Using a field sample of 101 virtual teams, this research empirically evaluates the impact of traditional hierarchical leadership, structural supports, and shared team leadership on team performance. ...Building on Bell and Kozlowski's (2002) work, we expected structural supports and shared team leadership to be more, and hierarchical leadership to be less, strongly related to team performance when teams were more virtual in nature. As predicted, results from moderation analyses indicated that the extent to which teams were more virtual attenuated relations between hierarchical leadership and team performance but strengthened relations for structural supports and team performance. However, shared team leadership was significantly related to team performance regardless of the degree of virtuality. Results are discussed in terms of needed research extensions for understanding leadership processes in virtual teams and practical implications for leading virtual teams.
We present an approach to capture the 3D motion of a group of people engaged in a social interaction. The core challenges in capturing social interactions are: (1) occlusion is functional and ...frequent; (2) subtle motion needs to be measured over a space large enough to host a social group; (3) human appearance and configuration variation is immense; and (4) attaching markers to the body may prime the nature of interactions. The Panoptic Studio is a system organized around the thesis that social interactions should be measured through the integration of perceptual analyses over a large variety of view points. We present a modularized system designed around this principle, consisting of integrated structural, hardware, and software innovations. The system takes, as input, 480 synchronized video streams of multiple people engaged in social activities, and produces, as output, the labeled time-varying 3D structure of anatomical landmarks on individuals in the space. Our algorithm is designed to fuse the "weak" perceptual processes in the large number of views by progressively generating skeletal proposals from low-level appearance cues, and a framework for temporal refinement is also presented by associating body parts to reconstructed dense 3D trajectory stream. Our system and method are the first in reconstructing full body motion of more than five people engaged in social interactions without using markers. We also empirically demonstrate the impact of the number of views in achieving this goal.
Digitalisation and the use of algorithms have raised concerns over the future of work, the gig economy being identified by some as particularly concerning. In this article, we draw on 70 interviews ...in addition to participant observations to highlight the role of gig economy platforms in producing a novel form of reputational insecurity. This insecurity is generated by platforms disrupting the traditional operation of industry reputation in freelance markets. We highlight three areas of transformation (recognition, power relations and transparency) in which platforms disrupt the social regulation of reputation and thus algorithmically amplify uncertainty. We also detail how workers individually and collectively attempt to re-embed reputation within interpersonal relations to reduce this novel insecurity.
Conversation is a fundamental human experience that is necessary to pursue intrapersonal and interpersonal goals across myriad contexts, relationships, and modes of communication. In the current ...research, we isolate the role of an understudied conversational behavior: question-asking. Across 3 studies of live dyadic conversations, we identify a robust and consistent relationship between question-asking and liking: people who ask more questions, particularly follow-up questions, are better liked by their conversation partners. When people are instructed to ask more questions, they are perceived as higher in responsiveness, an interpersonal construct that captures listening, understanding, validation, and care. We measure responsiveness with an attitudinal measure from previous research as well as a novel behavioral measure: the number of follow-up questions one asks. In both cases, responsiveness explains the effect of question-asking on liking. In addition to analyzing live get-to-know-you conversations online, we also studied face-to-face speed-dating conversations. We trained a natural language processing algorithm as a "follow-up question detector" that we applied to our speed-dating data (and can be applied to any text data to more deeply understand question-asking dynamics). The follow-up question rate established by the algorithm showed that speed daters who ask more follow-up questions during their dates are more likely to elicit agreement for second dates from their partners, a behavioral indicator of liking. We also find that, despite the persistent and beneficial effects of asking questions, people do not anticipate that question-asking increases interpersonal liking.
Summary Sleep and emotion are closely linked, however the effects of sleep on socio-emotional task performance have only recently been investigated. Sleep loss and insomnia have been found to affect ...emotional reactivity and social functioning, although results, taken together, are somewhat contradictory. Here we review this advancing literature, aiming to 1) systematically review the relevant literature on sleep and socio-emotional functioning, with reference to the extant literature on emotion and social interactions, 2) summarize results and outline ways in which emotion, social interactions, and sleep may interact, and 3) suggest key limitations and future directions for this field. From the reviewed literature, sleep deprivation is associated with diminished emotional expressivity and impaired emotion recognition, and this has particular relevance for social interactions. Sleep deprivation also increases emotional reactivity; results which are most apparent with neuro-imaging studies investigating amygdala activity and its prefrontal regulation. Evidence of emotional dysregulation in insomnia and poor sleep has also been reported. In general, limitations of this literature include how performance measures are linked to self-reports, and how results are linked to socio-emotional functioning. We conclude by suggesting some possible future directions for this field.
We focus on an emerging trend in the context of domestic violence—the use of technology to facilitate stalking and other forms of abuse. Surveys with 152 domestic violence advocates and 46 victims ...show that technology—including phones, tablets, computers, and social networking websites—is commonly used in intimate partner stalking. Technology was used to create a sense of the perpetrator’s omnipresence, and to isolate, punish, and humiliate domestic violence victims. Perpetrators also threatened to share sexualized content online to humiliate victims. Technology-facilitated stalking needs to be treated as a serious offense, and effective practice, policy, and legal responses must be developed.
Women are more involved in family ties than men, but these differences may vary across generations as gender roles have shifted. We know little about gender patterns across generations in the same ...family, however. To address this gap, midlife men and women aged 40–60 (n = 633) from the Family Exchanges Study reported on relationships with each aging parent and each grown child. Mothers were more involved (e.g., more frequent contact, greater positive and negative relationship qualities, and more frequent support exchanges) than fathers in both generations, with parental gender differences stronger in the older generation. Offspring gender differences were generally consistent across generations, with daughters more involved by phone in emotional forms of support, and in negative relationship quality; these gender differences were stronger in the younger generation than the older ones. We discuss pervasive gender differences that favor mothers, as well as shifts in gender differences across generations.
Employee voice is thought to result from a cognitive calculus of costs and benefits. However, it is not known whether and when employees speak up in contexts where the costs and benefits of voice are ...not readily assessed. The purpose of this research is to answer this question by exploring the impact of employees’ perceived organizational politics (POP)—a social context in which complicated interpersonal relationships make it difficult to predict the outcomes of voice—on promotive and prohibitive voice. Results from an experimental scenario study and a time-lagged field study revealed that POP is negatively related to the two types of voice through psychological uncertainty, even after controlling for psychological safety and felt obligation to voice. Furthermore, job autonomy weakened the negative influence of psychological uncertainty on promotive voice, whereas job security weakened the negative influence of psychological uncertainty on prohibitive voice. Not only do the findings demonstrate psychological uncertainty as a viable mechanism that links unpredictable social contexts such as POP to employee voice, but they also offer insight into the remedies that might mitigate its negative impact. Implications for theory and practice are discussed.
This study examines why and when employees might respond to job insecurity by engaging in workplace deviance and developing intentions to leave-2 activities that are costly for organizations. Drawing ...on social exchange theory and the theory of moral disengagement, we propose that job insecurity increases workplace deviance and intentions to leave by encouraging employees to morally disengage. We further propose that the strength of the positive association between job insecurity, moral disengagement, and these outcomes is contingent upon 2 aspects of the situation-employees' perceived employment opportunities outside the organization and the quality of the exchange relationship they have developed with their supervisors (leader-member exchange, or LMX). Two time-lagged studies of Chinese workers provide support for the hypothesized 1st-stage moderated mediation model. Specifically, the indirect effect of job insecurity on organizational and interpersonal deviance and intentions to leave via moral disengagement was positive and significant when individuals had more employment opportunities or when LMX was lower but not when they had fewer employment opportunities or when LMX was higher.
PDF
