Showing papers in "Group & Organization Management in 2004"
TL;DR: In this article, the authors found that cooperative but not competitive or independent goals are a foundation for effective team reflexivity and that cooperative goals and reflexivity are complementary foundations for team innovation.
Abstract: Teams that can manage their internal functioning may be able to continue to work effectively so that they innovate. This study suggests that cooperative but not competitive or independent goals are a foundation for effective team reflexivity. Two hundred employees in 100 work teams in China completed measures of their team’s goal interdependence (cooperative, competitive, and independent) and reflexivity. The managers of these 100 teams rated their team’s innovation. Results support the theorizing that cooperative goals can contribute to team reflexivity. Structural equation analysis suggested that cooperative but not competitive or independent goals promote reflexivity that in turn results in team innovation. These results, coupled with previous research, were interpreted as suggesting that cooperative goals and reflexivity are complementary foundations for team innovation.
272 citations
TL;DR: In this article, a longitudinal study was conducted with nurses in four departments of a public hospital and found that perceived dissimilarity and its association with work group involvement were examined in a study with nurses, and perceived group openness to diversity was examined as a moderator of this relationship.
Abstract: Perceived dissimilarity and its association with work group involvement were examined in this study. Additionally, perceived group openness to diversity was examined as a moderator of this relationship. A longitudinal study was conducted with nurses in four departments of a public hospital. Results revealed that visible dissimilarity was negatively associated with work group involvement at both times, and informational dissimilarity was negatively associated with work group involvement at Time 1. Openness to diversity interacted with visible and informational dissimilarity in the prediction of work group involvement at both times. This interaction pattern showed that there was a negative relationship between dissimilarity and work group involvement when individuals perceived low group openness to diversity, whereas there was no relationship when individuals perceived high group openness to diversity. Results highlight the importance of managing perceptions of difference and introducing norms that encourage the active involvement of group members.
205 citations
TL;DR: In this article, the authors report the results of an investigation on how demographic heterogeneity in work teams influences team empowerment and team effectiveness, using data collected from 111 intact work teams in four organizations.
Abstract: The authors report the results of an investigation on how demographic heterogeneity in work teams influences team empowerment and team effectiveness. Using data collected from 111 intact work teams in four organizations, it was found that team race heterogeneity was negatively related to team empowerment and to multiple indicators of team effectiveness. Teams were also less effective when their team leaders had longer, rather than shorter, organizational tenure. Team empowerment fully mediated the relationships that race heterogeneity had with team leader ratings of team effectiveness and partially mediated the relationships with team member ratings. In addition, demographic dissimilarity between team leaders and their teams on race was negatively related to empowerment and team leader ratings of team effectiveness; and team members reported less empowerment when led by older team leaders. The authors discuss both theoretical and managerial implications of these findings.
179 citations
TL;DR: Investigation of the roles of disability type, stigma, and employee characteristics in acceptance of a coworker with a disability concluded that perceived implications of the coworker’s disability for job performance are critical.
Abstract: Although persons with disabilities compose a growing portion of workers, when compared with other aspects of diversity (e.g., race/ethnicity or gender), disability has received relatively little re...
177 citations
TL;DR: In this article, the authors revisited the conceptualization of ownership and asked how does ownership produce its performance effects, suggesting that ownership be thought of as a dual creation, part an objective and part a psychological state.
Abstract: The theoretical and empirical linkages between employee ownership and performance are reviewed. In response to the inconsistent and inconclusive findings of a simple ownership-performance relationship, the authors revisit the conceptualization of ownership and ask how does ownership produce its performance effects. The study offers a “psychology of ownership” perspective on employee ownership, suggesting that ownership be thought of as a dual creation—part an objective and part a psychological state. In response to the question “how” does ownership produce its performance effects, a detailed model is presented that depicts a within-individual, self-esteem-based motivational effect explanation for the ownership-performance relationship.
145 citations
TL;DR: A set of confirmatory factor analyses was conducted to examine this issue quantitatively and identify the factor model that best explains the patterns of behavior associated with identity management in organizational settings as discussed by the authors.
Abstract: Although it is commonly assumed that gay and lesbian employees face a dichotomous choice between passing as a heterosexual and openly identifying oneself as a sexual minority member, past qualitative research has suggested that the decision is more complex. A set of confirmatory factor analyses was conducted to examine this issue quantitatively and identify the factor model that best explains the patterns of behavior associated with identity management in organizational settings. The results revealed that gay and lesbian employees may counterfeit a false heterosexual identity, avoid the issue of sexuality altogether, or integrate a gay or lesbian identity into the work context. The factor pattern was the same for lesbians and gay males. In addition, the results suggest that these strategies may be used in combination. The importance of identity management strategies for the individual and the organization are discussed and suggestions for future research are provided.
129 citations
TL;DR: In this paper, the authors investigate the way individuals assess uncivil behavior toward others in the workplace and find that norms of respect may not be shared within a work place and that variations in norms are reflected in the way people assess uncivility toward others.
Abstract: Incivility, an often ignored but potentially destructive workplace behavior, represents violations in norms of respect. The authors propose that norms of respect may not be shared within a work place and that variations in norms are reflected in the way individuals assess uncivil behavior toward others. Tests are carried out for variations in personal norms of respect with data from observers of the behavior by professional men toward a professional woman. Results from this study suggest that males and females may have different thresholds at which they perceive a vio lation of their norms of respect. Furthermore, perceptions may be affected by observers’ social identification (by race and sex) with either the perpetrators or the targets of incivility. The authors discuss implications from the study for perpetuating workplace inequalities.
120 citations
TL;DR: In this paper, the authors explored two additional social exchanges (employee relationships with top management and with employees in other work areas) and examined all four social exchanges' effects on work behaviors.
Abstract: Social exchange research has focused primarily on employee relationships with supervisors and with the organization to explain employee in-role and extra-role behaviors. This article extends the understanding of social exchange by exploring two additional exchanges (employee relationships with top management and with employees in other work areas) and examine all four social exchanges’ effects on work behaviors. It also extends notions of employee performance to include employee involvement in organizational improvement efforts. Data collected in a field study of 129 supervisor-subordinate dyads suggest that local (interpersonal exchanges with supervisors and colleagues in other work areas) and global (exchanges with top management and the organization)foci have different effects on work performance and that local social exchanges have a greater influence on work outcomes than global social exchanges.
117 citations
TL;DR: In this article, a theory for the situational antecedents of organizational citizenship behavior (OCB) that includes economic, work, and social exchange relationships is developed, tested using structural equations.
Abstract: Previous studies explain situational antecedents of organizational citizenship behavior (OCB) using social exchange theory. However, the effects of factors such as perceptions of job characteristics on OCB seem to require a different explanatory mechanism. This article proposes that these effects can be explained through a new exchange relationship called work exchange. A theory for the situational antecedents of OCB that includes economic, work, and social exchange relationships is developed. The theory is tested using structural equations.
106 citations
TL;DR: In this article, a quasi-experimental design was used to evaluate the effects of cultural diversity awareness training among 125 managers and supervisors, and the results showed that trainees received higher ratings of differential treatment from non-White coworkers than did matched controls.
Abstract: A quasi-experimental design was used to evaluate the effects of cultural diversity awareness training among 125 managers and supervisors. Approximately half of the participants attended a cultural diversity awareness training session where as the other half served as a matched comparison group. A coworker specifically designated for each participant evaluated the extent to which the participant engaged in differential treatment of culturally different individuals. Trainees’ reactions to the training program were positive. However, there was an interaction between training and coworker’s ethnicity, such that trainees received higher ratings of differential treatment from non-White coworkers than did matched controls. Post training interviews suggested that such difference was due to a resentful demoralization of trainees. The results should warn organizations that diversity awareness training may not have the desired effects in the absence of a supportive work context.
104 citations
TL;DR: In this paper, the effects of participative and directive leadership on participation, performance, and satisfaction of 24 undergraduate student work groups that interacted electronically via a Group Decision Support System (GDSS) to perform a creativity task were evaluated.
Abstract: A laboratory experiment was conducted to assess the effects of participative and directive leadership on participation, performance, and satisfaction of 24 undergraduate student work groups that interacted electronically via a Group Decision Support System (GDSS) to performa creativity task. Participative and directive leadership were manipulated through confederate leaders who entered scripted comments into the GDSS. Performance was measured in terms of quality and uniqueness of solutions.Results of partial least squares analysis indicated that perceptions of both leader participativeness and directiveness were positively related to levels of participation. Participation in turn was positively related to performance but negatively related to satisfaction. Problem structure moderated all these relationships except for the relationship between participation and performance. Practical and research implications, study contributions, and limitations are discussed.
TL;DR: In this paper, the role of collectivism as a moderator of the relationship between organizational commitment and employee performance in a Chinese setting is explored. And the relationships between commitment and performance are investigated.
Abstract: This study explores the role of collectivism as a moderator of the relationship between organizational commitment (OC) and employee performance in a Chinese setting. The relationships between OC an...
TL;DR: In this paper, a longitudinal study of 81 classroom simulation teams functioning as the top management teams of competing airlines was conducted, and the results showed that TMTC is significantly associated with superior returns during the second half of the simulation.
Abstract: Empirical research of the resource-based view (RBV) is still in its embryonic stages. Existing studies show that certain resources are associated with firm performance, that firms appear to be unique bundles of resources, and that some resources appear relatively immobile—thus lending support to RBV’s main premise and its two assumptions. Another important step in systematically testing RBV is to test its main prescription that strategic assets (SAs) are sustainable sources of superior returns. The current research argues that top management team cohesion (TMTC) possesses the characteristics of an SA. Then, in a longitudinal study of 81 classroom simulation teams functioning as the top management teams of competing airlines, the authors show that TMTC is significantly associated with superior returns during the second half of the simulation. Hence, the results lend support to RBV.
TL;DR: In this article, the authors used Atwater and Yammarino's self-other rating agreement process model to examine whether mentor-protege agreement regarding mentor transformational leadership would influence mentoring functions and protege outcomes.
Abstract: This study used Atwater and Yammarino’s (1997) self-other rating agreement process model to examine whether mentor-protege agreement regarding mentor transformational leadership would influence mentoring functions (i.e., psychosocial support and career development) and protege outcomes (i.e., career satisfaction, job satisfaction, desired aspirations, enacted aspirations). Mentors in 217 mentor-protege dyads were classified as over-estimators, under-estimators, in-agreement/poor, or in-agreement/good based on the difference between mentor's self-rating and protege’s rating of mentor’s transformational leadership. Results of multivariate analysis of covariance indicated that proteges in over-estimator dyads reported the lowest levels of psychosocial support and career satisfaction. Proteges in under-estimator dyads reported higher levels of psychosocial support, career development, and enacted aspirations than in-agreement/poor and over-estimator dyads. Proteges in in-agreement/good dyads reported higher l...
TL;DR: In this article, within-group differences in White managers' abilities to manage non-White employees were examined to explain within group differences in white managers' ability to manage nonsmokers.
Abstract: Potential sources of variance were examined to explain within-group differences in White managers’ abilities to manage non-White employees. Majority manager and minority employee survey responses w...
TL;DR: In the 1990s, many schools implemented academic honor codes to stem the tide of academic dishonesty on America’s college campuses as mentioned in this paper. But these honor codes were ineffective.
Abstract: Facing mounting evidence of academic dishonesty on America’s college campuses, many schools in the 1990s implemented academic honor codes to stem the tide. Previous research concerning academic hon...
TL;DR: Many leadership development programs assume that m anagers utilize feedback from subordinates to prepare a personal improvement agenda as discussed by the authors, and encourage the use of such feedback assuming that raters are raters.
Abstract: Many leadership development programs assume that m anagers utilize feedback from subordinates to prepare a personal improvement agenda. Encouraging the use of such feedback assumes that (a) raters ...
TL;DR: In this article, the authors examined whether possession of relevant knowledge plus encouragement to use it would positively affect rates of emergent leadership for women and found that successful hint women were seen by their peers to be as influential, competent, and participative as successful hint men, but they received significantly lower ratings on leadership and likability.
Abstract: This study examined whether possession of relevant knowledge plus encouragement to use it would positively affect rates of emergent leadership for women. Hypotheses derived from expectation states and social role theories that such “informed women” would be more passive, less influential, and less well liked than comparably informed men were tested in 40 mixed-sex groups. In each group, either a man or a woman (hint person) was instructed privately to gain the adoption of an unusual but effective solution (hint solution) to a production problem. Members’ influential behaviors were observed, coded, and compared with peer ratings. Contrary to predictions, as many hint women as hint men gained adoption of the hint solution (45%). Nevertheless, although successful hint women were seen by their peers to be as influential, competent, and participative as successful hint men, they received significantly lower ratings on leadership and likability. Conditions that promote or inhibit women’s task leadership are dis...
TL;DR: In this article, the authors examine how managers make strategic decisions efficiently and simultaneously build the consensus often required to implement decisions successfully and suggest that groups employed two critical processes (one substantive/cognitive and the other symbolic/political) to achieve high levels of efficiency and consensus.
Abstract: This study examines how managers make strategic decisions efficiently and simultaneously build the consensus often required to implement decisions successfully. The findings suggest that groups employed two critical processes—one substantive/cognitive and the other symbolic/ political—to achieve high levels of efficiency and consensus. On the substantive dimension, they gradually structured complex problems by making a series of intermediate choices about particular elements of the decision. On the symbolic dimension, they took steps to preserve the legitimacy of the decision-making process.
TL;DR: In this article, the authors examined the effect of top management succession on organizational performance, in particular decision-making accuracy, under conditions where various organizational and environmental factors can interact, and found that whether top management successions may affect organizational performance depends on such contextual variables as industry environment, organizational structure, succession type, and organizational age.
Abstract: As an exploratory step toward integrating differing views in the field of top management succession, this study takes an open system’s perspective and examines the effect of top management succession on organizational performance, in particular decision-makingaccuracy, under conditions where various organizational and environmental factors can interact. Through a formal computer simulation model that captures the basic behaviors of human decision making and the fundamental characteristics of organizational and environmental settings, the results show that whether top management successions may affect organizational performance, and if so, how organizational performance may be affected, depends on such contextual variables as industry environment, organizational structure, succession type, and organizational age. This study has also demonstrated the importance of moving toward a more systematic and precise contingency approach and the power of computer modeling in understanding the multilevel process of to...
TL;DR: In this paper, the intersection of traditional and information technology mediated education and the need to develop a revised teaching pedagogy that better reflects the skills required for success in the 21st-century business environment is discussed.
Abstract: This article reflects on the intersection of traditional and information technology- (IT-) mediated education and proposes the need to develop a revised teaching pedagogy that better reflects the skills required for success in the 21st-century business environment. Building on the premise that neither a homogeneous traditional nor IT-mediated workplace is prevalent, it is argued that educational institutions should provide both traditional and IT-mediated alternatives, not simply because they make education more accessible to their students but because of workplace demands and therefore student needs for proficiency in the use of these enabling technologies. The implications of this premise are discussed in terms of communication skills, pedagogical and curricular change, tacit knowledge, and outcome measurement.
TL;DR: In this article, the authors investigated the unique contributions of verbal and nonverbal interviewing skills to recruiters' assessments of applicants' performance. But they did not investigate the contribution of nonverbal interview skills beyond objective qualifications.
Abstract: The first aim of this study was to investigate the unique contributions (beyond objective qualifications) of verbal and nonverbal interviewing skills to recruiters’ assessments of applicants. The s...
TL;DR: This paper explored the potential spillover effects of demographic dissimilarity on two key elements of members' union attachment, namely, union commitment and instrumentality, using a random sample of 1,475 nonexempt workers.
Abstract: Using a random sample of 1,475 nonexempt workers, we explore the potential spillover effects of demographic dissimilarity on two key elements of members’ union attachment, namely, union commitment and instrumentality. Consistent with similarity-attraction theory, our findings indicate that gender dissimilarity has a significant negative effect on union attachment. However, inconsistent with the findings of earlier studies focusing on dissimilarity and organizational attachment, our results indicate that increased dissimilarity alongother demographic dimensions may actually be associated with somewhat higher levels of union attachment, and that the effects of dissimilarity are not necessarily asymmetrical for majority and minority members of work groups.
TL;DR: In this paper, the authors assess individual differences in value of voice and examine their impact on the voice-procedural fairness relationship, suggesting that individual differences influence voice effects. But, they did not examine the relationship between perceived voice and procedural fairness.
Abstract: This research assesses individual differences in value of voice and examines their impact on the voice–procedural fairness relationship. In Study 1, 184 full-time employees completed surveys including measures of perceived voice, organizational procedural fairness, and value of voice. The results indicated that employee’s value of voice moderated the relationship between perceived voice and procedural fairness. A second study was conducted in a laboratory setting where voice was experimentally manipulated. Ninety-eight undergraduates participated in a simulation exercise wherein they completed measures of perceived voice, procedural fairness, and value of voice. Again, value of voice moderated the voice-fairness relationship, suggesting that individual differences influence voice effects.
TL;DR: In this paper, the authors examined the justice and care moral orientations that women business owners employ when resolving important workplace dilemmas and the influence of material financial consequence from these dilemma on their ethical deliberations.
Abstract: In this study, the authors examine the justice and care moral orientations that women business owners employ when resolving important workplace dilemmas and the influence of material financial consequence from these dilemmas on their ethical deliberations. The findings indicate that women business owners predominantly use an ethic of justice in addressing workplace ethical dilemmas, especially when significant financial consequence to the business is perceived to stem from the workplace dilemma. Implications of the study are drawn for extant knowledge and future research on women’s use of moral orientations.
TL;DR: This paper focused on findings from one instrument used in an extensive, value-added outcome assessment of a professional master's in managerial leadership (MS-ML) program and found that the longitudinal re...
Abstract: This study focuses on findings from one instrument used in an extensive, value-added outcomes assessment of a professional master’s in managerial leadership (the MS-ML) program. The longitudinal re...
TL;DR: The GLBT workplace and career issues from a wide spectrum of disciplinary and cultural perspectives have been discussed in the context of the GLBT Workplace and Career Symposium as mentioned in this paper, which is an initiative of the American Academy of Management (AAM).
Abstract: Over the past few years, research on the workplace experiences of gay, lesbian, bisexual, and transgender (GLBT) employees has been coming out of the closet in the Academy of Management. However, there is still a dearth of research on the topic in the management literature. The principal purpose of this special is to encourage scholarship on GLBT workplace and career issues from a wide spectrum of disciplinary and cultural perspectives. We invite submissions from both management scholars and from scholars working in other social sciences (e.g., social psychology, industrial/ organizational psychology, clinical psychology, counseling psychology, sociology, education, business history, or labor economics). We also welcome either quantitative or qualitative research, research that crosses levels of analysis or cultural settings, and critical or queer scholarship. And although we use the more inclusive term GLBT, we recognize both that there is a great diversity among people who share a vulnerability to sexual prejudice and that GLBT people also have significantly different workplace experiences, so we welcome research that focuses on people with these distinctive identities. Although our hope is for submissions on a variety of topics, drawing on many different perspectives, we offer a list of possible research questions that is meant to suggest the breadth of possible topics without in any way suggesting limits on what sort of submission would be welcome.
TL;DR: In this paper, the authors take the matter of how trust and control are related one step further by bringing together empirical studies of intra-and inter-organizational relations and highlight the importance of theoretically innovative and empirically rigorous research on the relationship between these two constructs.
Abstract: In the past decades, scholarly thinking about governance of intraand interorganizational relations has been shifting from an almost myopic focus on control to recognize trust as an alternative mechanism that especially in situations of high risk proves its worth. Developments such as globalization, the virtualization of work relationships, the growing importance of intangible resources exploration and development, and value-creation have curbed the effectiveness of control-based forms of governance in favor of trust-based forms. Recent research has demonstrated that trust brings important benefits for individuals, teams, and organizations. By now, trust and control are commonly accepted as the most important means to deal with perceived risks in intraand inter-organizational relations. The relationship between trust and control, however, is complex, and research has given rise to various and contradictory interpretations of how these concepts relate. A well-known discussion is directed at whether trust and control are better conceived of as substitutes or as complementary mechanisms of governance. The aim of this special issue is to take the matter of how trust and control are related one step further by bringing together empirical studies of intraand inter-organizational relations. To highlight the importance of theoretically innovative and empirically rigorous research on the relationship between these two constructs, this special issue will consider papers that address relevant topics regarding this relationship, such as:
TL;DR: An overview of this special issue is provided, including a description of the Eastern Academy of Management's (EAM) Outstanding Paper selection process and a brief description of papers that received this recognition as discussed by the authors.
Abstract: An overview of this special issue is provided, including a description of the Eastern Academy of Management’s (EAM’s) Outstanding Paper selection process and a brief description of the papers that received this recognition. These papers were peer reviewed for the EAM conference and peer reviewed again for this special issue of Group & Organization Management.