Ana Zornoza

CONFLICT MANAGEMENT IN GROUPS THAT WORK IN TWO DIFFERENT COMMUNICATION CONTEXTS Face-To-Face and Computer-Mediated Communication

The aim of this study is to test the differences in quality and frequency of conflict management behavior as a function of the interaction between task and communication medium, and practice time in continuing groups that work over two different media: computer mediated communication (CMC) and face to face communication (FTF). Conflict management behavior is studied through observed behavior and categorized by experts. Two conflict management behavior categories are differentiated: positive and negative conflict management behavior. A laboratory experiment was carried out comparing 12 groups of 4 members each, working over two communication media (6 groups FTF and 6 groups over CMC). Groups performed three types of tasks (idea-generation tasks, intellective tasks, and mixed-motive tasks) during weekly sessions over a 2-month period. Results obtained for the idea-generation task show that negative conflict management is significantly higher in CMC than in FTF. For the groups working on intellective tasks, positive conflict management is significantly higher in FTF than in CMC. Conversely, negative conflict management is significantly higher in CMC than in FTF. No significant differences appear in positive or in negative conflict management on the mixed-motive task. The effect of time on conflict management behaviors in both communication media, and for intellective tasks, does not follow the hypothesized direction. In fact, in CMC, positive conflict management decreases over time, and there are no significant differences in FTF. Implications of these results for future research and practice are discussed.

Relationship, task and process conflicts on team performance

Purpose – The purpose of this paper is to examine which communication contexts – virtual or traditional interactions – is more disruptive or beneficial to the effects of intragroup conflicts on team performance.Design/methodology/approach – A laboratory experiment was conducted comparing 22 face‐to‐face (FTF) teams, 22 videoconference (VC) teams and 22 computer‐mediated communication (CMC) teams over a month.Findings – Results showed that VC teams are the highest performing teams and CMC teams the lowest. However, when task conflict increases VC team performance diminishes at the first stage of the teamwork. FTF team performance is also improved by task conflict, but also by process conflict. After a period where team members develop teamwork experience, relationship conflict and process conflict damage more seriously team performance in CMC teams than in FTF teams. In conclusion, traditional teams and virtual teams behave in different ways, but also there are differences between VC and CMC teams.Research...

The validity of collective climates

The objective of this study is to test the validity of the collective climate concept. It was expected that membership in collective climates was related to membership in the collectivities defined by departmental membership, hierarchical level, shift, job location and organizational tenure. The study sample was composed of 195 employees from a central administration agency. Using a combination of hierarchical and non-hierarchical clustering methods, three different collective climates were obtained. The results showed that only hierarchical level was related to collective climate membership. Based on all the results obtained, the debate on the validity of collective climates is reconsidered, and research on climate formation and relevant factors in that process is emphasized.

Role Stress: Burnout Antecedent in Nursing Professionals

Abstract Burnout syndrome has been described by different authors as a reaction to work stress. Hence both the role stress components–role ambiguity and role conflict–appear in the literature as burnout antecedent variables. The correlation between these variables is positive. On the other hand, the work social support (from supervisors and colleagues) is a variable with influence on both role stress and burnout, so the people who perceive higher work social support feel lower role stress and lower burnout than the people who perceive lower social support. In this study we present the results of a correlational study of role ambiguity, role conflict, burnout levels (tested with Maslach Burnout Inventory), and the work social support effects on the relations. The sample are 102 nursing professionals, 24 per cent males and 76 per cent females. The results present a positive correlation between both role ambiguity and role conflict, and the emotional exhaustion scale and depersonalization scale, and a negati...

The Role of Information and Communication Technologies in the Relationship Between Group Effectiveness and Group Potency A Longitudinal Study

The aim of this research is to examine the role of information and communication technologies in the relationship between group effectiveness and group potency changes. A laboratory experiment compared 44 groups of four members, working in two communication media—face-to-face condition and computer-mediated communication (CMC). Groups developed a project during 4 weekly meetings during a 1-month period. No significant difference in group potency between communication media was found initially. However, different patterns of group potency development over time were identified. Group potency increased in the face-to-face condition, whereas it remained stable in the CMC condition. Results showed that group effectiveness has a positive effect on group potency. CMC groups that were higher in effectiveness presented higher levels of group potency than those lower in effectiveness, whereas group potency perceived by face-to-face groups remained stable over different levels of group effectiveness.

Análisis de la interacción grupal a través de medidas de observación en comunicación mediada

ResumenEn la actualidad, las nuevas tecnologias estan favoreciendo la formacion de grupos de trabajo distribuidos. Estos grupos pueden tener un caracter relativamente permanente como un equipo editorial, o un equipo de diseno de distintos departamentos de una multinacional. Los Psicologos del Trabajo y de las Organizaciones estan retados a proporcionar teorias y modelos para el analisis y diseno de estos grupos. El presente estudio tiene como objetivo analizar el proceso de interaccion de los grupos que se comunican a traves de tecnologias de la informacion, centrandonos en aspectos que surgen o varian con mayor frecuencia a lo largo de ese proceso en funcion de la tecnologia utilizadapara comunicarse (conducta desinhibiday gestion del conflicto en el grupo). Habitualmente, la metodologia empleada para llevar a cabo este tipo de estudios ha adoptado una aproximacion cuantitativa a partir de medidas de autoinforme. Sin embargo, en el presente estudio se emplea una metodologia observacional basada en tecnic...

Testing relations between group cohesion and satisfaction in project teams: A cross-level and cross-lagged approach

Based on a two-dimensional perspective of group cohesion, this study examines the emergence of task cohesion and interpersonal cohesion in project teams and their roles in changes in members’ individual satisfaction with the team. Specifically, we tested a direct-effect and mediation model of the cross-level relationship between team task and interpersonal cohesion and individual satisfaction with the team over time. With a sample of 74 newly created project teams, the hypotheses were tested using a two-wave panel design. Results indicate that task cohesion emerges more strongly than interpersonal cohesion during the first stages of work in project teams. Moreover, the cross-lagged relationship between team interpersonal cohesion and individual satisfaction with the team was mediated by team task cohesion.

The role of information and communication technologies in the relationship between group potency and group maintenance outcomes: a longitudinal study

Group potency is one of the major factors influencing work group success. However, little is known about the effects of potency on group maintenance outcomes, especially in virtual teams. The present study examines the moderating role of information and communication technologies (ICTs) in the relationships between potency and group maintenance outcomes in a longitudinal study. The study involved 44 groups of four members each, working in two communication media: face-to-face (F-t-F) and computer-mediated communication (CMC). The groups developed a project during four weekly sessions over a 1-month period. The results showed that ICTs moderated the relationship between potency and maintenance outcomes (process satisfaction and identification). The positive relationship between potency and maintenance outcomes was stronger in CMC groups than in F-t-F groups. The study has provided useful information that contributes to understanding in which contexts group potency produces the best results. Specifically, ICT appears to be a key moderating variable in the relationships between group potency and group maintenance outcomes.

Team Feedback Intervention and Team Learning in Virtual Teams: A Moderated Mediation Model of Team Cohesion and Personality

Scholars and practitioners agree that virtual teams (VTs) have become commonplace in today’s digital workplace. Relevant literature argues that learning constitutes a significant contributor to team member satisfaction and performance, and that, at least in face-to-face teams, team cohesion fosters team learning. Given the additional challenges VTs face, e.g. geographical dispersion, which are likely to have a negative influence on cohesion, in this paper we shed light on the relationship between team cohesion and team learning. We adopted a quantitative approach and studied 54 VTs in our quest to understand the role of feedback in mediating this relationship and, more specifically, the role of personality traits in moderating the indirect effect of team feedback and guided reflection intervention on team learning through team cohesion within the VT context. Our findings highlight the importance of considering aspects related to the team composition when devising intervention strategies for VTs, and provide empirical support for an interactionist model between personality and emergent states such as cohesion. Implications for theory and practice are also discussed.

Dialogue between workers and family members is related to their attitudes towards self-determination of individuals with intellectual disability

ABSTRACT Background: This study focused on attitudes of workers and family members towards self-determination of individuals with intellectual disability. First, we compare their self-determination attitudes. Second, we test the link from mutual communication (workers and family members perceive that the other party openly dialogues about self-determination) to individual attitudes. Finally, we examine the relationship between mutual communication and affinity in attitudes. Method: We conducted a survey study with 111 organisations (914 workers and 845 family members). Results: Workers have more positive attitudes than family members. In addition, high mutual communication was associated with individual positive attitudes towards self-determination and shared attitudes between workers and family members. Conclusions: When both workers and family members perceive that the other party is accessible and willing to engage in open dialogue about self-determination issues, their attitudes converge.