Charismatic Leadership Theory Research Articles

Is Charismatic Leadership Effective?

Most times, charismatic leaders have a distinct relationship with employees. Charismatic leaders can be powerful agents of organizational change, especially during difficult times. Many theories of charismatic leadership have stressed the traits and demeanor of leaders and their effects on employees, the company, and profits. However, many research studies do not fully explain how this leadership style can initiate a process of innovation that will result in higher profits and a more engaged workforce. In this study, the author will outline different styles that charismatic leaders process that may explain the phenomenon.

Influence of Charismatic Leadership on Employee Engagement in South Korea

Purpose: To aim of the study was to examine the effect of leadership on organizational learning and knowledge management in India. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: The study revealed that charismatic leaders significantly enhance employee motivation and commitment by inspiring a shared vision and fostering a strong organizational culture. Employees under charismatic leadership exhibit higher levels of enthusiasm, dedication, and alignment with organizational goals, leading to increased productivity and job satisfaction. This leadership style promotes open communication and trust, empowering employees to take initiative and contribute more effectively to the organization. Unique Contribution to Theory, Practice and Policy: Transformational leadership theory, charismatic leadership theory & self-determination theory may be used to anchor future studies on Influence of Charismatic Leadership on Employee Engagement in South Korea. Organizations should invest in training programs that develop charismatic leadership skills among their managers. Training should focus on enhancing communication, vision articulation, and motivational techniques to foster a supportive and engaging work environment. Organizations should incorporate charismatic leadership principles into their human resource policies, including recruitment, performance evaluation, and career development.

Leadership Theory and Ownership Succession in the National Football League: The Case of the Cincinnati Bengals

The fans in Cincinnati are in an uproar. They have just witnessed another disappointing football season, the 23rd since Mike Brown became the owner of the team. Mike Brown’s tenure has been marked by historically poor performance with eight and nine straight game losing streaks to begin the season on multiple occasions. To make matters worse, this was the same number of seasons that his father and Hall of Famer, Paul Brown, owned the team. Where Paul Brown’s tenure had been marked by record ascendence to the playoffs and two Super Bowl trips, his son’s tenure was notable primarily for seasonal failure. In the minds of the fans and press, the two eras of ownership could not be more starkly different. Both are now calling for wholesale changes to the leadership or the sale of the team. Students should examine these claims and both eras of ownership using transformational and charismatic leadership theories, Collins’ Genius with a Thousand Helpers leadership model, and family-owned business succession perspectives. Do the fans and press have a right to be angry and demand a change in leadership?

Analisis Teori Pemimpin dalam Konteks Perkembangan Karakteristik Individu

Leadership is an important aspect in various areas of life, a deeper understanding of how individual characteristics contribute to the emergence of effective leaders can help in the development of better leaders in the future. This article aims to analyze various leader theories that have been developed by leadership experts in the context of the development of individual characteristics. The method used in this research is library research. This data was collected using documentation techniques from scientific journal articles that have been published online and books that match the theme. This article explores classical and contemporary theories of leadership, such as Great Man theory, situational leadership theory, charismatic leadership theory, and transformational leadership theory. We also conduct a critical analysis of these theories, focusing on how they link the development of individual characteristics to a person's ability to be an effective leader. Through a better understanding of the correlation between individual factors and leadership, we hope this article can provide deeper insight into how leaders are born and develop.

Exploring Charismatic Leadership Based on the Case Study of Franklin. D. Roosevelt

This paper is based on the theory of charismatic leadership from Max Weber, analyzing several aspects of charisma and its use in politics. Such research would provide suggestions for political leaders in modern days to improve their public image. The paper takes Franklin Roosevelt’s presidency as a case study, using the methods of the case study. In the research, Roosevelt’s personal factors of his communication, vision, and expertise are examined and discussed. Besides, the paper also takes the social background into account. The study gains the conclusion that communication, vision, and expertise are three factors of charismatic leadership. In this study, the author finds that Roosevelt had great communicative skills, including his use of media. He also formed a great vision to prepare for the Great Depression and Wartime. Additionally, the power of Roosevelt’s presidency was of socialized orientation that he took advice from the public, especially the scholars in universities. In conclusion, political leaders in modern days should learn from Roosevelt’s experience to become excellent communicators, making full use of modern media. They should also take suggestions from experts and the public to form a strong vision and gain professional knowledge.

Analyzing the Role of Populism in Democratic Backslides: Venezuela’s Case Study Based on Max Weber’s Theories

Populism is overwhelmingly cited by political researchers as a major factor that leads to democratic backslides in recent years. Venezuela is a prime example of democratic degradation resulting from populist ideologies promoted by President Hugo Chavez. This study focuses on exploring the role of populism in Venezuela’s democratic backslide through Max Weber’s theories of charismatic leadership, which adds nuance to the discussion of populism. An analysis based on the connection between populism and excessive charisma presents Hugo Chavez’s consolidation of power and subsequent democratic breakdown in Venezuela. This paper concludes that populism in Venezuela has led to political polarization and Hugo Chavez’s cult of personality, which are made possible by Chavez’s appeal to a sense of national crisis. Ultimately, Hugo Chavez’s populist agenda deconstructed the Venezuelan democratic system and paved the path for the rise of authoritarianism. The conclusions in this paper regarding the destructive effects of populism on Venezuelan democracy can provide useful insights for political researchers and policymakers in contemporary liberal democracies.

An Islamic Caliph in the Context of Max Weber's Theory of Charismatic Leadership: Abdulmalik B. Marvan

Tarih boyunca lider ve liderlik kavramlarına gereken hassasiyeti göstermeyen ve itibar etmeyen toplumlar kısa sürede dağılmaya gitmiş ve ortadan kalkmışlardır. Bu nedenle bu kadar önem arz eden lider kavramı, belirli amaçlara uygun olarak takipçilerini yöneten ve yönlendiren bir şahsiyet olmasının ötesinde toplumu temsil eden bir kişilik sahibidir. Lider önderlik ettiği kitleyi bulunduğu konumdan daha yüksek bir konuma taşımakla sorumlu kişidir. Liderlik konusunda Max Weber 1900’lü yılların ikinci yarısından sonra modern karizmatik liderlik kavramını söylemlerinde ve eserlerinde ifade etmeye başladı. Bu bağlamda karizmatik liderlik, liderin içinde bulunduğu konuma veya yönetim usulüne göre değil, takipçilerinin onu algılama şekline göre ortaya çıkan etki altında kalma biçimidir. Buradan anlaşıldığı gibi lider takipçileri üzerinde oldukça etkili bir kişidir. Abdülmelik b. Mervan (685-705) Emevîler Devleti’nde yaklaşık 21 yıl Halifelik makamında görev yaparak hem kendi devrine damgasını vurdu hem de kendisinden sonra gelen halifeler ve hükümdarlar için bir takım liderlik örnekleri ortaya koydu. Bu makalede Abdülmelik b. Mervan’ın liderlik özellikleri Max Weber’in karizmatik liderlik yaklaşımı bağlamında değerlendirilecektir

A Critical Analysis of Reinhard Bonnke’s Charismatic Leadership Paradigm

The study of leadership has evolved over the years, focusing on different approaches. In the early nineteenth century, leadership study focused on the traits, skills, and behavioral and situational approaches of leaders. In recent years the focus has emphasized servant leadership, authenticity, and charisma. This article focuses on the charismatic leadership theory propounded by Max Weber. This article aims at analyzing the charismatic leadership style of evangelist Reinhard Bonnke. The article starts with a definition of leadership followed by an overview of charismatic leadership and then delves into the life of Bonnke with a biographical sketch of his life. The article brings to light Bonnke’s influence, contributions to the Spirit-empowered Movement, and leadership style. It concludes with a summative assessment of this leadership paradigm.

Paradigms of Global Spirit-empowered Leadership

Spirit-empowered leaders employ different paradigms of leadership. The aim of the article is to identify, explain, and critique these paradigms. Spirit-empowered leadership is conceived of as belonging to the category of charismatic leadership. Following Max Weber, charismatic leadership is understood as flowing from charisma or giftedness, which is attributed to the leader by his or her followers. The article starts with the findings of theorists concerning charismatic leadership. Then it delineates five paradigms of Spirit-empowered leadership—the apostle, prophet, healing evangelist, pastorpreneur, and teacher/scholar. Examples are offered from global contexts. Last, a summative assessment of the paradigms is conducted, using criteria formulated by theorists of charismatic leadership theory.

John Paul II: A Role Model of Participative, Transformative, and Empowering Leadership

This article sets out to revisit charismatic leadership theory through the concepts of servanthood, participation, transformation, and empowerment. We will argue that only servant and participative leadership reflects the relational nature of the Holy Trinity and has a potential to transform and empower followers, offering a remedy to the issue of power in Spirit-empowered Christianity. We propose that this emerging paradigm of charismatic leadership is exemplified by Karol Wojtyła (John Paul II). The assessment employs the criteria of personal and socialized charismatic leadership, as well the apostle and teacher/scholar paradigms of leadership derived from Ephesians 4:11. The study also features an evaluation of John Paul II’s contribution to the development of the contemporary Spirit-empowered Movement.

What's charisma got to do with it? Three faces of charismatic leadership and corporate social responsibility engagement.

In response to both internal and external expectations and pressures, companies increasingly consider corporate social responsibility (CSR) as an essential factor in their strategic planning, but in a very diverse manner. To help synthesize the flourishing research in CSR variation across firms, we propose a three-orientation framework to map out a wide range of CSR strategies in current literature. Furthermore, we emphasize the importance of executive leadership and suggest that differences in leader’s values are the key drivers of CSR heterogeneity. This study offers a parsimonious model that maps out three primary pathways between leadership values and CSR strategic configurations. Drawing from charismatic leadership theory, we argue that three distinct types of leader power motives define three modes of leader’s strategic decision frames, which, in turn, influence corresponding CSR orientations. Specifically, socialized charismatic leaders favor prosocial decision frame that results in integrative CSR orientation; neutralized charismatic leaders embrace instrumental decision frame leading to strategic CSR mode; and personalized charismatic leaders tend to adopt self-serving CSR strategies driven by the self-serving decision frame. This holistic view advances the knowledge about the micro-foundations of CSR drivers and the essential role of leader values.

Role of Charismatic Leadership and Technology Self-Efficacy in HRIS Use Behavior: A Conceptual Study

The current study claims that the Human Resource Information System (HRIS) Use Behavior, plays a salient role in utilizing the information technology as intended. Thus, organizations investing in information technology are in dire requirement of developing and implementing the effective interventions. The purpose of this is to optimize information technology adoption and its maximum usage among the HRIS users. The existing knowledge base in HRIS Use Behavior hardly addresses the relationship of Charismatic Leadership and Technology Self-Efficacy in the Unified Theory of Acceptance and Use of Technology (UTAUT). The current study has developed an ‘integrative conceptual model’ contributing a theoretical extension of the UTAUT model, which fills he identified theoretical gaps, grounded on UTAUT, Charismatic Leadership theory, and the Social Cognitive Theory. The salient feature of this study is that it conceptualizes and introduces two constructs: 1) Technology Self-Efficacy and 2) Charismatic Leadership, in extending a validated information system Use Behavior or ‘explanatory model’ as a theoretical contribution. This concept paper argues that the Charismatic Leadership and Technology Self-Efficacy have a positive relationship among the UTAUT model's HRIS Use Behavior-related variables. However, it can be integrated towards arriving at a ‘coherent conceptual model’ to be researched and validated. This particular study has developed a ‘coherent conceptual framework’ in studying the phenomenon of HRIS Use Behavior. Furthermore, it studies the role of Charismatic Leadership and Technology Self-Efficacy in affecting the psychological aspect of the end users of a Human Resource Information System (HRIS)

Authoritarian leadership: Is democracy in peril?

Classical leadership models have insistently reinforced the notion of leader-centric rule. Business models focus on strong leadership, definitive decision-making and charismatic figures. Authoritarian leadership is the foundation upon which other models are based. However, the adoption of Charismatic Leadership and Great Man theory puts into relief the tendency within democratic rule towards fascist and populist ideology. Many leading philosophers and political scientists lend support to authoritarian rule. This tendency is not always apparent in democratic theory, indeed it is counter-intuitive, but from a critical perspective, we are forced to ask whether there is not something within democracy which invites authoritarianism and harbours the seed of fascism.

CHARISMATIC LEADERSHIP AND SOCIAL CHANGE: A WEBERIAN PRESPECTIVE

The term "charismatic leader" has recently attained widespread and almost debased currency. In the past, it was occasionally applied to leaders like Gandhi, Roosevelt, Hitler and Lenin. Now nearly every leader with marked popular appeal, especially those of new states, is indiscriminately tagged as charismatic. To avoid such indiscriminate and therefore meaningless use of the term, we should know what is or should be included in the category of charismatic leadership to distinguish it from other forms of leadership. In the present study an attempt is made to see how Weber dealt with sociological components of charisma and bring together all that Weber himself wrote on the subject and systemize that material with the help of writings of modern Sociologists in order to develop the theory of Charismatic Leadership into a more workable tool for understanding Charisma as crucial to Weber's system of analysis as the basis for the explanation of social change.

Charismatic Tour-Guiding: Scale Development and Validation

Charismatic leadership has been conceptualized as a signaling process whereby a leader influences followers to achieve effective management. Although there have been many studies on charismatic leadership, no scale exists to measure tour leaders’ charismatic guiding. Thus, the purpose of this study was to develop a valid and reliable charismatic-guiding scale for tour leaders, from the perspectives of both tour leaders and tour members. Through a rigorous development process, the study’s 20-item, 4-dimensional tour leaders’ charismatic-guiding scale was proven to be valid and reliable. The novel scale may function as a tool for tour leaders to measure their charismatic guiding as well as for travel agencies in their assignment of tour leaders. This study applied charismatic leadership theory to tourism, furthering knowledge of charismatic guiding in tour leaders and establishing a foundation for future theoretical development.

Navigating change in the era of COVID-19: The role of top leaders’ charismatic rhetoric and employees’ organizational identification

The Novel Coronavirus (COVID-19) pandemic has had tremendous and swift effects on organizational change. This study examined how organizations can leverage leadership and employee resources to facilitate positive change outcomes. Drawing from the self-concept based motivational theory of charismatic leadership and substitutes for leadership theory, the current study proposed a theoretical model connecting top leaders’ charismatic rhetoric, employees’ affective commitment to change, and employees’ turnover intention. Furthermore, the study investigated contingencies that may modify the relationship between leadership communication and followers’ outcomes. Results from an online panel of 417 U.S. employees showed that top leaders’ use of charismatic rhetoric during change led to followers’ affective commitment to change, which decreased their turnover intention. Furthermore, employees’ organizational identification moderated this relationship. When employees have low identification with their organizations, top leaders’ charismatic rhetoric to address the immediate change is more needed.

What's Charisma Got to Do with It? Two Faces of Charismatic Leadership and CSR Engagement

In this article, we examine the importance of leadership styles in corporate social responsibility (CSR). Drawing from charismatic leadership theory, we argue that the two distinct styles of charismatic leadership, personalized charismatic leadership (PCL) and socialized charismatic leadership (SCL) influence firm’s CSR engagement through different underlying mechanisms. Integrating with existing CSR typologies (internal-external CSR, institutional-technical CSR, reputation-enhancement and stakeholder-reciprocation strategic CSR and substantive-symbolic CSR), we propose that socialized charismatic leaders favor CSR initiatives that benefit a wide array of stakeholders while personalized charismatic leaders have the propensity to selectively engage in CSRs that address the needs of a particular group of stakeholders (external CSR, technical CSR, reputation enhancement strategic CSR and symbolic CSR). In doing so, our study advances knowledge about the micro-foundations of CSR and the unique pathways between leadership styles and CSR types.

Two sides of the same coin? An analysis of the authentic and charismatic leadership during crisis

Crises are crucial events in which a leader’s efficacy is challenged and tested. Both authentic and charismatic leadership theories have examined the leadership tenure in such troubling circumstances. However, findings are still equivocal, especially regarding the features of both leadership styles in coping with crisis management. To address this void, we use the case of Jacinta Ardern, Prime Minister of New Zealand, who was celebrated by media as an effective leader during two important crises, namely a terrorist attack and the Covid-19 pandemic. To do so, we employed a large dataset of newspaper articles that framed her endeavour over the last three years. We show how Ms Ardern leveraged on some features of both leadership styles, and yet she successfully managed the two different crises. Hence, our study makes a contribution to the literature on leadership in crisis situations, providing a critical examination of the two constructs, showing how they can be interrelated.

Virtual charismatic leadership and signaling theory: A prospective meta-analysis in five countries

Drawing upon signaling theory, charismatic leadership tactics (CLTs) have been identified as a trainable set of skills. Although organizations rely on technology-mediated communication, the effects of CLTs have not been examined in a virtual context. Preregistered experiments were conducted in face-to-face (Study 1; n = 121) and virtual settings (Study 2; n = 128) in the United States. In Study 3, we conducted virtual replications in Austria (n = 134), France (n = 137), India (n = 128), and Mexico (n = 124). Combined with past experiments, the meta-analytic effect of CLTs on performance (Cohen’s d = 0.52 in-person, k = 4; Cohen’s d = 0.21 overall, k = 10) and engagement in an extra-role task (Cohen’s d = 0.19 overall; k = 6) indicate large to moderate effects. Yet, for performance in a virtual context Cohen’s d ranged from −0.25 to 0.17 (Cohen’s d = 0.01 overall; k = 6). Study 4 (n = 129) provided mixed support for signaling theory in a virtual context, linking CLTs to some positive evaluations. We conclude with guidance for future research on charismatic leadership and signaling theory.

Market signaling capacity of written and visual charismatic leadership tactics

We investigate the market signaling capacity of Chief Executive Officer (CEO) charismatic rhetoric. We rely on signaling theory and embodiment theory of charismatic leadership to develop and test the hypothesis that written and visual charismatic signals have a positive influence on investor signal participation. Evaluating CEO letters of S&P100-listed firms from 2012–2015, we find evidence of the presence and interactive effects of both written and visual charismatic market signals. We also find that written or visual charismatic tactics, when assessed independently, have a counterproductive (negative) influence on investor signal participation. Additionally, CEO compensation acts to amplify the market signaling capacity of the combination of written and visual charismatic signals. This research contributes new insight to the literature on the potential downside to CEO charisma, and thereby provides guidance to those curating CEO messages to external stakeholders.