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Within organizations there are leaders and there are followers; if there were no followers then leaders would not have anyone to lead. However, leadership is not one person but instead a process in which followers can affect and inhibit leaders’ productivity in active ways. Thus, there is a need to study followers and their ability to impact leaders and organizations. Within academic research, the primary focus has been on leadership and what constitutes an effective leader.. Researchers recently have developed the concept of co-production of leadership beliefs (CPLBs), which are the beliefs that an individual holds that followers should partner with leaders to work together to achieve the highest levels of productivity. CPLB congruence may be successful in predicting leader and follower outcomes because CPLBs focus on how followers’ roles are viewed and how followers should behave in relation to leaders in organizations to assist in the leadership process. Survey data was collected from 69 established leader-subordinate dyads within two different organizations measuring CPLBs and outcomes, including liking, relationship quality, turnover intentions, employee voice, constructive resistance, job satisfaction, and job performance. Polynomial regression with response surface modeling was utilized to test the hypotheses. Twenty-seven polynomial regressions were investigated, and three regressions had significant R2 values. Results revealed that employee voice is highest when the leader has high levels of proactive CPLBs. Additionally, LMX rated by the follower was lowest when the leader had high levels of obedience CPLBs, especially when the follower had low levels of obedience CPLBs. Similar results were found for obedience CPLBs and followers’ liking of their leaders . These results suggest that the congruence of leader and follower CPLBs may not be as important as originally believed, but that leader CPLBs may be more impactful independently on follower outcomes. This was particularly the case for leaders’ obedience CPLBs, which were negatively related to follower constructive resistance, employee voice, followers’ liking of their leader, and follower-rated LMX. Future research should continue to clarify the importance of leader versus follower CPLBs and how they combine to predict relationship and performance outcomes.
Leaders face new challenges as they cope with changes in culture, technology and the workplace. In this edited volume, based on a conference at Claremont, scholars of leadership studies from three continents discuss the latest psychological research on interpersonal leader–follower relations. The book tackles the impact of distance – physical, interpersonal and social – on our organizations, governments and societies.
Presenting a follower-centered perspective on leadership, this book focuses on followers as the direct determinant of leadership effects because it is generally through follower reactions and behaviors that leadership attempts succeed or fail. Therefore, leadership theory needs to be articulated with a theory of how followers create meaning from leadership acts and how this meaning helps followers self-regulate in specific contexts. In this book, an attempt is made to develop such a theory, maintaining that the central construct in this process is the self-identity of followers. In developing this theoretical perspective, the authors draw heavily from several areas of research and theory. The most critical constructs do not come directly from the leadership literature, but from social and cognitive theory pertaining to follower's self-identity, self-regulatory processes, motivation, values, cognitions, and emotions and perceptions of social justice. Leaders may have profound effects on these aspects of followers and it is by analyzing such indirect, follower-mediated leadership effects that most ideas regarding leadership theory and practice are developed. Due to its broad theoretical focus, this book is relevant to a number of audiences. The authors' principal concern is with the development of leadership theory and the practice of leadership making the book relevant to audiences in management, applied psychology, and social psychology. They have tried to clearly define key constructs and provide practical examples so that the book could be accessible to advanced undergraduate students. However, the diversity of the underlying theoretical literatures and the complexity of the framework developed also make the book appropriate for graduate courses in those disciplines, and for readers with a professional interest in leadership theory or practice.
The media is saturated with images of leaders as powerful, headstrong individuals, who are certain of their position and willing to do whatever it takes to achieve their organizational goals or personal ambitions. In reality, far too often, a leader’s ego gets in the way of sound decision making, adversely affecting the organization and the individuals involved. This insightful book, based on cutting edge research, advances a new model for understanding effective leadership. Nielsen, Marrone and Ferraro advocate the idea of leading with humility, a trait that is rarely discussed and frequently misunderstood. Humble leaders consider their own strengths, weaknesses and motives in making decisions, demonstrating concern for the common good, and exercising their influence for the benefit of all. Leading with Humility offers students and leaders clarity in understanding the connection between leadership and humility, and teaches them how to enhance their own abilities to become better leaders.
Although the effectiveness of leader humility has been well documented, our understanding of how leader humility influences followers psychologically is limited. Surpassing a mere leader-centric understanding of the leader influence process by more fully understanding how leadership behavior shapes followers psychologically has been identified as a critical need by leadership scholars. Drawing on self-expansion theory, we argue that leader humility triggers followers' self-expansion and that this psychological change enhances followers' self-efficacy, which in turn contributes to followers' task performance. We also argue that the relationship between leader humility and followers' self-expansion is strengthened when leaders and followers are similar in age and gender. Using a time-lagged research design with responses from 256 leader-follower dyads, we found support for our proposed model. We discuss the theoretical implications for our findings and suggest areas for future research.
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Using polynomial regression and response surface modeling in a lagged field study, we examine relationships among leader and follower extraversion fit and follower ratings of transformational leadership. This paper builds on prior research investigating the influence that leader and follower personality factors have on follower perceptions of leadership. Data from a sample of 117 Naval Midshipmen dyads suggest that leader-follower extraversion congruence at Time 1 was positively related to higher follower ratings of transformational leadership at Time 2. The implications of these findings are discussed with respect to perceptions and attributions of leadership, the potential role that extraversion congruence may play in the development of leader-follower relationships, and the role of personality across different fit contexts.
Presenting a follower-centered perspective on leadership, this book focuses on followers as the direct determinant of leadership effects because it is generally through follower reactions and behaviors that leadership attempts succeed or fail. Therefore, leadership theory needs to be articulated with a theory of how followers create meaning from leadership acts and how this meaning helps followers self-regulate in specific contexts. In this book, an attempt is made to develop such a theory, maintaining that the central construct in this process is the self-identity of followers. In developing this theoretical perspective, the authors draw heavily from several areas of research and theory. The most critical constructs do not come directly from the leadership literature, but from social and cognitive theory pertaining to follower's self-identity, self-regulatory processes, motivation, values, cognitions, and emotions and perceptions of social justice. Leaders may have profound effects on these aspects of followers and it is by analyzing such indirect, follower-mediated leadership effects that most ideas regarding leadership theory and practice are developed. Due to its broad theoretical focus, this book is relevant to a number of audiences. The authors' principal concern is with the development of leadership theory and the practice of leadership making the book relevant to audiences in management, applied psychology, and social psychology. They have tried to clearly define key constructs and provide practical examples so that the book could be accessible to advanced undergraduate students. However, the diversity of the underlying theoretical literatures and the complexity of the framework developed also make the book appropriate for graduate courses in those disciplines, and for readers with a professional interest in leadership theory or practice.