The Leadership Research Colloquium 2015

What happens when a supervisor thinks she has a great relationship with a member of his team, but the team-member sees it differently? Or, what if the team-member thinks the relationship is solid and effective, but the supervisor mistrusts him? Given the sometimes complex and dynamic relationship between bosses and employees, how might specific factors have impact? Will it matter if team-members are new to the country? What is the impact of the boss’s emotional state?

The 2015 Leadership Research Colloquium will host faculty members from three universities, presenting the major findings from research projects in the field of leadership – seeking to shed light on these important questions that affect the daily work lives of many of us.

Thursday, April 9, 2015

Past empirical studies relating Narcissism to leadership have offered mixed results. The present study integrates prior research findings via meta-analysis to make four contributions to theory on Narcissism and leadership, by: (a) distinguishing between leadership emergence and leadership effectiveness, to reveal that Narcissism displays a positive relationship with leadership emergence, but no relationship with leadership effectiveness, (b) showing Narcissism’s positive effect on leadership emergence can be explained by leader Extraversion, (c) demonstrating that whereas observer-reported leadership effectiveness ratings (e.g., supervisor-report, subordinate-report, and peer-report) are not related to Narcissism, self-reported leadership effectiveness ratings are positively related to Narcissism, and (d) illustrating that the nil linear relationship between Narcissism and leadership effectiveness masks an underlying curvilinear trend, advancing the idea that there exists an optimal, midrange level of leader Narcissism.

The recipient of the 2014 Alvah H. Chapman Jr. Outstanding Dissertation Award is Dr. Emily Grijalva, whose dissertation titled, “Narcissism and Leadership: A Meta-Analytic Review of Linear and Nonlinear Relationships” was selected from numerous submissions representing more than four countries. Dr. Grijalva received her Ph.D. from the University of Illinois, Urbana-Champaign and will be starting in the fall as an Assistant Professor in the Department of Management at the University of Buffalo. Her research interests include Narcissism (links to leadership effectiveness, LMX & counter productivity; personality development; facets), Leadership (leader emergence and personality, gender and leadership) and Research Methods (measurement/psychometrics, meta-analysis). Her work has been published in Personnel Psychology, Academy of Management Perspectives and Applied Psychology: An International Review.

Leadership scholars have investigated the importance of leader-member dyads for years; however, research has neglected the consideration of immigrant diversity. Immigrants have unique acculturation strategies that may influence their relationships with their dyadic partners and outcomes. This research found Leader-Member Exchange (LMX) mediates host-country acculturation strategies and performance, satisfaction and turnover intentions. In addition, diversity climate moderates the relationship between host country acculturation and LMX.

Terri A. Scandura is currently a Professor of Management in the School of Business Administration at the University of Miami. From 2007 to 2012, she served as Dean of the Graduate School of the University. Her fields of interest include leadership, mentorship, and applied research methods. She has been a visiting scholar in Japan, Australia, Hong Kong, China and the United Arab Emirates. Dr. Scandura has authored or co-authored over two hundred presentations, articles and book chapters. Her research has been published in the Academy of Management Journal, the Journal of Applied Psychology, the Journal of International Business Studies, the Journal of Vocational Behavior, the Journal of Organizational Behavior, Educational and Psychological Measurement, Industrial Relations, Research in Organizational Behavior and Research in Personnel and Human Resource Management and others. Her book, Essentials of Organizational Behavior: An evidence-based approach will be published by Sage Publications in 2015. She has presented Executive Education programs on Leadership, Mentoring, Leading Change and High Performance Teams to numerous organizations such as VISA International, Royal Caribbean Cruise Lines, the Young Presidents Organization, Hewlett-Packard and Baptist Health Systems. Dr. Scandura is a member of the American Psychological Association (APA), the Society for Industrial & Organizational Psychology, the Society of Organizational Behavior (SOB) and the Academy of Management. She is a past-Associate editor for Group & Organization Management, the Journal of International Business Studies, Journal of Management and Organizational Research Methods. She currently serves on Editorial Boards for major journals including the Academy of Management Journal.

Grounded in the theory of complementary fit, we found that incongruence in risk propensity between the leaders and followers is positively associated with follower creative performance. In addition, the positive incongruence effect was asymmetric. When the leaders had higher level of risk propensity than the followers, the positive effect of incongruence in risk-propensity on follower creative performance was stronger than that of the reverse case—when the followers had higher level of risk propensity than the leaders

Hock-Peng Sin is an Assistant Professor in the Department of Management and International Business at the College of Business at Florida International University. His research interests include leadership and management of dynamic performance as well as multi-level methodology in organizational research. Dr. Sin received his Ph.D. and Master of Science in Industrial and Organizational Psychology from The Pennsylvania State University. He received a Master in Psychology and a Bachelor in Arts in Psychology from the National University of Singapore. His work appears in outlets such as Academy of Management Review, Journal of Applied Psychology, Journal of Organizational Behavior, Leadership Quarterly, Organizational Research Methods, Personnel Psychology and Strategic Management Journal. Dr. Sin also reviews for several academic journals and currently serves as a member of the editorial boards of Journal of Applied Psychology and Journal of Business and Psychology. Recently, his publication "Longitudinal tests of an integrative model of leader development: Charting and understanding developmental trajectories" received the Leadership Quarterly Best Paper Award for a paper published in 2011.

Dr. Nathan Hiller
Academic Director - FIU Center for Leadership
Associate Professor of Management and International Business,
Florida International University

As an academic, Dr. Nathan Hiller's focus is on understanding the strategic implications of executive personality, as well as enhancing the way that organizations build their leadership pipeline. Nathan’s research has appeared in most of the top journals in the field of management, including the Academy of Management Journal, Strategic Management Journal, and The Leadership Quarterly. He holds editorial board positions at the Journal of Applied Psychology and The Leadership Quarterly, and has won several research awards.

As a consultant, Nathan has led projects and consulted with organizations such as: Boston Scientific, Hewlett Packard (HP), the US Secret Service, Bacardi USA, Norwegian Cruise Lines, and The Centers for Disease Control (CDC). In his role at the Center for Leadership, Nathan oversees the academic content of all leadership programs, and is the Faculty Director of The Senior Executive Leaders Program, The High-Impact Leadership Program, and an internal FIU program geared for senior leaders of the university. He is the primary author of The Center’s Leadership Competency Builder, which forms the backbone of all Center programming.

Dr. Hiller has held visiting faculty appointments at Cornell University and the University of Washington, and has taught a graduate leadership course at Fundação Getulio Vargas (FGV) in Rio de Janeiro. Nathan loves to travel and draws regularly from his experience living in four countries on three continents in ten cities. He received his Ph.D. from The Pennsylvania State University.