The current research attempts to revitalize contingency leadership theory. Instead of focusing on subordinate attributes as a substitute for leadership theory, this study examines leader＇s human capital attributes as...The current research attempts to revitalize contingency leadership theory. Instead of focusing on subordinate attributes as a substitute for leadership theory, this study examines leader＇s human capital attributes as a leadership contingency variable. This paper offers a fresh perspective to contingency leadership literature by exploring a new set of variables. Addressing leader-member exchange （LMX） rather than the conventional focus on leader＇s behaviors, this study examines previously untested contingency variables. Using a matched sample of leaders and employees from Portuguese firms, this study examines leader＇s education and leader＇s organizational tenure as alternatives for LMX with assessed job performance and organizational citizenship as dependent variables. Testing new independent variables sheds additional light on contingency approaches to leadership; as a result, this paper improves the current state of research on contingency leadership. Results seem to indicate that leader＇s education is an alternative for LMX as well as suggesting that the leader＇s organizational tenure improves LMX. This paper proposes that research focusing on the substitute for leadership may need to examine a different set of variables to determine the viability of contingency approaches to leadership.展开更多
This paper tries to find interaction rules between members and self-reform rules of members in some scientific research laboratories at a graduate school. The candidate of rules are extracted from the personality desc...This paper tries to find interaction rules between members and self-reform rules of members in some scientific research laboratories at a graduate school. The candidate of rules are extracted from the personality description sentences about factors： extroversion, agreeableness, conscientiousness, neuroticism and openness in the big five theory of personality psychology. In this paper, interaction and self-reform rules are not described by personalities themselves; instead, they are described by corresponding phenomena： activity, empathy, persistence, autonomy, and analytical ability which appear in the behavior side. Each member＇s initial value is determined from the main 5-factor personality investigation to the member, and the target value is given by the member＇s self-declaration. The rule selection is carried out by the genetic algorithm, where a sigmoid function is introduced in the renewal algorithm of the value, whereby a difficulty of setting the renewal parameters is avoided. An analysis is added about the obtained rules, and the validity of this approach and the subjects for future study are discussed. Finally, consideration is extended to the effect of environment on the behavior of members to reinforce the set of rules.展开更多
文摘The current research attempts to revitalize contingency leadership theory. Instead of focusing on subordinate attributes as a substitute for leadership theory, this study examines leader＇s human capital attributes as a leadership contingency variable. This paper offers a fresh perspective to contingency leadership literature by exploring a new set of variables. Addressing leader-member exchange （LMX） rather than the conventional focus on leader＇s behaviors, this study examines previously untested contingency variables. Using a matched sample of leaders and employees from Portuguese firms, this study examines leader＇s education and leader＇s organizational tenure as alternatives for LMX with assessed job performance and organizational citizenship as dependent variables. Testing new independent variables sheds additional light on contingency approaches to leadership; as a result, this paper improves the current state of research on contingency leadership. Results seem to indicate that leader＇s education is an alternative for LMX as well as suggesting that the leader＇s organizational tenure improves LMX. This paper proposes that research focusing on the substitute for leadership may need to examine a different set of variables to determine the viability of contingency approaches to leadership.
文摘This paper tries to find interaction rules between members and self-reform rules of members in some scientific research laboratories at a graduate school. The candidate of rules are extracted from the personality description sentences about factors： extroversion, agreeableness, conscientiousness, neuroticism and openness in the big five theory of personality psychology. In this paper, interaction and self-reform rules are not described by personalities themselves; instead, they are described by corresponding phenomena： activity, empathy, persistence, autonomy, and analytical ability which appear in the behavior side. Each member＇s initial value is determined from the main 5-factor personality investigation to the member, and the target value is given by the member＇s self-declaration. The rule selection is carried out by the genetic algorithm, where a sigmoid function is introduced in the renewal algorithm of the value, whereby a difficulty of setting the renewal parameters is avoided. An analysis is added about the obtained rules, and the validity of this approach and the subjects for future study are discussed. Finally, consideration is extended to the effect of environment on the behavior of members to reinforce the set of rules.
