The pursuit of status or influence is inherent to human nature. We all strive to stand out in aspects that society, or the groups to which we belong, deem valuable; let it be wealth, educational attainment, a prestigious job, or affiliation with favored groups (e.g., based on ethnic groups or gender). Taking into account the considerable amount of time people spend at work during their life span, the quest for status or influence is expected to be even more pronounced in organizational settings. Members with high levels of status or influence control team interactions and decisions, enjoy superior access to valued resources, and receive more recognition for their contributions. Yet, although status and influence are primary motives that guide most human social behavior, our understanding of the antecedents and consequences of hierarchies in groups is limited, particularly within the management context. Furthermore, it has also remained unknown whether different hierarchical shapes may have unique effects on team processes and outcomes in organizational work teams. This dissertation therefore strives to provide deeper insights into the ways status and influence hierarchies originate, function, and affect work teams in organizational life.
|Kwalificatie||Doctor of Philosophy|
|Datum van toekenning||22-jun-2015|
|Plaats van publicatie||[Groningen]|
|Status||Published - 2015|