Dustin K. Jundt

Mixing Individual Incentives and Group Incentives: Best of Both Worlds or Social Dilemma?

Equity theory emphasizes making distinctions between individual contributions to teams and then recognizing these with differentiations in rewards. However, social interdependence theory emphasizes maximizing cooperation in teams by compensating members equally. Several researchers have advocated offsetting the limitations of individually based incentives and group-based incentives by mixing the two. However, the authors contend that this puts team members in a social dilemma, leading them to focus on the individually based component. The authors find that in comparison to group-based only incentives, mixed individual/group incentives lead team members to perform faster but less accurately and focus on their own taskwork to the detriment of backing up behavior.

The effects of power, leadership and psychological safety on resident event reporting.

Although the reporting of adverse events is a necessary first step in identifying and addressing lapses in patient safety, such events are under‐reported, especially by frontline providers such as resident physicians.

A longitudinal investigation of cognitive function in children and adolescents with type 1 diabetes mellitus

Cross‐sectional studies find altered cognition in youth with type 1 diabetes mellitus (T1DM). However, few longitudinal studies have examined the trajectories of their cognitive performance over time. The aims of this study were to explore longitudinal change in cognitive function in youth with T1DM as compared with nondiabetic sibling controls, and how glycemic control and age of onset influence cognitive performance over time.

Differential Reactivity and the Within-person Job Stressor–Satisfaction Relationship

An experience sampling methodology was used to study the direct and conditional within-person relationship between job stressors and job satisfaction. One hundred and one full-time administrative staff completed momentary measures of job stressors and job satisfaction three times a day on six different workdays over a 3-week period (N = 1818 observations). Multilevel random coefficients models were specified, and the results suggest that within-person stressors are negatively related to within-person job satisfaction. These results stand when controlling for the effects of time, demographics, work characteristics, baseline levels of job stressors and satisfaction, and between-person effects of job stressors. Furthermore, consistent with the differential reactivity model, the results suggest that the observed within-person stressors-satisfaction relationship is conditional upon locus of control and positive affect. Copyright

Push and Pull: In-Situ Beliefs that Motivate and Deter CWB in Response to Injustice

What are employees thinking when they engage in such counterproductive behaviors as putting little effort into work, purposely doing work incorrectly, treating a coworker rudely, and withholding ne...