Character and Trust in Crisis Leadership: Probing the Relationships Among Character, Identification-Based Trust, and Perceptions of Effectiveness in Political Leadership During the COVID-19 Pandemic.

The COVID-19 pandemic provided an opportunity to explore the relationships among character, identification-based trust, and perceptions of leadership effectiveness in the context of crisis leadership. Focusing on the leadership of Canadian Prime Minister Justin Trudeau, we first explore whether Canadians of voting age believe character is important in political leadership during the pandemic. Second, we examine voter perceptions of the importance of the dimensions of character identified by Crossan et al.

Does Leader Character Have a Gender?

Virtues and character strengths are often assumed to be universal, considered equally important to individuals across cultures, religions, racial-ethnic groups, and genders. The results of our surveys and laboratory studies, however, bring to light subtle yet consistent gender differences in the importance attributed to character in leadership: women considered character to be more important to successful leadership in business than did men, and women had higher expectations that individuals should demonstrate character in a new leadership role. Further, the gender of the research participant affected character ratings such that male respondents viewed a female leader who exhibited agentic behaviors in a professionally challenging situation less positively than a male leader who displayed the same agentic behaviors.

Character matters: The network structure of leader character and its relation to follower positive outcomes.

We investigated the relationship between self-ratings of leader character and follower positive outcomes-namely, subjective well-being, resilience, organizational commitment, and work engagement-in a public-sector organization using a time-lagged cross-sectional design involving 188 leader-follower dyads and 22 offices. Our study is an important step forward in the conceptual development of leader character and the application of character to enhance workplace practices. We combined confirmatory factor analysis and network-based analysis to determine the factorial and network structure of leader character.

The effect of negative feedback on tension and subsequent performance: the main and interactive effects of goal content and conscientiousness.

The purpose of this experiment was to examine the interplay of goal content, conscientiousness, and tension on performance following negative feedback. Undergraduate students were assigned either a learning or performance goal and then were provided with false feedback indicating very poor performance on the task they performed. After assessing tension, participants performed the task again with the same learning or performance goal.

Leading complex change in healthcare: 10 lessons learned.

This article reports on the transfer of perinatal services at St. Joseph's Health Care, in London, Ontario, to London Health Sciences Centre (LHSC). The transfer of perinatal programs, services and people/providers to LHSC generates concern in key stakeholders with respect to a potential negative impact on the quality of care delivery, staff work life and morale, team performance, recruitment, retention and other performance indicators.

The development of collective efficacy in teams: a multilevel and longitudinal perspective.

The authors developed and tested a longitudinal multilevel model of collective efficacy formation. In 50 self-managing student teams, they investigated the effects of individual-level and team-level factors on observed behaviors and the subsequent development of collective efficacy for mastering a complex team task. Self-efficacy for teamwork, task-relevant knowledge, and collective efficacy predicted individual teamwork behaviors (rated by peers).