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.

组织的成功通常被归因于组织顶层的精英高管群体，以及他们引导组织走向不确定未来的能力。然而，制定和实施战略通常需要上层和中层管理层的许多成员通过正式(自上而下)和/或非正式(横向、向上)的影响过程进行沟通和形成战略。不幸的是，高层和中层管理团队之间经常出现的沟通模式和非正式影响可能会给战略效力带来问题。这样的领导失误是常见的，代价高昂，如果不能更好地了解谁将领导组织高层，谁将接替谁，就无法解决这一问题。尽管之前的研究已经考察了高层管理人员的特征以了解公司的有效性，但学者们一致认为，高层管理人员和中层管理人员需要如何互动，以推动他们的公司走向更大的成功，仍然是一个“黑匣子”。这个项目通过提出和测试与组织高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有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内在的复杂动态，该项目直接和积极地影响了每个参与组织以及依赖这些组织的总体经济。该项目利用与创意领导力中心(CCL)和古铁雷斯能源管理研究所(GEMI)的伙伴关系，对来自不同行业的约50-75个组织(研究1)和能源行业内约25个组织的高层和中层管理人员进行基于调查和访谈的研究(研究2)。作为一种招聘激励，我们的研究团队为每个参与组织提供量身定做的反馈，形式是一小时的虚拟汇报和向高级管理人员提交的个性化报告。为了最大限度地提高内部效度，将实地研究结果与大规模控制实验室实验相结合，以操纵层级多群体系统中领导力和沟通网络的驱动因素(研究3)。因此，这项研究计划将微观、中观和宏观层面的组织理论和相应的研究方法结合起来，以解决与组织高层非正式领导和沟通网络的驱动因素和结果相关的关键和未回答的问题。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影响审查标准进行评估，被认为值得支持。

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