{"title":"情境与团队中以人为本的领导者:一项元分析综述","authors":"Meltem Çeri-Booms","doi":"10.1108/tpm-11-2019-0111","DOIUrl":null,"url":null,"abstract":"The research studies the role of contextual moderating variables on the relationship between person-oriented leadership behaviors (POLBs) and team performance. The authors claim that the varying effect sizes between POLBs and team performance are large because of the context the team is functioning in. Therefore, based on the framework of Johns (2006), this paper aims to investigate the moderating role of the relevant demographic (leader gender), social (in-group collectivism and team size), task (skill differentiation) and methodological (common method bias and the rater of the team performance) contextual variables in the study.,The authors accumulated evidence from 48 independent primary studies (N team = 4,276) to run the meta-analytic analyses. The authors followed the procedures described by Schmidt and Hunter (2015). For the categorical moderators, the analyzes were aided by the Hunter–Schmidt meta-analysis programs (2.0) (Schmidt and Le, 2014), which is an interactive software using a random-effects model. In the analyzes for the continuous moderators, the authors used Lipsey and Wilson’s (2001) statistical package for the social sciences macros and run meta-regressions using a random-effects model with unrestricted maximum likelihood.,The results indicate that the relationship weakens when female leaders exhibit these behaviors and when the team size increases. On the other hand, in-group collectivism strengthens the relationship. The study also found that the common method bias and the assessment method of the team performance are significant moderators altering the relationship.,The study highlights the perceptual differences and biases based on leader gender. Acknowledging these biases may help practitioners to appreciate the female qualities in leadership and decrease the undervaluation of female effectiveness. To create high-performing teams, leaders in high in-group collectivist countries are expected to develop a family feeling in the team by showing their concern for personal issues and build close interpersonal relationships. Researchers should use multiple sources to assess the predictor and criterion variables and also opt for more objective assessment methods for team performance.,With this study, the authors follow a substantively different perspective compared to the past meta-analytic reviews on this relationship. Rather than testing the inquiry whether there is a relationship between the two variables, the authors specifically focus on the role of contextual moderating variables. Several researchers have acknowledged that contextual considerations are critical in leadership-team performance research. Nevertheless, the body of research remains to be not cohesive. Thus, the study answers a call in the leadership area for a more context-based and cohesive understanding of the effects of leadership on team performance.","PeriodicalId":46084,"journal":{"name":"Team Performance Management","volume":null,"pages":null},"PeriodicalIF":1.6000,"publicationDate":"2020-03-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/tpm-11-2019-0111","citationCount":"2","resultStr":"{\"title\":\"Context and person-oriented leader in teams: a meta-analytical review\",\"authors\":\"Meltem Çeri-Booms\",\"doi\":\"10.1108/tpm-11-2019-0111\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"The research studies the role of contextual moderating variables on the relationship between person-oriented leadership behaviors (POLBs) and team performance. The authors claim that the varying effect sizes between POLBs and team performance are large because of the context the team is functioning in. Therefore, based on the framework of Johns (2006), this paper aims to investigate the moderating role of the relevant demographic (leader gender), social (in-group collectivism and team size), task (skill differentiation) and methodological (common method bias and the rater of the team performance) contextual variables in the study.,The authors accumulated evidence from 48 independent primary studies (N team = 4,276) to run the meta-analytic analyses. The authors followed the procedures described by Schmidt and Hunter (2015). For the categorical moderators, the analyzes were aided by the Hunter–Schmidt meta-analysis programs (2.0) (Schmidt and Le, 2014), which is an interactive software using a random-effects model. In the analyzes for the continuous moderators, the authors used Lipsey and Wilson’s (2001) statistical package for the social sciences macros and run meta-regressions using a random-effects model with unrestricted maximum likelihood.,The results indicate that the relationship weakens when female leaders exhibit these behaviors and when the team size increases. On the other hand, in-group collectivism strengthens the relationship. The study also found that the common method bias and the assessment method of the team performance are significant moderators altering the relationship.,The study highlights the perceptual differences and biases based on leader gender. Acknowledging these biases may help practitioners to appreciate the female qualities in leadership and decrease the undervaluation of female effectiveness. 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引用次数: 2
摘要
本研究探讨情境调节变量在以人为本的领导行为与团队绩效关系中的作用。作者声称,由于团队所处的环境,polb和团队绩效之间的效应大小变化很大。因此,本文旨在基于Johns(2006)的框架,探讨相关人口统计学(领导者性别)、社会(群体内集体主义和团队规模)、任务(技能分化)和方法(共同方法偏差和团队绩效评分)语境变量在研究中的调节作用。作者从48项独立的初步研究(N组= 4276)中收集证据进行meta分析。作者遵循了Schmidt和Hunter(2015)所描述的程序。对于分类调节者,分析由Hunter-Schmidt元分析程序(2.0)辅助(Schmidt and Le, 2014),这是一个使用随机效应模型的交互式软件。在对连续调节因子的分析中,作者使用了Lipsey和Wilson(2001)的社会科学宏观统计软件包,并使用无限制最大似然的随机效应模型运行元回归。结果表明,当女性领导者表现出这些行为时,当团队规模增加时,这种关系会减弱。另一方面,群体内集体主义加强了这种关系。研究还发现,共同方法偏差和团队绩效评估方法是改变关系的显著调节因子。该研究强调了基于领导者性别的感知差异和偏见。承认这些偏见可能有助于从业者欣赏女性的领导品质,减少对女性效率的低估。为了创造高绩效的团队,高度内团体集体主义国家的领导者应该通过表现出对个人问题的关注,在团队中培养一种家庭感,并建立密切的人际关系。研究人员应该使用多种来源来评估预测变量和标准变量,并选择更客观的评估方法来评估团队绩效。在这项研究中,作者遵循了一个与过去关于这一关系的元分析综述截然不同的视角。作者没有测试这两个变量之间是否存在关系,而是特别关注上下文调节变量的作用。一些研究人员已经承认,背景因素在领导团队绩效研究中至关重要。然而,研究的主体仍然没有凝聚力。因此,该研究回应了领导力领域的一个呼吁,即对领导力对团队绩效的影响有一个更基于情境和凝聚力的理解。
Context and person-oriented leader in teams: a meta-analytical review
The research studies the role of contextual moderating variables on the relationship between person-oriented leadership behaviors (POLBs) and team performance. The authors claim that the varying effect sizes between POLBs and team performance are large because of the context the team is functioning in. Therefore, based on the framework of Johns (2006), this paper aims to investigate the moderating role of the relevant demographic (leader gender), social (in-group collectivism and team size), task (skill differentiation) and methodological (common method bias and the rater of the team performance) contextual variables in the study.,The authors accumulated evidence from 48 independent primary studies (N team = 4,276) to run the meta-analytic analyses. The authors followed the procedures described by Schmidt and Hunter (2015). For the categorical moderators, the analyzes were aided by the Hunter–Schmidt meta-analysis programs (2.0) (Schmidt and Le, 2014), which is an interactive software using a random-effects model. In the analyzes for the continuous moderators, the authors used Lipsey and Wilson’s (2001) statistical package for the social sciences macros and run meta-regressions using a random-effects model with unrestricted maximum likelihood.,The results indicate that the relationship weakens when female leaders exhibit these behaviors and when the team size increases. On the other hand, in-group collectivism strengthens the relationship. The study also found that the common method bias and the assessment method of the team performance are significant moderators altering the relationship.,The study highlights the perceptual differences and biases based on leader gender. Acknowledging these biases may help practitioners to appreciate the female qualities in leadership and decrease the undervaluation of female effectiveness. To create high-performing teams, leaders in high in-group collectivist countries are expected to develop a family feeling in the team by showing their concern for personal issues and build close interpersonal relationships. Researchers should use multiple sources to assess the predictor and criterion variables and also opt for more objective assessment methods for team performance.,With this study, the authors follow a substantively different perspective compared to the past meta-analytic reviews on this relationship. Rather than testing the inquiry whether there is a relationship between the two variables, the authors specifically focus on the role of contextual moderating variables. Several researchers have acknowledged that contextual considerations are critical in leadership-team performance research. Nevertheless, the body of research remains to be not cohesive. Thus, the study answers a call in the leadership area for a more context-based and cohesive understanding of the effects of leadership on team performance.
期刊介绍:
This international journal contributes to the successful implementation and development of work teams and team-based organizations by providing a forum for sharing experience and learning to stimulate thought and transfer of ideas. It seeks to bridge the gap between research and practice by publishing articles where the claims are evidence-based and the conclusions have practical value. Effective teams form the heart of every successful organization. But team management is one of the hardest challenges faced by managers.