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I can, I am: Differential predictors of leader efficacy and identity trajectories in leader development
The Leadership Quarterly ( IF 9.924 ) Pub Date : 2020-05-29 , DOI: 10.1016/j.leaqua.2020.101422
Navio Kwok , Winny Shen , Douglas J. Brown

Despite significant attention devoted to outcomes of formal leadership training, little is known about how individuals develop during these programs. The current study examined developmental trajectories of leader efficacy and identity, two proximal outcomes supporting leadership effectiveness, in a six-week leadership training course (N = 240). Testing competing predictions between developmental readiness and developmental need perspectives, we examined whether learning goal orientation (LGO) and motivation to lead (MTL) predicted development of trainees' leader self-views. Latent growth modeling results revealed leader efficacy developed linearly, whereas leader identity developed quadratically (i.e., positive change with slowing growth over time). Results for leader efficacy supported the developmental need perspective, as individuals lower on affective MTL exhibited greater changes to their leader efficacy, which was further moderated by LGO. In contrast, individuals higher and lower on LGO developed equally on leader identity, albeit via different trajectories. Implications for leadership theory and practice are discussed.



中文翻译:

我能,我是:领导者发展中领导效能和身份轨迹的差异预测因子

尽管对正式领导力培训的结果给予了极大的关注,但人们对这些计划中个人如何发展知之甚少。目前的研究在为期六周的领导力培训课程中检查了领导效能和认同的发展轨迹,这两个最接近的结果支持领导效能(N = 240)。测试发展准备和发展需求观点之间的竞争预测,我们检查了学习目标导向 (LGO) 和领导动机 (MTL) 是否预测了受训者领导者自我观点的发展。潜在增长建模结果显示领导效能线性发展,而领导认同呈二次发展(即随着时间的推移增长放缓,产生积极的变化)。领导效能的结果支持发展需要的观点,因为情感 MTL 较低的个体表现出领导效能的更大变化,而 LGO 进一步缓和了这种变化。相比之下,个人较高较低的LGO上的领导者身份同样的发展,虽然通过不同的轨迹。讨论了对领导理论和实践的影响。

更新日期:2020-05-29
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