Research In Organizational Settings Research Articles

A meta‐analysis of creativity training in organizational settings

Creativity training involves instruction to improve learners' capability related to the generation of new and useful ideas. Although prior meta‐analyses have examined training's effectiveness, the studies included are almost solely with children or many organizational samples are excluded. Authors of notable reviews on creativity in organizational settings have noted that they were unable to find adequately conducted and reported studies using genuine intervention designs at the individual, team, or organizational level, raising the question: is creativity training research in organizational settings lacking rigor, visibility, or just lacking? In this meta‐analysis, we examine creativity training effectiveness using Kirkpatrick's four levels of evaluation (reactions, learning, behavior, results) and moderators reflecting study rigor and training delivery/content. Results indicate that training is effective overall (g = 0.68) and for learning outcomes (g = 0.73). However, effects are nonsignificant for on‐the‐job behavior/transfer outcomes (g = 0.34). All moderator analyses were nonsignificant except for timing of outcome evaluation. Studies with a delayed assessment showed a significantly smaller training effect (g = 0.40) than did studies with an immediate assessment (g = 0.86). These results indicate that rigorous creativity training research in organizational settings with behavioral outcomes measured after a delay is lacking. We discuss implications for future research and practical implications for creativity training.

Cultivating Compassion and Reducing Stress and Mental Ill-Health in Employees-A Randomized Controlled Study.

Stress and mental ill-health carry considerable costs for both individuals and organizations. Although interventions targeting compassion and self-compassion have been shown to reduce stress and benefit mental health, related research in organizational settings is limited. We investigated the effects of a 6-week psychological intervention utilizing compassion training on stress, mental health, and self-compassion. Forty-nine employees of two organizations were randomly assigned to either the intervention (n = 25) or a physical exercise control condition (n = 24). Multilevel growth models showed that stress (p = 0.04) and mental ill-health (p = 0.02) decreased over 3 months in both groups (pre-intervention to follow-up: Cohen’s d = −0.46 and d = 0.33, respectively), while self-compassion only increased in the intervention group (p = 0.03, between group d = 0.53). There were no significant effects on life satisfaction in any of the groups (p > 0.53). The findings show promising results regarding the ability of compassion training within organizations to decrease stress and mental ill-health and increase self-compassion.

Research methodology for ethnostatistics in organization studies: towards a historical ethnostatistics

PurposeWhile quantification and performance measurement have proliferated widely in academia and the business world, management and organization scholars increasingly agree on the need for a more in-depth focus on the complex dynamics embedded in the construction, use and effects of quantitative measures (pertaining to the thread of research called ethnostatistics). This paper develops a pluralistic method for conducting ethnostatistical research in organizational settings. Whilst presenting practical techniques for conducting research in live settings, it also discusses how historical approaches which focus on source criticism and contextual reconstruction could overcome the limitations of ethnostatistics.Design/methodology/approachThe methodological approach of this paper encompasses an in-depth discussion of the ethnostatistical method, its underlying assumptions and its methodological limitations. Based on this analysis, the authors propose a pluralistic method (model) for conducting ethnostatistical research in organizational settings based on the integration of 1) research practices employed by one of the authors conducting ethnostatistical research in a large multinational organization and 2) best practices from ethnographic and historical research.FindingsThis paper suggests how historical approaches can successfully join ethnostatistical enquiries in an attempt to overcome some limitations in existing conventional methods. The developed framework explores four levels of analysis (ethnography, statistics at work, rhetoric of statistics and history of statistics) and suggests practical approaches for each level that can contribute to strengthening the research output and overcoming limitations when using ethnostatistics.Originality/valueThis paper contributes to the ethnostatistical field by discussing the intersection between history and ethnography and the ways for their complementary use in organizational and management research on quantification processes. As such it offers unique insights and hands-on experience from conducting ethnostatistical enquiries in live organizational settings.

Beyond Managing Research Partnerships: Partnered Research as an Integrated Methodological Approach

Lapierre et al. (2018) provide a compelling set of reasons why conducting research in organizational settings should include investing time and energy to foster and promote enhanced relationships with organizational stakeholders. We agree that managing research partnerships carefully is paramount to creating the conditions necessary to implement rigorous methodology and collect the data needed to test theory-based hypotheses. However, we believe that Lapierre et al.’s argument should be taken further.

Validating the B‐Scan Self: A self‐report measure of psychopathy in the workplace

The surging interest in corporate psychopathy has underscored the need for a reliable and valid measure of psychopathic features that is suitable for research in organizational settings. The B‐Scan Self is a new self‐report measure of corporate psychopathy that was developed with Hare's Psychopathy Checklist‐Revised (PCL‐R) as a framework. Validity studies, using two independent Mechanical Turk samples, were designed to examine its factor structure and validity. Results indicated that B‐Scan Self facets were internally consistent and unidimentional and strongly related to another self‐report measure of psychopathy (SRP‐III). Confirmatory factor analyses supported a reliable fifteen facets and four‐factor model consistent with the PCL‐R four‐factor model of psychopathy. Furthermore, B‐Scan Self facets were positively correlated with the Dark Triad of personality traits and negatively correlated with FFM traits of Agreeableness and Conscientiousness. More importantly, B‐Scan Self facets presented the same pattern of correlations with FFM traits as the SRP‐III and different patterns than the two other Dark Triad measures. Although this constitutes the first validation study of the B‐Scan Self and more research is needed, we believe that these results are encouraging and that the B‐Scan Self provides an opportunity to study psychopathic features through the measure of work‐related behavior.

The Added Value of Neuroscience Methods in Organizational Research

Historically, the lack of availability and prohibitive expense of brain imaging technology have limited the application of neuroscience research in organizational settings. However, recent advances in technology have made it possible to use brain imaging in organizational settings at relatively little expense and in a practical manner to further research efforts. In this article, we weigh the advantages and disadvantages of neuroscience applications to organizational research. Further, we present three key methodological issues that need to be considered with regard to such applications: (a) level of assessment, (b) intrinsic versus reflexive brain activity, and (c) the targeting of brain region(s) or networks. We also pose specific examples of how neuroscience may be applied to various topical areas in organizational behavior research at both individual and team levels.

The Limited Utility of Stereotype Threat Research in Organizational Settings

The Limited Utility of Stereotype Threat Research in Organizational Settings

Methodological Challenges and Solutions When Conducting a Multicenter, Online, Randomized Controlled Trial of Brain Training Within a Public Service Organization

Field-based intervention studies of workers’ cognitive capacities, mental well-being, and performance-based productivity are rare in the literature and notoriously difficult to implement. Here, the authors critically examine their experience while conducting a randomized controlled trial of Internet-based brain training within a large multisite Australian national public service organization. In particular, the authors discuss the methodological challenges faced during the recruitment, assessment, and follow-up stages of this research, as well as issues related to the logistical and organizational dynamics of a real-world workplace. Moreover, the authors detail their responses and potential solutions to these challenges and hence provide recommendations for future field research in organizational settings.

The Conduct of Qualitative Research in Organizational Settings

Corporate Governance: An International ReviewVolume 21, Issue 2 p. 123-126 Commentary The Conduct of Qualitative Research in Organizational Settings Andrew M. Pettigrew, Andrew M. PettigrewSearch for more papers by this author Andrew M. Pettigrew, Andrew M. PettigrewSearch for more papers by this author First published: 29 July 2012 https://doi.org/10.1111/j.1467-8683.2012.00925.xCitations: 33 Address for correspondence: Andrew M. Pettigrew, Saïd Business School, University of Oxford, Park End Street, Oxford OX1 1HP, UK. E-mail: andrew.pettigrew@sbs.ox.ac.uk Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat Citing Literature Volume21, Issue2Special Issue: Qualitative ResearchMarch 2013Pages 123-126 RelatedInformation

El concepto de equipo en la investigación sobre efectividad en equipos de trabajo

The objective of the present study is to evaluate the way in which the work team concept has been used in research in organizational settings between 2000 and 2010. A literature review was done in which the main findings were: 1) The research units of analysis (teams) are not constructed properly, with no clear boundaries in terms of number of members, amount of time spent in interaction among the members, and specific characteristics of the organizations studied, 2) Team effectiveness focuses primarily on productivity outcomes, but not on group or individual variables. Based on these results, two areas of intervention and future research are proposed.

Mixture Latent Markov Modeling: Identifying and Predicting Unobserved Heterogeneity in Longitudinal Qualitative Status Change

There are many areas of organizational research where we may be concerned with subgroup differences in status change profiles. The purpose of this article is to illustrate, using a real data set on retirees’ postretirement employment statuses (PES), how mixture latent Markov modeling may be applied to substantive research in organizational settings to identify population subgroups with varying status change profiles and examine their correlates, by modeling unobserved heterogeneity in longitudinal qualitative changes. Steps in the modeling process are highlighted and limitations, cautions, recommendations, and extensions of the technique are discussed.

Social comparison processes in an organizational context: New directions

The goal of this article is to frame some new directions to social comparison research in organizational settings. Four themes are developed. First, we examine the role of organizational variables in shaping the basic sub processes in social comparison, such as the selection of referents. The second theme focuses on the meaning of level of analysis in social comparison processes. The third theme develops how time can enhance our understanding of social comparison. Lastly, we explore some methodological issues inherent in the three prior themes.

COGNITIVE AND AFFECTIVE IDENTIFICATION IN ORGANIZATIONAL SETTINGS.

Social identity research in organizational settings has adopted a distinctively cognitive focus, thus neglecting the affective dimension of social identification. In a series of three studies, we d...

Affective Influences on Judgments and Behavior in Organizations: An Information Processing Perspective

This article reviews and integrates recent research in experimental social psychology and organizational behavior demonstrating the pervasive influence that affective states or moods have on judgments, decision making, and behavior in organizations. An information processing theory, the Affect Infusion Model (AIM) is described that can account for many of the empirical findings and also provides a promising theoretical base for future research in this area. The article reviews a range of experimental and applied studies consistent with the predictions of this model, demonstrating the role of information processing strategies in moderating affective influences on organizational behavior. Specifically, we discuss the influence of affect on such work-related behaviors as worker motivation, creativity and performance, interpersonal judgments and communication, performance appraisal judgments and selection interviews, organizational spontaneity, employee flexibility and helpfulness, absenteeism, and bargaining and negotiation behaviors. The implications of the information processing approach for understanding the influence of affect on organizational behaviors are discussed, and we argue for the greater integration of affect into contemporary theorizing and research in organizational settings.

Effects of self‐esteem and gender on goal choice

AbstractThe relationship between enduring or personality characteristics and goal choice has been of considerable theoretical, but little empirical interest in recent years. From an expectancy value perspective, we addressed the impact of self‐esteem and gender on choice of goal difficulty level. As predicted, esteem and gender made significant contributions to the prediction of goal choice. The implications of these findings for future research in organizational settings, goal setting theory, and the relationship between goals and tasks are discussed.

Coping with competing demands: interruption and the type A pattern.

Police dispatchers play a critical role in police effectiveness in screening complaints from citizens, deciding whether to send a patrol officer, and choosing which officer to send on calls. Numerous studies have indicated that policing is a high-stress occupation, and surveys of police officers have identified a variety of potential job stressors, including poor equipment, long hours and shift work, and role overload (Davidson & Veno, 1980; Kroes, 1976). Beyond general survey research with police officers, however, there has been little systematic study of the dispatch role per se. Moreover, researchers have not yet examined the objective demands of police dispatching or how objective demands interact with personal disposition in determining job stress. The present investigation was conducted toward these ends. Specifically, this study examined the effects of externally imposed interruption and the Type A pattern on role overload stress. Role overload, defined as having too much to do in the time available (Kahn, Wolfe, Quinn, Shock, & Rosenthal, 1964), has important implications for employee health and quality of work. Previous research in organizational settings has demonstrated a significant relation between load and heavy smoking, elevated serum cholesterol, hypertension, and increased heart rate (Caplan & Jones, 1975; Cobb & Rose, 1973; French & Caplan, 1972). Because each of these factors is associ

Prosocial Organizational Behaviors

The construct of prosocial organizational behavior is defined and 13 specific forms are described. They vary according to whether they are functional or dysfunctional for organizational effectiveness, prescribed or not prescribed as part of one's organizational role, and directed toward an individual or organizational target. Potential predictors and determinants drawn from the social psychological literature suggest an agenda for research in organizational settings.

Further Thoughts on Punishment In Organizations

In this article I supplement the preceding Arvey and Ivancevich discussion by examining punishment research in organizational settings. The review is divided into three categories: (1) cross-sectional psychometric, (2) longitudinal psychometric, and (3) laboratory and field studies. Two major conclusions emerge. First, in most studies that contrast positive and punitive leader behavior, reward behavior tends to have a much stronger effect on employee performance. Second, both longitudinal field and laboratory studies seem to support the idea that punishment tends to be more a result of employee behavior than a cause of employee behavior, More specifically, managers tend to increase punitive behavior in response to poor employee performance. I also pose several questions that should be useful in guiding future research into the effects of punishment.

Exploring the Relationship Between Level of Office Noise and Salary Recommendations: A Preliminary Research Note

This small scale study extends the research concerning the effects of environmental conditions on evaluative interpersonal judgments. Twenty male undergraduate students were randomly assigned to two conditions: (a) noisy (taped office noise played at 70-80 decibels) and (b) quiet (ambient noise at 55-57 decibels). After a 20-minute adaption period, the subjects evaluated five simulated resumes and recommended starting salaries f or each job applicant. Subjects working in the noisy condition recommended significantly lower starting salaries, with a mean group difference of $971. Alternative theoretical explanations for this finding, as well as its practical implications, are discussed. The noise level-evaluative judgment relationship appears to be a potentially fruitful area for systematic research in organizational settings.