Leadership Effectiveness: An Integrative Review

Chemers, Martin M.

doi:10.1002/9780470998458.ch16

Cited by 130 publications

(106 citation statements)

References 56 publications

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“…These two dimensions emerge in contexts as varied as split-second evaluations (Ybarra, Chan, and Park 2001), liked and disliked groups , employee hiring decisions (Casciaro and Lobo 2008), leadership qualifications (Chemers 2001), and romantic partner choices (Sinclair and Fehr 2005). The robustness of these two dimensions has led them to be deemed "fundamental" .…”

Section: John Deighton Served As Editor and Rebecca Ratner Served As mentioning

confidence: 99%

Non-Profits are Seen as Warm and For-Profits as Competent: Firm Stereotypes Matter

2010

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Section: John Deighton Served As Editor and Rebecca Ratner Served As mentioning

confidence: 99%

Non-Profits are Seen as Warm and For-Profits as Competent: Firm Stereotypes Matter

2010

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“…For instance, rich people are often perceived as being highly competent but not very warm, and the elderly are often perceived as being not very competent but very warm [35]. Warmth and competence have consistently emerged as two central dimensions of perceptions regarding specific individuals and groups [35,36,[40][41][42], and they are often used when evaluating others as potential leaders [43], romantic partners [44], or employees [45].…”

Section: Stereotype Content Modelmentioning

confidence: 99%

Impacts of Socially Responsible Corporate Activities on Korean Consumers’ Corporate Evaluations in the Agrifood Industry

et al. 2016

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Abstract:The variety of socially responsible corporate activities employed in the agrifood industry has been broadening. An increasing number of agrifood companies have been employing strategic approaches to socially responsible activities, reinforced by Porter and Kramer's concept of creating shared value (CSV). This study compares the effects on corporate evaluations of two socially responsible corporate activities: philanthropic giving and CSV. Because prior studies concerning the effects of corporate prosocial behaviors on consumer responses have yielded mixed results, the present study examines the effects of a priori perceptions of companies by using corporate stereotypes as moderators. The results show that the type of socially responsible corporate activity (CSV vs. philanthropic giving) does not influence corporate evaluations. However, in cases of CSV (vs. philanthropic giving), consumers evaluate an unwarm but competent company more attractively and place higher value on an incompetent but warm company. This research is important not only for enriching existing literature, but also for providing guidelines to practitioners with respect to selecting appropriate corporate initiatives based on perceived consumer stereotypes.

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“…Thus, within the context of inter-organisational cooperation, leading theories of social psychology focus on issues of intergroup confl icts, while cooperation is treated by default as the opposite behaviour (Deutsch 2005). A separate group of theories employed for the analysis of inter-organisational cooperation constitute management and leadership theories (Bass 1990;Chemers 2001;Grauman, Moscovici 1986). A modern approach to management strongly emphasises complexity of the construct.…”

Section: Inter-organisational Cooperation -Psychological Theoretical mentioning

confidence: 99%

Team dimension of relational competence of organisation – psychological perspective*

Kozusżnik¹,

Chrupała‐Pniak²,

Sulimowska-Formowicz³

2016

Management

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SummaryThis article is a part of theoretical model for the research project titled “Relational competence as a determinant of effectiveness and efficiency of inter-organizational relations”. The authors deliberate upon team-level determinants of relational competence of organizations involved in inter-organizational cooperation in the light of classic and modern psychological theories and concepts. The aim of this article is to present authors’ own approach used in research on relational competence of organizations and based on multilevel analysis of influence regulation in teams (individual-, team- and organizational levels) together with motivation and work engagement. We search for correlations between psychological variables and relational competence and relation’s results. We assume that on individual- as well as on team-level preexist some features determining relation’s success, such as: open and effective collaboration, readiness to take responsibility for management, leadership division, autonomous motivation and work engagement.

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Leadership Effectiveness: An Integrative Review

Cited by 130 publications

References 56 publications

Non-Profits are Seen as Warm and For-Profits as Competent: Firm Stereotypes Matter

Non-Profits are Seen as Warm and For-Profits as Competent: Firm Stereotypes Matter

Impacts of Socially Responsible Corporate Activities on Korean Consumers’ Corporate Evaluations in the Agrifood Industry

Team dimension of relational competence of organisation – psychological perspective*

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