Abstract
Preferences regarding “ideal” supervisory behavior, organizational climate, and measures of interpersonal trust were collected from two samples, college students and industrial managers, to test four hypotheses derived from a dyadic model of the behavioral requirements of a leader's role. The results indicated: (a) The popular hypothesis arguing for higher preferences for freedom and self-actualization opportunities in the work role was not supported completely by these leadership preference results; (b) being employed affected the preferences for “ideal” leadership; (c) preference for organizational climate was related to the pattern of leadership behaviors preferred; and (d) the relationships between interpersonal trust and preferences for leader behavior appear more complex than anticipated in this paper.
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