Charisma is a costly signal

IF 9.1 1区 管理学 Q1 MANAGEMENT Leadership Quarterly Pub Date : 2024-12-01 DOI:10.1016/j.leaqua.2024.101810
Vita Akstinaite , Ulrich Thy Jensen , Michalis Vlachos , Alexis Erne , John Antonakis
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Abstract

A key assumption in modern conceptualizations of charisma is that it is a costly signal. It thus should be easier for intelligent individuals to produce this signal: it requires one to be creative, communicate in symbolic ways, have the needed expertise, and be consistent in one’s values and actions. At this time, it is unclear whether this assumption holds. Using data from an incentivized laboratory experiment (n = 1,998 general population) and two field settings (n = 134 public service leaders and n = 41 U.S. presidents), we show that individuals’s charisma signaling scores strongly correlate with their scores on intelligence. A change of a standard deviation in intelligence was associated with changes in charisma signaling of 7.89 % (Study 1), 11.01 % (Study 2), as well as 5.70 %, 6.80 %, and 12.23 % (Study 3), respectively. In addition, Studies 1 and 2 showed that scores on personality dimensions—whether the big five or the big six—do not correlate with charisma signaling. Our results lay the foundations for explaining a mechanism for why charisma signaling is a potent motivational tool and thus have important theoretical and policy implications.
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魅力是一个代价高昂的信号
魅力的现代概念的一个关键假设是,它是一个昂贵的信号。因此,聪明的人应该更容易产生这种信号:它需要一个人有创造力,用象征性的方式交流,拥有必要的专业知识,并在自己的价值观和行动上保持一致。目前还不清楚这种假设是否成立。利用激励实验室实验(n = 1998名普通人群)和两个现场设置(n = 134名公共服务领导人和n = 41名美国总统)的数据,我们发现个人的魅力信号得分与他们的智力得分密切相关。智力标准偏差的变化与魅力信号的变化相关,分别为7.89%(研究1)、11.01%(研究2)、5.70%、6.80%和12.23%(研究3)。此外,研究1和2表明,性格维度的得分——无论是大五还是大六——与魅力信号无关。我们的研究结果为解释为什么魅力信号是一种有效的激励工具的机制奠定了基础,因此具有重要的理论和政策意义。
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来源期刊
CiteScore
15.20
自引率
9.30%
发文量
58
期刊介绍: The Leadership Quarterly is a social-science journal dedicated to advancing our understanding of leadership as a phenomenon, how to study it, as well as its practical implications. Leadership Quarterly seeks contributions from various disciplinary perspectives, including psychology broadly defined (i.e., industrial-organizational, social, evolutionary, biological, differential), management (i.e., organizational behavior, strategy, organizational theory), political science, sociology, economics (i.e., personnel, behavioral, labor), anthropology, history, and methodology.Equally desirable are contributions from multidisciplinary perspectives.
期刊最新文献
Editorial Board Do followers mind the pay gap? An experimental test of the impact of the vertical pay gap on leader effectiveness Charisma is a costly signal Dynamics in the heritability of leadership role occupancy: Evidence from a three-wave twin sample Gender and evaluations of leadership behaviors: A meta-analytic review of 50 years of research
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