CEOs, Leadership styles, Values, Organizational diversity practices,

SummaryThis research examines whether the relationship between an individual's personality and their behavior within a team is contingent on the team's overall perception of its capability. Individuals were peer-rated on the extent to which they displayed interpersonal and performance management teamwork behaviors over the course of an 8 week business simulation. The personality trait of agreeableness predicted interpersonal teamwork behavior, while the personality traits of conscientiousness and core self-evaluation (CSE) predicted performance management behavior. Multilevel analysis showed that collective efficacy influenced the extent to which an individual engaged in both types of behavior, and was also a cross-level moderator of the relationship between agreeableness and interpersonal behavior and the relationship between CSE and performance management behavior. This study takes a multilevel approach to examine the possibility that the relationship between an individual's personality and their behavior within a team is contingent on the team's perception of its capability. This shared perception of team capability, known as collective efficacy, has been defined as ''a group's belief in their conjoint capabilities to organize and execute the courses of action required to produce given levels of attainments'' (Bandura, 1997, p. 477 A substantial volume of research has also emerged on the role of personality in teams, and much of this research has centered on the relationships between personality traits, under different forms of compilation, and team performance (e.g., Barrick et al., 1998). Thus, we know a great deal about how personality composition, such as the average of, or variance between, team members' scores on a trait relates to team outcomes (Bell, 2007). What we know less about, however, is how individual personality and team-level characteristics (such as collective efficacy) interact to influence how individuals behave in teams. This study focuses on linkages between personality traits and individual behavior, rather than team-level composition effects because although research on team composition has demonstrated that team member personality is associated with team performance, it has provided less insight into the mediating processes through which personality is linked to performance (a noteworthy exception is a study by Stewart, Fulmer, & Barrick, 2005).One of the primary ideas we advance is that collective efficacy, which is a team-level emergent state, influences the relationship between individual traits and individual behavior. As we discuss below, collective efficacy exerts cross-level effects on the relationship between personality and behavior by encouraging (or discouraging) the display of trait-relevant behaviors. Treating collective efficacy as a variable that contextualizes individual personality to behavior relationships is consistent with the definition of context put forth by Johns (2006); specifically, that context refers to ''situational opportunities and constraints that affect...

This study examines macro‐level organisational determinants of women in management. Specifically, we examined organisational characteristics and strategies, including firm levels of internationalisation, firm foreign ownership, chief executive officer gender and the active recruitment of women, as predictors of an organisation's level of representation of women in management. Results from a survey of 278 firms indicated that the presence of a female chief executive officer and an organisation's active recruitment of women are positively associated with a firm's percentage of women in management while firm internationalisation and firm foreign ownership are negatively associated with the representation of women in management. Overall, these findings suggest that although firms exercise discretion with respect to hiring and promoting women, they are also constrained by the external environment and organisational characteristics. For example, firms with higher levels of firm internationalisation and that are foreign‐owned may limit their efforts and investment in the advancement of women into management.

Purpose – Based on theories of media richness and procedural justice, the authors aim to examine the influence of videoconferencing (VC) technology on applicant reactions and interviewer judgments in the employment interview, the most commonly used employee selection device. Design/methodology/approach – MBA students participated in simulated VC and face-to-face (FTF) interviews. Applicant perceptions of procedural justice and interviewer characteristics were collected. Interviewers provided ratings of affect toward the applicant, perceived applicant competence, overall interview performance, as well as an overall hiring recommendation. Findings – Applicants perceived VC interviews as offering less of a chance to perform and as yielding less selection information. They also viewed VC interviews as less job-related than FTF interviews and had significantly less favorable evaluations of their interviewer (on personableness, trustworthiness, competence, and physical appearance) in VC interviews. Finally, applicants in VC interviews received lower ratings of affect (likeability) and lower interview scores, and were less likely to be recommended for the position. Research limitations/implications – The authors' findings suggest that VC technology can adversely affect both applicant reactions and interviewer judgments. They propose several precautionary steps to help minimize the risks associated with conducting VC interviews. Originality/value – The authors extend prior research concerning the use of VC interviews by directly assessing applicant perceptions of both procedural justice and of interviewer characteristics associated with the probability that job offers will be accepted. They also add to the literature in showing that VC interviews tend to result in less favorable evaluations of applicants than FTF interviews.

Despite an impressive amount of research, the innovation literature may be characterized as fragmented with little cross-fertilization and synthesis of findings across levels. Based on a review of conceptual and empirical work on innovation, we present a cross-level theory that aims to clarify terminology in the innovation process and highlight key concepts and themes that have emerged in innovation research across levels of analysis. We model innovation, offer specific research propositions derived from the model, and identify directions for future research both within and across levels of analysis. Overall, this research responds to the need for greater cross-level theory building on innovation and a more inclusive consideration of various social and contextual influences in the innovation process.

charisma, leadership, top management, value congruence, values,

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