Team Knowledge Diversity and Team Creativity: The Moderating Role of Status Inequality

2018 ◽  
Vol 46 (10) ◽  
pp. 1611-1622 ◽  
Author(s):  
Won-Woo Park ◽  
Joon Yeol Lew ◽  
Eun Kyung Lee
Keyword(s):  
Team Creativity ◽  
Team Members ◽  
Task Knowledge ◽  
Knowledge Diversity ◽  
Status Inequality ◽  
Using Data ◽  
Organizational Tenure ◽  
The Relationship ◽  
Moderating Role

We examined the relationship between team task knowledge diversity and team creativity, and the moderating role of team status inequality, with a focus on organizational tenure and rank inequality. By adopting an input–process–output framework, we hypothesized that teams would achieve high levels of creativity when they have a large pool of task-relevant expertise that is differentiated and specialized among team members, but the relationship would be weakened when team members have different statuses. We tested our hypotheses using data from 325 teams of employees at 10 companies in South Korea. Results showed that task knowledge diversity was positively associated with team creativity and a team's status inequality in terms of organizational tenure moderated the relationship in a negative way. Our findings contribute to the literature on team creativity by providing new insights regarding how status inequality, which is almost ubiquitous in workplaces, plays a role in a dynamic team process for creativity.

scholarly journals The Relationship between Team Hometown Diversity and Team Creativity: From the Chinese Perspective

2018 ◽  
Vol 10 (10) ◽  
pp. 3458
Author(s):  
Jingli Li ◽  
Min Zhao ◽  
Guanjun Xia ◽  
Chao Liu
Keyword(s):  
Information Exchange ◽  
Mediation Effect ◽  
Team Leaders ◽  
Team Creativity ◽  
Team Members ◽  
Chinese Perspective ◽  
New Perspective ◽  
The Impact ◽  
The Relationship

Since no specialized work has researched the relationship between team members’ hometown diversity (team hometown diversity) and team creativity, we investigated their underlying relationship by conducting a two-wave survey from 304 employees in 54 teams and 54 team leaders from 17 companies. The results proved that team hometown diversity was negatively related to both team information exchange and team creativity, while team information exchange was significantly positively associated with team creativity and the mediation effect of team information exchange between team hometown diversity and team creativity was verified. The moderation role of team identification in the relationship between team hometown diversity and team information exchange as well as the moderation function of team conformity on the relationship between team information exchange and team creativity were both verified. This work made at least four contributions. Firstly, it was among the first to research the impact of team hometown diversity on team creativity, which supplemented the gap and provided a new perspective for exploration of team creativity in future. Secondly, we adopted a two-wave design to check the dynamic impact of earlier team information exchange and team conformity on team creativity afterwards, which can be replicated for future studies. Thirdly, by using supervisor and subordinate ratings together and conducting electronic and paper surveys together, the results were more persuasive. Finally, we included a large dataset from a broad range of companies, which maximized the variables and generated our results. The implications and limitations were also illustrated.

Restaurant Employee Service Sabotage and Customer Deviant Behaviors: The Moderating Role of Corporate Reputation

2020 ◽  
Vol 44 (7) ◽  
pp. 1126-1152
Author(s):  
Hsin-Hui Hu “Sunny” Hu ◽  
Hung-Sheng “Herman” Lai ◽  
Brian King
Keyword(s):  
Corporate Reputation ◽  
Relational Quality ◽  
Deviant Behaviors ◽  
Mediating Role ◽  
Service Sabotage ◽  
Using Data ◽  
Hospitality Employee ◽  
The Relationship ◽  
Moderating Role

This article provides a timely exploration of the relationship between hospitality employee service sabotage and customer deviant behaviors in Taiwan. The authors also examine the mediating role of relational quality and the moderating role of corporate reputation. The proposed research framework was tested using data from 226 customers of casual dining restaurants who responded to a questionnaire-based survey that was administered in northern Taiwan. The results indicate that employee service sabotage is positively related to customer deviant behaviors and potentially increases the incidence of the latter. Moreover, the relationship between employee service sabotage and customer deviant behaviors is mediated by relational quality, including satisfaction and commitment. It was found that the relationship between employee service sabotage and customer deviant behaviors is negatively moderated by corporate reputation. Employee service sabotage has less effect on customer deviant behaviors when customers perceive corporate reputation more positively. The study contributes to knowledge by proposing an empirically developed and tested conceptual model that offers an enhanced understanding of the relationship between employee service sabotage and customer deviant behaviors.

Task interdependence and Moqi in virtual teams in China: the mediating role of virtual collaboration and the moderating role of distributive justice climate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yinxuan Zhang ◽  
Tong Li ◽  
Xuan Yu ◽  
Yanzhao Tang
Keyword(s):  
Distributive Justice ◽  
Virtual Teams ◽  
Task Interdependence ◽  
Virtual Collaboration ◽  
Content Type ◽  
Team Members ◽  
The Relationship ◽  
Moderating Role ◽  
Justice Climate

Purpose This study aims to examine the influence of task interdependence on team members’ Moqi in virtual teams in China. The authors also aim to identify virtual collaboration as a mediator and distributive justice climate as a moderator in this relationship. Design/methodology/approach The data were collected from a sample of 87 virtual teams (including 349 individuals) from various Chinese companies through a three-wave survey. Hierarchical regression analysis, path analysis, bootstrapping method and multiple validity tests were used to examine the research model. Findings In virtual teams in China, task interdependence has a significantly positive influence on team members’ Moqi; Virtual collaboration mediates the relationship between task interdependence and team members’ Moqi; The distributive justice climate positively moderates the relationship between task interdependence and virtual collaboration, as well as the indirect effect of virtual collaboration on the relationship between task interdependence and team members’ Moqi. Practical implications In virtual teams, leaders can facilitate team members’ Moqi by designing highly interdependent tasks, encouraging team members to engage in virtual collaboration and cultivating a climate of high attention distributive justice. Originality/value This is one of the first studies to pay to the Moqi among team members rather than supervisor-subordinate relationships and further examine how team members’ Moqi is predicted by task interdependence via the mediation of virtual collaboration with the distributive justice climate playing a moderating role.

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

2020 ◽  
Vol 33 (6) ◽  
pp. 1111-1122 ◽  
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.

When and how knowledge sharing benefits team creativity: The importance of cognitive team diversity

2017 ◽  
Vol 25 (6) ◽  
pp. 807-824 ◽  
Author(s):  
Chenghao Men ◽  
Patrick S W Fong ◽  
Jinlian Luo ◽  
Jing Zhong ◽  
Weiwei Huo
Keyword(s):  
Knowledge Sharing ◽  
Absorptive Capacity ◽  
Knowledge Integration ◽  
Knowledge Worker ◽  
Team Creativity ◽  
Team Diversity ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications

AbstractIn this paper, we explored the role of knowledge sharing on team creativity through absorptive capacity and knowledge integration, and tested the condition under which knowledge sharing is positively related to absorptive capacity and knowledge integration. We tested our hypotheses with a sample of 86 knowledge worker teams involving 381 employees and employers in China. Results demonstrate that knowledge sharing was positively related to team creativity, fully mediated by both absorptive capacity and knowledge integration. In addition, cognitive team diversity played a moderating role in the relationship between knowledge sharing and absorptive capacity, as well as in the relationship between knowledge sharing and knowledge integration. Theoretical and practical implications of these findings on knowledge management and team creativity are discussed.

scholarly journals Formalization Structure and Team Creativity in High Tech Firms

2019 ◽  
Vol 8 (4) ◽  
pp. 199-214
Author(s):  
Rodney Manyike
Keyword(s):  
Factor Analysis ◽  
Multiple Linear Regression Model ◽  
Task Conflict ◽  
High Tech ◽  
Team Leaders ◽  
Team Creativity ◽  
Team Members ◽  
Confirmatory Factor ◽  
The Relationship

This research paper investigated the effect of the role of formalization structure on team creativity mediated by task conflict. The object of this research is high tech organizations in China, while the subject is 417 employees in 67 teams and 55 team leaders. Data was gathered through a questionnaire in two waves, first, through the employees’ survey questionnaires administered to team members and three months later to team leaders. The measurements were assessed using the Exploratory Factor Analysis (EFA) in SPSS, and Confirmatory Factor Analysis (CFA) was conducted using AMOS version 23. A multiple linear regression model was fitted to the data to test how far structure affects team creativity using the SPSS 24.0 version. Findings indicated that the formalization structure affects team creativity, and that task conflict mediated the relationship between formalization structure and team creativity. Thus, teams with a formalization structure have moderate task conflict, which in turn contribution towards team creativity.

scholarly journals Trait Optimism and Work from Home Adjustment in the COVID-19 Pandemic: Considering the Mediating Role of Situational Optimism and the Moderating Role of Cultural Optimism

2020 ◽  
Vol 12 (22) ◽  
pp. 9773
Author(s):  
Michal Biron ◽  
Hilla Peretz ◽  
Keren Turgeman-Lupo
Keyword(s):  
Mediating Role ◽  
Country Level ◽  
Work From Home ◽  
Financial Benefits ◽  
Person Environment Fit ◽  
Using Data ◽  
The Relationship ◽  
Moderating Role ◽  
Country Specific

An organization’s capacity to sustain a crisis, and to benefit from work-from-home (WFH) arrangements in routine times, is dependent on its employees’ ability to successfully adjust to WFH conditions. The COVID-19 pandemic, which forced vast numbers of employees worldwide to WFH, provides an unprecedented opportunity to identify factors that facilitate WFH adjustment. Leveraging this opportunity and drawing from theories on person-environment fit and work adjustment, we consider trait optimism as a possible facilitator of WFH adjustment during the pandemic. We further investigate how situational optimism and cultural (country-level) optimism contribute to the relationship between trait optimism and WFH adjustment. Using data from 388 employees in five countries, we find that trait optimism positively relates to WFH adjustment. This relationship is partly mediated by situational expectations regarding health/financial benefits of WFH amid the pandemic. Moreover, trait optimism is more strongly related to WFH adjustment in countries with high (vs. low) cultural optimism. This study addresses the call to investigate whether and how personality traits relate to WFH adjustment. Our findings can improve organizations’ ability to select and train employees who WFH, and to enhance operational resilience to future crises. Managers in global firms can draw from our results to understand how cultural differences affect the ease with which WFH is adopted, and to develop country-specific WFH practices.

scholarly journals Inspiring Creativity in Teams: Perspectives of Transactive Memory Systems

2017 ◽  
Vol 11 ◽  
Author(s):  
Chi-Cheng Huang ◽  
Pin-Nan Hsieh
Keyword(s):  
Least Squares Method ◽  
Psychological Safety ◽  
Memory Systems ◽  
Transactive Memory ◽  
Transactive Memory Systems ◽  
Team Creativity ◽  
Team Members ◽  
Using Data ◽  
Partial Least Squares Method ◽  
The Relationship

Team psychological safety — a non-threatening and safe climate — allows team members to express and share each other's opinions freely, and this sharing may produce more useful perspectives to induce team creativity. In a psychologically safe climate, transactive memory systems (TMSs) may be constructed for describing the specialised division of cognitive labour for solving information problems and thereby enabling team members to quickly gain and use knowledge across domains. As a consequence, further ideas may be generated within teams, increasing team creativity. Our research model is assessed using data from a sample of 110 team members from 40 research and development (R&D) teams in a leading technology company in Taiwan and analysed using the partial least squares method. The results of this study reveal that: (1) team psychological safety did not directly affect team creativity, (2) team psychological safety affects TMSs, (3) TMSs affect team creativity, and (4) TMSs fully mediate the relationship between team psychological safety and team creativity. This study also discusses the implications for team creativity.

Knowledge Diversity and Employee Outcomes

2021 ◽  
Vol 11 (4) ◽  
pp. 25-43
Author(s):  
Md Jamirul Haque
Keyword(s):  
Deep Level ◽  
Diversity Management ◽  
Job Outcomes ◽  
Employee Outcomes ◽  
Knowledge Diversity ◽  
American Perspective ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

This research investigates the impact of perceived knowledge diversity (PKD) on job outcomes such as job satisfaction (JS) and job performance (JP). Next, this study also explores the moderating role of workforce diversity management (WFDM) on the relationship between PKD and employee job outcomes (EJO). SPSS and AMOS-SEM are used to analyze the data. The findings show that PKD is positively related to JS and negatively associated with JP. WFDM moderates the relationship between PKD and EJO (JS and JP). There are many studies related to diversity and its management, but most of the studies are from an American perspective that deals with diversity related to age, gender, race, ethnicity, etc. (surface-level diversity). The study in diversity in knowledge, value, personality, belief, etc. (deep-level diversity) is scanned in the literature. This study aims to address this void, particularly investigating knowledge diversity in research by establishing how WFDM moderates the relationship between PKD and employee outcomes.

scholarly journals Research on the Relationship Between EM and NVP – Exploring the Moderating Role of EU

2018 ◽  
Vol 22 (6) ◽  
pp. 853-860
Author(s):  
Lidong Zhu ◽  
Hui Zhang ◽  
◽  
Keyword(s):  
Value Creation ◽  
Customer Value ◽  
New Ventures ◽  
Environmental Uncertainty ◽  
Entrepreneurial Marketing ◽  
Positive Effects ◽  
Using Data ◽  
The Relationship ◽  
Moderating Role

This paper explores the role of entrepreneurial marketing (EM) and environmental uncertainty (EU) in driving new ventures’ performance (NVP). Using data from a survey of 883 small ventures based in Anhui province, China, we find that EM is an important drive of NVP. Only 4 EM dimensions (customer value creation, pro-activeness, innovations, and opportunity-focus) have positive effects on growth performance (GP), and only 5 EM dimensions (customer value creation, pro-activeness, innovations, opportunity-focus, and resource leveraging) have positive effects on profit performance (PP) as well. On the other hand, we found that environmental uncertainty (EU) has a partly moderating role between EM and GP, EU only negatively moderates the relationship between pro-activeness and GP, and EU positively moderates the relationship between opportunity-focus, risk-taking and GP. In addition, EU does not have a moderating role between EM and PP.

Sign in / Sign up

Export Citation Format

Share Document