LIDERANÇA COMPARTILHADA: SUPERANDO A COMPLEXIDADE E CRIANDO INOVAÇÃO

The purpose of this paper is to clarify how leadership is able to improve team effectiveness, by means of its influence on group processes (i.e., increasing group development) and on the group task (i.e., decreasing task uncertainty). Four hundred and eight members of 107 teams in a German research and development (R&D) organization completed a web-based survey; they provided measures of transformational leadership, group development, 2 aspects of task uncertainty, task interdependence, and team effectiveness. In 54 of these teams, the leaders answered a web-based survey on team effectiveness. We tested the model with the data from team members, using structural equations modeling. Group development and a task uncertainty measurement that refers to unstable demands from outside the team partially mediate the effect of transformational leadership on team effectiveness in R&D organizations (p < 0.05). Although transformational leaders reduce unclarity of goals (p < 0.05), this seems not to contribute to team effectiveness. The data provided by the leaders was used to assess common source bias, which did not affect the interpretability of the results. Limitations include cross-sectional data and a lower than expected variance of task uncertainty across different job types. This paper contributes to understanding how knowledge worker teams deal effectively with task uncertainty and confirms the importance of group development in this context. This is the first study to examine the effects of transformational leadership and team processes on team effectiveness considering the task characteristics uncertainty and interdependence.

We examined why congruence in contingent reward leadership (CRL) between leaders and teams can stimulate positive team processes and effectiveness. Specifically, our study explored the effect of congruence between perceptions of CRL intended by leaders and experienced collectively by team members. We hypothesized that team distributive justice climate serves as an emergent team state through which the positive effects of CRL congruence on team effectiveness occur. We found support for hypothesized congruence effects and discuss the implications of our findings as well as future research possibilities.Practitioner points Our study demonstrates the benefits of getting leaders and teams to ‘see eye to eye’ on critical workplace perceptions such as CRL intended and experienced. The study findings indicate that distributive justice climate underlies the process through which leader–team agreement on CRL intended and experienced influences team effectiveness. Our study emphasizes the importance to examine CRL from the perspectives of both leaders and teams. Our results suggest that organization HR specialists and line managers should work together in executing compensation strategies.

Background: This study examines the relationship between Emotional Intelligence (EI) and teachers' job performance with the moderation of Team-Member Exchange (TMX).It emphasizes the relevance of both EI as well as reciprocal supportive team exchanges for improving teacher effectiveness.The results contribute to the understanding of performance mechanisms in educational organizations, placing individual and interpersonal factors at the core of conditions for learning success. Methods:The study employed a quantitative, causal-comparative design and was conducted among teachers (n=150) and students (n=150) of health education institutions in Karachi.Participants were selected with a convenience sampling approach.Data regarding teachers' emotional intelligence (EI) and team member exchange (TMX) levels were collected using structured questionnaires, wherein emotional intelligence was measured using self-report scales, whereas TMX was examined using interpersonal interactions among team members.Part of the measure of job performance was how well students graded their teachers.Smart PLS was employed for Structural Equation Modeling (SEM) to evaluate the relationships among EI, TMX, and job performance.Results: Tshowed that EI was positively correlated with job performance, and TMX played a moderate mediating role.These findings indicate that more effective interactions of the teachers with colleagues would ease the prediction of EI for job performance. Conclusion:Educators can use this research to help improve the effectiveness and efficiency of teacher teams in educational settings as well as their performance on an organizational level.The study adhered to privacy considerations and ethical standards in conducting the research.

The suggestion behavior of blue-collar workers is a voluntary action that may contribute to organizational effectiveness. The purpose of this study was to investigate the individual and team level processes of suggestion behavior in relation to the performance management context. At the individual level, we examined the effect of supervisor's performance coaching through workers' justice perception toward performance management. At the team level, the study investigated the effect of supervisor' performance management efficacy as a team factor to the extent to which team-member exchange (TMX) mediates at the team-level on suggestion behavior. To test the research model, data from 138 skilled engineers were collected in 36 teams of working for an automobile manufacturer. The results showed that performance management justice perception fully mediated between performance coaching and suggestion behavior, and TMX at the team level also had a full mediation effect between performance management efficacy and suggestion behavior. Further verification of alternative models has shown that the research model is more compelling. The study identified the effects of immediate superiors and colleagues that were overlooked in the previous study and found that it was necessary to manage the working environment rather than the institutional elements to facilitate the suggestion behavior of field workers. Based on this, the implications, limitations, and future research tasks were presented.

This paper posits that person-group (PG) fit can be conceptualized into two distinctive subdimensions: PG fit mean and PG fit dispersion. Specifically, this study investigates how person-group (PG) fit mean, PG fit dispersion, and team-member exchange interact conceptually to influence team performance, examining the interactive effects of fit perceptions and exchange behaviors within teams at the group level in predicting team performance. The results based on a survey with full-time employees in Korea showed that the three-way interaction between PG fit, its dispersion, and team-member exchange predicts team performance. These findings highlight the importance of considering both contextual and relational factors when designing organizational strategies to enhance team effectiveness and sustainability.

Social networking technology is a new and promising view of IT organization management, allowing for a deeper understanding of the organization’s internal relationships, structure, and social dynamics. This article examines modern approaches and prospects for developing social networking technologies in managing an IT organization based on innovative leadership. The article’s primary purpose is to study modern approaches and prospects for developing social networking technologies as applied tools in IT organization management based on innovative leadership. The article is a theoretical research work that defines the prospects for further research in organizational management. It is expected that the study’s results will reveal the importance of social networks in the context of innovative leadership and justify the effective use of social networking technologies to improve the performance of an IT organization. In addition, identifying the main components that influence the effectiveness of innovation leadership will enable IT organization leaders to effectively implement innovation leadership strategies and contribute to the successful integration of innovations in the organizational environment. The study of this topic is of practical importance. It can be used to develop human resource management strategies and improve the mechanisms for implementing innovations in the organizational environment. Moreover, the research will offer new insights into how social network structures can be optimized to foster a culture of continuous innovation. Given this, the article’s author seeks to consider and study the effectiveness of innovative leadership through the prism of social network theory since she assumes that the structure of the organizational social network can influence its effectiveness.

This research investigates how servant leadership influences team effectiveness within agile software companies. Additionally, it examines the mediating roles of intellectual stimulation and perceived supervisor support in this relationship. The study adopts a survey approach, with 327 IT professionals from various cities across Pakistan. The questionnaire achieved a response rate of 45%. Data analysis was conducted using regression and mediation analysis methods with IBM SPSS. The results revealed that servant leadership had a significant positive impact on team effectiveness in agile software companies. Intellectual stimulation mediated this relationship, showing that leaders who encourage creativity and critical thinking improve team outcomes. Perceived supervisor support further enhanced the positive effects of servant leadership on team effectiveness, highlighting the role of supervisors’ emotional and professional support in fostering a productive team environment. This research sheds light on the understudied domain of servant leadership in IT, offering insights for academic and practical leadership development. It pioneers a comprehensive analysis of servant leadership, intellectual stimulation, perceived supervisor support, and team effectiveness in agile software companies. Theoretically, the study advances our knowledge regarding how supervisor support and intellectual stimulation help connect servant leadership with better team performance, especially in agile settings. Practically, the findings guide IT companies to improve team outcomes by encouraging leaders to be ethical, supportive, and open to new ideas.

Purpose: This study employed a non-experimental, quantitative research design, specifically the causal comparative method, aimed to establish the best-fit structural model for the emotional regulation of employees in a government agency, focusing on Local Government Unit (LGU) employees in the SOCCSKSARGEN Region XII. Its significance lies in improving competencies and examining elements such as relationship between factors such as the leadership skills, work-related quality of life and team effectiveness in the context of emotional regulation. Moreover, while assessments of office skills among local government personnel have been conducted, there is a need for more in-depth analysis of how these skills, along with other competencies, contribute to sustained public service excellence. Thus, addressing these gaps is crucial for developing targeted strategies that can effectively enhance public service delivery and professional growth among local government employees in Region XII. Materials and Methods: This research employed a structural equation model (SEM) with 400 rank-and-file plantilla employees from the four city governments in SOCCSKSARGEN Region XII, identified through a stratified random technique. The questionnaires used were adopted, modified, and tested for content validity and reliability. This descriptive and causal research used the following statistical tools to treat data: mean, standard deviation, Pearson product-moment correlation, linear regression, and structural equation modelling. Findings: The study revealed that all the exogenous variables are significantly correlated to the endogenous variable. Also, the test of influence result revealed that all the exogenous variables significantly influence emotional regulation. Moreover, the best fit model for emotional regulation was generated; this model satisfies all the goodness of fit measures' requirements. Findings revealed very high level of leadership skills, work-related quality of life, team effectiveness and emotional regulation. Significant relationship was found between dependent and independent variables. The three exogenous variables are the significant predictors of professional learning communities. Unique Contribution to Theory, Practice and Policy: The study highlights that emotional regulation among city government employees is strengthened by effective leadership, high work-related quality of life, and strong team dynamics. It recommends enhancing leadership training, employee-centered policies, emotional wellness programs, and collaborative teamwork to sustain employee well-being, improve performance, and promote an efficient, positive public service environment.

The construction project implementation team generally consists of clients, project managers, financiers, legal consultants, design leaders (architects or structural engineers), other specialized consultants, main contractors, subcontractors, cost consultants and suppliers, who must work together effectively to realize project goals. Leadership, the use of digital technology and cultural diversity characterize the effectiveness of the project implementation team. This study aims to determine the positive effects of transformational leadership, digital technology (digitization), and cultural diversity on the effectiveness of the project implementation team. This research is a survey research, involving 200 company respondents, members of the construction industry professional association in Jakarta. Multiple regression is used to analyse data. The results showed that transformational leadership, digital technology (digitization) and cultural diversity had a significant positive effect on the effectiveness of the project implementation team.

Project leadership is still an active research topic. In the oil and gas industry, mega projects cost millions of dollars to execute, and project delays can lead to avoidable losses when exemplary leadership behaviour is adopted. The challenges impacting project performance can be resolved through efficient and effective leadership. The cost of project financing increases with delays in project completion, reducing project cost-benefit value, and escalating exposure of the environment to more damages from project activities. Eighty-two case studies in the literature were reviewed, and the salient attributes of project success were outlined. From the findings, we advocate for a leadership structure that recognizes the unique roles of project leadership with more emphasis on enhancing the team's effectiveness, hence Path-Goal Leadership. This study is premised on the oil and gas industry because it is currently the major driver of the Nigerian economy; hence effective project leadership can save the nation huge costs from project delays in this sector.

Purpose- Applying new information across corporate borders is a strategy for innovation that uses absorptive capacity. In organizational research, the term open mindset is used to define a firm's ability to understand and accept new concepts or to critically evaluate its experience with new knowledge. The shift inflow or outflow initiative and notion advocated for this tactic. Applying opportunities for creation through innovation is the action of the entrepreneurial attentiveness. An evaluation of a firm's intelligence results from assessing the open mindset of individuals who perceive, evaluate, and seize new chances in contact with the environment. The purpose of this research is to investigate the impact of an open innovation mindset on the absorption capacity in small and medium-sized enterprises with the mediating role of entrepreneurial alertness. Methodology- The statistical population includes 430 managers of small and medium-sized businesses producing industrial, utility, and construction pumps. The sample size is 131 firm managers. In this research, the data collection tool is a questionnaire that has been distributed and collected using a non-probability sampling method. The validity and reliability of the questionnaire were evaluated during the pre-test. Smart PLS and SPSS software were also used to analyze the research data. Findings- Descriptive and inferential analysis have both been used in this study. The result of data analysis shows that open innovation has a significant effect on entrepreneurial alertness. It can also be mentioned that the impact of the open innovation mindset on absorptive capacity. Conclusion- The findings show that the open innovation mindset at the individual level increases the firm's absorptive capacity. Also, entrepreneurial alertness plays a mediating role between the impact of an open innovation mindset and absorptive capacity. The findings thus demonstrate that those who pay attention and have an open and interactive mindset while receiving opportunities and suggestions are more likely to succeed.

ABSTRACTThe purpose of this study was to clarify the role of team resilience on different facets of effectiveness (team viability and quality of the group experience). Moreover, given the importance of team resilience for the organizational context, it was also our aim to contribute to the study of the conditions that promote team resilience, analyzing the role of transformational leadership. Finally, we examined whether the relationship between transformational leadership and team resilience stimulates positive team outcomes. Ninety teams (445 employees from 40 companies) were surveyed and path analysis was used in the test of the hypotheses. The results showed a positive direct effect of team resilience on both team viability and the quality of the group experience. Moreover, a positive relationship was also identified between transformational leadership and team resilience. Finally, support was found for the mediated effect of team resilience on the relationship between transformational leadership and the dimensions of team effectiveness considered. The findings of this study highlight the role of team resilience as an intervening process between transformational leadership and team effectiveness. Supervisors should promote team resilience, adopting transformational leadership behaviors, in order to contribute to increase team viability and the quality of the group experience.

Research aims: This research aims to determine the influence of innovation leadership on supply chain efficiency mediated by process improvement.Design/Methodology/Approach: The objects of this research were micro, small, and medium enterprises (MSMEs) players in the creative economy sector in the Yogyakarta Special Region, Indonesia. Measurements of the outer model, inner model, and hypothesis testing (directly and indirectly) were carried out on the data sample of MSME actors in the creative economy sector in Yogyakarta Special Region utilizing the SmartPLS statistical tool. The sampling employed purposive sampling with a total sample size of 267 creative economy MSMEs.Research Findings: The results uncovered that innovation leadership positively affected supply chain efficiency, implying that innovation leadership could significantly improve supply chain efficiency. Innovation leadership also positively influences process improvement, showing that if the innovation leadership is good, process improvement will increase significantly. In addition, process improvement positively impacted supply chain efficiency, indicating that process improvement could significantly improve supply chain efficiency. Lastly, process improvement could mediate the effect of innovation leadership on supply chain efficiency significantly, denoting that process improvement has a highly important role in improving supply chain efficiency. Theoretical Contribution/Originality: This study indicates that innovative leaders are highly important in improving their supply chain efficiency, and process improvement as a mediating variable, a novelty in this study, has a very significant role for innovative leaders in improving supply chain efficiency.Practitioners/Policy Implications: Creative economy MSMEs must become innovative leaders in their businesses to increase efficiency in the supply chain. In addition, MSMEs need to continuously improve their business processes, especially in the supply chain.Research Limitations/Implications: The independent variable in this research was only one, i.e., innovation leadership, so it is less comprehensive. To be more comprehensive, other independent variables, such as intellectual capital or moderating variables of government policies, can be added.

Absorptive capacity refers to a firm’s ability to evaluate the value of the external knowledge, understand it, and utilize it to generate innovative outcomes. In essence, firm’s absorptive capacity is built on the absorptive capacity of its individual members. However, prior reviews and meta-analyses on absorptive capacity only covered the studies at the organisational level, paying limited attention to individual absorptive capacity. To fill this research gap and to respond to the emerging call for a micro-foundation perspective in organisation and strategy research, we conduct a systematic review of the literature on individual level absorptive capacity. Our review reveals that (1) individual absorptive capacity is widely regarded as a multi-dimensional construct and its definition is primarily derived from and consistent with the conceptualization of organisational absorptive capacity; (2) the majority of past studies adapt the existing measures of organisational absorptive capacity and adopt survey approach to measure individual absorptive capacity; (3) a series of micro-level and macro-level factors can influence an individual’s ability, motivation and opportunity to assimilate and take advantage of external knowledge, thereby playing a role in the development of individual absorptive capacity; (4) individual absorptive capacity can contribute to a variety of meaningful outcomes such as knowledge transfer, innovation and creativity. Based on our review of the findings in past research, we also identify research gaps and propose research directions for future research to further explore and extend this body of literature.

The paper aims at extending the analysis of the firm’s absorptive capacity (AC) by taking stock of its manifold nature. Innovation cooperation is recognised as one of its antecedents, along with R&amp;D, but with different possible outcomes, depending on the kind of partner. Human capital is claimed to be as important as other organisational mechanisms for the AC impact on innovation. The empirical application, carried out on about 10,500 firms located in 3 EU countries (i.e. Germany, Italy and Spain), confirms the role of these factors. Interacting with research organisations, for example, increases the firm’s AC providing it occurs within the national boundaries. The transformation of AC into actual innovation is favoured by the human capital of the firm, while it is actually hampered by socialisation mechanisms of an organisational nature.