School of Psychology, University of Queensland, Brisbane, Australia.
Exeter Business School, University of Exeter, Exeter, United Kingdom.
PLoS One. 2023 May 25;18(5):e0286263. doi: 10.1371/journal.pone.0286263. eCollection 2023.
The social identity approach to leadership argues that leaders' capacity to influence and inspire others is grounded in a shared sense of social identity (or 'us-ness') that those leaders create, advance, represent, and embed for the groups they lead. The approach therefore argues that a key task for leaders is to develop insights and skills of (social) identity leadership that allow them to motivate and mobilize groups and transform them into a potent social and organizational force. In contrast to other approaches and programs which focus on leaders' leader identity (their 'I-ness'), the 5R leadership development program supports the development of leaders' social identity by raising awareness of the importance of social identity ('we-ness') for leadership and taking leaders through structured activities that help them build engaged and inclusive teams. The present research assessed the benefits of facilitated and learner self-directed versions of the 5R program (Ns = 27, 22 respectively) relative to a no-treatment control (N = 27). Results (including those of an intention-to-treat analysis; N = 76) indicated that, relative to leaders in the control condition, those who participated in both forms of 5R reported large increases in identity leadership knowledge, as well as medium-sized increases in both team engagement (a compound factor comprised of team identification, team OCB, team efficacy, and work engagement) and 'teamfulness' (comprised of team reflexivity, team psychological safety, team goal clarity, and inclusive team climate). We reflect on the importance of teamfulness for leadership and team functioning and on the value of programs that help leaders develop this.
社会认同领导力方法认为，领导者影响和激励他人的能力源于领导者为其所领导的群体创造、推进、代表和嵌入的共同社会认同（或“我们感”）。因此，该方法认为，领导者的一项关键任务是发展（社会）身份领导力的洞察力和技能，使他们能够激励和动员群体，并将其转变为强大的社会和组织力量。与其他关注领导者领导者身份（他们的“我感”）的方法和计划不同，5R 领导力发展计划通过提高对社会认同（“我们感”）对领导力的重要性的认识，并通过帮助领导者进行结构化活动来支持领导者社会认同的发展，这些活动有助于他们建立参与度高且包容性强的团队。本研究评估了促进和学习者自我指导版本的 5R 计划（分别为 Ns = 27，22）相对于无治疗对照（N = 27）的益处。结果（包括意向治疗分析的结果；N = 76）表明，与对照组中的领导者相比，那些参加两种形式的 5R 的领导者在身份领导力知识方面有了显著提高，在团队参与度（由团队认同、团队 OCB、团队效能和工作投入组成的综合因素）和“团队整体性”（由团队反思、团队心理安全、团队目标清晰度和包容性团队氛围组成）方面也有中等程度的提高。我们反思了团队整体性对领导力和团队运作的重要性，以及帮助领导者发展这一点的计划的价值。
