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The link between transformational leadership and organizational development: testing the mediating role of employees' maturity 变革型领导与组织发展的关系:员工成熟度的中介作用检验
IF 3.1 Q1 Business, Management and Accounting Pub Date : 2022-09-15 DOI: 10.1108/jmd-06-2021-0167
Naghi Radi Afsouran, M. Charkhabi, Fatemeh Mohammadkhani, Laura Seidel
PurposeThis study aims to test the association between transformational leadership and its components and organizational development. As a second aim, this study examines the extent to which employees' maturity may mediate the link between transformational leadership and organizational development.Design/methodology/approachHypotheses were tested on a sample of 248 full-time employees (58% men, 42% women) recruited by a simple random sampling method from four Iranian public organizations. Participants were asked to complete scales on transformational leadership, organizational development, and employees' maturity.FindingsPearson correlation analysis showed a positively significant association between transformational leadership and organizational development. Furthermore, path analysis of structural equation modeling revealed that the direct effect of transformational leadership on organizational development is significant. Additionally, the analysis supported the mediating role of employees' maturity in the link between transformational leadership and organizational development.Originality/valueTransformational leaders may use the maturity of employees to increase their impact in the process of organizational development.
目的本研究旨在检验变革型领导及其组成要素与组织发展的关系。作为第二个目的,本研究考察了员工成熟度可能在多大程度上调解变革型领导与组织发展之间的联系。设计/方法/方法对248名全职员工(58%男性,42%女性)的样本进行了假设测试,这些全职员工是通过简单的随机抽样方法从四个伊朗公共组织中招募的。参与者被要求完成变革型领导、组织发展和员工成熟度的量表。通过spearson相关分析发现,变革型领导与组织发展之间存在显著正相关关系。结构方程模型的路径分析表明,变革型领导对组织发展有显著的直接影响。此外,分析还支持了员工成熟度在变革型领导与组织发展之间的中介作用。原创性/价值变革型领导者可以利用员工的成熟度来增加他们在组织发展过程中的影响力。
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引用次数: 4
Improving leader effectiveness: impact on employee engagement and retention 提高领导效能:对员工敬业度和留任的影响
IF 3.1 Q1 Business, Management and Accounting Pub Date : 2022-09-01 DOI: 10.1108/jmd-02-2021-0041
Jeffrey R. Moore, William Hanson
PurposeFixing problems in an organization often involves developing managers in order to increase leader effectiveness. This paper aims to discuss the aforementioned issue.Design/methodology/approachData collection includes multiple surveys and small group interviews. Analysis uses rigorous coding methods to construct a model of critical organizational values and behaviors essential for leadership effectiveness. The authors bring “theory to practice” by applying complexity leadership concepts in the authors’ intervention strategy.FindingsFindings are categorized into three parts: identifying critical culture value gaps, applying complexity concepts to a scenario-based training intervention, and identifying intervention outcomes. Outcomes include transformed work environment led by leaders who respect others, share decision-making and enable employees to be interdependent.Research limitations/implicationsThis explanatory case study contributes to research by applying complexity leadership theory to create a practical consulting intervention.Practical implicationsThis work provides a template and process for managers using complexity leadership to inform their client interventions.Originality/valueThis case study identifies value shortfalls in a manufacturing plant, documents a scenario-based training intervention which develops managers to build organizational trust. Results include reducing turnover, improving job satisfaction and increasing production.
在组织中解决问题通常需要培养管理者,以提高领导者的效率。本文旨在对上述问题进行探讨。设计/方法/方法数据收集包括多次调查和小组访谈。分析使用严格的编码方法来构建一个关键组织价值观和行为的模型,这些价值观和行为对领导有效性至关重要。作者通过将复杂性领导概念应用于作者的干预策略,将“理论应用于实践”。研究结果分为三个部分:识别关键的文化价值差距,将复杂性概念应用于基于场景的培训干预,以及识别干预结果。结果包括由尊重他人、分享决策并使员工相互依存的领导者领导的工作环境的转变。本解释性案例研究通过应用复杂性领导理论创建实用的咨询干预,为研究做出了贡献。实际意义本工作为管理者使用复杂性领导来告知客户干预提供了模板和流程。原创性/价值本案例研究确定了制造工厂的价值不足,记录了基于场景的培训干预措施,该干预措施培养了管理人员建立组织信任。结果包括减少人员流动率,提高工作满意度和提高产量。
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引用次数: 0
Experiential learning through applied theatre in corporate training: a qualitative approach 通过企业培训中的应用剧场进行体验式学习:一种定性方法
IF 3.1 Q1 Business, Management and Accounting Pub Date : 2022-08-31 DOI: 10.1108/jmd-05-2022-0102
Ekta Sinha, Keith C. D'Souza
PurposeExperiential learning pedagogy has been an increasingly popular mode of learning in educational and training programs. While there have been methods such as role plays which have been popular in training and educational programs, applied theatre in corporate training (ATCT) is gaining popularity because of its great potential in connecting intellect and emotions, to meaningfully challenge norms and assumptions. This article aims to present empirical and “participant-centric” evidences to posit ATCT as a potentially powerful participant-centric pedagogical tool in corporate training programs that is likely to make the learning process more engaging for participants and more fruitful for the organization.Design/methodology/approachThis paper used qualitative approach. Focused group discussion (FGD) and author's first-hand experience of observing ATCT helped gather data for further analysis. Review of related literature from management, organizational behavior and training and development was done to identify the major themes.FindingsThe findings suggest that ATCT is a novel, innovative mode of enhancing individual learning and development by utilizing all the four modes of experiential learning as conceptualized by Kolb. ATCT also helps in developing organizational aesthetics (OA) among participants that help businesses to better execute their strategies.Research limitations/implicationsThe application of ATCT could enable greater involvement of employees from across different levels and of different backgrounds in looking at organizational issues. ATCT helps participants gain greater insights and understanding of organizational situations beyond technical nuances by establishing deeper connections between intellect and emotions and collectively contributing to resolving them.Originality/valueThe study points to the possibility and potential of using participant-centric ATCT in organizational learning which goes beyond basic skill development. It also draws attention towards a participatory form of organizational development via ATCT by improving OA among participants.
目的体验式学习教学法已成为教育和培训项目中越来越受欢迎的学习模式。虽然角色扮演等方法在培训和教育项目中很受欢迎,但企业培训中的应用戏剧(ATCT)正越来越受欢迎,因为它在连接智力和情感方面具有巨大的潜力,可以有意意地挑战规范和假设。本文旨在提供实证和“以参与者为中心”的证据,以假设ATCT在企业培训计划中是一种潜在的强大的以参与者为中心的教学工具,它可能使学习过程对参与者更有吸引力,对组织更有成效。设计/方法/方法本文采用定性方法。重点小组讨论(FGD)和作者观察ATCT的第一手经验有助于收集进一步分析的数据。从管理、组织行为学和培训与发展方面对相关文献进行了审查,以确定主要主题。研究结果表明,ATCT是一种利用Kolb提出的四种体验式学习模式来促进个人学习和发展的新颖创新模式。ATCT还有助于在参与者中发展组织美学(OA),从而帮助企业更好地执行其战略。研究局限/启示应用ATCT可以使不同层次和不同背景的员工更多地参与到组织问题中来。通过在智力和情感之间建立更深层次的联系,并共同为解决这些问题做出贡献,ATCT帮助参与者在技术上的细微差别之外获得更大的洞察力和理解。独创性/价值该研究指出了在组织学习中使用以参与者为中心的ATCT的可能性和潜力,这超出了基本技能的发展。它还通过改善参与者之间的OA,提请注意通过ATCT进行参与式组织发展。
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引用次数: 2
Hiring for gender diversity in tech 招聘技术领域的性别多样性
IF 3.1 Q1 Business, Management and Accounting Pub Date : 2022-08-30 DOI: 10.1108/jmd-11-2021-0322
Tuong-Minh Ly-Le
PurposeGender diversity, or in-diversity, has long been a problem in the tech industry. Until now, significant gaps and barriers still exist. This paper examines how recruitment practices within the technology sector can contribute to gender inequality and how recruitment practices can be improved to support a gender-diverse organization.Design/methodology/approachThis paper adopted library research and case study as papers' methodologies.FindingsThere are many benefits of gender diversity, including better performance, better financial returns, and lower volatility. However, most tech companies do not make diversity a priority, and usually display conscious or unconscious gender biases. Some of the recommendations to overcome this diversity issue are to make diversity a goal, offer unconscious bias training, and expand recruitment efforts.Practical implicationsThe findings imply that companies not pursuing a diverse workforce are in danger of experiencing lags in innovation and could be left behind. The findings also show that a technology company can increase the diversity of the company's workforce by applying practices that have already proven to be successful.Originality/valueThis paper confirms that gender parity is not just a social mission nor is gender parity solely a public relations initiative to improve a company's image. Technology companies must be continually innovating to thrive in companies' highly competitive and rapidly changing industry.
目的性别多样性,或称多样性,长期以来一直是科技行业的一个问题。到目前为止,仍然存在着巨大的差距和障碍。本文探讨了技术部门的招聘做法如何导致性别不平等,以及如何改进招聘做法以支持性别多元化的组织。设计/方法论/方法本文采用图书馆研究和案例研究作为论文的方法论。发现性别多样性有很多好处,包括更好的业绩、更好的财务回报和更低的波动性。然而,大多数科技公司并没有把多样性作为优先事项,通常表现出有意识或无意识的性别偏见。克服这种多样性问题的一些建议是将多样性作为一个目标,提供无意识的偏见培训,并扩大招聘工作。实际含义研究结果表明,不追求多样化劳动力的公司有创新滞后的危险,可能会被甩在后面。研究结果还表明,科技公司可以通过应用已经被证明是成功的做法来增加公司员工的多样性。独创性/价值本文证实,性别平等不仅仅是一项社会使命,也不仅仅是改善公司形象的公关举措。科技公司必须不断创新,才能在竞争激烈、变化迅速的行业中蓬勃发展。
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引用次数: 2
The mediating effect of knowledge management on talent management and firm performance in small and medium enterprise in Uganda 乌干达中小企业知识管理对人才管理和企业绩效的中介作用
IF 3.1 Q1 Business, Management and Accounting Pub Date : 2022-08-23 DOI: 10.1108/jmd-10-2021-0290
J. Bagorogoza, Idah Nakasule
PurposeThis study examines the mediating effect of an effective knowledge management (KM) in the relationship between talent management (TM) and organizational performance. This study was operationalized among the small and medium enterprises (SMEs).Design/methodology/approachA cross-sectional survey design was used to collect data from a sample of 260 SMEs business. The data collected was analyzed using correlations and hierarchical regression to test the mediating effect of KM on the relationship between TM and firm performance.FindingsThe findings show that KM mediates the relationship between TM and firm performance. They also suggest that TM contribute to enhancing performance through improvements in KM.Research limitationsThe sample used in the research is not representative of all the SMEs operating in Uganda. This limitation presents the challenge of generalising and we therefore suggest caution when interpreting the results. We note the challenge of a skewed sample. For instance, most of the respondents to our study were confined to tailoring and design and metal and fabrication sectors. The skewed sample is a notable limitation of the research. The study was limited to Uganda only hence it did not capture information relating to other geographical settings, which may limit the effectiveness of the findings therein.Practical implicationsBased on the findings of the study, the managers of the SME can use the study results to develop strategies and interventions that can enable their firms to improve on their performance even in the harsh economic environment through adopting positive practices such as KM.Originality/valueThis paper contributes by filling a gap in HR management and SMEs literature, in which empirical studies on the relationship between TM and firm performance have been limited until now. This may create better research opportunities for cross-disciplinary papers that should be done by human resource, small business management and KM scholars.
目的研究有效知识管理在人才管理与组织绩效关系中的中介作用。这项研究在中小企业中进行了操作。设计/方法/方法采用横断面调查设计,从260家中小企业的样本中收集数据。采用相关分析和层次回归方法对所收集的数据进行分析,以检验知识管理对TM与企业绩效关系的中介作用。研究结果表明,知识管理在TM与企业绩效之间起中介作用。他们还认为,TM通过提高KM有助于提高绩效。研究限制研究中使用的样本并不代表乌干达所有的中小企业。这种限制带来了概括的挑战,因此我们建议在解释结果时要谨慎。我们注意到偏斜样本的挑战。例如,我们研究的大多数受访者仅限于剪裁和设计以及金属和制造行业。偏斜的样本是这项研究的一个显著局限性。该研究仅限于乌干达,因此没有获取与其他地理环境有关的信息,这可能会限制研究结果的有效性。实际含义基于研究结果,中小企业的管理者可以利用研究结果制定策略和干预措施,通过采取积极的实践,如KM.Originality/value,使其企业即使在恶劣的经济环境中也能提高绩效。本文通过填补人力资源管理和中小企业文献中的空白,迄今为止,对TM与企业绩效关系的实证研究还很有限。这可能会为人力资源、小企业管理和知识管理学者撰写的跨学科论文创造更好的研究机会。
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引用次数: 1
Workplace coaching: testing whether personality traits and their ABCD components predict authentic self-development via affect balance 工作场所辅导:测试人格特征及其ABCD组成部分是否通过情感平衡预测真实的自我发展
IF 3.1 Q1 Business, Management and Accounting Pub Date : 2022-08-16 DOI: 10.1108/jmd-02-2022-0034
Tünde Erdös, J. Wilt, Michael Tichelmann
PurposeLittle is known about how individual differences play out in the process of authentic self-development (ASD) through workplace coaching. This article explores whether the Big Five personality traits and affective, behavioral, cognitive and desire (ABCDs) components of the Big Five personality traits were relevant to ASD, specifically examining the role of affect as a potential mediator.Design/methodology/approachIn total, 176 clients' personality was assessed pre-coaching. Aspects of ASD (perceived competence, goal commitment, self-concordance and goal stability) were assessed post-coaching. Clients' affect balance (AB) scores were obtained post-session.FindingsMultilevel path models showed that higher levels of mean AB (but not the slope) mediated the associations between personality and perceived competence and goal commitment. Personality predicted goal self-concordance, but these effects were not mediated by AB, neither personality nor AB predicted goal stability.Research limitations/implicationsThe authors encourage randomized controlled trials to further test findings of this study. Ruling out method variance is not possible completely. However, the authors put forth considerations to support the authors' claim that method variance did not overly influence our results.Practical implicationsThese results suggest the necessity of an optimal experience of affect for ASD in workplace coaching and the understanding of how ABCDs, AB and ASD are related beyond coaching psychology.Social implicationsA deeper understanding of personality processes is important for fostering ASD to meet the challenges of management development in the authors' volatility, uncertainty, complexity and ambiguity (VUCA) world.Originality/valueThis is the first study to test personality as a process in workplace coaching linking personality to one of the most valued leadership skills: authenticity.
目的通过工作场所辅导,在真正的自我发展(ASD)过程中,人们对个体差异是如何表现的知之甚少。本文探讨了五大人格特征以及五大人格特质中的情感、行为、认知和欲望成分是否与ASD相关,特别是情感作为潜在中介的作用。设计/方法/方法总共有176名客户在辅导前进行了个性评估。指导后对ASD的各个方面(感知能力、目标承诺、自我和谐和目标稳定性)进行了评估。研究发现,多水平路径模型显示,较高水平的平均AB(而不是斜率)介导了人格与感知能力和目标承诺之间的关联。人格预测目标自洽性,但这些影响不受AB的调节,人格和AB都不预测目标稳定性。研究局限性/含义作者鼓励进行随机对照试验,以进一步检验本研究的结果。不可能完全排除方法差异。然而,作者提出了一些考虑因素来支持作者的说法,即方法方差不会过度影响我们的结果。实际含义这些结果表明,在工作场所辅导中,ASD有必要获得最佳的情感体验,并了解ABCD、AB和ASD在辅导心理学之外的关系。社会含义对人格过程的更深入理解对于培养ASD在作者的波动性、不确定性、复杂性和模糊性(VUCA)世界中应对管理发展的挑战非常重要。独创性/价值这是第一项测试人格作为工作场所辅导过程的研究,将人格与最有价值的领导技能之一:真实性联系起来。
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引用次数: 0
Do personal traits of the leader predict differences in leader and subordinate evaluations of leader effectiveness: a study in the banking industry in Ethiopia 领导者的个人特质是否能预测领导者和下属对领导者有效性评价的差异:埃塞俄比亚银行业的一项研究
IF 3.1 Q1 Business, Management and Accounting Pub Date : 2022-08-12 DOI: 10.1108/jmd-04-2021-0098
H. Ali, R. Schalk, M. V. van Engen
PurposeThis study aims to examine whether the internal locus of control, self-esteem and leadership self-efficacy can predict differences in self–other rating agreement on leader effectiveness. First, the authors predicted that the greater the internal locus of a leader the more their self-rating will be in agreement with others' rating of them (1a). Second, the authors proposed that the greater the self-esteem of a leader the more their self-rating will be in discrepancy with others' rating (1b). Third, the authors hypothesized that the greater the self-efficacy of a leader the more their self-rating will be in agreement with others' rating (1c).Design/methodology/approachTo test the hypotheses, multisource data were collected from 128 banking leaders (who responded about different aspects of leadership self-efficacy, internal locus of control, self-esteem and leadership effectiveness) and 344 subordinates (who rated their leaders' effectiveness in performing leadership tasks).Multivariate regression was performed by jointly regressing both leaders' self-ratings and subordinates' ratings as a dependent variable on internal locus of control, self-esteem and leadership self-efficacy as predictor variables.FindingsSelf-esteem of a leader the more their self-rating will be in discrepancy with others' ratings.Originality/valueThe study tried to investigate the leader-subordinate dis(agreement) on leaders’ effectiveness taking banking leaders in the Ethiopian Context. The finding of the results is crucial and important for leadership development programs.
目的本研究旨在检验内部控制源、自尊和领导自我效能是否可以预测自我-其他评级协议对领导效能的差异。首先,作者预测,领导者的内部轨迹越大,他们的自我评价就越与他人对他们的评价一致(1a)。其次,作者提出,领导者的自尊越高,他们的自我评价与他人的评价就越不一致(1b)。第三,作者假设领导者的自我效能感越高,他们的自我评价就越与他人的评价一致(1c)。设计/方法/方法为了检验这些假设,从128名银行业领导(对领导自我效能、内部控制源、自尊和领导效能的不同方面做出回应)和344名下属(对领导执行领导任务的有效性进行评分)中收集了多源数据评级作为因变量,内部控制源、自尊和领导自我效能作为预测变量。发现领导者的自尊越高,他们的自我评价与他人的评价就越不一致。独创性/价值本研究试图调查埃塞俄比亚背景下领导-下属对领导有效性的不一致性。结果的发现对于领导力发展计划至关重要。
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引用次数: 1
The problematic persistence of gender reflexivity in women's leadership development 妇女领导能力发展中存在的性别反身性问题
IF 3.1 Q1 Business, Management and Accounting Pub Date : 2022-08-11 DOI: 10.1108/jmd-03-2022-0053
L. Perriton
PurposeResearch on women's leadership development over the past two decades has seen a move away from feminist theory that embeds action at a structural level as the objective of consciousness raising realised during the programme. The purpose of this paper is to examine the implications of the stalling of collective action needed to challenge the continued under-representation of women in leadership roles.Design/methodology/approachThe paper is conceptual. Gender reflexivity – as the basis for claims within women's leadership development programmes (WLDPs) that are based on identity work to enable wider transformation of organisations in respect of structural barriers – is examined and critiqued.FindingsWomen's leadership development is unlikely to be able to used as a vehicle for structural change whilst it remains focused on self-acceptance, self-management and self-development of the individual participants. Gender reflexivity, as the warrant for change and transformation, is not used in a way that can deliver organisational change. Part of this is the way in which it is misapplied within human resource development and part of this is the continued lack of framing WLDP as a historical practice in support of the current logic of leadership.Originality/valueThis paper contributes to the development of a critical approach to women's leadership development from a feminist theory perspective.
在过去的二十年中,对女性领导力发展的研究已经看到了女权主义理论的转变,女权主义理论将在结构层面上的行动作为提高意识的目标,在该计划中实现。本文的目的是研究拖延集体行动的影响,这些行动需要挑战妇女在领导角色中的持续代表性不足。设计/方法/方法这篇论文是概念性的。性别反身性——作为女性领导力发展计划(WLDPs)中主张的基础,该计划基于身份工作,以实现组织在结构性障碍方面的更广泛转型——被审查和批评。研究发现:女性领导力发展不太可能被用作结构变革的工具,而它仍然关注于个体参与者的自我接纳、自我管理和自我发展。性别反身性作为变革和转型的保证,并没有被用于实现组织变革的方式。部分原因是它在人力资源开发中被误用了,部分原因是一直缺乏将WLDP作为历史实践来支持当前的领导逻辑。原创性/价值这篇论文有助于从女性主义理论的角度发展女性领导力发展的批判性方法。
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引用次数: 1
Authentic leadership in a pandemic world: an exploratory study in the Indian context 流行病世界中的真正领导:在印度背景下的探索性研究
IF 3.1 Q1 Business, Management and Accounting Pub Date : 2022-08-04 DOI: 10.1108/jmd-10-2021-0281
A. Chully, Jerin Jose, Luthufi M
PurposeThe purpose of this paper is to explore the strategies that helps leaders be authentic in order to be able to respond proactively and become effective in helping their organisations they lead in the context of the COVID-19 pandemic.Design/methodology/approachUsing a qualitative approach, 25 business leaders from diverse sectors were interviewed to understand what sustained them in an adverse context.FindingsResults reveal various dimensions of authentic leadership in a disruptive environment. Authentic leaders have to exhibit distinct behaviours that stems from re-examining oneself to reaffirming organisational purpose. Reimagining the work is emerged as the newer dimension to the authentic leadership considering the context of COVID-19.Practical implicationsThe results of the study provides insights for anyone leading organisations in today's disruptive business environment. The findings of this study can be used further to undertake quantitative studies to test professional relationships and understand the leadership strategies at different time frames.Originality/valueThis paper addresses the strategies that leaders successfully follow to withstand the COVID crisis and highlights the different roles and behaviours that helped leaders to address the crisis confidently.
目的本文的目的是探索有助于领导者真实性的策略,以便能够在新冠肺炎大流行的背景下积极应对并有效地帮助他们领导的组织。设计/方法/方法采用定性方法,采访了来自不同行业的25位商业领袖,以了解他们在不利环境中的支撑因素。调查结果揭示了在颠覆性环境中真正领导力的各个方面。真正的领导者必须表现出不同的行为,这些行为源于重新审视自己和重申组织目标。考虑到新冠肺炎的背景,重新构想工作已成为真正领导层的新维度。实际含义研究结果为当今颠覆性商业环境中的任何领导组织提供了见解。这项研究的结果可以进一步用于进行定量研究,以测试职业关系并了解不同时间段的领导策略。独创性/价值本文阐述了领导者成功抵御新冠肺炎危机所遵循的战略,并强调了帮助领导者自信应对危机的不同角色和行为。
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引用次数: 3
Virtual team performance: E-leadership roles in the era of COVID-19 虚拟团队绩效:新冠肺炎时代的电子领导角色
IF 3.1 Q1 Business, Management and Accounting Pub Date : 2022-07-15 DOI: 10.1108/jmd-05-2021-0151
Neerja Kashive, V. Khanna, Lina Powale
PurposeThe coronavirus disease 2019 (COVID-19) situation has led to the emergence of virtual teams in all organizations, and the role of leadership has become more pertinent. The current research focuses on understanding the factors for better team performance in virtual teams. Based on the contingency perspective, the behavioral complexity in leadership (BCL) theory is the most appropriate as BCL requires the leader to demonstrate multiple contrasting leadership behaviors according to the situation. Both internal as well external roles were explored, which could facilitate better communication quality and role clarity to increase interpersonal trust and leadership effectiveness in the current crisis.Design/methodology/approachData were collected from employees who have worked in virtual teams during the crisis and who have experience of working in a virtual team environment. A total of 200 questionnaires were distributed, and 175 were received. A path model was built applying partial least squares structural equation modeling (PLS-SEM).FindingsCommunication quality has come as a partial mediator for the relationship between internal and external leadership roles and trust. Role clarity fully mediated the relationship between external leadership roles and conflict. Internal and external leadership roles showed a significant effect on leadership effectiveness, which were further related to team performance in virtual teams. Additionally, synchronous technology was used more by virtual teams.Research limitations/implicationsThe study did not examine cultural differences or cultural adaptation in virtual teams. Instead of the BCL theory, future research may apply attribute-based or relational-based theory to examine leadership roles in virtual team performance.Originality/valueUsing the BCL theory, the current study contributes to an understanding of virtual team performance and the internal as well as external role of leaders. This is relevant in an environment of extreme ambiguity such as COVID-19.
目的2019冠状病毒病(新冠肺炎)的形势导致所有组织中出现了虚拟团队,领导的作用变得更加重要。目前的研究重点是了解虚拟团队中提高团队绩效的因素。基于偶然性视角,领导行为复杂性理论是最合适的,因为领导行为复杂性要求领导者根据情况表现出多种截然不同的领导行为。探讨了内部和外部角色,这有助于提高沟通质量和角色清晰度,从而在当前危机中提高人际信任和领导效率。设计/方法/方法数据是从危机期间在虚拟团队中工作过的员工以及有在虚拟团队环境中工作经验的员工那里收集的。共发放了200份调查问卷,收到175份。运用偏最小二乘结构方程模型(PLS-SEM)建立了路径模型。发现沟通质量已成为内部和外部领导角色与信任关系的部分中介。角色明确性充分调解了外部领导角色与冲突之间的关系。内部和外部领导角色对领导效能有显著影响,这与虚拟团队中的团队绩效进一步相关。此外,虚拟团队更多地使用同步技术。研究局限性/含义该研究没有考察虚拟团队中的文化差异或文化适应。未来的研究可能会应用基于属性或关系的理论来检验虚拟团队绩效中的领导角色,而不是BCL理论。独创性/价值利用BCL理论,本研究有助于理解虚拟团队绩效以及领导者的内部和外部角色。这在新冠肺炎等极端模糊的环境中是相关的。
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引用次数: 8
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JOURNAL OF MANAGEMENT DEVELOPMENT
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