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This paper is intended to give an overview of research on the impact of leadership on student outcomes, the main leadership activities related to these outcomes, and strengths and weaknesses in the research base.

This paper is a literature review of key papers addressing the relationship between leadership and student outcomes. Key authors and journals in the field were consulted.

Leadership has a significant indirect impact on student outcomes, though the role of contingency and school context in shaping leadership is important. There is some evidence for impact of transformational, distributed and instructional leadership. The evidence base for an impact of leadership development is limited, however. The research base suffers from significant weaknesses, such as dualism, over‐prescriptivity, lack of international research, limited methodologies, and poor measurement.

This paper provides a comprehensive overview of the evidence and points to ways in which research in the field can be improved to develop one's knowledge base further.

The purpose of this paper is to address participants’ humorous provocations as a part of informal interactions between participants and researcher that can be treated just like the research data. By means of autoethnographic analysis, the author explores the expectations of the researcher and participants that humour research entails and discusses how different expectations are revealed in participants’ provocations.

This paper uses an autoethnographic approach to discuss the informal interactions between participants and the researcher gathered during research into staffroom humour. The informal interactions in general and humour specifically were recorded, analysed, coded, interpreted and theorised just like the data on humour between participants. The theoretical framework used in the study combines Goffman’s (1959) version of symbolic interactionism and Solomon et al. (2006) idea of hybrid spaces.

The study shows the need for reconsideration of expectations entangled in humour research and proposes to be prepared for unexpected. Expecting unexpected can help stay open minded in the field and in interactions with participants and apply healthy distance towards own research and own expectations. The study shows that whenever certain behaviour was expected and different behaviour was delivered, there was a chance for certain behaviour being interpreted as provocations. Participants’ provocations can result from their own expectations about the research or what they think is expected from them by the researcher and thus they remain subject to different interpretations.

Further research could investigate and discuss the role of humour in participant-researcher interactions in different research contexts and across different methodologies. Combining and analysing experiences of use of humour from both participants and researchers could allow for creating the guidelines in the use of humour in different research situations. Ethical challenges posed by informal interactions between researcher and participants could be explored further and suggestions as to how to protect the researcher, research and participants in such interactions could be developed.

This paper aims to be a starting point for a discussion about the understudied relationship between expectations humour research is entangled with and participants’ provocations. The study shows innovative approach to informal interactions between participants’ and researcher which are treated as research data and are theorised using original combination of symbolic interactionism and hybrid spaces. The study contributes to the qualitative research methodology by discussing the ethics of both using humour with participants and recording and analysing informal humorous interactions between participants and the researcher.

In this chapter, we focus on expatriate CEOs who are assigned by the parent company to work in a subsidiary and compare them to those who themselves have initiated to work abroad as CEOs. Since we do not know much about these individuals, we direct our attention to: (1) who they are (demographics), (2) what they are like (personality), and (3) how they perform (job performance).

Data was sought from 93 assigned expatriate CEOs and 94 self-initiated expatriate CEOs in China.

Our findings demonstrate that in terms of demography, self-initiated CEOs were more experienced than assigned CEOs. With regard to personality, we found difference in self-control and dispositional anger: Assigned expatriate CEOs had more self-control and less angry temperament than their self-initiated counterparts. Finally, we found assigned expatriate CEOs to rate their job performance higher than self-initiated CEOs.

Although there may not always be immediate benefits, career consideration often plays a role when individuals choose whether to become an expatriate. For many years, organizations have used expatriation to develop talented managers for high-level positions in the home country. Recently, however, a new trend has emerged. Talented top managers are no longer expatriated only from within parent companies to subsidiaries. Self-initiated expatriates with no prior affiliation in the parent company are increasingly used to fill top management positions in subsidiaries.

This chapter explores the role of language in the relationship between diversity and team performance. Specifically, we consider how a linguistic approach to social categorization may be used to study the social psychological mechanisms that underlie diversity effects. Using the results of a study examining the effects of gender, ethnicity and tenure on language abstraction, we consider the potential implications for team processes and effectiveness. In addition, we propose a revised team input-process-output model that highlights the potential effects of language on team processes. We conclude by suggesting directions for future research linking diversity, linguistic categorization, and team effectiveness.

The purpose of this article is to develop a conceptual model predicting the influence of biased causal explanations for subordinate behaviors and outcomes on a leader's functionality and the quality of leader‐member relationships.

Attribution theory is used to analyze the effect of leader perceptions and emotions on the functionality of leader‐member relationships. It is predicted that the negative emotions and expectancies stemming from biased leader attributions will promote dysfunctional leader behaviors. These dysfunctional behaviors, in turn, are believed to reduce the quality of leader‐member relationships.

Although much of the proposed model is based on empirical evidence, it is acknowledged that some key relationships have not been tested directly in past research. It is suggested that future research can seek to validate these aspects of the model. It is also suggested that future research explore the role of subordinate, as well as leader, attributions in dysfunctional relationships.

Several implications of the model for promoting functional leadership in organizations are described. The importance of leaders being aware of their attributional biases is indicated and information provided on how to assess one's attribution style. Also discussed are implications for reducing situational ambiguity and increasing causal feedback in the workplace.

This paper builds on past attribution theory research to address a shortage of research on the cognitive, interpersonal aspects of functional and dysfunctional leadership.

The purpose of this article is to elaborate the picture of the motivators for information seeking by comparing the conceptualizations of task‐based information needs and expectancy‐value theories.

The article is a conceptual analysis of major articles characterising task‐based information needs and expectancy‐value theories developed in psychology since the 1950s.

The conceptualizations of task‐based information needs approach the motivators for information seeking in terms of the informational requirements posed by tasks at hand. However, the ways in which such needs trigger and drive information seeking have not been specified in detail. Expectancy‐value theories provide a more elaborate picture of motivational factors by focusing on actors' beliefs about the probability of success in information seeking and the perceived value of the outcome of this activity.

The findings are based on the comparison of two research approaches only.

So far, information scientists have largely ignored the psychological theories of motivation. This study demonstrates the potential of such approaches by discussing an established psychological theory. The findings indicate that such theories hold a good potential to elaborate the models of task‐based information seeking in particular.

This paper covers different types of research designs, like, longitudinal, cross-section and sequential design, experimental design (including factorial experimental design), and correlational design, with illustrative examples. This paper will help a scholar to know how choice of research design depends on a number of parameters, highlighted by author.

Although microblogs have become an important information source, the credibility of their postings is still a critical concern due to the open and unregulated nature. To understand the antecedents of microblog information credibility, the purpose of this paper is to investigate the dual-role of cognitive heuristics (i.e. the additivity and bias roles) and the effect of gender differences.

This study collected data via an online field survey of active microblog users, and a total of 204 valid responses was received.

This study demonstrates the dual-role of source credibility and vividness, the additivity role of microblog platform credibility, and the bias role of social endorsement. Furthermore, this study also found out gender difference that the additivity role of cognitive heuristics was stronger for men while bias role was stronger for women.

This research enriches the microblog literature by examining the cognitive heuristic determinants as key predictors of microblog information credibility, and contributes to the information credibility literature by identifying and analyzing the dual-role effect of cognitive heuristics and corresponding gender differences.

This study can help organizations better manage their reputation, especially during the reputation crises, and also serves as a reminder to microblog platform operators of the importance of their microblog platform credibility.

This study can help organizations better manage their reputation, especially during the reputation crises, and serves as a reminder to the microblog platform operators of the importance of their microblog platform credibility.

This study investigates the dual-role effect of cognitive heuristics (i.e. the additivity role and bias role) and corresponding gender differences that are less touched on before, and thus provides a more nuanced understanding of the more complex effects of cognitive heuristics.