ABSTRACT

We integrate functional leadership theory with theorizing in virtual team leadership research to extend and meta-analytically test theory regarding the relationships between different types of leadership behaviours (i.e., relationship-focused and task-focused leadership) and virtual team performance as well as moderators of these relationships. We find that both relationship-focused and task-focused leadership positively relate to virtual team performance. Further, two structural moderators (i.e., task interdependence and team size) and two methodological moderators (i.e., team type and the operationalization of team performance) change the team leadership-virtual team performance relationship, resulting in differential effects of relationship- and task-focused leadership. Regarding the structural moderators, we find that task-focused leadership is a weaker predictor of team performance in virtual teams with high (compared to low) task interdependence, and relationship-focused leadership is a stronger predictor of virtual team performance for larger (compared to smaller) teams. In terms of the methodological moderators, we find a stronger effect of task-focused leadership for intact (compared to adhoc) virtual teams, and a stronger effect of relationship-focused leadership on perceived team effectiveness (compared to efficiency/productivity). We conclude with a discussion of important areas for future research and highlight theoretical and practical implications.

摘要

我们将功能性领导理论与虚拟团队领导研究中的理论相结合，以扩展和元分析测试有关不同类型领导行为（即，以关系为中心和以任务为中心的领导）与虚拟团队绩效之间的关系的理论，以及这些关系。我们发现以关系为中心和以任务为中心的领导力都与虚拟团队绩效呈正相关。此外，两个结构调节因素（即任务相互依赖和团队规模）和两个方法调节因素（即团队类型和团队绩效的操作化）改变了团队领导-虚拟团队绩效关系，导致关系-和任务-的不同效应。集中领导。关于结构调节剂，我们发现，在具有高（与低）任务相互依赖性的虚拟团队中，以任务为中心的领导是团队绩效的较弱预测器，而以关系为中心的领导是较大（与较小）团队相比，虚拟团队绩效的更强预测器。在方法论方面，我们发现以任务为中心的领导对完整（与临时）虚拟团队的影响更大，而以关系为中心的领导对感知团队效率（与效率/生产力相比）的影响更大。我们最后讨论了未来研究的重要领域，并强调了理论和实践意义。以关系为中心的领导力更能预测大型（与小型）团队的虚拟团队绩效。在方法论方面，我们发现以任务为中心的领导对完整（与临时）虚拟团队的影响更大，而以关系为中心的领导对感知团队效率（与效率/生产力相比）的影响更大。我们最后讨论了未来研究的重要领域，并强调了理论和实践意义。以关系为中心的领导力更能预测大型（与小型）团队的虚拟团队绩效。在方法论方面，我们发现以任务为中心的领导对完整（与临时）虚拟团队的影响更大，而以关系为中心的领导对感知团队效率（与效率/生产力相比）的影响更大。我们最后讨论了未来研究的重要领域，并强调了理论和实践意义。