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Justice Climates and Management Team Effectiveness: The Central Role of Group Harmony

  • Ali F. Ünal (a1), Chao C. Chen (a2) and Katherine R. Xin (a3)
Abstract

Although social harmony is one of the most important cultural values in many of Asian societies it has rarely been studied in the mainstream management literatures. Based on the group-value theory of justice we examined how group justice climates influence group effectiveness through group harmony. Analyses of data on 106 upper-level management teams from Chinese organizations showed that justice climates were positively associated with group harmony, which in turn was positively associated with team task performance and team helping behavior. Group harmony was found to significantly mediate the positive effect of both distributive and interactional justice climates on team helping behavior but only marginally on team task performance. Finally, in support of past research both at the group and individual level, procedural justice climate had the weakest effect on group processes and outcomes. By applying the group value theory on group harmony this paper aims to integrate Eastern and Western perspectives on one hand and the justice climates and group harmony research on the other. Theoretical and practical implications are discussed.

摘要:

尽管和谐是亚洲很多社会最重要的文化价值观之一, 主流管理文献却很少研究这个问题。基于公平的群体价值理论, 我们探讨了群体的公平氛围如何通过群体和谐影响群体的绩效。对于106个中国企业的高层管理团队的数据分析发现, 公平氛围与群体和谐呈正向关系, 而群体和谐进而与团队任务业绩和团队的助人行为呈正向关系。我们还发现, 群体和谐显著地中介了分配公平氛围和互动公平氛围对于团队助人行为的正向作用, 但只是临界显著地中介了两种公平氛围对团队任务业绩的作用。最后, 程序公平氛围对于群体过程和结果的作用最弱, 这支持了以往在群体和个体水平上的研究发现。通过将群体价值理论应用于群体和谐中, 本文一方面旨在整合东西方的理论观点, 另一方面也整合了公平氛围与群体和谐的研究。我们讨论了本研究的理论和实践意义。.

यद्यपि सामाजिक समरसता बहुत से एशियाई देशों में एक महत्वपूर्ण सामाजिक मान्यता है, तथापि इसका प्रबंधन शोध साहित्य की मुख्यधारा में कभी कभार ही अध्ययन हुआ है. न्याय के समूह-मान्यता सिद्धांत के आधार पर हमने यह आकलन किया कि किस प्रकार सामूहिक न्याय वातावरण सामाजिक समरसता के माध्यम से समूह की प्रभाविता पर असर डालते हैं. चीनी फर्मों के 106 उच्च-स्तरीय प्रबंधन दलों के आकड़ों के अध्ययन में न्याय वातावरण और सामूहिक समरसता में सकारात्मक सम्बन्ध मुखरित हुआ और यह अपने स्तर पर दलीय कार्य प्रदर्शन और दल -स्तरीय सहयोग व्यवहार से सकारात्मक रूप से जुड़ा दिखा. सामूहिक समरसता दलीय समरसता पर वितरण-परक और पारस्परिक न्याय के प्रदर्शन पर सकारात्मक प्रभाव के लिए महत्वपूर्ण मध्यस्थ के रूप में उभरी लेकिन सामूहिक प्रदर्शन पर इसका अत्यल्प प्रभाव था. अंततः समूह एवं व्यक्ति स्तरीय पूर्व अध्ययनों के अनुरूप प्रक्रियात्मक न्याय का सामूहिक प्रक्रिया और परिणाम पर सबसे कमज़ोर प्रभाव था. सामूहिक मान्यता सिद्धांत को सामूहिक समरसता पर लागू जहाँ कर इस शोध ने प्राच्य एवं पाश्चात्य परिप्रेक्ष्य में सामंजस्य प्रस्तुत किया है वहीं न्याय वातावरण एवं सामूहिक समरसता के शोध को भी जोड़ा है. शोध पत्र में सैद्धांतिक और व्यावहारिक पक्षों की भी चर्चा की गयी है.

SUMÁRIO:

Embora a harmonia social seja um dos valores culturais mais importantes em muitas das sociedades asiáticas, raramente foi estudada na literatura gerencial dominante. Com base na teoria da justiça de valor coletivo, examinamos como o clima de justiça do grupo influencia a eficácia do grupo por meio da harmonia do grupo. Análises de dados sobre 106 equipes de gestão de alto nível de organizações chinesas mostraram que climas de justiça estavam positivamente associados com harmonia do grupo, o que por sua vez estava positivamente associado ao desempenho de tarefas da equipe e ao comportamento de ajuda da equipe. Concluiu-se que a harmonia do grupo media significativamente o efeito positivo dos climas de justiça distributivo e interacional no comportamento de ajuda da equipe, mas apenas marginalmente no desempenho de tarefa da equipe. Finalmente, em suporte à pesquisa existente tanto a nível de equipe como individual, o clima de justiça procedural teve o efeito mais fraco nos processos e resultados da equipe. Ao aplicar a teoria do valor do grupo na harmonia do grupo, este trabalho pretende por um lado integrar perspectivas orientais e ocidentais, e por outro clima de justiça e a pesquisa de harmonia em grupo.

Implicações teóricas e práticas são discutidas.

Аннотация:

Хотя социальная гармония является одной из важнейших культурных ценностей во многих азиатских сообществах, это понятие редко изучается в основной литературе по управлению. На основании теории справедливости как ценности для группы, мы изучали, как климат справедливости в группе влияет на эффективность группы благодаря групповой гармонии. Анализируя данные из 106 команд высшего звена в китайских организациях, мы пришли к выводу о том, что климат справедливости положительно влияет на гармонию в группе, что, в свою очередь, положительно взаимосвязано с выполнением командной задачи и взаимопомощью в группе. Как оказалось, гармония в группе значительно усиливает положительный эффект как распределительного, так и интерактивного климата справедливости на взаимопомощь в команде, но лишь незначительно влияет на выполнение командной задачи. Наконец, в подтверждение прошлых исследований как на групповом, так и на индивидуальном уровне, процессуальный климат справедливости наименее влияет на групповые процессы и результаты. Применяя теорию ценности для гармонии в группе, эти работы направлены, с одной стороны, на соединение восточной и западной перспектив, а, с другой стороны, на объединение исследований по климату справедливости и гармонии в группе. В статье также делаются теоретические и практические выводы.

RESUMEN:

Aunque la armonía social es uno de los valores culturales más importantes en muchas de las sociedades asiáticas rara vez ha sido estudiada en las principales literaturas de gestión. Con base en la teoría de justicia de valores grupales examinamos cómo los climas de justicia grupal influencian la efectividad través de armonía grupal. Los análisis de datos de 106 equipos gerenciales de nivel superior en organizaciones Chinas mostraron que los climas de justicia se asocian positivamente con la armonía grupal, la cual a su vez se asocia positivamente con el desempeño de las tareas grupales y con el comportamiento de ayuda del equipo. Se encontró que la armonía grupal medía de manera significativa el efecto positivo de los climas de justicia tanto distributiva como interaccional en el comportamiento de ayuda del grupo pero sólo de manera marginal en el desempeño de tareas de equipo. Finalmente, apoyando las investigaciones anteriores a nivel grupal e individual, el clima de justicia procesal tuvo el efecto más débil en los procesos y resultados grupales. Aplicando la teoría de valor grupal a la armonía del grupo, este artículo tiene como objetivo integrar las perspectivas Orientales y Occidentales por un lado y los climas de justicia y la investigación en armonía grupal por el otro lado. Implicaciones teóricas y prácticas son discutidas.

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Corresponding author
Corresponding author: Ali F. Ünal (afunal@uludag.edu.tr)
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Management and Organization Review
  • ISSN: 1740-8776
  • EISSN: 1740-8784
  • URL: /core/journals/management-and-organization-review
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