Annotated Bibliography
Individualism-Collectivism and Team Performance
Kevin L. Jackson
University of Phoenix
Annotated Bibliography
Schroeder, P.E. (2013). A quantitative correlation study of individualism-collectivism and employee innovation in Turkey (Doctoral dissertation), Available from ProQuest Dissertation and Theses database. (UMI No. 3585958).
This quantitative correlation study examines the relationship of the individualism-collectivism values, to leadership, and how it affects employee’s creativity and innovation in Turkish organizations. The study attempts to answer four research questions and twelve hypotheses of how culture values or individualism-collectivism of Hofstede’s cultural theory and different leadership practices affects employee’s …show more content…
creativity and innovation in Turkish organizations. This study uses 117 participants enrolled in English communication classes and work in Turkish organizations. The detailed-analysis of the study offered recommendations for future research on the topic.
Wagner, J.A., Humphrey, S.E., Meyer, C.J., & Hollenbeck, J.R. (2012, October). Individualism-collectivism and team member performance: Another look. Journal of Organizational Behavior, 33(7), 946-963. doi:10.1002/job.783
This quantitative study reexamine the conclusion that increases in team member collectivism has a superior group performance.
The study investigates at utilitarian individualism-collectivism at the utilitarian and ontological to how loose or tight the structural interdependence affect the individual’s performance in teams. The study used 206 participants, grouped in 82 teams, who were undergraduate students participants from a public university. The participants in the study had to work in teams and individually to defend his or her territory from rival resources and allow friendly resources to enter. The measurements of the study were speed and accuracy. The results of the study determined that the utilitarian individualism-collectivism and ontological individualism-collectivism has a higher speed of performance if the structural interdependence was loose for heterogeneous groups. The results also identify utilitarian individualism-collectivism and ontological individualism-collectivism in homogeneous groups had higher accuracy than heterogeneous groups. The study discussed the generalization problems or the limitations for validity. In addition, the study gives recommendations for practicing managers for implementation and researchers for future …show more content…
research.
Esen, S., & Karademir, A.C. (2014, May). A Study of Relationship between Perceived Organizational Justice and Individualism/Collectivism Values Among Academic Staff. Journal of Economics and Behavioral Studies, 6(5), 400-410. Retrieved from http://search.proquest.com.ezproxy.apollolibrary.com/docview/1543789163?accountid=3581
The authors investigated individual’s perceptions of organizational justice (distributive, procedural, and interactional justice) to the participant’s individualism-collectivism tendencies (horizontal and vertical individualism-collectivism).
The study consisted of 133 academicians from a Turkish university who took the survey. The detailed results and ANOVA analysis establish a low relation with collectivism and distributive impartiality and individualism and interactional fairness. The researchers offer recommendations for further research using a larger sample and take the sub-dimensions of individualism-collectivism rather than using just the two
variables.
Gundlach, M., Zivnuska, S., & Stoner, J. (2006, December). Understanding the relationship between individualism-collectivism and team performance through and integration of social identity theory and the social relations model. Human Relations, 59(12), 1603-1632. doi:10.1177/0018726706073193
In this article, the authors use the models of social identity and social relation for understanding individualism-collectivism and how it transmits to group performance. The authors argue that group identification, meta-perception truthfulness, and the group uniqueness will help elevate the stresses of the relationship between individualistic-collectivistic individuals and improve group performance. In addition, the authors argue that task interdependence will also help the correlation of these two variables and group performance. The article provides detailed recommendation for managers to support individualistic group members cognitive, actions, and emotions, to work effectively in teams, where task interdependence is high. The conclusion of the article provides a sound reasoning on why this area needs to be expanded by researchers and practitioners.
Schroeder (2013)- University of Phoenix Dissertation & Theses database
Wagner, Humphrey, Meyer, & Hollenbeck (2012)- EBSCOhost
Esen, & Karademir (2014)-ProQuest
Gundlach, Zivnuska, & Stoner (2006)- SAGE Journals
Kevin L. Jackson
University of Phoenix
Annotated Bibliography
Schroeder, P.E. (2013). A quantitative correlation study of individualism-collectivism and employee innovation in Turkey (Doctoral dissertation), Available from ProQuest Dissertation and Theses database. (UMI No. 3585958).
This quantitative correlation study examines the relationship of the individualism-collectivism values, to leadership, and how it affects employee’s creativity and innovation in Turkish organizations. The study attempts to answer four research questions and twelve hypotheses of how culture values or individualism-collectivism of Hofstede’s cultural theory and different leadership practices affects employee’s …show more content…
creativity and innovation in Turkish organizations. This study uses 117 participants enrolled in English communication classes and work in Turkish organizations. The detailed-analysis of the study offered recommendations for future research on the topic.
Wagner, J.A., Humphrey, S.E., Meyer, C.J., & Hollenbeck, J.R. (2012, October). Individualism-collectivism and team member performance: Another look. Journal of Organizational Behavior, 33(7), 946-963. doi:10.1002/job.783
This quantitative study reexamine the conclusion that increases in team member collectivism has a superior group performance.
The study investigates at utilitarian individualism-collectivism at the utilitarian and ontological to how loose or tight the structural interdependence affect the individual’s performance in teams. The study used 206 participants, grouped in 82 teams, who were undergraduate students participants from a public university. The participants in the study had to work in teams and individually to defend his or her territory from rival resources and allow friendly resources to enter. The measurements of the study were speed and accuracy. The results of the study determined that the utilitarian individualism-collectivism and ontological individualism-collectivism has a higher speed of performance if the structural interdependence was loose for heterogeneous groups. The results also identify utilitarian individualism-collectivism and ontological individualism-collectivism in homogeneous groups had higher accuracy than heterogeneous groups. The study discussed the generalization problems or the limitations for validity. In addition, the study gives recommendations for practicing managers for implementation and researchers for future …show more content…
research.
Esen, S., & Karademir, A.C. (2014, May). A Study of Relationship between Perceived Organizational Justice and Individualism/Collectivism Values Among Academic Staff. Journal of Economics and Behavioral Studies, 6(5), 400-410. Retrieved from http://search.proquest.com.ezproxy.apollolibrary.com/docview/1543789163?accountid=3581
The authors investigated individual’s perceptions of organizational justice (distributive, procedural, and interactional justice) to the participant’s individualism-collectivism tendencies (horizontal and vertical individualism-collectivism).
The study consisted of 133 academicians from a Turkish university who took the survey. The detailed results and ANOVA analysis establish a low relation with collectivism and distributive impartiality and individualism and interactional fairness. The researchers offer recommendations for further research using a larger sample and take the sub-dimensions of individualism-collectivism rather than using just the two
variables.
Gundlach, M., Zivnuska, S., & Stoner, J. (2006, December). Understanding the relationship between individualism-collectivism and team performance through and integration of social identity theory and the social relations model. Human Relations, 59(12), 1603-1632. doi:10.1177/0018726706073193
In this article, the authors use the models of social identity and social relation for understanding individualism-collectivism and how it transmits to group performance. The authors argue that group identification, meta-perception truthfulness, and the group uniqueness will help elevate the stresses of the relationship between individualistic-collectivistic individuals and improve group performance. In addition, the authors argue that task interdependence will also help the correlation of these two variables and group performance. The article provides detailed recommendation for managers to support individualistic group members cognitive, actions, and emotions, to work effectively in teams, where task interdependence is high. The conclusion of the article provides a sound reasoning on why this area needs to be expanded by researchers and practitioners.
Schroeder (2013)- University of Phoenix Dissertation & Theses database
Wagner, Humphrey, Meyer, & Hollenbeck (2012)- EBSCOhost
Esen, & Karademir (2014)-ProQuest
Gundlach, Zivnuska, & Stoner (2006)- SAGE Journals