An integrated model of team resilience: exploring the roles of team sensemaking, team bricolage and task interdependence

2020 ◽  
Vol 49 (9) ◽  
pp. 2007-2033 ◽  
Author(s):  
Amina Talat ◽  
Zahid Riaz
Keyword(s):  
Situational Awareness ◽  
Work Teams ◽  
Underlying Mechanism ◽  
Task Interdependence ◽  
Job Description ◽  
Content Type ◽  
Team Members ◽  
Team Resilience ◽  
The Relationship ◽  
And Task

PurposeThe contemporary organizational environment calls for work team members to be more resilient in the face of likely setbacks, which are routinely experienced at the workplace. In two separate studies of work teams, we examine the impact of team sensemaking on team bricolage and subsequently, on team resilience. These studies further investigate whether task interdependence moderates the mediation of team bricolage for the relationship between team sensemaking and team resilience. In brief, these two studies conceptualize and test the relevance of team sensemaking, team bricolage and task interdependence for team resilience.Design/methodology/approachA sample of 213 team members participated in the self-administered survey for Study 1. For Study 2, a second sample collected from 81 teams, elicited team-level data by consensus among team members.FindingsFindings show that team sensemaking as an antecedent has a significant and positive impact on team resilience. The results also show how and when the relationship between team sensemaking and team resilience is facilitated through an underlying mechanism of team bricolage in the presence of task interdependence among team members. This research improves the understanding about the relationship between team sensemaking and team resilience by examining the underlying mechanism and boundary condition under which the relationship is the strongest.Practical implicationsThese findings have important implications for human resource managers. In face of adverse events, team sensemaking plays a pivotal role as it can enable team members to have better situational awareness, communication and reflection. Team sensemaking can be further facilitated for improved team resilience by embedding bricolage and task interdependence components in the employee orientation, job description and training of potential and current employees.Originality/valueThese findings demonstrate that in the wake of adverse events, team sensemaking can play a pivotal role as it enables team members to have better situational awareness, communication and reflection. For team resilience, the findings imply that team sensemaking can be further facilitated by team bricolage in the presence of task interdependence in work teams. Thus, managers of modern work teams and organizations can sensitize team members about these aspects through employee orientation, job description and on and off job training activities.

scholarly journals How asymmetrical task dependence and task interdependence interact

2014 ◽  
Vol 29 (8) ◽  
pp. 1115-1132 ◽  
Author(s):  
Simon B. de Jong ◽  
P. Matthijs Bal
Keyword(s):  
Affective Commitment ◽  
Work Teams ◽  
Practical Implication ◽  
Task Interdependence ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
Task Dependence ◽  
The Individual ◽  
And Task

Purpose – The purpose of this paper is to investigate whether research and practice on task design and work teams could benefit from a more nuanced perspective on task (inter)dependencies among team members. Prior research often overlooked that task interdependence captures the average exchange of resources, while asymmetrical task dependence captures the inequalities within an individual's work relationships. To date, no study on work teams has combined the two aspects. Design/methodology/approach – Data were obtained from 262 individuals working in 67 work teams. Multilevel and bootstrapping analyses were used. Findings – Drawing from interdependence theory and power-dependence theory it was argued, and subsequently found, that asymmetrical task dependence interacts with task interdependence, and affects the job satisfaction of individuals and their affective commitment to their team. Practical implications – A key practical implication is that both asymmetrical task dependence and task interdependence should be taken into account when optimizing intra-team task dependencies, for instance when (re-)designing jobs or teams. Originality/value – This study contributes to research on asymmetrical task dependence within work teams, by investigating its interaction with task interdependence, its effects on the affective reactions of workers, and its effects on the individual level of analysis.

Yes, we complain … so what?

2016 ◽  
Vol 31 (7) ◽  
pp. 1137-1151 ◽  
Author(s):  
Caroline Aubé ◽  
Vincent Rousseau
Keyword(s):  
Work Teams ◽  
Underlying Mechanism ◽  
Task Interdependence ◽  
Negative Consequences ◽  
Team Process ◽  
Content Type ◽  
Team Setting ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of this paper is to theorize and test a model concerning the role of complaining behaviors in work teams. Despite the prevalence of workplace complaining, there is no consensus in the literature regarding the consequences of those behaviors and the extent to which they are harmful. Design/methodology/approach Using a multisource approach and a team-level design, the authors collected data from 82 teams (i.e. 394 members and their 82 immediate superiors) working in a Canadian public safety organization. Findings The results show that complaining behaviors are negatively related to two effectiveness outcomes (i.e. team performance and team process improvement) and that meaningfulness mediates these relationships. The results also reveal that task interdependence moderates the relationship between complaining behaviors and meaningfulness. More specifically, complaining behaviors have a stronger relationship with meaningfulness when the level of task interdependence is high. Originality/value The present study contributes to the literature on counterproductive behaviors by deepening the understanding of emergent states and outcomes stemming from workplace complaining, particularly in work teams. The findings of this study highlight the negative consequences that complaining behaviors may have in a team setting, the underlying mechanism involved in these relationships, and the moderating role of task interdependence.

Task interdependence and Moqi in virtual teams in China: the mediating role of virtual collaboration and the moderating role of distributive justice climate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yinxuan Zhang ◽  
Tong Li ◽  
Xuan Yu ◽  
Yanzhao Tang
Keyword(s):  
Distributive Justice ◽  
Virtual Teams ◽  
Task Interdependence ◽  
Virtual Collaboration ◽  
Content Type ◽  
Team Members ◽  
The Relationship ◽  
Moderating Role ◽  
Justice Climate

Purpose This study aims to examine the influence of task interdependence on team members’ Moqi in virtual teams in China. The authors also aim to identify virtual collaboration as a mediator and distributive justice climate as a moderator in this relationship. Design/methodology/approach The data were collected from a sample of 87 virtual teams (including 349 individuals) from various Chinese companies through a three-wave survey. Hierarchical regression analysis, path analysis, bootstrapping method and multiple validity tests were used to examine the research model. Findings In virtual teams in China, task interdependence has a significantly positive influence on team members’ Moqi; Virtual collaboration mediates the relationship between task interdependence and team members’ Moqi; The distributive justice climate positively moderates the relationship between task interdependence and virtual collaboration, as well as the indirect effect of virtual collaboration on the relationship between task interdependence and team members’ Moqi. Practical implications In virtual teams, leaders can facilitate team members’ Moqi by designing highly interdependent tasks, encouraging team members to engage in virtual collaboration and cultivating a climate of high attention distributive justice. Originality/value This is one of the first studies to pay to the Moqi among team members rather than supervisor-subordinate relationships and further examine how team members’ Moqi is predicted by task interdependence via the mediation of virtual collaboration with the distributive justice climate playing a moderating role.

Transformative HR practices and employee task performance in high-tech firms

2017 ◽  
Vol 30 (5) ◽  
pp. 710-724 ◽  
Author(s):  
Ali Ahmad Bodla ◽  
Tang Ningyu
Keyword(s):  
Task Performance ◽  
Linear Regression Analysis ◽  
Underlying Mechanism ◽  
Multiple Linear Regression Analysis ◽  
High Tech ◽  
Cross Sectional ◽  
Content Type ◽  
Hr Practices ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the relationship of perceived transformative human resource (HR) practices and employee task performance. Drawing on evidence-based approach, the transformative HR practices intend to transform employees’ behavior to cope with organizational change. This study intends to answer how does the perceived transformative HR practices influence employees’ behavioral capability to enhance their task performance. This investigation proposes that the perceived transformative HR practices positively affect employees task performance, however, employee adaptivity mediates the relationship between them. Design/methodology/approach The authors used a random sample of 224 employees, from a large high-tech company in China, to test the hypotheses. Exploratory and confirmatory factor analyses were conducted to determine the perceived transformative HR practices in the context of a high-tech firm. The authors performed multiple linear regression analysis to examine the proposed model. Findings The results of this study indicate that the perceived transformative HR practices positively influence employee adaptivity and task performance. Furthermore, employee adaptivity mediates the relationship between the perceived transformative HR practices and employee task performance. Therefore, employee adaptivity illuminates and explains the underlying mechanism of how the perceived transformative HR practices lead to employee task performance. Research limitations/implications Data collected from single firm may limit the generalizability of the findings and cross-sectional research design may raise the concern of common method bias. Future studies should test and validate the operationalization of the perceived transformative HR practices in different research contexts and with larger sample size. Organizations should design and implement transformative HR practices to cope with change. Furthermore, organizational managers should encourage and facilitate employee adaptivity to achieve better performance. Originality/value This study contributes to change management and the HR literature by identifying and operationalizing the perceived transformative HR practices as a predictor of employee adaptivity and task performance. Through the underlying mechanism of employee adaptivity between the perceived transformative HR practices and employee task performance, this study provides a new perspective to look at the HR-performance relationship in the change process.

Collectivism-oriented HRM and individual creative contribution: The roles of value congruence and task interdependence

2016 ◽  
Vol 25 (02) ◽  
pp. 211-223 ◽  
Author(s):  
Silu Chen ◽  
Guanglei Zhang ◽  
Wanxing Jiang ◽  
Shengping Shi ◽  
Tao Liu
Keyword(s):  
Value Congruence ◽  
Task Interdependence ◽  
Asia Pacific ◽  
Research Teams ◽  
Team Members ◽  
Creative Contribution ◽  
The Relationship ◽  
Positive Effect ◽  
Insight Into ◽  
And Task

AbstractThis study deals with the issue whether collectivism-oriented human resource management (HRM) system influences individual creative contribution to research teams in particular in an Asia-Pacific context. It is argued that, given certain environmental factors, such as high person-organization value congruence among team members and task interdependence, the collectivism-oriented HRM system should have a positive effect on individual creative contribution to the research teams. A multi-level theoretical model is proposed accordingly, which is then tested with data from 40 research teams and 168 individuals in Chinese universities. The results demonstrated that collectivism-oriented HRM helps to enhance individual creative contribution through the path of value congruence. Moreover, the relationship between value congruence and individual creative contribution was moderated by task interdependence. These findings offer novel insight into how an organization can develop its HRM system and improve individual creative contribution in research teams.

The dark side of teamwork–the relationship between social stressors, social resources and team member well-being in monocultural and multicultural work teams

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Katrin Leifels ◽  
Paul Bowen
Keyword(s):  
Cultural Diversity ◽  
Team Member ◽  
Work Teams ◽  
Well Being ◽  
Social Resources ◽  
Social Stressors ◽  
Psychological Well Being ◽  
Content Type ◽  
Team Members ◽  
The Relationship

PurposeThe purpose of this paper is to explore the relationship between cultural diversity in teams and team members' individual well-being. The paper further explores the relationship between social resources, social stressors, team member well-being and the influence of the type of team individuals are working in (mono- vs. multicultural), gender and individualism/collectivism (IC).Design/methodology/approachUsing data collected via an online survey, the authors analyzed 659 responses from individuals working in mono- and multicultural work teams. A theoretical model explaining the influence of social stressors, social resources, and social and demographic variables was proposed and tested using structural equation modeling.FindingsThe results indicate that members of multicultural work teams perceive significantly more social stressors and lower levels of social resources than do members of monocultural teams. Higher levels of social stressors suggest decreased psychological well-being, while social resources have an indirect positive effect on psychological well-being. Furthermore, personal characteristics, namely, individualism and gender, have direct effects on the perception of social stressors and indirect effects on team member well-being.Originality/valueThis paper demonstrates that cultural diversity in teams can influence the social stressors and resources that individual team members experience. Moreover, the pivotal role of social resources in the facilitation of team member well-being is highlighted primarily through its direct effect on social stressors and its concomitant indirect effect on well-being.

Role of burnout on job level, job satisfaction, and task performance

2017 ◽  
Vol 38 (5) ◽  
pp. 630-645 ◽  
Author(s):  
Won Ho Kim ◽  
Young-An Ra ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Organizational Context ◽  
Content Type ◽  
Job Level ◽  
Mediating Role ◽  
Final Sample ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

scholarly journals Influence of Personal and Task Interdependence on Task Conflict and Team Effectiveness

2016 ◽  
Vol 10 (4) ◽  
pp. 95 ◽  
Author(s):  
Jeffrey Lawrence D'Silva ◽  
Adriana Ortega ◽  
Abdul Hadi Sulaiman
Keyword(s):  
Team Effectiveness ◽  
Meta Analysis ◽  
Task Interdependence ◽  
Task Conflict ◽  
Personality Factors ◽  
Team Members ◽  
Information And Communication ◽  
The Subject ◽  
The Given ◽  
And Task

<p>Undeniably working in teams are important as tasks are getting more complicated and advanced as a result of globalization and the speedy growth of information and communication technology. This calls for effectiveness from team members to complete all interdependent sub-tasks to ensure that the given tasks achieve its’ desired objectives. During the process of implementing the tasks, teams are poised to face conflicts that may derail the completion of tasks. The focus of this paper is to examine the influence of personality factors and task interdependence on task conflict and team effectiveness. A meta-analysis on past studies was carried out to gather data on the subject matter. The input obtained will be pertinent for future researchers in further understanding the complexities associated with task interdependence and personality on task conflict and team effectiveness.</p>

Moral norm is the key

2020 ◽  
Vol 32 (8) ◽  
pp. 1823-1841 ◽  
Author(s):  
Matthew Tingchi Liu ◽  
Yongdan Liu ◽  
Ziying Mo
Keyword(s):  
Purchase Intention ◽  
Structural Equation ◽  
Underlying Mechanism ◽  
Subjective Norms ◽  
Purchase Intentions ◽  
Moral Norms ◽  
Green Products ◽  
Chinese Consumers ◽  
Content Type ◽  
The Relationship

PurposeThis research extends the theory of planned behaviour (TPB) and aims to study the underlying factors that influence Chinese consumers' purchase intentions towards green products. The conceptual model encompasses four elements (subjective norms, perceived behaviour control, moral norms and attitude) and one consumer response (purchase intention).Design/methodology/approachThe current research employs a questionnaire survey and two experiments. In Study 1, the hypotheses were tested using structural equation modelling with 485 consumers in China. Study 2 employed a single-factor, two-condition (morally engaged vs control), between-subject design.FindingsThe findings reveal that the morally extended TPB framework is more applicable in predicting Chinese consumers' green purchase intentions than the original TPB model. Attitude plays the most significant role in predicting purchase intentions, and moral norms prove to be a mediator of the relationship between the original construct of subjective norms and purchase intentions. The findings further revealed that moral norms comprise the underlying mechanism of the relationship between subjective norms and attitude.Originality/valueThis study therefore expands the TPB theory by including moral norms. Moreover, it contributes to the literature by clarifying the direct, indirect and total effects of each TPB element on the purchase intentions towards green products. Finally, managerial implications are given.

scholarly journals Team Resilience in Complex and Turbulent Environments: The Effect of Size and Density of Social Interactions

Complexity ◽  
2018 ◽  
Vol 2018 ◽  
pp. 1-11 ◽  
Author(s):  
Ilaria Giannoccaro ◽  
Giovanni F. Massari ◽  
Giuseppe Carbone
Keyword(s):  
Social Interactions ◽  
Positive Influence ◽  
Team Size ◽  
Team Members ◽  
Environmental Threats ◽  
Turbulent Environments ◽  
Team Resilience ◽  
Team Decision ◽  
High Level ◽  
The Relationship

How are teams able to cope with environmental threats? Why are some teams better than others in facing this challenge? This paper addresses these questions by investigating two drivers of team resilience: the team size and the density of social interactions among team members. We adopt a complex system approach and employ a model of team decision-making where collective dynamics of team members are governed by a continuous-time Markov process. The model simulates team performance in complex and turbulent environments. It is used to measure the resilient ability of team to quickly adapt to disturbance and secure a new more desirable condition. Scenarios characterized by increasing levels of complexity and turbulence are simulated, and the resilience performance is calculated and compared. Results show that the team size negatively affects the team resilience, whilst the density of social interactions plays a positive influence, especially at a high level of complexity. We also find that both the magnitude and the frequency of disturbance moderate the relationship between team size/density and the team resilience.

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