An Investigation of the Relationship Between Acculturation, Follower Identity and Organizational Climate with Leadership Effectiveness
Notice bibliographique
Résumé
Increasing international human migration resulting in 'globalization' of the workplace has brought in unique benefits as well as challenges.This study broadens the literature lying on the intersection of leadership and diversity in such organizational settings.While earlier empirical work concerning leadership in diverse groups has focussed on how majority leaders should manage dissimilar group members, this study investigated effectiveness of minority leaders who were dissimilar to the group they were leading.Specifically, the study was focused on investigating factors that are potentially related to a leader's effectiveness in a small group.Such factors included the state of immigrant acculturation to destination country's culture; group members' perceptions of leader group prototypicality and leader stereotypicality; effects of group ethnic diversity; and moderating influence of an organizational climate that is inclusive or otherwise.The data for this quantitative study came from 51 groups, ranging in size from 4 to 9 members, within diverse work settings (such as government or industry), in the Canadian workplace.The group leaders were first generation South Asians.Demographic data for the analysis was obtained from both leaders and group members.Using a convenience sample and a cross sectional design, this multilevel data was analysed using mixed model analysis with R.The results indicated that immigrant leaders unanimously chose to fully integrate with destination country's culture.Leader group prototypicality and leader stereotypicality were found to be important factors which contributed significantly to individual and group level perceptions of a leader's effectiveness.However, group demographic diversity was found not related to follower perceptions of leadership effectiveness.Another significant finding was that perceptions of leader effectiveness were not biased by leader gender.While majority of leaders found organizational climate as being inclusive, this factor was not found to significantly moderate the relationship between follower perceptions of leadership and follower ratings of leadership effectiveness.These findings have important implications for academic scholarship, business landscape, and policy makers.Specifically, this study provides empirical evidence that when immigrants accept and absorb the destination country's culture and values, they are better placed for leadership roles and are a potential resource that can significantly contribute to the human capital of the receiving nation.Similarly, the negative effects of diversity are minimized in inclusive work environments.Furthermore, dissimilar leaders in ethnically diverse groups being perceived as 'group prototypical' seems to suggest that the concept of group prototypicality itself has different connotations in varied settings.
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Comment cette classification a été obtenuedéplier
Prédiction machine sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Le volet Gemma est une étiquette directe du modèle pour chaque travail de la base, lue sur la notice réduite au titre. Le volet Codex est un classifieur appris des 10 348 étiquettes directes de Codex et calibré sur les taux pondérés de l'échantillon; les champs sans appui suffisant ne portent aucun appel Codex. Le mode candidate est l'union des deux volets; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont pas des étiquettes humaines.
Scores du classifieur distillé par catégorie (deux têtes)
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,002 | 0,008 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,001 | 0,001 |
| Études des sciences et des technologies | 0,001 | 0,001 |
| Communication savante | 0,002 | 0,001 |
| Science ouverte | 0,000 | 0,001 |
| Intégrité de la recherche | 0,000 | 0,001 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,005 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule source (Gemma direct ou Codex distillé), pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».