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1 – 10 of 82Globalization introduces new challenges related to increased levels of diversity and complexity that organizations cannot meet without capable global leaders. Such leaders are…
Abstract
Globalization introduces new challenges related to increased levels of diversity and complexity that organizations cannot meet without capable global leaders. Such leaders are currently lacking, so a theory-based approach to global leader development is needed. A critical intermediary outcome that enables competent global leadership performance is global leader self-complexity, defined by the number of unique leader identities contained within a leader's self-concept (self-differentiation) and the extent to which the identities are integrated with the leader's sense of self (self-integration). This research aims to generate and test a theory of the development of global leader self-complexity through identity construction during international experiences. In Study 1, I gathered qualitative data through retrospectively interviewing 27 global leaders about identity-related changes following their international experiences. Using a grounded theory approach, I developed a theoretical model of global leader identity construction during international experiences, which I empirically tested using quantitative data in Study 2. Specifically, I tested the hypothesized relationships through structural equation modeling with cross-sectional survey data from a sample of 610 global leaders. Findings from both studies indicate global leader identity construction during international experiences primarily occurs through interacting with locals and local culture over a sustained period, motivated by appreciation of cultural differences and resulting in increased global leader self-complexity. These results advance understanding of the global leader self-complexity construct (i.e., what develops) and global leader development processes (i.e., how it develops). Additionally, the findings have practical implications for global leader development initiatives.
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The purpose of this chapter is to contextualize mixed findings in the self-complexity literature. Self-complexity (when individuals' identity meanings do not overlap…
Abstract
Purpose
The purpose of this chapter is to contextualize mixed findings in the self-complexity literature. Self-complexity (when individuals' identity meanings do not overlap) theoretically buffers negative outcomes associated with distressing experiences, like identity non-verification (perceptions that others see individuals differently than individuals see themselves). However, research on self-complexity overlooks the social context in which these processes occur. Here, the author argues that multiplexity (when individuals are connected in two or more role relationships) provides meaningful context that influences whether self-complexity functions as a buffer. This leads to two competing arguments: (1) multiplexity enhances the self-complexity buffering effect and (2) multiplexity undermines the self-complexity buffering effect.
Methodology/Approach
Using egocentric network survey data from 314 US adults, the author ran four regression models (two for the friend identity, two for the coworker identity). These models test whether self-complexity moderates the effect of non-verification on distress when individuals do (or do not) have multiplex ties in which they are close friends with their coworkers.
Findings
Multiplex ties amplify the buffering effect of self-complexity when non-verification occurs in the coworker identity, but multiplex ties weaken the buffering effect of self-complexity when non-verification occurs in the friend identity.
Implications
This work supports the idea that the benefits associated with self-complexity are conditional on social context as well as identity context. Future research should consider these realities when examining how identity and buffering processes relate to wellbeing.
Originality/Value of Paper
This work integrates social network analysis and identity theory to reconcile mixed findings in the literature on self-complexity.
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Jeffrey L. Herman and Stephen J. Zaccaro
This chapter examines the complexity of global leaders themselves. As global leadership research has begun to move beyond a limiting overemphasis on skills and competencies, we…
Abstract
This chapter examines the complexity of global leaders themselves. As global leadership research has begun to move beyond a limiting overemphasis on skills and competencies, we merge one focus on the deep structure of leader cognition with a focus on cultural identity that has matured largely independently. In so doing, we seek to push the field toward answering the broader question of what makes a global leader sufficiently complex to handle the vast complexities of the role. We place the construct of self-concept complexity as central to the performance of global leaders in ways ranging from organizational performance to social and community responsibility. By advancing our understanding of the role of self-concept complexity in driving global leadership outcomes, this research seeks to spur further theoretical development and practical application toward a deeper comprehension of the complexity of truly global leaders.
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Anthony R. Wheeler, M. Ronald Buckley, Jonathon R.B. Halbesleben, Robyn L. Brouer and Gerald R. Ferris
“Fit” as a human resources decision criterion has emerged as an active body of research in recent years, but its “elusiveness” as a scientific construct, noted more than a decade…
Abstract
“Fit” as a human resources decision criterion has emerged as an active body of research in recent years, but its “elusiveness” as a scientific construct, noted more than a decade ago by Judge and Ferris, still remains. To best address this issue, this chapter proposes an integrative theory of multidimensional fit that encompasses five relevant (and distinct) streams of current fit research: Person-Organization Fit, Person-Vocation Fit, Person-Job Fit, Person-Preferences for Culture Fit, and Person-Team Fit. It is proposed that these five dimensions of fit relate to an individual's self-concept; moreover, an individual assesses multidimensional fit utilizing a social cognitive decision-making process called prototype matching. By assessing fit across multiple dimensions, an individual can both gain a social identity and expand the self-concept, which explains the motive to fit. Testable propositions are formulated, and implications for multidimensional fit across the employment lifecycle are discussed. Furthermore, directions for future fit research are provided.
Batia M Wiesenfeld and Patricia F Hewlin
Managers’ boundary spanning role is critical to the effectiveness of groups, teams and organizations. We explore the identity predicament of boundary spanning managers, who must…
Abstract
Managers’ boundary spanning role is critical to the effectiveness of groups, teams and organizations. We explore the identity predicament of boundary spanning managers, who must create synergies across multiple identities. In the context of identity threat, formerly synergistic identities may be brought into conflict – a phenomenon we label identity splintering. Our theory and empirical results suggest that identity splintering creates a discrepancy between the identities that boundary spanning managers claim and those they enact.
Jonathan C. Shrader and Luke Singer
– The purpose of this paper is to analyze the effect personality has on pay satisfaction among small business managers in China and the USA.
Abstract
Purpose
The purpose of this paper is to analyze the effect personality has on pay satisfaction among small business managers in China and the USA.
Design/methodology/approach
This research is in attempt to further understanding and provide application of how companies can better incentive talent through compensation and benefit programs. The goal is to extend and deepen the comprehension of how to encourage talent pools to increase intrinsic performance through compensation programs.
Findings
The measures that were used in this study were the Big Five Personality Test and the Pay Satisfaction Questionnaire.
Originality/value
Similar results were found across the two countries, and having primary empirical data such as these is original.
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Rima'a Da'as, Sherry Ganon-Shilon, Chen Schechter and Mowafaq Qadach
This conceptual paper explores a novel model explaining teachers' perceptions of their effective leader through the lens of implicit leadership theory (ILT), using the concepts of…
Abstract
Purpose
This conceptual paper explores a novel model explaining teachers' perceptions of their effective leader through the lens of implicit leadership theory (ILT), using the concepts of school principals' sense-making and cognitive complexity (CC).
Design/methodology/approach
The sense-making framework and CC theory were used to explain ILT, which focuses on individuals' perceptions of leaders' prototypical and anti-prototypical attributes.
Findings
The theoretical model suggests that school principals as sense-makers with high levels of CC will be perceived by teachers as effective in terms of leadership prototypes, whereas teachers' perceptions of principals with low levels of CC will be related to leadership anti-prototypes.
Research limitations/implications
This paper suggests a model for a multidimensional understanding of the relationship between principals' sense-making and CC and their influence on teachers' perceptions of an effective leader.
Originality/value
Opening avenues for future research into employee perceptions of different leadership characteristics, this model emphasizes the cognitive aspects of school principals within implicit leadership theories. This theoretical model should be further examined empirically, and other types of CC, such as social and behavioral aspects, or affective complexity and self-complexity, should be considered.
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B. Sebastian Reiche, Joyce S. Osland, Mark E. Mendenhall and Betina Szkudlarek
In this concluding chapter, the editors reflect on the value-added contributions of the papers in this volume toward a better understanding of global leadership effectiveness…
Abstract
In this concluding chapter, the editors reflect on the value-added contributions of the papers in this volume toward a better understanding of global leadership effectiveness. After highlighting some of those contributions, the editors then discuss relevant directions for future research in global leadership effectiveness and organize their discussion around (1) antecedents, (2) conditions, and (3) dimensions of global leadership effectiveness. They conclude by listing some of the paramount research questions they believe should be addressed for the field to move forward in mapping the dimensions and dynamics of global leadership effectiveness.
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Magdalena Cholakova and Davide Ravasi
Research has begun to explore how individuals perceive and respond to institutional complexity differently. The authors extend such efforts and theorize how the complexity of…
Abstract
Research has begun to explore how individuals perceive and respond to institutional complexity differently. The authors extend such efforts and theorize how the complexity of individuals’ cognitive representations of the institutional logics (based on their perceived differentiation and integration of the external environment) and of their role identities (based on the pluralism and unity of their self-representations) can predict such variation. The authors argue that the former explains whether individuals are capable of enacting norms and beliefs from different logics and of envisioning possibilities to reconcile their contradictory demands, whereas the latter explains whether they are motivated to implement a given response.
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