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首页> 外文期刊>Journal of Applied Psychology >Cognition-Based and Affect-Based Trust as Mediators of Leader Behavior Influences on Team Performance
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Cognition-Based and Affect-Based Trust as Mediators of Leader Behavior Influences on Team Performance

机译：基于认知和基于情感的信任作为领导者行为的中介者对团队绩效的影响

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We develop a model in which cognitive and affective trust in the leader mediate the relationship between leader behavior and team psychological states that, in turn, drive team performance. The model is tested on a sample of 191 financial services teams in Hong Kong and the U.S. Servant leadership influenced team performance through affect-based trust and team psychological safety. Transformational leadership influenced team performance indirectly through cognition-based trust. Cognition-based trust directly influenced team potency and indirectly (through affect-based trust) influenced team psychological safety. The effects of leader behavior on team performance were fully mediated through the trust in leader variables and the team psychological states. Servant leadership explained an additional 10% of the variance in team performance beyond the effect of transformational leadership. We discuss implications of these results for research on the relationship between leader behavior and team performance, and for efforts to enhance leader development by combining knowledge from different leadership theories.
机译：我们建立了一个模型，在该模型中，领导者的认知和情感信任介导了领导者行为与团队心理状态之间的关系，进而驱动了团队绩效。该模型在香港和美国191个金融服务团队的样本上进行了测试.Servant领导层通过基于情感的信任和团队心理安全性影响了团队绩效。变革型领导通过基于认知的信任间接影响团队绩效。基于认知的信任直接影响团队效能，间接（通过基于情感的信任）影响团队心理安全。领导者行为对团队绩效的影响完全通过对领导者变量和团队心理状态的信任来介导。仆人式的领导力解释了团队绩效的10％差异，这超出了变革型领导力的影响。我们讨论这些结果的含义，用于研究领导者行为与团队绩效之间的关系，以及通过结合来自不同领导理论的知识来促进领导者发展的努力。

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