May Meaning Meeting 5/8/04 My Job, Your Calling: Work Orientations in Organizational Teams Amy...
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Transcript of May Meaning Meeting 5/8/04 My Job, Your Calling: Work Orientations in Organizational Teams Amy...
May Meaning Meeting 5/8/04May Meaning Meeting 5/8/04
My Job, Your Calling: Work My Job, Your Calling: Work Orientations in Organizational Orientations in Organizational
TeamsTeams
Amy WrzesniewskiAmy Wrzesniewski
New York UniversityNew York University
May Meaning Meeting 5/8/04May Meaning Meeting 5/8/04
General Research QuestionGeneral Research Question
What kinds of meanings do people What kinds of meanings do people derive from work, both generally and in derive from work, both generally and in challenging contexts?challenging contexts?
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The Meaning of Work: The Meaning of Work: Theoretical FrameworkTheoretical Framework
Values Values ((Dubin, 1956; Lodahl & Kejner, 1965; Roberson, Dubin, 1956; Lodahl & Kejner, 1965; Roberson, 19901990))
Expectations and motivation Expectations and motivation (Amabile, Hill, (Amabile, Hill, HenneHennessey, & Tighe, 1994;ssey, & Tighe, 1994; Ryan & Deci, 2001) Ryan & Deci, 2001)
Characteristics of the job Characteristics of the job ((Griffin, 1987; Hackman Griffin, 1987; Hackman & Oldham, 1976, 1980& Oldham, 1976, 1980))
Organizational influences Organizational influences (Pratt & Ashforth, 2003)(Pratt & Ashforth, 2003)
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Work OrientationWork Orientation
Origin of concept Origin of concept (Bellah, (Bellah, Madsen, Sullivan, Swidler, Madsen, Sullivan, Swidler, & Tipton, 1985)& Tipton, 1985)
Ways work fits sense of selfWays work fits sense of self
Shapes relationship to workShapes relationship to work
Goal-orientedGoal-oriented
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Jobs, Careers, and CallingsJobs, Careers, and Callings
JobsJobs: Material benefits from work: Material benefits from work‘‘My primary reason for working is financial – to My primary reason for working is financial – to
support my family and lifestyle.’support my family and lifestyle.’
CareersCareers: Advancement in occupation: Advancement in occupation‘‘I expect to be in a higher level job in five years.’I expect to be in a higher level job in five years.’
CallingsCallings: Fulfillment from work itself: Fulfillment from work itself‘‘My work makes the world a better place.’My work makes the world a better place.’
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Prior Relevant ResultsPrior Relevant Results Unambiguous in seeing work as a Job, Career, or Unambiguous in seeing work as a Job, Career, or
CallingCalling Associated with different work behaviors and work Associated with different work behaviors and work
and life satisfactionand life satisfaction Each orientation found both across and within Each orientation found both across and within
occupations and organizationsoccupations and organizations Importance of others in experience of workImportance of others in experience of work ““Job crafting”Job crafting”
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Work Orientation in Work GroupsWork Orientation in Work Groups
Increasing use of teams in organizations Increasing use of teams in organizations (Hackman, 1998)(Hackman, 1998)
Challenges of coordination and cooperation Challenges of coordination and cooperation (George, 1996)(George, 1996)
Work behaviors and moods affect other Work behaviors and moods affect other members members (Barsade, et al., 2000; Bartel & Saavedra, 2000)(Barsade, et al., 2000; Bartel & Saavedra, 2000)
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Research QuestionResearch Question
What happens when people with different What happens when people with different work orientations are interdependent in a work orientations are interdependent in a team context?team context?
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Work Groups: Prior ResearchWork Groups: Prior Research Group process and outcomes affected by Group process and outcomes affected by
similarity similarity (Bettenhausen, 1991)(Bettenhausen, 1991)
General preference for similar others General preference for similar others (Berscheid, (Berscheid, 1985)1985)
Similarity on a number of dimensions (e.g., Similarity on a number of dimensions (e.g., affect, demography) promotes satisfaction, affect, demography) promotes satisfaction, commitment, and trust commitment, and trust (Barsade, et al., 2000)(Barsade, et al., 2000)
Personality and demographic difference can Personality and demographic difference can promote conflict, poor rapport and process promote conflict, poor rapport and process (Ancona & Caldwell, 1992; O’Reilly, Snyder, & Boothe, (Ancona & Caldwell, 1992; O’Reilly, Snyder, & Boothe, 1993; Pelled, 1996)1993; Pelled, 1996)
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HypothesesHypothesesGroups with a Groups with a higherhigher proportion of proportion of
members with Calling orientations will members with Calling orientations will have have betterbetter team functioning team functioning
Groups with a Groups with a higherhigher proportion of proportion of members with Career orientations will members with Career orientations will have have poorerpoorer team functioning team functioning
Diverse mixes of work orientations will be Diverse mixes of work orientations will be associated with associated with poorerpoorer team functioning team functioning
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MethodMethod Survey study of work teams Survey study of work teams N = 266 teams, range in size from 3 to 18, mean N = 266 teams, range in size from 3 to 18, mean
size of 4.6 size of 4.6 Drawn from a wide variety of industries and Drawn from a wide variety of industries and
organizations, from accounting teams to organizations, from accounting teams to emergency room teams to equity arbitrage teamsemergency room teams to equity arbitrage teams
Mean age = 31.9 Mean age = 31.9 Mean tenure with team = 34.9 monthsMean tenure with team = 34.9 months Met criteria for real groups (Hackman, 1998)Met criteria for real groups (Hackman, 1998)
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MeasuresMeasuresIndependent VariablesIndependent Variables Work Orientation (Wrzesniewski et al., 1997)Work Orientation (Wrzesniewski et al., 1997) Satisfaction with Work Elements (Satisfaction with Work Elements (Andrews & Andrews &
Withey, 1976)Withey, 1976)
Dependent VariablesDependent Variables Team Identification (Bhattacharya, 2001)Team Identification (Bhattacharya, 2001) Group Process (Taylor & Bowers, 1972)Group Process (Taylor & Bowers, 1972) Faith and Confidence in Management (Cook & Faith and Confidence in Management (Cook &
Wall, 1980)Wall, 1980) Team Commitment (Mowday, Steers, & Porter, Team Commitment (Mowday, Steers, & Porter,
1979) 1979)
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Data AnalysisData Analysis
Aggregated group measuresAggregated group measuresSignificant F values in one-way ANOVASignificant F values in one-way ANOVA
(Kenny & Judd, 1986)(Kenny & Judd, 1986) ICC(2) values greater than .75 ICC(2) values greater than .75 ((Bliese, 2000Bliese, 2000))Ran correlations on aggregated dataRan correlations on aggregated data
Individual level analysesIndividual level analysesStepwise regression, predicting attitudes Stepwise regression, predicting attitudes
toward group, controlling for age, gender, toward group, controlling for age, gender, tenure, satisfactiontenure, satisfaction
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Initial Results: CallingsInitial Results: CallingsAt the Group Level:At the Group Level:
The higher the proportion of members with The higher the proportion of members with Callings:Callings: Better group processBetter group process Higher commitment to team Higher commitment to team Stronger faith and confidence in management Stronger faith and confidence in management
(range in rs .37 to .54, all rs significant at .001 level)(range in rs .37 to .54, all rs significant at .001 level)
On individual level, Calling associated withOn individual level, Calling associated with :: Identification with Team (Identification with Team (beta .12**)beta .12**) Better Group Process (Better Group Process (beta .05*)beta .05*) Commitment to Team (Commitment to Team (beta .25**)beta .25**)
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Initial Results: CareersInitial Results: CareersAt the Group Level:At the Group Level:
The higher the proportion of members with The higher the proportion of members with Careers:Careers:
Poorer group processPoorer group process Lower commitment to team Lower commitment to team Lower faith and confidence in management Lower faith and confidence in management
(range in rs -.34 to -.48, all rs significant at .001 level)(range in rs -.34 to -.48, all rs significant at .001 level)
On individual level, Career associated with:On individual level, Career associated with:Team Identification (Team Identification (beta .07*)beta .07*) Faith and Confidence in Management (Faith and Confidence in Management (beta -.05*)beta -.05*) Team Commitment (Team Commitment (beta -.07*)beta -.07*)
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Initial Results: MixInitial Results: Mix
Larger range in work orientation scores in Larger range in work orientation scores in the group is associated with:the group is associated with:Poorer group process (-.17**)Poorer group process (-.17**)Lower commitment to team (-.16**)Lower commitment to team (-.16**)
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Potential ContributionsPotential Contributions
Elaborates research on group Elaborates research on group composition and its effectscomposition and its effects
Further develops picture of the role of Further develops picture of the role of work meanings in organizational contextswork meanings in organizational contexts
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My QuestionsMy Questions
How to frame this?How to frame this?Can I use the composition argument as a Can I use the composition argument as a
way in?way in?Other data to collect or use?Other data to collect or use?Other ways to parse the data?Other ways to parse the data?
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Team IdentificationTeam Identification 6 Items 6 Items (adapted from Bhattacharya, 2001), 1-5 (adapted from Bhattacharya, 2001), 1-5
scalescale When someone criticizes my team, it feels like a personal When someone criticizes my team, it feels like a personal
insult. insult. I am very interested in what others think about my team. I am very interested in what others think about my team. When I talk about my team, I usually say 'we' rather than When I talk about my team, I usually say 'we' rather than
'they'.'they'. My team’s successes are my successes. My team’s successes are my successes. When someone praises my team, it feels like a personal When someone praises my team, it feels like a personal
compliment.compliment. If a story in the media criticized my team, I would feel If a story in the media criticized my team, I would feel
embarrassed.embarrassed.
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Group ProcessGroup Process 8 Items (Taylor & Bowers, 1972), 1-5 scale8 Items (Taylor & Bowers, 1972), 1-5 scale Thinking about your work team, to what extent:Thinking about your work team, to what extent:
does your work group plan together and coordinate its does your work group plan together and coordinate its efforts?efforts?
does your work group make good decisions and solve does your work group make good decisions and solve problems well?problems well?
do people in your work group know what their jobs are do people in your work group know what their jobs are and know how to do them well?and know how to do them well?
does your work group really want to meet its objectives does your work group really want to meet its objectives successfully?successfully?
do you have confidence and trust in the people in your do you have confidence and trust in the people in your work group?work group?
is there conflict in your work group?is there conflict in your work group?
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Faith and Confidence in Faith and Confidence in ManagementManagement
6 Items (Cook & Wall, 1980), 1-5 scale6 Items (Cook & Wall, 1980), 1-5 scale Management at my firm is sincere in its attempt to Management at my firm is sincere in its attempt to
meet the team’s point of view.meet the team’s point of view. I feel quite confident that the management will I feel quite confident that the management will
always try to treat my team fairly.always try to treat my team fairly. Our management would be quite prepared to gain Our management would be quite prepared to gain
advantage by deceiving the workers.advantage by deceiving the workers. Our firm has a poor future unless it can attract Our firm has a poor future unless it can attract
better managers.better managers. Management can be trusted to make sensible Management can be trusted to make sensible
decisions for the firm’s future.decisions for the firm’s future. Management at work seems to do a good job. Management at work seems to do a good job.
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Team CommitmentTeam Commitment 16 items (Porter & Smith, 1970), 1-5 scale16 items (Porter & Smith, 1970), 1-5 scale
I am willing to put in a great deal of effort beyond that I am willing to put in a great deal of effort beyond that normally expected in order to help this team be normally expected in order to help this team be successful. successful.
I feel very little loyalty to this team.I feel very little loyalty to this team. I would accept almost any type of job assignment in order I would accept almost any type of job assignment in order
to keep working with this team.to keep working with this team. I am proud to tell others that I am part of this team.I am proud to tell others that I am part of this team. I could just as well be working with a different team as I could just as well be working with a different team as
long as the type of work were similar. long as the type of work were similar. It would take very little change in my present It would take very little change in my present
circumstances to cause me to leave this team.circumstances to cause me to leave this team. I really care about the fate of this team.I really care about the fate of this team.
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Correlations
** Correlation is significant at the .01 level (2-tailed).
* Correlation is significant at the .05 level (2-tailed).
1 2 3 4 5 6 7 8 9 10 11 12 13
1. Calling --
2. Career -.23** --
3. Team Identification .39** -.09** --
4. Group Process .40** -.19** .49** --
5. Faith & Confidence in Mgmt .32** -.19** .31** .54** --
6. Team Commitment .55** -.25** .61** .73** .52** --
7. Satisfaction People .44** -.14** .49** .72** .61** .72** --
8. Satisfaction Work .58** -.28** .49** .58** .53** .64** .66** --
9. Age .15** -.56** .14** .16** .12** .18** .10** .27** --
10. Sex -.01 -.01 -.04 -.05 -.08** -.11** -.10** .01 .03 --
11. Education .18** -.03 .11** .13** -.03 .05 .06* .14** .18** .09** --
12. Tenure .11** -.49** .06* .12** .12** .13** .08** .19** .74** .05 .06 --
13. Team Tenure .06* -.38** .06* .09** .08** .12** .04 .13** .48** .04 .05 .54** --