异质型创业领导、嵌入授权对团队簇个体绩效的跨层次影响研究
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摘要
团队簇创新和创业交互属性与领导的差异化嵌入授权行为关联紧密,而参与个体对彼此能力的互信是进行有效合作的前提。据此,关注能力互信氛围在团队绩效中的作用机理与外部情境能够有效解析异质型创业领导对团队簇个体绩效作用的相机变化效应。以创业型领导异质性、嵌入授权(结构、心理与认知授权)和能力互信氛围作为团队层次变量,将个体绩效作为个体层次变量,考察嵌入授权的跨层次中介以及能力互信氛围的调节作用。结果发现:内部比较优势导向异质性不直接影响成员个体绩效,而外部战略价值导向异质性则有助于促进个体绩效;嵌入授权在异质性与个体绩效间起中介作用;能力互信氛围在嵌入授权与个体绩效间起跨层次调节作用。根据研究结果,提出相关管理启示。
The innovation and entrepreneurial interaction attributes of the team cluster are closely related to the differentiated embedded authorization behavior of their leaders.The mutual trust between the participating individuals is the premise of effective cooperation.According to this,the mechanism and externality of the ability and mutual trust atmosphere in team performance are concerned.Situation,can effectively analyze the camera change effect of heterogeneous entrepreneurial leadership on the individual performance of team clusters.Entrepreneurial leadership heterogeneity,embedded authorization(structural,psychological and cognitive empowerment)and mutual trustworthiness as team-level variables,individual performance as an individual-level variable to examine the regulatory role of embedded authorization cross-level intermediaries and mutual trustworthiness atmosphere.Empirical results show that:the internal comparative advantage-oriented heterogeneity does not directly affect the individual performance of individuals,while the external strategic value-oriented heterogeneity promotes individual performance;the embedded authorization plays an intermediary role between heterogeneity and individual performance;authorization and individual performance play a role of cross-level adjustment.In addition,based on the results of the study put forward the relevant management implications.
The innovation and entrepreneurial interaction attributes of the team cluster are closely related to the differentiated embedded authorization behavior of their leaders.The mutual trust between the participating individuals is the premise of effective cooperation.According to this,the mechanism and externality of the ability and mutual trust atmosphere in team performance are concerned.Situation,can effectively analyze the camera change effect of heterogeneous entrepreneurial leadership on the individual performance of team clusters.Entrepreneurial leadership heterogeneity,embedded authorization(structural,psychological and cognitive empowerment)and mutual trustworthiness as team-level variables,individual performance as an individual-level variable to examine the regulatory role of embedded authorization cross-level intermediaries and mutual trustworthiness atmosphere.Empirical results show that:the internal comparative advantage-oriented heterogeneity does not directly affect the individual performance of individuals,while the external strategic value-oriented heterogeneity promotes individual performance;the embedded authorization plays an intermediary role between heterogeneity and individual performance;authorization and individual performance play a role of cross-level adjustment.In addition,based on the results of the study put forward the relevant management implications.
引文
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[25]巩振兴,张剑.组织的结构授权与心理授权[J].理论与改革,2015(2):29-32.
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[27]韦慧民,龙立荣.认知与情感信任、权力距离感和制度控制对领导授权行为的影响研究[J].管理工程学报,2011,25(1):10-17.
[28]林晓敏,林琳,王永丽,等.授权型领导与团队绩效:交互记忆系统的中介作用[J].管理评论,2014,26(1):78-87.
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[31]WILDMAN J L,SHUFFLER M L,LAZZARA E H,et al.Trust development in swift starting action teams:a multilevel framework[J].Group&Organization Management An International Journal,2012,37(2):137-170.
[32]BRAHM T,KUNZE F.The role of trust climate in virtual teams[J].Journal of Managerial Psychology,2012,27(6):595-614.
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[34]MORHART F M,HERZOG W,TOMCZAK T.Turning employees into brand champions:leadership style makes a difference[J].Gfk Marketing Intelligence Review,2011,3(2):34-43.
[35]CARTER S M,GREER C R.Strategic leadership:values,styles,and organizational performance[J].Journal of Leadership&Organizational Studies,2013,20(4):375-393.
[36]JAMES L R.Aggregation bias in estimates of perceptual agreement[J].Journal of Applied Psychology,1982,67(2):219-229.
[37]BARON R M,KENNY D A.The moderator-mediator variable distinction in social psychological research:conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6),1173-1182.
[38]TOFIGHI D,MACKINNON D P.R mediation:an R package for mediation analysis confidence intervals[J].Behavior Research Methods,2011,43(3):692-700.
[2]DIONNE S D,GUPTA A,SOTAK K L,et al.A 25-year perspective on levels of analysis in leadership research[J].The Leadership Quarterly,2014,25(1):6-35.
[3]RUVIO A,ROSENBLATT Z,HERTZ-LAZAROWITZ R.Entrepreneurial leadership vision in nonprofit vs.for-profit organizations[J].The Leadership Quarterly,2010,21(1):144-158.
[4]ZAHRA S A,COVIN J G.Business strategy,technology policy and firm performance[J].Strategic Management Journal,2010,14(6):451-478.
[5]KHAN S,ASGHAR M,ZAHEER A.Influence of leadership style on employee job satisfaction and firm financial performance:a study of banking sector in islamabad,Pakistan[J].Actual Problems of Economics,2014,155(5):374-384.
[6]SUN L Y,ZHANG Z,QI J,et al.Empowerment and creativity:a cross-level investigation[J].Leadership Quarterly,2012,23(1):55-65.
[7]RN C A W.Authentic leadership,performance,and job satisfaction:the mediating role of empowerment[J].Journal of Advanced Nursing,2013,69(4):947-59.
[8]NEU W A.Social cues of(un)trustworthy team members[J].Journal of Marketing Education,2015,37(1):36-53.
[9]FINK M,KESSLER A.Cooperation,trust and performance-empirical results from three countries[J].British Journal of Management,2010,21(2):469-483.
[10]许成磊,王鼎,段万春.创业团队簇协同复杂性及关键界面识别[J].科技进步与对策,2017,34(5):148-155.
[11]王辉,武朝艳,张燕,等.领导授权赋能行为的维度确认与测量[J].心理学报,2008,40(12):1297-1305.
[12]CHIANG C F,HSIEH T S.The impacts of perceived organizational support and psychological empowerment on job performance:the mediating effects of organizational citizenship behavior[J].International Journal of Hospitality Management,2012,31(1):180-190.
[13]WALUMBWA F O,HARTNELL C A,OKE A.Servant leadership,procedural justice climate,service climate,employee attitudes,and organizational citizenship behavior:a cross-level investigation[J].Journal of Applied Psychology,2010,95(3):517-29.
[14]KANSIKAS J,LAAKKONEN A,SARPO V,et al.Entrepreneurial leadership and familiness as resources for strategic entrepreneurship[J].InternationalJournalofEntrepreneurial Behavior&Research,2012,18(2):141-158.
[15]RENKO M,KROECK K G,BULLOUGH A.Expectancy theory and nascent entrepreneurship[J].Small Business E-conomics,2012,39(3):667-684.
[16]YANNEY J P.Business strategy and leadership style:impact on organizational performance in the manufacturing sector of ghana[J].American Journal of Industrial&Business Management,2014,4(12):767-775.
[17]JORDAN L,THATCHENKERY T.Leadership decisionmaking strategies using appreciative inquiry:a case study[J].International Journal of Globalisation&Small Business,2011,4(2):178-190.
[18]李绍龙,龙立荣,朱思.领导差异化授权对团队绩效的影响及其作用机制研究[J].管理学报,2017,14(7):1006-1014.
[19]胡望斌,张玉利,杨俊.同质性还是异质性:创业导向对技术创业团队与新企业绩效关系的调节作用研究[J].管理世界,2014(6):92-109.
[20]RENKO M,TARABISHY A E,CARSRUD A L,et al.Understanding and measuring entrepreneurial leadership style[J].Journal of Small Business Management,2015,53(1):54-74.
[21]DIJKE M V,CREMER D D,MAYER D M,et al.When does procedural fairness promote organizational citizenship behavior?integrating empowering leadership types in relational justice models[J].Organizational Behavior&Human Decision Processes,2012,117(2):235-248.
[22]李绍龙,龙立荣,朱思.领导差异化授权对团队绩效的影响及其作用机制研究[J].管理学报,2017,14(7):1006-1014.
[23]ANDERS DYSVIK,BARDKUVAAS.Intrinsicmotivationasa moderator on the relationship between perceived job autonomy and work performance[J].European Journal of Work&Organizational Psychology,2011,20(3):367-387.
[24]张好雨,王辉,郭理,等.领导权力分享、组织自尊和员工工作表现:内部人身份感知的调节作用[J].经济科学,2016(2):118-128.
[25]巩振兴,张剑.组织的结构授权与心理授权[J].理论与改革,2015(2):29-32.
[26]CHIANG C F,HSIEH T S.The impacts of perceived organizational support and psychological empowerment on job performance:the mediating effects of organizational citizenship behavior[J].International Journal of Hospitality Management,2012,31(1):180-190.
[27]韦慧民,龙立荣.认知与情感信任、权力距离感和制度控制对领导授权行为的影响研究[J].管理工程学报,2011,25(1):10-17.
[28]林晓敏,林琳,王永丽,等.授权型领导与团队绩效:交互记忆系统的中介作用[J].管理评论,2014,26(1):78-87.
[29]KO D G.The mediating role of knowledge transfer and the effects of client-consultant mutual trust on the performance of enterprise implementation projects[J].Information&Management,2014,51(5):541-550.
[30]苏涛,陈春花,崔小雨,等.信任之下,其效何如---来自Meta分析的证据[J].南开管理评论,2017,20(4):179-192.
[31]WILDMAN J L,SHUFFLER M L,LAZZARA E H,et al.Trust development in swift starting action teams:a multilevel framework[J].Group&Organization Management An International Journal,2012,37(2):137-170.
[32]BRAHM T,KUNZE F.The role of trust climate in virtual teams[J].Journal of Managerial Psychology,2012,27(6):595-614.
[33]BALLIET D,VAN LANGE P A M.Trust,conflict,and cooperation:a meta-analysis.[J].Psychological Bulletin,2015,139(5):1090-1112.
[34]MORHART F M,HERZOG W,TOMCZAK T.Turning employees into brand champions:leadership style makes a difference[J].Gfk Marketing Intelligence Review,2011,3(2):34-43.
[35]CARTER S M,GREER C R.Strategic leadership:values,styles,and organizational performance[J].Journal of Leadership&Organizational Studies,2013,20(4):375-393.
[36]JAMES L R.Aggregation bias in estimates of perceptual agreement[J].Journal of Applied Psychology,1982,67(2):219-229.
[37]BARON R M,KENNY D A.The moderator-mediator variable distinction in social psychological research:conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6),1173-1182.
[38]TOFIGHI D,MACKINNON D P.R mediation:an R package for mediation analysis confidence intervals[J].Behavior Research Methods,2011,43(3):692-700.