Personal Quarterly 4/2021

21 04 / 21 PERSONALquarterly DR. BIRGIT THOMSON Arbeitszeit und Organisation Bundesanstalt für Arbeitsschutz und Arbeits- medizin E-Mail: thomson.birgit@baua.bund.de https://www.baua.de/DE/Die-BAuA/Org a­ nisation/Fachbereich-1/Gruppe-1-1.html LITERATURVERZEICHNIS Amundsen, S./Martinsen, Ø. L. (2014): Empowering leadership: Construct clari- fication, conceptualization, and validation of a new scale. The Leadership Quarterly, 25(3), 487-511. Breuer, C./Hüffmeier, J./Hibben, F./Hertel, G. (2020): Trust in teams: A taxono- my of perceived trustworthiness factors and risk-taking behaviors in face-to-face and virtual teams. Human Relations, 73(1), 3–34. Bucic, T./Robinson, L./Ramburuth, P. (2010): Effects of leadership style on team learning. Journal of Workplace Learning, 22(4), 228-248. Cropanzano, R./Anthony, E. L./Daniels, S. R./Hall, A. V. (2017): Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(1), 479–516. D’Innocenzo, L./Mathieu, J. E./Kukenberger, M. R. (2016): A meta-analysis of different forms of shared leadership–team performance relations. Journal of Manage- ment, 42(7), 1964–1991. DeRue, D. S./Ashford, S. J. (2010): Who will lead and who will follow?: A social process of leadership identity construction in organizations. Academy of Management Review, 35(4), 627–647. doi:10.5465/amr.35.4.zok627 Dyer, A./Barybkina, E./Erker, P./Sullivan, J. (2018): How Learning Contracts can Drive an Industrious Revolution. The Boston Consulting Group. Retrieved from https://www.bcg.com/de-de/publications/2018/how-learning-contracts-can-driv e- industrious-revolution Humphrey, S. E./Aime, F. (2014): Team microdynamics: Toward an organizing approach to teamwork. The Academy of Management Annals, 8(1), 443–503. INQA Initiative Neue Qualität der Arbeit. (2014): Führungskultur im Wandel. Kulturstudie mit 400 Tiefeninterviews. Berlin: Bundesanstalt für Arbeitsschutz und Arbeitsmedizin. Klasmeier, K. N./Rowold, J. (2020): A multilevel investigation of predictors and outcomes of shared leadership. Journal of Organizational Behavior, 41(9), 915-930. Kozlowski, S. W. J./Mak, S./Chao, G. T. (2016): Team-centric leadership: An integrative review. Annual Review of Organizational Psychology and Organizational Behavior, 3(1), 21–54. Morgeson, F. P./DeRue, D. S./Karam, E. P. (2010): Leadership in teams: A functional approach to understanding leadership structures and processes. Journal of Management, 36(1), 5–39. Pearce, C. L./Conger, J. A. (Eds.). (2003): Shared leadership: Reframing the hows and whys of leadership. Thousand Oaks, CA: Sage. Ribbat, M. (2020): Führungskräfte als Gatekeeper für arbeitsintegriertes Lernen: Mit Learning Contracts die Gestaltung des digitalen Wandels ermöglichen. In G. Richter (Ed.), Lernen in der digitalen Transformation (S. 83-94). Stuttgart: Schäffer Poeschel. Zhu, J./Liao, Z./Yam, K. C./ Johnson, R. E. (2018): Shared leadership: A state-of- the-art review and future research agenda. Journal of Organizational Behavior, 39(7), 834–852. SUMMARY Research question: How can team features, the formal leader´s behavior, and organizational characteristics promote shared leadership (SL) in teams to enhance team performance and team creativity? Methodology: Data from 160 teams and their leaders has been collected at three different measurement occasions. Practical implications: The results indicate that SL can be en- hanced by team trust and leadership behavior of the formal team leader. SL allows teams to work more effectively and creatively. MIRKO RIBBAT Arbeitszeit und Organisation Bundesanstalt für Arbeitsschutz und Arbeits- medizin E-Mail: ribbat.mirko@baua.bund.de https://www.baua.de/DE/Die-BAuA/Org a­ nisation/Fachbereich-1/Gruppe-1-1.html DR. KAI N. KLASMEIER Arbeitszeit und Organisation Bundesanstalt für Arbeitsschutz und Arbeits- medizin E-Mail: klasmeier.kai@baua.bund.de https://www.baua.de/DE/Die-BAuA/Org a­ nisation/Fachbereich-1/Gruppe-1-1.html