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Shared Leadership: a State‐Of‐The‐Art Review and Future Research Agenda Received: 30 November 2016 Revised: 14 April 2018 Accepted: 30 April 2018 DOI: 10.1002/job.2296 THE JOB ANNUAL REVIEW Shared leadership: A state‐of‐the‐art review and future research agenda Jinlong Zhu1* | Zhenyu Liao2* | Kai Chi Yam3 | Russell E. Johnson4 1 School of Business, Renmin University of China, Beijing, China Summary 2 Olin Business School, Washington University The traditional “great man” approaches to leadership emphasize qualities of individual in St. Louis, St. Louis, Missouri, U.S.A. leaders for leadership success. In contrast, a rapidly growing body of research has 3 Department of Management and started to examine shared leadership, which is broadly defined as an emergent team Organization, National University of Singapore, Singapore phenomenon whereby leadership roles and influence are distributed among team 4 Department of Management, Michigan State members. Despite the progress, however, the extant literature on shared leadership University, East Lansing, Michigan, U.S.A. has been fragmented with a variety of conceptualizations and operationalizations. Correspondence Jinlong Zhu, School of Business, Renmin This has resulted in little consensus regarding a suitable overarching theoretical University of China, No. 59 Zhongguancun framework and has undermined developing knowledge in this research domain. To Street, Beijing 100872, P.R. China. Email: [email protected] redress these problems, we provide a comprehensive review of the growing literature Zhenyu Liao, Olin Business School, of shared leadership by (a) clarifying the definition of shared leadership; (b) conceptu- Washington University in St. Louis. One ally disentangling shared leadership from other theoretically overlapping constructs; Brookings Drive, St. Louis, MO 63130, USA. Email: [email protected] (c) addressing measurement issues; and (d) developing an integrative framework of Funding information the antecedents, proximal and distal consequences, and boundary conditions of Singapore Ministry of Education Research shared leadership. We end our review by highlighting several new avenues for future Grant Academic Research Fund Tier 1, Grant/ Award Number: R‐317‐000‐132‐115; research. Research Grants Council of the Hong Kong Special Administrative Region, China, Grant/ KEYWORDS Award Number: GRF Project Code ‐ LU 13500817 framework, measurement, review, shared leadership, teams 1 | INTRODUCTION that focus on the leadership role of formal appointed leaders, shared leadership highlights the agentic role of team members in team leading Increasingly, work teams distribute functional leadership roles to processes (Carson et al., 2007; Nicolaides et al., 2014; Pearce & members in areas in which those members have requisite talent Conger, 2003). In particular, accumulated evidence suggests that (Goldsmith, 2010; Pearce, 2004; D. Wang, Waldman, & Zhang, shared leadership plays a promising role in increasing team effective- 2014). Recognizing this trend, leadership scholars have started to shift ness (e.g., O'Toole, Galbraith, & Lawler, 2002; Pearce, Manz, & Sims their focus from a top‐down vertical influence process to a horizontal Jr, 2009; D. Wang et al., 2014). As such, shared leadership is an and shared leading process among team members (Carson, Tesluk, & intriguing new field that enriches our understanding of leadership Marrone, 2007; Denis, Langley, & Sergi, 2012; Lord, Day, Zaccaro, and shifts the leadership paradigm from viewing leadership as a prop- Avolio, & Eagly, 2017). Shared leadership, defined as an emergent team erty of the individual to viewing leadership as a property of the collec- phenomenon whereby leadership roles and influence are distributed tive (Cullen‐Lester & Yammarino, 2016). among team members (Carson et al., 2007), has received considerable Although research on shared leadership has burgeoned recently, attention in an array of academic disciplines, including industrial and the extant literature is fragmented in two important ways. First, organizational psychology, organizational behavior, strategic manage- various definitions and corresponding measures across studies lead ment, and entrepreneurship. Differing from other leadership theories to low consensus in shared leadership research. Indeed, D'Innocenzo, Mathieu, and Kukenberger (2016, p. 1965) noted that “the literature *Jinlong Zhu and Zhenyu Liao share first authorship on this work. has become quite disjointed with a proliferation of nomenclature 834 Copyright © 2018 John Wiley & Sons, Ltd. wileyonlinelibrary.com/journal/job J Organ Behav. 2018;39:834–852. ZHU ET AL. 835 and conceptualizations.” To date, there is no unified conceptualization With the aim of developing an agenda for future research, we pro- regarding what shared leadership is and no unified theoretical frame- vide a thorough qualitative review of shared leadership research. By work that explains the emergence and consequences of shared leader- doing so, we contribute to the development of shared leadership ship. Researchers have proposed several definitions, resulting in research in four important ways. First, given the numerous definitions different interpretations of shared leadership and the corresponding of shared leadership (Carson et al., 2007; Yammarino et al., 2012), we measures (Carson et al., 2007; Day, Gronn, & Salas, 2004; review shared leadership definitions, identify the developmental D'Innocenzo et al., 2016; Nicolaides et al., 2014; D. Wang et al., history and key characteristics of shared leadership, and distinguish 2014). For example, some definitions focus on the number of people it from other theoretically overlapping leadership constructs such as involved in leadership activities to distinguish shared leadership with emergent leadership, self‐leadership, empowering leadership, partici- traditional leadership. These definitions highlight the collective pative leadership, and team leadership. Building on this work, we engagement in team leadership in contrast with the engagement of a endeavor to reduce current confusion regarding the shared leadership single leader (e.g., Ensley, Hmieleski, & Pearce, 2006). Some definitions construct and provide suggestions for its conceptualization. Second, focus on the source of leadership influence. Specifically, shared lead- by reviewing the existing measures of shared leadership and evaluat- ership involves horizontal, lateral influence among team members, ing their respective strengths and weaknesses, we recommend some which is in contrast with the traditional top‐down leadership influence theoretically coherent measures for future empirical research. Third, derived from a formal position with entitled power and status (e.g., we present an overarching framework that summarizes the anteced- Pearce & Sims, 2002). Accordingly, researchers operationalized shared ents, proximal and distal consequences, and boundary conditions of leadership distinctively. Some of them focus on measuring the extent shared leadership, noting issues such as theoretical perspectives and to which team members collectively engage in leadership behaviors types of teams. Such a comprehensive framework has both theoretical (e.g., Avolio, Sivasubramaniam, Murry, Jung, & Garger, 2003; Pearce and empirical significance because it provides a roadmap of where we & Ensley, 2004), while others intend to capture the extent to which are and where to start from for the advancement of shared leadership leadership is decentralized (e.g., Mehra, Smith, Dixon, & Robertson, research. Fourth, we discuss insights from our review and systemati- 2006). Such various definitions and measures likely cause a significant cally propose a series of potential future research directions. difference in the effect size that shared leadership has on the same team outcome across studies (D'Innocenzo et al., 2016). Hoch and Kozlowski (2014, p. 393) therefore pointed out that “a challenge fac- 2 | UNDERSTANDING AND DEFINING ing researchers is determining how to measure shared leadership.” SHARED LEADERSHIP Second, although some researchers have quantitatively reviewed extant studies on shared leadership (e.g., D'Innocenzo et al., 2016; Historically, researchers have conceptualized leadership as a down- Nicolaides et al., 2014; D. Wang et al., 2014), our knowledge of the ward hierarchical influence process derived from a single individual antecedents, consequences, and boundary conditions of shared lead- within work teams—the formal leader. Conventional leadership ership remains fragmented due to the lack of an overarching frame- research has mostly considered how one leader influences followers work that depicts the general stream of research on shared in a team or organization (Bass & Bass, 2008; Bolden, 2011; Pearce leadership. The approach of meta‐analysis is limited in that it only con- & Conger, 2003). This hierarchical, leader‐centric paradigm has been siders variables that have been examined in multiple samples. To date, a prominent feature in the leadership literature for many decades meta‐analyses (e.g., D'Innocenzo et al., 2016; Nicolaides et al., 2014; (Bass & Bass, 2008; Pearce, Hoch, Jeppesen, & Wegge, 2010). 1 D. Wang et al., 2014) have been limited to examining the relationship Nevertheless, since the 1990s, a growing number of scholars have of shared leadership with a single outcome—team performance—and, challenged the conventional conceptualization of leadership by argu- in one case (Nicolaides et al., 2014), a single mediating mechanism of ing that leadership can also be shared
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