Search

In this article, we identify leader job anxiety as a critical leader emotion relevant to team innovation. Integrating the literature on job anxiety and innovation and treating leader self-serving behavior as a mediator, we explore the relationship between leader job anxiety and team innovation. Further, we hypothesize and examine leader psychological entitlement as a moderator of the relationship. We conducted two studies to test our hypotheses. In Study 1, we used multisource data gathered from 69 team leaders and 210 team members of a high-tech software company in Northern China. In Study 2, we used a multisource, time-lagged research design to collect data from 121 team leaders and 404 team members of a large biopharmaceutical company in Northern China. We found that leader job anxiety positively relates to leader self-serving behavior and that leader psychological entitlement positively moderates this relationship. In addition, leader self-serving behavior mediates the negative relationship between leader job anxiety and team innovation. Further, we discuss theoretical and practical implications related to work teams and team innovation.

Membership change has been found to stimulate collective idea generation but to not always benefit group creativity—the generation of final outcomes that are novel and useful. Based on motivated information processing theory, we propose that membership change challenges group members to generate more ideas, but that this only contributes to group creativity when members have high levels of prosocial motivation and are willing to process and integrate each other’s ideas. In a laboratory study of 56 student groups, we found that incremental, but not radical, idea generation mediated the positive effect of membership change on group creativity, and only when group members were prosocially motivated. The present study points to different roles of incremental versus radical ideas and underscores the importance of accounting for prosocial motivation in groups for reaping the benefits of membership change in relation to group creativity.

Based on social cognitive theory (SCT), this study postulates team characteristics and environmental factors as the main drivers of team performance. In the proposed model of this study, team performance was positively and significantly influenced by two predictors (ie, team efficacy and psychological safety climate). Likewise, work team planning has a positive and significant effect on team performance. Data were collected from 107 questionnaires returned from samples taken by random sampling from lecturers at five private universities in Jakarta. Data were analyzed using SEM method with SmartPLS 3.0 software. The results of this study indicate that team efficacy and psychological safety climate have a positive and significant effect on team work planning and team performance. Likewise, work team planning has a positive and significant effect on team performance. In addition, empirical testing of this study, by investigating lecturers at private universities in Jakarta, complements the application of social cognitive theory in understanding team performance. Finally, the managerial implications of team performance and open problems for future studies are discussed at the end of the research report.

O objetivo do presente estudo de casos múltiplos foi explorar se haveriam diferenças nas competências emocionais, nos processos grupais e na potência em equipes de dirigentes de empresas juniores (EJs) em áreas de formação distintas. O desenho de pesquisa incluiu quatro etapas: Aplicação do Perfil de Competências Emocionais (PEC), Entrevista individual e Aplicação da Escala de Potência em Equipes de Trabalho, observações sistemáticas e grupos focais. Resultados apontam para maior similaridade que diferenciação entre os casos em todas as variáveis do estudo, atribuída ao contexto de socialização das EJs. Algumas diferenças identificadas podem ser interpretadas à luz das especificidades dos membros de cada grupo diretivo e o tempo de experiência na gestão e na empresa júnior.

Nonhuman communicators are challenging the prevailing conceptualizations of technology-mediated team communication. Slackbot is a social bot that can be configured to respond to trigger words and, thus, take part in discussions on the platform. A set of 84 bot-related communication episodes were identified from a journalistic team's Slack messages (N=45,940) and analyzed utilizing both qualitative content analysis and interaction process analysis (IPA). This integrated mixed-methods analysis revealed novel insights into the micro-level dynamics of human-machine communication in organizational teams. In response to Slackbot's greetings, acclamations, work-related messages, and relational messages, we identified how the team members respond to the bot, discuss it, and summon it to appear on the platform. Further, the IPA revealed that the bot-related communication episodes are shaped by the bot's responses toward more socioemotional and personal functions. Findings suggest that a team-configured social bot can manifest and facilitate relational team communication. Lay Summary New communication technologies not only support but also take part in organizational team communication, challenging how we see the agency of these technologies. This paper examines Slackbot, a bot that "participates" in team discussions based on the use of triggering words that are configured by the team members. We used integrated mixed methods to study a set of Slackbot interactions with team members. Specifically, we examined how team members summon, interact with, and discuss the bot based on the bot's greetings, acclamations, relational comments, and work-related messages. We found that Slackbot changes the nature of the team interaction. The analysis showed that when the bot participates in the discussion thread, it becomes more relational and less task focused. These findings suggest that a social bot can facilitate relational communication and provide assets that support organizational teamwork.

PurposeThis paper aims to investigate how emotional intelligence and voice climate interact with flow in work teams.Design/methodology/approachThe authors used multilevel structural equation modeling to analyze the nested data (individuals within teams). A total of 42 work teams (166 full-time employees) from the service industry participated in this research.FindingsThe results showed that emotional intelligence and voice behavior are positively associated with flow experience at the individual level. It was also demonstrated that emotional intelligence exerts partial influence on flow via individual voice behavior. At the team level, the authors only found a positive relationship between emotional intelligence and flow.Originality/valueThis research fills the knowledge gap of flow’s antecedents in teams. Members who are emotional intelligent and active in making suggestions to teams are more likely to experience flow in teams. Practitioners should be able to facilitate flow in the workplace through implementing training modules related to emotion appraisal/regulation and effective voice behavior.

Cooperative game play has been associated with a growing list of prosocial benefits. However, less research has examined its constituent parts to determine their contribution to subsequent positive outcomes. The current study examined partners’ communication as a common and even imperative aspect of cooperative play that may largely account for its positive effects on cooperative behaviors and effective teamwork. Partners played a cooperative game (Overcooked 2) alone or with a partner, and in the latter case with or without the ability to communicate, before engaging in two puzzle-solving tasks that required effective and efficient communication for successful performances. Results suggest communication is unnecessary, and may even be detrimental to, subsequent team performances on non-gaming tasks, and that it seems unlikely to account for the cooperative norms proposed to be the theoretical mechanism behind cooperative play’s positive effects. The conclusion discusses theoretical implications and potential future research.

This study used a multi-level analysis to gain a comprehensive understanding of work team socialization as a process that extends beyond work team and organizational boundaries. Findings, based on interviews of 27 IT employees organized into teams, reaffirmed some previous research on newcomer information seeking, but provided a more complex understanding of information seeking during socialization by identifying the importance of nexus or overlap with other internal and external groups. Nexus 1 included cross-functional meetings, as well as external workshops and conferences involving industry peers. Individual and group communication with members of internal and external groups helped employees negotiate and learn their roles as well as led to changes in their understanding of their team and organization. This multi-level analysis identified how individual, group, internal organizational communication, and extra-organizational communication all contribute to the process of socialization for team members.

Drawing upon value-based leadership theory, this research proposes a model to elaborate how value-based leadership can be learned by leaders to influence team performance. In the model, team performance is indirectly influenced by benevolent leadership and moral leadership via two mediators that consist of learning goal orientation and interactional justice. At the same time, emotional regulation hypothetically moderates the effects of benevolent leadership and moral leadership on the mediators. Statistical analyses are demonstrated using the team-level data of work teams from large insurance companies in Taiwan. Finally, this study presents training and educational implications based on analytical results.

الملخص العربي الملخص: هدفت هذه الدراسة إلى تحديد المعوقات التى تواجه العملية التاهيلية للشباب متحدى الاعاقة الحرکية، ومن أجل تحقيق هذا الهدف تم تصميم استمارة استبيان، وتم تطبيقها على (150) مفردة من الشباب متحدي الإعاقة الحرکية المستفيدين من مکاتب التأهيل الاجتماعي. ومن أهم النتائج التي توصلت إليها الدراسة: أن المعوقات التي تحول دون تقديم الخدمات المقدمة لتأهيل الشباب متحدى الإعاقة الحرکية لسوق العمل تتمثل في لا يتخذ الفريق التاهيلى الإجراءات الخاصة بحل المشکلات التأهيلية في الوقت المناسب- لا تتوفر المساعدات والقروض التي يحتاج لها ذوي الإعاقة لممارسة حرفة معينة- لا يتم عقد مؤتمرات دورية عن کيفية تطوير الإعداد المهني لذوي الإعاقة الحرکية- لا يتم العمل على تنمية الأداء المهني لفريق العمل بمؤسسات التأهيل المهني. الکلمات الدالة: التاهيل – الشباب – متحدي الإعاقة الحرکية. Summary in English Obstacles facing the rehabilitation process for physically handicapped youth. Prepared by : Doaa Mahmoud Ismail Ibrahim Abstract: This study aimed to identify the obstacles facing the rehabilitation process for physically handicapped youth, In order to achieve this goal, a questionnaire was designed and applied to (150) young people with physical disabilities who benefited from social rehabilitation offices. Among the most important findings of the study: The obstacles facing the rehabilitation process for physically disabled youth are represented in the following: The rehabilitation team does not take measures to solve the rehabilitation problems in a timely manner . The aid and loans that people with disabilities need to practice a specific craft are not available . There are no periodic conferences on how to develop vocational preparation for the physically disabled . Work is not being done to develop the professional performance of the work team in vocational rehabilitation institutions. Key words:- Rehabilitation , Young , Physically handicapped.

ملخص الدراسة : التحرش الجنسي ظاهرة عالمية لايکاد يخلو مجتمع من المجتمعات منها، ويعتبر التحرش الجنسي انتهاک لحقوق الانسان والإناث أکثر عرضة للتحرش عن الذکور، ويترتب عليه العديد من الآثار السلبية منها النفسية والصحية والاجتماعية والتعليمية للطالبات ضحية التحرش الجنسي. وهدفت الدراسة الحالية إلي التعرف علي اسهامات وحدة مناهضة العنف والتمييز بجامعة أسيوط في مکافحة التحرش الجنسي والتوصل إلي تصور مقترح من منظور الممارسة العامة في الخدمة الاجتماعية لتفعيل دور وحدة مناهضة العنف والتمييز بجامعة أسيوط في تحقيق أهدافها في مکافحة التحرش الجنسي . وتنتمي الدراسة الحالية إلي الدراسات الوصفية التحليلية، واستخدمت منهج المسح الاجتماعي بالعينة علي الطالبات بالجامعة وفريق العمل بوحدة مناهضة العنف والتمييز بجامعة أسيوط . وتوصلت نتائج الدراسة إلي تصور مقترح من منظور الممارسة العامة في الخدمة الاجتماعية لتفعيل دور وحدة مناهضة العنف والتمييز بجامعة أسيوط في تحقيق أهدافها في مکافحة العنف والتحرش الجنسي بالطالبات في الجامعة . الکلمات المفتاحية : التحرش الجنسي , الممارسة العامة , الطالبات الجامعيات . Abstract Sexual harassment is a global phenomenon that almost no society is free of it. Sexual harassment is a violation of human rights and females are more vulnerable to harassment than males, and it has many negative effects, including psychological, health, social and educational for female students who are victims of sexual harassment. The present study aimed to identify the contributions of the Anti-Violence and Discrimination Unit at Assiut University in combating sexual harassment and arrive at a suggested framework from the perspective of generalist practice of social work to activate the role of the Anti-Violence and Discrimination Unit at Assiut University in achieving its goals in combating sexual harassment. The present study belonged to the descriptive and analytical studies. The social survey method was used on female students in the university and the work team of the Anti-Violence and Discrimination Unit at Assiut University. The results of the study reached a suggested framework from the perspective of generalist practice of social work to activate the role of the Anti-Violence and Discrimination Unit at Assiut University in achieving its objectives in combating violence and sexual harassment of female students at the university. key words : Sexual harassment, generalist practice, female university students.

ملخص البحث تعد مرحلة الطفولة من أهم مراحل حياة الإنسان ، فهى مرحلة حاسمة ومهمة فى بناء شخصية الإنسان ، ولهذا کان من الضرورى الاهتمام بها. وتهدف مهنة الخدمة الاجتماعية إلى العمل مع الأطفال فى مؤسسات رعايتهم إلى تکوين الشخصية الناضجة لهم وتنمية الشعور بالأهمية والثقة مع اکسابهم خبرات تساعدهم على النضج وتحمل ظروف الحياة والتأقلم مع المشاکل ومواجهتها بالاعتماد على النفس اکثر من الاخرين ونظرا للمشکلات والمخاطر التى يتعرض لها الطفل فى الشارع من تحرش جنسى واغتصاب وضرب وتعاطى المخدرات وعدم اشباع احتياجاته الأساسية من مأکل ومشرب اتجه هؤلاء الأطفال إلى مؤسسات الرعاية الاجتماعيةالتى تحوى عدد کبير من الأطفال للاقلاع عن حياة الشارع والمساهمة فى حل مشکلاتهم واشباع احتياجاتهم وتحقيق الأمن الاجتماعى لهم بأبعاده المختلفة وذلک من خلال تقديم العديد من الخدمات (الاجتماعية، الصحية، الاقتصادية، التعليمية، الترفيهية) والتى تستهدف مساعدة هؤلاء الأطفال على حل مشکلاتهم واشباع احتياجاتهم ويقوم بتقديم هذه الخدمات فريق عمل لتحقيق الهدف المرجو الذى تسعى إلى تحقيقه هذه المؤسسات. ومن ثم فقد قامت الباحثة بدراسة فاعلية خدمات مؤسسات الرعاية الاجتماعية فى تحقيق الأمن الاجتماعى للأطفال کأحد مؤشرات الأمن الإنسانى لهم. وتعتبر هذه الدراسة من الدراسات التقييمية واستخدمت الباحثة منهج المسح الاجتماعى بأسلوب الحصر الشامل للأطفال داخل مؤسسات الرعاية الاجتماعية وللأخصائيين الاجتماعيين والخبراء ، واستعانت الباحثة بمقياس فاعلية الخدمات للکشف عن نتائج الدراسة ، وکشفت نتائج الدراسة إلى وجود دور فعال لمؤسسات الرعاية الاجتماعية فى توفير جميع الخدمات الأساسية لتحقيق الأمن الاجتماعى للأطفال الملتحقين بها. Study summary Childhood is one of the most important stages of a person’s life, as it is a crucial and important stage in building a person’s personality, and for this it was necessary to pay attention to it. The social Work profession aims to work with children in their care institutions to form a mature personality for them and develop a sense of importance and confidence while providing them with experiences that help them to mature, bear life conditions, adapt to problems and confront them by relying more on oneself than others. In view of the problems and risks that the child is exposed to in the street, including sexual harassment, rape, beatings, drug abuse, and the failure to satisfy his basic needs of food and drink, these children have turned to social care institutions that contain a large number of children to quit street life and contribute to solving their problems, satisfying their needs and achieving social security for them in all its dimensions. This is done by providing many services (social, health, economic, educational, and entertainment) which aim to help these children solve their problems and satisfy their needs. A work team provides these services to achieve the desired goal that these institutions seek to achieve. Hence, the researcher studies the effectiveness of services of social welfare institutions in achieving social security for children as one of the indicators of human security for them. This study is considered one of the evaluative studies, and the researcher used the social survey method, using the method of comprehensive enumeration of children inside social welfare institutions and for social workers and experts. To achieve social security for the children enrolled in it.

This study examined the extent to which defensive silence affects the collaboration and creativity of employees within the banking sector. For the study, self determination theory was adopted as the theoretical framework. The study focused on staff with full employment in deposit money banks in the South-South states of Akwa Ibom, Bayelsa, Cross River, Delta, and Rivers. Focus would be on Rivers, Bayelsa and Akwa Ibom. The choice of these three cities and states was informed by proximity to the researcher. Preliminary investigation shows that a total of one thousand, four hundred and forty-one (1441) management and subordinate staff are in the eighteen (18) selected deposit money banks. The determination of the sample size was done using the Krejcie and Morgan (1970) table and the result was 302. Multiple regression was used to test the null hypotheses. Our findings revealed a significant relationship between defensive silence and both collaboration and creativity. The study further recommended that organizations need to ensure that both managers and employees have the necessary support to be creative and understand how to use it in their particular job situation.

This study examined the extent to which acquiescent silence affects the collaboration and creativity of employees within the banking sector. For the study, social exchange theory was adopted as the theoretical framework. The study focused on staff with full employment in deposit money banks in the South-South states of Akwa Ibom, Bayelsa, Cross River, Delta, and Rivers. Focus would be on Rivers, Bayelsa and Akwa Ibom. The choice of these three cities and states was informed by proximity to the researcher. Preliminary investigation shows that a total of one thousand, four hundred and forty-one (1441) management and subordinate staff are in the eighteen (18) selected deposit money banks. The determination of the sample size was done using the Krejcie and Morgan (1970) table and the result was 302. Multiple regression was used to test the null hypotheses. Our findings revealed a significant relationship between acquiescent silence and both collaboration and creativity. The study further recommended that organizations need to ensure that both managers and employees have the necessary support to be creative and understand how to use it in their particular job situation.

This study distinguishes between radical and incremental creativity at the team level. In addition, group composition in terms of members’ psychological needs is identified as a distinct driver of ...

ملخص بحث محددات استخدام الاخصائى الاجتماعى لمؤتمر الحالة فى المجال النفسى تتعدد مجالات الممارسة المهنية لطريقة خدمة الفرد، ومنها المجال النفسى الذى يعد من أهم مجالات الممارسة المهنية، ولا يخفي علي أحد من المتخصصين في مجال الصحة النفسية أن العلاقة بين انتشار الأمراض النفسية وما قد تحدثه من نتائج وآثار سلبية علي المريض نفسه وأسرته ومجتمعه، أهمها الضعف أو الخلل في أداء المريض النفسي والمحيطين به لأدوارهم المختلفة، ولما کان الأخصائي الاجتماعي أحد أعضاء فريق العلاج في المجال النفسي، وأن کثيرا من المرضي النفسيين قد تلعب الظروف الاجتماعية والأسرية دورا في إصابتهم ببعض الأمراض النفسية أو قد ينتج عن الإصابة بها مشکلات اجتماعية ونفسية عديدة، فإن فهم الأخصائي الاجتماعي لطبيعة تلک الأمراض وأنواعها وأسبابها والمشکلات التي قد تنتج عنها وطرق وأساليب التعامل مع نسق المريض وأسرته وفريق العلاج وحدود ومتطلبات دوره وما يتصل بذلک من توافر المعارف العلمية والمهارات المهنية. وتعتبر اجتماعات مناقشة الحالة وسيلة هامة لتنسيق المعلومات التي تجمع عن الحالة وتفسيرها، ويتم في هذه الاجتماعات عرض الحالة من کل جوانبها واستعراض الجوانب الإرشادية والعلاجية المناسبة للحالة، ويعد مؤتمر الحالة فرصة لفريق العمل مع الحالة الفردية لتبادل المعلومات والآراء والخبرات، ومناقشة خطط العلاج، وتعديلها حسب متطلبات الموقف، ووضع الخطط البديلة، ويساعد استعداد الاخصائيين الاجتماعيين للعمل مع الحالة الفردية المعروضة على مؤتمر الحالة من جمع معلومات عن الحالة، وتحديد جوانب القوة فى شخصية العميل، واستکمال مناطق الدراسة طبقا لطبيعية الحالة، ويتطلب عمل الاخصائيين الاجتماعيين أثناء انعقاد مؤتمر الحالة مناقشة مشکلات الحالات الفردية المعروضة عليهم، وتقديم تفسير منطقى للعوامل التى أدت إلى حدوثها، واقتراح أسلوب العمل المناسب معها، ويتطلب عمل الاخصائيين الاجتماعيين أيضا مع الحالة الفردية بعد الانتهاء من مؤتمر الحالة تحديد جوانب القصور في تنفيذ الخطة العلاجية، ومتابعة سير الخطة المتفق عليها، واتساقا مع الطرح السابق الذى يؤکد الأهمية التى يمثلها مؤتمر الحالة في المجال النفسى؛ إلا أن الواقع يؤکد ندرة فى الکتابات والدراسات الأجنبية والعربية التى تناولت الموضوع؛ لذا فقد تحددت القضية الرئيسية للبحث فى الوقوف على محددات استخدام الاخصائيين الاجتماعيين لمؤتمر الحالة فى المجال النفسى. يعد هذا البحث من نمط البحوث الوصفية، اعتمادا على المنهج الوصفى، تم تطبيقه على جميع الاخصائيين الاجتماعيين العاملين بالمستشفيات النفسية بإقليم القاهرة الکبرى، والبالغ عددهم(87) اخصائى اجتماعى، واعتمدت الباحثة في البحث الميداني على مقياس محددات استخدام الاخصائى الاجتماعى لمؤتمر الحالة فى المجال النفسى، وقد وتوصل البحث إلى الإجابة على تساؤلات الدراسة والتى تمثلت في انخفاض استعداد الاخصائيين الاجتماعيين لاستخدام مؤتمر الحالة في المجال النفسى، وضعف قدراتهم على تنفيذ المهام المطلوبة منهم أثناء انعقاد المؤتمر، وضعف قدراتهم على تنفيذ المهام المطلوبة منهم بعد انعقاد مؤتمر الحالة، وأکدت نتائح البحث وجود بعض المعوقات التى تحول دون قدرة الاخصائيين الاجتماعيين على استخدام مؤتمر الحالة، وخلص البحث إلى عدد من المقترحات لتطوير قدرة الاخصائيين الاجتماعيين على استخدام مؤتمر الحالة في المجال النفسى. Summary Determinants of the use of the social worker for the case conference in the psychological field Dr. Fatma Anwar Mohamed El Sayied Assistant Professor, Department of Social Work Methods There are many areas of professional practice in the way of serving the individual, including the psychological field, which is one of the most important areas of professional practice, and no one in the field of mental health conceals that the relationship between the spread of mental illness and the negative consequences and effects it may have on the patient himself, his family and society, the most important of which is weakness Or the defect in the performance of the psychiatric patient and those around him to their different roles, and since the social worker was one of the members of the treatment team in the psychological field, and that many of the psychiatric patients may play a role in social and family conditions in their affliction with some mental illnesses, or many social and psychological problems may result from them, The social worker understands the nature of these diseases, their types, causes, problems that may result from them, methods and methods of dealing with the patient, his family and treatment team, the limits and requirements of his role, and the related availability of scientific knowledge and professional skills. are many areas of professional practice in the way of serving the individual, including the psychological field, which is one of the most important areas of professional practice, and no one in the field of mental health conceals that the relationship between the spread of mental illness and the negative consequences and effects it may have on the patient himself, his family and society, the most important of which is weakness Or the defect in the performance of the psychiatric patient and those around him to their different roles, and since the social worker was one of the members of the treatment team in the psychological field, and that many of the psychiatric patients may play a role in social and family conditions in their affliction with some mental illnesses, or many social and psychological problems may result from them, The social worker understands the nature of these diseases, their types, causes, problems that may result from them, methods and methods of dealing with the patient, his family and treatment team, the limits and requirements of his role, and the related availability of scientific knowledge and professional skills. Case discussion meetings are an important way to coordinate and interpret the information gathered about the case, and in these meetings the case is presented in all its aspects and the indicative and therapeutic aspects appropriate to the case are reviewed, and the case conference is an opportunity for the work team with the individual case to exchange information, opinions and experiences, discuss treatment plans, and amend them according to Situation requirements, developing alternative plans, and social workers' willingness to work with the individual case presented to the case conference helps by collecting information about the case, determining the strengths of the client’s personality, completing the study areas according to the nature of the case, and the work of social workers during the case conference requires discussion of case problems. The individual presented to them, providing a logical explanation for the factors that led to their occurrence, and proposing an appropriate method of work with them, and the work of social workers also requires the individual case after the completion of the case conference to identify deficiencies in the implementation of the treatment plan, and follow up the progress of the agreed plan, and in line with the previous proposal Which confirms the importance of the case conference in the psychological field; However, the reality confirms the scarcity of foreign and Arab writings and studies that deal with the subject Therefore, the main issue of research has been identified in identifying the determinants of social workers' use of the case conference in the psychological field. This research is of the type of descriptive research, depending on the descriptive approach, it was applied to all social workers working in psychiatric hospitals in the Greater Cairo Region, and the number of (87) social workers, and the researcher adopted in the field research on the scale of the determinants of the use of the social worker for the case conference in the psychological field The research found an answer to the study’s questions, which were represented in the low willingness of social workers to use the case conference in the psychological field, their weak ability to carry out the tasks required of them during the conference, and their weak ability to carry out the tasks required of them after the case conference was held, and the results of the research confirmed the existence of Some of the obstacles that prevent social workers from using the case conference, and the research concluded a number of proposals to develop the capacity of social workers to use the case conference in the psychological field.

This study will examine how narcissism may contribute to the occurrence of upward-status disagreement (USD) – two individuals both believe they outrank one another in status – across a team’s lifecycle. Drawing on the narcissistic admiration and rivalry concept (Back et al., 2013), this study aims to 1) differentiate the effect of the two dimensions of narcissism (i.e., narcissistic admiration and narcissistic rivalry) on USD, and 2) gain insight into the status dynamics unique to each form of narcissism. This study will be conducted using the data collected from ~100 engineering student project teams throughout the 2020-2021 academic year. The results of this study will invite more discussion on USD, advance research on status dynamics, and help practitioners to create strategies to reduce the occurrence of upward-status disagreements.

Although means of communication remain blended in organizations, email has emerged as a driver of clinical operations and employee relations, often occupying up to 25% of a leader’s workday. As revealed in case study research, emails can create a vital sense of connection to the extent that they enable task accomplishment; promote positive affect and build community. Leaders can intentionally strengthen relationships within their work team by being mindful about how they use email in their daily routines.

In a team environment, team members’ emotional regulation, voice, and team mindfulness may foster their flow experience. This research empirically explored the relationship among the three possible antecedents of flow: two individual-level antecedents, emotional regulation and voice; and a team-level antecedent, team mindfulness. Using temporal separated survey data from two points (two weeks apart) with a sample of 452 individuals, 112 work teams from a medium-sized enterprise, I found that team members who were good at regulating emotions and making suggestions more frequently reported higher team mindfulness and flow. Team mindfulness was also found to be positively correlated with flow.

ملخص هدفت الدراسة إلى تحديد الضغوط المهنية للأخصائيين الاجتماعيين العاملين في مجال رعاية الأسرة والمرتبطة بـ: (الأخصائيين الاجتماعيين أنفسهم، العملاء، أعضاء فريق العمل، بيئة العمل، أسر الاخصائيين الاجتماعيين)، بالإضافة إلى وضع مقترحات لتعامل الأخصائيين الاجتماعيين مع هذه الضغوط بصورة إيجابية. والدراسة تعتبر من الدراسات الوصفية / التحليلية، والتي استخدمت منهج المسح الاجتماعي بأسلوب الحصر الشامل للأخصائيين الاجتماعيين العاملين في مرکز الحماية والتأهيل الاجتماعي(أمان) ومرکز الاستشارات العائلية (وفاق) وعددهم (53) أخصائي اجتماعي. وقد توصلت الدراسة إلى أن أهم الضغوط المهنية التي يتعرض لها الأخصائيين الاجتماعيين تتمثل في وجود صعوبة في التواصل مع العملاء ولا أشعر بأنني واثق من نفسي ومن قدراتي ووجود صراع بيني وبين العملاء ولا يثق العملاء بقدراتي ومهاراتي وأتعرض للسخرية من قبل زملائي في وهناک شجارات دائمة بيني وبين زملائي في العمل ولا أجد في حياتي الخاصة من يشجعني على النجاح وأتعرض دائما للتجاهل من قبل عائلتي وأتعرض دائما للتوبيخ من المسئولين في العمل ولا أشعر بقيمتي في بيئة العمل. کما تم عرض بعض التوصيات في الدراسة عن ضرورة تفعيل الدورات التوعوية والبرامج التدريبية للأخصائيين الاجتماعيين عن کيفية التعامل مع الضغوط بطريقة إيجابية. الکلمات المفتاحية: الضغوط المهنية– الأخصائي الاجتماعي – الخدمة الاجتماعية في مجال رعاية الأسرة. Professional Pressures of Social Workers Working in the Field of Family Care Abstract The study aimed to identify the professional pressures of social workers working in the field of family care , which related to : social workers themselves, clients, members of the work team, the work environment, the families of social workers. Also , the study aimed to present some recommendations for social workers to deal with these pressures in a positive way. The study is considered a descriptive / analytical study, which used the social survey method in the manner of a comprehensive survey of the social workers who were working at the Protection and Social Rehabilitation Center (Aman) and the Family Counseling Center (Wifaq), their number was (53) social workers. The study found that the most important professional pressures that social workers were exposed to is the presence of difficulty in communicating with clients and I do not feel that I am confident of myself and my abilities, the existence of a conflict between me and the clients, and the clients do not trust my abilities and skills, and I am subjected to ridicule by my colleagues in and there are permanent quarrels between me and my colleagues at work and I do not find in my private life someone who encourages me to succeed and I am always ignored by my family and I am always reprimanded by officials at work and I do not feel my value in the work environment. Some recommendations were presented in the study on the necessity of activating awareness courses and training programs for social workers on how to deal with professional stress in a positive way. key words: Professional pressures - social worker - social work in the field of family care.

هدفت الدراسة التعرف على دور القيادات التربوية في مواجهة التحديات والتغيرات الحديثة في ظل جائحة کورونا. لتحقيق أهداف الدراسة استخدم الباحث المنهج الوصفي، فقد تم استخدام الإستبانة کأداة لجمع المعلومات، وقد تکونت الاستبانة بصورتها النهائية من (25) عبارة موزعة على أربع محاور: وهي (الدور المعرفي، والدور الإداري، والدور التقني، والدور الإشرافي) وقد تم استخراج معايير الصدق والثبات لاداة الدراسة حسب الأصول العلمية، وتم اختيار عينة الدراسة بالطريقة العشوائية والتي تکونت من (100) قائد تربوي في مدينة جده. توصلت النتائج إلى أن المتوسط الحسابي لمجال الدور المعرفي جاء بدرجة مرتفعة جدا والذي حصل على "4.33"، کما أظهرت نتائج الدراسة عدم وجود فروق ذات دلالة احصائية في جميع مجالات الدراسة تبعا لمتغير الجنس، والعمر، والمؤهل العلمي، کما أظهرت عدم وجود فروق ذات دلالة احصائية في جميع مجالات الدراسة تبعا لمتغير سنوات الخبرة في المجال الثاني والثالث والخامس، بينما أظهرت ان هناک فروق ذات دلالة احصائية " لبعد " الدور المعرفي " ولبعد " الدور الإشرافي " لصالح فئة " اکثر من 10 سنوات ". وأوصت الدراسة بضرورة تعزيز القيادات الإدارية للأمان النفسي حتى يتمکن الجميع من مناقشة الأفکار والأسئلة دون الخوف من التداعيات، وضرورة حرص القيادات الإدارية على تعزيز قوة التواصل بين فرق العمل من أجل مواجهة جائحة فيروس کورونا. The study aimed to identify the role of educational leaders in facing modern challenges and changes in light of the Covid-19 pandemic. To achieve the goals of the study, the researcher used the descriptive analytical approach, the questionnaire was used as a tool to collect information, it consisted of (25) paragraphs distributed on three variables: namely (the cognitive role, the administrative role, the technical role, and the supervisory role). The researcher checked the validity and reliability of the study tool, the study sample was chosen randomly, which consisted of (100) educational leaders . The results of the study showed that the arithmetic average for the cognitive role variable was very high, which got "4.33", and the results of the study showed that there were no statistically significant differences in all variables of study according to the sex, age, and academic qualification variables, it also showed that there are no statistically significant differences in all fields of study according to the years of experience variable in the second, third and fifth variables, while it showed that there are statistically significant differences for the “cognitive role” and “supervisory role” variable in favor of the “more than 10 years” variable. The study recommended the necessity of strengthening administrative leaderships for psychological safety so that everyone can discuss ideas and questions without fear of repercussions, and the need for administrative leaderships to enhance the strength of communication between work teams in order to confront the Covid-19 pandemic

Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results show that, in line with social cohesion theory, vertical communication (e.g., supportiveness from the organization) is strongly related to affective organizational commitment, whereas horizontal communication (e.g., supportiveness from colleagues) is primarily related to affective team commitment. Additionally, both communication dimensions are related to affective supervisory commitment. Finally, these three foci of affective commitment incrementally explain and differentially mediate the relationship between perceived organizational communication and turnover intention.

Leadership behavior is at the center of organization performance. Organizations dedicate significant resources to develop leaders so that work teams will achieve organization goals. Theories abound about the traits, characteristics and behaviors that make for the best leaders. Since team members and others who work closely with leaders are in a good position to know the answers, I asked these employees what type of leader and which leader behaviors influence them to do the work and stay connected with the organization. The research identified numerous behaviors and habits that facilitate communication, trust, respect, working relationships, and positive performance. These findings are arranged in two guides, each with an array of behaviors. One guide is for building leadership character and the other is for influencing connection conversations. Both guides are beneficial to leaders as they engage their team to achieve organization goals. A leadership workshop is forthcoming that focuses on applying the guides along with tools for leaders to connect with teams and achieve individual and organization performance goals.

This paper reports on a qualitative study of how 12 work teams and a project-management team spanned their boundaries in a large engineering project. The study identified two types of boundary-spanning activities. Project-level managers carried out receptive activities in which they spanned boundaries vertically, adapted their management practices, and attuned themselves to the teams. Team-level managers’ activities, on the other hand, were reactive: they spanned boundaries vertically and horizontally when they needed to, and made informal connections to peer teams and project-level management. These findings underscore the important role of team boundary-spanning activities in the shape of subsequent inter-team interactions.

La presente investigación tuvo como objetivo, fomentar el aprendizaje cooperativo como estrategia metodológica para el estudio de las ciencias sociales en el grado 7° de la Institución Educativa La Mata del municipio de Chimichagua. Metodológicamente, el trabajo se ubicó en el paradigma cualitativo, con enfoque crítico reflexivo en el método de la Investigación Acción Pedagógica. Su diseño se desplegó en tres fases: la desconstrucción (reflexión, diagnóstico y reflexión), la reconstrucción (acción y observación), y la evaluación de la efectividad de la práctica (autorreflexión). Los instrumentos fueron: una entrevista a los docentes, un cuestionario a los estudiantes y un diario de campo para recoger las vivencias. Los resultados indicaron desconocimiento de las ventajas del aprendizaje cooperativo; la aplicación de las estrategias metodológicas los llevó a compenetrarse como equipo y lograr un aprendizaje significativo, concluyendo que el aprendizaje cooperativo como estrategia metodológica para el estudio de las Ciencias Sociales, brindó a los estudiantes, nuevos saberes y la compenetración de equipos de trabajo.

هدفت الدراسة إلى تنمية معارف فريق العمل بالمدن الجامعية بجامعة الأزهر في مواجهة الأزمات، وتنمية مهاراتهم کذلک في مواجهتها، واستخدمت الدراسة المنهج شبه التجريبي، وتکونت عينة الدراسة من مجموعة واحدة وعددها (15) فردا، وتم استخدام اختبار تحصيلي للمعارف ومقياس للمهارات وتم تطبيقهما قبل البرنامج وبعده ثم بعد مرور (3) أشهر من البرنامج (تتبعي)، وتوصلت الدراسة إلى عدد من النتائج أهمها: وجود فروق إيجابية ذات دلالة إحصائية بين التطبيق القبلي والبعدي المختص باختبار المعارف التحصيلي لصالح التطبيق البعدي، ووجود فروق إيجابية ذات دلالة إحصائية بين التطبيق القبلي والبعدي للمقياس ککل لصالح التطبيق البعدي، وقد أوصت الدراسة بضرورة إنشاء وحدة لإدارة الأزمات بالمدن الجامعية بجامعة الأزهر بالقاهرة والأقاليم. The study aimed at developing the knowledge and skills of the work team of the university hostels at Al-AzharUniversity for facing crises. The study made use of the quasi-experimental method. The study sample consisted of one group of (15) participants. Furthermore, an achievement test and skills list were administered before the program and after three months of the program administration (following up). The results of the study revealed that there were statistically significant differences between the pre and post administration in relation to the cognitive dimension in favor of the post administration. Added to that, there were statistically significant differences between the pre and post administration of the scale as a whole in favor of the post administration. The study recommended establishing a unit for crisis management at the university hostels at Al-AzharUniversity main branch in Cairo and the regional branches.

هدف البحث الحالي إلى تقديم تصور مقترح لتعزيز الثقة التنظيمية لدى أعضاء هيئة التدريس لإدارة الصراع بجامعة دمياط ، وذلک من خلال بلورة إطار نظري ومفاهيمي حول الثقة التنظيمية بالمؤسسات الجامعية وإدارة الصراع، مع الوقوف على واقع کل من الثقة التنظيمية وإدارة الصراع بجامعة دمياط. وقد اعتمد البحث الحالي على المنهج الوصفي في جمع المعلومات وتفسيرها مع الاستعانة بالاستبانة کأداة بحثية تم تطبيقها على عينة قوامها )110 (عضوا من أعضاء هيئة التدريس بجامعة دمياط. وتوصل البحث إلى أن الثقة التنظيمية تتوافر بدرجة متوسطة لدى أعضاء هيئة التدريس بالجامعة، حيث جاءت الثقة في إدارة الجامعة في المرکز الأول تليها الثقة في الرئيس المباشر وأخيرا الثقة في الزملاء، کما تستخدم إدارة الجامعة أساليب متنوعة لإدارة الصراع ولکنها بدرجات متوسطة . وقد أوصى البحث بضرورة : بناء قيم تنظيمية إيجابية تؤکد على العدالة والمساواة، والمشارکة والاهتمام بجوهر العمل، واحترام الآخر. الاهتمام ببناء الثقة بين أعضاء هيئة التدريس من خلال تشجيع الصداقات وتکوين أو بناء فرق العمل، والاهتمام بالاجتماعات غير الرسمية، وتشجيع الأنشطة الاجتماعية والثقافية، والحرص على المشارکة في المناسبات والأعياد. مساعدة أعضاء هيئة التدريس على مواجهة مشکلاتهم وتقبل شکواهم وتظلماتهم، والاهتمام بإسهاماتهم والاعتزاز بإنجازاتهم. Enhancing Organizational Trust among Teaching Staff Members to Conflict Management in University Institutions (Damietta University as an Application Model) Abstract The aim of the current research is to present a suggested framework for enhancing organizational trust among teaching staff members for conflict management at Damietta University, by identifying a theoretical and conceptual framework on organizational trust in university institutions and conflict management, with standing on the reality of both organizational trust and conflict management at Damietta University. The research used the descriptive method to collecting and interpreting information with the help of the questionnaire as a research tool that was applied to a sample of (110) members of the faculty at Damietta University. The research concluded that organizational trust is present at a medium degree among university faculty members, as trust in the university administration came first, followed by trust in the direct head and finally trust in colleagues, and the university administration uses various methods to manage conflict, but with medium degrees. The research recommended that: Building positive organizational values ​​that emphasize fairness and equality, participation and concern for the essence of work, and respect for others. Attention to building trust among faculty members by encouraging friendships, forming or building work teams, paying attention to informal meetings, encouraging social and cultural activities, and ensuring participation in events and holidays. Helping faculty members to face their problems, accept their complaints and grievances, pay attention to their contributions and be proud of their achievements.

تناولت الدراسة الراهنة إلقاء الضوء حول جائحة فيروس کورونا المستجد وجهود الاخصائيين الاجتماعيين کأعضاء بفريق العمل الطبي ، هدفت الدراسة للتوصل إلى برنامج من المنظور الوقائي لطريقة خدمة الجماعة لتفعيل دور الأخصائي الاجتماعي فى الفريق الطبي لمواجهة جائحة کورونا. طبقت الدراسة على مستشفيات عزل مرضى کورونا التابعة لوزارة الصحة بمحافظة البحيرة ، شمل مجتمع الدراسة على حصر شامل الاخصائيين الاجتماعيين العاملين بمستشفيات عزل کورونا التابعة لوزارة الصحة بمحافظة البحيرة وعددهم 35 أخصائى اجتماعى ، وعينة طبقية من أعضاء الفرق الطبية بلغت 135عضو . توصلت الدراسة إلى أن دور الاخصائي الاجتماعي بالفريق الطبي بمستشفيات عزل کورونا جاء بمستوى ضعيف ، وان اتجاهات أعضاء الفريق الطبي نحو دور الاخصائي الاجتماعي جاء بمستوي ضعيف ، وان هناک العديد من الصعوبات التى تواجه أداء الاخصائي الاجتماعي لدور بالفريق الطبي بمستشفيات عزل کورونا منها ما يرجع إلى إدارة المستشفي ومنها ما يرجع إلى الفريق الطبي ومنها ما يرجع إلى الاخصائي الاجتماعي نفسه ، وتوصلت الدراسة إلى برنامج مقترح من المنظور الوقائي لطريقة خدمة الجماعة لتفعيل دور الأخصائي الاجتماعي فى الفريق الطبي بمستشفيات عزل مرضى کورونا . The current study dealt with shedding light on the emerging corona virus pandemic and the efforts of social workers as members of the medical work team. The study aimed to come up with a program from the preventive perspective of the group work method to activate the role of the social worker in the medical team to confront the Corona pandemic. The study was applied to isolation hospitals for Corona patients affiliated with the Ministry of Health in Buhaira Governorate. The study population included (35) social workers, and a class sample of members of medical teams amounted to (135) members. Its results concluded that the role of the social worker in the medical team in the Corona isolation hospitals came at a weak level, and that the attitudes of the medical team members towards the role of the social worker came at a weak level , and the study reached a suggested program From the preventive perspective of the group work method to activate the role of the social worker in the medical team in the hospitals of isolating Corona patients. .

This study bridges social cognitive theory and Turner’s theory of social interaction to develop a model that explains how work teams in technology industry can be motivated to enhance team performa...

In this fast-paced era like today, an organization in this case the company is also required to be able to work quickly in addition to being effective and efficient. Therefore, it cannot be denied, there is a high expectation of the performance of the employees in each company. Employees are asked to be able to provide the achievement of these expectations. Both expectations as individuals and as part of a work team. Because so many things that need to be considered in improving performance, the company must pay attention to some of these things. Two of them are good work discipline and ideal work culture. Both of these are not determinants of performance but these two things are a development of employee performance. The purpose of this paper is to provide an overview of work discipline and organizational culture and their contrubution on the creation of employee performance. In this paper, the results show that work discipline variables and organizational culture are related to 0.636, which means there is a strong relationship and gives an effect of 40 percent on the formation of employee performance. Keywords: Dicipline, organizational culture, work Performance

Although the importance of leadership for innovation processes has been acknowledged, the understanding of the relationships between leadership styles and levels of innovation in work teams is still limited. This study among team managers and team members of 133 Spanish bank branches (i.e., work teams) investigated whether the influence of charismatic leadership on work team innovative behavior comes about via team potency, and whether the relationship between charismatic leadership and team potency is moderated by the level of task interdependence within the team. Data were collected at three different time points. Results of structural equation modeling showed that only at high levels of task interdependence, team managers’ charismatic leadership at time 1 was significantly positively related to an increase in team potency at time 2, which in turn was positively related to manager ratings of their work teams’ innovative behavior at time 3. This means that only at high levels of task interdependence, charismatic leadership had a significant indirect effect on team innovative behavior via team potency. Thus, our study sheds light on the boundary conditions of this effect.

Purpose The purpose of this study is two-fold. First, the nature of the relationship between team trust and team performance in the business context is determined. Second, both team design (team size and team type) and methodological moderators (source of criterion measure and study date) of the relationship are assessed. Design/methodology/approach A random-effects meta-analysis was performed on published and unpublished empirical studies. Subgroup moderator analyses were conducted using Cochran’s Q. Continuous moderator analyses were conducted using meta-regression. Findings Data from 55 independent studies (3,671 teams) were pooled. Results indicated a large, positive relationship between team trust and team performance in real business teams. Further analyses indicated that the relationship was significantly moderated by business team type, team size and source of criterion measure. Research limitations/implications Results indicate that different team types, sizes and performance criteria should not be treated as equivalent. Results are based on cross-sectional research and can only be generalized to business teams. Practical implications Managers should be attentive to trust issues in work teams, as they may portend future performance problems or mirror other organizational issues that affect team performance. Team function and size predict how team trust is related to team performance. Originality/value The present study answers a call by Costa et al. (2018) for additional investigation of moderators of the trust-performance relationship in teams using a quantitative review of studies.

El presente artículo tiene como propósito establecer el aporte del coaching en la toma de decisiones, una de las habilidades gerenciales de mayor demanda en la gestión administrativa. Se ponen en diálogo dos perspectivas, una desde el coaching organizacional, proceso conducente a generar cambios positivos y duraderos para agenciar la ruta del éxito en los equipos de trabajo y, la segunda, desde las decisiones gerenciales, mediante el desarrollo consciente de habilidades y recursos que permitan conectar las emociones con la razón, en la búsqueda de alternativas para elegir la mejor opción a emprender. Esto sugiere la cualificación desde el ser, saber y hacer, pues si bien, los conocimientos técnicos y competencias relacionadas con el desempeño de un cargo son necesarios, es indispensable gestionar nuevos aprendizajes personales y profesionales, donde el coaching se configura como una opción válida para facilitar dicho camino. Por tanto, se destaca que el coaching aporta de forma efectiva, mediante un proceso profundo de transformación personal, en la toma de decisiones, puesto que al alcanzar mayores niveles de consciencia y de conexión interna, se amplifica la capacidad de evaluar integralmente las situaciones, con mayor asertividad al momento de elegir, lo cual se traduce en resultados óptimos.

مستخلص البحث يمکن تحديد المشکلة فى تحديد العوامل المؤدية إلي التنمر من وجهة نظر المتنمر والمتنمر به، ودور الممارسة العامة فى التعامل مع العوامل المؤدية إلي التنمر. وقد هدفت الدراسة إلى تحديد مفهوم التنمر، تحديد أماکن حدوث التنمر، تحديد المقصود بالتنمر، تحديد العوامل المؤدية إلي التنمر إذا کان الطالب متنمر به، تحديد العوامل المؤدية إلي التنمر إذا کان الطالب هو المتنمر، تحديد دور الممارسة العامة فى التعامل مع العوامل المؤدية إلي التنمر.واعتمدت الدراسة علي منهج المسح الاجتماعي وتم الاعتماد علي أداتين في هذه الدراسة هما استمارة استبار لعينة الدراسة من تلاميذ وتلميذات المرحلة الابتدائية بمدرسة زهورمايو سمارت للغات واستمارة استبيان لفريق العمل بالمدرسة وتحدد المجال المکاني للدراسة فى مدرسة زهورمايو سمارت للغات. Often the focus is where talking about the phenomenon of bullying is on the weak or bullying party, on which the painful coercive act is located, and it can lead to severe consequences on its academic course and psychological health sometimes reaches the degree of suicide, but if we look at the phenomenon from another angle We will find another victim who does not often pay attention to it, which is the child or the group of bullying students who take the image of violence in a steady manner in their dealing and two tools were used in this study, which is a questionnaire form for the study sample of primary school pupils in 15 May City for Smart Languages and a questionnaire for the work team at May 15 Flowers School for Smart Languages

Based on the conservation of resources theory, this study explores the relationship between work-leisure conflict and front-line employees’ work engagement. From the emotional perspective, we further explore the mediating role of negative emotion, the moderating effects of emotional intelligence and team emotional climate at the individual and team levels, respectively. In this study, 521 front-line employees from 50 work teams were investigated, and relational models were established and analysed. The results show that work-leisure conflict has a significant negative impact on front-line employees’ work engagement, and the negative emotion from this conflict plays a mediating role in the process. Emotional intelligence plays a moderating role in the relationship between work-leisure conflict and work engagement at the individual level whereas team emotional climate plays a cross-level moderating role in this relationship at the team level. The findings of this study have theoretical value and provide a management reference for enterprise managers.

Introduction: The use of work teams is a strategy that allows organizations to move faster and more proactively. Team performance is an interesting issue that needs to be studied more extensively. Background Problems: Team psychological safety and team learning have a positive effect on team performance. But in some of the literature, psychological safety has also been shown to have a negative impact on teams when team monitoring is low. This research was conducted to investigate the moderation role of team monitoring and the influence of team learning and team psychological safety on team performance. Novelty: This research contributes new insights related with team monitoring and its interaction to team learning and team psychological safety on team performance. Team psychological safety has been proven to be able to directly influence team performance indirectly through team learning, but we tested the two separately. Research Methods: This study involved 215 respondents who joined 38 teams. The collected data were analyzed using a regression analysis and bootstrap techniques. Findings: Team monitoring has been shown to have a moderate role in influencing team learning on team performance, but it has not been proven to influence team psychological safety on team performance. The learning and psychological safety of each team proved to have a direct effect on team performance. Conclusion: This paper can guide managers since, at a certain level team monitoring can improve team performance, but too much team monitoring actually has no effect on team performance. Managers need to consider team monitoring policies carefully, to optimizing team performance by managing team learning and building team psychological safety.

Although a great deal of knowledge has accumulated about dyadic relationships (i.e., leader–member exchange (LMX) or team–member exchange (TMX)) within a team, employee behaviours that involve triadic relationships among focal employees, leaders, and teammates have seldom been investigated. Using balance theory, which describes triadic relationships from a power dependence perspective, in the current study, we explore how the interplay of LMX, TMX, and peers’ LMX jointly impacts employees’ feedback-seeking behaviour (FSB) and subsequent job performance. By conducting a multilevel moderated polynomial regression on three-wave, multi-source data from 147 team members and their leaders (from 45 work teams), we found that the incongruence between LMX and TMX facilitates FSB when peers’ LMX or task interdependence is high. We also found an asymmetrical incongruence effect concerning the way in which individuals are more likely to seek feedback when LMX is worse than TMX, compared with when LMX is better than TMX. This differential effect is stronger when peers’ LMX or task interdependence is high. The interplay of LMX, TMX, peers’ LMX, and task interdependence eventually has an indirect effect on job performance through FSB. The results from a follow-up study of 270 employees from 77 teams further confirm our predictions about the mechanism of balance theory. Specifically, the results indicate that when peers’ LMX is high, the incongruence between LMX and TMX decreases employees’ psychological safety. Practitioner points: Our study highlights the importance of studying the triadic (LMX, TMX, and peers’ LMX) rather than dyadic relationships in a work team. This study demonstrates that imbalanced relationship triads can influence employees in a positive way (i.e., motivate employees to conduct more change-oriented proactive behaviours). Our study’s findings show that feedback-seeking behaviour is important in promoting job performance when it aims at changing the imbalanced social environment. Our findings suggest practitioners should pay more attention to the role of task interdependence, which changes the power dependence structure of workplace relationships.

يهدف البحث إلى تحديد متطلبات الجودة الشاملة في مدارس التعليم الأساسي بسلطنة عمان، والکشف عن دور الارتقاء بمستوى تطبيق الجودة الشاملة، والتوصل إلى وضع تصور مستقبلي لتوظيف مبادئ إدارة الجودة الشاملة، وذلک للارتقاء بالإدارة المدرسية. ولاختبار فرضيات الدراسة وتحقيق أهدافها، اعتمدت الدراسة على المنهج الکمي (الوصفي التحليلي)، واعتمدت الدراسة أداة الاستبيان لتجميع البيانات الأولية. ويتکون مجتمع الدراسة من المديرين ومساعديهم في مدارس التعليم الأساسي في محافظة ظفار بسلطنة عمان والبالغ عددها 154 مدرسة، بإجمالي 94 مدير/مديرة و117 مساعدا للمدير ذکورا وإناثا، وتکونت عينة الدراسة من إجمالي 133 مفردة بمعدل رد 80.6%. وتوصلت الدراسة إلى مجموعة من النتائج أهمها أن تطبيق الجودة الشاملة داخل مدارس التعليم الأساسي في محافظة ظفار بسلطنة عمان يتأثر بشکل إيجابي بکل من تفويض السلطة لمديري المدارس أو مساعديهم، وتشکيل فرق للعمل، والتدريب والتعليم للإدارة المدرسية، وتحفيز العاملين داخل تلک المدارس. وأوصت الدراسة بضرورة عقد المزيد من الدورات تدريبية لإدارات المدارس في مجال إدارة الجودة الشاملة، التي تساهم في تحقيق أقصى درجات الجودة في التعليم. Abstract The research aimed to determine TQM dimensions in primary schools in Amman, discover the role of improving the implementation of TQM, and develop a future perspective for employing TQM principles in order to improve school administration. To test study hypotheses and achieve its objectives, the study used the quantitative (analytical descriptive) method and used the questionnaire to collect the primary data. The population of study consists of managers and their assistants of 154 primary schools in Zafr Governorate in Amman (94 male/female managers and 117 male/female assistants). The sample of study consists of 133 individuals with a response rate of 80.6%. The study found a number of results and the most important of which is that the implementation of TQM in primary schools in Zafr, Amman, is affected positively by the delegation of powers to school managers and their assistants, work teams, training and educating school management, and motivating employees within those schools. The study recommended that it is important to hold training courses for school managements in the field of TQM to contribute to achieving the highest levels of quality of education.