Leadership Pipeline

The Leadership Pipeline model assumes that what it takes for managers to succeed differs for jobs at different organizational levels. This model has had an immense impact on leadership and talent development over the past decade. However, the research basis behind the model is thin. This article review relevant empirical research in relation to the central Leadership Pipeline assumption: that competences related to successful leadership vary across different levels in the organizational hierarchy. The article concludes that research literature provides evidence for assuming that job content and role demands differs for jobs at different organizational levels. Furthermore, new empirical research suggests that both continuity and discontinuity in competences is at stake during job transitions between organizational levels. However, more research addressing the Leadership Pipeline model specifically is needed.

In the conclusion we discuss the limitations in our research design and define the research questions that can be investigated further. In a broader perspective the article contributes with a new perspectives on what the Danish government leaders see that the task of management in the public sector requires. This article is an effort to provide answers to one of the most significant research challenges that arose in the wake of Minnowbrook III Conference: What is the specific nature, function and jurisdiction that characterizes public management?

领导力管道（Leadership Pipeline）模型认为，管理者取得成功所需的核心条件，因组织层级不同的岗位而存在差异。在过去十年间，该模型对领导力与人才发展领域产生了极为深远的影响。然而，该模型背后的研究支撑较为薄弱。本文综述了与领导力管道模型核心假设相关的实证研究——即成功领导力相关的能力体系，会随组织层级的不同而呈现差异。本文的研究结论表明，现有研究文献可为“不同组织层级的岗位，其工作内容与角色要求存在显著差异”这一论断提供实证支撑。此外，最新的实证研究显示，在跨组织层级的岗位调任过程中，相关能力的延续性与断裂性均面临关键考验。不过，目前仍需开展更多专门针对领导力管道模型的针对性研究。
在结论部分，本文探讨了自身研究设计的局限性，并明确了可进一步拓展研究的核心课题方向。从更宏观的视角而言，本文就丹麦政府管理者所认知的公共部门管理履职所需的核心要素，提供了全新的研究视角。本文旨在回应明诺布鲁克三世会议（Minnowbrook III Conference）之后涌现的一项重大研究挑战：公共管理的核心特征究竟体现为何种具体属性、职能与管辖权限？

搜集汇总

背景与挑战

背景概述

该数据集基于领导力管道模型，探讨了不同组织层级管理者成功所需能力的差异，并指出实证研究支持层级间工作内容和角色需求的变化，但模型本身的研究基础尚需加强。文章还延伸到公共部门管理的特点，为后续研究提供了方向。