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Three Essays on the 'Dark Side' of Teams

机译:团队“阴暗面”的三篇论文

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摘要

My dissertation consists of three essays on the "dark side" of teams. My first essay presents a model of social capital's influence on team member conformity and deviance. First, I propose that social capital within a team facilitates the creation of team mental models. Second, I propose that the saliency of team mental models, due to the strength of an organization's culture, the level of bureaucracy within an organization, and the level of justice from an organization, influences team members to conform to or deviate from team norms and larger normative standards (e.g. organizational norms). Lastly, I propose that conformity (deviance) increases, maintains, or decreases social capital across organizational levels.Using 209 team members representing 51 teams in 13 organizations, my second essay helps explain the positive associations found in prior research between the level of deviance within a group and the level of deviance of individual group members. I find that individual expectations of deviant team member behavior partially mediate this relationship, while shared expectations of deviant team member behavior within a team partially mediate the relationship between the level of deviance within a team and individual expectations of deviant team member behavior. I also find that one dimension of social capital positively moderates the relationship between shared expectations and individual expectations.Using a sample of 1,708 team members in 292 team-based establishments, my third essay examines the relationship between team member stress, and team autonomy in the form of team decision making, team leader appointment, and team responsibility. I also examine the relationship between stress, and intrateam interdependence in the form of team member interdependency and team-based job rotation. I further examine whether the relationships between team design and stress are mediated by team member job demands and job control. I find that an increase in job demands indirectly mediates the positive relationships between team decision making and team responsibility, and stress. I also find that a decrease in job demands indirectly mediates the negative relationship between team-based job rotation and stress.
机译:我的论文由团队“黑暗面”的三篇论文组成。我的第一篇文章提出了一种社会资本对团队成员整合和偏离的影响的模型。首先,我建议团队内部的社会资本可以促进团队心理模型的创建。其次,我建议,由于组织文化的力量,组织内部的官僚主义水平以及组织的正义水平,团队精神模型的显着性会影响团队成员遵守或偏离团队规范和更大的规范标准(例如组织规范)。最后,我提出整合(偏离)会增加,维持或减少组织各个层面的社会资本。我的第二篇论文使用代表13个组织中51个团队的209名团队成员,解释了先前研究中发现的内部偏差程度之间的正相关关系。一个小组和个别小组成员的偏离程度。我发现,个人对偏离团队成员行为的期望部分地调节了这种关系,而团队中对偏离团队成员行为的共同期望部分地调节了团队内部偏差程度与偏离团队成员行为的个人期望之间的关系。我还发现,社会资本的一个维度可以积极地调节共同期望和个人期望之间的关系。我的第三篇文章使用了292个基于团队的机构中的1,708个团队成员的样本,考察了团队成员压力与团队自主性之间的关系。团队决策,团队负责人任命和团队责任的形式。我还以团队成员相互依赖和基于团队的工作轮换的形式研究了压力与团队内部相互依赖之间的关系。我进一步研究了团队设计和压力之间的关系是否由团队成员的工作需求和工作控制来调节。我发现工作需求的增加间接地调节了团队决策和团队责任与压力之间的积极关系。我还发现工作需求的减少间接地介导了基于团队的工作轮换与压力之间的负面关系。

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    Cruz Kevin;

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  • 年度 2011
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  • 正文语种 en
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