近30年来魅力/变革型领导理论一直是最活跃的领导研究领域之一，理论界有美化魅力/变革型领导的倾向，将其作为“有效领导”的代名词。但须警惕的是，魅力领导存在阴暗面，如果被放大则会对组织和下属的长远发展构成危害。尽管有国外少数几位知名领导学家呼吁对公/私权魅力领导的区分，但仍然没有引起重视。本研究主要立足于魅力/变革型领导理论和权力动机理论，拟通过文献研究、案例研究，结合追踪研究和实验研究，在中国文化背景下研究魅力领导的两面性——公权魅力领导和私权魅力领导，并研究两种魅力领导的典型行为特征、影响因素、社会影响过程、后果以及与特定情境要素的匹配属性，意在构筑对魅力领导的正确认识，以期对公/私权魅力领导理论进行完整构建，进一步发展和完善魅力/变革型领导和权力理论，继而对建立健全组织领导人才的培养、选拔和继任机制有所贡献。

Charismatic-transformational leadership is one of the most actively studied areas of leadership in the last 30 years. Researchers had tendency to beautify Charismatic-transformational leadership, which was regarded as the most effective form of leadership. Actually, there is “dark side” of Charismatic leadership, which may harm the subordinates and organizations in the long run. Though a few well-known leadership scholars called for attention on the distinguishment between socialized and personalized Charismatic leadership, few empirical attention has been paid. This study based on the Charismatic-transformational leadership theory and power motivation theory, investigates the two faces of Charismatic leadership-socialized and personalized leadership in the Chinese context, including their respective classic behaviors, influence factors, influence process, outcomes and boundary conditions with research methods of literature anlysis, case study, longitudinal study and experiment study. The study aims to develop socialized and personalized Charismatic leadership theory, build better understanding of Charismatic leadership, and contribute to the training, selection and succession of leaders in organizations.