Pygmalion and charisma are mutually compatible leadership constructs that beg integration. They share some basic assumptions about human nature, about how leaders lead, and about…
Abstract
Pygmalion and charisma are mutually compatible leadership constructs that beg integration. They share some basic assumptions about human nature, about how leaders lead, and about how they could lead more effectively. Nevertheless, for the most part these constructs are discussed in disparate academic literatures. The present treatise integrates these somewhat divergent yet partially overlapping approaches to leadership and management. The differences between Pygmalion and charismatic leadership, and the commonalities that they share, are explicated. The aim is to understand better how leaders affect followers and how they can exert their influence with greater effectiveness. Some ideas for further research and for more effective management practice based on integration of Pygmalion and charisma constructs are presented. The result is a description of “charismatic Pygmalion,” an integrated management style that embodies both leadership constructs.
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Under certain conditions the Cu‐Zn alloys are found to corrode by a process known as dezincification. As the term implies, zinc is removed from the alloy, leaving as a residue a…
Abstract
Under certain conditions the Cu‐Zn alloys are found to corrode by a process known as dezincification. As the term implies, zinc is removed from the alloy, leaving as a residue a porous mass of copper having little or no mechanical strength. Since corrosion is a surface phenomenon this process is initiated at the surface and, thereafter, gradually makes its way inwards until either leaks or cracks render the component useless for further service. Dezincification is a frequent type of corrosion failure encountered with brass handling waters contaminated with chloride ions.
Selin Metin Camgöz and Pinar Bayhan Karapinar
The purpose of this paper is to examine the relationship between a secure attachment style and affective commitment (AC) through the mediating roles of affective and cognitive…
Abstract
Purpose
The purpose of this paper is to examine the relationship between a secure attachment style and affective commitment (AC) through the mediating roles of affective and cognitive trust in a direct supervisor.
Design/methodology/approach
The study was conducted using the questionnaire answers of 357 private sector employees in various occupations. The statistical analysis was based on structural equation modeling. A multiple mediation model enabled us to investigate the specific indirect effects of each mediator.
Findings
Results based on a model comparison showed that the employees’ affective trust in their supervisor fully mediated the relationship between a secure attachment style and AC. However, cognitive trust had no significant mediating effect on relationships between a secure attachment style and AC.
Practical implications
Trust in supervisors should be monitored and supported during developmental interventions. Understanding the power of affective and cognitive trust in predicting attitudes can help shape more effective interventions to influence positive work attitudes, including AC.
Originality/value
The study sheds new light on the literature by linking individual attachment to organizational attachment as the mediating role of two forms of trust in a supervisor.
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Seven past field-experimental attempts to produce Pygmalion effects by training managers yielded meager results (Eden et al, 2000). The present effort bolstered the Pygmalion…
Abstract
Seven past field-experimental attempts to produce Pygmalion effects by training managers yielded meager results (Eden et al, 2000). The present effort bolstered the Pygmalion approach with special emphasis on means efficacy, defined as belief in the utility of the tools available for performing a job. Six randomly assigned anti-aircraft gunnery instructors received a one-day Pygmalion workshop with special emphasis on self-efficacy and means efficacy before beginning instruction in a new round of a course; eight control instructors received an interpersonal communication workshop. The trainees of the experimental instructors reported higher self-efficacy, means efficacy, and motivation, and obtained higher scores on written examinations and on performance tests than did the trainees of the control instructors. This is the first true-experimental confirmation of the effectiveness of Pygmalion training among instructors of adults and the first replication of the means-efficacy findings.
Robert J. Taormina and Talya N. Bauer
This study examined whether organizational socialization content areas are applicable across cultures. Data were gathered from 324 U.S. and 198 Hong Kong employees who completed a…
Abstract
This study examined whether organizational socialization content areas are applicable across cultures. Data were gathered from 324 U.S. and 198 Hong Kong employees who completed a questionnaire assessing four socialization content domains (training, understanding of the job, coworker support, and future prospects within the company), five measures of job satisfaction, and three measures of organizational commitment. Based on the merged data from the two cultures, all four socialization domains played a significant role in predicting satisfaction and commitment. These socialization measures also were stronger predictors than a variety of demographic measures. Although there were some differences in the relative strengths of the socialization measures when the data were analyzed separately for each nation, the overall results support the idea that the socialization content areas tested are applicable across cultures. Implications for managing employees in the different cultures are discussed.