Team Receptivity to Newcomers: Five Decades of Evidence and Future Research Themes

People perception: Social vision of groups and consequences for organizing and interacting

“…Although people may not consciously report basing their evaluations of a group on any one specific factor, it is clear that team satisfaction and happiness (Bartel & Saavedra, 2000;Brief & Weiss, 2002;George, 1996), creativity (Nijstad & De Dreu, 2002), and cohesion, conflict, and trust (Beersma et al, 2003;De Dreu & Weingart, 2003;Edmondson, 1999;Evans & Dion, 1991;Jehn, 1997;Kramer, 1999;Smith et al, 1994;Rink, Kane, Ellemers, & van der Vegt, 2013;Simons & Peterson, 2000) all play a role in managers' and members' group evaluations. These non-performance based factors feed into group atmosphere or tone: observers' or group members' subjective sense of what the team is like.…”

Detecting and Experiencing Prejudice

“…When people with a different background or another perspective on the task enter a new work context, they are generally expected to adapt to existing practices. Even when the reason to involve them is to seek novel approaches or to enhance creativity, existing team members are reluctant to adapt to the needs of newcomers or to accommodate to their work preferences (for an overview, see Rink, Kane, Ellemers, & Van der Vegt, 2013). Being in an environment dominated by outgroup members makes people think it is unlikely that their group's characteristics are valued (Derks, Van Laar, & Ellemers, 2006.…”

Resource orchestration in the context of knowledge resources acquisition and divestment. The empirical evidence from the Italian “Serie A” football

“…Individual experience at the industry level is a relevant indicator of professional skills (Castanias and Helfat, 1991;Dokko et al, 2009). In contrast to other types of experience that are considered to be contextual and firm-specific, individual experience at the industry level is considered to be highly transferable across firms (Reagans et al, 2005;Holcomb et al, 2009 The effects of newcomers on performance has produced contrasting results in the literature, although it has received increasing attention from managerial studies (Berman et al, 2002;Chen, 2005;Groysberg et al, 2008;Groysberg and Lee, 2009;Rink et al, 2013;Campbell et al, 2014).…”