The Social‐psychological Aspects of Team Formation: New Avenues for Research

The ubiquity of teams in the modern workplace cannot be denied, as Curseu, Kenis, and Raab (2009, p. 30) note, “team formation is a challenge in modern organizations as most of them use teams to perform a variety of organizational tasks.” How teams form is, therefore, a question of much practical interest. Research illustrates that stratified social systems influence the choice and decision‐making behaviors that shape group and team formation (Hechter, 1978). From a structural social psychological perspective (Sell & Kuipers, 2009; Lawler, Ridgeway, and Markovsky, 1993), teams are like microcosmic societies. They represent a process of social cohesion through interaction. Additionally, they can be organic, mechanical, homogeneous, and heterogeneous. In other words, teams are structural and cultural artifacts of societies. Members of society through interaction create these “social artifacts,” which may consist of hierarchically organizing sets of individuals into a group, or multiple groups, relative to power and status dimensions. In this paper, we aim to show how contributions from social psychology have informed research on team formation. Thus, two research questions guide this paper: What are the mechanisms of team formation via partner selection for self‐organizing teams? In what ways, can these studies advance scholarship focusing on the social psychology of inequality? To establish a foundation for understanding the various studies on team formation, we begin with a general overview on how team and team formation has been conceptualized. Next, we examine the social psychological research on team formation via partner selection. In doing so, we note the importance given to the 4 major mechanisms of team formation emerging from the literature: competence, homophily, familiarity, and affect. Lastly, we conclude the paper with a discussion addressing the research questions guiding this paper and suggest opportunities for social psychologists to consider for future team formation studies.     

The ‘Feminization’ of Management? Issues of ‘Sameness’ and ‘Difference’ in the Roles and Experiences of Female and Male Retail Managers

Explanations of women’s poor representation in senior management usually emphasize differences between women and men managers’ experiences, circumstances and aspirations, and the gendered character of organizational structures and processes. Whilst these may all disadvantage women, some writers have suggested recently that women managers may differ in style and orientation in ways particularly appropriate for today’s developing organizations. This paper explores issues of ‘sameness’ and ‘difference’ between women and men managers in retailing. Whilst both male and female store managers wanted to downplay gender differences and adopt a ‘gender neutral’ approach, they also associated a number of advantages and disadvantages with being a woman manager in certain contexts. Rapid sectoral change had caused companies to reassess the desired attributes and competences of managers; associated both with an enhanced valuing of ‘feminine’ qualities and with a more ‘objective’ and ‘clinical’ approach to assessment. Despite their equal numbers at entry points women remained poorly represented at senior levels, suggesting that subjective and informal processes were important determinants of women and men’s progress. Given management is inherently a process enacted by individual managers within a social context the extent to which it can be conceived in gender neutral terms is questioned since individuals are inevitably discussed and identified in terms of their gender.     

A content analysis of research in family therapy journals

In order to assess trends in family therapy research, empirical articles (N = 195) from three family therapy journals over a 5-year period were coded for several variables: authorship, external funding, methodology, sample, purpose, cost effectiveness, use of therapeutic model, and topic. Results indicated that a large pecentage of research in these journals focused on nonclinical issues and used nonclinical samples. Authors were affiliated with a wide variety of disciplines and reported low levels of external funding for their research. While a majority of the studies used quantitative methods, there appeared to be a growing number of studies using qualitative methods. Implications of these findings are discussed in light of research reviews over the past two decades.     

Problematic emotions and maternal grief

The study was an empirical examination of the relation of personality proneness to "problematic social emotions"--envy (Dispositional Envy Scale), jealousy (Interpersonal Jealousy Scale), and shame and guilt (Personal Feelings Questionnaire-2)--to maternal grief (Perinatal Grief Scale-33) following miscarriage, stillbirth, neonatal death, or infant/child death. The 441 women who participated in the study were enrolled from the Website, e-mail contact lists, and parent support groups of an organization that offers information and support to bereaved parents. All four problematic emotions were positively correlated with maternal grief. Envy, jealousy, and guilt made significant unique contributions to the variance in maternal grief. Overall, time lapse since the loss and the four problematic emotion predispositions explained 43% of the variance in maternal grief following child bereavement.     

Effects of support groups on post traumatic stress responses in women experiencing stillbirth

This research study explores the effects of support groups on traumatic stress responses of women experiencing stillbirth. Women (N = 47) responded to a mixed method questionnaire. Quantitative results utilizing the Impact of Event Scale Revised demonstrate that women who attend support group, when controlling for time, had fewer post traumatic stress symptoms than did the women who did not attend support group. Qualitative results elucidate the role of support groups in managing grief, suggesting that connectivity with other like women may be a useful strategy in reducing problematic psychological outcomes.     

“I want my social worker”. One child's struggles to find an available maternal figure: reflections from a peer supervision group

In this paper, I analyse a piece of social work practice using the reflections provided by a peer supervision (work discussion) group. I describe my work with an eight year child looked after, who telephoned me stating that he wanted to kill himself. I discuss the powerful unconscious processes that contributed to his risk-taking behaviour and my emotional experience of it. I reflect on how my knowledge of psychoanalytic theory enabled me to contain the powerful feelings being projected and to safely manage the situation. I highlight how reflective peer supervision groups are a helpful way to understand the complexities of the lives of children looked after and can help inform decision making.