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Age-based Faultlines and Perceived Productive Energy : The Moderation of Transformational Leadership

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abstract This paper addresses the role of age-based faultlines in relation to the perceived productive energy of work teams, and transformational leadership as a potential moderator of this relationship. Based on social identity and social categorization theory teams that have strong age-based faultline, defined as age subgroup formation that is reinforced by internal alignment with other demographic characteristics (tenure and sex ) should show a lower level of perceived productive energy than do teams that have weak faultlines. In teams with high levels of perceived transformational leadership, this effect should be reversed. Study hypotheses were tested on a sample of 664 individuals in 72 teams from a multinational company. Results showed a marginally significant negative relationship between age-based faultlines and teams' productive energy, while the moderation effect of transformational leadership was found to be significant. These results point toward transformational leadership as a promising strategy for overcoming the negative effects of age-based faultlines in team settings.
   
type journal paper
   
keywords Faultlines, transformational leadership, productive energy, moderation, demographic change, team
   
language English
kind of paper journal article
date of appearance 18-8-2010
journal Small Group Research
publisher Sage Publishing (London UK)
ISSN 1046-4964
ISSN (online) 1552-8278
DOI 10.1177/1046496410366307
volume of journal 41
number of issue 5
page(s) 593-620
review double-blind review
   
citation Kunze, F., & Bruch, H. (2010). Age-based Faultlines and Perceived Productive Energy: The Moderation of Transformational Leadership. Small Group Research, 41(5), 593-620, DOI:10.1177/1046496410366307.