Min Z. Carter  Kevin W. Mossholder  John N. Harris 《Journal of Occupational & Organizational Psychology》2018,91(3):465-485

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Sarah Turgut  Alexandra Michel  Lisa Maria Rothenhöfer  Karlheinz Sonntag 《European Journal of Work and Organizational Psychology》2016,25(5):735-750

Organizational change, although essential for business success, may negatively impact employees’ well-being. Based on person–environment fit theory, the authors investigate employees’ dispositional resistance to change as it impacts emotional exhaustion. Furthermore, the authors examine boundary conditions that may affect dispositional resistance to change and its influence on emotional exhaustion. They take a trait activation approach and test the moderating roles of two work-unit-level internal contextual factors: perceived organizational support and informational team climate. Using a longitudinal research design of 709 participants in 30 work units, multilevel analyses reveal that dispositional resistance to change (time 1) is positively related to emotional exhaustion (time 2). Moreover, a lack of perceived organizational support and a high informational team climate strengthen these effects. The authors conclude that organizations should offer coaching and training programmes to cope with organizational change for employees who are highly change resistant. Furthermore, personal and organizational development strategies should consider the insights gained from the study regarding internal contextual factors that moderate change management processes.  相似文献   

    

Tamara Shefer 《Journal of Psychology in Africa》2013,23(1):135-137

Experienced military air traffic controllers (25 respondents, males = 15, females = 10, years of experience = less than one year = 5 respondents, more than one year but less than three years = 11 respondents and more than three years = 9 respondents) participated in this study to determine whether self-directed team learning exists within their air traffic control teams and to understand the impact of self-directed team learning on the air traffic control work environment. Data on self-directed team learning and learning approaches were collected using a Self-directed Team Learning Questionnaire (SDTLQ) and a Learning Approaches Questionnaire (LAQ). These data were analysed using an inductive reasoning mode for qualitative data analysis and quantitative data analysis followed a supporting deductive reasoning mode. Triangulation as a technique was used to determine whether multiple sources of data agreed and to obtain better, cross-checked insights (Burgess, 1985). Results revealed that these air traffic controllers and air traffic control teams investigated in the study do indeed function within self-directed working, training and learning environments. The quality of team performance was influenced by self-directed team learning initiatives. Furthermore, the quality of self-directed team learning relied upon the effectiveness of air traffic control team performances.  相似文献   

    

Joan H. Johnston  Stephen M. Fiore  Carol Paris  C. A. P. Smith 《Military psychology》2013,25(3):252-265

Improving human systems integration through technologically advanced training and performance aids has become increasingly important to military transformation. Measures of improved cognitive and coordination processes arising from the employment of transformational tools are necessary to guide the refinement and future development of such technologies. In this article, we describe a cognitive load theory approach to developing a combinatory measure of individual workload and team performance following an experimental intervention involving training and a decision support system. We discuss how indicators of what we term team cognitive efficiency can improve assessing the effectiveness of transformational processes and technologies.  相似文献   

    

Zaytoon Amod  Jodi Miller 《The American journal of family therapy》2013,41(2):102-119

Abstract

There is limited research on the application of systemic family therapy in developing countries. This qualitative study explored the perceptions and experiences of 12 educational psychologists and a family therapy trainer, who have worked within a systemic reflecting team using Tom Andersen’s method of training and supervision. The semi-structured interview findings suggested positive perceptions of systemic intervention, despite various challenges experienced in its implementation within the South African context. The educational psychologists identified their reflecting team experiences as being beneficial for both their professional development and current practices. Future research which investigates the reflecting team process in action is recommended.  相似文献   

    

Hendrik Hüttermann  Sabine Boerner 《European Journal of Work and Organizational Psychology》2013,22(6):833-854

Empirical research on the effects of functional diversity on team innovation has yielded largely inconsistent results, showing positive, negative, as well as nonsignificant effects. For capitalizing on the positive potential inherent in functionally diverse teams, opening the black box between cross-functionality and team innovation by analysing mediating and moderating processes thus seems to be highly relevant. In this article, task and relationship conflicts are introduced as mediators of functional diversity and team innovation. Within this framework, transformational leadership is discussed as a moderator. It will become apparent that the role of transformational leadership in fostering the innovativeness of cross-functional teams is rather ambiguous. The discussed mediators and the moderator transformational leadership are integrated into a comprehensive framework and propositions for future research are derived.  相似文献   

    

Spoth R  Guyll M  Redmond C  Greenberg M  Feinberg M 《American journal of community psychology》2011,48(3-4):412-425

There is a knowledge gap concerning how well community-based teams fare in implementing evidence-based interventions (EBIs) over many years, a gap that is important to fill because sustained high quality EBI implementation is essential to public health impact. The current study addresses this gap by evaluating data from PROSPER, a community-university intervention partnership model, in the context of a randomized-control trial of 28 communities. Specifically, it examines community teams' sustainability of implementation quality on a range of measures, for both family-focused and school-based EBIs. Average adherence ratings approached 90% for family-focused and school-based EBIs, across as many as 6 implementation cohorts. Additional indicators of implementation quality similarly showed consistently positive results. Correlations of the implementation quality outcomes with a number of characteristics of community teams and intervention leaders were calculated to explore their potential relevance to sustained implementation quality. Though several relationships attained statistical significance at particular points in time, none were stable across cohorts. The role of PROSPER's continuous, proactive technical assistance in producing the positive results is discussed.  相似文献   

    

Carlos Ferreira Peralta  Paulo Nuno Lopes  Lucy L. Gilson  Paulo Renato Lourenço  Leonor Pais 《Journal of Occupational & Organizational Psychology》2015,88(1):80-107

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Dora C. Lau  Long W. Lam 《Asian Journal of Social Psychology》2008,11(2):141-149

Previous studies showed a robust and positive relationship between subordinates' trust for leaders and their individual organizational citizenship behaviours. Building on this foundation, we examined two extensions. First, based on the team citizenship behaviours approach, we studied whether the same relationship held at the group level. Second, drawing from literature on leadership and self-efficacy, we studied whether leaders' perceptions of being trusted by their subordinates mattered in this trust relationship; we also examined how this perception affected team citizenship behaviours. Results showed that subordinates' trust for leaders and team citizenship behaviours were positively related at the team level. When leaders felt more trusted, teams showed more citizenship behaviours. Beyond these main effects, leaders' felt trust was found to negatively moderate the relationship between staff trust for leaders and team citizenship behaviours. Theoretical and practical implications of this research are discussed.  相似文献   

    

Harrie F. J. M. van Tuijl  Christel G. Rutte  Isabelle M. M. J. Reymen 《欧洲人格杂志》2006,20(5):377-396

Using a meta‐analytical procedure, the relationship between team composition in terms of the Big‐Five personality traits (trait elevation and variability) and team performance were researched. The number of teams upon which analyses were performed ranged from 106 to 527. For the total sample, significant effects were found for elevation in agreeableness (ρ = 0.24) and conscientiousness (ρ = 0.20), and for variability in agreeableness (ρ = ?0.12) and conscientiousness (ρ = ?0.24). Moderation by type of team was tested for professional teams versus student teams. Moderation results for agreeableness and conscientiousness were in line with the total sample results. However, student and professional teams differed in effects for emotional stability and openness to experience. Based on these results, suggestions for future team composition research are presented. Copyright © 2006 John Wiley & Sons, Ltd.  相似文献