Small Group Behavior最新文献

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Coping-Defense Employment in Problematic Interpersonal Situations 人际关系问题情境中的应对-防御工作

Small Group Behavior Pub Date : 1978-02-01 DOI: 10.1177/009055267800900115

John-Paul Wilson

{"title":"Coping-Defense Employment in Problematic Interpersonal Situations","authors":"John-Paul Wilson","doi":"10.1177/009055267800900115","DOIUrl":"https://doi.org/10.1177/009055267800900115","url":null,"abstract":"It is common to find small group situations where participants are confronted with potentially problematic interpersonal conflicts. That is, situations where the focal point of discussion is toward resolutions of interpersonal conflicts rather than subject matter. Thelen (1968), among others, suggests that until issues such as trust and autonomy are established, instructors (group leaders) may be unable to help groups get down to the subject matter before them. Boyd and Wilson (1974) found that 20 out of 40 dyads (two-person discussion groups) failed to get down to conflictual subject matter issues facing them within one, one-half hour discussion period. Janis (1972) and Pridham (1972) provide fair warnings about stress in small groups and the adverse effects stress can have on the group's problem-solving and decisionmaking processes and results. The purpose of this study is to examine employment of certain psychological constructs that have implications regarding the means of resolving problematic interpersonal conflict. The results may have implications regarding the facilitation of rational, analytic attitudes in conflictual interpersonal situations, and provide further insight into the dynamics of instructional, problem-solving, and decision-making groups.","PeriodicalId":285034,"journal":{"name":"Small Group Behavior","volume":"236 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1978-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124236122","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

Self-Disclosure in Unsupervised Groups 无监督群体中的自我表露

Small Group Behavior Pub Date : 1978-02-01 DOI: 10.1177/009055267800900111

L. Annis, D. F. Perry

引用次数: 7

Predicting Emergent Leaders 预测新领导者

Small Group Behavior Pub Date : 1978-02-01 DOI: 10.1177/009055267800900112

B. Schultz

{"title":"Predicting Emergent Leaders","authors":"B. Schultz","doi":"10.1177/009055267800900112","DOIUrl":"https://doi.org/10.1177/009055267800900112","url":null,"abstract":"Early research on leadership concentrated on developing techniques for identifying the characteristics and traits of leaders. Efforts to distinguish leaders from nonleaders, however, have been disappointing. As Stogdill (1974: 80) concluded in his recent survey of the literature, studies looking for correspondence of leadership and personality traits have not proved useful for either selecting or predicting leaders. Contemporary conceptualizations of leadership have not advanced the goals of selection and prediction. A contributing factor has been the variety of phenomena to which the term leadership applies. Such phenomena include interpersonal influence, power, one's manner of behavior, and the execution of necessary functions. Yet, despite such diversity of meaning, many recent critical studies agree that leadership research, whatever it may examine in addition, must look at leaderfollower interaction (Hollander, 1971; Hollander and Julian, 1969). Leadership in these critical studies is viewed not as a matter of the· possession of some combination of traits. Rather, it constitutes a working relationship among members of a group. Leadership appears to be defined by thoje functions which move a group toward its goals. In distinguishing what functions pertain to leadership, several studies discuss a concept of competence. Hollander (1958), for example, suggests that competence in helping the group achieve its goals leads to a person being perceived as leader. In a complementary result, Burke (1966) found that a leader's lack ofcompetence in providing goalorientation led to a process breakdown within the group. More recently, Schultz (1974) reported that leaders could be distinguished","PeriodicalId":285034,"journal":{"name":"Small Group Behavior","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1978-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130496054","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 19

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