Proactive verbal behavior in team meetings
Effects of supportive and critical responses on satisfaction and performance
Bibliographic Data
| ID | 21621907 |
|---|---|
| Authors | Ann-Kathleen Berg (0000-0002-7534-9093, Technische Universität Braunschweig, corresponding author), Simone Kauffeld (0000-0002-4158-5266, Technische Universität Braunschweig) |
| Year | 2024 |
| Volume | 43 |
| Issue | 23 |
| Pages | 20640-20654 |
| Publication date | 2024-06-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Current Psychology (JOURNAL) |
| Journal identifiers | ISSN: 1046-1310 • E-ISSN: 1936-4733 |
| Publisher | Springer Science and Business Media LLC (PUBLISHER) |
| DOI | 10.1007/s12144-024-05806-y |
| OpenAlex | W4393380409 |
| Language | EN |
| References cited | 72 |
Proactivity has rarely been considered as a subject of investigation in social settings, such as team meetings. In this study, we investigate proactive behavior during meetings and examine how reactions to proactive behavior impact work-related outcomes. Drawing on meeting science and the wise proactivity framework, we hypothesized that supportive and critical patterns would emerge in response to proactive behavior. We also tested whether these patterns influenced team meeting satisfaction and team performance. We video recorded team meetings involving 252 participants in 43 teams and conducted micro-interaction coding of verbal behavior. Lag sequential analyses revealed that proactive verbal behavior followed by supportive responses occurred above chance. Team-level regression analyses showed that these patterns predicted meeting satisfaction and team performance. Notably, proactive-support patterns indirectly predicted team performance through increased meeting satisfaction. We discuss the theoretical and practical implications of proactive verbal behavior in teams and supportive reactions as antecedents to positive outcomes
Knowledge management · Multilevel model · Proactivity · Psychological safety · Team composition · Team effectiveness · Applied Psychology · Conflict Management and Negotiation · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Team Dynamics and Performance
Sequential Analysis and Observational Methods for the Behavioral Sciences
Social Exchange Theory
The dynamics of proactivity at work
Predicting voice behavior in work groups.
Beyond Self-Management
Making Things Happen
Voice and cooperative behavior as contrasting forms of contextual performance
Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance.
Toward a Systems Theory of Motivated Behavior in Work Teams
Enhancing the Effectiveness of Work Groups and Teams
When Is Proactivity Wise? A Review of Factors That Influence the Individual Outcomes of Proactive Behavior
A New Model of Work Role Performance
Conservation of resource caravans and engaged settings
Sources of Method Bias in Social Science Research and Recommendations on How to Control It
Employee Voice and Silence
The Future of Motivation in and of Teams
Conservation of Resources in the Organizational Context
How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis
Social support at work
Employee voice and coworker support
Does daily proactivity affect well‐being? The moderating role of punitive supervision
Dynamic effects of personal initiative on engagement and exhaustion
Introducing changes at work
Differential implications of team member promotive and prohibitive voice on innovation performance in research and development project teams
New directions for exploring the consequences of proactive behaviors
Leader reactions to follower proactive behavior
Agile work practices and employee proactivity
Proactivity routines
A process model of peer reactions to team member proactivity
The making and unmaking of teams
From idea endorsement to idea implementation
The Norm of Reciprocity
Justice in Social Exchange
| Highly cited | No |
|---|