CAJ | 학술논문

差异化变革型领导是团队领导领域的最新议题,现有的研究局限于探讨其社会心理方面的作用机制。本文从社会网络机制出发解释差异化变革型领导对团队知识分享及团队创造力的影响。基于65家企业的225个工作团队样本的结构方程模型分析表明,团队一致性变革型领导正向影响团队交流网络密度从而提高团队知识分享;个体差异性变革型领导正向影响团队成员交流网络密度差异性从而降低团队知识分享;团队知识分享正向影响团队创造力。本文的证据表明,在中国情境下,差异性团队领导行为不利于创造稠密的团队交流网络,以及团队知识分享,从而不利于提升团队创造力水平。
차이화변혁형령도시단대령도영역적최신의제,현유적연구국한우탐토기사회심리방면적작용궤제。본문종사회망락궤제출발해석차이화변혁형령도대단대지식분향급단대창조력적영향。기우65가기업적225개공작단대양본적결구방정모형분석표명,단대일치성변혁형령도정향영향단대교류망락밀도종이제고단대지식분향;개체차이성변혁형령도정향영향단대성원교류망락밀도차이성종이강저단대지식분향;단대지식분향정향영향단대창조력。본문적증거표명,재중국정경하,차이성단대령도행위불리우창조주밀적단대교류망락,이급단대지식분향,종이불리우제승단대창조력수평。
Differentiated transformational leadership is an emerging area in leadership studies. The existing studies on this topic are limited to the traditional social-psychological perspectives. Drawing from the social networkperspective, this study aimed to address the puzzling issue of how differentiated transformational leadership would affect team knowledge sharing and thus team creativity. Specifically, we theorized that team communication network density as a shared team property that would mediate the relationship between team-focused transformational leadership and subsequent team knowledge sharing, and the communication network density divergence among team members as a configural team property that would mediate the relationship between differentiated individual-focused transformational leadership and subsequent team knowledge sharing. We also hypothesized that team knowledge sharing would positively influence team creativity. We collected data from an eastern province of People’s Republic of China. Our targeted firms were high-technology firms accredited by the Ministry of Science and Technology . We randomly selected 102 firms from the whole population of 2,043 government-accredited high-technology firms in the province （i.e., 5%）. With the help of local government, 65 firms participated in the survey. All measurement instruments were adapted from well-established scales. We collected transformational leadership, work-related communication network, team knowledge sharing, and team creativity data from team members and the human resource manager at each participating firm. 225 teams in 65 firms provided matched observations and were included in the data analyses. Confirmatory factor analyses （CFAs） showed acceptable model fit indices. We also obtained sufficient inter-rated agreement （Rwg） and intra-class correlation （ICC） values to justify the aggregation of shared team-level property, such as team-focused transformational leadership, and team knowledge sharing. We used the structural equation modeling （SEM） with the software of Lisrel to test our hypotheses. Findings generally supported our hypotheses. Results showed that team-focused transformational leadership had a significantly positive effect on knowledge sharing and team communication network density mediated this relationship. Meanwhile, differentiated individual-focused transformational leadership had a significantly negative effect on knowledge sharing and the communication network density divergence among team members mediated this relationship. Also, knowledge sharing had a significantly positive effect on team creativity. Our results revealed that in Chinese context team knowledge sharing is a salient predictor of team creativity. Moreover, team-focused transformational leadership positively influenced team knowledge sharing which was mediated through team communication network density; differentiated individual-focused transformational leadership negatively influenced team knowledge sharing which was mediated through team member communication network density divergence. We highlighted the theoretical and managerial implications of the potential dark side of differentiated transformational leadership behaviors in Chinese context.