Browsing by Author "Emich, Kyle J."
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Item A comprehensive analysis of the integration of team research between sport psychology and management(Psychology of Sport and Exercise, 2020-06-13) Emich, Kyle J.; Norder, Kurt; Lu, Li; Sawhney, AmanBoth sports and organizations rely on teams. As such, the sport psychology and management literatures have contributed greatly to our understanding of team functioning. Despite this, previous reviews based on subsets of articles in these literatures indicate a lack of communication between them. In this article, we assess the state of integration between the entirety of the sport psychology and management literatures on teams by considering the full set of interconnected team articles in the SCOPUS database (6974 articles over 69 years). We use this data to conduct a combination of citation network analysis and content analysis via topic modeling to evaluate conceptual integration. The data show that interdisciplinary discussion between these two fields is lacking, particularly regarding the integration of sport psychology into management research. Whereas 7% of references to team articles in sport psychology come from management journals, only 0.6% of team references in management journals come from sport psychology. Despite this, longitudinal analysis indicates that in the last 10 years the rate of integration between these fields is increasing. We identify specific topics that have accounted for this integration and suggest topics ripe for future integration.Item Mapping 50 Years of Small Group Research Through Small Group Research(Small Group Research, 2020-07-13) Emich, Kyle J.; Kumar, Satish; Lu, Li; Norder, Kurt; Pandey, NiteshAt its 50-year milestone, we assess the Small Group Research (SGR) corpus to reflect on the development of group research over the past half century. To do this, we examine the evolution of the corpus’s context and content. We examine its context by assessing its impact, which journals it communicates with, and the internationality of its authors. We examine its content—the topics discussed in its articles—using keyword clustering and co-occurrence network analysis. We identify 10 research communities and track their relationships over the four editorial periods associated with the SGR corpus (lagged 2 years for influence): 1970–1981, 1982–1991, 1992–2010, and 2011–2019. Our analyses indicate that the global and local study of group dynamics has fluctuated over time and that phenomenologically based topics connect theoretical topics and stimulate theoretical development. We also provide three criteria to identify communities and topics of group research most likely to benefit from future integration.Item Setting the programmatic agenda: A comprehensive bibliometric overview of team mechanism research(Journal of Business Research, 2022-10-29) Lu, Li; Norder, Kurt A.; Sawhney, Aman; Emich, Kyle J.Team mediating mechanisms are vital to team functioning as they explain how member attributes transform into collective outcomes. Yet, the field exploring them has grown vast and fragmented. This disunity indicates a lack of intellectual structure, preventing the development of general knowledge. We suggest that two aspects of this literature may contribute to this issue: its content division into affective, behavioral, cognitive, motivational, and perceptual categories, and its division into distinct scholarly communities. Using the 10,220 connected teams articles in the Scopus database, from 1952 to 2021, we present the first objective architectural map of this literature. We find that it does a good job concurrently examining different categories of mediating mechanisms, with only a few limitations. Chiefly, more research on affective team mechanisms is needed, especially considering their relationship to cognitive team mechanisms, and the top management team and sport team communities need to further integrate with other communities.Item Shifting focus: The influence of affective diversity on team creativity(Organizational Behavior and Human Decision Processes, 2019-11-03) Emich, Kyle J.; Vincent, Lynne C.We propose and test a theory of how diversity in a team’s initial affective composition impacts its creativity by examining how team members’ qualitatively different affective states converge to influence their team’s creative process and outcomes. Three studies involving 1625 participants on 427 teams support an activation-regulatory focus explanation. Team members experiencing activated promotion-focused affect – whether positive (e.g. happiness) or negative (e.g. anger) – tend to focus their teams on idea generation, resulting in the selection of more novel ideas. Alternatively, team members experiencing activated prevention-focused affect (e.g. tension, fear) shift their teams toward idea selection, resulting in reduced idea novelty. When multiple affective states exist within the same team, more activated states dominate the creative process. Prevention-focused states also tend to dominate promotion-focused states with a few exceptions. We discuss our findings in terms of their implications for the study of team creativity and affective convergence and divergence in teams.Item Team Composition Revisited: A Team Member Attribute Alignment Approach(Organizational Research Methods, 2021-10-18) Emich, Kyle J.; Lu, Li; Ferguson, Amanda; Peterson, Randall S.; McCourt, MichaelResearch methods for studying team composition tend to employ either a variable-centered or person-centered approach. The variable-centered approach allows scholars to consider how patterns of attributes between team members influence teams, while the person-centered approach allows scholars to consider how variation in multiple attributes within team members influences subgroup formation and its effects. Team composition theory, however, is becoming increasingly sophisticated, assuming variation on multiple attributes both within and between team members—for example, in predicting how a team functions differently when its most assertive members are also optimistic rather than pessimistic. To support this new theory, we propose an attribute alignment approach, which complements the variable-centered and person-centered approaches by modeling teams as matrices of their members and their members’ attributes. We first demonstrate how to calculate attribute alignment by determining the vector norm and vector angle between team members’ attributes. Then, we demonstrate how the alignment of team member personality attributes (neuroticism and agreeableness) affects team relationship conflict. Finally, we discuss the potential of using the attribute alignment approach to enrich broader team research.Item Team Composition Revisited: Expanding the Team Member Attribute Alignment Approach to Consider Patterns of More Than Two Attributes(Organizational Research Methods, 2023-05-03) Emich, Kyle J.; McCourt, Michael; Lu, Li; Ferguson, Amanda; Peterson, RandallThe attribute alignment approach to team composition allows researchers to assess variation in team member attributes, which occurs simultaneously within and across individual team members. This approach facilitates the development of theory testing the proposition that individual members are themselves complex systems comprised of multiple attributes and that the configuration of those attributes affects team-level processes and outcomes. Here, we expand this approach, originally developed for two attributes, by describing three ways researchers may capture the alignment of three or more team member attributes: (a) a geometric approach, (b) a physical approach accentuating ideal alignment, and (c) an algebraic approach accentuating the direction (as opposed to magnitude) of alignment. We also provide examples of the research questions each could answer and compare the methods empirically using a synthetic dataset assessing 100 teams of three to seven members across four attributes. Then, we provide a practical guide to selecting an appropriate method when considering team-member attribute patterns by answering several common questions regarding applying attribute alignment. Finally, we provide code (https://github.com/kjem514/Attribute-Alignment-Code) and apply this approach to a field data set in our appendices.Item Well, I feel differently: The importance of considering affective patterns in groups(Social and Personality Psychology Compass, 2020-02-26) Emich, Kyle J.While it is widely recognized that groups represent strong contexts that influence the affective states of their members, this convergent framing has resulted in the neglect of the systematic study of what occurs when group members' affective states differ. This is an unfortunate oversight. The study of how group members' qualitatively different affective states influence their mindsets and behaviors and interact to drive collective group processes and has the potential to greatly inform broader theory on affective and social influence in groups. To address group affective divergence in the context of established convergence processes, I reframe the consideration of group affect around group affective patterns. Then, I draw on the broader group's literature to set a research agenda for the study of group affective patterns. This agenda allows for the more nuanced examination of how multiple discrete affective states influence each other and align with other group member attributes (e.g., personality, attitudes) to impact group processes and outcomes.Item When Majority Men Respect Minority Women, Groups Communicate Better: A Neurological Exploration(Small Group Research, 2023-05-24) Amey, Rachel; Emich, Kyle J.; Forbes, Chad E.Groups must leverage their members’ diverse knowledge to make optimal decisions. However, the gender composition of a group may affect this ability, particularly because solo status female members (one female grouped with males) are generally allocated lower status than their male counterparts, so their knowledge is more likely to be ignored. Whereas most previous work suggests ways solo status women can increase their status; instead, we propose that groups communicate better when men give their female teammate appropriate respect. We examine this in mixed-gender groups working on a hidden profile task while wearing wireless EEGs to measure live neural activity. We find that groups who solve the problem correctly are more likely to contain majority male members with more approach-oriented mindsets, operationalized as neural alpha asymmetry, as they respect their female teammate more. Thus, we provide evidence that neural activity is partially responsible for whether mixed-gender groups make optimal decisions.