Confidence at the group level of analysis: A longitudinal investigation of the relationship between potency and team effectiveness

2002 ◽  
Vol 75 (1) ◽  
pp. 115-119 ◽  
Author(s):  
Craig L. Pearce ◽  
Cynthia A. Gallagher ◽  
Michael D. Ensley
2017 ◽  
Vol 24 (3) ◽  
pp. 345-356 ◽  
Author(s):  
Aristides I. Ferreira

Drawing on the social learning theory, the current research proposes that employees learn specific ethical behavior by observing others (leader and peers), thus influencing their job embeddedness. This study examined the mediating and moderating contextual variables in the relationship between ethical leadership and job embeddedness using a sample of 343 employees from 40 different companies. Results revealed that ethical leadership is related to job embeddedness and that perceived supervisor support mediated the influence of ethical leadership on job embeddedness. Also, peer unethical behavior moderated the indirect ethical leadership–job embeddedness relationship at the group level of analysis. Implications of these findings for research and practice are discussed. Specifically, this study proposes that there is a need to select middle managers that are focused on people’s needs and to train and motivate supervisors to support and stimulate their subordinates.


Facilities ◽  
2019 ◽  
Vol 37 (13/14) ◽  
pp. 1153-1165
Author(s):  
Monika Maślikowska ◽  
Michael Gibbert

Purpose The purpose of this paper is to re-examine the role of fit in the relationship between the design of working spaces and organizational culture. Design/methodology/approach The research is based on a set of two case studies compared on two levels of analysis (company and work group level). Empirical results are based on triangulated data involving observations, as well as interviews with the users, managers and designers of spaces in two organizations. Findings The results suggest that the overall “fit” of space and culture are not sufficient to engender positive outcomes (such as job performance and employee satisfaction). In particular, the results point to the moderating factors on the work group level of analysis (such as the type of job and employees’ personalities), as well as on the company level (implementation of the change management process), as crucial drivers of job satisfaction and productivity. Originality/value The authors demonstrate that a singular focus only on the fit between space and organizational culture leads to equivocal results in terms of cultural change outcomes. A more fine-grained analysis on the work group level considering the match between space, type of job, personality and seniority of the users of that space reconciles these differences.


2012 ◽  
Vol 34 (3) ◽  
pp. 345-364 ◽  
Author(s):  
Grégoire Bosselut ◽  
Jean-Philippe Heuzé ◽  
Mark A. Eys ◽  
Paul Fontayne ◽  
Philippe Sarrazin

The purpose of this study was to examine the relationship between athletes’ perceptions of role ambiguity and two theoretically derived dimensions of coaching competency (i.e., game strategy and technique competencies). A total of 243 players from 26 teams representing various interdependent sports completed French versions of the Role Ambiguity Scale and the Coaching Competency Scale. Multilevel analyses supported the existence of relationships between the four dimensions of role ambiguity and the two dimensions of coaching competency at both individual and team levels. When the levels were considered jointly, athletes perceiving greater ambiguity in their role in both offensive and defensive contexts were more critical of their coach’s capacities to lead their team during competitions and to diagnose or formulate instructions during training sessions. The results also indicated that the dimension of scope of responsibilities was the main contributor to the relationship with coaching competency at an individual level, whereas role evaluation was the main contributor to this relationship at a group level. Findings are discussed in relation to the role episode model, the role ambiguity dimensions involved in the relationships according to the level of analysis considered, and the salience of ambiguity perceptions in the offensive context.


Author(s):  
Park Su Ae ◽  
안현선 ◽  
한유선 ◽  
조명현 ◽  
김혜선

2014 ◽  
Vol 43 (5) ◽  
pp. 1472-1497 ◽  
Author(s):  
Donghun (Don) Lee ◽  
Katie Kirkpatrick-Husk ◽  
Ravi Madhavan

Given the increasing interest in alliance portfolios, alliance portfolio diversity (APD) has been the focus of many recent studies. Yet, the performance consequences of APD—or of diversity in general—are neither theoretically clear nor empirically consistent. With meta-analytic analyses, we assess extant research on the APD–performance link. Across studies, APD has a positive impact on performance, although the level of analysis and how performance is measured influence the relationship. Going beyond conventional quantitative synthesis, however, we also systematically uncover patterns in how theoretical orientation and the operationalization of diversity moderate the APD–performance relationship. Our study serves as an invitation for future APD studies to employ more sophisticated theoretical and operationalization approaches as they expand our knowledge of diversity in alliance portfolios.


1975 ◽  
Vol 6 (2) ◽  
pp. 85-101 ◽  
Author(s):  
Jay Meddin

This study is a longitudinal investigation of the relationship between age and subjective outlook. Over the years, a number of theoretical positions have been introduced to either account for or to minimize age differences in attitudes, values and beliefs. The author has organized these theories of aging into three basic sociological frameworks or models: the “generations” model, the “age status” model and the “illusion of differences” model. Using a relatively simple methodological design, hypotheses derived from these models were tested through secondary analysis of survey data. Strong support was found for the “generations” hypothesis, weak support for the “age status” hypothesis, and no support at all for the “illusion of differences” hypothesis.


2020 ◽  
Author(s):  
Peyman Hekmatpour

The Anthropocene age is marked by increased human impacts on the natural environment. As social beings, humans interact with each other, and with their surrounding environments, often through organizations and institutions. Religion and the polity are among the most influential human institutions, and they tend to impact the natural environment in several ways. For instance, several thinkers have claimed that some of the central ideas of the Abrahamic traditions, such as the concept of “Domination of men over the earth,” are among the causes of several anthropogenic environmental problems. By contrast, some of the ideas of non-Abrahamic, particularly animistic, religions are found to be associated with environmental conservation and stewardship. The polity can also contribute to environmental problems. The relationship between political organizations and environmental degradation, at any level of analysis from local to global, is well studied and established in the literature. Politicizing the natural environment, however, is not without tradeoffs. Environmentalism, by certain groups of people, is considered as a “stigma,” while it is a central concept in the political ideology of another part of the population. This antagonism is harmful to the environmental protection cause. I make the case that religion, or at least a number of religious ideas, can be conducive to the process of depoliticizing the natural environment. In this paper, I strive to draw a theoretical framework to explain how religion and the polity can mutually impact the natural environment.


2018 ◽  
Vol 47 (6) ◽  
pp. 1283-1302 ◽  
Author(s):  
Brian Manata ◽  
Franklin J. Boster ◽  
Gwen M. Wittenbaum ◽  
Daniel E. Bergan

Although there is some evidence in the political arena that pooling information can overcome individual biases to improve decision-making accuracy, research from the group communication and psychology arenas suggests otherwise. Specifically, research on the hidden profile, a group-level decision-making problem, suggests that groups are decidedly biased when making decisions. This laboratory experiment tested whether or not partisan biases manifest at the group level of analysis. In the main, it was found that groups composed of either all Republican or all Democratic group members were likely to make a decision that was consonant with their party’s political ideology, which ultimately impacted hidden profile solution rates (i.e., decision accuracy). Moreover, supplemental analyses suggest that Republican and Democratic groups reached their biased decisions through different means. A discussion is provided in which the implications of these results are considered.


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