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首页> 外文期刊>The Journal of Management Development >A conceptual model for understanding the process of self-leadership development and action-steps to promote personal leadership development
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A conceptual model for understanding the process of self-leadership development and action-steps to promote personal leadership development

机译：用于理解自我领导力发展过程和促进个人领导力发展的行动步骤的概念模型

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Purpose - The goal of the leadership development process is to enable the individual to learn how to become a self-leader and for any organization to develop leaders. Self-leadership represents an individual's ability to exercise control (self-efficacy) over his or her choice of situations in which to participate in and to provide intrinsic rewards that are usually associated with achieving goals. The paper aims to discuss these issues. Design/methodology/approach - This study presents and describes a conceptual model that will help us to understand the critical dimensions (e.g. self-esteem) associated with self-leadership and the interrelatedness of these dimensions. Findings - The conceptual model that the author describes in this paper provides a comprehensive overview of self-leadership that extends Neck and Manz's (2010) conceptual model. It does so by identifying all the critical super ordinate mediators referred to by Deri et al (1981) as internal states (referred to in this study as "dimensions"). These "dimensions" are then organized into his or her own singular system which leads to specific types of behavior. Through elucidating the important mediators and learning about and understanding how behavior, an individual's internal processes and external forces influence each other (in what Manz, 1986; Bandura, 1978 refer to as reciprocal determinism), we can begin to understand how to design more effective leadership development programs. Additionally, by studying these mediators any organization can develop clearly defined profiles of potential leaders; in turn, this will help an organization screen candidates more effectively to fill leadership jobs. Originality/value - This concept piece offers a comprehensive model of the self-leadership process that includes all the important issues and the relationship among the important issues.
机译：目的-领导力发展过程的目标是使个人能够学习如何成为自我领导者，并使任何组织都能培养领导者。自我领导力表示个人对自己参与的情况进行选择（自己的能力）并提供通常与实现目标相关的内在奖励的能力。本文旨在讨论这些问题。设计/方法/方法-这项研究提出并描述了概念模型，可以帮助我们理解与自我领导相关的关键维度（例如，自尊）以及这些维度之间的相互关系。调查结果-作者在本文中描述的概念模型提供了对自我领导的全面概述，扩展了Neck and Manz（2010）的概念模型。它通过确定Deri等人（1981）称为内部状态的所有关键上级调解人（在本研究中称为“维度”）来实现。然后将这些“维度”组织成他或她自己的单一系统，从而导致特定类型的行为。通过阐明重要的中介者，并了解和理解行为，个体的内部过程和外部力量如何相互影响（Manz，1986； Bandura，1978，称为对等确定性），我们可以开始理解如何设计更有效的方法。领导力发展计划。此外，通过研究这些调解人，任何组织都可以制定明确定义的潜在领导者档案。反过来，这将帮助组织更有效地筛选候选人以填补领导职位。原创性/价值-这个概念片提供了一个自我领导过程的综合模型，其中包括所有重要问题以及重要问题之间的关系。

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