Dimensions of social identification with the team as predictors of the coach-created training climate in rugby: A group-actor partner interdependence modelling perspective

Recently, social identity approach has been giving stimulating insights in leadership in sport, considering social identification as a consequence regarding leadership processes. Nonetheless, social identity theory fundamentally posits social identification as a subjacent parameter of cognitions implied in the frame of interpersonal and intergroup relations. The current study aimed to enrich the existing literature by investigating athletes’ team identification as a predictor of the perception of coach-created climate. French male rugby union players (N = 248) completed an online survey measuring the multidimensionality of their social identification to the team, and their perception of the coach-created climate in terms of empowering and disempowering motivational climate. Using Group Actor-Partner Interdependence Modelling, the analyses revealed that the perception of the climate as empowering was driven by high scores on ingroup ties, especially when teammates’ ingroup ties scores were low. Team’s ingroup affect and cognitive centrality resulted in lower perception levels of the empowering climate. Neither player's ingroup ties nor cognitive centrality predicted the perception of the climate as empowering, and when player’s ingroup affect fitted into the group, his perception of a disempowering motivational climate decreased when ingroup affect score was high. The results are mainly discussed to the light of intergroup permeability by underlying the importance of considering social identification as a predictor of the perception of coach-athletes’ relationship. Some practical applications are put forward along with future directions for research on coach-athletes’ relationship. Especially, this study points out the importance of considering the social identity approach of leadership as a transactional relationship encapsulated in a mutual influence between the ingroup member social identification and that of the team as a whole.     

虚拟团队共享式领导的双刃剑效应研究：基于调适性结构理论的视角

虚拟团队因新兴技术驱动而成为组织管理的潮流, 尤其全球疫情的爆发使得远程办公备受关注。共享式领导是与虚拟团队高度匹配的领导模式, 但现今学界对虚拟团队共享式领导作用机制的研究比较匮乏, 且集中在正面效应和团队层次, 忽略了共享式领导可能存在的负面效应及对个体层次的影响。研究基于调适性结构理论, 提出虚拟团队共享式领导有助于团队及个体内部动机和效能感的提升, 同时也会加剧团队内社会惰化现象和关系冲突水平, 引发员工的工作负荷和工作焦虑感, 进而对团队绩效和个体绩效产生双刃剑效应, 同时, 团队虚拟性、任务复杂性和任务重要性在其中起到调节作用。研究模型系统打开了虚拟团队共享式领导的影响机制黑箱, 为组织如何在虚拟情境下领导团队、提升绩效提供借鉴。     

Cultural threat and perceived realistic group conflict as dual predictors of prejudice

Recent research has focused on how perceived intergroup similarity influences stereotyping and prejudice. Very little is known, however, regarding how the quality or type of similarity influences intergroup relations. Presented is a methodology that allows one to manipulate the quality of perceived intergroup similarity. This methodology is used to test contrasting predictions about how perceptions of intergroup similarity on self-stereotyped interpersonal and work-related traits predict attitudes towards immigrants. Predictions were derived from cultural threat and perceived realistic group conflict theories. Some participants were asked to rate how similar they perceived their in-group was to Mexican immigrants, whereas others were asked to evaluate how the groups differed on the given traits. Control participants evaluated themselves on the given traits. Participants were presented with either interpersonal traits or work related traits as stimuli. The main dependent measures were a perceived realistic conflict scale, a prejudice scale, and a stereotyping scale. All three scales used Mexican immigrants as the target category. When interpersonal traits were made salient, contrast comparisons led to more negative attitudes towards immigrants, supporting a cultural threat hypothesis. When work-related traits were made salient, similarity comparisons led to more prejudice and more negative attitudes towards immigrants, supporting a perceived realistic conflict hypothesis. Thus, a perceived threat to either the cultural norm or economic well being led to more negative attitudes towards immigrants. Results are discussed for their relevance to models of intergroup relations.     

Who Started This? Investigating Different Sources of Organizational Change

This study explored whether organizational change had differential effects on perceptions of group leadership and group morale, depending on the source of the change activity. Data on work group leadership and morale was collected in two waves of an employee survey, and data on change activities were collected in the second wave of the survey. When leaders outside of a work group initiated change, employees reported more negative perceptions of their work group leader. However, when the work group leader initiated change, perceptions of that leader tended to be more positive. Finally, change activities initiated by group members did not influence perceptions of work group leadership, but were associated with improved work group morale.     

Effects of Supervisor “Big Five” Personality on Subordinate Attitudes

Leadership theory has long sought to find traits associated with effective leadership. This study uses the five-factor model of personality to investigate the relationship between the personality of supervisors and aggregated attitudes of subordinates. Results from 131 supervisors and 467 subordinates support the notion that supervisor personality is related to subordinate attitudes. Overall, high levels of supervisor Agreeableness, Emotional Stability and Extraversion, plus low levels of Conscientiousness are related to subordinate ratings of satisfaction with supervisor, overall satisfaction, affective commitment and turnover intentions. However, the relationships are somewhat weak and differ across specific criteria. Implications for these findings are discussed.     

家长式领导与员工工作投入:心理授权的中介作用

对国内402名员工的关于家长式领导、工作投入和心理授权的问卷数据进行了分析,探索中国文化背景下组织特有的家长式领导与员工工作投入之间的关系及心理授权在二者关系中的中介作用。结果表明,家长式领导中的仁慈领导和威权领导两维度对员工工作投入有显著的预测作用;心理授权在仁慈领导和工作投入之间起着部分中介作用。     

The good,the bad and the ugly thing to do when sharing information: Revealing,concealing and lying depend on social motivation,distribution and importance of information

Research on information sharing in group decision-making has widely assumed a cooperative context and focused on the exchange of shared or unshared information in the hidden profile paradigm (36 and 37), neglecting the role of information importance. We argue that information sharing is a mixed-motive conflict setting that gives rise to motivated strategic behavior. We introduce a research paradigm that combines aspects of the traditional information sampling paradigm with aspects of a public good dilemma: the information pooling game. In three experiments, we show that information sharing is strategic behavior that depends on people’s pro-social or pro-self motivation, and that people consider information sharedness and information importance when deciding whether to reveal, withhold, or falsify their private or public information. Pro-social individuals were consistently found to honestly reveal their private and important information, while selfish individuals strategically concealed or even lied about their private and important information.     

Effectiveness of group cognitive-behavioral treatment for childhood anxiety in community clinics

This study evaluated the effectiveness of cognitive-behavioral treatment for childhood anxiety in a community clinic setting in Hong Kong, China. Forty-five clinically-referred children (age 6-11 years) were randomly assigned to either a cognitive-behavioral treatment program or a waitlist-control condition. Children in the treatment condition showed significant reduction in anxiety symptoms—both statistically and clinically—whereas children in the waitlist condition did not. After the waitlist period was over, the control group also received the treatment program and showed a similar reduction in symptoms. For the full sample of 45 children, the effectiveness of the intervention was significant immediately after treatment and in 3- and 6-month follow-ups. In addition, children’s anxiety cognition and their ability to cope with anxiety-provoking situations fully mediated the treatment gains. These results offer empirical support for cognitive-behavioral treatment programs in a non-Western cultural context and plausible mediators for how cognitive-behavioral therapy works.     

The efficacy of systemic therapy with adult patients: a meta-content analysis of 38 randomized controlled trials

Systemic therapy is a widely used psychotherapy approach. Yet there exist few systematic reviews on its efficacy. A meta-content analysis was performed to analyze the efficacy of systemic therapy for the treatment of mental disorders in adulthood. All randomized (or matched) controlled trials (RCT) evaluating systemic/systems oriented therapy in various settings (family, couple, individual, group, multifamily group therapy) with adult index patients suffering from mental disorders were identified by database searches and cross-references in other reviews. Inclusion criteria were: index patient diagnosed with a DSM or ICD listed mental disorder, trial published in any language up to the end of 2008. The RCTs were content analyzed according to their research methodology, interventions applied, and results. Thirty-eight trials published in English, German, Spanish, and Chinese were identified, 34 of them showing systemic therapy to be efficacious for the treatment of mood disorders, eating disorders, substance use disorders, mental and social factors related to medical conditions and physical disorders, and schizophrenia. Systemic therapy may also be efficacious for anxiety disorders. Results were stable across follow-up periods of up to 5 years. There is a sound evidence-base for the efficacy of systemic therapy for adult index patients with mental disorders in at least five diagnostic groups.     

Open or close the door to the outgroup? Diversity beliefs moderate the impact of group boundary permeability on attitudes toward the outgroup

The present research investigated the moderating role of diversity beliefs with the aim of reconciling inconsistent findings regarding the impact of group boundary permeability on attitudes toward outgroup. In Study 1, all variables were measured with self‐report scales completed by Chinese participants. In Study 2, diversity beliefs were manipulated by randomly assigning Chinese participants to a high or low diversity belief condition. In Study 3, we replicated the moderating model with American participants. Results of all three studies indicated that diversity beliefs moderated the relationship between group boundary permeability and attitudes toward outgroup. Individuals with high diversity beliefs held more positive attitudes toward the outgroup when the group boundary was permeable (vs. impermeable). Conversely, individuals with low diversity beliefs held more negative attitudes toward the outgroup when the group boundary was permeable (vs. impermeable). These findings suggest that when the inflow of the outgroup members is inevitable, attitudes toward the outgroup may be effectively improved by increasing diversity beliefs.