Considering the facilitative role of corrective feedback in language learning, the impact of learners’ noticing on its effectiveness, and the significant contributions of individual attributes in learners’ noticing the corrective feedback, this study is designed to examine how learners’ IMPLICIT THEORIES of intelligence (Mindset), an individual attribute, predict their preferences for oral corrective feedback (henceforth, OCF). A total of 143 Iranian EFL learners participated in the study. The participants were assigned to groups of fixed mindset (N=26) and growth mindset (N=26) based on their scores on Language Mindset Inventory (LMI) scale. The data obtained from the questionnaires were analyzed quantitatively. The results indicated that there were significant differences between the fixed-mindset and the growth-mindset groups in their beliefs toward some aspects of OCF. All in all, it can be claimed that language mindset (henceforth, LM) has a significant role in EFL learners’ beliefs about OCF. Pedagogical implications for considering learners’ LM in providing OCF are also discussed.

This research aims at discovering the traits and abilities which characterize ideal leaders in the minds of employees in an Iranian context. After employing the strategy of phenomenology to reach the components of ideal leadership, 15 tenured middle managers and employees possessing decent management knowledge in the context were interviewed and after theme analysis, global, basic, and organizing themes were extracted. The results showed that the whole themes could be categorized into two groups of prototypes and anti-prototype. Five of the themes are the prototypes labeled as charismatic, humane oriented, employee’s servant, emotionally mature, and decisive and three of them are the anti-prototype labeled as selfish, deceptive, and narrow-minded. Although some of the components of IMPLICIT Leadership THEORIES (ILTs) are generalizable, the context can produce some distinct features of ILTs. This research tried to discover IMPLICIT leadership THEORIES in an Iranian context. According to the available themes in the literature of ILTs, employee’s servant, emotionally mature and decisive are the three novel prototypes and deceptive and narrow-minded are the new anti-prototypeanti-prototype. Moreover, this is the first study using interview to discover ILTs with the inclusion of data retrieved from participants’ semantic memory.

Capitalizing upon IMPLICIT Leadership THEORIES (ILTs) and Leader-member exchange (LMX), this research aims to explore the relationship between the congruence of employees’ ILTs and those traits of their managers and employees’ supportiveness, resistance and behavioral creativity for change. After distributing three questionnaires at three points among teachers, 296 participants completed all three questionnaires.Having conducted some confirmatory factor analyses (CFAs), we utilized Latent Congruence Modeling (LCM) to analyze the final proposed models. The findings showed that the congruence has no direct effects on behavioral change responses.However, LMX can function as a full mediator. LMX has significant relationships with employees’ support and resistance for change. Nevertheless, the path coefficient was non-significant for behavioral creativity to change. This study, therefore, extends prevailing follower-centric perspective on leadership and strengthens its essence in organizational change with fundamental socio-cognitive research.