The social context in which a creative task takes place is important for creative accomplishment ... more The social context in which a creative task takes place is important for creative accomplishment (Amabile, 1996; Zhou & Su, 2010). So far, researchers have mostly examined the bright side of work c...
Whereas the predominant focus of earlier HRM research has been on the content of HRM, there is an... more Whereas the predominant focus of earlier HRM research has been on the content of HRM, there is an increasing interest in the HRM process approach that focuses on HRM implementation by line managers...
In this paper, motivated by the observation that the Standard Model predictions are now above the... more In this paper, motivated by the observation that the Standard Model predictions are now above the experimental data for the mass difference ΔM s(d), we perform a detailed study of B s(d) − $$ \overline{B} $$ B ¯ s(d) mixing and B s → μ + μ − decay in the ℤ 3-invariant NMSSM with non-minimal flavour violation, using the recently developed procedure based on the Flavour Expansion Theorem, with which one can perform a purely algebraic mass-insertion expansion of an amplitude written in the mass eigenstate basis without performing any diagrammatic calculations in the interaction/flavour basis. Specifically, we consider the finite orders of mass insertions for neutralinos but the general orders for squarks and charginos, under two sets of assumptions for the squark flavour structures (i.e., while the flavour-conserving off-diagonal element δ 33 LR is kept in both of these two sectors, only the flavour-violating off-diagonal elements δ 23 LL and δ i3 RR (i = 1, 2) are kept in the LL and R...
Rikki Nouri and Miriam Erez Technion, Israel Institute of Technology, Israel Cynthia Lee The Hong... more Rikki Nouri and Miriam Erez Technion, Israel Institute of Technology, Israel Cynthia Lee The Hong Kong Polytechnic University Warren Chiu The Hong Kong Polytechnic University Is creativity universal or culture-specific? Are different aspects of creativity randomly distributed across cultures or are certain aspects of creativity (idea novelty vs. idea usefulness and appropriateness) more prevalent in some cultures than others? The first study (Nouri, Erez, Rockstuhl, & Ang), using an idea generation task, investigates creativity processes in homogenous vs. culturally heterogeneous dyads. The heterogeneous dyads consisted of an Israeli and a Singaporean, whereas the homogenous dyads consisted of two Israelis or two Singaporeans. In general, homogenous dyads were more creative. Qualitative analysis demonstrated that communication barriers exited in the culturally heterogeneous dyads. Although Singaporeans and Israelis obtained similar scores on a creativity test when performed individu...
The present article aims to answer the question of whether creativity is universal or culture-spe... more The present article aims to answer the question of whether creativity is universal or culture-specific. We develop a conceptual framework that expands the existing knowledge in two ways. First, it distinguishes between the two dimensions of creativity – novelty and usefulness, and their relationship to culture. Second, it clarifies how the social context moderates the relationship between culture and creativity. We focus on the social context where cultural differences are likely to be more salient because of the presence of others, relative to the private work context where no one observes whether a person performs in a normative or a unique way. In addition, we propose that task structure, whether a task is tightly or loosely structured, is an important contextual characteristic that moderates the relationship between culture and creativity. Lastly, we offer several propositions to guide future research.
Research on the effect of cultural diversity on team performance remains inconclusive. We propose... more Research on the effect of cultural diversity on team performance remains inconclusive. We propose to resolve the competing predictions of the information/decision making versus the social categorization theories by integrating two task-related theories, the situational strength theory and the circumplex model of group tasks. We propose that high task specificity enables similar interpretations and shared understanding among team members, which is needed for effective " execute " (convergent) tasks, is characterized by team cooperation and interdependence. Low task specificity, in contrast, is beneficial for " generate " (creative) tasks, because it does not place constraints on generating original ideas and does not require tight coordination among the team members. We tested the effects of situational strength and task type on the relationship between cultural diversity and team performance in two experiments with 86 and 96 dyads in the first and second experiments, respectively. In both experiments, heterogeneous (Israeli–Singaporean) and homogeneous dyads (Israeli–Israeli and Singaporean–Singaporean) worked under low or high task specificity. In Study 1, dyads performed convergent execution tasks, and in Study 2, they performed creative idea-generation tasks. The impediment of multicultural-ism was reduced in execute (convergent) tasks under high task specificity and in generate (divergent) tasks under low task specificity. Intensifying globalization in all sectors means an increasing number of multicultural teams, yet whether team members from different cultural backgrounds collaborate effectively with each other on numerous types of tasks remains unanswered. The extant research literature on team diversity makes no conclusive inference about the effect of team diversity, specifically cultural diversity, on team performance (Bledow, Frese, Anderson, Erez, & Farr, 2009). The information/decision-making approach suggests that the large and diversified pool of knowledge, skills, and abilities available to culturally diverse teams enhances team performance (Easely, 2001; Van Knippenberg, De Drue, & Homan, 2004). By contrast, social categorization theory (Tajfel, 1978; Turner, 1987) asserts that cultural diversity hinders team performance because categorization of team members into in-groups and out-groups hampers team processes (Huber & Lewis, 2010). The empirical evidence linking cultural diversity to team performance is equivocal. A meta-analysis of 42 studies summarizing the effects of cultural diversity on team performance found a null effect but also showed that individual effect sizes range from À.60 to .48 (Stahl, Maznevski, Voigt, & Jonsen, 2010). These conflicting theories and findings hint at the presence of undetected moderators of the relationship between cultural diversity and team performance, highlighting the importance of gaining a deeper understanding of the conditions under which cultural diversity predicts team performance (Van Knippenberg & Schippers, 2007).
The social context in which a creative task takes place is important for creative accomplishment ... more The social context in which a creative task takes place is important for creative accomplishment (Amabile, 1996; Zhou & Su, 2010). So far, researchers have mostly examined the bright side of work c...
Whereas the predominant focus of earlier HRM research has been on the content of HRM, there is an... more Whereas the predominant focus of earlier HRM research has been on the content of HRM, there is an increasing interest in the HRM process approach that focuses on HRM implementation by line managers...
In this paper, motivated by the observation that the Standard Model predictions are now above the... more In this paper, motivated by the observation that the Standard Model predictions are now above the experimental data for the mass difference ΔM s(d), we perform a detailed study of B s(d) − $$ \overline{B} $$ B ¯ s(d) mixing and B s → μ + μ − decay in the ℤ 3-invariant NMSSM with non-minimal flavour violation, using the recently developed procedure based on the Flavour Expansion Theorem, with which one can perform a purely algebraic mass-insertion expansion of an amplitude written in the mass eigenstate basis without performing any diagrammatic calculations in the interaction/flavour basis. Specifically, we consider the finite orders of mass insertions for neutralinos but the general orders for squarks and charginos, under two sets of assumptions for the squark flavour structures (i.e., while the flavour-conserving off-diagonal element δ 33 LR is kept in both of these two sectors, only the flavour-violating off-diagonal elements δ 23 LL and δ i3 RR (i = 1, 2) are kept in the LL and R...
Rikki Nouri and Miriam Erez Technion, Israel Institute of Technology, Israel Cynthia Lee The Hong... more Rikki Nouri and Miriam Erez Technion, Israel Institute of Technology, Israel Cynthia Lee The Hong Kong Polytechnic University Warren Chiu The Hong Kong Polytechnic University Is creativity universal or culture-specific? Are different aspects of creativity randomly distributed across cultures or are certain aspects of creativity (idea novelty vs. idea usefulness and appropriateness) more prevalent in some cultures than others? The first study (Nouri, Erez, Rockstuhl, & Ang), using an idea generation task, investigates creativity processes in homogenous vs. culturally heterogeneous dyads. The heterogeneous dyads consisted of an Israeli and a Singaporean, whereas the homogenous dyads consisted of two Israelis or two Singaporeans. In general, homogenous dyads were more creative. Qualitative analysis demonstrated that communication barriers exited in the culturally heterogeneous dyads. Although Singaporeans and Israelis obtained similar scores on a creativity test when performed individu...
The present article aims to answer the question of whether creativity is universal or culture-spe... more The present article aims to answer the question of whether creativity is universal or culture-specific. We develop a conceptual framework that expands the existing knowledge in two ways. First, it distinguishes between the two dimensions of creativity – novelty and usefulness, and their relationship to culture. Second, it clarifies how the social context moderates the relationship between culture and creativity. We focus on the social context where cultural differences are likely to be more salient because of the presence of others, relative to the private work context where no one observes whether a person performs in a normative or a unique way. In addition, we propose that task structure, whether a task is tightly or loosely structured, is an important contextual characteristic that moderates the relationship between culture and creativity. Lastly, we offer several propositions to guide future research.
Research on the effect of cultural diversity on team performance remains inconclusive. We propose... more Research on the effect of cultural diversity on team performance remains inconclusive. We propose to resolve the competing predictions of the information/decision making versus the social categorization theories by integrating two task-related theories, the situational strength theory and the circumplex model of group tasks. We propose that high task specificity enables similar interpretations and shared understanding among team members, which is needed for effective " execute " (convergent) tasks, is characterized by team cooperation and interdependence. Low task specificity, in contrast, is beneficial for " generate " (creative) tasks, because it does not place constraints on generating original ideas and does not require tight coordination among the team members. We tested the effects of situational strength and task type on the relationship between cultural diversity and team performance in two experiments with 86 and 96 dyads in the first and second experiments, respectively. In both experiments, heterogeneous (Israeli–Singaporean) and homogeneous dyads (Israeli–Israeli and Singaporean–Singaporean) worked under low or high task specificity. In Study 1, dyads performed convergent execution tasks, and in Study 2, they performed creative idea-generation tasks. The impediment of multicultural-ism was reduced in execute (convergent) tasks under high task specificity and in generate (divergent) tasks under low task specificity. Intensifying globalization in all sectors means an increasing number of multicultural teams, yet whether team members from different cultural backgrounds collaborate effectively with each other on numerous types of tasks remains unanswered. The extant research literature on team diversity makes no conclusive inference about the effect of team diversity, specifically cultural diversity, on team performance (Bledow, Frese, Anderson, Erez, & Farr, 2009). The information/decision-making approach suggests that the large and diversified pool of knowledge, skills, and abilities available to culturally diverse teams enhances team performance (Easely, 2001; Van Knippenberg, De Drue, & Homan, 2004). By contrast, social categorization theory (Tajfel, 1978; Turner, 1987) asserts that cultural diversity hinders team performance because categorization of team members into in-groups and out-groups hampers team processes (Huber & Lewis, 2010). The empirical evidence linking cultural diversity to team performance is equivocal. A meta-analysis of 42 studies summarizing the effects of cultural diversity on team performance found a null effect but also showed that individual effect sizes range from À.60 to .48 (Stahl, Maznevski, Voigt, & Jonsen, 2010). These conflicting theories and findings hint at the presence of undetected moderators of the relationship between cultural diversity and team performance, highlighting the importance of gaining a deeper understanding of the conditions under which cultural diversity predicts team performance (Van Knippenberg & Schippers, 2007).
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