Although leader behavioral adaptability is generally considered a strength, there may be situations where large abrupt changes in behavior diminish perceptions of leadership effectiveness. We argue that in teams with rotating leadership, within-person behavioral shift in relationship- and task-oriented behaviors when transitioning from a nonleader to a leader role will negatively influence follower perceptions of leadership effectiveness. We also contend that this effect is stronger when teams receive behavior-focused training, and are thus more attuned to others’ behaviors. To test our hypotheses, we conducted a randomized controlled intervention study with 183 student teams. Results from multilevel polynomial regression analysis on the overall sample showed that a substantial shift in relationship-oriented behaviors negatively affected perceived leadership effectiveness, while the corresponding effect for task-oriented behaviors was not significant. While the predicted pattern of relationships was not found in the two subgroups, in control group teams an increase in task-oriented, or a decrease in relationship-oriented behaviors, by leaders following role transition was generally viewed positively, which was not the case for intervention teams. Implications of these findings for research, theory and practice are discussed.

中文翻译：

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在我担任领导角色之前，我的行为举止重要吗？临时领导角色转变中的人际行为转变及其对感知领导效能的影响


尽管领导者的行为适应性通常被认为是一种优势，但在某些情况下，行为的重大突然变化可能会降低对领导有效性的看法。我们认为，在轮换领导的团队中，当从非领导者过渡到领导者角色时，以关系和任务为导向的行为的内向行为转变将对追随者对领导效率的看法产生负面影响。我们还认为，当团队接受以行为为中心的培训时，这种效果会更强，从而更适应他人的行为。为了检验我们的假设，我们对 183 个学生团队进行了一项随机对照干预研究。对总体样本进行多级多项式回归分析的结果表明，关系导向行为的重大转变对感知领导效能产生了负面影响，而对任务导向行为的相应影响并不显著。虽然在两个亚组中没有发现预测的关系模式，但在对照组团队中，领导者在角色转换后以任务为导向的增加或以关系为导向的行为减少通常被积极看待，而干预团队则不是这种情况。讨论了这些发现对研究、理论和实践的影响。