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A critical assumption of the organizational leadership literature is that leaders want to engage in effective leadership behaviors (Gilbert and Kelloway, 2014). However, leaders may vary in their motivation to be effective in a leadership role, leading to different levels of performance. Drawing on self-determination theory, the authors address the question of what motivates leaders to engage in transformational leadership behaviors (Gilbert et al., 2016). The paper aims to discuss these issues.

The current study examined the effects of self-determined leader motivation for transformational leadership on aggregated follower leadership ratings using a sample of 37 leaders matched with 179 followers in two organizations.

Results show how leaders’ own motivation relates to followers’ perceptions of leader behavior, and specifically that, across contexts, some autonomous levels of leader motivation are positively related to follower perceptions of leaders’ active-constructive leadership and negatively related to follower perceptions of passive avoidant leadership.

The research is limited by a small level-two sample size and cross-sectional design. The results suggest that some forms of leader motivation relate to follower ratings of leadership behavior.

This study is the first to examine how self-determined motivation for transformational leadership predicts follower perceptions of leadership behavior using a multilevel design.

The purpose of this paper is to address the question of what motivates leaders to engage in effective leadership behaviours by integrating transformational leadership theory and self-determination theory. The authors propose that the type of enacted leadership behaviour is related to level of self-determined motivation.

This study presents validity evidence for an 18-item scale of motivation for transformational leadership based on Gagné and Deci’s (2005) six levels of internalization. A total of 310 employees (mean age=39, 64.5 per cent female, 46 per cent formal leaders) completed the scale, other measures of leadership, and job satisfaction.

Results supported the theorized six-factor structure of the scale and provided evidence for incremental validity in the prediction of job satisfaction and transformational leadership above and beyond another measure of motivation to lead.

The lack of amotivation and the presence of autonomously controlled extrinsic motivation are predictive of effective leadership behaviour, a key finding with implications for leadership selection. The study was limited by the use of self-report data. Future studies should examine additional predictors and outcomes of the construct (e.g. subordinate attitudes or performance and leader personality), and whether it is stable over time.

Leaders’ motivation for role effectiveness is an unexplored area of research. This study suggests that type of motivation can be important for effective leadership and provides a validated scale for use in future leadership research and selection.

The purpose of this paper is to examine whether single-item measures of job stressor facets were as valid as multiple-item measures in predicting psychological strain. Single-item measures are more time and cost efficient than multiple-item measures and may also have psychometric benefits.

Data from 3,166 hospital employees were used to evaluate the validity of 11 single-item job stressor facet measures by applying five criteria for content and criterion validity.

Based on this data, six single-item measures of job stressors met all criteria, supporting their use as single-item facet measures.

The use of a sample of employees from one female-dominated industry may limit the generalizability of the results to other industries. Future research should replicate the results of the current study in other industries and use longitudinal designs to examine the predictive validity of the single-item measures. Future studies may also develop single-item measures of each facet a priori and examine their validity.

Results support the use of single-item measures for the assessment of significance, recognition, workload, work-family conflict, skill use, and coworker relations, which can be included in research where a shorter survey is necessary. These six measures may facilitate more frequent assessment of job stressors, the assessment of job stressors as control variables, and the assessment of multiple job stressors simultaneously, while still minimizing survey space and cost.

This is the first study to examine the validity of single-item measures of job stressors, which is a construct that is frequently assessed in organizations.

Ethics and leadership are ongoing topics in high performance sports. The purpose of this paper is to provide an insight into the relationship between coaches’ ethical leadership behaviour, as perceived by athletes, and its impact on student-athlete accountability, voice and performance.

The paper examines the constructs of coaches’ ethical leadership behaviour, felt accountability and voice behaviour. The authors surveyed student-athletes from a variety of sports who compete in the Ontario University Athletics Regional Association. A total of 303 respondents (n=303) completed the survey. Partial least squares path modelling algorithm was utilised for testing hypotheses.

The results of the study indicate a significant relationship between a coach exhibiting ethical leadership behaviour and student-athlete voice behaviour and performance. Felt accountability mediates the effect of ethical leadership on voice and performance.

This study provides support for the hypothesis that coaches who behave ethically and whose actions represent their words create an environment where a student-athlete feels accountable. This is a powerful concept as it can positively impact individual and team success. The findings suggest that one of the ways that coaches can impact athletes’ performance is to demonstrate and model ethical conduct, and reward ethical acts.

The paper examines how coaches’ ethical behaviour might impact individual processes of accountability, voice and performance. Second, the paper uses the construct of accountability to explain how coaches’ ethical leadership impacts student-athlete behaviour. The accountability literature indicates that followers’ behaviours can be understood as the consequences of his/her perceived accountability towards the leader.

The purpose of this paper is to provide a blueprint for an optimal model of sectoral corporate responsibility (CR), through exploring a variety of current approaches. The necessity for a more sector‐wide approach is discussed and the best way to make it happen identified.

An exploration of the models for industry‐wide CR, based on practical experience and case study evidence. The approaches are critically appraised and developed into an overarching model for sector change. The paper answers five key questions: why is sector corporate responsibility important; how does this relate to competitiveness; what are the five existing models for sector change; what are their advantages and disadvantages and what does this teach us about the approach to take?

There are five established models for sector‐level corporate responsibility, each has pros and cons and each contributes to company and/or sector competitiveness and performance. The optimal model for sector change combines two or three models and that's where competitiveness gains really lie. Ideally all sectors would have a clear vision of the shift that they need to make. This vision would then drive leadership, some specific market‐based action and potentially form the basis for some smart regulation. Finally, education on CR would ensure embedding of a responsible approach into the future.

This viewpoint delivers a very useful model for industry groups to take a more meso‐level approach to corporate responsibility or address particular challenges that an industry faces.

More and more industries are facing clear social and environmental risks and opportunities. This paper provides an important model for them to address them effectively. It is based on the author's knowledge and experience and as such is an original piece of work.

While universities continue to grow increasingly sophisticated in their communication functions, issues like sexual assault continue to pose a challenge. One reason is that these issues are emotional, complex, and often only dealt with at the point that they have become a crisis for the institution. The purpose of this paper is to understand the role that dialogue can play in proactively communicating about issues of sexual assault.

This study utilized 32 in-depth interviews with university officials from 21 different universities across the USA with responsibility for communicating about issues of sexual assault, including Title IX officers, victims advocate services, student affairs, and university communications.

Issues managers worked to create opportunities for dialogue on their campus communities by highlighting shared values. Within a dialogic framework, university issues managers were creating spaces for dialogue and developing alternative forms of engagement in an effort to empower students with the necessary skills to engage in dialogue with their peers. There was a recognition that dialogue is most effective when it is peer-to-peer vs coming from an authoritative or administrative position. Issues managers helped students to develop the skills necessary for engaging in dialogue with each other.

To advance public relations scholarship, there is a need to consider emotional and gendered issues that are often stigmatized. This can help practitioners to develop better, and proactive, communication strategies for handling issues of sexual assault as to avoid negative media attention and work to change organizational culture.

The purpose of this investigation is to gain insight into parents' perceptions of benefits vs burdens (value) of educational and healthcare service received for their child with ASD. Parents are the main integrators of long-term educational and healthcare service for their child with ASD.

Design/methodology/approach included (1) a sentiment analysis of discussion forum posts from an autism message board using a rule-based sentiment analysis tool that is specifically attuned to sentiments expressed in social media and (2) a qualitative content analysis of one-on-one interviews with parents of children diagnosed with ASD, complemented with interviews with experienced educators and clinicians.

Findings reveal the link between customized service integration and long-term benefits. Both parents and service providers emphasize the need to integrate healthcare and educational service to create holistic long-term care for a child with ASD. Parents highlight the benefits of varied services, but availability or cost are burdens if the service is not publicly provided, or covered by insurance. Service providers' lack of experience with ASD and people's ignorance of the challenges of ASD are burdens.

Ensuring health outcomes for a child with ASD requires an integrated service system and long-term, customer-centric service process because the scope of service covers the child's entire childhood. Customized educational and healthcare service must be allocated and budgeted early in order to reach the goal of a satisfactory service output for each child.

This is the first service research to focus on parents' challenges with obtaining services for their child with ASD. This paper provides service researchers and managers insight into parents' perceptions of educational and healthcare service value (i.e. benefits vs. burdens) received for their child with ASD. These insights into customer-centric perceptions of value may be useful to research and may help service providers to innovate and provide integrated service directly to parents, or indirectly to service providers, who serve children with ASD.