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: 2320876
• 负责人: Dorothy Carter
• 金额: $ 25万
• 依托单位: Michigan State University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2023
• 资助国家: 美国
• 起止时间: 2023-03-01 至 2024-09-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2320876&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.

组织的成功通常归因于组织之上的精英高管群体及其指导组织进入不确定的未来的能力。但是，制定和实施策略通常要求上层和中层管理人员的许多成员通过正式（自上而下）和/或非正式（横向，向上）影响的过程来交流和塑造战略。不幸的是，在上层和中级管理小组之间经常出现的沟通和非正式影响的模式可能会给战略有效性带来问题。这种领导失败是普遍的，昂贵的，如果没有更好地理解谁将领导和谁将在组织的上层层面。尽管先前的研究已经检查了高管的特征以了解公司的有效性，但学者们一致认为，高级管理人员和中级经理如何需要进行互动以推动其公司取得更大的成功仍然是“黑匣子”。该项目通过推进和测试与组织高层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黑匣子。通过研究大型组织领导的固有的复杂动态，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经济。该项目利用与创意领导中心（CCL）和Gutierrez能源管理学院（GEMI）建立合作伙伴关系，以便与来自各个行业的大约50-75个组织的高层和中级经理进行调查和基于访谈的研究（研究1）（研究1）（研究1）和能源行业中的25个组织 - 该行业对国家利益至关重要。作为招聘激励措施，我们的研究团队正在以一个长时间的虚拟汇报演示和提供给高级管理人员的个性化报告的形式为每个参与组织提供量身定制的反馈。为了最大程度地提高内部有效性，现场研究结果与大规模的受控实验室实验相结合，以操纵分层多组系统中的领导力和通信网络驱动力（研究3）。因此，该研究计划将微观，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中，中的级别的研究方法和相应的研究方法联系起来，以解决与组织上层的驱动因素和非正式领导力和沟通网络相关的关键和未解决的问题。该奖项反映了NSF的法定任务，并通过评估范围来反映出支持者的知识范围，并通过评估范围进行了评估。

项目成果

Crossing the bridge from network training to development: A guide to move trainees from classroom insights to effective networks

跨越从网络培训到发展的桥梁：将学员从课堂见解转向有效网络的指南

• DOI: 10.1016/j.orgdyn.2022.100937
• 发表时间: 2023
• 期刊: Organizational Dynamics
• 影响因子: 2
• 作者: Cullen-Lester, Kristin L.;Maupin, Cynthia K.;Floyd, Theresa M.;Mahdon, Michelle;Gerbasi, Alexandra;Carter, Dorothy R.
• 通讯作者: Carter, Dorothy R.

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.

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

From Nuisance to Novel Research Questions: Using Multilevel Models to Predict Heterogeneous Variances

• DOI: 10.1177/1094428119887434
• 发表时间: 2019-11
• 期刊: Organizational Research Methods
• 影响因子: 9.5
• 作者: H. Lester;Kristin L. Cullen‐Lester;R. Walters