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Team Interdependence as a Substitute for Empowering Leadership Contribution to Team Meaningfulness and Performance.
Alon Lisak1, Raveh Harush2, Tamar Icekson1,3,4
1Department of Management, Guilford Glazer Faculty of Business and Management, Ben-Gurion University of the Negev, Be'er Sheva, Israel.
Frontiers in Psychology
|February 28, 2022
Summary
Team task interdependence can substitute for empowering leadership, enhancing team meaningfulness and performance. This highlights how relational work design impacts leadership effectiveness.
Area of Science:
- Organizational Psychology
- Management Science
Background:
- Leadership behaviors are crucial for fostering team meaningfulness and performance.
- Relational work design, particularly team task interdependence, influences team dynamics and outcomes.
- Understanding substitutes for leadership is vital for optimizing team functioning.
Purpose of the Study:
- To investigate how team task interdependence acts as a substitute for empowering leadership.
- To examine the impact of this substitution on team meaningfulness and performance.
- To explore the contingency of leadership's role on relational work design.
Main Methods:
- A cross-sectional field study was conducted.
- Data were collected from 47 R&D and technology implementation teams across three organizations.
- A relational work design perspective was employed.
Main Results:
- High team task interdependence significantly attenuated the positive contributions of empowering leadership.
- This attenuation was observed concerning team meaningfulness.
- The effect on team performance was indirect, mediated by team meaningfulness.
Conclusions:
- Team task interdependence can substitute for empowering leadership in generating team meaningfulness.
- The importance of leadership in creating meaningfulness is contingent upon the team's relational work design.
- These findings offer insights into optimizing team performance through structural and leadership interventions.
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