The influence of team-member exchange on turnover intention among student-athletes: the mediating role of interpersonal self-efficacy and the moderating role of seniority

Mastery-approach goals and self-efficacy as predictors of burnout and work engagement: The adaptive role of team-member exchange quality Mastery-approach goals and self-efficacy as predictors of burnout and work engagement: The adaptive role of team-member exchange quality How is work motivation related to the experience of job-related well being? In the present article we investigated this question by looking at the joint relationship of mastery-approach goals and self-efficacy with burnout and work engagement. The results of a cross-sectional investigation among 361 employees in healthcare, ICT services, and other sectors largely confirm our expectation that the relationship between mastery-approach goals and burnout are more strongly negative when levels of experienced self-efficacy were low. Furthermore, when self-efficacy was relatively low, mastery-approach goals and work engagement had a more positive relationship. This joint relation between mastery-approach goals and self-efficacy could be partially explained by the observation that workers with relatively strong mastery-approach goals and high levels of self-efficacy reported to have high-quality exchange relationships with their colleagues. Altogether, these results point at the importance of setting mastery-approach goals in social work settings, especially when experienced levels of self-efficacy are low, because those goals are negatively connected with feelings of burnout and positively with experiencing work engagement.

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The Effect of Person-Team Conscientiousness Fit on Knowledge Sharing: The Moderating Role of Internal Team Environment

Group & Organization Management ◽

10.1177/1059601120985663 ◽

2021 ◽

pp. 105960112098566

Author(s):

Guozhen Zhao ◽

Holly H. Chiu ◽

Hao Jiao ◽

Meng Yu Cheng ◽

Ying Chen

Keyword(s):

Knowledge Sharing ◽

Team Member ◽

Polynomial Regression ◽

Team Environment ◽

Team Member Exchange ◽

Member Exchange ◽

Team Personality ◽

The Relationship ◽

Moderating Role

Drawing on studies of person-team fit and theory of team-member exchange, we examined the effect of fit versus misfit between a team member’s conscientiousness and his/her team’s composition of conscientiousness on the member’s knowledge sharing. We hypothesized that person-team conscientiousness fit would lead to more knowledge sharing because a member who fits his/her team with respect to conscientiousness tends to have similar achievement striving with the team and low exchange cost. Using the method of polynomial regression in two studies in different regions and research settings, we obtained consistent results that person-team conscientiousness fit is positively associated with a team member’s knowledge sharing. We further found that internal team environment moderates the relationship between person-team conscientiousness fit and knowledge sharing such that it makes the relationship weaker. Our study demonstrated that to better understand the effect of personality on knowledge sharing in teams, it is beneficial to simultaneously consider the interplay among member personality, team personality, and team contexts.

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