The Impact of Group Cognitive Complexity on Group Satisfaction: A Person-Environment Fit Perspective

Mayer, Bradley W.; Dale, Kathleen

doi:10.21818/001c.17582

Cited by 11 publications

(6 citation statements)

References 77 publications

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“…Regarding the impact of task complexity and group structure on the relationship between GCC and group satisfaction, contrary to expectations, the findings reported by Mayer and Dale (2010) showed that groups with a lower level of GCC reported higher satisfaction when the task was complex and when the group structure was decentralized (i.e. all group members hold the decision-making authority and the communication flow is spread among all members), as compared to low GCC groups engaged in a less complex task and a decentralized structure.…”

Section: Composition Perspective On Group Cognitive Complexitycontrasting

confidence: 76%

Antecedents and consequences of group cognitive complexity: a conceptual review

Coman

Fodor

2022

TPM

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Purpose The purpose of this paper is to examine the literature on the antecedents and consequences of group cognitive complexity (GCC) and integrate the empirical work by using the composition/compilation framework of emergence and the input-mediator-output-input (I-M-O-I) model of team effectiveness. Design/methodology/approach Through a systematic search in extant databases, the authors found 27 empirical studies exploring the antecedents and consequences of GCC. Findings The extant literature is dominated by a compilational approach on GCC, experimental designs and a focus on exploring the antecedents of GCC (group composition and processes mostly), thus providing useful insights for organizational interventions. The work on the implications of GCC for individual or organizational level outcomes is however scant. Future endeavors could rely more on a multilevel exploration of GCC, take a developmental rather than a one-shot approach and explore the impact of new ways of working on the emergence of GCC. Originality/value The authors propose an integration of extant empirical work on GCC by using two complementary frameworks: the I-M-O-I model and the composition/compilation framework. The authors highlight the implications for practice and draw future research directions.

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Section: Composition Perspective On Group Cognitive Complexitycontrasting

confidence: 76%

Antecedents and consequences of group cognitive complexity: a conceptual review

Coman

Fodor

2022

TPM

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“…To the best of our knowledge, only a few empirical studies have been conducted on the link between group job satisfaction and other constructs. Among these few studies, group job satisfaction is usually considered an antecedent (Fauth et al, 2013;Mason and Griffin, 2005) or consequence (Lester et al, 2002;Mayer and Dale, 2010;Zampetakis and Moustakis, 2011) rather than a moderator. These studies focused on the relationships between employee group-level variables (Fauth et al, 2013;Lester et al, 2002;Mayer and Dale, 2010;Mason and Griffin, 2005;Zampetakis and Moustakis, 2011).…”

Section: Job Satisfaction 221 Individual Job Satisfactionmentioning

confidence: 99%

“…Among these few studies, group job satisfaction is usually considered an antecedent (Fauth et al, 2013;Mason and Griffin, 2005) or consequence (Lester et al, 2002;Mayer and Dale, 2010;Zampetakis and Moustakis, 2011) rather than a moderator. These studies focused on the relationships between employee group-level variables (Fauth et al, 2013;Lester et al, 2002;Mayer and Dale, 2010;Mason and Griffin, 2005;Zampetakis and Moustakis, 2011). No research has been conducted on the relationships across group and individual levels.…”

Section: Job Satisfaction 221 Individual Job Satisfactionmentioning

confidence: 99%

“…Job satisfaction is generally aggregated to the group level in empirical studies using a direct consensus model (Fauth et al, 2013;Lester et al, 2002;Mayer and Dale, 2010). Nevertheless, according to Mason and Griffin (2005), a more direct measure of group task satisfaction (GTS) can explain additional variances in outcomes beyond the typical aggregated measure of job satisfaction.…”

Section: Job Satisfaction 221 Individual Job Satisfactionmentioning

confidence: 99%

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How and when the effect of ethical leadership occurs? A multilevel analysis in the Chinese hospitality industry

Qin

Wen

Qian

et al. 2014

International Journal of Contemporary Hospitality Management

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Purpose – This study aims to examine the mechanism of action of ethical leadership by testing the direct and indirect effects of ethical leadership on employee work outcomes (i.e. individual job satisfaction, work engagement and customer-oriented behavior) and the moderating effects of group job satisfaction on the relationship between ethical leadership and its consequences. Design/methodology/approach – A hierarchical linear model is used. The valid sample is composed of 285 front-line service personnel in 56 work groups from five hotels and five golf clubs in South China. Findings – Results indicate that group job satisfaction has a significant moderating effect on the relationship between ethical leadership and employee work engagement. That is, compared with that in groups with high job satisfaction, the relationship between ethical leadership and employee work engagement is significantly more positive in groups with low job satisfaction. Employee work attitudes (including individual job satisfaction and work engagement) mediate the effect of ethical leadership on employee customer-oriented behavior. Research limitations/implications – The main limitations are as follows. First, some of the reported relationships may be affected by common method bias, as our study collected data from a single source. Second, whether the findings can be generalized to other industries in other countries remains unknown. Third, as the current study is based on a cross-sectional design, establishing causality is difficult among the study variables. Practical implications – The findings show that the managers in hospitality and tourism companies should adopt ethical leadership to enhance employee customer-oriented behavior by improving positive work attitudes. At the same time, hospitality and tourism companies should improve group job satisfaction as a substitute for ethical leadership in the absence of ethical leadership. Originality/value – A key contribution of this research is demonstrating how and when the effects of ethical leadership occur by analyzing the mediating and moderating effects in the same study. This study systematically examines the mediating effect of employee work attitudes on the influence of ethical leadership on employee work behavior and discusses the moderating effect of the group-level variable. The findings extend ethical leadership theory and make a contribution to the existing research on discussing the substitutes for the leadership model.

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“…This study is based on person-environment (PE) fit theory and the transactional model of stress. Person-environment fit is the degree to which individual characteristics harmonise with those of his or her environment (Meyer & Dale, 2010). Person-environment fit theory and transactional model of stress assert that the interaction between an individual and his or her environment determines whether or not the situation is stressful for that person.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Causes and Management Of Stress Among Student Teachers: A Case Of University Of Cape Coast, Distance Education Centres In The Central Region Of Ghana

Dankyi

Minadzi

Dankyi

et al. 2019

WEJSS

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The Researchers investigated into the causes, effects and management strategies of stress among University of Cape Coast Distance Education student teachers in the Central of Ghana. The study employed the Phenomenology approach to provide insights into the sources of stress and how it can be managed to reduce its negative effects on student teachers and their performance in the classroom. Purposive sampling technique was used to select Twenty- eight (28) participants for the study. It emerged from the study that stress is caused by personal/individual factors, interpersonal factors, leadership/management factors as well as professional factors. It was, also, found out that individuals adopt various ways and means such as seeking counselling services, involving in political arguments to while away time to reduce tension and talking to friends. The study recommends that the management of CoDE organize regular orientation programme for teachers on how to deal with stress professionally. It is also recommended that the government through the Ministry of Education trains more teachers to reduce workload on teachers. Lastly, GES should encourage teachers to engage in extra-curricular activities to reduce stress.

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The Impact of Group Cognitive Complexity on Group Satisfaction: A Person-Environment Fit Perspective

Cited by 11 publications

References 77 publications

Antecedents and consequences of group cognitive complexity: a conceptual review

Antecedents and consequences of group cognitive complexity: a conceptual review

How and when the effect of ethical leadership occurs? A multilevel analysis in the Chinese hospitality industry

Causes and Management Of Stress Among Student Teachers: A Case Of University Of Cape Coast, Distance Education Centres In The Central Region Of Ghana

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