Examinando por Autor "Gartzia, Leire"
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Ítem The female advantage in team dynamics: The role of genuine emotional displays.(Elsevier, 2024-12) Gartzia, Leire; Berrios-Martos, María Pilar; Aramburu, Nekane; Pulido-Martos, ManuelWhile the “female advantage” is a well-studied phenomenon, its incidence and effects remain a focus of much debate. In particular, with the growing relevance of teamwork and genuine affective exchange processes in team dynamics, a better understanding of multilevel effects of gender in team processes and outcomes is needed. Drawing from research in team configurations and dynamics explaining how inputs (e.g., team composition) can influence team processes (e.g., emotional exchange) that subsequently affect team outcomes (e.g., performance), we examine mediating effects of deep acting as a gendered group emotional mechanism, assuming it is more prevalent in female-dominated teams. 437 employees working in 92 teams responded to measures of emotional labor and performance. Employees were nested in teams, and data were analyzed using multilevel structural equation modelling. Mediation analyses showed that proportions of women are associated with higher team-level deep acting and subsequent team performance. Findings are discussed in terms of how organization theories could be strengthened by making visible gendered dynamics of shared emotional exchange processes and their effects in team performance, liberating genuine emotional responses among all team members.Ítem Transformational leadership and emotional intelligence: allies in the development of organizational affective commitment from a multilevel perspective and time-lagged data(Springer, 2024) Pulido-Martos, Manuel; Gartzia, Leire; Augusto-Landa, José María; Lopez-Zafra, EstherIn the business context, models are needed to facilitate our understanding on the emergence of processes that transcend the individual level. In the case of affective organizational commitment, such models are even more necessary, due to the benefits associated with affective organizational commitment at the organizational level. From a time-lagged multilevel perspective, a model to explain the emergence of affective organizational commitment was tested by integrating the contribution of group processes. In this study, at two time points, 63 work teams from different organizations and sectors in Spain (n = 233 employees) were evaluated for transformational leadership, workgroup emotional intelligence and affective organizational commitment. The data were analyzed by a multilevel structural equation modelling (MSEM). The results showed that supervisors’ transformational leadership style to both directly and indirectly (through workgroup emotional intelligence levels) mediates the development of affective organizational commitment at the individual level. The results are replicated at the team level but a direct relationship between transformational leadership and affective organizational commitment was not found. In conclusion, the results of this multilevel analysis of the relationships between transformational leadership, workgroup emotional intelligence, and affective organizational commitment contribute to the development of so-called “hybrid theories of homology” in the search for the generalization of relationships between variables across levels.