Although positions of greater responsibility imply greater workloads and consequences for actions, the experience of emergent leaders might be different. People who gravitate toward leadership roles might have a better understanding and skill set for the task requirements, and thus report lower workload. However, they might also report greater workload because they recognize demands that others do not foresee. Either way, the demands could impact a person’s willingness to play a leadership role. This study examined workload effects within the framework of the swallowtail catastrophe model for leadership emergence. The experiment involved an emergency response simulation in two sessions; 348 undergraduates were organized into 44 teams of various sizes. Workload was experimentally varied by team size, number of attackers, and time pressure. Subjective experience was measured by standardized ratings of individual and group-level sources of workload. In the empirical models, team discussions contributed to the asymmetry parameter, group size contributed to the bifurcation parameter, and team performance corresponded to the bias parameter. Changes in leadership between sessions were explained by the same dynamics, but here, individual ratings of performance demands and frustration also contributed to the bias parameter; moreover, ratings of coordination demands—a type of group-level workload—contributed to the asymmetry parameter. Participants who were not leaders in the first session but assumed leadership roles later were less frustrated by the task, perceived the performance demands as greater, and perceived the coordination demands to be less compared to others.

中文翻译：

---

新兴领导者的工作量是否更大？燕尾灾难模型和应急响应模拟中领导力的变化。

尽管责任更大的职位意味着更大的工作量和更大的行动后果，但新兴领导者的经历可能会有所不同。倾向于担任领导角色的人可能对任务要求有更好的理解和技能，因此工作量较低。然而，他们也可能报告更大的工作量，因为他们认识到其他人没有预见到的需求。无论哪种方式，这些要求都会影响一个人扮演领导角色的意愿。本研究在领导力涌现的燕尾灾难模型框架内检查了工作量的影响。实验包括两个阶段的应急响应模拟；348名本科生被组织成44个大小不等的团队。工作量因团队规模、攻击者数量和时间压力而异。主观体验是通过对个人和团体级工作量来源的标准化评级来衡量的。在经验模型中，团队讨论对不对称参数有贡献，团队规模对分叉参数有贡献，团队绩效对应于偏差参数。会议之间领导力的变化可以用相同的动力来解释，但在这里，个人对绩效要求和挫折的评级也对偏差参数有影响；此外，协调需求的评级——一种组级工作负载——对不对称参数有贡献。在第一次会议中不是领导者但后来担任领导角色的参与者对任务的挫败感较少，认为绩效要求更高，并且与其他人相比，认为协调要求更少。