John E. Barbuto

Scale Development and Construct Clarification of Servant Leadership

This article presents an integrated construct of servant leadership derived from a review of the literature. Subscale items were developed to measure 11 potential dimensions of servant leadership: calling, listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, growth, and community building. Data from 80 leaders and 388 raters were used to test the internal consistency, confirm factor structure, and assess convergent, divergent, and predictive validity. Results produced five servant leadership factors—altruistic calling, emotional healing, persuasive mapping, wisdom, and organizational stewardship—with significant relations to transformational leadership, leader-member exchange, extra effort, satisfaction, and organizational effectiveness. Strong factor structures and good performance in all validity criteria indicate that the instrument offers value for future research.

THE EMOTIONAL INTELLIGENCE OF TRANSFORMATIONAL LEADERS: A FIELD STUDY OF ELECTED OFFICIALS

Participants were 80 elected public officials in the United States and 3-6 direct-report staffers for each leader. Together they composed 388 leader-member dyads. The authors surveyed them to explore the relationship between emotional intelligence and transformational leadership. The authors considered the 80 officials as leaders and the staffers as members. The present results showed that the emotional intelligence of the leaders shared significant variance with self-perceptions and rater-perceptions of transformational leadership. The present results also somewhat support the predictive value of emotional intelligence in antecedent leadership field research.

Motivation Sources Inventory: Development and Validation of New Scales to Measure an Integrative Taxonomy of Motivation:

Scales are developed and tested based on an integrative taxonomy of motivation sources. The sources, as measured on the Motivation Sources Inventory include intrinsic process, instrumental, external self-concept, internal self-concept, and goal internalization. The development procedures produced five subscales with six unique loading items per subscale that seem to capture the domains of interest for each source of motivation. Proposals for research using the inventory are also discussed.

Influence triggers: A framework for understanding follower compliance☆

Abstract This article proposes a framework for understanding follower compliance. The framework draws from the leadership, influence, and motivation literatures to identify follower-based influence triggers and the intervening variables that lead to follower compliance. The article discusses the proposed relationships and provides some directions for future research.

Servant Leadership, Hope, and Organizational Virtuousness: A Framework Exploring Positive Micro and Macro Behaviors and Performance Impact:

This article proposes a framework for bridging servant leadership with the positive psychology field. In the framework, servant leadership facilitates both micro- and macro-positive behaviors in individuals, groups/teams, and organizations. Hope and organizational virtuousness are used as examples of micro- and macro-positive behaviors that may be optimized by servant leadership. This article describes the framework and its constructs, develops testable propositions, and provides opportunities for research applications.

Dispositional Effects in Intra-Organizational Influence Tactics: A Meta-Analytic Review

We conducted a meta-analysis to test dispositional antecedents of intra-organizational influence tactics used. The antecedents tested included self-reported measures of impression management, Machiavellianism, self monitoring, locus of control, social identity, intrinsic/internal motivation, and extrinsic/external motivation. Using Hunter and Schmidts validity generalization procedures, the relationships between each dispositional variable and six influence tactics -- ingratiation, rationality, exchanges, coalitions, upward appeals, and assertiveness -- were assessed. Cumulative sample sizes ranging from 653 to 2,244 found several significant relationships among the 42 correlations examined. Each influence tactic examined demonstrated significant dispositional effects. Implications of findings are discussed and directions for future influence tactic research are provided. (dispositions, influence-tactics, meta-analysis).

Global Mindset: A Construct Clarification and Framework

Global mindset has been proposed to be the only unique characteristic of effective global leadership. This article proposes a framework of global mindset that combines cultural intelligence and global business orientation. In addition, relationships are proposed between global mindset and individual outcomes such as trust, leader—member exchange relationship quality, and organizational commitment. Variables such as complexity of global role and leader distance are also proposed to moderate the relationship between a global leader’s global mindset and outcome variables. The authors also discuss the impact of the proposed relationships and discuss directions for future research.

Testing relationships between personality, conflict styles and effectiveness

Purpose – The purpose of this study is to test the direct and mediating effects of personality, conflict management style, and leader effectiveness. This was deemed necessary, given the number of studies testing antecedents and outcomes of conflict management – but never within a single research design. Design/methodology/approach – Structural equation modeling was used to test a model linking personality, conflict management, and leader effectiveness for 126 managers and 624 employees from various organizations. Subjects completed the Five-Factor Personality Inventory, Rahim Organizational Conflict Inventory-II, and selected items from the Multifactor Leadership Questionnaire that measure leadership effectiveness. Findings – Findings indicate that an integrating conflict management style fully mediates the relationship between neuroticism and leadership effectiveness and partially mediates the relationship between conscientiousness and leadership effectiveness. Conscientiousness was the best predictor of effectiveness among all variables studied in this research, accounting for 10 percent of the variance. Research limitations/implications – Future studies should link both antecedents and outcomes to conflict management in the same design – so as not to miss potential mediating effects. Practical implications – Although the work is preliminary, it appears that conscientious individuals tend to be most effective in organizations. Originality/value – The work represents the first study linking personality, conflict styles, and effectiveness in a single design.

Cultural Constraints in the Workplace: An Experiential Exercise Utilizing Hofstede’s Dimensions

This article describes an original exercise developed to apply Hofstede’s cultural dimensions. The exercise creates simulated subcultures within a multinational organization. Managers are required to function in various subcultures as they work to develop an incentive plan with salespeople. Hofstede’s dimensions are reviewed, followed by the exercise. We provide purpose, preparation requirements, instructions for facilitating and processing the exercise, student reactions, and strategies for understanding and applying the concepts. The authors also assessed content retention derived from participating in the exercise. In preliminary tests, three independent studies demonstrate significant improvements in content knowledge.

A Framework Exploring the Effects of the Machiavellian Disposition on the Relationship between Motivation and Influence Tactics

The relationship between sources of motivation and influence tactics and the moderating effect of the Machiavellian disposition are explored in this review of the literature in the areas of influence tactics, Machiavellian personality, and human motivation to develop the proposed framework(s). Propositions are developed linking motivation sources, influence tactics, and Machiavellian personality. Implications for research and practice also are discussed.