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Annual Review of Psychology

Volume 60, 2009, review article, leadership: current theories, research, and future directions.

Bruce J. Avolio 1 , Fred O. Walumbwa 2 , and Todd J. Weber 3
View Affiliations Hide Affiliations Affiliations: 1 Department of Management, University of Nebraska, Lincoln, Nebraska 68588-0491; email: [email protected] 2 Department of Management, The Arizona State University, Glendale, Arizona 85306-4908; email: [email protected] 3 Department of Management, University of Nebraska, Lincoln, Nebraska 68588-0491; email: [email protected]
Vol. 60:421-449 (Volume publication date January 2009) https://doi.org/10.1146/annurev.psych.60.110707.163621
© Annual Reviews

This review examines recent theoretical and empirical developments in the leadership literature, beginning with topics that are currently receiving attention in terms of research, theory, and practice. We begin by examining authentic leadership and its development, followed by work that takes a cognitive science approach. We then examine new-genre leadership theories, complexity leadership, and leadership that is shared, collective, or distributed. We examine the role of relationships through our review of leader member exchange and the emerging work on followership. Finally, we examine work that has been done on substitutes for leadership, servant leadership, spirituality and leadership, cross-cultural leadership, and e-leadership. This structure has the benefit of creating a future focus as well as providing an interesting way to examine the development of the field. Each section ends with an identification of issues to be addressed in the future, in addition to the overall integration of the literature we provide at the end of the article.

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Article Type: Review Article

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Most cited most cited rss feed, job burnout, executive functions, social cognitive theory: an agentic perspective, on happiness and human potentials: a review of research on hedonic and eudaimonic well-being, sources of method bias in social science research and recommendations on how to control it, mediation analysis, missing data analysis: making it work in the real world, grounded cognition, personality structure: emergence of the five-factor model, motivational beliefs, values, and goals.

Publication Date: 10 Jan 2009

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Leadership: A Comprehensive Review of Literature, Research and Theoretical Framework

2020, Leadership: A Comprehensive Review of Literature, Research and Theoretical Framework. In: Journal of Economics and Business, Vol.3, No.1, 44-64.

This paper provides a comprehensive literature review on the research and theoretical framework of leadership. The author illuminates the historical foundation of leadership theories and then clarifies modern leadership approaches. After a brief introduction on leadership and its definition, the paper mentions the trait theories, summarizes the still predominant behavioral approaches, gives insights about the contingency theories and finally touches the latest contemporary leadership theories. The overall aim of the paper is to give a brief understanding of how effective leadership can be achieved throughout the organization by exploring many different theories of leadership, and to present leadership as a basic way of achieving individual and organizational goals. The paper is hoped to be an important resource for the academics and researchers who would like to study on the leadership field.

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An organization constitute of a diverse group of individuals, working together towards a specified common goal. A robust organizational framework is based upon specified values, believes and positive culture accompanied by effective leaders and managers that are expected to understand their roles and responsibilities towards both the employees and the management of the organization. Culture is recognized as "the glue" that binds a group of people together (Martin and Meyerson, 1988). Therefore, organizational culture entails intelligent and great leaders who value and believe in nurturing employees and appreciate their active participation in the progression of the company (Balain & Sparrow 2009). With that said, management is also one of the crucial organisational activities that is necessary to ensure the coordination of individual efforts as well as the organization's resources and activities. Lastly, leadership in itself is a vital bond that connects effective management and splendid organizational culture. However, for a long time, there has been a disconnect and inconsistency on what entails leadership and management. We identify with scholars who questioned the overlying issues regarding the significant concepts of leadership and management (Schedlitzki & Edwards,2014). It is therefore paramount to understand how leadership and management play critical roles in shaping up contemporary organizations, fundamentally appreciating the applicability that arises with the various leadership styles and management theories while apprehending their link to organization culture.

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Management and Leadership: Definition, Differentiations, and Other Theoretical Considerations

First Online: 23 June 2022

Cite this chapter

Boris Kaehler 2

Part of the book series: Management for Professionals ((MANAGPROF))

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Any study on management and leadership must begin with a clear definition. Organizational management , in the sense of managing an organization or its subunits, can be defined as a steering influence on market, production, and/or resource operations that may address both people and non-people issues with the aim of achieving the unit’s objectives. Organizational people management , in the sense of managing the personnel of an organization or its subunits, is an influence on employees with the aim of achieving the unit’s objectives by generating work performance and meeting other requirements. To manage a unit or its members is synonymous with or leading them.

Management and leadership influence can be exercised in two ways: through anticipatory norm-setting or through situational intervention. Both forms can be exercised in hard, externally directed ways or in gentle, non-directive ways. Since hard external influence usually triggers resistance, it is advisable to primarily exert influence in a gentle manner (e.g., in the form of systematic self-direction, instrumental behavioral reinforcement, nudging, collective social norms, or implicit communication). These and other theoretical considerations on management and leadership are discussed in this chapter.

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In German, the term “Führung” is more general and means both. Thus, a single word can be used to refer to both management and leadership.

Unfortunately, the German term of “Anführertum”, which is most fitting here, has no equivalent in the English language. It means that a person leads a group in a certain direction and implies a certain instability.

Both sources refer to the German equivalent “Leitung”.

Weibler also refers to the often-used German equivalent “Leitung”; in English, the duality introduced by Gibb is rather uncommon.

Seidel also refers to the German equivalent “Leitung”.

As already mentioned above, a very fitting German term for this with no equivalent in English is “Anführertum”, meaning that a person (the “Anführer”) leads a group in a certain direction and implies a certain group dynamic and instability.

German original: “Lückenbüßer der Organisation”.

German original: “Residualfaktor”.

In this respect, the choice of the term “human capital” as the German “non-word of the Year 2004” (TU Darmstadt 2004 ) simply shows a lack of knowledge.

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Kaehler, B. (2022). Management and Leadership: Definition, Differentiations, and Other Theoretical Considerations. In: Complementary Management. Management for Professionals. Springer, Cham. https://doi.org/10.1007/978-3-030-98163-1_1

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NEW REPORT: The People's Guide to Project 2025

The People’s Guide to Project 2025

Project 2025 is among the most profound threats to the American people.

We read Project 2025’s entire 900+ page “Mandate for Leadership” so that you don’t have to.

What we discovered was a systemic, ruthless plan to undermine the quality of life of millions of Americans, remove critical protections and dismantle programs for communities across the nation, and prioritize special interests and ideological extremism over people.

From attacking overtime pay, student loans, and reproductive rights, to allowing more discrimination, pollution, and price gouging, those behind Project 2025 are preparing to go to incredible lengths to create a country only for some, not for all of us.

If these plans are enacted, which Project 2025’s authors claim can happen without congressional approval, 4.3 million people could lose overtime protections, 40 million people could have their food assistance reduced, 220,000 American jobs could be lost, and much, much, more. The stakes are higher than ever for democracy and for people.

These threats aren’t hypothetical. These are their real plans.

The Heritage Foundation and the 100+ organizations that make up the Project 2025 Advisory Board have mapped out exactly how they will achieve their extreme ends. They aim to try and carry out many of the most troubling proposals through an anti-democratic president and political loyalists installed in the executive branch, without waiting for congressional action. And, while many of these plans are unlawful, winning in court is not guaranteed given that the same far-right movement that is behind Project 2025 has shaped our current court system.

To combat the threats posed by Project 2025, we have to first understand them.

What follows are some of the most dangerous proposals that make up Project 2025, specifically those that they plan to implement through federal agencies and a far-right executive branch.

The majority of Americans share the same values and priorities, but Project 2025 wants to push an extreme, out-of-touch agenda on all of us . By reading this guide and sharing it, we can begin to address these threats and go on offense towards building a bold, inclusive democracy for all people.

Download PDF

What is Project 2025?

The Project 2025 Presidential Transition Project is a well-funded (eight-figure) effort of the Heritage Foundation and more than 100 organizations to enable a future anti-democratic presidential administration to take swift, far-right action that would cut wages for working people, dismantle social safety net programs, reverse decades of progress for civil rights, redefine the way our society operates, and undermine our economy.

A central pillar of Project 2025 is the “Mandate for Leadership,” a 900+ page policy playbook authored by former Trump administration officials and other extremists that provides a radical vision for our nation and a roadmap to implement it.

Project 2025 Snapshot

Proposals from Project 2025, discussed in detail throughout this guide, that they claim could be implemented through executive branch action alone — so without new legislation — include:

Cut overtime protections for 4.3 million workers
Stop efforts to lower prescription drug prices
Limit access to food assistance, which an average of more than 40 million people in 21.6 million households rely on monthly
Eliminate the Head Start early education program, which serves over 1 million children annually
Cut or change American Rescue Plan (ARP) programs that were expected to create or save 220,000 jobs in 2022
Restrict access to medication abortion
Push more of the 33 million people enrolled in Medicare towards Medicare Advantage and other worse, private options
Expose the 368,000 children in foster care to risk of increased discrimination
Deny students in 25 states and Washington, D.C. access to student loans because their state provides in-state tuition to undocumented immigrants
Roll back civil rights protections across multiple fronts, including cutting diversity, equity, and inclusion-related (DEI) programs and LGBTQ+ rights in health care, education, and workplaces

Explore Project 2025's Plans:

Cut wages, create unsafe workplaces, and destabilize our economy.

Project 2025 would enable corporations to cut overtime pay, relax worker safety rules, allow workplace discrimination, and more.

Make It Harder for Americans To Make Ends Meet

A strong democracy is one where people have the resources they need to thrive, not worry about how they will make ends meet. Project 2025 proposals would only make daily life harder for people – with fewer people able to access food assistance and affordable early education, less support for veterans with disabilities, and cuts to support for farmers.

Restrict Reproductive Rights and Access to Health Care

Despite the majority of Americans supporting comprehensive health care and reproductive freedom, Project 2025 would prefer a far different reality. Their attacks would undermine Medicare, keep prescription drug prices high, and restrict access to reproductive care.

Enable Discrimination Across Society

Threatened by decades of progress in advancing civil rights and equality for all, the authors of Project 2025 want to create a country that allows for more discrimination where we live, study, work, and play — and roll back hard-fought victories by our movements for progress.

Set Polluters Loose and Undo Climate Action

We’ve waited decades for meaningful and robust federal action to combat climate change and protect people from the harms of pollution. Project 2025 couldn’t care less about these threats — and now they want to destroy our hard-fought gains.

Make Education Unaffordable and Unwelcoming

Our public schools are foundational to our democracy. When special interests undermine public schools, they undermine the ability of students from all backgrounds to learn, feel safe in their community, and develop skills and knowledge that enable students to thrive. If Project 2025 has their way, our public schools could be stripped of funding, protections for students, and high-quality curricula.

Undermine Government’s Ability to Deliver for People

Civil servants are federal employees who work and live in all 50 states — the more than 2 million people who keep our air clean, water safe, consumers protected, and mail delivered. Attacks on the nation’s civil service are attacks on the government’s ability to work for the people.

The threats from Project 2025 do not end here.

This People’s Guide only begins to catalog the people and communities who would be harmed if a future presidential administration began to implement Project 2025’s proposals. Businesses and industry across the country could be harmed not just from the lack of data collection discussed above, but also from proposals to politicize the Federal Reserve or to restrict free trade. Our country’s national security itself, too, is threatened by proposals to concentrate military decisionmaking, further undermine our intelligence agencies, or promote isolationist policies.

We continue to analyze these policies and their harms to people, and expect to release updated versions of the People’s Guide with reports on the threats that would make it harder to run a business, put our security at risk, and more. Click here to sign up to receive the updated reports directly in your inbox.

We cannot let Project 2025 write the next chapter of our nation’s story.

To learn more about how we can confront the threats presented in this guide head-on and begin to build a bold, vibrant democracy for all people, visit democracyforward.org/join-2025 .

Our three pillars to advance a bold, vibrant democracy for all people:

Defending democracy and policies that propel progress through public education, regulatory and legal support.

Disrupting unlawful, regressive, and anti-democratic activity through litigation, investigations, and public education.

Building coalitions, supporting communities, and creating a more democratic and just future through the law.

Join us in this generational fight for people and democracy.

New york times: “the resistance to a new trump administration has already started”.

As first reported in The New York Times : Democracy Forward is “ensuring that people and communities that would be affected by a range of policies that we see with respect to Project 2025 know their legal rights and remedies and are able to access legal representation, should that be necessary.”

Robin Brooks, Ben Harris

June 26, 2024

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June 27, 2024

Andre M. Perry, Manann Donoghoe

James Goldgeier, Elizabeth N. Saunders

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