Effectiveness is the second outcome: the effectiveness of the leader's behaviour as raters perceive it. The authors' ordering: idealized influence and inspirational leadership most effective, intellectual stimulation and individualized consideration a little less, all four above constructive transaction, contingent reward reasonably effective, active management-by-exception less so, passive management-by-exception ineffective and laissez-faire least effective, affirmed by meta-analysis of over 5,000 cases (Lowe, Kroeck and Sivasubramaniam, 1996), with stronger correlations against follower ratings than against organizational measures.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.