Although there are thousands of studies investigating work and job design, existing measures incomplete. In an effort to address this gap, the authors reviewed design literature, identified integrated previously described characteristics, developed a measure tap those characteristics. The resultant Work Design Questionnaire (WDQ) was validated with 540 incumbents holding 243 distinct jobs demonstrated excellent reliability convergent discriminant validity. addition, found that, although both...

The leadership literature suffers from a lack of theoretical integration ( Avolio, 2007 , American Psychologist 62 25–33). This article addresses that by developing an integrative trait‐behavioral model effectiveness and then examining the relative validity leader traits (gender, intelligence, personality) behaviors (transformational‐transactional, initiating structure‐consideration) across 4 criteria (leader effectiveness, group performance, follower job satisfaction, satisfaction with...

This study examined how the performance of diverse teams is affected by member openness to experience and extent which team reward structure emphasizes intragroup differences. Fifty-eight heterogeneous four-person engaged in an interactive task. Teams converged with diversity (i.e., "faultline" teams) performed more poorly than cut across differences between group members or pointed a "superordinate identity." High positively influenced were salient faultline "cross-categorized" but not...

This study examined whether the relationship between reward structure and team performance is contingent upon task dimension, composition, individual level. Seventy-five four-person teams engaged in a simulated interactive which was manipulated. A competitive enhanced one speed, whereas cooperative accuracy. Teams with extroverted agreeable members performed better under structure, low on these orientations structure. Finally, had more impact performance.

Although numerous models of team performance have been articulated over the past 20 years, these primarily focused on individual attribute approach to composition. The authors utilized a role composition approach, which investigates how characteristics set holders impact effectiveness, develop theory strategic core teams. Their suggests that certain roles are most important for and in "core" more overall performance. This was tested 778 teams drawn from 29 years major league baseball...

Studies of the effects top management team ( TMT ) composition on organizational outcomes have yielded mixed and confusing results. A possible breakthrough resides in reality that s vary how they are fundamentally structured. Some structured such members operate independently each other, while others set up roles highly interdependent. We examine potential for three facets structural interdependence—horizontal, vertical, reward interdependence—to resolve ambiguities regarding heterogeneity....

In this paper, we develop the concept of a power heterarchy, which is conceptualization structures in groups that more dynamic and fluid than traditional hierarchical structures. Through study 516 directional dyads 45 teams, demonstrate heterarchical expression actively shifts among team members to align member capabilities with situational demands can enhance creativity. Our results indicate positive effect heterarchies on creativity contingent perceiving interpersonal expressions as...

We developed and tested the conditions under which team member change results in flux coordination consequently affects performance. Results showed that caused high levels of when a changed to more strategically core role, or there was low information transfer during change. Furthermore, coupling strategic "core role holder" with relative cognitive ability new associated even greater coordination.

To examine social interdependence theory dynamically, we develop a of structural adaptation based on "asymmetric adaptability." We suggest that it is more difficult for teams to shift from competitive cooperative reward structures than structures. show switch demonstrate "cutthroat cooperation." In their performance, marked by lower team decision accuracy and higher speed, they resemble teams. Information sharing, also cutthroat cooperation other teams, partially mediates the relationship...

This study examined the relationship between sexual assault and membership in high-risk fraternities athletic teams. Although past research has identified teams as groups for assault, findings have been inconclusive. Based on student perceptions, we separated into low-risk groups. A survey of 182 male students, including those who were members three five well nonmembers, indicated that scored significantly higher than measures aggression, hostility toward women, peer support endorsing...

Team researchers in the field of organizational behavior (OB) seem to be increasingly aware need embrace organizing nature teams. In this article, we outline limitations prevailing static collectivist explanations team research and suggest how an increased emphasis on a microdynamics-oriented approach that takes into account essentially relational teams can provide new insights our understanding teamwork. We argue multilevel, multi-theoretical, multi-period framework may help enhance To show...

Team researchers in the field of organizational behavior (OB) seem to be increasingly aware need embrace organizing nature teams. In this article, we outline limitations prevailing static collectivist explanations team research and suggest how an increased emphasis on a microdynamics-oriented approach that takes into account essentially relational teams can provide new insights our understanding teamwork. We argue multilevel, multi-theoretical, multi-period framework may help enhance To show...

Personal reputation has been argued to demonstrate important influences on work outcomes. However, substantive research personal is relatively scarce. This two‐study investigation empirically supports and extends existing theory regarding the temporal development of (i.e., antecedents consequences), thus contributes a more informed understanding both construct criterion‐related validity this construct. Study 1 conducted longitudinally, in order assess over time, which undertaken effects...

Abstract A significant body of research has described effective leader behaviours and connected these to positive employee outcomes. However, this yet be systematically integrated with organizational justice describe how inform perceptions. Therefore, we conduct a meta‐analysis ( k = 166, N 46,034) investigate three types (task, relational, change) four dimensions (procedural, distributive, interpersonal, informational) referenced the organization. Further, examine joint impact perceptions...

In this article, the authors argue that there is no one best way to make placement decisions on self-managed teams. Drawing from theories of supplementary and complementary fit, they develop a conceptual model suggests (a) maximization principles should be applied extroversion variance (i.e., fit), (b) minimization conscientiousness (c) interact influence team performance. They also previous research has underestimated effect performance because suboptimal design. The authors, therefore,...

This study tested whether teams working on a command and control simulation adapted to structural change in the manner implied by contingency theories. Teams shifting from functional divisional structure showed better performance than making divisional-to-functional shift. Team levels of coordination mediated this difference, team cognitive ability moderated it. We argue that static logic behind many theories should be complemented with dynamic challenging assumption symmetrical adaptation.

Research has offered a pessimistic (although limited) view regarding the effectiveness of ethical champions in teams and social consequences they are likely to experience. To challenge this view, we conducted two multimethod (quantitative/qualitative) experimental studies context entrepreneurial team decision-making examine whether how an champion can shape decision ethicality experience interpersonal costs. In Study 1, found that confederate influenced decisions be more by increasing...

Research has advanced two perspectives on the fundamental issue of relationship between member creativity and team creativity: additive model (predicting with average creativity) disjunctive highest creativity). Inconsistent evidence raises question possible moderators. We address this by developing moderating roles task characteristics – interdependence requirement. In a meta‐analytic review (and innovation) research, we hypothesized supported that is more predictive in tasks high low...