The Future of Leadership Development: The Importance of Identity, Multi-Level Approaches, Self-Leadership, Physical Fitness, Shared Leadership, Networking, Creativity, Emotions, Spirituality and…

By C. Pearce. 2007

147 citations recorded by the source corpus.

Subfields: Clinical Psychology, Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/2675bfb1744f72a9c327232de371d8567b9b3829

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. Marco Furtner
2. Gloria L. Sweida
3. R. Reichard
4. Bilal Bin Saeed
5. Syed Imad Shah
6. Gordon Wang
7. Bilal Afsar
8. Asad Shahjehan

In Demography

1. Gordon Wang
2. Rick D. Hackett
3. Gloria L. Sweida
4. R. Reichard
5. Bilal Afsar
6. Eugene Yu Jin Tee
7. Neal M. Ashkanasy

In Organizational Behavior and Human Resource Management

1. Eugene Yu Jin Tee
2. Marco Furtner
3. J. Rauthmann
4. Urs Baldegger
5. Neil Paulsen
6. Neal M. Ashkanasy
7. Gloria L. Sweida
8. R. Reichard

Citations in the corpus

• Conceptualization and Measurement of Virtuous Leadership: Doing Well by Doing Good (2016, background): “The VLQ could also be administered to business school students to raise awareness of the importance of leader character and of character in general (Pearce, 2007).”
• Revisiting followership through a social identity perspective: the role of collective follower emotion and action (2013, background): “This reality implies thatmodels of leadership processes need to account for how leadership processes atmultiple levels shape leadership outcomes (House, Rousseau, & Thomas-Hunt, 1995; Klein, Tosi, & Canella, 1999; Pearce, 2007).”
• Gender stereotyping effects on entrepreneurial self‐efficacy and high‐growth entrepreneurial intention (2013, background): “Pearce (2007) argued that physical health is a necessary precursor to effective leadership in today’s high paced, high-stress work environment.”
• Does transformational leadership foster innovative work behavior? The roles of psychological empowerment, intrinsic motivation, and creative process engagement (2019, background): “The hypothesized model. orientation, supervisor support, and role breadth self-efficacy on the relationship between leadership styles and creativity (Pearce, 2007; Tierney, 2008).”
• Leading yourself and leading others: Linking self-leadership to transformational, transactional, and laissez-faire leadership (2013, background): “This has been repeatedly claimed by scholars (e.g., Manz & Sims, 1991; Pearce, 2007; Reichard & Johnson, 2011) and practitioners (e.g., Dee Hock, VISA founder).”