ABSTRACTAlthough organisations often implement team-based structures to improve performance, such... more ABSTRACTAlthough organisations often implement team-based structures to improve performance, such restructuring does not automatically ameliorate poor performance. The study in this article explores the relationship between team members' negative mood and team processes (social cohesion, workload sharing, team conflict) to determine if negative mood has a detrimental effect on team performance via team processes. Two hundred and forty one participants completed surveys and were involved in an independently rated performance task that was completed over eight weeks. Negative mood was found to influence team processes and as a consequence, team performance. The results, however, were not uniformly negative. Implications for theory and practice are discussed.
Research on affect as a group-level phenomenon has shown that over time, individual members withi... more Research on affect as a group-level phenomenon has shown that over time, individual members within a group become highly similar in their affect (i.e., members experience and display similar emotions and moods), and often become similar enough that the aggregation of individuals' affect can meaningfully represent the "affective tone" of the group. It is generally assumed that a more positive affective tone will lead to better team performance. We challenge the conclusion that positive affective tone is always good for team performance, suggesting that the relationship between positive affective tone and team performance is subject to moderating influences. Across two studies, we demonstrate that the self-reported collective emotional skills of team members play a crucial role in determining whether positive affective tone is beneficial or detrimental to team performance. Implications for theory and practice are discussed.
Journal of Occupational and Organizational Psychology, 2011
... and smaller groups, particularly in respect to the negative impacts on relationships in group... more ... and smaller groups, particularly in respect to the negative impacts on relationships in groups (Ashforth & Mael, 1989; Brown ... applicable in modern organizational contexts with their inherent propensity for stress, uncertainty, and change (Hoel & Cooper, 2000; McCarthy & Mayhew ...
Australia and New Zealand Academy of Management, Engaging the Multiple contexts of Management Con... more Australia and New Zealand Academy of Management, Engaging the Multiple contexts of Management Convergence and divergence of management theory and practice Proceedings of the 19th ANZAM Conference 7-10 December 2005, 2005-12-07, 2005-12-...
Copyright in individual works within the repository belongs to their authors or publishers. You m... more Copyright in individual works within the repository belongs to their authors or publishers. You may make a print or digital copy of a work for your personal non-commercial use. All other rights are reserved, except for fair dealings or other user rights granted by the ...
... Limitations and implications for future research are also discussed. Key Words: Emotional Int... more ... Limitations and implications for future research are also discussed. Key Words: Emotional Intelligence; Group Performance; Conflict A growing number of writers suggest that emotional intelligence influences work performance (Goleman, 1998; Mayer, Salovey & Caruso, 2000). ...
... Journal of Management & Organization (ISSN 1833 3672) special issues GLOB... more ... Journal of Management & Organization (ISSN 1833 3672) special issues GLOBAL SERVICE SECTOR MANAGEMENT, edited by Nils Timmo and Peter Haynes Manuscript submission deadline – 31 October 2006 AUSTRALASIAN ...
How nurses maintain relationships and resolve conflict in the workplace is considered an importan... more How nurses maintain relationships and resolve conflict in the workplace is considered an important skill in the nursing profession (Hillhouse & Adler, 1997). In this paper we explore the utility of emotional intelligence in predicting an individual's preferred style of conflict resolution. Theorists such as Goleman (1998) have proposed a strong link between emotional intelligence and successful conflict resolution. A preliminary analysis of our empirical study indicates that individuals with high emotional intelligence prefer to seek collaborative solutions when confronted with conflict. Implications for the nursing profession are discussed.
Troth, AP, Jordan, PJ, Hall-Thompson, SV and Lawrence, SA (2005). Emotional intelligence and comm... more Troth, AP, Jordan, PJ, Hall-Thompson, SV and Lawrence, SA (2005). Emotional intelligence and communication perceptions during conflict and decision making. In: K. Mark Weaver, Academy of Management 2005 Annual Meeting Proceedings: A New Vision of ...
Leadership & Organization Development Journal, 2011
... Ashlea Troth, Griffith Business School, Griffith University, Nathan, Australia. ... Researche... more ... Ashlea Troth, Griffith Business School, Griffith University, Nathan, Australia. ... Researchers have examined the impact of emotional intelligence on transformational leadership (Barbuto and Burbach, 2006; Barling et al., 2000; George, 2000), the attributes of leaders (Caruso et al ...
ABSTRACTAlthough organisations often implement team-based structures to improve performance, such... more ABSTRACTAlthough organisations often implement team-based structures to improve performance, such restructuring does not automatically ameliorate poor performance. The study in this article explores the relationship between team members' negative mood and team processes (social cohesion, workload sharing, team conflict) to determine if negative mood has a detrimental effect on team performance via team processes. Two hundred and forty one participants completed surveys and were involved in an independently rated performance task that was completed over eight weeks. Negative mood was found to influence team processes and as a consequence, team performance. The results, however, were not uniformly negative. Implications for theory and practice are discussed.
Research on affect as a group-level phenomenon has shown that over time, individual members withi... more Research on affect as a group-level phenomenon has shown that over time, individual members within a group become highly similar in their affect (i.e., members experience and display similar emotions and moods), and often become similar enough that the aggregation of individuals' affect can meaningfully represent the "affective tone" of the group. It is generally assumed that a more positive affective tone will lead to better team performance. We challenge the conclusion that positive affective tone is always good for team performance, suggesting that the relationship between positive affective tone and team performance is subject to moderating influences. Across two studies, we demonstrate that the self-reported collective emotional skills of team members play a crucial role in determining whether positive affective tone is beneficial or detrimental to team performance. Implications for theory and practice are discussed.
Journal of Occupational and Organizational Psychology, 2011
... and smaller groups, particularly in respect to the negative impacts on relationships in group... more ... and smaller groups, particularly in respect to the negative impacts on relationships in groups (Ashforth & Mael, 1989; Brown ... applicable in modern organizational contexts with their inherent propensity for stress, uncertainty, and change (Hoel & Cooper, 2000; McCarthy & Mayhew ...
Australia and New Zealand Academy of Management, Engaging the Multiple contexts of Management Con... more Australia and New Zealand Academy of Management, Engaging the Multiple contexts of Management Convergence and divergence of management theory and practice Proceedings of the 19th ANZAM Conference 7-10 December 2005, 2005-12-07, 2005-12-...
Copyright in individual works within the repository belongs to their authors or publishers. You m... more Copyright in individual works within the repository belongs to their authors or publishers. You may make a print or digital copy of a work for your personal non-commercial use. All other rights are reserved, except for fair dealings or other user rights granted by the ...
... Limitations and implications for future research are also discussed. Key Words: Emotional Int... more ... Limitations and implications for future research are also discussed. Key Words: Emotional Intelligence; Group Performance; Conflict A growing number of writers suggest that emotional intelligence influences work performance (Goleman, 1998; Mayer, Salovey & Caruso, 2000). ...
... Journal of Management & Organization (ISSN 1833 3672) special issues GLOB... more ... Journal of Management & Organization (ISSN 1833 3672) special issues GLOBAL SERVICE SECTOR MANAGEMENT, edited by Nils Timmo and Peter Haynes Manuscript submission deadline – 31 October 2006 AUSTRALASIAN ...
How nurses maintain relationships and resolve conflict in the workplace is considered an importan... more How nurses maintain relationships and resolve conflict in the workplace is considered an important skill in the nursing profession (Hillhouse & Adler, 1997). In this paper we explore the utility of emotional intelligence in predicting an individual's preferred style of conflict resolution. Theorists such as Goleman (1998) have proposed a strong link between emotional intelligence and successful conflict resolution. A preliminary analysis of our empirical study indicates that individuals with high emotional intelligence prefer to seek collaborative solutions when confronted with conflict. Implications for the nursing profession are discussed.
Troth, AP, Jordan, PJ, Hall-Thompson, SV and Lawrence, SA (2005). Emotional intelligence and comm... more Troth, AP, Jordan, PJ, Hall-Thompson, SV and Lawrence, SA (2005). Emotional intelligence and communication perceptions during conflict and decision making. In: K. Mark Weaver, Academy of Management 2005 Annual Meeting Proceedings: A New Vision of ...
Leadership & Organization Development Journal, 2011
... Ashlea Troth, Griffith Business School, Griffith University, Nathan, Australia. ... Researche... more ... Ashlea Troth, Griffith Business School, Griffith University, Nathan, Australia. ... Researchers have examined the impact of emotional intelligence on transformational leadership (Barbuto and Burbach, 2006; Barling et al., 2000; George, 2000), the attributes of leaders (Caruso et al ...
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