Showing papers in "Group & Organization Management in 2006"
TL;DR: In this article, an integrated construct of servant leadership derived from a review of the literature is presented, which includes calling, listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, growth, and community building.
Abstract: This article presents an integrated construct of servant leadership derived from a review of the literature. Subscale items were developed to measure 11 potential dimensions of servant leadership: calling, listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, growth, and community building. Data from 80 leaders and 388 raters were used to test the internal consistency, confirm factor structure, and assess convergent, divergent, and predictive validity. Results produced five servant leadership factors—altruistic calling, emotional healing, persuasive mapping, wisdom, and organizational stewardship—with significant relations to transformational leadership, leader-member exchange, extra effort, satisfaction, and organizational effectiveness. Strong factor structures and good performance in all validity criteria indicate that the instrument offers value for future research.
1,026 citations
TL;DR: In this article, the authors examine relationships between Big Five personality and the four-factor model of cultural intelligence (CQ), i.e., meta-cognitive, cognitive, motivational and behavioral CQ.
Abstract: We examine relationships between Big Five personality and the four-factor model of cultural intelligence (CQ)—metacognitive CQ, cognitive CQ, motivational CQ, and behavioral CQ. Hierarchical regres...
667 citations
TL;DR: In this article, the meanings of diversity and inclusion in the field of inclusion have been investigated, and the meaning of inclusion has been compared with diversity in the context of a new rhetoric, which replaces diversity with the term inclusion.
Abstract: Given the emergence of a new rhetoric in the field of diversity, which replaces the term diversity with the term inclusion, this study comparatively investigates the meanings of diversity and inclu...
617 citations
TL;DR: The potential for defining a reliable measure of a cross-cultural facet of intelligence has enormous implications for explaining and predicting the increasingly prevalent cross-culture interaction as mentioned in this paper, which has been shown to be useful for predicting cross-lingual interaction.
Abstract: The potential for defining a reliable measure of a cross-cultural facet of intelligence has enormous implications for explaining and predicting the increasingly prevalent cross-cultural interaction...
426 citations
TL;DR: This paper explored the relationship of the motivational factor of cultural intelligence (CQ) and realistic previews to cross-cultural adjustment (work, general, and interaction adjustment) of global professionals and found that CQ relates to work and general adjustment over and above realistic job and living conditions preview.
Abstract: This study explores the relationship of the motivational factor of cultural intelligence (CQ) and realistic previews to cross-cultural adjustment (work, general, and interaction adjustment) of global professionals. Regression analyses demonstrate positive relationships between motivational CQ and all three adjustment criteria after controlling for gender, age, time in the host country, and prior international assignment. Realistic job preview relates to work adjustment, realistic living conditions preview relates to general adjustment, and motivational CQ relates to work and general adjustment over and above realistic job and living conditions preview. This study demonstrates the importance and utility of motivational CQ in understanding cross-cultural adjustment. We discuss implications for cross-cultural adjustment research and suggest practical implications for organizations and individuals seeking overseas assignments.
420 citations
TL;DR: In this paper, several aspects of cultural intelligence in organizations are described: suspending judgment until enough information about the other person becomes available; paying attention to the situation; cross-cultural training that increases isomorphic attributions, appropriate affect, and appropriate behaviors; matching personal and organizationally attributes; increasing the probability of appropriate organizational practices.
Abstract: Successful interaction across cultures requires cultural intelligence. Several aspects of cultural intelligence in organizations are described: suspending judgment until enough information about the other person becomes available; paying attention to the situation; cross-cultural training that increases isomorphic attributions, appropriate affect, and appropriate behaviors; matching personal and organizationally attributes; increasing the probability of appropriate organizational practices.
406 citations
TL;DR: Cultural intelligence refers to behaviors that are considered intelligent from the point of view of people in specific c... as discussed by the authors, which can be seen as complementary to cultural intelligence in general.
Abstract: Cultural intelligence has various meanings that can be looked on as complementary. On one hand, it refers to behaviors that are considered intelligent from the point of view of people in specific c...
316 citations
TL;DR: The measurement and substantive issues that future research should address in advancing the understanding of the cultural intelligence construct are discussed and a framework that reflects and reconciles two different approaches to integrating culture and intelligence is proposed.
Abstract: Despite the extensive research on culture and intelligence in organizational psychology, little attention has been given to the integration of the two constructs. This special issue aims to stimulate new research directions by synthesizing the two streams of research. In this introduction to the special issue, we propose a framework that reflects and reconciles two different approaches to integrating culture and intelligence—the cultural variation of intelligence approach versus the cultural intelligence approach. Our focus is on the latter approach, which centers on validating the emerging construct called cultural intelligence—defined as the capability to be effective across cultural settings. Specifically, we discuss the measurement and substantive issues that future research should address in advancing our understanding of the cultural intelligence construct.
259 citations
TL;DR: The authors explored a potential mediating role of psychological ownership (of the job and the organization) in the relationship between levels of work environment structure and employee responses, in a diverse sample of 239 New Zealand workers and their managers.
Abstract: This study explored a potential mediating role of psychological ownership (of the job and the organization) in the relationship between levels of work environment structure and employee responses, in a diverse sample of 239 New Zealand workers and their managers. It was reasoned that low levels of work environment structure permit employees to exercise more personal control, have greater knowledge (of their job and organization), and invest themselves more extensively into their work. Hence, less structured work environments are more conducive to the development of feelings of psychological ownership for the job and organization than are more highly structured work environments that allow less personal control. Results from this investigation suggest that psychological ownership (especially feelings of ownership for the organization) mediates the relationship of work environment structure with employee citizenship behaviors and organizational commitment.
243 citations
TL;DR: In this paper, the authors examined the relationship between employees' perceptions of procedural and interactional justice and their subsequent trust in their organization and supervisor, and found that the link between procedural justice and trust in organization would be mediated by perceived organizational support (POS), whereas trust in supervising a supervisor was mediated by the perceived supervisor support (PSS).
Abstract: Using a sample of 212 employees, the authors examined the relationships between employees’ perceptions of procedural and interactional justice and their subsequent trust in their organization and supervisor. Specifically, the authors predicted that the link between procedural justice and trust in organization would be mediated by perceived organizational support (POS), whereas the relationship between interactional justice and trust in supervisor would be mediated by perceived supervisor support (PSS). In line with predictions, the authors found that POS partially mediated the effect of procedural justice on trust in organization and PSS partially mediated the impact of interactional justice on trust in supervisor. These findings suggest that employees develop relationships with their supervisors that are distinct from those relationships they experience with their organization.
205 citations
TL;DR: In this article, a new culturally intelligent model of collaboration for global teams is introduced, which is intended to enhance the likelihood of such teams making creatively realistic decisions by drawing on the culinary tradition of fusion cooking, current political theorizing about pluralistic societies, as well as theories of in formation processing and political decisionmaking.
Abstract: This article introduces a new, culturally intelligent model of collaboration for global teams that is intended to enhance the likelihood of such teams making creatively realistic decisions. The conceptualization for this new fusion model of global team collaboration draws on the culinary tradition of fusion cooking, current political theorizing about pluralistic societies, as well as theories of in formation processing and political decisionmaking. We describe how the fusion principle of coexistence facilitates information extraction and decision making, and we recommend formal interventions to counterbalance the unequal power relations among global team members. We contrast the fusion model to models of collaboration based on principles of the dominant coalition and of integration and/or identity, pointing out why fusion is a more culturally intelligent model for team collaboration, producing superior solutions to global problems.
TL;DR: In this article, a typology comprising the following five broad types of change-related rumors was developed: rumors about changes to job and working conditions, nature of organizational change, poor change management, consequences of the change for organizational performance, and gossip-rumors.
Abstract: Rumors collected from a large public hospital undergoing change were content analyzed, and a typology comprising the following five broad types of change-related rumors was developed: rumors about changes to job and working conditions, nature of organizational change, poor change management, consequences of the change for organizational performance, and gossip-rumors. Rumors were also classified as positive or negative on the basis of their content. As predicted, negative rumors were more prevalent than positive rumors. Finally, employees reporting negative rumors also reported more change-related stress as compared to those who reported positive rumors and those who did not report any rumors. The authors propose that rumors be treated as verbal symbols and expressions of employee concerns during organizational change.
TL;DR: In this paper, the authors used measures of champion behavior, team potency, and external communication activities to predict the performance of new product development teams over a 1-year period and found that champion behavior was positively related to team potency and to external communications activities and predicted team performance.
Abstract: This study used measures of champion behavior, team potency, and external communication activities to predict the performance of new product development teams over a 1-year period. Forty-one product innovations in 13 organizations were studied involving 41 champions, 41 executives to whom the champions reported, and 187 team members. Results from a partial least squares analysis indicated that champion behavior was positively related to team potency and to external communication activities and predicted team performance. The relationship between champion behavior and team performance 1 year later was mediated by team potency and two external communication activities (i.e., task coordinator and scout). Implications, limitations, and directions for further research on champions and teams are discussed.
TL;DR: This paper examined the relationship between demographic similarity in the supervisor-subordinate dyad and family-supportive supervision and found that supervisors provided more family support to subordinates who were similar in either gender or race than to those subordinates who are dissimilar.
Abstract: This study examines the relationship between demographic similarity in the supervisor-subordinate dyad and family-supportive supervision. The authors found that supervisors provided more family support to subordinates who were similar in either gender or race than to those subordinates who were dissimilar. In addition, family-supportive supervision was highest when subordinates were similar to supervisors in both gender and race. A family-supportive organizational culture was positively related to family-supportive supervision, although contrary to what was predicted, it did not attenuate the effects of gender similarity and racial similarity on family-supportive supervision. Implications of the findings and directions for future research are discussed.
TL;DR: It is concluded that intelligence must be understood in its cultural context and the relevance of culture to intelligence and its investigation, assessment, and development is considered.
Abstract: Intelligence cannot be fully or even meaningfully understood outside its cultural context. Work that seeks to study intelligence a contextually risks the imposition of an investigator’s view of the world on the rest of the world. Moreover, work on intelligence within a single culture may fail to do justice to the range of skills and knowledge that may constitute intelligence broadly defined and risks drawing false and hasty generalizations. In this article, we consider the relevance of culture to intelligence and its investigation, assessment, and development. We describe studies from diverse continents, based on the theory of successful intelligence, that show the importance of understanding intelligence in its cultural context and conclude that intelligence must be understood in such context.
TL;DR: In this article, the influence of several factors on employees' desire to provide upward feedback to their supervisors on an impending upward feedback system was examined, and self-report data from 153 universit...
Abstract: This study examined the influence of several factors on employees’ desire to provide upward feedback to their supervisors on an impending upward feedback system. Self-report data from 153 universit...
TL;DR: In this article, the authors introduce the concept of consideration, which is a mode of interaction in which a resource is bestowed to a recipient, under a context of choice, involving little sacrifice on the part of the giver, and implying that the recipient's situation is present in the receiver's thoughts and feelings.
Abstract: Scholars generally agree that highly effective organizations require the cultivation of personal relationships that are high in trust. However, although most conceptualizations of relational trust stress the roles of intention and choice, few explain how these are socially constructed in discrete interactions. To this end, the authors introduce the concept of consideration. Consideration entails a mode of interaction in which (a) a resource is bestowed to a recipient, (b) under a context of choice, (c) involving little sacrifice on the part of the giver, and (d) implying that the recipient’s situation is present in the giver’s thoughts and feelings. Consideration was observed to be central to trust formation and maintenance in a large defense company. Collegial relationships high in trust are characterized by the consistent application of consideration where there are perceived opportunities. These findings have useful implications for management, network theory, social capital, economic sociology, and fr...
TL;DR: In this paper, the authors developed propositions used to analyze the relationship between loss of legitimacy and the sudden death of three American organizations and the implications of this research for theory and practice, including relationships with the emerging field of organizational wisdom.
Abstract: Organizational death is probably the least studied of any growth or decline process within organizations. Of the limited research that exists, little attention has focused on the impact that loss of legitimacy has as an antecedent to organizational death, particularly when an organization’s death is unanticipated and sudden, resulting from a major shift in previous organizational trends. Using an illustrative case study approach, this article develops propositions used to analyze the relationship between loss of legitimacy and the sudden death of three American organizations. Implications of this research for theory and practice, including relationships with the emerging field of organizational wisdom, limitations of the study, and directions for future research are also presented.
TL;DR: In this article, three major objections are discussed: (a) cultures are entirely relative in their values, so holding one culture to be more intelligent than another is discriminatory; (b) cultural studies are a form of postmodernism, whereas to have one central definition of culture is modernist; and (c) attempts to categorize cultures are crude stereotypes lacking subject.
Abstract: Are claims to describe and measure cultural intelligence credible? Three major objections are discussed: (a) Cultures are said to be entirely relative in their values, so holding one culture to be more intelligent than another is discriminatory; (b) cultural studies are said to be a form of postmodernism, whereas to have one central definition of culture is modernist—an imposition of our own dominant beliefs; and (c) attempts to categorize cultures are said to be crude stereotypes lacking subject. The answer to the first objection is the synergy hypothesis: Values are relative, but they are more or less synergistic. The answer to the second objection is the complementary hypothesis: Cultures are different, even polar opposites, yet they converge in a fuller description. The answer to the third objection is the latency hypothesis, for which every value is given face value and its latent shadow lies behind it.
TL;DR: In this paper, the effect of socialization-related attitudes and behaviors exhibited by insiders on the development of organizational newcomers was investigated, and the authors found that insiders exhibited a negative effect on newcomers.
Abstract: The purpose of this investigation was to study the effect of socialization-related attitudes and behaviors exhibited by insiders on the development of organizational newcomers. New graduate student...
TL;DR: This article examined the extent to which changes in leader behavior 1 year after a 360-degree feedback intervention related to changes in employee attitudes, and found that participants were 145 leaders and their employees.
Abstract: This study examined the extent to which changes in leader behavior 1 year after a 360-degree feedback intervention related to changes in employee attitudes. Participants were 145 leaders and their ...
TL;DR: In this paper, the authors make two basic points in their commentary, both stemming from the field of crosscultural psychology, that intelligence is a concept that is highly variable across cultures; its meaning, development, display, and assessment are all embedded in cultural contexts.
Abstract: The authors make two basic points in their commentary, both stemming from the field of crosscultural psychology. First, in their view, intelligence is a concept that is highly variable across cultures; its meaning, development, display, and assessment are all embedded in cultural contexts. Thus, they consider that a single concept such as cultural intelligence (CQ) is unlikely to be culturally appropriate in all sociocultural settings. Second, when groups and individuals of different cultural backgrounds come into contact, the process of acculturation is set in motion. In this situation, two differing meanings of intelligence are likely to engage each other, bringing some challenges to the intercultural interaction, often resulting in stress, and sometimes in conflict. Eventually, some forms of adaptation are achieved, with the emergence of some effective ways of acting in the intercultural situation. The authors believe that these two points need attention during the further development of the concept of CQ.
TL;DR: It is illustrated that any bivariate or multiple regression provides inadequate information about the levels of analysis in a data set collected in an organizational setting, and individual-level effects may be incorrectly attributed to the group level, and group-level results may be wrongly viewed as being solely individual- level effects.
Abstract: This article illustrates that any bivariate or multiple regression provides inadequate information about the levels of analysis in a data set collected in an organizational setting. As a result, individual-level effects may be incorrectly attributed to the group level, and group-level effects may be incorrectly viewed as being solely individual-level effects. Both of these situations are examples of the “fallacy of the wrong level.” Within and between analysis (WABA) allows levels of analysis to be tested in data. These WABA tests are useful in numerous analytical approaches, including structural equation modeling, hierarchical linear modeling, and various approaches to aggregation. This article provides a decision tree for use in performing tests for multiple alternative levels of analysis in a data set collected in organizations.
TL;DR: In this paper, the authors integrated these findings by examining the joint impact of supervisor-subordinate relationship quality and temporal variables (measured with three types of tenure: relationship, job, and organizational) on supervisor promotability ratings.
Abstract: Previous research has shown the positive impact of relationship quality on promotability ratings and inconsistent results for temporal variables and these same ratings. The authors integrated these findings by examining the joint impact of supervisor-subordinate relationship quality and temporal variables (measured with three types of tenure: relationship, job, and organizational) on supervisor promotability ratings. Using a matched set of 180 supervisor-subordinate dyads, the results supported the interactive effects of time as measured by organizational and relational tenure with relationship quality, whereas job tenure had no impact. Furthermore, the findings suggested that relationship tenure had the strongest impact on the relationship quality-promotability relationship. Implications and directions for future research are discussed.
TL;DR: In this article, the authors examine charismatic transformational leadership behaviors, follower beliefs, and organizational commitment, and test the mediational relationships hypothesized by Behling and McFillen's study.
Abstract: This study examines charismatic transformational leadership behaviors, follower beliefs, and organizational commitment. It tests the mediational relationships hypothesized by Behling and McFillen’s...
TL;DR: A special issue of the 2004 Eastern Academy of Management Conference with the theme of Organizational Wisdom: Human, Managerial, and Strategic Implications is presented in this article, with a selection of select papers from the 2004 EAM Conference.
Abstract: This special issue comprises select papers from the 2004 Eastern Academy of Management Conference with the theme of Organizational Wisdom: Human, Managerial, and Strategic Implications. The evoluti...
TL;DR: The authors examined gender differences in job moves described in 952 Wall Street Journal announcements of senior managers and found that women were more likely to cope with new experiences than men when they were transferred.
Abstract: Prior research has shown that employees learn by coping with new experiences. However, we examined gender differences in job moves described in 952 Wall Street Journal announcements of senior manag...
TL;DR: In this article, the influence of type of social contract (i.e., transactional vs. relational) on how organizations responded to financial crisis in Turkey was examined and the role of soc...
Abstract: This study examined the influence of type of social contract (i.e., transactional vs. relational) on how organizations responded to financial crisis in Turkey. Moreover, it examined the role of soc...
TL;DR: In this paper, the authors introduce the concept of fair organization to organizational justice theory and describe two interactive verbal practices, hedging intent and demonstrating purpose, employed by HR managers as a means of sustaining fair organization for themselves and for others.
Abstract: Most organizational justice research investigates employees’ perceptions of fairness with respect to particular policies, procedures, and/or interactions. This article proposes an alternative approach to justice concerns and describes an interpretive research project where attention focused on the verbal practices of five human resource (HR) managers during interactions involving the making, applying, or interpreting of organizational policies. In so doing, it introduces the concept of fair organization to organizational justice theory and describes two interactive verbal practices, hedging intent and demonstrating purpose, employed by HR managers as a means of sustaining fair organization for themselves and for others. The article concludes with a discussion of the opportunities that an interpretive approach to issues of organizational justice provides for management scholarship.