Cognition is a central element of organizational behavior and leaders are seen as key shapers of organizational cognition. Leaders’ influence over organizations often occurs through their influence on the collectives or teams they are leading. Hence, leaders influence organizational outcomes by modeling team cognition. Despite the importance of this relationship for organizational outcomes, there is little integration currently between the leadership and team cognition literatures. To address this gap, we conduct an integrative review. First, we develop a model for leader and team influence based on organizational emergence and leadership complexity theories. Our model makes a distinction between the source of influence over cognition (leader → team, team → leader, reciprocal) and form of cognition emergence (variance reduction, variance enhancement); constraints that shape cognitions that vary in levels (within and between-level, contextual) and focus (individual, interindividual, collective); and leader behaviors (administrative, adaptive, enabling). We apply this model to review and analyze ninety-nine studies in the current literature and then discuss the limitations and future directions drawing on our findings and theoretical model. We contribute a unifying framework of leadership and team emergence that can be expanded and applied to other settings.

认知是组织行为的核心要素，领导者被视为组织认知的关键塑造者。领导者对组织的影响通常是通过他们对所领导的集体或团队的影响来实现的。因此，领导者通过对团队认知进行建模来影响组织结果。尽管这种关系对组织结果很重要，但目前领导力和团队认知文献之间几乎没有整合。为了弥补这一差距，我们进行了综合审查。首先，我们基于组织涌现和领导复杂性理论开发了一个领导者和团队影响力模型。我们的模型区分了对认知的影响源（领导→团队，团队→领导，互惠）和认知出现的形式（方差减少，方差增强）；影响认知水平（水平内和水平间、情境）和焦点（个体、个体间、集体）的约束；和领导者行为（管理、适应、赋能）。我们应用该模型来回顾和分析当前文献中的 99 项研究，然后根据我们的发现和理论模型讨论局限性和未来方向。我们贡献了一个统一的领导力和团队出现框架，可以扩展并应用于其他环境。我们应用该模型来回顾和分析当前文献中的 99 项研究，然后根据我们的发现和理论模型讨论局限性和未来方向。我们贡献了一个统一的领导力和团队出现框架，可以扩展并应用于其他环境。我们应用该模型来回顾和分析当前文献中的 99 项研究，然后根据我们的发现和理论模型讨论局限性和未来方向。我们贡献了一个统一的领导力和团队出现框架，可以扩展并应用于其他环境。