Systematic variation in organizationally-shared cognitive prototypes of effective leadership based on organizational form.

By Marcus W. Dickson, Christian J Resick, P. Hanges. 2006

86 citations recorded by the source corpus.

Subfields: Artificial Intelligence, Social Psychology, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/bc28262439b9a684cf71bdfb499e9d78bedaf60e

How researchers see this paper

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

In Artificial Intelligence

1. Florian Kunze
2. David A. Waldman
3. Stephan A. Boehm
4. Heike Bruch
5. Michael S. Cole

In Social Psychology

1. Heike Bruch
2. Torsten Biemann
3. P. Koveos
4. Florian Kunze
5. S. Voelpel ‡
6. Nathan T. Washburn
7. Linghui Tang
8. David A. Waldman

In Strategy and Management

1. David A. Waldman
2. P. Koveos
3. Florian Kunze
4. S. Voelpel ‡
5. Linghui Tang
6. R. House
7. Heike Bruch
8. Michael S. Cole

Citations in the corpus

• Unrequited Profit: How Stakeholder and Economic Values Relate to Subordinates' Perceptions of Leadership and Firm Performance (2008, background): “Although evidence suggests that some leadership prototypes vary across societal cultures, these scholars also discovered several universal leadership prototypes (Den Hartog et al., 1999; Dorfman, Hanges, and Brodbeck, 2004; House et al., 2004; Dickson, Resick, and Hanges, 2006).”
• Within-group agreement: On the use (and misuse) of rWG and rWG(J) in leadership research and some best practice guidelines. (2012, background): “Finally, Dickson, Resick, and Hanges (2006) studied the linkages between organizational-level factors and effective leadership (i.e., organizational-level of analysis).”
• A framework to update Hofstede's cultural value indices: economic dynamics and institutional stability (2008, background): “Although all surveys are conducted at the individual level, the two studies depart significantly in terms of how the individual scales are analyzed and aggregated to the societal level (Hanges & Dickson, 2006; Peterson & Castro, 2006).”
• Age Diversity, Age Discrimination Climate and Performance Consequences - a Cross Organizational Study (2011, result): “…controlled for organizations’ affiliation with one of the four broad classes of industries (i.e., services, manufacturing, trade, and finance and insurance; as reported in the key informant survey), as has been done in prior research (e.g., Dickson et al., 2006; Sine, Mitsuhashi, & Kirsch, 2006).”