Group cognition,membership change,and performance: Investigating the benefits and detriments of collective knowledge

This study analyzes the effects of group membership change on group cognition and performance to determine how groups can simultaneously leverage oldtimers’ collective knowledge and a newcomer’s expertise. Our analysis focuses specifically on the interrelated effects of the two components of a transactive memory system (TMS)—TMS structure and TMS processes—to explain the cognitive mechanisms through which membership change affects group performance. Results from a laboratory study show that groups that experience partial membership change tend to rely on the TMS structure that oldtimers developed in their original group, and that doing so is ultimately detrimental to performance because it creates inefficient TMS processes. Results from a supplemental study indicate that these TMS process inefficiencies can be avoided when oldtimers are instructed to reflect upon their collective knowledge prior to task execution. We discuss the implications for managing group cognition in organizations where membership change is prevalent.     

Personality characteristics that are valued in teams: Not always “more is better”?

This study investigates the relationships between personality traits and contributions to teamwork that are often assumed to be linear. We use a theory‐driven approach to propose that extraversion, agreeableness and conscientiousness have inverted U‐shaped relationships with contributions to teamwork. In a sample of 220 participants asked to perform a creative task in teams, we found that extraversion, agreeableness and conscientiousness were curvilinearly associated with peer‐rated contributions to teamwork in such a way that the associations were positive, with a decreasing slope, up to a peak, and then they became negative as personality scores further increased. We replicated the results concerning the non‐linear association between extraversion, conscientiousness and peer‐rated contributions to teamwork in a sample of 314 participants engaged in a collaborative learning exercise. Our results support recent claims and empirical evidence that explorations of personality–work‐related behaviours relationships should move beyond the linearity assumptions. We conclude by discussing the implications of our research for personnel selection.     

Cognitive and social comparison processes in brainstorming

This brainstorming experiment assessed the extent to which idea exposure produced cognitive stimulation and social comparison effects. One hundred and sixty participants were exposed to either a high or low number of common or unique ideas. The participants’ likelihood of engaging in social comparison processes (high or low) was also manipulated through instructional sets. The results indicated both cognitive stimulation and social comparison effects. Exposure to a high number of ideas and to common ideas enhanced the generation of additional ideas. The effects of exposure to a high number of ideas was greater under high than under low social comparison conditions. Finally, recall of exposed ideas was related to enhanced idea generation. These results are consistent with the social/cognitive influence model of group brainstorming (Paulus, Dugosh, Dzindolet, Putman, & Coskun, 2002).     

The dynamic relationship between performance feedback, trust, and conflict in groups: A longitudinal study

Moderate task conflict has generally been associated with higher group performance, and relationship conflict associated with lower performance. Past studies have most often discussed their findings as though differences in level of intragroup conflict cause differences in group performance—rather than testing the additional possibility that reported group conflict is a reaction to feedback on past group performance. This paper explores the dynamic relationships between intragroup conflict and performance with a longitudinal design. Results from 67 groups suggest that initial performance feedback to groups can have significant consequences for future team interaction. We find evidence to suggest that, (a) negative initial group performance feedback results in later increases in both task and relationship conflict, but that (b) groups with high early intragroup trust are buffered from experiencing the worst of future relationship conflict.     

The effects of member expertise on group decision-making and performance

This study assesses the effects of member expertise on group decision-making and group performance. Three-person cooperative groups and three independent individuals solved either an easy or moderately difficult version of the deductive logic game Mastermind. Experimental groups were given veridical performance information, i.e., the members' rankings on prior individual administrations of the task. Control groups were not provided with this information. Results supported the predictions of this study: (1) groups gave more weight to the input of their highest performing members with the group decision-making process being best approximated by post hoc “expert weighted” social decision schemes and (2) groups performed at the level of the best of an equivalent number of individuals.     

Can ingroup affirmation relieve outgroup derogation?

Intergroup hostilities are an important social concern in multicultural societies and the global community. Individuals with dispositionally high Personal Need for Structure (PNS) are particularly inclined toward outgroup derogation [Schaller, M., Boyd, C., Yohannes, J., O’Brien, M. (1995). The prejudiced personality revisited: Personal need for structure and formation of erroneous group stereotypes. Journal of Personality and Social Psychology, 68, 544-555]. The present research demonstrates that ingroup affirmation can eliminate high PNS individuals’ tendency toward outgroup derogation. Spontaneous (Study 1) and experimentally manipulated affirmations (Study 2) of consensual, positive ingroups eliminated the high PNS tendency to derogate outgroup targets. Study 3 experimentally manipulated the two key elements that are presumably bolstered by ingroup affirmations—self-certainty and self-worth—independent of the group context. The high PNS tendency to derogate outgroups was relieved only in the combined certainty and worth affirmation condition, just as it had been relieved in Study 2 by the ingroup affirmation. Results suggest a paradoxical strategy for relieving derogation of outgroups by affirming ingroups.     

Explaining sex differences in infants' preferences for groups

Social organization of a species influences myriad facets of individuals’ behavior. Much research indicates that human social organization consists of males in large groups and females in smaller groups or interacting with individuals. This study analyzed the initial factors that produce greater preferences for groups by human male versus female infants. To this end, using a looking preference paradigm, fifty-nine 6–8-month-old infants viewed individual versus group images of actual children. On the basis of several controls, results demonstrated that male more than female infants are attracted to the complex level of stimulation provided by groups. Discussion centers on further identifying male versus female patterns of group interaction from a perceptual and cognitive standpoint.     

Engendering authority in the group

In this paper I analyse ways of thinking about authority relations in groups. As a specific example of more general processes I discuss the gendering of power and authority within group processes. Using vignettes from an experiential women's group, I attempt to identify and evaluate available ways of conceiving power relationships between women in groups (sister-sister; mother-daughter; the masquerade, the androgyne, honorary man, the father of whatever sex, and the lesbian). From this the paper calls, first, for a move away from treating gender as the primary organizer of difference in order to address the diverse and intersecting forms of power relations operating within groups and, second, to broaden consideration of women's positions within dyadic and group processes beyond the current (conventionally de-sexualized) maternal metaphor. It is argued that attending in these ways to sexed/gendered relations within groups offers vital resources towards theorizing and exploring the group body, whereby the group is conceived of as composed of embodied minds structured not only around gender but also by relations of class, ‘race’ and sexuality. This approach therefore envisages group psychotherapies as providing psychic surfaces between familial and broader cultural relations in which transformative group relations can be prefigured.     

Form and forming a focus: In brief dynamic therapy

This paper describes a model of training for individual work which treats as essential the consideration of group and institutional dynamics, as contrasted with the ‘prevailing model’ in which such issues are not overtly attended to. The author outlines key elements of such a ‘group-aware’ model and endeavours to show the value of it in terms of the students’ self-development, their fuller use of the training experience and in relation to their clients. She suggests that such a model has key advantages over the ‘prevailing model' for all counselling and psychotherapy students, but places emphasis on its particular relevance and value for those training to work with children, adolescents and young people.     

The research agenda: the vital need for empirical research in child psychotherapy

In this paper I shall describe how work discussion groups offered to staff on-site as part of a mental health in schools outreach project can have a significant impact on the thinking, attitudes and culture within a school. Through the use of some detailed examples of these work discussion groups in action, I hope to illustrate the way these groups can enable staff to enhance their observational skills, develop a deeper understanding of the factors that impact on learning, behaviour and teaching, and reduce staff stress. Finally, I hope to highlight the ways in which such groups not only extend staff skills in engaging with pupils at risk of emotional breakdown and school exclusion, but can also promote a learning environment for all, in which development and growth is promoted at a personal, professional and whole-school level.