The effects of leadership change on team escalation of commitment

Although teams benefit from developing plans and processes that boost efficiency and reduce uncertainty, they may become too attached to these plans and escalate commitment when an alternative response is needed. Drawing on theories of team leadership, team processes and escalation of commitment, we propose that a change in leadership can help the team reduce commitment to outdated plans and avoid further escalation over time. Across two studies, we tested and found support for our hypotheses and provide evidence that leadership change can break the cycle of escalation by enhancing leader-driven team reflection and refocusing the team on error correction instead of additional investment. We discuss how the results of these studies extend existing theory and add to our understanding of the important role leaders play in enhancing team adaptation and preventing team escalation.     

The servant leadership advantage: When perceiving low differentiation in leader-member relationship quality influences team cohesion,team task performance and service OCB

How does servant leaders' unique ability to place each follower's needs above their own influence relationships between followers and impact their collective performance? In a study that integrates principles of servant leadership with the social comparison theoretical framework, we tested a group-level model to examine how servant leadership induces low perceived differentiation in leader-member relationship quality (perceived LMX differentiation) within a group, which strengthens team cohesion and in turn positively influences team task performance and service-oriented organizational citizenship behaviors (service OCB). Our sample comprised 229 employees nested in 67 work teams. Structural equation modeling results indicate that servant leadership significantly predicts low perceived LMX differentiation; perceived LMX differentiation is strongly related to team cohesion such that the lower the perceived differentiation, the stronger the team's cohesiveness. And, team cohesion is also strongly related to both the team's task performance and service OCB. Perceived LMX differentiation and team cohesion mediate the effect of servant leadership on both team task performance and service OCB.     

残疾人创业的信任环境重构——基于团队特征的视角

推动残疾人成功创业已成为各国促进残疾人就业率提升的一个有效手段,但创业成功并非易事,残疾人创业所面临的信息沟通不畅、信任环境缺失等问题直接影响创业的成功率。本文通过构建相关变量的有调节效应的回归模型,深入探讨了影响残疾人创业的情景因素,研究结果显示,残疾人创业团队的外部信任环境重构和创业团队自信心的建立对创业成功有显著的正向影响。     

从第27届男篮亚锦赛中国队失利看亚洲篮球新格局

第27届男篮亚锦赛中国队遭遇惨败,年龄结构不合理、攻防两端不平衡、球员的位置技术基础欠缺、主帅与球员磨合期短等因素,是导致中国男篮成绩跌入谷底的主要原因.反观冠军伊朗队,其强势崛起值得思考,亚洲篮球新格局已经形成.     

Crying for Food: The Mexican Myths of ‘La Llorona’ and ‘The Hungry Woman’ in Cherríe L. Moraga

The Mexican legend of ‘La Llorona’ (‘The Weeping Woman’), who drowned her children out of revenge for being abandoned by her lover, and the Aztec creation myth of ‘The Hungry Woman’ — crying constantly for food, with mouths all around her body — have inspired Chicana writers in the symbolic representation of their own yearning, be it sexual, identity-building, or anti-patriarchal. This essay seeks to lay the mythical groundwork within this topic, as well as to illustrate with some particular examples the different reappropriations of these myths in Cherríe L. Moraga, mainly in her play The Hungry Woman: A Mexican Medea (2001). With a view to opening up a past ‘that can provide a kind of road map to our future’ (: ix), these examples of transgressive women will be deprived of the feminine colonial passivity imbued by the dominant male discourse, and analysed as a complex, active, polyvalent mythological female corpus that integrates both life and death, womb and grave. This hybrid approach is inherent to the Aztec mythology on which Moraga relies in order to transcend Manichaeistic resolutions and probe the social, political, and gender reasons leading a hungry mother to commit infanticide.     

Persuasion: An experimental study of team decision making

This paper studies persuasion within teams and investigates why teams commonly take, by some measures, better decisions than individuals. The analysis is based on data from electronic communication within teams of two players. Thanks to the experimental design, changes of an individual’s decision can be attributed to the content of the team partner’s message. The results for knowledge-related and strategic problems show that individuals’ decisions change upon receiving more informative and sophisticated arguments and remain the same otherwise. This individual behavior is an essential part of the information aggregation in teams and can explain the advantage of teams in decision making and in games.     

Strange Bedfellows: Anachronisms,Identity Politics,and the Queer Case of Trans*

This article explores trans identities, as articulated within a few historical texts. From early literary depictions of gender difference, to medicalized conceptions of transsexualism, to a proliferation of trans and queer identities represented by an ever-expanding “alphabet soup” of identity labels, our understandings of identities, sexualities, and queer community-building continue to change. I use the notion of “kind-making,” as elaborated on in the work of Ian Hacking, to illustrate that some queer and trans identifications are affiliative, whereas others are contrastive or oppositional in nature, and these structural differences have important implications with respect to understanding identity and sexuality, and also trans inclusion within LGBT communities and activist efforts.     

论《法国中尉的女人》的浪漫主义色彩

通过分析小说《法国中尉的女人》中自然环境的浪漫主义描写,女主人公莎拉的乐观主义精神及其执着地追求理想的主题,探究了小说所具有的浪漫主义色彩。     

An assessment of predictors of student peer evaluations of team work in the capstone campaigns course

The role of peer evaluations of team work in the capstone, campaigns class is investigated. An assessment of the scores on a 16-item, quantitative assessment of student contributions to their team in a campaigns class indicated that students are extremely positive when evaluating their team members. Means for the 16 evaluation items ranged from 1.44 to 2.19 on a 1–7 scale. The evaluation items were regressed with two overall evaluation measures in the form of the “pay” students would receive from other individuals or the group mean payment. The statistically significant predictors for both dependent variables are identified.     

矩阵管理模式在高校图书馆阅读推广团队建设中的应用

矩阵管理是指为完成某项特定工作任务而形成的工作小组的管理模式。应用矩阵管理模式加强高校图书馆阅读推广团队建设,应注意把好团队负责人选择关,明确团队管理流程和成员的任务要求,注重各业务点的工作量均衡,促进各业务环节的配合,同时优化绩效评估方式,建立阅读推广活动评价和奖惩机制。