Shamir 1993

The Motivational Effects of Charismatic Leadership: A Self-Concept Based Theory
Author(s): Boas Shamir, Robert J. House and Michael B. Arthur

Source: Organization Science, Vol. 4, No. 4 (Nov., 1993), pp. 577-594
Published by: INFORMS
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ORGANIZATION SCIENCE
Vol. 4, No. 4, November 1993
Printed in U.S.A.
THE MOTIVATIONAL EFFECTS OF CHARISMATIC

LEADERSHIP: A SELF-CONCEPT BASED THEORY*
BOAS SHAMIR,ROBERTJ. HOUSE AND MICHAELB. ARTHUR
Department of Sociology and Social Anthropology, The Hebrew University,
Jerusalem 91905, Israel
WhartonSchool, Department of Management, Universityof Pennsylvania,
Philadelphia, Pennsylvania 19104
School of Management, Suffolk University, Boston, Massachusetts 02108
The empirical literature on charismatic or transformational leadership demonstrates that
such leadership has profound effects on followers. However, while several versions of
charismatic leadership theory predict such effects, none of them explains the process by
which these effects are achieved. In this paper we seek to advance leadership theory by
addressing this fundamental problem. We offer a self-concept based motivational theory to
explain the process by which charismatic leader behaviors cause profound transformational
effects on followers. The theory presents the argument that charismatic leadership has its
effects by strongly engaging followers' self-concepts in the interest of the mission articulated
by the leader. We derive from this theory testable propositions about (a) the behavior of
charismatic leaders and their effects on followers, (b) the role of followers' values and
orientations in the charismatic relationship, and (c) some of the organizational conditions
that favor the emergence and effectiveness of charismatic leaders.
(MOTIVATIONAL EFFECTS; LEADERSHIP; TRANSFORMATIONAL; CHARIS-
MATIC; VISIONARY; INSPIRATIONAL)
Introduction
In the past 15 years a new genre of leadership theory, alternatively referred to as
"charismatic," "transformational," "visionary," or "inspirational," has emerged in
the organizational literature (House 1977, Burns 1978, Bass 1985, Bennis and Nanus
1985, Tichy and Devanna 1986, Boal and Bryson 1988, Conger and Kanungo 1987,
Kuhnert and Lewis 1987, Sashkin 1988).
These theories focus on exceptional leaders who have extraordinary effects on their
followers and eventually on social systems. According to this new genre of leadership
theory, such leaders transform the needs, values, preferences and aspirations of
followers from self-interests to collective interests. Further, they cause followers to
become highly committed to the leader's mission, to make significant personal
sacrifices in the interest of the mission, and to perform above and beyond the call of
duty. We refer to this new genre of theories as charismatic because charisma is a
central concept in all of them, either explicitly or implicitly.
Theories of charismatic leadership highlight such effects as emotional attachment
to the leader on the part of the followers; emotional and motivational arousal of the
followers; enhancement of follower valences with respect to the mission articulated
by the leader; follower self-esteem, trust, and confidence in the leader; follower
values; and follower intrinsic motivation.
The leader behavior specified by charismatic theories is different from the behavior
emphasized in earlier theories of organizational leadership. The earlier theories
describe leader behavior in terms of leader/follower exchange relationships
(Hollander 1964, Graen and Cashman 1975), providing direction and support (Evans
1970, House 1971), and reinforcement behaviors (Ashour 1982; Podsakoff, Todor and
*Accepted by Richard L. Daft; received July 1989.

577
1047-7039/93/0404/0577/$01.25
Copyright ?) 1993, The Institute of Management Sciences

578 BOAS SHAMIR, ROBERT J. HOUSE AND MICHAEL B. ARTHUR
Skov 1982). In contrast, the new leadership theories emphasize symbolic leader
behavior, visionary and inspirational messages, nonverbal communication, appeal to
ideological values, intellectual stimulation of followers by the leader, display of
confidence in self and followers, and leader expectations for follower self-sacrifice
and for performance beyond the call of duty. Such leadership is seen as giving
meaningfulness to work by infusing work and organizations with moral purpose and
commitment rather than by affecting the task environment of followers, or by offering
material incentives and the threat of punishment.
Research based on these theories has yielded an impressive set of findings concern-
ing the effects of charismatic leaders on follower attitudes, satisfaction and perfor-
mance. However, there is no motivational explanation to account for the profound
effects of such leaders, some of which are difficult to explain within currently
dominant models of motivation. The purpose of this paper is to offer a motivational
theory to account for the effects of charismatic leaders on their followtrs.
Empirical Evidence
In the last decade, at least 35 empirical investigations of charismatic leadership in
organizations have been conducted. These studiesrelied on a variety of research
methods, including two case studies (Roberts 1985, Roberts and Bradley 1988), two
longitudinal observational studies (Trice and Beyer 1986), numerous field surveys (for
examples see Smith 1982; Yukl and Van Fleet 1982; Hater and Bass 1988; Podsakoff,
MacKenzie, Moorman and Fetter 1990), an analysis of behavior in a management
game (Avolio, Waldman, and Einstein 1988), three rigorous laboratory experiments
(Howell and Frost 1989, Kirkpatrick 1992, and Puffer 1990), an interpretative analysis
of interviews (Bennis and Nanus 1985), a rigorous content analysis of interviews
(Howell and Higgins 1990), a rigorous analysis of historical archival information
(House, Spangler and Woycke 1991), and four longitudinal analyses of the effects of
leader behavior on U.S. Air Force Academy cadets (Curphy 1990, Koene et al. 1991,
Keller in press, Howell and Avolio 1993, and Waldman and Ramirez 1993).
These studies were conducted across a wide variety of samples, including students
who served as laboratory subjects (Howell and Frost 1989, Kirkpatrick 1992, and
Puffer 1990), military combat and noncombat leaders (Yukl and Van Fleet 1982,
Curphy 1990), numerous samples of middle and lower level managers (for examples
see Smith 1982, Avolio and Bass 1987, Waldman et al. 1987, Bass and Yammarino
1988, Hater and Bass 1988), world class leaders of nations (Bass, Avolio and
Goodheim 1987) educational leaders (Roberts 1985, Roberts and Bradley, 1988,
Sashkin 1988), Asian Indian middle managers (Pereria 1987) top level corporate
leaders (Bennis and Nanus 1985), U.S. presidents (House, Spangler, and Woycke
1991), Dutch supermarket managers (Koene et al. 1991), educational administrators
in Singapore (Koh et al. 1991), presidents of alcoholic rehabilitation organizations
(Trice and Beyer 1986), and emergent informal project champions (Howell and
Higgins 1990).
Space limitations prevent a detailed review of the findings of these studies (for
reviews see Bass 1990; House, Howell, Shamir, Smith and Spangler 1991). While the
studies were not guided by a unified theoretical perspective, there is a considerable
convergence of the findings from studies concerned with charismatic leadership and
those concerned with transformational and visionary leadership. Collectively, these
findings indicate that leaders who engage in the theoretical charismatic behaviors
produce the theoretical charismatic effects. In addition, they receive higher perfor-
mance ratings, have more satisfied and more highly motivated followers, and are
viewed as more effective leaders by their superiors and followers than others in
positions of leadership. Further, the effect size of charismatic leader behavior on

MOTIVATIONAL EFFECTS OF CHARISMATIC LEADERSHIP 579
follower satisfaction and performance is consistently higher than prior field study
findings concerning other leader behavior, generally ranging well below 0.01 probabil-
ity of error due to chance, with correlations frequently ranging in the neighborhood
of 0.50 or better.
The Problem
Unfortunately, the literature on charismatic leadership does not provide an expla-
nation of the process by which charismatic leadership has its profound effects. No
motivational explanations are provided to explain how charismatic leaders bring
about changes in followers' values, goals, needs and aspirations.
Three types of changes that have been emphasized by previous theories present a
particular theoretical challenge. First, Burns (1978) and Bass (1985) suggested that
transformational or charismatic leaders are able to elevate followers' needs from
lower to higher levels in the Maslow hierarchy. Second, Burns (1978) claimed that
such leaders raise followers to higher levels of morality, to "more principled levels of
judgment" (p. 455). Third, House (1977), Burns (1978) and Bass (1985) proposed that
such leaders are successful in motivating followers to transcend their own self-inter-
ests for the sake of the team, the organization or the larger polity. We shall refer to
these effects as "the transformational effects of charismatic leadership."
However, none of these theorists offers a motivational explanation that can account
for these important effects. It is very difficult, for instance, to envision how any of the
existing individual-focused theories of motivation-whether an exchange theory, a
reinforcement theory, or a cognitive theory-can account for a transformation such
as that called for by Kennedy in his famous challenge, "Ask not what your country
can do for you, ask what you can do for your country."
The problem is that current theories of charismatic leadership claim that a variety
of leadership behaviors transform followers from an individual-oriented, hedonistic,
rational-economic mode of operation to a collective, moral and value-oriented mode
of operation. However, these claims cannot be accounted for by current psychological
theories of motivation, which assume either a rational-economic or a highly idiosyn-
cratic need-satisfying model of human beings. Therefore, we need to supplement
current theories of charismatic leadership with a motivational theory that will be able
to better explain the relationships between leader behaviors and effects on followers,
and account for the transformational effects of charismatic leaders.
In the following sections of this paper, we first present some assumptions about the
motivational significance of the self-concept. We then show how charismatic leaders
activate self-concept related motivations, and how these motivations can explain the
effects that are not well explained by current theories. Following, we specify leader
behaviors that are likely to activate these processes. We derive from our motivational
analysis testable propositions about the effects of these behaviors on followers'
self-concepts, and their further effects on followers. We then discuss some follower
attributes that moderate the hypothesized relationships. Finally, we specify organiza-
tional conditions under which charismatic leadership is likely to emerge and be
effective.
Assumptions
In this section, we explicate a set of assumptions which underlie the motivational
theory which we then advance. In developing these assumptions, we have drawn
mainly on Bandura's (1986) Social-Cognitive Theory, Stryker's (1980) Identity Theory,

and Tajfel and Turner's Social Identity Theory (Tajfel and Turner 1985, Ashforth and
Mael 1989). For a more detailed account of these assumptions see Shamir (1991).
(a) Humans are not only pragmatic and goal-oriented but are also self-expressive.
We assume that behavior is not only instrumental-calculative, but also expressive of
feelings, aesthetic values and self-concepts. (For supporting empirical evidence, see
Csikszentmihalyi and Rochberg-Halton 1981, Kinder and Sears 1985, Snyder and
Ickes 1985, Prentice 1987.) We "do" things because of what we "are," because by
doing them we establish and affirm an identity for ourselves. Making the assumption
that humans are self-expressive enables us to account for behaviors that do not
contribute to the individual's self-interest, the most extreme expression of which is
self-sacrifice (Strauss 1969). Earlier theories of leadership addressed the instrumental
aspects of motivation. We will argue later that charismatic leadership addresses the
expressive aspects.
(b) People are motivated to maintain and enhance their self-esteem and self-worth.
Self-esteem is based on a sense of competence, power, achievement or ability to cope
with and control one's environment. Self-worth is based on a sense of virtue and
moral worth and is grounded in norms and values concerning conduct (Gecas 1982).
Both competence standards and cultural norms are internalized into the self-concept
in the form of evaluative standards (Bandura 1986).
Self-evaluation is an important source of intrinsic motivation: people's anticipatory
self-reactions to their own performances serve as principal sources of reward and
sanction. Furthermore, these self-reactions, at least in part, reflect social values, thus
providing an important link between the individual and the collectivity.
(c) People are also motivated to retain and increase their sense of self-consistency.
Self-consistency refers to correspondence among components of the self-concept at a
given time, to continuity of the self-concept over time (Turner 1968) and to corre-
spondence between the self-concept and behavior. People derive a sense of "mean-
ing" from continuity between the past, the present and the projected future (McHugh
1968), and from the correspondence between their behavior and self-concept (Gecas
1982, Schlenker 1985).
(d) Self-concepts are composed, in part, of identities. In addition to values,
identities-sometimes referred to as role-identities (McCall and Simmons 1978,
Stryker 1980)-also link the self-concept to society. According to social identity
theory (Tajfel and Turner 1985), the self-concept comprises a personal identity
encompassing idiosyncratic characteristics and a social identity encompassing salient
group classifications. Social identities locate the self in socially recognizable cate-
gories such as nations, organizations and occupations, thus enabling people to derive
meaning from being linked to social collectives (Ashforth and Mael 1989).
According to one view of structural symbolic interactionism (Stryker 1980), identi-
ties are organized in the self-concept according to a hierarchy of salience. The higher
an identity in the salience hierarchy, the greater the probability that a person will
perceive a given situation as an opportunity to perform in terms of that identity, and
the greater the probability that a person will actively seek out opportunities to
perform in terms of that identity. Santee and Jackson (1979) and Callero (1985)
provide empirical support for these assertions.
(e) Humans may be motivated by faith. We assume that when goals cannot be
clearly specified or the subjective probabilities of accomplishment and rewards are
not high, people may be motivated by faith, because being hopeful in the sense of
having faith in a better future is an intrinsically satisfying condition. Note that faith is
not synonymous with expectancies. By definition, faith cannot be reduced to subjec-
tive probabilities since the mere translation of faith into calculations implies loss of
faith.

Providing Heightened Personal

keological self-esteem commitmentto
explanations leaderand
Heightened mission
Emphasizing Self-consistency self-worth Self-expression
collective
Identitles Increased Self-sacrificial
self-efficacy behavior
Referenceto
history Maintenanceand Increased SeOaoonsistency
enhancementof collective Organizational
Referenceto seff-esteemand efficacy citizenship
kolowers'worth seff-worth behavior
and efficacy Personal
identification
Referenceto withleader
collectiveefficacy Maintenanced Social meaningfulness
Expressing hope identffication
confidencein Maintenanceand
followers Value enhancementof
intemalization self-esteemand
self-worth
attributes
Follwowr
FIGURE 1. An Outline of the Theory.
The Theory
Our assumptions about the self-concept and its motivational implications allow us
to propose a theory to explain the transformational effects of charismatic leadership.
The theory has four main parts: (a) leader behaviors; (b) effects on followers'
self-concepts; (c) further effects on followers; and (d) the motivational processes by
which the leader behaviors produce the charismatic effects. These processes link the
leader behaviors to their effects on followers' self-concepts, and the effects on
followers' self-concepts to further effects on followers. The theory is outlined in
Figure 1.
At the heart of our theory are five processes by which charismatic leaders motivate
followers through implicating their self-concepts. These processes are presented first.
We then derive from our motivational analysis a set of empirically observable leader
behaviors that are hypothesized to activate the self-implicating processes, a set of
effects on followers' self-concepts that are triggered by the leader behaviors, and a set
of further effects on followers that are mediated by the self-concept effects.
We do not view the variables specified within each set as constituting exhaustive
sets. Nor can we rule out the possibility that the variables within each set are
intercorrelated and constitute syndromes (Meindl 1990). At this stage, our proposi-
tions refer to the relationships between the sets of variables. Hopefully, empirical
research guided by these propositions will enable a more parsimonious and more
exact formulation of the relationships implied by the theory.
The Self-implicating Effects of Charismatic Leadership'
We suggest that charismatic leaders motivate their followers in the following
manner:
'In the analysis that follows, we do not distinguish between "good" or "moral" and "evil" or "immoral"
charismatic leadership. Indeed, our analysis suggests that the psychological mechanisms relied upon by the

(a) Increasing the intrinsic valence of effort. This is accomplished by emphasizing

the symbolic and expressive aspects of the effort-the fact that the effort itself
reflects important values-that by making the effort, one makes a moral statement.
Charismatic leadership is presumed to strengthen followers' belief in the necessity
and propriety of "standing up and being counted."
The intrinsic valence of the effort may also be increased by making participation in
the effort an expression of a collective identity, thus making the effort more meaning-
ful for the follower. This implicates the self-concept of followers by increasing the
salience of that identity in the follower's self-concept, thus increasing the likelihood
of efforts and behaviors representing that identity. Charismatic leaders may use
existing identities and emphasize their uniqueness or superiority ("Black is beautiful"),
or they may create "new" desirable social categories for the followers ("the master
race"). In both cases, the self-concepts of the followers are clearly engaged.
Meindl and Lerner (1983) have suggested that the salience of a shared identity can
increase the "heroic motive" and the likelihood that self-interest oriented pursuits
will voluntarily be abandoned for more altruistic or collectivistic endeavors. It follows
that, when charismatic leaders increase the salience of collective identities in their
followers' self-concepts, they also increase the likelihood of self-sacrificial, collective-
oriented behavior on the part of followers.
It is important to note that, once followers choose to make the effort and through
that effort identify themselves with certain values and with the leader and the
collective, they are subject to considerable social and psychological forces that are
likely to increase their commitment to that effort (Kanter 1967, Salancik 1977). We
will return to this point in our discussion of personal commitment.
(b) Increasing effort-accomplishmentexpectancies. Charismatic leaders increase ef-
fort-accomplishment expectancies by enhancing the followers' self-esteem and self-
worth. They enhance self-esteem by expressing high expectations of the followers and
confidence in the followers' ability to meet such expectations (Yukl 1989, Eden 1990).
By so doing, they enhance followers' perceived self-efficacy, defined as a judgement of
one's capability to accomplish a certain level of performance. Self-efficacy is a strong
source of motivation (Bandura 1986, p. 351).
Charismatic leaders also increase followers' self-worth through emphasizing the
relationships between efforts and important values. A general sense of self-worth
increases general self-efficacy; a sense of moral correctness is a source of strength and
confidence. Having complete faith in the moral correctness of one's convictions gives
one the strength and confidence to behave accordingly.
Another aspect of charismatic leadership that is likely to increase effort-accom-
plishment expectancies is its emphasis on collective efficacy. "Perceived collective
efficacy will influence what people choose to do as a group, how much effort they put
"Hitlers" and the "Gandhis" may be similar in certain respects. This means that the risks involved in
following charismatic leaders are at least as large as the promises. The motivational processes and the
creation of personal commitment described in this paper can lead to blind fanaticism in the service of
megalomaniacs and dangerous values, no less than to heroic self-sacrifice in the service of a beneficial
cause. An awareness of these risks is missing from most of the current literature on organizational
charismatic or transformational leadership. We believe that these risks should not be neglected, but rather
that we need more studies of the nature and effects of charismatic leadership and the conditions under
which it produces harmful versus beneficial effects for followers and collectives. "Beware Charisma!.
But to beware does not necessarily mean or entail 'Avoid!'.... Be aware! Then choose" (Hodgkinson
1983). We hope that the analysispresented here will help lead to the awareness called for by Hodgkinson
(1983). However, we do not endorse charismatic leadership as necessarily good or bad. For a theory that
differentiates personalized authoritarian and exploitive charismatics from collective, egalitarian and not
exploitive, see House and Howell (1992).

into it, and their staying power when group efforts fail to produce results" (Bandura
1986, p. 449). Thus, being a member of an efficacious collective enhances one's
self-efficacy.
(c) Increasing the intrinsic valence of goal accomplishment. This is one of the most
important motivational mechanisms of charismatic leadership. Articulation of a vision
and a mission by charismatic leaders presents goals in terms of the values they
represent. Doing so makes action oriented toward the accomplishment of these goals
more meaningful to the follower in the sense of being consistent with his or her
self-concept.
Charismatic leadership also increases the meaningfulness of goals and related
actions by showing how these goals are consistent with the collective past and its
future and thus creating the sense of "evolving" which is central for self-consistency
and a sense of meaningfulness (McHugh 1968). In addition, such leadership stresses
the importance of the goal as a basis for group identity and for distinguishing the
group or collective from other groups. This brings meaning to the followers' lives and
efforts by connecting them to larger entities and to concerns that transcend their own
limited existence (Jahoda 1981). By these leadership actions, certain identities are
evoked and made more salient and therefore more likely to be implicated in action.
(d) Instilling faith in a better future. The "rewards" involved in the charismatic
leadership process involve self-expression, self-efficacy, self-worth and self-con-
sistency, which emerge from the process and cannot be exchanged. In most cases,
charismatic leadership de-emphasizes extrinsic rewards and their related expectancies
in order to emphasize the intrinsic aspects of the effort. Refraining from providing
pragmatic extrinsic justification for the required behavior increases the chances that
followers will attribute their behavior to internal self-related causes and thus adds to
followers' commitment to that course of action.
Note that while noncharismatic leadership emphasizes proximal, specific goals and
increases the subjective likelihood that goal attainment would lead to specific out-
comes (Locke and Latham 1990, House 1971) charismatic leadership tends to empha-
size vague and distal goals and utopian outcomes. It is here that Bass refers to
charismatic leaders' use of "symbolism, mysticism, imaging and fantasy" (1985, p. 6).
In order to understand the motivational impact of such messages (that contradict
current motivational models which stress goal specificity and proximity), we have to
resort to our assumption that having faith in a better future is a satisfying condition in
itself. People would therefore follow leaders who provide hope (a vision) for a better
future and faith in its attainment, even if such faith cannot be translated into specific
proximal goals whose attainment is highly probable.
(e) Creatingpersonal commitment. Another important aspect of charismatic moti-
vational influence is the creation of a high level of commitment on the part of the
leader and the followers to a common vision, mission or transcendent goal (Bennis
and Nanus 1985, House 1977). "Their art is to manufacture ethics to give life through
commitment to the spirit of the organization" (Hodgkinson 1983, p. 218).
When we speak about commitment in the context of charismatic leadership, we
refer to unconditional commitment-internalized "personal" or "moral" commitment
(Johnson 1982). This is a motivational disposition to continue a relationship, a role or
a course of action and to invest efforts regardless of the balance of external costs and
benefits and their immediate gratifying properties.
We propose that such commitment is achieved when the relationship or role under
consideration becomes a component of the individual's self-concept and when the
course of action related to that relationship or role is consistent with and expressive
of the individual's self-concept; in other words, when "action is not merely a means of
doing but a way of being" (Strauss 1969, p. 3).

Such a concept of- commitment fits very well into our analysis of charismatic
leadership. By recruiting the self-concept of followers, increasing the salience of
certain identities and values, and linking behaviors and goals to those identities and
values and to a mission that reflects them, charismatic leadership motivates followers
.through the creation of personal commitments.
These processes are self-reinforcing because the behavioral manifestations of such
a commitment are likely to further bind the self-concept of the individual to the
leader and the mission. Faced with their own voluntary and public action on behalf of
the leader, the collective or the mission, individuals are likely to integrate these
relationships and values even further into their self-concepts as a result of self-attri-
bution and self-justification processes and the need to reduce or avoid cognitive
dissonance (Salancik 1977, Staw 1980). When the self is engaged in a situation, the
need for self-justification and dissonance reduction is particularly strong.
Generated and reinforced in these ways, personal commitment is perhaps the most
intrinsic of all intrinsic motivators since in the final analysis it is a commitment to
one's own self-concept and evaluative standards, "to a conception of (oneself) as a
certain kind or kinds of person who is expected and expects to act in a certain way in
certain situations" (Strauss, 1969, p. 3).2
Summary. To recapitulate, we have suggested that charismatic leaders achieve
transformational effects through implicating the self-concept of followers. More
specifically, we have argued that such leaders increase the intrinsic value of efforts
and goals by linking them to valued aspects of the follower's self-concept, thus
harnessing the motivational forces of self-expression, self-consistency, self-esteem and
self-worth. We have further argued that charismatic leaders change the salience
hierarchy of values and identities within the follower's self-concept, thus increasing
the probability that these values and identities will be implicated in action. Since
values and identities are socially based, their control of behavior is likely to represent
a shift from the instrumental to the moral and from concern with individual gains to
concern with contributions to a collective. Finally, we have argued that charismatic
leaders increase self-efficacy and collective efficacy through expressing positive evalu-
ations, communicating higher performance expectations of followers, showing confi-
dence in followers' ability to meet such expectations, and emphasizing the individual's
ties to the collective. The differences between these processes and the motivational
processes implied by more traditional leadership theories are outlined in Table 1.
Leader Behavior
The motivational processes described above are activated by two classes of leader
behavior: (a) role modeling, and (b) frame alignment.
(a) Role Modeling. Vicarious learning occurs when the relevant messages are
inferred by followers from observation of leaders' behavior, life style, emotional
reactions, values, aspirations, preferences, and the like. The leader becomes a
"representative character" (Bellah et al. 1985)-a symbol which brings together in
one concentrated image the way people in a given social environment organize and
give meaning and direction to their lives. He or she becomes an image that helps
2From an organizational perspective, however, commitment is a double-edged sword. To the extent that
the leader's goals and values are congruent with the goals and values of the organization, charismatic
leadership is likely to provide a strong link between organizational goals and member commitment to such
goals. To the extent that the leader's goals and values are in conflict with those of the organization, such as
when leaders represent a challenge to the status quo, charismatic leadership is likely to induce negative
attitudes toward the organization and resistance to directives from management by organizational mem-
bers. Thus, charismatic leadership represents a strong force for or against member commitment to
organizational goals.

TABLE 1
Summary of the Motivational Effects of Traditionaland Charismatic LeadershipProcesses
Motivational Charismatic Traditional Leadership Charismatic

Component Processes Processes Leadership
Intrinsic value of behavior Making the task more interest- Linking behavior to followers'
ing, varied, enjoyable, chal- self-concepts, internalized val-
lenging, as in job enrichment ues and cherished identities
Behavior-Accomplishment ex- Coaching; training; providing Increasing general self-efficacy
pectancy material, instrumental and (through increasing self-worth
emotional support; clarifying and communicating confidence
goals and high expectations). Em-
phasizing collective efficacy
Intrinsic value of goal accom- Setting goals, increasing task Linking goals to the past and
plishment identity, providing feedback the present and to values in a
framework of a "mission"
which serves as a basis for
identification
Accomplishment-Reward ex - Establishing clear performance Generating faith by connecting
pectancies evaluation and tying rewards behaviors and goals to a
to performance "dream" or a utopian ideal
vision of a better future.
Valence of Extrinsic Rewards Taken into consideration in re-
warding performance Not addressed
define for the followers just what kinds of traits, values, beliefs and behaviors it is
good and legitimate to develop. Thus, the leader provides an ideal, a point of
reference and focus for followers' emulation and vicarious learning.
This is sometimes exemplified by leaders' display of self-sacrificial behavior in the
interest of the mission. By taking risks, making personal sacrifices, and engaging in
unconventional ideological behavior (Conger and Kanungo 1987, Sashkin 1988),
charismatic leaders demonstrate their own courage and conviction in the mission and
thus both earn credibility and serve as a role model of the values of the vision and the
mission.
(b) Frame alignment (Snow et al. 1986) refers to the linkage of individual and
leader interpretive orientations, such that some set of followers' interests, values and
beliefs and the leader's activities, goals and ideology become congruent and comple-
mentary. The term "frame" denotes "schemata of interpretation" (Goffman 1974)
that enables individuals to locate, perceive and label occurrences within their life and
the world at large. By rendering events or occurrences meaningful, frames function to
organize experience and guide action, whether individual or collective (see also Boal
and Bryson 1988).
Charismatic leaders engage in communicative processes that affect frame alignment
and "mobilize" followers to action. They interpret the present and past. They link
present behaviors to past events by citing historical examples (Willner 1984). They
articulate an ideology clearly, often using labels and slogans. They provide a vivid
image of the future. Further, they amplify certain values and identities and suggest
linkages between expected behaviors, amplified values and identities, and their vision
of the future.
By articulating an ideological vision and recruiting a number of followers who share
the values of the vision, charismatic leaders provide for followers a sense of identity
with the collectivity and a sense of efficacy resulting from membership in the
collectivity. Articulation of high performance expectations, together with display of
confidence in followers, results in enhancing both follower self-esteem and self-worth.

By relating the vision- to significant historical events and projecting it into the future,
charismatic leaders provide for followers a sense of continuity.
These general behavioral principles can be translated into more specific and
observable behaviors.
PROPOSITION 1. In order to implicate the followers' self-concepts, compared to
noncharismatic leaders, the deliberate and nondeliberatemessages of charismatic leaders
will contain:
(a) more references to values and moral justifications,
(b) more references to the collective and to collective identity,
(c) more references to history,
(d) more positive references to followers' worth and efficacy as individuals and as a
collective,
(e) more expressions of high expectationsfrom followers,
(f) more references to distal goals and less reference to proximal goals.
Effects on Followers' Self-concept

Several effects on the followers' self-concept evolve directly from our preceding
discussion. These are specified in the following proposition:
PROPOSITION 2. The more leaders exhibit the behaviors specified above, the more
their followers will have:
(a) a high salience of the collective identity in their self-concept,
(b) a sense of consistency between their self-concept and their actions on behalf of the
leader and the collective.
(c) a high level of self-esteem and self-worth.
(d) a similarity between their self-concept and their perception of the leader.
(e) a high sense of collective efficacy.
These effects on the self-concept represent three common processes of psychologi-
cal attachment: personal identification, social identification, and value internalization.
The distinction among these processes requires further clarification.
Personal identification, sometimes called classical identification, refers to a situa-
tion in which a person "attempts to be like or actually to be the other person"
(Kelman 1958). This identification is predicated on the desire to emulate or vicari-
ously gain the qualities of the other-in this case, the leader. Identification with the
leader will increase with the extent to which he or she represents desirable identities,
values and attributes in his or her behavior.
Social identification is the definition of self in terms of a social category. Increased
social identification means increased salience of the relevant social identity in the
individual's self-concept. Leader behaviors that define the boundaries of the collectiv-
ity emphasize its distinctiveness, prestige and competition with other groups. Such
leader behavior increases the salience of the collective identity in members' self-con-
cepts (Ashforth and Mael 1989). Identification with the leader and social identifica-
tion may overlap when the leader is perceived as a representative character, but each
may exist independently of the other.
Value internalization refers to the incorporation of values within the self as guiding
principles. Although certain values are associated with the leader and/or group,
value internalization can occur in the absence of personal or social identification, and
identification may exist in the absence of value internalization (Kelman 1958).
Identification and internalization represent different types of commitment (O'Reilly
and Chatman 1986) and different processes of social influence (Howell 1988). It
should be noted that, while personal identification with the leader is consistent with

our theory, our main emphasis is on social identification and value internalization
processes.
Self-concept as an Intervening Variable and Further Effects on Followers

The theory suggests that the above specified effects on followers' self-concepts
mediate other effects of charismatic leaders on the followers. The changes in
followers' self-concepts will produce these effects through the motivational mecha-
nisms of self-expression, self-consistency, and the maintenance and enhancement of
self-esteem and self-worth. These further effects are observable manifestations of the
transformational effects of charismatic leadership.
First, it is proposed that the linkage formed by charismatic leaders between
followers' self-concepts and the leader's mission will be evidenced by increased
personal commitment of the followers to the leader and the mission. Second,
increased social identification and value internalization will lead to a high willingness
among followers to make personal sacrifices for the collective mission as articulated
by the leader, and a high level of "extra role," organizational citizenship behaviors
(O'Reilly and Chatman 1986, Organ 1988, Podsakoff et al. 1990). Such behaviors are
of particular interest because they are the voluntary behavioral manifestations of
performance beyond expectations-exertion of effort and self-sacrifice in the interest
of the work team or the larger organization.
In addition, followers of charismatic leaders are expected to have a high sense of
"meaningfulness" associated with the task. Such meaningfulness stems from a high
sense of consistency between their self-concepts and their actions on behalf of the
leader and the collective, and from the implications of these actions for their
self-esteem and self-worth. Thus,
PROPOSITION 3. The more leaders exhibit the behaviors specified in the theory the
more followers will demonstrate:
(a) personal commitment to the leader and the mission,
(b) a willingness to make sacrifices for the collective mission,
(c) organizational citizenship behavior,
(d) meaningfulness in their work and lives.
It is further proposed that the increased self-efficacy and collective efficacy,

together with the high personal commitment to the mission and the sense of
"meaningfulness" associated with the tasks, will produce heightened performance
motivation among followers, which will in turn result in higher levels of performance.
These final effects are not specified in our propositions because they are not unique
to the proposed theory and may be produced by other leader behaviors triggering
other motivational mechanisms. They are reinforced, however, by the self-processes
outlined in our model.
Follower Attributes
Our theory implies that charismatic leaders will not have similar effects on all
followers. We now turn to a discussion of some follower characteristics that may
moderate the hypothesized relationships between leader behaviors and effects on
followers.
Follower Values and Identities

The theory presented here implies that the leader, in order to have the transforma-
tional effects specified in the theory, must appeal to existing elements of the

followers' self-concepts-namely, their values and identities. In most cases, charis-

matic leaders do not instill totally new values and identities in the followers'
self-concepts; rather they raise their salience and connect them with goals and
required behaviors. In this sense, charismatic leaders must respond to their potential
followers, no less than the followers respond to them. Furthermore, our theory gives
followers a central place in implying that followers may actively choose a leader and
decide to follow him or her, based on the extent to which the leader is perceived to
represent their values and identities.
The relevant values and identities may or may not be well articulated in the minds
of the followers. We believe that one of the effects of the articulation of a vision by
charismatic leaders is that such a vision, being value and identity laden, articulates for
followers values and identities that they hold but have not been able to articulate
clearly to themselves. Note, however, that this can only occur when the values of the
followers and the leader are not in opposition.
This line of reasoning leads to the following proposition:
PROPOSITION 4. A necessary condition for a leader's messages to have charismatic
effects is that the message is congruent with the existing values and identities held by
potential followers.
Follower Orientations
Other follower characteristics may moderate the transformational effects of charis-
matic leadership. Organization members are known to differ on the dimension of
having an "instrumental" or "expressive" orientation to work (Goldthorpe et al.
1968). Since charismatic leadership arouses expressive motivations, it can be hypothe-
sized that it will have a higher appeal to people with an expressive orientation to
work.
In addition, people differ in the extent to which they conceive of themselves as
either pragmatic or principled in their relations with others (Snyder 1979). We
propose that people with a more principled orientation to social relations will be
more susceptible to leadership messages that link their behaviors and actions to
ideological values.
These considerations suggest the following propositions:
PROPOSITION 5. The more the potential followers have an expressive orientation
toward work and life, the more susceptible they will be to the influence of charismatic
leaders.
PROPOSITION 6. The more the potential followers have a principled orientation to
social relations, the more susceptible they will be to the influence of charismatic leaders.
Organizational Conditions for Charismatic Leadership

Current enthusiasm about charismatic and transformational leadership in the
organizational literature tends to give the impression that this type of leadership is
equally applicable to all organizational situations. Our analysis leads us to qualify this
enthusiasm and to theoretically specify the conditions under which charismatic
leadership is more likely to emerge and to be effective.
First, the organizational task is a relevant consideration. Recall that charismatic
leadership gives meaning to efforts and goals by connecting them to followers' values.
These values are likely to reflect, at least in part, the dominant values of society or of
the subculture of potential followers. Thus, it follows that charismatic leadership is
more likely to emerge and be effective when the organizational task is closely related
to dominant social values to which potential followers are exposed than when it is

unrelated to such values or contradicts them. In the former case, it is easier to

translate followers' dominant values into a mission.
To take an obvious example, at this time in the United States, charismatic
leadership is more likely to emerge in high technology industries whose tasks can be
easily linked to values such as scientific and economic progress and national pride,
than in the production of tobacco, which may be perceived to contradict the
dominant value of health. In other words, the situation has to offer at least some
opportunities for "moral" involvement. Otherwise, charismatic leadership cannot
emerge.
Second, charismatic leadership is more likely to be relevant under conditions that
do not favor leadership based on the use of extrinsic rewards and punishments. The
use of extrinsic incentives requires certain organizational conditions to be effective,
among them the ability of the leader to specify and clarify goals, considerable
available knowledge about the means for achieving them, objective or highly consen-
sual ways of measuring performance, and a high degree of discretion in the allocation
of rewards on the basis of performance. Under such conditions, the utilitarian and
calculative logic of a leader who uses extrinsic motivation can be clarified to the
followers and adhered to by the leader (House 1971). We propose that charismatic
leadership is more likely to emerge when performance goals cannot be easily
specified and measured, and when leaders cannot link extrinsic rewards to individual
performance.
Mischel (1973) describes such conditions as "weak psychological situations," which
are not uniformly construed in the same way by all observers, do not generate
uniform expectancies concerning desired behavior, do not provide sufficient perfor-
mance incentives, or fail to provide the learning conditions required for successful
construction of behavior. In such "weak" situations, followers' self-concepts, values
and identities can be more readily appealed to and engaged. Furthermore, in the
absence of clear extrinsic justifications for behavior, followers are more likely to look
for self-related justifications for their efforts (Bem 1982) and thus become more prone
to the influence of charismatic leadership.
Third, charismatic leadership may be more appropriate under exceptional condi-
tions, such as those requiring nonroutine and unusually high performance, in order to
prevail and be effective, such as crises of high levels of uncertainty. When conditions
change or when the situation requires exceptional efforts, behaviors and sacrifices,
extrinsically motivated leadership is not likely to be effective, since it is by definition
"conditional" and these situations require "unconditional" commitment. Further-
more, in unstable conditions or when a new organization is being formed, there is
more ambiguity and anxiety and a greater need for orientation on the part of
organizational members. Under such conditions, members are more likely to look for
charismatic leaders and to accept their definitions of the organization's identity and
its mission.
Three related points are worth noting. First, exceptional circumstances are not a
necessary condition for the emergence of charismatic leadership. Our analysis does
not rule out the possibility of charismatic leadership in nonexceptional situations. For
instance, members may be alienated from the existing organizational order under
routine situations, and charismatic leadership may emerge to lead a movement to
alleviate such alienating conditions (Boal and Bryson 1988). Second, exceptional
conditions do not necessarily imply crisis situations. They may include situations of
exceptional opportuniities as well. Crises are not necessary for the emergence of
charismatic leaders (Willner 1984, Conger and Kanungo 1987). Third, when crisis-
handling leaders have charismatic effects, these effects will be short-term unless the
leader can relate the handling of the crisis to a higher purpose that has intrinsic
validity for the actors (Boal and Bryson 1988, p. 17).

Based on the above reasoning, we suggest the following proposition:

PROPOSITION 7. The emergence and effectiveness of charismatic leaders will be
facilitated to the extent to which:
(a) There is an opportunityfor substantial moral involvement on the part of the leader
and the followers,
(b) Performance goals cannot be easily specified and measured,
(c) Extrinsic rewards cannot be made clearly contingent on individual performance,
(d) There are few situational cues, constraints and reinforcers to guide behavior and
provide incentives for specific performance,
(e) Exceptional effort, behavior and sacrifices are required of both the leaders and
followers.
Conclusion
In this paper, we have focused on certain fundamental effects of charismatic
leaders on followers. We have argued that these effects are produced by leadership
actions that implicate the self-concept of the followers, and engage the related
motivations for self-expression, self-esteem, self-worth and self-consistency. Our
argument has resulted in a theory that links leader behavior and follower effects
through follower self-concepts. According to this theory, leader behaviors activate
self-concepts which in turn affect further motivational mechanisms. These intervening
variables and processes in turn have a strong positive impact on the behaviors and
psychological states of followers. Hopefully, our explanation helps to provide greater
insights concerning the charismatic leadership phenomenon.
The outcome of our analysis is a theoretical extension of current theories of
charismatic and transformational leadership. We recognize that the theory is specula-
tive. However, we believe such speculation is warranted because it provides an
explanation and accounts for the rather profound effects of charismatic leader
behaviors demonstrated in prior research.
Some scholars have voiced skepticism concerning whether or not leaders can make
a difference in organizational performance (Pfeffer 1977; Salancik and Pfeffer 1977;
Meindl, Ehrlich and Dukerich 1985). This skepticism reflects the argument that
people are biased toward over-attributing to leaders influence on events which are
complex and difficult to understand. As a result, leadership in general, and charis-
matic leadership in particular, could be dismissed as an exaggerated perception on
the part of the followers which does not have strong substantive effects on organiza-
tional outcomes, and is therefore not worthy of much attention by students of
organizations.
Others, notably Meindl (1990), have criticized charismatic leadership theories for
being much too "leader-centered." Meindl has offered a "follower-oriented" ap-
proach as an alternative to the conventional theories. In his view, the charismatic
effects are a function of social psychological forces operating among followers,
subordinates and observers, rather than arising directly out of the interactions
between followers and leaders. According to Meindl, these social-psychological forces
are functionally autonomous from the traits and behaviors of the leaders per se.
Therefore, according to this radical perspective, leader behavior and leader traits
should be deleted from explanations of charismatic leadership.
Obviously, we do not accept this extreme position. We believe that the evidence for
the effects of charismatic leadership is too strong to be dismissed. We view Meindl's
(1990) ideas as complementary, rather than contradictory, to the theory presented
here. The self-processes we have described can be influenced by inter-follower
processes as well as by leader behaviors. Followers' self-concepts and the related

motivations can be engaged by informal role models and other social influence
processes that occur among peers. This does not rule out, however, the potentiality
for self-engagement as a result of charismatic leader behaviors, nor does it rule out
the possibility that leaders will be instrumental in the initiation or orchestration of
such inter-follower processes.
We have presented our arguments in the form of testable propositions. The theory
presented here also suggests the ways in which follower attributes and organizational
conditions can moderate the charismatic leadership process. Our assumptions and
theoretical propositions do not contradict existing models of motivation; rather, they
suggest the existence of additional motivational mechanisms without which the
transformational effects of charismatic leadership cannot be explained. Hopefully, the
theory advanced here will be pruned, modified and extended as a result of future
empirical testing.
Acknowledgements
This paper was written while the first two authors were Visiting Professors at Suffolk University. The
authors are indebted to Jane M. Howell, Susan Jackson, Raanan Lipshitz, Phillip Podsakoff and Jitendra
Singh for their comments on an earlier draft of this paper.
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The Motivational Effects of Charismatic Leadership: A Self-Concept Based Theory

Author(s): Boas Shamir, Robert J. House and Michael B. Arthur

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THE MOTIVATIONAL EFFECTS OF CHARISMATIC

*Accepted by Richard L. Daft; received July 1989.

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Providing Heightened Personal

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(a) Increasing the intrinsic valence of effort. This is accomplished by emphasizing

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Motivational Charismatic Traditional Leadership Charismatic

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Effects on Followers' Self-concept

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Self-concept as an Intervening Variable and Further Effects on Followers

It is further proposed that the increased self-efficacy and collective efficacy,

Follower Values and Identities

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followers' self-concepts-namely, their values and identities. In most cases, charis-

Organizational Conditions for Charismatic Leadership

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unrelated to such values or contradicts them. In the former case, it is easier to

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Based on the above reasoning, we suggest the following proposition:

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Gecas, V. (1982), "The Self Concept," Annual Review of Sociology, 8, 1-33.

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References Added in Proof

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