虚荣还是能干?强推理与功效辩论

IF 1.6 Q3 MANAGEMENT
S. J. Solomon, John Harrison Batcherlor
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引用次数: 0

摘要

目的本研究旨在探讨先前团队绩效如何影响未来绩效的本质,以解决效能争论。也就是说,本研究的目的是了解与成功相关的效能提升是否会导致损害绩效的过度自信,还是会导致提高绩效的动机。本研究采用定量方法来检验来自社会认知理论和控制理论的相互竞争的假设。具体来说,该研究利用了国家橄榄球联盟的档案数据,包含5120个纵向团队水平的观察结果。本文采用多层次模型分析了团队绩效对未来绩效的影响。这项研究的发现表明,先前的成功会导致过度自信,最终会损害未来的团队表现。因此,研究结果支持控制理论,支持社会认知理论。然而,这项研究发现,过度自信的有害影响可以通过监督和工作休息来抵消。研究限制/意义由于档案数据来源的性质,不可能直接测量疗效。因此,效能是根据过去的绩效结果来推断的。实践启示本研究表明,管理者和团队领导者在成功的绩效后仔细关注他们的团队是很重要的。具体来说,团队领导可能想要监督他们的成员,或者在成功的表现之后让他们休息一下,以避免过度自信的负面影响。原创性/价值本文对团队层面的有效性争论提供了一个直接的测试。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Vain or able? Strong inference and the efficacy debate
Purpose This study aims to address the efficacy debate by exploring the nature of how prior team level performance affects future performance. That is, the purpose of this study is to understand whether or not the boost of efficacy associated with success leads to overconfidence that harms performance or to motivation that enhances performance. Design/methodology/approach This study used a quantitative approach to test competing hypotheses derived from both social cognitive theory and control theory. Specifically, the study made use of archival National Football League data, containing 5,120 longitudinal team level observations. This paper uses multi-level modeling to analyze how prior team level performance affected future performance episodes. Findings The findings of this study suggest that prior success leads to overconfidence which ultimately harms future team performance. Therefore, the findings support control theory in favor of the social cognitive theory. However, this study finds that the detrimental effects of overconfidence could be offset by monitoring and work breaks. Research limitations/implications Due to the nature of the archival data source, it was not possible to directly measure efficacy. Thus, efficacy is inferred based on past performance outcomes. Practical implications This study suggests that it is important for managers and team leaders to pay careful attention to their team after successful performances. Specifically, team leaders may want to monitor their members or give them a break after successful performance episodes to avoid the negative effects of overconfidence. Originality/value This paper provides a direct test of the efficacy debate at the team level.
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来源期刊
CiteScore
3.40
自引率
29.40%
发文量
28
期刊介绍: This international journal contributes to the successful implementation and development of work teams and team-based organizations by providing a forum for sharing experience and learning to stimulate thought and transfer of ideas. It seeks to bridge the gap between research and practice by publishing articles where the claims are evidence-based and the conclusions have practical value. Effective teams form the heart of every successful organization. But team management is one of the hardest challenges faced by managers.
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