Developing Leaders in Organizations: A Cognition, Identity, Motivation, and Proactive Behaviour-Based Approach Investigated Through Longitudinal Structural Equation Modelling

Abstract

Imagine a future in which organizations and communities have the requisite leadership to confront the most complex global challenges. Central to the actualization of this ambition is the development of leaders. My thesis puts forth a novel longitudinal model of leader development that demonstrates how the deeper psychological structures in development are connected over time; providing a clearer, more robust model of the leader development process. This includes how individuals develop an identity as a leader and effectively self-regulate important human functioning processes related to cognition, affect, and behaviour. My thesis also answers the call for further longitudinal and experimental designs in the field. The first empirical study of my thesis is experimental and investigates the impact of different cognitive sense-making approaches about the self as a leader; demonstrating how intrinsic motivation to lead is sparked through the construction of a future leader self via leader identity. The second and third studies of my thesis conduct cross-lagged and time-lagged analysis and examine how leadership self-regulation emerges over time in a serial mediation process from a salient future leader self (cognition) through to leader identity (self-definition) to affective motivation to lead (motivation) to proactive leadership behaviour (behaviour). The fourth empirical study of my thesis uses ANCOVA and latent growth curve modelling analysis to examine the impact of a leader identity development training program (each participant received three training sessions that were each four hours long, with two weeks in between each session) on the long-term leader identity trajectory changes of participants. Overall, my thesis addresses several key gaps within the literature on leader development; namely how individuals’ develop an identity as a leader and become intrinsically motivated to lead and enact proactive leadership behaviours over time, along with recommendations of how organizations can best facilitate the leader development process.