L5: Moral Approaches to Leadership Flashcards
what is the point of Lemoines article on moral approaches to leadership?
to review & clarify the conceptual & empirical overlaps and differences between 3 major moral leaderhsip approaches (ethical, authentic, servant)
what are the 3 main moral leadership approaches?
- ethical
- authentic
- servant
leadership
why do the 3 moral leadership approaches get confused so often?
- these leadership styles often get lumped together in studies, leading to unclear distinctions
- empirical overlap in studies on them
- common outcomes; all 3 styles linked to similar follower outcomes like job satisfactoin, OCB, commitment
- common theory: often explained using same framework
- common composition: measurement tools for these styles often overlap causing construct confusion
what are the key focuses of ethical vs authentic vs servant leadership
- ethical: compliance w moral norms & rule following
- authentic: self awarness, internal moral compass
- servant: stakeholder well being, serving others
what are the moral foundations of ethical vs authentic vs servant leadership
- ethical: deontology (duty/norms), norms (right vs wrong)
- authentic: character/virtue ethics (who you are)
- servant: consequentialism, outcomes (who benefits)
what are the key characteristics of - ethical leadership?
- Models ethical behavior
- Enforces standards through rewards/punishments
- Values fairness and transparency
what are the key characteristics of authentic leadership?
- Emphasizes self-awareness and integrity
- Values consistency between beliefs and actions
- Transparent and morally grounded in personal values
what are the key characteristics of servant leadership?
- Focuses on followers’ growth and community welfare
- Empowers others, places their needs first
- Prioritizes broader stakeholder outcomes
what is the main purpose of Akderes study on transformational leadership?
To empirically test how transformational leadership (TL) influences human resource development (HRD) culture, and how that in turn impacts employee job satisfaction and customer satisfaction (a proxy for org performance).
what is HRD culture
human resource development culture
an org wide environment that promotes employee learning & performance
what does the value chain model posit?
leadership -> support for learning & performance -> HRD culture -> employee & customer satisfaction
what were Akderes main findings on TL influence on HRD culture?
- TL positively impacts HRD culture
- HRD culture drives employee job satisfaction & customer satisfaction
- empirical validation of HRD value chain: TL -> support for learning & performance -> HRD culture -> job satisfaction -> customer satisfaction
what did Liao study on servant leadership?
what does servant leadership do to the leaders themselves?
what were Liaos key findings on servant leadership?
- servant leadership can be draining (but not for everyone), if low in perspective taking then its draining, if high then find it energizing
- depletion -> laissez faire leadership: when leaders feel drained from SL, more likely to “check out” the next day through LFL
- perspective taking = key moderator: low PT -> servant leadership = burnout -> next day withdrawal; high PT -> servant leadership = energizing -> continued engagement
why can servant leadership be draining (but not for everyone)?
Serving others requires self-control: suppressing self-interest, giving attention, managing emotions.
Leaders can feel mentally depleted after acting as servant leaders—but only if they’re low in perspective taking.
Leaders high in perspective taking (able to empathize) often find servant leadership energizing, not exhausting.
what is the theoretical backbone of Liaos reserach on servant leaderships effects on the leaders themselves?
resource allocation theory:
self control is a finite resource, serving others draws from that pool, once depleted -> passivity or burnout ensues (unless mitigated by skill or motivation)
