Michael Stoica, Liviu Florea and Akhadian S. Harnowo
Data was obtained from students from 39 universities in 24 countries, part of a large experiential exercise, X-Culture, who worked remotely in cross-cultural teams to solve…
Abstract
Purpose
Data was obtained from students from 39 universities in 24 countries, part of a large experiential exercise, X-Culture, who worked remotely in cross-cultural teams to solve business problems. The purpose of this study is to develop and test, using structural equation modeling, a conceptual model that identifies the determinants of satisfaction with teamwork.
Design/methodology/approach
Data was obtained from participants, students from universities from 39 universities in 24 countries, in a large experiential exercise, X-Culture, who worked remotely in cross-cultural teams to solve business problems. A conceptual model that identifies determinants of satisfaction with teamwork was developed and tested using structural equation modeling.
Findings
Satisfaction with teamwork is related to cultural intelligence (CQ), team identity and team climate. Interestingly, CQ of individual team members does not directly impact satisfaction with teamwork. Team identification and team climate, variables that require personal engagement and goodwill, mediate the effects of CQ on satisfaction.
Originality/value
Results suggest that team identification and team climate are important antecedents and explanatory mechanisms for developing satisfaction with teamwork. Having culturally intelligent team members is a necessary, but insufficient condition for satisfying teamwork. Therefore, to increase satisfaction with global virtual teamwork, teams need more than simply culturally intelligent team members. Increased satisfaction requires that team members identify with their team and develop a favorable team climate. The authors suggest education recommendations for global virtual teams.
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Liviu Florea, Sorin Valcea, Maria Riaz Hamdani and Thomas W. Dougherty
The purpose of this paper is to investigate how individual interviewers’ dispositional cognitive motivations may influence interview interactions and outcomes. More specifically…
Abstract
Purpose
The purpose of this paper is to investigate how individual interviewers’ dispositional cognitive motivations may influence interview interactions and outcomes. More specifically, this study explores the influence of the need for cognition, need for cognitive closure, and accountability on the relationship between first impressions and selection decisions.
Design/methodology/approach
In total, 41 graduate students were assigned the role of interviewers and were tasked to interview 331 undergraduate students at a large Midwestern university. The selection interview was designed to recruit qualified undergraduate students to the MBA program of the university.
Findings
First impressions significantly influenced selection decisions, but did not influence interviewers’ behaviors. Moreover, multilevel analyses reveal that interviewers’ need for cognition and accountability moderate the relationship between first impression and selection decisions, albeit in different direction. Need for cognition strengthens, whereas accountability weakens the relationship between first impression and selection decision.
Research limitations/implications
A potential interviewer bias is apparent, where interviewers high on need for cognition tend to weight first impressions more in the decision process. However, this bias was not directly observable, since interviewers’ behaviors during the interview were not affected by first impressions.
Originality/value
The present study goes beyond previous research on first impressions in the employment interview, finding that dispositional differences account for the tendency to weigh first impressions in the selection decision.
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Thomas W. Dougherty, Yu Ha Cheung and Liviu Florea
The purpose of this paper is to integrate scholarship on personality, mentoring, developmental relationships, and social networks in delineating how employees with particular…
Abstract
Purpose
The purpose of this paper is to integrate scholarship on personality, mentoring, developmental relationships, and social networks in delineating how employees with particular personality characteristics are more or less likely to be involved in four types of developmental networks.
Design/methodology/approach
The paper reviews scholarship on personality characteristics and developmental relationships to identify a set of distinct personality characteristics proposed to be related to employees' tendencies to develop four types of developmental networks. These network types are defined based on high or low relationship strength and high or low relationship diversity in employee ties with others. We develop propositions delineating the nature of expected relationships of these personality characteristics with developmental network types.
Findings
The paper identifies five personality characteristics – interdependent/independent self‐construal, core self‐evaluations, openness to experience, conscientiousness, and extroversion/introversions – and explained how each should be related to employees' tendencies to develop the four types of developmental networks. These networks have been described as opportunistic, entrepreneurial, receptive, and traditional developmental networks, based upon the strength and the diversity of network relationships.
Originality/value
The paper suggests that personality variables are potentially valuable for understanding how individuals develop particular types of developmental relationships, an area that deserves more research attention. It is noted that developmental relationships have been shown to be related to both employees' objective career outcomes such as promotions and salary progress, and subjective outcomes such as career and job satisfaction.
Details
Keywords
ROMANIA: Bucharest mayor emerges to rival party chief
Details
DOI: 10.1108/OXAN-ES238337
ISSN: 2633-304X
Keywords
Geographic
Topical
Ernesto Tavoletti and Vas Taras
This study aims to offer a bibliometric analysis of the already substantial and growing literature on global virtual teams (GVTs).
Abstract
Purpose
This study aims to offer a bibliometric analysis of the already substantial and growing literature on global virtual teams (GVTs).
Design/methodology/approach
Using a systematic literature review approach, it identifies all articles in the Web of Science from 1999 to 2021 that include the term GVTs (in the title, the abstract or keywords) and finds 175 articles. The VOSviewer software was applied to analyze the bibliometric data.
Findings
The analysis revealed three dialogizing research clusters in the GVTs literature: a pioneering management information systems and organizational cluster, a general management cluster and a growing international management and behavioural studies cluster. Furthermore, it highlights the most cited articles, authors, journals and nations, and the network of strong and weak links regarding co-authorships and co-citations. Additionally, this study shows a change in research patterns regarding topics, journals and disciplinary approaches from 1999 to 2021. Finally, the analysis illustrates the position and centrality in the network of the most relevant actors.
Practical implications
The findings can guide management practitioners, educators and researchers to the most meaningful clusters of publications on GVTs, and help navigate and make sense of the vast body of the available literature. The importance of GVTs has been growing in the past two decades, and Covid-19 has accelerated the trend.
Originality/value
This study provides an updated and comprehensive systematic literature review on GVTs. To the best of the authors’ knowledge, it is also the first systematic literature review and bibliometry on GVTs. It concludes by suggesting future research paths.