relationships between LMP and executive value based leader behavior, support/recognition behavior, and directiveness provide support for LMP Theory. These two relationships are consistent with the interpretation that because high LMP leaders have low affiliative motivation they enact social influence in an impersonal and more proactive and assertive manner than low LMP leaders.
The findings are consistent with the propositions that LMP affects leader behavior, and leader behavior in turn has a positive effect on CEMS. These findings suggest a re-specification of the boundary conditions for the role of LMP in organizational functioning. Contrary to the initially specified boundary conditions, LMP has negligible effects on leader behavior and CEMS in non- entrepreneurial firms and positive effects in entrepreneurial firms. These findings imply that LMP has its' major impact on organizational outcomes through its' influence on leader behavior under weak psychological conditions.
Path Goal Theory
As predicted by the Path-Goal Theory of Leadership (House, 1996), leader contingent
recognition and supportive behaviors are predictive of CEMS, and leader directiveness is more strongly negatively related to CEMS in entrepreneurial firms. Thus Path-Goal theory is provided additional support in the present study.
CONCLUSION
The major conclusions that can be drawn from the above findings and discussion are: 1) the value based theory of leadership successfully integrates five prominent theories of leadership (transformational, charismatic, visionary, LMP, and path-goal theories) and assertions drawn broadly from established psychological theories of motivation and behavior; 2) the components of the value based theory of leadership are rather strongly and quite consistently supported, although their exact combinations remain to be established; 3) the psychological theories integrated within the value based theory are largely supported; 4) the value based theory of leadership, with various kinds of operationalizations, has rather broad generalizability; 5) the theory supported by the U.S. presidential study holds for CEOs with respect to effects of leader behaviors on subordinates' cognitions and affective responses; 6) a re-specification of the boundary conditions of LMP should be further investigated; and 7) the motives that are most appropriate for effective leadership are contingent on the orientation of the collective being led.
Beginning with the 1976 theory of charismatic leadership (House, 1977), a new leadership paradigm has emerged. This paradigm consists of several theories of similar genre (House, 1977; Bass, 1985; Conger & Kanungo; 1987; Bennis & Nanus, 1985; 1987; Sashkin, 1988) and concerns the determinants of exceptionally effective or outstanding leadership. According to this paradigm, value based leaders infuse organizations and work with ideological values which are intrinsically and powerfully motivational. Value oriented motivation is stronger, more pervasive, and more endurable than pragmatic oriented motivation. The theories of the new paradigm are now integrated and formalized as the Value Based Theory of Leadership. Hopefully, this theory and the supporting research will stimulate further leadership research and further development of leadership and organizational behavior theory.