Department of Economics and Management, University of Parma, Parma, Emilia-Romagna, Italy.
Department of Humanities, Social Sciences and Cultural Industries, University of Parma, Parma, Emilia-Romagna, Italy.
PLoS One. 2024 Oct 18;19(10):e0304720. doi: 10.1371/journal.pone.0304720. eCollection 2024.
This research presents a comprehensive review and meta-analysis of literature to examine the impact of various leadership styles on organizational adaptive performance (AP). AP is essential for job performance, especially in environments undergoing rapid changes. Previous reviews on AP found that transformational and self-leadership had had a positive influence on job adaptivity, while the relationship between other leadership styles and AP had not been clear. First, authors outlined the theoretical framework of AP and leadership, clarifying how job adaptivity and the different leadership styles are defined and discussed in the scientific literature. Subsequently four scientific databases were explored to identify studies that investigate the Leadership and AP' relationship. 32 scientific articles and 2 conference papers were investigated for review, of which 31 were used to conduct a meta-analysis; 52 different effect sizes from 32 samples were identified for a total sample size of 11.640 people. Qualitative synthesis revealed that the influence of different leadership styles on AP depended on contextual variables and on aspects related to the nature of the work. Moreover, it was found that leadership supported AP through motivational and relational aspects. Through this meta-analysis, it was found that a significant positive relationship between leadership and AP existed (Zr = .39, SE = .04, p < .001. 95%CI [.32, .47], r = .37). However, no differences emerged from the different leadership styles examined in the studies. This review deepens the importance of leadership as organizational factor that affect the employees' likelihood of dealing with continuously emergent changes at work, extended the search to emerging leadership approaches to highlight the value of collective contributions, ethics, and moral and sustainable elements that could positively affect AP.
本研究通过文献综述和荟萃分析，全面考察了各种领导风格对组织适应绩效（AP）的影响。AP 对工作绩效至关重要，尤其是在快速变化的环境中。先前关于 AP 的综述发现，变革型领导和自我领导对工作适应性有积极影响，而其他领导风格与 AP 之间的关系尚不清楚。首先，作者概述了 AP 和领导的理论框架，阐明了工作适应性和不同领导风格在科学文献中是如何定义和讨论的。随后，作者探索了四个科学数据库，以确定研究领导与 AP 关系的研究。共调查了 32 篇科学文章和 2 篇会议论文进行综述，其中 31 篇用于进行荟萃分析；从 32 个样本中确定了 52 个不同的效应量，总样本量为 11640 人。定性综合表明，不同领导风格对 AP 的影响取决于情境变量和与工作性质相关的方面。此外，研究还发现，领导通过激励和关系方面来支持 AP。通过这项荟萃分析，发现领导与 AP 之间存在显著的正相关关系（Zr =.39，SE =.04，p <.001. 95%CI [.32，.47]，r =.37）。然而，研究中不同的领导风格并没有表现出差异。这项研究加深了领导作为影响员工应对工作中持续出现变化的可能性的组织因素的重要性，扩大了研究范围，探讨了新兴的领导方法，突出了集体贡献、道德和可持续元素的价值，这些因素可能对 AP 产生积极影响。
