Differences in the Valuing of Power Among Team Members: a Contingency Approach Toward Examining the Effects of Power Values Diversity and Relationship Conflict

Purpose

The purpose of this study was to investigate the conditional effects of power values diversity and relationship conflict.

Design/Methodology/Approach

We utilized a time-lagged survey design and multilevel modeling to investigate 60 teams working on a project task over the course of 4 months.

Findings

When participative safety climate was high, the presence of high power values diversity was particularly helpful for reducing relationship conflict. In turn, decreased relationship conflict tended to increase team performance. Additionally, when workload sharing was low, high relationship conflict was especially harmful to team performance.

Implications

Results support the consideration of team participative safety climate to better understand the conditions under which power values diversity is likely to lessen relationship conflict and subsequently increase team performance. Findings also highlight the importance of avoiding low workload sharing, in the presence of prominent relationship conflict, to increase team performance.

Originality/Value

By examining relationship conflict as a mediator and participative safety climate as a moderator of power values diversity’s effects, we make a novel contribution to extant literature by helping to elucidate both how and under what conditions differences in power values, among team members, can influence team performance. Relatedly, we answer the call for more research that adopts a contingency approach toward examining the effects of values diversity and relationship conflict. In doing so, we help to identify the conditions under which power values diversity and relationship conflict are likely to differentially influence important team outcomes.

     

Effect of Yoga Program on Quality of Life in Adolescent Polycystic Ovarian Syndrome: A Randomized Control Trial

Polycystic Ovarian Syndrome (PCOS) is a common female endocrine disorder challenging feminine identity which is likely to impact their quality of life. The aim of this study was to evaluate the effect of yoga on PCOS specific quality of life in adolescent girls with PCOS. Ninety adolescent (15–18 years) girls from a residential college in Andhra Pradesh, who satisfied the Rotterdam criteria, were randomized into two groups. The yoga group (n?=?37) practiced a holistic yoga module while the control group (n?=?35) practiced a matching set of physical exercises (1 h/day, for 12 weeks). PCOS specific quality of life was measured at inclusion and after 12 weeks. Mann-Whitney on difference score showed that the changes in all domains were significantly different between the two groups (p?<?0.05) except for infertility (p?=?0.675). Wilcoxn signed ranks test showed yoga group observed greater improvement in emotional disturbances (effect size; Y:1.52, E: 0.72), body hair (effect size; Y: 1.02, E: 0.32), weight (effect size; Y: 0.96, E: 0.33) and menstrual problem (effect size; Y: 1.24, E: 0.64) domain as compared to the exercise group. Yoga program for 12 weeks is significantly better than physical exercise in improving PCOS quality of life in adolescent girls with PCOS.     

The making of careers, the making of a discipline: Luck and chance in migrant careers in geriatric medicine

The geriatric specialty, unpopular among most UK born and trained medical graduates, provided an opportunity for career development and achievement for those doctors whose training had been non-standard for a variety of reasons. Migrant doctors who have played a substantive role in the UK National Health Service since its inception made an important contribution to the building of that specialty, at the same time building their own careers. This paper draws on oral history interviews with the UK trained pioneers of geriatric medicine and with South Asian overseas trained doctors who entered the geriatric specialty in the middle decades of the twentieth century. It critically reviews the literature of skilled migration, specifically in terms of ‘brain drain’ and ‘push–pull’, focusing on historical and socio-cognitive communities and emphasizes the contribution of individual narratives of career development in the lives of migrants. Focusing on the use of luck and chance in accounts it suggests that although such terms are indicative of chance upon opportunity, they also suggest a role for agency in career development in contexts which were not auspicious. The outcome, for those interviewed, was regarded positively in career terms, but also had a significant part to play in the development of the career of the specialty of geriatric medicine and in the lives of the marginalized people for whom they developed a service.     

Semiparametric Thurstonian Models for Recurrent Choices: A Bayesian Analysis

We develop semiparametric Bayesian Thurstonian models for analyzing repeated choice decisions involving multinomial, multivariate binary or multivariate ordinal data. Our modeling framework has multiple components that together yield considerable flexibility in modeling preference utilities, cross-sectional heterogeneity and parameter-driven dynamics. Each component of our model is specified semiparametrically using Dirichlet process (DP) priors. The utility (latent variable) component of our model allows the alternative-specific utility errors to semiparametrically deviate from a normal distribution. This generates a robust alternative to popular Thurstonian specifications that are based on underlying normally distributed latent variables. Our second component focuses on flexibly modeling cross-sectional heterogeneity. The semiparametric specification allows the heterogeneity distribution to mimic either a finite mixture distribution or a continuous distribution such as the normal, whichever is supported by the data. Thus, special features such as multimodality can be readily incorporated without the need to overtly search for the best heterogeneity specification across a series of models. Finally, we allow for parameter-driven dynamics using a semiparametric state-space approach. This specification adds to the literature on robust Kalman filters. The resulting framework is very general and integrates divergent strands of the literatures on flexible choice models, Bayesian nonparametrics and robust time series specifications. Given this generality, we show how several existing Thurstonian models can be obtained as special forms of our model. We describe Markov chain Monte Carlo methods for the inference of model parameters, report results from two simulation studies and apply the model to consumer choice data from a frequently purchased product category. The results from our simulations and application highlight the benefits of using our semiparametric approach.     

Boundaryless LMX: Examining LMX's Impact on External Career Outcomes and Alumni Goodwill

Research has convincingly shown that leader–member exchange (LMX) is associated with a range of beneficial outcomes for employees within organizations. As employees increasingly pursue boundaryless careers that straddle multiple organizations, it is important to ask: Do advantages from LMX extend beyond the current organization and persist even after employees have left it? We propose that employees in higher quality LMX relationships with their managers benefit from stronger professional development, which can pay off in the form of better career outcomes on the external job market. Further, after leaving, whether or not ex‐employees (i.e., alumni) harbor goodwill toward their former organizations is likely to depend on their LMX quality prior to leaving. Alumni goodwill matters because organizations can potentially reap important strategic benefits from their alumni. Using time separated data including alumni interviews conducted by third‐party consultants, we find that, among employees who quit, pre‐turnover LMX is positively related to higher salaries and greater responsibility in their next jobs and is also positively related to alumni goodwill. Moreover, the strength of the LMX–alumni goodwill relationship depends on whether managers made robust retention efforts after employees communicated their decisions to quit.     

Technology enabled work: The role of self-efficacy in determining telecommuter adjustment and structuring behavior

We explore factors associated with employees’ ability to cope with the challenges of telecommuting—an increasingly pervasive new work mode enabled by advances in information technologies. Telecommuting can trigger important changes in employees’ job responsibilities, especially with respect to the degree of proactivity required to effectively work from a distance. Survey responses from a sample of 723 participants in one organization’s formal telecommuting program were used to examine the inter-relationships between telecommuter self-efficacy and extent of telecommuting on telecommuters’ ability to cope with this new work context. Results indicate that there is a positive association between telecommuter self-efficacy and both employees’ behavioral strategies (i.e., structuring behaviors) and work outcomes (i.e., telecommuter adjustment). Moreover, these positive relationships are accentuated for employees who telecommute more extensively. Implications for research and practice concerning the effect of technology on jobs and careers are presented.