No abstract

No abstract

climate dimensions and the frequency of use of five modes of interpersonal power. In this study, all three groups of respondents had rather unfavorable impressions of the leadership climate in boot camp. Raw recruits expected boot camp to be less punitive, more considerate of individual feelings, and involving closer supervision than was reported by men in boot camp. Men who had approximately 18 months experience beyond boot camp held the most unfavorable perceptions of the leadership climate in boot camp. The new recruits expected to find considerable expression of legitimate, expert, and coercive power in boot camp and preferred that less emphasis be placed on these sources of power. They expected to find little use of referent-based power, but preferred to see it expressed more. New recruit expectations and preferences were similar regarding the use of expert power. Recruits in training reported a moderate usage of legitimate power-this frequency was comparable to what they preferred. They also reported that coercive power was used much more than was preferred, and referent power was expressed considerably less than preferred. Comparison of new recruit perceptions with those of basic trainees revealed the following: new recruits overestimated the extent to which legitimate power would be emphasized (as reported by basic trainees); reward power was exercised considerably more than was anticipated by new recruits; and new recruits accurately estimated the frequency with which referent power would be used. The use of a cross-sectional research design admittedly limits the strength of conclusion drawn, but the results tentatively suggest some specific ways in which the basic training experience impacts upon attitudes and values toward the leadership process.

No abstract

No abstract