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Relevant bibliographies by topics / Context effects (Psychology). Teams in the workplace

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Journal articles
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Academic literature on the topic 'Context effects (Psychology). Teams in the workplace'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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Journal articles on the topic "Context effects (Psychology). Teams in the workplace"

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Mannix, Elizabeth, and Margaret A. Neale. "What Differences Make a Difference?" Psychological Science in the Public Interest 6, no. 2 (2005): 31–55. http://dx.doi.org/10.1111/j.1529-1006.2005.00022.x.

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SUMMARY—As the workplace has become increasingly diverse, there has been a tension between the promise and the reality of diversity in team process and performance. The optimistic view holds that diversity will lead to an increase in the variety of perspectives and approaches brought to a problem and to opportunities for knowledge sharing, and hence lead to greater creativity and quality of team performance. However, the preponderance of the evidence favors a more pessimistic view: that diversity creates social divisions, which in turn create negative performance outcomes for the group. Why is

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O’Donohue, Wayne, and Lindsay Nelson. "Alienation." International Journal of Organizational Analysis 22, no. 3 (2014): 301–16. http://dx.doi.org/10.1108/ijoa-01-2012-0541.

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Purpose – This study aims to re-examine the concept of alienation, particularly from the perspective of existential psychology. While research interest continues to centre on links between human resource management (HRM) and organizational performance, such as in studies by Beer et al. (1984), Huselid (1995), Becker and Gerhart (1996) and Guest (2011), there is a growing interest in individual attributes such as employee well-being in addition to organizational performance, as mentioned in studies by Macky and Boxall (2007), Wood and de Menezes (2011) and Guest and Conway (2011). In this paper

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Allisey, Amanda, John Rodwell, and Andrew Noblet. "An application of an extended effort-reward imbalance model to police absenteeism behaviour." Personnel Review 45, no. 4 (2016): 663–80. http://dx.doi.org/10.1108/pr-06-2014-0125.

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Purpose – Frequent absences from work can be highly disruptive, whilst also potentially indicating problematic working conditions that can lead to increased withdrawal behaviour. The purpose of this paper is to test the predictive capability of an expanded effort-reward imbalance model on employee absenteeism within the context of policing. Design/methodology/approach – Three separate reward systems are identified by the effort-reward imbalance model. In this study, the authors assessed these individual components for their contribution to officer withdrawal behaviour in the form of absenteeis

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A. Allen, Joseph, Nale Lehmann-Willenbrock, and Nicole Landowski. "Linking pre-meeting communication to meeting effectiveness." Journal of Managerial Psychology 29, no. 8 (2014): 1064–81. http://dx.doi.org/10.1108/jmp-09-2012-0265.

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Purpose – The purpose of this paper is to investigate the importance of communication that occurs just before workplace meetings (i.e. pre-meeting talk). The paper explores how four specific types of pre-meeting talk (small talk, work talk, meeting preparatory talk, and shop talk) impact participants’ experiences of meeting effectiveness. Moreover, the authors investigate the role of participants’ personality in the link between pre-meeting talk and perceived meeting effectiveness. Design/methodology/approach – Data were obtained using an online survey of working adults (n=252). Because pre-me

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Ragins, Belle Rose, John M. Cornwell, and Janice S. Miller. "Heterosexism in the Workplace." Group & Organization Management 28, no. 1 (2003): 45–74. http://dx.doi.org/10.1177/1059601102250018.

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This article examined the effects of multiple group memberships and relational demography on the workplace experiences of 534 gay employees, 162 of whom were gay employees of color. Two competing models of multiple group membership were tested by assessing the effects of race and gender on sexual orientation discrimination and the decision to disclose a gay identity at work. Race and gender were unrelated to heterosexism. Lesbians were as likely to disclose as gay men, but gay employees of color were less likely to disclose at work. Relational demography predictions were supported for race and

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Zhao, Yijun, and Baoguo Xie. "Social effects of engaged leaders on subordinates' experiences in the workplace." Social Behavior and Personality: an international journal 48, no. 9 (2020): 1–11. http://dx.doi.org/10.2224/sbp.9244.

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We drew on the theory of conservation of resources to examine the social effects of a leader's work engagement on followers' psychological capital, work engagement, and job satisfaction. With a sample of 530 employees nested within 54 teams, we tested our hypotheses using multilevel path analyses in Mplus. As hypothesized, we found that the leader's work engagement was positively related to followers' psychological capital, work engagement, and job satisfaction. Further, followers' psychological capital mediated the relationship between the leader's work engagement and followers' work engageme

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Ogungbamila, Bolanle, Adepeju Ogungbamila, and Gabriel Agboola Adetula. "Effects of Team Size and Work Team Perception on Workplace Commitment: Evidence From 23 Production Teams." Small Group Research 41, no. 6 (2010): 725–45. http://dx.doi.org/10.1177/1046496410376306.

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Short, Rick Jay, and Ronda C. Talley. "Effects of Teacher Assistance Teams on Special Education Referrals in Elementary Schools." Psychological Reports 79, no. 3_suppl (1996): 1431–38. http://dx.doi.org/10.2466/pr0.1996.79.3f.1431.

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School-based problem-solving teams recently have received much attention as a possible support for children who are at risk for school failure and for over-referral to special education. However, no controlled studies of the effects of such teams on numbers of referrals for special education or for proportion of appropriate referrals for special education have been conducted. The lack of adequate research concerning school-based problem-solving teams, coupled with the widespread promotion of their use, suggests that further study of such teams is important. In this study, we investigated the e

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Klonek, Florian E., Annika L. Meinecke, Georgia Hay, and Sharon K. Parker. "Capturing Team Dynamics in the Wild: The Communication Analysis Tool." Small Group Research 51, no. 3 (2020): 303–41. http://dx.doi.org/10.1177/1046496420904126.

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Capturing team processes, which are highly dynamic and quickly unfold over time, requires methods that go beyond standard self-report measures. However, quantitative observational methods are challenging when teams are observed in the wild, that is, in their full-situated context. Technologically advanced tools that enable high-resolution measurements in the wild are rare and, when they exist, expensive. The present research advances high-resolution measurement of team processes by introducing a technological application—the Communication Analysis Tool (CAT)—that captures fine-grained interact

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Bull, Eleanor Rose, Lucie Marie Theresa Byrne-Davis, Juliette Swift, Kirstie Baxter, Neil McLauchlan, and Joanne Karen Hart. "Exploring what teams perceive by ‘culture’ when implementing new models of care." International Journal for Quality in Health Care 31, no. 6 (2018): 492–94. http://dx.doi.org/10.1093/intqhc/mzy200.

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Abstract Introduction Health and social care organizations continually face change to coordinate efforts, improve care quality and better meet patient needs in the context of growing pressure on services. NHS ‘vanguard’ teams funded to pilot organizational change in England have argued that alongside new structures, policies and governance, a shift in ‘workplace culture’ is needed to implement change. Although now defined in the literature and seen as an important driver of quality care, it was not clear what teams themselves meant when discussing workplace culture. Methods In a qualitative st

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Dissertations / Theses on the topic "Context effects (Psychology). Teams in the workplace"

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Hetzler, Julie M. "A longitudinal study of predictors of contextual performance." Auburn, Ala., 2007. http://repo.lib.auburn.edu/07M%20Theses/HETZLER_JULIE_27.pdf.

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Hardee, Alice Anne. "The effects of work group composition or minority self-categorization and performance." Thesis, Georgia Institute of Technology, 1998. http://hdl.handle.net/1853/29514.

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Chamberlain, Lindsey J. "The effects of emotion work on burnout components and burnout's effects on workgroups." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1229702053.

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Karlak, Kevin Michael. "Transformational leadership and group outcomes: The mediating effects of social identification and empowerment." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3279.

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Collective efficacy, group helping behaviors, and group cohesion are group outcomes that have demonstrated pervasive effects on group performance. These group outcomes are important because of the strong relationships that have been established among these variables. Transformational leadership has shown to greatly foster these outcomes. The purpose of this thesis was to investigate the relationship between transformational leadership styles and organizational group outcomes in the workplace.

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Lawrence, Harriet Vee. "The effects of training in feedback on managers' attributional bias and perceived effectiveness of their work groups." Diss., This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-10032007-171530/.

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Murase, Toshio. "The effects of participative safety and support for innovation on group creativity." CSUSB ScholarWorks, 2006. https://scholarworks.lib.csusb.edu/etd-project/3051.

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This study examined the effects of Participative Safety (PS) and Support for Innovation (SI) on team creativity. It has been proposed that PS helps develop teamwork processes where members feel comfortable expressing and exchanging their ideas freely and SI makes a team perceive that creativity is valued. The study hypothesized that groups trained on PS score higher on creativity, feel less anxiety, have more cohesiveness, and have higher satisfaction than groups without PS training. The study also hypothesized that groups in the SI condition score higher on originality than groups in the non-

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Chang, Boin. "Examining links between diversity and outcomes in work groups effects of different levels of diversity and social networks /." Akron, OH : University of Akron, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1240417885.

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Thesis (Ph. D.)--University of Akron, Dept. of Psychology-Industrial/Organizational Psychology, 2009.<br>"May, 2009." Title from electronic dissertation title page (viewed 12/2/2009). Advisor, Rosalie J. Hall; Co-Advisor, Harvey L. Sterns; Committee members, Rose A. Beeson, Dennis Doverspike, Aaron M. Schmidt; Department Chair, Paul E. Levy; Dean of the College, Chand Midha; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

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Gokmen, Ahu. "Transactional and transformational leadership as an element of organizational context for team behavior and effectiveness." CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1626.

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Gopalkrishnan, Purnima. "Abusive Supervision and Group-Level Perceptions: Looking at the Social Context of Abuse in the Workplace." Bowling Green State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1356791768.

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Sowers, Shannon Christy. "The effects of collective interdependence efficacy on the difficulty of self-chosen group goals." CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1956.

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This study examined the effects of collective interdependence efficacy on the difficulty of self-chosen group goals and performance levels. Teamwork interdependence KSAs were manipulated by false feedback in an experimental setting.

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Book chapters on the topic "Context effects (Psychology). Teams in the workplace"

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Mancl, Dennis, and Steven D. Fraser. "COVID-19’s Influence on the Future of Agile." In Agile Processes in Software Engineering and Extreme Programming – Workshops. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-58858-8_32.

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Abstract As a result of the global COVID-19 pandemic, the way the world works, collaborates, and plays has changed. Commerce has stalled with travel, hospitality, education, retail, and health sectors particularly affected. This paper is based on an XP 2020 panel organized by Steven Fraser and featuring Aino Corry, Steve McConnell, and Rachel Reinitz. The panel discussed the impact of COVID-19 on knowledge workers, the acceleration of digital workplace transformation, and anticipated long term effects from the pandemic in the context of agile practices. Four key observations emerged from the discussion: First, virtual collaboration between those working from home is enabled by a variety of communication tools – substituting for face-to-face interactions. Second, agile work practices are harder to perform given the virtual nature of meetings and interactions. Third, communication tools are not always adequate for high-bandwidth or informal interactions, such as brainstorming, side discussions, or hallway conversations. Fourth, forming new teams and onboarding staff is challenging in a virtual work environment.

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Petersen, Naomi Jeffery, and Rebecca L. Pearson. "Mobbability." In Confronting Academic Mobbing in Higher Education. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9485-7.ch005.

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This chapter discusses mobbing as a predictable institutional disorder with significant community effect. Academic departments are particularly vulnerable as contexts where conflicting motivations and tacit power differentials may allow undetectable and infectious incivility, and while there are research tools to measure experience, there are few effective practical campus-based strategies to monitor these issues. The authors explore mobbing through the lenses of epidemiology, public health, and organizational psychology. As part of this exploration the terms “mobbable” and “mobbability” are proposed, connoting the degree of incivility tolerated in the workplace climate, people's and institution's vulnerabilities, and the potential for improved capacity surrounding mobbing prevention. Outlining a story of academic mobbing, the chapter highlights contributing factors at both personal and organizational levels. The authors close with practical suggestions for recognizing symptoms and opportunities.

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Yavuz, Meltem. "Transformational Leadership and Authentic Leadership as Practical Implications of Positive Organizational Psychology." In Handbook of Research on Positive Organizational Behavior for Improved Workplace Performance. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0058-3.ch008.

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A large body of evidence suggests that leadership can be learned, and followers may respond to such learned behavior positively. Indeed, motivation, engagement, health, and wellbeing of employees in an organisation depend on the quality of the managers to a great extent. In this context, managers need to be equipped with the skills and behaviors both to engage and to protect the health and wellbeing of their teams. In this chapter, the theoretical backgrounds of transformational leadership and authentic leadership are explained, and these theories are compared and contrasted with each other. It also discusses how these leadership theories might help to enhance positive psychological abilities and positive attitudes of both leaders and their followers, and how these leadership theories contribute to the development of the management-training programs.

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Conference papers on the topic "Context effects (Psychology). Teams in the workplace"

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Hornung, Severin, Matthias Weigl, Britta Herbig, and Jürgen Glaser. "WORK AND HEALTH IN TRANSITION: TRENDS OF SUBJECTIFICATION IN APPLIED PSYCHOLOGY." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact056.

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"Reported is the synthesis of a series of seven studies on work and health, conducted collaboratively by researchers in applied psychology and occupational medicine. This qualitative meta-study develops a framework, in which reviewed studies are structured, aggregated, integrated, and interpreted in a theory-guided iterative process of themed analysis. Building on empirical results, the subsequent interpretive integration seeks to demonstrate, how overarching, pervasive, and in psychological research typically underemphasized tendencies of “subjectification” manifest in exemplary work contexts

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