Psychology
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Item Addressing Follower Motivation Within the Kelley Typology of Followership Using Significance Quest Theory(2022) Forgo, Emily Elizabeth; Hanges, Paul J; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)This thesis sought to build upon the Kelley typology of followership by examining the motivational factors that affect follower behavior in follower-leader interactions that the original theory did not explore. The motivational mechanism I argued accounted for differences in follower behavior was Significance Quest theory. This thesis examined whether the interaction between the activation of an individual’s significance quest and the closeness to a network perceived as valuable to them would influence follower behavior. Additional factors, such as narratives valued by the network and regulatory focus orientation, are also explored. Partial support was found for two hypotheses. Implications and future directions of these findings are discussed.Item The Role of Accent on East Asians’ Leadership(2022) Lee, Jaeeun; Wessel, Jennifer; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)Not only do leaders influence followers, but followers also play a vital role in shaping leadership. Through two studies, I examined whether East Asian leaders with a foreign accent would be less respected by their followers than those without an accent. Additionally, I studied whether receiving respect from followers would affect foreign-accented East Asians’ leadership. In an experimental study (N = 150), I found that a foreign-accented East Asian leader was perceived as less effective and relatively poor at facilitating followers to cooperate toward a group goal than an East Asian leader without an accent. As a result, a foreign-accented East Asian leader was perceived as having less legitimate power to influence others. In Study 2 (N = 181), I surveyed actual leaders and found that foreign-accented East Asian leaders perceived less respect from followers than non-accented East Asian leaders and White leaders with and without a foreign accent. Moreover, foreign-accented East Asian leaders reported significantly more negative leader outcomes (leader identity strength and leadership self-efficacy) than foreign-accented and non-accented White leaders. These findings suggest that difficulties foreign-accented East Asian leaders face in the workplace may not be illuminated if the focus is only on race.