The authors examined the degree to which meta-analyses in the organizational sciences transparently report procedures, decisions, and judgment calls by systematically reviewing all (198) meta-analyses published between 1995 and 2008 in 11 top journals that publish meta-analyses in industrial and organizational psychology and organizational behavior. The authors extracted information on 54 features of each meta-analysis. On average, the meta-analyses in the sample provided 52.8% of the information needed to replicate the meta-analysis or to assess its validity and 67.6% of the information considered to be most important according to expert meta-analysts. More recently published meta-analyses exhibited somewhat more transparent reporting practices than older ones did. Overall transparency of reporting (but not reporting of the most important items) was associated with higher ranked journals; transparency was not significantly related to number of citations. The authors discuss the implications of inadequate reporting of meta-analyses for development of cumulative knowledge and effective practice and make suggestions for improving the current state of affairs.Keywords meta-analysis, quantitative research, missing dataAs the amount of research in a field increases, the need to integrate the findings increases in tandem. Over the past 30 years, systematic review and meta-analysis have moved from being somewhat controversial to generally being a preferred way of integrating research findings in many scientific disciplines (Cooper, 2009;Hunt, 1997;Wanous, Sullivan, & Malinak, 1989). Evidence of the growing dependence on meta-analysis to summarize research literatures comes in at least two forms: the increase in the number of meta-analyses published and the increase in the number of citations of meta-analyses over time. Guzzo, Jackson, and Katzell (1987) charted journal articles and dissertations appearing in Psychological Abstracts between 1977 and 1985 that used or commented on,
A research need exists to systematically evaluate the status quo of research on the link between entrepreneurial team diversity and performance, identify challenges, and advance the entrepreneurial team research. By analyzing 31 empirical studies on entrepreneurial teams, the current study fulfilled three main purposes. First, we conduct a comprehensive, systematic review of the possible association between entrepreneurial team diversity and performance by summarizing, quantitatively synthesizing, and analyzing the quantitative studies in this area. Second, we further examine these theoretical accounts by evaluating whether diversity impact varies with situational factors. Third, we identify research gaps and propose an integrated model that directs future research.
This study systematically analyzed the literature using the theory of planned behavior (TPB) as a theoretical framework to examine the influence of its constructs on vaccination intention against COVID-19. Quantitative studies were searched in PubMed, CINAHL, Web of Science, and Google Scholar following the PRISMA guidelines. The average rate of COVID-19 vaccination intention was 73.19%, ranging from 31% to 88.86%. Attitude had the strongest association with vaccination intention (r+ = 0.487, 95% CI: 0.368–0.590), followed by subjective norms (r+ = 0.409, 95% CI: 0.300–0.507), and perceived behavioral control (r+ = 0.286, 95% CI: 0.198–0.369). Subgroup analyses showed that the pooled effect sizes of TPB constructs on vaccination intention varied across geographic regions and study populations. Attitude had large effect sizes in Asia, Europe, and Oceania, especially among the adult general population, parents, and patients. Subjective norms had large effect sizes in Asia and Oceania, especially among parents and patients. Perceived behavioral control was the most dominant predictor of vaccination acceptance in Africa among patients. These findings suggest that TPB provides a useful framework for predicting intention to receive a COVID-19 vaccine. Hence, public awareness and educational programs aimed at promoting COVID-19 vaccination intention should consider using TPB as a framework to achieve the goal.
Purpose – First, using the task-relationship dichotomy as a framework, the purpose of this paper is to examine the direct effects of team personality level and team personality diversity on new venture growth. Second, the study examines the interaction effects of team personality level and diversity on venture growth. Design/methodology/approach – The sample consisted of 154 teams in a technology incubator in China. Data were collected through an online survey. Findings – Results indicate that high level but low diversity of team task-oriented personality was beneficial for new venture founding teams. Diversity of team task-oriented personality would hurt the new venture growth more when the level of task-oriented personality was low. Relationship-oriented personality diversity, but not the level of relationship-oriented personality, influenced new venture growth. Research limitations/implications – These findings advance research in entrepreneurship, groups, and teams, and provide practical policy implications as well. Practical implications – This study provides practical implications for policy makers regarding what supports should be provided in incubators and for entrepreneurs regarding team member selection. Originality/value – This is one of the first papers to study the personality composition of new venture founding teams.
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