Self-Other Agreement on Charismatic Leadership

The purpose of this study was to examine whether self-awareness of managers (defined as agreement between self and other leadership ratings) would influence work attitudes (i. e., trust and organizational commitment) of managers and their subordinates and relationships between charismatic leadership behavior and managerial performance. Multisource data were collected from 83 managers (who responded about their trust, organizational commitment, charismatic leadership, and socially desirable responding), 249 subordinates (who rated their manager’s charismatic leadership and responded about their trust and organizational commitment), and 83 superiorsof focal managers (who rated managerial performance). Results indicated that levels of work attitudes and correlations between work attitudes, charismatic leadership, and performance varied as a function of self-awareness of managers. The practical and research implications of these findings are discussed.