Can I leave my hat on? A cross-level study of multiple team membership role separation

This article conceptualizes role separation in multiple team membership (MTM) (i.e., the extent to which a multiteamer's role within a focal team is different from his/her role in another team) as a key predictor of individual and team outcomes. Existing literature on MTM focuses primarily on the total number of concurrent teams that an individual contributes to, and thus largely ignores the potential diversity that may characterize MTM. In Study 1, we develop and validate a measure of MTM role separation that reflects differences in (a) expected work results; (b) team collaboration; (c) leader expectations; and (d) client and/or customer characteristics. In Study 2, we use field data to examine the cross-level implications of MTM role separation. As expected, we find that MTM role separation is positively related to a multiteamer's role ambiguity within a focal team and, by extension, harms the performance of the entire focal team. This indirect relationship is not observed when a focal team's teamwork quality (TWQ) is high. We discuss how these findings advance our understanding of the multifaceted and multi-level nature of MTM and help multiteamers, team leaders, and organizations deal with MTM's challenges.     

Application of The Assimilation Model in The Context of Family Therapy: A Case Study

In this case study the aim was to apply the APES (Assimilation of Problematic Experiences Scale) model to the analysis of the family therapeutic treatment process. This was done as a qualitative methodological triangulation in a case of the family of a 10-year old psychotic boy. The study suggests that assimilation model is suitable for many kinds of data in analyzing family therapeutic treatment processes, makes the change more comprehensible, and yields information about the effectiveness of experiential family therapy techniques.     

The Effects of Gender Role Orientation on Team Schema: A Multivariate Analysis of Indicators in a U.S. Federal Health Care Organization

Abstract

In this empirical study of 649 employees at a federally supported health care facility in the United States, the authors investigated the effects of individual gender role orientation on team schema. The results indicated (a) that nontraditional male and female employees perceived the greatest amount of group cohesion in their team schemas and (b) that both traditional and nontraditional male employees perceived greater problem-solving potential in their team schemas. Meaningful implications for team composition are discussed.     

团队气氛与团队心理授权：团队信任的中介作用

通过对32家企业156个工作团队568名员工进行问卷调查,采用相关分析、回归分析和结构方程建模等统计分析方法,对中国文化背景下团队气氛与团队心理授权的关系,以及团队信任的作用进行了探讨。结果表明：（1）团队气氛对团队信任、团队心理授权有正向影响;（2）团队信任对团队心理授权有正向影响;③团队信任在团队气氛和团队心理授权之间具有部分中介作用。其中,情感信任在团队气氛和团队心理授权之间具有部分中介作用,认知信任在团队气氛与团队心理授权之间的中介作用不显著。     

团队沟通、工作不安全氛围对创新行为的影响:创造力自我效能感的调节作用

采用问卷调查法,以国内十三家大型企业集团75个工作团队共334名团队成员为研究对象,运用分层线性模型分析技术,探讨了团队沟通、工作不安全氛围对团队成员创新行为的影响,以及创造力自我效能感对此关系的调节作用.结果表明,团队沟通、工作不安全氛围对团队成员创新行为有倒U形的影响;创造力自我效能感调节团队沟通、工作不安全氛围与团队成员创新行为之间的关系:员工的创造力自我效能感越高,团队沟通、工作不安全氛围对团队成员创新行为的倒U形影响越小.     

多团队成员身份及其作用机制

多团队成员身份(multiple team membership)是指员工在一段时间内以正式身份参与多个团队的工作状态及工作模式。以往围绕“团队数量”和“团队成员身份多样性”展开的研究未能对多团队成员身份的效应形成一致的认识和研究结论。因此, 在系统回顾发展历程、厘清概念内涵的基础上, 提炼出多团队成员身份“多重团队情境”和“多重团队认同”两个关键特征, 并从注意力资源视角、社会网络视角和社会身份视角梳理并发展多团队成员身份的作用机制。最后, 针对以往研究对多团队成员身份关键特征的关注缺失、社会网络视角和社会身份视角下有意义却尚未被探索的问题, 综合技术和时间等因素提出了未来研究建议。     

Élaboration d’une représentation des comportements contre-productifs dans les équipes dirigeantes d’organisations

Despite the important role top management teams play in the success of organizations, counterproductive behaviors taking place in those teams remain unrepresented in literature. This qualitative, inductive, and exploratory study aims to develop a representation of potentially harmful behavior to top management team functioning. Interview has been conducted with eight retreated top management team members. Following a thematic analysis, counterproductive behaviors were identified and organized in seven distinct patterns of behaviors. This study offers a representation of counterproductive behavior specific to top management teams, which was lacking in scientific and professional literature. Interventions from the top management teams’ leaders and consultants are discussed.     

团队行动中反思与团队创新关系研究的动态视角——认知与情绪的双元路径

在复杂变化的市场环境中, 在我国实施创新驱动战略的背景下, 企业的长远发展需要依赖于团队创新以建立独特竞争优势。通过对已有团队反思与创新关系研究的梳理, 发现了二者间关系的黑箱, 理论认为回顾过去能够带来新思想和新变化, 然而针对其如何实现的过程机制的实证研究却十分匮乏。基于此, 在传统的行动后反思的思想基础上, 本研究提出团队行动中反思在概念内涵和实证测量上的区别, 检验行动中反思和行动后反思在不同创新阶段的差异性作用, 动态性分析创意形成和创意实施的行为结果, 通过整合动机性信息加工理论和情绪的社会功能视角, 提出认知层面的信息处理和情感层面的团队情绪这两种机制的耦合方式, 构建团队反思影响创新的整体模型, 并深入探讨影响作用的过程机制和边界条件, 以及对各阶段关系上情境因素的调节作用进行全面的分析, 为反思与创新理论和实践做出贡献。     

Team Proactivity as a Linking Mechanism between Team Creative Efficacy,Transformational Leadership,and Risk‐Taking Norms and Team Creative Performance

Despite the growing body of research on creativity in team contexts, very few attempts have been made to explore the team‐level antecedents and the mediating processes of team creative performance on the basis of a theoretical framework. To address this gap, drawing on Paulus and Dzindolet's (2008) group creativity model, this study proposed team creative efficacy, transformational leadership, and risk‐taking norms as antecedents of team creative performance and team proactivity as an intervening mechanism between these relationships. The results of team‐level regression analyses conducted on the leaders and members of 103 Korean work teams showed that team creative efficacy and risk‐taking norms were positively associated with team creative performance. Furthermore, the relationships between team creative efficacy and team creative performance and between risk‐taking norms and team creative performance were mediated by team proactivity. These findings offer new insights regarding the antecedents and the mediator of creative performance in team contexts and important implications for theory and practice.