Search results

Several historical examples are given that indicate that people taken prisoner appear to psychically freeze and/or become compliant to their captors, even when death at the captors' hands is imminent and when small numbers of captors make escape a real possibility. It is argued that: freezing is a normative response to apparently inescapable capture; ‘escapability’ of capture is underestimated as a result of freezing; and rebellion is rare. Psychological theories of this psychic freezing include: 1) social psychological explanations of learned helplessness in prisoners; 2) trauma reactions of dissociation and numbing; and 3) studies from affective neuroscience suggesting freezing is a brain response to a perceived inescapable attack and may be related to hiding.

The purpose of this study is to explore empirically how female and male managers describe their perceived leadership qualities in an Asian context.

A total of 171 middle managers in telecommunications and financial services in Hong Kong were surveyed. Three sets of survey data – leader attributes, societal culture, and organizational practices – were collected from independent samples of respondents.

The results provide valuable insights into the function of leadership behavior in a Chinese community. Irrespective of the sex of the person making the direct report, perceived attributes in rating managers showed no substantial differences. Females projected a more favorable image of leaders than their male counterparts.

One limitation is that the gender of the leader respondent pairs is not known and no attempt was made to distinguish between the characteristics of male and female leaders, but only to reflect the perceptions of male and female direct reports.

Despite the limitation of small sample size, the results from the present study will provide some significant implications for firms in recruiting managerial talent and achieving gender equality in employment.

Regarding the responsibilities to enable women to be valued for leadership qualities, organizations could provide opportunities for women to contribute and excel in using their leadership potential in management.

The aim of this research is to study leadership prototypes of Russian employees, which are dependent on their gender, organizational position and age.

As a research method a cross‐sectional survey was employed where 223 employees of Russian middle‐sized company were interviewed. Instruments included a questionnaire containing 21 leadership dimensions adopted from the global leadership and organisational behaviour effectiveness (GLOBE) Research Program Project, together with three factual questions. Respondents had to rate it using seven‐point Likert Scale.

The research findings revealed that leadership prototypes of Russian employees differ depending on gender, organisational position and age. All three factors influence the leadership prototype simultaneously. Female managers value leaders who are more humane‐orientated, open and being capable of solving conflicts, whereas male managers are more willing to exercise power and authority in their positions. The younger employees are less concerned for others, which may be a result of major cultural changes in the society. Operational level employees, middle and senior managers.

So far, this is the first research of its type on Russian leadership, as the GLOBE program, one of the most prominent studies on cross‐cultured leadership, considered only middle managers regardless of age or gender.

The purpose of this paper is to fill a gap in the literature on Arab women's conceptions of leadership. By comparing women's leadership authority values in three Arab countries, the paper aims to refine existing gender‐neutral research on leadership in the “Arab world”.

The study involved administering a survey, which had been developed based on Weber's work on authority (1978) and contemporary discussions of implicit leadership theories (ILT). The data (n=320) were drawn from female subjects who were enrolled in upper‐division business major classes in three countries, Oman, Lebanon and the UAE The women thus constituted educated entrants to their respective labor markets. The data were subjected to an analysis of group means on each of the questions, using the Scheffe option available in ANOVA.

The analysis found evidence of common leadership authority values in the Gulf countries (Oman and the UAE). Lebanon, meanwhile, was distinguished by relatively low levels of “traditional” authority, and very high levels of “charismatic” authority. The findings demonstrate important regional similarities and difference in leadership authority values in the “Arab world.”

The study is limited by the number of countries studied. It is thus anticipated that future comparative research will be extended to include other countries (both Arab and non‐Arab), and men.

Leadership training in the Arab region must be sensitized and tailored to address regional and gender‐specific conceptions of leadership.

The paper challenges and refines widespread meta‐notions and analyses of the “Arab world” and “Arab leadership.”

This chapter questions the role of virtues in health professional medical ethics. It distinguishes between the ethics of conduct – usually expressed as moral principles – and the ethics of the character – expressed as virtues. It questions whether virtues are intrinsically valued or valued instrumentally as the means to right conduct. It poses two problems for virtue theory: (1) The “naked virtue” problem – whether instilling virtues increases the probability of correlative morally right conduct, and (2) the “wrong virtue” problem–which of many sometimes controversial virtues should be promoted. The chapter ends by arguing that these are less serious problems for the morality of conduct.

The wave of regulatory reforms in European telecoms and electricity industries has had an important impact on the structure of the state as well as of corporations. The purpose of this paper is to explore the establishment of these regulatory organizations at the state and corporate levels within a unified theoretical framework, that is grounded in the politics of regulation.

The case selection includes governance structures at the state and corporate levels in 16 European countries in both telecoms and electricity.

The data reveal that regulatory agencies exist in both telecoms and electricity sectors in all 16 countries under study, with the notable exception of Switzerland's electricity sector. At the same time, business corporate reforms were also evident, mainly via the creation of corporate regulatory offices at the headquarters of the firms. These departments, which redefine the patterns of responsibility within the corporation and have played the leading role in the negotiations with the external regulatory environment.

This paper strives to overcome the tendency in the scholarly literature to look only at one or the other aspect of the growth of regulatory development and therefore also to offer a narrow understanding of the growth of regulation. It asserts that the commonalities in the expansion of autonomous regulatory agencies and corporate regulatory departments suggest that the growth in the regulatory professionalization of the state and of business corporations reflects the changing nature of capitalist economy and society and the rise of a new global order of “regulatory capitalism”.

It is well known that trust is an essential, yet a fragile part of organizational life. Because trust sometimes has to be placed without guarantees, it will inevitably be broken, violated, and damaged when parties involved in trustworthy relationships let others down. When trust-destroying events occur, trust is shattered and its level plummets quickly into the domain of distrust. The speed with which trust can be destroyed depends on the magnitude of damage from the act of untrustworthiness and the perceived intentionality of the untrustworthiness. Moreover, if seen as intentional, the destruction of trust is particularly severe, as intentional untrustworthiness reveals malevolent intentions that are seen as highly predictive of future untrustworthiness. Often, leaders are the ones responsible for improper handling of, destroying, or violating trust in their organizations. In this chapter, we explore the consequences of leaders for violating trust and examine how trust changes over time as a function of different types of violations and attempts at restoration. We argue that because distrust may irrevocably harm organizations, leaders as moral agents need to consciously work to rebuild relationships, restore broken trust, and instill hope.

The purpose of this paper is to provide an overview of leadership styles in the hospitality industry. It also demonstrates theories used in hospitality leadership styles research, identifies the main outcomes and highlights gaps for future research.

This paper presents a comprehensive review of the 79 articles on leadership styles in the hospitality context spanning over 13 years (2008–2020) and extends the scope in distinctive means.

This review has demonstrated that leadership styles research in hospitality has made progress in the past 13 years; however, there are conceptual and empirical overlaps among different leadership styles in hospitality. There is a lack of research on antecedents and integrating theories in studies. This review has revealed that several leadership styles have not been rigorously examined in hospitality research with their outcomes.

The search strategy used to find articles published in Web of Science about leadership styles in hospitality was restricted to title to boost the accuracy of the subsequent literature.

By following the guidance presented in this review, the authors expect to advance and maintain hospitality leadership research to provide substantive insights into the context of hospitality leadership over the coming years.

To the best of the authors’ knowledge, this study is one of the first to undertake a comprehensive understanding of various leadership styles in the hospitality context. This study provides a comprehensive projected research agenda to demonstrate theoretical discourses and empirical research. Overall, this critical review presents a holistic idea of the focus of the prior studies and what should be highlighted in future studies.

Since 2004, Turkish cinema has been witnessing an emergence of horror genre, now flooded with stories of possession by malevolent jinn, as transgressive, volatile figures of abjection. These female-centred narratives rely both on Islamic cosmology and myths and folktales of pre-Islamic Anatolian oral culture. The chapter will first explore the reasons horror has been neglected in the century-long history of cinema in Turkey and move on to highlight the socio-economic, cultural, and political contexts that were catalysts for the horror genre’s emergence. Then, the chapter will discuss the codes and conventions of the genre and explore the unique place of Alper Mestçi’s 2007 film Haunted (Musallat), among its contemporaries in terms of the ways in which the film challenges these established codes and conventions. In analysing Haunted, the chapter will use the theoretical framework of Barbara Creed, Carol J. Clover and Julia Kristeva to discuss the monstrous-feminine and masculinity as abjection.