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Global team effectiveness : = Evaluating the role of transformational leadership and global mindset in geographically dispersed business teams.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Global team effectiveness :/
Reminder of title:	Evaluating the role of transformational leadership and global mindset in geographically dispersed business teams.
Author:	Gagnon, Jean-Pierre.
Description:	1 online resource (230 pages)
Notes:	Source: Dissertation Abstracts International, Volume: 74-12(E), Section: A.
Contained By:	Dissertation Abstracts International74-12A(E).
Subject:	Business administration. -
Online resource:	click for full text (PQDT)
ISBN:	9781303332845

Global team effectiveness : = Evaluating the role of transformational leadership and global mindset in geographically dispersed business teams.
Gagnon, Jean-Pierre.

Global team effectiveness :Evaluating the role of transformational leadership and global mindset in geographically dispersed business teams. - 1 online resource (230 pages)

Source: Dissertation Abstracts International, Volume: 74-12(E), Section: A.

Thesis (Ed.D.)

Includes bibliographical references

This item is not available from ProQuest Dissertations & Theses.

Companies today are facing an increasingly challenging and more complex business environment, a shortage of global leaders, and mounting evidence that a significant number (between 30-60%) of these leaders fail to meet their organizational and business objectives. In order to address both the shortage of leaders and their personal effectiveness, organizational research during the last few decades has focused on transformational/charismatic leadership and global mindset (a form of cultural intelligence). However, to date, there is still very limited empirical evidence that substantiates the underlying influencing processes of transformational/charismatic leadership associated with global mindset and their combined impact in terms of team effectiveness and performance in the context of geographically-dispersed matrix business teams. An existing body of research in the area of leadership has examined the influence and the performance impact of transformational forms of leadership on employees' motivation, attitudes, and behaviors. However, new organizational realities, such as globalization, increased cultural diversity, and an explosion of new matrix/virtual team models, are challenging the assumptions behind this research. Drawing on the intersections between leadership research and global mindset, and using regression and structural equations to model survey data from 257 business leaders located in over 33 countries, this study presents findings that support the role of transformational leadership associated with global mindset acumen as a significant predictor of individuals' commitment, cohesion, trust, and innovation leading to significantly better team effectiveness. Correlations between global mindset, transformational leadership, and team effectiveness were positive and significant, with effects of global mindset on team effectiveness operating mostly indirectly through transformational leadership. Further, contrary to current beliefs and assumptions, the positive relationships between transformational leadership and global mindset were found to be as important and impactful regardless of the team being local (domestic) or global (geographically dispersed). Finally, these relationships were significant regardless of gender, age, location, education, cultural background, or experience. Implications for practitioners in terms of assessment, selection, talent management, and development and future research are discussed.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9781303332845Subjects--Topical Terms:

1148568
Business administration.
Index Terms--Genre/Form:

554714
Electronic books.

Global team effectiveness : = Evaluating the role of transformational leadership and global mindset in geographically dispersed business teams.
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520 $a Companies today are facing an increasingly challenging and more complex business environment, a shortage of global leaders, and mounting evidence that a significant number (between 30-60%) of these leaders fail to meet their organizational and business objectives. In order to address both the shortage of leaders and their personal effectiveness, organizational research during the last few decades has focused on transformational/charismatic leadership and global mindset (a form of cultural intelligence). However, to date, there is still very limited empirical evidence that substantiates the underlying influencing processes of transformational/charismatic leadership associated with global mindset and their combined impact in terms of team effectiveness and performance in the context of geographically-dispersed matrix business teams. An existing body of research in the area of leadership has examined the influence and the performance impact of transformational forms of leadership on employees' motivation, attitudes, and behaviors. However, new organizational realities, such as globalization, increased cultural diversity, and an explosion of new matrix/virtual team models, are challenging the assumptions behind this research. Drawing on the intersections between leadership research and global mindset, and using regression and structural equations to model survey data from 257 business leaders located in over 33 countries, this study presents findings that support the role of transformational leadership associated with global mindset acumen as a significant predictor of individuals' commitment, cohesion, trust, and innovation leading to significantly better team effectiveness. Correlations between global mindset, transformational leadership, and team effectiveness were positive and significant, with effects of global mindset on team effectiveness operating mostly indirectly through transformational leadership. Further, contrary to current beliefs and assumptions, the positive relationships between transformational leadership and global mindset were found to be as important and impactful regardless of the team being local (domestic) or global (geographically dispersed). Finally, these relationships were significant regardless of gender, age, location, education, cultural background, or experience. Implications for practitioners in terms of assessment, selection, talent management, and development and future research are discussed.
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