MOR 19.5 abstracts
How Surface-Level and Deep-Level Faultlines Influence Team Performance through Subgroup Formation and Team Interaction Quality: A Meta-analytic Review
Yue Zhang, Hui Chen
This article develops a framework to test how surface-level and deep-level faultlines impact team performance through subgroup formation and team interaction quality. We test it with 96 empirical articles on team faultlines from 2002 to 2022, using meta-analytic techniques. Firstly, results suggest that subgroup formation and team interaction quality act as serial mediums through which surface-level and deep-level faultlines exert negative indirect effects on team performance. Secondly, moderator analyses reveal that increasing interaction time will mitigate the effects of surface-level faultlines but enhance the effects of deep-level faultlines. Finally, surface- and deep-level social faultlines and deep-level task faultlines are detrimental to team interaction quality, and these negative effects are mediated by subgroup formation. Surface-level task faultlines are beneficial to team interaction, and this positive effect does not work through subgroup formation.
Fighting the War for Talent: Examining a Multi-level Model of Talent Inducement, Work Engagement, and Creativity in Teams
Yanhong Tu, Ying Hong, Yuan Jiang, Wei Zhang
Integrating the literature on talent management and teams, and drawing upon the signaling theory as the overarching framework, we investigated the moderated indirect effects of talent inducements on employee creativity via employee work engagement in teams. Empirical data from matched leader-members indicated that team talent inducement was positively related to member work engagement, which was then positively associated with team and member creativity. In addition, individual learning and performance-approach goal orientation positively moderated this indirect relationship, whereas individual performance-avoidance goal orientation negatively moderated this indirect relationship. Together, these results illuminate a cross-level influence process of team talent inducements on creativity and individual goal orientations as boundary conditions.
The Double-Edged Sword Effect of the Presence of a Moral Star: Promotion Versus Inhibition of Nonstars’ Prosocial Behavior
Dong Ju, Shengming Liu, Marshall Schminke, Mingpeng Huang, Xin Qin
Although a growing body of literature on star employees has focused on top performers, the influence of moral stars has been neglected, an unfortunate situation given that employees’ moral behavior has prolonged impacts on organizations and society as a whole. In this case, we propose the concept of the moral star, defined as the employee (not the team leader) who exhibits disproportionately high and prolonged morality relative to others and has a reputation of being moral on his or her team. We further draw upon self-categorization theory and investigate the double-edged sword effect of the presence of a moral star on the prosocial behavior of other team members. Specifically, we propose that for nonstar employees who have high levels of moral identity, the presence of a moral star is positively related to their felt moral responsibility and prosocial behavior. In contrast, for nonstar employees with low levels of moral identity, the presence of a moral star is negatively related to their felt moral responsibility and prosocial behavior. We found support for our hypotheses across an experiment and a multi-wave and multi-source field study. Taken together, our findings call for closer attention to the recognition of moral stars, as well as their potential unintended negative impact on teams and organizations.
Cooperation Versus Competition: How Do Helping Coworkers Affect Work–Family Conflict?
Junting Lu, Zhe Zhang, Ming Jia
Although studies pay increasing attention to how organizational citizenship behavior (OCB) affects work–family conflict, most research ignores the boundary conditions and underlying mechanisms of this relationship. Drawing on goal interdependence theory and conservation of resources theory, this research sees two types of goal interdependence as important boundary conditions of how helping behavior affects work–family conflict. We use a combination of quantitative and qualitative methods to test our theoretical model. Specifically, using two-wave survey data collected from 386 employees and 90 supervisors in a manufacturing company, our quantitative study shows that the interaction of helping behavior with cooperative goal interdependence is positively associated with work–goal progress, whereas its interaction with competitive goal interdependence is negatively associated with work–goal progress. In turn, work–goal progress is negatively associated with work–family conflict. The results further reveal that the indirect effect of helping behavior on work–family conflict via work–goal progress is positive and significant only when the level of competitive (cooperative) goal interdependence is high (low). We use 196 employees from the same organization to conduct our qualitative study, the results of which further substantiate and extend the findings from our quantitative study. Finally, we discuss the theoretical and practical implications of our findings.
Horizontal FDI and Internal R&D of Local Firms in Emerging Economies: A Coopetition Perspective
Jun Xia, Qian Cecilia Gu, Marshall S. Jiang, Zhouyu Lin
This study advances a coopetition perspective to argue that an intangibility gap, defined as the difference in intangible asset intensity between industry-frontier foreign firms and local firms, generates both competitive threats and cooperative opportunities for local firms. Thus, an intangibility gap may affect local firms’ internal research and development (R&D) efforts beyond a linear, catching-up way of thinking. Using a sample of manufacturing firms in China, we find that intangibility gap has an inverted U-shaped relationship with the internal R&D intensity of local firms such that a moderate intangibility gap is more likely to stimulate local firms’ R&D than a small or large intangibility gap. Moreover, the results show that export intensity and state ownership of local firms serve as two boundary conditions under which the inverted U-shaped relationship becomes less and more pronounced, respectively.
Fraud Transmission Mechanisms within Community: Peer Concealing and Hinting among Chinese Listed Corporations
Jing Zhang, Yuan Feng, Yuntao Bai, Yongjian Lin
We explored the transmission mechanisms of corporate fraud and its punishments within social network communities. Using fraud triangle theory and trust triangle theory, we hypothesize four transmitting channels of how fraud commission and detection are affected by peers’ fraud and punishment. Based on Chinese listed corporations from 2008 to 2018, we first construct and detect interlocked social network communities with a community-detecting algorithm, and then examine hypotheses using a bivariate probit model with partial observability. Our findings indicate that peer-concealing and -hinting effects exist within social network communities. The peer-concealing effect decreases the likelihood of being detected when committing fraud, for those with more and closer fraudulent peers. The peer-hinting effect increases the likelihood of being detected when committing fraud, for those with more and closer punished peers. There is no evidence to support peer-contagion and vicarious-punishment effects. Thus, an improved understanding of the transmission mechanism of corporate fraud commission and detection within communities is provided to prevent and detect corporate fraud. In addition, stakeholders and regulators should be aware of the deviant subculture and social distancing in social network communities.