We reconcile two conflicting views of the network centralization effect on team performance. In one view, a centralized is problematic because it limits knowledge transfer, making harder for members to discover productive combinations their know-how and expertise. alternative transfer encourage search experimentation, leading discovery more valuable ideas. maintain sides are not opposed but ref...

One of the more well-established findings in the research literature is that stress leads to a restriction or narrowing of attentional focus. In the present study, we extend this research to the group context. We propose that, in a team environment, the narrowing of attention induced by stress may result in a shift in perspective from a broad team perspective to a more narrow or individualistic...

Extant research offers conflicting predictions about the effect of pay dispersion on team performance. We collected a unique dataset from the Italian soccer league to study the effect of intra-firm pay dispersion on team performance, under different definitions of what constitutes a "team". This peculiarity of our dataset can explain the conflicting evidence. Indeed, we also find positive, null...

Good team players are often defined in trait terms; that is, they are described as dependable, flexible, or cooperative. Our goal is to examine the relationship between team member personality traits and team effectiveness. However, to understand the effects of personality on team performance requires greater specificity in how personality is described and in how team effectiveness is described...

Remote work has become a new way of working due to the influence COVID-19 pandemic, which inevitably aggravates team conflicts caused by cognitive differences given lack face-to-face communication. With climate perspective, this paper investigates impact leader’s conflict management style on innovation performance in remote R&D teams China based social cognition theory and two-dimension the...