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Espoused implicit leadership and followership theories and emergent workplace relations: a factorial survey
Previous research on implicit leadership and followership theories (ILTs/IFTs) and interpersonal congruence thereof has primarily focused on preexisting, vertical leader-follower dyads. This study explores interpersonal congruence of ILTs/IFTs at earliest stages of emergent workplace relations in wh...
Autores principales: | , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
Frontiers Media S.A.
2023
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Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10206136/ https://www.ncbi.nlm.nih.gov/pubmed/37235094 http://dx.doi.org/10.3389/fpsyg.2023.1123303 |
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author | Hesmert, Laura Vogel, Rick |
author_facet | Hesmert, Laura Vogel, Rick |
author_sort | Hesmert, Laura |
collection | PubMed |
description | Previous research on implicit leadership and followership theories (ILTs/IFTs) and interpersonal congruence thereof has primarily focused on preexisting, vertical leader-follower dyads. This study explores interpersonal congruence of ILTs/IFTs at earliest stages of emergent workplace relations in which formal leader and follower roles are not preassigned. We suggest that ILTs/IFTs, when espoused to others, have sorting effects in the social marketplace of organizations toward adaptive workplace relations. We introduce the notion of espoused ILTs/IFTs (i.e., assumptions about leaders and followers that someone claims to have and articulates to others) and examine how congruence of self- and other-espoused ILTs/IFTs facilitates the initiation and emergence of lateral workplace relations in a ‘New Work’ design (i.e., job sharing). Results of an experimental study show that interpersonal congruence in espoused ILTs/IFTs drives attraction to a job sharing partner consistently across different types (ILTs vs. IFTs) and valences (prototypes vs. antiprototypes). While ILTs and IFTs have a similarly strong attraction effect when shared by self and other, the effect of prototype congruence is significantly larger than the effect of antiprototype congruence. The findings encourage leadership scholars to study ILTs/IFTs in a broader range of expression than hitherto and make practitioners aware of similarity biases in the formation of flexible work arrangements. |
format | Online Article Text |
id | pubmed-10206136 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2023 |
publisher | Frontiers Media S.A. |
record_format | MEDLINE/PubMed |
spelling | pubmed-102061362023-05-25 Espoused implicit leadership and followership theories and emergent workplace relations: a factorial survey Hesmert, Laura Vogel, Rick Front Psychol Psychology Previous research on implicit leadership and followership theories (ILTs/IFTs) and interpersonal congruence thereof has primarily focused on preexisting, vertical leader-follower dyads. This study explores interpersonal congruence of ILTs/IFTs at earliest stages of emergent workplace relations in which formal leader and follower roles are not preassigned. We suggest that ILTs/IFTs, when espoused to others, have sorting effects in the social marketplace of organizations toward adaptive workplace relations. We introduce the notion of espoused ILTs/IFTs (i.e., assumptions about leaders and followers that someone claims to have and articulates to others) and examine how congruence of self- and other-espoused ILTs/IFTs facilitates the initiation and emergence of lateral workplace relations in a ‘New Work’ design (i.e., job sharing). Results of an experimental study show that interpersonal congruence in espoused ILTs/IFTs drives attraction to a job sharing partner consistently across different types (ILTs vs. IFTs) and valences (prototypes vs. antiprototypes). While ILTs and IFTs have a similarly strong attraction effect when shared by self and other, the effect of prototype congruence is significantly larger than the effect of antiprototype congruence. The findings encourage leadership scholars to study ILTs/IFTs in a broader range of expression than hitherto and make practitioners aware of similarity biases in the formation of flexible work arrangements. Frontiers Media S.A. 2023-05-10 /pmc/articles/PMC10206136/ /pubmed/37235094 http://dx.doi.org/10.3389/fpsyg.2023.1123303 Text en Copyright © 2023 Hesmert and Vogel. https://creativecommons.org/licenses/by/4.0/This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms. |
spellingShingle | Psychology Hesmert, Laura Vogel, Rick Espoused implicit leadership and followership theories and emergent workplace relations: a factorial survey |
title | Espoused implicit leadership and followership theories and emergent workplace relations: a factorial survey |
title_full | Espoused implicit leadership and followership theories and emergent workplace relations: a factorial survey |
title_fullStr | Espoused implicit leadership and followership theories and emergent workplace relations: a factorial survey |
title_full_unstemmed | Espoused implicit leadership and followership theories and emergent workplace relations: a factorial survey |
title_short | Espoused implicit leadership and followership theories and emergent workplace relations: a factorial survey |
title_sort | espoused implicit leadership and followership theories and emergent workplace relations: a factorial survey |
topic | Psychology |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10206136/ https://www.ncbi.nlm.nih.gov/pubmed/37235094 http://dx.doi.org/10.3389/fpsyg.2023.1123303 |
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