Although it is clear that group members' attitudes, beliefs, and abilities are factors that contribute to group success, the interplay among these factors has received little attention. This study examined the impact of group potency, group goal commitment, and group ability on group performance. One hundred forty-three Officer Cadets, working in 51 groups, participated in this study. Consistent with our hypothesis, group potency contributed to the prediction of group performance over and above group ability. In contrast, group goal commitment did not have a strong relation with group performance. On the basis of these results, it seems that "thinking we can" is an important factor in its own right, regardless of the group's ability.
The data of a specified path model using the variables of voice, perceived organizational support, being heard, and procedural justice were subjected to the two separate structural equation modeling analytic techniques--that of ordinary least squares regression and LISREL. A comparison of the results and differences between the analyses is discussed, with the LISREL approach being stronger from both theoretical and statistical perspectives.
Civic virtue refers to the willingness of an employee to speak up and make constructive suggestions, which is often critical for effective organizational change. Despite their best efforts, however, organizations are not always successful in generating their members' civic virtue. Our results showed that participants (n -262) engage in civic virtue depending on whether procedures were available for them to provide voice, and whether they perceived that they were being heard by a superior officer. We found, however, that being heard was more critical in predicting civic virtue for baby boomers than for the younger generation.
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