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  • 1.  Help with literature on newcomers in work teams

    Posted 09-19-2011 13:42
    Dear colleagues,

    Apologies for cross postings.

    One of my students, is working on newcomers in work teams and needs
    some help for her literature review. See below her description:

    "For my thesis I am interested in if a team will have their
    performance suffer when newcomers are added. I require information
    that pertains to "newcomers" or "new members" to a group/team. I am
    interested in learning how this effects "performance" of the group.
    Group dynamics are of interest when newcomers are involved. Other
    literature that would be of help is that which focuses on the effects
    of people leaving a team and how it effects their performance/
    productivity. I would appreciate any help."

    Thank you for your time! You can email me directly. I will get back
    to the listserv with the compiled feedback in one email.

    Best regards,

    M. Gloria González Morales, PhD
    ********************************************************************
    Assistant Professor
    Department of Psychology
    MacKinnon Extension, Room 3002
    University of Guelph
    Guelph, ON. Canada N1G 2W1
    phone: (519) 824-4120 ext. 52494
    fax: (519) 837-8629
    ********************************************************************
    http://www.uoguelph.ca/iopsychology/Gonzalez.shtml
    www.uoguelph.ca/iopsychology
    www.erasmuswop.org
    ********************************************************************


  • 2.  Help with literature on newcomers in work teams

    Posted 09-19-2011 15:00
    Hi Gloria,

    You can forward this information to your student. See Kathy Phillips' work listed below: 

    http://www.kellogg.northwestern.edu/Faculty/Directory/Phillips_Katherine_W.aspx#research

    Phillips, Katherine W., Elizabeth A. Mannix, Margaret A. Neale and Deborah H. Gruenfeld. 2004. Diverse Groups and Information Sharing: The Effects of Congruent Ties. Journal of Experimental Social Psychology. 40(4): 497-510.

    Phillips, Katherine W., Nancy Rothbard and Tracy Dumas. 2009. To Disclose or Not to Disclose? Status Distance and Self-disclosure in Diverse Environments. Academy of Management Review. 34(4)

    We examine the problem that people who are demographically different from one another face a fundamental challenge in achieving interpersonal closeness in organizational settings. We contribute to the literature by incorporating a discussion of how the status differences that accompany demographic diversity can influence the disclosure of personal information and ultimately interpersonal closeness. Moreover, we highlight the difficult choice on the part of individuals to strategically conceal or reveal status-relevant personal information to others.
    Phillips, Katherine W., Katie A. Liljenquist and Margaret A. Neale. 2009. Is the Pain Worth the Gain? The Advantages and Liabilities of Agreeing with Socially Distinct Newcomers. Personality and Social Psychology Bulletin. 35: 336-350.

    This research investigates the impact of allying with socially dissimilar group members on members' feelings and behavior, and the ultimate performance of the group. In the context of having a newcomer join a group, we conducted a 2 (social similarity of newcomer to oldtimers; in-group or out-group) x 3 (opinion agreement: newcomer has no opinion ally, 1 opinion ally, or 2 opinion allies) interacting group experiment with four-person groups. Groups with out-group newcomers perceived their group interactions as less effective, yet performed better than groups with in-group newcomers. Moreover, this result was not due to newcomers bringing new ideas to the group discussion. Instead, the behavior and feelings of oldtimers who agreed with newcomers (i.e., opinion allies to the newcomer) had a larger impact on the groups' outcomes. The results add to the idea that surface-level (i.e., social) diversity may ultimately be beneficial for groups even when out-group members do not bring different deep-level task perspectives to the group.
    Zhong, Chen-Bo, Katherine W. Phillips, Geoffrey Leonardelli and Adam D. Galinsky. 2008. Negational Categorization and Intergroup Behavior. Personality and Social Psychology Bulletin. 34(6): 793-806.

    Individuals define themselves, at times, as who they are (e.g., a psychologist) and, at other times, as who they are not (e.g., not an economist). Drawing on social identity, optimal distinctiveness, and balance theories, four studies examined the nature of negational identity relative to affirmational identity. One study explored the conditions that increase negational identification and found that activating the need for distinctiveness increased the accessibility of negational identities. Three additional studies revealed that negational categorization increased outgroup derogation relative to affirmational categorization and the authors argue that this effect is at least partially due to a focus on contrasting the self from the outgroup under negational categorization. Consistent with this argument, outgroup derogation following negational categorization was mitigated when connections to similar others were highlighted. By distinguishing negational identity from affirmational identity, a more complete picture of collective identity and intergroup behavior can start to emerge.
    Swaab, Roderick I., Daniel Diermeier, Katherine W. Phillips and Victoria Medvec. 2008. The Pros and Cons of Dyadic Conversations in Small Groups: The Impact of Group Norms and Task Type. Small Group Research. 39(3): 372-390.

    This research explores the impact of dyadic communication opportunities on group norms. We propose a link between dyadic communication and group norms such that the absence of dyadic communication enhances a norm of group unity whereas its presence enhances a norm of faction-forming. In two studies, we demonstrate that the presence of dyadic communication opportunities can both help and hurt group performance and that this depends on a fit between the content of the norm and the wider social context. In competitive negotiation tasks that benefit from group unity, the absence of dyadic communication results in a stronger focus on the group and its future as well as increased group performance. However, in problem solving tasks that benefit from faction-forming, the mere presence of dyadic communication opportunities leads to an increased openness to unique information, disagreement, and group performance. Implications for how to effectively manage technologies that create opportunities for dyadic communication during group discussions are considered.
    Rosette, Ashleigh S., Geoffrey Leonardelli and Katherine W. Phillips. 2008. The White Standard: Racial Bias in Leader Categorization. Journal of Applied Psychology. 93: 758-777.


    I hope this is helpful,


    Erick


    --  Erick G. Guerrero, Ph.D. Assistant Professor School of Social Work University of Southern California Social Work Center, Office # 220 655 West 34th Street Los Angeles, California 90089-0411 Ph:  213-821-1385 Fax: 213-821-2088 erickgue@usc.edu


    On 9/19/2011 10:42 AM, M. Gloria Gonzalez-Morales wrote:
    vB77RVPRMPdsA@mail.gmail.com" type="cite"> 
    Dear colleagues,  Apologies for cross postings.  One of my students, is working on newcomers in work teams and needs some help for her literature review. See below her description:  "For my thesis I am interested in if a team will have their performance suffer when newcomers are added. I require information that pertains to "newcomers" or "new members" to a group/team.  I am interested in learning how this effects "performance" of the group. Group dynamics are of interest when newcomers are involved. Other literature that would be of help is that which focuses on the effects of people leaving a team and how it effects their performance/ productivity. I would appreciate any help."  Thank you for your time! You can email me directly.  I will get back to the listserv with the compiled feedback in one email.  Best regards,  M. Gloria González Morales, PhD ******************************************************************** Assistant Professor Department of Psychology MacKinnon Extension, Room 3002 University of Guelph Guelph, ON. Canada N1G 2W1 phone: (519) 824-4120 ext. 52494 fax: (519) 837-8629 ******************************************************************** http://www.uoguelph.ca/iopsychology/Gonzalez.shtml www.uoguelph.ca/iopsychology www.erasmuswop.org ********************************************************************



  • 3.  Help with literature on newcomers in work teams

    Posted 09-19-2011 16:41
    Hi Gloria,

    I would recommend Gilad Chen's 2005 paper and its reference list as a good place to start.

    Chen, G. (2005). Newcomer adaptation in teams: Multilevel antecedents and outcomes. Academy of Management Journal, 48, 101-116.

    I hope that helps.

    Best,
    Tjai

    Tjai M. Nielsen, Ph.D.
    Director of Executive Education
    Dean's Research Scholar
    Assistant Professor of Management
    The George Washington University
    School of Business
    Suite 315, Funger Hall
    2201 G Street, NW
    Washington, DC 20052
    202.994.6976
    tnielsen@gwu.edu
    www.business.gwu.edu/management

    On Mon, Sep 19, 2011 at 1:42 PM, M. Gloria Gonzalez-Morales <gloriaglez@gmail.com> wrote:
    Dear colleagues,

    Apologies for cross postings.

    One of my students, is working on newcomers in work teams and needs
    some help for her literature review. See below her description:

    "For my thesis I am interested in if a team will have their
    performance suffer when newcomers are added. I require information
    that pertains to "newcomers" or "new members" to a group/team.  I am
    interested in learning how this effects "performance" of the group.
    Group dynamics are of interest when newcomers are involved. Other
    literature that would be of help is that which focuses on the effects
    of people leaving a team and how it effects their performance/
    productivity. I would appreciate any help."

    Thank you for your time! You can email me directly.  I will get back
    to the listserv with the compiled feedback in one email.

    Best regards,

    M. Gloria González Morales, PhD
    ********************************************************************
    Assistant Professor
    Department of Psychology
    MacKinnon Extension, Room 3002
    University of Guelph
    Guelph, ON. Canada N1G 2W1
    phone: (519) 824-4120 ext. 52494
    fax: (519) 837-8629
    ********************************************************************
    http://www.uoguelph.ca/iopsychology/Gonzalez.shtml
    www.uoguelph.ca/iopsychology
    www.erasmuswop.org
    ********************************************************************





  • 4.  Help with literature on newcomers in work teams

    Posted 09-19-2011 17:25
    Hi

    I think the very first step is to define what you mean by performance and what respective definition/measures you will be using.

    Good luck

    Ali Adib
    PhD Researcher in Organizational Psychology
    Birkbeck, University of London


    On 19 September 2011 18:42, M. Gloria Gonzalez-Morales <gloriaglez@gmail.com> wrote:
    Dear colleagues,

    Apologies for cross postings.

    One of my students, is working on newcomers in work teams and needs
    some help for her literature review. See below her description:

    "For my thesis I am interested in if a team will have their
    performance suffer when newcomers are added. I require information
    that pertains to "newcomers" or "new members" to a group/team.  I am
    interested in learning how this effects "performance" of the group.
    Group dynamics are of interest when newcomers are involved. Other
    literature that would be of help is that which focuses on the effects
    of people leaving a team and how it effects their performance/
    productivity. I would appreciate any help."

    Thank you for your time! You can email me directly.  I will get back
    to the listserv with the compiled feedback in one email.

    Best regards,

    M. Gloria González Morales, PhD
    ********************************************************************
    Assistant Professor
    Department of Psychology
    MacKinnon Extension, Room 3002
    University of Guelph
    Guelph, ON. Canada N1G 2W1
    phone: (519) 824-4120 ext. 52494
    fax: (519) 837-8629
    ********************************************************************
    http://www.uoguelph.ca/iopsychology/Gonzalez.shtml
    www.uoguelph.ca/iopsychology
    www.erasmuswop.org
    ********************************************************************