Initiative in work teams: adaptation and validation of the Personal Initiative at Group Level Scale / Iniciativa en los equipos de trabajo: adaptación y validación de la Escala de Iniciativa Personal a nivel Grupal

Las-Hayas, Abel; Lisbona, Ana; Palací, Francisco J.

doi:10.1080/02134748.2017.1385240

Cited by 3 publications

(11 citation statements)

References 36 publications

(112 reference statements)

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“…Despite the fact that research and practice have pointed to the key role played by teamwork in the achievement of organizational efficiency and competitiveness [19,20], to date proactive behavior scholarship has largely been focused on the individual level. Nevertheless, there are some exceptions-notably in work on team proactive performance [3], team initiative [21][22][23] and organizational climate for initiative [24].…”

Section: Team Initiative Team Work Engagement and Team Identificationmentioning

confidence: 99%

“…Team initiative is a collective construct that, like personal initiative [25], is defined as a behavioral syndrome that results in a workgroup taking an active and self-initiated approach to the pursuit of work goals and tasks and persisting in overcoming barriers and setbacks [23]. As a collective phenomenon, team initiative can be understood as a shared team attribute that originates in the experiences, attitudes, perceptions, values, cognitions and behaviors that team members have in common.…”

Section: Team Initiative Team Work Engagement and Team Identificationmentioning

confidence: 99%

“…According to the literature, individual and organizational performance are the principal outcomes of personal initiative [13]. More specifically, research has observed a positive relationship between (a) personal initiative and innovation [62][63][64][65] as well as between (b) team initiative and productivity and (c) climate for initiative and innovation [23].…”

Section: Team Initiative Outcomes: Innovation and Productivitymentioning

confidence: 99%

“…This accords with work by Fischer et al [64] which found that climate for initiative was related to radical innovation, but not to incremental innovation. Likewise, the definition of personal initiative leads us to expect that its proactive dimension will lead to radical rather than merely incremental innovation [23].…”

Section: Team Initiative Outcomes: Innovation and Productivitymentioning

confidence: 99%

“…Team Initiative was assessed by seven items [23], e.g., 'People in our team usually do more than they are asked to do'; α = 0.89. Respondents answered using a 6-point Likert scales ranging from 1 (completely disagree) to 5 (completely agree).…”

Section: Measures From Team Membersmentioning

confidence: 99%

See 4 more Smart Citations

Team Efficiency in Organizations: A Group Perspective on Initiative

Lisbona

Las-Hayas

Palací

et al. 2020

IJERPH

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Organizational research has shown that personal initiative is related to both climate for initiative and work engagement. Yet little is known about what happens to this relationship once the focus shifts to the team level. When organizational and team goals are involved this renders the relationship more complex, and team identification and organizational identification are likely to be key to understanding it. In this paper we develop a model to deal with these complexities. This predicts (a) that team identification will impact on team initiative through team work engagement while (b) organizational identification will impact on team initiative through climate for initiative. It is also expected that team initiative will, in turn, impact on team productivity, and on radical innovation as evaluated by the team leader. This model was tested in a field study with 327 participants of 76 workteams belonging to 50 organizations. Results of SEM and regression analysis supported our main hypotheses. Findings showed that initiative is related to performance and also underline the importance of initiative at a team level. At the same time they suggest that to develop teams with high levels of initiative it is important to promote both organizational and team identification.

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Section: Team Initiative Team Work Engagement and Team Identificationmentioning

confidence: 99%

Section: Team Initiative Team Work Engagement and Team Identificationmentioning

confidence: 99%

Section: Team Initiative Outcomes: Innovation and Productivitymentioning

confidence: 99%

Section: Team Initiative Outcomes: Innovation and Productivitymentioning

confidence: 99%

Section: Measures From Team Membersmentioning

confidence: 99%

See 3 more Smart Citations

Team Efficiency in Organizations: A Group Perspective on Initiative

Lisbona

Las-Hayas

Palací

et al. 2020

IJERPH

Self Cite

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Initiative in Work Teams: Lever between Authentic Leadership and Results

Lisbona

Las-Hayas

Palací

2021

IJERPH

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Background: The central point of this study is team initiative, and we analyzed how the theoretical model of antecedents and consequents of personal initiative contribute to explaining the relationship between team initiative and its antecedents and consequents. Authentic leadership is proposed as the antecedent, and the consequent leads to two types of outcomes, one of which is related to employee well-being, and the other is related to performance. However, little is known about what occurs in this relationship once the focus shifts to the team level. From a team perspective, with the label team initiative, we propose a collective construct defined similarly to personal initiative. This study shows the relationship between team initiative and its two consequences, team work engagement and performance, which are measured in terms of team productivity by the leader. Methods: Our model was tested in a field study with 344 employees of 79 work teams belonging to 55 organizations. Results: The analysis of the results using SEM and a regression analysis supported our main hypotheses. Conclusions: The finding that initiative is related to performance establishes the importance of initiative at the team level. It also emphasizes its impact on employee well-being through team work engagement and suggests the importance of authentic leadership.

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The Role of Psychological Strengths, Coping Strategies and Well-Being in the Prediction of Academic Engagement and Burnout in First-Year University Students

Merhi

Paniagua

Descals³

2018

Accion psicol.

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Two of the most significant challenges that higher education institutions are currently addressing are students' failure and drop-out prevention, as well as the promotion of students’ retention and success. The present study aimed at analysing the role that different variables play in the prediction of Academic Engagement and Burnout in first-year university students, under a multivariate perspective. The contribution of relevant psychological strengths in academic environments (Resilience, Personal initiative, and Academic Motivation), Procrastination and different coping strategies facing studies (Persistence, Avoidance and Anxiety) was explored. Also, the perception of academic demands and stress, students' affect (positive and negative) and the academic satisfaction was considered. Finally, an analysis of different engaged and burnt-out profiles of students was carried out. The contribution of the Efficacy subscale of Academic Burnout as an independent personal resource, and the consideration of the so-called Core Burnout, were subject of analysis. A sample of 172 first-year students of face-to-face universities, 68.8% women with a mean age of 22.99 years (SD = 7.62) volunteered to participate online in this study. The results showed, on the one hand, that Academic Engagement consisted mainly on a positive and intrinsic motivational construct, also characterised by academic efficacy, persistence as an active coping strategy, positive affect and satisfaction. On the other hand Core Burnout was mainly characterised by the perception of higher demands (e.g. academic overload), maladaptive learning behaviours and coping strategies such as procrastination and avoidance of difficulties, negative affect and dissatisfaction. Different profiles of engaged and burnt-out students were also analysed showing strong differences regarding personal strengths, coping with learning strategies, well-being and satisfaction with studies.These results could help us to set bases for the development of early support and prevention programs for students’ Burnout, as well as actions aiming at promoting students’ Engagement and well-being during their first academic year.

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Initiative in work teams: adaptation and validation of the Personal Initiative at Group Level Scale / Iniciativa en los equipos de trabajo: adaptación y validación de la Escala de Iniciativa Personal a nivel Grupal

Cited by 3 publications

References 36 publications

Team Efficiency in Organizations: A Group Perspective on Initiative

Team Efficiency in Organizations: A Group Perspective on Initiative

Initiative in Work Teams: Lever between Authentic Leadership and Results

The Role of Psychological Strengths, Coping Strategies and Well-Being in the Prediction of Academic Engagement and Burnout in First-Year University Students

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