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      Developing mindful organizing in teams: a participation climate is not enough, teams need to feel safe to challenge their leaders Translated title: El desarrollo de la organización consciente en equipos: un clima de participación no basta, los equipos necesitan sentir seguridad para realizar propuestas críticas a sus líderes

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          Abstract

          ABSTRACT Mindful organizing (also known as collective mindfulness) is a collective capability that allows teams to anticipate and swiftly recover from unexpected events. This collective capability is especially relevant in high-risk environments where reliability in performance is of utmost importance. In this paper, we build on current mindful organizing theory by showing how two front-line communication and participatory conditions (perceived safety for upward dissent and climate for employee engagement) interact to predict mindful organizing. We shed light on the controversy around mindful organizing’s effect on team’s subjective experience at work by showing that it leads to greater team job satisfaction and thus lowers individual turnover intentions. These relationships were tested using a time-lagged design with two data-collection points using a sample of 47 teams within the nuclear power industry.

          Translated abstract

          RESUMEN La organización consciente en equipos es una capacidad colectiva que permite a los equipos anticipar y recuperarse rápidamente de eventos inesperados. Esta capacidad colectiva es especialmente relevante en entornos de alto riesgo donde la fiabilidad en el desempeño es de máxima importancia. En este artículo contribuimos al desarrollo de la teoría de la organización consciente mostrando cómo interactúan dos condiciones de participación y comunicación en la primera línea (seguridad percibida para elevar propuestas críticas y clima de participación) para predecir la organización consciente. Además, arrojamos luz sobre la controversia acerca de los efectos de la organización consciente en la experiencia subjetiva de los equipos en el trabajo, mostrando que lleva a mayor satisfacción laboral del equipo y en consecuencia disminuye la propensión de abandonar la organización a nivel individual. Estas relaciones se pusieron a prueba con un diseño de intervalo temporal con dos momentos de recogida de datos usando una muestra de 47 equipos del sector de la energía nuclear.

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          Comparative fit indexes in structural models.

          Normed and nonnormed fit indexes are frequently used as adjuncts to chi-square statistics for evaluating the fit of a structural model. A drawback of existing indexes is that they estimate no known population parameters. A new coefficient is proposed to summarize the relative reduction in the noncentrality parameters of two nested models. Two estimators of the coefficient yield new normed (CFI) and nonnormed (FI) fit indexes. CFI avoids the underestimation of fit often noted in small samples for Bentler and Bonett's (1980) normed fit index (NFI). FI is a linear function of Bentler and Bonett's non-normed fit index (NNFI) that avoids the extreme underestimation and overestimation often found in NNFI. Asymptotically, CFI, FI, NFI, and a new index developed by Bollen are equivalent measures of comparative fit, whereas NNFI measures relative fit by comparing noncentrality per degree of freedom. All of the indexes are generalized to permit use of Wald and Lagrange multiplier statistics. An example illustrates the behavior of these indexes under conditions of correct specification and misspecification. The new fit indexes perform very well at all sample sizes.
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            Evaluating Goodness-of-Fit Indexes for Testing Measurement Invariance

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                Author and article information

                Journal
                rpto
                Revista de Psicología del Trabajo y de las Organizaciones
                Rev. psicol. trab. organ.
                Colegio Oficial de la Psicología de Madrid (Madrid, Madrid, Spain )
                1576-5962
                2174-0534
                2020
                : 36
                : 3
                : 181-193
                Affiliations
                [01] Valencia orgnameUniversity of Valencia Spain
                Article
                S1576-59622020000300001 S1576-5962(20)03600300001
                10.5093/jwop2020a18
                a8a5eeee-db66-42cf-9882-1ef2647ffffc

                This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

                History
                : 12 January 2020
                : 17 August 2020
                Page count
                Figures: 0, Tables: 0, Equations: 0, References: 85, Pages: 13
                Product

                SciELO Spain

                Categories
                Articles

                Seguridad para elevar críticas,Collective mindfulness,Organización consciente,Atención plena colectiva,Mindful organizing,Clima de participación,Propensión al abandono,Satisfacción laboral,Participation climate,Job satisfaction,Turnover intention,Perceived safety for upward dissent

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