Group level expectancy effects and group performance

2004 ◽  
Author(s):  
Sean Higgins
Keyword(s):  
Group Performance ◽  
Group Level ◽  
Expectancy Effects

An empirical examination of group emotional intelligence in public sector workgroups

2016 ◽  
Vol 22 (1/2) ◽  
pp. 51-74 ◽  
Author(s):  
Umar Ghuman
Keyword(s):  
Emotional Intelligence ◽  
Public Sector ◽  
Group Performance ◽  
Group Learning ◽  
Learning Ability ◽  
Clear Understanding ◽  
Group Level ◽  
Empirical Examination ◽  
Theoretical Understanding ◽  
Content Type

Purpose – Despite increased calls for incorporating emotional intelligence (EI) in workgroups and teams, there exists a need to develop empirical instruments that can measure group-level emotional intelligence (GEI), and assess its efficacy in predicting outcomes such as performance and learning ability. This paper aims to empirically demonstrate how GEI affects the performance and learning ability of public sector workgroups in city governments. Design/methodology/approach – Using Ghuman’s (2011) proposed theoretical model of GEI as a two-component system, an empirical instrument is created that measures GEI at the group level of analysis. Regression analyses are performed for 44 workgroups in the public sector organizations, with group performance and group learning ability as the dependent variables. Results show a significant positive relationship between GEI and the outcomes of group performance and group learning ability. Findings – The findings demonstrate that a competent instrument has been developed for GEI, and that it can be used to measure the construct in workgroups and teams. The results also empirically demonstrate the importance of GEI in workgroups, by demonstrating that an increased GEI positively enhances the group’s performance and learning ability. Research limitations/implications – The implication of this research is the creation and testing of an instrument that allows researchers in GEI to utilize this instrument for future studies concerning GEI. Practical implications – Such findings show that GEI can be an added resource for workgroups to foster positive within-group relations. It can assist in enhancing group learning and group performance. The study also demonstrates that groups that develop a group emotional awareness, and that can manage within group emotional relationships, may become more productive, and more able to learn. These results can be utilized to bolster the arguments of fostering within group emotional socialization, helping nurture a positive group culture and forming a culture of group affect, i.e. a clear understanding of how to perceive and manage affect within the group. Originality/value – The study builds on past theoretical understanding of GEI to create a model that showcases the effects of GEI on group outcomes such as group learning and group performance. It thereby fulfills a need for an empirical instrument that is able to measure GEI and utilize this instrument to ascertain the effect of GEI on group performance and group learning ability.

Mediators of ethical leadership and group performance outcomes

2017 ◽  
Vol 32 (7) ◽  
pp. 484-496 ◽  
Author(s):  
J.C. Peng ◽  
Julian Lin
Keyword(s):  
Ethical Leadership ◽  
Group Performance ◽  
Leadership Behaviors ◽  
Value Congruence ◽  
Performance Outcomes ◽  
Group Level ◽  
Content Type ◽  
The Relationship ◽  
Group Trust ◽  
Level Performance

Purpose The purpose of this paper is to examine the relationship between ethical leadership and group-level performance outcomes and show that group value congruence and group trust play pivotal mediating roles in the relationship between ethical leadership and work group performance outcomes. Design/methodology/approach To examine the proposed model, survey data from 116 branches of a baked goods and beverages chain located in Northern Taiwan were analyzed. Findings The results revealed that ethical leadership was positively and significantly related to group in-role performance and group helping behavior; the relationship was fully mediated by group value congruence and group trust after controlling for idealized influence leadership. Research limitations/implications This study features a cross-sectional study design, thus limiting the accuracy of inferences about causality. Practical implications The results of the current study revealed that ethical leadership behaviors enhance group trust. Hence, these leadership behaviors could be among the best and most appropriate practices to be implemented in China and Taiwan. Originality/value The data suggested that ethical leadership was associated with not only individual-level behavior but also group-level performance. Furthermore, this paper also uncovered the mediation mechanism through which ethical leadership enhances group performance.

The role of group personality composition in the emergence of task and relationship conflict within groups

2009 ◽  
Vol 15 (1) ◽  
pp. 82-96 ◽  
Author(s):  
Marc H Anderson
Keyword(s):  
Big Five ◽  
Group Performance ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Big Five Personality ◽  
Group Level ◽  
Individual Level ◽  
The Individual ◽  
Level Of Analysis

AbstractConflict is a ubiquitous feature of groups in organizations that clearly affects group performance. While prior research has investigated the role of personality on conflict resolution styles at the individual level, little work has examined the role of personality on the emergence of conflict. This may be partially due to the fact that the emergence of conflict is inherently a group-level phenomenon, and thus requires the aggregation of personality to the group (or at least dyadic) level of analysis. I propose that each of the Big Five personality traits (or specific facets), at the group level, affect the emergence of either task conflict, relationship conflict, or both. Developing our understanding of how group personality composition affects both of these types of conflict is necessary to better enable groups to manage conflict, and thereby lessen potentially harmful outcomes resulting from conflict.

The role of group personality composition in the emergence of task and relationship conflict within groups

2009 ◽  
Vol 15 (1) ◽  
pp. 82-96 ◽  
Author(s):  
Marc H Anderson
Keyword(s):  
Big Five ◽  
Group Performance ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Big Five Personality ◽  
Group Level ◽  
Individual Level ◽  
The Individual ◽  
Level Of Analysis

AbstractConflict is a ubiquitous feature of groups in organizations that clearly affects group performance. While prior research has investigated the role of personality on conflict resolution styles at the individual level, little work has examined the role of personality on the emergence of conflict. This may be partially due to the fact that the emergence of conflict is inherently a group-level phenomenon, and thus requires the aggregation of personality to the group (or at least dyadic) level of analysis. I propose that each of the Big Five personality traits (or specific facets), at the group level, affect the emergence of either task conflict, relationship conflict, or both. Developing our understanding of how group personality composition affects both of these types of conflict is necessary to better enable groups to manage conflict, and thereby lessen potentially harmful outcomes resulting from conflict.

scholarly journals Collective hormonal profiles predict group performance

2016 ◽  
Vol 113 (35) ◽  
pp. 9774-9779 ◽  
Author(s):  
Modupe Akinola ◽  
Elizabeth Page-Gould ◽  
Pranjal H. Mehta ◽  
Jackson G. Lu
Keyword(s):  
Decision Making ◽  
Performance Analysis ◽  
Personality Traits ◽  
Group Performance ◽  
Stress Axis ◽  
Social Standing ◽  
Group Level ◽  
Social Hierarchies ◽  
Hormonal Profile ◽  
Low Cortisol

Prior research has shown that an individual’s hormonal profile can influence the individual’s social standing within a group. We introduce a different construct—a collective hormonal profile—which describes a group’s hormonal make-up. We test whether a group’s collective hormonal profile is related to its performance. Analysis of 370 individuals randomly assigned to work in 74 groups of three to six individuals revealed that group-level concentrations of testosterone and cortisol interact to predict a group’s standing across groups. Groups with a collective hormonal profile characterized by high testosterone and low cortisol exhibited the highest performance. These collective hormonal level results remained reliable when controlling for personality traits and group-level variability in hormones. These findings support the hypothesis that groups with a biological propensity toward status pursuit (high testosterone) coupled with reduced stress-axis activity (low cortisol) engage in profit-maximizing decision-making. The current work extends the dual-hormone hypothesis to the collective level and provides a neurobiological perspective on the factors that determine who rises to the top across, not just within, social hierarchies.

EXPRESS: Individual- and Group-Level Consequences of Divergence in Perceived Group Affect

2021 ◽  
pp. 001872672110385
Author(s):  
Sophia Soyoung Jeong ◽  
M. Audrey Korsgaard
Keyword(s):  
Positive Affect ◽  
Social Integration ◽  
Field Study ◽  
Social Dynamics ◽  
Group Performance ◽  
Work Groups ◽  
Positive Impact ◽  
Work Group ◽  
Group Level ◽  
Shared Affect

The shared mood or affect of a work group can exert a powerful influence on the group’s social dynamics and effectiveness. However, the mood of others can be difficult to read, leading to divergent perceptions of group affect among members. What happens when individuals perceive the group’s affect differently? We answer this question by investigating how divergence in perceptions of group affect influences individuals’ social integration and the group’s performance. In doing so, we examine the implications of divergence in perceived group affect for individuals and the group as a whole. In a field study of 1,419 individuals in 107 work groups, we found that divergence in perceptions of the group’s positive affect was negatively associated with individuals’ commitment to the team and undermined the positive impact of group affect on group performance. We discuss the implications of our findings for refining theory on group affect, the value of strongly shared affect, and how leaders can foster a stronger sense of shared affect within groups.

A study of crowd-collaborative learning: an empirical study

2018 ◽  
Vol 36 (4) ◽  
pp. 622-635
Author(s):  
Wen-Shan Lin ◽  
Yi-Ju Wang ◽  
Hong-Ren Chen
Keyword(s):  
Collaborative Learning ◽  
Social Interactions ◽  
Social Comparison ◽  
Hierarchical Linear Modeling ◽  
Group Performance ◽  
Learning Performance ◽  
Equation Modeling ◽  
Group Level ◽  
Content Type ◽  
Group Members

Purpose Information technology is widely applied for completing group tasks and enhancing learning in computer-supported collaborative learning (CSCL) environment. Group members not only complete tasks but also learn ideas from other members of the group. These ideas can be better than what individual could come up with. As these ideas are referred as an upward comparison in the perspective of social comparison theory. However, there are limited studies that provide evidence in investigating how social comparison orientation (SCO) perceived by individual learner impacts on learning and group performance. The paper aims to discuss these issues. Design/methodology/approach This study experimentally tackles this problem at both individual and group level. An experimental study was applied in this study. Structural equation modeling and hierarchical linear modeling approaches are used to validate the data. Findings Results of 168 subjects reveal that SCO does have associations with group performance and learning performance respectively. Discussions and implications for literature and practice are given at the end of the paper. Originality/value This study confirms that the social genesis occurs more effectively through social interactions in CSCL. It also extends our understandings about the impacts of SCO. Results reveal that the higher level of SCO adopted by group members, the higher level of social interactions at group level can be triggered. As a result, the group performance can be enhanced. On one hand, these findings bridge the research gap in terms of investigating the notion of SCT on CSCL. On the other hand, it provides a possible solution in alleviating the problem of social loafing as commonly observed in CSCL. Therefore, these findings fulfilled the two research objectives.

scholarly journals Measuring Patient-Reported Shared Decision-Making to Promote Performance Transparency and Value-Based Payment: Assessment of collaboRATE’s Group-Level Reliability

2019 ◽  
Vol 7 (5) ◽  
pp. 742-748 ◽  
Author(s):  
Rachel C Forcino ◽  
Marcus Thygeson ◽  
A James O’Malley ◽  
Marjan J Meinders ◽  
Gert P Westert ◽  
...  
Keyword(s):  
Decision Making ◽  
Shared Decision Making ◽  
Patient Experience ◽  
Group Performance ◽  
Shared Decision ◽  
Group Level ◽  
Patient Reports ◽  
Provider Group ◽  
Patient Reported ◽  
Acceptable Reliability

Shared decision-making (SDM) between clinicians and patients is a key component of patient experience, but measurement efforts have been hampered by a lack of valid and reliable measures that are feasible for routine use. In this study, we aim to investigate collaboRATE’s reliability, calculate required sample sizes for reliable measurement, and compare Consumer Assessment of Healthcare Providers and Systems (CAHPS) patient experience survey items to collaboRATE. CollaboRATE’s provider group-level reliability reached acceptable reliability at 190 patient reports, while the CAHPS SDM measure demonstrated similar reliability at a sample size of 124. The CAHPS communication measure reached acceptable reliability with 55 patient reports. A strong correlation was observed between collaboRATE and CAHPS communication measures ( r = 0.83). As a reliable measure of SDM, collaboRATE may be useful for both building payment models that support shared clinical decision-making and encouraging data transparency with regard to provider group performance.

scholarly journals SOCIAL-DEMOGRAFICANDCULTURALDIVERSITYINTHE WORKFORCE: RISKS AND OPPORTUNITIES

2017 ◽  
Vol 9 (4) ◽  
pp. 52-70
Author(s):  
Olga Ivanova
Keyword(s):  
Labor Market ◽  
Group Performance ◽  
Labor Relations ◽  
Professional Experience ◽  
Group Level ◽  
Negative Effects ◽  
Positive Effects ◽  
Important Trend ◽  
Human And Social Capital ◽  
Social Demographic

Social-demographic and cultural diversityis an important trend in the modern labor market and has a significant impact on social and labor relations within heterogeneous groups. The research in this area has ambiguous results. Positive effects (opportunities) are associated with a diversity of knowledge, perspectives and approaches to problem-solving within the group, which stimulates creativity and creates a favorable environment for innovation. Negative effects (risks) arise as a result of segregation in the labor market, as a backfire to anti-discrimination measures, and as a result of intra-group conflicts that reduce the group performance and satisfaction with teamwork. Diversity can exist not only on the interpersonal (intra-group) level, but also on the intrapersonal level. Intrapersonal diversity that results from diverse life and professional experience contributes to the accumulation of human and social capital, boosts creativity, and helps individuals to interact effectively with other members of the working group.

scholarly journals On the use of group performance and rights for environmental protection and resource management

2018 ◽  
Vol 116 (12) ◽  
pp. 5285-5292 ◽  
Author(s):  
Matthew J. Kotchen ◽  
Kathleen Segerson
Keyword(s):  
Environmental Performance ◽  
Group Performance ◽  
Policy Instruments ◽  
Group Level ◽  
Top Down ◽  
Group Incentives ◽  
Advantages And Disadvantages ◽  
Specific Policy ◽  
Group Outcomes ◽  
Regulatory Interventions

Environmental and natural resource (ENR) policies that focus on group outcomes are common but have received relatively less attention from economists than policies based on individual behavior. Existing research tends to focus on particular contexts, such as water or air quality, fisheries, or land use. This paper discusses unifying themes of group performance policies, along with their advantages and disadvantages. We discuss a range of specific policy instruments, including group-based taxes, subsidies, and fixed penalties. We show how, in principle, group-based policies can be designed to achieve efficient provision of group-level environmental performance; however, in some cases, group policies can lead to suboptimal outcomes. We discuss the incentives for collaboration that can arise when regulators impose group performance policies, and the role that it can play in promoting efficient outcomes. We argue that the success of group-based policies will depend both on how the policy is designed (i.e., the external rewards and penalties) and on how the group operates. This implies potential complementarities between “top-down” regulatory interventions based on group performance and “bottom-up” within-group incentives for self-governance. Our discussion suggests that group performance policies should play a more prominent role in the suite of policy instruments considered by scholars and policymakers concerned with ENR management.

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