Empowering leadership and team change capability: the mediating effect of team PsyCap

IF 4.2 3区管理学 Q2 MANAGEMENT Leadership & Organization Development Journal Pub Date : 2024-06-03 DOI:10.1108/lodj-07-2022-0331

Elisabeth Supriharyanti, Badri Munir Sukoco, Abdillah Ubaidi, Ely Susanto, Sunu Widianto, Reza Ashari Nasution, Anas Miftah Fauzi, Wann-Yih Wu

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Abstract

Purpose

Based on Resource Conservation (COR) theory, this study explores the antecedent of team change capability, which consists of the dimensions of learning, process and context and examines how, under the empowering leadership (EL) of middle managers, team change capability (TCC) may be built through team psychological capital (TPSyCap).

Design/methodology/approach

The study was conducted with 853 respondents and 55 teams from 11 leading autonomous higher education institutions (AHEIs) in Indonesia.

Findings

The results show that EL is positively related to TPsyCap, which mediates the relationship between EL and TCC, particularly for TCC learning capability. However, TPsyCap does not mediate the effect of EL on TCC process capability and TCC- context capability.

Originality/value

This study enriches existing leadership literature, which is considered relevant in building organizational change capabilities, particularly on a team level. Furthermore, the findings reveal TPsyCap is an important intervention mechanism in catalyzing the relationship between EL and TCC.

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授权领导与团队变革能力：团队心理素质的中介效应

目的基于资源保护（COR）理论，本研究探讨了团队变革能力的前因，包括学习、过程和情境三个维度，并研究了在中层管理者的授权领导（EL）下，如何通过团队心理资本（TPSyCap）建立团队变革能力（TCC）。研究结果表明，EL 与 TPsyCap 呈正相关，而 TPsyCap 是 EL 与 TCC 关系的中介，尤其是在 TCC 学习能力方面。本研究丰富了现有的领导力文献，这些文献被认为与建立组织变革能力，尤其是团队层面的组织变革能力相关。此外，研究结果表明，TPsyCap 是催化 EL 与 TCC 之间关系的重要干预机制。

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来源期刊

Leadership & Organization Development Journal MANAGEMENT-

CiteScore

7.70

自引率

6.10%

发文量

期刊介绍： The journal addresses a broad range of topics which are relevant to organizations and reflective of societal developments. Public and private sector organizations alike face ongoing pressure to streamline activities, improve efficiency and achieve demanding organizational objectives. In this context, the ability of senior managers to understand the culture and dynamics of organizations and to deliver strong leadership during periods of change, could be the difference between organizational failure and success.