Taking the emergent in team emergent states seriously: A review and preview

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-03-01 DOI:10.1016/j.hrmr.2022.100928

Bård Fyhn, Vidar Schei, Therese E. Sverdrup

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引用次数: 6

Abstract

Team emergent states are properties that develop during team interactions and describe team members' attitudes and feelings (e.g., cohesion). However, these states' emergent nature has largely been neglected, as most studies do not examine the temporality of team phenomena. We review longitudinal studies on team emergent states and demonstrate that a majority of papers reveal their temporal dynamics but offer no universal patterns as to how such states emerge. The review reveals common variables related to temporal dynamics and highlights the importance of studying the development of team emergent states to enhance our knowledge of their causal directions, antecedents, and outcomes. We suggest that future research should clarify the concept of team emergent states, connect theories to research on temporal dynamics, adopt more qualitative approaches to answer “how” and “why” questions, and improve research designs to study meaningful forms of change. Lastly, we present practical implications for the HR field.

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认真对待团队紧急状态中的紧急状态:回顾和预览

团队突发状态是在团队互动过程中形成的属性，描述了团队成员的态度和感受(例如，凝聚力)。然而，这些状态的涌现性在很大程度上被忽视了，因为大多数研究都没有考察团队现象的时间性。我们回顾了对团队紧急状态的纵向研究，并证明大多数论文揭示了他们的时间动态，但没有提供关于这些状态如何出现的普遍模式。这篇综述揭示了与时间动态相关的常见变量，并强调了研究团队紧急状态发展的重要性，以增强我们对其因果方向、前因和结果的认识。我们建议未来的研究应该澄清团队突发状态的概念，将理论与时间动力学研究联系起来，采用更多定性的方法来回答“如何”和“为什么”的问题，并改进研究设计来研究有意义的变化形式。最后，我们提出了对人力资源领域的实际影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.