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Pushing the Boundaries: Multiteam Systems in Research and Practice
Type: Book
ISBN: 978-1-78350-313-1

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Team Cohesion: Advances in Psychological Theory, Methods and Practice
Type: Book
ISBN: 978-1-78560-283-2

Book part
Publication date: 7 June 2010

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Fairness and Groups
Type: Book
ISBN: 978-0-85724-162-7

Book part
Publication date: 8 April 2004

Elizabeth Mannix and Karen A Jehn

Early efforts in the study of groups had an inherently temporal dimension, notably work on group dynamics and the related study of phases in group problem solving. Not…

Abstract

Early efforts in the study of groups had an inherently temporal dimension, notably work on group dynamics and the related study of phases in group problem solving. Not surprisingly, the majority of work linking time to groups has focused on team development. By contrast, work on team performance has tended to take the form Input-Process-Output, in which the passage of time is implied. There is rarely a discussion of how processes might be affected by timing. We suggest ways in which the two literatures might be brought together. We review models of group development and group performance, propose ways in which temporal issues can be integrated into performance models, and conclude by raising questions for future theory and empirical investigation.

Details

Time in Groups
Type: Book
ISBN: 978-0-76231-093-7

Book part
Publication date: 9 November 2009

Jack A. Goncalo

Creativity is increasingly being recognized as an important source of competitive advantage because a single creative idea that is both novel and useful may take an organization…

Abstract

Creativity is increasingly being recognized as an important source of competitive advantage because a single creative idea that is both novel and useful may take an organization in a profitable new direction. A long tradition of research has focused on individual creativity; especially the traits and social situations that make some people more creative than others. Over time, however, there has been a major shift in the way work is conducted such that organizations are becoming increasingly “team” based and employees are spending more time working as a member of a group. In line with this shift, research on creativity also moved from a focus on the individual to a focus on groups of people who collaborate to generate creative ideas. The growing interest in group creativity reflects an underlying assumption that the exchange of ideas that occurs in a group setting is more likely to result in a wider range of ideas that are more creative than any one person could have come up with alone. Although the evidence to support this assumption is somewhat mixed, there is a great deal of work yet to be done. Our goal in this volume is to promote the already burgeoning interest in group creativity by identifying new questions that will drive future research in this area.

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Creativity in Groups
Type: Book
ISBN: 978-1-84950-583-3

Content available
Book part
Publication date: 9 November 2009

Abstract

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Creativity in Groups
Type: Book
ISBN: 978-1-84950-583-3

Content available
Book part
Publication date: 19 September 2012

Abstract

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Looking Back, Moving Forward: A Review of Group and Team-Based Research
Type: Book
ISBN: 978-1-78190-030-7

Book part
Publication date: 16 August 2007

M. Ena Inesi and Margaret A. Neale

In this chapter, we present a model for the process of value creation in power-differentiated groups and identify affect as a key moderator. We divide the value creation process…

Abstract

In this chapter, we present a model for the process of value creation in power-differentiated groups and identify affect as a key moderator. We divide the value creation process into two key steps: information sharing and information processing. Further, we propose that high- and low-power group members each play a critical, albeit different, role in these processes. High-power group members are instrumental in establishing an environment that encourages all group members to share their unique information. Once that information is available, low-power group members use it to formulate solutions that create value. Further, we propose that the affective experience of each of these determines the extent to which they fulfill their role. If high-power group members are happy, they are more likely to create an open and sharing environment. If angry, they will likely squelch broad participation in information sharing. While low-power group members are naturally prone to effortful cognition, we propose that the more suspicious they are regarding the motives of those around them, the more carefully they will process available information.

Details

Affect and Groups
Type: Book
ISBN: 978-0-7623-1413-3

Book part
Publication date: 16 August 2007

Lindred L. Greer and Karen A. Jehn

In this chapter, we attempt to better understand the mechanisms underlying the effects of process conflict on team performance by exploring the role of negative affect in…

Abstract

In this chapter, we attempt to better understand the mechanisms underlying the effects of process conflict on team performance by exploring the role of negative affect in explaining the negative effects of process conflict on performance. Our findings show that negative affect does fully mediate the relationship between process conflict and group performance. Additionally, we investigate a set of conditions relating to fairness concerns and group context, which may have an influence on the relationship between process conflict and negative affect. We find that when voice is high and perceived goal obstruction and subgroup existence are low, the relationship between process conflict and negative affect is ameliorated, thus allowing for more positive effects of process conflict to emerge.

Details

Affect and Groups
Type: Book
ISBN: 978-0-7623-1413-3

Book part
Publication date: 19 September 2012

Karen A. Jehn, Sonja Rispens and Sherry M.B. Thatcher

Purpose – There are a number of ongoing debates in the organizational literature about conflict in groups and teams. We investigate two “conflicts about conflict” (i.e., two…

Abstract

Purpose – There are a number of ongoing debates in the organizational literature about conflict in groups and teams. We investigate two “conflicts about conflict” (i.e., two meta-conflicts) in the literature: we examine whether and under what conditions conflict in workgroups might be beneficial and we also explore the idea that group members may not always perceive the same levels of conflict.

Design/approach – We bring together the research and theorizing of the past 15 years to inform the current state of literature and move forward research on these conflicts about conflict. We examine and develop the two meta-conflicts to illustrate the importance of studying these ideas and to provide guidance for future research.

Findings – These two meta-conflicts in the conflict literature are important to investigate as conflict is a multifaceted construct that contains many dimensions that may influence group outcomes. We explore these two issues by briefly reviewing the literature on conflict and then highlighting some of the recent research on the conflict debate (i.e., is conflict constructive or destructive?) and conflict asymmetry in workgroups.

Originality/value – We identify interesting areas that future researchers could explore with respect to team conflict and conflict asymmetry.

Details

Looking Back, Moving Forward: A Review of Group and Team-Based Research
Type: Book
ISBN: 978-1-78190-030-7

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11 – 20 of 137