scholarly journals Perceptions of Task Interdependence and Functional Leadership in Schools

2016 ◽  
Vol 47 (3) ◽  
pp. 279-302 ◽  
Author(s):  
Kerry Barnett ◽  
John McCormick
Keyword(s):  
Task Interdependence ◽  
Functional Leadership

Use of Collaborative Technologies for Knowledge Management in Psychiatric Hospitals in Southwest Nigeria

Mousaion ◽  
2019 ◽  
Vol 37 (3) ◽  
Author(s):  
Oluyemi Folorunso Ayanbode ◽  
Williams Ezinwa Nwagwu
Keyword(s):  
Knowledge Management ◽  
Psychiatric Hospitals ◽  
Task Interdependence ◽  
Sample Survey ◽  
Team Members ◽  
Collaborative Technologies ◽  
Southwest Nigeria ◽  
Transfer And Retention ◽  
Retention Of Knowledge ◽  
Therapy Team

This article concerns the study examining the use of collaborative technologies (CTs) for the acquisition, creation, sharing, transfer, and retention of knowledge by therapy team members (TTMs) in psychiatric hospitals, and the determinants of the use of CTs as well as how they relate to knowledge management (KM) practices. The skills of the TTMs in the use of CTs were also investigated. Carried out within the positivist and constructivist paradigms, a sample survey was conducted among TTMs from two purposively selected psychiatric hospitals in Southwest Nigeria. Quantitative data was collected from self-administered questionnaires completed by 283 TTMs and was analysed using the Statistical Package for Social Sciences (SPSS) 22. Qualitative data was collected from interviews conducted with four heads of departments. The study showed that the TTMs in the relevant hospitals used 26 different CTs for knowledge acquisition, creation, sharing, transfer, and retention. The largest proportion (84.5%) of the respondents confirmed that skill in the use of CTs determined the use of CTs for KM practices. More than half (54.3%) of the TTMs were highly skilled in the use of CTs for KM practices. The findings suggested that the respondents were positively inclined towards the use of CTs and that they were involved in the use of various CTs to facilitate KM practices and processes. It was found that task interdependence was characteristic of the TTMs’ work in the selected psychiatric hospitals, and that, to benefit from the potential advantages of task interdependence and to effectively employ CTs in operations and processes, TTMs’ skills in the use of CTs should be developed. In addition, professional ties among experts in different fields of specialisation should be encouraged.

Bolstering creativity willingness through digital task interdependence, disruptive and smart HRM technologies

2021 ◽  
Vol 124 ◽  
pp. 422-436
Author(s):  
Samuel Ogbeibu ◽  
Vijay Pereira ◽  
Jude Emelifeonwu ◽  
James Gaskin
Keyword(s):  
Task Interdependence

Team Members’ Affective Responses to Patterns of Intragroup Interdependence and Job Complexity

2000 ◽  
Vol 26 (4) ◽  
pp. 633-655 ◽  
Author(s):  
Gerben Van Der Vegt ◽  
Ben Emans ◽  
Evert Van De Vliert
Keyword(s):  
Job Satisfaction ◽  
Affective Responses ◽  
Task Interdependence ◽  
Job Complexity ◽  
High Group ◽  
Affective Outcomes ◽  
Team Members ◽  
Job Commitment ◽  
Individual Level ◽  
Outcome Interdependence

In this questionnaire study, the relations between the affective reactions of 114 technical consultants and both intragroup interdependence and job complexity were examined. Individual-level task interdependence and job complexity were found to be positively related to individual job satisfaction, team satisfaction, job commitment, and team commitment. Cross-level interactions showed the positive relations between task interdependence and the affective outcomes to be stronger in high outcome interdependent teams than in low outcome interdependent teams. Specifically, a proper match between high task interdependence and high group-level outcome interdependence was found to produce more positive affective responses than “low-high” and “high-low” mismatches. The unfavorable effects of mismatched task and outcome interdependence on job satisfaction and job commitment were found to be mitigated by high levels of job complexity.

Configurational examination of successful human resources outsourcing

2017 ◽  
Vol 55 (8) ◽  
pp. 1681-1697
Author(s):  
Thuy Thi Thanh Nguyen ◽  
Man-Ling Chang
Keyword(s):  
Human Resources ◽  
Design Methodology ◽  
Qualitative Comparative Analysis ◽  
Task Interdependence ◽  
It Use ◽  
Research Attention ◽  
Content Type ◽  
Provider Quality ◽  
Core Condition ◽  
Practical Implications

Purpose The causal conditions leading to successful human resources outsourcing (HRO) have until now attracted only limited research attention. To address this shortcoming, the purpose of this paper is to investigate how a firm and a HR provider should work together to ensure successful HRO. Design/methodology/approach By applying a fuzzy-set qualitative comparative analysis, the authors demonstrate how combining in different ways provider quality, business understanding, trust, and closed HRO networks can lead to HRO success. In addition, this study compares the causal combinations between cases with differing levels of HR-task interdependence and IT use. Findings The results of this study reveal three common solutions that lead to successful HRO from both economic and relational viewpoints. The findings also indicate that, from an economic viewpoint, trust is a core condition for achieving HRO success. Moreover, HR-task interdependence and IT use alter the number of solutions and the conditions for attaining HRO success. Practical implications Based on the solutions proposed herein, firms can consider different ways to achieve HRO success under diverse conditions. Originality/value This work also contributes to building new theories regarding HRO, trust, knowledge sharing, and IT use.

How abusive supervision climate affects team creativity: the contingent role of task interdependence

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chenghao Men ◽  
Lei Yue ◽  
Huo Weiwei ◽  
Bing Liu ◽  
Guangwei Li
Keyword(s):  
Collective Efficacy ◽  
Cultural Context ◽  
Group Identification ◽  
Abusive Supervision ◽  
Task Interdependence ◽  
Positive Relation ◽  
Paired Data ◽  
Team Creativity ◽  
Content Type

PurposeDrawing on theories of social information processing and social identity, the authors explore how abusive supervision climate affects team creativity in a Chinese cultural context. The authors propose that this relation will be mediated by collective efficacy and group identification and moderated by task interdependenceDesign/methodology/approachThe study conducted a confirmatory factor analysis and hierarchical regression to analyze the paired data from 67 research and development (R&D) teams involving 378 employees and employers in a Chinese cultural context.FindingsResults demonstrate that abusive supervision climate was negatively related to team creativity, fully mediated by collective efficacy and group identification in a Chinese cultural context. In addition, task interdependence strengthened the positive relation between collective efficacy and team creativity, as well the positive relation between group identification and team creativity.Originality/valueAlthough research has explored how abusive supervision climate influences individual creativity, few studies have investigated the relation between abusive supervision climate and team creativity in a Chinese cultural context. This study is one of the first to explore how abusive supervision climate affects team creativity in a Chinese cultural context and examine the moderating role of task interdependence in the relation between abusive supervision climate and team creativity.

Personality and Task Interdependence as Moderators for Task Conflict and Team Effectiveness

2016 ◽  
Vol 9 (2) ◽  
pp. 62-69
Author(s):  
Jeffrey Lawrence D`Silva ◽  
Adriana Ortega ◽  
Abdul Hadi Sulaiman
Keyword(s):  
Team Effectiveness ◽  
Task Interdependence ◽  
Task Conflict ◽  
And Task

Voice Climate, TMX, and Task Interdependence: A Team-Level Study

2018 ◽  
Vol 50 (2) ◽  
pp. 199-226
Author(s):  
Jinyun Duan ◽  
Yue Xu ◽  
M. Lance Frazier
Keyword(s):  
Decision Making ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Task Interdependence ◽  
Innovative Performance ◽  
Team Decision Making ◽  
Mediation Analyses ◽  
Team Member Exchange ◽  
Team Decision ◽  
The Relationship

Drawing on social exchange theory, the current research hypothesizes voice climate as a mediator of the relationship between team-member exchange (TMX) and both team decision-making effectiveness and innovative performance. Furthermore, we propose that task interdependence moderates the mediational relationship between TMX, voice climate, team decision-making effectiveness, and innovative performance. Survey results based on 294 members and their leaders from 73 entrepreneur teams demonstrated that TMX is positively related to voice climate and the two outcome variables. In addition, the relationships between TMX and both decision-making effectiveness and innovative performance are mediated by voice climate perceptions, respectively. Task interdependence moderated the relationship between TMX and voice climate, whereas moderated-mediation analyses indicated that the mediational relationship between TMX, voice climate, and both outcomes is stronger when task interdependence is high rather than low.

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