Duncan first coined the term organizational ambidexterity in the context of duality of organization’s structures to support innovation.Twenty years later, the idea gained prominence in organizational learning by March and Tushman and O’Reilly III (). Practical implications: The results have practical implications for organizations and team leaders who aim to increase team innovation. Purpose: This paper reports the first empirical test of the recently proposed ambidexterity theory of leadership for innovation (Rosing, Frese, & Bausch, 2011). Verfasst von LeadershipGarage Team 31. N2 - Purpose - The purpose of this paper is to report the first empirical test of the recently proposed ambidexterity theory of leadership for innovation (Rosing et al., 2011). A dialectical theory on innovationMünstersche Informations ‐ und Archivsystem multimedialer InhaltePublished abstract for conference with selection processPublished abstract for conference with selection process Deren Merkmale sind zum einen eine Kultur, in der Ideen leicht akzeptiert und aktiv unterstützt werden, und zum anderen die psychologische Sicherheit der Mitarbeitenden, für Fehler nicht bestraft zu werden. The roots of ambidexterity, as an organizational concept, are well recognized. A dialectical theory on innovationMünstersche Informations ‐ und Archivsystem multimedialer Inhalte The founder and former leader of New York's Deloitte Greenhouse® Experience, he has designed and facilitated hundreds of immersive “lab” experiences for CEOs and their leadership teams where he combined principles of business strategy with behavioral science and design thinking to address clients’ challenges. Purpose - The purpose of this paper is to report the first empirical test of the recently proposed ambidexterity theory of leadership for innovation (Rosing et al., 2011). Design/methodology/approach: Multi-source survey data came from 33 team leaders of architectural and interior design firms and 90 of their employees. Ambidextrous leadership and team innovation . Practical implications: The results have practical implications for organizations and team leaders who aim to increase team innovation. AU - Zacher, Hannes. PY - 2015. Originality/value: This multi-source study contributes to the literatures on leadership and innovation in organizations by showing that ambidextrous leadership behaviors predict team innovation above and beyond transformational leadership behavior.Forschungsindex und Repositorium der Leuphana Universität Lüneburg Professur für Psychologie, insbesondere Innovation und EntrepreneurshipThe temporal pattern of creativity and implementation in teamsJournal of Occupational and Organizational Psychology.Traditional and modern ageism as predictors of workplace discriminationMünstersche Informations‐ und Archivsystem multimedialer InhalteWhere are we with? Research index and Repository of Leuphana University LuneburgProfessorship for Psychology, in Particular Innovation and EntrepreneurshipThe temporal pattern of creativity and implementation in teamsJournal of Occupational and Organizational Psychology.Traditional and modern ageism as predictors of workplace discriminationMünstersche Informations‐ und Archivsystem multimedialer InhaltePublished abstract for conference with selection processWhere are we with? Y1 - 2015. By Hannes Zacher and Kathrin Rosing. Social implications – Identifying ways to facilitate organizational innovation is important, as it contributes to employment and company growth as well as individual and societal well-being. Research limitations/implications: The relatively small sample size and the cross-sectional design are potential limitations of the study. This theory proposes that the interaction between two complementary leadership behaviors—opening and closing—predicts team innovation, such that team innovation is highest when both opening and closing leadership behaviors are high.


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