Despite the linking of culture and leadership in many parts of
organization theory, little critical research has been done to understanding
the links between the two concepts and the impact that such an association
might have on managerial effectiveness. The absence of critical literature is
vast given the numerous references to the importance of the two concepts in
the functioning of organizations (Schein, 1992). Thus, the aim of this paper
is to provide empirical evidence of the links between different types of
organizational culture and managerial effectiveness.