Adding fuel to the fire

2015 ◽  
Vol 53 (1) ◽  
pp. 75-99 ◽  
Author(s):  
Mohammad Saud Khan ◽  
Robert J. Breitenecker ◽  
Erich J. Schwarz
Keyword(s):  
Team Performance ◽  
Team Effectiveness ◽  
Negative Impact ◽  
Deep Level ◽  
Negative Consequences ◽  
Content Type ◽  
Entrepreneurial Teams ◽  
Relationship Conflicts ◽  
Entrepreneurial Team ◽  
Effectiveness And Efficiency

Purpose – The purpose of this paper is to examine how diversity in need for achievement (nfA) a well-established entrepreneurial personality trait impacts team performance (effectiveness and efficiency) in Austria. In addition, it investigates the interaction effects of Team Mean nfA and relationship conflicts on the nfA diversity-performance relationship. Design/methodology/approach – Data originated from 44 entrepreneurial teams based in nine business incubators in Austria. Partial least squares structural equation modelling was used to estimate the model. Findings – Results indicate that, in general, nfA diversity has a negative impact on entrepreneurial team effectiveness and efficiency. However, acknowledging the importance of nfA for being entrepreneurial, diversity in nfA could improve team effectiveness when the prevailing team nfA (mean) is low. The dysfunctional role of relationship conflicts for entrepreneurial team performance is confirmed; nonetheless, similarity in nfA could help teams to cope more successfully with these potentially negative consequences. Originality/value – The paper puts forth one of the first empirical investigations of nfA and performance at a team level in an entrepreneurial field setting. Moreover, a contextually specific contribution of examining nfA diversity, team nfA (mean), relationship conflicts and team performance also augments team deep-level diversity and conflict literature. Finally, this study highlights that entrepreneurial teams could effectively leverage their human capital by realizing that some types of deep-level homogeneity (nfA) might prove helpful in neutralizing the damaging effects of relationship conflicts.

How shared leadership and team personality composition interact to improve entrepreneurial team performance

2017 ◽  
Vol 24 (3) ◽  
pp. 426-445 ◽  
Author(s):  
Wencang Zhou ◽  
Yanli Zhang ◽  
Yali Shen
Keyword(s):  
Team Performance ◽  
Shared Leadership ◽  
Team Effectiveness ◽  
Emotional Stability ◽  
Openness To Experience ◽  
Content Type ◽  
Entrepreneurial Teams ◽  
Entrepreneurial Team ◽  
Team Personality ◽  
The Relationship

Purpose The purpose of this paper is twofold: first, to explore the contingency effects of personality composition on the shard leadership and entrepreneurial team performance relationship and second, to examine different contingency effects that team personality mean score and team personality diversity have on the shared leadership – entrepreneurial team performance relationship, using the person-team fit theory and the Big-5 framework. Design/methodology/approach The sample consisted of 200 entrepreneurial teams in a technology incubator founded in 2009 in eastern China. Data were collected through an online survey. Findings Team conscientiousness level and team openness to experience diversity were found to interact with shared leadership to influence team effectiveness in a supplementary way, such that the relationship between shared leadership and team effectiveness will be stronger when the team’s mean score on conscientiousness level is high and diversity score on openness to experience is low. Another finding from this study is that team diversity scores on emotional stability and agreeableness interact with shared leadership in a complementary way; that is, the higher the diversity score, the better influence shared leadership has on team effectiveness. Practical implications First, this study provides policy implications for government agencies, foundations, and universities who provide support for start-ups in incubators. These institutions should know the importance of entrepreneurial team composition and team process to start-up performance and should provide entrepreneurial teams support in team development. Second, the study provides entrepreneurs with implications regarding team member selection. Originality/value This is one of the first papers to study the interaction between personality composition and shared leadership and its impact on new venture performance. These findings advance the literature on moderators of shared leadership by demonstrating that team personality composition on conscientiousness, openness to experience, emotional stability, and agreeableness moderates the relationship between shared leadership and entrepreneurial team performance.

Entrepreneurial team locus of control: diversity and trust

2014 ◽  
Vol 52 (6) ◽  
pp. 1057-1081 ◽  
Author(s):  
Mohammad Saud Khan ◽  
Robert J. Breitenecker ◽  
Erich J. Schwarz
Keyword(s):  
Locus Of Control ◽  
Team Performance ◽  
Structural Equation ◽  
Team Effectiveness ◽  
Content Type ◽  
Affective Trust ◽  
Crucial Component ◽  
Entrepreneurial Team ◽  
Effectiveness And Efficiency ◽  
Measuring Diversity

Purpose – The purpose of this paper is to examine how internal locus of control (LOC) as a well-established entrepreneurial personality trait at team level impacts team performance (effectiveness and efficiency) in Austria. In addition, it investigates the interaction effects of LOC diversity and affective trust on the internal LOC-performance relationship. Design/methodology/approach – Data originated from 44 entrepreneurial teams based in nine business incubators in Austria. Partial least squares (PLS) structural equation modelling was used to estimate the model. Findings – Results indicate that higher internal LOC at team level promotes entrepreneurial team effectiveness and efficiency. However, team efficiency is increased when such teams possess a high internal LOC and low LOC diversity. Affective trust is identified as a crucial component in enhancing entrepreneurial team effectiveness, especially when the team has a high internal LOC. Originality/value – This study extends research on internal LOC at team level by investigating it as a predictor of entrepreneurial team effectiveness and efficiency. Second, it systematically analyses if and how diversity in internal LOC affects team performance in an entrepreneurial team context. The paper takes a pioneering step by testing a key methodological contribution of addressing the inherent bias in measuring diversity of small teams. Finally, it is one of the first studies to show not only the importance of affect in general, but also the trust based on affect for entrepreneurial team dynamics.

Cultural values, entrepreneurial team structure and performance of SMEs

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Bashokuh-E-Ajirloo ◽  
Bahman Khodapanah ◽  
Mehdi Alizadeh ◽  
Mehdi Ebrahimzadeh
Keyword(s):  
Cultural Values ◽  
Team Performance ◽  
Discriminant Validity ◽  
Content Type ◽  
Team Members ◽  
Team Structure ◽  
Entrepreneurial Teams ◽  
Reliability Indicator ◽  
Entrepreneurial Team ◽  
And Performance

PurposeThe main objective of this study is to explain the relationship between members' cultural values on structure and performance of the entrepreneurial teams that located in Tehran.Design/methodology/approachData used in this study are collected by a questionnaire distributed among managers and other executive members of SMEs located in Tehran. One hundred and thirty-nine participants completed the questionnaires, and their responses were analyzed using partial least squares technique. Measures showed good convergent and discriminant validity. Furthermore, Cronbach's alpha, as reliability indicator for all measures, is at the acceptable level.FindingsResearch finding shows that all hypothesis supported in Iran contex. Entrepreneurial team members' cultural values have positive and significant effect on the entrepreneurial team structure. Entrepreneurial team members' cultural values have significant effect on the entrepreneurial team performance and also, the structure of the entrepreneurial team has a positive and significant effect on the entrepreneurial team performance.Originality/valueThese studies mostly focused on technical dimensions of entrepreneurial teams and overlooked the cultural values of their members.

Vendors’ team performance in software outsourcing projects

2014 ◽  
Vol 5 (3) ◽  
pp. 290-308 ◽  
Author(s):  
Gang Qu ◽  
Lishan Shen ◽  
Xiaona Bao
Keyword(s):  
Knowledge Transfer ◽  
Team Performance ◽  
Structural Equation ◽  
Project Success ◽  
Negative Impact ◽  
Positive Impact ◽  
Coordination Mechanism ◽  
Software Project ◽  
Content Type ◽  
Software Outsourcing

Purpose – The purpose of this paper is to study how the software outsourcing teams, namely, vendors, transfer effective knowledge to enhance team performance; it reports on a study of transactive memory system (TMS) theory and makes deep analyses and discussions about the influence of the cooperative behaviors of TMS on software outsourcing team’s performance under the framework of three behavioral characteristics dimensions – specialization, credibility and coordination. Design/methodology/approach – This paper is an empirical study based on investigation interviews to 28 software outsourcing teams and data of questionnaire surveys on 124 software outsourcing teams; structural equation model is used to test the data we collected. Findings – This paper finds that both credibility and coordination have a significantly positive impact on knowledge transfer and project success, whereas specialization has a significant negative impact on project success. The results of data analysis show that TMS is an effective coordination mechanism. Originality/value – The conclusion of the study can help us understand the coordination mechanism of knowledge transfer in software outsourcing team and provide theoretical support and paradigm reference for vendors in China to accumulate knowledge and improve the success rate of projects in the context of software project development.

scholarly journals Exploring the drivers of tensions in social innovation management in the context of social entrepreneurial teams

2019 ◽  
Vol 57 (6) ◽  
pp. 1344-1361 ◽  
Author(s):  
Frédéric Dufays
Keyword(s):  
Social Entrepreneurship ◽  
Social Innovation ◽  
Innovation Management ◽  
Research Approach ◽  
Innovation Implementation ◽  
Content Type ◽  
Team Members ◽  
Entrepreneurial Teams ◽  
The Social ◽  
Entrepreneurial Team

Purpose The purpose of this paper is to identify tensions that are emerging in the invention and implementation of social innovation by social entrepreneurial teams and highlights elements that influence the type of tension encountered. Design/methodology/approach Four cases are selected theoretically, studied individually, and compared to one another to identify tensions and patterns of tensions. Findings The findings reveal the predominant tensions related to goals and identity during social innovation invention and those related to time and knowledge during social innovation implementation. The size of the entrepreneurial team, the nature of the social innovation, and the interest orientation – that is, the overlap between entrepreneurial team members and beneficiaries – are found to play a role in the type of tensions encountered and their content. Research limitations/implications The chosen research approach limits the generalizability of the research results. Replication in other settings and with other types of social innovation is therefore encouraged. Originality/value In contrast to most existing studies, this research focuses on nascent social innovation projects borne by teams. It proposes that social-business tensions are not necessarily predominant in social innovation management. It suggests the importance of interest orientation as an underestimated factor in the study of social entrepreneurship.

Team leader’s conflict management styles and innovation performance in entrepreneurial teams

2020 ◽  
Vol 31 (3) ◽  
pp. 373-392 ◽  
Author(s):  
Jielin Yin ◽  
Muxiao Jia ◽  
Zhenzhong Ma ◽  
Ganli Liao
Keyword(s):  
Conflict Management ◽  
Team Performance ◽  
Management Style ◽  
Innovation Performance ◽  
Paired Data ◽  
Content Type ◽  
Entrepreneurial Teams ◽  
Entrepreneurial Activities ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this study is to investigate how a team leader’s conflict management style (CMS) affects team innovation performance (TIP) in entrepreneurial teams using a team emotion perspective. Design/methodology/approach It is proposed in this study that team passion mediates the impact of team leader’s CMSs on team performance, which is further moderated by team emotional intelligence (TEI). Then this study collected paired data from 105 teams including 105 team leaders and 411 team members to test the proposed model. Findings The results show that a team leader’s cooperative CMS has a significant positive impact on TIP and team passion further mediates the relationship between the team leader’s CMSs and TIP. The results also show that TEI moderates the relationship between the leader’s CMSs and team passion. Originality/value This study helps enriches the literature of conflict management by exploring the mechanisms through which a team leader’s CMSs affect team performance in entrepreneurial activities, and the findings of this study highlight the important role of team passion in this process. In addition, this study integrates the research on conflict management and the research on team passion in entrepreneurial teams to provide a new perspective to explore the dynamic process of entrepreneurial activities, which sheds light on the investigation of the important implications of effective conflict management in the entrepreneurship.

Knowledge transfer and managers turnover: impact on team performance

2019 ◽  
Vol 25 (1) ◽  
pp. 69-83 ◽  
Author(s):  
Raffaele Trequattrini ◽  
Maurizio Massaro ◽  
Alessandra Lardo ◽  
Benedetta Cuozzo
Keyword(s):  
Knowledge Transfer ◽  
Performance Improvement ◽  
Team Performance ◽  
Negative Impact ◽  
Research Question ◽  
Qualitative Comparative Analysis ◽  
Sport Performance ◽  
Outcome Variable ◽  
Content Type ◽  
Explanatory Variables

PurposeThe paper aims to investigate the emerging issue of knowledge transfer and organisational performance. The purpose of this paper is to investigate the importance of knowledge transfer in obtaining high and positive results in organisations, in particular, studying the role of managers’ skills transfer and which conditions help to achieve positive performance.Design/methodology/approachThe research analyses 41 cases of coaches that managed clubs competing in the major international leagues in the 2014–2015 season and that moved to a new club over the past five seasons. The authors employ a qualitative comparative analysis (QCA) methodology. According to the research question, the outcome variable used is the team sport performance improvement. As explanatory variables, the authors focus on five main variables: the history of coach transfers; the staff transferred; the players transferred; investments in new players and the competitiveness.FindingsThe overall results show that when specific conditions are realised simultaneously, they allow team performance improvement, even if the literature states that the coach transfers show a negative impact on outcomes. Interestingly, this work reaches contrasting results because it shows the need for the coexistence of combinations of variables to achieve the transferability of managers’ capabilities and performance.Originality/valueThe paper is novel because it presents a QCA that tries to understand which conditions, factors and contexts help knowledge to be transferred and to contribute to the successful run of organisations.

Passion in hybrid entrepreneurship: the impact of entrepreneurial teams and tenure

2016 ◽  
Vol 11 (2) ◽  
pp. 167-186 ◽  
Author(s):  
Carin Nordström ◽  
Charlotta Agneta Sirén ◽  
Sara Thorgren ◽  
Joakim Wincent
Keyword(s):  
Logistic Regression ◽  
Choice Theory ◽  
Choice Overload ◽  
Negative Effects ◽  
Content Type ◽  
Entrepreneurial Teams ◽  
Entrepreneurial Team ◽  
Main Motive ◽  
The Individual ◽  
The Impact

Purpose – The purpose of this paper is to draw on the theory of choice overload to examine how entrepreneurial tenure and involvement in entrepreneurial teams influence passion for engaging in entrepreneurship. Design/methodology/approach – A survey was administered to 262 Swedish hybrid entrepreneurs, which refers to individuals who engage in entrepreneurship while also maintaining wage work; this arrangement is becoming more and more common in the Nordic economies. Hypotheses proposed associations between the entrepreneurial tenure (the length of engagement in the side business) and entrepreneurial teams (leading the business with one or more team members) with passion for entrepreneurship. Logistic regression was used to test the hypotheses. Findings – Results from logistic regression support the hypotheses with three findings: the longer the individual has had the side business, the less likely passion to be the main motive behind entrepreneurship; passion is less likely to be the main motive behind entrepreneurship among those who are part of an entrepreneurial team; and, involvement in an entrepreneurial team strengthens the negative association between entrepreneurial tenure and passion for entrepreneurship. Research limitations/implications – The data are limited to the creative sector in Sweden and to the hybrid entrepreneurship context. Practical implications – The results support the impact of choice overload and the notions that entrepreneurship passion will decrease the longer the business is up running and if the venturing occurs with another team member. In practice, this means that interventions for re-kindling passion in entrepreneurship should focus on dealing with choice overload under conditions of long-term tenure and team-funded ventures. If entrepreneurs want to maintain high levels of passion, quick and isolated entrepreneurial processes reduce the choice overload that may threaten maintaining a high passion for entrepreneurship. Originality/value – This study is the first to apply choice theory to an entrepreneurship context and to find support for possible negative effects of choice overload on passion for entrepreneurship.

Dispersion beyond miles: configuration and performance in virtual teams

2017 ◽  
Vol 23 (3) ◽  
pp. 186-204 ◽  
Author(s):  
Ambika Prasad ◽  
Darleen DeRosa ◽  
Michael Beyerlein
Keyword(s):  
Virtual Teams ◽  
Team Performance ◽  
Electronic Communication ◽  
Negative Impact ◽  
Spatial Distance ◽  
Future Research ◽  
Data Set ◽  
Content Type ◽  
And Performance ◽  
The Impact

Purpose The purpose of this paper is to understand different aspects of structural dispersion in virtual teams (VTs). The study measures five types of dispersion, their impact on VT performance and the moderating effect of electronic communication. Design/methodology/approach The authors collected data from 44 globally distributed VTs representing 403 members. The authors used details of the members’ locations to measure five elements of dispersion for each team: spatial, time-zone, number of locations, extent of numerical balance across locations and extent of isolated members for a team. The authors used two items to assess effective electronic communication and measured team performance on four items from three sources – members, leaders and third-party stakeholders. Findings Using regression, the authors found that the number of sites, degree of team balance and isolation had a negative impact on team performance. Spatial and temporal dispersion did not impact performance. Effective electronic communication moderated the relationship of team performance with team balance and the number of sites. Research limitations/implications Study presents novel findings on the role of team configuration in VTs. Limitations: the study provides pointers to the likelihood of a non-linear relationship between spatial distance and performance; however, the scope of the paper does not permit an examination of this model. Future research can study this relationship. Second, the study does not examine how team configuration impacts the team processes that discount performance. Finally, the study treats each index of dispersion as independent of the others. The analysis does not study the interplay between and among the indices. Practical implications The findings provide clear indicators for managers and researchers of VTs on the issues associated with the location and configuration of the teams. Managers, while designing and managing dispersed members are now informed of the impact of the number of sites and the sub-group dynamics. The study underscores the importance of effective electronic communication in managing dispersion. Social implications The study presents how faultiness based on location of VT sub-groups (as represented in the configuration of a team) can hamper performance. Literature suggests that this faultiness can also extend to social identities (based on gender, culture, etc.). The indicators provided by this study in this respect provide a topical focus for research because diverse dispersed teams are becoming more prevalent. Originality/value The study is the first empirical exploration of dispersion in VTs beyond the traditionally acknowledged dimensions of spatial distance and time-zones. It is a timely response to the recent trends in literature. Additionally, the study derives data from a unique data set of global VTs, thus making findings easily generalizable.

Team interdependence and turnover: evidence from the NFL

2014 ◽  
Vol 29 (3/4) ◽  
pp. 276-292 ◽  
Author(s):  
Justin L. Davis ◽  
Andy Fodor ◽  
Michael E. Pfahl ◽  
Jason Stoner
Keyword(s):  
Organizational Performance ◽  
Team Performance ◽  
National Football League ◽  
Work Teams ◽  
Negative Impact ◽  
Interactive Effect ◽  
Negative Influence ◽  
Task Interdependence ◽  
Work Team ◽  
Content Type

Purpose – The purpose of this paper is to empirically investigate the interactive effect of turnover and task interdependence on performance in work teams. Based on pervious research, the authors contend that turnover will have a negative effect on team performance and this effect will be more pronounced as teams perform highly interdependent tasks. Design/methodology/approach – Using longitudinal data from the National Football League (NFL), the authors empirically examine the effect of player turnover on NFL team performance (i.e. wins and losses in the subsequent year), and the difference in team performance based on the high/low task interdependence of the work team. Findings – Findings suggest a negative impact of turnover on organizational performance, regardless of the interdependent nature of work team tasks. In addition, the negative influence of turnover is enhanced by the task interdependence within a team. Originality/value – This is one of the few studies that examine task interdependence as a moderating variable of the turnover – team performance relationship. More specifically, by examining an industry with high team member turnover (i.e. The NFL), the findings from this study give practicing managers a guide as to which work teams managers should attempt to minimize turnover.

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