Interakce nadřízený–podřízený jako klíčový faktor rozvoje lídrovské identity

The aim of the thesis is to examine the formation of leadership identity among young employees and the role of the direct supervisor in this process, using the Leadership Identity Development (LID) model. Through a qualitative design and semi-structured interviews with nine young employees in a retail organization, the study investigated the development of leadership identity, the processes of its claiming and granting, and the perceived support and barriers to its development provided by the supervisor. The findings indicate that interaction with the direct supervisor represents a significant factor in shaping leadership identity. The supervisor often recognizes the employee's leadership potential before the employee is aware of it, supporting its development primarily by entrusting them with responsibilities and granting leadership potential. However, this influence is intertwined with other factors, particularly the acceptance of the identity by both the employee and the team. The thesis contributes insights into the specificities of applying the LID model in an organizational environment and provides recommendations for supporting the transition from a peer to a managerial role.