Such findings build on aspects of intercultural communication relating to the evaluation of global leaders.

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Article
Publication date: 1 August 1944

THE hope we expressed in recent pages, that the Library Association might resume its normal methods of life and government, remains a hope. London, where only we suppose…

Abstract

THE hope we expressed in recent pages, that the Library Association might resume its normal methods of life and government, remains a hope. London, where only we suppose the Council could do its work really well, has been of late no place for the meetings of people; and we dare to say that for the key people of any profession or movement to gather there at present would be unwise, even though imagination may increase the risk beyond the warrant of the facts. Nor do we know yet if the worst has been experienced. Meanwhile it is probable that the affairs of librarianship must be delegated to even fewer workers than now. Only the chronically ungracious part of our fraternity will be without gratitude to those who keep things going for us.

Details

New Library World, vol. 47 no. 2
Type: Research Article
ISSN: 0307-4803

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Book part
Publication date: 1 January 2014

Dave Winsborough and Robert Hogan

This chapter concerns the degree to which leader personality is specific to the geographical region in which leaders work or more generically global. In samples from…

Abstract

This chapter concerns the degree to which leader personality is specific to the geographical region in which leaders work or more generically global. In samples from several different countries (N = 11,969), we show that top leaders are significantly different from the general population on dimensions of occupationally relevant personality, but rather similar among themselves. In general, top leaders are more emotionally stable, and much more competitive, ambitious, outgoing, and well-informed than the average person. We then examine our top leader cohorts on a culture by culture basis, and find distinct cultural differences. We close by discussing implications for the selection, development, and coaching of top leaders.

Details

Advances in Global Leadership
Type: Book
ISBN: 978-1-78350-479-4

Keywords

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Book part
Publication date: 19 October 2020

J. S. Osland, M. E. Mendenhall, B. S. Reiche, B. Szkudlarek, R. Bolden, P. Courtice, V. Vaiman, M. Vaiman, D. Lyndgaard, K. Nielsen, S. Terrell, S. Taylor, Y. Lee, G. Stahl, N. Boyacigiller, T. Huesing, C. Miska, M. Zilinskaite, L. Ruiz, H. Shi, A. Bird, T. Soutphommasane, A. Girola, N. Pless, T. Maak, T. Neeley, O. Levy, N. Adler and M. Maznevski

As the world struggled to come to grips with the Covid-19 pandemic, over twenty scholars, practitioners, and global leaders wrote brief essays for this curated chapter on…

Abstract

As the world struggled to come to grips with the Covid-19 pandemic, over twenty scholars, practitioners, and global leaders wrote brief essays for this curated chapter on the role of global leadership in this extreme example of a global crisis. Their thoughts span helpful theoretical breakthroughs to essential, pragmatic adaptations by companies.

Details

Advances in Global Leadership
Type: Book
ISBN: 978-1-83909-592-4

Keywords

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Article
Publication date: 7 June 2011

Dimitris Manolopoulos, Pavlos Dimitratos and Emmanouil Sofikitis

The purpose of this research is to find out the influence of the roles of Research and Development (R&D) laboratories of Multinational Corporations (MNCs); and of…

Abstract

Purpose

The purpose of this research is to find out the influence of the roles of Research and Development (R&D) laboratories of Multinational Corporations (MNCs); and of employee‐related characteristics on future career preferences of knowledge professionals in these laboratories. Career preferences include managerial, technical, project‐based and entrepreneurial paths.

Design/methodology/approach

This study draws on a large scale study of 921 professionals employed in 70 R&D units of MNC subsidiaries operating in Greece. Four ordered probit regression models were run with employee career preferences forming the dependent variables.

Findings

Two R&D laboratory roles (Support Laboratory and Locally Independent Laboratory); and age and education of the employee stand out as predictors of career preferences of examined professionals.

Research limitations/implications

Notwithstanding that this is a study that took place in a country with an advancing economy, it is seemingly the first that incorporates the roles of R&D laboratories as potential predictors of career paths. Moreover, the idiosyncrasies of the Greek national context are provided as possible explanations that justify why some hypotheses based on prior literature were not supported.

Practical implications

MNC knowledge professionals employed in R&D units are a special group of employees whose career paths may be different from those of other groups. Thus, MNC management should tailor‐make career preferences for them.

Originality/value

This research is one of the few empirical studies providing evidence on career paths of employees in MNC R&D units; and suggests possible predictors that have not been put forward hitherto.

Details

Personnel Review, vol. 40 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

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Book part
Publication date: 15 July 2009

Robert Hogan and Michael J. Benson

As we move deeper into the 21st century and organizations continue to expand globally, the need for talented leaders and enhanced leadership development programs will…

Abstract

As we move deeper into the 21st century and organizations continue to expand globally, the need for talented leaders and enhanced leadership development programs will grow. In fact, rapid economic growth in parts of the world coupled with the number of experienced leaders retiring in other parts of the world point to a global leadership imperative – we need to understand better how to select and develop leaders who can deliver organizational results. This chapter makes four principal assertions: (1) leadership is a function of personality; (2) leadership is a determinant of organizational effectiveness; (3) principles of leadership are formal; and (4) using the leadership value chain, one can trace the links from personality to leadership to organizational effectiveness. We conclude by offering some suggestions to help understand and guide future, global leadership development.

Details

Advances in Global Leadership
Type: Book
ISBN: 978-1-84855-256-2

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