Managing Boundaries within Organizations
Type
fundamental research project
Start Date
01 December 2015
End Date
30 November 2017
Acronym
New Work
Status
ongoing
Keywords
Team Boundary Spanning
Diversity
Faultlines
Multiteam Systeme
Description
Das Projekt widmet sich in drei Teilpojekten den Auswirkungen von formellen und informellen sozialen Grenzen in Organisationen und der Frage, wie diese sozialen Grenzen gemanagt werden können.
Leader contributor(s)
Funder(s)
Topic(s)
Team Boundary Spanning
Diversity
Faultlines
Multiteam Systeme
Method(s)
Quantitativer Survey
Meta-Analyse
Notes
Team Boundary Spanning, Diversity, Faultlines, Multiteam Systeme
Range
Institute/School
Range (De)
Institut/School
Division(s)
Eprints ID
246406

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  • Publication
    Organizational Demographic Faultlines: Their Impact on Collective Organizational Identification, Firm Performance, and Firm Innovation
    (Blackwell Publishing Limited, 2021-12-01)
    Leicht-Deobald, Ulrich
    ;
    Hüttermann, Hendrik
    ;
    Bruch, Heike
    ;
    Lawrence, Barbara S.
    In this study, we seek to understand the consequences of demographic faultlines at the organizational level. Drawing from the faultline and cross-categorization literature, we suggest that organizational demographic faultlines (based on age and gender) have the potential to either reduce or enhance employees’ collective organizational identification and, thereby, indirectly influence firm performance and innovation. Whether organizational demographic faultlines have detrimental or beneficial effects depends on the functional heterogeneity within faultline-based demographic subgroups, where heterogeneity is defined as the extent to which subgroup members belong to different functional departments. We theorize that this functional heterogeneity alters the degree of social integration between demographic subgroups. Results from a multisource field study of demographic faultlines among 5,495 employees in 82 small and medium-sized firms (< 250 employees) support our model. We demonstrate that organizational demographic faultlines have important consequences, and we show that functional heterogeneity changes whether these consequences are negative or positive.
    Type: journal article
    Journal: Journal of Management Studies
    Volume: 58
    Issue: 8
    URL: https://doi.org/10.1111/joms.12747
    DOI: 10.1111/JOMS.12747
    URI: https://www.alexandria.unisg.ch/handle/20.500.14171/109657
    Scopus© Citations 15
  • Publication
    Team Boundary Work and Team Workload Demands: Their Interactive Effect on Team Vigor and Team Effectiveness
    (Wiley, 2022)
    Leicht-Deobald, Ulrich
    ;
    Lam, Chak Fu
    ;
    Bruch, Heike
    ;
    Kunze, Florian
    ;
    Wu, Wen
    Drawing from team-level job demands-resources theory, we hypothesize that team workload demands moderate the positive link between team boundary work (i.e., boundary spanning and boundary buffering) and team effectiveness (i.e., team innovation and team performance), such that boundary work is more beneficial for team effectiveness when teams face higher team workload demands. Furthermore, we predict that this interaction occurs through increased team vigor, where team vigor is defined as an affective emergent state characterized by positive valences and high activation levels experienced by team members. We largely find support for our model across two field studies: a cross-sectional survey using three independent data sources (89 automotive research and development teams, including 724 team members, 89 team leaders, and 18 managers) and a time-lagged survey using two independent data sources (139 teams working in a Chinese utility company, including 640 team members and 139 team leaders). Our article contributes to team research by broadening our understanding of when and how team boundary work is associated with greater team effectiveness.
    Type: journal article
    Journal: Human Resource Management
    DOI: 10.1002/hrm.22104
    URI: https://www.alexandria.unisg.ch/handle/20.500.14171/109413
    Scopus© Citations 3