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The transition to a new leader role requires identity work. New leaders are likely to experience anxiety, threat, and conflict related to valued aspects of their identities. These identity challenges are particularly salient in the experiences of new leaders from minority and non-dominant groups. We address this challenge by proposing a narrative coaching framework that is practical and amenable to empirical testing. Specifically, we propose a framework of coaching principles and narrative practices that can support leaders through the identity transitions of separation, liminality, and the integration of a new leader identity. In doing so, this paper provides actionable practices for coaching new leaders as well as directions for research on coaching and leader development. [ABSTRACT FROM AUTHOR]

How might organizational inducements influence the mentoring behavior of senior executives? In a multisource study of senior executives (n = 239) and their direct reports (n = 1,098), the researchers found mixed results—relational inducements (e.g., investments in career development) were positively associated with mentoring whereas transactional inducements (e.g., compensation) were negatively associated. Results are explained from signaling and self‐determination theory wherein inducements communicate organizational priorities that either uphold or undermine mentoring behavior. While prior research has examined the benefits of inducements on job performance, this study reveals that inducements can have differential and unintended consequence on prosocial and relational behavior such as mentoring. It is the first study to examine the unintended and differential consequence of inducements on mentoring behavior. In addition, the findings challenge assumptions about the trickle‐down benefits of organizational rewards and suggest that the consequences of human capital investments extend far beyond the focal leader. [ABSTRACT FROM AUTHOR]

How are leaders influenced by their assumptions about human nature? From a social cognitive perspective, this study examines the effects of a leader's implicit followership theory (IFT) on the leader's integrity, engagement, and effectiveness as a mentor. Multisource data collected from a diverse sample of CEOs and senior executives of large organizations (N=331) and their direct reports (N=1,517) suggest that leaders who hold optimistic IFTs are more likely to be relationally engaged with their direct reports and are more likely to be rated higher on integrity and mentoring effectiveness. Together, these results advance an ethical stewardship and relational mentoring perspective on human resource management. [ABSTRACT FROM AUTHOR]

Past research on career decision-making has focused on two distinct modes of decision-making: logic and intuition. In this study, we extend that two-system model of career decision-making and examine the role of two additional decision-making modalities: advice seeking and spiritual discernment. We conducted two independent studies through which we develop and validate a Career Discernment Scale by examining its dimensions and internal reliability (Study 1), followed by research to establish discriminant and convergent validity (Study 2). Results provide initial support for the dimensionality and reliability of four distinct career decision-making factors, demonstrated by a clear factor structure and internal consistency. In addition, our results show evidence of convergent and discriminant validity through expected correlations across a nomological network of individual differences. Overall, this article highlights the unique role of spirituality and advice seeking in career decision-making with implications for career development and practice. [ABSTRACT FROM AUTHOR]

Non-invasive prenatal testing (NIPT) appeals to the general obstetrical population due to its reliability and safety in fetal aneuploidy screening. However, it often attracts ethical concerns when offered via publicly funded healthcare systems. Using moral reasoning, this paper makes rule utilitarian arguments to address the ethical question: How can NIPT be ethically offered to the general obstetric population via a public healthcare system for the detection of fetal aneuploidy? Three moral arguments were constructed deductively, upon which three governing "rules" are based. According to rule utilitarianism, policies that consider and conform to these rules should lead to maximization of utility for the greatest number of people. This paper provides a moral foundation for formulating policies that govern the roles of NIPT in fetal aneuploidy screening programs and may, therefore, have implications for many people, including pregnant women, the disabled, and society as a whole. [ABSTRACT FROM AUTHOR]