Leadership Style and Team Processes in Self-Managed Teams

By S. Solansky. 2008

117 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/d1c4813b23d316419ce62bbb7deecffc090dbc24

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

A Meta-Analysis of Shared Leadership: Antecedents, Consequences, and Moderators (2018, background): “As a result of the proliferation of self-managed teams (Solansky, 2008) and decentralized organizational designs (Balogun & Gerry, 2004), the topic of shared leadership (also termed distributed or collective leadership) has recently emerged in the literature and received considerable attention.”
Leadership in the Plural (2012, methodology): “leadership, and are organizations good to promote shared leadership? Solansky (2008) Predictive: What are the advantages of teams with share leadership over teams with single leaders? Laboratory study of 20 work teams.”
A Longitudinal Examination of the Relationship Between Team Leadership and Performance (2010, background): “Solansky (2008) hypothesized (and found) that when the team shares leadership, conflict tends to be lower, as compared to that of teams that do not have such leadership.”
Mapping 50 Years of Small Group Research Through Small Group Research (2020, background): “Although a substantial link has not been established between them (despite one study showing a positive correlation; Solansky, 2008), researchers have theoretically argued for their relationship (Carson et al.”
Alternative Approaches for Studying Shared and Distributed Leadership (2011, unknown): “One laboratory study (Solansky 2008) did explore whether teams that had established shared leadership experienced more or less conflict than teams with more traditional hierarchical leadership.”