Climate uniformity: Its influence on team communication quality, task conflict, and team performance.

González-Romá, Vicente; Hernández, Ana

doi:10.1037/a0037868

Cited by 93 publications

(99 citation statements)

References 83 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Based on them, the author explains the theoretical nature of those events and describes the transformations underlying the dynamic processes of combining individual attributes that give rise to collective properties. The relevance of this proposition has been demonstrated in research with a focus on work teams, conducted inside and outside Brazil, that applies the emergence models proposed by the author (Deshon, Kozlowski, Schmidt, Milner, & Wiechmann, 2004;González-Romá & Hernández, 2014;Puente-Palacios & Borba, 2009;Puente-Palacios, Silva, & Borba, 2015;Priesemuth, Schmienke, Ambrose, & Folger, 2014), which reinforces the decision to adopt it in the research objective of this report.…”

supporting

confidence: 66%

“…Studies from the organizational psychology field conducted with work teams discuss the relevance of collecting information from the members, but highlight the need for them to be combined to provide a source for the variables related to the teams (González-Romá & Hernández, 2014;Puente-Palacios et al, 2015;Mathieu et al, 2008;Mohammed, Ferzandi, & Hamilton, 2010). The postulated scale strove to meet this demand, such that the statements of the constituent items focused on the collective, as they inquired about the results achieved by the team.…”

Section: Discussionmentioning

confidence: 99%

“…In this sense, the decisions on which this study was guided prove appropriate both by the percentage of variance captured and by the content of the items that show adherence to the theoretical bases of the construct (Mathieu et al, 2008;González-Romá & Hernández, 2014 ).…”

Section: Discussionmentioning

confidence: 99%

See 2 more Smart Citations

Team Performance: Evidence for Validity of a Measure

2016

View full text Add to dashboard Cite

This study aimed to obtain validity evidences of a teamwork performance scale. Team performance was understood as a mesolevel characteristic, resulting of an emerging process. Due to that understanding the proposed instrument should take that aspect into consideration. The empirical data were collected from 276 Ecuadorian teachers organized in 70 educational teams. They answered nine sentences of the scale. Results of exploratory factor analysis showed a unifactorial solution explaining 65.84% of the variance. The measure also has adequate values of reliability (Cronbach Alpha = .93). In addition to these analyses, patterns of variance within and between the groups were verified. The results showed that the variance at the individual level was small when answers of team members were analyzed and was significant when teams were compared. We consider it is important that additional studies be performed in order to identify stability of the factor solution. Key words: job performance; assessment scale; teamwork Desempenho de equipes: evidências de validade de uma medidaResumo O objetivo deste estudo foi desenvolver e verificar evidências de validade de uma medida que permita aferir o desempenho de equipes de trabalho. O desempenho foi entendido como atributo do nível meso, portanto, relativo às equipes, que surge mediante um processo de emersão e, desse modo, a medida deve considerar essa especificidade. Para a realização empírica da pesquisa contou-se com respostas de 276 professores equatorianos organizados em 70 equipes pedagógicas, que responderam a nove afirmativas presentes no instrumento. Os resultados de análise fatorial exploratória mostraram a solução unifatorial como a mais satisfatória, a qual captura 65,84% da variância do fenômeno e possui valores adequados de confiabilidade (alpha de Cronbach de 0,93). Análises de padrões de variância dentro e entre grupos revelaram que a medida permite capturar um fenômeno do nível meso. Recomenda-se a realização de outras pesquisas que verifiquem a estabilidade desta solução. Palavras-chave: desempenho no trabalho; escala de avaliação; equipes de trabalho. Rendimiento de equipos: evidencias de validez de una medida ResumenEl objetivo de este estudio fue desarrollar y verificar evidencias de validez de una medida que permita la medición del rendimiento de equipos de trabajo. El rendimiento fue entendido como un atributo del nivel meso, o sea, relativo a los equipos, que surge mediante un proceso de emersión, y de ese modo la medida propuesta debería llevar en consideración ese aspecto. Para la realización empírica de la investigación se contó con las respuestas dadas por 276 profesores ecuatorianos organizados en 70 equipos pedagógicos, que respondieron a nueve afirmativas contenidas en el instrumento. Los resultados del análisis factorial exploratorio mostraron la solución unifactorial como la más satisfactoria que capturó 65,84% de la varianza del fenómeno y posee valores adecuados de confiabilidad (alpha de Cronbach de 0,93). Análisis de patrones de varia...

show abstract

supporting

confidence: 66%

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Team Performance: Evidence for Validity of a Measure

2016

View full text Add to dashboard Cite

show abstract

“…Second, we controlled for team mean tenure (in years) because greater tenure facilitates learning, coordination, and control, and these skills may in turn affect team processes and outcomes (e.g., de Jong, Curşeu, & Leenders, ). Third, we controlled for team size because prior research suggests that team size determines the availability of human resources and the number of workload requirements within the team that may influence team performance and team OCB (e.g., González‐Romá & Hernández, ; Haleblian & Finkelstein, ; Hu & Liden, ). Finally, we controlled for leader gender and age as they have been found to impact team members’ performance in previous studies (e.g., Kearney, ; Wang, Chiang, Tsai, Lin, & Cheng, ; Zacher, Rosing, Henning, & Frese, ).…”

Section: Methodsmentioning

confidence: 99%

Experiencing meaningfulness climate in teams: How spiritual leadership enhances team effectiveness when facing uncertain tasks

Yang

Huang

2018

Human Resource Management

View full text Add to dashboard Cite

This study integrates social information processing theory with leadership and climate literature, and aims to produce novel theoretical insights into whether and how spiritual leadership and task uncertainty foster conditions to enhance meaningfulness climate and subsequent team effectiveness in China. Team effectiveness was operationalized as team performance and team organizational citizenship behavior (OCB). Based on data collected at three time points over 12 months from multiple sources of 123 teams in China, we found that spiritual leadership was positively related to team performance and team OCB through meaningfulness climate. Further, the relationship between spiritual leadership and meaningfulness climate was stronger for teams with high task uncertainty than teams with low task uncertainty.

show abstract

“…As mentioned earlier, while we identify three main properties of the LMX differentiation process, we noted that there has been virtually no research on LMX variation in relation to LMX shape (for an exception, see Li & Liao, ). While examining, the shape of team distributions has been shown to have importance in relation to other areas in organizational behavior research, such as climate perceptions (e.g., González‐Romá & Hernández, ), work group diversity (e.g., Van Knippenberg & Schippers, ) and for judgments of trust (e.g., De Jong & Dirks, ), such an omission in LMX differentiation research is surprising.…”

Section: Future Research Developmentsmentioning

confidence: 99%

Leader–member exchange (LMX) differentiation and work outcomes: Conceptual clarification and critical review

et al. 2017

View full text Add to dashboard Cite

Summary According to leader–member exchange (LMX) theory, leaders develop different quality relationships with followers in their team (termed LMX differentiation). An important theoretical question concerns how different LMX relationships within a team affect followers' work outcomes. This paper provides a critical review of the concept of LMX differentiation. We propose that the LMX differentiation process leads to patterns of LMX relationships that can be captured by 3 properties (central tendency, variation, and relative position). We describe a taxonomy illustrating the different ways these properties have been conceptualized and measured. We identify 2 approaches to LMX differentiation as being a “perspective of the team” (that are shared perceptions amongst team members) or a “perspective of the follower” (subjective perceptions unique to each follower). These perspectives lead to different types of measures that predict different outcomes at the individual and team levels. We describe theoretical models employed to explain the effects of LMX differentiation (justice, social comparison, and social identity theories). Generally, the lower the within‐team variation in LMX or the more a team member's LMX is higher than the mean team LMX, the better are the work outcomes, but many moderators condition these effects. Finally, we identify some key areas for future research.

show abstract

Climate uniformity: Its influence on team communication quality, task conflict, and team performance.

Cited by 93 publications

References 83 publications

Team Performance: Evidence for Validity of a Measure

Team Performance: Evidence for Validity of a Measure

Experiencing meaningfulness climate in teams: How spiritual leadership enhances team effectiveness when facing uncertain tasks

Leader–member exchange (LMX) differentiation and work outcomes: Conceptual clarification and critical review

Contact Info

Product

Resources

About