scholarly journals Collective experience of inclusion, diversity, and performance in work groups

2010 ◽  
Vol 11 (3) ◽  
pp. 6-26 ◽  
Author(s):  
Bernardo M. Ferdman ◽  
Avi Avigdor ◽  
Deborah Braun ◽  
Jennifer Konkin ◽  
Daniel Kuzmycz
Keyword(s):  
Group Performance ◽  
Work Group ◽  
Interactive Effects ◽  
Individual Level ◽  
Positive Effects ◽  
Multiple Identity ◽  
Collective Experience ◽  
And Performance ◽  
Experience Of Inclusion ◽  
Inclusion And Diversity

This conceptual paper addresses the presumed interactive effects of work group inclusion and diversity on work group performance. Building on prior theory and research focusing on individual-level inclusion, we put forth the construct of collective experience of inclusion, the aggregated degree to which members of a group feel valued by, engaged with, and able to express themselves authentically within their work group, both as individuals and as members of multiple identity groups. We propose that collective experience of inclusion will be positively associated with indicators of the group's performance. This relationship, we further propose, will be moderated by the diversity of the group's membership, such that, as diversity increases, the positive effects of the collective experience of inclusion on performance will be enhanced. Finally, we propose that variation in the degree to which individuals experience inclusion in the group, as assessed with an index of dispersion in the experience of inclusion, will further moderate this effect, and attenuate the positive interactive effects of collective experience of inclusion and diversity on performance.

The Interactive Effects of Ex Post Goal Adjustment and Goal Difficulty on Performance

2014 ◽  
Vol 27 (1) ◽  
pp. 1-25 ◽  
Author(s):  
Khim Ong Kelly ◽  
R. Alan Webb ◽  
Thomas Vance
Keyword(s):  
Undergraduate Students ◽  
Interactive Effects ◽  
Difficulty Level ◽  
Future Research ◽  
Goal Difficulty ◽  
Positive Effects ◽  
Ex Post ◽  
Goal Adjustment ◽  
And Performance ◽  
Positive Effect

ABSTRACT Despite the common use of performance goals to motivate employees and the use of ex post goal adjustments to filter out the effects of unforeseen and uncontrollable events, minimal research has examined the consequences of employing them jointly. We predict that the availability of ex post goal adjustments will have a positive effect on performance and that this effect will be stronger when the ex ante goal difficulty level is moderate rather than difficult. Moreover, we predict that these effects will be mediated by perceptions of procedural justice. Results from an experiment completed by 142 undergraduate students support our predictions. The availability of ex post goal adjustments has positive effects on procedural fairness perceptions and performance under the moderate goal, but has no such effects under the difficult goal. Implications for future research and practice are discussed.

Seizing the benefits of age diversity: could empowering leadership be the answer?

2021 ◽  
Vol 42 (3) ◽  
pp. 495-515
Author(s):  
Cara-Lynn Scheuer ◽  
Catherine Loughlin
Keyword(s):  
Transformational Leadership ◽  
Group Performance ◽  
Work Groups ◽  
Work Group ◽  
Empowering Leadership ◽  
Content Type ◽  
Positive Effects ◽  
Age Diversity ◽  
Indirect Relationship ◽  
The Relationship

PurposeAcknowledging that only examining the main effects of diversity may be limiting, the authors explore integrating van Knippenberg et al.'s (2004) categorization–elaboration model (CEM) of workgroup diversity as a linchpin in the relationship between empowering leadership and performance in age-diverse work groups. While prior research has focused almost exclusively on the impact of transformational leadership in diverse contexts, few studies have found the positive effects of transformational leadership to be diminished in certain age-diverse contexts. Consequently, the authors investigate whether empowering leadership may be a better approach in this context due to its emphasis on accommodating and participative behaviors.Design/methodology/approachUsing survey data gathered from work group members across a wide array of industries (N = 214), the authors test for the moderating effects of empowering leadership on the relationship between age diversity and work group performance and its indirect relationship via information elaboration (while controlling for transformational leadership).FindingsEmpowering leadership positively moderated the direct relationship between age diversity and work group performance and the indirect relationship via information elaboration, whereas transformational leadership had the opposite effect. “Coaching” and “showing concern/interacting with the team” drove the positive effects of empowering leadership, and “personal recognition” and “intellectual stimulation” predicted the negative effects of transformational leadership.Practical implicationsThis research offers insights into how managers can lead age-diverse work groups more effectively (i.e. by utilizing an empowering as opposed to a transformational leadership approach, with a particular emphasis on “coaching” and “showing concern/interacting with the team” behaviors).Originality/valueThe study identifies an “alternative” moderating contingency to the age diversity–performance relationship (empowering leadership).

Personality, Cohesion and Performance

Metamorphosis ◽  
2012 ◽  
Vol 11 (2) ◽  
pp. 6-26
Author(s):  
Sapnaa Aeron ◽  
Suman Pathak
Keyword(s):  
Empirical Research ◽  
Group Performance ◽  
Important Determinant ◽  
Work Group ◽  
And Performance ◽  
The Relationship ◽  
Work Group Performance

The paper reviews the personality, cohesion and performance relationship. The paper highlights the personality-cohesion relationship, which requires much needed attention. Although personality and cohesion have been identified as important determinant of work group performance, there are scarcity of studies that focus on the relationship between the two variables. The present paper seeks out to discuss the plausibility of some very few studies, which tried to find out the relationship between personality and cohesion. The paper also highlights the need for future empirical research, which could test this relationship.

Undesirable Effects of Goal Setting on Perceived Fairness, Commitment, and Unethical Behavior

2018 ◽  
Vol 62 (2) ◽  
pp. 97-107 ◽  
Author(s):  
Nina Keith
Keyword(s):  
Goal Setting ◽  
Unethical Behavior ◽  
The United States ◽  
Goal Commitment ◽  
Management Technique ◽  
Long Term Effects ◽  
Perceived Fairness ◽  
Negative Effects ◽  
Positive Effects ◽  
And Performance

Abstract. The positive effects of goal setting on motivation and performance are among the most established findings of industrial–organizational psychology. Accordingly, goal setting is a common management technique. Lately, however, potential negative effects of goal-setting, for example, on unethical behavior, are increasingly being discussed. This research replicates and extends a laboratory experiment conducted in the United States. In one of three goal conditions (do-your-best goals, consistently high goals, increasingly high goals), 101 participants worked on a search task in five rounds. Half of them (transparency yes/no) were informed at the outset about goal development. We did not find the expected effects on unethical behavior but medium-to-large effects on subjective variables: Perceived fairness of goals and goal commitment were least favorable in the increasing-goal condition, particularly in later goal rounds. Results indicate that when designing goal-setting interventions, organizations may consider potential undesirable long-term effects.

Effect of leadership styles on organizational commitment and performance in small- and medium-sized enterprises in Iraqi Kurdistan

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Karwan Hamasalih Qadir ◽  
Mehmet Yeşiltaş
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Leadership Styles ◽  
Chief Executive Officers ◽  
Chief Executive ◽  
Mediating Effect ◽  
Positive Effects ◽  
Iraqi Kurdistan ◽  
And Performance ◽  
Executive Officers

Since 2003 the number of small- and medium-sized enterprises (SMEs) has increased exponentially in Iraqi Kurdistan. To facilitate further growth the owners and chief executive officers of these enterprises have sought to improve their leadership skills. This study examined the effect of transactional and transformational leadership styles on organizational commitment and performance in Iraqi Kurdistan SMEs, and the mediating effect of organizational commitment in these relationships. We distributed 530 questionnaires and collected 400 valid responses (75% response rate) from 115 SME owners/chief executive officers and 285 employees. The results demonstrate there were positive effects of both types of leadership style on organizational performance. Further, the significant mediating effect of organizational commitment in both relationships shows the importance of this variable for leader effectiveness among entrepreneurs in Iraqi Kurdistan, and foreign entrepreneurs engaging in new businesses in the region.

scholarly journals Interactive effects between travel behaviour and COVID-19: a questionnaire study

2021 ◽  
Author(s):  
Jinbao Zhang ◽  
Jaeyoung Lee
Keyword(s):  
Early Stage ◽  
Travel Behaviour ◽  
Interactive Effects ◽  
Factors Affecting ◽  
Individual Level ◽  
Passenger Volume ◽  
Spatial Autoregressive ◽  
Railway Passenger ◽  
The Individual ◽  
And Control

Abstract This study has two main objectives: (i) to analyse the effect of travel characteristics on the spreading of disease, and (ii) to determine the effect of COVID-19 on travel behaviour at the individual level. First, the study analyses the effect of passenger volume and the proportions of different modes of travel on the spread of COVID-19 in the early stage. The developed spatial autoregressive model shows that total passenger volume and proportions of air and railway passenger volumes are positively associated with the cumulative confirmed cases. Second, a questionnaire is analysed to determine changes in travel behaviour after COVID-19. The results indicate that the number of total trips considerably decreased. Public transport usage decreased by 20.5%, while private car usage increased by 6.4%. Then the factors affecting the changes in travel behaviour are analysed by logit models. The findings reveal significant factors, including gender, occupation and travel restriction. It is expected that the findings from this study would be helpful for management and control of traffic during a pandemic.

scholarly journals Interactive effects of incentive value and valence on the performance of discrete action sequences

2021 ◽  
Vol 11 (1) ◽  
Author(s):  
Tyler J. Adkins ◽  
Bradley S. Gary ◽  
Taraz G. Lee
Keyword(s):  
Motor Learning ◽  
Large Body ◽  
Interactive Effects ◽  
Motor Tasks ◽  
Skill Retention ◽  
Incentive Value ◽  
Discrete Action ◽  
On Line ◽  
And Performance ◽  
Gains And Losses

AbstractIncentives can be used to increase motivation, leading to better learning and performance on skilled motor tasks. Prior work has shown that monetary punishments enhance on-line performance while equivalent monetary rewards enhance off-line skill retention. However, a large body of literature on loss aversion has shown that losses are treated as larger than equivalent gains. The divergence between the effects of punishments and reward on motor learning could be due to perceived differences in incentive value rather than valence per se. We test this hypothesis by manipulating incentive value and valence while participants trained to perform motor sequences. Consistent with our hypothesis, we found that large reward enhanced on-line performance but impaired the ability to retain the level of performance achieved during training. However, we also found that on-line performance was better with reward than punishment and that the effect of increasing incentive value was more linear with reward (small, medium, large) while the effect of value was more binary with punishment (large vs not large). These results suggest that there are differential effects of punishment and reward on motor learning and that these effects of valence are unlikely to be driven by differences in the subjective magnitude of gains and losses.

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