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Universal and variable leadership dimensions across human societies
Evolution and Human Behavior ( IF 5.1 ) Pub Date : 2020-09-01 , DOI: 10.1016/j.evolhumbehav.2020.07.012
Zachary H. Garfield , Kristen L. Syme , Edward H. Hagen

Abstract Many researchers have turned to evolutionary theory to better understand diversity in leadership. Evolutionary theories of leadership, in turn, draw on ethnographic cases of societies thought to more closely resemble the smaller-scale, face-to-face communities in which humans evolved. Currently, though, there is limited systematic data on the nature of leadership in such societies. We coded 109 dimensions of leadership, including costs and benefits relevant to evolutionary models, in 1212 ethnographic texts from 59 mostly nonindustrial populations in Human Relations Area Files (HRAF). We discovered evidence for both cultural universals in leadership, as well as important variation by continental region, subsistence strategy, group context, and leader sex. Candidate universals included that leaders were intelligent and knowledgeable, resolved conflicts, and received material and social benefits. Evidence for other leader dimensions varied by group context (e.g., there was more evidence that leaders of kin groups were older and tended to provide counsel and direction), subsistence (e.g., hunter-gatherers tended to lack leaders with coercive authority), and sex (e.g., female leaders tended to be associated with family contexts). There was generally more evidence of benefits than costs for both leaders and followers, with material, social, and mating benefits being particularly important for leaders, and material and other benefits important for followers. Shamans emerged as an important category of leaders who did not clearly conform to influential models that emphasize two leader strategies: using knowledge and expertise to provide benefits to followers vs. using physical formidability to impose costs. Instead, shamans and other leaders with supernatural abilities used their knowledge to both provide benefits and impose costs on others. We therefore propose a modified scheme in which leaders deploy their cognitive, social, material, and somatic capital to provide benefits and/or impose costs on others.

中文翻译:

跨越人类社会的普遍和可变的领导维度

摘要 许多研究人员转向进化论来更好地理解领导力的多样性。反过来,领导力的进化理论借鉴了社会的民族志案例,这些社会被认为更类似于人类进化的小规模、面对面的社区。然而,目前关于此类社会中领导力性质的系统数据有限。我们在来自人类关系领域文件 (HRAF) 的 59 个主要非工业人群的 1212 篇民族志文本中编码了 109 个领导力维度,包括与进化模型相关的成本和收益。我们发现了领导力文化普遍性以及大陆地区、生存策略、群体背景和领导性别的重要差异的证据。候选人的普遍性包括领导者聪明且知识渊博,解决冲突,获得物质和社会利益。其他领导维度的证据因群体背景(例如,有更多证据表明亲属群体的领导者年龄较大,倾向于提供建议和指导)、生计(例如,狩猎采集者往往缺乏具有强制权威的领导者)和性别而异(例如,女性领导者往往与家庭背景有关)。对于领导者和追随者来说,通常有更多的收益证据而不是成本,物质、社会和交配的好处对领导者特别重要,而物质和其他利益对追随者很重要。萨满成为重要的领导者类别,他们显然不符合强调两种领导者策略的有影响力的模型:利用知识和专业知识为追随者提供利益与 使用物理强大的能力来强加成本。相反,萨满和其他具有超自然能力的领袖利用他们的知识来为他人提供利益和成本。因此,我们提出了一个改进的方案,在该方案中,领导者部署他们的认知、社会、物质和躯体资本来为他人提供利益和/或强加成本。
更新日期:2020-09-01
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