Theme: Only Time Will Tell: How Teams Centralize Their Voice Around Competent Members Over Time to Perform Better

Time：19:00 on June 30th

Location： Tencent Meeting ID 786 734 026 

Live links：https://meeting.tencent.com/s/aarLVk8dghBv

Guest：Shu Rui, Assistant Professor, Doctoral supervisor, Business School, Shanghai University of Finance and Economics

Host: Cai Zijun, lecturer, BNUBS

Guest Introduction

Shu Rui, assistant professor and professor of the Shanghai University of Finance and Economics School of Business. He received his PhD in management from the Shanghai Jiao Tong University School of Economics and management and the University of Maryland, Robert Smith School of business. His research interests include employee initiative, employee creativity and innovation, and job design. His papers have been published in the Academy of Management Journal (AMJ) , Journal of Organizational Behavior (Job) , Journal of Business Research (JBR) , Asia Pacific Journal of Human Resource (APJHR) , Nankai Management Review, Journal of Management and other journals. He is the winner of the second “Memorial Fund for Dr. Liang Jue of the International Society for Management Research in China”. He is a member of the US Academy of Management and the International Society for Management Studies in China.

Abstract:

The current study examines how voice, or members’ expression of ideas or opinions aimed at improving team functioning, becomes unequally distributed within teams. Integrating arguments from expectation states theory and role theory, we proposed that (a) over time, voice becomes more centralized in teams around a few members, especially those who are more competent than others, (b) teams of members higher in openness to experience or conscientiousness are better able to place more competent members in dominant speaking roles early on as well as progressively replace less competent members with more competent ones in those roles, and finally, (c) in comparison to teams that have egalitarian voice distributions, teams that end up with more centralized voice distributions perform better when they give their most competent members more dominant speaking roles, and perform worse when they do not. We found broad support for our theory in a longitudinal sample.