A Meta-Analysis to Review Organizational Outcomes Related to Charismatic Leadership

2009 ◽  
Vol 17 (4) ◽  
pp. 356-372 ◽  
Author(s):  
Timothy DeGroot ◽  
D. Scott Kiker ◽  
Thomas C. Cross
Keyword(s):  
Meta Analysis ◽  
Organizational Outcomes ◽  
Charismatic Leadership

Situational constraints and organizational outcomes: A meta-analysis

2010 ◽  
Author(s):  
Margaret T. Horner ◽  
Allison Cook ◽  
Jennifer Rodriguez ◽  
Rebecca J. Thompson
Keyword(s):  
Meta Analysis ◽  
Organizational Outcomes ◽  
Situational Constraints

In Search of a Star Trek Affective State

2012 ◽  
pp. 42-59
Author(s):  
Jonatan Jelen ◽  
Billy Brocato ◽  
Thomas M. Schmidt ◽  
Stuart S. Gold
Keyword(s):  
Decision Making ◽  
Meta Analysis ◽  
Affective State ◽  
Charismatic Leadership ◽  
Star Trek ◽  
Scientific Management ◽  
Leadership Studies ◽  
Organizational Contexts ◽  
Behavioral Decision ◽  
Effective Group

The authors’ meta-analysis showed that leadership studies have ignored pioneering research into the heuristic tools people employ that affect decision-making and, subsequently, judgments regarding effective group performance in organizational settings. The chapter suggests a postmodern model superseding the modernist perspectives whose theoretical grounding remain mired in Frederick Taylor’s (1911) scientific management theories. The authors’ meta-analysis identified salient characteristics found in the selected leadership research, allowing for a disambiguation of the transformational and charismatic leadership operational traits. The meta-analysis comprised selected research studies from 1999 to 2008, and revealed distinctive intrapersonal (5 organizational referents) and interpersonal (5 social identity/normative referents) icons that inform emergent leader and follower behaviors. The chapter proposes a postmodern evaluation matrix to reveal the structural biases and modernist conceptual ambiguities tied to the leader-worker dyadic in varying organizational contexts. The findings suggest that leadership researchers should consider complex behavioral decision-making processes that result in emergent group performances instead of focusing on a leader’s ephemeral behavioral traits. A postmodern approach also helps leadership researchers identify a group’s performance on a continuum that would demonstrate their willingness to act in a way that tests individual limits, stretches group boundaries, and exceeds company goals, what the authors term a Star Trek Affective State.

scholarly journals Value-creating organizational leadership

2016 ◽  
Vol 24 (1) ◽  
pp. 19-39 ◽  
Author(s):  
Eldad Kollenscher ◽  
Micha Popper ◽  
Boaz Ronen
Keyword(s):  
Strategic Management ◽  
Organizational Leadership ◽  
Organizational Outcomes ◽  
Charismatic Leadership ◽  
Corporate Leadership ◽  
Leadership Theories ◽  
Transformational Theory ◽  
Trait Theory ◽  
Sustained Effect ◽  
Blind Spots

AbstractDespite their many contributions, each of the most prevalent approaches to leadership – the micro interpersonal leadership models such as transformational theory, trait theory and charismatic leadership, and the macro strategic management – has notable ‘blind spots’ and relies on biased or partial assumptions. Furthermore, the macro–micro polarization of major leadership theories overlooks important meso perspective processes, such as structuring, which leaders can use to attain a more compounded and sustained effect on organizational outcomes. The goal of this paper is to propose an integrative theoretical framework – value-creating leadership – which provides what is missing from the theory of organizational leadership. Value-creating leadership combines micro and macro perspectives regarding management and leadership along with a meso perspective to create a unified model of corporate leadership.

Virtual charismatic leadership and signaling theory: A prospective meta-analysis in five countries

2021 ◽  
pp. 101541
Author(s):  
Brittany A. Ernst ◽  
George C. Banks ◽  
Andrew C. Loignon ◽  
Katherine A. Frear ◽  
Courtney E. Williams ◽  
...  
Keyword(s):  
Meta Analysis ◽  
Signaling Theory ◽  
Charismatic Leadership

A Quantitative Review of Research on Charismatic Leadership

1996 ◽  
Vol 78 (1) ◽  
pp. 271-287 ◽  
Author(s):  
J. Bryan Fuller ◽  
Coleman E. P. Patterson ◽  
Kim Hester ◽  
Donna Y. Stringer
Keyword(s):  
Organizational Context ◽  
Meta Analysis ◽  
Charismatic Leadership ◽  
Classification Theory ◽  
Organizational Level ◽  
Implicit Leadership ◽  
Implicit Leadership Theory ◽  
And Performance ◽  
Satisfaction With The Leader ◽  
The Relationship

This study used meta-analysis to explore the relationship between charismatic leadership and satisfaction with the leader, perceived leader's effectiveness, and performance. To maintain construct consistency Bass' 1985 conceptualization of charisma was used. Results indicate potential moderating effects for two moderators of research design (objective/subjective performance and percept-percept/multisource study design) and for two theoretically predicted moderators (organizational level of focal leader and organizational context). The results are discussed in relation to implicit leadership theory and cognitive classification theory.

scholarly journals Spiritual Leadership and Organizational Citizenship Behavior: A Meta-Analysis

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110407
Author(s):  
Ahmet Göçen ◽  
Sedat Şen
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Meta Analysis ◽  
Middle Eastern ◽  
Spiritual Leadership ◽  
Organizational Outcomes ◽  
Citizenship Behavior ◽  
Quantitative Studies ◽  
Medium Level ◽  
Far Eastern

There have been many studies on spiritual leadership (SL) and its effects on organizational outcomes, ranging from commitment to organizational citizenship behaviors (OCBs). Precisely, researches regarding SL and OCB were conducted in different regions, cultures, and industries. These topics attracted a growing interest in the second half of the last decade. To clarify the SL–OCB relationship with regard to varied regions and industries, a meta-analysis was needed. Thus, the purpose of this study was to systematically analyze the quantitative studies exploring SL and OCB and to determine whether region, school, or other variables have any moderating effects on the link between SL and OCB. Upon a thorough analysis of the papers on the relationship between both SL and OCB in the literature, 43 studies met the search terms, but only 17 of them were included in this study. The results revealed a mean effect size of [Formula: see text] = .465, which displayed a statistically significant and positive relationship at the medium level between SL and OCB. The research also explored the effects of both Middle Eastern and Far Eastern samples, along with the factors of schools and other industries, on the link between SL and OCB. Neither different regions nor type of institutions had a significant effect on the link between SL and OCB.

scholarly journals Workplace Incivility and Turnover Intention in Organizations: A Meta-Analytic Review

2021 ◽  
Vol 19 (1) ◽  
pp. 25
Author(s):  
Boshra H. Namin ◽  
Torvald Øgaard ◽  
Jo Røislien
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Organizational Outcomes ◽  
The United States ◽  
Workplace Incivility ◽  
Analytic Review ◽  
Meta Analyses ◽  
The Relationship ◽  
Different Sources

Incivility has been identified as a prevalent and crucial issue in workplaces and one that may be associated with detrimental effects on employees and organizational outcomes, such as turnover intention. Many studies have been published regarding the effects of incivility, but there is a lack of integrative reviews and meta-analyses. The aim of the present study is to conduct an early meta-analysis of the relationship between employees’ perceptions of workplace incivility and their turnover intentions. Six databases, including ISI Web of Science, PsychInfo, Scopus, Emerald, Hospitality & Tourism Complete, and Soc Index, were searched to identify empirical articles for this meta-analytical paper. The results of statistical meta-analyses and meta-regression suggest that there is a positive relationship between perceived incivility and turnover intentions in employees and that relationship is consistent across different sources of workplace incivility. However, we did observe a possible interaction effect of “supervisor” and “coworker incivility”. The results also suggest that the relationship between workplace incivility and turnover intention is stronger in the academic sector than in other industries and stronger in the United States than in other countries.

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