Guenter Hannes, Gardner William L, Davis McCauley Kelly, Randolph-Seng Brandon, Prabhu Veena P
Maastricht University, The Netherlands.
Texas Tech University, Lubbock, USA.
Small Group Res. 2017 Dec;48(6):719-765. doi: 10.1177/1046496417732403. Epub 2017 Oct 4.
Research teams face complex leadership and coordination challenges. We propose shared authentic leadership (SAL) as a timely approach to addressing these challenges. Drawing from authentic and functional leadership theories, we posit a multiple mediation model that suggests three mechanisms whereby SAL influences team effectiveness: shared mental models (SMM), team trust, and team coordination. To test our hypotheses, we collected survey data on leadership and teamwork within 142 research teams that recently published an article in a peer-reviewed management journal. The results indicate team coordination represents the primary mediating mechanism accounting for the relationship between SAL and research team effectiveness. While teams with high trust and SMM felt more successful and were more satisfied, they were less successful in publishing in high-impact journals. We also found the four SAL dimensions (i.e., self-awareness, relational transparency, balanced processing, and internalized moral perspective) to associate differently with team effectiveness.
研究团队面临着复杂的领导和协调挑战。我们提出共享真诚领导（SAL）作为应对这些挑战的适时方法。借鉴真诚领导理论和职能领导理论，我们提出了一个多重中介模型，该模型表明SAL影响团队效能的三种机制：共享心智模型（SMM）、团队信任和团队协调。为了检验我们的假设，我们收集了142个研究团队中关于领导和团队合作的调查数据，这些团队最近在一份同行评审的管理期刊上发表了一篇文章。结果表明，团队协调是解释SAL与研究团队效能之间关系的主要中介机制。虽然具有高度信任和SMM的团队感觉更成功且更满意，但它们在高影响力期刊上发表文章的成功率较低。我们还发现SAL的四个维度（即自我意识、关系透明度、平衡处理和内化道德视角）与团队效能的关联方式不同。
