Never Too Much—The Benefit of Talent to Team Performance in the National Basketball Association: Comment on Swaab, Schaerer, Anicich, Ronay, and Galinsky (2014)

Gula, Bartosz; Vaci, Nemanja; Alexandrowicz, Rainer W.; Bilalić, Merim

doi:10.1177/0956797620960396

Cited by 16 publications

(33 citation statements)

References 22 publications

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“…To address this limitation, a “two-lines” approach that estimates separate line segments within two subintervals (low vs. high) of the predictor has been proposed as a valid method to evaluate the shape of the nonlinear curve (Simonsohn, 2018). This approach has been increasingly adopted in various areas of psychological research (e.g., Gula et al, 2021; Jordan et al, 2019; Nickel et al, 2019; Nook et al, 2018; Zmigrod et al, 2020). In our analyses, we used segmented multilevel models (Muggeo et al, 2014), a “two lines” approach which takes into account the nested structure of the data.…”

Section: Methodsmentioning

confidence: 99%

Nonlinear effect of social interaction quantity on psychological well-being: Diminishing returns or inverted U?

Ren¹,

Stavrova²,

Loh³

2022

Journal of Personality and Social Psychology

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Social contact is an important ingredient of a happy and satisfying life. But is more social contact necessarily better? While it is well-established that increasing the quantity of social interactions on the low end of its spectrum promotes psychological well-being, the effect of interaction quantity on the high end remains largely unexplored. We propose that the effect of interaction quantity is nonlinear; specifically, at high levels of interaction quantity, its positive effects may be reduced (Diminishing Returns Hypothesis) or even reversed (Inverted U Hypothesis). To test these two competing hypotheses, we conducted a series of six studies involving a total of 161,836 participants using experimental (Study 1), cross-sectional (Studies 2 & 3), daily diary (Study 4), experience sampling (Study 5), and longitudinal survey designs (Study 6). Consistent evidence emerged across the studies supporting the Diminishing Returns Hypothesis. On the low end of the interaction quantity spectrum, increasing interaction quantity enhanced well-being as expected; whereas on the high end of the spectrum, the effect of interaction quantity was reduced or became nearly negligible, but did not turn negative. Taken together, the present research provides compelling evidence that the well-being benefits of social interactions are nearly negligible after moderate quantities of interactions are achieved.

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Section: Methodsmentioning

confidence: 99%

Nonlinear effect of social interaction quantity on psychological well-being: Diminishing returns or inverted U?

Ren¹,

Stavrova²,

Loh³

2022

Journal of Personality and Social Psychology

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“…For example, Swaab and colleagues (2014) suggested that the curvilinear relationship between the proportion of high performers and collective performance might be more negative when the team is operating within a highly interdependent context. There is also some evidence to suggest that outliers in the NBA sample used by Swaab and colleagues (2014) are driving the curvilinear effect (Gula, Vaci, Alexandrowicz, & Bilalic, 2020). Zheng and colleagues (2019) found that when high performers in interdependent groups were given formal recognition, peers’ perceptions of procedural justice decreased, leading peers to associate with high performers less; this network reconfiguration can lead to decreased collective performance.…”

Section: Boundary Conditions Of High Performer Effects On Peersmentioning

confidence: 99%

High Performer Peer Effects: A Review, Synthesis, and Agenda for Future Research

Hendricks¹,

Call

Campbell

2022

Journal of Management

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For decades, scholars and managers alike have shared a sustained interest in harnessing the talents of high-performing employees primarily due to their disproportionate contributions. An emerging research stream has begun examining the diverse effects that high performers elicit on their peers. Prior work now spans multiple organizational fields of study and utilizes a variety of high performer conceptualizations, theoretical lenses, and methodological approaches to examine the main effects of high performers as well as the boundary conditions of these effects. However, the body of work on high performers has yet to be systematically reviewed to synthesize the current state of the high performer literature and build commonality across disciplines. In this multidisciplinary review, we first establish conceptual clarity on what a high performer is (and is not) and identify the conceptualization of high performers used in current research. We then use appraisal theories to create a framework to organize the cognitive, affective, and behavioral peer effects sparked by high performers as well as to build an integrative view of the psychological mechanisms through which peers interpret and react to high performers. Following this, we outline several boundary conditions of high performer peer effects, including the characteristics of high performers, peers, and the context in which high performers and peers interact. We further consider how the various operationalizations of high performers are associated with different peer effects. We conclude by identifying and elaborating several avenues for future research that may yield useful cross-disciplinary insights.

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“…Moreover, past research showing negative returns from greater proportions of stars can be explained by a methodological artifact (Gula et al, 2021). To detect the presence of negative returns accurately in correlational studies, it is necessary to use certain regression techniques (e.g.…”

Section: Hrm Creates Greater Financial Value By Obtaining More Starsmentioning

confidence: 99%

“…The combination of a significant positive linear coefficient for the predictor, and a significant negative coefficient for the squared term, is usually interpreted as evidence of an inverted-U relationship. However, as demonstrated by Gula et al (2021), such interpretation is often inappropriate because the squared term a priori assumes that there are both diminishing and negative returns, forcing the fitted regression line to bend downwards. As a result, there may be (very) little or no data points beyond the estimated inflection point (after which negative returns presumably occur).…”

Section: Hrm Creates Greater Financial Value By Obtaining More Starsmentioning

confidence: 99%

HRM’s financial value from obtaining more star performers

Joo

Aguinis

Lee

et al. 2021

The International Journal of Human Resource Management

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We assessed the financial value of human resource management (HRM) as a function of obtaining more star performers. Specifically, we implemented utility analysis procedures on 206 samples of individual performance (i.e. output) encompassing 824,924 workers. We found that HRM adds greater financial value by obtaining more stars. Our results also offer several specific contributions to HRM theory. First, regarding how HRM produces greater value by obtaining more stars, our evidence points to a nonlinear model of HRM's value, where HRM generates significant yet diminishing returns by increasingly obtaining the most productive ones. Second, regarding when, our results show that diminishing returns from HRM are stronger when output differences among top stars are relatively small. Third, regarding why, our study explains that small output differences among top stars may create various costs which diminish the returns from obtaining the most productive stars. Our explanation of HRM's nonlinear pattern contributes to the star literature by helping integrate a variety of specific explanations for stars' curvilinear influence discussed in past research. Regarding HRM practices, we highlight the need to use utility analysis procedures that more fully consider the existence of stars.

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Never Too Much—The Benefit of Talent to Team Performance in the National Basketball Association: Comment on Swaab, Schaerer, Anicich, Ronay, and Galinsky (2014)

Cited by 16 publications

References 22 publications

Nonlinear effect of social interaction quantity on psychological well-being: Diminishing returns or inverted U?

Nonlinear effect of social interaction quantity on psychological well-being: Diminishing returns or inverted U?

High Performer Peer Effects: A Review, Synthesis, and Agenda for Future Research

HRM’s financial value from obtaining more star performers

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