Based on western leading charismatic leadership model, this research demonstrates the critical position of the virtue component on a charismatic view of leadership and further formulates a moral-added charismatic leadership model adaptable to the Taiwanese business contexts. We investigate how this moral-added charismatic leadership and Chinese paternalistic leadership models fit with the actual leadership practices in Taiwanese business organizations. We go through the major western charismatic leadership and Chinese paternalistic leadership theory literature and infer that both the charismatic leadership and the virtuous leadership dimension are culture-free leadership constructs, so they can be cross-culturally merged. We obtained 314 samples from managers in Taiwanese civilian organizations, and conduct the statistical analyses by using SEM technique. The findings indicate the Western Conger and Kanungo¡¦s charismatic leadership model is adoptable in Taiwan business context, and a more effective charismatic model can be formed when the virtue leadership factor is merged with this C/K charismatic leadership model. The present study also demonstrates that both the Western originated C/K charismatic leadership and the benevolent and virtue leadership dimensions of Chinese Paternalistic leadership in same constrained model can they respectively predict follower¡¦s cognitive leadership effect. We posit that managers receive follower¡¦s positive recognition by demonstrating strategic vision and articulation, sensitivity to member¡¦s needs, virtue leadership and benevolent behaviors. The present study merges Western originated charismatic leadership with Oriental virtue leadership dimension for a cross-cultural verification, perform the consolidate study of the charismatic leadership and Chinese paternalistic leadership, identify some key issues for future study, and provide managerial implications for leadership practitioners.

No description available.

Drawn on a self-concept theory, this study hypothesized that self-leadership partly mediated between charismatic leadership and organizational commitment and self-leadership fully mediated between private self-consciousness and organizational commitment. The results indicated that charismatic leadership and private self-consciousness were positively related to self-leadership. The predictive validity of private self-consciousness for self-leadership was greater than the one of charismatic leadership. Moreover, the influence of charismatic leadership on identification or internalization was partly mediated by self-leadership. The influence of private self-consciousness on identification was fully mediated by self-leadership. However, the effect of private self-consciousness on internalization was not transmitted by self-leadership. The surprising result was explained and interpreted as evidence for the distinction between internalization and identification. Finally, further research was encouraged to identify and assess alternative subordinate processes in relation to the activation of individual and collective identity by charismatic leaders.

none

This century the West constantly research on the leadership phenomenon, and has developed several theories such as the trait theories, the behavioral theories, the contingency theories, the transformational theories, the leader-member exchange theory, and the charismatic leadership. Lately Silin and Cheng Po-Hsuan focused on the leadership characteristics of Chinese enterprise administrator or leader, which can be referred as "paternalistic leadership". The Post employee has the identity of both civil servant and labor, so the supervisor of such people is also differ from the ordinary enterprise administrator, which should hold the qualities of professional manager, so, the management method of the post supervisor to his subordinate has the necessity to research and discuss. However, this research has the goals of 1. to discuss the management form of the post supervisor 2. to discuss the different effects of the different leadership theories. This research was performed on the Taiwan south area Post managing department, and base on the employee's opinion as the research tool, the data process and analysis was done by using "person relative analyze" and "Blocked Regression". The result of the research found out that out of the six major leadership theories, LMX theory only did not give satisfy result on "supervisor justice action", the rest of "supervisor evaluation", "supervisor beneficial behavior", "repayment", "promises to supervisor", and "loyalty to the supervisor", has positive effects and better expectances compare to other three leadership theories. Therefore, the administrator mode of the Post supervisor, if compared with "paternalistic leadership", "transformational leadership", "charismatic leadership", and "LMX leadership", the "LMX leadership" is more suitable. Finally, base on the result of research, some concrete suggestions can be given to the Post Office and later researchers.

No description available.

Purpose: The purpose of this paper is to, from an employees’ perspective, study how to define leadership and how a good leader is characterised in terms of traits, charisma and efficiency. Method: This study was made by using a qualitative approach with semi-structured interviews and has been collected through chain sampling. Theoretical framework: The basis of this study is theories that provide different definitions of leadership, traits required for leaders and also what efficiency, effective leadership and charismatic leaders means according to different researchers. Empiricism: Data for this study has been collected through seventeen interviews with people in varied positions. One of them was performed via mail and the remaining eye-to-eye. The age of the respondents varies as well as knowledge and experience of leadership, since all of them have or have had leaders and some of them are or have been leaders. Conclusion: The employees’ definition of leadership is based on traits and personality and show that there is a common link between good, effective and charismatic leadership. However, from the employees’ perspective it is not possible to find a clear equal sign between the three concepts.

本研究旨在探討國民中學校長魅力領導與教師組織公民行為之關係，希望藉由理論探討與實證研究的結果，提出建議作為校長領導與提昇教師組織公民行為的參考。 本研究採用問卷調查法，以台北市、台北縣共計抽取45所公私立國民中學的945位正式教師為研究對象，有效問卷752份，問卷回收後以描述統計分析、t考驗、單因子變異數分析、典型相關分析，多元逐步迴歸分析等統計方法進行資料分析。 本研究之主要研究發現歸納如下： 一、台北縣市國民中學教師對於校長魅力領導屬良好正向的狀態，以「願景塑造」的構面知覺感受最高。 二、教師之組織公民行為積極正向知覺發展。以「組織公民表現」構面自覺表現最佳。 三、教師對校長魅力領導的知覺會因為教師的性別、年資、職務、年齡、學校制別及學校規模的不同而有所差異。 四、男性教師、私立國民中學、規模24班以下的國民中學教師對校長魅力領導知覺感受最高。 五、教師對組織公民行為的自覺表現會因為教師的性別、年齡、學歷、年資、職務、學校制別及學校規模的不同而有所差異。 六、男性教師、一般大學畢業、年資16年以上、私立國民中學、規模24班以下的國民中學教師對教師組織公民行為之表現最高。 七、國民中學校長魅力領導以「願景塑造」對教師教師組織公民行為的預測力最高。 八、教師組織公民行為各構面與校長魅力領導皆呈顯著正相關。其中以「人際公民表現」與校長魅力領導相關程度最高。 九、校長魅力領導的表現愈高，對於教師的組織公民行為表現也愈高，尤其是校長在「願景塑造」及「環境知覺」能有較佳的展現時，就愈能提高教師在組織公民行為中的「人際公民表現」。 最後依據本研究之主要發現與結論，分別就實務應用及未來研究兩方面提出具體建議，以供學校及教育行政機關或後續研究之參考。 關鍵詞:魅力領導、組織公民行為 / This research object is focused on exploring the relationship between principals’ charismatic leadership and teachers’ organizational citizenship behavior in junior high schools, by way of related theory investigation and empirical study conclusions will be referred to the education department for principals leadership and teachers organizational behavior improvement and reference. This research was conducted under the questionnaire survey aiming at qualified teachers of Taipei public and private junior high schools with sampling size of 945 volunteer and withdrew 752 copies thereof effective. Regarding the research tool includes C-K education scale questionnaire and was collected ,compiled by the researcher, then followed by descriptive statistics through SPSS package, t-test , one-way variance analysis, typical correlation analysis and multiple -regression analysis model . According to the research analysis and discussion, it comes to the conclusions as following： 1.Scale score statistics results revealed that teachers of Taipei public and private junior high schools recognized principals leadership of charisma and to be positive, among the charismatic leadership 5 dimensions, “strategic vision and articulation” perception ranks the top. 2.It also showed teachers well perceived organizational citizenship behavior, among the organizational citizenship behavior 3 dimensions, “OCBO “perception are of the most. 3.School teachers perceived principals leadership of charisma depends on teachers’ sex, seniority , position ,age, academic system and size of school. 4.School teachers who are male, in private junior high schools with classes under 24, perceived principals leadership of charisma the most. 5.School teachers toward “organizational citizenship behavior” perception depends on teachers’ sex, seniority , position ,age, academic system and size of school. 6.School teachers who are male, university graduate , seniority over 16 years ,in private junior high schools with classes under 24, perceived “school -benefit orientation” the most. 7.School principals charismatic leadership appeal to “strategic vision and articulation” ,which is the most significant determinant of teachers organizational citizenship behavior. 8.Each dimension of teachers organizational behavior is significantly, positively correlated with school principals charismatic leadership, among the most is “ OCBI.” 9.The principals charismatic leadership performance is higher, teachers more behave with school -benefit orientation , especially principals performed well in “strategic vision and articulation”and“sensitivity to the environment”, which enhances teachers “OCBI” Finally, according to the research findings and conclusions , bring up some suggestions regarding practice applications and subsequent studies respectively to schools and education authorities.

Syfte: Studien syftar till att undersöka hur valet av revisorns initiala förhandlingsstrategi påverkas av det karismatiska ledarskapet utövat av klientens CFO. Studiens forskningsfrågor berör även vilka förhandlingsstrategier som är det mest sannolika att revisorn väljer att tillämpa när klientens CFO upplevs som karismatisk. Metod: Studien baseras på positivistiskt synsätt där jag genom en deduktiv ansats har prövat resultatet från en kvantitativ undersökning mot teorier inom området. Studien har en tvärsnittsdesign. Datainsamlingen gjordes genom en webbaserad enkätundersökning som skickades ut till revisorer verksamma i Sverige. Resultat & slutsats: Studien bekräftar att begreppet karismatisk ledare är relevant i sammanhanget då det visar att respondenterna upplever starka och svaga ledare i sin dagliga förhandlingsgärning i termer av karismatiska ledare. Vidare kunde studien identifiera ett samband mellan en av förhandlingsstrategierna och karismatiskt ledarskap. Uppsatsens bidrag: Studien bidrar till redovisningslitteraturen genom att gestalta förhandlingen mellan revisorer och klienter som ett socialt fenomen där möjligheten att inflyta över motparten är central. Vidare är studien ensam om att undersöka karismatiskt ledarskap som påverkansfaktor på revisorns val av förhandlingsstrategi. Förslag till fortsatt forskning: Studiens begränsningar utgörs av den låga svarsfrekvensen och svårigheten att iscensätta effekterna av ett karismatiskt ledarskap. Vidare studier bör anta en mer experimentell karaktär för att ytterligare kunna förklara den potentiella effekten som det karismatiska ledarskapet kan ha på revisorers val av förhandlingsstrategi samt en studie av hur klientens val av förhandlingsstrategi påverkar revisorns val av förhandlingsstrategi. / Aim: The study aims at investigating how the choice of the auditor's initial negotiation strategy is influenced by the charismatic leadership exercised by the client's CFO. The research questions also concern which negotiation strategies are most likely that the auditor chooses to apply when the client's CFO is perceived as charismatic. Method: The study is based on positivistic and deductive approach, through which I have tested the result of a quantitative survey with theories in the field. The study has a cross sectional design. The data collection was done through a web-based survey that was sent to auditors operating in Sweden. Result & Conclusions: The study confirms that the term charismatic leader is relevant in this context as it shows that respondents experience strong and weak leaders in their daily negotiation action in terms of charismatic leaders. Furthermore, the study could identify a link between one of the negotiation strategies and charismatic leadership. Suggestions for future research: The study contributes to the accounting literature by stating the relationship between auditors and their clients, and more specifically the negotiation between auditors and clients as a social phenomenon. Furthermore, the study is alone in applying the charismatic leadership as an impact factor on the auditor's choice of negotiation strategy. Contribution of the thesis: The limitations of the study consist of the low response rate and the difficulty in staging the effects of charismatic leadership. Further studies should adopt a more experimental character to further explain the potential impact that charismatic leadership may have on the auditors' choice of negotiation strategy as well as a study of how the client's choice of negotiation strategy influences the auditor's choice of negotiation strategy.

The overall purpose of the study is to investigate narcissistic leadership in the Swedish Armed Forces. Since research on narcissism in the Swedish Armed Forces is an unexplored area the research design has an open and unconditional attitude to the research area. This open and explorative approach is achieved through using the method Grounded Theory. The results show that the informants have experienced narcissistic leadership in the Swedish Armed Forces. In addition, the results indicate that such leadership, from a career point of view, can be competitive, but over time is doomed to fail. The empirical data illustrates examples of that military leaders with narcissistic personality traits can advance in the hierarchy and potentially cause harm to the organization. Empirical data also indicates that there are many difficulties associated with identifying narcissists in the Swedish Armed Forces. This can possibly be correlated with the fact that the traits associated with grandiose narcissism substantially overlaps with what we think of as transformational leadership. The aim of the study is relevant since destructive narcissistic leaders annually lead several companies and organizations to ruin, causing great expense and much suffering among their followers.