January 2023
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3 Reads
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Publications (77)
January 2023
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2 Reads
October 2022
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575 Reads
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4 Citations
February 2022
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141 Reads
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7 Citations
Organizational Research Methods
Interdependence is a defining characteristic of groups and teams. However, a vast range of constructs and conceptualizations for interdependence has left researchers with a dizzying array of frameworks, metrics, and perspectives with which to evaluate interdependence. This situation leaves researchers with little guidance on how to theorize about or measure interdependence. As a solution, we propose a network-based perspective of interdependence. This network-based framework moves beyond network approaches to understanding interdependence that have been proposed in the past in three ways. First, this framework is applied generally to interdependence and not to an isolated form of interdependence. Second, building on previous network-based perspectives of interdependence, we present a procedure to conceptualize a team's interdependent relationships in terms of networks. Third, we utilize the network perspective to present a standardized index of interdependence. Using illustrative examples, we demonstrate the utility of this network-based approach and present various recommendations discussing how these approaches advance the study of interdependence.
January 2022
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41 Reads
This paper outlines a social network analysis approach for understanding and measuring team interdependence.
January 2022
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167 Reads
Published at ORM: Interdependence is a defining characteristic of groups and teams. However, a vast range of constructs and conceptualizations for interdependence has left researchers with a dizzying array of frameworks, metrics, and perspectives with which to evaluate interdependence. This situation eaves researchers with little guidance on how to theorize about or measure interdependence. As a solution, we propose a network-based perspective of interdependence. This network-based framework moves beyond network approaches to understanding interdependence that have been proposed in the past in three ways. First, this framework is applied generally to interdependence and not to an isolated form of interdependence. Second, building on previous network-based perspectives of interdependence, we present a procedure to conceptualize a team’s interdependent relationships in terms of networks. Third, we utilize the network perspective to present a standardized index of interdependence. Using illustrative examples, we demonstrate the utility of this network-based approach and present various recommendations discussing how these approaches advance the study of interdependence.
December 2021
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38 Reads
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12 Citations
Psychological Methods
Recent studies demonstrate that when researchers are interested in dynamics they are better off using a statistical model described in Bollen and Brand (2010) rather than the often employed random-coefficient or multi-level model (Moral-Benito et al., 2019; Xu et al., 2020). Their Monte Carlo studies, however, were methodologically advanced papers. Here, we present a beginner, hands-on tutorial describing the technique. We provide code in snippet form that any researcher can apply to his or her longitudinal data, introduce fundamentals of dynamic modeling, and generalize the basic model in Bollen and Brand (2010) to situations that cover broader inferences than those discussed in the simulation articles. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
March 2021
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141 Reads
Computational and Mathematical Organization Theory
Prior explanations for the observed result that employee cooperation demonstrates both positive and negative relationships with organizational performance often require psychological reactions or cognitions. We use an agent-based model to assume away these effects and demonstrate a possible alternative relying on just three, simple features. These include (1) limits to an employee’s ability to help a colleague while also performing his or her own task, (2) the distribution of performance across the collective, and (3) the method of aggregating individual to organizational performance. Our model offers an alternative explanation to an empirical result, simple and sufficient conditions for producing a phenomenon, implications for theory on the nature of employee helping, and practical advice to evaluate the merits of helping interventions.
January 2021
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3 Reads
A growing number of researchers in organizational science are interested in directionality and have begun using a statistical routine to support inferences of causal direction. The technique involves partialling a prior observation of the outcome variable, and doing so is thought to mitigate concerns of reverse causality. We review the technique and then evaluate its ability to discriminate directional effects using Monte Carlo simulations. Our results demonstrate that directional inferences cannot be established using this statistical approach. We therefore suggest caution when directional inferences are based on statistical modeling only. We recommend that researchers stress their assumptions when inferring causal direction rather than relying on statistics alone.
May 2020
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2 Reads
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12 Citations
Citations (68)
... We are able to utilize an experience sampling design (Beal, 2015) to collect daily qualitative information regarding individual and team functioning, creating a rich picture of each specific team rather than typical nomothetic between-team generalities (Beltz et al., 2016). This within-unit idiographic approach allows us to better investigate the particularities of given teams (Hamaker, 2012) and better understand the dynamic processes underlying extreme teamwork (Dishop et al., 2020;Olenick & Dishop, 2022). ...
- Citing Chapter
May 2020
... The longitudinal nature of data gathering would permit insights into the temporal dimension of the proposed relationships and how the direct effects and underlying mechanisms of the negative outcomes of innovation change over time (Dishop, Braun, Kuljanin, & DeShon, 2020), and thereby move beyond the current approach prevailing in the innovation literature that relies on cross-sectional studies and correlational analyses. ...
- Citing Chapter
May 2020
... The accumulation of both chronic and acute adversity qualifies as a socalled wicked problem characterized by blurred definition, where there are multiple people with vested and mostly competing values, and where the evolving dynamics in the system are confusing [21]. Scholars highlight that experience of adversity is essential for teams to build resilience [22]. These "wicked problems" [21] raise a number of questions, making oncology teams a fertile ground for understanding resilience at work and contributing new knowledge that has implications for care provided by nurses and other team members: Why do oncology teams not let adversity define them? ...
- Citing Chapter
- Full-text available
October 2022
... 4 Team and team leader interdependence is especially challenging, as it has proven difficult to assess both within, and beyond, health care. [5][6][7] It is therefore not surprising that many team leadership measures have been developed and/or tested using simulation-based care as stimuli, which provides a degree of standardization and control. 3,8 Published resuscitation team leadership assessments are mixed in approach, with global rating scales (GRSs) and checklists most commonly used. ...
- Citing Article
- Full-text available
February 2022
Organizational Research Methods
... However, the intervention may also be applied to every individual in the sample after, for example, the first observation (e.g., Falkenstrom et al., 2023). In this case, the first observation should be treated as predetermined and used to condition on the latent factors (see Dishop & DeShon, 2021). In either case, the observation-level model is preferred because it enables explicit modeling of the trend source (see Andersen, 2022 for a demonstration with simulated and empirical data). ...
- Citing Article
- Publisher preview available
December 2021
Psychological Methods
... The pattern of farm women participation needs clear understanding through data covariance analysis to reveal the consistency and variability which exist within the data. Higher reliability values in group cohesiveness demonstrate successful implementation of group dynamics interventions but the inconsistent patterns of decision-making procedures and interest and motivation levels with extension participation and contact areas need further targeted interventions (Braun et al., 2020). The extension program developed by ATMA will achieve better equilibrium and effectiveness through programs that address various needs of farm women. ...
- Citing Article
February 2020
Small Group Research
... The dynamic SEM models offer a more accurate understanding of how consumer attitudes and behaviours evolve over time by incorporating temporal dimensions. For instance, the dynamic SEM tracks how customer satisfaction changes over time and correlates these changes with diverse service interactions and hence facilitates businesses to attend consumer needs more effectively (Bolton et al., 2018;Xu et al., 2020). Dynamic SEM is also extensively employed in consumer choice studies, facilitating the construction of latent variables and elucidating the complex interrelationships among various determinants of consumer decisions. ...
- Citing Article
- Full-text available
May 2019
Organizational Research Methods
... La recherche ne peut pas être le territoire des seuls chercheurs et l'intervention celui des seuls acteurs de terrain. Leur déconnexion fragilise grandement l'utilité sociale de la recherche (Olenick et al., 2018). L'intervention ne découle pas automatiquement de la recherche, pas plus qu'elle ne peut se résumer à mettre en oeuvre les connaissances préalablement établies. ...
- Citing Article
June 2018
Industrial and Organizational Psychology
... Adapting standards in dynamics is a common phenomenon in nature [29], and this phenomenon exists not only in the natural sphere, but also in social behavior, such as business profit as the value judgment standard of social competition [30,31], low-profit business practices are eventually abandoned by businessmen who aim at profit maximization, and the law of this phenomenon also applies to the allocation structure of industries or resources. ...
- Citing Article
- Publisher preview available
October 1996
Journal of Applied Psychology
... It consists of two dimensions: the process in which managers actively monitor employees' deviant behaviours is called active exception management, and the process in which managers passively guide subordinates' deviant behaviours is called passive exception management (Khan, Khan, Idris, 2021). Park & DeShon (2018) divided transactional leadership into two dimensions: contingency rewards and contingency punishments. Alshammari & Ali (2024) established that the inclusive leadership style has a deliberate impact on employee performance within the Hail health cluster. ...
- Citing Article
April 2018
Organizational Behavior and Human Decision Processes
