Florian Klonek

Deakin University

Team processes are interdependent activities amongst team members that transform inputs into outputs, vary over time and are critical for team effectiveness. Understanding the temporal dynamics of team processes and related team phenomena with a high resolution lens (i.e., methods with high sampling rates) is particularly challenging when going “in...

Capturing team processes, which are often highly dynamic and quickly unfold over time, requires methods that go beyond standard self-report measures. However, quantitative observational methods are challenging when teams are observed ‘in the wild’, that is, in their full-situated context. Technologically advanced tools that enable high-resolution m...

Ambidextrous leadership theory proposes that a leader's interplay between opening behaviors and closing behaviors enhances followers' exploration and exploitation behaviors, which ultimately increases innovative outcomes. Unfortunately, previous research suffers from problems with causal interpretation and endogeneity concerns threatening the valid...

The COVID-19 pandemic was a key event forcing an increase in virtual work. Drawing on event system theory, we examined whether virtual teams showed enhanced processes in later stages of the pandemic compared to the early stages of the pandemic. We collected data from 54 virtual teams (N = 152 individuals) who worked on a 30-minute task. We measured...

When competing for scarce resources, groups can behave aggressively toward one another. Realistic conflict theory suggests that intergroup hostility internally ties groups together, thus improving intragroup functioning. In contrast, conflict spillover theory suggests that aggressive behaviors between groups can permeate to the intragroup level and...

This is an open-access article (copy and paste the link below) https://journals.sagepub.com/doi/10.1177/10596011241278556 Although team processes are conceptualized as temporal phenomena, our theoretical understanding of their unfolding over time is underdeveloped, particularly when “zooming in and out” into their dynamics using different tempor...

To address the increased need of understanding how interdependence affects virtual team performance, we experimentally manipulated process interdependence and resource interdependence in 102 virtual teams. We examined effects on team processes and team task and creative performance. Increased process interdependence improved both types of team perf...

Astronaut crews and ground control support teams are highly interdependent teams that need to communicate effectively to achieve a safe mission - despite being separated by large distances. Team communication quality with its facets clarity of objectives and information flow is a key coordination process to achieve high team performance and task sa...

Skill utilization is a critically important enacted job characteristic that is assumed to change over time. Building on work design process theory, we investigate the role of goal orientations (performance-approach, performance-avoid, and learning orientation) in gradually shaping job performance change patterns through their impact on skill utiliz...

Self-determination theory has shaped our understanding of what optimizes worker motivation by providing insights into how work context influences basic psychological needs for competence, autonomy and relatedness. As technological innovations change the nature of work, self-determination theory can provide insight into how the resulting uncertainty...

Feedback is a cornerstone of human development. Not surprisingly, it plays a vital role in team development. However, the literature examining the specific role of feedback in virtual team effectiveness remains scattered. To improve our understanding of feedback in virtual teams, we identified 59 studies that examine how different feedback characte...

This study focuses on follower resistance as a potential antecedent of destructive leader behavior and examines leader-related moderators and mediators to help explain the relationship between follower resistance and destructive leader behavior. Drawing from implicit followership theories, we propose that the relationship between follower resistanc...

With advancing technological capabilities, as well as a global economy, many organizations increasingly use virtual teamwork to accomplish their goals. Virtual teams are those in which team members use technology to work from different locations. How can managers and organizations leverage knowledge from work design to help virtual teams achieve hi...

As employees' support for an organizational change is critical for its success, change agents require guidelines on how to initiate change recipients' endorsement. Accordingly, there is a need for an evidence-based understanding of which communication behaviors drive positive versus negative change reactions, as well as about the psychological mech...

The accurate and efficient diagnosis of rare diseases, many of which include congenital anomalies, depends largely on the specialists who diagnose them – including their ability to work alongside specialists from other fields and to take full advantage of cutting-edge precision medicine technologies and precision public health approaches. However,...

The rapid changes of work, the ease of mobility, and ubiquitous use of virtual tools have fundamentally changed the way that teamwork in modern organizations is accomplished. Although these developments have elicited a broad range of studies focusing on the phenomenon of team virtuality, the construct itself is still tied to conceptual ambiguities,...

Traditionally, leadership research has focused on unidirectional questions in which leader attributes are considered to determine follower outcomes. However, many phenomena between leaders (x) and followers (y) involve a simultaneous influence process in which x affects y, and y also affects x (i.e., simultaneity). Unfortunately, this simultaneity...

Ambidexterity requires both exploration and exploitation, but our understanding of the individual ambidexterity concept, its association with multitasking behaviours and paradoxical leadership across the firm life cycle of entrepreneurs is still very limited. In this study, we examined N= 4,355 behavioural activities (exploration and exploitation)...

How do complex healthcare systems that are organised into distinct speciality areas achieve effective patient care transitions when patients present with a rare constellation of symptoms that affect multiple body systems? How do these patients challenge existing ways of organising tasks, clinical activities, and interdependent responsibilities? The...

This review study aimed to investigate how team work design shapes the impact of team virtuality on team functioning. Based on 48 studies, we identified key work design variables that influence both team functioning, that is, team performance and intermediary outcomes (i.e., team processes and emergent states), under conditions of high virtuality (...

Many individuals who struggle with career decisions seek professional guidance from career counselors. However, little is known about how to ensure that career guidance sessions are of high quality. Vital factors for a successful counseling process include a positive working alliance and empathy of the counselor. This study investigates how counsel...

The present chapter addresses the challenge of motivating employees regarding energy conservation, by providing a socio-motivational and micro-interactional perspective on energy conservations in the workplace. Building on change management research, we highlight the socio-relational and motivational dynamics between energy managers and employees i...

Zusammenfassung Digitalisierung, flexible Märkte, neue Technologien und innovative Formen der Zusammenarbeit stellen Arbeitgeber/innen vor wachsende Herausforderungen. Doch wie begegnen wir diesen Herausforderungen und welche Möglichkeiten der Arbeitsplatzgestaltung gibt es? Basierend auf dem Anforderungen Ressourcen Modell (ARM) stellt dieser Beit...

Leadership is a relational, dynamic process that comes about through the temporal course of verbal interactions between leaders and followers (Uhl-Bien et al., 2007). Whereas the interactive nature of leadership evoked much interest in understanding how leaders’ communication affect follower behavior over time, research so far has mostly captured l...

The exponential growth of knowledge within the health industry is a major challenge for health care workers. Organisations are developing digital platforms that store and analyze “big patient data” to facilitate diagnostics and mitigate information overload for clinicians. We focus on the role of a technological ecosystem, Patient Archive, within t...

Organisational behavior entails the study of team and individual dynamic activities within an organisation. As dynamic activities can quickly unfold over time when they occur between individuals, they present a big data challenge for organisational researchers. Furthermore, there is a lack of technologically advanced field-based research methods to...

When we talk or write, we implicitly reveal more about ourselves than we realise. Language and use of particular words can be strong proxies for current emotions, motivations, and even personality. Due to the development of powerful computational programs that allow to quantify word usage and linguistic markers, organisational researchers have incr...

As part of the Lorentz workshop, “Interdisciplinary Insights into Group and Team Dynamics,” held in Leiden, Netherlands, this article describes how Geeks and Groupies (computer and social scientists) may benefit from interdisciplinary collaboration towards the development of killer apps in team contexts that are meaningful and challenging for both....

During organizational change, employee resistance is regarded as a major source for failures. To better understand how change agents respond when they are confronted with resistance to change, we investigated change agents’ micro-verbal communication. Using a vignette approach, we measured change agents’ (N = 66) spontaneous responses to employee s...

As part of the Lorentz workshop, “Interdisciplinary Insights into Group and Team Dynamics,” held in Leiden, Netherlands, this article describes how Geeks and Groupies (computer and social scientists) may benefit from interdisciplinary collaboration toward the development of killer apps in team contexts that are meaningful and challenging for both....

This study investigated the mediating role of dysfunctional behaviors between group affective tone and meeting outcomes. Employees rated their affects before and after participating in 24 video-recorded meetings. Affective-behavioral data was tested using multi-level analyses. Results indicate that negative affects before and after meetings are med...

Group affective tone is an emergent state that can be shared by group members during interdependent tasks. Groups can experience positive group affective tone (PGAT), a shared feeling of, e.g., excitement, enthusiasm, or activation, as well as negative group affective tone (NGAT), a shared feeling of, e.g., distress, anxiety, and hostility. So far,...

Video-recorded observations of group interactions present a unique challenge for group researchers. This paper presents methodological advice how to perform sequential analysis when collecting observational timed-event data of group discussions. Sequential analyses is a statistical method that examines dynamic behavioral sequences in group interact...

Performance appraisal interviews are one of the most commonly used Human Resource practices in organizations. However, they are often criticized for comprising conflicting purposes. In this study, we focus on contextual factors of the appraisal process. Specifically, we propose that appraisal interviews follow a two-phase model of performance evalu...

The current paper offers a behavior-based perspective on employee voice and silence in organizations. Specifically, we outline two observational approaches to study the dynamics of voice and silence in real-time: coding of voice behavior using a behavioral instrument, and behavioral rating scales. In an exemplary study, we sampled repeated measurem...

Der folgende Beitrag widmet sich der Frage, wie man Qualitätssicherung im Coaching durchführen kann. Wir orientieren uns hierbei an der sozio-interaktionalen Intervention des Motivational Interviewing (MI, Miller und Rollnick 2013). Für Leser, die nicht mit MI vertraut sind, geben wir zunächst eine kurze Übersicht über die Grundlagen des MI und den...

Motivational Interviewing (MI) is a communication style that aims to motivate a conversational partner for behavior change by enhancing change talk (e.g., “I want to change”) and reducing counter change talk (“I will not change”). The effectiveness of MI has not been evaluated within the domain of environmental behavior change. This experimental fi...

Motivational Interviewing (MI) is a client-centered communication style with the aim to resolve client ambivalence within a change-related counseling. Its potential benefit for career counseling has been discussed by several scholars but no empirical research has investigated MI in this context so far. The current study used process measures from M...

Human behavior contributes to a waste of environmental resources and our society is looking for ways to reduce this problem. However, humans may perceive feedback about their environmental behavior as threatening. According to self-determination theory (SDT), threats decrease intrinsic motivation for behavior change. According to self-affirmation t...

This paper provides a psychology perspective on the human factors that should be taken into consideration when designing behaviour-based energy-saving interventions for non-residential buildings. We review psychological theories used to explain energy-related behaviours and discuss their limitations as well as additional hindrances that interfere w...

In this chapter, we discuss how meetings relate to organizational change management. We present a coding instrument that assesses meeting talk in terms of change or sustain talk, two psycholinguistic constructs that are supposed to facilitate or inhibit organizational changes and that represent participants’ readiness versus their resistance to cha...

Readiness to change of workshop participants can be measured via their verbal behavior. Video analysis allows us to depict readiness to change over time. This, in turn, provides information about the participants’ stages of change. This analysis supports change agents to implement stage-specific tailored interventions.

Reduction of energy costs has become a concern for many organizations. First, we review energy-saving studies in organizations in which consumers showed resistance to change their behavior. Second, we relate resistance to change to the psycholinguistic construct “sustain talk” that describes verbal arguments against behavior change (e.g., “Work pro...

Purpose - Motivational Interviewing (MI) is a vocational communication skill from the helping professions. Verbal skills in MI are summarized under the acronyms OARS and EARS (Open-ended questions / Elaborating, Affirmations, Reflections and Summaries). We outline how MI provides important skills for engineers, and demonstrate skill assessment by u...

The present study investigates whether the assumptions of the Transtheoretical Model (TTM) can be used as a framework to describe psychological change processes relevant to potential and active entrepreneurs. A sample of 820 participants completed an online questionnaire assessing stages of change, costs and benefits of entrepreneurship (decisional...

Despite consensus that successful change management depends on how change is are communicated to the employees, the dynamic communication process between change agents and recipients remains largely unexplored. We discuss how change language can capture recipients' resistance to and readiness for change, in terms of change versus sustain talk, and...

Motivational Interviewing (MI) is an interviewing style that has been used extensively in the field of addiction as a treatment intervention for clients that are either resistant to or ambivalent about change [11]. Since its origins in the field of addiction treatment, the use of MI has also been extended to health psychology, clinical psychology [...

Organizational, team or individual change projects are highly dependent upon the motivation of the affected employees. Motivational Interviewing (MI) offers a promising method to initiate and accompany change management projects. Evidence from clinical psychology shows that MI stimulates change by evoking change talk and reducing sustain talk – two...

Organisationale, team- oder auch individuelle Veränderungsprozesse stehen und fallen mit der Motivation der betroffenen Mitarbeiter. Die motivierende Gesprächsführung (Motivational Interviewing, MI) stellt ein vielversprechendes Instrument zur Initiierung und Begleitung von Veränderungsprozessen dar. Empirische Evidenz aus der klinischen Psychologi...

The conflict monitoring theory (CMT) assumes that word-stems associated with several completions should lead to crosstalk and conflict due to underdetermined responding situation (Botvinick et al. in Psychol Rev 108(3):624-652, 2001). In contrast, the Multiple-Read-Out-Model (MROM) of Jacobs and Grainger (J Exp Psychol 20(6): 1311-1334, 1994) predi...

In a word stem completion task participants have to complete a series of letters to the first word that comes to their minds. By means of computer simulations Botvinick et al. (2001) showed that words in comparison to their stems lead to lower activation of Hopfield Energy, a measure directly related to the extent of conflict in a cognitive system....