Henk Thierry

Cultural variation of leadership prototypes across 22 European countries.

This study sets out to test the assumption that concepts of leadership differ as a function of cultural differences in Europe and to identify dimensions which describe differences in leadership concepts across European countries. Middle-level managers (N = 6052) from 22 European countries rated 112 questionnaire items containing descriptions of leadership traits and behaviours. For each attribute respondents rated how well it fits their concept of an outstanding business leader. The findings support the assumption that leadership concepts are culturally endorsed. Specifically, clusters of European countries which share similar cultural values according to prior cross-cultural research (Ronen & Shenkar, 1985), also share similar leadership concepts. The leadership prototypicality dimensions found are highly correlated with cultural dimensions reported in a comprehensive cross-cultural study of contemporary Europe (Smith, Dugan, & Trompenaars, 1996). The ordering of countries on the leadership dimensions is considered a useful tool with which to model differences between leadership concepts of different cultural origin in Europe. Practical implications for cross-cultural management, both in European and non-European settings, are discussed.

How leaders stimulate employee learning: A leader–member exchange approach

This study investigated how leader―member exchange (LMX), goal setting, and feedback are related to employee engagement in learning activities. Two different mechanisms were proposed: a mediating mechanism holding that LMX elicits specific leader behaviours (i.e., goal setting and feedback) which would mediate the LMX-learning relationship, and a moderating mechanism, holding that LMX would strengthen the effect of these leader behaviours. A sample of I, II2 employees from 7 organizations completed questionnaires that measured LMX, goal specificity, feedback, and self-reports of employee engagement in learning activities. The 233 direct leaders of these employees completed questionnaires that measured goal difficulty and leader ratings of employee engagement in learning activities. Multi-level analysis showed that goal difficulty and goal specificity mediated the relationship between LMX and employee engagement in learning activities, and that LMX moderated the relationship of goal difficulty with employee engagement in learning activities. With these findings, the present study contributes to the literatures on LMX, goal setting, and employee development.

Pygmalion and Employee Learning: The Role of Leader Behaviors

The aim of this study was to investigate which leader behaviors mediate the relationship between leader expectations and employee engagement in learning activities. Based on Rosenthal’s Pygmalion model, five potential mediators of the Pygmalion effect were distinguished: leader—member exchange relationship, goal setting (i.e., goal specificity, goal difficulty), providing learning opportunities, and feedback. Data from 904 manager—subordinate dyads in six organizations showed that leader expectations were related to employee engagement in learning activities. Goal specificity, goal difficulty, and providing learning opportunities proved to be mediators. These findings suggest that goal setting lies at the heart of the Pygmalion effect.

Task complexity and task, goal, and reward interdependence in group performance management : A prescriptive model

A prescriptive model on how to design effective combinations of goal setting and contingent rewards for group performance management is presented. The model incorporates the constructs task complexity, task interdependence, goal interdependence, and reward interdependence and specifies optimal fit relationships between these constructs. Four propositions address the levels of goal interdependence that should be created given certain levels of task complexity and task interdependence. Based on the assumption that reward systems should reinforce goal attainment through a level of reward interdependence that is similar to the level of interdependence created by the goals, four additional propositions are formulated. These are confronted with the results of experimental studies on the effects of reward interdependence on group performance. We argue that the research on effective combinations of goal setting and contingent rewards for the performance management of groups will benefit from studies in which: (1) both task interdependence and task complexity are taken into account, and (2) goal interdependence and rewards interdependence are manipulated separately.

Interdependence and fit in team performance management

Purpose – To evaluate a proposed prescriptive model for the design of effective combinations of performance goals and pay‐for‐performance plans for the performance management of teams.Design/methodology/approach – The idea underlying the model – in which task, goal, and reward interdependence and their fit play a dominant role – is that a pay‐for‐performance plan should support the team goals and the goals of individual team members as well as support the way in which team members need to cooperate. To obtain a first notion on the models validity, it was applied to evaluate a pay‐for‐performance plan for management teams at a large IT company. This evaluation consisted of an in‐depth study of three management teams, using a case study methodology.Findings – Combinations of fit among type of team, performance goals, and pay‐for‐performance plan (established by a fit between the interdependence constructs and/or by an overlap in the content of the goal and pay indicators) are more effective than combinatio...

Dutch and Polish perceptions of leadership and national culture: The GLOBE project

In this paper the objectives of a new international research project that focuses on the perception of leadership across cultures will be presented. The definition of leadership will be discussed in relation to cross-cultural leadership research. The ideas and theory on which the project is based will be introduced along with several of the hypotheses the project is designed to test. Besides testing the general hypotheses, results obtained in the GLOBE study can also be used for a more focused comparison between two countries. In this paper, differences in preferred leadership attributes and national culture dimensions in The Netherlands and Poland are presented. A total of 287 Dutch managers from six organizations and 277 Polish managers from six organizations filled out questionnaires. The results indicate that Dutch and Polish cultures differ strongly on power distance, uncertainty avoidance and future orientation. Regarding preferred attributes for outstanding leadership, Polish respondents score especially high on administrative skills, vision, and diplomacy, whereas Dutch managers emphasize integrity, inspirational behavior and vision. Polish respondents are also less negative about autocratic leadership.