Meeting the need or falling in line? The effect of laissez-faire formal leaders on informal leadership

We consider the utility of two contrasting theoretical perspectives in explaining how laissez-faire formal leaders and team member motivation to lead (MTL) influences informal leadership and team task performance. The first perspective, functional leadership theory, is the dominant lens used currently to understand informal leadership. However, we suggest that social learning theory offers a compelling alternative account. In a multiwave survey study of 344 members of 72 work teams, we find support for the social learning theory predictions that laissez-faire formal leaders are perceived by team members to engage in less modeling of effective leadership and as a result are negatively associated with informal leadership and team task performance. We do not find support for the functional leadership theory predictions that laissez-faire formal leaders are positively associated with team members’ informal leadership and team task performance, which would be due to an increased perceived need for leadership. The social learning effects are stronger for teams that are lower in member MTL and weaker for teams that are higher in member MTL. These results suggest social learning theory may be preferable to functional leadership theory for understanding informal leadership in teams.     

The interplay between parental behaviors and adolescents' sports-related values in understanding adolescents' dropout of organized sports activities

Using short-term longitudinal data, the primary goal of the present study was to examine the interplay between adolescents’ sports-related intrapersonal (e.g., sports values) and interpersonal factors (e.g., perceived parental involvement) in relation to sports dropout. A secondary goal was to explore the direction of effects in the association between intra- and interpersonal factors. A total of 420 adolescents (39% girls, M_age = 14.06; SD_age = 0.33) responded to a set of survey questions over two consecutive years. Results from structural equation modeling suggested that parental involvement predicted adolescents’ dropout one year later, via sports values. Further, the results suggested that the direction of influence is mainly from parents to adolescents. Overall, the findings indicate that adolescents whose parents attend their practices and games perceive sports activities as fun, important and useful; as a result, adolescents are less likely to dropout. The findings offer an improved understanding of how parents’ behaviors may influence adolescents’ dropout of organized sports.     

Climate for work group creativity and innovation: Norwegian validation of the team climate inventory (TCI)

The present study assessed the psychometric properties and the validity of the Norwegian translation of the Team Climate Inventory (TCI). The TCI is a measure of climate for innovation within groups at work and is based on the four-factor theory of climate for innovation (West, 1990). Cronbach's alpha revealed satisfactory reliabilities and exploratory factor analysis successfully extracted the four original factors as well as a fifth factor that has also been reported in other studies (N = 195 teams from a wide range of professions). Results from confirmatory factor analysis, using a different sample (N = 106 teams from the Norwegian public postal service), suggested that the five-factor solution had the most parsimonious fit. Criterion validity was explored by correlating TCI scores from 92 post offices and 395 postal distribution teams with customer satisfaction scores. Significant positive relationships were found between three of four TCI scales and customer satisfaction.     

Cognitive impairment and the 10-year survival probability of a normal 62-year-old population

The predictive value of cognitive impairment together with demographic and health factors on long-term survival was evaluated. The population sample comprised 389 subjects, all 62 years old. Cognitive performances were measured using verbal, visuomotor and memory tests. Cognitive impairment was determined by comparing performances with norms derived from healthy controls. Ten years after testing, the probability of survival was 89% for the cognitively preserved subjects, 80% for those with mild impairment, and 71% for those with moderate impairment (p = 0.009). Relative risk (RR) for shortened survival was 1.7 (95% CI 0.9-3.2) for the mildly, and 2.6 (95% CI 1.4-4.8) for the moderately impaired. Perceived health problems were, as expected, related to reduced survival (p < 0.001, RR 3.6, 95% CI 2.1-6.0), and there was an association between cognitive impairment and impaired perceived health (p = 0.040). Multivariate analyses with Cox's regression models showed that cognitive impairment, in particular, impaired episodic memory had an association with survival, in addition to the expected effects. Thus, memory impairment may reflect very early signs of underlying disease, and so the findings provide predictive validity for the cognitive methods used.     

Shared leadership development and team performance: A new look at the dynamics of shared leadership

The present study offers new theoretical insights into the dynamics of shared leadership. Integrating arguments from shared leadership and team development theory, we examine how shared leadership changes over the course of a project team's life cycle and how this pattern of change relates to team performance. Guided by shared leadership theory and project team literature, we also explore team‐level factors, which may alter the pattern of shared leadership development. In particular, we propose that in project teams shared leadership develops in a nonuniform way, approximating an inverted U‐shaped pattern, increasing early in the team's life cycle, peaking around the midpoint, and then decreasing in the later phase. In turn, this development pattern relates positively to team performance. We also extend theory by explaining how specific team characteristics influence the pattern of shared leadership development. Using a three‐study approach, we empirically examine the hypothesized relationships and conclude with a general discussion of the theoretical and practical implications of our findings.     

Se sentir bien pour diriger efficacement : l’importance du plaisir au travail chez les responsables d’équipe

The purpose of this study is to investigate the role team leaders’ work enjoyment regarding team members’ attitudes by taking account of the mediating role of empowering leadership and the moderating effect of task interdependence. The sample includes 58 team leaders and 229 team members from a Canadian public safety organization. Using a multilevel approach, results indicate that empowering leadership may mediate the relationships that team leaders’ work enjoyment may have with team members’ attitudes (i.e., team commitment and turnover intention). Furthermore, results reveal that the relationship between work enjoyment and empowering leadership is moderated by task interdependence, such that this relationship is stronger when the level of task interdependence is low.     

Short-term and long-term relationships between reflection and performance in teams: evidence from a four-wave longitudinal study

Previous theory and research suggest that team reflection is beneficial for team performance. We argue that results remain inconclusive because prior studies have not accounted for the dynamic nature of this relationship. This paper addresses this research gap by examining time-specific relationships among variables and the intra-team variability of changes across time. In a four-wave longitudinal field study with 97 teams (N = 453 team members) performing a business simulation task, short-term (i.e., autoregressive, cross-lagged effects) and long-term (i.e., latent trajectories) relationships between team reflection and performance were explored. We found evidence that reflection had negative autoregressive effects and that there were direct positive short-term relationships between reflection and performance. Reflection trajectories were seen to decline across time and performance trajectories to increase across time. In addition, teams with either low initial reflection or low initial performance showed higher increases in reflection across time, whilst higher increase in reflection was negatively related to change in performance. Findings are discussed with respect to how they extend the previous literature and what directions they suggest for future research.     

Facilitating Interorganizational Collaboration: The Contributions of Interorganizational Alliances

In an attempt to promote service delivery integration and improve interorganizational collaboration, many recent human service delivery initiatives have included the development of interorganizational alliances such as coalitions and coordinating councils. Despite their popularity, little is known about how these alliances influence interorganizational collaboration, specifically the extent to which they alter the interactions among human service delivery organizations. The present study examined the interorganizational interactions, specifically the exchange relationships, within one county that was implementing two interorganizational alliances—a countywide coordinating council and interagency service delivery teams. Membership on both alliances was associated with broader interorganizational exchange networks. Organizations involved in a coordinating council were more likely to be included in client, information, and resource exchanges, and participate in joint ventures with a broader range of organizations. Providers involved in interagency teams also exchanged clients and information with a broader sector of service delivery organizations than nonparticipating providers. Observational data suggested that both alliances created structures and processes intended to facilitate interorganizational exchanges. Together, these results suggest that the development of opportunities for and encouragement of staff and leader involvement in these types of alliances may be an important part of our attempt to create a more integrated social service delivery system. The implications of these findings for researchers and practitioners are discussed.     

人类基因组计划中的计算机科学

叙述了人类基因组计划（HGP）实施过程中计算机科学向基因组学领域的不断渗透及面临的挑战。基因组数据库及网络系统的构建与完善为基因组信息的交流提供了基础,一系列计算机软件的开发和改进简化了HGP这一繁重的劳动。在HGP的推动下,世界各大信息技术公司也加盟到基因组研究中,使生物学中融入了更多的计算机专业技能,有利于引进新的思维模式,开拓新的研究方法。但目前在基因组信息的交流与分析方面,标准化和精确性仍显不足,信息的处理能力也受到计算机存储量和运算速度的制约,这些问题将随着计算机科学的不断发展而逐渐解决。