Émergence des comportements de leadership transformationnel : examen de l’apport d’une approche basée sur les composites de personnalité et d’une perspective interactionniste

Comprendre ce qui amène un leader à émettre des comportements de leadership transformationnel fascine les chercheurs et praticiens depuis plusieurs années (Bommer, Rubin, & Baldwin, 2004; Bono & Judge, 2004; Shamir & Howell, 1999 ; Stogdill, 1948; Yukl, 1999). Or, jusqu’à présent, ces facteurs sont encore bien peu étudiés et compris comparativement aux conséquences de ce style de leadership. Dans cette lignée, la présente thèse répond à différents enjeux soulevés par les auteurs à ce sujet (Dinh & Lord, 2012; Zaccaro, 2007) en cherchant à préciser le rôle joué par différents antécédents individuels et contextuels du leadership transformationnel. Cet objectif sera poursuivi par l’adoption d’une perspective interactionniste qui intègre des antécédents de personnalité et de contexte ainsi par l’évaluation de la personnalité à l’aide d’une modélisation de la personnalité orientée vers le critère à prédire (variable composite). La présente thèse est composée de trois articles poursuivant les objectifs suivant : 1) Effectuer une synthèse de la littérature empirique portant sur les antécédents individuels et contextuels du leadership transformationnel; 2) Vérifier les liens empiriques entre la personnalité mesurée à l’aide de variables composites, plus précisément le modèle des Great Eight de Bartram (2005), et le leadership transformationnel; 3) Tester empiriquement l’effet d’interaction entre les variables de personnalité et les variables contextuelles pour prédire le leadership transformationnel. Le premier article vise d’abord à circonscrire et organiser les connaissances empiriques actuelles provenant d’une quarantaine d’articles concernant les antécédents du leadership transformationnel. L’article s’organise en trois thèmes principaux : les antécédents individuels de personnalité, les antécédents contextuels et l’étude des interactions entre le volet individuel et contextuel. Plusieurs constats et pistes de recherches sont discutés et mettent la table pour les deux articles subséquents. Ainsi, le second article s’intéresse au potentiel explicatif d’un modèle de personnalité orienté vers le critère pour prédire le leadership. Plus spécifiquement, le modèle des Great Eight proposé par Bartram (2005) est mis en relation avec les comportements de leadership transformationnel et de récompense contingente. Les résultats, obtenus auprès de 113 gestionnaires et de leurs 799 subordonnés, donnent peu d’appui à la valeur ajoutée du modèle utilisé, mais indiquent que certaines tendances de personnalité sont associées au leadership. Des analyses supplémentaires permettent de nuancer la compréhension des effets observés dans la documentation scientifique et offrent quelques pistes de groupements de traits pouvant prédire les différents comportements de leadership. Le troisième article s’inspire de la théorie de l’activation des traits (Tett & Burnett, 2003) pour vérifier l’effet combiné de la personnalité du gestionnaire et du contexte dans lequel il évolue en vue de prédire le leadership transformationnel. Les résultats (ngestionnaires = 89; nsubordonnés = 643) n’offrent qu’un appui modéré au rationnel sous-jacent du modèle de l’activation des traits. Toutefois, il en ressort que l’aspect relationnel du gestionnaire (opérationnalisé par le composite de personnalité « soutien et coopération ») est associé à l’émergence du leadership transformationnel uniquement lorsque les facteurs contextuels (considération organisationnelle, latitude décisionnelle) sont perçus positivement par le gestionnaire. L’étude permet donc d’éclaircir une part de la variabilité observée dans les études antérieures concernant la tendance relationnelle du gestionnaire, en soulignant sa sensibilité à des facteurs contextuels positifs.

Bosniacki chaos. Zrodla kryzysu politycznego we wspolczesnej Bosni i Hercegowinie. Prace OSW 31/2009. = Bosnia's chaos. Causes of the political crisis in Bosnia and Herzegovina today. OSW Study 31/2009

A new form of 'transformational crisis' has been observed in Bosnia and Herzegovina since at least 2005. Politicians representing the three major ethno-political communities (Bosnians, Croats and Serbs) have successively been raising disputes and have employed various political tools to preserve the conflicts instead of resolving them. As a result, the central state institutions and organisations have been weakened and attempts to replace them with narrower ethnic structures have been made. This is increasingly paralysing the state, thus impeding its everyday operation and preventing its structures and legislation from being modernised; had this been achieved, it would have resulted in a real acceleration of the process of Bosnia's integration with the EU and NATO. The present crisis is also an effect of the disagreement between the key international players - the European Union, the United States and Russia - over the 'plan for Bosnia' and the role and duties of the Office of the High Representative, who acts on behalf of the international community in the country.

Spotlight-Europe - March 2015: The EU neighbourhood in shambles. Some recommendations for a new European neighbourhood strategy

Executive Summary. An “arc of instability” stretching from the European Union’s (EU) eastern borders down to the Mediterranean basin has undermined its flagship European Neighbourhood Policy (ENP). This policy was designed to deliver prosperity, stability and democracy to countries surrounding the EU. It has manifestly failed and needs to be radically rethought. Starting with a tabula rasa, the EU should abandon the very concept of a heterogeneous “neighbourhood” in the face of glaring differences among the 16 countries affected, not least because some are uninterested in reform; others may even be failed states. EU member states are themselves pursuing divergent interests and goals. A fundamental review of the ENP should lead to more differentiated, targeted measures to promote “transformational change” within neighbouring states ready to accept it. The EU should offer revised incentives such as participation within the proposed “energy union” or freer trade designed to aid local economic development. It should embrace a wider range of actors, including civil society, promote entrepreneurship and help reform countries’ police and military forces. The review should reassert common EU institutions in negotiating and working with neighbours and give them a central role in preventing and resolving conflicts as well as promoting democratic reform and economic stability. This revised ENP should help underpin the EU’s efforts to forge a genuine Common Foreign and Security Policy.

Changing Banking Supervision in the Eurozone: the ECB as a Policy Entrepreneur. Bruges Political Research Paper No. 38, December 2014

In 2012, the European Union adopted a transformational change to its banking policy for the Eurozone. It dropped the model of decentralized supervision and regulatory competition between countries, and replaced it with a single supervisor and harmonization. Transferring banking supervision to the ECB also alters the existing constitutional order. The policy process leading to this transformational change was rapid and highly political, which was different compared to earlier incremental changes to banking policy. Kingdon's model, whereby policy entrepreneurs seize opportunities at times when the independent streams of solutions, problems and politics converge, partly explains this transformation. The study of EU banking policy suggests, however, that the multiple streams framework should pay more attention to the way in which entrepreneurs engineer fluctuations within the streams and thereby contribute to creating opportunities for change. This paper identifies the ECB as an effective entrepreneur which also played an active role in political bargaining.

Émergence des comportements de leadership transformationnel : examen de l’apport d’une approche basée sur les composites de personnalité et d’une perspective interactionniste

Comprendre ce qui amène un leader à émettre des comportements de leadership transformationnel fascine les chercheurs et praticiens depuis plusieurs années (Bommer, Rubin, & Baldwin, 2004; Bono & Judge, 2004; Shamir & Howell, 1999 ; Stogdill, 1948; Yukl, 1999). Or, jusqu’à présent, ces facteurs sont encore bien peu étudiés et compris comparativement aux conséquences de ce style de leadership. Dans cette lignée, la présente thèse répond à différents enjeux soulevés par les auteurs à ce sujet (Dinh & Lord, 2012; Zaccaro, 2007) en cherchant à préciser le rôle joué par différents antécédents individuels et contextuels du leadership transformationnel. Cet objectif sera poursuivi par l’adoption d’une perspective interactionniste qui intègre des antécédents de personnalité et de contexte ainsi par l’évaluation de la personnalité à l’aide d’une modélisation de la personnalité orientée vers le critère à prédire (variable composite). La présente thèse est composée de trois articles poursuivant les objectifs suivant : 1) Effectuer une synthèse de la littérature empirique portant sur les antécédents individuels et contextuels du leadership transformationnel; 2) Vérifier les liens empiriques entre la personnalité mesurée à l’aide de variables composites, plus précisément le modèle des Great Eight de Bartram (2005), et le leadership transformationnel; 3) Tester empiriquement l’effet d’interaction entre les variables de personnalité et les variables contextuelles pour prédire le leadership transformationnel. Le premier article vise d’abord à circonscrire et organiser les connaissances empiriques actuelles provenant d’une quarantaine d’articles concernant les antécédents du leadership transformationnel. L’article s’organise en trois thèmes principaux : les antécédents individuels de personnalité, les antécédents contextuels et l’étude des interactions entre le volet individuel et contextuel. Plusieurs constats et pistes de recherches sont discutés et mettent la table pour les deux articles subséquents. Ainsi, le second article s’intéresse au potentiel explicatif d’un modèle de personnalité orienté vers le critère pour prédire le leadership. Plus spécifiquement, le modèle des Great Eight proposé par Bartram (2005) est mis en relation avec les comportements de leadership transformationnel et de récompense contingente. Les résultats, obtenus auprès de 113 gestionnaires et de leurs 799 subordonnés, donnent peu d’appui à la valeur ajoutée du modèle utilisé, mais indiquent que certaines tendances de personnalité sont associées au leadership. Des analyses supplémentaires permettent de nuancer la compréhension des effets observés dans la documentation scientifique et offrent quelques pistes de groupements de traits pouvant prédire les différents comportements de leadership. Le troisième article s’inspire de la théorie de l’activation des traits (Tett & Burnett, 2003) pour vérifier l’effet combiné de la personnalité du gestionnaire et du contexte dans lequel il évolue en vue de prédire le leadership transformationnel. Les résultats (ngestionnaires = 89; nsubordonnés = 643) n’offrent qu’un appui modéré au rationnel sous-jacent du modèle de l’activation des traits. Toutefois, il en ressort que l’aspect relationnel du gestionnaire (opérationnalisé par le composite de personnalité « soutien et coopération ») est associé à l’émergence du leadership transformationnel uniquement lorsque les facteurs contextuels (considération organisationnelle, latitude décisionnelle) sont perçus positivement par le gestionnaire. L’étude permet donc d’éclaircir une part de la variabilité observée dans les études antérieures concernant la tendance relationnelle du gestionnaire, en soulignant sa sensibilité à des facteurs contextuels positifs.

Transformation for what? /

One of the most significant of global security reassessments is currently underway, driven by Operations IRAQI FREEDOM and Operation ENDURING FREEDOM, continuing technological developments, budget constraints, and the debate associated with the 2005 Quadrennial Defense Review. To provide senior defense leaders with ideas on security transformation, the Strategic Studies Institute has joined with the Belfer Center for Science and International Affairs at Harvard University's John F. Kennedy School of Government to bring together top experts on an annual basis. For the third meeting in this series--held in November 2004--the National Defense University joined as a partner. The informed and free flowing debate at this conference generated a range of frank assessments and creative ideas about the status of security transformation. This report summarizes the debates and findings of the November session.

Subordinate-manager gender combination and perceived leadership style influence on emotions, self-esteem and organizational commitment

A theoretical model was developed to investigate the relationships among subordinate-manager gender combinations, perceived leadership style, experienced frustration and optimism, organization-based self-esteem and organizational commitment. The model was tested within the context of a probabilistic structural model, a discrete Bayesian network, using cross-sectional data from a global pharmaceutical company. The Bayesian network allowed forward inference to assess the relative influence of gender combination and leadership style on the emotions, self-esteem and commitment consequence variables. Further, diagnostics from backward inference were used to assess the relative influence of variables antecedent to organizational commitment. The results showed that gender combination was independent of leadership style and had a direct impact on subordinates' levels of frustration and optimism. Female manager-female subordinate had the largest probability of optimism, while male manager teamed with a male subordinate had the largest probability of frustration. Furthermore, having a female manager teamed up with a male subordinate resulted in the lowest possibility of frustration. However, the findings show that the gender issue is not simply female managers versus male managers, but is concerned with the interaction of the subordinate-manager gender combination and leadership style in a nonlinear manner. (C) 2003 Elsevier Inc. All rights reserved.

Leadership, self, and identity: A review and research agenda

This article reviews empirical research on the role of follower self-conception in leader-ship effectiveness. and specifies an agenda for future research in this area. The review shows that several aspects of follower self-conception (i.e., self-construal, self-efficacy, self-esteem, and self-consistency) may be affected by leadership. and may mediate the effects of leadership on follower behavior. There also is consistent evidence that follower self-construal moderates the impact of leadership on follower attitudes and behavior. Two key themes for future research are defined. First, future research should focus on the development of theory about the role of relational self-construal in the leadership process. Second, it seems particularly valuable to develop theory about the interplay of different aspects of follower self-conception in leadership effectiveness. including the interactive effects of these aspects of self Working backwards from these theoretical models of follower self-conception, specific leader behavior relevant to these aspects of self should then be identified. (C) 2004 Elsevier Inc. All rights reserved.

Effective leadership in salient groups: Revisiting leader-member exchange theory from the perspective of the social identity theory of leadership

Two studies compared leader-member exchange (LMX) theory and the social identity theory of leadership. Study 1 surveyed 439 employees of organizations in Wales, measuring Work group salience, leader-member relations, and perceived leadership effectiveness. Study 2 surveyed 128 members of organizations in India, measuring identification not salience and also individualism/collectivism. Both studies provided good support for social identity predictions. Depersonalized leader-member relations were associated with greater leadership effectiveness among high- than low-salient groups (Study 1) and among high than low identifiers (Study 2). Personalized leadership effectiveness was less affected by salience (Study 1) and unaffected by identification (Study 2). Low-salience groups preferred personalized leadership more than did high-salience groups (Study 1). Low identifiers showed no preference but high identifiers preferred depersonalized leadership (Study 2). In Study 2, collectivists did not Prefer depersonalized as opposed to personalized leadership, whereas individualists did, probably because collectivists focus more on the relational self.

Demographic category membership and leadership in small groups: A social identity analysis

Developing the social identity theory of leadership (e.g., [Hogg, M. A. (2001). A social identity theory of leadership. Personality and Social Psychology Review, 5, 184-200]), an experiment (N=257) tested the hypothesis that as group members identify more strongly with their group (salience) their evaluations of leadership effectiveness become more strongly influenced by the extent to which their demographic stereotype-based impressions of their leader match the norm of the group (prototypicality). Participants, with more or less traditional gender attitudes (orientation), were members, under high or low group salience conditions (salience), of non-interactive laboratory groups that had instrumental or expressive group norms (norm), and a male or female leader (leader gender). As predicted, these four variables interacted significantly to affect perceptions of leadership effectiveness. Reconfiguration of the eight conditions formed by orientation, norm and leader gender produced a single prototypicality variable. Irrespective of participant gender, prototypical leaders were considered more effective in high then low salience groups, and in high salience groups prototypical leaders were more effective than less prototypical leaders. Alternative explanations based on status characteristics and role incongruity theory do not account well for the findings. Implications of these results for the glass ceiling effect and for a wider social identity analysis of the impact of demographic group membership on leadership in small groups are discussed. (c) 2006 Elsevier Inc. All rights reserved.

Refining individualized consideration: Distinguishing developmental leadership and supportive leadership

This study explores the theoretical and empirical distinction between developmental leadership and supportive leadership, which are currently encompassed in a single sub dimension of transformational leadership, individualized consideration. Items were selected to assess these constructs, and hypotheses regarding the differential effects of developmental and supportive leadership were proposed. Confirmatory factor analyses provided support for the proposed distinction between developmental and supportive leadership, although these leadership factors were very strongly associated. Structural equation modelling and multi-level modelling results indicated that both developmental leadership and supportive leadership displayed unique relationships with theoretically selected outcome measures. Developmental leadership displayed significantly stronger relationships with job satisfaction, career certainty, affective commitment to the organization and role breadth self-efficacy than did supportive leadership. Results provide initial evidence in support of the discriminant validity of these two types of leadership. Discussion focuses on the need to further examine the construct of developmental leadership.

Enabling change for corporate sustainability: An integrated perspective

This article explores the processes of change that enable corporations to move towards sustainable practices, focusing on the human resource and business strategies that support rather than diminish global ecology and human/social capabilities. We argue that this unified approach is necessary to bring about a change in the interpretation of corporate sustainability and to support the activities of change agents (managers, consultants, and community activists) in managing the massive corporate change needed to move corporations toward sustainable practices in a systematic way. We propose a schema in the form of an integrated phase model for understanding how corporations move from compliance modes to the attainment of strategic sustainability and beyond to the ‘ideal’ or sustaining corporation. We discuss the leadership of change and the roles and strategies that corporate change agents can employ to bring about both incremental and transformational change for sustainability.

An Autonomic Framework for Mobile Cloud Computing

This thesis presents the formal definition of a novel Mobile Cloud Computing (MCC) extension of the Networked Autonomic Machine (NAM) framework, a general-purpose conceptual tool which describes large-scale distributed autonomic systems. The introduction of autonomic policies in the MCC paradigm has proved to be an effective technique to increase the robustness and flexibility of MCC systems. In particular, autonomic policies based on continuous resource and connectivity monitoring help automate context-aware decisions for computation offloading. We have also provided NAM with a formalization in terms of a transformational operational semantics in order to fill the gap between its existing Java implementation NAM4J and its conceptual definition. Moreover, we have extended NAM4J by adding several components with the purpose of managing large scale autonomic distributed environments. In particular, the middleware allows for the implementation of peer-to-peer (P2P) networks of NAM nodes. Moreover, NAM mobility actions have been implemented to enable the migration of code, execution state and data. Within NAM4J, we have designed and developed a component, denoted as context bus, which is particularly useful in collaborative applications in that, if replicated on each peer, it instantiates a virtual shared channel allowing nodes to notify and get notified about context events. Regarding the autonomic policies management, we have provided NAM4J with a rule engine, whose purpose is to allow a system to autonomously determine when offloading is convenient. We have also provided NAM4J with trust and reputation management mechanisms to make the middleware suitable for applications in which such aspects are of great interest. To this purpose, we have designed and implemented a distributed framework, denoted as DARTSense, where no central server is required, as reputation values are stored and updated by participants in a subjective fashion. We have also investigated the literature regarding MCC systems. The analysis pointed out that all MCC models focus on mobile devices, and consider the Cloud as a system with unlimited resources. To contribute in filling this gap, we defined a modeling and simulation framework for the design and analysis of MCC systems, encompassing both their sides. We have also implemented a modular and reusable simulator of the model. We have applied the NAM principles to two different application scenarios. First, we have defined a hybrid P2P/cloud approach where components and protocols are autonomically configured according to specific target goals, such as cost-effectiveness, reliability and availability. Merging P2P and cloud paradigms brings together the advantages of both: high availability, provided by the Cloud presence, and low cost, by exploiting inexpensive peers resources. As an example, we have shown how the proposed approach can be used to design NAM-based collaborative storage systems based on an autonomic policy to decide how to distribute data chunks among peers and Cloud, according to cost minimization and data availability goals. As a second application, we have defined an autonomic architecture for decentralized urban participatory sensing (UPS) which bridges sensor networks and mobile systems to improve effectiveness and efficiency. The developed application allows users to retrieve and publish different types of sensed information by using the features provided by NAM4J's context bus. Trust and reputation is managed through the application of DARTSense mechanisms. Also, the application includes an autonomic policy that detects areas characterized by few contributors, and tries to recruit new providers by migrating code necessary to sensing, through NAM mobility actions.

GESTÃO DO CONHECIMENTO: UM ESTUDO SOBRE A RELAÇÃO ENTRE A LIDERANÇA TRANSFORMACIONAL, A CONVERSÃO DO CONHECIMENTO E A EFICÁCIA ORGANIZACIONAL

Este estudo teve como objetivo principal analisar a relação entre a Liderança Transformacional, a Conversão do Conhecimento e a Eficácia Organizacional. Foram considerados como pressupostos teóricos conceitos consolidados sobre os temas desta relação, além de recentes pesquisas já realizadas em outros países e contextos organizacionais. Com base nisto identificou-se potencial estudo de um modelo que relacionasse estes três conceitos. Para tal considera-se que as organizações que buscam atingir Vantagem Competitiva e incorporam a Knowledge-Based View possam conquistar diferenciação frente a seus concorrentes. Nesse contexto o conhecimento ganha maior destaque e papel protagonista nestas organizações. Dessa forma criar conhecimento através de seus colaboradores, passa a ser um dos desafios dessas organizações ao passo que sugere melhoria de seus indicadores Econômicos, Sociais, Sistêmicos e Políticos, o que se define por Eficácia Organizacional. Portanto os modos de conversão do conhecimento nas organizações, demonstram relevância, uma vez que se cria e se converte conhecimentos através da interação entre o conhecimento existente de seus colaboradores. Essa conversão do conhecimento ou modelo SECI possui quatro modos que são a Socialização, Externalização, Combinação e Internalização. Nessa perspectiva a liderança nas organizações apresenta-se como um elemento capaz de influenciar seus colaboradores, propiciando maior dinâmica ao modelo SECI de conversão do conhecimento. Se identifica então na liderança do tipo Transformacional, características que possam influenciar colaboradores e entende-se que esta relação entre a Liderança Transformacional e a Conversão do Conhecimento possa ter influência positiva nos indicadores da Eficácia Organizacional. Dessa forma esta pesquisa buscou analisar um modelo que explorasse essa relação entre a liderança do tipo Transformacional, a Conversão do Conhecimento (SECI) e a Eficácia Organizacional. Esta pesquisa teve o caráter quantitativo com coleta de dados através do método survey, obtendo um total de 230 respondentes válidos de diferentes organizações. O instrumento de coleta de dados foi composto por afirmativas relativas ao modelo de relação pesquisado com um total de 44 itens. O perfil de respondentes concentrou-se entre 30 e 39 anos de idade, com a predominância de organizações privadas e de departamentos de TI/Telecom, Docência e Recursos Humanos respectivamente. O tratamento dos dados foi através da Análise Fatorial Exploratória e Modelagem de Equações Estruturais via Partial Least Square Path Modeling (PLS-PM). Como resultado da análise desta pesquisa, as hipóteses puderam ser confirmadas, concluindo que a Liderança Transformacional apresenta influência positiva nos modos de Conversão do Conhecimento e que; a Conversão do Conhecimento influencia positivamente na Eficácia Organizacional. Ainda, concluiu-se que a percepção entre os respondentes não apresenta resultado diferente sobre o modelo desta pesquisa entre quem possui ou não função de liderança.

Organizations driving positive social change:a review and an integrative framework of change processes

Academic and practitioner interest in how market-based organizations can drive positive social change (PSC) is steadily growing. This paper helps to recast how organizations relate to society. It integrates research on projects stimulating PSC – the transformational processes to advance societal well-being – which is fragmented across different streams of research in management and related disciplines. Focusing on the mechanisms at play in how organizations and their projects affect change in targets outside of organizational boundaries, we 1) clarify the nature of PSC as a process, 2) develop an integrative framework that specifies two distinct PSC strategies, 3) take stock of and offer a categorization scheme for change mechanisms and enabling organizational practices, and 4) outline opportunities for future research. Our conceptual framework differentiates between surface- and deep-level PSC strategies understood as distinct combinations of change mechanisms and enabling organizational practices. These strategies differ in the nature and speed of transformation experienced by the targets of change projects and the resulting quality (pervasiveness and durability), timing, and reach of social impact. Our findings provide a solid base for integrating and advancing knowledge across the largely disparate streams of management research on Corporate Social Responsibility, Social Entrepreneurship, and Base of the Pyramid, and open up important new avenues for future research on organizing for PSC and on unpacking PSC processes.