ABSTRACT

The status quo of the leadership potential literature is best represented as a “hot mess” of conceptual and measurement issues. In our view, the prior literature tends to conflate different constructs (i.e., predictor constructs, job-related leader behaviours, and organizational outcomes) that need to be unravelled in order to lay the foundation for future leadership potential research. To advance the field, we conduct a systematic literature review and apply a personnel selection lens to recent (35 years; 62 studies in 31 journals) leadership potential research. Our study contributes to the literature by (a) disentangling various constructs related to leadership potential and (b) proposing a guiding framework to classify and select constructs and measures for future research. Drawing on a construct and criterion validation framework widely used in personnel selection, we identify six core themes that link to construct-based theory development and disentangle various constructs in the predictor and criterion domains related to leadership potential. Specifically, our framework proposes that leadership potential is a referential concept rather than a stand-alone construct. Therefore, leadership potential research should focus on the measurement of valid predictor constructs that relate to future growth in leadership effectiveness.

摘要

领导潜能文献的现状最好用概念和测量问题的“混乱局面”来表示。在我们看来，现有文献倾向于将各种结构（即预测变量结构，与工作相关的领导行为和组织成果）混为一谈，以便为将来的潜在领导力研究奠定基础。为了推动这一领域的发展，我们进行了系统的文献综述，并在最近（35年；对31种期刊进行了62项研究）领导潜能研究中应用了人才选拔视角。我们的研究通过（a）弄清与领导潜能有关的各种构想，并（b）提出一个指导框架对未来的研究进行分类和选择构想和措施，为文献做出了贡献。利用在人员选拔中广泛使用的结构和标准验证框架，我们确定了六个核心主题，这些主题链接到基于结构的理论发展，并在与领导潜能相关的预测和标准领域中解开了各种结构。具体来说，我们的框架建议领导潜力是一个参考概念，而不是一个独立的结构。因此，领导潜能研究应着重于测量与未来领导力增长有关的有效预测指标构造。我们的框架建议，领导潜力是一个参考概念，而不是一个独立的结构。因此，领导潜能研究应着重于测量与未来领导力增长有关的有效预测指标构造。我们的框架建议，领导潜力是一个参考概念，而不是一个独立的结构。因此，领导潜能研究应着重于测量与未来领导力增长有关的有效预测指标构造。