187 research outputs found
Facing differences with an open mind: Openness to Experience, salience of intra-group differences, and performance of diverse groups.
This study examined how the performance of diverse teams is affected by member openness to experience and the extent to which team reward structure emphasizes intragroup differences. Fifty-eight heterogeneous four-person teams engaged in an interactive task. Teams in which reward structure converged with diversity (i.e., "faultline" teams) performed more poorly than teams in which reward structure cut across differences between group members or pointed to a "superordinate identity." High openness to experience positively influenced teams in which differences were salient (i.e., faultline and "cross-categorized" teams) but not teams with a superordinate identity. This effect was mediated by information elaboration
The role of power in financial statement fraud schemes
In this paper, we investigate a large-scale financial statement fraud to better understand the process by which individuals are recruited to participate in financial statement fraud schemes. The case reveals that perpetrators often use power to recruit others to participate in fraudulent acts. To illustrate how power is used, we propose a model, based upon the classical French and Raven taxonomy of power, that explains how one individual influences another individual to participate in financial statement fraud. We also provide propositions for future research
The Influence of Temporal Fit/Nonfit on Creativity in the Leader-Subordinate Context: The Moderating Role of Task Enjoyment versus Performance Concern
This study extends regulatory fit theory by exploring boundary conditions
of the temporal fit/nonfit effect on subordinate creativity. We propose
that fit (nonfit) between subordinates regulatory focus and the temporal
distance of a leader-stipulated task enhances subordinate creativity under
task-enjoyment (performance-concern) conditions. Data supported the
nonfit hypothesis among promotion-focused subordinates: Subordinates
who were more promotion-focused showed greater creativity after recalling
a leader-stipulated, temporally near task when they concentrated on doing
well rather than on enjoying the task. Prevention-focused subordinates showed no such patterns for creativity. Implications for managing employee
creativity in the competitive, performance-pressured organizational and
business environment are discussed
Dynamically Integrating Knowledge in Teams: Transforming Resources into Performance
In knowledge-based environments, teams must develop a systematic approach to integrating knowledge resources throughout the course of projects in order to perform effectively. Yet, many teams fail to do so. Drawing on the resource-based view of the firm, we examine how teams can develop a knowledge-integration capability to dynamically integrate members‘ resources into higher performance. We distinguish among three sets of resources: relational, experiential, and structural, and propose that they differentially influence a team‘s knowledge-integration capability. We test our theoretical framework using data on knowledge workers in professional services, and discuss implications for research and practice
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