Suchergebnisse

For many years, traditional approaches to the study of leadership have reflected three common assumptions: First, leadership is a property of the leaders; second, there is a clear distinction between leaders and followers; and third, leadership is associated with a position in some traditional or formal hierarchy. It is only in the last decade or so that new approaches have started to emerge. This major work brings together the key literature charting these developments - including theoretical perspectives, studies and research methods which represent new approaches - as well as providing an overview of the emerging, promising trends in the field of leadership studies

Compares the relationships between voting preferences & two predictors -- voters' ideological position & the perceived charisma of political leaders -- under two conditions: partisan elections & personal elections. Also examined is whether these relationships are moderated by the ideological extremity of the parties standing for election & by voters' personal disposition to ascribe importance to leadership. Questionnaire data were collected from 278 university students & graduates 4-6 weeks before the general elections in Israel. Findings reveal that voters' ideological position was strongly related to leaders' perceived charisma & to voting preferences, especially under conditions of personal elections. In combination, voters' ideological position & leaders' charisma perceptions predicted voting preferences very accurately. These relationships were not affected by the two hypothesized moderators. 4 Tables, 1 Appendix, 16 References. Adapted from the source document.

This paper argues for the further development of work motivation theories to include better links between the individual and the collectivity, in order to more adequately explain individual contributions to collective work efforts. Three co-determinants of collectivistic work motivation are discussed: calculative considerations, moral commitments, and the affirmation of identities. It is argued that perceived collective efficacy and social rewards and sanctions should be given a central place in calculative models of collectivistic work motivation. It is further argued that moral commitments and identity affirmation should not be reduced to cost-benefit calculations because doing so denies the social origins of collectivistic motivation, and masks the potential importance of these factors in explanations of collective action.

The concept Subordinate Service Roles (SSRs) is introduced to denote organizational boundary roles in which an organization member performs direct service to a nonmember whose status is higher than that of the service giver. The relative inattention of Industrial/Organizational Psychology and Organizational Sociology to such roles is pointed out. Various types of role conflict in SSRs are discussed. Some factors affecting the level of conflict in SSRs are proposed, and typical responses of SSRs occupants to role conflict are presented and illustrated. The discussion is based on a review of the literature and on critical incidents of service collected from service givers and clients in two areas: hotels and public transport in Israel.