Leadership substitutes theory

Wilhelm Barner-Rasmussen, Mats Ehrnrooth, Jennie Sumelius

Forskningsoutput: Kapitel i bok/rapport/konferenshandlingKapitelVetenskapligPeer review

Sammanfattning

The Leadership Substitutes Theory entry includes sections that define the theory, explore developments in the theory, demonstrate specific application of the theory to HRM, and provide suggested topic areas for future research. Leadership Substitutes Theory (; ) offers a way to probe the possibility that the relevance of person-centric leadership to organisational performance tends to be overestimated. The theory provides a set of potential explanations for how leadership matters to organisations, to what extent, and why, which challenge the effectiveness of leadership behaviour in several respects. Leadership Substitutes Theory is also known as “substitutes for leadership theory”, “substitutes-for-leadership theory” or simply “substitutes theory”. It can be defined as pertaining to “individual, task, and organizational variables [that] act as ‘substitutes for leadership’, negating [or neutralising] the hierarchical superior’s ability to exert either positive or negative influence over subordinate attitudes and effectiveness” (). The theory and especially its later reinterpretation () offers important potential for HRM research as a potential substitute for leadership.
OriginalspråkEngelska
Titel på värdpublikationA Guide to Key Theories for Human Resource Management Research
FörlagEdward Elgar Publishing
Utgivningsdatum2024
Sidor139-145
DOI
StatusPublicerad - 2024
MoE-publikationstypA3 Del av bok eller annat samlingsverk

Nyckelord

  • 512 Företagsekonomi

Fingeravtryck

Fördjupa i forskningsämnen för ”Leadership substitutes theory”. Tillsammans bildar de ett unikt fingeravtryck.

Citera det här