{"title":"Strengthening Refugee Communities by Building upon Their Cultural Assets","authors":"Elizabeth Lightfoot","doi":"10.1002/jls.21854","DOIUrl":"https://doi.org/10.1002/jls.21854","url":null,"abstract":"","PeriodicalId":45503,"journal":{"name":"Journal of Leadership Studies","volume":"17 2","pages":"29-33"},"PeriodicalIF":1.5,"publicationDate":"2023-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"50126666","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
<p>The current paper posits that forced migration, as seen as a movement through a liminal space, provides the opportunity for refugee women to build upon their resilience and create social capital to find new ways and spaces to engage in community leadership. Escalating conflict in different parts of the world has led millions of people to flee their homelands in search of safety and protection. Based on recent statistics shared by the World Bank, more than 100 million people were forcibly displaced by May 2022, and two-thirds of the world's poor population is expected to live in settings dominated by conflict and violence by 2030 (World Bank, <span>2022</span>). The United Nations High Commissioner for Refugees (UNHCR) (<span>2023</span>) estimated that women and girls comprise around 50% of any refugee population; the percentage grows even larger when all refugee children are included.</p><p>While political conflict negatively impacts all individuals, women encounter a disproportionate level of psychological and physical challenges during forced migration. These include changes to economic and employment status, opportunities, and expectations (Canefe, <span>2018</span>); separation from family members (Asaf, <span>2017</span>); lack of appropriate accommodations (Amnesty International, <span>2016</span>); sexual exploitation and harassment (Charles & Denman, <span>2013</span>); and domestic violence at the hands of their male partners who often lash out in anger and frustration (Andrabi, <span>2019</span>; El-Masri et al., <span>2013</span>). Women who are disabled, pregnant, heads of households, or elderly are especially vulnerable to violence and discrimination (UNHCR, <span>2023</span>).</p><p>Therefore, the impacts of forced migration are far more significant for women than men as they transition from their homes to a new, and often quite different, situation. This period of liminality, or the space between, enables opportunities for the new realities in which migrant and refugee women find themselves to lean into the resilience they develop and the social networks they create to find new opportunities, both formal and informal, for leadership. This argument is presented in the following pages.</p><p>In many ways, refugee and migrant women face a time of liminality as they are forced to transition from the context that they once knew to an entirely new one. Liminality is the space between the past that is known and the future that is yet to be known (Turner, <span>1992</span>). It is within this space, or the in-between, where change and transition take place, where unpredictability and uncertainty, including feelings of dread or exhilaration, tend to lead the way (Turner, <span>1992</span>; Voegelin, <span>1990</span>).</p><p>Classically, Lewin (<span>1951</span>) referred to a notion of change as being where things are unfrozen, changed, and then refrozen. In many ways, liminality is, indeed, the space between the unfrozen and the r
移民妇女正是在这些支持中建立了韧性、社会资本和领导技能，如下所述。虽然在移民和难民妇女以及复原力、社会资本建设和社区领导的作用方面增加学术研究仍然是必要的，但有可能为移民社区内部或与移民社区一起工作的人提供一些政策和实践方面的启示。研究表明，相互创建空间和组织的移民和难民妇女找到机会为自己和他人获得更大的归属感和能动性。这些空间可以从基层行动主义和自我赋权中建立(Bailey, 2012)。为了创造这些空间，重要的是不仅要调查哪些因素促进了难民妇女更大的应对和恢复力，还要调查这些因素如何帮助难民妇女适应(Shishehgar等人，2017)。随着女性建立起自己的主体，承担起在本国文化中可能并不常见的角色，她们可能会受到那些坚持本国文化中占主导地位的、往往是父权规范的人的抵制。在这些情况下，应更多地关注提高这些妇女权力的方案，使她们能够在更大程度上参与收容她们的社会(Kihato, 2007;威廉姆斯,巴拉维,2007)。然而，在制定促进难民妇女福祉的计划和倡议时，运用文化敏感性是至关重要的(Boswall &阿卡什,2015;Darychuk,杰克逊,2015;Hynie et al.， 2011)。虽然增加社会支持和赋权机会对于最大限度地减少移民妇女的排斥感很重要，但“社会资本本身不能替代更正式的资源”(Chung et al.， 2013, p. 72)。因此，应提供正式和非正式的支持来源，以促进妇女的复原力(Chung等人，2013年)，并应努力支持难民妇女重新获得失去的资源(难民健康技术援助中心，2022年)。因此，寻找组织资源，如社区赠款，赋予难民妇女参与领导角色的权力也是至关重要的(Denzongpa &尼克尔斯,2020)。领导力发展和社区宣传项目也可能有助于增加移民和难民妇女的技能。尽管需要额外的奖学金，但目前清楚的是，难民和移民妇女具有令人难以置信的适应力，可以在不熟悉的环境中建立社会资本。这段穿越阈限的旅程，虽然常常背负着极大的困难，但却为女性的力量提供了展现的机会。在她们的网络以及基层和其他组织的帮助下，移民和难民妇女可以找到新的方式来发挥领导作用，并在创造支持性社区空间方面为其他人树立榜样。移民和难民妇女坚强而凶猛，她们找到了克服和超越创伤的方法，同时为彼此和子女创造了茁壮成长的空间。在许多情况下，收容社区无法获得这些妇女为其社区带来的巨大财富，迫使她们在有限的支持下建立网络和合作。尽管面临这些挑战，移民和难民妇女还是适应了这些新环境，发展了自己的领导能力，并建立了一个着眼于未来的新家。因此，移民和难民妇女可以而且应该被视为鼓舞和力量的源泉，作为通过有限经验过渡并成为有韧性的社区领袖的典范。
{"title":"Migrant and Refugee Women: A Case for Community Leadership","authors":"Whitney McIntyre Miller, Rabab Atwi","doi":"10.1002/jls.21858","DOIUrl":"10.1002/jls.21858","url":null,"abstract":"<p>The current paper posits that forced migration, as seen as a movement through a liminal space, provides the opportunity for refugee women to build upon their resilience and create social capital to find new ways and spaces to engage in community leadership. Escalating conflict in different parts of the world has led millions of people to flee their homelands in search of safety and protection. Based on recent statistics shared by the World Bank, more than 100 million people were forcibly displaced by May 2022, and two-thirds of the world's poor population is expected to live in settings dominated by conflict and violence by 2030 (World Bank, <span>2022</span>). The United Nations High Commissioner for Refugees (UNHCR) (<span>2023</span>) estimated that women and girls comprise around 50% of any refugee population; the percentage grows even larger when all refugee children are included.</p><p>While political conflict negatively impacts all individuals, women encounter a disproportionate level of psychological and physical challenges during forced migration. These include changes to economic and employment status, opportunities, and expectations (Canefe, <span>2018</span>); separation from family members (Asaf, <span>2017</span>); lack of appropriate accommodations (Amnesty International, <span>2016</span>); sexual exploitation and harassment (Charles & Denman, <span>2013</span>); and domestic violence at the hands of their male partners who often lash out in anger and frustration (Andrabi, <span>2019</span>; El-Masri et al., <span>2013</span>). Women who are disabled, pregnant, heads of households, or elderly are especially vulnerable to violence and discrimination (UNHCR, <span>2023</span>).</p><p>Therefore, the impacts of forced migration are far more significant for women than men as they transition from their homes to a new, and often quite different, situation. This period of liminality, or the space between, enables opportunities for the new realities in which migrant and refugee women find themselves to lean into the resilience they develop and the social networks they create to find new opportunities, both formal and informal, for leadership. This argument is presented in the following pages.</p><p>In many ways, refugee and migrant women face a time of liminality as they are forced to transition from the context that they once knew to an entirely new one. Liminality is the space between the past that is known and the future that is yet to be known (Turner, <span>1992</span>). It is within this space, or the in-between, where change and transition take place, where unpredictability and uncertainty, including feelings of dread or exhilaration, tend to lead the way (Turner, <span>1992</span>; Voegelin, <span>1990</span>).</p><p>Classically, Lewin (<span>1951</span>) referred to a notion of change as being where things are unfrozen, changed, and then refrozen. In many ways, liminality is, indeed, the space between the unfrozen and the r","PeriodicalId":45503,"journal":{"name":"Journal of Leadership Studies","volume":"17 2","pages":"47-52"},"PeriodicalIF":1.5,"publicationDate":"2023-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/jls.21858","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43518442","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
<p>Refugee community leadership enhances social cohesion by focusing on belonging, inclusion, participation, recognition, and legitimacy, presenting an open door to freedom and social justice for underrepresented communities, including refugees (Dandy & Pe-Pua, <span>2015</span>). As a person from a refugee background, with lived experience of resettlement challenges that need to be resolved (Lumb & Ndagijimana, <span>2021</span>), I know how critical leadership is for refugee communities (Clarke, <span>2018</span>). As an African-Australian, born and raised in Burundi, a country wedged between Tanzania, the Democratic Republic of the Congo, and Rwanda, I lived in a refugee camp in Tanzania for 7 years. During that time I worked with diverse refugee communities through different United Nations organizations, including teaching at a high school for 4 years (2003–2007). When I arrived in Australia, learning the English language alongside the Australian “ways of doing things” was significantly challenging for me. Upon obtaining technical training in the community services sector (i.e., community services work, Mental Health and Case management), I completed my Bachelor of Social Science degree and Master of Social Change and Development at the University of Newcastle. These experiences support my current role at the University of Newcastle in the Centre for Excellence for Equity in Higher Education (CEEHE), where I work with students from refugee or refugee adjacent backgrounds, supporting them in successfully navigating higher education (Lumb & Ndagijimana, <span>2021</span>).</p><p>In a country like Australia, refugee community leadership is required in order to reconsider the politics of knowledge and the importance of advocacy to ensure “social justice” (or participation parity) (Charmaz, <span>2011</span>; Fraser, <span>2008</span>; Power, <span>2012</span>). Social justice leadership frameworks examine whether individuals labeled as “non-traditional” or “refugees” are socially treated un/fairly within their host community (Fraser, <span>1999</span>). Thus, refugee community leaders are instrumental in implementing and enhancing advocacy for the refugee community they represent. Community leaders advocate restlessly, aiming to achieve possible socioeconomic environments where refugees' choices of access and participation are prioritized (Power, <span>2012</span>). However, on both sides of refugee communities and community representatives, there are many challenges and struggles that need to be explored before experts come up with adequate and durable solutions.</p><p>Since Australia signed the Refugee Convention and Protocol in Geneva in 1951, refugees have traveled from third world/global south countries, aiming to re/settle (temporarily or permanently) in Australia for a wide variety of reasons (Palmer, <span>2009</span>). This resettlement is accompanied by challenges as refugees try to align with the local lifestyle and culture
{"title":"The Critical Bridge of Refugee Community Leadership to Enhance Belonging in Australia","authors":"Louis Ndagijimana","doi":"10.1002/jls.21852","DOIUrl":"10.1002/jls.21852","url":null,"abstract":"<p>Refugee community leadership enhances social cohesion by focusing on belonging, inclusion, participation, recognition, and legitimacy, presenting an open door to freedom and social justice for underrepresented communities, including refugees (Dandy & Pe-Pua, <span>2015</span>). As a person from a refugee background, with lived experience of resettlement challenges that need to be resolved (Lumb & Ndagijimana, <span>2021</span>), I know how critical leadership is for refugee communities (Clarke, <span>2018</span>). As an African-Australian, born and raised in Burundi, a country wedged between Tanzania, the Democratic Republic of the Congo, and Rwanda, I lived in a refugee camp in Tanzania for 7 years. During that time I worked with diverse refugee communities through different United Nations organizations, including teaching at a high school for 4 years (2003–2007). When I arrived in Australia, learning the English language alongside the Australian “ways of doing things” was significantly challenging for me. Upon obtaining technical training in the community services sector (i.e., community services work, Mental Health and Case management), I completed my Bachelor of Social Science degree and Master of Social Change and Development at the University of Newcastle. These experiences support my current role at the University of Newcastle in the Centre for Excellence for Equity in Higher Education (CEEHE), where I work with students from refugee or refugee adjacent backgrounds, supporting them in successfully navigating higher education (Lumb & Ndagijimana, <span>2021</span>).</p><p>In a country like Australia, refugee community leadership is required in order to reconsider the politics of knowledge and the importance of advocacy to ensure “social justice” (or participation parity) (Charmaz, <span>2011</span>; Fraser, <span>2008</span>; Power, <span>2012</span>). Social justice leadership frameworks examine whether individuals labeled as “non-traditional” or “refugees” are socially treated un/fairly within their host community (Fraser, <span>1999</span>). Thus, refugee community leaders are instrumental in implementing and enhancing advocacy for the refugee community they represent. Community leaders advocate restlessly, aiming to achieve possible socioeconomic environments where refugees' choices of access and participation are prioritized (Power, <span>2012</span>). However, on both sides of refugee communities and community representatives, there are many challenges and struggles that need to be explored before experts come up with adequate and durable solutions.</p><p>Since Australia signed the Refugee Convention and Protocol in Geneva in 1951, refugees have traveled from third world/global south countries, aiming to re/settle (temporarily or permanently) in Australia for a wide variety of reasons (Palmer, <span>2009</span>). This resettlement is accompanied by challenges as refugees try to align with the local lifestyle and culture","PeriodicalId":45503,"journal":{"name":"Journal of Leadership Studies","volume":"17 2","pages":"39-46"},"PeriodicalIF":1.5,"publicationDate":"2023-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/jls.21852","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41408735","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
<p>Community-based participatory research (CBPR) is an increasingly popular framework used for ethical health disparities research and social justice praxis with refugee communities (Ellis et al., <span>2007</span>; Wallerstein & Duran, <span>2006</span>). It is anchored by several main pillars, including recognition of the community context, indigenous knowledge, and practices; shared leadership and decision-making; capacity building; and empowerment and transformation for social change (Blumenthal, <span>2011</span>; Minkler & Wallerstein, <span>2003</span>; Wallerstein et al., <span>2005</span>). When applied in real-life scenarios, CBPR fosters mindful and reciprocal relationships by deflating power imbalances and dismantling distrust between mainstream academic researchers (outsiders) and refugee community constituents (insiders) (Tobias et al., <span>2013</span>).</p><p>Participatory Action Research (PAR), from which CBPR derives, has been described as a “decolonizing methodology” that counters social inequities through the emphasis on community members and researchers coproducing knowledge to promote social change (Kia-Keating & Juang, <span>2022</span>). CBPR includes rigorous approaches to engage community members and reduce power differentials, including scrutiny of community members' and researchers' gains and potentials for harm from the research process, and the accountability of the latter to the former (Kia-Keating & Juang, <span>2022</span>). Such approaches are key to transformative work with marginalized communities in a societal and institutional climate of structural racism.</p><p>In particular, youth from refugee-origin communities within the United States differ markedly from the dominant society in their ethno-history, identity, cultural beliefs, and world views (Reynolds & Bacon, <span>2018</span>). These differences can heighten youth from refugee-origin communities' vulnerability to adverse mental health outcomes (Frounfelker et al., <span>2020</span>). However, this also has implications for their potential to act as agents of community empowerment when they are supported through the education process (United Nations High Commissioner for Refugees (UNHCR), <span>2018</span>). In the United States, there has been more emphasis on supporting refugee youth to adjust to the receiving society's educational expectations and settings (Reynolds & Bacon, <span>2018</span>), and less on recognizing and developing their cultural and linguistic expertise to bridge mutual gaps with mainstream agencies, resources, and society to empower their communities.</p><p>This is where the CBPR pillars—equitable voice, recognizing indigenous knowledge, and community capacity building focus—can be agents of transformation and change. For example, Yoon et al. (<span>2022</span>) used the CBPR approach to engage and examine acculturation, cultural integration, and life satisfaction with South Sudanese refugee youth/young ad
{"title":"Youth Capacity Building and Leadership Through CBPR and Conflict Transformation with the Montagnard Refugee-Origin Community","authors":"Sharon D. Morrison, Andrew J. Young, S. Sudha","doi":"10.1002/jls.21857","DOIUrl":"10.1002/jls.21857","url":null,"abstract":"<p>Community-based participatory research (CBPR) is an increasingly popular framework used for ethical health disparities research and social justice praxis with refugee communities (Ellis et al., <span>2007</span>; Wallerstein & Duran, <span>2006</span>). It is anchored by several main pillars, including recognition of the community context, indigenous knowledge, and practices; shared leadership and decision-making; capacity building; and empowerment and transformation for social change (Blumenthal, <span>2011</span>; Minkler & Wallerstein, <span>2003</span>; Wallerstein et al., <span>2005</span>). When applied in real-life scenarios, CBPR fosters mindful and reciprocal relationships by deflating power imbalances and dismantling distrust between mainstream academic researchers (outsiders) and refugee community constituents (insiders) (Tobias et al., <span>2013</span>).</p><p>Participatory Action Research (PAR), from which CBPR derives, has been described as a “decolonizing methodology” that counters social inequities through the emphasis on community members and researchers coproducing knowledge to promote social change (Kia-Keating & Juang, <span>2022</span>). CBPR includes rigorous approaches to engage community members and reduce power differentials, including scrutiny of community members' and researchers' gains and potentials for harm from the research process, and the accountability of the latter to the former (Kia-Keating & Juang, <span>2022</span>). Such approaches are key to transformative work with marginalized communities in a societal and institutional climate of structural racism.</p><p>In particular, youth from refugee-origin communities within the United States differ markedly from the dominant society in their ethno-history, identity, cultural beliefs, and world views (Reynolds & Bacon, <span>2018</span>). These differences can heighten youth from refugee-origin communities' vulnerability to adverse mental health outcomes (Frounfelker et al., <span>2020</span>). However, this also has implications for their potential to act as agents of community empowerment when they are supported through the education process (United Nations High Commissioner for Refugees (UNHCR), <span>2018</span>). In the United States, there has been more emphasis on supporting refugee youth to adjust to the receiving society's educational expectations and settings (Reynolds & Bacon, <span>2018</span>), and less on recognizing and developing their cultural and linguistic expertise to bridge mutual gaps with mainstream agencies, resources, and society to empower their communities.</p><p>This is where the CBPR pillars—equitable voice, recognizing indigenous knowledge, and community capacity building focus—can be agents of transformation and change. For example, Yoon et al. (<span>2022</span>) used the CBPR approach to engage and examine acculturation, cultural integration, and life satisfaction with South Sudanese refugee youth/young ad","PeriodicalId":45503,"journal":{"name":"Journal of Leadership Studies","volume":"17 2","pages":"53-61"},"PeriodicalIF":1.5,"publicationDate":"2023-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/jls.21857","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42006985","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Developing Cultural Humility in Leadership Education Programs to Promote Community Leadership","authors":"Jason Fraser-Nash, Matthew Sowcik","doi":"10.1002/jls.21855","DOIUrl":"10.1002/jls.21855","url":null,"abstract":"","PeriodicalId":45503,"journal":{"name":"Journal of Leadership Studies","volume":"17 2","pages":"66-74"},"PeriodicalIF":1.5,"publicationDate":"2023-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41984878","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"The Wise Follow the Wise: Harnessing the Wisdom of Community Leaders in Shaping Public Health Messaging Among Refugee Populations","authors":"Sunita Joann Rebecca Healey, Karinne Andrich","doi":"10.1002/jls.21856","DOIUrl":"10.1002/jls.21856","url":null,"abstract":"","PeriodicalId":45503,"journal":{"name":"Journal of Leadership Studies","volume":"17 2","pages":"62-65"},"PeriodicalIF":1.5,"publicationDate":"2023-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46122123","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Movement Lawyering to Empower Leadership from Subordinated Communities: Examples of Alternative Visions of Our Conceptions of Justice","authors":"Caitlin Barry","doi":"10.1002/jls.21853","DOIUrl":"10.1002/jls.21853","url":null,"abstract":"","PeriodicalId":45503,"journal":{"name":"Journal of Leadership Studies","volume":"17 2","pages":"34-38"},"PeriodicalIF":1.5,"publicationDate":"2023-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41312694","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Small and medium enterprises (SMEs) are instrumental to most economies and leadership offers a means for SMEs to face today's business challenges. Despite the need for effective leadership in SMEs, researchers rarely examine leadership theories in this context. The SME context is characterized by proximal conditions that are conducive to role-modeling leadership. Role-modeling leadership, although popular in the practitioner literature, is an underdeveloped concept in the scientific literature because such leadership has been confounded with other leadership theories and behaviors. The present study showcases role-modeling leadership as a distinct style of leadership and investigates its nomological framework between SMEs and large organizations. Using a sample of 371 employees across the UK, the findings supported (a) leader identification as an antecedent of role-modeling leadership and (b) a chain of outcomes between role-modeling leadership, leader–member exchange, job stress, job satisfaction, and turnover intent. However, the moderating effect of organization size was not supported. The present study contributes to theory by unraveling how a novel style of leadership is predicted as well as its relationship with important organizational outcomes. Limitations and suggestions for future research are discussed.
{"title":"Role-Modeling Leadership in Small and Medium Enterprises: The Role of Leader Identification, Leader–Member Exchange, Job Stress, Job Satisfaction, and Turnover Intent","authors":"Paul T. Balwant, Amanda Singh","doi":"10.1002/jls.21843","DOIUrl":"10.1002/jls.21843","url":null,"abstract":"<p>Small and medium enterprises (SMEs) are instrumental to most economies and leadership offers a means for SMEs to face today's business challenges. Despite the need for effective leadership in SMEs, researchers rarely examine leadership theories in this context. The SME context is characterized by proximal conditions that are conducive to role-modeling leadership. Role-modeling leadership, although popular in the practitioner literature, is an underdeveloped concept in the scientific literature because such leadership has been confounded with other leadership theories and behaviors. The present study showcases role-modeling leadership as a distinct style of leadership and investigates its nomological framework between SMEs and large organizations. Using a sample of 371 employees across the UK, the findings supported (a) leader identification as an antecedent of role-modeling leadership and (b) a chain of outcomes between role-modeling leadership, leader–member exchange, job stress, job satisfaction, and turnover intent. However, the moderating effect of organization size was not supported. The present study contributes to theory by unraveling how a novel style of leadership is predicted as well as its relationship with important organizational outcomes. Limitations and suggestions for future research are discussed.</p>","PeriodicalId":45503,"journal":{"name":"Journal of Leadership Studies","volume":"17 1","pages":"4-19"},"PeriodicalIF":1.5,"publicationDate":"2023-04-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48734670","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Megan Seibel, Eric K. Kaufman, D. Adam Cletzer, Jeremy Elliott-Engel
While adaptive leadership is a useful framework for leadership practitioners, there is limited empirical research supporting its conceptual tools and tactics. Kirton's adaption-innovation (A-I) theory contends individuals have innate problem-solving style preferences for more or less structure. In the current conceptual paper, we examine the theoretical underpinnings of adaptive leadership and A-I theory within the context of complex problem-solving. We connect A-I theory to concepts from adaptive leadership to link a more rigorous and empirically supported theory to a popular practice. We go further to explore how a leader's A-I style informs the maintenance of an adaptive leadership holding environment (HE), particularly with regard to facilitating a productive zone of disequilibrium (PZD).
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