Talent and Teams

2017 ◽  
Author(s):  
Rebecca R. Kehoe ◽  
Blythe L. Rosikiewicz ◽  
Daniel Tzabbar
Keyword(s):  
Performance Outcomes ◽  
Integrative Review ◽  
Future Research ◽  
Boundary Spanners ◽  
Interpersonal Influences ◽  
External Resources ◽  
Team Environment ◽  
And Performance ◽  
Environment Influence

We provide an integrative review of extant research related to talent (i.e., stars) in the team context. Beginning with a focus an the influences of stars on teams, we review research on stars’ roles as boundary spanners, in which stars may leverage their favorable network positions to enhance their teams’ access to external resources. We then examine stars’ interpersonal influences within teams, which can be positive (e.g., collaboration and mentoring) or negative (e.g., imposing constraints on colleagues’ opportunities). In the second section, we focus on the effects of the team context on stars. Here, we examine how characteristics of the team environment influence the value of stars’ contributions. We then examine the effects of complementarity and redundancy resources on stars’ behavioral propensities and performance outcomes. Finally, we draw on patterns of findings in the extant research we reviewed to identify critical directions for future research on stars and teams.

scholarly journals Project leaders as boundary spanners: Relational antecedents and performance outcomes

2012 ◽  
Vol 30 (6) ◽  
pp. 708-722 ◽  
Author(s):  
Sébastien Brion ◽  
Vincent Chauvet ◽  
Barthélémy Chollet ◽  
Caroline Mothe
Keyword(s):  
Performance Outcomes ◽  
Boundary Spanners ◽  
And Performance

scholarly journals Psychometric Properties of the Stress Control Mindset Measure in University Students from Australia and the UK

2019 ◽  
Author(s):  
Jacob J Keech ◽  
Sheina Orbell ◽  
Martin S Hagger ◽  
Frances O'Callaghan ◽  
Kyra Hamilton
Keyword(s):  
Psychometric Properties ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Performance Outcomes ◽  
Future Research ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Stress Control ◽  
Health And Wellbeing ◽  
And Performance

Introduction: Beliefs about the consequences of stress, stress mindsets, are associated with health and performance outcomes under stress. This article reports the development and examination of the psychometric properties of a measure of stress mindset: The Stress Control Mindset Measure (SCMM). The measure is consistent with theory on mindsets about self-attributes and conceptualizes stress mindset as the extent to which individuals endorse beliefs that stress can be enhancing. Methods: The study adopted a correlational cross-sectional survey design in two student samples. Undergraduate students from an Australian university (Sample 1, N = 218) and a UK university (Sample 2, N = 214) completed the SCMM and measures of health and wellbeing outcomes. Results: Confirmatory factor analyses supported a four-factor structure and strict measurement invariance across samples (ΔCFI < .01). Reliability, convergent validity, discriminant validity, and concurrent validity of the overall SCMM was supported in both samples. Incremental validity was supported for most outcomes, accounting for significantly more variance (between 2.2% and 5.9%) in health and wellbeing outcomes than an existing measure. Conclusions: Current data provide preliminary support for the SCMM as a reliable and valid measure with good psychometric properties and theoretically consistent relations with health outcomes under stress. Findings provide initial evidence supporting the potential utility of the SCMM in future research examining relations between stress mindsets and health and performance outcomes.

Open for business: The impact of creative team environment and innovative behaviour in technology-based start-ups

2020 ◽  
Vol 38 (4) ◽  
pp. 318-336 ◽  
Author(s):  
Zhao Zhou ◽  
Robert Verburg
Keyword(s):  
Individual Characteristics ◽  
Future Research ◽  
High Tech ◽  
Mediating Role ◽  
Team Environment ◽  
Innovative Behaviour ◽  
And Performance ◽  
The Individual ◽  
The Impact ◽  
Creative Team

Rather than the view of the entrepreneur as a ‘lone ranger’, recent work has focused on the importance of teams in bringing a start-up to growth and success. Here, we aim to bridge the gap between the individual characteristics of entrepreneurs and the characteristics of their teams by examining openness of founders in relation to creative team environment (CTE), innovative work behaviour (IWB) and performance. On the basis of upper echelon theory and integrating other complementary theories such as the attention-based view, we develop a theoretical framework and test this using a survey of 322 high-tech entrepreneurs. Our findings suggest a mediating role of CTE and IWB in the relation between openness of entrepreneurs and performance. The implications of the results for managerial practices and future research directions are discussed.

Performance management to enhance employee engagement for corporate sustainability

2016 ◽  
Vol 8 (1) ◽  
pp. 84-102 ◽  
Author(s):  
Molraudee Saratun
Keyword(s):  
Performance Management ◽  
Employee Engagement ◽  
Practical Implication ◽  
Corporate Sustainability ◽  
Performance Outcomes ◽  
Future Research ◽  
Content Type ◽  
Psychological Conditions ◽  
Contextual Elements ◽  
And Performance

Purpose – The purpose of this paper is to examine literature in order to explore the reasons why performance management (PM) positively affects employee engagement (EE) as well as how PM should be conducted to achieve EE. It also provides future research suggestions. Design/methodology/approach – Derived from substantial literature review, approaches describing how three PM processes (performance agreement, on-going feedback, and performance evaluation) can enhance EE are discussed. Findings – Throughout the three PM processes, the following should be applied to foster EE: employee development facilitation and support, employee involvement, trust, and justice. In order to have a PM system achieve EE, the broad context and culture of organizations may have to change to be sustainability oriented. Research limitations/implications – Future research can test possible associations between a set of integrated PM activities and Kahn’s (1990) concept of three psychological conditions (meaningfulness, availability, and safety), leading to EE, and eventually sustainable corporate performance outcomes. Research examining associations between particular preceding sustainable contextual elements and PM, leading to engagement, also deserves attention. Practical implications – One practical implication of this paper is that it may provide possible guidance to managers seeking to engage their employees when managing their performance, and increase awareness of potential constraints created by non-sustainable contextual elements. Originality/value – This paper fulfills a need to explore how PM can be conducted to achieve EE, which is still scarce in current literature and research. The paper offers a holistic perspective that sustainable contexts in organizations are also needed, if PM to engage employees will flourish.

scholarly journals MULTIPLE-UNIT FRANCHISING AND PERFORMANCE OUTCOMES

2013 ◽  
Vol 14 (Supplement_1) ◽  
pp. S279-S312 ◽  
Author(s):  
Kelli Bodey ◽  
Scott Weaven ◽  
Debra Grace
Keyword(s):  
Research Direction ◽  
Performance Outcomes ◽  
Future Research ◽  
Governance Structures ◽  
Growth System ◽  
Managerial Implications ◽  
Wide Adaptation ◽  
Multiple Unit ◽  
And Performance ◽  
The Impact

The economic and social contribution of franchising is widely reported. Although, most studies have examined franchising from the single-unit typology, multiple-unit franchising is found to be a popular and pervasive retailing strategy throughout the world. Despite this, there is a paucity of prior research examining the factors influencing the achievement of the four franchising imperatives. This represents an important gapin the organizational choice literature. Therefore, this study empirically examines the impact of the four franchising imperatives (i.e. unit growth, system uniformity, local responsiveness and system wide adaptation) (Bradach 1995) upon franchise system operational performance across the four key governance structures (i.e. master franchising, area development franchising, area representative franchising and incremental franchising). Based on a sample of 347 Australian franchisors, the findings indicate that there are significant differences in the way in which three of the four imperatives (i.e. unit growth, system uniformity and system-wide adaptation) impact on performance across different governance structures. Practical and managerial implications and future research direction are discussed.

scholarly journals Group Positive Affect and Beyond: An Integrative Review and Future Research Agenda

2020 ◽  
Vol 17 (20) ◽  
pp. 7499
Author(s):  
Jonathan Peñalver ◽  
Marisa Salanova ◽  
Isabel M. Martínez
Keyword(s):  
Positive Affect ◽  
Research Agenda ◽  
Group Processes ◽  
Integrative Review ◽  
Future Research ◽  
Future Research Agenda ◽  
Similarity Group ◽  
Working Together ◽  
And Performance ◽  
The Individual

Group positive affect is defined as homogeneous positive affect among group members that emerges when working together. Considering that previous research has shown a significant relationship between group positive affect and a wide variety of group outcomes (e.g., behaviors, wellbeing, and performance), it is crucial to boost our knowledge about this construct in the work context. The main purpose is to review empirical research, to synthesize the findings and to provide research agenda about group positive affect, in order to better understand this construct. Through the PsycNET and Proquest Central databases, an integrative review was conducted to identify articles about group positive affect published between January 1990 and March 2019. A total of 44 articles were included and analyzed. Finding suggests that scholars have been more interested in understanding the outcomes of group positive affect and how to improve the productivity of groups than in knowing what the antecedents are. A summary conclusion is that group positive affect is related to leadership, job demands, job resources, diversity/similarity, group processes, and contextual factors, all of which influence the development of several outcomes and different types of wellbeing at the individual and group levels. However, with specific combinations of other conditions (e.g., group trust, negative affect, and interaction), high levels of group positive affect could cause harmful results. Conclusions shed light on group positive affect research and practice and might help Human Resources professionals to initiate empirically-based strategies related to recruitment, group design and leadership training.

Service Orientation of a Retailer's Business Strategy: Dimensions, Antecedents, and Performance Outcomes

2002 ◽  
Vol 66 (4) ◽  
pp. 86-101 ◽  
Author(s):  
Christian Homburg ◽  
Wayne D. Hoyer ◽  
Martin Fassnacht
Keyword(s):  
Business Strategy ◽  
The United States ◽  
Performance Outcomes ◽  
Future Research ◽  
Service Orientation ◽  
Important Research ◽  
Research Attention ◽  
Research Issues ◽  
Service Oriented ◽  
And Performance

Augmenting products with services is a major way retailers have of gaining differentiation in today's competitive market. Despite its importance, this topic has received relatively little research attention. Unlike previous research, this study adopts a more comprehensive perspective on retail services by examining three important research gaps related to a service-oriented business strategy: First, the authors elaborate on the dimensions of a service-oriented business strategy and introduce a new measure of this strategy. Second, the authors examine the antecedents of a service-oriented business strategy. In practice, there appears to be considerable variability in terms of the extent to which retailers demonstrate a service orientation, but there is a major gap in the understanding of what factors influence this orientation. Third, the authors investigate the neglected link between a service-oriented business strategy and performance outcomes. To examine these three important areas, the authors conducted an empirical study of clothing and furniture retailers in both the United States and Germany. This study provides evidence for the proposed conceptualization of a service-oriented business strategy. The authors also find that the investigated antecedents account for some variance of a service-oriented business strategy, which in turn positively affects company performance in the market and thereby profitability. Furthermore, the authors discuss several important research issues as well as managerial implications and future research avenues.

Outsource Services to Improve Financial Performance: Is There a Limit?

2017 ◽  
Vol 19 (1) ◽  
pp. 21-31
Author(s):  
Carlos Sanchís-Pedregosa ◽  
María-del-Mar Gonzalez-Zamora ◽  
María-José Palacín-Sánchez
Keyword(s):  
Financial Performance ◽  
Future Research ◽  
Service Outsourcing ◽  
Business Services ◽  
External Resources ◽  
Effective Level ◽  
Prior Literature ◽  
Services Outsourcing ◽  
And Performance ◽  
Outsourcing Strategies

Outsourcing has been identified as one of the key factors for improving companies’ financial performance. Moreover, the procurement of business services has become an important element of companies’ acquisition of external resources. However, there is a lack of evidence linking services outsourcing and performance. Limited prior literature has mostly assumed that this relationship is positive and linear. Our empirical study reveals that firms may be able to increase their performance through services outsourcing; however, this is only true up to a point, beyond which the performance decreases as a consequence of further outsourcing. Identifying the type of relationship between the variables under study is a key point to company managers formulating their service outsourcing strategies. They must be aware that there is a level of outsourcing that should not be exceeded. Future research should help managers to determine which is the most effective level of service outsourcing for their companies.

scholarly journals Toward better understanding developmental reflection differences for use in management development research and practice

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Todd Maurer ◽  
Nikolaos Dimotakis ◽  
Greg Hardt ◽  
A.J. Corner
Keyword(s):  
Psychometric Testing ◽  
Personal Characteristics ◽  
Performance Outcomes ◽  
Future Research ◽  
Leadership Responsibilities ◽  
Content Type ◽  
Research And Practice ◽  
Testing Sample ◽  
Structure Reliability ◽  
And Performance

PurposeWe introduce a new approach to developmental reflection in which the focus is on differences in how people reflect. When reflecting on challenging experiences, people achieve better development when they tend to look for causes of what happened within changeable personal characteristics, and they subsequently focus on the improvement of those personal characteristics.Design/methodology/approachSupervisors and subordinates with leadership responsibilities in diverse jobs in varied industries provided survey data (444 individuals in a psychometric testing sample, and 419 paired subordinate/supervisor dyads in a model-testing sample).FindingsThe reflection difference construct had the expected factor structure, reliability, and was distinguishable from eight conceptually related variables in the literature. Reflection differences were predicted by the theoretically relevant job, person, and situational variables and were associated with development and performance outcomes.Practical implicationsThe reflection construct might be used for prediction to identify the individuals who are likely to get the most from challenging experiences and improve. Further, by identifying predictors of reflection, ideas for enhancing reflection are provided. Also, by uncovering specific underlying dimensionality of reflection, this offers specific targets for interventions beyond generally encouraging people to reflect.Originality/valueThis study establishes support for: (1) the new theoretical framing of reflection differences, (2) a new preliminary model of antecedents and outcomes, and (3) an initial scale for future research and practice that can be more explicit about understanding and addressing underlying differences in how people reflect.

International experiential diversity and performance at project organizations

2011 ◽  
Vol 1 (3) ◽  
pp. 267-283 ◽  
Author(s):  
Winfried Ruigrok ◽  
Peder Greve ◽  
Martin Engeler
Keyword(s):  
Team Performance ◽  
Performance Outcomes ◽  
Project Team ◽  
Project Teams ◽  
Future Research ◽  
Content Type ◽  
Project Organizations ◽  
And Performance ◽  
Using Data ◽  
The Impact

PurposeThe purpose of this paper is to shed new light on the link between diversity in project teams and team performance by examining the effects of players’ international career diversity on the performance of national football teams.Design/methodology/approachThe paper draws upon the literature on project organizations and experiential diversity in teams. Using data on players’ international career backgrounds and team performance from the FIFA World Cup 2006, the authors test two hypotheses linking experiential diversity in teams and a measure of relative team performance. The dataset includes detailed individual background profiles of the 736 participating players and performance data from the 64 games played at the tournament.FindingsThe findings suggest that different types of experiential diversity have contrasting effects on team performance in a time‐limited project team setting.Research limitations/implicationsThese findings encourage team diversity researchers to further examine the impact of experiential diversity in teams on team process and performance outcomes in future research.Practical implicationsThe findings particularly highlight the need to carefully manage experiential diversity in project team settings in order to benefit from access to diverse tacit resources, while at the same time avoiding that the integrative capacities of teams becoming overstretched.Originality/valueThe paper is a step towards a better understanding of how diversity of individual career backgrounds affects team performance outcomes in project teams.

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