Effects of Champion Behavior, Team Potency, and External Communication Activities on Predicting Team Performance

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Are authentic leaders associated with more virtuous, committed and potent teams? ☆ ☆☆ (2013, background): “Guzzo et al. (1993) suggested that leadership is a key determinant of team potency, but empirical studies are scarce (Howell & Shea, 2006).”
Championship Behaviors and Innovations Success: An Empirical Investigation of University Spin‐Offs* (2011, result): “Consistent with the predictions from the literature (Burgelman, 1983; Howell and Shea, 2006; Howell et al., 2005), results show that network building has the desired positive relationship with organizational success.”
Translating Team Creativity to Innovation Implementation (2013, background): “In such an intimate setting, they can also encourage their teammates to adopt creative intentions as team norms, which may facilitate team creativity (Amabile et al., 1996; Howell & Shea, 2006).”
Team Virtues and Performance: An Examination of Transparency, Behavioral Integrity, and Trust (2011, background): “Much of this research has focused on team-level performance antecedents such as team efficacy and potency (Gully et al., 2002; Howell and Shea, 2006), and newer research has focused on ethics within teams (Schminke et al.”