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首页> 外文期刊>Public performance & management review >Full Range Leadership Styles and Government IT Team Performance: The Critical Roles of Follower and Team Competence
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Full Range Leadership Styles and Government IT Team Performance: The Critical Roles of Follower and Team Competence

机译：全系列领导风格和政府职业团队绩效：追随者和团队能力的关键作用

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摘要

In this study, we explore how leadership affects team performance from a team and follower competence perspective. We base our study on the Full Range Leadership (FRL) model, which proposes three different leadership styles: passive/avoidant, transactional, and transformational. The FRL has been well-studied outside the public administration environment, but rarely considering the three leadership styles simultaneously, or with team level outcomes. We propose a sequential mediation model in which leadership styles relate to follower competencies, which in turn relate to team competence, and then team performance. Our research design is distinctive in that we study all three FRL styles simultaneously, examine team performance as opposed to individual performance, and utilize data from three levels of a municipal government IT department. We found that transformational leadership was directly and indirectly related to team performance in the expected positive directions. Transactional leadership was mostly ineffective, while passive/avoidant leadership had complicated relationships with team performance that were both positive (direct) and negative (indirect through competence). We conclude that the three FRL styles have varying degrees of effectiveness as direct and indirect predictors of team performance. We discuss the implications of our results for leadership of public administration organizations.
机译：在这项研究中，我们探讨了领导力如何影响团队和追随者能力的角度。我们基于全系列领导（FRL）模型的研究，提出了三种不同的领导风格：被动/避税，交易和转型。 FRL已经在公共行政环境之外进行了很好的研究，但很少同时考虑三个领导风格，或者与团队级别结果一起考虑三个领导风格。我们提出了一个连续的调解模型，其中领导风格与追随者竞争力有关，这反过来与团队能力相关，然后队伍表现。我们的研究设计在于我们同时研究所有三种FRL样式，检查团队业绩与个人绩效相反，并利用来自市政府部门的三级的数据。我们发现转型领导层直接和间接地与预期积极方向的团队表现。交易领导层大多是无效的，而被动/避免的领导层与团队表现具有复杂的关系，这既积极（直接）和负（间接通过能力）。我们得出结论，三种FRL风格具有不同程度的效率，作为团队表现的直接和间接预测因子。我们讨论了我们对公共行政组织领导地位的结果的影响。

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