Worrying about leadership: Is it a liability or an advantage for leadership of women and men?

Worries about leadership (WAL) is a new construct tapping worries an individual may feel about possible negative consequences of accepting a leadership role. Three studies investigate how WAL is associated with men’s and women’s willingness for leadership and their perceived leadership potential rated by others. The first is a laboratory study on 328 participants, which shows that WAL is negatively associated with women’s willingness for leadership, while it is not related to that of men. The second study, which is a field study with multilevel-nested data from 429 employees and 101 supervisors, reveals that male subordinates are more likely to receive a favorable judgment of leadership potential by their supervisors when their WAL increases, while female subordinates’ WAL is irrelevant to this judgment. The final study, which is an experimental study on 122 supervisors, shows that supervisors view hypothetical male leadership candidates with high WAL as having higher warmth and lower competence (than those with low WAL), which both mediate the effect of WAL on judgments of their leadership potential made by the supervisors. Even though supervisors also view female candidates with high WAL as warmer, this does not evoke higher perceptions of leadership potential. Implications for increasing gender parity in leadership are discussed

Editorial: What Is Wrong With Leader Emergence?

Editorial on the Research Topic: What Is Wrong With Leader Emergence

Reluctance to lead: Conceptualization and contextualization

Recent studies indicate a potential trend of waning enthusiasm for leadership positions. This increasing trend of avoiding leadership roles has prompted a new area of research, concentrating on agentic perspectives in leader emergence and self-selection biases. This study focuses on a key concept in this emerging field: “reluctance to lead” (RTL). Only recently has reluctance in the leadership context received limited attention from a few scholars. These efforts primarily concentrated on RTL before the role occupancy by defining it as individuals' hesitations to accept a leadership role when presented with the opportunity. This paper broadens the conceptualization of RTL by extending its definition as the hesitation of a high-potential individual both before and after role occupancy (i.e., individuals’ hesitations about their fit to the role while it is practiced). Prior studies also adopted a person-centered approach, focusing on identity- and competency-related factors while overlooking the contextual aspects in explaining RTL. This paper integrates contextual foci into the discussion of RTL, specifically exploring how spatial and technological, organizational, leadership, socio-cultural, and historical contexts (with a focus on Europe) interface with RTL. We conclude by proposing a research agenda and discussing the theoretical and practical implications of this new line of research

A Patient with Proopiomelanocortin Deficiency: An Increasingly Important Diagnosis to Make

Proopiomelanocortin (POMC) deficiency is a rare monogenic disorder with early-onset obesity. Investigation of this entity have increased our insight into the important role of the leptin-melanocortin pathway in energy balance. Here, we present a patient with POMC deficiency due to a homozygous c.206delC mutation in the POMC gene. We discuss the pathogenesis of this condition with emphasis on the crosstalk between hypothalamic and peripheral signals in the development of obesity and the POMC-melanocortin 4 receptors system as a target for therapeutic intervention

Scientific mindfulness: a foundation for future themes in international business

We conceptualize new ways to qualify what themes should dominate the future IB research agenda by examining three questions: Whom should we ask? What should we ask and which selection criteria should we apply? What are the contextual forces? We propose scientific mindfulness as the way forward for generating themes in IB research

Functional Assessment of Variants Associated with Wolfram Syndrome

Wolfram Syndrome (WS) is a heterogeneous multisystem neurodegenerative disorder with two allelic variations in addition to a separate subtype known as WS type 2. The wide phenotypic spectrum of WS includes diabetes mellitus and optic atrophy which is often accompanied by diabetes insipidus, deafness, urological and neurological complications in combination or in isolation. To date, the understanding of the genotype phenotype relationship in this complex syndrome remains poorly understood. In this study we identified and explored the functionality of rare and novel variants in the two causative WS genes WFS1 and CISD2 by assessing the effects of the mutations on the encoded proteins Wolframin and ERIS, in a cohort of 12 patients with autosomal recessive WS, dominant WS and WS type 2. The identified pathogenic variants included missense changes, frameshift deletions and insertions in WFS1 and an exonic deletion in CISD2 which all altered the respective encoded protein in a manner that did not correlate to the phenome previously described. These observations suggest the lack of genotype phenotype correlation in this complex syndrome and the need to explore other molecular genetic mechanisms. Additionally, our findings highlight the importance of functionally assessing variants for their pathogenicity to tackle the problem of increasing variants of unknown significance (VUS) in the public genetic databases

Cultural orientations and preference for HRM policies and practices:the case of Oman

This study empirically examines the influence of cultural orientations on employee preferences of human resource management (HRM) policies and practices in Oman. Data were collected from 712 employees working in six large Omani organizations. The findings indicate that there is a number of differences among Omani employees regarding value orientations due especially to age, education and work experience. The findings show a strong orientation towards mastery, harmony, thinking and doing, and a weak orientation towards hierarchy, collectivism, subjugation and human nature-as-evil. The results demonstrate a clear link between value orientations and preferences for particular HRM policies and practices. Group-oriented HRM practices are preferred by those who scored high on collectivism and being orientations, and those who scored low on thinking and doing orientations. Hierarchy-oriented HRM practices are preferred by those scoring high on hierarchy, subjugation and human nature-as-bad orientations, and those scoring low on thinking and mastery orientations. Finally, preference for loose and informal HRM practices was positively associated with being, and negatively associated with thinking, doing and harmony orientations. The theoretical and practical implications of these findings are discussed in detail

How distinctive are indigenous ways of achieving influence? A comparative study of guanxi, wasta, jeitinho, and "pulling strings"

The purpose of the study was to investigate the cultural specificity of guanxi, wasta, and jeitinho, each of which has been identified as an indigenous process of informal influence. Students in Brazil, China, Lebanon, and the United Kingdom were presented with three scenarios derived from each of the nations sampled. They rated the extent to which each scenario was representative of the locally indigenous process, the typicality for their culture of the events portrayed in the scenarios, and the extent to which these interpersonal exchanges were perceived positively. While each type of scenario was perceived as representative and typical in its culture of origin, each was also perceived as somewhat typical by respondents in additional locations. Informal influence processes may vary between cultures more in frequency than in quality. Rated scenario positivity was significantly predicted by respondents’ values. The United Kingdom–based process of “pulling strings” was rated as typical in all locations and was more positively evaluated than the other influence processes by all respondents. It is concluded that in addition to the pragmatic value of these concepts locally, their comparative testing can contribute to the development of culture-general models of social influence processes