- Ivey Business School at Western University
Rm 2359
1255 Western Rd., N6G 0N1
London, Ontario
Canada - +15196612111 Ext 84148
Lucas Monzani
University of Western Ontario, Ivey Business School, Faculty Member
- Emotional intelligence, Virtual Teams, Computer-Mediated Communication, Leadership Development, Social identity theory, Multilevel data analysis, and 20 morePersonality and Individual Differences, Leadership, Global Leadership, International Business, International Management, Organizational Change, Organizational Development, International Trade, Africa, Strategic Management, Sustainable Development, Positive Psychology, Performance, Trust, Job Satisfaction, Job Performance, Authentic Leadership, Goal Setting, Loyalty (Marketing), and Individual Differencesedit
- Dr. Monzani is an Assistant Professor of Organizational Behavior at Ivey Business School (Western University). Previo... moreDr. Monzani is an Assistant Professor of Organizational Behavior at Ivey Business School (Western University). Previously, he was a lecturer in Leadership at the Graduate School of Management of Plymouth University (United Kingdom). Also, he is an associate researcher at both the Institute for Organizational Development and Quality of Work Life of the University of Valencia (Spain) and the and Center for Leadership and Behavior in Organizations at Goethe University (Frankfurt, Germany). Dr. Monzani completed a two-year postdoctoral fellowship at the Ian O. Ihnatowycz Institute for Leadership at the Ivey Business School of Western Ontario University (Canada). He holds a Ph.D. in Psychology of Human Resources by the University of Valencia and is an Erasmus Mundus Master in Work, Organizational, and Personnel Psychology.His research interest lies within advanced concepts in organizational behavior, such as exemplary leadership, commitment to lead, and other topics bridging neuropsychology with Organizational behavior. Whenever possible, Lucas Monzani combines his research activities with his professional practice as an executive consultant. He has extensive experience in wide array of topics of corporate life, such as leadership potential assessmentedit
Research Interests: Humanities and Art
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ObjectivesTo investigate whether citizens’ adherence to health-protective non-pharmaceutical interventions (NPIs) during the COVID-19 pandemic is predicted by identity leadership, wherein leaders are perceived to create a sense of shared... more
ObjectivesTo investigate whether citizens’ adherence to health-protective non-pharmaceutical interventions (NPIs) during the COVID-19 pandemic is predicted by identity leadership, wherein leaders are perceived to create a sense of shared national identity.DesignObservational two-wave study. Hypotheses testing was conducted with structural equation modelling.SettingData collection during the COVID-19 pandemic in China, Germany, Israel and the USA in April/May 2020 and four weeks later.ParticipantsAdults in China (n=548, 66.6% women), Germany (n=182, 78% women), Israel (n=198, 51.0% women) and the USA (n=108, 58.3% women).MeasuresIdentity leadership (assessed by the four-item Identity Leadership Inventory Short-Form) at Time 1, perceived shared national identification (PSNI; assessed with four items) and adherence to health-protective NPIs (assessed with 10 items that describe different health-protective interventions; for example, wearing face masks) at Time 2.ResultsIdentity leaders...
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ObjectiveThe aim was to compare the effects between pre‐pandemic mask‐free living versus pandemic‐related continuous mask use.MethodsA retrospective study was carried out. This study was conducted with 542 face mask users. Assessments... more
ObjectiveThe aim was to compare the effects between pre‐pandemic mask‐free living versus pandemic‐related continuous mask use.MethodsA retrospective study was carried out. This study was conducted with 542 face mask users. Assessments included presence, frequency and impact of headache, temporomandibular disorders, and quality of life (QoL).ResultsContinuous mask use had a large main effect on headache, temporomandibular pain, and QoL (p < .0001; d = 1.25), but this effect was nuanced by mask type. Participants who declared suffering from headache increased by 84% with cloth masks, and by 25% with FFP2 masks. Temporomandibular pain increased by 50% and by 39% when wearing surgical masks and FFP2, respectively (p < .06; d = .19). The mask type did not nuance the effect on headache impact (p > .05; d = .06). QoL decreased regardless of mask type (p < .05; d = .21), the decrease being 38% for surgical masks, and 31% for either cloth or FFP2 masks.ConclusionsContinuous mask ...
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ders' facilitation of teamwork is important for the promotion of work processes that drive team innovation. We propose that by serving as identity leaders who create and cultivate a shared sense of 'we' and 'us'... more
ders' facilitation of teamwork is important for the promotion of work processes that drive team innovation. We propose that by serving as identity leaders who create and cultivate a shared sense of 'we' and 'us' leaders foster better leader–member exchange relationships (LMX) and that LMX in turn will relate to greater engagement in innovative behaviors among team members. To test this proposition we conducted a survey with a heterogeneous employee sample (N=1185) from four countries (the US, Australia, Finland, Norway) that largely support our hypotheses. More specifically, results show that occupying a leadership position, or working with a leader who displays identity leadership behaviors significantly predicted individuals' innovative work behavior. Our findings also suggest that the effectiveness of crafting a "sense of us" in the team and "making us matter" within identity leadership is particularly important. This work underscores t...
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The COVID-19 global pandemic will likely change how organizations conduct business. For example, a white paper from McKinsey claims that flexible and remote work arrangements (e.g., “working-from-home”) will become increasingly frequent... more
The COVID-19 global pandemic will likely change how organizations conduct business. For example, a white paper from McKinsey claims that flexible and remote work arrangements (e.g., “working-from-home”) will become increasingly frequent in the “new normal” that will follow the COVID-19 pandemic. Our work is motivated by the premise that in a post-pandemic workplace, traditional management practices like unilaterally assigning goals and displaying contingent rewarding behaviors will likely be replaced by positive management practices. In this context, positive management practices include allowing employees to self-set their goals and displaying authentic leadership behaviors while managing them. However, whether these positive management practices are more efficient in sustaining performance is unknown. Our study benchmarked positive management practices against traditional management practices in a remote work environment, using three individual performance metrics: goal attainment...
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The COVID-19 global pandemic will likely change how organizations conduct business. For example, a white paper from McKinsey claims that flexible and remote work arrangements (e.g., “working-from-home”) will become increasingly frequent... more
The COVID-19 global pandemic will likely change how organizations
conduct business. For example, a white paper from McKinsey claims that
flexible and remote work arrangements (e.g., “working-from-home”) will
become increasingly frequent in the “new normal” that will follow the
COVID-19 pandemic. Our work is motivated by the premise that in a
post-pandemic workplace, traditional management practices like unilaterally assigning goals and displaying contingent rewarding behaviors will likely be replaced by positive management practices. In this context, positive management practices include allowing employees to self-set their goals and displaying authentic leadership behaviors while managing them. However, whether these positive management practices are more efficient in sustaining performance is unknown. Our study benchmarked positive management practices against traditional management practices in a remote work environment, using three individual performance metrics: goal attainment, goal commitment, and perceived task efficacy. In a panel laboratory experiment consisting of a baseline measurement and two work sessions, we randomly assigned participants to an authentic vs. transactional leadership condition (amateur actor recording) and one of three possible goal-setting
types (assigned, self-set, “do-your-best”). Our results show that participants in the authentic leadership and self-set goals condition outperformed all other experimental conditions. Further, a post hoc analysis revealed a serial mediation effect of (a) goal attainment and (b) goal commitment at time 1 on perceived task efficacy reports at time 2.
conduct business. For example, a white paper from McKinsey claims that
flexible and remote work arrangements (e.g., “working-from-home”) will
become increasingly frequent in the “new normal” that will follow the
COVID-19 pandemic. Our work is motivated by the premise that in a
post-pandemic workplace, traditional management practices like unilaterally assigning goals and displaying contingent rewarding behaviors will likely be replaced by positive management practices. In this context, positive management practices include allowing employees to self-set their goals and displaying authentic leadership behaviors while managing them. However, whether these positive management practices are more efficient in sustaining performance is unknown. Our study benchmarked positive management practices against traditional management practices in a remote work environment, using three individual performance metrics: goal attainment, goal commitment, and perceived task efficacy. In a panel laboratory experiment consisting of a baseline measurement and two work sessions, we randomly assigned participants to an authentic vs. transactional leadership condition (amateur actor recording) and one of three possible goal-setting
types (assigned, self-set, “do-your-best”). Our results show that participants in the authentic leadership and self-set goals condition outperformed all other experimental conditions. Further, a post hoc analysis revealed a serial mediation effect of (a) goal attainment and (b) goal commitment at time 1 on perceived task efficacy reports at time 2.
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Understanding the physical, functional, mental, and nutritional attributes of canoe polo athletes is essential for training and development. Forty-three canoe polo athletes (mean age: 21.54 +/- 6.03) participated in the study and were... more
Understanding the physical, functional, mental, and nutritional attributes of canoe polo athletes is essential for training and development. Forty-three canoe polo athletes (mean age: 21.54 +/- 6.03) participated in the study and were assessed for: anthropometric measurements, exercise
motivation, eating habits, adherence to the Mediterranean Diet, and physical and functional abilities. Correlation and multivariate analysis were conducted. Individual performance in a rowing task showed body mass index (beta = 0.41) and female gender (beta = 0.34) to be the strongest anthropometric predictors, whereas body fat (beta = -0.35) and triceps brachii skinfold fatty tissue (beta = -0.35) were the strongest negative predictors. Pushing strength (beta = 0.37) and range of motion with internal rotation (beta = 0.30) were the strongest physical predictors. The physical dimension of the Exercise Motivation Index was a significant psychosocial predictor (beta= 0.27). Senior participants had a higher waist–hip ratio (p = 0.04, d = 0.66), arm circumference (p = 0.03, d = 0.68), handgrip strength (p < 0.01, d = 1.27), and push strength (p < 0.01, d = 1.42) than under 21-year-olds. Understanding the highlighted sport-specific characteristics of canoe polo athletes can help trainers to design programs at all levels to optimize performance.
motivation, eating habits, adherence to the Mediterranean Diet, and physical and functional abilities. Correlation and multivariate analysis were conducted. Individual performance in a rowing task showed body mass index (beta = 0.41) and female gender (beta = 0.34) to be the strongest anthropometric predictors, whereas body fat (beta = -0.35) and triceps brachii skinfold fatty tissue (beta = -0.35) were the strongest negative predictors. Pushing strength (beta = 0.37) and range of motion with internal rotation (beta = 0.30) were the strongest physical predictors. The physical dimension of the Exercise Motivation Index was a significant psychosocial predictor (beta= 0.27). Senior participants had a higher waist–hip ratio (p = 0.04, d = 0.66), arm circumference (p = 0.03, d = 0.68), handgrip strength (p < 0.01, d = 1.27), and push strength (p < 0.01, d = 1.42) than under 21-year-olds. Understanding the highlighted sport-specific characteristics of canoe polo athletes can help trainers to design programs at all levels to optimize performance.
In the present study, we complement role congruity theory with insights from the Social Identity Model of Leadership. We propose that especially female leaders benefit from team prototypicality, i.e., being representative of the group... more
In the present study, we complement role congruity theory with insights from the Social Identity Model of Leadership. We propose that especially female leaders benefit from team prototypicality, i.e., being representative of the group they are leading. We assume that team prototypicality shifts the comparative frame away from higher-order categories like gender and leader roles to more concrete team-related properties and thereby reduces disadvantages for female leader that stem from the incongruity between the leader role and the female gender role stereotypes. Further, this effect should affect both (female) leaders themselves and their perception by their followers. Building on previous research, we predict, first, lower authentic leadership behavior for female than male leaders. Second, that team prototypicality positively relates to authentic leadership and trust in leader. Third, that team prototypicality has stronger relations to authentic leadership and trust in leader for female compared to male leaders. We tested assumptions in a randomized online experiment (Study 1, N = 315) and a cross-sectional survey study (Study 2, N = 300). We did not find consistent support for the assumed gender differences in authentic leadership. But our results (both in manifest and in latent analyses) show that team prototypicality-both self-perceived (Study 1) and as perceived by employees (Study 2)-is related to more authentic leadership and more trust in leader (Study 2) and that these relations are stronger for female than for male leaders. Furthermore, we tested in Study 2 an extended model including follower's job satisfaction as the final follower outcome affected via team prototypicality, leader gender, authentic leadership, and trust in leader. Thereby, we found that team prototypicality has direct and indirect effects on job satisfaction as carried through authentic leadership and trust in leader, respectively. Together, the results of both studies support our assumptions and show that female leaders can reduce role incongruity barriers through high team prototypicality. Implications for future research and practical implications of these results for gender equality are discussed.
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Do leaders who build a sense of shared social identity in their teams thereby protect them from the adverse effects of workplace stress? This is a question that the present paper explores by testing the hypothesis that identity leadership... more
Do leaders who build a sense of shared social identity in their teams thereby protect them from the adverse effects of workplace stress? This is a question that the present paper explores by testing the hypothesis that identity leadership contributes to stronger team identification among employees and, through this, is associated with reduced burnout. We tested this model with unique datasets from the Global Identity Leadership Development (GILD) project with participants from all inhabited continents. We compared two datasets from 2016/2017 (n = 5290; 20 countries) and 2020/2021 (n = 7294; 28 countries) and found very similar levels of identity leadership, team identification and burnout across the five years. An inspection of the 2020/2021 data at the onset of and later in the COVID-19 pandemic showed stable identity leadership levels and slightly higher levels of both burnout and team identification. Supporting our hypotheses, we found almost identical indirect effects (2016/2017...
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The purpose of this study was to investigate which social groups are perceived as a threat target and which are perceived as a threat source during the COVID-19 outbreak. In a German sample (N = 1454) we examined perceptions of social... more
The purpose of this study was to investigate which social groups are perceived as a threat target and which are perceived as a threat source during the COVID-19 outbreak. In a German sample (N = 1454) we examined perceptions of social groups ranging from those that are psychologically close and smaller (family, friends, neighbors) to those that are more distal and larger (people living in Germany, humankind). We hypothesized that psychologically closer groups would be perceived as less affected by COVID-19 as well as less threatening than more psychologically distal groups. Based on social identity theorizing, we also hypothesized that stronger identification with humankind would change these patterns. Furthermore, we explored how these threat perceptions relate to adherence to COVID-19 health guidelines. In line with our hypotheses, latent random-slope modelling revealed that psychologically distal and larger groups were perceived as more affected by COVID-19 and as more threatening than psychologically closer and smaller groups. Including identification with humankind as a predictor into the threat target model resulted in a steeper increase in threat target perception patterns, whereas identification with humankind did not predict differences in threat source perceptions. Additionally, an increase in threat source perceptions across social groups was associated with more adherence to health guidelines, whereas an increase in threat target perceptions was not. We fully replicated these findings in a subgroup from the original sample (N = 989) four weeks later. We argue that societal recovery from this and other crises will be supported by an inclusive approach informed by a sense of our common identity as human beings.
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Innovation is considered essential for today’s organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers’ innovative work behavior (FIB). Yet despite a large amount of... more
Innovation is considered essential for today’s organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers’ innovative work behavior (FIB). Yet despite a large amount of research, three areas remain understudied: (a) the relative importance of different forms of leadership for FIB; (b) the mechanisms through which leadership impacts FIB; and (c) the degree to which relationships between leadership and FIB are generalizable across cultures. To address these lacunae, we propose an integrated model connecting four types of positive leadership behaviors, two types of identification (as mediating variables), and FIB. We tested our model in a global data set comprising responses of N = 7,225 participants from 23 countries, grouped into nine cultural clusters. Our results indicate that perceived LMX quality was the strongest relative predictor of FIB. Furthermore, the relationships between both perceived LMX quality and identity leadership with FIB were mediated by social identification. The indirect effect of LMX on FIB via social identification was stable across clusters, whereas the indirect effects of the other forms of leadership on FIB via social identification were stronger in countries high vs. low on collectivism. Power distance did not influence the relations.
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Stress and the associated correlates, such as depression, alcohol abuse, and suicidal ideation, are a global issue among college and university students. We assert that character is a personal resource that students have at their disposal... more
Stress and the associated correlates, such as depression, alcohol abuse, and suicidal ideation, are a global issue among college and university students. We assert that character is a personal resource that students have at their disposal to address personal, social, and environmental challenges they may encounter in their personal and academic lives. The results of a field study involving undergraduate business students show that character, operationalized as a higher order construct consisting of 11 interrelated dimensions, has a direct effect on the subjective well-being of students and an indirect effect through the perceived stressfulness of life events. Our results imply that it is essential for faculty and students at management education institutions to fully appreciate the importance of character for effective functioning and to develop the various character dimensions to address adverse personal, social, and environmental situations in a positive fashion.
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Organizational silence is a state of affairs in which employees refrain from voicing problematic issues at work. It often results from the dilemma between considering the short-term interests of the leader, who might perceive voicing... more
Organizational silence is a state of affairs in which employees refrain from voicing problematic issues at work. It often results from the dilemma between considering the short-term interests of the leader, who might perceive voicing problems as disloyal, and the long-term interests of the organization, which might suffer severe costs because of silence. In this article we propose a theoretical model that bridges authentic leadership and organizational identification to test their joint effect on organizational silence responses (exit, loyalty and neglect). Based on previous work, we hypothesized that authentic leadership is positively related to employees’ loyalty (a passive yet constructive response). However, in dilemmatic situations this effect should be buffered by a high organizational identification (as a result of conflicting loyalties). Similarly, in such situations, we predicted that the influence of authentic leadership on employees’ destructive responses may be counter-p...
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The objective of this research is to evaluate the efficacy of manual therapy for tension-type headache (TTH) in restoring workers quality of work life, and how work presenteeism affects this relation. This study is a secondary analysis of... more
The objective of this research is to evaluate the efficacy of manual therapy for tension-type headache (TTH) in restoring workers quality of work life, and how work presenteeism affects this relation. This study is a secondary analysis of a factorial, randomized clinical trial on manual therapy interventions. Altogether, 80 patients (85% women) with TTH and without current symptoms of any other concomitant disease participated. An experienced therapist delivered the treatment: myofascial inhibitory technique (IT), articulatory technique (AT), combined technique (IT and AT), and control group (no treatment). In general, all treatments as compared to our control group had a large effect (f≥.69) in the improvement of participants&amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;#39; quality of work life. Work presenteeism interacted with TTH treatment type&amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;#39;s efficacy on participant&amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;#39;s quality of work life. The inhibitory technique lead to higher reports of quality of work life than other treatment options only for participants with very low frequency of work presenteeism. In turn, TTH articulatory treatment techniques resulted in higher reports of quality of work life for a high to very high work presenteeism frequency. Articulatory manipulation technique is the more efficient treatment to improve quality of work life when the frequency of work presenteeism is high. Implications for future research and practice are discussed.
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Innovation is considered essential for today’s organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers’ innovative work behavior (FIB). Yet despite a large amount of... more
Innovation is considered essential for today’s organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers’ innovative work behavior (FIB). Yet despite a large amount of research, three areas remain understudied: (a) the relative importance of different forms of leadership for FIB; (b) the mechanisms through which leadership impacts FIB; and (c) the degree to which relationships between leadership and FIB are generalizable across cultures. To address these lacunae, we propose an integrated model connecting four types of positive leadership behaviors, two types of identification (as mediating variables), and FIB. We tested our model in a global data set comprising responses of N = 7,225 participants from 23 countries, grouped into nine cultural clusters. Our results indicate that perceived LMX quality was the strongest relative predictor of FIB. Furthermore, the relationships between both perceived LMX quality and identity leadership with FIB were mediated by social identification. The indirect effect of LMX on FIB via social identification was stable across clusters, whereas the indirect effects of the other forms of leadership on FIB via social identification were stronger in countries high vs. low on collectivism. Power distance did not influence the relations.
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The purpose of this study was to investigate which social groups are perceived as a threat target and which are perceived as a threat source during the COVID-19 outbreak. In a German sample (N = 1454) we examined perceptions of social... more
The purpose of this study was to investigate which social groups are perceived as a threat target and which are perceived as a threat source during the COVID-19 outbreak. In a German sample (N = 1454) we examined perceptions of social groups ranging from those that are psychologically close and smaller (family, friends, neighbors) to those that are more distal and larger (people living in Germany, humankind). We hypothesized that psychologically closer groups would be perceived as less affected by COVID-19 as well as less threatening than more psychologically distal groups. Based on social identity theorizing, we also hypothesized that stronger identification with humankind would change these patterns. Furthermore, we explored how these threat perceptions relate to adherence to COVID-19 health guidelines. In line with our hypotheses, latent random-slope modelling revealed that psychologically distal and larger groups were perceived as more affected by COVID-19 and as more threatening than psychologically closer and smaller groups. Including identification with humankind as a predictor into the threat target model resulted in a steeper increase in threat target perception patterns, whereas identification with humankind did not predict differences in threat source perceptions. Additionally, an increase in threat source perceptions across social groups was associated with more adherence to health guidelines, whereas an increase in threat target perceptions was not. We fully replicated these findings in a subgroup from the original sample (N = 989) four weeks later. We argue that societal recovery from this and other crises will be supported by an inclusive approach informed by a sense of our common identity as human beings.
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BACKGROUND Manipulative techniques have shown promising results for relief of tension-type headache (TTH), however prior studies either lacked a control group, or suffered from poor methodological quality. The aim of this study was to... more
BACKGROUND Manipulative techniques have shown promising results for relief of tension-type headache (TTH), however prior studies either lacked a control group, or suffered from poor methodological quality. The aim of this study was to compare the effect of spinal manipulation combined with massage versus massage alone on range of motion of the cervical spine, headache frequency, intensity and disability in patients with TTH. DESIGN Randomized, single-blinded, controlled clinical trial. SETTING University clinic. POPULATION We enrolled 105 subjects with TTH. METHODS Participants were divided into two groups: 1) manipulation and massage; 2) massage only (control). Four treatment sessions were applied over four weeks. The Headache Disability Inventory (HDI) and range of upper cervical and cervical motion were evaluated at baseline, immediately after the intervention and at a follow-up, 8 weeks after completing the intervention. RESULTS Both groups demonstrated a large (ƒ=1.22) improvem...
Research Interests: Treatment Outcome, Massage, Humans, Female, Headache, and 13 moreMale, Follow-up studies, Patient Satisfaction, Middle Aged, Adult, Tension-Type Headache, University Hospitals, Pain Measurement, Ambulatory Care, Spinal manipulation, Combined Modality Therapy, Severity of Illness Index, and Disability Evaluation
ABSTRACT La noció segons la qual algunes persones poden ser primus inter pares (primer/a entre iguals) és potser el pilar fonamental de la nostra societat ac-tual. La pregunta sobre qui hauria de ser el primer ha estat font de curiositat... more
ABSTRACT La noció segons la qual algunes persones poden ser primus inter pares (primer/a entre iguals) és potser el pilar fonamental de la nostra societat ac-tual. La pregunta sobre qui hauria de ser el primer ha estat font de curiositat i inspiració per a religions, filòsofs i artistes. Malgrat això, la veritable pregun-ta no és tan sols qui ha de ser el primer, sinó també quines qualitats, valors o creences permeten que algú es destaque sobre els altres per guiar-los. En aquest treball desenvolupem teòricament certes característiques dels líders i de les organitzacions i l&amp;#39;impacte que tenen en la salut psicològica dels indivi-dus, i tot seguit presentem alternatives teòriques en funció dels avanços en la literatura acadèmica, específicament el model del lideratge autèntic. Paraules clau: lideratge. The notion that some people may be primus inter pares (first among peers) is perhaps the cornerstone of our society. The question of who should be the first has been source of curiosity and inspiration for religions, philosophers and artists. However, the real question is not only who should be first, but which qualities, values or beliefs allow someone leading people. This paper theoretically develop certain characteristics of leaders and organizations and their impact on the psychological health of individuals, and then present theoretical alternatives based on developments in the academic literature, specifically the model of authentic leadership.
catalaLa nocio segons la qual algunes persones poden ser primus inter pares (primer/a entre iguals) es potser el pilar fonamental de la nostra societat actual. La pregunta sobre qui hauria de ser el primer ha estat font de curiositat i... more
catalaLa nocio segons la qual algunes persones poden ser primus inter pares (primer/a entre iguals) es potser el pilar fonamental de la nostra societat actual. La pregunta sobre qui hauria de ser el primer ha estat font de curiositat i inspiracio per a religions, filosofs i artistes. Malgrat aixo, la veritable pregunta no es tan sols qui ha de ser el primer, sino tambe quines qualitats, valors o creences permeten que algu es destaque sobre els altres per guiar-los. En aquest treball desenvolupem teoricament certes caracteristiques dels liders i de les organitzacions i l�impacte que tenen en la salut psicologica dels individus, i tot seguit presentem alternatives teoriques en funcio dels avancos en la literatura academica, especificament el model del lideratge autentic EnglishThe notion that some people may be primus inter pares (first among peers) is perhaps the cornerstone of our society. The question of who should be the first has been source of curiosity and inspiration for relig...
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El papel que, en los ultimos anos, han jugado los lideres de organizaciones, tanto publicas como privadas, en el creciente numero de escandalos que han sacudido la opinion publica internacional ha evidenciado la necesidad de un nuevo... more
El papel que, en los ultimos anos, han jugado los lideres de organizaciones, tanto publicas como privadas, en el creciente numero de escandalos que han sacudido la opinion publica internacional ha evidenciado la necesidad de un nuevo enfoque en el proceso de liderazgo. En este contexto, el liderazgo autentico emerge como una alternativa post-heroica y post-autoritaria a los modelos de liderazgo basados en el carisma A pesar de que la investigacion en liderazgo autentico crece diariamente, aun es necesario explorar que factores contextuales afectan a la influencia del lider autentico sobre sus seguidores. En este contexto, el objetivo general de esta tesis es contribuir a la investigacion sobre el liderazgo, especificando bajo que condiciones aumenta o disminuye la influencia de un lider autentico sobre los resultados actitudinales, afectivos y conductuales de los seguidores. Para esto, se analiza si dicha influencia se ve afectada por las caracteristicas de los seguidores, o determi...
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For two hundred years, Argentina has been entrapped in a vicious cycle of economic collapse and recovery that prevented Argentinean firms from achieving sustainable growth. To understand this vicious cycle in more detail, this chapter... more
For two hundred years, Argentina has been entrapped in a vicious cycle of economic collapse and recovery that prevented Argentinean firms from achieving sustainable growth. To understand this vicious cycle in more detail, this chapter unpacks the peculiarities of Argentinean leadership, describing its toxic nature. As main thesis, the author elaborates on how the corporate Machiavellianism of certain key actors in the Argentine economic and political context facilitated the emergence of pseudo-authentic and pseudo-transformational leaders and their colluding followers. As antithesis, the author proposes a model of positive leadership, tailored to the Argentinean context. The model uses identification as a key mechanism that binds authentic leadership, organisational identity, and broader organisational constructs such as climate, culture, and justice, into three spheres of virtue.
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En los ultimos anos hemos sido testigos del incremento exponencial de investigaciones relacionadas con la neurociencia. Gracias a las nuevas tecnologias somos capaces de comprender como funciona nuestro cerebro y a que estimulos responde.
In this year’s conference we are invited to "think broadly and creatively about the ways in which organizations take action to address the most important management problems and opportunities of ou...
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What drives entrepreneurs to engage in antisocial economic behaviors? Without dismissing entrepreneurs’ agency in their decision-making processes, our study aims to answer this question by proposing that antisocial economic behaviors are... more
What drives entrepreneurs to engage in antisocial economic behaviors? Without dismissing entrepreneurs’ agency in their decision-making processes, our study aims to answer this question by proposing that antisocial economic behaviors are a dysfunctional coping mechanism to reduce the psychological tension that entrepreneurs face in their day-to-day activities. Further, given the overlap between the male gender role stereotype and both leader and entrepreneur role stereotypes, this psychological tension should be stronger in female entrepreneurs (or any person who identifies with the female gender role). We argue that besides the well-established female gender role – leader role incongruence, female entrepreneurs also suffer a female gender role – entrepreneur role incongruence. Thus, we predicted that men (or those identifying with the male gender role) or entrepreneurs (regardless of their gender identity) that embrace these roles stereotypes to an extreme, are more likely to engag...
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Positive leadership is a major domain of positive organizational scholarship. The adjective “positive” applies to any leader behavioral pattern (style) that creates the conditions by which organizational members can self-actualize, grow,... more
Positive leadership is a major domain of positive organizational scholarship. The adjective “positive” applies to any leader behavioral pattern (style) that creates the conditions by which organizational members can self-actualize, grow, and flourish at work. Some examples of style are authentic, transformational, servant, ethical, leader–member exchange, identity leadership, and the leader character model. Despite the myriad constructive outcomes that relate to said positive leadership styles, positive leadership it is not without its critics. The three main criticisms are that (a) the field is fragmented and might suffer from conceptual redundancy, (b) extant research focuses on the individual level of analysis and neglects reciprocal and cross-level effects, and (c) positive leadership is naïve and not useful for managing organizations. Our multilevel model of positive leadership in organizations proposes that leaders rely on internalization and integration to incorporate meaning...
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... more
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 findings revealed that a model of 11 inter-correlated leader character dimensions fit the data better than a single-factor model. Further, judgment appeared as the most central dimension in a network comprising the 11 character dimensions. Moreover, in a larger network of partial correlations, two ties acted as bridges that link leader character to follower positive outcomes: ...
Research Interests:
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... more
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 networkbased analysis to determine the factorial and network structure of leader character. The findings revealed that a model of 11 inter-correlated leader character dimensions fit the data better than a single-factor model. Further, judgment appeared as the most central dimension in a network comprising the 11 character dimensions. Moreover, in a larger network of partial correlations, two ties acted as bridges that link leader character to follower positive outcomes: judgment and drive. Implications for theory and practice are discussed.
Research Interests:
The COVID-19 pandemic has triggered health-related anxiety in ways that undermine peoples’ mental and physical health. Contextual factors such as living in a high-risk area might further increase the risk of health deterioration. Based on... more
The COVID-19 pandemic has triggered health-related anxiety in ways that undermine peoples’ mental and physical health. Contextual factors such as living in a high-risk area might further increase the risk of health deterioration. Based on the Social Identity Approach, we argue that social identities can not only be local that are characterized by
social interactions, but also be global that are characterized by a symbolic sense of togetherness and that both of these can be a basis for health. In line with these ideas, we tested how identification with one’s family and with humankind relates to stress and physical symptoms while experiencing health-related anxiety and being exposed to contextual risk factors. We tested our assumptions in a representative sample (N = 974) two-wave survey study with a 4-week time lag. The results show that anxiety at Time 1 was positively related to stress and physical symptoms at Time 2. Feeling exposed to risk factors related to lower physical health, but was unrelated to stress. Family identification
and identification with humankind were both negatively associated with subsequent stress and family identification was negatively associated with subsequent physical symptoms. These findings suggest that for social identities to be beneficial for mental health, they can be embodied as well as symbolic.
social interactions, but also be global that are characterized by a symbolic sense of togetherness and that both of these can be a basis for health. In line with these ideas, we tested how identification with one’s family and with humankind relates to stress and physical symptoms while experiencing health-related anxiety and being exposed to contextual risk factors. We tested our assumptions in a representative sample (N = 974) two-wave survey study with a 4-week time lag. The results show that anxiety at Time 1 was positively related to stress and physical symptoms at Time 2. Feeling exposed to risk factors related to lower physical health, but was unrelated to stress. Family identification
and identification with humankind were both negatively associated with subsequent stress and family identification was negatively associated with subsequent physical symptoms. These findings suggest that for social identities to be beneficial for mental health, they can be embodied as well as symbolic.
Research Interests:
This study summarises the existing literature on Mindfulness‐Based Interventions (MBIs) and their effect on employee well‐being criteria and extends it by testing MBIs against a Mindfulness‐Strengths‐Based Intervention (MSBI). Given that... more
This study summarises the existing literature on Mindfulness‐Based Interventions (MBIs) and their effect on employee well‐being criteria and extends it by testing MBIs against a Mindfulness‐Strengths‐Based Intervention (MSBI). Given that extant MBIs focus on restoring well‐being, our first hypothesis was that MBIs would perform better on reducing negative emotional states than on promoting well‐ being. To test our first hypothesis, we conducted a second‐ order meta‐analysis, which summarised 13 first‐order meta‐analyses (k = 311). MBIs had stronger effects on reducing negative emotions (g = −0.74) than on increasing well‐being (g = 0.58). Then, we conducted a follow‐up field experiment, comparing how an MSBI performed against an MBI on employee well‐being criteria. An MSBI combines mindful meditation, mindful living and Character‐Strengths‐2 - MONZANI ET AL.
Based Interventions. Our second hypothesis was that an MSBI would outperform an MBI on increasing employee well‐being criteria. During an MSBI, participants (a) attain a conscious state of mindful awareness, and (b) direct their attention towards the discovery and habitual exercise of their character strengths. To test our second hypothesis, we randomly assigned employees of a small Spanish healthcare organisation to either anMSBI or anMBI intervention group. We measured employee well‐being, before and after the intervention, using two well‐established measures of he- donic and eudaimonic well‐being. Our results show that both interventions were successful and had a large effect on both well‐being criteria. Further, as predicted, the MSBI group reported higher absolute scores of well‐being than the MBI group. Implications for theory and practice are discussed, and detailed appendices for practitioners are provided.
Based Interventions. Our second hypothesis was that an MSBI would outperform an MBI on increasing employee well‐being criteria. During an MSBI, participants (a) attain a conscious state of mindful awareness, and (b) direct their attention towards the discovery and habitual exercise of their character strengths. To test our second hypothesis, we randomly assigned employees of a small Spanish healthcare organisation to either anMSBI or anMBI intervention group. We measured employee well‐being, before and after the intervention, using two well‐established measures of he- donic and eudaimonic well‐being. Our results show that both interventions were successful and had a large effect on both well‐being criteria. Further, as predicted, the MSBI group reported higher absolute scores of well‐being than the MBI group. Implications for theory and practice are discussed, and detailed appendices for practitioners are provided.