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1
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Liu HY, Han HM, Chen HF, Han CY, Huang DH, Hsu DY, Chiang CH. Team interaction behaviors correlates with team creativity among nursing students: Canonical correlation and moderation analyses. BMC Nurs 2024; 23:484. [PMID: 39014406 PMCID: PMC11251228 DOI: 10.1186/s12912-024-02158-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2024] [Accepted: 07/08/2024] [Indexed: 07/18/2024] Open
Abstract
BACKGROUND Prior studies have indicated team members' interaction behaviors may predict creativity among nursing students. METHODS This study investigated the correlation between interaction behaviors and creativity, both individual- and team-level, among nursing students. In this cross-sectional quantitative study, data were obtained from self-reported questionnaires. Individual creativity was assessed using the Torrance Tests of Creative Thinking scale; the perceived team interaction behavior and team creativity were assessed using validated instruments. Canonical correlation analysis was conducted to determine the overall correlation between interaction behaviors, and creativity, and the moderating effect of female proportion dominance was also examined. RESULTS A total of 164 nursing students (84.1% female) arranged into 14 teams were included in this study. Canonical correlation analysis showed a positive correlation between interaction behaviors and creativity (correlation = 0.88). All dimensions of interactive behaviors were positively related to creativity dimensions. A stronger correlation to team creativity (correlation = 1) was found compared to individual creativity (correlation = 0.07). This study demonstrated that individual interactive behaviors including spontaneous communication and helping behavior predicted high team creativity. CONCLUSIONS This insight may be valuable for nursing education programs seeking to foster creativity and effective teamwork. The potential moderating effect of female proportions on team interaction behaviors and creativity should be investigated further.
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Affiliation(s)
- Hsing-Yuan Liu
- Department of Nursing, Chang Gung University of Science and Technology, Taoyuan City, Taiwan
- Department of Nursing, New Taipei Municipal TuCheng Hospital (Built and Operated By Chang Gung Medical Foundation), New Taipei City, Taiwan
- Department of Nursing, Chang Gung University, Taoyuan City, Taiwan
| | - Hui-Mei Han
- Department of Nursing, New Taipei Municipal TuCheng Hospital (Built and Operated By Chang Gung Medical Foundation), New Taipei City, Taiwan
| | - Hsiu-Fang Chen
- Department of Nursing, Chang Gung University of Science and Technology, Taoyuan City, Taiwan
| | - Chin-Yen Han
- Department of Nursing, Chang Gung University of Science and Technology, Taoyuan City, Taiwan
- Department of Nursing, New Taipei Municipal TuCheng Hospital (Built and Operated By Chang Gung Medical Foundation), New Taipei City, Taiwan
| | - Ding-Hau Huang
- Institute of Creative Design and Management, National Taipei University of Business, Taoyuan City, Taiwan
| | - Ding-Yang Hsu
- Department of Industrial Design, Ming Chi University of Technology, New Taipei City, Taiwan.
| | - Chen-Hung Chiang
- Department of Gerontology and Health Care Management, Chang Gung University of Science and Technology, Taoyuan City, Taiwan.
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2
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Arnaudeau S, Nickum M, Fouquereau E, Chevalier S, Gillet N, Mokounkolo R, Lejeune J, Seizeur R, Colombat P, Jeoffrion C. The Participatory Approach in Healthcare Establishments as a Specific French Organizational Model at Hospital Department Level to Prevent Burnout among Caregivers: What Are the Perceptions of Its Implementation and Its Potential Contributions by These Caregivers? INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2024; 21:882. [PMID: 39063459 PMCID: PMC11277039 DOI: 10.3390/ijerph21070882] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 04/18/2024] [Revised: 06/17/2024] [Accepted: 06/27/2024] [Indexed: 07/28/2024]
Abstract
(1) Background: Manifestations of burnout are regularly observed in the healthcare population. The participatory approach (PA) is a specific organization in the French health service aimed at preserving and improving the psychological health of these staff at work. The main objective of this study was to explore with healthcare professionals their perceptions of the effectiveness of the four PA components (multi-professional team meetings, in-service training, team support meetings and the project approach) implemented to date within French hospital departments, the methods of their implementation and the potential contributions of such an approach to their quality of working life and working conditions (QWLWC), and the quality of care provided. (2) Methods: Semi-structured qualitative interviews were conducted with 21 healthcare professionals in French hospital departments between March and April 2021. After they were recorded, the collected data was transcribed in full and subjected to thematic analysis. (3) Results: According to care providers, PA is only partially deployed in these departments today. Nevertheless, it is helping to develop multi-professional communication, and improves the quality of life at work as well as quality of care. (4) Conclusions: In the light of these results, the creation of a tool for the large-scale evaluation of PA implementation in hospitals emerges as essential, as its deployment in all hospital departments could help reduce the suffering of care professionals. In addition, a better articulation between the concepts of Magnet Hospitals and those of PA would prove heuristically promising.
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Affiliation(s)
- Sophie Arnaudeau
- PSITEC (Psychology: Interactions Time Emotions Cognition, ULR 4072), University of Lille, F-59000 Lille, France; (S.A.); (M.N.)
| | - Marion Nickum
- PSITEC (Psychology: Interactions Time Emotions Cognition, ULR 4072), University of Lille, F-59000 Lille, France; (S.A.); (M.N.)
| | - Evelyne Fouquereau
- QualiPsy UR 1901, Department of Psychology, University of Tours, 37000 Tours, France; (E.F.); (S.C.); (N.G.); (R.M.); (J.L.); (P.C.)
| | - Séverine Chevalier
- QualiPsy UR 1901, Department of Psychology, University of Tours, 37000 Tours, France; (E.F.); (S.C.); (N.G.); (R.M.); (J.L.); (P.C.)
| | - Nicolas Gillet
- QualiPsy UR 1901, Department of Psychology, University of Tours, 37000 Tours, France; (E.F.); (S.C.); (N.G.); (R.M.); (J.L.); (P.C.)
- Institut Universitaire de France (IUF), 75005 Paris, France
| | - René Mokounkolo
- QualiPsy UR 1901, Department of Psychology, University of Tours, 37000 Tours, France; (E.F.); (S.C.); (N.G.); (R.M.); (J.L.); (P.C.)
| | - Julien Lejeune
- QualiPsy UR 1901, Department of Psychology, University of Tours, 37000 Tours, France; (E.F.); (S.C.); (N.G.); (R.M.); (J.L.); (P.C.)
| | - Romuald Seizeur
- Neurosurgery Department, Brest University Hospital, University of Brest, LaTIM UMR 1101, 29200 Brest, France;
| | - Philippe Colombat
- QualiPsy UR 1901, Department of Psychology, University of Tours, 37000 Tours, France; (E.F.); (S.C.); (N.G.); (R.M.); (J.L.); (P.C.)
| | - Christine Jeoffrion
- LIP/PC2S, University Grenoble Alpes, University Savoie Mont Blanc, 38000 Grenoble, France
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3
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Qu J, Zhao S, Cao M, Lu J, Zhang Y, Chen Y, Zhu R. When and how is team cognitive diversity beneficial? An examination of Chaxu climate. Heliyon 2024; 10:e23970. [PMID: 38268593 PMCID: PMC10805916 DOI: 10.1016/j.heliyon.2024.e23970] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/18/2023] [Revised: 12/06/2023] [Accepted: 01/01/2024] [Indexed: 01/26/2024] Open
Abstract
The workforce is becoming increasingly heterogeneous in terms of age, gender, race/ethnicity, education, values, cognition, and culture. Thus, team diversity management is regarded as an important development strategy that organizations can use to gain advantages. However, in the diversity literature, empirical studies investigating the effects of cognitive diversity on creativity have not yielded conclusive findings. This has called into question the importance of team cognitive diversity. To address this, we investigate when and how team cognitive diversity fosters individual creativity. Drawing on the categorization-elaboration model (CEM) and literature on Chaxu climate, we develop a multilevel mediated moderation model in which the team Chaxu climate is treated as the moderator and team knowledge sharing is treated as the mediator. Using two-wave paired data collected from 46 teams and 368 members, we find that Chaxu climate mitigates the positive effect of team cognitive diversity on team knowledge sharing. In turn, team knowledge sharing mediates the interaction effect between team cognitive diversity and Chaxu climate on individual creativity. Our study facilitates a shift from an automatic-oriented lens to a contingent-oriented lens by identifying a new contingent factor and advances research on the underlying mechanisms by identifying a new process factor. Ultimately, this study enriches our knowledge on the function of cognitive diversity in the field of business strategy.
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Affiliation(s)
- Jiaojiao Qu
- School of Business Administration, Huaqiao University, 269 Chenghua North Road, Fengze District, Quanzhou, Fujian Province, China
| | - Shuming Zhao
- School of Business, Nanjing University, 2307 Anzhong Building, 16 Jinyin Road, Gulou District, Nanjing, Jiangsu Province, China
| | - Man Cao
- School of Economics and Management, Southeast University, 512 School of Economics and Management, 2 Southeast University Road, Nanjing, Jiangsu Province, China
| | - Jintao Lu
- School of Economics and Management, Taiyuan University of Science and Technology, 66 Waliu Road, Wan Bolin, Taiyuan, Shanxi Province, China
| | - Yuan Zhang
- School of Business Administration, Huaqiao University, 269 Chenghua North Road, Fengze District, Quanzhou, Fujian Province, China
| | - Yanhong Chen
- School of Business Administration, Huaqiao University, 269 Chenghua North Road, Fengze District, Quanzhou, Fujian Province, China
| | - Rongmin Zhu
- School of Mathematical Science, Huaqiao University, 269 Chenghua North Road, Fengze District, Quanzhou, Fujian Province, China
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4
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Bodla AA, Li Y, Ali A, Hernandez Bark AS. Female leaders' social network structures and managerial performance: The moderating effects of promotional orientation and climate for inclusion. Scand J Psychol 2023; 64:160-170. [PMID: 36200591 DOI: 10.1111/sjop.12875] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/04/2021] [Revised: 07/16/2022] [Accepted: 09/12/2022] [Indexed: 11/30/2022]
Abstract
Leaders' managerial performance is influenced not only by their attributes and leadership styles but also by their social network structures. This study examines the effect of female leaders' in-degree centrality on their managerial performance and how the relationship is moderated by leaders' regulatory focus and workplace climate for inclusion. Hereby, we used survey data of 340 female leaders working in multinational organizations and managerial performance ratings by their supervisors. Results showed that the leaders' in-degree centrality positively related to their managerial performance and that a high climate for inclusion increases this relationship, whereas female leaders' promotional orientation did not. However, when the climate for inclusion was high, female leaders' promotional orientation positively related to managerial performance. This study reveals that female leaders' feeling of inclusion at a workplace complements their promotional orientation and augments the effect of network structures on managerial performance. Our findings provide new prospects for future studies to examine a leader's managerial performance by incorporating social, relational, and structural contexts. This study contributes to women's leadership and social network literature by explaining the boundary conditions that enhance female leaders' managerial performance.
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Affiliation(s)
- Ali Ahmad Bodla
- Information Technology University, Lahore, Pakistan
- Nijmegen School of Management, Radboud University, Nijmegen, The Netherlands
| | - Yuan Li
- Antai College of Economics and Management, Shanghai Jiao Tong University, Shanghai, P. R. China
| | - Ahsan Ali
- School of Economics and Management, Zhejiang Sci-Tech University, Hangzhou, P. R. China
| | - Alina S Hernandez Bark
- Department of Social Psychology, Goethe University Frankfurt, Frankfurt am Main, Germany
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5
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Muir AM, Bernhardt JR, Boucher NW, Cvitanovic C, Dettmers JM, Gaden M, Hinderer JLM, Locke B, Robinson KF, Siefkes MJ, Young N, Cooke SJ. Confronting a post-pandemic new-normal-threats and opportunities to trust-based relationships in natural resource science and management. JOURNAL OF ENVIRONMENTAL MANAGEMENT 2023; 330:117140. [PMID: 36603252 PMCID: PMC9809200 DOI: 10.1016/j.jenvman.2022.117140] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 06/25/2022] [Revised: 11/29/2022] [Accepted: 12/22/2022] [Indexed: 06/17/2023]
Abstract
Natural resource governance is inherently complex owing to the socio-ecological systems in which it is embedded. Working arrangements have been fundamentally transformed throughout the COVID-19 pandemic with potential negative impacts on trust-based social networks foundational to resource management and transboundary governance. To inform development of a post-pandemic new-normal in resource management, we examined trust relationships using the Laurentian Great Lakes of North America as a case study. 82.9% (n = 97/117) of Great Lakes fishery managers and scientists surveyed indicated that virtual engagement was effective for maintaining well-established relationships during the pandemic; however, 76.7% (n = 89/116) of respondents indicated in-person engagement to be more effective than virtual engagement for building and maintaining trust. Despite some shortcomings, virtual or remote engagement presents opportunities, such as: (1) care and nurturing of well-established long-term relationships; (2) short-term (1-3 years) trust maintenance; (3) peer-peer or mentor-mentee coordination; (4) supplemental communications; (5) producer-push knowledge dissemination; and, if done thoughtfully, (6) enhancing diversity, equity, and inclusion. Without change, pre-pandemic trust-based relationships foundational to cooperative, multinational, resource management are under threat.
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Affiliation(s)
- A M Muir
- Great Lakes Fishery Commission, 2200 Commonwealth Blvd., Suite 100, Ann Arbor, MI, 48105, USA.
| | - J R Bernhardt
- Centre for Ecosystem Management, University of Guelph, Ontario, N1G 2W1, Canada; Department of Integrative Biology, University of Guelph, Ontario, N1G 2W1, Canada
| | - N W Boucher
- Great Lakes Fishery Commission, 2200 Commonwealth Blvd., Suite 100, Ann Arbor, MI, 48105, USA
| | - C Cvitanovic
- School of Business, University of New South Wales, Canberra, Australian Capital Territory, Australia; Centre for Marine Socioecology, University of Tasmania, Australia
| | - J M Dettmers
- Great Lakes Fishery Commission, 2200 Commonwealth Blvd., Suite 100, Ann Arbor, MI, 48105, USA
| | - M Gaden
- Great Lakes Fishery Commission, 2200 Commonwealth Blvd., Suite 100, Ann Arbor, MI, 48105, USA
| | - J L M Hinderer
- Great Lakes Fishery Commission, 2200 Commonwealth Blvd., Suite 100, Ann Arbor, MI, 48105, USA
| | - B Locke
- Ontario Ministry of Natural Resources and Forestry, Wheatley, Ontario, N0P 1A0, Canada
| | - K F Robinson
- Quantitative Fisheries Center, Department of Fisheries and Wildlife, Michigan State University, East Lansing, MI, 48824, USA; U.S. Geological Survey, Georgia Cooperative Fish and Wildlife Research Unit, Warnell School of Forestry and Natural Resources, University of Georgia, Athens, GA, 30602, USA
| | - M J Siefkes
- Great Lakes Fishery Commission, 2200 Commonwealth Blvd., Suite 100, Ann Arbor, MI, 48105, USA
| | - N Young
- School of Sociological and Anthropological Studies, University of Ottawa, 120 University Private, Ottawa, Canada
| | - S J Cooke
- Canadian Centre for Evidence-Based Conservation, Department of Biology and Institute of Environmental and Interdisciplinary Science, Carleton University, Ottawa, K1S 5B6, Canada
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6
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Nathues E, Endedijk MD, van Vuuren M. Perk or Peril? Making Sense of Member Differences When Interorganizational Collaboration Begins. SMALL GROUP RESEARCH 2023. [DOI: 10.1177/10464964221148682] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/05/2023]
Abstract
Team member differences can be found in various characteristics and be seen as both perks and perils. But what makes one group focus on certain dimensions and differences’ positive implications, while another collective notices other aspects and sees trouble ahead? We address this question in the context of interorganizational teams’ first stages, when impressions are limited and valuations must be made promptly. Our findings from in-depth interviews offer a sensemaking perspective on perceived otherness and explicate when and why differences are interpreted as helping or hindering collaborative practices. Moreover, we illuminate how coorientation and representation dynamics shape otherness perceptions and valuations.
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Affiliation(s)
- Ellen Nathues
- University of Twente, Enschede, The Netherlands
- Leuphana University Lüneburg, Germany
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7
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Hund AK, Stretch E, Smirnoff D, Roehrig GH, Snell-Rood EC. Broadening the Taxonomic Breadth of Organisms in the Bio-Inspired Design Process. Biomimetics (Basel) 2023; 8:48. [PMID: 36810379 PMCID: PMC9944075 DOI: 10.3390/biomimetics8010048] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2022] [Revised: 01/10/2023] [Accepted: 01/17/2023] [Indexed: 01/25/2023] Open
Abstract
(1) Generating a range of biological analogies is a key part of the bio-inspired design process. In this research, we drew on the creativity literature to test methods for increasing the diversity of these ideas. We considered the role of the problem type, the role of individual expertise (versus learning from others), and the effect of two interventions designed to increase creativity-going outside and exploring different evolutionary and ecological "idea spaces" using online tools. (2) We tested these ideas with problem-based brainstorming assignments from a 180-person online course in animal behavior. (3) Student brainstorming was generally drawn to mammals, and the breadth of ideas was affected more by the assigned problem than by practice over time. Individual biological expertise had a small but significant effect on the taxonomic breadth of ideas, but interactions with team members did not. When students were directed to consider other ecosystems and branches of the tree of life, they increased the taxonomic diversity of biological models. In contrast, going outside resulted in a significant decrease in the diversity of ideas. (4) We offer a range of recommendations to increase the breadth of biological models generated in the bio-inspired design process.
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Affiliation(s)
- Amanda K. Hund
- Department of Ecology, Evolution and Behavior, University of Minnesota, Twin Cities, MN 55108, USA
- Department of Biology, Carleton College, Northfield, MN 55057, USA
| | - Elizabeth Stretch
- Department of Curriculum and Instruction, University of Minnesota, Twin Cities, MN 55455, USA
| | - Dimitri Smirnoff
- Department of Curriculum and Instruction, University of Minnesota, Twin Cities, MN 55455, USA
| | - Gillian H. Roehrig
- Department of Curriculum and Instruction, University of Minnesota, Twin Cities, MN 55455, USA
| | - Emilie C. Snell-Rood
- Department of Ecology, Evolution and Behavior, University of Minnesota, Twin Cities, MN 55108, USA
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8
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Jamshed S, Majeed N. Mapping knowledge-sharing behavior through emotional intelligence and team culture toward optimized team performance. TEAM PERFORMANCE MANAGEMENT 2023. [DOI: 10.1108/tpm-06-2022-0052] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/15/2023]
Abstract
Purpose
Research unveiled that interdisciplinary health-care teams are often found to be ineffective because of deprived team mechanisms. Considering effective team functioning, a leader’s non-cognitive abilities, knowledge-sharing behavior and the role of culture remain central concerns of health-care teams. This study aims to investigate how a leader’s emotional intelligence (EI) in a prevailing team culture can nurture the sharing of knowledge and enhance team EI that influences team performance.
Design/methodology/approach
The authors used multisource data representing a sample of 195 teams (735 respondents) to examine the hypothesized relationships by using the analytic strategy of partial least squares-structural equation modeling. This study bridged the methodological gap by using the repeated indicator approach that includes the reflective-formative second-order hierarchical latent variable model.
Findings
The results revealed a standpoint that leaders practicing the ability of EI influences team performance by understanding each other emotions in the leader–member relationship. Further, culture adds value and maps knowledge-sharing behavior which is tailored and beneficial for effective team outcomes.
Practical implications
This study provides valuable inputs by articulating uniquely modeled variables for health-care teams confronting high work demands. This study highlights that leaders' EI can enhance understanding of the emotions of the team and can exchange information by harnessing knowledge-sharing behavior amongst professionals.
Originality/value
This study provides a novel contribution by integrating leaders’ EI, knowledge-sharing behavior, the role of culture and team performance in a single framework. The integrated theoretical model sheds light on team working in the health-care setting and advances the understanding of a leader’s EI and team culture through mapping knowledge sharing particularly being central to enhancing team performance.
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9
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Santilli S, Ginevra MC, Nota L. Colleagues' Work Attitudes towards Employees with Disability. Eur J Investig Health Psychol Educ 2023; 13:130-140. [PMID: 36661759 PMCID: PMC9857590 DOI: 10.3390/ejihpe13010009] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/01/2022] [Revised: 12/12/2022] [Accepted: 12/24/2022] [Indexed: 01/12/2023] Open
Abstract
BACKGROUND The present study investigates the significance of work inclusion in people with a disability and then aims to examine colleagues' attitudes. Considering Stone and Colella's model, we analyzed the colleagues' attitudes and variables related to the disability, such as type of disability and type of presentation of colleagues with disability, and colleague's characteristics, such as gender, educational level, and experience in work with people with disability. METHOD We randomly assigned two hundred eighty-six employees to a standard condition (hypothetical colleagues with a disability presented by the impairments labels) or favorable condition (hypothetical colleagues with a disability presented by their past work experiences). RESULTS The type of disability and its presentation influence colleagues' attitudes. Besides employees' gender, educational level and experience in work with people with a disability influences the attitudes toward them. CONCLUSIONS Implications for practice were discussed.
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Liang Z, Li S, Zhou S, Chen S, Li Y, Chen Y, Zhao Q, Huang F, Lu C, Yu Q, Zhou Z. Increased or decreased? Interpersonal neural synchronization in group creation. Neuroimage 2022; 260:119448. [PMID: 35843516 DOI: 10.1016/j.neuroimage.2022.119448] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/29/2021] [Revised: 07/01/2022] [Accepted: 07/03/2022] [Indexed: 10/17/2022] Open
Abstract
Group creation is the process by which group members collaborate to produce novel and useful ideas or products, including ideas generation and evaluation. However, the interpersonal neural mechanism of group creation during natural communication remains unclear. In this study, two groups of same-sex dyads with similar individual creativity collaborated to complete the Product Improvement Task (creative condition) and the Item Purchase Plan Task (control condition), respectively. Functional near-infrared spectroscopy (fNIRS) was used to record both members' neural activity in the left prefrontal (lPFC) and right temporal-parietal junction (rTPJ) regions during the task. Considering that the role asymmetry of group members may have an impact on interpersonal neural patterns, we identified leaders and followers in the dyads based on participant performance. The results showed that leaders and followers in the creative condition had significantly lower interpersonal neural synchronization (INS) in the right superior temporal gyrus-left superior frontal gyrus, right supramarginal gyrus-left superior frontal gyrus, and right supramarginal gyrus-left middle frontal gyrus than in the control condition. Partial multivariate Granger causality analyses revealed the influence between dyads was bidirectional but was significantly stronger from the leaders to the followers than the other direction. In addition, in the creative task, the INS was significantly associated with novelty, appropriateness, and conflict of views. All these findings suggest that the ideas generation and ideas evaluation process in group creation have poor interpersonal neural activity coupling due to factors such as the difficulty of understanding novel ideas. However, performances may be improved when groups can better integrate views and reach collective understanding, intentions, and goals. Furthermore, we found that there are differences in the dynamics of INS in different brain regions. The INS related to the novelty of the group creation decreased in the early stages, while the INS related to the appropriateness decreased in the middle stages. Our findings reveal a unique interpersonal neural pattern of group creation processes in the context of natural communication.
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Affiliation(s)
- Zheng Liang
- Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Central China Normal University, Wuhan, China; Key Laboratory of Human Development and Mental Health of Hubei Province, School of Psychology, Central China Normal University, Wuhan, China
| | - Songqing Li
- Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Central China Normal University, Wuhan, China; Key Laboratory of Human Development and Mental Health of Hubei Province, School of Psychology, Central China Normal University, Wuhan, China; College of Electronic Engineering, Naval University of Engineering, Wuhan, China
| | - Siyuan Zhou
- State Key Laboratory of Cognitive Neuroscience and Learning and IDG/McGovern Institute for Brain Research, Beijing Normal University, Beijing, China
| | - Shi Chen
- Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Central China Normal University, Wuhan, China; Key Laboratory of Human Development and Mental Health of Hubei Province, School of Psychology, Central China Normal University, Wuhan, China
| | - Ying Li
- Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Central China Normal University, Wuhan, China; Key Laboratory of Human Development and Mental Health of Hubei Province, School of Psychology, Central China Normal University, Wuhan, China; School of Preschool Education, Changsha Normal University, Changsha, China
| | - Yanran Chen
- Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Central China Normal University, Wuhan, China; Key Laboratory of Human Development and Mental Health of Hubei Province, School of Psychology, Central China Normal University, Wuhan, China
| | - Qingbai Zhao
- Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Central China Normal University, Wuhan, China; Key Laboratory of Human Development and Mental Health of Hubei Province, School of Psychology, Central China Normal University, Wuhan, China.
| | - Furong Huang
- School of Psychology, Jiangxi Normal University, Nanchang, China.
| | - Chunming Lu
- State Key Laboratory of Cognitive Neuroscience and Learning and IDG/McGovern Institute for Brain Research, Beijing Normal University, Beijing, China
| | - Quanlei Yu
- Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Central China Normal University, Wuhan, China; Key Laboratory of Human Development and Mental Health of Hubei Province, School of Psychology, Central China Normal University, Wuhan, China.
| | - Zhijin Zhou
- Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Central China Normal University, Wuhan, China; Key Laboratory of Human Development and Mental Health of Hubei Province, School of Psychology, Central China Normal University, Wuhan, China.
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11
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Nguyen NL, Phan ATT, Doan NT. Motivations to share knowledge in professional service teams: the moderating role of project stage. TEAM PERFORMANCE MANAGEMENT 2022. [DOI: 10.1108/tpm-11-2021-0083] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to examine the effects of three-perspective motivations including task interdependence, normative conformity, affective bonding on team knowledge sharing (KS) and the moderating effects of project stage on the proposed model paths.
Design/methodology/approach
The quantitative method was applied through surveying senior auditors representing 263 audit teams in Vietnam.
Findings
Findings show that task interdependence has salient effect on team KS. Normative conformity and affective bonding become more important when projects move to later stages where knowledge shared is more tacit and the team involves more social interactions.
Research limitations/implications
This study puts forth the limitations related to the study scope of financial statement auditing teams that may influence the generalization.
Practical implications
This study recommends auditing managers to be aware of diverse motivations for team KS and their increasingly important role in specific project stages.
Originality/value
The novelty of the research is to integrate three knowledge-sharing motivations based on economics, social and psychological perspectives and to affirm the dynamic nature of KS within team projects.
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12
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Does Strategic Alliance Knowledge Heterogeneity Truly Promote Innovation Performance? SUSTAINABILITY 2022. [DOI: 10.3390/su14063443] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/06/2023]
Abstract
There is a certain degree of difference in the knowledge and skills of alliance members, and the knowledge heterogeneity among them will have an impact on innovation. The study of the relationship between strategic alliance knowledge heterogeneity (SAKH) and enterprise innovation performance (IP) has important practical significance for enterprise-development strategies. Based on the resource-dependence theory, this study discussed the mediating effect of exploratory learning (EXR) and exploitative learning (EXI) on the impact of SAKH on IP. Using surveys collected from Chinese manufacturing enterprises with strategic alliances, we found that (1) SAKH and IP have an inverted U-shaped relationship; (2) EXR and EXI partially mediate the relationship between SAKH and IP. From the perspective of managers’ attention, this study not only extends the boundaries of knowledge heterogeneity and innovation-related research but also provides a theoretical and practical framework for the promotion and development of alliance enterprise innovation.
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Lu H, Duan J, Wu T, Zhou B, Xu C. The influence of fear of isolation on contact experience disclosure: Evidence from safety management of the COVID-19 pandemic. ASIAN JOURNAL OF SOCIAL PSYCHOLOGY 2022; 25:AJSP12527. [PMID: 35603137 PMCID: PMC9111348 DOI: 10.1111/ajsp.12527] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/25/2021] [Revised: 12/11/2021] [Accepted: 01/22/2022] [Indexed: 11/27/2022]
Abstract
As the coronavirus disease 2019 (COVID-19) pandemic, caused by severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2), continues to rage, disclosure of exposure to the virus is of great significance to safety management, especially considering the long latency of the disease. We conducted a survey based on terror management theory of 2,542 people in 71 cities, representing all provinces in mainland China. The results revealed that fear of being isolated influenced disclosure of exposure to the virus and that this influence was mediated by defensive impression management motivation. An inclusive climate buffered both the direct and the indirect effects of fear of isolation on disclosure behaviour via defensive impression management motivation. The implications of these findings for research and safety management during the COVID-19 pandemic are discussed.
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Affiliation(s)
- Hongxu Lu
- School of BusinessNingboTech UniversityNingboChina
| | - Jinyun Duan
- School of Psychology and Cognitive ScienceEast China Normal UniversityShanghaiChina
| | - Ting Wu
- School of BusinessZhejiang University City CollegeHangzhouChina
| | - Bei Zhou
- School of BusinessNingboTech UniversityNingboChina
| | - Changyuan Xu
- School of BusinessNingboTech UniversityNingboChina
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Management research contributions to the COVID-19: a bibliometric literature review and analysis of the contributions from the Journal of Management & Organization. JOURNAL OF MANAGEMENT & ORGANIZATION 2022. [PMCID: PMC8755534 DOI: 10.1017/jmo.2021.70] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 12/28/2022]
Abstract
The COVID-19 health crisis triggered changes in the workplace. This paper explores the insights from scholarly work published in the Journal of Management and Organization (JMO) and systematizes this body of knowledge to build a scientific overview that looks at how the COVID-19 health crisis and its repercussions may be managed by organizations. We conducted a bibliometric investigation of JMO's most influential papers published from 1995 to June 2020 that offers insights into the management of the COVID-19 crisis. Our bibliometric investigation reveals six clusters: (1) conservation of resources theory, entrepreneurs, gender and work–family conflict; (2) corporate governance, corporate social responsibility and stakeholder salience; (3) family firms, innovation and research methods; (4) creativity, leadership and organizational change; (5) job satisfaction and psychological empowerment; and (6) team performance. We discuss the theoretical and practical implications of our findings.
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Wang H, Xiao Y, Su X, Li X. Team Social Media Usage and Team Creativity: The Role of Team Knowledge Sharing and Team-Member Exchange. Front Psychol 2021; 12:755208. [PMID: 34938234 PMCID: PMC8685295 DOI: 10.3389/fpsyg.2021.755208] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/08/2021] [Accepted: 10/26/2021] [Indexed: 11/13/2022] Open
Abstract
Given that work teams have been widely used in a variety of organizations to complete critical tasks and that the use of social media in work teams has been growing, investigating whether and how team social media usage (TSMU) affects team creativity is imperative. However, little research has empirically explored how TSMU affects team creativity. This study divides TSMU into two categories, namely, work-related TSMU and relationship-related TSMU. Basing on communication visibility theory and social exchange theory, this study constructs a moderating mediation model to understand how TSMU affects team creativity. In this model, team knowledge sharing is used as mediating role and team-member exchange (TMX) is used as moderating role. Two-wave research data collected from 641 employees in 102 work teams in Chinese organizations are used for regression analysis. Results show that (1) Work-related TSMU and relationship-related TSMU are positively affect team creativity. (2) Team knowledge sharing plays a partly mediating effect on the relationship between work-related TSMU and team creativity and that between relationship-related TSMU and team creativity. (3) TMX not only positively moderates the indirect effect of work-related TSMU and relationship-related TSMU on team creativity through team knowledge sharing. Theoretical and practical implications are also discussed.
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Affiliation(s)
- Hui Wang
- Business School, Xiangtan University, Xiangtan, China
| | - Yuting Xiao
- Business School, Xiangtan University, Xiangtan, China
| | - Xinwen Su
- Business School, Xiangtan University, Xiangtan, China
| | - Xiangqing Li
- Business School, Xiangtan University, Xiangtan, China
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Hundschell A, Razinskas S, Backmann J, Hoegl M. The effects of diversity on creativity: A literature review and synthesis. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2021. [DOI: 10.1111/apps.12365] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Andreas Hundschell
- Institute for Leadership and Organization, LMU Munich School of Management Ludwig‐Maximilians‐Universität München Munich Germany
| | - Stefan Razinskas
- Department of Management, School of Business and Economics Freie Universität Berlin Berlin Germany
| | - Julia Backmann
- UCD Michael Smurfit School of Business University College Dublin Dublin Ireland
| | - Martin Hoegl
- Institute for Leadership and Organization, LMU Munich School of Management Ludwig‐Maximilians‐Universität München Munich Germany
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Hunter ST, Walters K, Nguyen T, Manning C, Miller S. Malevolent Creativity and Malevolent Innovation: A Critical but Tenuous Linkage. CREATIVITY RESEARCH JOURNAL 2021. [DOI: 10.1080/10400419.2021.1987735] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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Fan M, Cai W, Jiang L. Can Team Resilience Boost Team Creativity Among Undergraduate Students? A Sequential Mediation Model of Team Creative Efficacy and Team Trust. Front Psychol 2021; 12:604692. [PMID: 34177683 PMCID: PMC8222805 DOI: 10.3389/fpsyg.2021.604692] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/10/2020] [Accepted: 05/05/2021] [Indexed: 11/30/2022] Open
Abstract
Although recent literature has highlighted the critical role of resilience in creativity literature, existing findings have failed to indicate the processes through which resilience contributes to creativity at the graduate level. The current study fills this gap by hypothesizing the influence of team resilience on team creativity through a sequential mediating mechanism. A time lagged research study was conducted, and a sample of 201 undergraduate students and their teacher filled out questionnaires at three different time points (with 2-week intervals). After aggregating the data at the team level, we employed the PROCESS macro in SPSS to analyze data and test all the hypotheses through performing a sequential mediation analysis. We found that (a) team resilience would predict team creativity; and (b) team efficacy and team trust sequentially mediated the relation between team resilience and team creativity. The results in our study advance the emergent literature on linking resilience and creativity for the practical applications of resilience and creativity in education settings.
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Affiliation(s)
- Mudan Fan
- School of Education, Weinan Normal University, Weinan, China
| | - Wenjing Cai
- Intellectual Property Research Institute, University of Science and Technology of China, Hefei, China.,School of Public Affairs, University of Science and Technology of China, Hefei, China.,Department of Management and Organization, Vrije Universiteit Amsterdam, Amsterdam, Netherlands
| | - Lin Jiang
- School of Public Affairs, University of Science and Technology of China, Hefei, China
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Granow M, Asbrock F. A framework for culturally diverse teams and the importance of agility: findings from a qualitative study. INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION 2021. [DOI: 10.1080/00208825.2021.1898103] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Marleen Granow
- Department of Psychology, Chemnitz University of Technology, Chemnitz, Germany
| | - Frank Asbrock
- Department of Psychology, Chemnitz University of Technology, Chemnitz, Germany
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Influence of knowledge sharing, innovation passion and absorptive capacity on innovation behaviour in China. JOURNAL OF ORGANIZATIONAL CHANGE MANAGEMENT 2021. [DOI: 10.1108/jocm-08-2020-0237] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis paper aims to address the question of what can significantly impact employees' IB and how employees' IB may be effectively stimulated by investigating key factors such as employees' knowledge sharing, innovation passion, absorptive capacity and risk-taking behaviour on workplace innovation. The moderating role of risk-taking behaviour on the link between absorptive capacity and innovation behaviour is also investigated.Design/methodology/approachBased on the principles of social exchange theory, the study design explores the complex relationship among knowledge sharing, innovation passion, absorptive capacity and risk-taking vis-à-vis employees' innovation behaviour within a unified analysis framework. Methodologically, employees in the information technology industry in China were surveyed via a questionnaire instrument, with a total of 318 valid questionnaires being collected online. Following a reliability and validity test of the questionnaire, the Smart PLS was used to verify the research model.FindingsStatistically significant results reported were as follows: (1) employees' innovation behaviour is positively impacted by knowledge sharing, innovation passion and absorptive capacity; (2) employees' innovation behaviour is negatively impacted by risk-taking behaviour; (3) knowledge sharing is positively impacted by innovation passion; (4) absorptive capacity is positively impacted by innovation passion; and (5) risk-taking behaviour regulates the relationship between absorptive capacity and innovation behaviour.Research limitations/implicationsOwing to limited research resources, 318 front-line employees were surveyed via an online questionnaire vis-à-vis the sampling method only, specifically taking knowledge sharing, innovation passion, absorptive capacity and risk-taking behaviour as antecedent variables with implications on how employees' innovation behaviour may be stimulated.Originality/valueThe mechanism of augmenting employees' innovation behaviour is chiefly explained from the perspective of innovation passion and risk-taking behaviour, which are conducive towards promoting employees' willingness to improve knowledge sharing and innovation behaviour. The social exchange theory is used as a basis to form an integrated model for the research, contributing to a cumulative theoretical perspective for future work on the impact of innovation passion and risk-taking behaviour on innovation.
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Liu HY, Chen NH, Wang IT, Wu SM, Han CY, Hsu DY, Han HM, Huang DH. Predictors of individually perceived levels of team creativity for teams of nursing students in Taiwan: A cross-sectional study. J Prof Nurs 2021; 37:272-280. [DOI: 10.1016/j.profnurs.2021.01.010] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/25/2020] [Indexed: 11/29/2022]
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22
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Fan P, Song Y, Nepal S, Lee H. Can Cultural Intelligence Affect Employee's Innovative Behavior? Evidence From Chinese Migrant Workers in South Korea. Front Psychol 2020; 11:559246. [PMID: 33071883 PMCID: PMC7536403 DOI: 10.3389/fpsyg.2020.559246] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/05/2020] [Accepted: 08/17/2020] [Indexed: 11/23/2022] Open
Abstract
This empirical study explores the effect of cultural intelligence (CQ) on migrant workers’ innovative behavior, as well as the mediating role of knowledge sharing on the CQ-innovative behavior relationship. Besides, it also examines the extent to which the mediating process is moderated by climate for inclusion. Using survey data collected from Chinese migrant workers and their supervisors working in South Korea (n = 386), migrant workers’ CQ is found to positively impact their innovative behavior through enhanced knowledge sharing. However, it is observed that this indirect relationship is significant, only for migrant workers in a strong climate for inclusion. Thus, these findings reveal the underlying mediation and moderation mechanism and consequently unveil the important role of migrant workers’ CQ in shaping their behavior. This study provides insightful and practical implications to a multicultural organization, where culturally diverse migrant workers work together.
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Affiliation(s)
- Peng Fan
- Department of International Business and Management, School of Economics and Management, Dongguan University of Technology, Dongguan, China
| | - Yixiao Song
- Department of Human Resource Management, School of Business Administration, Guangdong University of Finance and Economics, Guangdong, China
| | - Surya Nepal
- Department of Business Administration, Changwon National University, Changwon, South Korea
| | - HyoungTaek Lee
- Department of International Business, Chungbuk National University, Cheongju, South Korea
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23
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Teamwork, Leadership and Gender in Organizations. JOURNAL OF MANAGEMENT & ORGANIZATION 2020. [DOI: 10.1017/jmo.2020.25] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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Şahin O, van der Toorn J, Jansen WS, Boezeman EJ, Ellemers N. Looking Beyond Our Similarities: How Perceived (In)Visible Dissimilarity Relates to Feelings of Inclusion at Work. Front Psychol 2019; 10:575. [PMID: 30971969 PMCID: PMC6445863 DOI: 10.3389/fpsyg.2019.00575] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/14/2018] [Accepted: 03/01/2019] [Indexed: 11/13/2022] Open
Abstract
We investigated how the perception of being dissimilar to others at work relates to employees' felt inclusion, distinguishing between surface-level and deep-level dissimilarity. In addition, we tested the indirect relationships between surface-level and deep-level dissimilarity and work-related outcomes, through social inclusion. Furthermore, we tested the moderating role of a climate for inclusion in the relationship between perceived dissimilarity and felt inclusion. We analyzed survey data from 887 employees of a public service organization. An ANOVA showed that felt inclusion was lower for individuals who perceived themselves as deep-level dissimilar compared to individuals who perceived themselves as similar, while felt inclusion did not differ among individuals who perceived themselves as surface-level similar or dissimilar. Furthermore, a moderated mediation analysis showed a negative conditional indirect relationship between deep-level dissimilarity and work-related outcomes through felt inclusion. Interestingly, while the moderation showed that a positive climate for inclusion buffered the negative relationship between deep-level dissimilarity and felt inclusion, it also positively related to feelings of inclusion among all employees, regardless of their perceived (dis)similarity. This research significantly improves our understanding of how perceived dissimilarity affects employees by distinguishing between surface-level and deep-level dissimilarity and by demonstrating the importance of a climate for inclusion.
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Affiliation(s)
- Onur Şahin
- Department of Social, Health and Organizational Psychology, Utrecht University, Utrecht, Netherlands
| | - Jojanneke van der Toorn
- Department of Social, Health and Organizational Psychology, Utrecht University, Utrecht, Netherlands.,Department of Social and Organizational Psychology, Institute of Psychology, Leiden University, Leiden, Netherlands
| | - Wiebren S Jansen
- Department of Social, Health and Organizational Psychology, Utrecht University, Utrecht, Netherlands
| | - Edwin J Boezeman
- Department of Social and Organizational Psychology, Institute of Psychology, Leiden University, Leiden, Netherlands
| | - Naomi Ellemers
- Department of Social, Health and Organizational Psychology, Utrecht University, Utrecht, Netherlands
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