Kennedy Jeffrey C, Chan Kim Yin, Ho Moon-Ho Ringo, Uy Marilyn A, Chernyshenko Oleksander S
Massey Business School, Massey University, Auckland, New Zealand.
Nanyang Business School, Nanyang Technological University, Singapore, Singapore.
Front Psychol. 2021 Aug 20;12:675347. doi: 10.3389/fpsyg.2021.675347. eCollection 2021.
This study seeks to enhance the distal-proximal modeling of personality trait-leader emergence relationships by (1) distinguishing between the motivation to lead (i.e., the reasons why a person seeks leadership roles) and leadership intention (i.e., one's expressed desire to claim a leadership role) and by (2) examining how the Dark Triad traits add to the Big Five personality factors in predicting three motivation to lead factors and leadership intentions. Using personality and careers aspiration data collected from 750 university students, we found that affective-identity and social-normative motivation to lead mediate the effects of distal traits on intentions. In contrast, non-calculative motivation to lead does not contribute to leadership intentions, which has important implications for organizations seeking selfless leaders. Narcissism explains variance in leadership intentions over and above that explained by extraversion; this contrasts with the studies of leader emergence, where the effect of narcissism disappears once extraversion is controlled. Overall, our findings validate the three-factor conceptualization of motivation to lead and illuminate the roles of both bright and dark personality factors in understanding individual desire to attain leadership roles.
（1）区分领导动机（即一个人寻求领导角色的原因）和领导意图（即一个人表达的担任领导角色的愿望）；（2）研究黑暗三联征特质如何在预测三种领导动机因素和领导意图时，对大五人格因素产生补充作用。通过收集750名大学生的人格和职业抱负数据，我们发现情感认同和社会规范领导动机介导了远端特质对意图的影响。相比之下，非算计性领导动机对领导意图没有贡献，这对寻求无私领导者的组织具有重要意义。自恋解释了领导意图中超出外向性所解释的变异；这与领导角色出现的研究形成对比，在那些研究中，一旦控制了外向性，自恋的影响就消失了。总体而言，我们的研究结果验证了领导动机的三因素概念化，并阐明了光明和黑暗人格因素在理解个人获得领导角色愿望方面的作用。
