Leadership Quarterly最新文献

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Leading with pride: An interdisciplinary integrative review on LGBTIQ + leadership and an agenda for future research 骄傲地领导：LGBTIQ +领导力的跨学科综合评论和未来研究议程

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly

Pub Date : 2025-07-01 DOI: 10.1016/j.leaqua.2025.101883

Simon Lloyd Restubog , Yiqiong Li , Pauline Schilpzand , Yaqing He , Randolfh Nerona

Our integrative review of 101 empirical, peer-reviewed journal articles uncovers the workplace experiences of LGBTIQ+ leaders. By synthesizing findings across disciplines, we present an evidence-based framework that highlights the multifaceted nature of LGBTIQ + leadership. This framework systematically integrates research on both negative and positive stereotypes and biases, identity management, and unique opportunities. It also provides a holistic understanding of how these challenges and opportunities affect not only LGBTIQ + leaders, but also others in their organizations. Guided by this framework, we propose a theoretically grounded research agenda that provides fresh insights into stereotypes, identity management, unique opportunities, and potential boundary conditions. This agenda encourages new research directions, driving further theoretical development and empirical work. Furthermore, it equips organizations with evidence-based strategies to better support LGBTIQ + leaders, fostering a more inclusive workplace. Finally, we critically assess the methodological approaches in existing research and provide recommendations to improve the quality of future studies, essential for advancing scholarship about LGBTIQ + leaders.

我们对101篇经验性、同行评议的期刊文章进行了综合审查，揭示了LGBTIQ+领导者的工作经历。通过综合跨学科的发现，我们提出了一个以证据为基础的框架，突出了LGBTIQ +领导力的多面性。这个框架系统地整合了对消极和积极的刻板印象和偏见、身份管理和独特机会的研究。它还提供了一个整体的理解，这些挑战和机遇如何影响LGBTIQ +领导者，以及他们组织中的其他人。在此框架的指导下，我们提出了一个理论基础的研究议程，为刻板印象、身份管理、独特机会和潜在边界条件提供了新的见解。该议程鼓励新的研究方向，推动进一步的理论发展和实证工作。此外，它还为组织提供基于证据的战略，以更好地支持LGBTIQ +领导人，营造一个更具包容性的工作场所。最后，我们批判性地评估了现有研究中的方法方法，并提出了提高未来研究质量的建议，这对于推进关于LGBTIQ +领导者的学术研究至关重要。

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引用次数: 0

Too young to lead? Role incongruity explains age bias against young leaders 太年轻不能领导？角色不协调解释了对年轻领导者的年龄偏见

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly

Pub Date : 2025-07-01 DOI: 10.1016/j.leaqua.2025.101878

Christoph Daldrop , Astrid C. Homan , Claudia Buengeler

Although no evidence suggests that young leaders are less effective than older ones, lowered perceptions of leadership suitability may limit their career advancement. This research examines age bias against young leaders by investigating why they are perceived as less leader-like and identifying observers more likely to endorse these perceptions. Drawing on role congruity theory and age stereotypes, we argue that young adults are perceived as incongruent with leader roles because they are stereotyped as agentic-dominant (e.g., demanding, risky) while lacking agentic-competence (e.g., intelligent, dedicated) and communal qualities (e.g., caring, honest). From a lifespan perspective, we propose that stereotypes become more salient with observer age, amplifying the perceived incongruity between young adults and leader roles. We test these hypotheses in an experimental study with two independent samples: Sample 1 (N = 201) assessed attributes for typical and ideal leaders, while Sample 2 (N = 711) evaluated young, middle-aged, and older adults on the same attributes. Findings indicate that young adults are perceived as incongruent with both leader roles, with this effect being stronger among older observers. This research advances understanding of age bias by highlighting the distinct challenges young leaders face and the role of observer age in shaping leadership perceptions.

虽然没有证据表明年轻领导者的工作效率不如年长领导者，但对领导适应性的认知降低可能会限制他们的职业发展。这项研究通过调查为什么年轻领导者被认为不像领导者，并确定观察者更有可能支持这些看法，来检验对年轻领导者的年龄偏见。根据角色一致性理论和年龄刻板印象，我们认为年轻人被认为与领导角色不一致，因为他们被刻板印象为代理主导（例如，要求高，冒险），而缺乏代理能力（例如，聪明，敬业）和社区品质（例如，关怀，诚实）。从一生的角度来看，我们认为刻板印象随着观察者年龄的增长而变得更加突出，从而放大了年轻人与领导者角色之间的不一致性。我们用两个独立的样本对这些假设进行了检验：样本1 （N = 201）评估了典型和理想领导者的特质，而样本2 （N = 711）评估了年轻人、中年人和老年人的相同特质。研究结果表明，年轻人被认为与两种领导角色不一致，这种影响在年长的观察者中更为强烈。本研究通过强调年轻领导者面临的独特挑战以及观察者年龄在塑造领导力认知中的作用，促进了对年龄偏见的理解。

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引用次数: 0

Call for proposals: The 2027 Leadership Quarterly Yearly Review (LQYR) issue 建议征集：2027年领导力季度年度回顾（LQYR）问题

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly

Pub Date : 2025-07-01 DOI: 10.1016/j.leaqua.2025.101896

Thomas Fischer (Yearly Review Editor)

引用次数: 0

Female leadership: An integrative review and research framework 女性领导力：一个综合评价和研究框架

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly

Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101858

Martin Buss , Sophie Andler , Victor Tiberius

Women tend to be underrepresented in leadership positions but are often argued to be more effective leaders than men. A large body of research across multiple disciplines (e.g., management, psychology, women’s studies, political science, economics) has examined multiple factors that can influence both female leadership emergence and effectiveness. However, the current state of the literature is fragmented and lacks integration. To overcome this problem, we conducted a systematic literature review based on 247 empirical articles that were published between 2003 and 2023. We integrate the findings into a research framework in which traits and surface-level characteristics, attributions and perceptions, behaviors, and contextual factors serve as antecedents of female leadership emergence, female leadership effectiveness, or both. We conduct a critical analysis of the evidence and develop potential avenues for future research. Overall, our work provides a holistic and integrative perspective on factors that determine whether women become leaders in the first place and whether they become effective leaders.

女性在领导岗位上的代表性往往不足，但通常被认为是比男性更有效的领导者。跨多个学科（如管理学、心理学、妇女研究、政治学、经济学）的大量研究已经考察了影响女性领导力出现和有效性的多种因素。然而，目前的文献状态是碎片化的，缺乏整合。为了解决这一问题，我们对2003年至2023年间发表的247篇实证文章进行了系统的文献综述。我们将这些发现整合到一个研究框架中，在这个研究框架中，特质和表面特征、归因和感知、行为和语境因素作为女性领导力出现、女性领导力有效性或两者兼而有之的前因。我们对证据进行批判性分析，并为未来的研究开发潜在的途径。总的来说，我们的工作提供了一个整体和综合的角度来看待决定女性是否成为领导者的因素，以及她们是否成为有效的领导者。

引用次数: 0

The effects of the charisma signal and voice pitch in female leader selection 魅力信号和音高对女性领导者选择的影响

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly

Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101857

Rafael Wilms , Janneke K. Oostrom , Emma van Garderen

Women are often discriminated against in leader selection contexts. This study examines the charisma signal, voice pitch, and their interaction in female leader selection (i.e., perceptions of [non-incentivized and incentivized] hirability, competence, and warmth). We derive our hypotheses from signaling theory and the evolutionary perspective on charisma. Based on three pre-registered experiments (total N = 2,408), we found that the charisma signal increases female applicants’ hirability (not significantly in Study 2), while the results were mixed for competence and warmth. Study 1 showed that small changes in voice pitch of ± 20 Hz did not affect any of the outcomes. In Studies 2 and 3, we altered the female applicant’s voice to a low, average, and high female pitch. Study 2 showed that only a low but not a high voice pitch increased perceived hirability and competence (while perceived warmth remained unaffected). Study 3 showed that only low voice pitch decreased warmth. Furthermore, Study 3 suggested that female applicants who signal charisma can outperform a standard male applicant in terms of hirability, competence, and warmth. Furthermore, the interaction between the charisma signal and voice pitch did not predict any of the outcomes. Theoretical contributions, practical implications, and limitations are discussed.

女性在选择领导者的过程中经常受到歧视。本研究考察了魅力信号、音高及其在女性领导者选择中的相互作用（即对[非激励和激励]的可雇佣性、能力和热情的感知）。我们从信号理论和进化的角度对魅力进行了假设。基于三个预注册实验（共2408个），我们发现魅力信号增加了女性求职者的可招聘性（在研究2中不显著），而能力和温暖的结果则是混合的。研究1表明，±20赫兹的小变化不会影响任何结果。在研究2和3中，我们将女性申请人的声音改变为低、平均和高的女性音调。研究2表明，只有低而不是高的音高会增加感知能力和能力（而感知温暖不受影响）。研究3表明，只有低音调会降低体温。此外，研究3表明，具有个人魅力的女性求职者在可雇佣性、能力和热情方面都优于标准男性求职者。此外，魅力信号和音高之间的相互作用并不能预测任何结果。讨论了理论贡献、实际意义和局限性。

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引用次数: 0

The influence of charismatic leadership on followers’ attentional processes 魅力型领导对追随者注意过程的影响

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly

Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101854

Lara H. Engelbert , Michiel van Elk , Jan Theeuwes , Mark van Vugt

We examined how followers process consistent versus inconsistent messages from a highly charismatic versus non-charismatic leader on a theme relevant to both leader and follower (i.e., climate change). We conducted a lab eye-tracking experiment (Study 1, N = 32) and an online reading experiment (Study 2, N = 1729) to observe followers’ reactions towards (written) information that they received from a leader with high versus low charisma and that was consistent or inconsistent with the leader’s previously expressed views. In Study 1, we found some evidence that participants spent longer reading consistent and inconsistent messages in the high (vs. low) charisma condition. There was no interaction between the charisma and message inconsistency factors. In Study 2, we observed that exposure to a message from a highly charismatic leader (vs. low charisma) increased reading times across consistent and inconsistent sentences. However, when excluding potentially endogenous variables from the analysis, we found some evidence that charisma moderates the processing of inconsistencies, such that participants spent longer reading inconsistent information in the high versus low charisma condition. We discuss the influence of charismatic signaling on followers’ attentional processes in the context of leadership and cognitive attention theories and provide recommendations for future research.

我们研究了跟随者是如何处理一个与领导者和跟随者都相关的主题（即气候变化），从一个极具魅力和非魅力的领导者那里得到的一致和不一致的信息的。我们进行了一项实验室眼动追踪实验（研究1，N = 32）和一项在线阅读实验（研究2，N = 1729），以观察追随者对他们从高魅力领导者和低魅力领导者那里收到的（书面）信息的反应，这些信息与领导者先前表达的观点一致或不一致。在研究1中，我们发现一些证据表明，在高（相对于低）魅力条件下，参与者花更长的时间阅读一致和不一致的信息。个人魅力与信息不一致因素之间不存在交互作用。在研究2中，我们观察到，接触来自高魅力领导者（与低魅力领导者相比）的信息会增加阅读连贯和不连贯句子的时间。然而，当从分析中排除潜在的内生变量时，我们发现一些证据表明，魅力调节了不一致的处理，例如，参与者在高魅力条件下比在低魅力条件下花费更长的时间阅读不一致的信息。本文从领导理论和认知注意理论两方面探讨了魅力型信号对下属注意过程的影响，并对后续研究提出了建议。

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引用次数: 0

The value of leadership: Evidence from a large-scale field experiment 领导力的价值：来自大规模实地实验的证据

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly

Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2025.101869

Florian Englmaier , Stefan Grimm , Dominik Grothe , David Schindler , Simeon Schudy

Companies increasingly make use of team-based organizational structures in complex non-routine tasks. To foster performance in these settings, scholars and practitioners alike have emphasized the potential of leadership. However, its value is difficult to identify in agile and cross-functional teams since leadership is often determined endogenously. To explore the causal impact of leadership, this study randomly encourages teams in a large-scale field experiment (281 teams consisting of 1,273 participants) to select a leader who consistently motivates or consistently coordinates their team. Both encouragements substantially improve team performance and systematically alter team organization, without reducing the originality of solutions.

公司越来越多地在复杂的非常规任务中使用基于团队的组织结构。为了培养在这些环境中的表现，学者和实践者都强调了领导力的潜力。然而，在敏捷和跨职能团队中，它的价值很难确定，因为领导力通常是由内部决定的。为了探索领导力的因果影响，本研究在一个大规模的现场实验中随机鼓励团队（281个团队，1,273名参与者）选择一个始终如一地激励或协调团队的领导者。这两种激励方式都能有效地提高团队绩效，系统地改变团队组织，而不会降低解决方案的原创性。

引用次数: 0

Perceptions of leadership effectiveness in global virtual teams: Gender, personality, and self- versus peer evaluations 全球虚拟团队对领导效能的认知：性别、个性、自我与同伴评价

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly

Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101859

Wendy Farrell , Malika Richards , Vasyl Taras , Hafsa El Kamous , Lydia Karnadi , Dhruv Pratap Singh , Marc Idelson

This two-study paper examines the link between gender and perceived leadership effectiveness in self-organized Global Virtual Teams (GVTs). Perceived leadership effectiveness is assessed through both self and peer evaluations across a combined sample of 2,430 participants (predominantly students with work experience) from 96 countries, organized into 533 GVTs. The findings from both studies indicate that, in global virtual teams (GVTs), women are perceived by their peers as more effective leaders compared to men. Moreover, women show a smaller gap between self and peer evaluations, suggesting greater alignment between their self-assessments and teammate evaluations. Additionally, Big Five personality traits, specifically Conscientiousness and Extraversion, positively influence peer evaluations of perceived leadership effectiveness. Finally, no single espoused national cultural value of the individuals being rated consistently predicted perceived leadership effectiveness across both studies. Although Masculinity and Collectivism were significant in one study and Uncertainty Avoidance in the other, none showed a consistent effect across both studies. These findings provide valuable insights for recruitment and performance management practices and suggest important directions for future research on gender dynamics and leadership in global virtual teams.

本文研究了自组织全球虚拟团队（gvt）中性别与感知领导效能之间的联系。感知领导力的有效性是通过自我评估和同行评估来评估的，共有来自96个国家的2430名参与者（主要是有工作经验的学生），被分为533个gvt。这两项研究的结果都表明，在全球虚拟团队（gvt）中，女性被同龄人认为是比男性更有效的领导者。此外，女性在自我评价和同伴评价之间的差距较小，这表明她们的自我评价和队友评价之间存在更大的一致性。此外，五大人格特质，特别是尽责性和外向性，正影响同伴对感知领导有效性的评价。最后，在两项研究中，没有一种被评价的个人所信奉的国家文化价值观能够一致地预测感知到的领导效能。尽管男性气质和集体主义在一项研究和另一项研究中都很重要，但在两项研究中都没有显示出一致的影响。这些发现为招聘和绩效管理实践提供了有价值的见解，并为未来研究全球虚拟团队中的性别动态和领导力提出了重要方向。

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引用次数: 0

Honesty and leadership 诚实与领导能力

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly

Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2024.101860

Sixuan Chen , Yongmei Liu , Jianxin Wang , Daniel Houser

We study the impact of honesty on electoral outcomes and effective leadership. We predict that dishonest candidates are more likely to win elections, and yet be less likely to lead effectively. Consequently, groups who elect honest leaders are more likely to achieve socially efficient outcomes. We use laboratory experiments to test these predictions. We find that cheating rates are high among leaders when cheating is possible. Further, we obtain causal evidence that, in relation to dishonest leaders, honest followers are more likely to obey honest leaders, resulting in improved cooperation, higher social efficiency and greater equity among group members.

我们研究诚信对选举结果和有效领导的影响。我们预测，不诚实的候选人更有可能赢得选举，但却不太可能有效地领导。因此，选出诚实领导者的群体更有可能获得社会效率高的结果。我们用实验室实验来验证这些预测。我们发现，当有可能作弊时，领导者的作弊率很高。此外，我们获得因果证据表明，相对于不诚实的领导者，诚实的追随者更有可能服从诚实的领导者，从而改善合作，提高社会效率和群体成员之间的公平。

引用次数: 0

CEO vision articulation, TMT relational attachment, and corporate entrepreneurship CEO愿景表达、TMT关系依恋与企业企业家精神

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly

Pub Date : 2025-05-01 DOI: 10.1016/j.leaqua.2025.101881

Samuel Adomako , Nadia Zahoor , Shi Tang , Irene Chu , Stephen X. Zhang

In this paper, we propose a fresh theoretical perspective on why and when the chief executive officer’s (CEO) vision articulation has a beneficial effect on a firm’s corporate entrepreneurship pursuits through top management team (TMT) relational attachment. Integrating the CEO-TMT interface perspective with insights from attachment theory, we construct a moderated-mediation model to demonstrate that: (a) TMT relational attachment mediates the relationship between CEO vision articulation and corporate entrepreneurship (why), and (b) this mediated effect is influenced by the level of TMT gender diversity (when). We test our model in the context of Taiwanese small- and medium-sized enterprises. Using a multi-wave survey involving 558 TMT members (including CEOs) in 175 firms, the results show that CEO vision articulation positively influences corporate entrepreneurship via TMT relational attachment, and this mediated effect is more potent when TMT gender diversity is high than when it is low.

在本文中，我们提出了一个新的理论视角，关于首席执行官（CEO）的愿景清晰度为什么以及何时通过高层管理团队（TMT）关系依恋对公司的企业创业追求产生有益影响。结合CEO-TMT界面视角和依恋理论的见解，我们构建了一个有调节的中介模型，以证明：(a) TMT关系依恋在CEO愿景表达与企业企业家精神之间起中介作用（为什么），(b)这种中介效应受TMT性别多样性水平的影响（何时）。本文以台湾中小企业为研究对象，对模型进行检验。通过对175家企业558名TMT成员（包括CEO）的多波调查发现，CEO愿景表达通过TMT关系依恋正向影响企业创业精神，且这种中介效应在TMT性别多样性高时比在TMT性别多样性低时更为显著。

引用次数: 0

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