scholarly journals Cultural mosaic beliefs as a new measure of the psychological climate for diversity

2017 ◽  
Vol 18 (1) ◽  
pp. 7-32 ◽  
Author(s):  
Pylin Chuapetcharasopon ◽  
Lukas Neville ◽  
Wendi L Adair ◽  
Susan E Brodt ◽  
Terri R Lituchy ◽  
...  
Keyword(s):  
Cultural Diversity ◽  
Discriminant Validity ◽  
Work Groups ◽  
Work Group ◽  
Performance Outcomes ◽  
Psychological Climate ◽  
Convergent And Discriminant Validity ◽  
Group Members ◽  
Group Diversity ◽  
The Impact

This article introduces the concept of cultural mosaic beliefs (CMBs) as a component of effective multicultural work groups. Building on theories of group diversity and self-verification, and responding to calls to understand moderators that explain the impact of group diversity on performance outcomes, we conceptualize CMBs as a psychological climate that individual group members perceive to promote the recognition, acceptance and expression, and utilization of cultural diversity (values, traditions, and practices) in their work. We also propose that CMBs might attenuate conflict that can sometimes characterize culturally diverse work groups distinguishing groups that falter from those that flourish and benefit from the informational and other potential advantages associated with their diverse cultural composition. In a series of five studies ( N = 1119), we develop a 17-item CMB scale comprised of three factors: perceived group diversity, cultural acceptance and expression, and culture utilization. We present evidence of convergent and discriminant validity, showing that the CMB scale is related to but distinct from other measures of diversity. We also demonstrate predictive validity, showing that the CMB scale is related to work group members’ identification with the group, commitment to the group, satisfaction with the group, and learning from the group. We conclude by proposing applications of our CMBs concept and measure to multicultural workplaces and offer future directions for research on cultural diversity, specifically the study of group CMBs as a moderator of cultural diversity’s effects on groups.

The Impact of Information Technology on Roles and Role Processes in Small Groups

2011 ◽  
pp. 157-167 ◽  
Author(s):  
Robert Heckman ◽  
Dave Maswick ◽  
Jamie Rodgers ◽  
Kevin Ruthen ◽  
Gary Wee
Keyword(s):  
Ad Hoc ◽  
Work Groups ◽  
Work Group ◽  
Collaborative Work ◽  
Academic Organizations ◽  
Task Groups ◽  
Hands On ◽  
Group Members ◽  
The Impact ◽  
Small Work

In both corporate and academic organizations, collaborative work is frequently accomplished and managed in small work groups. These can take either the form of formal work groups or ad hoc task groups. The formal work group has relatively permanent membership, ongoing tasks, and routinized reporting relationships within the organization. Over time, skills and information of group members become more group-specific and norms more implicit. There is less communication on how to work together and more on the work itself (Finholt, Sproull, and Kiesler, 1990). Some types of work are, however, best performed in ad hoc or quickly formed task groups. According to Finholt, Sproull, and Kiesler (1990), such groups are convened for a particular purpose, consist of members who otherwise would not work together, and disband after completing their assigned task. These task groups permit an organization to respond rapidly to changes in the environment and to non-routine problems by calling on expertise regardless of where it resides in the organization. In higher education, a particular form of ad hoc task group is familiar to many instructors—the student project team. Such teams are commonly formed to allow students to tackle projects that are too big to handle individually, to allow students to teach and learn from one another, and to create opportunities for practicing the intricate dynamics of collaborative work. Given the benefits claimed for ad hoc task groups, it is presumed to be a good thing for students to gain hands-on experience in their function.

scholarly journals Convergent and discriminant validity of the ImPACT with traditional neuropsychological measures

2018 ◽  
Vol 5 (1) ◽  
pp. 1430199 ◽  
Author(s):  
Robert J. Thoma ◽  
Julia A. Cook ◽  
Christopher McGrew ◽  
John H. King ◽  
Dalin T. Pulsipher ◽  
...  
Keyword(s):  
Discriminant Validity ◽  
Neuropsychological Measures ◽  
Convergent And Discriminant Validity ◽  
The Impact

Leniency Effects on Convergent and Discriminant Validity for Grouped Questionnaire Items: A Further Investigation

1981 ◽  
Vol 41 (4) ◽  
pp. 1093-1099 ◽  
Author(s):  
Chester A. Schriesheim
Keyword(s):  
Correlation Matrix ◽  
Convergent Validity ◽  
Discriminant Validity ◽  
Leader Behavior ◽  
Matrix Analysis ◽  
Discount Store ◽  
Convergent And Discriminant Validity ◽  
Questionnaire Validity ◽  
Behavior Description ◽  
The Impact

Two previous investigations revealed that grouping (rather than randomizing) questionnaire items measuring similar constructs (in subsections) resulted in impaired discriminant validity (Schrie-sheim and DeNisi, 1980) and that grouping also strengthened the impact of leniency response bias (Schriesheim, 1981). This study reanalyzed the data of the two earlier investigations to determine whether the impairment of the discriminant validity of the grouped questionnaire items might be due to spurious correlations attributable to leniency. The responses of thirty discount store employees to a questionnaire containing grouped items measuring leniency in leader behavior descriptions (Schriesheim, 1980) and four similar constructs from the Leader Behavior Description Questionnaire (Stogdill, 1963) and Four-Factor Theory Questionnaire (Taylor and Bowers, 1972) were examined for convergent and discriminant validity by using a traditional zero-order multitrait-multimethod correlation matrix analysis (Campbell and Fiske, 1959) and by statistically controlling the effect of spurious correlation attributable to leniency (by computing a first-order partial multitrait-multimethod correlation matrix, controlling for leniency as measured by the leniency scale). It was found that controlling for leniency resulted in a slight decrement in convergent validity, but that discriminant validity was substantially improved. Implications for questionnaire validity and further research are discussed.

scholarly journals Development and validation of the WhatsApp Negative Impact scale (WANIS)

2019 ◽  
Vol 35 (2) ◽  
pp. 242-250
Author(s):  
Cristina Bernal-Ruiz ◽  
Ángel Rosa-Alcázar ◽  
Víctor González-Calatayud
Keyword(s):  
University Students ◽  
Discriminant Validity ◽  
Instant Messaging ◽  
Negative Impact ◽  
High Reliability ◽  
Negative Consequences ◽  
Daily Lives ◽  
Family Work ◽  
Convergent And Discriminant Validity ◽  
The Impact

The use of instant messaging affects different areas of users’ daily lives (personal, social, family, work). The aim of this research was to develop and validate a scale that measures the negative impact of WhatsApp's use in several areas (WANIS). Two studies were conducted. The first one was a pilot study in which the scale was built. The sample consisted of 95 university students aged between 17 and 27. (M = 21.34; SD = 2.11). In the second study, the factor structure was examined and the validity of the scale was analysed from a sample of 630 university students aged between 18 and 62 (M = 21.23; DT = 4.32). The exploratory factor analysis revealed that the three-factor solution was most appropriate for interpreting the scale. The instrument had high reliability and good convergent and discriminant validity. The results indicated that sex, marital status and employment status affected the negative impact experienced by WhatsApp users. This scale has proven to be a valid tool for assessing the impact that this instant messaging application has on controlling intimate relationships, the negative consequences of its use and the problematic use by users.

Diversity and group performance in a real estate project

2019 ◽  
Vol 12 (1) ◽  
pp. 62-78 ◽  
Author(s):  
Liesa Schrand ◽  
Tobias Just
Keyword(s):  
Real Estate ◽  
Work Experience ◽  
Group Performance ◽  
Work Group ◽  
Group Formation ◽  
Data Set ◽  
Content Type ◽  
Real Estate Project ◽  
Group Diversity ◽  
The Impact

Purpose Successful developers need to manage a large number of cooperation partners and find innovative solutions for specific tasks, as each real estate project is somehow unique. Thus, the question arises as to whether intelligent group formation for real estate development calls for more or rather less diverse project groups. Design/methodology/approach This paper aims to test the impact of group diversity on overall group performance with a unique data set. The authors collected the results of 150 project assignments from real estate executive education students at the IREBS Real Estate Academy from 2010 until 2016. Findings The authors find that group results were impacted positively for groups with disparity in work experience and ability. Differences in sex and age did not yield any measurable impact, neither positive nor negative. Originality/value To the best of the authors’ knowledge, this is the first time that the relationship between work group diversity and group performance was tested for real estate educational projects. The authors believe that the results are highly relevant for all university work, for which teams have to cooperate on complex rather than basic assignments and problems. Moreover, they are the first to develop a framework that combines diversity theories with a clear distinction between three diversity concepts.

scholarly journals Working toward a seamless supply chain: an exploratory analysis of the impact of supply chain on company performance

2006 ◽  
Vol 17 (1) ◽  
pp. 61-68
Author(s):  
Carol J Johnson ◽  
Lidiya Sokhnich ◽  
Charles Ng
Keyword(s):  
Supply Chain ◽  
Firm Performance ◽  
Customer Service ◽  
Performance Measures ◽  
Discriminant Validity ◽  
Three Dimensions ◽  
Company Performance ◽  
Convergent And Discriminant Validity ◽  
Firm Profitability ◽  
The Impact

This paper explores the role that several supply chain dimensions play in achieving overall firm performance. Measures suggested in prior studies were factor analyzed for convergent and discriminant validity and then used in a regression model. This study uses data from the Council of Supply Chain Management Professionals (CSCMP) member firms, with top level supply chain managers as informants. The results suggest that of the three dimensions tested, two are significant contributors to firm profitability, including customer service and business process usage. Relationship confidence was not found to significantly impact overall firm performance.

Cultural Diversity Observer Rating Scale: Factorial, Convergent, and Discriminant Validity

2006 ◽  
Author(s):  
Nicole C. Spanakis ◽  
Gargi Roysircar-Sodowsky ◽  
Michael Brodeur ◽  
Josefina Irigoyen ◽  
Mary Quinn ◽  
...  
Keyword(s):  
Cultural Diversity ◽  
Discriminant Validity ◽  
Rating Scale ◽  
Observer Rating ◽  
Convergent And Discriminant Validity

Assessing the Impact of Nonresponse on Work Group Diversity Effects

2007 ◽  
Vol 10 (2) ◽  
pp. 262-286 ◽  
Author(s):  
Natalie J. Allen ◽  
David J. Stanley ◽  
Helen M. Williams ◽  
Sarah J. Ross
Keyword(s):  
Work Group ◽  
Group Diversity ◽  
The Impact ◽  
Diversity Effects

scholarly journals Relative Leader-Member Exchange Within Work Groups: The Mediating Effect of Leader-Member Conversation Quality on Group-Focused Citizenship Behavior

2019 ◽  
pp. 232948841987167
Author(s):  
Hassan Abu Bakar ◽  
Stacey L. Connaughton
Keyword(s):  
Hierarchical Linear Modeling ◽  
Organizational Citizenship Behavior ◽  
Work Groups ◽  
Work Group ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Linear Modeling ◽  
Member Exchange ◽  
Group Members

We introduce a multilevel model that examines how and when relative leader-member exchange (RLMX) within the work group associates with group members’ commitment and organizational citizenship behavior. Results of the study are based on data gathered from a sample of 155 leader-member dyads within 25 work groups in a Malaysian organization and provide support for the hypotheses. Specifically, the results obtained from the analysis of a hierarchical linear modeling showed that leader-member conversation quality mediates the relationship between RLMX and group-focused citizenship behavior. The findings suggest that the relative group members’ ratings of leader-member exchange have the ability to influence the quality of leader-member conversation and that this positive relationship of RLMX on group-focused citizenship behavior is contingent on the direct and indirect effect of leader-member conversation quality.

A Measure of Social Media Marketing: Scale Development and Validation

2019 ◽  
Vol 8 (2) ◽  
pp. 158-168
Author(s):  
Mohammad Furqan Khan ◽  
Anisa Jan
Keyword(s):  
Social Media ◽  
Brand Equity ◽  
Discriminant Validity ◽  
Social Media Marketing ◽  
Measurement Scale ◽  
Convergent And Discriminant Validity ◽  
Master's Thesis ◽  
Marketing Activities ◽  
The Difference ◽  
The Impact

With the evolution of social media the world has witnessed an information explosion. The role of social media in influencing the consumer behavior is huge, but the studies conducted in these areas are insignificant. Scholars have identified different variables over time to study social media marketing, but functionality-based approach was only investigated by Babac (Impact of social-media use on brand equity of magazine brands: A qualitative study of Vogue Turkey, Unpublished Master’s thesis, 2011) and Tresna and Wijaya (iBuss Management, 3: 37–48, 2015). Tresna and Wijaya’s (iBuss Management, 3: 37–48, 2015) study was based on Instagram, therefore, their scale could not be used for Facebook, because of the difference in website functionalities. Most of the social media marketing activities are carried on Facebook and to measure these marketing efforts a research instrument is needed. Therefore, this study is an attempt to develop a measurement scale to assess the influence of social media functionalities. In order to identify the factors of social media, exploratory factor analysis (EFA) was run on a sample of 122 respondents in SPSS 20. EFA was run on 34 items and seven items were removed in the first round. In the second round EFA was run on the remaining 27 items and five items were dropped. Third time when EFA was run, all 22 items loaded well on the seven factors of social media with a cumulative variance of 82.95 percent. The scales reliability was tested by using Cronbach’s alpha which was above the threshold. Further the scale was also tested for convergent and discriminant validity, that indicated positive results. Therefore, 22 items scale to measure seven functionalities of social media websites was found to be reliable and valid. This study is unique because, a measurement scale to investigate the influence of social media functionalities of Facebook is developed. Previous study was based on Instagram and only six functionalities were measured, whereas this study has filled that gap by providing a full-fledged scale to measure the seven functionalities of social media. This scale can be further used to study the impact of these seven functionalities on various dimensions of consumer-based brand equity, purchase intentions, and brand experience.

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