This introduction to Part 2 of the special issue on leadership science briefly reviews the four papers accepted for publication in Part 2 of this special issue. All four of the papers included in Part 2 of this special issue exemplify the importance of first time or repeated theory testing and refinements.
AikenJ. J.LocklearL. R. (2026). Diverse differentiation: Empirical tests of an LMXD configurations framework. Journal of Management Scientific Reports, 4, https://doi.org/10.1177/27550311261419849
2.
BroucherH.SaefR. (2026). Boss up, but how? Legitimating versus collaborative claiming as pathways to gendered differences in leader identity strength. Journal of Management Scientific Reports, 4, https://doi.org/10.1177/27550311261432493
3.
BrouerR. L.GardnerW. L.GootyJ.ChiuC. Y. (2026). Introduction to the special issue on theory testing and replications in leadership science (Part 1). Journal of Management Scientific Reports, 4(2), 131–138. https://doi.org/10.1177/27550311261427000
4.
BuengelerC.PiccoloR. F.LocklearL. R. (2021). LMX Differentiation and group outcomes: A framework and review drawing on group diversity insights. Journal of Management, 47(1), 260–287. https://doi.org/10.1177/0149206320930813
5.
CobbA. T.LauR. S. (2015). Trouble at the next level: Effects of differential leader–member exchange on group-level processes and justice climate. Human Relations, 68(9), 1437–1459. https://doi.org/10.1177/0018726714557873
6.
DeRueD. S.AshfordS. J. (2010). Who will lead and who will follow? A social process of leadership identity construction in organizations. Academy of Management Review, 35(4), 627–647. https://doi.org/10.5465/amr.35.4.zok627
7.
GüntnerA. V.NieberleK. W. (2026). Determining the who and when of leading a following: A micro-temporal analysis of reciprocated claiming and granting patterns in dyads. Journal of Management Scientific Reports, 4(3). https://doi.org/10.1177/27550311261419848
8.
KimT. Y.LidenR. C.LiuZ.WuB. (2022). The interplay of leader–member exchange and peer mentoring in teams on team performance via team potency. Journal of Organizational Behavior, 43(5), 932–945. https://doi.org/10.1002/job.2590
9.
National Academies of Sciences, Engineering, and Medicine (2019). Reproducibility and replicability in science. The National Academies Press. https://doi.org/10.17226/25303
10.
SchleuJ. E.KlasmeierK. N.MazeiJ.HuffmeierJ. (2026). From star player to star coach? The longitudinal validity of performance-based promotion in the NBA. Journal of Management Scientific Reports, 4.
11.
SchleuJ. E.KrummS.ZerresA.HüffmeierJ. (2024). High performers = Better leaders? Evidence from 55 years of professional soccer on the validity of performance-based promotion to leader positions. Journal of Business and Psychology, 39(2), 471–495. https://doi.org/10.5465/amr.35.4.zok627
