Leading Organizational Learning Through Authentic Dialogue
研究了真实型领导者如何通过真实对话机制促进组织学习，基于Crossan等多层次框架，提出领导者能力塑造文化进而支持跨层次学习的命题。
This article explores how authentic leaders enable learning in organizations through the mechanism of dialogue. Using Crossan et al.'s multi-level framework, we examine how top managers who exhibit the authentic leadership capabilities of self-awareness, balanced processing, self-regulation and relational transparency can shape an organizational culture characterized by authentic dialogue. This culture then supports feed-forward and feedback learning across individual, group and organizational levels, promoting and reinforcing double-loop learning. We develop propositions that integrate the leadership and organizational learning literatures and offer suggestions for future research.