Author
Evert Van de Vliert
Other affiliations: University of Bergen
Bio: Evert Van de Vliert is an academic researcher from University of Groningen. The author has contributed to research in topics: Job satisfaction & Negotiation. The author has an hindex of 41, co-authored 149 publications receiving 8058 citations. Previous affiliations of Evert Van de Vliert include University of Bergen.
Papers published on a yearly basis
Papers
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University of Maryland, College Park1, Queen's University2, Cornell University3, University of Minnesota4, Nanyang Technological University5, McKinsey & Company6, Koç University7, Jacobs University Bremen8, University of Minho9, The Chinese University of Hong Kong10, Indian Institute of Management Ahmedabad11, Pontifical Catholic University of Peru12, University of Valencia13, Johannes Kepler University of Linz14, Victoria University of Wellington15, Hungarian Academy of Sciences16, National and Kapodistrian University of Athens17, La Trobe University18, University of Melbourne19, Sungkyunkwan University20, ESSEC Business School21, University of San Diego22, Katholieke Universiteit Leuven23, University of Patras24, Human Sciences Research Council25, ODESSA26, University of Tartu27, Norwegian School of Economics28, University of Koblenz and Landau29, University of Sussex30, University of Sindh31, Gakushuin University32, University of Groningen33, University of Tokyo34
TL;DR: The differences across cultures in the enforcement of conformity may reflect their specific histories and advances knowledge that can foster cross-cultural understanding in a world of increasing global interdependence and has implications for modeling cultural change.
Abstract: With data from 33 nations, we illustrate the differences between cultures that are tight (have many strong norms and a low tolerance of deviant behavior) versus loose (have weak social norms and a high tolerance of deviant behavior). Tightness-looseness is part of a complex, loosely integrated multilevel system that comprises distal ecological and historical threats (e.g., high population density, resource scarcity, a history of territorial conflict, and disease and environmental threats), broad versus narrow socialization in societal institutions (e.g., autocracy, media regulations), the strength of everyday recurring situations, and micro-level psychological affordances (e.g., prevention self-guides, high regulatory strength, need for structure). This research advances knowledge that can foster cross-cultural understanding in a world of increasing global interdependence and has implications for modeling cultural change.
1,895 citations
TL;DR: In this article, the authors propose a challenging program for researchers eager to explore factors and process mechanisms contributing to the benefits and costs individuals and groups incur from pursuing innovative approaches, such as the characteristics of the innovative idea, the innovator, co-workers, supervisors, broader organizational context and in national culture.
Abstract: This introduction essay proposes a challenging program for researchers eager to explore factors and process mechanisms contributing to the benefits and costs individuals and groups incur from pursuing innovative approaches. With respect to individual innovation, such moderating factors might be found in the characteristics of the innovative idea, the innovator, co-workers, supervisors, the broader organizational context, and in national culture. Examples of factors that are likely to shape the beneficial and detrimental outcomes of group innovation include knowledge, skills and ability of group members, group tenure, diversity among group members, group processes (clarifying group objectives, participation, constructive management of competing perspectives), and external demands on groups. This Special Issue contains a state-of-the-science paper, three articles dealing with the benefits and costs of individual innovation, and three articles addressing the bright and dark sides of group innovation. Copyright © 2004 John Wiley & Sons, Ltd.
555 citations
TL;DR: In this article, a literature-based model is presented to define how task and person conflict modify the relationship between positive goal interdependence and decision-making effectiveness in management teams.
321 citations
TL;DR: A questionnaire study of 129 members of 20 multidisciplinary project teams examined the relationship between informational dissimilarity and both team identification and organizational citizenship as discussed by the authors, and found that team identification was correlated with organizational citizenship.
Abstract: A questionnaire study of 129 members of 20 multidisciplinary project teams examined the relationship between informational dissimilarity and both team identification and organizational citizenship ...
305 citations
TL;DR: In this article, a questionnaire study in 17 school and 24 engineering teams examined affective reactions to task and goal interdependence at both the group and individual level of analysis, and found that within-group task interdependency is positively related to both job and team satisfaction.
Abstract: A questionnaire study in 17 school and 24 engineering teams examined affective reactions to task and goal interdependence at the group and individual level of analysis. Group-level task interdependence was positively related to group members' job and team satisfaction. Within-group differences in the degree of task interdependence were unrelated to affective responses. Interactions revealed that within-group task interdependence is positively related to both job and team satisfaction only if the degree of goal interdependence in the work team is high.
302 citations
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28 Jul 2005
TL;DR: PfPMP1）与感染红细胞、树突状组胞以及胎盘的单个或多个受体作用，在黏附及免疫逃避中起关键的作�ly.
Abstract: 抗原变异可使得多种致病微生物易于逃避宿主免疫应答。表达在感染红细胞表面的恶性疟原虫红细胞表面蛋白1（PfPMP1）与感染红细胞、内皮细胞、树突状细胞以及胎盘的单个或多个受体作用，在黏附及免疫逃避中起关键的作用。每个单倍体基因组var基因家族编码约60种成员，通过启动转录不同的var基因变异体为抗原变异提供了分子基础。
18,940 citations
01 Jan 1982
Abstract: Introduction 1. Woman's Place in Man's Life Cycle 2. Images of Relationship 3. Concepts of Self and Morality 4. Crisis and Transition 5. Women's Rights and Women's Judgment 6. Visions of Maturity References Index of Study Participants General Index
7,539 citations
Book•
01 Jan 1995
TL;DR: In this article, Nonaka and Takeuchi argue that Japanese firms are successful precisely because they are innovative, because they create new knowledge and use it to produce successful products and technologies, and they reveal how Japanese companies translate tacit to explicit knowledge.
Abstract: How has Japan become a major economic power, a world leader in the automotive and electronics industries? What is the secret of their success? The consensus has been that, though the Japanese are not particularly innovative, they are exceptionally skilful at imitation, at improving products that already exist. But now two leading Japanese business experts, Ikujiro Nonaka and Hiro Takeuchi, turn this conventional wisdom on its head: Japanese firms are successful, they contend, precisely because they are innovative, because they create new knowledge and use it to produce successful products and technologies. Examining case studies drawn from such firms as Honda, Canon, Matsushita, NEC, 3M, GE, and the U.S. Marines, this book reveals how Japanese companies translate tacit to explicit knowledge and use it to produce new processes, products, and services.
7,448 citations
6,977 citations