Meir Shemla
Biographic Data
| ID | 5141749 |
|---|---|
| NAME | Meir Shemla |
| GIVEN NAMES | Meir |
| FAMILY NAME | Shemla |
| SIGNATURE | SHEMLA M |
| AFFILIATIONS | EBS University of Business and Law |
| ORCID | 0000-0002-2716-9397 |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 10 |
| WORKS AS AUTHOR | 7 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2016 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 2 |
Leader and leadership loneliness
Does loneliness matter for leadership? Recent years saw an increase in academic literature trying to answer this question. To evaluate if existing research could support theory and practice of the leader loneliness phenomenon, we reviewed the literature across levels of analysis and research paradigms, including 71 empirical articles. We identified four major conceptual and methodological limitations. First, the conceptual representation of leade…
Political ideology and attitudes towards Israel in Germany in the aftermath of the 10/7 massacres
This multi-wave study examined associations between political left-right ideology and attitudes towards Israel in Germany measured at the end of October and beginning of November 2023, as well as at the end of April and beginning of May 2024. Consistent with horseshoe theory, a curvilinear ∩-shaped relation was hypothesised between political left-right ideology (coded based on party preferences) and attitudes towards Israel. Data came from a larg…
Influencing diversity beliefs through a personal testimonial, promotion‐focused approach
Although researchers have highlighted the importance of diversity beliefs (i.e., team members' perceived value of diversity) for the elaboration of information in teams, little attention has been paid to whether and how diversity beliefs can be shaped. Drawing on theory and research on team diversity beliefs, we propose that diversity beliefs are more effectively influenced by interventions using a promotion (compared with a prevention) focus tow…
The preventative benefit of group diversification on group performance decline
Integrating the open systems perspective of groups and the contingency approach to diversity, we study how group diversification (i.e., a process in which a group becomes more diverse over time as members join and/or leave the group) affects group performance change in an adverse task environment. We argue that diversification benefits performance by reducing group performance decline in times of adversity. Group size increase, however, attenuate…
Managing diverse teams by enhancing team identification
Although diversity provides a greater pool of knowledge and perspectives, teams often do not realize the potential offered by these additional informational resources. In this study, we develop a new model seeking to explain when and how teams that are diverse in terms of educational background utilize the afforded informational variety by engaging in deeper elaboration of task-relevant information. We found that collective team identification mo…
From being diverse to becoming diverse
On the basis of the literature of open systems and team diversity, we present a new dynamic team diversity theory that explains the effect of change in team diversity on team functioning and performance in the context of dynamic team composition. Building upon the conceptualization of teams as open systems, we describe the enlargement and decline of team variety, separation, and disparity through member addition, subtraction, and substitution. Th…
A review of perceived diversity in teams
In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point …
Managing diverse teams by enhancing team identification
Although diversity provides a greater pool of knowledge and perspectives, teams often do not realize the potential offered by these additional informational resources. In this study, we develop a new model seeking to explain when and how teams that are diverse in terms of educational background utilize the afforded informational variety by engaging in deeper elaboration of task-relevant information. We found that collective team identification mo…
From being diverse to becoming diverse
On the basis of the literature of open systems and team diversity, we present a new dynamic team diversity theory that explains the effect of change in team diversity on team functioning and performance in the context of dynamic team composition. Building upon the conceptualization of teams as open systems, we describe the enlargement and decline of team variety, separation, and disparity through member addition, subtraction, and substitution. Th…
Influencing diversity beliefs through a personal testimonial, promotion‐focused approach
Although researchers have highlighted the importance of diversity beliefs (i.e., team members' perceived value of diversity) for the elaboration of information in teams, little attention has been paid to whether and how diversity beliefs can be shaped. Drawing on theory and research on team diversity beliefs, we propose that diversity beliefs are more effectively influenced by interventions using a promotion (compared with a prevention) focus tow…
A review of perceived diversity in teams
In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point …
From being diverse to becoming diverse
On the basis of the literature of open systems and team diversity, we present a new dynamic team diversity theory that explains the effect of change in team diversity on team functioning and performance in the context of dynamic team composition. Building upon the conceptualization of teams as open systems, we describe the enlargement and decline of team variety, separation, and disparity through member addition, subtraction, and substitution. Th…
Managing diverse teams by enhancing team identification
Although diversity provides a greater pool of knowledge and perspectives, teams often do not realize the potential offered by these additional informational resources. In this study, we develop a new model seeking to explain when and how teams that are diverse in terms of educational background utilize the afforded informational variety by engaging in deeper elaboration of task-relevant information. We found that collective team identification mo…
The preventative benefit of group diversification on group performance decline
Integrating the open systems perspective of groups and the contingency approach to diversity, we study how group diversification (i.e., a process in which a group becomes more diverse over time as members join and/or leave the group) affects group performance change in an adverse task environment. We argue that diversification benefits performance by reducing group performance decline in times of adversity. Group size increase, however, attenuate…
Influencing diversity beliefs through a personal testimonial, promotion‐focused approach
Although researchers have highlighted the importance of diversity beliefs (i.e., team members' perceived value of diversity) for the elaboration of information in teams, little attention has been paid to whether and how diversity beliefs can be shaped. Drawing on theory and research on team diversity beliefs, we propose that diversity beliefs are more effectively influenced by interventions using a promotion (compared with a prevention) focus tow…
Leader and leadership loneliness
Does loneliness matter for leadership? Recent years saw an increase in academic literature trying to answer this question. To evaluate if existing research could support theory and practice of the leader loneliness phenomenon, we reviewed the literature across levels of analysis and research paradigms, including 71 empirical articles. We identified four major conceptual and methodological limitations. First, the conceptual representation of leade…
Political ideology and attitudes towards Israel in Germany in the aftermath of the 10/7 massacres
This multi-wave study examined associations between political left-right ideology and attitudes towards Israel in Germany measured at the end of October and beginning of November 2023, as well as at the end of April and beginning of May 2024. Consistent with horseshoe theory, a curvilinear ∩-shaped relation was hypothesised between political left-right ideology (coded based on party preferences) and attitudes towards Israel. Data came from a larg…
Psychology (6 works) · Gender Diversity and Inequality (5 works) · Sociology (5 works) · Diversity (politics (4 works) · Epistemology (4 works) · Social Psychology (4 works) · Computer Science (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Law (3 works) · Law (3 works)