Becoming a Leader: Emergence of Leadership Style and Identity

2021 ◽  
pp. 153448432110096
Author(s):  
Manuel London ◽  
Gary D. Sherman
Keyword(s):  
Identity Formation ◽  
Human Resource Development ◽  
Leadership Style ◽  
Regulatory Focus ◽  
Leader Emergence ◽  
Motivation To Lead ◽  
Self Identity ◽  
Interpersonal Orientation ◽  
Development Of Identity ◽  
Identity Changes

This conceptual paper presents a model for understanding how new leaders’ styles of leadership emerge and self-identity changes. New leaders’ interpersonal orientation, power motivation, and regulatory focus along with organizational expectations are predicted to influence their beliefs about how to exert power and their motivation to lead (MTL). New leaders’ power beliefs, MTL, and perceptions of situational needs affect their engaging in transactional and transformational behaviors. This is the emergence of leadership style and the development of identity as a leader. Over time, new leaders’ behaviors, outcomes, and identity formation alter their power beliefs and MTL. This model suggests directions for human resource development research and practice supporting new leader development and building a culture of leadership consistent with the organization’s expectations.

Unpacking Psychological Ownership: How Transactional and Transformational Leaders Motivate Ownership

2022 ◽  
Vol 29 (1) ◽  
pp. 96-114
Author(s):  
Cristiano L. Guarana ◽  
Bruce J. Avolio
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Regulatory Focus ◽  
Work Performance ◽  
Work Behavior ◽  
Psychological Ownership ◽  
Transformational Leaders ◽  
Self Identity ◽  
Physical Resources ◽  
Challenges And Opportunities

Psychological ownership represents feelings of responsibility for and possession over a target, which can be both tangible in terms of physical resources, or intangible regarding one's relationships. Here we examine how two well-established leadership styles can trigger six different facets of psychological ownership and their corresponding ownership behaviors, by using regulatory focus and identity theory to explain how psychological ownership emerges and influences an individual's work behavior. We provide specific propositions that link two leadership styles to an individual's activated regulatory focus and self-identity, which results in six different facets of ownership. We use these different facets of ownership to examine how each contributes to explaining how leaders motivate their followers to engage in and take on different work challenges and opportunities, thus advancing both the leadership and psychological ownership literatures. We combine leadership style and psychological ownership to determine the type of ownership behavior and work performance that results based on which ownership facets are triggered.

Implicit effects of justice on self-identity and regulatory focus

2009 ◽  
Author(s):  
Christopher Ramsey ◽  
Russell E. Johnson ◽  
James A. Tan
Keyword(s):  
Regulatory Focus ◽  
Self Identity

Decolonization and Coloniality in Human Development: Neoliberalism, Globalization and Narratives of Indian Youth

2020 ◽  
Vol 64 (4-6) ◽  
pp. 207-221
Author(s):  
Sunil Bhatia
Keyword(s):  
Working Class ◽  
Identity Formation ◽  
Human Development ◽  
Global South ◽  
Ethnographic Research ◽  
Neoliberal Globalization ◽  
Self Identity ◽  
American Psychology ◽  
Urban Indian

In this article, I argue that globalization is interwoven with colonialism and coloniality and both psychology and human development are shaped by the enduring legacy of Eurocentric colonial knowledge. In particular, I draw on my ethnographic research in Pune, India, to show how the transnational elite, middle- and working-class urban Indian youth are engaging with new practices of globalization. I examine how particular class practices shape youth narratives about globalization and “Indianness” generally, as well as specific stories about their self, identity, and family. This article is organized around three questions: (a) How has Euro-American psychology as a dominant force supported colonization and racialized models of human development? (b) What kind of stories do urban Indian youth from varied classes tell about their identity formation in contexts of neoliberal globalization? (c) How can we create and promote models of human development and psychology that are inclusive of the lives of people who live in the Global South?

(Dis)Ableing Notions of Authentic Leadership Through the Lens of Critical Disability Theory

2017 ◽  
Vol 19 (4) ◽  
pp. 362-377 ◽  
Author(s):  
Greg Procknow ◽  
Tonette S. Rocco ◽  
Sunny L. Munn
Keyword(s):  
Leadership Development ◽  
Human Resource Development ◽  
Interpersonal Relationships ◽  
Leadership Style ◽  
Authentic Leadership ◽  
Belief Systems ◽  
Self Awareness ◽  
Persons With Disabilities ◽  
Deficit Model ◽  
The Disabled

The Problem Persons with disabilities (PWD) are regarded as “the Other” and are sequestered from “normative” society because of their “Otherness.” “Othering” results in discrimination and the systemic preclusion of PWD. Ableism is the belief that being without a disability, impairment, or chronic illness is the norm. The notion that people without disabilities are the norm and are inherently superior is accepted without critique by those that advocate for authentic leadership. This privileges ableism and furthers the “Othering” of PWD within a leadership style intended to promote self-awareness, beliefs and ethics, and interpersonal relationships. The Solution The disabled experience and differently abled voice must be restored through relationally “being” with others and authentic dialogue. What is needed is a shift from the deficit model of authentic leadership to a social paradigm of authentic leadership, welcoming of bodily and psychic difference. This will better enable both leaders and employees to craft an authentic profile in the workplace. The Stakeholders Leaders and those who seek to become leaders following an authentic leadership approach can benefit from a better understanding of how their ingrained belief systems impact those that they lead who are both “able-bodied” and “disabled.” Human resource development (HRD) practitioners and leadership development practitioners can use this information to deconstruct and reconstruct leadership development opportunities to be inclusive as an authentic leader.

scholarly journals Pembentukan Identitas Diri Para Pelaku Cover Dance K-Pop di Jakarta

Koneksi ◽  
2020 ◽  
Vol 3 (2) ◽  
pp. 351
Author(s):  
Dwi Sabrina ◽  
Lusia Savitri Retno Utami
Keyword(s):  
Popular Culture ◽  
Data Collection ◽  
Identity Formation ◽  
Rapid Development ◽  
Family Experience ◽  
Self Identity ◽  
The World ◽  
Front Stage ◽  
Back Stage ◽  
Collection Methods

No doubt the development of popular culture is very fast in the world, especially the K-Pop industry. Due to rapid development of K-Pop and more fans, innovations have begun to emerge in showing the love of fans towards K-Pop. One of them is K-Pop cover dance activities. This study discusses "The Formation of the Identity of K-Pop Cover Dance Performers in Jakarta" and uses observation and interview data collection methods to find out more about how the formation of K-Pop cover actors' self-identity formation. The theory used is their dramatism on the front stage and also the backstage. In this study the authors can see that each individual communicates themselves in different ways and not all cover dance performers perform their front stage roles up to their backstage life. The formation of the identity of the cover dance actors can change to follow the environment where they are and with whom they communicate. However, not a few also feel that his life as a cover dance on stage imitates and becomes someone else's figure carried to their   daily from various aspects such as family, experience and also the community.Tidak dipungkiri perkembangan budaya populer sangat pesat di dunia terutama K-Pop. Akibat perkembangan K-Pop yang pesat dan penggemarnya yang semakin banyak, mulai bermunculan inovasi dalam menunjukkan kecintaan dari penggemar terhadap K-Pop. Salah satunya adalah kegiatan cover dance K-Pop. Penelitian ini membahas tentang “Pembentukan Identitas Diri Para Pelaku Cover Dance K-Pop di Jakarta” dengan menggunakan teori dramatisme mereka pada front stage dan juga back stage. Dalam penelitian ini penulis dapat melihat bahwa setiap individu mengkomunikasikan diri mereka dengan cara yang berbeda-beda dan tidak semua pelaku cover dance melakukan peran front stage mereka hingga ke kehidupan backstage mereka. Peneliti menggunakan metode pengumpulan data observasi dan wawancara untuk mengetahui lebih dalam mengenai bagaimana pembentukan identitas diri para pelaku cover dance K-Pop. Pembentukan identitas diri para pelaku cover dance dapat berubah mengikuti lingkungan dimana mereka berada dan dengan siapa mereka berkomunikasi. Namun, tidak sedikit juga yang merasa bahwa kehidupannya sebagai seorang cover dance di atas panggung yang meniru dan menjadi sosok orang lain terbawa hingga ke kehidupan sehari-hari mereka dari berbagai macam aspek seperti keluarga, pengalaman dan juga komunitas. 

scholarly journals The effect of ethical leadership on employees’ empowerment: Field study at Al- Azhar University in Assuit - Arab Republic of Egypt: أثر القيادة الأخلاقية على تمكين العاملين: دراسة ميدانية على العاملين في جامعة الأزهر بأسيوط - جمهورية مصر العربية

2020 ◽  
Vol 4 (11) ◽  
Author(s):  
Abeer Mokhtar Sewify
Keyword(s):  
Human Resource Development ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Leadership Behaviors ◽  
Pearson Correlation ◽  
Research Problem ◽  
Average Value ◽  
Effective System ◽  
Simple Regression Analysis ◽  
The Impact

Empowering employees is one of the recent administrative trends in human resource development, which is responsible for increasing productivity and improving quality and profitability in organizations. In order to permit the organization to achieve this, it needs to adopt an ethical leadership style that provides the appropriate climate to support the empowerment of workers. The study aimed to investigate the impact of ethical leadership on employees’ empowerment at Al- Azhar University in Assuit. The research problem of the current study was represented in the following inquiry: Does ethical leadership affects employees’ empowerment at Al- Azhar University in Assuit branch? The study relied on the descriptive-analytical approach. The researcher used Pearson correlation to measure the strength of association between the two variables of this study (ethical leadership and employees’ empowerment) and their dimensions and direction of the association. The researcher used simple regression analysis to test the hypotheses and relationships of the independent and dependent variables. The study sample included (317) people from Al- Azhar University where data was collected using a survey list prepared for the purpose of the study and only 255 questionnaires were received, rates about 80%. And the study reached several results; the most important of which is that the degree of exercise for the two study variables came with an average degree for each of them, where the average value for ethical leadership reached (3.57) and for employee empowerment the average was (3.53). Furthermore, it was found that there was a significant effect of ethical leadership behaviors on employees’ empowerment, as the value of (T) was (1.98), which is significant at the level of (0.01). The study recommended the need to support the values ​​of ethical leadership ​​and their basic dimensions through holding training courses and workshops to spread the tenet ​​of ethical leadership in the organization and its values as well. Last but not least, we recommend the organizations to adopt an effective system that permit them to monitor the application of the concept of employees’ empowerment.

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