Charismatic Leadership and Objective Performance Indicators

被引：19
|
作者：
Rowold, Jens [1 ]
Laukamp, Linda [1 ]
机构：
[1] Univ Munster, Psychol Inst 2, D-48149 Munster, Germany
来源：
APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE | 2009年 / 58卷 / 04期
关键词：
TRANSFORMATIONAL LEADERSHIP; TRANSACTIONAL LEADERSHIP; VALIDITY; MLQ; QUESTIONNAIRE; CONVERGENT; BEHAVIOR; VISION; MODEL;
D O I：
10.1111/j.1464-0597.2008.00365.x
中图分类号：
B849 [应用心理学];
学科分类号：
040203 ;
摘要：
Recent empirical and theoretical work has advanced our understanding of charismatic leadership in organisations. Despite this progress, only a few studies have tested the hypothesis that charismatic leadership might be related to objective, organisationally relevant indicators. In order to address this research gap, the present study tested whether charismatic leadership was related to followers' absenteeism, their training and development activities, as well as branch-level profit. Charismatic leadership was defined according to Conger and Kanungo's (1998) theory. It could be demonstrated that facets of charismatic leadership were negatively related to followers' absenteeism, but positively related to their training and development activity. Moreover, charismatic leadership showed a positive relationship to profit. In sum, the results contribute to theory and practice of charismatic leadership.
引用
收藏
页码：602 / 621
页数：20
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