Collaborative Research: Strategic Leadership Systems: How Networks of Strategic Communication and Informal Influence Arise and Drive Firm Performance

合作研究：战略领导系统：战略沟通和非正式影响力网络如何产生并推动公司绩效

• 批准号: 1853470
• 负责人: Dorothy Carter
• 金额: $ 25万
• 依托单位: University of Georgia Research Foundation Inc
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2019
• 资助国家: 美国
• 起止时间: 2019-03-01 至 2023-03-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1853470&HistoricalAwards=false
• 关键词: Collaborative; Research; Strategic; Leadership; Systems

Organizational success is often attributed to the elite group of executives atop an organization and their ability to guide the organization into an uncertain future. However, developing and implementing strategy typically requires many members of both upper and middle management to communicate and shape strategy through formal (top-down) and/or informal (lateral, upward) processes of influence. Unfortunately, the patterns of communication and informal influence that often arise among upper- and middle-level management groups can pose problems for strategic effectiveness. Such leadership failures are common, costly, and cannot be addressed without a better understanding of who will lead and who will follow in the upper layers of organizations. Although prior research has examined the characteristics of top executives to understand firm effectiveness, scholars agree that how top managers and middle-level managers need to interact to propel their firms toward greater success remains a "black box". This project delves into this black box by advancing and testing new theory related to the multilevel causes and consequences of the networked patterns of leadership and communication processes that emerge in the upper levels of organizations. By studying the complex dynamics inherent in the leadership of large organizations, this project directly and positively impacts each participating organization as well as the aggregate economy that relies on these organizations. This project leverages partnerships with the Center for Creative Leadership (CCL) and the Gutierrez Energy Management Institute (GEMI) in order to conduct survey- and interview-based research with upper- and middle-level managers from approximately 50-75 organizations from a variety of industries (Study 1) and approximately 25 organizations within the Energy Industry -- an industry that is vital to national interests (Study 2). As a recruitment incentive, our research team is providing tailored feedback for each participating organization in the form of an hour-long virtual debrief presentation and personalized report delivered to senior executives. To maximize internal validity, field study results are being combined with a large-scale controlled laboratory experiment manipulating the drivers of leadership and communication networks in hierarchical multi-group systems (Study 3). Therefore, this research program connects micro-, meso-, and macro-level organizational theories and corresponding research methods in order to address critical and unanswered questions related to the drivers and outcomes of informal leadership and communication networks in the upper levels of organizations.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

组织的成功通常归功于组织高层的精英管理人员，以及他们引导组织进入不确定未来的能力。然而，制定和实施战略通常需要高层和中层管理人员通过正式（自上而下）和/或非正式（横向，向上）的影响过程来沟通和塑造战略。不幸的是，高层和中层管理群体之间经常出现的沟通和非正式影响模式可能会对战略有效性造成问题。这样的领导失败是常见的，代价高昂的，如果不更好地了解组织上层的领导者和追随者，就无法解决问题。虽然先前的研究已经研究了高层管理人员的特征，以了解企业的有效性，学者们一致认为，如何高层管理人员和中层管理人员需要相互作用，以推动他们的公司走向更大的成功仍然是一个“黑箱”。该项目通过推进和测试与组织上层出现的领导和沟通过程的网络模式的多层次原因和后果相关的新理论来深入研究这个黑匣子。通过研究大型组织领导层固有的复杂动态，该项目直接和积极地影响每个参与组织以及依赖这些组织的总体经济。该项目利用与创新领导力中心（CCL）和古铁雷斯能源管理研究所（GEMI）的合作伙伴关系，对来自不同行业（研究1）的大约50-75个组织和能源行业（对国家利益至关重要的行业）内的大约25个组织的高层和中层管理人员进行调查和访谈研究（研究2）。作为一项招聘激励措施，我们的研究团队将为每个参与组织提供量身定制的反馈，形式是向高级管理人员提供长达一小时的虚拟汇报演示和个性化报告。为了最大限度地提高内部有效性，实地研究结果正在与一个大规模的控制实验室实验相结合，在分层多组系统中操纵领导和沟通网络的驱动因素（研究3）。因此，这项研究计划将微观，中观，宏-该奖项反映了NSF的法定使命，并通过使用基金会的智力价值和更广泛的知识价值进行评估，被认为值得支持。影响审查标准。

项目成果

Voice as a Signal of Human and Social Capital in Team Assembly Decisions

• DOI: 10.1177/01492063211031303
• 发表时间: 2021-09
• 期刊: Journal of Management
• 影响因子: 13.5
• 作者: Daniel W. Newton;Melissa Chamberlin;Cynthia K. Maupin;J. Nahrgang;Dorothy R Carter

Team Membership Change “Events”: A Review and Reconceptualization

团队成员变更 – 事件 –：回顾和重新概念化

• DOI: 10.1177/1059601120910848
• 发表时间: 2020
• 期刊: Group & Organization Management
• 影响因子: 4.8
• 作者: Trainer, Hayley M.;Jones, Justin M.;Pendergraft, Jacob G.;Maupin, Cynthia K.;Carter, Dorothy R.
• 通讯作者: Carter, Dorothy R.