Leadership Quarterly最新文献

CEOs' commitment to the status quo (CSQ) is a prominent psychological factor leading to their resistance to organizational change. In this study we focus on the moderating role of managerial power, a central element in strategic choice, in the relationship between CEOs' CSQ and corporate divestiture activity. Drawing from the resource dependence perspective of power, we identify multiple aspects of power (structural, ownership, prestige/social, and expert power) that reduce CEOs' resistance to corporate change arising from CSQ. This study contributes to the strategic leadership and organizational change literatures by underscoring the importance of considering how different power bases shape the decision making of top managers who may have tendencies to hold onto firm assets when the situation warrants change. With a better understanding of how various power bases may uniquely influence strategic outcomes in the presence of managerial psychological bias, we can more accurately assess the impact of power on firms' strategic actions.

Nascent research suggests that benefits of intuition use accrue not only to individuals but also to teams. These benefits may be especially important for top management teams (TMTs), who formulate strategic decisions for their firms. However, work on intuition use in strategic decision making (SDM) remains focused on the intuitions of chief executive officers (CEOs). Furthermore, the emerging literature on team intuition is very fragmented, leaving an unclear picture of how teams may develop and use intuition in their decision-making activities. To address these problems, we integrate team intuition and TMT research to propose four forms of TMT intuition, which differ based on the locus and integration of intuition. We describe the forms of TMT intuition, clarify the mechanisms that shape them, and discuss their relevance for TMTs' decision-making activities. Overall, we advocate for strategy research that focuses on the notion of “team” in team intuition.

Our understanding of the link between women managers and firm-level innovation remains incomplete. Building on recent research on gender and leadership styles, we argue that there is a positive association between women managers and firm innovation. We highlight the selection process of women managers as an important underlying mechanism and discuss institutional and environmental contingencies as factors that influence this association. Specifically, we theorize and garner empirical support for the idea that in countries with legislation that promotes legally-mandated gender quotas, underqualified women may be selected for management positions, whereas in countries with voluntary gender quotas (or quotas are entirely absent), women are predominantly selected on the basis of their qualifications. The association between women and innovation is strengthened (weakened) in the latter (former) case. We also argue that this positive relationship is stronger under conditions of environmental complexity, which typically characterize innovation activities. These predictions are supported on the basis of data from the Management, Organization and Innovation (MOI) survey which covers manufacturing firms in twelve countries.

Chief Executive Officers (CEOs) are essential in driving firm innovation. However, despite existing research on CEO personality characteristics and firm innovation and performance, we know relatively little about how personality characteristics reflecting anticipatory action and strong outcome-oriented components, such as proactiveness, shape firm innovation and performance. We explore the relationship between CEO proactiveness and three facets of organizational innovation, as well as its impact on firm performance. We suggest that CEO proactiveness is manifested in different network-building, problem-solving, and feedback-seeking behaviors with different implications for exploratory innovation, exploitative innovation, and organizational ambidexterity, and that its effect on firm performance is partially mediated by organizational ambidexterity. By examining the influence of this important CEO personality characteristic on key firm strategic choices and performance, we extend research on strategic leadership and firm innovation and performance.

Scholars have investigated the emergence of charismatic leaders in times of crisis. However, results from this research are usually descriptive, suffer from endogeneity bias, or rely on inappropriate causal modeling. Building on exogenous events, we explore the causal effect of crises on charismatic rhetoric and approval ratings of political leaders using regression discontinuity designs. In a reanalysis of Bligh et al. (2004), we find that the rhetoric of President George W. Bush changed after 9/11 to include more references to charismatic themes. We replicate these results using President Francois Hollande reactions to terrorist attacks in 2015 and 2016 (i.e., Charlie Hebdo, Paris, and Nice attacks). Across both studies, we find similar evidence for an upward shift in charismatic rhetoric and approval ratings at the time of crisis. Our findings contribute to the literature on charisma and crisis by showing that the emergence of charisma is not only a follower attributional process but that veritable behavior of leaders can change. Our manuscript also pedagogically re-introduces the regression discontinuity design, a quasi-experimental procedure largely unused in applied leadership and management research.

We investigate the contextual conditions under which campaigns in elections worldwide are fought “negatively”, that is, rely on attacks against political opponents. We test the overarching intuition that societal, political, and cultural conflicts in the country are associated with greater negativity in election campaigns; conflicts, we argue, sow political discord. We test this intuition via a large-scale comparative dataset that covers 136 national elections across more than 100 countries worldwide that happened between June 2016 and March 2020, based on the expert judgments of more than 2000 scholars - to the best of our knowledge, the single largest comparative dataset about the content of elections worldwide. Our results show that countries in which elections are fought under a majoritarian or plurality rule tend to witness higher campaign negativity, and so are countries characterized by higher income inequality, deeper ethnic fragmentation, and higher individualism. Similarly, election competitiveness and ideological diversity of competing actors both tend to be associated with a greater use of negative campaigning, and so is news media preference for sensationalism.

Extraversion is a consistent predictor of informal leader emergence, however little is known about extraversion’s causal effect in terms of predicting the transition to formal leadership. Using two large household samples from Germany (Study 1, n₁ = 6,709) and Australia (Study 2, n₂ = 6,056), we test whether trait extraversion predicts the transition of employed persons into formal leadership positions. Using survival analysis with Cox proportional hazards regression within a non-linear generalised additive modelling (GAM) framework, we modelled the relationship between extraversion and the ‘hazard’ of transitioning into a formal leadership role. After controlling for sex, height, age, education and the other big five traits, we found that extraversion consistently predicted the hazard of transitioning into a formal leadership role over time. Given the importance of leadership to life outcomes, being more likely to transition into a formal leadership role may afford extraverts with considerable cumulative benefits over their career.

This study focuses on military experienced executives (CEO and chairman) and their effect on two types of firm environmental strategy: firm pollution and environmental innovation. From the perspective of imprinting theory, we find that executives with military imprint, which, so we argue, instills a sense of following rules and stewardship for the collective, negatively relate to firm pollution and positively relate to firm environmental innovation. The strength of military imprint at its formation is shaped by whether focal executives had a military officer rank. In addition, working in an environment with strong pro-military culture sustains and even strengthens the military imprint. Analyses of data from 6,664 firm-year observations of heavily polluting industries from Chinese listed firms between 2013 and 2017 largely support our hypotheses (see Table 4 for overview of various tests). Overall, our efforts of extending imprinting theory to leadership literature suggest that the imprinting effect of military experience persists in executives’ decision-making processes. Furthermore, this study contributes to imprinting research by emphasizing the importance of considering imprint formation and imprint persistence.

Over half of British Members of Parliament (MPs) were found to have overclaimed on their expenses in the 2009 expenses scandal. We conducted an exploratory analysis of whether the facial appearance of the MPs (N = 636) is associated with overclaiming, as research has found that facial appearance is correlated with behavioural outcomes. Participants (N = 4,727) previously unfamiliar with the MPs made trait ratings (physically attractive, charismatic, criminal, competent, financially greedy, honest, likeable, organised, physically dominant, and sincere) of each politician’s face. The latent factor structure indicated the traits could be grouped into the three broad factors identified in previous work: criminality (the traits criminal, financially greedy, and physically dominant), attractiveness (the traits physically attractive, charismatic, honest, likeable, and sincere), and competence (competent and organised). We found more attractive MPs tended to overclaim less, as did more criminal-looking MPs. But more competent-appearing politicians tended to overclaim more. We relate these findings to theories of moral licensing and moral consistency and discuss the limitations and context-specific nature of our findings.

Facial appearance has been associated with leader selection in domains where effective leadership is considered crucial, such as politics, business and the military. Few studies, however, have so far explored associations between facial appearance and entrepreneurship, despite the growing expectation that societies project on entrepreneurs for providing exemplary leadership in activities leading to the creation of disruptive start-ups. By using computer vision tools and a large-scale sample of entrepreneurs and non-entrepreneurs from Crunchbase, we investigate whether three geometrically based facial characteristics - facial width-to-height ratio (fWHR), cheekbone prominence, and facial symmetry - as well as advanced statistical models of whole facial appearance, are associated with a) the likelihood of an individual to emerge as an entrepreneur and b) the performance of the company founded by that individual. We find that cheekbone prominence, facial symmetry and two whole facial appearance statistical models are associated with the likelihood of an individual to emerge as an entrepreneur. In contrast to entrepreneurship emergence, none of the examined facial characteristics are associated with performance. Overall, our results suggest that facial appearance is associated with the emergence of leaders in the entrepreneurial endeavor, however, it is not informative about their subsequent performance.