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A group of n (> 1) peers are required to cooperate with each other in distributed applications on P2P overlay networks. A P2P group is distributed without a centralized controller and is scalable and heterogeneous. The purpose of this paper is to discuss how to realize a scalable group in P2P overlay networks.

In a group, messages have to be causally delivered to every peer. In order to realize a scalable group, messages are ordered by taking advantage of linear time (LT) and physical time (PT) since message length is O(1). Here, each peer has to hold information on the accuracy of physical clock of each peer and minimum delay time among every pair of peers. Since the size of the information is O(n²), it is difficult for each peer to hold the information and so the authors discuss a multi‐layered model to reduce the size of group information.

Through the evaluation studies, it is shown how the size of the group information can be reduced in a multi‐layered group compared with a traditional flat group.

In this paper, the authors discuss a multi‐layered group model for a scalable group, to reduce the size of group information; and also order messages by using both the linear time and physical time.

Despite the oft made argument that demographic diversity should enhance creativity, little is known about this relationship. We propose that group diversity, measured in terms of demographic faultlines, affects creativity through its effects on group members’ felt psychological safety to express their diverse ideas and the quality of information sharing that takes place across subgroup boundaries. Further, we propose that the relationship between faultlines and creativity will be moderated by task interdependence and equality of subgroup sizes. Finally, we provide suggestions for how organizations can establish norms for self-verification and use accountability techniques to enhance creativity in diverse groups.

A number of multidimensional poverty measures that respect the ordinal nature of dimensions have recently been proposed within the counting approach framework. Besides ensuring a reduction in poverty, however, it is important to monitor distributional changes to ensure that poverty reduction has been inclusive in reaching the poorest. Distributional issues are typically captured by adjusting a poverty measure to be sensitive to inequality among the poor. This approach, however, has certain practical and conceptual limitations. It conflicts, for example, with some policy-relevant measurement features, such as the ability to decompose a measure into dimensions post-identification and does not create an appropriate framework for assessing disparity in poverty across population subgroups. In this chapter, we propose and justify the use of a separate decomposable inequality measure – a positive multiple of “variance” – to capture the distribution of deprivations among the poor and to assess disparity in poverty across population subgroups. We demonstrate the applicability of our approach through two contrasting inter-temporal illustrations using Demographic Health Survey data sets for Haiti and India.

Purpose – We review how team members’ identities and interests affect team functioning, paying special attention to subgroup dynamics triggered by faultlines and coalitions. This review sets the stage for describing novel pathways through which identities and interests, when considered together, can affect team processes and outcomes.

Design/approach – We use an extended example of a hypothetical team's decision-making process to illustrate how team members’ identities and interests intertwine to affect the distribution and flow of information, subgroup dynamics, and team decisions.

Findings – We develop three specific ideas to demonstrate the utility of this integrative approach. First, we show how the formation of identity-based subgroups can shape information sharing to create a hidden profile where there was none initially. Second, we describe how individual defection can weaken subgroup competition and, paradoxically, increase the chance that a team will optimize its collective welfare. Third, we analyze how shared identities can shape team members’ side conversations in ways that create shared interests and information among those with similar identities, even before the team begins its formal meetings.

Originality/value – By identifying new routes through which identities and interests can affect team functioning, we provide a foundation for scholars in this domain to theoretically develop and empirically test these and related ideas. More generally, we encourage scholars to study the interplay among identities, interests, and information in their own research to paint a more complete picture of how individuals, subgroups, and teams perform.

With an increasingly diverse workforce, teams need to handle differences among team members and be aware of the impact these differences have on team meetings. As meetings are strongly shaped by team member interactions, communication between team members is central to meeting success. In diverse teams, effective communication and information sharing is even more crucial than in homogeneous groups due to distinct perspectives and knowledge that group members bring to a team. However, effective communication is also more challenging in groups with diverse members than in homogeneous groups. Especially when there is a strong faultline, that is, when multiple attributes align and teams fall into subgroups, communication within the whole team is impaired and might only take place within subgroups. In this chapter, the authors discuss the role of faultlines in meeting interactions and turn to subgroup formation and its impact on interaction patterns within teams. The authors see intersubgroup communication as an important process that links faultlines to meeting outcomes such as performance or satisfaction. By spanning research areas connecting faultline and meeting research, the authors provide scholars with important research questions to be examined in the future. The authors further introduce a new measure of intersubgroup communication that provides insights into dynamics between subgroups. By relating intersubgroup communication to overall communication within a meeting and taking team size as well as different subgroup constellations into account, this measure facilitates studying intersubgroup communication in meetings. The authors provide formulas that scholars could apply to their research.

We offer a new perspective on group affective diversity by introducing the construct of mixed group mood, denoting co-occurring positive and negative mood states between different members of a group. Mixed group mood is characterized by four facets, namely members’ distribution between two positive and negative subgroups, subgroups’ average mood intensity, subgroups’ mood intensity heterogeneity, and individual members’ mood ambivalence. Building on information/decision-making and social categorization/similarity–attraction perspectives, we explore the performance consequences of mixed group mood along these four facets and we discuss implications and directions for future research.

This study aims to examine the effect of faultline based on job responsibility and their interaction with the incentive scheme on knowledge-sharing behavior.

This research is an experimental study with a 2 × 2 factorial design between subjects. Faultline and incentive schemes are manipulated into two groups (strong faultline–weak faultline and group incentive–individual incentives). This study involved 89 undergraduate accounting students as participants.

This research shows that a strong faultline created a strong social identity effect. Hence, the knowledge-sharing behavior among group members tends to be lower than the weak faultline. Knowledge-sharing behavior tends to be higher in group incentive schemes than individual ones. However, there is no support for interactions between incentive schemes and faultline effects on knowledge-sharing behavior. The results indicate that forming a working subgroup based on informational characteristics attributes reduces cooperative behavior and knowledge sharing between groups.

This study adds a new addition to faultline literature by examining the effect of faultline and incentive schemes on knowledge-sharing behavior based on informational characteristics attributes. Previous research on faultline and knowledge sharing was limited and primarily focused on faultlines created by demographic attributes. This study also enriches faultline literature on knowledge-sharing behavior using an experimental design.

Based on profound information lacking in compiled information materials, the risks of losing knowledge related to the values of traditional woodworking processes are increasing. The purpose of this article is to collect and structure diverse marking tool data into a comprehensive, understandable and clear design schematic view, which serves as a basis for the accumulation and preservation of diverse marking objects and shows woodworking marking tool relation in the group and subgroup levels.

A method for marking tools structuring and analysis are described, including breaking down a set of objects into groups of marking objects, and assigning one or more attributes to the parcelled objects by arranging them into hierarchic levels. Research is based on marking tools used by carpenters, joiners and woodcarvers mainly in the Baltic region.

Collected data, object analyses and comparison within-group and subgroup levels are based on written and visual sources, museum and museum funds visits, and participation in the local craftsmen events. The created structure is expandable in group and subgroup levels. The most comprehensive way for object structuring is chosen as a base to reveal a diversity of the objects.

Structure schemes of woodworking marking tools are important in scientific, educative and cultural levels based on their wide range and use. Aggregated information of the woodworking tools serves as a base for existing tool studies and improvement, new tool and wood product creation as well as complements the structure of the upcoming woodworking hand tool database and book.

Marketing communication practitioners in higher education have not yet identified specific subgroups with similar characteristics within the prospective student (target) market, and do not always know which preferred sources learners consult when deciding on a tertiary institution for further or higher education. In addition, little is known about prospective students' information needs when deciding which institution to attend. As a result many tertiary institutions still use one message in one medium for all target markets. The aims of this paper are: to determine if sub‐groups exist within the student recruitment market that need tailor made persuasive messages; to determine the preferred sources of information gathering for prospective students that influences their choice of tertiary institution; and to determine the information needs of prospective students that influence their decisions to select an institution of higher education.

A stratified random sample of 19 schools was drawn, from which a total of 716 successfully completed questionnaires were used to conduct factor and cluster analyses to determine information needs and source preferences of these respondents.

Ten factors under the VARCLUS procedure with high eigen values were grouped together with the following labels: university, college, employability aspects, course content, student experience, sporting aspects, financial aspects, direct sources, media sources and social sources. Five sub‐groups clustered together with the K‐means analysis, labelled: have lots, aspiring have lots, little direction and new lifers.

A limited amount of literature is available on the current use of media and sources by the target market. Decisions on the choice of a tertiary institution for higher education are most probably influenced by socio‐economic circumstances in a developing context, like South Africa.

An integrated and well co‐ordinated media and message strategy for each of the various sub‐groups should be specified for an IMC plan to be successful.

This is one of the few research articles on media and source preferences of potential students in the Cape Metropolitan. The cluster analysis revealed five clusters of sub‐groups that have specific media and source needs to make the decision on furthering studies at tertiary level.

The increased use of distributed work arrangements across organizational and national borders calls for in‐depth investigation of subgroup dynamics in globally distributed teams (GDTs). The purpose of this paper is to focus on the social dynamics that emerge across subgroups of onsite‐offshore teams and affect the process of knowledge sharing.

A qualitative study of eight GDTs working around the clock is conducted. These GDTs are part of organizations involved in offshoring of knowledge intensive work.

The evidence shows that the specific status cue of being onsite drives status differentials across subgroups; these differentials are reduced when the client is directly involved with the activities of the team. The negative effect of high status differentials on knowledge sharing is mitigated by the presence of straddlers, who assist in the transfer of codified knowledge. Conversely, when status differentials are low, straddlers hamper spontaneous direct learning between onsite members and offshore members.

This work has practical implications for organizations that want to use GDTs to achieve a faster (and cheaper) development of products and services. Managers should carefully design the organizational structures of GDTs and consider upfront the trade offs related to client involvement in teamwork and the use of straddlers across sites.

The paper contributes to the literature on subgroup dynamics, applying and extending the theory of status characteristics theory.