Pub Date : 2017-10-12DOI: 10.1108/TPM-10-2016-0043
K. Moser, Juliane E. Kämmer
Purpose Different length of collaboration with colleagues at work is a central feature of modern working life, and even more so in a work environment that is increasingly project focused and knowledge-intensive. Despite its practical importance there is little research on how the perceived costs and benefits in an information-sharing dilemma might change depending on collaboration length. Based on a social dilemma framework it is hypothesised that anticipated length of collaboration time will significantly influence the motivation to collaborate. Design An experimental scenario study (N=87) compared the willingness to work collaboratively, share information and help the partner in a long-term (two academic terms) vs. a short-term (one week) condition. Findings At first somewhat counterintuitively, participants were more helpful in the short-term, and insisted more on equality and disengaged more from a defecting partner - but not the project - in the long-term condition. People appear to focus more on the immediate task in short-term collaborations ― even at cost ― because the outcome is more important than the relationship, and more on setting norms for equality and reciprocity in long-term collaborations to avoid future exploitation. Practical implications The findings help understanding the motivation and the partner and task perception under different time conditions and support managing teams in an increasingly project-oriented work environment with changing partners and varying time frames. Originality To the authors’ knowledge, this is the first paper investigating the influence of anticipated collaboration time in information-sharing dilemmas.
{"title":"Collaboration Time Influences Information-Sharing at Work","authors":"K. Moser, Juliane E. Kämmer","doi":"10.1108/TPM-10-2016-0043","DOIUrl":"https://doi.org/10.1108/TPM-10-2016-0043","url":null,"abstract":"Purpose Different length of collaboration with colleagues at work is a central feature of modern working life, and even more so in a work environment that is increasingly project focused and knowledge-intensive. Despite its practical importance there is little research on how the perceived costs and benefits in an information-sharing dilemma might change depending on collaboration length. Based on a social dilemma framework it is hypothesised that anticipated length of collaboration time will significantly influence the motivation to collaborate. Design An experimental scenario study (N=87) compared the willingness to work collaboratively, share information and help the partner in a long-term (two academic terms) vs. a short-term (one week) condition. Findings At first somewhat counterintuitively, participants were more helpful in the short-term, and insisted more on equality and disengaged more from a defecting partner - but not the project - in the long-term condition. People appear to focus more on the immediate task in short-term collaborations ― even at cost ― because the outcome is more important than the relationship, and more on setting norms for equality and reciprocity in long-term collaborations to avoid future exploitation. Practical implications The findings help understanding the motivation and the partner and task perception under different time conditions and support managing teams in an increasingly project-oriented work environment with changing partners and varying time frames. Originality To the authors’ knowledge, this is the first paper investigating the influence of anticipated collaboration time in information-sharing dilemmas.","PeriodicalId":46084,"journal":{"name":"Team Performance Management","volume":"24 1","pages":"2-16"},"PeriodicalIF":1.7,"publicationDate":"2017-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/TPM-10-2016-0043","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41575806","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-10-06DOI: 10.1108/TPM-01-2017-0001
J. D. Jong, O. Fodor
Purpose The authors first examine the extent to which having an accurate understanding of and anticipate on one another’s work routines (defined as crossattuning) explains additional variance of team performance above and beyond other implicit coordination concepts such as team familiarity and transactive memory. Furthermore, the authors aim to propose that social sensitivity interacts with team size and team longevity in supporting the emergence of cross-attuning. Design/methodology/approach The authors first use a quasi-experimental design with 35 student-teams in Study 1 to test the discriminant validity of their construct. In Study 2, the authors use a field study with 66 work teams to test their hypotheses. Findings Study 1 shows that cross-attuning has a positive effect on team performance and that it explains additional variance above other implicit coordination-concepts. In Study 2, the authors confirm cross-attuning associates with supervisor-rated team performance and find that team social sensitivity is more positively related to cross-attuning in small teams with low longevity and in large teams with high longevity in comparison to large teams with low longevity. Originality/value The study of implicit coordination mechanisms in teams has primarily focused on having knowledge about other team members’ expertise and competencies and how teams cope with unexpected events. How teams deal with individual work routines – repetitive work-related behavior that is limited in considering alternative actions and the task environment – have received limited attention, despite the potential of these individual routines to thwart successful team task completion.
{"title":"Attuning to individual work routines and team performance","authors":"J. D. Jong, O. Fodor","doi":"10.1108/TPM-01-2017-0001","DOIUrl":"https://doi.org/10.1108/TPM-01-2017-0001","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000The authors first examine the extent to which having an accurate understanding of and anticipate on one another’s work routines (defined as crossattuning) explains additional variance of team performance above and beyond other implicit coordination concepts such as team familiarity and transactive memory. Furthermore, the authors aim to propose that social sensitivity interacts with team size and team longevity in supporting the emergence of cross-attuning. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000The authors first use a quasi-experimental design with 35 student-teams in Study 1 to test the discriminant validity of their construct. In Study 2, the authors use a field study with 66 work teams to test their hypotheses. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000Study 1 shows that cross-attuning has a positive effect on team performance and that it explains additional variance above other implicit coordination-concepts. In Study 2, the authors confirm cross-attuning associates with supervisor-rated team performance and find that team social sensitivity is more positively related to cross-attuning in small teams with low longevity and in large teams with high longevity in comparison to large teams with low longevity. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000The study of implicit coordination mechanisms in teams has primarily focused on having knowledge about other team members’ expertise and competencies and how teams cope with unexpected events. How teams deal with individual work routines – repetitive work-related behavior that is limited in considering alternative actions and the task environment – have received limited attention, despite the potential of these individual routines to thwart successful team task completion.","PeriodicalId":46084,"journal":{"name":"Team Performance Management","volume":"23 1","pages":"385-406"},"PeriodicalIF":1.7,"publicationDate":"2017-10-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/TPM-01-2017-0001","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49079620","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-10-03DOI: 10.1108/TPM-02-2017-0010
Jing Han
Purpose The paper aims to propose a conceptualization of two types of team social capital: team-bonding and team-bridging social capital. Throughout the conceptual effort, the paper provides suggestions for future research avenues that link team social capital, as a distinct team-level construct, with other team research topics. Design/methodology/approach The conceptualization of team social capital is based on a review and synthesis of prior research about social networks. The propositions about the relationships of team social capital with other team process and effectiveness variables are developed within the classical input-mediator-output framework. Findings The conceptualizations of team-bonding and team-bridging social capital and the common measures for each are provided. Moreover, a series of testable propositions regarding the associations between team social capital and team process, the influence of team social capital on team effectiveness and the antecedents of team social capital are made. Research limitations/implications Because of the chosen research approach, the research results may lack generalizability. Therefore, researchers are encouraged to test the proposed propositions further. Originality/value This paper elaborates the concept of team social capital and specifies its implications to various team phenomena. With this conceptual effort, this paper has advanced our knowledge about the nature and role of team social capital in team research.
{"title":"Team-bonding and team-bridging social capital: conceptualization and implications","authors":"Jing Han","doi":"10.1108/TPM-02-2017-0010","DOIUrl":"https://doi.org/10.1108/TPM-02-2017-0010","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000The paper aims to propose a conceptualization of two types of team social capital: team-bonding and team-bridging social capital. Throughout the conceptual effort, the paper provides suggestions for future research avenues that link team social capital, as a distinct team-level construct, with other team research topics. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000The conceptualization of team social capital is based on a review and synthesis of prior research about social networks. The propositions about the relationships of team social capital with other team process and effectiveness variables are developed within the classical input-mediator-output framework. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The conceptualizations of team-bonding and team-bridging social capital and the common measures for each are provided. Moreover, a series of testable propositions regarding the associations between team social capital and team process, the influence of team social capital on team effectiveness and the antecedents of team social capital are made. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000Because of the chosen research approach, the research results may lack generalizability. Therefore, researchers are encouraged to test the proposed propositions further. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000This paper elaborates the concept of team social capital and specifies its implications to various team phenomena. With this conceptual effort, this paper has advanced our knowledge about the nature and role of team social capital in team research.","PeriodicalId":46084,"journal":{"name":"Team Performance Management","volume":"24 1","pages":"17-42"},"PeriodicalIF":1.7,"publicationDate":"2017-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/TPM-02-2017-0010","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48385902","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-10-03DOI: 10.1108/TPM-04-2016-0011
G. D. Tikas, K. Akhilesh
Purpose This conceptual paper aims to explain the unidirectional cross-level impact of five “organizational-level” factors on “team-level” innovation capability through two “team-level” mediating factors. This multivariate model consists of five organizational-level factors (higher-level) factors – leadership, culture, structure, networks and knowledge – and team-level (lower-level) factors – “innovation capability”, “team-level focus” and “team-level intensity” towards innovation. Understanding the top-down influence of higher-level factors on lower-level ones gives this study a cross-level and unidirectional nature. Design/methodology/approach A keyword-based approach was used to select “relevant” articles from major journals to collect evidences and develop a conceptual model. All factors in the conceptual model were chosen from the organizational- and the team-level literature. Theoretical background for each of the chosen “factors” has been presented under relevant headings. Findings First is the conceptualization of team-level mediators – intensity and focus – towards innovation. Second is the conceptualization of innovation capability as a team-level factor, characterized by two sub-dimensions: customer orientation and manifestation. Research limitations/implications This conceptual paper does not contain any empirical data analysis. The authors have not considered individual-level factors like individual excellence, personalities, etc., which may impact team-level innovation. They are specifically looking at the top-down “unidirectional” cross-level impact of “higher-level” (organizational-level) factors on “lower-level” (team-level) factor, not the other way around. Practical implications Innovation-driven organizations can use this model to build long-term “innovation capabilities” by developing the right kind of “intensity” and “focus” of their R&D teams towards innovation. R&D teams can be encouraged to work closely with their “target” customers and manifest their innovation capabilities (to them) to ensure market success. Social implications Top management can design organizational-level policies to improve their leadership, culture, structure, networks and knowledge to encourage better innovation. Future researchers who wish to study the “cross-level” influence of organizational-level factors on team-level innovation capability may find this paper useful. Originality/value This study’s original contributions include: first, the conceptualization of a multivariate “cross-level” model to understand team-level innovation capability. Second is proposing the mediating role of “team-level” factors like focus and intensity while building innovation capability. Third is conceptualizing innovation capability as a team-level construct, with sub-dimensions: customer orientation and manifestation.
{"title":"Towards enhancing innovation capability of teams: a conceptual perspective","authors":"G. D. Tikas, K. Akhilesh","doi":"10.1108/TPM-04-2016-0011","DOIUrl":"https://doi.org/10.1108/TPM-04-2016-0011","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This conceptual paper aims to explain the unidirectional cross-level impact of five “organizational-level” factors on “team-level” innovation capability through two “team-level” mediating factors. This multivariate model consists of five organizational-level factors (higher-level) factors – leadership, culture, structure, networks and knowledge – and team-level (lower-level) factors – “innovation capability”, “team-level focus” and “team-level intensity” towards innovation. Understanding the top-down influence of higher-level factors on lower-level ones gives this study a cross-level and unidirectional nature. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000A keyword-based approach was used to select “relevant” articles from major journals to collect evidences and develop a conceptual model. All factors in the conceptual model were chosen from the organizational- and the team-level literature. Theoretical background for each of the chosen “factors” has been presented under relevant headings. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000First is the conceptualization of team-level mediators – intensity and focus – towards innovation. Second is the conceptualization of innovation capability as a team-level factor, characterized by two sub-dimensions: customer orientation and manifestation. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000This conceptual paper does not contain any empirical data analysis. The authors have not considered individual-level factors like individual excellence, personalities, etc., which may impact team-level innovation. They are specifically looking at the top-down “unidirectional” cross-level impact of “higher-level” (organizational-level) factors on “lower-level” (team-level) factor, not the other way around. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000Innovation-driven organizations can use this model to build long-term “innovation capabilities” by developing the right kind of “intensity” and “focus” of their R&D teams towards innovation. R&D teams can be encouraged to work closely with their “target” customers and manifest their innovation capabilities (to them) to ensure market success. \u0000 \u0000 \u0000 \u0000 \u0000Social implications \u0000 \u0000 \u0000 \u0000 \u0000Top management can design organizational-level policies to improve their leadership, culture, structure, networks and knowledge to encourage better innovation. Future researchers who wish to study the “cross-level” influence of organizational-level factors on team-level innovation capability may find this paper useful. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000This study’s original contributions include: first, the conceptualization of a multivariate “cross-level” model to understand team-level innovation capability. Second is proposing the mediating role of “team-level” factors like focus and intensity while building innovation capability. Third is conceptualizing innovation capability as a team-level construct, with sub-dimensions: customer orientation and manifestation.","PeriodicalId":46084,"journal":{"name":"Team Performance Management","volume":"23 1","pages":"352-363"},"PeriodicalIF":1.7,"publicationDate":"2017-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/TPM-04-2016-0011","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45492698","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-10-03DOI: 10.1108/TPM-05-2016-0020
Mário Franco, S. Franco
Purpose This study aims to investigate whether organizational commitment in small and medium-sized family enterprises (FSMEs) is associated with their employees’ contextual performance. Design/methodology/approach A quantitative and exploratory research approach was adopted focusing on FSMEs based in an inland region of Portugal. These were considered family firms, being owned exclusively by one or a small number of families. The data-collecting instrument was based on a questionnaire, with the final sample being composed of 101 employees. Findings The results obtained allow the conclusion that in FSMEs, affective commitment has a positive influence on contextual performance, as employees in this firm segment have an emotional connection in the context in which they are situated. Practical implications The authors can point out the fact that the strong association between affective commitment and employees’ contextual performance has a relevant role in FSMEs. Therefore, these firms must be aware of this type of organizational commitment, as affective commitment increasingly influences their employees’ and teams’ performance. Originality/value The study contributes to advancing theory regarding the relationship between organizational commitment and contextual performance in small and medium-sized enterprises with a family structure. A new dimension of organizational commitment (Imperative) was considered in the family firm context.
{"title":"Organizational commitment in family SMEs and its influence on contextual performance","authors":"Mário Franco, S. Franco","doi":"10.1108/TPM-05-2016-0020","DOIUrl":"https://doi.org/10.1108/TPM-05-2016-0020","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This study aims to investigate whether organizational commitment in small and medium-sized family enterprises (FSMEs) is associated with their employees’ contextual performance. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000A quantitative and exploratory research approach was adopted focusing on FSMEs based in an inland region of Portugal. These were considered family firms, being owned exclusively by one or a small number of families. The data-collecting instrument was based on a questionnaire, with the final sample being composed of 101 employees. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The results obtained allow the conclusion that in FSMEs, affective commitment has a positive influence on contextual performance, as employees in this firm segment have an emotional connection in the context in which they are situated. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000The authors can point out the fact that the strong association between affective commitment and employees’ contextual performance has a relevant role in FSMEs. Therefore, these firms must be aware of this type of organizational commitment, as affective commitment increasingly influences their employees’ and teams’ performance. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000The study contributes to advancing theory regarding the relationship between organizational commitment and contextual performance in small and medium-sized enterprises with a family structure. A new dimension of organizational commitment (Imperative) was considered in the family firm context.","PeriodicalId":46084,"journal":{"name":"Team Performance Management","volume":"23 1","pages":"364-384"},"PeriodicalIF":1.7,"publicationDate":"2017-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/TPM-05-2016-0020","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46050386","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-10-03DOI: 10.1108/TPM-01-2017-0002
M. Ciasullo, S. Cosimato, M. Gaeta, Rocco Palumbo
Purpose This paper reports a study that compares two different team-building approaches. The first one is the traditional top-down management approach. The second one is a hybrid bottom-up approach based on the consensus model. The aim of this paper is to determine which of the two approaches is the most effective across a number of performance measurements. Design/methodology/approach A case study is presented using data collected and analysed from a small family-owned vehicle maintenance firm. A mixed methods approach to data collection is utilized, including participant observation, focus groups, survey questionnaires and organizational performance reports. A convenience sample of eight routine maintenance jobs was selected for team performance comparison purposes. The measures used for comparing the two team approaches were lead time, customer satisfaction ratings and employees’ satisfaction ratings. Findings The teams assembled using the consensus approach performed better than those selected using the traditional top-down approach across all three performance measures, i.e. the jobs were completed faster and both customers and employees were more satisfied. Research limitations/implications This is an exploratory case study limited to one small family-owned business and, as such, findings may not be generalizable. Practical implications As an alternative to manager selected work teams, managers should involve and empower employees to select their own teams. This has the potential to offer benefits for both customers and employees of faster delivery times and increase satisfaction, as well as increase productivity for the firm. Originality/value This is the first field study to compare the performance of a hybrid, bottom-up approach to team building with the performance of a more traditional management, top-down approach to team building. It paves the way for a wider study to be conducted in the future to test the findings’ generalizability.
{"title":"Comparing two approaches to team building: a performance measurement evaluation","authors":"M. Ciasullo, S. Cosimato, M. Gaeta, Rocco Palumbo","doi":"10.1108/TPM-01-2017-0002","DOIUrl":"https://doi.org/10.1108/TPM-01-2017-0002","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This paper reports a study that compares two different team-building approaches. The first one is the traditional top-down management approach. The second one is a hybrid bottom-up approach based on the consensus model. The aim of this paper is to determine which of the two approaches is the most effective across a number of performance measurements. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000A case study is presented using data collected and analysed from a small family-owned vehicle maintenance firm. A mixed methods approach to data collection is utilized, including participant observation, focus groups, survey questionnaires and organizational performance reports. A convenience sample of eight routine maintenance jobs was selected for team performance comparison purposes. The measures used for comparing the two team approaches were lead time, customer satisfaction ratings and employees’ satisfaction ratings. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The teams assembled using the consensus approach performed better than those selected using the traditional top-down approach across all three performance measures, i.e. the jobs were completed faster and both customers and employees were more satisfied. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000This is an exploratory case study limited to one small family-owned business and, as such, findings may not be generalizable. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000As an alternative to manager selected work teams, managers should involve and empower employees to select their own teams. This has the potential to offer benefits for both customers and employees of faster delivery times and increase satisfaction, as well as increase productivity for the firm. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000This is the first field study to compare the performance of a hybrid, bottom-up approach to team building with the performance of a more traditional management, top-down approach to team building. It paves the way for a wider study to be conducted in the future to test the findings’ generalizability.","PeriodicalId":46084,"journal":{"name":"Team Performance Management","volume":"23 1","pages":"333-351"},"PeriodicalIF":1.7,"publicationDate":"2017-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/TPM-01-2017-0002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41983728","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-10-03DOI: 10.1108/TPM-10-2016-0044
S. Boroș, L. V. Gorp
Purpose Integrating predictions of social exchange theory and implicit social cognition, this paper aims to investigate mechanisms of co-evolution between professional and personal support networks in a professional, non-hierarchical setting. Design/methodology/approach The study covers simultaneously people’s behaviours and their subjective interpretations of them in a cross-lagged network design in a group of 65 MBA students. Findings Results show that people build on their professional support network to develop personal support relations. People who have a high status in the professional support network appear to be afraid to lose them by asking too many others for personal support and people with a low status in the professional support network seem also be reluctant to ask many others for personal support. Practical implications Although personal support is a key social mechanism facilitating individual well-being and organizational success, support in the workplace often remains limited to professional topics. This research shows why people hesitate to expand their networks in professional settings and to what extent their fears have a basis in reality. Originality/value It goes beyond predictions of social exchange theory which inform most network evolution studies and tap into implicit social cognition predictions to expand the explanatory power of the hypotheses. The study’s network analysis takes into account both behaviours and social perceptions. The sample is a non-hierarchical professional group which allows a more ecological observation of how hierarchies are born in social groups.
{"title":"Networks in professional groups: a matter of connection or self-exile?","authors":"S. Boroș, L. V. Gorp","doi":"10.1108/TPM-10-2016-0044","DOIUrl":"https://doi.org/10.1108/TPM-10-2016-0044","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000Integrating predictions of social exchange theory and implicit social cognition, this paper aims to investigate mechanisms of co-evolution between professional and personal support networks in a professional, non-hierarchical setting. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000The study covers simultaneously people’s behaviours and their subjective interpretations of them in a cross-lagged network design in a group of 65 MBA students. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000Results show that people build on their professional support network to develop personal support relations. People who have a high status in the professional support network appear to be afraid to lose them by asking too many others for personal support and people with a low status in the professional support network seem also be reluctant to ask many others for personal support. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000Although personal support is a key social mechanism facilitating individual well-being and organizational success, support in the workplace often remains limited to professional topics. This research shows why people hesitate to expand their networks in professional settings and to what extent their fears have a basis in reality. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000It goes beyond predictions of social exchange theory which inform most network evolution studies and tap into implicit social cognition predictions to expand the explanatory power of the hypotheses. The study’s network analysis takes into account both behaviours and social perceptions. The sample is a non-hierarchical professional group which allows a more ecological observation of how hierarchies are born in social groups.","PeriodicalId":46084,"journal":{"name":"Team Performance Management","volume":"23 1","pages":"318-332"},"PeriodicalIF":1.7,"publicationDate":"2017-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/TPM-10-2016-0044","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47398107","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-08-15DOI: 10.1108/TPM-08-2016-0037
A. A. Bachkirov
Purpose The paper presents an empirical account of self-fulfilling prophecy in a multicultural expatriate context of the Arabian Gulf (Sultanate of Oman). The purpose of this paper is to explore the link between managerial expectations of the effects of cultural diversity and workgroup performance. Design/methodology/approach This exploratory study uses a qualitative interpretive approach based on the data collected through semi-structured interviews. The participants were Omani managers in charge of multicultural expatriate workgroups. Findings Managerial expectations of the effects of multiculturalism on workgroup dynamics are linked to three dimensions of performance effectiveness, including the production function, the member support function and the group wellbeing function. The Pygmalion process, as applied to the multicultural expatriate context of this study, emerged as an integral part of positive organizational scholarship. Research limitations/implications The data were collected in one country only, which limits the conclusions about the universal applicability of the Pygmalion theory. The boundary conditions were defined by the cultural characteristics of the research setting: collectivism, high power distance, high uncertainty avoidance, moderate masculinity/femininity. Practical implications For managers in charge of multicultural workgroups, the study provides motivation to project positive and affirmative expectations of multiculturalism, which is likely to lead to enhanced workgroup performance. Originality/value In examining the self-fulfilling prophecy phenomenon, this study transcends Western educational, military and industrial research contexts to investigate the Pygmalion process in a non-Western multicultural expatriate environment. The study contributes to unraveling the inconsistencies in findings on the relationship between cultural diversity and workgroup performance by highlighting the role of managerial expectations of multiculturalism.
{"title":"Pygmalion going international: Self-fulfilling prophecy in a non-Western multicultural expatriate context","authors":"A. A. Bachkirov","doi":"10.1108/TPM-08-2016-0037","DOIUrl":"https://doi.org/10.1108/TPM-08-2016-0037","url":null,"abstract":"Purpose The paper presents an empirical account of self-fulfilling prophecy in a multicultural expatriate context of the Arabian Gulf (Sultanate of Oman). The purpose of this paper is to explore the link between managerial expectations of the effects of cultural diversity and workgroup performance. Design/methodology/approach This exploratory study uses a qualitative interpretive approach based on the data collected through semi-structured interviews. The participants were Omani managers in charge of multicultural expatriate workgroups. Findings Managerial expectations of the effects of multiculturalism on workgroup dynamics are linked to three dimensions of performance effectiveness, including the production function, the member support function and the group wellbeing function. The Pygmalion process, as applied to the multicultural expatriate context of this study, emerged as an integral part of positive organizational scholarship. Research limitations/implications The data were collected in one country only, which limits the conclusions about the universal applicability of the Pygmalion theory. The boundary conditions were defined by the cultural characteristics of the research setting: collectivism, high power distance, high uncertainty avoidance, moderate masculinity/femininity. Practical implications For managers in charge of multicultural workgroups, the study provides motivation to project positive and affirmative expectations of multiculturalism, which is likely to lead to enhanced workgroup performance. Originality/value In examining the self-fulfilling prophecy phenomenon, this study transcends Western educational, military and industrial research contexts to investigate the Pygmalion process in a non-Western multicultural expatriate environment. The study contributes to unraveling the inconsistencies in findings on the relationship between cultural diversity and workgroup performance by highlighting the role of managerial expectations of multiculturalism.","PeriodicalId":46084,"journal":{"name":"Team Performance Management","volume":"23 1","pages":"260-272"},"PeriodicalIF":1.7,"publicationDate":"2017-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/TPM-08-2016-0037","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45421725","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-08-07DOI: 10.1108/TPM-06-2016-0029
Chitra Dey, M. Ganesh
Purpose The purpose of this paper is an examination of the literature on team boundary activity to trace how team boundary activity has evolved as a construct and examine the dimensions of team boundary activity and their relationships. It highlights the need for a deeper examination of the dimensions of buffering and reinforcement, and why buffering and reinforcement are required. It presents the case of why it is important to study this topic and maps out areas for future research. Design/methodology/approach The paper reviews conceptual and empirical papers published on team boundary activity in reputed journals between the years 1984 and 2016. Findings The focus of research in team boundary activity has been on external interactions of the team (boundary spanning), and very few papers have studied the activities through which the team defines and defends its borders (boundary strengthening). These boundary-strengthening activities can be equally important for innovation and learning in externally dependent teams. Further, there is a need to clearly distinguish these constructs from other variables like team identification. Another area that has here-to not been researched is the relationships between the dimensions of team boundary activity. Last, there is a need to consider a wider range of antecedents, outcomes and moderators of team boundary activity. Research limitations/implications This paper is based on past empirical and conceptual papers, identified using search terms such as team boundary activity, team boundary spanning and external communication. Other related areas can also be explored for identifying variables of interest. Originality/value As opposed to previous reviews which focused mainly on team boundary spanning, this paper considers all dimensions of team boundary activity, with special focus on buffering and reinforcement. It proposes a 2 × 2 framework to explain the effect of boundary-spanning and boundary-strengthening activities on the achievement of team objectives. It examines the cyclical nature of relationship between team boundary activity and team performance. It highlights measurement issues in the area of team boundary activity.
{"title":"Team boundary activity: a review and directions for future research","authors":"Chitra Dey, M. Ganesh","doi":"10.1108/TPM-06-2016-0029","DOIUrl":"https://doi.org/10.1108/TPM-06-2016-0029","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000The purpose of this paper is an examination of the literature on team boundary activity to trace how team boundary activity has evolved as a construct and examine the dimensions of team boundary activity and their relationships. It highlights the need for a deeper examination of the dimensions of buffering and reinforcement, and why buffering and reinforcement are required. It presents the case of why it is important to study this topic and maps out areas for future research. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000The paper reviews conceptual and empirical papers published on team boundary activity in reputed journals between the years 1984 and 2016. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The focus of research in team boundary activity has been on external interactions of the team (boundary spanning), and very few papers have studied the activities through which the team defines and defends its borders (boundary strengthening). These boundary-strengthening activities can be equally important for innovation and learning in externally dependent teams. Further, there is a need to clearly distinguish these constructs from other variables like team identification. Another area that has here-to not been researched is the relationships between the dimensions of team boundary activity. Last, there is a need to consider a wider range of antecedents, outcomes and moderators of team boundary activity. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000This paper is based on past empirical and conceptual papers, identified using search terms such as team boundary activity, team boundary spanning and external communication. Other related areas can also be explored for identifying variables of interest. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000As opposed to previous reviews which focused mainly on team boundary spanning, this paper considers all dimensions of team boundary activity, with special focus on buffering and reinforcement. It proposes a 2 × 2 framework to explain the effect of boundary-spanning and boundary-strengthening activities on the achievement of team objectives. It examines the cyclical nature of relationship between team boundary activity and team performance. It highlights measurement issues in the area of team boundary activity.","PeriodicalId":46084,"journal":{"name":"Team Performance Management","volume":"23 1","pages":"273-292"},"PeriodicalIF":1.7,"publicationDate":"2017-08-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/TPM-06-2016-0029","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42823546","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2017-08-07DOI: 10.1108/TPM-07-2016-0034
S. Jaikumar, Avina Mendonca
Purpose The purpose of this conceptual paper is to broaden the understanding of the three negative member (bad apple) behaviors – withholding of effort, interpersonal deviance and negative affect – put forth by Felps et al. (2006). Design/methodology/approach An integrative review of extant literature was conducted to understand the impact of the negative member behaviors on other team members. Potential interventions to control this bad apple behavior are identified with supporting evidence from recent empirical studies. Findings A review of empirical findings in the literature indicate that perceived coworker loafing may lead to counterproductive work behavior toward coworkers and interpersonal deviance may affect the task cohesion of the group. However, the presence of affectively negative individuals is empirically proven to improve the group performance, especially when the group task is related to creativity or information processing (decision-making and idea generation). Originality/value Despite the empirical attention paid to “bad apple” behaviors, the implications for managing negative member behaviors are unclear and scattered. In this paper, building on the framework proposed by Felps et al. (2006), the authors focus on three behaviors and provide a concise review of literature and interventions to control or exploit these behaviors.
{"title":"Groups and teams: a review of bad apple behavior","authors":"S. Jaikumar, Avina Mendonca","doi":"10.1108/TPM-07-2016-0034","DOIUrl":"https://doi.org/10.1108/TPM-07-2016-0034","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000The purpose of this conceptual paper is to broaden the understanding of the three negative member (bad apple) behaviors – withholding of effort, interpersonal deviance and negative affect – put forth by Felps et al. (2006). \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000An integrative review of extant literature was conducted to understand the impact of the negative member behaviors on other team members. Potential interventions to control this bad apple behavior are identified with supporting evidence from recent empirical studies. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000A review of empirical findings in the literature indicate that perceived coworker loafing may lead to counterproductive work behavior toward coworkers and interpersonal deviance may affect the task cohesion of the group. However, the presence of affectively negative individuals is empirically proven to improve the group performance, especially when the group task is related to creativity or information processing (decision-making and idea generation). \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000Despite the empirical attention paid to “bad apple” behaviors, the implications for managing negative member behaviors are unclear and scattered. In this paper, building on the framework proposed by Felps et al. (2006), the authors focus on three behaviors and provide a concise review of literature and interventions to control or exploit these behaviors.","PeriodicalId":46084,"journal":{"name":"Team Performance Management","volume":"23 1","pages":"243-259"},"PeriodicalIF":1.7,"publicationDate":"2017-08-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/TPM-07-2016-0034","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46763801","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：