Time in Individual-Level Organizational Studies: What Is It, How Is It Used, and Why Isn’t It Exploited More Often?

Shipp, Abbie J.; Cole, Michael S.

doi:10.1146/annurev-orgpsych-032414-111245

Cited by 198 publications

(237 citation statements)

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“…Longitudinal investigations could help to address this concern. To be sure, an investigation into supervisors' and their team's subjective time orientations over the course of objective time would enable a dynamic, “completely temporal” perspective (Shipp & Cole, , p. 250) that may promote a better understanding of the role of time‐based characteristics for processes of leadership. Similarly, because team constellations can change over the course of a supervisor's tenure, another fruitful extension of our research would be to investigate the behavioral consequences of “retrospected, current, and anticipated fit” (Shipp & Jansen, , p. 76) between supervisor and team past temporal focus.…”

Section: Discussionmentioning

confidence: 99%

The consequences of (not) seeing eye‐to‐eye about the past: The role of supervisor–team fit in past temporal focus for supervisors' leadership behavior

2019

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Summary This study seeks to advance our understanding of the leadership consequences that may ensue when supervisors and their teams have similar versus differing orientations toward the past. Integrating a leader–team fit perspective with functional leadership theory, we cast incongruence between supervisor and team past temporal focus as a key antecedent of supervisors' active (i.e., task‐oriented and relationship‐oriented) and passive (i.e., laissez‐faire) leadership behaviors toward the team. We tested our hypotheses in a team‐level study that included a field sample of 84 supervisors and their teams using polynomial regression and response surface analyses. Results illustrated that supervisors demonstrated more task‐oriented and relationship‐oriented leadership when supervisors' and their team's past temporal focus were incongruent rather than aligned. Furthermore, in situations of supervisor–team congruence, supervisors engaged in less task‐oriented and relationship‐oriented leadership and more laissez‐faire leadership with higher (rather than lower) levels of supervisor and team past temporal focus. In sum, these findings support a complex (mis)fit model such that supervisors' attention to the past may hinder their productive leadership behaviors in some team contexts but not in others. Hence, this research advances a novel, multiple‐stakeholder perspective on the role of both supervisors' and their team's past temporal focus for important leadership behaviors.

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Section: Discussionmentioning

confidence: 99%

The consequences of (not) seeing eye‐to‐eye about the past: The role of supervisor–team fit in past temporal focus for supervisors' leadership behavior

2019

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“…In response to the need for more research on subjective time (e.g., Shipp & Cole, ), this Special Issue offers a set of insightful articles providing new views of time perspective and temporal focus. The first article by Briker, Walter, and Cole () draws on temporal focus, leader–team fit, and theories of leader behavior to specify the leadership implications of a supervisor's temporal focus on the past.…”

Section: Articles In the Special Issuementioning

confidence: 99%

“…In response to the need for more research on subjective time (e.g., Shipp & Cole, 2015), this Special Issue offers a set of insightful articles providing new views of time perspective and temporal focus.…”

Section: Articles In the Special Issuementioning

confidence: 99%

“…There is, however, a second type of time, subjective time-time as perceived and experienced by both individuals and collectives. Subjective time is cognitively cyclical, heterogeneous, and interpretive (Ancona et al, 2001;Fried & Slowik, 2004;George & Jones, 2000;McGrath & Rotchford, 1983;Shipp & Cole, 2015;Shipp & Fried, 2014). Due to the psychological and sociological elements of time that arise through "mental time travel" (e.g., Epstude & Peetz, 2012;Suddendorf & Corballis, 2007;Wheeler, Stuss, & Tulving, 1997), subjective time does not necessarily correspond with objective time (Ancona et al, 2001;McGrath & Rotchford, 1983).…”

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New perspectives on time perspective and temporal focus

et al. 2020

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“…More recently, aiming to incorporate this dynamism, research in WOP has been engaged in discussing the importance to consider time in the configuration of the investigated phenomenon (e.g., Shipp & Cole, 2015;Sonnentag, 2012), which brings significant contributions since it forces new methodological arrangements in order to integrate the search for cause and effect relations to the intentions of organizational actors. As a consequence of the consideration of time in phenomena analysis, longitudinal studies have been prioritized (e.g., Ployhart & Vandenberv, 2010).…”

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confidence: 99%

Explanatory models for work and organizational phenomena: Epistemological, theoretical, and methodological issues

Gondim¹,

Pedro²,

Coelho³

et al. 2016

Rev. Psicol., Organ. Trab

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This paper aims to discuss explanatory models in Work and Organizational Psychology by analyzing their metatheoretical underpinnings. In particular, the paper analyzes the concepts of causes and reasons, both of which perform a central role in the constitution of scientific models. We demonstrate that experimental, correlational, and case study explanatory models use causes and reasons as strategies of knowledge building, and as a means of linking phenomenon, data, and theory. We also discuss the methodological implications of such use of causes and reasons by scientific models. The paper concludes by discussing theoretical and methodological issues involved in the attempts at building complex models in WOP -showing that, in order to be complex, a model needs to include in its formulation stable-dynamic, cause-reason, and contextual distance-proximity analyses, as well as the theory-phenomenon-data triad. Modelos explicativos de fenômenos em POT: Aspectos epistemológicos, teóricos e metodológicosResumo Este artigo tem como objetivo discutir modelos explicativos em Psicologia Organizacional e do Trabalho tendo, como pano de fundo, uma análise das bases metateóricas que os sustentam epistemologicamente. Em particular, analisam-se os conceitos de causas e razões, ambos centrais na composição desses modelos. Demonstramos que os modelos explicativos experimentais, correlacionais e os estudos de caso utilizam-se distintamente de causas e razões em suas estratégias de construção do conhecimento e de articulação entre dados, fenômeno e teoria, e que essa utilização tem implicações no nível metodológico. Finaliza-se problematizando aspectos teórico-metodológicos envolvidos na construção de modelos mais complexos em POT, que levem em conta a análise das dimensões estável-dinâmico, causa-razão e distanciamento-proximidade do contexto, e a tríade teoria-fenômeno-dado. Modelos explicativos de fenómenos en POT: Aspectos epistemológicos, teóricos y metodológicosResumen Este artículo tiene como objetivo discutir modelos explicativos en Psicología Organizacional al y del Trabajo, teniendo como trasfondo un análisis de las bases metateóricas que los sostienen epistemológicamente. En concreto, se analizan los conceptos de causas y razones, ambos centrales en la formación de dichos modelos. Demostramos que tanto los modelos explicativos experimentales, como los correlacionales y los estudios de caso utilizan, indistintamente, causas y razones en sus estrategias de construcción del conocimiento y de articulación de datos, fenómenos y teoría, y que tal utilización tiene implicaciones en el nivel metodológico. Finalmente, se problematizan aspectos teórico-metodológicos implicados en la construcción de modelos más complejos en POT, que tengan en cuenta el análisis de las dimensiones estable-dinámico, causa-razón, y distanciamiento-proximidad del contexto, así como la tríada teoría-fenómeno-dato.

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Time in Individual-Level Organizational Studies: What Is It, How Is It Used, and Why Isn’t It Exploited More Often?

Cited by 198 publications

References 128 publications

The consequences of (not) seeing eye‐to‐eye about the past: The role of supervisor–team fit in past temporal focus for supervisors' leadership behavior

The consequences of (not) seeing eye‐to‐eye about the past: The role of supervisor–team fit in past temporal focus for supervisors' leadership behavior

New perspectives on time perspective and temporal focus

Explanatory models for work and organizational phenomena: Epistemological, theoretical, and methodological issues

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