Team members’ vicarious learning from other members’ knowledge and experience is a critical component of learning and performance in interdependent team work contexts. Yet, our understanding of vicarious learning among individuals in teams is still quite limited, as this learning is often oversimplified (as one-way knowledge-sharing) or aggregated (as a collective, team-level property), resulting in incomplete and inconsistent findings. In this paper, I extend these views by exploring the underlying distribution of dyadic vicarious learning relationships in teams, specifically using a network approach to examine the consequences of reciprocity in team members’ vicarious learning with one another (i.e., where both individuals in a given dyad learn vicariously from each other’s knowledge and experience). Using a novel method for calculating weighted reciprocity in networks in a study of MBA consulting project teams, I demonstrate that greater team vicarious learning reciprocity is associated with greater team performance, and also moderates the performance consequences of teams’ external learning efforts, offering a potential reconciliation of conflicting results in prior research. In doing so, this paper advances research on vicarious learning in teams, while also providing conceptual and empirical tools for studying learning and other interpersonal workplace interactions from a network perspective.

中文翻译：

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团队互惠替代学习的绩效优势

团队成员从其他成员的知识和经验中替代学习是在相互依赖的团队工作环境中学习和绩效的重要组成部分。然而，我们对团队中个人之间替代学习的理解仍然非常有限，因为这种学习往往过于简单（作为单向知识共享）或聚合（作为集体、团队级别的财产），导致不完整和不一致的发现. 在本文中，我通过探索团队中二元替代学习关系的潜在分布来扩展这些观点，特别是使用网络方法来检查团队成员相互替代学习中互惠的后果（即，在给定的dyad 从彼此的知识和经验中相互学习）。在 MBA 咨询项目团队的研究中，我使用一种计算网络中加权互惠的新方法，证明了更大的团队替代学习互惠与更高的团队绩效相关，并且还缓和了团队外部学习努力的绩效后果，提供了一个潜在的协调先前研究中相互矛盾的结果。为此，本文推进了对团队替代学习的研究，同时还提供了从网络角度研究学习和其他人际工作场所互动的概念和实证工具。并且还缓和了团队外部学习努力的绩效后果，为先前研究中相互矛盾的结果提供了潜在的协调。为此，本文推进了对团队替代学习的研究，同时还提供了从网络角度研究学习和其他人际工作场所互动的概念和实证工具。并且还缓和了团队外部学习努力的绩效后果，为先前研究中相互矛盾的结果提供了潜在的协调。为此，本文推进了对团队替代学习的研究，同时还提供了从网络角度研究学习和其他人际工作场所互动的概念和实证工具。