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Learn about past Clark Award Winners

Life and Work of Kenneth E. Clark

The Kenneth E. Clark Student Research Award

Deadline: 1 May 2019

The International Leadership Association (ILA) and the Center for Creative Leadership (CCL) are pleased to co-sponsor the annual Kenneth E. Clark Student Research Award to recognize outstanding unpublished papers by undergraduate and graduate students. The award is named in honor of the distinguished scholar and former Chief Executive Officer of the Center.

2019 Call for Papers

The winner of this year's award will receive:

Read Complete Submission Details Below or | Submit Now

Please read submission requirements carefully.

Submissions may be either empirically or conceptually based. Multi-disciplinary approaches to research are welcomed. The paper should focus on some aspect of leadership or leadership development. Submissions will be judged by the following criteria:

  1. The degree to which the paper addresses issues and trends that are significant to the study of leadership;
  2. The extent to which the paper shows consideration of the relevant theoretical and empirical literature;
  3. The extent to which the paper makes a conceptual or empirical contribution;
  4. The implications of the research for application to leadership identification and development.

Papers must be authored and submitted by graduate or undergraduate students only. All authors must currently be students or must have graduated within one-year prior to the submission deadline of Tuesday, May 1, 2019. CCL staff and papers submitted to other CCL awards are ineligible. All entrants must:

Upload three PDF formatted documents (other document formats will not be accepted):

  1. The first PDF should only include the manuscript with the title of the paper on the first page. Do not include the author's name or contact information.
  2. The second 2-3 page PDF should only include the abstract with the title of the paper on the cover page.
  3. The third PDF should be a letter on university letterhead from one faculty member certifying that a student wrote the paper. All three PDF documents should be attached to the submission form and sent together. Separate attachments will not be accepted.

Please note: Papers are limited to 30 double-spaced pages, excluding title page, abstract, figures, tables, and references. Papers above this limit that are not completely doubled spaced may not be eligible for the Award and may be returned to authors unreviewed. Papers should be prepared according to current edition of the Publication Manual of the American Psychological Association.

Papers will be reviewed anonymously by a panel of researchers associated with CCL. In the absence of papers deemed deserving of the award, the award may be withheld. Entries (accompanied by faculty letters) must be received by 5:00 p.m. EDT, on Monday, May 1, 2019. The winning paper will be presented at the 2019 ILA Conference.

Contact clarkaward@ccl.org if you have questions or need assistance.

2018 Kenneth E. Clark Award Winner

Min-Kyu JooCongratulations to Min-Kyu Joo, Doctoral Candidate, Management, University of Houston and winner of the 2018 Kenneth E. Clark Award Winner Strategic Leadership of Female Middle Managers: How Do Female Middle Managers Benefit the Bottom Line?

Abstract: Research on women in leadership positions has largely focused on the strategic leadership level, showing that increased female representation can benefit organizational performance. However, the effects of female middle management on organizational performance have been largely neglected. The current study addresses how female representation in middle management predicts organizational profitability, via the improvement of High Performance Work System (HPWS). By analyzing the multi-wave (2009, 2011, and 2013) Workplace Panel Survey (WPS) data collected from 1,248 organizations in South Korea, we found that a larger proportion of female middle managers translated into a higher level of organizational profitability, due to HPWS improvement. However, this female middle management advantage appeared only in the presence of a high level of gender diversity of subordinates.