Transformational leadership or the iron cage: which predicts trust, commitment and team efficacy?
Transformational leadership or the iron cage: which predicts trust, commitment and team efficacy?
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DOI：
10.1108/eum0000000006162
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发表时间：
2001-11
影响因子：
4.9
通讯作者：
Kara A. Arnold;J. Barling;E. Kelloway
中科院分区：
文献类型：
--
作者：
Kara A. Arnold;J. Barling;E. Kelloway
本文在团队层面上考察了变革型领导和“铁笼子”对信任、承诺和团队效能感的不同影响。变革型领导对信任、承诺和团队效能有积极的影响。然而，可以说，这些结果不是由于领导，而是由于团队已经制定了强有力的规范来约束他们的行为并“迫使”他们执行。竞争对手的假设，铁笼的结果，信任，承诺和团队效能进行了检验，使用分层回归分析。我们发现，团队中的变革型领导预测信任，承诺和团队效能超过和超越的铁笼的看法。铁笼子只是增加了承诺的预测。结果表明，虽然鼓励强大的价值观和规范的团队将导致增加的承诺，专注于变革型领导团队是一个更有效的方式来鼓励发展的信任，承诺和团队效能。
This paper investigates the differential effects of transformational leadership and the “iron cage” on trust, commitment and team efficacy at the team level. Transformational leadership has been shown to have positive effects on trust, commitment and team efficacy. However, it could be argued that these results are not due to the leadership but to the idea that the team has developed strong norms that constrain their behavior and “force” them to perform. The rival hypothesis that the iron cage results in trust, commitment and team efficacy is tested using hierarchical regression analysis. We find that transformational leadership in teams predicts trust, commitment and team efficacy over and beyond the perceptions of the iron cage. The iron cage adds to the prediction of commitment only. Results suggest that while encouraging strong values and norms within a team will lead to increased commitment, focusing on transformational leadership in teams is a more effective way to encourage the development of trust, commitment and team efficacy.