28th International Congress of Psychology August 8 ... - U-netSURF

Big Five personality factors (Power, Love, Work, Affect, and Intellect). Seven months later the
managers again rated each other. Results show that initial snap judgments can be considered a
lasting aspect of group life.
3008.3 The complexity of group development, E. Sjövold, Norwegian University of Science
and Technology, Trondheim, Norway
This paper discusses group development in real life groups. Work-groups failing to achieve their
objectives, seem almost always to respond with more structure and more control even in cases
where the opposite would have been most beneficial. In this study (military) groups facing
identical challenges under comparable environmental conditions are analyzed. The setup for
observation, (two maneuvers), emphasize the groups’ ability to make the best decisions under
rapidly changing conditions and high level of stress. Shifts in role-structure, predominant
interpersonal behavior, and emergent dynamic patterns are discussed in the light of the proposed
SPGR model and method.
3008.4 Is the traditional concept of work group going to be replaced by a concept of network in
the future? A. Prahl, Copenhagen University, Copenhagen, Denmark
This paper presents some theoretical reflections on the concept of work group. The background for
these reflections is an empirical study of innovative cross-functional project groups. The claim is
that many new forms of work organization cannot be understood by the traditional concept of
work group. The paper argues that this concept of work group is under pressure due to the
changing nature of work and the problematic character of some of its basic assumptions. Concepts
of network, from traditional network theory and Actor-Network theory, are discussed as an
alternative and supplement to the traditional concept of work group.
3008.5 Bipolar groupthink, K. Granström, Linköping University, Linköping, Sweden
Janis' concept groupthink can be described as a kind of collective regression. The pattern of such
processes sometimes takes the figure of paranoid and omnipotent imaginations. However, we
assume that a group might be predisposed to take up either a depressive or an omnipotent
groupthink position. In this study we distinguished between a depressive and an omnipotent
version of groupthink. By use of a questionnaire it was possible to differentiate between these two
modes in ordinary team meetings. The results suggest that Janis' concept of groupthink is not
given full justice to different regressive movements in a work team.
3009 INVITED SYMPOSIUM
Leader member exchange and organizational outcomes
Convener and Chair: R. Ayman, USA
3009.1 Leader-member exchange in a German working context, B. Schyns, Tilburg University,
Postbus, The Netherlands
This paper gives an overview over several studies focussing on antecedents and consequences of
Leader-Member Exchange (LMX) in a German working context and compares the results to
US-findings. Results indicate that the antecedents gender similarity and supervisor tenure are not
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