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Call for papers: The Leadership Quarterly Yearly Review (LQYR) for 2018

CALL FOR PAPERS: The Leadership Quarterly Yearly Review (LQYR) for 2018

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The subjective well-being of group leaders as explained by the quality of leader–member exchange

Although a great deal of research explores the ramifications of leader–member exchange (LMX) quality for the well-being of followers, leader well-being is largely overlooked....

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A double-edged sword: Relationship between full-range leadership behaviors and followers' hair cortisol level

This study contributes to literature on leadership by linking the full-range leadership behaviors (transformational, transactional, and laissez-faire leadership) with an objective indicator of employees' stress, namely cortisol, assessed via hair....

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Work–family effects of LMX: the moderating role of work–home segmentation preferences

As leaders differentiate between their subordinates at work, subordinates vary in how much they can acquire from their leaders. Subordinates who have a high-quality relationship with their leaders have access to a valued resource channel. This channel benefits not only their work, but also their family....

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How do harmonious passion and obsessive passion moderate the influence of a CEO's change-oriented leadership on company performance?

This study focuses upon CEOs' change-oriented leadership, CEOs' passion, and firm performance....

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A meta-analytic review of authentic and transformational leadership: A test for redundancy

While authentic leadership (AL) has seen a dramatic increase in scholarly attention over the last decade, its contribution relative to more established leadership constructs merits investigation. We employ meta-analytic techniques to compare AL and transformational leadership theories using 100 independent samples and 25,452 individuals....

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The impact of CEO successor origin on corporate divestiture scale and scope change

The effect of CEO successor origin on strategic change in organizations has been inconclusive. While the conventional view suggests that more changes are likely to occur in firms led by new outside CEOs, recent evidence shows that outside successors often face challenges in affecting changes due to their lack of firm-specific knowledge....

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Two faces of empowering leadership: Enabling and burdening

Despite prior work primarily focused on positive outcomes resulting from empowering leadership, scant research in this realm has questioned and examined whether, in all cases, more empowering leadership is actually associated with more desirable outcomes....

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Leader selection and leadership outcomes: Height and age in a sporting model

There is emerging interest in drawing insights from evolutionary biology to understand the nature of human leadership as a position within a social system. This perspective assumes that natural selection favors individuals who recognize leadership qualities that will benefit both leaders and followers....

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Shared temporal cognitions as substitute for temporal leadership: An analysis of their effects on temporal conflict and team performance

Due to changing organizational demands, team leaders increasingly need to engage in temporal leadership behaviors in order to coordinate team members' efforts, avoid time related conflicts and ensure that teams perform well. Simultaneously, temporal conflicts and team performance are impacted by team members' shared temporal cognitions....

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