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We report the results of a quasi-experimental study that tests the interaction between minority dissent and organizational openness to change on group creativity. In a sample of 199 professionals, organized in 57 groups we have manipulated minority dissent (groups with or without a devil's advocate) and openness to change (groups were informed that the company they work for IS versus it IS NOT open to change) and evaluated group creativity using two indicators: the creativity quotient and the peer-rated creativity on three dimensions (novelty, feasibility, and usefulness). Our results show that the minority dissent and openness to change have a positive impact on group creativity. However, the interaction effect of minority dissent and openness to change was only supported for peer-rated group creativity, rendering weak support for the moderating role of openness to change.

Purpose: This study aims to explore the role of team personality and leader's humor style on the use of humor in group communication and the extent to which group humor mediates the association between team personality on the one hand, psychological safety, collective emotional intelligence and group satisfaction on the other hand. Design/methodology/approach: The authors used a survey to collect data from 304 employees nested in 83 groups working in organizations from various sectors in Romania. Findings: The study results show that extraversion is positively associated with group affiliative humor, while neuroticism has a positive association with group aggressive humor. The leader's affiliative humor style had a significant positive effect on group affiliative humor, while the effect of leader's aggressive humor style on the use of aggressive humor in groups was not significant. Furthermore, the authors examined the mediation role of group humor in the relationship between team personality and team emergent states and satisfaction. The authors found that group aggressive humor mediates the association between neuroticism and group emotional intelligence, psychological safety and satisfaction, while affiliative humor mediates the association between extraversion and emotional intelligence and team satisfaction. Originality/value: The study reports one of the first attempts to explore the multilevel interplay of team personality and humor in groups as they relate to emergent states. [ABSTRACT FROM AUTHOR]

Healthcare professionals are the vanguard of battling the COVID-19 pandemic and they experience major challenges associated with their jobs in the context of this pandemic. We carried out a survey of 253 healthcare professionals and 189 employees working in other domains to explore differences in how they adapted to COVID-19. Our results show that healthcare professionals perceive a higher mortality threat, lower job satisfaction and engage in fewer counterproductive work behaviors compared to respondents from other professions. Building on the tenets of the Terror Management Theory, we show that dispositional differences in death anxiety are the main drivers of perceived mortality threat in relation to COVID-19, yet this positive association is weaker for healthcare professionals, pointing to the engagement of proximal defenses specific to this work domain. Mortality threat mediates the association between death anxiety and job satisfaction only when supervisory support is low, pointing towards the crucial role of social support at work as a buffering mechanism against the deleterious effects of COVID-19 threat. Our paper presents one of the first empirical attempts to compare healthcare professionals with other workers with respect to job satisfaction and counterproductive work behaviors during the pandemic. [ABSTRACT FROM AUTHOR]

Multiple team membership (MTM) is a widespread work arrangement, with claimed beneficial effects for employee knowledge and skills acquisition. By building on the Work Design Growth Model, this study sets out to explore the relationship between MTM and individual learning in the workplace, as well as the role of individual factors, namely socially prescribed perfectionism, as potential boundary conditions. By testing a hierarchical regression analysis model on a sample of 80 employees working in multiple teams, our findings indicate a moderating effect of socially prescribed perfectionism on the relationship between MTM and learning. The relationship between MTM and learning is positive for employees with high socially prescribed perfectionism, and curvilinear for employees with low socially prescribed perfectionism, showing a decreasingly positive association. [ABSTRACT FROM AUTHOR]

The paper is one of the first empirical attempts that builds on the moral dilemmas and group rationality literature to explore the way in which group composition with respect to group members' individual choices in moral dilemmas and social influence processes impact on group moral choices. First individually and then, in small groups, 221 participants were asked to decide on 10 moral dilemmas. Our results show that emergent group level utilitarianism is higher than the average individual utilitarianism, yet, lower than the highest individual utilitarianism within groups. We also show that average individual utilitarianism positively predicts group utilitarianism while group fragmentation in individual utilitarianism has a negative effect on group utilitarianism. Next to group composition, minority influence processes explain additional variance in group utilitarianism, cognitive dissent having a positive influence, while normative deviance a negative influence on group utilitarianism. Majority influence has no significant influence on group utilitarianism. Finally, our results show that the relationship between group fragmentation in individual utilitarianism and emergent group utilitarianism is mediated by the two forms of minority influence. [ABSTRACT FROM AUTHOR]

Multiparty systems (MPSs) are defined as collaborative task-systems composed of various stakeholders (organizations or their representatives) that deal with complex issues that cannot be addressed by a single group or organization. Our study uses a behavioral simulation in which six stakeholder groups engage in interactions in order to reach a set of agreements with respect to complex educational policies. We use a social network perspective to explore the dynamics of network centrality during intergroup interactions in the simulation and show that trust self-enhancement at the onset of the simulation has a positive impact on the evolution of network centrality throughout the simulation. Our results have important implications for the social networks dynamics in MPSs and point towards the benefit of using social network analytics as exploration and/or facilitating tools in MPSs. [ABSTRACT FROM AUTHOR]