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The purpose of this paper is to develop and evaluate a leadership development program with focus on transformational leadership and communication. It is explored whether these aspects of leadership can be trained in the course of a two-day intervention. Furthermore, it is tested if pre-training differences among leaders have an influence on the effectiveness of participating in the leadership intervention.

In the study, 38 leaders took part in the two-day training session. The control group consisted of 59 leaders. Information was collected from participating leaders’ followers (n=356) on pre- and post-training measures of transformational leadership as well as on communication skills (attentive and impression-leaving style).

Results show that transformational leadership behaviors improved more after training in the experimental group (EG) than they did in the control group. Also, ratings of the attentive communication style improved more in the EG compared to the control group. Furthermore, participants of the leadership development program benefitted to different degrees from their training. Participants who initially had a medium score showed the best improvement.

The present study advances the scope of leadership development by also considering the trainability of communication skills. Also, insights on the contingency of training effects are provided.

The purpose of this paper is to test the theoretical proposition, put forward by Yukl et al. (2002), that the leadership constructs of transformational and transactional leadership, laissez-faire, consideration, and initiating structure can be arranged into three meta-categories of leadership, namely, relations, task, and change-oriented leadership.

After a comprehensive literature search, 1,402 correlations from 286 sources were obtained which referred to the above mentioned leadership constructs and outcome criteria of effective leadership.

It was found that three meta-categories of leadership (i.e. relations, task, and change-oriented leadership) were sufficient to explain the leadership constructs of transformational and transactional leadership, laissez-faire, consideration, and initiating structure. Moreover, it was also found that change-oriented leadership was most effective in predicting the job satisfaction of followers. In contrast, relations-oriented leadership accounted for most of the variance in both commitment and job performance.

In combination, these results allow for a more comprehensive, integrative description of effective leadership behavior.

The results have implications for leadership assessment and development as well as leader selection and feedback.

Applying Occam’s razor, and in contrast to the majority of prior leadership studies, the present meta-analytical study provided evidence that three categories of leadership behaviors allow for a precise and comprehensive description of effective leadership behavior.

Selective laser melting (SLM) is an additive manufacturing technology that is gaining industrial and research interest as it can directly fabricate near full density metallic components. The paper aims to identify suitable process parameters for SLM of processing of pure nickel powder and to study the microstructure of such products. The study also aims to characterize the microhardness and tensile properties of pure nickel produced by SLM.

A 2⁴ factorial design experiment was carried out to identify the most significant factors on the resultant porosity of nickel parts. A subsequent experiment was carried out with a laser power of 350 W. The scanning speeds and hatch spacings were varied.

Scanning speed and hatch spacing have significant effects on the porosity of SLM components. A high relative density of 98.9 per cent was achieved, and microhardness of 140 to 160 Hv was obtained from these samples. A tensile strength 452 MPa was obtained.

As the energy input levels were made in steps of 20 J/mm³ for the optimization study, the true optimal combination of parameters may have been missed. Therefore, researchers are encouraged to test the parameters with smaller variations in energy levels.

The paper provides a set of optimized parameters for the SLM of pure nickel. This study enables the three-dimensional (3D) printing of objects with nickel, which has applications in chemical catalyses and in microelectromechanical systems with its magnetostrictive properties.

This research is the first in direct processing of pure nickel using SLM, with the identification of suitable process parameters. The study also provides an understanding of the porosity, microhardness, strength and microstructure of SLM produced nickel parts. This work paves the way for standardization of 3D printed nickel components and enables the applications of pure nickel via SLM.

Drawing on COR theory and based on a person-centered approach, this study aims to explore profiles of both leadership behavior (transformational leadership, abusive supervision) and well-being indicators (cognitive irritation, emotional exhaustion). Additionally, we consider whether certain resource-draining (work intensification) and resource-creating factors (leader autonomy, psychological contract fulfillment) from the leaders' work context are related to profile membership.

The profiles are built using LPA on data from 153 leaders and their 1,077 followers. The relationship between profile membership and correlates from the leaders' work context is examined using multinomial logistic regression analyses.

LPA results in an interpretable four-profile solution with the profiles named (1) Good health – constructive leading, (2) Average health – inconsistent leading, (3) Impaired health – constructive leading and (4) Impaired health – destructive leading. The two groups with the highest sample share – Profiles 1 and 3 – both show highly constructive leadership behavior but differ significantly in their well-being indicators. The regression analyses show that work intensification and psychological contract fulfillment are significantly related to profile membership.

The person-centered approach provides a more nuanced view of the leadership behavior – leader well-being relationship, which can address inconsistencies in previous research. In terms of practical relevance, the person-centered approach allows for the identification of risk groups among leaders for whom organizations can provide additional resources and health-promoting interventions.