Cooperation, Competition, and Team Performance: Toward a Contingency Approach

By B. Beersma, J. Hollenbeck, Stephen E. Humphrey, Henry Moon, Donald E. Conlon, Daniel R. Ilgen. 2003

236 citations recorded by the source corpus.

Subfields: Clinical Psychology, Experimental and Cognitive Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/dc03b2444b2dab04fd6140b863892bf662c60041

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In Clinical Psychology

In Experimental and Cognitive Psychology

In Social Psychology

Citations in the corpus

HOW DIFFERENT TEAM DOWNSIZING APPROACHES INFLUENCE TEAM-LEVEL ADAPTATION AND PERFORMANCE (2008, background): “Existing literature on personality at the team level suggests that both emotional stability and extraversion impact team processes and performance (e.g., Barrick, Stewart, Neubert, & Mount, 1998; Beersma et al., 2003; Porter et al., 2003).”
RECONSIDERING THE USE OF PERSONALITY TESTS IN PERSONNEL SELECTION CONTEXTS (2007, background): “We have been able to link Agreeableness to performance, but this link was contingent upon the nature of the reward structure (cooperative or competitive; Beersma et al., 2003).”
Matching Ethical Work Climate to In-role and Extra-role Behaviors in a Collectivist Work Setting (2008, background): “Collaboration minimizes distinctions among group members, and emphasizes equality and group accomplishments (Beersma et al., 2003).”
What Goes Around Comes Around: Knowledge Hiding, Perceived Motivational Climate, and Creativity (2014, background): “Beersma et al., 2003). Still, because results are not consistent across our two studies, this finding should be interpreted with caution, and future research is warranted. Our findings also contribute to research on help seeking, help giving, and creativity. Mueller and Kamdar’s (2011) recent resear”
6 Pay and Performance: Individuals, Groups, and Executives (2009, background): “In a subsequent study, Johnson, Hollenbeck, Humphrey, Ilgen, Jundt, and Meyer (2006) extended the findings of Beersma et al. (2003) by putting 80 student teams through two rounds of a similar computer simulation, utilizing four conditions.”
Bridging the gap between I/O research and HR practice: Improving team composition, team training, and team task design (2004, background): “Extending reward structure theory to account for task and interpersonal trait contingencies , Beersma et al. (2003) provided evidence that the optimal reward structure is dependent on task environment and team composition.”
Win or Lose the Battle for Creativity: The Power and Perils of Intergroup Competition (2010, background): “Next, scholars have contended that the effects of intergroup competition on performance are contingent on a number of factors, such as the performance dimension of a task, the composition of a group, and the characteristics of individual group members (Beersma et al., 2003).”