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Article
Publication date: 25 October 2019

Greta Ontrup and Justine Patrzek

Research on workaholism distinguishes between enthusiastic and non-enthusiastic workaholics, a typology used in many studies. Yet, the methodical foundation on which the…

Abstract

Purpose

Research on workaholism distinguishes between enthusiastic and non-enthusiastic workaholics, a typology used in many studies. Yet, the methodical foundation on which the derivation of the types is based lacks robust statistical evidence. The purpose of this paper is twofold: first, to replicate the often-cited typology of enthusiastic and non-enthusiastic workaholics (and non-workaholic subtypes), based on model-based clustering as a robust statistical technique; and second, to validate the class solution based on affective, cognitive and behavioral measures.

Design/methodology/approach

The study followed a cross-sectional design, targeting a sample of people from various fields of industries. An online questionnaire was distributed; workaholism was assessed with McMillan et al.’s (2002) Work-BAT-R scales. A total of 537 respondents’ data were analyzed.

Findings

Latent profile analysis extracted four classes, namely, enthusiastic and non-enthusiastic workaholics and relaxed and uninvolved non-workaholics. As expected, workers characterized by high enjoyment (enthusiasts and relaxed) showed higher job satisfaction and occupational self-efficacy than workers with low enjoyment (non-enthusiasts and uninvolved). Relaxed workers reported higher life satisfaction than all other classes.

Originality/value

The robust methodology applied establishes a good starting point for future studies investigating workers subtypes: the replication suggests that the workaholic subtypes might be core profiles that occur in different populations with regularity. As a next step, the replication of the typology based on alternative operationalizations of workaholism is proposed for future studies.

Details

Career Development International, vol. 24 no. 7
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 25 October 2020

Vera Hagemann, Greta Ontrup and Annette Kluge

This paper aims to explore the influence of collective orientation (CO) on coordination and team performance for interdependently working teams while controlling for…

Abstract

Purpose

This paper aims to explore the influence of collective orientation (CO) on coordination and team performance for interdependently working teams while controlling for person-related and team variables.

Design/methodology/approach

A total of 58 two-person-teams participated in a simulation-based firefighting task. The laboratory study took 2 h for each team. The effects of CO in tasks of increasing complexity were investigated under the consideration of control variables, and the relations between CO, coordination and team performance were assessed using a multivariate latent growth curve modeling approach and by estimating indirect effects in simple mediation models.

Findings

Team members high on CO performed significantly better than low-scoring members. The effect of CO on team performance was independent from an increasing task complexity, whereas the effect of CO on coordination was not. The effect of CO on team performance was mediated by coordination within the team, and the positive relation between CO and performance persists when including group efficacy into the model.

Research limitations/implications

As CO is a modifiable person-related variable and important for effective team processes, additional research on factors influencing this attitude during work is assumed to be valuable.

Practical implications

CO is especially important for highly interdependently working teams in high-risk-organizations such as the fire service or nuclear power plants, where errors lead to severe consequences for human beings or the environment.

Originality/value

No other studies showed the importance of CO for coordination and team performance while considering teamwork-relevant variables and the interdependence of work.

Details

Team Performance Management: An International Journal, vol. 27 no. 1/2
Type: Research Article
ISSN: 1352-7592

Keywords

Article
Publication date: 1 February 2022

Greta Ontrup and Annette Kluge

This study aims to investigate cross-level influences of team cohesion, trust and conflicts on team member’s proactive motivational profiles and outcomes of profile membership…

Abstract

Purpose

This study aims to investigate cross-level influences of team cohesion, trust and conflicts on team member’s proactive motivational profiles and outcomes of profile membership over time.

Design/methodology/approach

Data was collected in a four-month longitudinal field study with 47 teams (N = 202).

Findings

Latent profile analysis derived four proactive motivational profiles. The higher motivated profiles reported better study outcomes, higher levels of team trust and cohesion and fewer conflicts over time. Team trust and interpersonal conflicts emerged as significant predictors of profile membership.

Practical implications

Recommendations are derived on how to best manage teams and the members comprising it when trust in teams is low or interpersonal conflicts are high.

Originality/value

Applying a person-centred approach in a team context advances multi-level theories of team motivation by mapping the cross-level effects of team processes on different kinds of motivational states.

Details

Team Performance Management: An International Journal, vol. 28 no. 1/2
Type: Research Article
ISSN: 1352-7592

Keywords

Article
Publication date: 15 November 2021

Greta Ontrup, Pia Sophie Schempp and Annette Kluge

The purpose of this paper is to explore how positive organizational behaviors, specifically team proactivity, can be captured through digital data and what determines content…

Abstract

Purpose

The purpose of this paper is to explore how positive organizational behaviors, specifically team proactivity, can be captured through digital data and what determines content validity of these data. The aim is to enable scientifically rigorous HR analytics projects for measuring and managing organizational behavior.

Design/methodology/approach

Results are derived from interview data (N = 24) with team members, HR professionals and consultants of HR software.

Findings

Based on inductive qualitative content analysis, the authors clustered six data types generated/recorded by 13 different technological applications that were proposed to be informative of team proactivity. Four determinants of content validity were derived.

Practical implications

The overview of technological applications and resulting data types can stimulate diverse HR analytics projects, which can contribute to organizational performance. The authors suggest ways to control for the threats to content validity in the design of HR analytics or research projects.

Originality/value

HR analytics projects in the application field of managing organizational behavior are rare. This paper provides starting points for choosing data to measure team proactivity as one form of organizational behavior and guidelines for ensuring their validity.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 9 no. 2
Type: Research Article
ISSN: 2051-6614

Keywords

Article
Publication date: 5 October 2022

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

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Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Digital data can help measure positive firm behaviors such as the level of team proactivity. Using appropriate HR metrics increases the validity of the analysis and can contribute to efforts aimed at improving organizational performance.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Human Resource Management International Digest , vol. 30 no. 7
Type: Research Article
ISSN: 0967-0734

Keywords

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