The objective of the study is to explore the specific charismatic behavioural characteristics in leaders of virtual teams. The charismatic leadership model developed by Conger and Kanungo (1988) is the main theoretical framework for building this research argument. The Sri Lankan BPO sector was selected as the study setting and its virtuality was primarily tested using the virtuality index. The study is a mixed method research study and followed a sequential exploratory mixed method design.
The quantitative data was collected by a survey method using C-K scale and qualitative data collection was based on in-depth interviews and focused group discussions based on the questionnaire draws from the C-K scale. Factor analysis was employed to capture the behavioural characteristics of virtual charismatic leaders. Furthermore, the study found that charismatic leadership behaviours were present in the team leaders in BPO companies. The Factor Analysis created a new array of factors to describe the charismatic leadership behaviours in a virtual context.
The major contribution emphasized a new set of charismatic leadership behaviours present in leaders of virtual teams. A new model of virtual charismatic leadership was developed including seven behavioural characteristics. By comparing the charismatic behaviours of the Conger and Kanungo model and the proposed model, it was able to discover three behaviours that are unique to the virtual setting, to put forward the originality of the study: They are building trust in followers, the adaptive behaviour, and dealing with diversity.
This study added new dimensions to charismatic leadership and can be seen as an extension to the existing model of charismatic leadership of Conger and Kanungo (1998). Next, a detailed behavioural profile of virtual charismatic leaders was developed. In addition, to a concise conceptualization of virtual charismatic leadership it was also given to enrich the literature on leadership. The contribution to the knowledge and the implications were also elaborated, followed by future research directions.
Table of Contents
CHAPTER ONE INTRODUCTION
1.1. Background
1.2. Research Gap
1.2.1. Theoretical Gap
1.2.2. Empirical Gap
1.2.3. Methodological Gap
1.3 Problem Statement
1.4. Research Questions
1.5. Objectives of the Study
1.6. Purpose of the Study
1.7. Significance of the Study
1.8. Methodology of the Study
1.8.1. Sequential Exploratory Design
1.8.2. Data Collection and Data Collection Instrument
1.9. Scope of the Study
1.10. Organization of the Chapters
CHAPTER TWO LITERATURE REVIEW
2.1. Introduction
2.2. Leadership
2.3. The Concept of Charisma
2.4. Charismatic Leadership
2.5. The Main Theoretical Foundation - Attribution Theory of Charismatic Leadership
2.6. Development of Theories of Charismatic Leadership
2.7. Consequences of Charismatic Leadership
2.8. Charismatic Leadership Traits and Behaviors
2.9. Defining Virtuality
2.10. Virtual Teams
2.11. Effectiveness of Virtual Teams
2.12. Different Models of Virtual Teams
2.13. Advantages and Disadvantages of Virtual Teams
2.14. Leadership in Virtual Teams
2.15. Business Process Outsourcing Industry in Sri Lanka
2.16. Chapter Summary
CHAPTER THREE PHILOSHPHY AND METHODOLOGY
3.1. Introduction
3.2. Research Framework
3.3. Research Philosophy
3.3.1. Rationale for Selecting Pragmatism as the World View for this Study
3.4. Method of Inquiry/Research Method
3.4.1. Rationale for Selecting the Mixed-Method Research
3.4.2. Purpose of Mixing Research Methods
3.5. Mixed Method Designs
3.6. Phase One - Quantitative Phase
3.6.1. Methods of Data Collection
3.6.2. Nature of the Survey Method
3.6.3. Form of Data Collection
3.6.4. The Population and Sample
3.6.5. Sampling Method
3.6.6. Sample Size
3.6.7. Instrumentation
3.6.8. Validity and Reliability of the Instruments
3.6.9. Administrating the Survey
3.6.10. Variables in the Study
3.6.11. Data Analysis
3.6.12 Data Analysis Techniques
3.7. Phase Two – Qualitative Phase
3.7.1. Basic Characteristics of Qualitative Phase of the Study
3.7.2. The Researcher’s Role
3.7.3. Study Population
3.7.4. The Selection Criteria for the Interviews
3.7.5. Sampling and Sample Size
3.7.6. Interview Instrument, Reliability and Validity
3.7.7. Qualitative data collection
3.7.8. Focused Group Interviews
3.7.9. Data Analysis and Interpretation
3.8. Chapter Summary
CHAPTER FOUR ANALYSIS AND RESULTS
4.1. Introduction
4.2. An Overview of the Study Objectives
4.3. Analysis of the First Phase - Quantitative Phase
4.3.1. Sample Profile
4.3.2. Data Screening
4.3.3. Descriptive Data Analysis
4.3.4. Exploratory Factor Analysis
4.3.5. Exploratory Factor Analysis for Charismatic Leadership
4.3.6. Confirmatory Factor Analysis
4.3.7. Confirmatory Factor Analysis for Charismatic Leadership
4.4. Analysis of the Second Phase – Qualitative Phase
4.4.1. Profile of the Sample Group
4.4.2. Analysis of Interview data
4.5. Triangulation of Data
4.6. Ethical Consideration
4.7. Chapter Summary
CHAPTER FIVE CONCLUSION AND RECOMMENDATIONS
5.1. Introduction
5.2. Summary of Findings
5.3. Contribution
5.3.1. Contribution to the Knowledge
5.3.2. Methodological Contributions
5.4. Implications of the Study
5.4.1. Implication for Corporate Image
5.4.2. Implications for Recruiting, Selecting and Assessing Leadership
5.4.3. Implication for Management Training Development
5.4.4. Implications for Leadership Education
5.5. Limitations of the study
5.6. Suggestions for further research
5.7. Overall Conclusion
5.8. Chapter Summary
Objectives & Core Topics
The study aims to investigate charismatic leadership within virtual teams, specifically focusing on the Business Process Outsourcing (BPO) sector in Sri Lanka. The primary objective is to identify and characterize specific charismatic leadership behaviors effective in a virtual environment, thereby filling existing theoretical and empirical gaps in leadership literature.
- Analysis of charismatic leadership in virtual settings.
- Empirical evaluation of BPO team leader behaviors using a sequential exploratory mixed-method design.
- Development of a virtual charismatic leadership profile.
- Comparison of traditional charismatic models with behaviors unique to virtual teams.
Excerpt from the Book
1.1.Background
Electronic revolution has changed the world in various ways. Especially in recent years, activities in all types of organizations have become increasingly more global, competition from both foreign and domestic sources has grown dramatically, and there has been a continued shift from production to service/knowledge-based work environments (Townsend et al., 1998). Advances in information and communication technology have enabled a faster pace of changes than in the past and have created jobs that are increasingly more complex and dynamic.
The old structure of organizations is not adaptable any more. The high rate of globalization and rapid changes necessitate a business structure which can use these conditions in the best way. The new market needs a constant reaction and a continuous adaptation which is one of the competitive indices. Those organizations are successful in the modern market, which can utilize modern experts, technology and knowledge. In this senario approaches such as minimizing, centralization, re-engineering is of great value for modern organization.
In response to these changes, organizational systems, structures, and processes have evolved to become more flexible and adaptive. Horizontal organizational structures and team-based work units have become more prevalent, and with advances in internet technology there is an increasing emphasis on geographically distributed “virtual” teams as organizing units of work.
Summary of Chapters
CHAPTER ONE INTRODUCTION: Provides the background of the study, identifies research gaps in charismatic leadership literature, and outlines the research questions and objectives.
CHAPTER TWO LITERATURE REVIEW: Examines existing research on leadership, the concept of charisma, virtual teams, and the BPO industry in Sri Lanka to establish a theoretical foundation.
CHAPTER THREE PHILOSHPHY AND METHODOLOGY: Details the research framework, the pragmatic philosophical stance, and the mixed-method research design employed.
CHAPTER FOUR ANALYSIS AND RESULTS: Presents the analysis of quantitative survey data and qualitative interview findings to identify charismatic behaviors in virtual teams.
CHAPTER FIVE CONCLUSION AND RECOMMENDATIONS: Synthesizes the findings, discusses theoretical and practical implications, and offers suggestions for future research.
Keywords
Charismatic Leadership, Virtual Teams, BPO Sector, Sri Lanka, Mixed Method Research, Virtuality Index, Sequential Exploratory Design, Leadership Behaviors, Attribution Theory, Employee Performance, Organizational Structure, Management Training, Virtual Leadership Profile, Globalization, Knowledge Economy.
Frequently Asked Questions
What is the core focus of this dissertation?
The research explores charismatic leadership behaviors specifically within the context of virtual teams in the Sri Lankan Business Process Outsourcing (BPO) sector.
What are the primary research themes?
The study covers charismatic leadership theory, the virtual nature of modern work environments, organizational behavior in BPO companies, and the intersection of technology and team management.
What is the main objective of the study?
The main objective is to empirically explore specific charismatic behavioral characteristics in leaders of virtual teams in the Sri Lankan BPO sector and to conceptualize virtual charismatic leadership.
Which scientific method is applied?
The researcher uses a sequential exploratory mixed-method design, combining quantitative survey data (using the C-K scale) with qualitative data from in-depth interviews and focus groups.
What topics are discussed in the main body?
The main body covers a comprehensive literature review, detailed methodology, statistical analysis of quantitative survey results (including factor analysis), and a thematic analysis of qualitative interviews.
Which keywords best describe the work?
Key terms include Charismatic Leadership, Virtual Teams, BPO Sector, Virtuality Index, and Mixed Method Research.
What makes this research unique in the context of Sri Lanka?
This study is among the first to specifically apply and expand the Conger-Kanungo charismatic leadership model to the unique virtual and operational environment of the Sri Lankan BPO industry.
How does the researcher validate the findings?
The study uses triangulation, ensuring that the results from the quantitative phase are cross-checked and elaborated upon by the qualitative interview findings, thereby enhancing reliability.
- Quote paper
- Thamara Gunasekare (Author), 2018, Charismatic Leadership in Virtual Teams. The Business Process Outsourcing Sector in Sri Lanka, Munich, GRIN Verlag, https://www.grin.com/document/983253
