Showing papers in "Group & Organization Management in 2016"
TL;DR: In this article, the authors collected multilevel data from 426 team members and 52 leaders during an organizational crisis in health care, and the results of hierarchical linear modeling describe the influence of leader behavior on team members' resilience, which is primarily through affective mechanisms.
Abstract: During an organizational crisis in health care, we collected multilevel data from 426 team members and 52 leaders. The results of hierarchical linear modeling describe the influence of leader behavior on team members’ resilience, which is primarily through affective mechanisms. Specifically, transformational leadership was associated with greater levels of positive affect and lower levels of negative affect, which in turn predicted higher resilience among team members. Inverse effects were found for the passive form of management-by-exception (MBE) leadership. Contrary to expectation, no relationship was found between active MBE leadership and affect. The implications for leaders and team members to foster positive affect and resilience during a crisis are discussed.
139 citations
TL;DR: In this article, the authors suggest that the understanding of leader impact on innovation would benefit from explicitly recognizing both group-and individual-focused transformational leadership dimensions and their distinct effects on team and individual innovation.
Abstract: Transformational leadership has consistently been argued to enhance team innovation, yet related research has generated ambiguous findings We suggest that our understanding of leader impact on innovation would benefit from explicitly recognizing both group- and individual-focused transformational leadership dimensions and their distinct effects on team and individual innovation In particular, we predict a novel contrasting effect in which group-focused transformational leader behavior has a positive impact on team innovation but a negative impact on individual innovation We further argue that this divergence in leader effect is strengthened by task interdependence, which enhances the negative effects of grouplevel transformational leadership on individual innovation Data from 195 members of 56 teams support our predicted pathways, which contribute to a clearer understanding of the complex, multilevel effects of leadership in innovation in teams, and highlight the importance of differentiating between team and individual leader dimensions and outcomes
93 citations
TL;DR: It is postulate that while leadership decision making in a group/organizational context could be effectively delegated to an artificial-intelligence (AI)-based decision system, this would need to be subject to the devising of crucial safeguarding conditions.
Abstract: Machines are increasingly becoming a substitute for human skills and intelligence in a number of fields where decisions that are crucial to group performance have to be taken under stringent constr...
83 citations
TL;DR: For example, the authors suggests that positive humor by leaders can be beneficial, but that negative humor should be avoided at all costs, while the conventional wisdom from the popular and scholarly literatures consistently suggests that the opposite is true.
Abstract: Conventional wisdom from the popular and scholarly literatures consistently suggests that positive humor by leaders can be beneficial, but that negative humor should be avoided at all costs. To exp...
81 citations
TL;DR: In this article, the authors address the problem of early-stage creative efforts' ability to overcome a variety of liabilities of newness, including the difficulty of adapting to new technologies.
Abstract: One of the enduring insights about early-stage creative efforts is that their prospects for success depend on their ability to overcome a variety of liabilities of newness. In our study, we address...
80 citations
TL;DR: In this article, the similarity-attraction paradigm was used to find out whether proteges receive more career and psychosocial support if mentors and proteges have similar personalities, and they concluded that matching mentors with proteges on two specific personality traits, openness to experience and conscientiousness, enhances the outcomes of mentoring relationships for proteges.
Abstract: Organizations establish formal mentoring programs to advance personal and professional development, but not all relationships between mentors and proteges deliver these results. Based on the similarity-attraction paradigm, it is proposed that proteges receive more career and psychosocial support if mentors and proteges have similar personalities. A test of the model with data from a sample of 68 mentor–protege dyads of a formal mentoring program showed, first, that career support is linked to mentor and protege similarity in the personality trait openness to experience and, second, that psychosocial support for proteges is linked to mentor and protege similarity in openness to experience and conscientiousness. It is concluded that matching mentors with proteges on two specific personality traits, openness to experience and conscientiousness, enhances the outcomes of mentoring relationships for proteges.
64 citations
TL;DR: In this paper, the authors developed and tested a model that posited employability and job performance as intervening variables in the relationship between the receipt of mentoring and career success, and found that mentoring receipt was related to both employability, and that job performance was associated with career success.
Abstract: This study developed and tested a model that posited employability and job performance as intervening variables in the relationship between receipt of mentoring and career success. Participants were 207 information technology (IT) professionals employed in small and medium-sized enterprises (SMEs) in three European countries. Mentoring receipt was related to both employability and job performance. Employability mediated the relationship of mentoring receipt with objective and subjective career success, as well as its relationship with job performance. The findings indicate that receipt of mentoring is connected to job performance, a link that has hitherto lacked empirical evidence. In addition, they suggest a pivotal role for employability in the relationship of mentoring receipt with job performance and career success. Overall, this study helps unveil the mechanism through which mentoring affects career outcomes. Moreover, it shows that the benefits of mentoring hold outside the context of large corporations.
62 citations
TL;DR: In this paper, the authors propose and test a novel approach to the dilemma that the very network-bridging structure most likely to provide access to novel knowledge may be ill-suited for the cooperation needed to success.
Abstract: We propose and test a novel approach to the dilemma that the very network-bridging structure most likely to provide access to novel knowledge may be ill-suited for the cooperation needed to success...
60 citations
TL;DR: In this article, the authors examined the relationship between managerial gender diversity (MGD) and firm performance and found that MGD can trigger group processes that can impede the attainment of the performance benefits associated with moderate levels of MGD.
Abstract: This study examines the relationship between managerial gender diversity (MGD) and firm performance. It outlines how extremely low and extremely high levels of MGD can trigger group processes that can impede the attainment of the performance benefits associated with moderate levels of MGD. Findings from longitudinal panel data from financial service firms in Portugal suggest that the effects of MGD on firm performance are best captured by a non-linear function with two breaking points. This study introduces a framework that combines different theoretical perspectives focused on tokenism, subgroup formation, divergent thinking, and other group processes linked to positive and negative gender-diversity consequences. Corresponding overall firm-performance outcomes are contingent upon the level of MGD.
60 citations
TL;DR: This article examined the influence of CEOs' intellectually stimulating behavior, namely, encouraging followers to bring up new perspectives and innovative approaches at work, on employees' perceptions of the meaningfulness of their work.
Abstract: This study examines the influence of CEOs’ intellectually stimulating behavior, namely, encouraging followers to bring up new perspectives and innovative approaches at work, on employees’ perceptions of the meaningfulness of their work. Drawing from a collective sensemaking lens, we predicted that such CEO behavior would have a greater impact on experienced meaningfulness of work in contexts in which inputs to attributing meaning are less certain and clear-cut. Specifically, we examined the moderating roles of firm performance and industry dynamism. We surveyed the CEOs and employees from 43 firms in innovation-driven industries. Our results show lower firm performance or rapid and unpredictable changes in the industry are associated with a stronger positive relationship between CEO intellectual stimulation and employee work meaningfulness. We discuss the implications of our findings for organizational leadership practices.
57 citations
TL;DR: This paper found that different interaction pattern characteristics are related to team performance in routine and non-routine situations, and that teams engage in more contingency, in-process planning behavior during routine versus non-Routine situations.
Abstract: Previous research asserts that teams working in routine situations pass through performance episodes characterized by action and transition phases, while other evidence suggests that certain team behaviors significantly influence team effectiveness during nonroutine situations. We integrate these two areas of research—one focusing on the temporal nature of team episodic performance and the other on interaction patterns and planning in teams—to more fully understand how teams working in dynamic settings successfully transition across routine and nonroutine situations. Using behavioral data collected from airline flight crews working in a flight simulator, we find that different interaction pattern characteristics are related to team performance in routine and nonroutine situations, and that teams engage in more contingency, in-process planning behavior during routine versus nonroutine situations. Moreover, we find that the relationship between this in-process planning and subsequent team adaptiveness is curvilinear (inverted U-shaped). That is, team contingency or in-process planning activity may initially increase team adaptiveness, but too much planning has adverse effects on subsequent performance.
TL;DR: In this paper, the authors investigated the relationship between different types of team culture and team performance, and found that team-level analyses conducted on the leaders and members of 104 teams revealed a significant association between internal process team cultures and team task performance.
Abstract: Despite the vast amount of research on the antecedents of team performance, the role of subcultures in team contexts has only received scant attention. This study investigates the relationships between different types of team culture and team performance. Team-level analyses conducted on the leaders and members of 104 teams revealed a significant association between internal process team culture and team task performance, as well as a marginally significant relationship between human relations team culture and team task performance. Furthermore, team prevention focus mediated the relationships between internal process and human relations team cultures and team task performance. Team promotion focus mediated the relationship between open system team culture and team creative performance. These findings offer new insights regarding team culture, collective regulatory focus, and team performance.
TL;DR: In this article, the authors examined the relationship between ethical leadership and multidimensional organizational citizenship behaviors (OCBs), specifically organization-targeted OCBs (OCBOs) and individual targeted OCBI (OCBI), and examined the multiple mediating effects of selfefficacy, respect, and leader-member exchange (LMX).
Abstract: This study examined the relationship between ethical leadership and multidimensional organizational citizenship behaviors (OCBs), specifically organization-targeted OCBs (OCBO) and individual-targeted OCBs (OCBI). In addition, the study examined the multiple mediating effects of self-efficacy, respect, and leader–member exchange (LMX) on the relationship between ethical leadership and OCBO, as well as the relationship between ethical leadership and OCBI. Through the application of a hierarchical linear model, an analysis of the results from 656 dyadic supervisor–subordinate data from 145 business units in Taiwan showed that both respect and LMX significantly mediated the ethical leadership–OCBO and leadership–OCBI relationships. The implications of these results for theory and practice and directions for future research are also discussed.
TL;DR: A recent focus on social contexts in the psychological contracts literature has provided the bases for the study of psychological contract fulfillment (PCF) at higher levels of analysis as mentioned in this paper. But this focus is not applicable to the context of the present paper.
Abstract: A recent focus on social contexts in the psychological contracts literature has provided the bases for the study of psychological contract fulfillment (PCF) at higher levels of analysis. Continuing...
TL;DR: In this article, the authors describe how organizations characterized by knowledge work will experience pressures from a variety of sources to provide increasing levels of autonomy to employees, as the nature of work has changed.
Abstract: Organizations characterized by knowledge work will experience pressures from a variety of sources to provide increasing levels of autonomy to employees. Furthermore, as the nature of work has chang...
TL;DR: In this article, the impact of subjective similarity in teams on team effectiveness was investigated using a multi-wave, multi-level design, and the authors found that teams in which members share perceptions of high supplementary as well as high complementary fit outperform those in which they do not.
Abstract: Using a multi-wave, multi-level design, this study unravels the impact of subjective (dis)similarities in teams on team effectiveness. Based on optimal distinctiveness theory and the social inclusion model, we assume combined effects of individual and shared perceptions of supplementary and complementary person–team fit on affective and performance-based outcomes. Furthermore, at the team level, we expect this relationship to be mediated by team cohesion. In a sample of 121 participants (across 30 teams), we found that teams in which members share perceptions of high supplementary as well as high complementary fit outperform those in which they do not. In addition, members of such teams report higher levels of team satisfaction and viability. Both of these occur through positive effects on the cohesion within the team. Thereby, our results support the central tenet of the social inclusion model. At the individual level, this enhancing effect of the interaction was not supported, providing additional evidence for considering perceived person–team fit as a collective construct.
TL;DR: In a series of three studies, experimental as well as survey-based, using Spanish, Dutch, and American samples, this article examined such gendered construction of male leadership and its effects on cooperation.
Abstract: This study challenges researchers and practitioners in the field of leadership to consider communion as a relevant variable for (male) leadership effectiveness. We suggest that communal traits influence the ability of male leaders to engender cooperation and that this effect is stronger in male-dominated contexts. We argue that this is because relevant traits and leadership behaviors that underscore a sense of community are associated with stereotypically feminine roles and identity. In a series of three studies, experimental as well as survey-based, using Spanish, Dutch, and American samples, we examined such gendered construction of male leadership and its effects on cooperation. Among others, results are discussed in terms of how stereotypically masculine constructions of male leadership may create barriers to effective leadership.
TL;DR: The authors conducted an experimental study to compare the effects of organization-sponsored gender diversity management programs on women's evaluations of organizational attractiveness in two countries: the United States and France, and found that country and individual characteristics affect how diversity management signals are translated into perceptions of the organization.
Abstract: We conducted an experimental study to compare the effects of organization-sponsored gender diversity management programs on women’s evaluations of organizational attractiveness in two countries: the United States and France. Importantly, we examined perceived potential for advancement as a mediator of the relationship, thus elaborating on an underlying mechanism implied by signaling theory. Results from a sample of 230 women in the United States and France provided overall support for the model. We found that country and individual characteristics affect how diversity management signals are translated into perceptions of the organization. We discuss the theoretical and practical contributions of the study, as well as limitations and opportunities for future research.
TL;DR: In this paper, the role of self-monitoring personality in shaping network change in two important types of social relationships was examined, and the authors found that individuals with higher levels of selfmonitoring derive persistent personality-linked in-degree centrality benefits in the general socializing network but have fading benefits over time in the close friendship network.
Abstract: We examine the role of self-monitoring personality in shaping network change in two important types of social relationships. In a two-wave social network study, we find that individuals with higher levels of self-monitoring derive persistent personality-linked in-degree centrality benefits in the general socializing network but have fading benefits over time in the close friendship network. Simultaneous examination of the formation and dissolution of relationships over time (network churn) reveals that this pattern of network change is shaped by differential reactions of relationship partners to individuals based upon level of self-monitoring in the two network types. Overall, by incorporating the dynamic reactions of relationship partners, the findings contribute to the understanding of the complex relationship between personality and social network development.
TL;DR: In this paper, prominent themes in the teams literature and the pay-for-performance literature are integrated to develop a framework of team pay for performance effectiveness, using this framework as a guide.
Abstract: Teams are an important part of most organizations. As such, it is necessary that organizational leaders make a number of decisions regarding how to pay teams. In this article, prominent themes in the teams literature and the pay-for-performance literature are integrated to develop a framework of team pay-for-performance effectiveness. Using this framework as a guide, the literature on team pay-for-performance is reviewed. Important dimensions of the team pay-for-performance construct are identified, and mediating paths between these dimensions and team outcomes are clarified. This integration leads to identification and discussion of valuable areas for future work.
TL;DR: In this article, the authors discuss the possibility of sending a team to Mars by the year 2030 with the goal of "effective teamwork is beneficial for organizations on Earth, but is a sine qua non for teams venturing into outer space".
Abstract: Effective teamwork is beneficial for organizations on Earth, but is a sine qua non for teams venturing into outer space. The prospect of sending a team to Mars by the year 2030 invites organization...
TL;DR: In this article, the authors introduce and test the notion that a financial legitimacy threshold (FLT) exists within emerging ventures, using attainment of financing as a proxy for initial legitimacy, and test their hypothesis that an FLT exists on two large, independent data sets.
Abstract: Two decades of informative research has asserted that legitimacy attainment is essential to the survival and growth of emerging ventures, yet little empirical research has been conducted to either (a) validate the notion that emerging ventures transition from pre-legitimacy to legitimacy, or (b) identify when such a transition happens for the average new venture. Hence, the present research seeks to begin bridging this substantial gap by introducing and testing the notion that a financial legitimacy threshold (FLT) exists within emerging ventures. Using attainment of financing as a proxy for initial legitimacy, we test our hypothesis that an FLT exists on two large, independent data sets—the 1998 (N = 3,033) and 2003 (N = 3,751) Surveys of Small Business Finances. Results indicate that emerging ventures tend to finally transition to legitimacy and, thus, substantially shed external liabilities of newness at 12 years of age, six employees, and $379,000 in sales. Our findings that an FLT exists advance the ...
TL;DR: In this paper, a conceptual discussion and a theoretical framework explaining how the liabilities of newness, which are traditionally thought of as disadvantages that young companies face, can be explained and discussed.
Abstract: This article presents a conceptual discussion and a theoretical framework explaining how the liabilities of newness, which are traditionally thought of as disadvantages that young companies face, c...
TL;DR: In this article, the imprinting perspective suggests that the decisions made early in the life of a firm may have lasting impact on its ability to move in a strategic direction, and the authors use this perspective to examine the impact of early decisions on a firm's ability to make strategic decisions.
Abstract: The imprinting perspective suggests that the decisions made early in the life of a firm may have lasting impact on its ability to move in a strategic direction. Utilizing this perspective, we exami...
TL;DR: Liabilities of newness and smallness as well as other issues (e.g., "imprinting") that affect nascent firms represent foundational entrepreneurship issues as mentioned in this paper, and the articles in this special issue examine if and how these critical issues have changed over time, especially given recent innovations and other trends in society.
Abstract: Liabilities of newness and smallness as well as other issues (e.g., “imprinting”) that affect nascent firms represent foundational entrepreneurship issues. The articles in this Special Issue examine if and how these critical issues have changed over time, especially given recent innovations (e.g., crowdfunding) and other trends in society. We believe that a special issue devoted to these topics is especially timely not only because this research can inform current management theory, policy, and practice, but also because it has now been five and three decades, respectively, since the publication of Stinchcombe’s and Aldrich and Auster’s seminal works on these issues. These anniversaries, thus, provide an ideal time to reflect on findings, to date, and plot potential future research avenues.