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Group work is a commonly used method of working, and the performance of a group can vary depending on the type and structure of the task at hand. Research suggests that groups can exhibit \"collective intelligence\"—the ability to perform well across tasks—under certain conditions, making group performance somewhat predictable. However, predictability of task performance becomes difficult when a task relies heavily on coordination among group members or is ill-defined. To address this issue, we propose a technical solution in the form of a chatbot providing advice to facilitate group work for more predictable performance. Specifically, we target well-defined, high-coordination tasks. Through experiments with 64 virtual groups performing various tasks and communicating via text-based chat, we found a relationship between the average intelligence of group members and their group performance in such tasks, making performance more predictable. The practical implications of this research are significant, as the assembly of consistently performing groups is an important organizational activity.

Eastern Cooperative Oncology Group (ECOG) performance status and Gleason score are commonly investigated factors for overall survival (OS) in men with castration-resistant prostate cancer (CRPC). However, there is a lack of consistency regarding their prognostic or predictive value for OS. Therefore, we performed this meta-analysis to assess the associations of ECOG performance status and Gleason score with OS in CRPC patients and compare the two markers in patients under different treatment regimens or with different chemotherapy histories. A systematic literature review of monotherapy studies in CRPC patients was conducted in the PubMed database until May 2019. The data from 8247 patients in 34 studies, including clinical trials and real-world data, were included in our meta-analysis. Of these, twenty studies reported multivariate results and were included in our main analysis. CRPC patients with higher ECOG performance statuses (≥ 2) had a significantly increased mortality risk than those with lower ECOG performance statuses (<2), hazard ratio (HR): 2.10, 95% confidence interval (CI): 1.68-2.62, and P < 0.001. The synthesized HR of OS stratified by Gleason score was 1.01, with a 95% CI of 0.62-1.67 (Gleason score ≥ 8 vs <8). Subgroup analysis showed that there was no significant difference in pooled HRs for patients administered taxane chemotherapy (docetaxel and cabazitaxel) and androgen-targeting therapy (abiraterone acetate and enzalutamide) or for patients with different chemotherapy histories. ECOG performance status was identified as a significant prognostic factor in CRPC patients, while Gleason score showed a weak prognostic value for OS based on the available data in our meta-analysis.

Sounding Out the State of Indonesian Music showcases the breadth and complexity of the music of Indonesia. By bringing together chapters on the merging of Batak musical preferences and popular music aesthetics; the vernacular cosmopolitanism of a Balinese rock band; the burgeoning underground noise scene; the growing interest in kroncong in the United States; and what is included and excluded on Indonesian media, editors Andrew McGraw and Christopher J. Miller expand the scope of Indonesian music studies. Essays analyzing the perception of decline among gamelan musicians in Central Java; changes in performing arts patronage in Bali; how gamelan communities form between Bali and North America; and reflecting on the \"refusion\" of American mathcore and Balinese gamelan offer new perspectives on more familiar topics. Sounding Out the State of Indonesian Music calls for a new paradigm in popular music studies, grapples with the imperative to decolonialize, and recognizes the field's grounding in diverse forms of practice.

We develop a theory explaining how collectivism causes people to “blur” demographic differences, that is, to see less diversity than actually exists in a group, and reconciling contradictions in how collectivistic norms influence group performance. We draw on the perceived diversity literature, hypothesizing that collectivistic norms cause group members to blur demographic differences, resulting in perceptions that group members are more similar than they actually are. Whether this benefits or harms group performance depends on the group’s objective diversity and the relevance of the perceived diversity attribute for accomplishing the task. For conjunctive tasks, the group’s performance is determined by its weakest member, demanding high levels of cohesion. Our theory suggests that collectivism benefits group conjunctive performance when objective national diversity is high by blurring divisive relational differences but has no effect in groups with low objective national diversity. In contrast, for disjunctive tasks, the group’s performance is determined by its best member. We predict that collectivism harms group disjunctive performance when objective expertness diversity is high by blurring differences in task-relevant expertness but has no effect in low objective expertness diversity groups. We find support for our theory in two studies, an archival study of 5,214 Himalayan climbing expeditions and a laboratory experiment assessing 366 groups. Our results show that collectivism has benefits and detriments for diverse groups and that these contradictory effects can be understood by identifying how the collectivistic blurring of perceived group diversity helps or hurts groups based on the type of tasks on which they are working.

We review recent research on collective intelligence, which we define as the ability of a group to perform a wide variety of tasks. We focus on two influences on a group's collective intelligence: (a) group composition (e.g., the members' skills, diversity, and intelligence) and (b) group interaction (e.g., structures, processes, and norms). We also call for more research to investigate how social interventions and technological tools can be used to enhance collective intelligence.

The present paper is a follow-up report of Akita and Mori (2022) after three years. Eighty-five ninth graders (42 boys and 43 girls; 14–15 years old) of the same cohort of Akita and Mori (Akita and Mori, J Soc Stud Res 46:153–159, 2022) and an additional 62 and 42 ninth graders, as control, participated in the follow-up study. The participant students assessed the image of \"woman\" with a group performance implicit association test (Mori, Uchida, and Imada, Behav Res Methods 40:546–555, 2008) in the same way as the former study. The results showed that the implicit image of \"woman\" among the boys of the same cohort remained higher than the pre-lesson level assessed three years ago, revealing the long-lasting effect of gender education in elementary school. Meanwhile, the boys in the additional samples had similar image scores as those who learned the gender equity lesson. We interpreted that these results could be attributed to various gender equity activities in modern Japan.

In this paper we present a compilation of journal impact properties in relation to other bibliometric indicators as found in our earlier studies together with new results. We argue that journal impact, even calculated in a sufficiently advanced way, becomes important in evaluation practices based on bibliometric analysis only at an aggregate level. In the relation between average journal impact and actual citation impact of groups, the influence of research performance is substantial. Top-performance as well as lower performance groups publish in more or less the same range of journal impact values, but top-performance groups are, on average, more successful in the entire range of journal impact. We find that for the high field citation-density groups a larger size implies a lower average journal impact. For groups in the low field citation-density regions however a larger size implies a considerably higher average journal impact. Finally, we found that top-performance groups have relatively less self-citations than the lower performance groups and this fraction is decreasing with journal impact.

The concept of empowering leadership (EL) has seen increasing scholarly interest in recent years. This study reports a meta-analysis investigating the effects of EL on employee work behavior. On the basis of data from 105 samples, we found evidence for the positive effects of EL on performance, organizational citizenship behavior, and creativity at both the individual and team levels. We further examined these relationships by exploring potential boundary conditions and the incremental contribution of EL over transformational leadership and leader–member exchange. Furthermore, at the individual level, both trust in leader and psychological empowerment mediated the relationships of EL with task performance, organizational citizenship behavior, and creativity. We also found evidence that leader–member exchange was a significant mediator between EL and task performance. At the team level, empowerment mediated the effects of EL on team performance, whereas knowledge sharing showed no significant indirect effect. Our results have important theoretical and practical implications and suggest some areas that require further research.

Previous research suggests that performance-prove goal orientation is positively related to knowledge hiding. However, we argue that this effect depends on the focus of performance feedback (i.e., individual- and group-focused feedback), which shapes the nature of the competitive expression of performance-prove goal orientation (i.e., intragroup and intergroup oriented). We conducted three studies to test our theoretical model. The results of Study 1 with time-lagged data from 128 part-time MBA students showed that performance-prove goal orientation was positively related to knowledge hiding when performance feedback focused more (vs. less) on individual performance but was negatively related to knowledge hiding when performance feedback focused more (vs. less) on group performance. Study 2 replicated these moderation findings in an experimental study of 210 undergraduate students. Study 3 again replicated the moderation effects using multisource data from 317 employees and their supervisors. It also included creativity as an outcome of knowledge hiding and illustrated the distal consequence of the moderation effects of individual- and group-focused performance feedback. We then discussed the implications for the theory and practice of performance-prove goal orientation and knowledge hiding.

Our 2010 Journal of International Business Studies article, “Unraveling the Effects of Cultural Diversity in Teams: A Meta-analysis of Research on Multicultural Work Groups,” attempted to take stock of existing research on cultural diversity in teams, to reconcile conflicting perspectives and past results, and provide a better understanding of the mechanisms and boundary conditions under which diversity affects team outcomes. To guide our analysis, we developed a theoretical framework outlining how cultural diversity leads to both process gains and losses in teams, and specifying the contextual conditions under which diversity contributes to effective team outcomes. We tested our hypotheses in a meta-analysis of research on cultural diversity in teams, encompassing 108 primary studies with a combined sample size of 10,632 work groups. The results suggested that cultural diversity does not have a direct impact on team performance but rather that the effect is indirect, mediated by process variables such as creativity, cohesion, and conflict; and is moderated by contextual influences such as team tenure, the complexity of the task, and whether the team is co-located or geographically dispersed. Unexpected findings raised important questions about the dynamics of diverse teams and underscored the need for further examination. In this Retrospective, we reflect on progress made in research on culturally diverse teams over the last decade, highlight remaining gaps and open questions, and propose an agenda for future research.