Based on contradictory arguments about whether the frequency of the interactions between team managers and the teams they manage is positive or negative for teams, we hypothesize a curvilinear relationship. Focusing on positive team mood and based on the leadership literature and the conservation of resources theory, we hypothesize an inverted‐U‐shaped relationship. In addition, adding arguments from the substitutes for leadership theory, we propose that this curvilinear relationship is moderated by team potency and tenure. Hypotheses were tested using panel data collected in a sample of 55 work teams by means of hierarchical non‐lineal regression. Results show that, as expected, the relationship between the frequency of the interactions and positive team mood was curvilinear and moderated by team potency and team tenure. As expected, the curve became increasingly convex downward as team tenure increased. However, for team potency, the results were contrary to what was expected. The results have important implications for planning the frequency of managers’ interactions with their teams, and they indicate the importance of considering team tenure and potency as contextual moderators.

中文翻译：

---

团队管理者与团队成员之间的互动频率对积极团队情绪的非线性影响：调节模型

基于有关团队经理与他们管理的团队之间的互动频率对团队而言是正面还是负面的矛盾论据，我们假设了曲线关系。着眼于积极的团队情绪，并基于领导力文献和资源节约理论，我们提出了倒U型关系。此外，通过从领导理论的替代品中添加论点，我们建议这种曲线关系由团队效力和任期来缓和。使用55个工作团队的样本中通过分层非线性回归收集的面板数据来检验假设。结果表明，正如预期的那样，互动的频率与积极的团队情绪之间的关系是曲线的，并且受团队效力和团队任期的影响。不出所料 随着球队任期的增加，曲线变得越来越向下凸。但是，就团队效能而言，结果与预期相反。结果对于规划经理与团队互动的频率具有重要意义，并且它们表明考虑团队任期和效能作为情境主持人的重要性。