Cognition-based and affect-based trust as mediators of leader behavior influences on team performance.
Cognition-based and affect-based trust as mediators of leader behavior influences on team performance.
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DOI：
10.1037/a0022625
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发表时间：
2011-06
期刊：
影响因子：
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通讯作者：
J. Schaubroeck;Simon S. K. Lam;A. Peng
中科院分区：
文献类型：
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作者：
J. Schaubroeck;Simon S. K. Lam;A. Peng
我们开发了一个模型，在该模型中，领导者的认知和情感信任调解领导者行为和团队心理状态之间的关系，反过来，驱动团队绩效。该模型在香港和美国的191个金融服务团队样本上进行了测试。仆人式领导通过基于情感的信任和团队心理安全影响团队绩效。变革型领导通过认知信任间接影响团队绩效。认知信任直接影响团队效能，并通过情感信任间接影响团队心理安全。领导行为对团队绩效的影响通过对领导变量的信任和团队心理状态完全中介。服务型领导解释了额外的10%的团队绩效的差异超出了变革型领导的效果。我们讨论了这些结果的影响，领导者行为和团队绩效之间的关系的研究，并努力提高领导者的发展，从不同的领导理论相结合的知识。
We develop a model in which cognitive and affective trust in the leader mediate the relationship between leader behavior and team psychological states that, in turn, drive team performance. The model is tested on a sample of 191 financial services teams in Hong Kong and the U.S. Servant leadership influenced team performance through affect-based trust and team psychological safety. Transformational leadership influenced team performance indirectly through cognition-based trust. Cognition-based trust directly influenced team potency and indirectly (through affect-based trust) influenced team psychological safety. The effects of leader behavior on team performance were fully mediated through the trust in leader variables and the team psychological states. Servant leadership explained an additional 10% of the variance in team performance beyond the effect of transformational leadership. We discuss implications of these results for research on the relationship between leader behavior and team performance, and for efforts to enhance leader development by combining knowledge from different leadership theories.