道不同不相为谋? 信息相关断裂带对团队学习的影响

传统观点认为,存在断裂带的团队中成员学习行为会受到不利影响,即"道不同不相为谋"。本研究通过聚焦信息相关断裂带,全面剖析内部学习和外部学习等不同团队学习方式,深入考察影响断裂带团队学习的关键情境因素,探讨并论证本文的基本观点——"道不同",可以"相为谋"。基于56个实际工作团队配对样本数据的统计分析结果表明,信息相关断裂带对团队内部学习和外部学习都没有直接作用。团队共同任期和交互记忆系统对信息相关断裂带团队内外部学习起调节作用:团队共同任期越长,信息相关断裂带越有利于团队内部学习及外部学习;交互记忆系统水平越高,信息相关断裂带越有利于团队内部学习及外部学习。     

An investigation of behaviour and attitudes relevant to the user safety of pedestrian/cyclist shared paths

Bicycle/pedestrian shared paths are an increasingly popular solution to providing cycling infrastructure, despite evidence suggesting safety issues. Improved design and management of shared paths should be informed by understanding of bicyclist and pedestrian behaviour on shared paths, and of relevant safety initiatives (e.g. centreline marking). However, relevant research is lacking. Bicyclist/pedestrian passing events (n = 407) were observed on three relatively busy shared paths in Sydney, Australia – one of them without centreline marking. User characteristics, relevant behaviours and incidents (aggression, near-misses, crashes) were recorded. A tendency toward left-hand travel, as on Australian roads, was stronger for cyclists than for pedestrians, and where centreline was present. Cyclists were often estimated to travel above 10 km/h, a speed limit that has been suggested based on pedestrian safety considerations, but that would be unacceptable for long stretches of commuter cycling. Centreline was associated with lower estimated speeds. Cyclists typically adhered to their responsibility of giving way to pedestrians, but often passed on the left, passed too close, passed without slowing, or passed without warning (e.g. with a bell). Use of mobile telephones and mp3 players is common, particularly amongst pedestrians. Five near collisions were observed, and 53 survey participants reported 2 collisions and 13 near misses. Contributing factors appear to include path users using potentially distracting devices, or straying from the rules of thumb to keep to the left, and to overtake on the right.A survey of cyclists and pedestrians suggested that there are issues with perceptions of space ownership. These results represent an important contribution to the evidence-base for initiatives to improve the safety of shared paths.     

Does avoidance‐attachment style attenuate the benefits of being listened to?

We tested both Rogers's hypothesis that listening enables speakers to experience psychological safety and our hypothesis that the benefit of listening for psychological safety is attenuated by avoidance‐attachment style. We tested these hypotheses in six laboratory experiments, a field correlational study, and a scenario experiment. We meta‐analyzed the results of the laboratory experiments and found that listening increased psychological safety on average but that the variance between the experiments was also significant. The between experiment variance in the effect of listening manipulation on psychological safety exposes a methodological challenge in choosing a research paradigm of good‐versus‐normal listening, as opposed to normal‐versus‐poor listening. More importantly, we found, as expected and across all designs, that the higher the avoidance‐attachment style was, the lower the effect of listening on psychological safety. This finding has implications both for practice and for placing a theoretical boundary on Rogers's theory.     

Psychological capital as a team phenomenon: Mediating the relationship between learning climate and outcomes at the individual and team levels

Psychological capital is a positive psychological state that influences employees’ behaviors and attitudes. Research has only recently begun to examine the phenomenon as a shared psychological team state. The purpose of this research is to examine the mediating role of team psychological capital in the relationship between learning climate and outcomes at the individual and team levels. The findings, which were carried out among 82 school management teams, indicated a positive relationship between learning climate and the team’s psychological capital, and between the team’s psychological capital and the individual’s job satisfaction and the team’s organizational citizenship behavior (OCB). It was also found that team’s psychological capital mediates the relationship between the team’s learning climate and job satisfaction, and between learning mechanisms and the team’s OCB. The findings might encourage research into psychological capital as a team phenomenon and encourage decision-makers to develop ways of reinforcing psychological capital among teams.     

Individual Goal Orientations,Team Empowerment,and Employee Creative Performance: A Case of Cross‐level Interactions

Intrigued by relationship between team motivational context and individual characteristics in the organizational reality, we developed and tested a cross‐level model to investigate the interactive effects of team empowerment and individual goal orientations on individual creative performance through the mediating mechanism of an individual's creative self‐efficacy. Using multi‐wave multi‐source data from 63 R&D teams in three IT companies, we found that (1) team empowerment, individual learning goal orientation, and individual performance orientation are all positively related to individual creative performance through mediation of creative self‐efficacy; (2) learning orientation and performance approach orientation could both supplement the effects of team empowerment on individual creative self‐efficacy. Our findings point to the importance of individual goal orientation in shaping the effects of team motivation climates and provide insights for both scholars and practitioners. The specific practical implications include but are not limited to (1) individuals with learning and performance approach orientations should be identified during hiring procedures given that they could still thrive in less empowered teams and maintain a relatively high level of creative self‐efficacy and creative outcomes; (2) managers should consider assigning employees who are more learning oriented to more empowering and open‐ended tasks in order to obtain better creative results.     

团队权力分布差异对团队冲突的影响：程序公平和合法性的作用

近年来团队权力分布差异与团队冲突间关系受到了学界较大关注, 但相关研究结果仍存在分歧。通过对70个工作团队的调查, 探讨了团队权力分布差异对团队冲突(任务冲突、关系冲突)作用的边界条件。结果发现, 程序公平调节了两者间关系：当程序公平较高时, 团队权力分布差异与任务冲突、关系冲突负相关; 当程序公平较低时, 团队权力分布差异与任务冲突、关系冲突正相关。此外, 被中介的调节模型分析显示, 团队合法性感知中介了程序公平的上述调节作用。     

Applying a longitudinal tracer methodology to evaluate complex interventions in complex settings

Long-running multi-faceted intervention studies are particularly problematic in large complex organizations where traditional methods prove too resource intensive and can yield inaccurate and incomplete findings. This paper describes the first use of, longitudinal tracer methodology (LTM), a realist approach to evaluation, to examine the links between multiple complex intervention activities (processes) and their outcomes on a construction megaproject. LTM is especially useful when the researcher has little control over intervention delivery but has evidence drawn from multiple sources to evaluate the intervention activities effects over time. This methodology has rarely been deployed in complex organizational settings and not on a construction megaproject. This paper presents a case study of its use over a period of three years, on 24 construction sites forming London’s Thames Tideway Tunnel (Tideway) megaproject. The study examines the “transformational” power of occupational safety and health (OSH) interventions across the multiple organizations and supply chains in the megaproject. The study shows how the method can be adapted in-flight to accommodate shifting lines of inquiry as the intervention activities progress and change. This feature along with its resource-efficient operation, make it an attractive option where interventions are likely to have differential effects across multiple sites of enactment.     

Linking safety knowledge to safety behaviours: a moderated mediation of supervisor and worker safety attitudes

The thousands of deaths and disabilities due to workplace accidents and injuries each year emphasize the importance of safety research. Despite occupational safety research that has contributed to identifying antecedents of safety, little is known about why and how safety knowledge leads to safety behaviours and how personal and situational factors interact to promote occupational safety. Using a multilevel, multisource, and time-lagged research design, the present study investigates whether safety knowledge affects safety behaviours through safety attitudes and further tests whether supervisory safety attitudes can impact the strength of these relationships and play a role as moderators of the proposed mediated relationship. Data were collected from workers (N = 177) and supervisors (N = 42) in a construction company in the energy industry at two time points. Results indicate full support for the moderated mediation model, demonstrating that worker safety attitudes partially mediate the relationship between safety knowledge and safety behaviours. Moreover, when supervisors had positive attitudes towards safety, both the direct relationship between worker safety attitudes and safety behaviours and the indirect relationship between safety knowledge and safety behaviours were more positive compared to when supervisors had negative safety attitudes. Theoretical and practical implications for occupational safety are discussed.     

团队文化多样性对团队创新的影响及作用机制

随着经济全球化和跨国企业的迅速发展, 越来越多的企业中开始出现具有多样性文化背景的团队。企业管理者期待具有不同文化背景的员工能在团队工作中贡献新的观点和视角, 从而促进团队创新。因此, 探讨团队文化多样性与团队创新之间的影响关系已成为近年来学术界和企业界共同关注的焦点问题。所以, 采用社会分类-信息加工的理论视角, 首先厘清团队文化多样性的理论框架, 并进一步检验团队文化多样性与团队创新之间的影响关系及内在机制; 并且, 分别从团队内部和团队外部因素出发, 探讨团队文化多样性与团队创新影响关系中的边界条件。在实践上, 研究结论也将为企业有效管理跨文化团队, 推动企业创新提供一定的理论指导。     

魅力型领导与军事团队绩效：军政双主官的交互效应及士气的中介

我军广泛实行分工负责军事和政治工作的平级双领导体制,两名主官的相互作用可能产生额外影响效果。本研究在“连”这一双领导军事团队中,构建了一个以士气为中介的交互效应模型,考察连长和指导员的魅力型领导对连队绩效的影响。对350名军校士兵学员进行问卷调查,结果显示：（1）连长和指导员的魅力型领导对连队绩效具有交互效应。（2）士气在连长、指导员的魅力型领导与连队绩效之间均具有中介效应。（3）连长、指导员的魅力型领导对连队绩效的交互效应受到士气的中介。（4）双主官的交互效应为补偿式：与低魅力型领导搭档时,高魅力型领导的积极效果凸显,但两位高魅力型领导的协同效应不显著。