Suchergebnisse

Are the traits preferred by voters also associated with success in political office? Drawing on the ascription-actuality trait theory of leadership the present study examines whether traits ascribed to politicians predict leadership outcomes differently to the actual traits they possess. We collected self-ratings of politicians' personality (N=138) using the NEO-PI-R (actual traits) and observer ratings of politicians' facial appearance (ascribed traits) to examine their relationship with (a) leadership emergence, measured using share of vote in election, and (b) in-role leadership effectiveness, rated anonymously by political and local authority colleagues. Facial appearance predicted leadership emergence but not effectiveness. Personality had a more nuanced relationship with leadership outcomes. Conscientiousness predicted effectiveness but not emergence, and Agreeableness revealed a trait paradox, positively predicting emergence and negatively predicting effectiveness. These findings suggest a need to understand the contested nature of political leadership and qualities required for different aspects of political roles.

Black and minority ethnic (BME) employees appear to experience more difficulty reaching senior leadership positions than do their white counterparts. Using Eagly and Carli's metaphor of the labyrinth, our aim was to give voice to black and minority ethnic managers who have successfully achieved senior management roles, and compare their leadership journeys with those of matched white managers. This article used semi-structured interviews and attribution theory to examine how 20 black and minority ethnic and 20 white senior managers from a UK government department made sense of significant career incidents in their leadership journeys. Template analysis was used to identify facilitators and barriers of career progression from causal explanations of these incidents. Although BME and white managers identified four common themes (visibility, networks, development and line manager support), they differed in how they made sense of formal and informal organizational processes to achieve career progression. The findings are used to theorize about the individual and organizational factors that contribute to the leadership journeys of minority ethnic employees.

Black and Minority Ethnic (BME) employees appear to experience more difficulty reaching senior leadership positions than their white counterparts. Using Eagly and Carli's (2007) metaphor of the labyrinth our aim was to give voice to black and minority ethnic managers who have successfully achieved senior management roles, and compare their leadership journeys with those of matched white managers. This paper used semi-structured interviews and attribution theory to examine how 20 black and minority ethnic and 20 white senior managers, from a UK government department made sense of significant career incidents in their leadership journeys. Template analysis was used to identify facilitators and barriers of career progression from causal explanations of these incidents. Although BME and white managers identified four common themes (visibility, networks, development, and line manager support), they differed in how they made sense of formal and informal organisational processes to achieve career progression. The findings are used to theorise about the individual and organisational factors that contribute to the leadership journeys of minority ethnic employees.

This inductive study extends scholarship on gender, feedback and leadership by drawing on a large naturalistic data set of 1057 narrative developmental feedback comments to 146 political leaders in the UK. We used automated topic modeling, a novel methodology, to identify 12 underlying topics within developmental feedback, and complemented this with an in-depth qualitative analyses of feedback content for male and female political leaders across the topics. This resulted in four aggregate theoretical dimensions: 1) strategic focus 2) political influence 3) confidence and 4) agency and communion. Our findings chart novel dimensions of gender bias that go beyond the widely theorized tension posed by agency [male] and communion [female]. These new dimensions are pertinent to developmental, rather than performance feedback processes, and provide male and female leaders with different developmental roadmaps. We outline the value of our novel methodology to leadership scholarship and discuss implications for future research and practice.

A study into the relationships between candidate self-monitoring ability, interviewer perceptions of candidate personality, and interviewer outcome decisions in the context of actual graduate recruitment interviews (n = 130) is presented. Detailed psychometric norm data is also reported on the Lennox and Wolfe (1984) revised Self-Monitoring (RS-M) scale, together with the results of confirmatory factor analyses into the factor structure of this measure. It was found that candidate self-monitoring ability was only moderately and nonsignificantly related to interviewer outcome evaluations, and that self-monitoring was generally uncorrelated with the positiveness of recruiter impressions of candidate personality. Confirmatory factor analyses revealed that a two correlated factor structure for the RS-M scale, in accordance with the original authors' formulation, provided the most parsimonious fit. Norm data for the RS-M scale is reported for this sample of British graduates, including item statistics, item to subscale, item to scale correlations, and internal reliability coefficients. Implications for future research into candidate impression management, self-monitoring, interviewer decision making, and the practical implications arising from these findings are discussed.

The current study examines the extent to which religiosity account for ideological orientations in 16 countries from five continents (Australia, Brazil, Chile, Germany, Greece, Finland, Israel, Italy, Japan, Poland, Slovakia, Spain, Turkey, Ukraine, the United Kingdom, and the United States). Results showed that religiosity was consistently related to right and conservative ideologies in all countries, except Australia. This relation held across different religions, and did not vary across participant's demographic conditions (i.e., gender, age, income, and education). After controlling for basic personal values, the contribution of religiosity on ideology was still significant. However, the effect was substantial only in countries where religion has played a prominent role in the public sphere, such as Spain, Poland, Greece, Italy, Slovakia, and Turkey. In the other countries, the unique contribution of religiosity was marginal or small.

The current study examines the contribution of left-right (or liberal-conservative) ideology to voting, as well as the extent to which basic values account for ideological orientation. Analyses were conducted in 16 countries from five continents (Europe, North America, South America, Asia, and Oceania), most of which have been neglected by previous studies. Results showed that left-right (or liberal-conservative) ideology predicted voting in all countries except Ukraine. Basic values exerted a considerable effect in predicting ideology in most countries, especially in established democracies such as Australia, Finland, Italy, United Kingdom, and Germany. Pattern of relations with the whole set of 10 values revealed that the critical trade-off underlying ideology is between values concerned with tolerance and protection for the welfare of all people (universalism) versus values concerned with preserving the social order and status quo (security). A noteworthy exception was found in European postcommunist countries, where relations of values with ideology were small (Poland) or near to zero (Ukraine, Slovakia). ; Peer reviewed