earticle

영어

Leadership is considered crucial for enabling team effectiveness, but most existing research on team leadership has focused narrowly on the influence of an individual team leader, thus largely neglecting leadership provided by team members. Current forms of teamwork that emphasize knowledge-based work rely on employees who have high levels of expertise and seek autonomy in how they apply their knowledge and skills and therefore desire greater opportunity to shape and participate in the leadership functions for their teams. Utilizing social network approach, we investigated density and centrality of leadership in team and their influence on team commitment and team performance, in order to better capture these overall patterns of influence. The purpose of this study is to examine the effects of leadership network characteristics on team commitment and team performance. Based on prior literature, this study derives following hypotheses. H1. Leadership network centrality will be positively related to team commitment. H2. Leadership network centrality will be positively related to team performance. H3. Leadership network density will be positively related to team commitment. H4. Leadership network density will be positively related to team performance. To test the proposed hypotheses in our study, we collected data via a survey with a sample of 81 university student teams, comprising 374 respondents (on average 4.38 per team). Centrality and density were measured by 3 items from Kent & Moss(1990). The measurement of centrality and density can be measured by tie type among team members(Balkundi & Harrison, 2006). Team commitment was measured by scale from Van der Vegt, Emans & Van de Vliert(2000) on a 4-item scale. Team performance was measured by 11-item scale from Henderson & Lee(1992), Hoegl & Gemuenden(2001), Gemuenden & Lechler(1997). Items were rated on a 7-point Likert-type scale ranging from 1 to 7. The major findings are as follows: First, centrality of leadership network was positively associated with team commitment and team performance. Mangers should therefore ensure that each team has a clear and shared sense of direction, prepares working plans, prioritize and allocate team tasks and promote and establish norms of participations and workload sharing. Second, density of leadership network was also positively associated with team commitment and team performance. The findings suggest that organizations should help develop strong shared leadership patterns within their teams to bolster effectiveness. Organizations can promote shared leadership by setting expectations and encouraging members when teams initially form to view themselves and their fellow team members as leaders and to engage in shred, mutual leadership. Using a network-based measure of centrality and density, which better captures the patterns of mutual influence inherent in the construct, the findings provide several important theoretical and practical implications regarding leadership network characteristics in the team context and future research directions are discussed.

한국어

본 연구는 대학생 프로젝트 팀의 리더십 네트워크 특성이 팀 몰입과 팀 성과에 미치는 영향을 검증하고자 하였다. 이는 리더십 연구에 있어 전통적인 접근법이라 할 수 있는 수직적 리더십과 최근 환경의 변화에 부응하기 위해 학계와 실무에서 많은 관심을 받고 있는 공유리더십을 함께 고려하여 팀 기반 환경에 적합한 리더십을 규명하기 위한 의미 있는 연구라 할 수 있다. 본 연구에서는 팀 내 리더십 영향력 패턴을 보다 잘 파악하기 위해 사회네트워크 접근법을 활용하였다. 기존 선행연구들을 토대로 본 연구에서는 리더십 네트워크의 중심성이 팀 몰입과 팀 성과에 정(+)의 영향을 미칠 것이라는 가설과 함께 리더십 네트워크의 밀도 역시 팀 몰입과 팀 성과에 정(+)의 영향을 미칠 것이라는 가설을 설정하였다. 가설 검증을 위해 81개 대학생 프로젝트 팀의 374명의 학생들을 대상으로 설문조사를 실시하였다. 본 연구의 가설검증 결과 리더십 네트워크의 중심성과 밀도 모두 팀 몰입과 팀 성과에 정(+)의 유의한 영향을 주는 것으로 나타났다. 이러한 결과는 중심성과 밀도 모두 팀 내에서 팀 몰입과 팀 성과를 증진시키는 요인으로 작용하고 있음을 의미한다. 나아가 팀 내에서 높은 중심성과 높은 밀도의 특성을 갖는 리더십 네트워크는 함께 공존할 수 있으며 중심성과 밀도 각각의 긍정적인 영향력이 상호 보완적인 역할을 수행하면서 팀 몰입과 팀 성과를 설명하는 요인들로 작용함을 의미한다. 연구결과를 토대로 연구의 한계 및 향후 연구방향을 제시하였다.