The effects of cultural intelligence on performance in multicultural teams

This study investigates the relative performance changes of multicultural teams (MCTs) over time, as well as the relationship between cultural intelligence (CQ) and performance in MCTs. More specifically, we argue that MCTs' CQ alleviates the adverse effect of cultural diversity on team performance, thereby demonstrating the importance of CQ for multicultural teams. Using data from 73 project groups comprising 327 members, the results have demonstrated that the degree of cultural diversity on MCTs influences team performance over time, and that those teams with higher levels of CQ tend to gradually exhibit higher rates of performance improvement. In addition, the results indicate that CQ moderates the relationship between cultural diversity and team performance.     

领导集权度与团队成员交换：任务互依性与团队绩效压力的调节作用

从情感互动视角出发,通过三个时间节点对72个团队的问卷调查,探讨了领导集权度对团队成员交换（TMX）及团队绩效的作用机制和边界条件。结果表明：任务互依性和团队绩效压力调节了领导集权度与TMX间的关系,即任务互依性或团队绩效压力越高,领导集权度与TMX之间的负向关系越弱,反之则越强。进一步分析显示,任务互依性和团队绩效压力调节了TMX在领导集权度和团队绩效间关系的中介作用,表现为被调节的中介作用模型。     

The relevance of being “on the same page” to succeed as a project team: A moderated mediation model

Taking a motivational approach, this study deepens the role of team members’ shared understanding of the work to be done in a project team setting. More specifically, the goal of this study is to test a second stage moderated mediation model in which the mediating role of team members’ proactive behavior in the relationship between perceived shared understanding and team performance is moderated by team adaptability. Based on a multisource and multimethod approach, data were collected from 111 teams of undergraduate and graduate students (521 participants) participating in a project management simulation. Results support the hypothesized moderated mediation model. Indeed, the results indicate that the relationship between perceived shared understanding and team performance is mediated by proactive behavior. The results also show that the relationship between proactive behavior and team performance is moderated by team adaptability. Overall, results reveal that the indirect effect of perceived shared understanding on team performance is moderated by team adaptability, such that this indirect effect is stronger when the level of team adaptability is high. In terms of practical implications, the study highlights the importance of fostering the perception of being “on the same page” in order to motivate members to be proactive and to enhance project team performance.     

Challenges Faced by Genetics Service Providers’ Practicing in a Culturally and Linguistically Diverse Population: An Australian Experience

This paper explores the perceived challenges facing clinical genetics practitioners in multicultural Australia. Focus groups conducted with 53 practitioners explored: 1) participants’ experiences and definitions of cultural diversity; 2) their use of educational resources with clients; 3) their experiences with culturally diverse groups/individuals in practice; 4) their experiences working with interpreters; and 5) the impact culturally specific educational training and/or experiential learning had on their confidence or practice when dealing with culturally diverse clients. Participants viewed culture as extending beyond traditional definitions such as ethnicity, language and religion. Most respondents had experienced positive results working with health care interpreters, although at times, this was a challenge for the family as they preferred privacy and the use of family members as interpreters. Another commonly reported challenge was the limited availability of reliable, culturally appropriate translated resources. Some participants expressed concern that learning theories about specific cultures may lead to stereotypes and that opportunities for formal cultural competence training were limited. Recommendations for practice include the targeting of educational resources to meet the needs of a diverse community and placing cultural competence on the agenda for ongoing training and maintenance of professional standards for clinical genetics practitioners to avoid the current ad hoc approach.     

主动性人格与员工行为的关系：政治技能视角下有中介的调节模型

本研究通过两时点纵向问卷调查,探讨主动性人格与组织公民行为、任务绩效之间的关系,考察主动社会化行为在其中的中介作用,以及政治技能的调节作用。结果表明：（1）主动社会化行为在主动性人格和组织公民行为、任务绩效之间起中介作用;（2）政治技能对主动社会化行为在主动性人格和组织公民行为、任务绩效之间的中介效应起调节作用：当政治技能水平上升,主动性人格通过主动社会化行为对组织公民行为及任务绩效的预测更加明显。     

主动性人格与员工行为的关系：政治技能视角下有中介的调节模型

本研究通过两时点纵向问卷调查,探讨主动性人格与组织公民行为、任务绩效之间的关系,考察主动社会化行为在其中的中介作用,以及政治技能的调节作用。结果表明：（1）主动社会化行为在主动性人格和组织公民行为、任务绩效之间起中介作用;（2）政治技能对主动社会化行为在主动性人格和组织公民行为、任务绩效之间的中介效应起调节作用：当政治技能水平上升,主动性人格通过主动社会化行为对组织公民行为及任务绩效的预测更加明显。     

Attachment theory and group processes: the association between attachment style and group-related representations,goals, memories,and functioning

Four studies examined attachment-style differences in group-related cognitions and behaviors. In Studies 1-2, participants completed scales on group-related cognitions and emotions. In Studies 3-4, participants were divided into small groups, and their performance in group tasks as well as the cohesion of their group were assessed. Both attachment anxiety and avoidance in close relationships were associated with negative group-related cognitions and emotions. Anxiety was also related to the pursuit of closeness goals and impaired instrumental performance in group tasks. Avoidance was related to the pursuit of distance goals and deficits in socioemotional and instrumental performance. Group cohesion significantly moderated the effects of attachment anxiety. The discussion emphasizes the relevance of attachment theory within group contexts.     

Structuring for team success: The interactive effects of network structure and cultural diversity on team potency and performance

This longitudinal study used data from 91 self-managed teams (456 individuals, 60 nationalities) to examine the interactive effects of a team’s task (“workflow”) network structure and its cultural diversity (as indexed by nationality) on the team’s “potency” (i.e., the team’s confidence in its ability to perform) and its performance (as rated by expert judges). We found that whereas the emergence of dense task networks enhanced team potency it was the emergence of (moderately) centralized task networks that facilitated team performance. These varied structural effects, moreover, were themselves contingent on team composition: the more culturally diverse a team, the more pronounced were the positive effects of network density on team potency and the higher the level of network centralization required for optimal team performance. The success of a team appears to hinge on the interplay between network structure and team composition.     

The Effect of Attachment Diversity on Team Performance and the Moderating Role of Perceived Organizational Support

Attachment personality theory provides an interpersonal and relational perspective of human functioning. The current research examines the role of attachment diversity within the theoretical framework of the categorization-elaboration model (CEM). We hypothesized that teams comprised of diverse attachment orientations would be beneficial to team performance. Specifically, diverse anxiety teams may have members who would be more vigilant to team threats, whereas diverse avoidance teams could comprise individuals who may be more goal-oriented. Also, we examined whether perceived organizational support (POS) moderates the association between attachment diversity and team performance. The study was conducted at a large private communications company. Data were obtained for 44 sales teams (N = 404). Supplementing this data, the company’s administrative systems provided team performance ratings derived from team achievements. Findings indicated that the relationship between anxiety diversity and performance were stronger under lower POS levels than under higher POS levels. Interpersonal avoidance strategies seem to be less productive in avoidance diversity teams under lower levels of POS. However, higher POS levels buffered the negative impact of avoidance diversity on team performance.     

A multilevel mediation model of stress and coping for women with HIV and their families

Families are influential systems and may be an important context in which to consider the stress and coping process. To date, many studies have focused on modeling the stress and coping process for the individual, isolated from the family. The purpose of this secondary analysis was to investigate a cross-sectional stress and coping model for HIV-positive African-American mothers recruited from HIV service facilities in South Florida (n=214) and their family members (n=294). Avoidance coping was hypothesized to mediate the relationship between stress and psychological distress. In addition, the family average of individual stress was hypothesized to moderate the relationship between avoidance coping and psychological distress. For all constructs, individuals reported on themselves and multilevel modeling techniques were used to account for similarities between members of the same family. The estimated mediation effect was significant. Aggregated family stress significantly moderated the relationship between avoidance coping and psychological distress. This study suggests that individuals exhibit different relationships between avoidance coping and psychological outcomes and that average stress reported by members of a family moderates the relationship between avoidance coping and psychological distress.     

自我分化与大学生经验回避:羞怯的中介作用及其性别差异

以往研究表明,个体的自我分化程度会对其经验回避水平产生作用,但鲜有研究对两者之间的关系机制进行探索。本研究探讨了自我分化与大学生经验回避的关系,并提出一个有调节的中介模型,重点考察羞怯的中介作用和性别的调节作用。选取南京市9所高校一至四年级共970名不同专业的大学生为被试,采用问卷法对自我分化,经验回避以及羞怯进行调查。结果表明：（1）大学生自我分化与经验回避以及羞怯显著负相关,羞怯与经验回避呈显著正相关;（2）自我分化不仅能直接预测大学生的经验回避,还能通过羞怯的中介作用间接预测经验回避;（3）羞怯的中介作用受到性别的调节,大学生自我分化对羞怯和经验回避的作用在男生和女生样本中均达到显著水平,相对于女生,该效应对男生的作用更加突出。但在大学生羞怯对经验回避的作用方面则表现出与之相反的模式,与男生相比,女生羞怯对经验回避的作用显著增加。     

The Effects of Competition on the Decision Quality of Diverse and Nondiverse Groups

Research has validated that intragroup cooperation, rather than competition, produces more positive group interaction and interpersonal acceptance which leads to better performance. The unique values of culturally diverse group members, however, may influence group processes and performance if these group members respond differently to situational cues. Research on the interaction between cultural diversity and competitive team situations would benefit organizations that employ an increasingly diverse work force. The primary purpose of this study is to explore the effects of cultural diversity on group performance and group processes by comparing culturally diverse and culturally nondiverse groups under conditions of intergroup competition and noncompetition. This experiment was conducted using 500 upper-level undergraduate students enrolled in a principles of management course at a large university in the southwestern United States. The results of this experiment indicate that the competitive nondiverse groups performed better than did the noncompetitive diverse groups in terms of quality of performance. Results also suggest that both the culturally diverse and culturally nondiverse groups outperformed their best individual members' scores when they were matched with competitive situations that enhanced their innate group processing styles. Organizations can increase their effectiveness by appreciating that diverse and nondiverse groups respond differently under conditions of competition and noncompetition.     

Positive Group Affective Tone and Team Creative Performance and Change‐Oriented Organizational Citizenship Behavior: A Moderated Mediation Model

Despite the vast amount of research on creativity and organizational citizenship behavior (OCB), little knowledge has been accumulated with respect to underlying mechanisms and boundary conditions affecting team creative performance and change OCB. To fill this research gap, this study aims at proposing and testing a moderated mediation model that delineates the relationships among positive group affective tone (PGAT), team reflexivity, team leader transformational leadership, team creative performance, and team change OCB. As hypothesized, PGAT was positively associated with team reflexivity, which in turn significantly predicted team creative performance and change OCB. In addition, the relationship between PGAT and team reflexivity and the indirect effects of PGAT on team creative performance and change OCB through team reflexivity were more pronounced when team leader transformational leadership was high than when it was low. These findings were validated in a post hoc analysis that compared the proposed moderated mediation model with alternative models.     

White Counselor Self-Awareness: A Prerequisite for Developing Multicultural Competence

This review of the literature examines White counselor self-awareness as an important variable in developing multicultural competence. The self-dimension discussed in this article includes worldview, cultural values, and racial identity. It is suggested that counselor self-awareness is a prerequisite to developing multicultural competence and that an in-depth understanding of these factors may improve the delivery of mental health services to culturally diverse client populations.     

Examining the “Pros” and “Cons” of Team Conflict: A Team-Level Meta-Analysis of Task,Relationship, and Process Conflict

Jehn (e.g., 1997) offered three distinct types of team conflict, namely, task conflict, relationship conflict, and process conflict. Despite existing meta-analyses, there remain important and ongoing issues that warrant further meta-analytic investigation. Our contribution is threefold. First, we report novel meta-analytic findings involving moderators of the conflict–team performance relationship. Second, we report on meta-analytic correlations involving all three conflict types and team innovation. Third, we report on the relations involving task conflict and relationship conflict with previously unexamined, but critical, teamwork variables: team potency, cooperative behaviors, competitive behaviors, and avoidance behaviors. Input for the current meta-analysis included 89 independent samples, 6,122 teams, and approximately 28,000 team members.     

Members Matter in Team Training: Multilevel and Longitudinal Relationships Between Goal Orientation,Self‐Regulation,and Team Outcomes

Longitudinal data from 338 individuals across 64 teams in a simulation‐based team‐training context were used to examine the effects of dispositional goal orientation on self‐regulated learning (self‐efficacy and metacognition). Team goal orientation compositions, as reflected by average goal orientations of team members, were examined for moderating effects on these individual‐level relationships. Finally, individual‐level self‐regulation was investigated for its influence on multiple team‐level outcomes across time. Results showed generally positive effects of learning goal orientation and negative effects of avoid performance and prove performance goal orientations on rates of self‐regulation during team training. However, several of these individual‐level relationships were moderated by team goal orientation composition. The importance of self‐regulation in teams was displayed by results showing the average level of self‐regulation among a team's members over time was positively associated with team efficacy, team cooperation quality, and team decision making.     

Race/Ethnicity and Multicultural Competence Among School Counselors: Multicultural Training,Racial/Ethnic Identity,and Color‐Blind Racial Attitudes

This study tested a model that links race/ethnicity, multicultural training, racial/ethnic identity (REI), color‐blind racial attitudes (CoBRA), and multicultural counseling competence (MCC) among school counselors. The author examined whether multicultural training significantly moderated the association between race/ethnicity and MCC. School counselors’ REI was found to mediate this moderated association. A 3‐way interaction among race/ethnicity, training, and CoBRA revealed that White and racial/ethnic minority school counselors had the lowest MCC scores when they had limited training and higher CoBRA.     

Multicultural Training Experiences as Predictors of Psychology Students' Cultural Competence

The psychologists in the western world, including Australia, are required to be culturally competent because of the cultural diversity of these societies. Previous studies conducted in North America and Europe have found multicultural teaching, clinical experience with culturally diverse clients, and discussion of multicultural counselling issues in supervision to be related to the practitioner's cultural competency. The present study examined factors contributing to trainee psychologists' perceived level of cultural competence. It was hypothesised that multicultural teaching, clinical experience, and supervision would be related to students' level of cultural competence. One hundred twenty‐seven postgraduate clinical psychology students completed an online survey battery that included demographic information, a social desirability measure, and the Multicultural Mental Health Awareness Scale. This hypothesis was partially supported. Clinical experience and supervision focusing on multicultural issues were found to be related to participants' perceived cultural competence; however, multicultural teaching was not. These results provide insight into how universities around Australia can facilitate future psychologists' competence in working with clients from different cultural backgrounds.     

The resentful sucker: Do rewards ease the pain?

In a cross-sectional field study we found, as predicted, that performance differences between members of semi-autonomous teams were associated with feelings of unfairness. On the basis of equity theory we hypothesized that the relationship between performance differences and unfairness feelings would be moderated for suckers, i.e., team members with relatively high performances, who feel highly rewarded for their efforts, either with high financial rewards, with high task rewards, or with high social rewards. The results showed that financial rewards had no moderating effects, but high social rewards and low task rewards moderated feelings of unfairness for suckers.     

“We Are Still Here”: Learning From Native American Perspectives

Counselors’ multicultural competence is often cultivated through 1 graduate-level diversity course. Therefore, it is important to regularly assess multicultural counseling textbook content to ensure accurate representation of the perspectives of members of diverse populations. To this end, the authors interviewed 14 Native Americans to explore their perspectives on subjects related to counseling to inform clinical practice and training. Using consensual qualitative research, the authors identified 10 domains in the data. Cross analysis of the domains revealed 1 general and 29 typical categories. The identified categories have implications for the development of culturally competent clinicians. Implications, limitations, and suggestions for future research are discussed.