scholarly journals Ethnic Differences in Context: Does Emotional Conflict Mediate the Effects of Both Team- and Individual-Level Ethnic Diversity on Emotional Strain?

2021 ◽  
Author(s):  
Franziska J. Kößler ◽  
Kaori Fujishiro ◽  
Susanne Veit ◽  
Annekatrin Hoppe
Keyword(s):  
Social Status ◽  
Ethnic Diversity ◽  
Work Teams ◽  
Well Being ◽  
Ethnic Background ◽  
Ethnic Heterogeneity ◽  
Team Members ◽  
Emotional Conflict ◽  
Individual Level ◽  
Emotional Strain

AbstractWork teams are becoming increasingly heterogeneous with respect to their team members’ ethnic backgrounds. Two lines of research examine ethnic diversity in work teams: The compositional approach views team-level ethnic heterogeneity as a team characteristic, and relational demography views individual-level ethnic dissimilarity as an individual member’s relation to their team. This study compares and contrasts team-level ethnic heterogeneity and individual-level ethnic dissimilarity regarding their effects on impaired well-being (i.e., emotional strain) via team- and individual-level emotional conflict. Fifty teams of retail chain salespeople (n = 602) participated in our survey at two points of measurement. Based on the ethnic background of team members, we calculated team-level ethnic heterogeneity that applied to all members, and individual-level ethnic dissimilarity within the team that varied according to each member’s ethnic background. Multilevel path modeling showed that high levels of team-level ethnic heterogeneity were related to high levels of emotional strain via team-level emotional conflict. However, the opposite was found for individual-level ethnic dissimilarity. We discussed this difference by contextualizing individual-level ethnic dissimilarity in the team-level heterogeneity and social status of ethnic groups in society at large. Our findings suggest that the social status of the ethnic group to which team members belong may impact how ethnic diversity relates to team processes and well-being.

Collective personality fit and diversity – how effective are they in predicting relationship conflict?

2019 ◽  
Vol 31 (2) ◽  
pp. 201-219
Author(s):  
Jee Young Seong ◽  
Doo-Seung Hong
Keyword(s):  
Work Teams ◽  
Interactive Effect ◽  
Relationship Conflict ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
The Individual ◽  
High Level ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the interactive effect of collective personality fit and its diversity on relationship conflict in a team context. Design/methodology/approach Data were collected from 1,265 employees and their leaders in 110 work teams in a Korean manufacturing company. Findings The results show that the two-way interaction between collective personality fit and its dispersion affects relationship conflict in teams. The effect of collective fit on relationship conflict was found to be weaker when the dispersion of collective fit is low than when it is high. This study reports that a high level of collective fit dispersion may help resolve relationship conflict in certain conditions, such as when the level of collective fit is high. Practical implications This paper implies that the diverse perception of fit does not always hamper intragroup consonance, and relationship conflict can be reduced as long as the overall level of collective fit is high. The diverse or heterogeneous personalities of team members contribute unique attributes of each member to the success of the team because some members of a heterogeneous team may play the role of filling the gap left by others. Originality/value This study argues that collective fit is a new construct, not a simple aggregation of individual fit traits, and the pattern of relationships at the individual level is not replicated at the group level, either conceptually or empirically.

scholarly journals How asymmetrical task dependence and task interdependence interact

2014 ◽  
Vol 29 (8) ◽  
pp. 1115-1132 ◽  
Author(s):  
Simon B. de Jong ◽  
P. Matthijs Bal
Keyword(s):  
Affective Commitment ◽  
Work Teams ◽  
Practical Implication ◽  
Task Interdependence ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
Task Dependence ◽  
The Individual ◽  
And Task

Purpose – The purpose of this paper is to investigate whether research and practice on task design and work teams could benefit from a more nuanced perspective on task (inter)dependencies among team members. Prior research often overlooked that task interdependence captures the average exchange of resources, while asymmetrical task dependence captures the inequalities within an individual's work relationships. To date, no study on work teams has combined the two aspects. Design/methodology/approach – Data were obtained from 262 individuals working in 67 work teams. Multilevel and bootstrapping analyses were used. Findings – Drawing from interdependence theory and power-dependence theory it was argued, and subsequently found, that asymmetrical task dependence interacts with task interdependence, and affects the job satisfaction of individuals and their affective commitment to their team. Practical implications – A key practical implication is that both asymmetrical task dependence and task interdependence should be taken into account when optimizing intra-team task dependencies, for instance when (re-)designing jobs or teams. Originality/value – This study contributes to research on asymmetrical task dependence within work teams, by investigating its interaction with task interdependence, its effects on the affective reactions of workers, and its effects on the individual level of analysis.

Reciprocity of trust between managers and team members

2019 ◽  
Vol 49 (2) ◽  
pp. 653-669
Author(s):  
Vicente Martínez-Tur ◽  
Agustín Molina ◽  
Carolina Moliner ◽  
Esther Gracia ◽  
Luisa Andreu ◽  
...  
Keyword(s):  
Service Quality ◽  
Critical Role ◽  
Well Being ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
The Individual ◽  
High Engagement

Purpose The purpose of this paper is to propose that the manager’s perception of the service quality delivered by his/her team acts as a precursor of his/her trust in team members. In turn, the manager’s trust in team members is related to team members’ trust in the manager. Furthermore, engagement and burnout at the individual level are considered outcomes of trust reciprocity. Design/methodology/approach The authors test this trust-mediated multilevel model with a sample of 95 managers and 754 team members working in services for people with intellectual disability. These services are delivered by team-based structures of workers who perform coordinated tasks. Findings The findings suggest that service quality delivered by team members is positively and significantly related to the manager’s trust in them. The results also suggest that the manager’s trust in team members leads to the trust that managers received by team members. Finally, team members who trust their managers show less burnout and high engagement. Research limitations/implications Previous literature has neglected the reciprocity of trust. In contrast, this research study considered the perspective of both managers and team members and how this reciprocity of trust is related to service quality and well-being at work. Practical implications The current study highlights the critical role of service quality and achieving high-quality relationships between managers and team members. Originality/value Performance and well-being are compatible because team members’ efforts are compensated by forming relationships with managers based on trust, and the quality of these relationships, in turn, prevents burnout and stimulates engagement among employees.

The dark side of teamwork–the relationship between social stressors, social resources and team member well-being in monocultural and multicultural work teams

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Katrin Leifels ◽  
Paul Bowen
Keyword(s):  
Cultural Diversity ◽  
Team Member ◽  
Work Teams ◽  
Well Being ◽  
Social Resources ◽  
Social Stressors ◽  
Psychological Well Being ◽  
Content Type ◽  
Team Members ◽  
The Relationship

PurposeThe purpose of this paper is to explore the relationship between cultural diversity in teams and team members' individual well-being. The paper further explores the relationship between social resources, social stressors, team member well-being and the influence of the type of team individuals are working in (mono- vs. multicultural), gender and individualism/collectivism (IC).Design/methodology/approachUsing data collected via an online survey, the authors analyzed 659 responses from individuals working in mono- and multicultural work teams. A theoretical model explaining the influence of social stressors, social resources, and social and demographic variables was proposed and tested using structural equation modeling.FindingsThe results indicate that members of multicultural work teams perceive significantly more social stressors and lower levels of social resources than do members of monocultural teams. Higher levels of social stressors suggest decreased psychological well-being, while social resources have an indirect positive effect on psychological well-being. Furthermore, personal characteristics, namely, individualism and gender, have direct effects on the perception of social stressors and indirect effects on team member well-being.Originality/valueThis paper demonstrates that cultural diversity in teams can influence the social stressors and resources that individual team members experience. Moreover, the pivotal role of social resources in the facilitation of team member well-being is highlighted primarily through its direct effect on social stressors and its concomitant indirect effect on well-being.

scholarly journals Financial Resources and Later-Year Relocation From the Annuitized Assessment of Income and Assets

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 50-50
Author(s):  
Jun-Hong Chen ◽  
Sojung Park
Keyword(s):  
Older Adults ◽  
Living Arrangement ◽  
Panel Study ◽  
Behavioral Model ◽  
Well Being ◽  
Economic Factor ◽  
Health Condition ◽  
Financial Resources ◽  
Individual Level ◽  
Mortality Table

Abstract Solid evidence has shown financial resources play important roles in housing decisions among older adults. Despite the growing research on the joint assessment of income and assets as valid economic well-being, little attention is paid to its role in relocation in old age. Drawing from the Behavioral Model of Elderly Migration, this study examined to what extent financial resources are associated with the likelihood of moving in later years. The data came from the 2017 Panel Study of Income Dynamic (PSID). A sample of 1354 people, 65 years and older, was used in the analyses. We used the annuitized approach, which is different from conventional approaches that assume people draw down all available assets to satisfy daily needs and leave no assets for use in later years. We (1) assessed annuitized assets based on the 2019 IRS Mortality Table, (2) assessed yearly income using supplementary income (i.e. income plus non-discretionary expense). A final indicator of the summed score was used in a logistic regression to predict the likelihood of moving. A set of covariates known to affect later- year relocation at an individual level (e.g. health condition, living arrangement change), environmental level (e.g. rural, non-metro area) are controlled for. In clear conflict with previous studies, we found annual financial resources did not significantly influence relocation among older adults. The notable absence of the well-known role of the economic factor provides critical initial evidence about the importance of simultaneous assessment of financial resources for the literature on later year relocation.

scholarly journals How does area-level deprivation depress an individual’s self-rated health and life satisfaction? Evidence from a nationwide population-based survey in Japan

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Takashi Oshio ◽  
Hiromi Kimura ◽  
Toshimi Nishizaki ◽  
Takashi Omori
Keyword(s):  
Life Satisfaction ◽  
Health Behavior ◽  
Well Being ◽  
Population Based ◽  
Internet Survey ◽  
Subjective Well Being ◽  
Individual Level ◽  
Self Rated Health ◽  
Level Data ◽  
The Impact

Abstract Background Area-level deprivation is well known to have an adverse impact on mortality, morbidity, or other specific health outcomes. This study examined how area-level deprivation may affect self-rated health (SRH) and life satisfaction (LS), an issue that is largely understudied. Methods We used individual-level data obtained from a nationwide population-based internet survey conducted between 2019 and 2020, as well as municipality-level data obtained from a Japanese government database (N = 12,461 living in 366 municipalities). We developed multilevel regression models to explain an individual’s SRH and LS scores using four alternative measures of municipality-level deprivation, controlling for individual-level deprivation and covariates. We also examined how health behavior and interactions with others mediated the impact of area-level deprivation on SRH and LS. Results Participants in highly deprived municipalities tended to report poorer SRH and lower LS. For example, when living in municipalities falling in the highest tertile of municipality-level deprivation as measured by the z-scoring method, SRH and LS scores worsened by a standard deviation of 0.05 (p < 0.05) when compared with those living in municipalities falling in the lowest tertile of deprivation. In addition, health behavior mediated between 17.6 and 33.1% of the impact of municipality-level deprivation on SRH and LS, depending on model specifications. Conclusion Results showed that area-level deprivation modestly decreased an individual’s general health conditions and subjective well-being, underscoring the need for public health policies to improve area-level socioeconomic conditions.

scholarly journals Responding to unforeseen disasters in a large health system

2020 ◽  
Author(s):  
Ryan J Hannan ◽  
Margaret K Lundholm ◽  
Dennis Brierton ◽  
Noelle R M Chapman
Keyword(s):  
Supply Chain ◽  
Health System ◽  
Disaster Response ◽  
Well Being ◽  
Lessons Learned ◽  
Strategic Decision ◽  
Pharmacy Services ◽  
Efficient System ◽  
Team Members

Abstract Purpose To describe how health systems may respond to sudden changes in operations by leveraging existing resources and to share one organization’s experience responding to the coronavirus disease (COVID-19) pandemic. Summary In a health system based in Illinois and Wisconsin, pharmacy services are provided by a single, integrated department responsible for all aspects of pharmaceutical care within the organization. Hospital, retail, ambulatory care, and population health services are all managed under one leadership team. All pertinent ancillary services are also managed within the department, including informatics, supply chain, and drug policy. During the COVID-19 pandemic, the pharmacy services leadership has successfully managed volume and capacity challenges by redirecting resources to where they are needed. A disaster response framework based on Federal Emergency Management Agency guidance was put in place, and change management principles were used to rapidly operationalize change. Components of the nimble response have included quickly increasing capacity, thoughtful and timely communication to all team members, strategic decision making with available data, creating an agile pool of labor, and maintaining an efficient system supply chain. Well-being and resilience are emphasized alongside reflection on lessons learned. Some changes made in the urgent response to the pandemic are being considered for long-term implementation. Conclusion Organizations have the potential to respond to almost any situation if they are integrated and teams work together to build flexibility. The keys to success are thoughtful maximization of existing resources and strong communication.

scholarly journals How May Virtual Communication Shape Cooperation in a Work Team?

2004 ◽  
Vol 26 (1) ◽  
Author(s):  
Andreas Flache
Keyword(s):  
Social Relationships ◽  
Work Teams ◽  
Work Team ◽  
Online Interaction ◽  
Negative Effects ◽  
Virtual Communication ◽  
Team Members ◽  
Face To Face ◽  
Interaction Task ◽  
Simulation Results

AbstractThis paper addresses theoretically the question how virtual communication may affect cooperation in work teams. The degree of team virtualization, i.e. the extent to which interaction between team members occurs online, is related to parameters of the exchange. First, it is assumed that in online interaction task uncertainties are higher than in face-to-face contacts. Second, the gratifying value of peer rewards is assumed to be lower in online contacts. Thirdly, it is assumed that teams are different in the extent to which members depend on their peers for positive affections, operationalized by the extent to which team members are interested in social relationships for their own sake, independently from their work interactions. Simulation results suggest both positive and negative effects of team virtualization on work-cooperation.

THE EFFECT OF WOMEN'S STATUS AND COMMUNITY ON THE GENDER DIFFERENTIAL IN CHILDREN'S NUTRITION IN INDIA

2011 ◽  
Vol 43 (5) ◽  
pp. 513-533 ◽  
Author(s):  
SUNITA BOSE
Keyword(s):  
Adult Literacy ◽  
Family Health ◽  
Well Being ◽  
Women's Status ◽  
Individual Level ◽  
Supplemental Food ◽  
Beneficial Effects ◽  
Women’S Status ◽  
The Individual ◽  
Gender Differential

SummaryThis study uses the third National Family Health Survey (2005–06) in India to investigate whether differences in women's status, both at the individual and community levels, can explain the persistent gender differential in nutritional allocation among children. The results show that girls are less likely than boys to receive supplemental food and more likely to be malnourished. In general it appears that higher women's status within a community, as well as higher maternal status, have beneficial effects on a daughter's nutritional status. Further, the moderating effects of community appear to be more consistent and stronger than the individual-level characteristics. A positive relationship between the percentage of literate women in a community and the gender differential in malnutrition appears to be an exception to the general findings regarding the beneficial nature of women's status on a daughter's well-being, showing the need for more than just basic adult literacy drives in communities to overcome the problem of daughter neglect.

Team Members’ Affective Responses to Patterns of Intragroup Interdependence and Job Complexity

2000 ◽  
Vol 26 (4) ◽  
pp. 633-655 ◽  
Author(s):  
Gerben Van Der Vegt ◽  
Ben Emans ◽  
Evert Van De Vliert
Keyword(s):  
Job Satisfaction ◽  
Affective Responses ◽  
Task Interdependence ◽  
Job Complexity ◽  
High Group ◽  
Affective Outcomes ◽  
Team Members ◽  
Job Commitment ◽  
Individual Level ◽  
Outcome Interdependence

In this questionnaire study, the relations between the affective reactions of 114 technical consultants and both intragroup interdependence and job complexity were examined. Individual-level task interdependence and job complexity were found to be positively related to individual job satisfaction, team satisfaction, job commitment, and team commitment. Cross-level interactions showed the positive relations between task interdependence and the affective outcomes to be stronger in high outcome interdependent teams than in low outcome interdependent teams. Specifically, a proper match between high task interdependence and high group-level outcome interdependence was found to produce more positive affective responses than “low-high” and “high-low” mismatches. The unfavorable effects of mismatched task and outcome interdependence on job satisfaction and job commitment were found to be mitigated by high levels of job complexity.

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