There is little direct empirical evidence relating to the first question, but a considerable body of theory can be
brought to bear. The path-goal theory of House and Mitchell (1974) implies that a group under stress will
choose a different leader to one that is not. Path-goal theory suggests that the group will choose the person
whom they believe will best help them achieve their goals and desires by helping them achieve effective
performance. Thus, in times of stress, the group will choose as leader someone who will reduce stress to a level
where it ceases to be counter-productive. In particular, a leader will be sought who is able to alleviate boredom and
frustration with work at times of stress, and who will be able to give considerable emotional support. Where stress
arises from role ambiguity, a directive leader who can resolve ambiguity will be chosen. Where stress arises
from work overload, a leader who is able to attract more resources or reduce incoming demands will be chosen.