The social network perspective provides a valuable lens to understand the effectiveness of team leaders. In understanding leadership impact in team networks, an important question concerns the structural influence of leader centrality in advice-giving networks on team performance. Taking the inconsistent evidence for the positive relationship of network centrality and leadership effectiveness as a starting point, we suggest that the positive impact of leader centrality in advice-giving networks is contingent on team needs for leadership to meet communication and coordination challenges, which we argue are larger in larger teams. Developing our analysis, we examine the mediating role of member collaboration in the relationship of leader network centrality and team performance as moderated by team size. Based on a multi-source dataset of 542 employees and 71 team leaders, we found that leader centrality in advice-giving networks related positively to team performance in larger teams but negatively in smaller teams. Results supported the mediated moderation model via member collaboration in smaller teams, but not in larger teams.

社交网络视角为了解团队领导者的有效性提供了宝贵的视角。在理解领导力对团队网络的影响时，一个重要的问题涉及领导力在提供咨询的网络中对团队绩效的结构性影响。我们以网络中心性和领导有效性的正向关系的不一致证据为出发点，我们认为，领导者中心在建议性网络中的积极影响取决于团队领导对沟通和协调挑战的需求，我们认为在较大的团队中更大。通过进行分析，我们研究了成员协作在领导者网络中心性与团队绩效之间的中介作用，团队关系由团队规模来调节。基于由542名员工和71位团队领导者组成的多源数据集，我们发现，领导咨询中心在建议给予网络中的地位与大团队的团队绩效成正比，而与小团队则呈负相关。结果通过较小团队中的成员协作来支持中介调节模型，但不支持较大团队中的成员协作。