Justice in Teams

Author(s):  
Vincente Martínez-Tur ◽  
Carolina Moliner

Traditionally, justice in teams refers to a specific climate—called justice climate—describing shared perceptions about how the team as a whole is treated. Justice at the individual level has been a successful model from which to build the concept of justice in teams. Accordingly, there is a parallelism between the individual and team levels in the investigation of justice, where scholars’ concerns and responses have been very similar, despite studying different levels of construct. However, the specific particularities of teams are increasingly considered in research. There are three concepts (faultlines, subgrouping, and intergroup justice) that contribute to knowledge by focusing on particularities of teams that are not present at the individual level. The shift toward team-based structures provides an opportunity to observe the existence of dividing lines that may split a team into subgroups (faultlines) and the difficulty, in many cases, of conceiving of the team members as part of a single group. This perspective about teams also stimulates the study of the subgroup as a source of justice and the focus on intergroup justice within the team. In sum, the organizational context facilitates shared experiences and perceptions of justice beyond individual differences but also can result in potential conflicts and discrepancies among subgroups within the team in their interpretation of fairness.

2010 ◽  
Vol 38 (1) ◽  
pp. 103-114 ◽  
Author(s):  
Shu-Cheng Steve Chi ◽  
Chiung-Yi Huang ◽  
Artemis Chang

This study was aimed at examining the safety climate and relational conflict within teams at the individual level. A sample of 372 respondents, divided into 50 teams, was used to test our hypothesis. It was proposed – and discovered – that team members' individual differences in need for closure mitigated the negative relationship between perceptions of team safety climate and team relational conflict. The implications of our findings and the study's limitations are discussed.


2016 ◽  
Vol 12 (4) ◽  
pp. 687-716 ◽  
Author(s):  
Catherine K. Lam ◽  
Xu Huang ◽  
Frank Walter ◽  
Simon C. H. Chan

ABSTRACTThis study investigates the origins of discrete interpersonal emotions in team-member dyads using two independent samples from an education institute and a telecommunication services company in China. Results across both studies showed that the quality of team members’ dyadic relationships positively relates to interpersonal admiration, sympathy, and envy, and negatively relates to interpersonal contempt. Furthermore, teams’ cooperative goals moderate these dyad-level linkages. The association of relationship quality with interpersonal emotions is particularly pronounced in teams with less cooperative goals but buffered in teams with more cooperative goals. Finally, on the individual level of analysis, envy and contempt are inversely associated with team members’ work performance, objectively measured. These findings provide new insights about key antecedents and crucial moderators in the development of interpersonal emotions in Chinese work teams and reiterate the relevance of these emotions for tangible performance outcomes.


2016 ◽  
Author(s):  
Lara Stas ◽  
Felix D. Schönbrodt ◽  
Tom Loeys

Family research aims to explore family processes, but is often limited to the examination of unidirectional processes. As the behavior of one person has consequences that go beyond that one individual, Family functioning should be investigated in its full complexity. The Social Relations Model (SRM; Kenny & La Voie, 1984) is a conceptual and analytical model which can disentangle family data from a round-robin design at three different levels: the individual level (actor and partner effects), the dyadic level (relationship effects) and the family level (family effect). Its statistical complexity may however be a hurdle for family researchers. The user-friendly R package fSRM performs almost automatically those rather complex SRM analyses and introduces new possibilities for assessing differences between SRM-means and between SRM-variances, both within and between groups of families. Using family data on negative processes, different type of research questions are formulated and corresponding analyses with fSRM are presented.


Author(s):  
Ana Caetano

The main goal of this paper is to present a theoretical proposal for the empirical analysis of personal reflexivity. Considering the challenges posed by the study of reflexivity, the contributions of different authors from sociology are discussed. A model for the analysis of the reflexive processes at the individual level is then proposed, based on the articulation between elements of critical realism and propositions fromdispositionalist theory and structuration theory. This model distinguishes internal and external dimensions of action and it is structured around different levels of analysis.


Author(s):  
Jamie C. Gorman ◽  
David A. Grimm ◽  
Ronald H. Stevens ◽  
Trysha Galloway ◽  
Ann M. Willemsen-Dunlap ◽  
...  

Objective A method for detecting real-time changes in team cognition in the form of significant communication reorganizations is described. We demonstrate the method in the context of scenario-based simulation training. Background We present the dynamical view that individual- and team-level aspects of team cognition are temporally intertwined in a team’s real-time response to challenging events. We suggest that this real-time response represents a fundamental team cognitive skill regarding the rapidity and appropriateness of the response, and methods and metrics are needed to track this skill. Method Communication data from medical teams (Study 1) and submarine crews (Study 2) were analyzed for significant communication reorganization in response to training events. Mutual information between team members informed post hoc filtering to identify which team members contributed to reorganization. Results Significant communication reorganizations corresponding to challenging training events were detected for all teams. Less experienced teams tended to show delayed and sometimes ineffective responses that more experienced teams did not. Mutual information and post hoc filtering identified the individual-level inputs driving reorganization and potential mechanisms (e.g., leadership emergence, role restructuring) underlying reorganization. Conclusion The ability of teams to rapidly and effectively reorganize coordination patterns as the situation demands is a team cognitive skill that can be measured and tracked. Application Potential applications include team monitoring and assessment that would allow for visualization of a team’s real-time response and provide individualized feedback based on team member’s contributions to the team response.


Author(s):  
Wray E. Bradley ◽  
George S. Vozikis

Discussed in this chapter are the role and importance of trust in virtual teams. It is suggested that the nature and degree of this trust are related to the culture and management philosophies of a firm, the interpersonal skills of management and team leaders, and the psychological characteristics and prior experiences and expectations of the team members. Trust and trust building are examined at three different levels: the firm level, the manager or team leader level, and the individual member level. A better understanding of the dynamics of trust in virtual teams will assist management in developing more efficient and effective virtual collaborative teams.


Author(s):  
Mauro Caprioli ◽  
Claire Dupuy

This chapter studies levels of analysis. Research in the social sciences may be interested in subjects located at different levels of analysis. The level of analysis indicates the position at which social and political phenomena are analysed within a gradual order of abstraction or aggregation that is constructed analytically. Its definition and boundaries vary across social science disciplines. In general, the micro level refers to the individual level and focuses on citizens’ attitudes or politicians’ and diplomats’ behaviour. Analyses at the meso level focus on groups and organizations, like political parties, social movements, and public administrations. The macro level corresponds to structures that are national, social, economic, cultural, or institutional — for example, countries and national or supranational political regimes. The explanandum (what research aims to account for), the explanans (the explanations), the unit of analysis, and data collection can be located at different levels. The chapter then considers two main errors commonly associated with aggregation and levels of analysis: ecological and atomistic fallacies.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wen Wu ◽  
Dan Ni ◽  
Shaoxue Wu ◽  
Lu Lu ◽  
Xijing Zhang ◽  
...  

Purpose The extant literature mainly focuses on the antecedents and outcomes of envy at the individual level. Workgroups have become ideal units for research on envy given the ubiquitous teamwork in organizations. This study aims to examine whether, how and when envy climate can influence group performance. Design/methodology/approach The authors analyzed data collected in three waves from a sample of 72 groups with 475 team members in full-service hotels in China. Findings Envy climate was negatively associated with group performance via intragroup relationship conflict. Furthermore, competitive climate moderated the effect of envy climate on intragroup relationship conflict and the indirect effect of envy climate on group performance through intragroup relationship conflict. Practical implications The present research offers organizations valuable insights into how to minimize the climate of envy and competition within a group and relieve the relationship conflict that may damage group performance. Originality/value Drawing on a social functional perspective of emotions, this study enriches the envy research by conceptualizing envy climate as a collective perception and clarifying its effect on group performance. The authors extend the understanding of envy climate by showing how a climate of envy embedded in a group influences group performance and also explain when group members may be more likely to act in a destructive way to respond to such a climate.


2016 ◽  
Vol 30 (1) ◽  
pp. 34-46 ◽  
Author(s):  
Justin K Benzer ◽  
Martin P Charns ◽  
Sami Hamdan ◽  
Melissa Afable

The purpose of this review is to extend extant conceptualizations of readiness for change as an individual-level phenomenon. This review-of-reviews focuses on existing conceptual frameworks from the dissemination, implementation, quality improvement, and organizational transformation literatures in order to integrate theoretical rationales for how organization structure, a key dimension of the organizational context, may impact readiness for change. We propose that the organization structure dimensions of differentiation and integration impact readiness for change at the individual level of analysis by influencing four key concepts of relevance, legitimacy, perceived need for change, and resource allocation. We identify future research directions that focus on these four key concepts.


1999 ◽  
Vol 31 (3) ◽  
pp. 327-341 ◽  
Author(s):  
NASHID KAMAL ◽  
ANDREW SLOGGETT ◽  
JOHN G. CLELAND

This study in Bangladesh found that inter-cluster variation in the use of modern reversible methods of contraception was significantly attributable to the educational levels of the female family planning workers working in the clusters. Women belonging to clusters served by educated workers had a higher probability of being contraceptive users than those whose workers had only completed primary education. At the household level, important determinants of use were socioeconomic status and religion. At the individual level, the woman being the wife of the household head and having some education were positively related to her being a user. The model also found that inter-household variation was significantly greater than inter-cluster variation. Finally, the study concludes that after controlling for various covariates at all three levels, the clusters do not have significantly different levels of use of modern reversible methods of contraception. There are, however, some special areas where contraceptive use is dramatically low, and these contribute significantly to the observed inter-cluster variation.


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