Search results
1 – 10 of over 17000Julie Brueckner, Janine Bosak and Jonas W.B. Lang
This study examined gender differences in CEOs' expression of implicit achievement, power and affiliation motivation. Building on the role congruity account of sex differences and…
Abstract
Purpose
This study examined gender differences in CEOs' expression of implicit achievement, power and affiliation motivation. Building on the role congruity account of sex differences and similarities in motivation and existing literature on implicit motives, the study tested whether female CEOs would express higher affiliation motivation than male CEOs and similar levels of achievement motivation. In addition, gender differences in power motivation were explored.
Design/methodology/approach
The study used propensity score matching to generate a comparable sample of male and female CEOs from publicly traded companies. Subsequently, the authors content-coded CEO letters from annual reports using Winter's (1994) manual for scoring motive imagery in running text.
Findings
Overall, CEOs expressed more achievement and power motivation than affiliation motivation. Comparisons between male and female CEOs showed that female CEOs expressed lower power and higher affiliation motivation than male CEOs.
Research limitations/implications
By integrating implicit motive theory with social role theory and the role congruity account of motivation, this study provides a theoretical framework and novel demonstration that understanding social roles and gender roles can lend insights into motive expression by CEOs.
Originality/value
The study uses established theory and a validated scoring method in a novel way by analyzing implicit motives from CEO letters, a critical communication channel in the CEO–shareholder relationship. In doing so, this study adopts a sociocultural perspective. Informed by the role congruity account of motivation, the study demonstrates the importance of social roles and gender roles for motivational displays.
Details
Keywords
Vanita Tripathi and Ashu Lamba
The purpose of this paper is to determine the motives of cross-border mergers and acquisitions (M & A) by Indian companies for the period 1998 through 2009. The study has…
Abstract
Purpose
The purpose of this paper is to determine the motives of cross-border mergers and acquisitions (M & A) by Indian companies for the period 1998 through 2009. The study has also attempted to ascertain the post-merger paybacks realized by the sample acquirer companies. It also identifies the motives which help in improving the post-merger performance. The preference of the motives and post-merger paybacks realized across the development status of the host economy, age and industry of the company has also been found.
Design/methodology/approach
This paper uses a survey approach to collect the responses over the motives and post-merger paybacks. Statistical tools, namely, Likert scale, factor analysis, independent samples t-test and binary logistic regression have been used.
Findings
The study found that there are five motives of cross-border M & A – value creation, improvement in efficiency, market leadership, marketing and strategic motives and synergistic gains. The results also indicated that the acquirer firms expect cost and financial efficiency, stakeholders’ benefits and employee welfare post acquisition. The motive of value creation significantly improves the post-merger financial performance.
Research limitations/implications
The study has only considered the cross-border M & A but not domestic M & A.
Practical implications
The research is an attempt to understand the dynamics which are responsible for motivating Indian companies to go abroad for acquisitions. Thus, it would help the prospective Indian acquirer companies to focus on the motives which help in improving the post-merger financial performance.
Originality/value
This research paper is original as it explores the motivation of Indian companies for entering into cross-border M & A. It adds to the extant literature of cross-border M & A by emerging economies multinational enterprises.
Details
Keywords
Andrea Eriksson, Susanna Bihari Axelsson and Runo Axelsson
The aim of this article is to describe and analyze a case of interorganizational and intersectoral collaboration on workplace health promotion involving nine municipalities in a…
Abstract
Purpose
The aim of this article is to describe and analyze a case of interorganizational and intersectoral collaboration on workplace health promotion involving nine municipalities in a Swedish region.
Design/methodology/approach
A holistic case study design was chosen. The work of a project group responsible for developing plans for collaboration in the target area of health promoting leadership was studied. Observations at project meetings, interviews with project members, and written project documents were analyzed by qualitative methods.
Findings
Collaboration on health promoting leadership was seen as a strategy to reduce the sickness rate among the employees in the municipalities. The best way to develop such leadership was considered to be through supporting good leadership in general and improving the general working conditions of managers in the municipalities. Moreover, it was regarded as a critical condition to have structural arrangements and resources to continue this collaboration.
Practical implications
An implication of the study is that collaboration on workplace health promotion should be organized initially on a small scale, giving time and opportunities for the participants to develop mutual trust with one another. It is also important to involve participants with different knowledge and experiences in the field. Thus, it may be possible to develop strategies for health‐promoting leadership contributing to the overall aim of a decreased sickness rate.
Originality/value
There is limited research on barriers and facilitating factors for interorganizational and intersectoral collaboration on workplace health promotion. This study contributes an analysis of important conditions for this kind of collaboration.
Details
Keywords
There is a growing interest in understanding the motivational processes explaining the emergence of leadership. The purpose of this paper is to examine the relationship between…
Abstract
Purpose
There is a growing interest in understanding the motivational processes explaining the emergence of leadership. The purpose of this paper is to examine the relationship between Romance of Leadership (RoL), that is the over-attribution of responsibility for performance to leaders, and motivation to lead (MtL) as well as moderation effects of self-efficacy and personal initiative.
Design/methodology/approach
Data were collected using a questionnaire design. The sample consisted of n=1,348 participants at different career stages (students and employees). Structural equation modeling was used to examine the hypotheses.
Findings
Individuals high in RoL tend to be more motivated to lead. The results also support the assumed moderating effects. This relationship is stronger for individuals high in self-efficacy and high in personal initiative. This was particularly true for the student sample.
Research limitations/implications
Due to the cross sectional design causal inferences are limited. The findings contribute to a better understanding of the socio-cognitive processes that influence MtL at different career stages and shed new light on the outcomes of RoL.
Practical implications
–The research can help career counselors, coaches, and HR managers to better understand socio-cognitive processes underlying MtL of different groups and therefore improve the quality of advice to their clients.
Social implications
Career planning is an important issue when the pool of talented leaders needs to be increased. The study contributes to knowledge on antecedences of MtL. This may help to clarify newcomers’ and other applicants’ career ambitions.
Originality/value
This is, to the authors knowledge, the first study to investigate the effect of RoL on MtL.
Details
Keywords
Niti Singh and Venkat R. Krishnan
To explore the mediating role of altruism in the relationship between self‐sacrifice and transformational leadership, and to look at the effect of all three on followers'…
Abstract
Purpose
To explore the mediating role of altruism in the relationship between self‐sacrifice and transformational leadership, and to look at the effect of all three on followers' collective identity and perceptions of unit performance.
Design/methodology/approach
For Study 1, survey responses were collected from 127 managers in India. They answered questions on their leader's self‐sacrifice, altruism, and transformational leadership, and on their own collective identity and perceptions of unit performance. Study 2 used a scenario experiment and 161 students to manipulate self‐sacrifice and altruism and measure their effects on transformational leadership, collective identity and perceived unit performance.
Findings
It is possible to distinguish between self‐sacrifice and altruism empirically. Altruism mediates the relationship between self‐sacrifice and transformational leadership. Transformational leadership is positively related to followers' collective identity and perceived unit performance.
Research limitations/implications
Common source bias may have affected the findings. Use of student sample in Study 2 limits the generalizability of findings.
Practical implications
Other‐orientedness (altruism) of a manager enhances transformational leadership, which in turn leads to higher collective identity and perceived unit performance. Self‐sacrifice could be a good starting point in this chain of events.
Originality/value
Studies have shown that self‐sacrifice enhances transformational leadership. This paper highlights the mediating process through altruism. This is the first empirical study to look at the relationship between altruism and transformational leadership. This is also the first study to look at self‐sacrifice and altruism simultaneously.
Details
Keywords
The purpose of this study was to determine whether self-efficacy is a key mediator of the relationship between transformational leadership and volunteers' performance, based on…
Abstract
Purpose
The purpose of this study was to determine whether self-efficacy is a key mediator of the relationship between transformational leadership and volunteers' performance, based on intrinsic motivation theory. The study extended the literature on self-efficacy to transformational leadership in non-formal voluntary service education.
Design/methodology/approach
One hundred and seventy-eight scouts and scout leaders were sampled from a Hong Kong voluntary service organization that involved volunteers in the process of non-formal education.
Findings
Transformational leadership was positively associated with the volunteers' performance. In addition, self-efficacy mediated the relationship between transformational leadership and volunteers' performance.
Originality/value
The study thus yielded novel insights for management development into the relationship between transformational leadership and volunteers' performance, suggesting that self-efficacy mediates this relationship for volunteers in non-formal voluntary service education.
Details
Keywords
The purpose of this paper is to present a holistic intra‐individual perspective on leaders, which focuses on four components of the inner person of the leader; Being, Cognition…
Abstract
Purpose
The purpose of this paper is to present a holistic intra‐individual perspective on leaders, which focuses on four components of the inner person of the leader; Being, Cognition, Spirituality, and Emotion, and on the observable components of Behavior and Relationships.
Design/methodology/approach
Existing leadership literature is appraised within the context of the model. Previously‐proposed interrelationships among the components are enumerated. The paper suggests implications of the model regarding research content and methodology as well as leader development.
Findings
The model implies that all components should be included in research and that interrelationships among components should be explored. Also implied is the use of methodological pluralism.
Practical implications
Leaders should attend to all components in the model in their self‐development efforts.
Originality/value
The paper takes an unusual approach to understanding leadership: an individual‐level holistic perspective.
Details
Keywords
Steven J. Hyde, Eric Bachura and Joseph S. Harrison
Machine learning (ML) has recently gained momentum as a method for measurement in strategy research. Yet, little guidance exists regarding how to appropriately apply the method…
Abstract
Machine learning (ML) has recently gained momentum as a method for measurement in strategy research. Yet, little guidance exists regarding how to appropriately apply the method for this purpose in our discipline. We address this by offering a guide to the application of ML in strategy research, with a particular emphasis on data handling practices that should improve our ability to accurately measure our constructs of interest using ML techniques. We offer a brief overview of ML methodologies that can be used for measurement before describing key challenges that exist when applying those methods for this purpose in strategy research (i.e., sample sizes, data noise, and construct complexity). We then outline a theory-driven approach to help scholars overcome these challenges and improve data handling and the subsequent application of ML techniques in strategy research. We demonstrate the efficacy of our approach by applying it to create a linguistic measure of CEOs' motivational needs in a sample of S&P 500 firms. We conclude by describing steps scholars can take after creating ML-based measures to continue to improve the application of ML in strategy research.
Details