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Investigating leader-member exchange and team-member exchange as moderators of the relationship between transformational leadership practices and team effectiveness.

机译：研究领导者-成员交流和团队-成员交流，以主持变革型领导实践与团队有效性之间的关系。

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摘要

This study developed and tested a model of the relationship between transformational leadership practices, leader-member exchange (LMX), team-member exchange (TMX), and team effectiveness, including the moderating effect of LMX and TMX on the relationship between transformational leadership practices and team effectiveness. The survey instrument consisted of the 30-item LPI (Kouzes & Posner, 1987), LMX7 (Scandura & Graen, 1984), 10-item TMX (Seers, et al., 1995), 9-item team performance (Schippers, et al., 2003), 2-item team satisfaction (Schippers, et al., 2003) and 5-item intention to stay (Wayne, et al., 1997). The sample consisted of 402 working professionals from a variety of organizations. Results indicated that, as hypothesized, transformational leadership, LMX and TMX were positively related to team effectiveness. Regression results indicated that there was one significant interaction. The quality of LMX has a moderating effect on the relationship between transformational leadership practices and intention to stay. When LMX is high, there is a strong positive relationship between transformational leadership practices and intention to stay, but when LMX is low there is no relationship. LMX does not moderate the relationship between transformational leadership practices and the other two outcome variables: team performance and satisfaction. No support was found for TMX as a moderator between transformational leadership practices and the three outcome variables. The results of this study reveal that the working relationship with co-workers (TMX) has less of an impact on intention to stay than the quality of relationships with supervisors. Implications for practitioners and the directions for future research are presented.
机译：这项研究开发并测试了变革型领导实践，领导者-成员交换（LMX），团队成员-成员交换（TMX）和团队有效性之间的关系模型，包括LMX和TMX对变革型领导实践之间关系的调节作用和团队效率。调查工具包括30个项目的LPI（Kouzes和Posner，1987），LMX7（的Scandura和Graen，1984），10个项目的TMX（Seers等人，1995），9个项目的团队绩效（Schippers等）。 （2003年），2个项目的团队满意度（Schippers等，2003年）和5个项目的留意（Wayne等，1997年）。该样本包括来自各种组织的402名在职专业人员。结果表明，如假设的那样，变革型领导，LMX和TMX与团队效率成正相关。回归结果表明存在一种显着的相互作用。 LMX的质量对变革型领导实践与居留意图之间的关系具有调节作用。当LMX高时，变革型领导实践与留下意愿之间有很强的正相关关系，但是当LMX低时，则没有关系。 LMX不会缓和变革型领导实践与其他两个结果变量之间的关系：团队绩效和满意度。没有人支持TMX作为变革型领导实践与三个结果变量之间的协调者。这项研究的结果表明，与同事的工作关系（TMX）对留职意向的影响比与主管的关系质量要小。介绍了对从业人员的影响以及未来研究的方向。

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  • 作者

    Chang, Chwen-Li.;

  • 作者单位

    Nova Southeastern University.;

  • 授予单位 Nova Southeastern University.;
  • 学科 Business Administration Management.; Psychology Industrial.
  • 学位 D.B.A.
  • 年度 2005
  • 页码 121 p.
  • 总页数 121
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;工业心理学;
  • 关键词

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