Preference for decision structures in a social dilemma situation

Additional results from Rutte and Wilke's (1984) study are presented. In the context of a social dilemma situation two variables were manipulated: use and variance. Preference for various decision structures is the issue of the present paper. It appeared that a large majority structure and an unanimity structure were mast preferred. A small majority structure and a structure in which each decides for him/herself were intermediately preferred. Whereas a structure in which one person, a leader, decides for all was least preferred. Further analysis of these data suggested that only the latter two decision structures were influenced by the use and variance manipulations.     

Meeting Deadlines in Work Groups: Implicit and Explicit Mechanisms

Nous nous sommes demandés, dans cette étude, si les groupes étaient mieux à même de respecter les délais quand leurs membres partageaient les mêmes cognitions temporelles, c'est-à-dire quand ils s'accordaient sur les dimensions temporelles de leur tâche. Dans une étude longitudinale portant sur 31 groupes, nous avons étudié l'effet des cognitions temporelles partagées sur le respect d'un délai et exploré deux antécédents des cognitions temporelles partagées: la cohérence des rythmes des membres du groupe et l'échange des rappels concernant le temps. Nos résultats montrent que ces deux facteurs ont un impact sur les cognitions temporelles partagées et cela à différentes étapes du travail collectif. De plus, il est apparu que les cognitions temporelles partagées pouvaient aussi bien faciliter que contrecarrer le respect des délais: cela dépend des rythmes des membres du groupe.
In this study, we examined whether groups were better able to meet deadlines when group members had shared temporal cognitions, that is, when they agreed on the temporal aspects of their task. In a longitudinal study involving 31 groups, we studied the effect of shared temporal cognitions on meeting a deadline and explored two antecedents of shared temporal cognitions: the similarity in group members' pacing styles and the exchange of temporal reminders. Our findings suggest that both antecedents are relevant to shared temporal cognitions, be it at different stages of group collaboration. Furthermore, we found that shared temporal cognitions may either facilitate or impede meeting a deadline, depending on the content of group members' pacing styles.     

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.     

Procedural Fairness and Creativity: Does Voice Maintain People's Creative Vein Over Time?

Although some research suggests a link between procedural fairness and creativity, so far no study has directly tested whether a real manipulation of procedural fairness affects creativity. Additionally, research on procedural fairness effects consists mostly of unique studies, but more realistic, life-like longitudinal experiments with repeated fairness manipulations are lacking. This study investigated the influence of procedural fairness (i.e., having voice) on similar creativity tasks over a period of 4 weeks. Participants in the fair procedure condition maintained their level of creativity during the course of the experiment, whereas participants who were treated unfairly showed a decline in creativity. This research confirms the supporting role of conditions of procedural fairness regarding creativity and the importance of longitudinal designs to fully explore procedural fairness effects.     

The Worker-Priest Archetype

The concept of the worker-priest archetype, in its most recent official form, originated in France's Roman Catholic Church as a missionary attempt to “rediscover the masses” of the industrial class workers in the French factories of the 1940s. This effort was shut down by the Vatican in the 1950s out of fear of Communist influence within the movement. With the advent of the Vatican II Council (1962–1965) of the Catholic Church, new life seemed to have been infused into this archetype. For example, the liberation theology movement in Latin America was strongly influenced by Vatican II. In the United States, many new forms of liturgical celebration were created, and social reform movements, doubtless as part of the 1960s social-revolutionary energy, emerged and were fostered. When the conservative faction within the Catholic hierarchy reacted to what they perceived as dangerous and threatening developments in the church, they acted to stop this liberal movement. One likely consequence of this slamming shut the windows that had been newly opened by Vatican II was a mass exodus of Catholic priests in the United States who left the clergy and entered civilian life.

?This article focuses on interviews with three of the men who were active Catholic priests, two of whom chose to leave the priesthood and one who remained a priest but moved the focus of his work to the “inner city.” There he cared for young black men as an unofficial social worker/priest, operating on his own to serve a population traditionally underserved by the Catholic Church.     

Things to Do Today . . . : A Daily Diary Study on Task Completion at Work

Relatively little is known about how goals in complex jobs are translated into action and how they are completed in real life settings. This study addressed the question to what extent planned work may actually be completed on a daily basis. The completion of daily work goals was studied in a sample of 878 tasks identified by 29 R&D engineers with the help of a daily diary. Multilevel analysis was used to analyse the joint effect of task attributes, perceived job characteristics, and personality attributes on the completion of planned work goals. At the level of task attributes, we found that priority, urgency, and lower importance were related to task completion, and at the individual level, conscientiousness, emotional stability, and time management training. Task completion was not related to task attractiveness, workload, job autonomy, planning, or perceived control of time. On connaît relativement peu de choses sur la manière dont les objectifs dans des tâches complexes sont traduites en action et sur la manière dont elles sont accomplies dans le cadre de la vie quotidienne. Cette étude a abordé la question de savoir dans quelle mesure les travaux prévus peuvent être effectivement achevés dans la vie quotidienne. Pour ce faire, un échantillon de 878 tâches a été identifié par 29 ingénieurs R&D à l’aide d’un journal quotidien. Une analyse multi niveau a été réalisée pour étudier l’effet conjoint des caractéristiques de la tâche et des caractéristiques de la personnalité sur l’accomplissement des objectifs d’un travail planifié. Au niveau des caractéristiques de la tâche, nous trouvons que l’accomplissement de la tâche est liéà la priorité, l’urgence et une importance basse et au niveau individuel à la conscience, la stabilitéémotionnelle et à la gestion du temps. L’accomplissement de la tâche n’est pas liéà son attrait, à la charge de travail, à l’autonomie au travail ou au contrôle du temps perçu.