Barbara Steinmann

Need for Affiliation as a Motivational Add-On for Leadership Behaviors and Managerial Success

In a sample of 70 leader-follower dyads, this study examines the separate and interactive effects of the leaders’ implicit needs for power, achievement, and affiliation on leadership behaviors and outcomes. Results show that whereas the need for achievement was marginally associated with follower-rated passive leadership, the need for affiliation was significantly related to ratings of the leaders’ concern for the needs of their followers. Analyzing motive combinations in terms of interactive effects and accounting for the growing evidence on the value of affiliative concerns in leadership, we assumed the need for affiliation would channel the interplay among the needs for power and achievement in such a way that the leaders would become more effective in leading others. As expected, based on high need for achievement, the followers were more satisfied with their jobs and with their leaders and perceived more transformational leadership behavior if power-motivated leaders equally had a high need for affiliation. Moreover, the leaders indicated higher career success when this was the case. However, in indicators of followers’ performance, the three-way interaction among the needs for power, achievement, and affiliation did not account for additional variance.

Validation of a German Version of the Ethical Leadership at Work Questionnaire by Kalshoven et al. (2011).

The present study evaluates the psychometric properties of a German version of the Ethical Leadership at Work questionnaire (ELW-D), and further embeds the construct of ethical leadership within its nomological network. Confirmatory factor analyses (CFAs) based on the total sample of N = 363 employees support the assumed seven-factor structure of the German translation. Within a sub-sample of N = 133, the ELW-D shows positive correlations with related leadership behaviors (transformational leadership, contingent reward, and servant leadership), and negative correlations with destructive ones (passive leadership, autocratic leadership, and abusive supervision), approving convergent validity of the scale. Comparisons of correlated correlation coefficients reveal restrictions of its discriminant validity. In support of the criterion-related validity (N = 100), the ELW-D relates to work-related attitudes (e.g., job satisfaction, satisfaction with the leader, trust in the leader) and follower behaviors (e.g., extra effort, organizational citizenship behavior) in the way expected. Besides, ELW-D-dimensions show incremental validity over and above the Ethical Leadership Scale, emphasizing the added value of this questionnaire.

Management persönlicher beruflicher Ziele

Menschen gestalten ihre eigene berufliche Entwicklung oftmals sehr erfolgreich. In diesem Beitrag stellen wir das Konzept der personlichen beruflichen Ziele vor. Dazu gehen wir zunachst auf die Rolle der Ziele in Beruf und Freizeit ein. Anschliesend erlautern wir, wie das Zusammenspiel zentraler Merkmale personlicher Ziele mit dem Wohlbefinden erklart werden kann und wir beschreiben die Einbindung personlicher Ziele in die inneren Motivlagen von Personen. Im Weiteren veranschaulichen wir, wie Ziele dazu beitragen konnen, Veranderungen uber die Lebensspanne hinweg erfolgreich zu bewaltigen und wie Ziele in Interventionen genutzt werden konnen. Wir schliesen das Kapitel mit einem Fazit fur die zukunftige Anwendung und Forschung ab.

Psychological Contributions to Competition Law Compliance

Price fixing and corruption cause immense economic damage. Measures of competition law compliance present a possibility to prevent price fixing and cartelisation. Taking a psychological perspective may help to understand which individual, group, and organisational factors may foster compliance. We explore factors driving compliance and propose the psychological onion model of competition law compliance. The model contains individual, group, and organisational factors determining competition law compliance. These factors are influenced by environmental factors. Within each layer of the onion model, we focus on particularly relevant examples by discussing implicit motives and core self-evaluations (individual), justice (group), and corporate social responsibility (organisation) in detail. Practical recommendations for the establishment of compliance structures in organisations are given, accompanied by theoretical considerations and future research directions.