Bound to lead?Rethinking China's role after Paris in UNFCCC negotiations

As the biggest global emitter of greenhouse gases, China is an extremely important actor in international climate negotiations. During the climate summit in Copenhagen, China was blamed for its uncooperative positions particularly from the US side. However, in the Paris climate process, China's participation in international negotiations is more active, and has become a wellrecognized promoter of the Paris Agreement. To understand China's climate policy, the economic and diplomatic strategy should be taken into consideration, especially the changes in the ideas of China's global governance rooted from domestic politics discourse. Moreover, China's symmetrical changes within domestic and international dimension possibly bring out more balanced climate policies and thus the constructive role of China will be the normalcy in the future United Nations Framework Convention on Climate Changenegotiations. However, the negotiations after the US presidential elections may change dramatically and yields great uncertainty for global action. Thus, the vacuum of power may be a possible scenario. Will China reinforce its role toward leadership or go back to group politics? This article examines China's concerns, motives, and possible path to climate leadership in the current debate.     

Environmental,climate and social leadership of small enterprises: Fairphone’s step-by-step approach

ABSTRACT

Achieving sustainable consumption and production requires a break with current practices in many sectors, including the smartphone sector. Leaders are central actors in catalysing such change by developing, implementing and promoting innovative ideas, products and practices. Not only large but also small enterprises can aspire to assume leadership for sustainability. This contribution explores the environmental, climate and social leadership of the social enterprise Fairphone that seeks to start a movement towards a more sustainable smartphone sector. Endowed with barely any structural power, it relies on other leadership types, especially entrepreneurial leadership, which is based on dialogue, persuasion and coalition-building. Small enterprises can be leaders, but pursuing a goal such as transforming the smartphone sector takes a step-by-step approach targeting different follower groups from suppliers, competitors and consumers to end-of-life processors and policymakers. Those different follower groups are susceptible to different (combinations of) leadership types.     

Climate pushers or symbolic leaders? The limits to corporate climate leadership by food retailers

ABSTRACT

Corporate climate leadership and its relationship with state regulations are discussed. First, a typology defining corporate climate leadership is introduced and distinguished from the other strategic behaviours corporations may adopt in response to climate change. A conceptual framework to explore the mechanisms enabling corporate climate leadership within a given policy system is then presented. This framework is applied to two big Swiss food retailers, considered as typical of corporate climate leaders, firms that showed an early interest in climate protection, as a result of ecological values, third actors’ lobbying and particular market incentives. Most importantly, the two companies were set in motion by a regulatory framework that featured stringent policy goals associated with flexible instruments and economic sanctions. The importance of these findings for understanding the role of corporate leadership in polycentric climate governance is discussed.     

Safety leadership and safety performance in petrochemical industries: The mediating role of safety climate

This study examines the relationship among three latent variables: safety leadership, safety climate, and safety performance. Employees from 23 plants in seven departments of a petrochemical company in central Taiwan completed a questionnaire survey. From this, a sample of 521 responses was randomly selected. Structural equation modeling (SEM) analysis using the AMOS 5.0 was employed to test the hypothesized model relating the above-mentioned variables. The results indicate that the model was supported, and that safety climate mediated the relationship between safety leadership and performance. Practical implications of these results for process safety management in the petrochemical industries are discussed.     

国有企业安全生产中发挥党组织作用的思考

剖析了国企安全生产中发挥党组织作用的现实差距,提出了安全生产中发挥党组织作用的路径措施:深化政治建设提升引领力,抓好有效覆盖提升组织力,促进深度融合提升推动力,加强群团作用提升凝聚力,强化监督考评提升驱动力。充分发挥党组织作用,使“根”从基层扎牢、“魂”从堡垒筑强,就能本固基稳,扛起安全生产“泰山之重”的责任,引领保障企业高质量发展和建设世界一流企业行稳致远。     

When is female leadership an advantage? Coordination requirements,team cohesion,and team interaction norms

This study seeks to understand to what extent and in what contexts women leaders may be advantageous for teams. More specifically, this study examines how team leader gender relates to team cohesion, cooperative learning, and participative communication. Furthermore, the study argues that advantages derived from female leadership may be contingent on teams' coordination requirements. I propose that as teams' coordination requirements increase (i.e., with functional diversity, size, and geographic dispersion), teams with women leaders report more cohesion and more cooperative and participative interaction norms than those with men leaders. I aggregated survey responses from the members of 82 teams in 29 organizations at the team level. Findings from hierarchical linear modeling analyses suggest that female leadership is more positively associated with cohesion on larger and more functionally diverse teams and more positively associated with cooperative learning and participative communication on larger and geographically dispersed teams. These results call for more research on boundary conditions on the relationship between leader gender and team outcomes, on the role of relational leadership on complex and diverse teams and, ultimately, on the potential mediating role of cohesion and team interaction norms on the relationship between leader gender and team performance. Copyright © 2015 John Wiley & Sons, Ltd.     

Leadership: a New Frontier in Conservation Science

Abstract:  Leadership is a critical tool for expanding the influence of conservation science, but recent advances in leadership concepts and practice remain underutilized by conservation scientists. Furthermore, an explicit conceptual foundation and definition of leadership in conservation science are not available in the literature. Here we drew on our diverse leadership experiences, our reading of leadership literature, and discussions with selected conservation science leaders to define conservation-science leadership, summarize an exploratory set of leadership principles that are applicable to conservation science, and recommend actions to expand leadership capacity among conservation scientists and practitioners. We define 2 types of conservation-science leadership: shaping conservation science through path-breaking research, and advancing the integration of conservation science into policy, management, and society at large. We focused on the second, integrative type of leadership because we believe it presents the greatest opportunity for improving conservation effectiveness. We identified 8 leadership principles derived mainly from the "adaptive leadership" literature: recognize the social dimension of the problem; cycle frequently through action and reflection; get and maintain attention; combine strengths of multiple leaders; extend your reach through networks of relationships; strategically time your effort; nurture productive conflict; and cultivate diversity. Conservation scientists and practitioners should strive to develop themselves as leaders, and the Society for Conservation Biology, conservation organizations, and academia should support this effort through professional development, mentoring, teaching, and research.     

基于因子分析的石化企业安全领导力评估系统构建

针对企业管理层安全领导力评估客观性、准确性不足的问题,通过借鉴优秀做法,分析岗位职责要求,采用半结构化(BEI)企业实地访谈及内容分析技术等,初步构建安全领导力评估指标体系,并对其进行验证优化,最终确定指标体系包括7个维度的关键要素及30个子要素。应用在某企业,结果显示:评估系统可实现安全领导力评估的量化分级和趋势分析,有助于找出管理者实际水平与指标体系要求之间的差距,为企业安全管理水平提升提供科学依据。     

基于多群组SEM的有感领导对群体不安全行为影响研究

为了研究有感领导对建筑施工不同经验工人群体不安全行为的影响,采用问卷调查方法,以群体安全氛围为中介变量,建立了多群组结构方程模型(SEM),并运用AMOS软件分析了有感领导核心四要素(能见度、关系、对工作团体的投入、主动管理)对群体不安全行为的影响及路径系数。结果表明:有感领导对经验缺乏的新工人群体的影响均大于老工人群体;对新工人群体,能见度和主动管理对其不安全行为影响较大,路径系数分别为0.654和0.639;而对老工人群体,关系和对工作团体的投入对其影响较大,路径系数分别为0.577和0.561。因此,在实施有感领导管理时,面对不同经验工人群体,应该因人而宜,以实现更加有效的管理。     

Leadership,followers' mental health and job performance in organizations: A comprehensive meta‐analysis from an occupational health perspective

The present meta‐analysis investigates the associations between leadership, followers' mental health, and job performance by taking into account different groups of leadership constructs including transformational leadership, relations‐oriented leadership, task‐oriented leadership, destructive leadership, and leader–member exchange. Six categories of mental health‐related outcomes are considered representing both negative and positive mental health states of followers, namely, affective symptoms, burnout, stress, well‐being, psychological functioning, and health complaints. Meta‐analytic models are used to estimate the association between these categories of leadership and mental health. Our results reveal that transformational leadership, a high quality of relations‐oriented and task‐oriented leadership behavior, as well as a high quality of leader–follower interaction are positively associated with mental health. In contrast, destructive leadership is strongly negatively associated with mental health. In addition, the mediation effects of leadership on job performance via mental health are estimated. Results partially support the mediating role of mental health concerning the relationship between leadership and job performance. Our results emphasize the importance of leadership as an occupational health factor, and they may serve as basis for the planning and designing of occupational health policies and interventions despite existing research limitations. Copyright © 2016 John Wiley & Sons, Ltd.