Personality and team performance: a meta‐analysis

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.     

知识图式对贝叶斯推理的影响

选取具有概率知识的大学生(专家)和没有概率知识的大学生(新手)为被试,进行贝叶斯推理中的概率估计,探讨知识图式对贝叶斯推理的影响。结果表明,具有概率知识背景的大学生比没有概率知识背景的大学生概率估计的准确性更高,反应时更长,说明知识图式影响概率信息的搜索和判断。     

Retelling Is Not the Same as Recalling: Implications for Memory

ABSTRACT— In contrast to laboratory free recall (which emphasizes detailed and accurate remembering), conversational retellings depend upon the speaker's goals, the audience, and the social context more generally. Because memories are frequently retrieved in social contexts, retellings of events are often incomplete or distorted, with consequences for later memory. Selective rehearsal contributes to the memory effects, as does the schema activated during retelling. Retellings can be linked to memory errors observed in domains such as eyewitness testimony and flashbulb memories; in all of these situations, people retell events rather than engage in verbatim remembering.     

变革型领导力和交易型领导力：团队绩效的预测指标

在高不确定,高度竞争,高度挑战的任务情景下,领导力在团队中将扮演怎样的角色？变革型领导力与交易型领导力又是如何预测团队任务绩效的？为了回答这些问题,该研究对130名学生被试,31个团队,用ERP沙盘模拟游戏来进行模拟实验。通过高度模拟现实中企业经营的情景,从而提高实验结果的外部效度。实验结果表明,变革型领导力与交易型领导力都能够积极地预测团队任务绩效,消极领导力与任务绩效呈负相关,虽然并没有达到统计学显著水平,但研究结果的方向都支持了实验假设。     

团队决策及其影响因素

随着组织结构的变化,团队决策为越来越多的组织所采用。该文将团队决策的研究范式概括为以下四类：社会决策图式（social decision scheme, SDS）、信息取样模型（information sampling model）、项目排序任务（ranking item task）团队以及组织中以安全优先的团队（safety priority team）;并从影响团队决策的因素,提高团队决策质量的策略等角度分别对四类团队决策的研究进行探讨,在此基础上本文对未来研究进行了展望     

Does a prototypical argumentative schema exist? Text recall in 8 to 13 years olds

120 students in grades 3 to 7 (aged 8 to 13) heard an argumentative text and were immediately submitted to a free recall task. The results show that before grade 7, the subjects did not view the text as argumentative. The discussion centers on the relevancy of a prototypical argumentative schema in accounting for these findings.     

Selective information processing and schematic content related to eating behavior

An adaptation of the Stroop color-naming task was used to investigate selective information processing related to eating behavior in 90 undergraduate women. This study differed from previous studies by (a) treating eating behavior as a continuous variable and (b) looking at five separate categories of words including color, neutral, food, body shape, and other emotionally salient words. We did not find a strong pattern of relation between the Stroop task and eating and body image measures. Results suggest that in a nonclinical population, direct methods of accessing cognitions related to eating may be more fruitful than indirect measures.     

The status of the concept of intelligence

Psychometric studies have shown that “general intelligence” should be broken down into the ability to apply learned solutions to new problems (crystallized intelligence) and the ability to deal with novel intellectual problems (fluid intelligence). This distinction has been amplified upon by studies of individual differences in information processing. Crystallized intelligence depends on the problem-solving schema that people have acquired and upon their efficiency in accessing information in long-term memory. Fluid intelligence is associated with the ability to access and manage relatively large amounts of information in working memory. Measures of fluid and crystallized intelligence are important predictors of objectively measured workplace performance. Studies of actual and simulated workplaces have shown that this is largely due to differences in people's ability to manage information and the speed with which the details of a job can be grasped.     

Teaming up with temps: the impact of temporary workers on team social networks and effectiveness

Temporary workers offer immediate benefits to the bottom line; yet, it is unclear how incorporating temporary workers into teams affects how they function. We apply social identity theory to propose that temporary workers significantly reduce individual- and team-level networks and team effectiveness but that commitment to the leader and intergroup competition can help temporary and permanent employees work together more effectively. Using a sample of employees nested in teams (Study 1, n = 312), we found that status differences affected member interactions resulting in sparser advice and friendship networks for temporary workers compared to their permanent counterparts. At the team level (Study 2, n = 58), these team member differences or contract diversity impacted team functioning through advice networks, such that, teams with greater contract diversity had sparser networks and were less effective. Further, commitment to the leader was found to moderate the negative impact of contract diversity on advice and friendship network density. With the increasing use of temporary worker and the prevalent use of teams, these findings have broader implications for HR functions and present possible avenues to mitigate the negative consequences of temporary workers.