Affective Information Processing in Self-Managing Teams: The Role of Emotional Intelligence

Based on a multilevel data set collected from 599 individuals working in 102 self-managing teams, we examined the relationship between emotional intelligence (EI) and team member performance, focusing on the dimensions of teamwork and leadership performance. Furthermore, we explored the moderating role of team-level characteristics, such as noninformational diversity, size, and collective EI on the EI–performance relationship. As predicted, team members with higher EI were better at facilitating teamwork and playing the role of an informal leader than those with lower EI. The positive contribution of EI on team member performance was stronger for teams with greater diversity, larger sizes, and with lower average levels of team member EI. The study suggests that managers of self-managing teams should emphasize EI in their selection, training, and evaluation systems.

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How Incomplete Information of Team Member Contributions Affects Subsequent Contributions: The Moderating Role of Social Value Orientation

Journal of Management Accounting Research ◽

10.2308/jmar-19-026 ◽

2020 ◽

Cited By ~ 1

Author(s):

Tyler F. Thomas ◽

Todd A. Thornock

Keyword(s):

Team Member ◽

Value Orientation ◽

Social Value ◽

Social Value Orientation ◽

Team Members ◽

Input Information ◽

Team Project ◽

Types Of Information ◽

Output Information

In this study, we investigate how team members' social value orientation (SVO) affects their contributions to a team project when different types of information about other team members' effort is known. Specifically, we examine the team contributions made by proselfs and prosocials after they learn either the input provided or output achieved by other team members. Proselfs subsequently contributed less following input information compared to output information because they can use input information opportunistically to justify their own lower contributions. Conversely, prosocials contributed more after receiving input information compared to output information because they perceive input information as being more psychologically meaningful. Finally, proself teams with output information perform similarly to prosocial teams with either type of information. These findings provide insight into how information about team member contributions and SVO affect individuals' subsequent team contributions, and how output information can help mitigate proselfs' free-riding tendencies and improve team performance.

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The role of intuition in vaccination attitudes

Journal of Health Psychology ◽

10.1177/1359105320925160 ◽

2020 ◽

pp. 135910532092516

Author(s):

Julia Schindler ◽

Simon Schindler ◽

Stefan Pfattheicher

Keyword(s):

United States ◽

The United States ◽

Regression Analyses ◽

Vaccine Preventable Diseases ◽

Processing Mode ◽

Affective Information Processing ◽

Affective Information ◽

Prior Experiences ◽

The U.S

This study tested the idea that faith in intuition (people’s reliance on their intuition when making judgments or decisions) is negatively associated with vaccination attitudes in the U.S. populace. Intuition is an implicit, affective information processing mode based on prior experiences. U.S. citizens have few threatening experiences with vaccines because vaccination coverage for common vaccine-preventable diseases is high in the United States. Experiences with vaccination-side effects, however, are more prevalent. This is likely to shape an intuition that favors refusal over vaccination. Results of multiple regression analyses support this supposition. With increasing faith in intuition, people’s vaccination attitudes become less favorable.

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Levels of Academic Leaders’ Emotional Intelligence, Team Emotional Climate & Team Member Job Satisfaction

Journal of Business & Tourism ◽

10.34260/jbt.v4i2.162 ◽

2021 ◽

Vol 4 (2) ◽

pp. 67-75

Author(s):

MUHAMMAD ADNAN REHMAN ◽

MUHAMMAD NAUMAN HABIB ◽

SHAHZAD KHAN

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Questionnaire Survey ◽

Team Member ◽

Team Leaders ◽

Emotional Climate ◽

Academic Leaders ◽

Team Members ◽

Emotional Work ◽

The Difference

The study intended to examine leaders’ emotional intelligence, emotional work climate and job satisfaction among several teams of higher educational institutes. A few studies have examined the effects of these variables but seldom studies existed which examined the level of these variables. The aim of this study was to find out the difference between the true mean and the comparison value. Questionnaire survey of 30 team leaders and 120 team members was conducted. The paper applied one sample t-test using the SPSS 20 software to test the hypothesis. The study found out that there is a slight difference between the true mean and the comparison value. Although the difference is statistically significant but not large enough to be practically significant. Therefore, the subjects recruited were treated as normal.

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The Role of Attentional Mechanisms in Affective Information Processing Underlying Donations

PsycEXTRA Dataset ◽

10.1037/e722352011-023 ◽

2008 ◽

Author(s):

Stephan Dickert ◽

Paul Slovic

Keyword(s):

Information Processing ◽

Affective Information Processing ◽

Affective Information ◽

Attentional Mechanisms

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The mobility of team members and team creativity: exploring the mediating role of team cognition

Journal of Organizational Change Management ◽

10.1108/jocm-03-2020-0073 ◽

2020 ◽

Vol 33 (6) ◽

pp. 1111-1122 ◽

Cited By ~ 1

Author(s):

Weixiao Guo ◽

Chenjing Gan ◽

Duanxu Wang

Keyword(s):

Team Member ◽

Knowledge Worker ◽

Team Cognition ◽

Bootstrap Analysis ◽

Team Creativity ◽

Content Type ◽

Team Members ◽

Mediating Role ◽

The Relationship

PurposeThe purpose of this paper is to investigate how the mobility of team members affects team creativity in knowledge-worker teams and the mediating role of team transactive memory system (TMS) and team creative efficacy.Design/methodology/approachMultiple surveys were conducted on team leaders and members in knowledge-worker teams in China. A total of 94 teams were analyzed by adopting the confirmatory factor analyses, hierarchical regression analysis and bootstrap analysis method.FindingsThe results show that frequent team member mobility is negatively related to a knowledge-worker team's creativity, and the relationship is mediated by team TMS and creative efficacy.Originality/valueThis study contributes to a deeper understanding of how the mobility of team members affects team creativity in knowledge-worker teams by exploring the underlying mechanisms from the perspective of team cognition. Specifically, team TMS and creative efficacy mediate the relationship between team member mobility and team creativity.

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Can Supportive Coaching Behaviors Facilitate Boundary Spanning and Raise Job Satisfaction? An Indirect-Effects Model

Journal of Management ◽

10.1177/01492063211003951 ◽

2021 ◽

pp. 014920632110039

Author(s):

Jennifer A. Marrone ◽

Narda R. Quigley ◽

Gregory E. Prussia ◽

John Dienhart

Keyword(s):

Job Satisfaction ◽

Indirect Effects ◽

Team Member ◽

Boundary Spanning ◽

Team Leader ◽

Team Leaders ◽

Field Sample ◽

Team Members ◽

Coaching Behaviors

As organizations encounter unpredictable external environments, expectations are changing for managers and team leaders toward providing more facilitative, less directive coaching in order to stimulate more flexibility and adaptability. Prior research has underscored the role of team leader supportive coaching behaviors in reinforcing and growing team member capabilities to work independently from the leader. What is not yet understood, however, is if and how supportive coaching behaviors relate to team member engagement in boundary-spanning behaviors, which are team member efforts to establish and maintain relationships with key parties external to their team. This study examines how team leaders’ supportive coaching of boundary spanning—defined as a set of behaviors that (a) encourages team members to engage in frequent and open collaborations with key parties external to the team and (b) grants team members the latitude to engage external parties in ways the team members deem necessary—relates to team member boundary-spanning behavior and job satisfaction through a motivational pathway. We test a hypothesized indirect-effects model within a field sample of 256 engineering employees working in teams. Results indicate that leaders’ supportive coaching of boundary spanning is positively related to team member boundary-spanning self-efficacy, which in turn is positively related to team member engagement in boundary-spanning behavior for their teams. Also, team members who reported more boundary-spanning behavior experienced greater job satisfaction. The findings have important implications for organizations, team leaders, and team members.

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Team Member Subjective Communication in Homogeneous and Heterogeneous Teams

The Accounting Review ◽

10.2308/accr-52002 ◽

2018 ◽

Vol 93 (5) ◽

pp. 1-22 ◽

Cited By ~ 11

Author(s):

Markus C. Arnold ◽

R. Lynn Hannan ◽

Ivo D. Tafkov

Keyword(s):

Team Performance ◽

Team Member ◽

Theory And Practice ◽

Data Availability ◽

Team Composition ◽

Team Members ◽

Behavioral Theories ◽

Positive Effect ◽

Heterogeneous Teams

ABSTRACT This study investigates whether subjective communication from team members to a manager responsible for allocating performance-based bonuses increases team performance and whether the efficacy of such communication is reduced in heterogeneous teams. We draw on both economic and behavioral theories to predict that communication content, even though subjective, provides information that enables the manager to allocate bonuses so as to enhance the relation between individuals' contributions and rewards, thereby increasing individuals' effort and team performance. However, we also predict that the positive effect of team member subjective communication is more muted when team members' abilities are heterogeneous compared to homogeneous. We test these predictions via an experiment. Consistent with our predictions, team member subjective communication has a positive effect on team performance, and the positive effect is more muted for heterogeneous teams. Results of our study contribute to both theory and practice by enhancing our understanding of the role of subjective communication from team members to team managers in motivating effort in teams and, particularly, how its efficacy is affected by team composition. Data Availability: Data are available from the authors upon request.

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How Team Emotional Intelligence Connects to Task Performance: A Network Approach

Small Group Research ◽

10.1177/1046496419889660 ◽

2019 ◽

Vol 51 (4) ◽

pp. 492-516

Author(s):

Hui-Hua Zhang ◽

Cody Ding ◽

Nicola S. Schutte ◽

Rui Li

Keyword(s):

Emotional Intelligence ◽

Social Network ◽

Task Performance ◽

Project Teams ◽

Friendship Networks ◽

Team Members ◽

Social Network Structure ◽

Team Task ◽

Student Projects

Drawing on a social network analysis, we examined the role of social network structure (i.e., friendship network density) as a mediating factor linking team average emotional intelligence (EI) with team task performance and how this relationship is influenced by intrateam trust. The results from 97 teams (466 team members) working on student projects in a business university over a semester indicated that teams with higher average EI exhibit a higher density of friendship networks and better team task performance in contexts characterized by higher intrateam trust. The study increases our understanding of the mechanism through which EI at the team level may affect team performance and provides new insights into how team managers and members might enhance the effectiveness of project teams.

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From the bottom of a bottle: A sociological examination of the use of alcohol in varsity sport hazing

International Review for the Sociology of Sport ◽

10.1177/1012690219861607 ◽

2019 ◽

Vol 55 (7) ◽

pp. 991-1008 ◽

Cited By ~ 1

Author(s):

Jessica W Chin ◽

Jay Johnson ◽

Mary Anne Signer-Kroeker ◽

Margery Holman

Keyword(s):

Student Athletes ◽

Academic Research ◽

Central Place ◽

Positive Contribution ◽

Team Members ◽

Collegiate Sport ◽

Varsity Athletes ◽

Negative Dialectic ◽

Media Reports

This study is an examination of the role of alcohol and its central place in university sport hazing rituals, whereby veteran team members require new team members to participate in a rite of passage to gain full access to team membership. Academic research studies as well as media reports on sport hazing reveal the significant extent to which alcohol is closely tied to dangerous behaviors in team initiation rituals. Data was collected using in-depth interviews with varsity athletes, coaches and athletic directors at Canadian universities. The participants discussed their experiences with hazing and provided their perspective on the role of alcohol in university team hazing activities. In our analysis, we applied a sociological lens informed by the work of Theodor Adorno, using a negative dialectic approach to highlight the gap between the actual undesirable impact of team hazing and alcohol in collegiate sport and the potential of collegiate sport to provide a positive contribution to the lives of student-athletes; this negative dialectic approach reveals the social and institutional structures in place which promote the harmful incorporation of alcohol (abuse) in sport, while revealing how change within those very structures can lead to positive change. These data can thus be used to inform programs and policies aimed at improving the transitional experiences of varsity student-athletes, subsequently enhancing the overall culture of university sport.

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