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首页> 外文期刊>Professional Communication, IEEE Transactions on >Research Article The Role of Leadership and Contextualization on Citizenship Behaviors in Distributed Teams: A Relational Capital Perspective
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Research Article The Role of Leadership and Contextualization on Citizenship Behaviors in Distributed Teams: A Relational Capital Perspective

机译：研究文章领导力和情境化对分布式团队公民行为的作用：关系资本视角

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摘要

Research problem: This study provides insights into the role that a leader plays in improving relational capital, thereby motivating team members' citizenship behaviors in distributed teams. We address the following research questions: (1) What is the role of inspirational leadership in cultivating relational capital (i.e., reciprocity and commitment) in distributed teams? (2) Are team members' citizenship behaviors (i.e., knowledge sharing and interpersonal helping) influenced by relational capital in distributed teams? (3) How does technology support for cognitive and affective contextualization facilitate leaders to improve organizational communication? Literature review: The purpose of the review was to provide a theoretical background for the variables in this study. Based on the relevant theories on relational capital, leadership, organizational citizenship behavior (OCB) and contextualization, this study reviewed how previous studies link these theories to one other, and proposed the positive relationship between leadership, relational capital and OCBs, as well as the moderating relationships of technology support for contextualization. Methodology: The researchers conducted a quantitative survey with 141 respondents in a major university in Asia. The subjects were part-time graduate students pursuing their master's degree. Researchers administrated a paper-based questionnaire along with a cover letter explaining the study's objectives. Responses indicating teams that were situated in only one location and their role as team leaders were removed from the analyses. Participation was completely voluntary. The researchers chose partial least squares to test the hypotheses since it has fewer restrictive assumptions and its ability for analyzing measurement and structural models. Results and discussion: This study highlights the importance of inspirational leaders in cultivating two kinds of relational capital, namely commitment and reciprocity. This study al- o explores the differential values of contextual information from the cognitive and affective dimensions. A key result is that the effect of inspirational leadership on reciprocity is strengthened when there is technology support for cognitive contextualization. At the same time, technology support for affective contextualization has a direct impact on commitment. These findings provide empirical support for affective and cognitive contextualization in distributed organizational communication, and suggest a way for distinguishing between reciprocity and commitment. This study concludes by illustrating the positive effects of commitment on citizenship behaviors, such as knowledge sharing and interpersonal helping. The implication of this study is that when teams are physically dispersed, there should be more emphasis on leadership with inspirational attributes to get their team members to perform beyond standard requirements. In addition, this study provides leaders and organizations with an opportunity to reflect on the appropriate technology that can be adopted to compensate for insufficient communication. The limitation of this study is that each respondent represents his/her working team. As a result, it may introduce bias to the findings. In addition, self-reported measures may also cause common method bias. Future research could consider the addition of objective measures and longitudinal work to reduce the possibility of common method bias, and investigate how work behaviors change over time.
机译：研究问题：这项研究提供了有关领导者在改善关系资本中所起的作用的见解，从而激发了团队成员在分布式团队中的公民行为。我们解决以下研究问题：（1）激励型领导在分布式团队中培养关系资本（即互惠和承诺）方面的作用是什么？ （2）团队成员的公民行为（即知识共享和人际互助）是否受到分布团队中关系资本的影响？ （3）技术对认知和情感情境化的支持如何帮助领导者改善组织沟通？文献综述：综述的目的是为这项研究中的变量提供理论背景。基于有关关系资本，领导力，组织公民行为（OCB）和情境化的相关理论，本研究回顾了先前的研究如何将这些理论相互联系，并提出了领导力，关系资本与OCB之间的积极关系，以及缓和技术支持关系的关系。方法：研究人员对亚洲一所主要大学的141名受访者进行了定量调查。这些科目是攻读硕士学位的非全日制研究生。研究人员管理了一份纸质问卷以及一封说明研究目标的求职信。表示仅位于一个位置的团队及其作为团队领导者的角色的响应已从分析中删除。参与完全是自愿的。研究人员选择了偏最小二乘来检验假设，因为它的限制性假设较少，并且具有分析度量和结构模型的能力。结果与讨论：这项研究突出了鼓舞性领导者在培养两种关系资本（即承诺和对等）中的重要性。这项研究还从认知和情感维度探讨情境信息的差异价值。一个关键的结果是，当存在认知语境化的技术支持时，激励性领导对互惠的作用会增强。同时，对情感情境化的技术支持也直接影响承诺。这些发现为分布式组织沟通中的情感和认知语境化提供了经验支持，并为区分互惠和承诺提供了一种方法。本研究通过说明承诺对公民行为（如知识共享和人际关系帮助）的积极影响而得出结论。这项研究的意义在于，当团队分散时，应该更多地强调具有鼓舞性的领导才能，以使团队成员的表现超出标准要求。此外，本研究为领导者和组织提供了机会来思考可以采用的适当技术来弥补沟通不足。该研究的局限性在于每个受访者都代表他/她的工作团队。结果，可能会给调查结果带来偏见。此外，自我报告的措施也可能导致通用方法的偏见。未来的研究可能会考虑增加客观措施和纵向工作，以减少常见方法偏差的可能性，并研究工作行为如何随时间变化。

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