Does gender diversity help teams constructively manage status conflict? An evolutionary perspective of status conflict, team psychological safety, and team creativity

Lee, Hun Whee; Choi, Jin Nam; Kim, Seongsu

doi:10.1016/j.obhdp.2017.09.005

Cited by 81 publications

(86 citation statements)

References 92 publications

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“…Psychological safety is an important mediator from a COR perspective, which suggests that employees who experience an uncontrollable and unpredictable work context are likely to experience low psychological safety, which in turn reduces their occupational well-being. Supporting this argument, previous studies have shown that lower psychological safety is caused by supervision incivility, unsupportive work context [87], and status conflict [88]. Guanxi HRM practice, as a hostile interpersonal environment, may deteriorate team members' perceptions of psychological safety.…”

Section: Theoretical Implicationsmentioning

confidence: 90%

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

Xie

Tang

2020

IJERPH

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Chinese employees may experience and respond to guanxi human resource management (HRM) practice (e.g., recruiting, selecting, inducting and appraising employees based on personal relationships). Little has been done to examine the linkage between guanxi HRM practice and employees’ occupational well-being. This study investigates the psychological process of how guanxi HRM practice affects employees’ occupational well-being. The theoretical model of this study proposes that employee psychological safety mediates the relationship between guanxi HRM practice and occupational well-being, while collectivistic team culture moderates the relationship between guanxi HRM practice and psychological safety. Multi-level data from 297 employees nested within 42 teams support all hypotheses. This study reveals the cross-level effects of guanxi HRM practice and providing practical suggestions for future research on psychologically safe and healthy work environments.

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Section: Theoretical Implicationsmentioning

confidence: 90%

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

Xie

Tang

2020

IJERPH

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“…Eckel and Grossman [54] claim that women are, on average, less selfish than men and are more likely to cooperate with others. Furthermore, female leaders of a group alleviate status conflicts within the group, facilitating information sharing within the group and promoting team creativity [55]. Considering that communication with subordinates, collaboration with colleagues, and the enhancement of team creativity are all crucial to innovation, these traits can positively contribute to a firm's explorative and exploitative innovation performance [56].…”

Section: The Effect Of Gender On Innovationmentioning

confidence: 99%

The Gender Effect on a Firm’s Innovative Activities in the Emerging Economies

Shin

2019

Sustainability

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This study examines the impact of gender at three different positions in a firm’s hierarchy on innovative activities, looking at over 6474 firms in 30 emerging countries. We create a dummy variable for each of the six survey questions on product innovation, process innovation, organizational innovation, marketing innovation, and R&D (Research & Development) spending. Each dummy acts as a dependent variable in a separate logit regression, and the sum of the dummies acts as the dependent variable in another ordered logit regression. We use the female ownership percentage, female top management, and female majority in the workforce as test variables. We use the Heckman two-stage model to address endogeneity concerns with gender. We find that the female ownership percentage is generally positively related to individual innovation measures as well as the composite measure, while female top management is positively associated with marketing innovation only, and a female majority in the workforce is not significantly related to any measure. The results suggest that promoting innovation in emerging countries would involve governments encouraging further market participation by women and supporting female CEOs (Chief Executive Officers) to innovate, and firms fostering innovation among female workers.

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“…Based on the results of cross-cultural research, the psychological security of the team is considered as an important mechanism that can explain the manifestations of creativity in the joint work of members in the social group. In teams with a low level of psychological security, people can not speak freely, share ideas since they concern about the possible critical feedback from other members (Lee, Choi, & Kim, 2018). A. K. Edmondson, Z. K. Lei (2014) explicitly states that psychological security describes people's perception of the consequences of complexities in interpersonal relationships in a particular social environment, for example, in the workplace; it was organizational research that identified psychological security as an important factor in the understanding of teamwork, organizational learning, etc.…”

Section: Statement Of Basic Materialsmentioning

confidence: 99%

Philosophical and Sociocultural Dimensions of Personality Psychological Security

2018

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Purpose. The dynamics and pace of social and economic transformations that are characteristic of modern society, lead to an increase in tension and the destruction of habitual stereotypesideals, values, norms, patterns of behaviour that unite people. These moments encourage us to rethink the understanding of "security" essence, in particular, psychological, which emphasizes the urgency of its study in the philosophical and sociocultural coordinates. Theoretical basis of the research is based on the philosophical methodology of K. Jaspers, E. Fromm and the A. Maslow's psychological approach to understanding of a person. Originality. Psychological security is considered at different levels: first and foremost, society is a characteristic of social security, that is an analysis of how today's social technologies, social changes affect the quality of life of the country's population; secondly, the social environmentthe family, the immediate environment, reference groups, training teams; thirdly, a person is an experience of his own security-insecurity, when it is possible to talk about the manifestations of psychological violence, when certain behavioral acts contribute to the violation of the security of the other or to selfdestruction. It is found out that the knowledge of psychological security is closely connected with the sociohistorical conditions of being, with the level of development of material and spiritual culture, with the interests and values prevailing in society, which determines its ontological, epistemological and axiological features. The presented issue is considered in the correlation of psychological security with types of scientific rationalityclassical, nonclassical and post-nonclassical approaches, within the framework of which various perspectives, aspects, forms and types of psychological security are studied. Conclusions. The concept of security requires a systematic description of its manifestations, types, levels, concepts: security as the absence of dangers (based on the principle of dichotomy, that is, a certain whole consisting of two opposite parts, in th is case, the whole is human existence); security as a certain activity to ensure or to prevent any threats or dangers (activity approach); security as a conscious necessity, the value of the individual. The study systematizes various ideas about psychological security in accordance with the logic of scientific knowledge: in the mainstream of classical, non-classical and post-nonclassical approaches.

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Does gender diversity help teams constructively manage status conflict? An evolutionary perspective of status conflict, team psychological safety, and team creativity

Cited by 81 publications

References 92 publications

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

The Gender Effect on a Firm’s Innovative Activities in the Emerging Economies

Philosophical and Sociocultural Dimensions of Personality Psychological Security

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