Team Belonging: Integrating Teamwork and Diversity Training Through Emotions

2021 ◽  
pp. 104649642110448
Author(s):  
Alicia S. Davis ◽  
Adrienne M. Kafka ◽  
M. Gloria González-Morales ◽  
Jennifer Feitosa
Keyword(s):  
Diversity Training ◽  
Management Training ◽  
Training Model ◽  
Future Research ◽  
Team Diversity ◽  
Emotional Management ◽  
Traditional Design ◽  
Effective Training ◽  
Workplace Outcomes

With the worldwide focus shifting toward important questions of what diversity means to society, organizations are attempting to keep up with employees’ needs to feel recognized and belong. Given that traditionally team and diversity trainings are provided separately, with different theoretical backgrounds and goals, they are often misaligned and ineffective. We review 339 empirical articles depicting a team, diversity, or emotional management training to extract themes and determine which methods are most effective. Although research has demonstrated the importance of belonging for providing positive workplace outcomes, we found that the traditional design of these trainings and lack of emotional management prevent a balance between team and diversity goals, preventing belonging. We propose an integrative training with emotional management to help teams foster optimal belonging, where members can unite together through their differences. Accordingly, our themes inform this training model that can inspire future research into more effective training.

The Contingent Effect of Team Composition on the Performance of Entrepreneurial Teams

2019 ◽  
pp. 654-680
Author(s):  
Serghei Musaji ◽  
Julio De Castro
Keyword(s):  
Future Research ◽  
Team Composition ◽  
Team Members ◽  
Team Diversity ◽  
Entrepreneurial Teams ◽  
Knowledge Based ◽  
Fertile Ground ◽  
Active Debate ◽  
And Performance ◽  
The Relationship

Despite the continuous interest in studying entrepreneurial teams, the relationship between team composition and, particularly, team diversity and performance remains fertile ground for active debate. Taking roots in the knowledge-based view and organizational learning literatures, this chapter argues that performance in entrepreneurial teams is contingent on (a) the overlap between team members’ knowledge/competences and the content of the performed tasks, (b) the duplication of the team members’ knowledge in the areas with that content, (c) the nature of tasks (exploration or exploitation), (d) the team’s flexibility to adapt to changes in the content and nature of those tasks, and (e) the rate of environmental change. Because an important source of ambiguity in the understanding of how team diversity and performance are linked ties to issues of how team diversity is conceptualized and operationalized, the chapter also proposes a new way of looking at diversity in future research.

Employee Psychoactive Substance Involvement: Historical Context, Key Findings, and Future Directions

2019 ◽  
Vol 6 (1) ◽  
pp. 273-297 ◽  
Author(s):  
Michael R. Frone
Keyword(s):  
Historical Context ◽  
Future Research ◽  
Psychoactive Substance ◽  
Psychoactive Substances ◽  
Work Stressors ◽  
Human Culture ◽  
Human Labor ◽  
Collateral Effects ◽  
Substance Involvement ◽  
Workplace Outcomes

Humans have consumed psychoactive substances for millennia, and these substances have played an important role in human culture and human labor. This article investigates our current understanding of the general association between the workplace and employee involvement with psychoactive substances. I begin by briefly exploring the broad evolutionary and historical intersection of psychoactive substances, human culture, and human labor. I then outline the multidimensional nature of employee psychoactive substance involvement and look at its prevalence. Next, I summarize recent research on workplace antecedents, such as work stressors, substance availability, norms, and social control. I then summarize research on the adverse workplace outcomes experienced by employees who use psychoactive substances as well as the collateral effects of such use on coworkers. Throughout the article, I identify directions for future research.

scholarly journals The Chinese-perspective of Intercultural Competence Models Revisited

2015 ◽  
Vol 7 (1) ◽  
pp. 23-41
Author(s):  
Yoon Huat Chong ◽  
Halina Grzymała-Moszczyńska
Keyword(s):  
Cultural Values ◽  
Intercultural Competence ◽  
Future Research ◽  
Emotional Management ◽  
Business Partners ◽  
Chinese Perspective ◽  
Western Theory ◽  
Chinese Scholars ◽  
Western Perspective ◽  
Competence Models

Abstract Most intercultural competence models have been developed by Western experts based on Western theory and Western cultural values, and they are not culturally specific models. The lack of non-Chinese researchers to study and contribute to the construction of intercultural competence from a Chinese-perspective is a serious shortcoming, and most of the models developed by Chinese scholars are a replica of the Western models. A Chinese-perspective of intercultural competence model is indeed needed to reinterpret concepts and theories that are coined in the West, which are then widely used and generalized without any concrete-solid bases of their universality. This paper deployed empirical study methods to analyze the content of the literature to understand the construct of Chinese-perspective intercultural competence models. Eight Chinese-perspectives of intercultural competence models formulated by Chinese scholars between 1998 and 2013 have been identified, two of them are researched in English, while six others are in Chinese. As a result, there are no significant differences in the components of those eight models, as most Chinese scholars agree that cognitive ability, emotional management and communication skills are three of the major components which constitute the Chinese version of intercultural competence models. This research is timely, and is worth conducting, due to increased Chinese investments throughout the world, and the power and influence of China as the world’s largest economy. The results could be used as a guiding operational scheme to prepare business partners from both sides for successful cooperation. However, one should recommend, in future research, that there be a comparison of Chinese-perspective models with Western-perspective models in order to delve deeper into the construct of the models to examine the degree to which the Chinese and Western-perspective of intercultural competence are complementary and compatible with each other.

Preparedness for Mass Casualty Incidents: The Effectiveness of Current Training Model

2021 ◽  
pp. 1-9
Author(s):  
Seema Biswas ◽  
Hany Bahouth ◽  
Evgeny Solomonov ◽  
Igor Waksman ◽  
Michael Halberthal ◽  
...  
Keyword(s):  
Disaster Management ◽  
Emergency Services ◽  
Traumatic Event ◽  
Management Training ◽  
Training Model ◽  
Mass Casualty ◽  
The Public ◽  
Physical Injuries ◽  
Nation States ◽  
State Infrastructure

Abstract The importance of MCI organization and training was highlighted by the events of September 11, 2001. Training focuses on the management of physical injuries caused by a single traumatic event over a well-defined, relatively short timeframe. MCI management is integrated into surgical and trauma training, with disaster management training involving the emergency services, law enforcement, and state infrastructure agencies. The COVID-19 pandemic revealed gaps in the preparedness of nation states and global partners in disaster management. The questions that arose include ‘has training really prepared us for an actual emergency,’ ‘what changes need to be made to training to make it more effective,’ and ‘who else should training be extended to?’ This article focuses on the importance of involving multiple sectors in mass casualty training and asks whether greater involvement of non-medical agencies and the public, in operational drills might improve preparedness for global events such as the COVID-19 pandemic.

An integrative conceptual two-factor model of workplace value congruence and incongruence

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zoleikha Abbasi ◽  
Jon Billsberry ◽  
Mathew Todres
Keyword(s):  
Cultural Values ◽  
Work Values ◽  
Factor Model ◽  
Value Congruence ◽  
Future Research ◽  
Heuristic Model ◽  
Political Values ◽  
Content Type ◽  
Value Similarity ◽  
Workplace Outcomes

Purpose The purpose of this paper is to integrate research conducted on work values, political values and cultural values to develop a new heuristic model of values that can be applied to workplace outcomes. Design/methodology/approach This is a conceptual paper that draws upon the work values, political values and cultural values literatures and the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses to advocate an integrative conceptual model spanning these constructs. Findings Integrating the three types of values with the underlying hypotheses of “similarity leads to attraction” and “dissimilarity leads to repulsion”, an internally consistent two-factor model of values is developed. This heuristic model argues that one set of factors causes value congruence and its associated outcomes and a different set of factors causes value incongruence and its associated outcomes. By conceptualizing value congruence and value incongruence as a two-factor theory, the idea is advanced that people do not assess value similarity and value dissimilarity unidimensionally, but these are two separate dimensions supported by different theoretical hypotheses and processes. Originality/value Previous conceptual work on values has isolated different types of values and considered them separately. A contribution is made by integrating the three main streams of values research. The paper is the first to advocate a two-factor theory to values and the first to incorporate the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses. The model repositions the focus for future research on value congruence and incongruence.

Team and Individual Interactions With Reciprocity in Individual Knowledge Sharing

2019 ◽  
pp. 123-145 ◽  
Author(s):  
Megan Lee Endres ◽  
Sanjib Chowdhury
Keyword(s):  
Experimental Study ◽  
Knowledge Sharing ◽  
Functional Diversity ◽  
Future Research ◽  
Demographic Diversity ◽  
Team Diversity ◽  
Positive Effects ◽  
Individual Knowledge ◽  
Individual Variables ◽  
Ability Perceptions

The study investigated the effects of expected reciprocity on knowledge sharing, as moderated by team and individual variables. Data (n = 84) were collected in an experimental study from undergraduate business student participants. The effects of expected reciprocity on knowledge sharing depend on the levels of individual competence, positive team attitudes, functional diversity, and demographic diversity. Implications include that the effectiveness of reciprocity in knowledge sharing depends on several factors relating to the team and individual. Encouraging reciprocity may have positive effects, but these can be overridden by poor team attitudes, low ability perceptions, and team diversity. Future research suggestions are offered.

The Cybersecurity Awareness Training Model (CATRAM)

2021 ◽  
pp. 233-257
Keyword(s):  
Education Institution ◽  
Training Model ◽  
Future Research ◽  
Awareness Training ◽  
Human Errors ◽  
Canadian Higher Education ◽  
Awareness Programs ◽  
Multiple Case ◽  
People’S Attitudes

This chapter presents the outcome of one empirical research study that assess the implementation and validation of the cybersecurity awareness training model (CATRAM), designed as a multiple-case study in a Canadian higher education institution. Information security awareness programs have become unsuccessful to change people's attitudes in recognizing, stopping, or reporting cyberthreats within their corporate environment. Therefore, human errors and actions continue to demonstrate that we as humans are the weakest links in cybersecurity. The chapter studies the most recent cybersecurity awareness programs and its attributes. Furthermore, the authors compiled recent awareness methodologies, frameworks, and approaches. The cybersecurity awareness training model (CATRAM) has been created to deliver training to different corporate audiences, each of these organizational units with peculiar content and detached objectives. They concluded their study by addressing the necessity of future research to target new approaches to keep cybersecurity awareness focused on the everchanging cyberthreat landscape.

Confluence of Workplace Spirituality and Leadership

2022 ◽  
pp. 175-202
Author(s):  
Abdul Gani ◽  
Sana Shabir
Keyword(s):  
Research Agenda ◽  
Positive Relationship ◽  
Leadership Effectiveness ◽  
Workplace Spirituality ◽  
Future Research ◽  
The Core ◽  
Future Research Agenda ◽  
Core Areas ◽  
The Subject ◽  
Workplace Outcomes

Recent interest in the subject of workplace spirituality and leadership emphasizes the integrative potential of spirituality in the workplace as a means of increasing cohesiveness and leadership effectiveness. Relatively little attention has, so far, been devoted to how spirituality could act as a force of developing leadership effectiveness within organizations. Since workplace spirituality and leadership together are in a developing phase of postmodern discourse, the bridge between the two needs to be narrowed down by identifying the reasons for the evident disconnection between workplace outcomes and leadership spirituality and probing possible moderators and mediators of this relationship. The chapter encapsulates the existing research evidence on spirituality and leadership effectiveness to identify the future research agenda in the area. The review reveals that workplace spirituality and leadership share a significant positive relationship and that improving the core areas of spirituality can improve various dimensions of leadership.

The Cybersecurity Awareness Training Model (CATRAM)

2022 ◽  
pp. 501-520
Author(s):  
Regner Sabillon
Keyword(s):  
Education Institution ◽  
Training Model ◽  
Future Research ◽  
Awareness Training ◽  
Human Errors ◽  
Canadian Higher Education ◽  
Awareness Programs ◽  
Multiple Case ◽  
People’S Attitudes

This chapter presents the outcome of one empirical research study that assess the implementation and validation of the cybersecurity awareness training model (CATRAM), designed as a multiple-case study in a Canadian higher education institution. Information security awareness programs have become unsuccessful to change people's attitudes in recognizing, stopping, or reporting cyberthreats within their corporate environment. Therefore, human errors and actions continue to demonstrate that we as humans are the weakest links in cybersecurity. The chapter studies the most recent cybersecurity awareness programs and its attributes. Furthermore, the author compiled recent awareness methodologies, frameworks, and approaches. The cybersecurity awareness training model (CATRAM) has been created to deliver training to different corporate audiences, each of these organizational units with peculiar content and detached objectives. They concluded their study by addressing the necessity of future research to target new approaches to keep cybersecurity awareness focused on the everchanging cyberthreat landscape.

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