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Sargent R, Rakotonarivo OS, Rushton SP, Cascio B, Grau A, Bell AR, Bunnefeld N, Dickman A, Pfeifer M. An experimental game to examine pastoralists' preferences for human–lion coexistence strategies. PEOPLE AND NATURE 2022. [DOI: 10.1002/pan3.10393] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/10/2022] Open
Affiliation(s)
- Rebecca Sargent
- School of Natural and Environmental Sciences Newcastle University Newcastle upon Tyne UK
| | | | - Stephen P. Rushton
- School of Natural and Environmental Sciences Newcastle University Newcastle upon Tyne UK
| | | | | | - Andrew R. Bell
- Department of Earth and Environment Boston University Boston MA USA
| | - Nils Bunnefeld
- Biological and Environmental Sciences University of Stirling Stirling UK
| | - Amy Dickman
- Wildlife Conservation Research Unit University of Oxford, Recanti‐Kaplan Centre Oxford UK
| | - Marion Pfeifer
- School of Natural and Environmental Sciences Newcastle University Newcastle upon Tyne UK
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Yu S, Greer LL. The Role of Resources in the Success or Failure of Diverse Teams: Resource Scarcity Activates Negative Performance-Detracting Resource Dynamics in Social Category Diverse Teams. ORGANIZATION SCIENCE 2022. [DOI: 10.1287/orsc.2021.1560] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
Increasing the social category diversity of work teams is top of mind for many organizations. However, such efforts may not always be sufficiently resourced, given the numerous resource demands facing organizations. In this paper, we offer a novel take on the relationship between social category diversity and team performance, seeking to understand the role resources may play in both altering and explaining the performance dynamics of diverse teams. Specifically, our resource framework explains how the effects of social category diversity on team performance can be explained by intrateam resource cognitions and behaviors and are dependent on team resource availability. We propose that in the face of scarcity in a focal resource (i.e., budget), diverse (but not homogenous) teams generalize this scarcity perception to fear that all resources (i.e., staff, time, etc.) are scarce, prompting performance-detracting power struggles over resources within the team. We find support for our model in three multimethod team-level studies, including two laboratory studies of interacting teams and a field study of work teams in research and development firms. Our resource framework provides a new lens to study the success or failure of diverse teams by illuminating a previously overlooked danger in diverse teams (negative resource cognitions (scarcity spillover bias) and behaviors (intrateam power struggles)), which offers enhanced explanatory power over prior explanations. This resource framework for the study of team diversity also yields insight into how to remove the roadblocks that may occur in diverse teams, highlighting the necessity of resource sufficiency for the success of diverse teams.
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Affiliation(s)
- Siyu Yu
- Organization Behavior Area, Jones Graduate School of Business, Rice University, Houston, Texas 77005
| | - Lindred L. Greer
- Department of Management and Organization, Stephen M. Ross School of Business, University of Michigan, Ann Arbor, Michigan 48109
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Hur JD, Lee-Yoon A, Whillans AV. Are they useful? The effects of performance incentives on the prioritization of work versus personal ties. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2021. [DOI: 10.1016/j.obhdp.2021.04.010] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
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Contributions to Sustainability in SMEs: Human Resources, Sustainable Product Innovation Performance and the Mediating Role of Employee Creativity. SUSTAINABILITY 2021. [DOI: 10.3390/su13042008] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The analysis of human resources and sustainable innovation through organizational variables is useful, albeit limited, for predicting complex interactions for sustainability development in small and medium-sized enterprises (SMEs). This paper seeks to overcome this limitation, proposing three models with variables at two levels, namely, for the development of creativity (individual level) and sustainable product innovation performance (organizational level) and sustainability development. Theoretical models are tested using the Structural Equations Model. It is posited that knowledge, motivation, and relationships (individual level) may be predictors of creativity. In addition, creativity is analyzed as a mediator between human resources and sustainable product innovation performance. In this way, it is easier for SMEs to detect on which aspects of HR they should place greater emphasis for sustainable product innovation performance (PIP), with the purpose of reducing the ones associated with the Covid-19 crisis and obtaining a sustainable world. Information was obtained through an online questionnaire involving a sample of 245 certified innovative Spanish SMEs. The results support major findings: (a) knowledge, (b) motivation, and (c) relationships have a positive impact on creativity; (d) the three models hold that creativity fully mediates human resources and sustainable product innovation performance. The paper contributes to the literature on the human resources and sustainable product innovation performance by adopting a multidisciplinary approach, as well as by analyzing variables on two levels, measuring the most internal aspects of employees (wishes, emotions, ideas, or feelings), and explaining the mediating role of employee creativity.
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Ruttan RL, Lucas BJ. Cogs in the machine: The prioritization of money and self-dehumanization. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2018. [DOI: 10.1016/j.obhdp.2018.08.007] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Kennedy JA, Kray LJ, Ku G. A social-cognitive approach to understanding gender differences in negotiator ethics: The role of moral identity. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2017. [DOI: 10.1016/j.obhdp.2016.11.003] [Citation(s) in RCA: 53] [Impact Index Per Article: 7.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
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