The bigger they are, the harder they fall: Linking team power, team conflict, and performance

Across two field studies, we investigate the impact of team power on team conflict and performance. Team power is based on the control of resources that enables a team to influence others in the company. We find across both studies that low-power teams outperform high-power teams. In both studies, higher levels of process conflict present in high-power teams explain this effect fully. In our second study, we show that team interpersonal power congruence (i.e., the degree to which team members’ self-views of their individual power within the team align with the perceptions of their other team members) ameliorates the relationship between team power and process conflict, such that when team interpersonal power congruence is high, high-power teams are less likely to experience performance-detracting process conflict.     

The clocks that time us are not the same: A theory of temporal diversity,task characteristics,and performance in teams

Temporal individual differences are an under-explored, but research-worthy form of diversity in teams. Although persistent differences in how members think about and value time can profoundly influence team performance, the compositional impact of time-based individual differences is regularly overlooked. Optimal or suboptimal team performance can result because the composition of time-based individual differences is matched or unmatched (respectively) to task demands. Therefore, we offer a detailed presentation of how the configuration of four time-based individual differences (time urgency, time perspective, polychronicity, and pacing style) interact with two task typologies (task type and task complexity) to specify when elevation (mean) and diversity (dispersion) of temporal differences is helpful or harmful to team performance.     

Workplace duties or opportunities? Challenge stressors,regulatory focus,and creativity

Previous research has produced contradictory findings about the impact of challenge stressors on individual and team creativity. Based on the challenge–hindrance stressors framework (LePine, Podsakoff, & LePine, 2005) and on regulatory focus theory (Higgins, 1997), we argue that the effect of challenge stressors on creativity is moderated by regulatory focus. We hypothesize that while promotion focus strengthens a positive relationship between challenge stressors and creativity, prevention focus reinforces a negative relationship. Experimental data showed that high demands led to better results in a creative insight task for individuals with a strong trait promotion focus, and that high demands combined with an induced promotion focus led to better results across both creative generation and insight tasks. These results were replicated in a field R&D sample. Furthermore, we found that team promotion focus moderated the effect of challenge stressors on team creativity. The results offer both theoretical insights and suggest practical implications.     

Being distinctive versus being conspicuous: The effects of numeric status and sex-stereotyped tasks on individual performance in groups

Being in the numeric minority (e.g., being a solo woman in a group of men) influences how well a person performs within a work group. But being the solo member is only one way in which people can be atypical in a group; a person can also represent a social or demographic category that has not typically been associated with the task that the group is working on. Using a design with four categories of group composition (minority, balanced, majority, homogeneous) and two categories of tasks (sex-typical, sex-atypical) we found that the sex composition of the group interacted with the sex typicality of the task to influence both positive deferrals by group members and individual performance in groups. But, rather than consistently reducing performance as prior research has suggested, being numerically atypical enhanced individual performance when the task was typical for that person’s sex. Further, positive deferrals mediated between the interaction of numeric composition and task typicality in influencing individual performance suggesting that both majority group members and the solo member affect one another’s performance in groups. We conclude by discussing why understanding the interplay between these two sources of stereotyping, numeric composition and task typicality, is important for understanding the social nature of individual performance in groups.     

Old wine in a new bottle: Impact of membership change on group creativity

The purpose of this study was to investigate the impact of membership change on group creativity. Based on the literature suggesting stimulating effects of membership change in groups, we hypothesized that membership change would enhance the creativity of groups. Membership change involved randomly rotating a subset of group members among groups during a series of creative tasks. Using an idea generation paradigm, we compared the creativity of open groups (i.e., groups that experienced a change in their membership across tasks) with that of closed groups (i.e., groups whose membership was invariant across tasks) in two experiments. In both experiments, we found that open groups generated more ideas and more different kinds of ideas than did closed groups. Moreover, Experiment 2 revealed that it was the productivity of “newcomers” (measured in terms of their creative idea generation in a previous task) that exerted a positive impact on groups. We also found that the entry of more productive newcomers increased the creativity of “oldtimers” (i.e., people who remained in one group across tasks). Implications for the role of membership change in groups are discussed.     

Creating a Space for Acknowledgment and Generativity in Reflective Group Supervision

Small group supervision is a powerful venue for generative conversations because of the multiplicity of perspectives available and the potential for an appreciative audience to a practitioner's work. At the same time, the well‐intentioned reflections by a few practitioners in a room can inadvertently duplicate normative discourses that circulate in the wider culture and the profession. This article explores the use of narrative practices for benefiting from the advantages of group supervision while mindful of the vulnerability that comes with sharing one's work among colleagues. The reflective group supervision processes described were modified from the work of Tom Andersen and Michael White to provide a venue that encourages the creative multiplicity of group conversation while discouraging unhelpful discourses which constrain generative conversation.     

Positive affective tone and team performance: The moderating role of collective emotional skills

Research on affect as a group-level phenomenon has shown that over time, individual members within a group become highly similar in their affect (i.e., members experience and display similar emotions and moods), and often become similar enough that the aggregation of individuals’ affect can meaningfully represent the “affective tone” of the group. It is generally assumed that a more positive affective tone will lead to better team performance. We challenge the conclusion that positive affective tone is always good for team performance, suggesting that the relationship between positive affective tone and team performance is subject to moderating influences. Across two studies, we demonstrate that the self-reported collective emotional skills of team members play a crucial role in determining whether positive affective tone is beneficial or detrimental to team performance. Implications for theory and practice are discussed.     

Developing skills in counselling and psychotherapy: a scoping review of Interpersonal Process Recall and Reflecting Team methods in initial therapist training

The authors conducted a scoping review of the peer-reviewed literature associated with Interpersonal Process Recall (IPR) and Reflecting Team (RT) methods in order to find evidence for their use within skills development in therapist trainings. Inclusion criteria were: empirical research, reviews of empirical research, and responses to these; RT or IPR for skills development in counsellors/psychotherapists undertaking initial training. Six papers were identified (four IPR, two RT), all from the USA. Of the four IPR papers, three were themselves reviews, the fourth empirical paper being of poor methodological quality. There was some evidence that IPR is more valuable in developing reflective practice than in initial skills training. The small number of RT studies, of varying methodological quality, made it difficult to draw any conclusions about the appropriateness of this method for initial skills training. However, the method appeared to have been broadly welcomed by students for its potential to be inclusive and collaborative. The limitations of this current review are acknowledged, and research recommendations made.     

Reciprocity of the relationship between role ambiguity and group cohesion in youth interdependent sport

Objectives

Based on the role episode model (Kahn, Wolfe, Quinn, Snoek, & Rosenthal, 1964), the purpose of this study was to examine the reciprocal relationship between role ambiguity (Beauchamp, Bray, Eys, & Carron, 2002) and group cohesion (Eys, Loughead, Bray, & Carron, 2009) in youth interdependent sport teams.

Design

Longitudinal research with self-reported questionnaires.

Methods

Participants (N = 162; 12-18 years of age; M = 15.00 years) took part in two testing sessions (midseason vs. late-season) designed to gather information on individual perceptions of role ambiguity and group cohesion.

Results

After statistically controlling for status, gender, and team membership, results demonstrated that perceptions of social cohesion at midseason positively predicted variations in perceptions of scope of responsibilities and role behaviors in defense between mid- and end of season.

Conclusions

The need to belong (fundamental human motivation) and the unbalanced gender composition of the sample could explain the salience of social cohesion in the cohesion-role ambiguity relationship within youth interdependent sport teams. Results underlined that a part of role construction within youth teams is based on the peer social relationships developed between teammates. Implications are identified for youth practice. Limitations and future directions are addressed.