Leader Influence on Sustained Participation in Online Collaborative Work Communities: A Simulation-Based Approach

被引:33
作者
Oh, Wonseok [1 ]
Moon, Jae Yun [2 ]
Hahn, Jungpil [3 ]
Kim, Taekyung [4 ]
机构
[1] Korea Adv Inst Sci & Technol, Coll Business, Seoul 02455, South Korea
[2] Korea Univ, Sch Business, Seoul 02841, South Korea
[3] Natl Univ Singapore, Sch Comp, Singapore 117417, Singapore
[4] Univ Suwon, Dept Business Adm, Hwaseong 18323, South Korea
关键词
online collaborative work communities (OCWC); leadership style; uniform LMX; differentiated LMX; sustained participation; network structure; network size; network maturity; computer simulations; OPEN SOURCE SOFTWARE; OPEN SOURCE PROJECTS; MEMBER EXCHANGE; SOCIAL-INFLUENCE; SHARED LEADERSHIP; MANAGEMENT; INNOVATION; EMERGENCE; MODEL; COMMUNICATION;
D O I
10.1287/isre.2016.0632
中图分类号
G25 [图书馆学、图书馆事业]; G35 [情报学、情报工作];
学科分类号
1205 ; 120501 ;
摘要
From the perspective of leader-member exchange theory, we investigate how two forms of leadership style (uniform leader-member exchange (ULMX) and differential leader-member exchange (DLMX)) impact member participation in online collaborative work communities (OCWC). Furthermore, based on computer simulations, we also examine the moderating impact of key contextual factors on the relationship between leadership style and member contributions. Efficacy of leadership style in OCWCs is greatly influenced by environmental conditions. DLMX is more effective in sustaining member commitment under high environmental uncertainty, regardless of network size and structure. ULMX is more effective in decentralized structures and during the early stage of community growth. The simulation-based insights suggest that supervisory behavior does matter to member retention and sustained participation in OCWCs, but its impact is significantly moderated by many contextual factors, such as community size, structure, maturity, and environmental uncertainty. In certain situations ULMX prevails, but in others DLMX is more effective. These two forms of governance in fact complement each other, rather than being mutually exclusive forms of leadership style. To attain a maximal outcome, leaders should flexibly adapt their governance styles between DLMX and ULMX over the life cycle of an OCWC to maximize member retention and performance benefits.
引用
收藏
页码:383 / 402
页数:20
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