Search results
1 – 10 of 169Martin C. Euwema, Evert Van de Vliert and Arnold B. Bakker
In this observation study the theory of conglomerated conflict behavior is tested. The impact of seven conflict behaviors on substantive and relational conflict outcomes is…
Abstract
In this observation study the theory of conglomerated conflict behavior is tested. The impact of seven conflict behaviors on substantive and relational conflict outcomes is examined through multiple independent observations of 103 Dutch nurse managers handling a standardized conflict. Results show that process controlling is most important for achieving substantive outcomes, whereas problem solving, confronting, and forcing are most important for relational outcomes. In addition, substantive and relational outcomes are positively related. Implications for managerial practice and training are discussed.
Details
Keywords
Xiaolei Zhang, Katalien Bollen, Kaiping Peng and Martin C. Euwema
This study aims to investigate the relationship between personality, gender and interpersonal peacemaking. Peacemaking is considered as voluntary behavior of team members to help…
Abstract
Purpose
This study aims to investigate the relationship between personality, gender and interpersonal peacemaking. Peacemaking is considered as voluntary behavior of team members to help conflicting peers in an impartial way, to find an amicable solution. This study tests the relation between the Big Five personality dimensions, gender and five different components of interpersonal peacemaking (general involvement in peacemaking, multipartiality, focus of finding solutions, emotional support and the use of humor).
Design/methodology/approach
In total, 503 participants filled out a survey assessing their personality and peacemaking behavior at work. To test the hypotheses, this study conducted structural equation modeling in AMOS 22.0.
Findings
In line with expectations, openness, extraversion and agreeableness related positively to most peacemaking components, while conscientiousness and neuroticism related negatively to the use of humor and peacemakersâ multipartiality, respectively; comparing men and women, women engage more often in peacemaking in general and in emotional support, and use less humor than men. Results also showed that these gender differences are partially mediated by agreeableness being higher for women.
Originality/value
To the best of the authorsâ knowledge, this is one of the first studies exploring the relationship between personality (Big Five), gender and different aspects of interpersonal peacemaking. Peacemaking is an important, however understudied, behavior in teams and part of OCB. The promotion of peacemaking contributes to team effectiveness.
Details
Keywords
Cristina Alvarado-Alvarez and Martin C. Euwema
Through this exploration, this article seeks to contribute to facilitate a greater female participation in power and leadership positions in the context of succession by…
Abstract
Purpose
Through this exploration, this article seeks to contribute to facilitate a greater female participation in power and leadership positions in the context of succession by presenting perspectives in research and practical implications for both family firms and business families.
Design/methodology/approach
Literature review of seminal work on womenâs involvement in the leadership succession of family firms and systematic reviews related to the topic published in the last 15Â years.
Findings
Past research shows that the landscape of gender inclusion in the context of succession has evolved, offering women more access to leadership positions in family firms. Perceptions of women as invisible in business or playing emotional roles in the family, shifted to leaders, managing family business. However, access to leadership positions is not equitable to all regions and women leaders still face significant challenges to achieve legitimacy and recognition inside and outside the organisation. Future research should contribute to the enhancement of gender inclusion in leadership of family firms. Action research and interventions in both family firms and business families are ways to achieve this.
Originality/value
This paper elaborates on new research avenues and provides practical insights into how to enhance gender inclusion in the context of succession at both business family and family firmâs realms.
Details
Keywords
Lourdes Munduate, Juan Ganaza, José M. Peiró and Martin Euwema
Most studies of conflict handling styles in organizations analyze these styles separately. These studies assume that individuals are oriented towards the use of one of the styles…
Abstract
Most studies of conflict handling styles in organizations analyze these styles separately. These studies assume that individuals are oriented towards the use of one of the styles of conflict management. As a result, different styles are compared one by one as if they were independent. In contrast, from a more allâembracing perspective people are seen as adopting configurations of styles. The interest in this alternative perspective lies in exploring the relations between these styles, how they combine and form patterns of conflict styles. This article presents an exploratory study that seeks to identify empirically the specific combinations of conflict handling styles that result in differentiated patterns within groups of managers. By using hierarchical and nonâhierarchical cluster analyses of a sample of managers, different patterns of conflict management were identified. The effectiveness of each of the resulting patterns was analyzed in terms of its influence on the parties' joint substantive outcomes and their mutual relationship. Results show that patterns using multiple conflict handling styles were more effective than patterns based on a single style.
Malgorzata W. Kozusznik, Hillie Aaldering and Martin C. Euwema
A strong relation between task and relationship conflict has toxic impact on teams and poses a high-risk factor in startup organizations. The purpose of this study is to…
Abstract
Purpose
A strong relation between task and relationship conflict has toxic impact on teams and poses a high-risk factor in startup organizations. The purpose of this study is to investigate the moderating role of conflict behavior and related coping strategies on the relationship between task and relationship conflict in startup teams.
Design/methodology/approach
The authors conducted surveys among 100 Dutch and German startup members (Study 1) and 75 Belgium startup members (Study 2). In Study 3, 75 startup members completed weekly surveys in 11 consecutive weeks.
Findings
Both Study 1 and 2 show that the positive association between task and relationship conflict is buffered by problem-solving conflict behavior while this relationship is amplified by the use of avoiding strategies in startup teams. Similarly, the results of Study 3 show that individual and team-level problem-focused coping over a period of 11âweeks buffers the association between task and relationship conflict during this period, while individual disengagement coping potentiates it.
Originality/value
This study adds to the literature on conflict management and entrepreneurship by studying conflict behavior as a moderator in the association between task and relationship conflict in startup teams. Moreover, it takes a comprehensive perspective by including coping strategies conceptually related to conflict behaviors at both individual and teamlevel, as moderators in this relationship. The results of this study provide practical recommendations for entrepreneurs on how to prevent conflict escalation via conflict-oriented behaviors and more general coping strategies.
Details
Keywords
Wouter Robijn, Martin C. Euwema, Wilmar B. Schaufeli and Jana Deprez
The purpose of this study is to investigate the relationship between engaging leadership and open conflict norms in teams, with work engagement. A mediating role of basic needs…
Abstract
Purpose
The purpose of this study is to investigate the relationship between engaging leadership and open conflict norms in teams, with work engagement. A mediating role of basic needs satisfaction between these relations is proposed based on self-determination theory.
Design/methodology/approach
Structural equation modeling was used with 133 employees who rated their leader, their team and their own basic need satisfaction and engagement to analyze the direct and indirect effects simultaneously.
Findings
The analysis confirmed that both engaging leadership and open conflict norms had an indirect effect on work engagement through basic needs satisfaction. Furthermore, engaging leadership was positively related with open conflict norms.
Research limitations/implications
The current study adds to the validation of engaging leadership as it confirms that engaging leaders strengthen work engagement through basic need satisfaction. Furthermore, it shows that not only the leader is important, but the team can impact their well-being through the creation of other social resources as open conflict norms.
Originality/value
This paper provides evidence that not only leaders are important to increase work engagement through basic needs satisfaction but also other social resources, such as conflict management. This offers a brand new perspective and opportunities on how to increase work engagement using social resources as conflict management.
Details
Keywords
IJ. Hetty van Emmerik, Martin C. Euwema, Myrthe Geschiere and Marieke F.A.G. Schouten
The purpose of this study is to focus specifically on formal and informal networking and their relationship with career satisfaction. It was expected that men would engage more in…
Abstract
Purpose
The purpose of this study is to focus specifically on formal and informal networking and their relationship with career satisfaction. It was expected that men would engage more in networking and that men are able to use networking effectively than women, which will be shown in the achievement of greater career satisfaction.
Design/methodology/approach
Hypotheses were tested with hierarchical regression analyses, using a sample of 180 (69 percent) female and 80 (31 percent) male employees from a Dutch bank.
Findings
Results show that the female respondents engaged more in both formal and informal networking than male respondents. However, hierarchical regression analyses showed that the association between participating in network activities and career satisfaction is significantly stronger for men than for women.
Research limitations/implications
There is certainly a need for longitudinal data to resolve issues concerning differential dropout of women and the development of effective social networks.
Practical implications
The female employees profit less from networking in terms of career satisfaction. One possible solution may be to try to develop especially the networking competences of women.
Originality/value
Elaborating on the social network perspective this study of the participation in formal and informal networks examined gender differences in the association of networking with career satisfaction. Although the female employees in this study engage more in networking, they profit less from it in terms of career satisfaction.
Details
Keywords
IJ. Hetty van Emmerik and Martin C. Euwema
This study aims to examine the relationships between personality and three types of OCBs (Organizational Citizenship Behaviors), and to test for the potential moderating effects…
Abstract
Purpose
This study aims to examine the relationships between personality and three types of OCBs (Organizational Citizenship Behaviors), and to test for the potential moderating effects of team leader effectiveness on the relationship between personality and OCBs.
Design/methodology/approach
Hypotheses were tested with data from 268 teachers of secondary schools and were analyzed using Zellner's seemingly unrelated regression.
Findings
The results indicate that extroverts and teachers open for experience engaged more in OCBs towards their school than introverts and teachers less open for experience do. Teachers that are more conscientious score higher on OCBs towards students. That fits with the idea that being conscientious is being careful and responsible. Teachers with introvert and neurotic personalities become more engaged in OCBs than extrovert and emotionally stable teachers do when they appreciate their team leader effectiveness.
Research limitations/implications
Although this study provided only partial support for the expected relationships between personality and OCBs, the results are notable for personnel selection. Further, several instances of the moderating role of team leader effectiveness were found. This indicates that leaders can encourage the engagement in OCBs, even in the case of thwarting personality characteristics.
Originality/value
The results of this study show some interesting similarities and differences concerning the different OCBs. For instance, openness to experience was related to OCBs towards the school and to OCBs towards team members, and the moderating role of team leader effectiveness acted in the same way for openness to experience and OCBs towards the school and towards team members.
Details
Keywords
Hetty Van Emmerik, S. Gayle Baugh and Martin C. Euwema
This study investigates the influence of affective organizational commitment, career aspirations, and networking activities on propensity to mentor (serving as a mentor and…
Abstract
Purpose
This study investigates the influence of affective organizational commitment, career aspirations, and networking activities on propensity to mentor (serving as a mentor and desiring to become a mentor).
Design/methodology/approach
Data from websurveys of 262 managerial employees of a Dutch bank are analyzed using logistic regression.
Findings
Results indicate that affective organizational commitment is unrelated to propensity to mentor, whereas career aspirations are positively related, and networking activities are negatively related to serving as a mentor, but not desiring to be a mentor.
Research limitations/implications
The study is limited by its reliance on selfâreport data and the Dutch culture may have influenced the results of the study to an unknown degree.
Practical implications
Results of this study suggest that employees volunteering to be a mentor are clearly ambitious in terms of their own career, but are not necessarily highly committed to their organization nor do they perform exemplary behaviors in terms of extra role behavior or networking.
Originality/value
Individuals are more likely to engage in mentoring activities and to desire to become a mentor if they have high career aspirations. This relationship may be the result of an instrumental perspective on the part of the mentor, who sees developing a cadre of loyal and supportive organizational members as having a positive effect on his or her own career advancement.
Details
Keywords
I.J. Hetty Van Emmerik and Martin C. Euwema
This study seeks to examine the association of employee's evaluation of organizational restructuring with the destruction of old social capital, development of new social capital…
Abstract
Purpose
This study seeks to examine the association of employee's evaluation of organizational restructuring with the destruction of old social capital, development of new social capital, and the mediating role of perceived organizational support (POS).
Design/methodology/approach
Data were used from 419 teachers of Dutch secondary schools using hierarchical regression analyses.
Findings
Results show that more positive employees' evaluation of the organizational restructuring are less likely to remain relying on old social capital resources, and score higher on development of new social capital. Moreover, POS mediated the association of employee's evaluation of the organizational restructuring with old and new social capital.
Research limitations/implications
Future research, utilizing longitudinal designs and experiments that better lend it to causal inferences, are needed to examine relationships between organizational restructuring, POS, and social capital.
Originality/value
The results of this study provide a first step toward outlining the importance of organizational restructuring for social capital theory and how employees cope with transition to different work units. In organizations, having a shared language and narratives may allow team members to more easily integrate knowledge and provide better support to one another. Moreover, a common perspective and understanding among team members may allow employees members to anticipate the behavior of other members, thus promoting organizational efficiency and effectiveness.
Details