Minority influence in work teams: The impact of newcomers ☆

By Hoon-Seok Choi, John M. Levine. 2004

120 citations recorded by the source corpus.

Subfields: Safety Research, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6aa2230259b522f76d421584d92e3f3a757d37d6

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Safety Research

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Shaping tasks and relationships at work: Examining the antecedents and consequences of employee job crafting (2007, methodology): “The literature on newcomer innovation in work teams provides further insights on the factors that affect a group’s likelihood of accepting and implementing innovation in its processes or ways of performing its tasks (Levine, Choi, & Moreland, 2003; Choi & Levine, 2003; Levine & Moreland, 1999).”
Group cognition, membership change, and performance: Investigating the benefits and detriments of collective knowledge ☆ (2007, background): “Thus, we were confident that the task would allow group members to use a variety of manual and cognitive skills, to specialize in different aspects of the task, and to rely heavily on their memory, making TMS relevant to task performance.”
Team Microdynamics: Toward an Organizing Approach to Teamwork (2014, background): “Choi and Levine (2004) and Choi and Thompson (2005) found that membership change can directly benefit a team by offering the new member greater opportunities for influence (note that this contradicts Moreland, 1985), which in turn results in higher team creativity. Kane, Argote, and Levine (2005) re”
Group Creativity and Innovation: A Motivated Information Processing Perspective (2011, background): “A final piece of supportive evidence was provided by a study conducted by Choi and Levine (2004). These researchers experimentally studied the effects of newcomers in teams that were engaged in an air surveillance task.”
Team Receptivity to Newcomers: Five Decades of Evidence and Future Research Themes (2013, methodology): “Some of the more recent work indeed confirmed that teams were more willing to adopt newcomer knowledge when their past performance had been poor (Choi & Levine, 2004), or when they had lower performance expectations (Hansen & Levine, 2009; see Ziller & Behringer, 1960).”
Attitudes and persuasion. (2006, unknown): “Added benefits of minority dissent included improved integrative complexity (Antonio et al. 2004), an enlarged range of unshared information considered by group members, and superior problem solving (Brodbeck et al. 2002, Choi & Levine 2004).”