Procedural justice climate and group power distance: An examination of cross-level interaction effects.

In this article, the authors extend research on the cross-level effects of procedural justice climate by theorizing and testing its interaction with group power distance. The results indicated that group power distance moderated the relationships between procedural justice climate and individual-level outcomes (organizational commitment and organization-directed citizenship behavior). More specifically, a larger group power distance was found to attenuate the positive cross-level effects of procedural justice climate. Implications for procedural justice climate research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: A cross-level investigation.

This study tests the influence of servant leadership on 2 group climates, employee attitudes, and organizational citizenship behavior. Results from a sample of 815 employees and 123 immediate supervisors revealed that commitment to the supervisor, self-efficacy, procedural justice climate, and service climate partially mediated the relationship between servant leadership and organizational citizenship behavior. Cross-level interaction results revealed that procedural justice climate and positive service climate amplified the influence of commitment to the supervisor on organizational citizenship behavior. Implications of these results for theory and practice and directions for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Transformational leadership and group interaction as climate antecedents: A social network analysis.

In order to test the social mechanisms through which organizational climate emerges, this article introduces a model that combines transformational leadership and social interaction as antecedents of climate strength (i.e., the degree of within-unit agreement about climate perceptions). Despite their longstanding status as primary variables, both antecedents have received limited empirical research. The sample consisted of 45 platoons of infantry soldiers from 5 different brigades, using safety climate as the exemplar. Results indicate a partially mediated model between transformational leadership and climate strength, with density of group communication network as the mediating variable. In addition, the results showed independent effects for group centralization of the communication and friendship networks, which exerted incremental effects on climate strength over transformational leadership. Whereas centralization of the communication network was found to be negatively related to climate strength, centralization of the friendship network was positively related to it. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Testing and extending the group engagement model: Linkages between social identity, procedural justice, economic outcomes, and extrarole behavior.

Two field studies tested and extended the group engagement model (Tyler & Blader, 2000, Tyler & Blader, 2003) by examining the model with regard to employee extrarole behavior. Consistent with the group engagement model's predictions, results of these studies indicate that the social identities employees form around their work groups and their organizations are strongly related to whether employees engage in extrarole behaviors. Moreover, the studies demonstrated that social identity explains the impact of other factors that have previously been linked to extrarole behavior. In particular, the findings indicate that social identity mediates the effect of procedural justice judgments and economic outcomes on supervisor ratings of extrarole behavior. Overall, these studies provide compelling indication that social identity is an important determinant of behavior within work organizations and provide strong support for the application of the group engagement model in organizational settings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A multilevel study of predictors of student perceptions of school climate: The effect of classroom-level factors.

A positive school climate is an important component of successful and effective schools and thus is often an aim of schoolwide initiatives. Climate has traditionally been conceptualized as a school-level factor and is often assumed to be related to other school-level factors (e.g., school size). The current study examines variation in perceptions of climate based on individual-, classroom-, and school-level factors to determine the influence of predictors at multiple levels. Data come from 2,468 5th graders from 37 public elementary schools. Two aspects of students' perception of school climate, order and discipline, and achievement motivation are examined. Multilevel analyses in hierarchical linear modeling indicate that individual-level factors (race and sex) accounted for the largest proportion of variance in perceptions of school climate. School-level factors (e.g., school size and faculty turnover) and several classroomlevel factors (e.g., characteristics of the teacher, class size, and the concentration of students with behavior problems) were also significant predictors of perceptions of climate. These findings suggest that characteristics of the classroom environment are important to consider when aiming to improve school climate. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Team cognition in group interventions: The relation between coleaders' shared mental models and group climate.

The relation between the convergence in group coleaders' mental models of their groups and group members' perceptions of group climate was examined. Coleaders of 8 intergroup dialogue groups provided paired-comparison ratings of the similarity of their group members, and group members provided group climate ratings, following each of 7 sessions. The paired-comparison ratings were analyzed using pathfinder network analysis (Schvaneveldt, 1990) to examine the structure of each coleader's mental model of her or his group, and to compare these mental models within coleader pairs to determine degree of similarity in coleaders' mental models for each coleader pair for each week (i.e., how similarly coleaders of a group view their group). Growth curve analyses of the degree of similarity and group climate data showed an increase in similarity of coleaders' mental models within groups across sessions, and that similarity in coleader mental models was related to increases in the engaged and decreases in the avoiding aspects of the group climate. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Co-leader similarity and group climate in group interventions: Testing the co-leadership, team cognition-team diversity model.

This study tested a coleadership, team cognition-team diversity model of coleader similarity and dissimilarity and its effect on group processes. This model suggests that group coleaders will be most effective when coleaders share cognitions about the group but are dissimilar in terms of their skill sets and behavior within the group. Specifically, the current study examined whether coleader dissimilarity in behavior was related to the group climate in eight coled intergroup dialogue groups at a large university. Results gave partial support to the coleader, team cognition-team diversity model, as coleader dissimilarity was related to increased overall engagement and conflict within the group. Coleader dissimilarity was related to decreasing conflict and increasing avoiding, suggesting that the relationship between coleader similarity and group processes is more complex than implied by the coleadership, team cognition-team diversity model. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Speaking up in the Canadian military: The roles of voice, being heard, and generation in predicting civic virtue.

Civic virtue refers to the willingness of an employee to speak up and make constructive suggestions, which is often critical for effective organizational change. Despite their best efforts, however, organizations are not always successful in generating their members' civic virtue. The authors examined whether the relationship between voice mechanisms and civic virtue would be mediated by the degree to which employees feel heard and whether one's generation moderations the relationship between being heard and civic virtue. Ss were 262 Canadian Forces members from the baby-boomer generation and Generation-X. Results showed that participants engage in civic virtue depending on whether procedures were available for them to provide voice, and whether they perceived that they were being heard by a superior officer. However, being heard was more critical in predicting civic virtue for baby boomers than for the younger generation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Leader personality traits and employee voice behavior: Mediating roles of ethical leadership and work group psychological safety.

The antecedents and consequences of ethical leadership were examined in a study of 894 employees and their 222 immediate supervisors in a major financial institution in the United States. The leader personality traits of agreeableness and conscientiousness were positively related to direct reports’ ratings of the leader’s ethical leadership, whereas neuroticism was unrelated to these ratings. Ethical leadership influenced followers’ voice behavior as rated by followers’ immediate supervisors. This relationship was partially mediated by followers’ perceptions of psychological safety. Implications for research on ethical leadership and means to enhance ethical behavior among leaders and nonleaders are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A factor-analytic study of supervisory and group behavior.

Questionnaires were given to 98 skilled tradesmen at a naval shipyard, measuring (1) supervisory practices in relations with employees, and (2) attitudes and interactions of the members of the work group. The 13 subscales were divided in half, resulting in 25 usable variables each including 3-4 items. Factor analysis of the 25 variables yielded 6 factors: I-Supervisor-Subordinate Rapport, II-Congenial Work Group, III-Informal Control, IV-Group Unity, and three doublets. All variables calling for evaluation of supervisory practices emerged on the first factor; the remaining factors were related to relationships among the workers themselves. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Disentangling the effects of voice: The incremental roles of opportunity, behavior, and instrumentality in predicting procedural fairness.

Many voice studies have failed to distinguish among voice opportunity, perceived voice opportunity, voice behavior, and voice instrumentality. Thus, the authors sought to clarify the roles of each in determining procedural fairness perceptions. Controlling for the effect of voice opportunity, each of the 3 remaining constructs was hypothesized to predict fairness. Furthermore, voice instrumentality was hypothesized to moderate the effect of voice behavior on fairness. Undergraduates (N=102; 81 for some analyses) participated in an orientation-week design simulation in which voice opportunity was manipulated. The results indicated significant incremental effects of perceived voice opportunity and the predicted Voice Instrumentality × Voice Behavior interaction. Fairness was lowest for individuals who were denied voice opportunity, perceived less voice opportunity, and provided high levels of noninstrumental voice behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effect of group climate on outcome in two forms of short-term group therapy.

The authors investigated the association between dimensions of perceived group climate (engagement, avoidance, and conflict) and treatment outcome in 2 forms of short-term group psychotherapy. They were particularly interested in the relationship between early group climate and outcome. They also examined whether average group climate and change in group climate were associated with outcome. Both engagement after Session 4 and engagement averaged over the course of therapy were directly associated with improvement. Significant interactions among the group climate dimensions were also found. These findings support the contention that aspects of the group environment influence patient benefit from psychotherapy groups. Possible explanations and implications of the findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Techniques for the study of group structure and behavior: I. Analysis of structure.

Recent advances in the development of mathematical techniques growing out of sociometry are described. Applications of these techniques are described. Applications of these techniques in assessing status, group structure, and the assignment of individuals to subgroups are suggested. Further use of these procedures should clarify the requirements for adequate explanatory systems and perhaps provide the variables to be incorporated in more comprehensive theories. 47-item bibliog. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The statistical analysis of data from small groups.

The authors elaborate the complications and the opportunities inherent in the statistical analysis of small-group data. They begin by discussing nonindependence of group members' scores and then consider standard methods for the analysis of small-group data and determine that these methods do not take into account this nonindependence. A new method is proposed that uses multilevel modeling and allows for negative nonindependence and mutual influence. Finally, the complications of interactions, different group sizes, and differential effects are considered. The authors strongly urge that the analysis model of data from small-group studies should mirror the psychological processes that generate those data. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Considerations in the analysis of group tasks.

The transition of research in the area of small-group behavior from survey techniques to the more precise laboratory investigations has resulted in a shift in emphasis to group processes and a relative disinterest in analyzing the tasks which govern behavior. "The major purpose of the present report is to propose a paradigm that may be useful in preliminary attempts to isolate and define important group-task characteristics." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Assumptions of cross-level measurement and structural invariance in the analysis of multilevel data: Problems and solutions.

This article demonstrates assumptions of invariance that researchers often implicitly make when analyzing multilevel data. The first set of assumptions is measurement-based and corresponds to the fact that researchers often conduct single-level exploratory and confirmatory factor analyses, and reliability analyses, with multilevel data. The second assumption, that of structural invariance, is engineered into the common multilevel random coefficient model, in that such analyses impose structural invariance across multiple levels of analysis when lower-level relationships represent both between- and within-groups effects. The nature of these assumptions, and ways to address their tenability, are explored from a conceptual standpoint. Then an empirical example of these assumptions and ways to address them is provided. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Investigating work group characteristics and performance over time: A replication and cross-cultural extension.

The authors tested a longitudinal work group model that focuses on the effects of several group characteristics on performance. One main objective was to replicate and extend D. Jung and J. J. Sosik's (1999) findings in both individualistic and collectivistic cultures. Results indicate that potency had a consistently positive relation to performance in the U.S. sample. This generalized to the Korean sample at Time 2. Performance at Time 1 had a positive relation to subsequent perceived homogeneity and outcome expectations for both samples. In the current study, preference for group work had no relation to group performance at Time 1; at Time 2, it was negatively related to performance among Koreans and positively among Americans. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Memorizing by individuals and groups: A test of the pooling-of-ability model.

"Sixty-five Ss were given eight nonsense words to learn. Forty-two of the Ss learned the task in groups of three, and the remaining 23 learned the task as individuals… . The data indicate that a concept of group facilitation need not be introduced to explain the groups' performance." (PsycINFO Database Record (c) 2010 APA, all rights reserved)