Tjai M. Nielsen

Organizational Citizenship Behavior and Performance: A Meta-Analysis of Group-Level Research

Most of the research on the relationship between organizational citizenship behavior (OCB) and performance has been conducted at the individual level. During the past 10 years, however, group-level research on that relationship has begun to appear. This article meta-analytically reviews 38 independent samples (N = 3,097) in which the relationship between OCB and performance was studied at the group level. The analyses in this study suggest a positive overall relationship between OCB and performance (ρ = .29), as well as the presence of several moderating variables. The theoretical implications of these findings are discussed, and some suggestions for future research are offered.

Group Personality Composition and Group Effectiveness An Integrative Review of Empirical Research

This review examines relationships between group personality composition (GPC) and group effectiveness, focusing on four questions: (a) How have researchers operationalized GPC? (b) What criteria have been used as measures of group effectiveness? (c) Is GPC related to group effectiveness? (d) Under what conditions is GPC associated with group effectiveness? A review of 31 studies yielding 334 unique relationships distinguished task and relationship predictors and criteria. Findings indicate operational definitions of GPC are varied, variance scores correlate negatively with group effectiveness, and minimum scores predict as well as mean scores. GPC is related to group effectiveness, and the effect is stronger in field studies than lab studies. Implications are discussed.

Utility of OCB Organizational Citizenship Behavior and Group Performance in a Resource Allocation Framework

Building on recent developments in resource allocation theory as applied to organizational citizenship behavior (OCB), the authors examine task interdependence as a contingency factor in the utility of group members’ OCBs for group performance. In a lagged field study, members of 46 work groups in six organizations rated their groups’ task interdependence, and group leaders rated groups’ OCBs. After six months, customers rated each group’s performance. OCB correlated positively with the performance of task-interdependent groups but had a neutral to negative association with the performance of task-independent groups. Consistent with this group-level resource allocation framework, the moderating role of task interdependence varied by dimensions of OCB: helping, civic virtue, and sportsmanship. The authors discuss the practical and theoretical implications of decisions about allocating a key resource—time—to OCB in work groups.

Quantifying the softer side of management education : An example using teamwork competencies

During the past 5 years, we have reexamined what we teach in management education, placing a much stronger emphasis on interpersonal skills than in the past. We must now reexamine how we teach these skills and demonstrate their value quantitatively. This article presents one method of quantifying the “softer side” of management education. It provides instruction and resources for educators and organizational professionals to administer, analyze, score, and provide quality feedback on virtually any competency area. The method is developmental in that it identifies individual, group, and organizational strengths and developmental opportunities. It is also an effective method of demonstrating the value of “soft skills” to students.

Group Personality Composition and Performance in Military Service Teams

A field study of intact military teams tested hypotheses about group personality composition on conscientiousness and agreeableness. Members of 47 intact military service teams completed questionnaires assessing individual personality traits, and their supervisors rated team performance. Group average agreeableness and conscientiousness correlated positively with group performance ratings, as did the group minimum score for both traits. Variance for group agreeableness correlated negatively with group performance. Groups with high scores on both conscientiousness and agreeableness received higher performance ratings than all other group compositions, pointing to the possibility of synergy of complementary, collective personality traits in work teams. Results carry implications for theory, application, and future research.

The ASA Framework A Field Study of Group Personality Composition and Group Performance in Military Action Teams

A theoretical model integrating Schneiders Attraction-Selection-Attrition (ASA) framework, group personality composition, and group performance is presented. The proposed model focuses on three operationalizations of group composition based on the Big Five personality traits. This model suggests that for certain types of teams group minimum scores vary more than group mean scores, resulting in more robust predictors of group effectiveness. Results indicate that group minimum Agreeableness and Conscientiousness correlate positively with supervisor ratings of performance, group average scores correlate positively with performance, and variance of Conscientiousness correlate inversely with group performance. Minimum scores for both Agreeableness and Conscientiousness vary more than mean scores, and teams with increased levels of both Agreeableness and Conscientiousness receive higher performance ratings than other types of teams. Initial support for the proposed model is presented, practical and research implications are discussed, and future directions for research are suggested.

Why Diasporas Invest in the Homeland: A Conceptual Model of Motivation

Little is known about why diaspora members invest in their homelands or why investment intensity varies among diaspora communities. Employing an interdisciplinary approach, we generate a multi-level, conceptual model of diaspora homeland investment. Our model examines the effects of inter-diaspora cultural differences, support from diaspora organizations, and three types of investment expectations - financial, social, and emotional - to better understand this phenomenon.

Bridging the divide between diaspora investment interest and action

Subject area – Entrepreneurship, management and emerging markets.Study level/applicability – Undergraduate and Graduate courses in Entrepreneurship, Managing in Developing Countries/Emerging Markets, Small Business Management, Social Entrepreneurship, International BusinessCase overview – IntEnt is a business incubator that provides training and other support services to nascent entrepreneurs, helping turn their investment ideas into successful business ventures. But IntEnt focuses on a unique clientele: diasporas, or migrants and their descendants, who dream of establishing a new venture back in their country of origin.The incubator is well known and respected by policymakers and migrants alike. Despite these successes, Mr Molenaar has struggled to grow and diversify IntEnts funding base. He also is under increasing pressure from the foundations stakeholders to define and measure the foundations performance. But Molenaar is committed to expanding IntEnts operations and continue to bridge the divide b...

Group personality composition and work team effectiveness: Key factor in staffing the team-based organization?

This chapter analyzes the role of work team personality composition — or mix of individual personality traits — in team-based organizations. It offers a framework for analysis that identifies the key variables and relationships of importance to the TBO practitioner. Within that framework it reviews current, empirical evidence relevant to the links between individual personality and work team effectiveness. Finally, it identifies key, practical issues raised by work team personality composition for staffing in TBO, and proposes a series of best management practices.