The influence of team cultural value orientations on norms of conduct in hybrid teams: Implications for team cohesion and performance

Abstract

We advance team composition research by adopting a team-norms perspective to examine the effects of team members’ cultural value orientations—collectivism and uncertainty avoidance orientation—on team functioning and performance in hybrid teams (i.e., teams combining face-to-face and mediated communication). Using data collected at three points in time from a sample of self-managing project teams, results support our proposed theoretical model. Team members’ mean level of collectivism and uncertainty avoidance both positively relate to norms of conduct in a team. In addition, team norms indirectly influence team performance through cohesion when team virtuality and team task knowledge are both high, with team virtuality moderating the team norms–cohesion relationship, and team task knowledge moderating the team cohesion–performance relationship. Our findings suggest that characteristics of contemporary teams—team cultural value orientation and team virtuality—have important implications for how norms for acceptable conduct develop and their consequences for team performance.

Team Cohesion in Individual/Team Sports Athletes: Transformational Leadership and the Role of Social norms

“…Team social norms were found to have a significant positive effect on team cohesion (Hypothesis 3 was accepted). Hill et al [ 47 ] studied 209 students, reporting that the interaction between team virtuality and norms increases team cohesion, supporting the results of this study. As a result of a study of 118 soccer players, Høigaard et al [ 60 ] found a significant relationship between norms and cohesion.…”

“…Hill et al [ 47 ] argued that team members should play an important role in determining behavioral norms because they are influenced by cultural value orientations. This study emphasizes that an individual’s internalization of a team’s expectations and values can influence their behavior.…”

The Role of Cohesion and Productivity Norms in Performance and Social Effectiveness of Work Groups and Informal Subgroups

“…They provided a more differentiated picture of the cohesiveness-efficiency relationship as a number of specific variables were taken into account, namely type of groups, type of tasks, level of analysis of cohesion, criteria and methods for assessing group effectiveness, etc. In addition to cohesion, researchers paid attention (although much less frequently) to group norms, such as performance norms [12]; norms of conduct [13]; cooperative norms [14]; sociability norms [15]; collectivistic norms [16]; and risk-taking norms [17], all as predictors of performance of work groups. Among them, productivity norms (also known as performance or task norms) should be especially highlighted.…”