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1 – 10 of 153Zhiqiang Liu, Rong Zhou, Lihua Wei, Xi Ouyang and Kong Zhou
Drawing on social information processing theory and trait activation theory, this study aims to examine the mediating effect of leader narcissism on team radical creativity via…
Abstract
Purpose
Drawing on social information processing theory and trait activation theory, this study aims to examine the mediating effect of leader narcissism on team radical creativity via team information elaboration and explores the moderating role of inter-team competition.
Design/methodology/approach
Time-lagged and multisource survey data were collected from 86 team leaders and 409 employees in a Chinese company. Path analysis was used to test the hypotheses.
Findings
The results indicated that leader narcissism could impede team radical creativity via team information elaboration. Moreover, the negative indirect effects of leader narcissism on team radical creativity were more pronounced when the inter-team competition was low.
Originality/value
This study makes contributions to the literature on leader narcissism and team radical creativity by examining the detrimental indirect effects of leader narcissism on team radical creativity via team information. Furthermore, it broadens current literature by investigating the potential positive intervention of inter-team competition on the negative aspects of leader narcissism.
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Yating Wang, Mingjian Zhou, Hong Zhu and Xuehua Wu
This paper aims to explore the mechanism underlying the relationship between abusive supervision differentiation (ASD) and team performance. The moderating roles of inter-team and…
Abstract
Purpose
This paper aims to explore the mechanism underlying the relationship between abusive supervision differentiation (ASD) and team performance. The moderating roles of inter-team and intra-team competitive climate are also examined.
Design/methodology/approach
This research collects data from 419 employees and 71 supervisors from hospitals and financial companies in China. Techniques include descriptive statistics and hierarchical multiple regression are applied to analyze the data.
Findings
This research finds that (1) team relationship conflict mediated the relationship between ASD and team performance and (2) intra-team competitive climate strengthened the indirect relationship between ASD and team performance through team relationship conflict.
Practical implications
The results indicate that organizations should take measures to minimize the occurrence of abusive supervision. Team leaders should increase self-control and avoid abusing employees. Furthermore, organizations should establish an open and fair reward and punishment system to avoid cutthroat competition.
Originality/value
This study advances our knowledge of how ASD results in poor team effectiveness. This contributes to the literature by identifying team relationship conflict as a mediating mechanism linking the negative association of ASD with team performance. Additionally, competitive climate enriches the individual-focused team-level model of abusive supervision.
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David Michael Rosch, Lisa Kuron, Robert Reimer, Ronald Mickler and Daniel Jenkins
This study analyzed three years of data from the Collegiate Leadership Competition to investigate potential differences in longitudinal leader self-efficacy growth between…
Abstract
Purpose
This study analyzed three years of data from the Collegiate Leadership Competition to investigate potential differences in longitudinal leader self-efficacy growth between students who identify as men and those who identify as women.
Design/methodology/approach
Survey design.
Findings
Results indicate that women participants enter their competition experience at higher levels of leader self-efficacy than men and that both groups were able to sustain moderate levels of growth measured several months after the end of the competition.
Originality/value
The gap between men and women in their leader self-efficacy did not change over the several months of measurement. Implications for leadership educators are discussed.
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Recently, both practitioners and researchers are beginning to recognize the great potential of social gamification in green information technology (IT) services. This study…
Abstract
Purpose
Recently, both practitioners and researchers are beginning to recognize the great potential of social gamification in green information technology (IT) services. This study focuses on the roles of three social gamification affordances (interactivity, cooperation and competition) in gamified green IT services use, from the perspectives of recognition and social overload.
Design/methodology/approach
An online survey is conducted to examine the research model using structural equation modeling with users of Ant Forest, which is an example of green IT services in China.
Findings
Results indicate that interactivity, cooperation and competition can positively affect recognition, which further positively affects green IT services use; however, interactivity and cooperation can increase social overload, which negatively affects green IT services use.
Originality/value
This study provides new insights into the effects of social gamification affordances in green IT services by investigating the effects of interactivity, cooperation and competition on recognition and social overload. In addition, this study highlights the positive effect of recognition and negative effect of social overload on gamified green IT services use, extending the literature reviews surrounding gamified services use.
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Rory Bishop, Aaron C.T. Smith and Daniel Read
This article provides a plain language commentary on the distributive equity structure of the English Premier League (EPL) with the aim of introducing sport business practitioners…
Abstract
Purpose
This article provides a plain language commentary on the distributive equity structure of the English Premier League (EPL) with the aim of introducing sport business practitioners to a foundational challenge facing professional leagues as they grow financially with market opportunities, namely financial inequality between clubs.
Design/methodology/approach
Introducing and discussing data from seasons 2009/10–2018/19, the article reveals that despite maintaining a consistent distribution of the EPL prize fund over time, the financial imbalance within the league has grown throughout the period.
Findings
The EPL's financial distributive equity is exacerbated by growing imparity in the acquisition of sponsorship revenues, the distribution of broadcasting revenues and the implications of policies concerning financial fair play and parachute payments, leading to a problematic differential in the talent distribution and win–wage relationship experienced by the top six teams and the remainder.
Practical implications
The EPL's market-driven continuation of its revenue allocation policies has led to a broadening financial imbalance, in favour of the top clubs, which could paradoxically undermine the financial security of the teams and league. Sport business practitioners should be familiar with this fundamental challenge for sport leagues that accompanies financial growth.
Originality/value
Whilst the percentage difference in prize fund allocation between top and bottom clubs appears minor, there is a significant financial variation across the league, primarily due to the large increase in broadcasting income. This is compounded by positive feedback via the relative dominance of the top six clubs receiving the larger share allocated to higher finishing teams.
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Nicholas S. Rashford and David Coghlan
Organisational levels are viewed as important analytic frameworksin organisational behaviour. In organisational behaviour andorganisation development texts, they are frequently…
Abstract
Organisational levels are viewed as important analytic frameworks in organisational behaviour. In organisational behaviour and organisation development texts, they are frequently presented as static notions, providing convenient headings under which particular organisational behaviour elements can be located. How an integrative framework of four organisational levels – individual, face‐to‐face team, group/divisional and strategy/policy – which emphasises cross‐level links was used as a core construct in an executive MBA programme is described.
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The purpose of this paper is to describe two social simulations created to assess leadership potential and train leaders to make effective decisions in turbulent environments. One…
Abstract
Purpose
The purpose of this paper is to describe two social simulations created to assess leadership potential and train leaders to make effective decisions in turbulent environments. One is set in the novel environment of a lunar moon colony and the other is a military combat command. The research generated from these simulations for assessing the decision effectiveness of potential leaders with different personality traits and decision styles under varying degrees of information quantity, uncertainty and complexity is summarized. Opportunities and limitations of applying current computer assisted technology to social simulations for assessing and developing leaders' decision effectiveness in turbulent environments is discussed.
Design/methodology/approach
College undergraduates and officer candidates in university ROTC programs made a series of decisions while being subjected to varying degrees of environmental turbulence in social simulations. The decision effectiveness of subjects with different personality characteristics under varying degrees of environmental turbulence was assessed through researcher observations, self‐reports, and peer ratings.
Findings
Social simulations are a cost effective way to assess and train leaders to make effective decisions in turbulent environments. The results of controlled experiments in social simulations have suggested that leaders with high levels of cognitive complexity and incongruity adaptation are more likely to be successful in highly turbulent environments than leaders with lower levels of incongruity adaptation ability and cognitive complexity who are more effective in more stable and structured situations.
Research limitations/implications
The ease of modifying computer games renders them effective as low‐cost virtual worlds that have relevance in military leadership experimentation. However, the use of computer simulations alone fails to capture the impact that relationships and emotions have on leader decision making, highlighting the continuing need for social simulations that include these interpersonal aspects of decision making.
Practical implications
By participating in realistic social simulations, leaders can experiment with new decision styles without the risk of making real world mistakes that could jeopardize their own and their organization's future. The leaders who are most successful in adapting their decision style to the more complex requirements can be identified for promotion or assignment to appropriate settings.
Originality/value
Both military and civilian organizations are in need of cost effective way to assess and train leaders to make effective decisions in turbulent environments. Social simulations provide a unique approach to meeting these needs and can simultaneously provide a venue for research in associated areas.
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Donald MacLean, Robert Paton and Elaine de Vries
Describes the use of outdoor management development exercises in relation to the issue of personal competences. Presents findings of a pilot study by the University of Glasgow…
Abstract
Describes the use of outdoor management development exercises in relation to the issue of personal competences. Presents findings of a pilot study by the University of Glasgow Business School, which is researching the relationship between traditional and vocational models of learning. Finds that in general, there are potential personal benefits for participants to explore their managerial skills through outdoor development exercises, but that research needs to continue to ensure a greater emphasis on self‐confidence, drive, personal learning and development.
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Paul S. Kirkbride, Jim Durcan and Sara F.Y. Tang
The area of team teaching is addressed with reference to methods ofimplementing it in management development; the benefits of teamteaching, both to trainers and trainees, are…
Abstract
The area of team teaching is addressed with reference to methods of implementing it in management development; the benefits of team teaching, both to trainers and trainees, are described. Possible difficulties and problems which can arise when it is used in different cultures are examined with reference to South East Asian countries, particularly those with a “Chinese” culture. An example of the use of the method in Hong Kong is provided, from which conclusions are drawn as to its effectiveness in a predominantly Chinese environment.
Minna Paunova and Yih-Teen Lee
Arguing that it is necessary to look into specific global leadership processes in specific contexts, this article focuses on collective global leadership in self-managed…
Abstract
Arguing that it is necessary to look into specific global leadership processes in specific contexts, this article focuses on collective global leadership in self-managed multicultural teams using an input-process-output model. Building on a study of nationally and culturally diverse self-managed teams, our work demonstrates that collective global leadership in these teams is critical for team performance (output). Our study also examines some of the affective or attitudinal antecedents of collective global leadership in self-managed multicultural teams (process) and their members’ goal orientations (input). Our findings suggest that a team learning orientation may greatly help multicultural teams overcome the liability of cultural diversity, create a positive intra-team environment, and enable collective global leadership. Our research also suggests that team performance orientation moderates the above effects.
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