Shining with the Stars? Unearthing how group star proportion shapes non‐star performance.
Saved in:
| Title: | Shining with the Stars? Unearthing how group star proportion shapes non‐star performance. |
|---|---|
| Authors: | Call, Matthew L. (AUTHOR), Campbell, Elizabeth M. (AUTHOR), Dunford, Benjamin B. (AUTHOR), Boswell, Wendy R. (AUTHOR), Boss, R. Wayne (AUTHOR) |
| Source: | Personnel Psychology. Autumn2021, Vol. 74 Issue 3, p543-572. 30p. 1 Diagram, 6 Charts, 3 Graphs. |
| Subjects: | Star clusters, Commercial real estate, Individual differences |
| Abstract: | Organizations grapple with how to position and manage star employees within and across workgroups. One critical question not yet well understood is how to optimize the influence of stars on non‐stars and specifically whether to concentrate together or spread out stars across workgroups. Furthermore, we lack knowledge of who is more likely to benefit from stars. To that end, we develop a theoretical model that introduces a new unit‐level concept—group star proportion (GSP)—to progress understanding of how the staffing of stars, within and across workgroups, influences non‐star performance. Invoking theories of vicarious learning, we explicate why GSP has a curvilinear relationship with non‐star performance. Specifically, GSP positively relates to non‐star performance up to a point at which there are diminishing returns. In Study 1, we tested these predictions in a field dataset in a healthcare system. In Study 2, we replicated these findings in a commercial real estate firm and expanded understanding of how GSP may serve as a cross‐level moderator of non‐star performance and two critical individual differences germane to learning: non‐star tenure and trait negative affect. Findings offer theoretical and practical insights into how stars might be of most benefit to their non‐star peers. [ABSTRACT FROM AUTHOR] |
| Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.) | |
| Database: | Psychology and Behavioral Sciences Collection |
|
Full text is not displayed to guests.
Login for full access.
|
|
| Abstract: | Organizations grapple with how to position and manage star employees within and across workgroups. One critical question not yet well understood is how to optimize the influence of stars on non‐stars and specifically whether to concentrate together or spread out stars across workgroups. Furthermore, we lack knowledge of who is more likely to benefit from stars. To that end, we develop a theoretical model that introduces a new unit‐level concept—group star proportion (GSP)—to progress understanding of how the staffing of stars, within and across workgroups, influences non‐star performance. Invoking theories of vicarious learning, we explicate why GSP has a curvilinear relationship with non‐star performance. Specifically, GSP positively relates to non‐star performance up to a point at which there are diminishing returns. In Study 1, we tested these predictions in a field dataset in a healthcare system. In Study 2, we replicated these findings in a commercial real estate firm and expanded understanding of how GSP may serve as a cross‐level moderator of non‐star performance and two critical individual differences germane to learning: non‐star tenure and trait negative affect. Findings offer theoretical and practical insights into how stars might be of most benefit to their non‐star peers. [ABSTRACT FROM AUTHOR] |
|---|---|
| ISSN: | 00315826 |
| DOI: | 10.1111/peps.12420 |
