George,
Good luck in "tidying-up" this field of study. I would like to recommend two articles and a chapter. The first article is not yet out in print, but here is its reference:
Weer, C.H., DiRenzo, M. S., & Shipper, F. (Forthcoming). "A Holistic View of Employee Coaching: Longitudinal Investigation of the Impact of Facilitative and Pressure-based Coaching on Team Effectiveness." Journal of Applied Behavioral Science.
The second article is:
Garvin, D. A. 2013, December. "How Google Sold Its Engineers on Management." Harvard Business Review. pp. 71–82.
The chapter is:
Shipper, F., Manz, C. C. (2014). "Shared Leadership: The Do's and Don'ts in Shared Entrepreneurship Enterprises" in Shipper, F. et al. Shared Entrepreneurship: A Path to Engaged Employee Ownership, New York: Palgrave Macmillan, pp 27-42. The study reported in the chapter turned out to be largely a confirmatory study of the HBR article.
I hope that these are helpful,
Frank
Frank Shipper, PH.D.
2014 Maryland Regents' Research Award Winner
Professor OF Management
Perdue School of Business
Salisbury University
1101 Camden Ave.
Salisbury, MD 21801-6860
fmshipper@Salisbury.edu
Voice: 410 543-6333
FAX: 410-543-8425
TTY: 410 543-6083
Toll Free: 1-888 543-0148
http://caseplace.org/d.asp?d=7392.
Dear Colleagues,
I've agreed to prepare an article for the Oxford On-Line Bibliography Series, edited by Ricky Griffin, entitled Leadership in Work Organizations: Theory and Practice". I want to include a comprehensive set of articles which will serve both researchers and students. Hence, I'm asking you to suggest any recent article(s) that you think may lead to new ways to understand and predict the conditions in organization which may increase the probability that a team member will accept the interpersonal persuasion of another to change her/his work-related behavior.
This definition of the antecedents of leadership forces is focused on the internal processes in a focal organization. Thus, leadership in organizations may differ radically at many levels of analysis, e.g., Google compared to FDNY (Graen, Rowold, & Heinitz, 2010).
Antecedent variables may include experienced design, company leadership norms, professional norms, individual norms, leadership negotiation process and the like. In addition, the contribution of these variables may strengthen or weaken over time. Please suggest innovative approaches to discovering the predictors of an employee accepting an increment of influence from another employee. I hope to go beyond how to use S.M.A.R.T. commands or how to appear charismatic. This is an opportunity to "tidy-up" the field of study. Please help. Thank you.
Cheers,
George
APA Fellow 1976
Graen, G. B., Rowold, J. & Heinitz, K. (2010). Operationalizing and comparing leadership measures, Leadership Quarterly, 21, 3, 563-575.