Leadership research is grounded in one simple principle: leaders care about followers' attitudes and emotions to achieve outcomes. Yet, how leaders develop these caring skills remains unidentified. The current study addresses parenting as a major, previously unaddressed antecedent of leadership effectiveness that involves experiences of care and emotional support to others (the children) transferred to work. Findings from matched field data of leaders who are parents and their employees confirm this approach and point to a fundamental omission in leadership studies: supportive behaviors that are critical for leaders involve experiences of care inherently developed in parenting roles. Consistent with work–family enrichment principles, leaders' parental experiences improved employee outcomes by facilitating supportive leadership behaviors, conditional on time spent in parenting (with supportive parenting styles but little time to be with children, the positive transfer from parenting to work was lower). These findings represent a clear contribution to leadership theory and practice and the many missed associations between leadership and family–work enrichment. They also provide novel insights and questions for advancing management theory with critical practical implications for leaders who are parents, calling for urgent designs of firm practices that are sensitive to parenting and other forms of unpaid care work to unleash leaders' caring potential.

中文翻译：

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关爱优势：养育何时以及如何提高领导力

领导力研究基于一个简单的原则：领导者关心追随者的想法。态度和情感以取得成果。然而，领导者如何培养这些关怀技能仍不清楚。目前的研究将养育视为领导有效性的一个主要的、以前未被解决的先决条件，其中涉及对转移到工作岗位的其他人（孩子）的照顾和情感支持的经历。来自身为父母的领导者及其员工的匹配现场数据的结果证实了这种方法，并指出了领导力研究中的一个根本性遗漏：对领导者至关重要的支持行为涉及在养育角色中固有的关怀体验。领导者遵循工作与家庭丰富的原则，父母的经历通过促进支持性领导行为来改善员工的成果，这取决于花在养育子女上的时间（支持性养育方式但很少有时间陪伴孩子，从养育子女到工作的积极转移较低）。这些发现代表了对领导力理论和实践的明显贡献，以及领导力和家庭工作丰富之间许多被忽视的联系。他们还为推进管理理论提供了新颖的见解和问题，对身为父母的领导者具有重要的实际意义，呼吁紧急设计对养育子女和其他形式的无偿照护工作敏感的公司实践，以释放领导者的创造力。关怀潜力。