Charismatic leadership, change and innovation in an R&D organization

Neil Paulsen · Diana Maldonado · Victor J. Callan · Oluremi Bolanle Ayoko

133 citations0/0 files storedJournal of Organizational Change Management

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Team Dynamics and Performance Job Satisfaction and Organizational Behavior Employee Performance and Leadership

Abstract

Purpose The purpose of this paper is to investigate the effects of the charismatic dimension of transformational leadership on team processes and innovative outcomes in research and development (R&D) teams. Design/methodology/approach Data are collected by surveying 34 teams that totalled 178 participants. Surveys measured charismatic leadership style, team identity, cooperative strategies and team innovation. Findings Results reveal the importance of managers assuming a charismatic style of leadership to encourage innovation. Charismatic leaders promote team innovation by supporting a sense of team identity and commitment, and encourage team members to cooperate through the expression of ideas and participation in decisions. Research limitations/implications The study is conducted in a single R&D organization and future research should explore the influence of these factors in other settings. The measures of team innovation are based on the perceptions of the team members, and future research needs to include a wider variety of data sources over time. Practical implications Successful team leaders who employ a more charismatic style facilitate more cooperative interactions in teams. Teams with a strong team identity combined with the exercise of cooperative behaviours are more innovative. Originality/value The preliminary model tested enhances the understanding of the importance of the leaders in influencing team processes and innovation. Leaders who are more transformational in style influence followers by affecting their sense of identity. This sense of identity influences how well teams adopt and follow more cooperative strategies to resolve issues and to make decisions. In turn, the model shows how these factors influence team innovation.

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References

1992Alternative Ways of Assessing Model Fit 2000Structural equation modeling with AMOS: basic concepts, applications, and programming 1995Testing Structural Equation Models.1989Social Identity Theory and the Organization 1996ASSESSING THE WORK ENVIRONMENT FOR CREATIVITY.1992Alumni and their alma mater: A partial test of the reformulated model of organizational identification 1993The Motivational Effects of Charismatic Leadership: A Self-Concept Based Theory 2001A Social Identity Theory of Leadership

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2011Does transactional leadership count for team innovativeness?2013Transformational leadership and innovation in an R&D organization experiencing major change 2019Charismatic Leadership and Work Team Innovative Behavior: the Role of Team Task Interdependence and Team Potency 2018Reinforcing innovation through transformational leadership: mediating role of job satisfaction 2016The impact of leadership styles on innovation - a review

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