As organizations take on grand challenges in gender equality, anti-racism, LGBTQ+ protections and workplace inclusion, many well-intentioned individuals from dominant groups (e.g., cisgender men, Caucasian, heterosexual) are stepping forward as allies toward underrepresented or marginalized...

Purpose – Previous research on psychological contracts has assumed that managers play a unidimensional role as either a contractual agent or an employee of the organization. These assumptions are examined in light of a recent article advocating a “multiple foci” conceptualization of...

Purpose – To address the increasing need for novel approaches to leadership that deal with the challenges organizations face as they flatten, diversify, and confront increasingly complex problems. Design/methodology/approach – A meso‐level theoretical model is developed that outlines the...

Purpose – Executive coaching is commonly utilized in organizations to facilitate the personal and professional growth of executives. Executive coaches utilize a variety of proactive influence tactics to create behavioral change in their clients. The current study aimed to examine coaches'...

Purpose – Previous studies show that sharing leadership in teams offers potential performance benefits across various contexts. This paper aims to investigate moderators of the effectiveness of shared leadership. In particular, it seeks to explore the moderating effects of team work function...

We present three spiral reinforcement models that describe how mutual perceptions of trustworthiness and/or mutual cooperation may develop in dyadic interpersonal and intergroup relationships: a perceived trustworthiness spiral model, a cooperation spiral model, and a perceived...