Team norms are one of the most frequently used explanations of how teams as a collective entity can influence individual member’s behaviors (Hackman & Walton, 1986; Bettenhausen & Murnighan, 1991; Feldman, 1984). Despite such importance, current theoretical and empirical development of team norms is relatively inadequate. In this dissertation, I view norm strength and norm enforcement as two central pillars of team norms, and specifically examine team norm enforcement from a social network perspective. I first develop a typology based on the existing literature and specify the behavior content of three types of norm enforcement mechanisms: sanction, recognition and learning. Second, I examine the impact of the structural and configural properties on team performance. This model was tested on 799 employees nested in 101 work teams from China. Results from the data analysis have offered partial support that the structural characteristics of norm enforcement network had impacts on team performance above and beyond norm strength.
| Identifer | oai:union.ndltd.org:uiowa.edu/oai:ir.uiowa.edu:etd-8430 |
| Date | 01 May 2017 |
| Creators | Yu, Jia (Joya) |
| Contributors | Li, Ning, Seibert, Scott E. |
| Publisher | University of Iowa |
| Source Sets | University of Iowa |
| Language | English |
| Detected Language | English |
| Type | dissertation |
| Format | application/pdf |
| Source | Theses and Dissertations |
| Rights | Copyright © 2017 Jia (Joya) Yu |
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