We question the longstanding assumption that charismatic leaders who initiate change are especially effective under uncertainty. Instead, we argue both change-focused and stability-focused leadership can be effective styles under uncertainty. Based on the social identity perspective of leadership and on uncertainty-identity reduction theory, we argue followers' feelings of self-uncertainty and the psychological meaningfulness of the team to one's self-concept are important moderating variables of the relationship between change-focused (vs. stability-focused) leadership on perceived leader effectiveness. In 3 studies (2 experiments and 1 time-lagged field study), we investigated how uncertainty and group membership importance affect followers' trust in change- or stability-focused leadership. We argue, and present evidence showing where a group is psychologically meaningful to a person's self-concept, people express greater trust in change-focused (charismatic) leadership when they feel uncertain, but followers for whom the group is less psychologically important trust stability-focused (noncharismatic) leadership more when their uncertainty is low. Implications for leader rhetoric and the role of uncertainty in organizational and political settings are discussed.

中文翻译：

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谁会信任支持变革的魅力型领导者？群体认同、成员中心性和自我不确定性的作用。

我们质疑长期以来的假设，即发起变革的魅力型领导者在不确定性下尤其有效。相反，我们认为在不确定性下，以变革为中心和以稳定为中心的领导都可以成为有效的风格。基于领导的社会认同视角和不确定性-认同减少理论，我们认为追随者的自我不确定感和团队对自我概念的心理意义是关注变革（vs）之间关系的重要调节变量。 . 以稳定性为中心）领导力感知领导者的有效性。在 3 项研究（2 项实验和 1 项时滞实地研究）中，我们调查了不确定性和群体成员重要性如何影响追随者对关注变革或稳定的领导的信任。我们争吵，并提供证据表明一个群体对一个人的自我概念具有心理意义，当他们感到不确定时，人们表示更信任以变革为中心的（魅力型）领导，但对团队心理重要性较低的追随者信任稳定型（非魅力型）领导) 当他们的不确定性较低时，领导能力更强。讨论了领导言论的影响以及不确定性在组织和政治环境中的作用。