Richard Herrera

Drawing upon the existing literature, this study investigated the relationship between collectivism and religious affiliation with the four Leader-Member Exchange (LMX) dimensions of Contribution, Loyalty, Affect, and Professional Respect. In this study of 300 adults, a significant positive relationship was found between the Multidimensional Measure of Leader-Member Exchange with collectivism and religious affiliation. With regard to the dimension of Contribution, collectivism and religious affiliation were both found to be strong predictors. With respect to Loyalty; collectivism and age helped to increase ratings of the supervisor and perceptions of leadership. Affect only had one significant predictor, collectivism. The LMX dimension of Professional Respect was found to have four significant predictors, including collectivism, religious affiliation, age, and years as a manager. Further regression analysis indicated that the diversity dimension, collectivism, was the driving factor of the relationship. This outcome indicated that collectivism was a strong predictor of how positively participants rated their attitudes toward their immediate supervisor and perceptions of leadership. The results of this study indicate that a relationship does exist between collectivism and religious affiliation with the Multidimensional Measure of Leader-Member Exchange, particularly with regard to the LMX dimensions of Contribution and Professional Respect. Furthermore, it strengthens the argument that organizations must be prepared to re-evaluate their policies with regard to diversity in the organization, particularly with respect to collectivism.

Drawing upon theexisting literature, this study investigated the significance of Diversity as apredictor of leadership effectiveness, as it relates to the MultidimensionalMeasure of Leader-Member Exchange (LMX-MDM). A study of 300 working adults found that therewas a significant positive relationship between Diversity and the four LMXdimensions of Contribution, Loyalty, Affect, and Professional Respect. Collectivism and religious affiliation wereboth strong predictors with regard to Contribution. With regard to the dimension of Loyalty;collectivism, gender egalitarianism, and age helped to increase ratings of thesupervisor and perceptions of leadership. Affect only had one significant predictor, collectivism.The LMX dimension of ProfessionalRespect was found to have four significant predictors, including collectivism, religiousaffiliation, age, and years as a manager. Further regression analysis indicated that theDiversity dimension, Collectivism, was the driving factor of the relationship. This outcome indicated that Collectivism was astrong predictor of how positively participants rated their attitudes towardtheir immediate supervisor and perceptions of leadership. The results of this study indicate that diversity,particularly with regard to collectivism, is a positive predictor of leadershipeffectiveness using the LMX model. Furthermore,it strengthens the argument that organizations must be prepared to re-evaluatetheir policies with regard to diversity in the organization, particularly withrespect to Collectivism.

Increasingly, human resource managers are recognizing the need to understand how the differences between men and women affect organizational culture and leadership. This study of 314 workers examines the influence of gender on the leadership and cultural dimensions identified in the acclaimed Global Leadership and Organizational Behavior Effectiveness (GLOBE) research program. The results show that gender is a significant predictor in two of the nine cultural dimensions—gender egalitarianism and assertiveness—and two of the six leadership dimensions—participative leadership and self‐protective leadership. These findings can help HR managers capitalize on the strengths of both male and female employees as they design policies and practices to achieve organizational objectives.

This study investigates the importance of diversity management as it relates to the GLOBE study cultural preferences. A survey of 225 students in undergraduate and graduate programs at a private Texas University concluded that collectivism was a strong predictor of how positively participants rated their organizations support for diversity, diversity recruitment efforts, diversity training for mentors, and employees with disabilities. The participants were nontraditional students who were also employed in a wide array of organizations. Collectivism and assertiveness were both strong predictors with regard to participant's ratings of chief executive officer (CEO) support of diversity and the organization's overall diversity training. With regard to leadership dimensions, humane-oriented leadership was a positive predictor of preference for a collective culture, which predicts diversity management ratings. Team-oriented leadership also predicted ratings of diversity management. The results of the study indicate that promoting a more collectivist rather than individualistic culture is associated with the increased rating of organizational diversity practices. Furthermore, it strengthens the argument that with the increase in globalization, organizations must be prepared to re-evaluate their policies and know when to adapt to changes in organizational culture.

This study builds on previous work that has shown congressional roll-call indexes to be both reliable and valid indicators of House members' ideolo gy. Using a longitudinal set of data comprised of Americans for Democratic Action (ADA) ratings, Americans for Conservative Action (ACA) scores, Congressional Quarterly's Conservative Coalition (CC) ratings and Nation al Journal's (NJ) scores, we examine the stability of the indexes using a con firmatory factor model. The results confirm the high level of validity and reliability found previously and provide evidence of an equally high level of stability. Congressional roll-call indexes, though based on a sampling of votes taken in the House of Representatives, perform quite well with regard to these three measurement characteristics.