One of the most widespread ways of defining leadership as a phenomenon seems to be that of considering it to be a process of personal influence through which organisational goals are achieved (Northouse, 2010; Rost, 1991; Yukl, 2013). Further, rather than considering leadership to be a capacity or a state, most researchers also consider it to be something that happens or which is enacted, performed, accomplished or something similar. However, despite this seemingly shared understanding, until fairly recently, very few studies existed that focused on the observation of action, interaction, or performance of leadership as it occurred in a naturally-occurring environment. While behaviourally oriented studies have ostensibly focussed on overt actions, these behaviours are very rarely observed and reported in any detail. Similarly, interview based studies have typically relied on individual accounts of action, and the respondents’ interpretation and understanding of them, but they are less attentive to the actions themselves. However, drawing inspiration from a few early and influential studies (Boden, 1994; Gronn, 1983; Knights and Willmott, 1992), over the last 20 years we have begun to see an increasing number of studies which offer close and detailed analyses of leadership in interaction, across a range of scholarly journals (see for example: Choi and Schnurr, 2014; Clifton, 2006; Larsson and Lundholm, 2013). This increasing interest in the enactment of leadership as an observable and reportable workplace phenomenon was amplified by the publication of Fairhurst’s (2007) influential book ‘Discursive Leadership: In Conversation with Leadership Psychology’. Fairhurst’s basic argument was that leadership research would benefit from complementing the use of surveys and questionnaires with various forms of discursively oriented studies, including the analysis of situated interaction.

中文翻译：

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互动中的领导力。特刊简介

将领导力定义为一种现象的最普遍方法之一似乎是将其视为实现组织目标的个人影响力的过程（Northouse，2010； Rost，1991； Yukl，2013）。此外，大多数研究人员并不认为领导是一种能力或一种状态，而是认为它是发生的事情或已制定，执行，完成或类似的事情。然而，尽管有这种看似共有的理解，但直到最近，很少有研究集中在观察自然发生的环境中领导的行为，互动或表现。尽管以行为为导向的研究表面上专注于公开行为，但很少观察到和详细报告这些行为。同样，基于访谈的研究通常依赖于个人对行为的描述以及受访者对它们的解释和理解，但他们对行为本身的关注度较低。但是，从一些早期和有影响力的研究中得到启发（Boden，1994； Gronn，1983； Knights and Willmott，1992），在过去的20年中，我们开始看到越来越多的研究提供了对领导力的详尽而详尽的分析各种学术期刊之间的互动（例如：Choi和Schnurr，2014； Clifton，2006； Larsson和Lundholm，2013）。Fairhurst（2007）有影响力的书《 Discursive Leadership：与领导力心理学的对话》的出版，加剧了人们对将领导力确立为可观察和可报告的工作场所现象的兴趣。