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Does Talking The Talk Help Walking The Walk? An Examination Of The Effect Of Vocal Attractiveness In Leader Effectiveness , Timothy Degroot, Federico Aime, Scott G. Johnson, Donald Kluemper
Does Talking The Talk Help Walking The Walk? An Examination Of The Effect Of Vocal Attractiveness In Leader Effectiveness , Timothy Degroot, Federico Aime, Scott G. Johnson, Donald Kluemper
Business Faculty Publications
The authors tested the hypothesis that leaders' vocal attractiveness is positively related to perceptions of leadership effectiveness. In a first study using vocal spectral analysis on a sample of U.S. presidents and Canadian prime ministers, vocal attractiveness accounted for significant variance in historians' perceptions of leadership effectiveness (β = .35, p < .05), explaining an additional 12% of the variance above that explained by personality, motives, and charisma. A second study of 255 subjects distributed into 85 teams in a laboratory setting found similar results for the relationship between vocal attractiveness and perceptions of leadership effectiveness. The second study also supported the hypothesis that personal reactions mediate the relationship between vocal attractiveness and perceptions of leadership effectiveness. In contrast, vocal attractiveness and personal reactions were found to have no significant effects on leadership effectiveness outcomes.
Emotion Management Ability: Predicting Task Performance, Citizenship, And Deviance, Donald H. Kluemper, Timothy Degroot, Sungwon Choi
Emotion Management Ability: Predicting Task Performance, Citizenship, And Deviance, Donald H. Kluemper, Timothy Degroot, Sungwon Choi
Business Faculty Publications
This article examines emotion management ability (EMA) as a theoretically relevant predictor of job performance. The authors argue that EMA predicts task performance, organizational citizenship behavior (OCB), and workplace deviance behavior. Moreover, to be practically meaningful, managing emotions should predict these important organizational outcomes after accounting for the effects of general mental ability and the Big Five personality traits. Two studies of job incumbents show that EMA consistently demonstrates incremental validity and is the strongest relative predictor of task performance, individually directed OCB, and individually directed and objectively measured deviance.