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Antecedents of shared leadership: empowering leadership and interdependence. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2015. [DOI: 10.1108/lodj-06-2013-0075] [Citation(s) in RCA: 60] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– Shared leadership describes leadership as a collective and reciprocal activity distributed among the members of a team (Carson et al., 2007). The purpose of this paper is to investigate variables assumed to be antecedents for this leadership approach. In particular, the authors examine the importance of external empowering leadership and task and goal interdependence for shared leadership as well as the relationship between shared leadership and team performance.
Design/methodology/approach
– In order to test the hypotheses, the authors applied structural equation modeling using a field sample of 81 knowledge and manufacturing teams from a Danish company.
Findings
– Results indicated that an external empowering team leader and interdependence in the team significantly predicted the extent of shared leadership, which, in turn, was positively related to team leader ratings of team performance.
Research limitations/implications
– Overall, the study supports previous findings that the act of sharing leadership in a team may contribute to increased team performance. In addition, the study provides an initial understanding of antecedent conditions for the successful development of shared leadership. However, as the study was cross-sectional and conducted within a single organization, care must be taken in making causal claims or in generalizing the results without additional evidence.
Originality/value
– Few studies focus on the antecedents of sharing leadership. The authors obtained evidence, which suggests that the development of shared leadership may depend on the presence of an empowering team leader as well as task and goal interdependence in the team.
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Cuijpers M, Uitdewilligen S, Guenter H. Effects of dual identification and interteam conflict on multiteam system performance. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2015. [DOI: 10.1111/joop.12113] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Maarten Cuijpers
- School of Governance; Law & Urban Development; Saxion University of Applied Sciences; Enschede The Netherlands
| | - Sjir Uitdewilligen
- Faculty of Psychology and Neuroscience; Maastricht University; The Netherlands
| | - Hannes Guenter
- Department of Organization & Strategy; Maastricht University School of Business and Economics; The Netherlands
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53
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Whetten DA. An Examination of the Interface between Context and Theory Applied to the Study of Chinese Organizations. MANAGEMENT AND ORGANIZATION REVIEW 2015. [DOI: 10.1111/j.1740-8784.2008.00132.x] [Citation(s) in RCA: 134] [Impact Index Per Article: 14.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
This paper expands recent appeals for more context sensitive organizational research to include organizational theory. It does this by systematically examining the interface between theory and context, characterized herein as contextualizing theory (theories in context) and theorizing about context (theories of context). The results of this analysis challenge recent criticisms of Chinese organizational scholarship for relying too much on Western theory. As an alternative to discontinuing the practice of cross-context theory borrowing, ways of making this borrowing more context sensitive are explored. The use of context effects to explain organizational phenomena, as well as their essential contribution to all forms of cross-context scholarship, is also examined. In addition, specific suggestions are offered for overcoming the obstacles facing scholars engaged in cross-context theorizing, especially scholars in new research contexts interested in using and improving ‘mainstream’ theory.
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54
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Tjosvold D, Law KS, Sun H. Effectiveness of Chinese Teams: The Role of Conflict Types and Conflict Management Approaches. MANAGEMENT AND ORGANIZATION REVIEW 2015. [DOI: 10.1111/j.1740-8784.2006.00040.x] [Citation(s) in RCA: 92] [Impact Index Per Article: 10.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
Findings based on 186 teams involving 689 employees, working in twelve Chinese state-owned factories in three cities, indicated that a cooperative in contrast to a competitive approach was related to perceived team effectiveness, as measured by both team managers and team members. The role of conflict types for team effectiveness, on the other hand, is ambiguous. Furthermore, conflict management approaches affect team perceptions of relational and task conflict. Results suggest that a cooperative conflict management approach may be equally useful for Chinese work teams, as it is for teams in the Western context.
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55
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Schaeffner M, Huettermann H, Gebert D, Boerner S, Kearney E, Song LJ. Swim or Sink Together. GROUP & ORGANIZATION MANAGEMENT 2014. [DOI: 10.1177/1059601114561059] [Citation(s) in RCA: 19] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
This article investigates collective team identification and team member alignment (i.e., the existence of short- and long-term team goals and team-based reward structures) as moderators of the association between task and relationship conflicts. Being indicators of cooperative goal interdependence in teams, both moderators are hypothesized to mitigate the positive association between the two conflict types. Findings from 88 development teams confirm the moderating effect for collective team identification, but not for team member alignment. Moreover, the moderating role of collective team identification is found to be dependent on the level of task conflict: It is more effective in decoupling task and relationship conflicts at medium as compared with high or low levels of task conflict.
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56
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Benoliel P, Somech A. The Role of Leader Boundary Activities in Enhancing Interdisciplinary Team Effectiveness. SMALL GROUP RESEARCH 2014. [DOI: 10.1177/1046496414560028] [Citation(s) in RCA: 27] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
This study examined how leaders’ internal and external activities mediate the relationship of functional heterogeneity and interteam goal interdependence to team effectiveness (in-role performance and innovation) in interdisciplinary teams. The results of the structural equation model from a sample of 92 interdisciplinary teams indicate that leaders’ internal activities fully mediate the relationship of team functional heterogeneity and interteam goal interdependence to team in-role performance. The leaders’ external activities were found to fully mediate the relationship of interteam goal interdependence to team innovation. We discuss the implications of these findings for both theory and practice.
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57
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Kugler KG, Brodbeck FC. Corporate Communication and Worker Perceptions of Conflict Management and Justice. NEGOTIATION AND CONFLICT MANAGEMENT RESEARCH 2014. [DOI: 10.1111/ncmr.12042] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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58
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Chen G, Tjosvold D. Leader productivity and people orientations for cooperative goals and effective teams in China. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2014. [DOI: 10.1080/09585192.2013.872168] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
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59
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Promise Opute A. Cross-functional bridge in dyadic relationship. TEAM PERFORMANCE MANAGEMENT 2014. [DOI: 10.1108/tpm-06-2013-0019] [Citation(s) in RCA: 9] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– This paper aims to examine the use of Cross-Functional Bridge (CFB) in dyadic relationships towards enhancing organisational performance. Prior research has flagged conflict in interfunctional relationships. Research on managing such conflict context is, however, limited.
Design/methodology/approach
– Analysing 20 in-depth interviews conducted in UK financial services organisations, this study explains how the CFB is used to manage interfunctional relationship conflict and enhance performance.
Findings
– This study underlines three core insights about intragroup working relationship: cultural and disciplinary differences and boundary fencing are core features of, and conflict drivers in, the accounting – marketing interface; CFB is a tool for analysing and managing these conflict drivers; and organisations that use this tool achieve improved organisational performance, an outcome that is enhanced and sustained through the team psychological enhancement factor of the conflict management strategy. Also, this study underlines the need to ensure a fit between conflict management strategy and conflict types.
Research limitations/implications
– This research has several limitations. It explores only accounting – marketing working relationship in UK financial services organisations. Also, it explores only relationship conflict and cultural and disciplinary diversity and boundary fencing factors. Finally, this study suggests a mediating influence of psychological well-being on the CFB – performance link, a conclusion that is based on a methodologically inadequate tool: causes and effects associations are better assessed quantitatively (Johnson and Onwuegbuzie, 2004).
Practical implications
– The paper highlights insights for analysing and resolving conflicts towards harmonious dyadic relationships. Importantly, managers who use the flagged CFB tool would achieve psychological enhancement in team, and extendedly enhanced organisational performance. Managers are reminded of the need to adequately address the emotional substances in relationship conflicts, as failure to do this will lead to conflict escalation, transformation and negative performance.
Originality/value
– The paper offers theory testing and theory building knowledge. The CFB insight is a major highlight, one that lays a brick for future development, especially concerning its modus operandi, motivators and how to maximize its performance value.
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60
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Chan JCY, Sit ENM, Lau WM. Conflict management styles, emotional intelligence and implicit theories of personality of nursing students: a cross-sectional study. NURSE EDUCATION TODAY 2014; 34:934-939. [PMID: 24225346 DOI: 10.1016/j.nedt.2013.10.012] [Citation(s) in RCA: 30] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/17/2013] [Revised: 09/15/2013] [Accepted: 10/21/2013] [Indexed: 06/02/2023]
Abstract
BACKGROUND Conflict management is an essential skill that nursing students need to master as conflict is unavoidable in clinical settings. Examining nursing students' conflict management styles and the associating factors can inform nurse educators on how to equip nursing students for effective conflict management. OBJECTIVES This study aimed at examining undergraduate nursing students conflict management styles in managing conflict with their supervisors in clinical placement. The associations of emotional intelligence and implicit theories of personality with conflict management styles were also investigated. DESIGN This is a cross-sectional quantitative survey. SETTING This study took place at a nursing school at a university in Hong Kong. PARTICIPANTS 568 undergraduate nursing students participated in the study. METHODS Students completed a questionnaire which consisted of demographics, Measure of Implicit Theories of Personality, The Schutte Emotional Intelligence Scale (SEIS) and The Rahim Organizational Conflict Inventory-II (ROCI-II) and received a HKD 20 book coupon as compensation. The data were analyzed by descriptive statistics, reliability analyses, t-tests, correlational and linear regression analyses. RESULTS For managing conflict with clinical supervisors, students used obliging and integrating most frequently whereas used dominating least. Emotional intelligence was a significant predictor of all five conflict management styles. The higher the emotional intelligence, the more students used integrating, obliging, compromising and dominating. The lower the emotional intelligence, the more students used avoiding. There was a significant association between implicit theories of personality and compromising. The less malleable students perceived personality to be, the more they used compromising. CONCLUSIONS Emotional intelligence was significantly associated with all five conflict management styles while implicit theories of personality were significantly associated with compromising style only. Efforts of nurse educators to enhance students' conflict management skills and emotional intelligence to face conflicts in clinical settings are discussed.
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Affiliation(s)
- Joanne C Y Chan
- The Nethersole School of Nursing, The Chinese University of Hong Kong, Shatin, The New Territories, Hong Kong.
| | - Emily N M Sit
- The Nethersole School of Nursing, The Chinese University of Hong Kong, Shatin, The New Territories, Hong Kong
| | - W M Lau
- The Nethersole School of Nursing, The Chinese University of Hong Kong, Shatin, The New Territories, Hong Kong
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61
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Wang Z, Tjosvold D, Chen YFN, Luo Z. Cooperative goals and team performance: Examining the effects of advice network. ASIA PACIFIC JOURNAL OF MANAGEMENT 2014. [DOI: 10.1007/s10490-014-9382-z] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
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62
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Evans MB, Eys MA. Collective goals and shared tasks: Interdependence structure and perceptions of individual sport team environments. Scand J Med Sci Sports 2014; 25:e139-48. [DOI: 10.1111/sms.12235] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 03/19/2014] [Indexed: 11/30/2022]
Affiliation(s)
- M. B. Evans
- Department of Psychology; Wilfrid Laurier University; Waterloo Ontario Canada
| | - M. A. Eys
- Department of Psychology; Wilfrid Laurier University; Waterloo Ontario Canada
- Department of Kinesiology and Physical Education; Wilfrid Laurier University; Waterloo Ontario Canada
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63
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Price C, Whiteley A. Corporate Culture and Employee Identity: Cooption or Commitment through Contestation? JOURNAL OF CHANGE MANAGEMENT 2014. [DOI: 10.1080/14697017.2014.896391] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
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64
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Tjosvold D, Wong AS, Feng Chen NY. Constructively Managing Conflicts in Organizations. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2014. [DOI: 10.1146/annurev-orgpsych-031413-091306] [Citation(s) in RCA: 111] [Impact Index Per Article: 11.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Researchers have used various concepts to understand the conditions and dynamics by which conflict can be managed constructively. This review proposes that the variety of terms obscures consistent findings that open-minded discussions in which protagonists freely express their own views, listen and understand opposing ones, and then integrate them promote constructive conflict. Studies from several traditions also suggest that mutual benefit relationships are critical antecedents for open-minded discussion. This integration of research findings identifies the skills and relationships that can help managers and employees deal with their increasingly complex conflicts. Research is needed to deepen our understanding of the dynamics of open-minded discussion and the conditions that promote it as well as when open-mindedness is inappropriate. Training studies can test and show how the model of open-minded discussion supported by mutual benefit relationships can be applied in cross-cultural and other challenging settings.
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Affiliation(s)
- Dean Tjosvold
- Department of Management, Lingnan University, Hong Kong
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65
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Kurt L, Kugler KG, Coleman PT, Liebovitch LS. Behavioral and emotional dynamics of two people struggling to reach consensus about a topic on which they disagree. PLoS One 2014; 9:e84608. [PMID: 24427290 PMCID: PMC3888402 DOI: 10.1371/journal.pone.0084608] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/01/2013] [Accepted: 11/15/2013] [Indexed: 11/19/2022] Open
Abstract
We studied the behavioral and emotional dynamics displayed by two people trying to resolve a conflict. 59 groups of two people were asked to talk for 20 minutes to try to reach a consensus about a topic on which they disagreed. The topics were abortion, affirmative action, death penalty, and euthanasia. Behavior data were determined from audio recordings where each second of the conversation was assessed as proself, neutral, or prosocial. We determined the probability density function of the durations of time spent in each behavioral state. These durations were well fit by a stretched exponential distribution, with an exponent, , of approximately 0.3. This indicates that the switching between behavioral states is not a random Markov process, but one where the probability to switch behavioral states decreases with the time already spent in that behavioral state. The degree of this “memory” was stronger in those groups who did not reach a consensus and where the conflict grew more destructive than in those that did. Emotion data were measured by having each person listen to the audio recording and moving a computer mouse to recall their negative or positive emotional valence at each moment in the conversation. We used the Hurst rescaled range analysis and power spectrum to determine the correlations in the fluctuations of the emotional valence. The emotional valence was well described by a random walk whose increments were uncorrelated. Thus, the behavior data demonstrated a “memory” of the duration already spent in a behavioral state while the emotion data fluctuated as a random walk whose steps did not have a “memory” of previous steps. This work demonstrates that statistical analysis, more commonly used to analyze physical phenomena, can also shed interesting light on the dynamics of processes in social psychology and conflict management.
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Affiliation(s)
- Levent Kurt
- Division of Mathematics and Natural Sciences, Queens College, City University of New York, Queens, New York, United States of America
- * E-mail:
| | - Katharina G. Kugler
- Department of Psychology, Ludwig-Maximilians-Universität München, Munich, Germany
| | - Peter T. Coleman
- Department of Organization and Leadership, International Center for Cooperation and Conflict Resolution, Columbia University Teachers College, New York, New York, United States of America
| | - Larry S. Liebovitch
- Departments of Physics and Psychology, Dean Division of Mathematics and Natural Sciences, Queens College, City University of New York, Queens, New York, United States of America
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66
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Changhong Lu S, Tjosvold D. Socialization tactics: Antecedents for goal interdependence and newcomer adjustment and retention. JOURNAL OF VOCATIONAL BEHAVIOR 2013. [DOI: 10.1016/j.jvb.2013.05.002] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
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67
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de Wit FR, Jehn KA, Scheepers D. Task conflict, information processing, and decision-making: The damaging effect of relationship conflict. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2013. [DOI: 10.1016/j.obhdp.2013.07.002] [Citation(s) in RCA: 60] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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68
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Janssen O, Giebels E. When and why creativity‐related conflict with coworkers can hamper creative employees' individual job performance. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2013. [DOI: 10.1080/1359432x.2012.669524] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
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69
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Chen NYF, Tjosvold D. Inside the leader relationship: constructive controversy for team effectiveness in China. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2013. [DOI: 10.1111/jasp.12134] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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70
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Beersma B, Homan AC, Van Kleef GA, De Dreu CK. Outcome interdependence shapes the effects of prevention focus on team processes and performance. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2013. [DOI: 10.1016/j.obhdp.2013.02.003] [Citation(s) in RCA: 31] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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71
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O'Neill TA, Allen NJ, Hastings SE. Examining the “Pros” and “Cons” of TeamConflict: A Team-Level Meta-Analysis of Task, Relationship, and Process Conflict. HUMAN PERFORMANCE 2013. [DOI: 10.1080/08959285.2013.795573] [Citation(s) in RCA: 82] [Impact Index Per Article: 7.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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72
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Abstract
The work of virtual teams is increasingly important to today’s organizations, work that is accomplished predominantly via computer-mediated communication. The authors investigate the moderating role of experience with instant messaging on the team interpersonal processes (cohesion and openness) to team effectiveness relationship in virtual teams. Data were obtained from 365 virtual team members using survey methodology and analyzed using hierarchical moderated regression and multilevel analyses. They found that team cohesion has a main effect on team effectiveness. Team openness has a main effect and is moderated by experience with instant messaging, i.e., strengthens the relationship. Understanding the role of team interpersonal processes and the role of the communication media will allow managers to more effectively build virtual teams and provide effective training and support. Using the theoretical lens of channel expansion theory the authors expand theoretical, empirical and practical knowledge of this area.
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Affiliation(s)
- John R. Carlson
- Department of Information Systems, Baylor University, Waco, TX, USA
| | | | | | - Randal L. Vaughn
- Department of Information Systems, Baylor University, Waco, TX, USA
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73
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Bechtoldt MN, Beersma B, Rohrmann S, Sanchez-Burks J. A gift that takes its toll: Emotion recognition and conflict appraisal. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2013. [DOI: 10.1080/1359432x.2011.614726] [Citation(s) in RCA: 10] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/05/2023]
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74
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Leadership, team and decision speed: empirical study using cross‐provincial data. CHINESE MANAGEMENT STUDIES 2012. [DOI: 10.1108/17506141211280281] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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75
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Leaders’ transformational, conflict, and emotion management behaviors in culturally diverse workgroups. EQUALITY, DIVERSITY AND INCLUSION: AN INTERNATIONAL JOURNAL 2012. [DOI: 10.1108/02610151211277581] [Citation(s) in RCA: 38] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposePrevious research has shown that diversity is related to both task and relationship conflict in groups. The purpose of this paper is to posit that leadership is an important factor for maintaining high group performance and morale under conditions of conflict. Specifically, the paper argues that leader conflict management, emotion management, and transformational behaviors determine the impact of conflict on group outcomes.Design/methodology/approachData were collected from 585 people in 89 workgroups from eight public service organizations in Australia. The authors used hierarchical regression to test the hypotheses regarding group performance and morale. To test mediation and moderation, the authors followed the procedure outlined by Baron and Kenny. Finally, they used the formulas provided by Preacher, Rucker and Hayes to test for moderated mediation.FindingsResults showed that diversity increased task conflict but was unrelated to relationship conflict. Both task and relationship conflict were negatively associated with group performance and morale, and effective leadership reduced these negative effects to zero. There was also a partial support for the authors’ theoretical model predicting that leadership moderates the indirect effect of diversity on group outcomes occurring through the mediator of conflict.Research limitations/implicationsA greater amount of variation in the diversity of work groups included in the sample would have been useful for overcoming problems of restriction of range, which likely reduced ability to observe an association between diversity and group outcomes. Based on the results, in order to prevent negative emotions from task and relationship conflict from damaging group performance, leaders of diverse groups can act to manage those emotions among their group members. Results from this study implicate conflict management training. While training for conflict management is beyond the scope of this research, further research should examine this issue.Originality/valueThe study extends research in the area of diversity, leadership and group work. In particular, it demonstrates that transformational leadership is an important factor for maintaining high group performance and morale under conditions of conflict. It also offers practical assistance to individuals entrusted with the responsibility of managing culturally diverse workgroups.
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76
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Bechtoldt MN, Choi HS, Nijstad BA. Individuals in mind, mates by heart: Individualistic self-construal and collective value orientation as predictors of group creativity. JOURNAL OF EXPERIMENTAL SOCIAL PSYCHOLOGY 2012. [DOI: 10.1016/j.jesp.2012.02.014] [Citation(s) in RCA: 26] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
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77
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78
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Jehn KA, Rispens S, Thatcher SM. Managing Conflict in Groups and Teams: Conflict about Conflict. RESEARCH ON MANAGING GROUPS AND TEAMS 2012. [DOI: 10.1108/s1534-0856(2012)0000015009] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/10/2023]
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79
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Nijstad BA, De Dreu CK. Motivated information processing in organizational teams: Progress, puzzles, and prospects. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2012. [DOI: 10.1016/j.riob.2012.11.004] [Citation(s) in RCA: 32] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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80
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Bhatnagar D, Tjosvold D. Leader values for constructive controversy and team effectiveness in India. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2012. [DOI: 10.1080/09585192.2011.610961] [Citation(s) in RCA: 11] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
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81
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Lu J, Tjosvold D, Shi K, Wang B. Developing work-family balance through conflict management*. ASIAN JOURNAL OF SOCIAL PSYCHOLOGY 2011. [DOI: 10.1111/j.1467-839x.2011.01363.x] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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82
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Chen NY, Tjosvold D, Huang X, Xu D. Newcomer socialization in China: effects of team values and goal interdependence. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2011. [DOI: 10.1080/09585192.2011.561244] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
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83
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Chen G, Tjosvold D, Li N, Fu Y, Liu D. Knowledge management in Chinese organizations: collectivist values for open-minded discussions. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2011. [DOI: 10.1080/09585192.2011.560864] [Citation(s) in RCA: 9] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
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84
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Gao L, Janssen O, Shi K. Leader trust and employee voice: The moderating role of empowering leader behaviors. LEADERSHIP QUARTERLY 2011. [DOI: 10.1016/j.leaqua.2011.05.015] [Citation(s) in RCA: 143] [Impact Index Per Article: 11.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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85
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Liu M. Cultural Differences in Goal-directed Interaction Patterns in Negotiation. NEGOTIATION AND CONFLICT MANAGEMENT RESEARCH 2011. [DOI: 10.1111/j.1750-4716.2011.00079.x] [Citation(s) in RCA: 10] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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86
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Liu JYC, Chen HG, Chen CC, Sheu TS. Relationships among interpersonal conflict, requirements uncertainty, and software project performance. INTERNATIONAL JOURNAL OF PROJECT MANAGEMENT 2011. [DOI: 10.1016/j.ijproman.2010.04.007] [Citation(s) in RCA: 64] [Impact Index Per Article: 4.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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87
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Brew FP, Tan J, Booth H, Malik I. The Effects of Cognitive Appraisals of Communication Competence in Conflict Interactions: A Study Involving Western and Chinese Cultures. JOURNAL OF CROSS-CULTURAL PSYCHOLOGY 2011. [DOI: 10.1177/0022022110381121] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
This study investigated differences between people from Western and Chinese cultures on perceived competence (effectiveness and appropriateness) of the other party’s communication during conflict. First, a pilot study with 30 employees in Singapore examined appraisals of communication competence in recalled intercultural conflict incidents. Western expatriates judged competence of the other party mainly on whether the communication style was direct and engaged, deemed to be judgments of effectiveness. However, host-nationals judged competence mainly on interactional skills and cultural knowledge, deemed to be judgments of appropriateness. Following the pilot study, a quasi-experimental study (128 Australian and 108 Chinese university students) showed that Australians discriminated between four different types of conflict styles more distinctly with effectiveness than appropriateness judgments and vice versa for Chinese. This supports the pilot work. Furthermore, both effectiveness and appropriateness judgments predicted relationship outcomes postconflict for both groups. For Australians, the trend of effectiveness judgments across the four conflict styles paralleled exactly the trend of their predictions for how much the relationship would improve postconflict, whereas their appropriateness judgments did not. For Chinese, neither competency judgments mirrored predictions on relationship improvement. However, their appropriateness judgments paralleled their predictions for level of status quo maintenance, but their effectiveness judgments did not. The evidence supports the hypothesis that people from different cultures hold dissimilar implicit cognitive theories of what defines in/competent communication in interpersonal conflict. The potent association of competency judgments with relational outcomes signals a new cognitive direction for conflict research, long fixated on behavioral manifestations.
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Keller J, Loewenstein J. The Cultural Category of Cooperation: A Cultural Consensus Model Analysis for China and the United States. ORGANIZATION SCIENCE 2011. [DOI: 10.1287/orsc.1100.0530] [Citation(s) in RCA: 62] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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Chen NY, Tjosvold D, Huang X, Xu D. New Manager Socialization and Conflict Management in China: Effects of Relationship and Open Conflict Values1. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2011. [DOI: 10.1111/j.1559-1816.2010.00716.x] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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90
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Hui C, Wong A, Tjosvold D. Turnover intention and performance in China: The role of positive affectivity, Chinese values, perceived organizational support and constructive controversy. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2010. [DOI: 10.1348/096317906x171037] [Citation(s) in RCA: 98] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
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91
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Gamero N, González-Romá V, Peiró JM. The influence of intra-team conflict on work teams' affective climate: A longitudinal study. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2010. [DOI: 10.1348/096317907x180441] [Citation(s) in RCA: 100] [Impact Index Per Article: 7.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
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92
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Tjosvold D, Wu P, Chen YF. The Effects of Collectivistic and Individualistic Values on Conflict and Decision Making: An Experiment in China. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2010. [DOI: 10.1111/j.1559-1816.2010.00686.x] [Citation(s) in RCA: 24] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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de Reuver R, van Woerkom M. Can conflict management be an antidote to subordinate absenteeism? JOURNAL OF MANAGERIAL PSYCHOLOGY 2010. [DOI: 10.1108/02683941011048382] [Citation(s) in RCA: 11] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Bechtoldt MN, De Dreu CKW, Nijstad BA, Zapf D. Self-Concept Clarity and the Management of Social Conflict. J Pers 2010; 78:539-74. [DOI: 10.1111/j.1467-6494.2010.00626.x] [Citation(s) in RCA: 31] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
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HAN YL, ZHANG ZX, WANG M. The Path to Integrative Agreements: The Role of Motivational Orientation and Information Sharing Quality in Negotiation Process. ACTA PSYCHOLOGICA SINICA 2010. [DOI: 10.3724/sp.j.1041.2010.00288] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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96
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Tjosvold D, Wong ASH, Wan PMK. Conflict Management for Justice, Innovation, and Strategic Advantage in Organizational Relationships. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2010. [DOI: 10.1111/j.1559-1816.2010.00591.x] [Citation(s) in RCA: 12] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Lu JF, Tjosvold D, Shi K. Team Training in China: Testing and Applying the Theory of Cooperation and Competition. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2010. [DOI: 10.1111/j.1559-1816.2009.00565.x] [Citation(s) in RCA: 28] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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98
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Cooperative goals and team agreeableness composition for constructive controversy in China. ASIA PACIFIC JOURNAL OF MANAGEMENT 2009. [DOI: 10.1007/s10490-009-9175-y] [Citation(s) in RCA: 26] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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100
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Cutthroat cooperation: The effects of team role decisions on adaptation to alternative reward structures. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2009. [DOI: 10.1016/j.obhdp.2008.07.002] [Citation(s) in RCA: 47] [Impact Index Per Article: 3.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
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