<p> Given the breadth of implications that CEO psychological characteristics have for their organisations, in this manuscript I examine those characteristics as outcomes of the new CEO selection process. At the core of this theory is the realization that organisa¬tional successions may select executive types based on particular configurations of char-acteristics that respond to their governance, competitive, or performance needs. I first develop a typology of CEO psychological profiles (the <i>Independent Hero Leader </i>, the <i>Collaborative Champion Leader</i>, the <i> Classic Administrator Leader</i>, and the <i>Landmark Individualist Leader</i>) by cluster analysing a sample of 250 S&P 500 CEOs for which relevant psychological characteristics (i.e., narcissism, charisma, regulatory focus, honesty-humility, Machiavellianism, assertiveness, social influence, political skill, and pro-activeness, CSE, individualism and collectivism) were assessed with psycho-metrically valid scales utilising a videometric approach. Then, I hypothesize that a number of firm, board, and industry characteristics significantly affect the psychological profiles or types selected for new CEO appointments.</p><p>
| Identifer | oai:union.ndltd.org:PROQUEST/oai:pqdtoai.proquest.com:10842458 |
| Date | 20 March 2019 |
| Creators | Serna Garcini, Carlos Arturo |
| Publisher | Oklahoma State University |
| Source Sets | ProQuest.com |
| Language | English |
| Detected Language | English |
| Type | thesis |
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