Envy climate and group performance in full-service hotels: the roles of intragroup relationship conflict and competitive climate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wen Wu ◽  
Dan Ni ◽  
Shaoxue Wu ◽  
Lu Lu ◽  
Xijing Zhang ◽  
...  
Keyword(s):  
Group Performance ◽  
Relationship Conflict ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
Functional Perspective ◽  
Group Members ◽  
The Individual ◽  
The Relationship ◽  
Practical Implications

Purpose The extant literature mainly focuses on the antecedents and outcomes of envy at the individual level. Workgroups have become ideal units for research on envy given the ubiquitous teamwork in organizations. This study aims to examine whether, how and when envy climate can influence group performance. Design/methodology/approach The authors analyzed data collected in three waves from a sample of 72 groups with 475 team members in full-service hotels in China. Findings Envy climate was negatively associated with group performance via intragroup relationship conflict. Furthermore, competitive climate moderated the effect of envy climate on intragroup relationship conflict and the indirect effect of envy climate on group performance through intragroup relationship conflict. Practical implications The present research offers organizations valuable insights into how to minimize the climate of envy and competition within a group and relieve the relationship conflict that may damage group performance. Originality/value Drawing on a social functional perspective of emotions, this study enriches the envy research by conceptualizing envy climate as a collective perception and clarifying its effect on group performance. The authors extend the understanding of envy climate by showing how a climate of envy embedded in a group influences group performance and also explain when group members may be more likely to act in a destructive way to respond to such a climate.

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.

The value of human capital within Canadian business schools

2018 ◽  
Vol 19 (4) ◽  
pp. 836-855 ◽  
Author(s):  
Ajantha Velayutham ◽  
Asheq Razaur Rahman
Keyword(s):  
Human Capital ◽  
Design Methodology ◽  
Positive Association ◽  
Content Type ◽  
Individual Level ◽  
Structural Capital ◽  
The Individual ◽  
Academic Salaries ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to empirically investigate whether an individual’s knowledge, skills and capabilities (human capital) are reflected in their compensation. Design/methodology/approach Data are drawn from university academics in the Province of Ontario, Canada, earning more than CAD$100,000 per annum. Data on academics human capital are drawn from Research Gate. The authors construct a regression analysis to examine the relationship between human capital and salary. Findings The analyses performed indicates a positive association between academic human capital and academic salaries. Research limitations/implications This study is limited in that it measures an academic’s human capital solely through their research outputs as opposed to also considering their teaching outputs. Continuing research needs to be conducted in different country contexts and using negative proxies of human capital. Practical implications This study will create awareness about the value of human capital and its contribution towards improving organisational structural capital. Social implications The study contributes to the literature on human capital in accounting and business by focussing on the economic relevance of individual level human capital. Originality/value The study contributes to the literature on human capital in accounting and business by focussing on the economic relevance of individual level human capital. It will help create awareness of the importance of valuing human capital at the individual level.

The effect of team factors on workplace bullying in team

2019 ◽  
Vol 32 (2) ◽  
pp. 241-263
Author(s):  
EunJung Jo ◽  
TaeYoung Han
Keyword(s):  
Interaction Effect ◽  
Workplace Bullying ◽  
Power Imbalance ◽  
Team Members ◽  
Individual Level ◽  
Distributive Fairness ◽  
Multiple Relation ◽  
The Individual ◽  
The Relationship ◽  
Practical Implications

The purpose of this study was to investigate the effects of workplace bullying, a magnifying issue in various local organizations, at the individual and the team level, and to examine the effects of distributive fairness and competitive climate on workplace bullying. The study also examined whether effects of the antecedents show different patterns by team-level power imbalance, which indicates the interaction effect on bullying in the workplace in terms of the locus of level. The data was collected from 175 team members of 33 teams. In order to test the research hypotheses, WABA (Within And Between Analysis) was used as a multilevel analysis and the interaction effect of power imbalance was analysed by Multiple Relation Analysis (MRA) of the WABA. Results showed that the relationship between fairness and bullying primarily existed at both the team and individual levels, and the competitive climate was related with bullying at the team level. Interaction effects of power imbalance were also significant, making the effects of antecedents locate at different level. The fairness of evaluation is high at the team level when the power imbalance is low, whereas the competitive climate showed a relationship at the individual level when the power imbalance is high. Based on the results, the study provided theoretical and practical implications.

Linking relationship quality and resourcefulness to group performance

2019 ◽  
Vol 68 (3) ◽  
pp. 626-643 ◽  
Author(s):  
Kanwal Nasim ◽  
Muhammad Zahid Zahid Iqbal
Keyword(s):  
Relationship Quality ◽  
Group Performance ◽  
Study Groups ◽  
Content Type ◽  
External Resources ◽  
Internal Resources ◽  
Individual Level ◽  
Business Administration Students ◽  
Group Members ◽  
The Relationship

Purpose The purpose of this paper is to know that how group resources (internal and external) and the relationship quality among group members relate to group performance. Design/methodology/approach Given the normative nature of group performance, the study is carried out in a contrived environment. Participants were 204 master of business administration students who were allocated to 51 study groups. Data were collected in three waves and from two different sources, i.e., students and instructors. Data analysis was carried out by employing regression analysis and the bootstrapping procedure, i.e., PROCESS. Findings The results of this paper reveal that an individual-level internal resource, i.e. time, positively predicts group performance, while group-level internal resources, i.e., group composition and group members’ experience, negatively predict group performance. Both external resources (external communication and instructor’s support) are found to have a positive effect on group performance. The relationship quality among group members partially relates to group performance. Instructor’s support as an external resource is found to moderate the relationship between only two aspects of relationship quality and group performance. Practical implications This study provides guidance to group members as to how they can utilize internal and external group resources and their relationship quality for enhancing their group performance. Managers in varied organizations can also utilize the findings of this study. Originality/value This study is unique in that it offers a new insight into internal and external resources and relationship quality, that is, from the perspective of group performance. The group resources included in the study are rarely found in the existing literature.

The individual side of ambidexterity

2019 ◽  
Vol 41 (3) ◽  
pp. 592-613 ◽  
Author(s):  
Andrés Salas Vallina ◽  
Maria D. Moreno-Luzon ◽  
Anna Ferrer-Franco
Keyword(s):  
Structural Equation ◽  
Public Hospitals ◽  
Equation Modeling ◽  
Exploration And Exploitation ◽  
Cross Sectional ◽  
Learning Capability ◽  
Content Type ◽  
Individual Level ◽  
The Individual ◽  
The Relationship

PurposeThe purpose of this paper is twofold: first, to examine whether inspirational leadership of heads of specialized medical units is related to individual ambidexterity of their dependent physicians; and second, to study the possible mediating role of organizational learning capability (OLC) in the relationship between inspirational leadership and individual ambidexterity.Design/methodology/approachStructural equation modeling was used on a sample of 194 medical specialists from Spanish public hospitals.FindingsResults show that inspirational leadership is positively related to individual ambidexterity among healthcare physicians. In addition, the results of the study revealed that the relationship between inspirational leadership and individual ambidexterity is mediated by conditions that facilitate learning, namely, OLC.Research limitations/implicationsThis study uses cross-sectional data, which do not guarantee causality relationships among the examined variables.Practical implicationsThe results of this paper suggest first that heads of healthcare units should inspire followers to achieve both exploration and exploitation. Second, it is also necessary to consider that inspirational leaders promote those conditions that facilitate learning, which should be particularly taken into account to enhance both physician’s exploration and exploitation.Originality/valueIn stressing an evident gap in the relationship between leadership and ambidexterity at the individual level, this paper attempts to advance in the leadership literature by revealing how the action or power of moving the intellect or emotions, and enhancing enthusiasm and confidence, empowers physicians to both explore and exploit knowledge. The results also indicate that the inspiration transmitted by the heads of medical services, facilitate physician’s perceived learning conditions which, in turn, fosters their individual ambidexterity.

Agricultural entrepreneurship orientation: is academic training a missing link?

2017 ◽  
Vol 59 (7/8) ◽  
pp. 856-870 ◽  
Author(s):  
Soodeh Mohammadinezhad ◽  
Maryam Sharifzadeh
Keyword(s):  
Content Type ◽  
Individual Level ◽  
Configuration Theory ◽  
University Courses ◽  
Level Data ◽  
Academic Courses ◽  
The Individual ◽  
Agricultural Entrepreneurship ◽  
Hierarchy Process ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the importance of academic courses on agricultural entrepreneurship. Design/methodology/approach Modified global entrepreneurship and development index (GEDI) was used to determine entrepreneurial dimensions among 19 graduated students of agricultural colleges resided in Iran. Fuzzy analytical hierarchy process was applied to understand agricultural graduates’ preferences on effectiveness of university courses (core, free elective and restricted elective). Findings Results suggested the importance of professional restricted elective courses to provide students with necessary skills. These courses were successful in providing a context for entrepreneurial profile. Research limitations/implications Innate talent or acquired skills were always the place of debate on entrepreneurial development. The paper builds on the premise that entrepreneurs are made through education and continuing reconstruction of experience, further research is required as the field develops in experience and complexity. Practical implications The paper provides strategies to effectively modify practical route in higher education to enhance entrepreneurial orientation among students. Originality/value The paper is innovative at a conceptual level in modifying GEDI elements in individual-level variables based on GEDI configuration theory. This approach is particularly useful in addressing the bottleneck problems of entrepreneurship profile and focusses on the information interpreted at weights of the individual-level data.

Leader dark personality and team agreeableness: a recipe for volatile team performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nishant Uppal
Keyword(s):  
Team Performance ◽  
Dark Triad ◽  
Team Leaders ◽  
Content Type ◽  
Team Members ◽  
Sales Team ◽  
Performance Variability ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to examine the effects of the leaders’ dark triad (DT) personality traits, namely, Machiavellianism, Narcissism and Psychopathy, on the team performance variability. Furthermore, this work explores the role of team agreeableness in the above relationship. Design/methodology/approach The study is based on the longitudinal and archival data obtained from the sales team (team leaders: n = 190; team members: n = 832) of 19 firms dealing with fast-moving consumer goods in India. Findings From the finding of the study, it can be inferred that the presence of DT traits in the leaders causes high fluctuations in team performance. Besides, team agreeableness was found to moderate the relationship between the DT traits of the leaders and the team performance variability. Originality/value The theoretical and practical implications of the study are also discussed.

Do empowered employees absorb knowledge?

2014 ◽  
Vol 37 (2) ◽  
pp. 130-151 ◽  
Author(s):  
Evangelia Siachou ◽  
Panagiotis Gkorezis
Keyword(s):  
Geographical Area ◽  
Three Dimensions ◽  
Hierarchical Regression ◽  
Cross Sectional ◽  
Content Type ◽  
Individual Level ◽  
Manufacturing Organizations ◽  
The Individual ◽  
The Impact ◽  
The Relationship

Purpose – The present study aims to contribute to the limited empirical research regarding the individual level antecedents of absorptive capacity (AC). In this vein, the authors examined the impact of employees' psychological empowerment (PE) dimensions on their AC. Moreover, the authors explored the magnitude of the relationship between one of PE four dimensions, namely competence, and AC compared to that of the rest three dimensions of PE. Design/methodology/approach – The authors collected data from 100 private employees working in two manufacturing organizations. In order to investigate the hypotheses, the authors conducted hierarchical regression and usefulness analysis. Findings – As predicted, the present results showed that all four PE dimensions affected employees' AC. Furthermore, competence demonstrated the strongest impact among all PE dimensions. Research limitations/implications – Data were drawn from two manufacturing organizations located in specific geographical area. Thus, this may constrain the generalizability of the results. Also, the cross-sectional analysis of the data cannot directly assess causality. Originality/value – To the best of the authors' knowledge, this is the first empirical study examining the relationship between PE and AC.

Does job position moderate the relationship between gender and ethics?: a cross-cultural analysis

2014 ◽  
Vol 21 (4) ◽  
pp. 437-452 ◽  
Author(s):  
Chung-wen Chen
Keyword(s):  
Cultural Values ◽  
Ethical Issues ◽  
Data Set ◽  
Content Type ◽  
Individual Level ◽  
Performance Orientation ◽  
And Gender ◽  
The Individual ◽  
The Relationship ◽  
Job Position

Purpose – The purpose of this paper is to examine the relationship between gender and ethics, the interaction of job position and gender on ethics, and the three-way interacting effects of cultural values, job position, and gender on ethics. Design/methodology/approach – The individual-level data were from the 2005-2008 wave of World Values Survey data set and the cultural values were from the GLOBE study. The research contained 26,639 subjects from 30 nations and used HLM to conduct data analysis. Findings – Results showed that men are more likely than women to justify ethically suspect behaviors. In addition, under high in-group collectivism, the ethical difference between genders tends to decrease at high job positions and under high performance orientation, the ethical difference between genders tends to increase at high job positions. Research limitations/implications – This research depends on secondary data; it is therefore impossible for the author to control the data collection process, which could be an issue for discussion. In addition, because of limited available studies to refer to, the formation of the individual-level moderator, job position, might cause some attention. Practical implications – Corporate education and training in regards to ethical issues becomes even more vital, especially for men, since the statistical results showed that men are more likely than women to be deviant. Meanwhile, organizations can help themselves by recruiting a greater number of females, as this study shows that females are seen to make more ethically sound decisions than males. Furthermore, under the contexts of high in-group collectivism and low performance orientation, both genders in higher job positions tend to be more unethical than people in lower positions. Since people in higher positions have the right and the power to set the ethical tone for the organization (Clinard, 1983; Posner and Schmidt, 1992), it becomes particularly essential for firms to pay close attention to ethical issues in higher job positions. Originality/value – The study proved that the relationship between gender and ethics is more complicated than expected; job position, and cultural values can jointly influence the individual-level relationship. In addition, since human behavior is complicated, employing multilevel method to investigate humane behaviors in the field of management becomes necessary in the future.

scholarly journals Cross-sector dialogue for sustainability: to partner or not to partner?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Celine Louche ◽  
Suzanne Young ◽  
Martin Fougère
Keyword(s):  
Design Methodology ◽  
Special Issue ◽  
Resource Based View ◽  
Content Type ◽  
Individual Level ◽  
Research Themes ◽  
Societal Context ◽  
The Individual ◽  
High Level ◽  
Practical Implications

Purpose The purpose of this paper is to introduce the topic and review the contributions of the special issue papers on cross-sector dialogue for sustainability. The paper also presents avenues for further research. Design/methodology/approach The paper is based on a review of the current literature on cross-sector partnership and dialogue. It explores the current issues in cross-sector partnerships through a discussion of the papers accepted for the special issue, their focus, findings and key contributions. Findings It highlights three main key research themes and learnings from the special issue papers: a high level of “hybridity” of collaboration forms, which involve important tensions; a need to understand partnership in its context and the importance of the individual level in cross-sector collaboration. Practical implications The authors call for attention to be paid to two forms of myopia: a tendency to view partnerships primarily from a resource-based view (without much attempt to measure societal impact) and a reluctance to be explicitly critical (despite empirical evidence of some suboptimal aspects of partnerships). Social implications The authors call for researchers to move away from a resource-based approach to one that is situated in exploring the value derived from partnerships in the broader societal context. The authors suggest some avenues for further research to move the discussion beyond the partnership imperative. Originality/value The paper outlines the need to critically revisit the very essence of what real partnership means and whether dialogue is really taking place.

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