کد مقاله | کد نشریه | سال انتشار | مقاله انگلیسی | نسخه تمام متن |
---|---|---|---|---|
888577 | 913552 | 2013 | 10 صفحه PDF | دانلود رایگان |
Although the effects of regulatory focus on individual-level performance have often been studied, relatively little is yet known about team-level effects. Filling this void, we integrate the notion that promotion-focused individuals are concerned with progress and achievement, whereas prevention-focused individuals are concerned with security and vigilance, with the insight that team processes and performance depend on outcome interdependence (individual versus team rewards). The hypothesis that prevention-focused teams react more strongly than promotion-focused teams to differences in outcome interdependence was tested among 50 teams performing an interactive command-and-control simulation. Regulatory focus and outcome interdependence were both manipulated. The results showed that prevention-focused teams working for team rather than individual rewards reported higher work engagement and less error intolerance, coordinated more effectively, and performed better. Promotion-focused teams were not influenced by outcome interdependence. We discuss the implications of our results for theory and effective team management.
► Fifty teams performed a command-and-control simulation in the laboratory.
► We manipulated regulatory focus (prevention/promotion).
► We manipulated reward structure (individualistic/team).
► Prevention-focused teams performed worse under an individualistic reward structure.
► Reward structure did not affect performance/processes in promotion-focused teams.
Journal: Organizational Behavior and Human Decision Processes - Volume 121, Issue 2, July 2013, Pages 194–203