Differences in the Valuing of Power Among Team Members: a Contingency Approach Toward Examining the Effects of Power Values Diversity and Relationship Conflict

Purpose

The purpose of this study was to investigate the conditional effects of power values diversity and relationship conflict.

Design/Methodology/Approach

We utilized a time-lagged survey design and multilevel modeling to investigate 60 teams working on a project task over the course of 4 months.

Findings

When participative safety climate was high, the presence of high power values diversity was particularly helpful for reducing relationship conflict. In turn, decreased relationship conflict tended to increase team performance. Additionally, when workload sharing was low, high relationship conflict was especially harmful to team performance.

Implications

Results support the consideration of team participative safety climate to better understand the conditions under which power values diversity is likely to lessen relationship conflict and subsequently increase team performance. Findings also highlight the importance of avoiding low workload sharing, in the presence of prominent relationship conflict, to increase team performance.

Originality/Value

By examining relationship conflict as a mediator and participative safety climate as a moderator of power values diversity’s effects, we make a novel contribution to extant literature by helping to elucidate both how and under what conditions differences in power values, among team members, can influence team performance. Relatedly, we answer the call for more research that adopts a contingency approach toward examining the effects of values diversity and relationship conflict. In doing so, we help to identify the conditions under which power values diversity and relationship conflict are likely to differentially influence important team outcomes.

     

The Conceptualisation and Measurement of Pacing Styles

Pacing style reflects how individuals distribute their effort over time in working toward deadlines. As a new construct introduced in 2002, the notion of pacing style has intuitive appeal, but has been under‐researched, in part, due to a measurement need. Therefore, the purpose of this research was to improve the conceptualisation of pacing style and to develop and validate a new scale‐based measure. The result was the nine‐item Pacing Action Categories of Effort Distribution (PACED), consisting of deadline (complete work in a short time period just before the due date), steady (spread task activities evenly over time), and U‐shaped (invest most of the effort at the start and finish of a task, with a break in between) action styles. Across eight independent samples of students, faculty, and organisational employees, we examined the dimensionality, internal consistency, stability (temporal and situational), and validity (construct, convergent, discriminant, predictive) of PACED. Results support the use of PACED as a reliable and valid measure, and we discuss several research avenues that would benefit from incorporating the concept of pacing style.     

The Moderating Effect of Machiavellianism on the Psychological Contract Breach–Organizational Identification/Disidentification Relationships

Purpose

We explore whether Machiavellianism—a personality trait which describes the extent to which individuals ignore values and ethical considerations when the ends justify the means—will influence their responses to their employing organizations’ failure to fulfil promised obligations (psychological contracts). Specifically, we draw on psychological contracts theory and the group value model to argue that Machiavellianism will moderate the relationships between psychological contract breach and (1) organizational identification; and (2) organizational disidentification.

Design/Methodology/Approach

We tested our hypotheses in a study of 262 employees from various organizations at two points in time.

Findings

We found that psychological contract breach was negatively related to organizational identification and positively related to organizational disidentification. Furthermore, employees with higher levels of Machiavellianism tended to disidentify with their organizations to a greater extent (at Time 2) in response to psychological contract breach (at Time 1) than did employees with low levels of Machiavellianism. Machiavellianism did not moderate the relationship between psychological contract breach and organizational identification.

Implications

Our study contributes to extant research exploring the importance of Machiavellianism in the workplace. Specifically, we show that employees with high levels of Machiavellianism are more likely to disidentify in response to psychological contract breach but do not tend to identify to a lesser degree.

Originality/Value

This study builds on the extant research exploring individual differences in the psychological contract dynamics by considering Machiavellianism as a moderator of the breach–outcome relationship.     

HUMAN CLONING THROUGH THE EYES OF MUSLIM SCHOLARS: THE NEW PHENOMENON OF THE ISLAMIC INTERNATIONAL RELIGIOSCIENTIFIC INSTITUTIONS

In the wake of the February 1997 announcement that Dolly the sheep had been cloned, Muslim religious scholars together with Muslim scientists held two conferences to discuss cloning from an Islamic perspective. They were organized by two influential Islamic international religioscientific institutions: the Islamic Organization of Medical Sciences (IOMS) and the International Islamic Fiqh Academy (IIFA). Both institutions comprise a large number of prominent religious scholars and well-known scientists who participated in the discussions at the conferences. This article gives a comprehensive analysis of these conferences, the relation between science and religion as reflected in the discussions there, and the further influence of these discussions on Muslims living in the West. Modern discussions on Islamic bioethics show that formulating an Islamic perspective on these issues is not the exclusive prerogative of religious scholars. Formulating such perspectives has become a collective process in which scientists play an essential role. Such a collective approach strengthens the religious authority of Muslim scholars and makes it more influential rather than undermining it.     

Institutional Insights for Analysing Strategic Manoeuvring in the British Prime Minister’s Question Time

This paper aims at creating an adequate theoretical basis for a systematic integration of institutional insights into the pragma-dialectical analysis of argumentative exchanges that occur in institutionalised contexts. The argumentative practice of Prime Minister’s Question Time in the British House of Commons is examined, as a case in point, in order to illustrate how the knowledge of the characteristics of an institution, its rules and conventions can be integrated into the pragma-dialectical analysis. The paper highlights the role that theoretical concepts and tools such as strategic manoeuvring, argumentative activity types and dialectical profiles play in this integration.

The Assumption of Proportional Components when Candecomp is Applied to Symmetric Matrices in the Context of Indscal

The use of Candecomp to fit scalar products in the context of INDSCAL is based on the assumption that the symmetry of the data matrices involved causes the component matrices to be equal when Candecomp converges. Ten Berge and Kiers gave examples where this assumption is violated for Gramian data matrices. These examples are believed to be local minima. It is now shown that, in the single-component case, the assumption can only be violated at saddle points. Chances of Candecomp converging to a saddle point are small but still nonzero.     

Does Religion Matter to Employment Protection? Evidence from Chinese Private Firms

Journal of Religion and Health - The upper echelons theory states that organizational engagements may replicate the experiences, personalities and values of dominant players within a firm. Based on...