Organizational Psychology

Leadership, affect and emotions: A state of the science review

by Jennifer Griffith

Gooty, J. Connelly, S., Griffith, J., & Gupta, A. (2010). Leadership, affect, and emotions: A state of the science review. Leadership Quarterly, 21(6), 979-1004.

This paper presents a selective, qualitative review of affect, emotions, and emotional competencies in leadership... more This paper presents a selective, qualitative review of affect, emotions, and emotional competencies in leadership theory and research published in ten management and organizational psychology journals, book chapters and special issues of journals from 1990 to 2010. Three distinct themes emerged from this review: (1) leader affect, follower affect and outcomes, (2) discrete emotions and leadership, and (3) emotional competencies and leadership. Within each of these themes, we examine theory (construct definition and theoretical foundation) and methods (design, measurement and context) and summarize key findings. Our findings indicate that the study of affect and emotions in leadership fares well with regard to construct definitions across the first two themes, but not in the last theme above. Design and measurement issues across all three themes are a little less advanced. One serious gap is in a lack of focus on levels-of-analysis theoretically and methodologically. Our review concludes with recommendations for future theoretical and empirical work in this area.

Survivor reactions to reorganization: antecedents and consequences of procedural, interpersonal, and informational justice

by Paul Hanges

Guilt and Shame Through Recipients' Eyes: The Moderating Effect of Blame

by Caroline Kamau

Giner-Sorolla, R., Kamau, C.W. & Castano, E. (2010)

Previous research has found that people collectively wronged by an outgroup take insult when its representative offers... more Previous research has found that people collectively wronged by an outgroup take insult when its representative offers compensation, and that an expression of shame but not guilt can lower such insult. This experiment showed a moderating factor: strength of outgroup blame. Black community members were participants, presented with an apology for discriminatory searches of Blacks by the police. The effects – that shame but not guilt reduces insult from compensation – were replicated only among those who strongly blamed outgroup entities. As before, these effects emerged only on insult rather than satisfaction measures, and only when compensation was offered. When blamed by the public, an official body should therefore consider how much its apology conveys shame rather than guilt. (PsycINFO Database Record (c) 2011 APA, all rights reserved)

Does knowledge sharing and withholding of information in organizational committees affect quality of group decision-making?

by Caroline Kamau

Kamau, C. & Harorimana, D. (2008)

In today’s knowledge economy, there is an emphasis on group performance, such as in organizations’ committees, yet... more In today’s knowledge economy, there is an emphasis on group performance, such as in organizations’ committees, yet this performance is prone to productivity deficits. Like many other groups, organizational committees are prone to irrational decision-making in the form of groupthink and group polarization. We review evidence that groupthink involves avoidance of contradictory information, biased information sharing, self-censorship, reducing information on the outgroup and poor information pooling. For example, committee members’ conformity to the standards and expectations of an organization can lead them to withhold information that contradicts the organization’s “traditional” viewpoint. In other instances of groupthink, committee members may withhold information from their seniors in order to shield them from opposing views. Committee members undergoing groupthink may also display bias in their information search, such that they seek only that information which supports the committee’s prevailing opinion. We also review evidence showing that highly cohesive groups, those isolated from outside influence, and those with forthright leadership, are most at risk of groupthink. Improving the structure of a committee and having a leadership style that is process-directive, rather than outcome-directive, can reduce groupthink. We also review evidence on group polarization, which involves a shift by a group to an extremely risky or an extremely conservative viewpoint as a result of members influencing each other. We also discuss the impact of novel information on group polarization. We provide an analysis of the impact of faulty decision-making on the downfall of the bank Northern Rock. We consider the possible lack of objectivity in elements of the bank’s decision-making. The fact that Northern Rock did not receive a sufficient amount of outside regulation may have exacerbated groupthink. We discuss the likely role of risky shift in the bank’s attitude to risk and also consider the possible impact of forthright leadership on groupthink within Northern Rock. Groupthink and group polarization pose a danger to organizations that are required to continuously create, update and utilise knowledge in their decision-making, and to implement change in order to compete in shifting markets.

Task uncertainty and communication during nursing shift handovers

by Eric Mayor

Cite as: Mayor, E., Bangerter, A., & Aribot, M. (2011). Task uncertainty and communication during nursing handovers. Journal of Advanced Nursing. DOI: 10.1111/j.1365-2648.2011.05880.x.

Aims. We explore variations in handover duration and communication in nursing units. We hypothesize that duration per... more Aims. We explore variations in handover duration and communication in nursing units. We hypothesize that duration per patient is higher in units facing high task uncertainty. We expect both topics and functions of communication to vary depending on task uncertainty.
Background. Handovers are changing in modern healthcare organizations, where standardized procedures are increasingly advocated for efficiency and reliability reasons. However, redesign of handover should take environmental contingencies of different clinical unit types into account. An important contingency in institutions is task uncertainty, which may affect how communicative routines like handover are accomplished.
Method. Nurse unit managers of 80 care units in 18 hospitals were interviewed in 2008 about topics and functions of handover communication and duration in their unit. Interviews were content-analysed. Clinical units were classified into a theory-based typology (unit type) that gradually increases on task uncertainty. Quantitative analyses were performed.
Findings. Unit type affected resource allocation. Unit types facing higher uncertainty had higher handover duration per patient. As expected, unit type also affected communication content. Clinical units facing higher uncertainty discussed fewer topics, discussing treatment and care and organization of work less frequently. Finally, unit type affected functions of handover: sharing emotions was less often mentioned in unit types facing higher uncertainty.
Conclusion. Task uncertainty and its relationship with functions and topics of handover should be taken into account during the design of handover procedures.

Reported speech in conversational storytelling during nursing shift

by Eric Mayor

Cite as: Bangerter, A., Mayor, E., & Pekarek Doehler, S. (2011). Reported speech in conversational narratives during nursing shift handover meetings. Discourse Processes,48, 183-214.

Shift handovers in nursing units involve formal transmission of information and informal conversation about... more Shift handovers in nursing units involve formal transmission of information and informal conversation about non-routine events. Informal conversation often involves telling stories. Direct reported speech (DRS) was studied in handover storytelling in two nursing care units. The study goal is to contribute to a better understanding of conversation in handover and use of DRS in storytelling in institutional contexts. Content analysis revealed that the most frequent sources quoted were oneself and patients, followed by physicians and colleagues. Further, DRS utterances are preceded by reports of situations, actions, and other reported speech, often constituting the climax of a story. Conversation analysis revealed how DRS participates in multimodal reenactments, complaints about patients, and justifying deviations from medical protocols. Results inform understanding of the uses of DRS in institutional storytelling, show how they index relevant membership categories and related knowledge and expectations, and serve as resources for making sense of non-routine events.

Adaptability of nursing handovers: contingency theory shows the limits of standardization

by Eric Mayor

Cite as: Mayor, E. (2011). Adaptability of nursing handovers: contingency theory shows the limits of standardization. Studies in Communication Sciences, 11, 173-194.

Nursing shift handovers are institutional routines aimed at the transfer of patient information and responsibility... more Nursing shift handovers are institutional routines aimed at the transfer of patient information and responsibility among teams of caregivers at the change of shift. They are essential to patient safety and a priority concern for regulatory institutions. Standardization of information transfer during nursing shift handovers is now mandatory in many hospitals. But to date, no study has shown that standardized handover protocols actually improve patient condition. In organization science, research on contingency theory has shown that standardization is efficient only when uncertainty is low. This paper examines how the research on handovers and practical design of handovers could be informed by approaches stemming from contingency theory. The following aspects of adaptability are proposed for more thorough investigation in relation to uncertainty in the unit: adaptability of functions, adaptability of contents, and adaptability of structure.

A comparative study of women's and men's self perceptions of managerial skills and their impact on other's perceptions, employee attitudes and …

by Frank Shipper

QICID: 17216 Title: EI Veterans Take A Look at Signs of Resistance: Assessing and Handling Resistance to Employee Involvement

by Frank Shipper

AN EXAMINATION OF THE INHERENT PROBLEMS IN THE OPERATIONALIZATION OF THE MATHEMATICAL FORMULATION OF EXPECTANCY …

by Frank Shipper

The level of the system's self-knowledge as a measure of its adaptive ability in the light of the Kwiatkowski's system development rule.

by Ryszard Stocki

Stocki, R. (submitted). The level of the system's self-knowledge as a measure of its adaptive ability in the light of the Kwiatkowski's system development rule.

Kwiatkowski, a Polish economist, formulated the rule linking economic development of nations with proportion of... more Kwiatkowski, a Polish economist, formulated the rule linking economic development of nations with proportion of population knowledgeable in the economic systems of their times. In the present paper we propose to broaden the rule to other systems, particularly organizations and propose empirical and information tools for testing the rule – quantitative analysis of the cognitive maps. We also present results of preliminary research where relation between development and the cognitive maps supported our assumptions.

Strategic intelligence: A conceptual system of leadership for change

by Tim Scudder

Maccoby, M., & Scudder, T. (2011). Strategic Intelligence: A Conceptual System of Leadership for Change. Performance Improvement, 50(3).

Prevalence of workplace bullying in Norway: Comparisons across time and estimation methods

by Guy Notelaers

Morten Birkeland Nielsen, Anders Skogstad, Stig Berge Matthiesen, Lars Glasø, Merethe Schanke Aasland, Guy Notelaers, and Staale Einarsen.  In European Journal of Work and Organisational Psychology, 2009

This study investigates the prevalence of exposure to workplace bullying in a representative sample of 2539 Norwegian... more This study investigates the prevalence of exposure to workplace bullying in a representative sample of 2539 Norwegian employees utilizing different measurement and estimation methods. The prevalence of workplace bullying varied from 2 to 14.3% depending on method of measurement and estimation.
Latent class cluster analysis is concluded to give the most reliable estimate (6.8%). Compared to a similar Norwegian study published in 1996, the prevalence of self-reported victimization from bullying is considerably reduced; from 8.6% in the early 1990s to 4.6% in 2005. In the 1996 study,4.6% labelled themselves as victims of severe bullying, the corresponding
number being 2% in 2005.

Место и роль психолога в отделе управления человеческими ресурсами

by Arman Begoyan

В статье вкратце рассматриваются основные функции психолога отдела управления человеческими ресурсами организации. В... more В статье вкратце рассматриваются основные функции психолога отдела управления человеческими ресурсами организации. В частности подбор, оценка и расстановка персонала, адаптация новых сотрудников, тренинг и обучение персонала, индивидуальное консультирование сотрудников.

Подбор, оценка и расстановка персонала банка методом семантического дифференциала: принцип концептуальной совместимости

by Arman Begoyan

This article presents the results of the investigation which dedicated to clarification of the effectiveness of... more This article presents the results of the investigation which dedicated to clarification of the effectiveness of selection, assessment and arrangement of bank’s personnel by the method of Semantic Differential. The data received during experiment shows that teams which organized by the conceptual compatibility principle demonstrates more effective functioning than teams organized by the characterological and intellectual compatibility principles.

Tacit Knowledge and Personal Competitive Advantage: An Autopoietic Framework for Knowledge Management in Human Resources

by Matthew Jelavic

Jelavic, M. (2011). Tacit knowledge and personal competitive advantage: An autopoietic framework for knowledge management in human resources. Canadian Manager, 36(3), 22 – 23.

Empowering Ethnic Minorities in the 21st Century: The role of human service organizations

by Lorraine Gutierrez

The impact of managerial skills on employee outcomes: a cross cultural study

by Frank Shipper

Conflito de papéis entre os domínios da família e do trabalho. Roles conflicts between the domains of family and work

by Guilherme Wendt

This study examines the process of transition between work and family, starting at conflict of social roles theory.... more This study examines the process of transition between work and family, starting at conflict of social roles theory. This study must provide insights about those domains and will be supported by national and international studies that discussed the contemporary transformations and their impacts on human life. The analysis indicate that the domains of work and family creates an area influenced by beliefs and values of society and also dependent of the culture of the individual. Work-family interfaces has important implications for health and welfare of people. Also, this interface consists of a complex bias with multiple factors related, being pointed as a central to people’s lives. This operation requires of scientists and managers a critical review of conceptual and practical attitudes.

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by fatih çetin