Taking a deeper look inside autonomous and interdependent teams: why,how, and when does informational dissimilarity elicit dysfunctional versus beneficial effects

ABSTRACT

Organizations increasingly use cross-functional teams, characterized by autonomy and interdependence, to improve innovation and to adapt to a dynamic business environment. Based on this trend, prior research started to investigate informational dissimilarity (employee’s dissimilarity relative to teammates regarding education, job specialization, and expertise) in teams. Two key team outcomes are 1) team members’ satisfaction with the team and 2) the team’s proactivity. Paradoxically, some researchers reported dysfunctional informational dissimilarity effects on employee outcomes, while some reported beneficial effects. To integrate opposing informational dissimilarity effects, we apply the categorization-elaboration model of team diversity. We theorize that perceived informational dissimilarity can elicit simultaneously dysfunctional effects on satisfaction with the team and beneficial effects on the team member’s proactivity. We specify the mechanisms of both effects by investigating the mediating roles of peer unfairness (representing dysfunctional informational dissimilarity effects) and information elaboration (representing beneficial informational dissimilarity effects). To reconcile these contradicting processes, we analyse the role of trust. We conducted a survey study at three different measurement time points with team members from different organizations. The results indicate that trust in teammates dampens dysfunctional informational dissimilarity effects and amplifies beneficial effects.     

Do object-category selective regions in the ventral visual stream represent perceived distance information?

It is well established that scenes and objects elicit a highly selective response in specific brain regions in the ventral visual cortex. An inherent difference between these categories that has not been explored yet is their perceived distance from the observer (i.e. scenes are distal whereas objects are proximal). The current study aimed to test the extent to which scene and object selective areas are sensitive to perceived distance information independently from their category-selectivity and retinotopic location. We conducted two studies that used a distance illusion (i.e., the Ponzo lines) and showed that scene regions (the parahippocampal place area, PPA, and transverse occipital sulcus, TOS) are biased toward perceived distal stimuli, whereas the lateral occipital (LO) object region is biased toward perceived proximal stimuli. These results suggest that the ventral visual cortex plays a role in representing distance information, extending recent findings on the sensitivity of these regions to location information. More broadly, our findings imply that distance information is inherent to object recognition.     

Changes in the Frequency of Coworker Incivility: Roles of Work Hours,Workplace Sex Ratio,Supervisor Leadership Style,and Incivility

Previous research has identified individual characteristics that affect experiences of coworker incivility. However, much less is known about environmental characteristics that affect these experiences. Drawing on the social learning theory and the frustration–aggression hypothesis, this study examined the effects of supervisor incivility and work hours on coworker incivility. Data collected from 692 full-time employees showed that changes in the frequency of supervisor incivility positively predicted changes in the frequency of coworker incivility over the next 6-month period. This relationship tended to be stronger for employees who had a supervisor lower rather than higher in the levels of autocratic leadership style. Furthermore, changes in work hours positively predicted changes in coworker incivility. The workplace sex ratio was not an important factor that differentiated experiences of coworker incivility for either men or women. The results of this study highlight the importance of attending to the environmental characteristics of the workplace to understand the occurrence of coworker incivility.     

Stress sensitive healthy females show less left amygdala activation in response to withdrawal-related visual stimuli under passive viewing conditions

The amygdalae are key players in the processing of a variety of emotional stimuli. Especially aversive visual stimuli have been reported to attract attention and activate the amygdalae. However, as it has been argued that passively viewing withdrawal-related images could attenuate instead of activate amygdalae neuronal responses, its role under passive viewing conditions remains unclear. Furthermore, because individual sensitivity to stress reactions has been shown to modulate amygdalae processing, the aim of the current event-related fMRI study was to investigate whether individual differences in stress proneness could influence amygdala responses while passively viewing withdrawal and approach-related visual images. We presented 14 healthy female subjects with a random sequence of images of happy 'healthy' baby faces (approach-related) and baby faces disfigured by severe dermatological conditions (withdrawal-related). No instructions were given other than to watch the images attentively. We integrated individual perceived stress (PSS) scores in our analysis. The processing of withdrawal-related pictures resulted in less left amygdala activity in females scoring higher on perceived stress. Our findings suggest that stress-sensitive healthy females are less able to fully attend to withdrawal-related visual material and in essence avoid exposure to such images in an effort to reduce strong psychophysiological responses. Although the relatively small number of participants limits drawing firm conclusions, we suggest that in passive viewing emotional brain imaging paradigms, individual information on stress proneness should be included in the interpretation of amygdala neuronal processes.     

MIGRANT DOMESTIC CAREWORKERS: Between the Public and the Private in Catholic Social Teaching

This essay argues that Catholic (magisterial) social teaching's division of ethics into public and private creates a structural lacuna which makes it almost impossible to envision a truly just situation for migrant domestic careworkers (MDCs) within the current horizon of Catholic social thought. Drawing on a variety of sociological studies, I conclude that it is easy for MDCs to “disappear” between two countries, two families, and, finally, two sets of ethical norms. If the magisterium genuinely wishes Catholic ethicists to address the plight of these migrant women, normative Catholic social teaching must pay more attention to household sociological realities and more fully absorb the feminist critique of the sharp line between the public and the private, between care and paid work.     

智慧时代的螺丝钉：机器人凸显对职场物化的影响

在“工具人” “打工人” “社畜”等流行语风靡职场的当下, 职场物化已然成为了一个亟需探讨的话题。而随着人工智能尤其是机器人在职场中的使用日益增多, 机器人产生的职场效应也值得关注。因此, 本项目旨在探讨在人工智能飞速发展的当今社会, 机器人渗入职场是否会产生或加重职场物化现象。基于群际威胁理论和补偿控制理论, 我们假设职场中的机器人员工凸显会增加职场物化。项目采用实验、大数据与问卷调查相结合的方式, 首先考察机器人员工的凸显是否会增加职场物化, 初步验证影响效应; 然后探讨机器人影响职场物化的中介机制, 试图发现感知威胁和控制补偿的链式中介效应; 最后从个人、机器人和环境三方面分别考察其对机器人影响职场物化的调节作用, 并从组织文化的角度探讨对职场物化的干预策略。对本项目的探索有助于结合人工智能尤其是机器人发展背景, 前瞻性地了解人工智能在职场中可能的负面影响, 并提出有效的解决方案。     

Development of a Career Stress Scale for Hospital Nurses: Implications for Workplace Counseling

The author performed 3 studies to investigate the construct validation and applicability of a Career Stress Scale for hospital nurses. After conducting an exploratory factor analysis on a sample of 141 nurses in the 1st study, the author examined divergent and convergent validity in the 2nd study, and performed a confirmatory factor analysis to test the hypothesized model on a sample of 284 teaching hospital nurses. The final study aimed to expand the findings, and the author used multigroup structural equation modeling to examine the measurement invariance of the Career Stress Scale for a district hospital, in a sample of 166 nurses. Recommendations for future studies and workplace counseling are discussed.     

Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI-supported selection on applicant responses

Despite the increasing popularity of AI-supported selection tools, knowledge about the actions that can be taken by organizations to increase AI acceptance is still in its infancy, even though multiple studies point out that applicants react negatively to the implementation of AI-supported selection tools. Therefore, this study investigates ways to alter applicant reactions to AI-supported selection. Using a scenario-based between-subject design with participants from the working population (N = 200), we varied the information provided by the organization about the reasons for using an AI-supported selection process (no additional information vs. written information vs. video information) in comparison to a human selection process. Results show that the use of AI without information and with written information decreased perceived fairness, personableness perception, and increased emotional creepiness. In turn, perceived fairness, personableness perceptions, and emotional creepiness mediated the association between an AI-supported selection process, organizational attractiveness, and the intention to further proceed with the selection process. Moreover, results did not differ for applicants who were provided video explanations of the benefits of AI-supported selection tools and those who participated in an actual human selection process. Important implications for research and practice are discussed.