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Research Collection Lee Kong Chian School Of Business

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Full-Text Articles in Organizational Behavior and Theory

Parody Social Media Accounts: Influence And Impact On Organizations During Crisis, Sarah Wan, Regina Koh, Andrew Ong, Augustine Pang Jan 2015

Parody Social Media Accounts: Influence And Impact On Organizations During Crisis, Sarah Wan, Regina Koh, Andrew Ong, Augustine Pang

Research Collection Lee Kong Chian School Of Business

With the uptake of the use of social media, the communication field has seen a rise in a new phenomenon: parody social media accounts. Through study of five such accounts, this paper shows how parody social media accounts can arise from a crisis or paracrisis, which is “a publicly visible crisis threat” that is triggered online (Coombs & Holladay, 2012, p. 409). The study also examines the behavior of these accounts and how they enforce negative perceptions and impede an organization's efforts and initiatives. Using the social-mediated crisis communication model as its theoretical lens, this study seeks to examine parody …

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Building Relationships Through Integrated Online Media Platforms: Analysis Of Top 100 Global Brands, Wonsun Shin, Augustine Pang, Hyo Jung Kim Jan 2015

Building Relationships Through Integrated Online Media Platforms: Analysis Of Top 100 Global Brands, Wonsun Shin, Augustine Pang, Hyo Jung Kim

Research Collection Lee Kong Chian School Of Business

Many studies have examined organizations’ use of specific types of online media, but few studies have examined how organizations generate dialogues and develop relationships by using multiple online communication platforms. This study takes an integrated approach by examining how top global organizations incorporate brand Web sites, Facebook, and Twitter to cultivate relationships with stakeholders. Its findings suggest that those particular online media are used similarly, that is, more for information dissemination than user engagement and more for one-way than two-way communication. The findings also suggest that the types of products promoted can affect the way that organizations use different online …

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How Are We Doing After 30 Years? A Meta-Analytic Review Of The Antecedents And Outcomes Of Feedback-Seeking Behavior, Frederik Anseel, Adam S. Beatty, Winny Shen, Filip Lievens, Paul R. Sackett Jan 2015

How Are We Doing After 30 Years? A Meta-Analytic Review Of The Antecedents And Outcomes Of Feedback-Seeking Behavior, Frederik Anseel, Adam S. Beatty, Winny Shen, Filip Lievens, Paul R. Sackett

Research Collection Lee Kong Chian School Of Business

This study provides meta-analytic estimates of the antecedents and consequences of feedback-seeking behavior (FSB). Clear support was found for the guiding cost/benefit framework in the feedback-seeking domain. Organizational tenure, job tenure, and age were negatively related to FSB. Learning and performance goal orientation, external feedback propensity, frequent positive feedback, high self-esteem, a transformational leadership style, and a high-quality relationship were positively associated with FSB. Challenging some of the dominant views in the feedback-seeking domain, the relationship between uncertainty and FSB was negative and the relationship between FSB and performance was small. Finally, inquiry and monitoring are not interchangeable feedback-seeking tactics. …

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Diversity In Medical School Admission: Insights From Personnel Recruitment And Selection, Filip Lievens Jan 2015

Diversity In Medical School Admission: Insights From Personnel Recruitment And Selection, Filip Lievens

Research Collection Lee Kong Chian School Of Business

This issue of Medical Education includes four papers that focus upon recruitment and selection. My personal involvement with this field has occurred through my research on situational judgement tests (SJTs), most of which has been conducted in the broader field of personnel recruitment and selection for the workforce. As such, I read the four studies with two questions in mind: (i) on what issues have the respective strands of recruitment and selection diversity research in the medical education and workforce domains converged? (ii) What new insights emerging from workforce diversity can inform medical education research?

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Establishing Hr Professionals' Influence And Credibility: Lessons From The Capital Markets And Investment Banking Sector, Paul Aldrich, Graham Dietz, Timothy Adrian Robert Clark, P.Eter Hamilton Jan 2015

Establishing Hr Professionals' Influence And Credibility: Lessons From The Capital Markets And Investment Banking Sector, Paul Aldrich, Graham Dietz, Timothy Adrian Robert Clark, P.Eter Hamilton

Research Collection Lee Kong Chian School Of Business

Through two separate studies involving 47 interviews inside 22 institutions in the capital markets and investment banking sector, we explore the levels of influence and sources of credibility for senior HR professionals, and examine the challenges they face in establishing credibility. We compare these findings against previous research, which has identified several determinants of HR's influence and credibility. Our findings confirm that HR's modest influence is contingent on the predispositions and convictions of key stakeholders, notably the CEO, but also depends on the decision being taken. We find that the basis for senior HR professionals' credibility is more individual than …

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Communicating Corporate Social Responsibility In Singapore: Towards More Effective Media Relations, A. Pang, Angela Ka Ying Mak, Joanne M. H. Lee Jan 2015

Communicating Corporate Social Responsibility In Singapore: Towards More Effective Media Relations, A. Pang, Angela Ka Ying Mak, Joanne M. H. Lee

Research Collection Lee Kong Chian School Of Business

Organizations face several impediments when it comes to communicating their corporate social responsibility (CSR) engagement to the public via the media. This paper examines practitioners’ and journalists’ perception of CSR communication using the agenda-building model (Qiu Q, Cameron GT, Communicating health disparities: building a supportive media agenda. VDM Verlag, Saarbruecken, 2008) by examining news coverage of how practitioners and journalists understand CSR, what types of CSR stories get covered in the media, and how are CSR stories portrayed in the media. News coverage of Singapore’s mainstream publications, The Straits Times, The Business Times, and The New Paper, were analyzed. The …

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Hazards To Effective Due Diligence, Michael Benoliel Jan 2015

Hazards To Effective Due Diligence, Michael Benoliel

Research Collection Lee Kong Chian School Of Business

It is not surprising that many business deals fail to realize their expected future value because some deal makers fail to perform effective due diligence. Successful deal makers, however, know that due diligence is one of the most important tasks in successful deal making. Thus, they avoid the psychological and contextual traps that cause poor due diligence. In this article, I describe the hazards – the psychological biases and contextual factors – that might affect the due diligence task. These hazards include information availability bias; confirmation bias; overconfidence bias; time pressure; self-interested agents; deal fever; narrow focus; and complexity. Following …

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Unethical For The Sake Of The Group: Risk Of Social Exclusion And Pro-Group Unethical Behavior, Stefan Thau, Rellie Derfler-Rozin, Marko Pitesa, Marie S. Mitchell, Madan M. Pillutla Jan 2015

Unethical For The Sake Of The Group: Risk Of Social Exclusion And Pro-Group Unethical Behavior, Stefan Thau, Rellie Derfler-Rozin, Marko Pitesa, Marie S. Mitchell, Madan M. Pillutla

Research Collection Lee Kong Chian School Of Business

This research tested the idea that the risk of exclusion from one's group motivates group members to engage in unethical behaviors that secure better outcomes for the group (pro-group unethical behaviors). We theorized that this effect occurs because those at risk of exclusion seek to improve their inclusionary status by engaging in unethical behaviors that benefit the group; we tested this assumption by examining how the effect of exclusion risk on pro-group unethical behavior varies as a function of group members' need for inclusion. A 2-wave field study conducted among a diverse sample of employees working in groups (Study 1) …

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Mncs And Csr Engagement In Asia: A Dialectical Model, Angela Ka Ying Mak, Suwichit Chaidaroon, Augustine Pang Jan 2015

Mncs And Csr Engagement In Asia: A Dialectical Model, Angela Ka Ying Mak, Suwichit Chaidaroon, Augustine Pang

Research Collection Lee Kong Chian School Of Business

Using the Circuit of Culture as a guiding framework, this study highlighted how MNCs in Asian developing countries engage and negotiate with local stakeholders as they implement their CSR initiatives. Twenty-one qualitative semi-structured interviews were conducted with PR practitioners responsible for CSR projects in Asia. Thematic analysis was used to identify themes related to the framework elements. Results demonstrated how MNCs practice CSR in Asia through the five moments (identity, regulations, production, representations, and consumption). MNCs faced a number of dialectical tensions (e.g. following the country's laws, lack of CSR comprehension among employees, and resistance from the stakeholders). Effective strategies …

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Situational Judgment Testing: A Review And Some New Developments, Janneke K. Oostrom, Britt De Soete, Filip Lievens Jan 2015

Situational Judgment Testing: A Review And Some New Developments, Janneke K. Oostrom, Britt De Soete, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Although situational judgment tests (SJTs) have a long history in the personnel selection literature, there have been some recent developments in how they are designed, administered, and scored. An SJT is a measurement method typically composed of challenging work-related situations and a list of plausible courses of action. Test takers are asked to evaluate each course of action for either the likelihood that they would perform the action or the effectiveness of the action. In this book chapter, we first briefly review current practice regarding the development of SJTs in personnel selection. We also review evidence concerning reliability, construct-related validity, …

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On The Limitations Of Using Situational Judgement Tests To Measure Interpersonal Skills: The Moderating Influence Of Employee Anger, Jerel E. Slaughter, Michael S. Christian, Nathan P. Podsakoff, Evan F. Sinar, Filip Lievens Dec 2014

On The Limitations Of Using Situational Judgement Tests To Measure Interpersonal Skills: The Moderating Influence Of Employee Anger, Jerel E. Slaughter, Michael S. Christian, Nathan P. Podsakoff, Evan F. Sinar, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Many authors have suggested that situational judgment tests (SJTs) are useful tools for assessing applicants because SJT items can be written to assess a number of job-related knowledges, skills, abilities and other characteristics (KSAOs). However, SJTs may not be appropriate for measuring certain KSAOs for some applicants. We posit that using SJTs to measure interpersonal skills may lead to invalid inferences about applicants with higher levels of angry hostility (AH), and thus, AH should moderate the relation between interpersonally oriented SJTs and job performance. Three studies, using samples of healthcare workers (n = 225), police officers (n = 54), and …

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Negotiating Deals From A Position Of Powerlessness, Michael Schaerer, Roderick I. Swaab Dec 2014

Negotiating Deals From A Position Of Powerlessness, Michael Schaerer, Roderick I. Swaab

Research Collection Lee Kong Chian School Of Business

When you are negotiating a deal it pays to have viable alternatives to fall back on – or at least that’s what most people think. New research suggests that being powerless can be liberating and help you achieve better deals.

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The Role Of Simmelian Friendship Ties On Retaliation Within Triads, Kenneth T. Goh, David Krackhardt, Laurie R. Weingart, Tat Koon Koh Oct 2014

The Role Of Simmelian Friendship Ties On Retaliation Within Triads, Kenneth T. Goh, David Krackhardt, Laurie R. Weingart, Tat Koon Koh

Research Collection Lee Kong Chian School Of Business

We examine the effect of friendship in triads on retaliatory responses to unfair outcomes that originate from a group member. Drawing on Simmel's classic discussion of relationships in social triads versus dyads, we hypothesized that the effect of unfairness on retaliation between friends is stronger when the third party in the triad is a mutual friend, rather than a stranger. We also draw on social categorization theory to hypothesize that the effect of unfairness on retaliation between strangers is stronger when the third party is a friend of that stranger than when the triad consists of all strangers. Hypotheses were …

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Interpersonal Trust Within Negotiations: Meta-Analytic Evidence, Critical Contingencies, And Directions For Future Research, Dejun Tony Kong, Kurt T. Dirks, Donald L. Ferrin Oct 2014

Interpersonal Trust Within Negotiations: Meta-Analytic Evidence, Critical Contingencies, And Directions For Future Research, Dejun Tony Kong, Kurt T. Dirks, Donald L. Ferrin

Research Collection Lee Kong Chian School Of Business

Trust has long been recognized by scholars and practitioners alike as an important factor for negotiation success. However, there has been little effort to date to empirically review or theoretically synthesize the research on trust in the context of negotiations. We present a social exchange framework that describes the processes through which trust influences negotiation behaviors and outcomes. We identified three critical contingencies that modified the effects of trust on negotiation behaviors and outcomes. A meta-analysis on a sample of 38 independent studies provided considerable support for the model and also confirmed the importance of the three contingencies for understanding …

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The Invisible Eye? Electronic Performance Monitoring And Employee Job Performance, Devasheesh P Bhave Sep 2014

The Invisible Eye? Electronic Performance Monitoring And Employee Job Performance, Devasheesh P Bhave

Research Collection Lee Kong Chian School Of Business

To enhance employee performance, many organizations are increasingly using electronic performance monitoring (EPM). The relationship between the frequency of EPM use and employee performance is examined in 2 field studies. In Study 1, which uses a unique longitudinal data set, results reveal that shorter time lags between 2 consecutive employee performance assessments are related to better task performance as indicated by call quality metrics. A second field study using matched supervisor–employee and EPM system data is conducted in 2 call centers to extend these results and to focus more directly on the supervisors’ use of EPM and its relationship with …

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Examining The Effects Of Corporate Mindfulness Training, Ellen Choi, Jochen Reb Aug 2014

Examining The Effects Of Corporate Mindfulness Training, Ellen Choi, Jochen Reb

Research Collection Lee Kong Chian School Of Business

No abstract provided.

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The Too-Much-Talent Effect: Team Interdependence Determines When More Talent Is Too Much Or Not Enough, Roderick I. Swaab, Michael Schaerer, Eric M. Anicich, Richard Ronay, Adam D. Galinsky Aug 2014

The Too-Much-Talent Effect: Team Interdependence Determines When More Talent Is Too Much Or Not Enough, Roderick I. Swaab, Michael Schaerer, Eric M. Anicich, Richard Ronay, Adam D. Galinsky

Research Collection Lee Kong Chian School Of Business

Five studies examined the relationship between talent and team performance. Two survey studies found that people believe there is a linear and nearly monotonic relationship between talent and performance: Participants expected that more talent improves performance and that this relationship never turns negative. However, building off research on status conflicts, we predicted that talent facilitates performance—but only up to a point, after which the benefits of more talent decrease and eventually become detrimental as intrateam coordination suffers. We also predicted that the level of task interdependence is a key determinant of when more talent is detrimental rather than beneficial. Three …

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The Dynamic Relationships Of Work Affect And Job Satisfaction With Perceptions Of Fit, Allison S. Gabriel, James M. Diefendorff, Megan M. Chandler, Christina M. Moran, Gary J. Greguras Jul 2014

The Dynamic Relationships Of Work Affect And Job Satisfaction With Perceptions Of Fit, Allison S. Gabriel, James M. Diefendorff, Megan M. Chandler, Christina M. Moran, Gary J. Greguras

Research Collection Lee Kong Chian School Of Business

This study assessed the longitudinal relationship between perceived fit (i.e., person–organization fit, person–job fit) and affect-based variables (i.e., job satisfaction, negative affect, positive affect) using momentary (i.e., within-person level) and stable (i.e., between-person level) assessments of both sets of variables. In doing so, we tested 3 theoretical models of the perceived fit and work affect relationship (i.e., fit preceding affect; affect preceding fit; reciprocal fit–affect relations) to determine (a) the antecedents and consequences of fit perceptions, (b) whether fit perceptions exhibit meaningful within-person variability, and (c) if direct fit perceptions are simply the result of affect/job satisfaction at work or …

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Within-Person Variability In Job Performance: An Integrative Review And Research Agenda, Reeshad S. Dalal, Devasheesh P. Bhave, John Fiset Jul 2014

Within-Person Variability In Job Performance: An Integrative Review And Research Agenda, Reeshad S. Dalal, Devasheesh P. Bhave, John Fiset

Research Collection Lee Kong Chian School Of Business

Although both researchers and practitioners know that an employee’s performance varies over time within a job, this within-person performance variability is not well understood and in fact is often treated as error. In the current paper, we first identify the importance of a within-person approach to job performance and then review several extant theories of within-person performance variability that, despite vastly different foci, converge on the contention that job performance is dynamic rather than static. We compare and contrast the theories along several common metrics and thereby facilitate a discussion of commonalities, differences, and theory elaboration. In so doing, we …

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Conceptualizing And Assessing Interpersonal Adaptability: Towards A Functional Framework, Tom Oliver, Filip Lievens May 2014

Conceptualizing And Assessing Interpersonal Adaptability: Towards A Functional Framework, Tom Oliver, Filip Lievens

Research Collection Lee Kong Chian School Of Business

As a result of the increased frequency and complexity of interpersonal interactions in today’s workplaces, researchers and practitioners have emphasized the need for workers to be interpersonally adaptive (Griffi n, Neal, and Parker, 2007; Pulakos et al., 2000). Increasingly, to accomplish their work, workers need to interact effectively with others in the workplace. This is in part due to the predominance of service-oriented organizations in many economies (Zeithaml and Bitner, 1996). Workers in these organizations are required to spend a considerable part of their day engaging in social interactions and managing social relationships with customers (Schneider, 1994) and teams (Kozlowski …

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Stupid Doctors And Smart Construction Workers: Perspective-Taking Reduces Stereotyping Of Both Negative And Positive Targets, Cynthia S. Wang, Gillian Ku, Kenneth Tai, Adam D. Galinsky May 2014

Stupid Doctors And Smart Construction Workers: Perspective-Taking Reduces Stereotyping Of Both Negative And Positive Targets, Cynthia S. Wang, Gillian Ku, Kenneth Tai, Adam D. Galinsky

Research Collection Lee Kong Chian School Of Business

Numerous studies have found that perspective-taking reduces stereotyping and prejudice, but they have only involved negative stereotypes. Because target negativity has been empirically confounded with reduced stereotyping, the general effects of perspective-taking on stereotyping and prejudice are unclear. By including both positively and negatively stereotyped targets, this research offers the first empirical test of two competing hypotheses: The positivity hypothesis predicts that perspective-taking produces a positivity bias, with less stereotyping of negative targets but more stereotyping of positive targets. In contrast, the stereotype-reduction hypothesis predicts that perspective-taking reduces stereotyping, regardless of target valence. Three studies support the stereotype-reduction hypothesis. Perspective-taking …

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Unleashing Creativity Across Cultural Borders, Roy Y. J. Chua May 2014

Unleashing Creativity Across Cultural Borders, Roy Y. J. Chua

Research Collection Lee Kong Chian School Of Business

As the global economy integrates and companies pursue opportunities outside their traditional borders, it is increasingly important to innovate across cultural borders. This article explains how individuals can improve cross-cultural creativity.

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Intergroup Competition As A Double-Edged Sword: How Sex Composition Regulates The Effects Of Competition On Group Creativity, Marcus Baer, Abhijeet K. Vadera, Roger T. A. J. Leenders, Greg R. Oldham May 2014

Intergroup Competition As A Double-Edged Sword: How Sex Composition Regulates The Effects Of Competition On Group Creativity, Marcus Baer, Abhijeet K. Vadera, Roger T. A. J. Leenders, Greg R. Oldham

Research Collection Lee Kong Chian School Of Business

Building on social role theory, we extend a contingency perspective on intergroup competition proposing that having groups compete against one another is stimulating to the creativity of groups composed largely or exclusively of men but detrimental to the creativity of groups composed largely or exclusively of women. We tested this idea in two separate studies: a laboratory experiment (Study 1) and a field study (Study 2). Study 1 showed that competition had the expected positive effects on the creativity of groups composed mostly or exclusively of men and produced the predicted negative effects on the creativity of groups composed of …

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Measurement Invariance Of The Wong And Law Emotional Intelligence Scale Scores: Does The Measurement Structure Hold Across Far Eastern And European Countries?, Nele Libbrecht, Alain De Beuckelaer, Filip Lievens, Thomas Rockstuhl Apr 2014

Measurement Invariance Of The Wong And Law Emotional Intelligence Scale Scores: Does The Measurement Structure Hold Across Far Eastern And European Countries?, Nele Libbrecht, Alain De Beuckelaer, Filip Lievens, Thomas Rockstuhl

Research Collection Lee Kong Chian School Of Business

In recent years, emotional intelligence and emotional intelligence measures have been used in a plethora of countries and cultures. This is also the case for the Wong and Law Emotional Intelligence Scale (WLEIS), highlighting the importance of examining whether the WLEIS is invariant across regions other than the Far Eastern region (China) where it was originally developed. This study investigated the measurement invariance (MI) of the WLEIS scores across two countries, namely Singapore (N= 505) and Belgium (N= 339). Apart from items measuring the factor use of emotion, the measurement structure underlying the WLEIS ratings was generally invariant across both …

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Friends And Foes: The Dynamics Of Dual Social Structures, Maxim Sytch, Adam Tatarynowicz Apr 2014

Friends And Foes: The Dynamics Of Dual Social Structures, Maxim Sytch, Adam Tatarynowicz

Research Collection Lee Kong Chian School Of Business

This paper investigates the evolutionary dynamics of a dual social structure encompassing collaboration and conflict among corporate actors. We apply and advance structural balance theory to examine the formation of balanced and unbalanced dyadic and triadic structures, and to explore how these dynamics aggregate to shape the emergence of a global network. Our findings are threefold. First, we find that existing collaborative or conflictual relationships between two companies engender future relationships of the same type, but crowd out relationships of the different type. This results in (a) an increased likelihood of the formation of balanced (uniplex) relationships that combine multiple …

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Family Incivility And Job Performance: A Moderated Mediated Model Of Psychological Distress And Core Self-Evaluation, Sandy Lim, Kenneth Tai Mar 2014

Family Incivility And Job Performance: A Moderated Mediated Model Of Psychological Distress And Core Self-Evaluation, Sandy Lim, Kenneth Tai

Research Collection Lee Kong Chian School Of Business

This study extends the stress literature by exploring the relationship between family incivility and job performance. We examine whether psychological distress mediates the link between family incivility and job performance. We also investigate how core self-evaluation might moderate this mediated relationship. Data from a 2-wave study indicate that psychological distress mediates the relationship between family incivility and job performance. In addition, core self-evaluation moderates the relationship between family incivility and psychological distress but not the relationship between psychological distress and job performance. The results hold while controlling for general job stress, family-to-work conflict, and work-to-family conflict. The findings suggest that …

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The Brief Aggression Questionnaire: Psychometric And Behavioral Evidence For An Efficient Measure Of Trait Aggression, Gregory D. Webster, C. Nathan Dewall, Richard S. Pond, Timothy Deckman, Peter K. Jonason, Bonnie M. Le, Austin Lee Nichols, Tatiana Orozco Schember, E. Layne Paddock Mar 2014

The Brief Aggression Questionnaire: Psychometric And Behavioral Evidence For An Efficient Measure Of Trait Aggression, Gregory D. Webster, C. Nathan Dewall, Richard S. Pond, Timothy Deckman, Peter K. Jonason, Bonnie M. Le, Austin Lee Nichols, Tatiana Orozco Schember, E. Layne Paddock

Research Collection Lee Kong Chian School Of Business

A key problem facing aggression research is how to measure individual differences in aggression accurately and efficiently without sacrificing reliability or validity. Researchers are increasingly demanding brief measures of aggression for use in applied settings, field studies, pretest screening, longitudinal, and daily diary studies. The authors selected the three highest loading items from each of the Aggression Questionnaire's (Buss & Perry, 1992) four subscales-Physical Aggression, Verbal Aggression, anger, and hostility-and developed an efficient 12-item measure of aggression-the Brief Aggression Questionnaire (BAQ). Across five studies (N = 3,996), the BAQ showed theoretically consistent patterns of convergent and discriminant validity with other …

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A Lack Of Material Resources Causes Harsher Moral Judgments, Marko Pitesa, Stefan Thau Mar 2014

A Lack Of Material Resources Causes Harsher Moral Judgments, Marko Pitesa, Stefan Thau

Research Collection Lee Kong Chian School Of Business

In the research presented here, we tested the idea that a lack of material resources (e.g., low income) causes people to make harsher moral judgments because a lack of material resources is associated with a lower ability to cope with the effects of others' harmful behavior. Consistent with this idea, results from a large cross-cultural survey (Study 1) showed that both a chronic (due to low income) and a situational (due to inflation) lack of material resources were associated with harsher moral judgments. The effect of inflation was stronger for low-income individuals, whom inflation renders relatively more vulnerable. In a …

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The Power Of The Weak, Martin Gargiulo, Gokhan Ertug Feb 2014

The Power Of The Weak, Martin Gargiulo, Gokhan Ertug

Research Collection Lee Kong Chian School Of Business

Weak organizational actors can overcome the consequences of their dependence by securing the control of valuable resources or by embedding dependence relationships into social networks. While these strategies may not eliminate the underlying dependence, they can curtail the ability or the willingness of the stronger party to use power. Embedding strategies, however, can also have unintended consequences. Because the network structures that confer power to the weak are inherently more stable, they can persist beyond the point of being beneficial, trapping weak actors into unsuitable network structures. The power of the weak can thus become the weakness of the strong.

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Personality And Group Performance: The Importance Of Personality Composition And Work Tasks, Amit Kramer, Devasheesh P. Bhave, Tiffany D. Johnson Feb 2014

Personality And Group Performance: The Importance Of Personality Composition And Work Tasks, Amit Kramer, Devasheesh P. Bhave, Tiffany D. Johnson

Research Collection Lee Kong Chian School Of Business

We examine whether group members’ Big Five personality composition (variability, minimum, and maximum) affects the group’s performance. We employed an experimental design where participants were paid based on their performance in two different group-based experimental tasks: an additive task (where group performance is based on the sum of efforts of all group members) and a conjunctive task (where group performance is based on the performance of the weakest group member). Results indicate that variability in extraversion is positively related to group performance on the additive task but not on the conjunctive task. Conversely, neuroticism maximum score is negatively related to …

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