Daan Stam

Feeling Included and Valued: How Perceived Respect Affects Positive Team Identity and Willingness to Invest in the Team

Previous research has documented that intra‐group respect fosters individual engagement with work teams or organizations. The authors extend this work by empirically distinguishing between perceived inclusion of the self in the team and perceived value of the self for the team as separate psychological consequences of respect. Based on a social identity analysis, it is predicted that perceived inclusion facilitates the development of a positive team identity (how the individual feels about the team), while perceived value elicits the willingness to invest in the team (what the individual is willing to do for the team). Support for these predictions is obtained with structural equation modelling among two independent samples of professional soldiers working in military teams (n = 495). Reports of individual team members about positive team identity and willingness to invest in the team correlated with supervisor ratings of the teams action readiness.

An Image of Who We Might Become: Vision Communication, Possible Selves, and Vision Pursuit

We propose a model of vision communication that emphasizes the mediating role of follower collective possible selves—that is, self-conception in terms of what the collective (team, organization) which one is a member of may become in the future that can be held by individuals but can also be shared by multiple individuals. Our model is the first to provide an integrative account of how vision communication may stimulate the pursuit of the vision by individuals and collectives, and it complements and extends prior research in three important ways. First, in contrast to an earlier emphasis on the role of individual perceptions of the current self, our model puts perceptions of the future self at the forefront. It captures how vision communication can invite social sharedness of these perceptions, thus doing justice to visions’ nature as images of a future for the collective. Second, in contrast to earlier work on vision communication focusing on general indicators of leadership effectiveness, our model puts what is arguably the most important outcome for vision communication center stage: vision pursuit, the followers’ actions aimed at making the vision reality. We argue that the creation of collective possible selves by followers is crucial for vision communication because collective possible selves explain how vision communication relates to vision pursuit. Third, our model also addresses aspects of vision communication that may facilitate the processes through which visions become internalized as possible selves, and it captures the processes through which such possible selves become shared among members of a collective and lead to collective vision pursuit.

Exploring the role of picker personality in predicting picking performance with pick by voice, pick to light and RF-terminal picking

Order pickers and individual differences between them could have a substantial impact on picking performance, but are largely ignored in studies on order picking. This paper explores the role of individual differences in picking performance with various picking tools (pick by voice, RF-terminal picking and pick to light) and methods (parallel, zone and dynamic zone picking). A unique realistic field experiment with 101 participants (academic students, vocational students and professional pickers) is employed to investigate the influence of individual differences, especially the Big Five personality traits, on picking performance in terms of productivity and quality. The results suggest that (PbV) performs better than RF-terminal picking, and that Neuroticism, Extraversion, Conscientiousness and the age of the picker play a significant role in predicting picking performance with voice and RF-terminals. Furthermore, achieving higher productivity appears to be possible without sacrificing quality. Managers can increase picking performance by incorporating the insights in assigning the right pickers to work with a particular picking tool or method, leading to increased picking performance and reduced warehousing costs.

Motivation in words : promotion- and prevention-oriented leader communication in times of crisis.

Research demonstrates that situational uncertainty or crisis strongly influences the endorsement of the more charismatic or decisive leadership styles and that inspirational communication is at the heart of these styles. However, there is currently little understanding of what leaders should convey through their communication to be endorsed in crisis. Based on regulatory focus theory, we argue that times of crisis make leaders who use more promotion-oriented communication more likely to be endorsed and leaders who use more prevention-oriented communication less likely to be endorsed. Results of Study 1, an archival study of U.S. presidents, show that presidents who use more promotion-oriented communication are more endorsed but only if economic growth is low or if inflation is high, while no effects of the use of prevention orientation of communication surfaces. Results of Study 2, a laboratory experiment, show that leaders who communicate a promotion orientation, as compared to a prevention orientation, motivate higher performance in participants in a crisis condition, but that there is no difference in a no-crisis (i.e. control) condition. Finally, results of Study 3, a scenario experiment, demonstrate that organizational leaders that communicate more promotion-oriented (as opposed to more prevention-oriented) have a higher chance of being endorsed but only in times of crisis and that this effect is mediated by followers’ motivation to realize the plans of the leader.

How store manager prevention focus influences on-shelf-availability

The current research investigates the influence of characteristics of managers on maximizing on shelf availability (OSA) in retail stores, beyond sales forecasting and replenishment methods. More s...