An Identification-based Understanding of Team Engagement in Global Virtual Teams (GVTs)
DOI:
https://doi.org/10.3127/ajis.v29.5293Keywords:
Global Virtual Teams, Employee Engagement, Ethnography, IdentificationAbstract
Because of globalization and technological advancements, organizations have adopted virtual work arrangements, specifically Global Virtual Teams (GVTs). This study conducted a 16-month ethnographic inquiry in a multinational enterprise to explore team engagement in GVTs. The findings indicate that GVT members often handle multiple roles across various teams and organizations and identify with these entities separately, thus displaying different levels of identification with roles, teams, and organizations. These three identification cascades affect other members' engagement and overall team engagement. Higher levels of identification with roles, teams, and organizations trigger a positive engagement contagion across the GVT, whereas a lower level of identification triggers a negative engagement contagion. We also identify four distinct configurations of GVT members, illustrating the complex nature of engagement dynamics in GVT settings. This identification-based understanding of engagement in GVTs contributes to the literature on team engagement and IS by highlighting the significance of understanding the sensitive dependence of GVT team engagement on members’ identification with their roles, teams, and organizations and subsequent engagement contagion.
References
Adamovic, M. (2018). An employee-focused human resource management perspective for the management of global virtual teams. The International Journal of Human Resource Management, 29(14), 2159–2187. doi.org/10.1080/09585192.2017.1323227
Anteby, M. (2013). Manufacturing morals: The values of silence in business school education. University of Chicago Press. doi.org/10.7208/chicago/9780226092508.001.0001
Aon. (2022). Global wellbeing survey. https://www.aon.com/global-wellbeing-survey
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20–39. doi.org/10.5465/amr.1989.4278999
Ashforth, B. E., Harrison, S. H., & Corley, K. G. (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management, 34(3), 325–374. doi.org/10.1177/0149206308316059
Ashforth, B. E., Schinoff, B. S., & Rogers, K. M. (2016). “I identify with her,” “I identify with him”: Unpacking the dynamics of personal identification in organizations. Academy of Management Review, 41(1), 28–60. doi.org/10.5465/amr.2014.0033
Aten, K., & Thomas, G. F. (2016). Crowdsourcing strategizing: Communication technology affordances and the communicative constitution of organizational strategy. International Journal of Business Communication, 53(2), 148–180. doi.org/10.1177/232948841562726
Atewologun, D., Kutzer, R., Doldor, E., Anderson, D., & Sealy, R. (2017). Individual‐level foci of identification at work: A systematic review of the literature. International Journal of Management Reviews, 19(3), 273–295. doi.org/10.1111/ijmr.12148
Austin, J. R. (2003). Transactive memory in organizational groups: The effects of content, consensus, specialization, and accuracy on group performance. Journal of Applied Psychology, 88(5), 866–878. doi.org/10.1037/0021-9010.88.5.866
Bakker, A. B. (2009). The crossover of burnout and its relation to partner health. Stress and Health: Journal of the International Society for the Investigation of Stress, 25(4), 343–353. doi.org/10.1002/smi.1278
Bakker, A. B. (2022). The social psychology of work engagement: State of the field. Career Development International, 27(1), 36–53. https://doi.org/10.1108/CDI-08-2021-0213
Bakker, A. B., & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. doi.org/10.1108/02683940710733115
Bakker, A. B., & Sanz-Vergel, A. I. (2013). Weekly work engagement and flourishing: The role of hindrance and challenge job demands. Journal of Vocational Behavior, 83(3), 397–409. doi.org/10.1016/j.jvb.2013.06.008
Bakker, A. B., Hetland, J., Olsen, O. K., Espevik, R., & De Vries, J. D. (2020). Job crafting and playful work design: Links with performance during busy and quiet days. Journal of Vocational Behavior, 122, Article 103478. doi.org/10.1016/j.jvb.2020.103478
Bakker, A. B., Van der Zee, K. I., Lewig, K. A., & Dollard, M. F. (2006). The relationship between the Big Five personality factors and burnout: A study among volunteer counselors. The Journal of Social Psychology, 146(1), 31–50. doi.org/10.3200/SOCP.146.1.31-50
Baptista, J., Stein, M. K., Klein, S., Watson-Manheim, M. B., & Lee, J. (2020). Digital work and organisational transformation: Emergent digital/human work configurations in modern organisations. The Journal of Strategic Information Systems, 29(2), Article 101618. doi.org/10.1016/j.jsis.2020.101618
Barley, S. R. (1990). The alignment of technology and structure through roles and networks. Administrative Science Quarterly, 35(1), 61–103. doi.org/10.2307/2393551
Barsade, S. G. (2002). The ripple effect: Emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47(4), 644–675. doi.org/10.2307/3094912
Bartunek, J. M., & Louis, M. R. (1996). Insider/outsider team research. Sage Publications.
Bridwell-Mitchell, E. N., & Mezias, S. J. (2012). The quest for cognitive legitimacy: Organizational identity crafting and internal stakeholder support. Journal of Change Management, 12(2), 189–207. doi.org/10.1080/14697017.2011.645053
Cathro, V. (2020). An odyssey of virtual global team activity in the experiential learning environment of the Global Enterprise Experience (GEE). Computers in Human Behavior, 107, Article 105760. doi.org/10.1016/j.chb.2018.10.026
Chamakiotis, P., Dekoninck, E. A., & Panteli, N. (2013). Factors influencing creativity in virtual design teams: An interplay between technology, teams and individuals. Creativity and Innovation Management, 22(3), 265–279. doi.org/10.1111/caim.12039
Chamakiotis, P., Panteli, N., & Davison, R. M. (2021). Reimagining e-leadership for reconfigured virtual teams due to COVID-19. International Journal of Information Management, 60, Article 102381. doi.org/10.1016/j.ijinfomgt.2021.102381
Chanana, N., & Sangeeta. (2021). Employee engagement practices during COVID‐19 lockdown. Journal of Public Affairs, 21(4), Article e2508. doi.org/10.1002/pa.2508
Choi, H. (2020). Consumption of visual cues in computer-mediated environments. Journal of Distribution Science, 18(8), 23–33. doi.org/10.15722/jds.18.8.202008.23
Choudhury, P., Foroughi, C., & Larson, B. (2021). Work‐from‐anywhere: The productivity effects of geographic flexibility. Strategic Management Journal, 42(4), 655–683. doi.org/10.1002/smj.3251
Choudhury, P., Khanna, T., Makridis, C. A., & Schirmann, K. (2024). Is hybrid work the best of both worlds? Evidence from a field experiment. Review of Economics and Statistics, 106(1), 1–24. doi.org/10.1162/rest_a_01428
Ciriello, R. F., Richter, A., & Mathiassen, L. (2024). Emergence of creativity in IS development teams: A socio-technical systems perspective. International Journal of Information Management, 74, Article 102698. doi.org/10.1016/j.ijinfomgt.2023.102698
Connaughton, S. L., & Daly, J. A. (2004). Identification with leader: A comparison of perceptions of identification among geographically dispersed and co‐located teams. Corporate Communications: An International Journal, 9(2), 89–103. doi.org/10.1108/13563280410534294
Corbin, J. M., & Strauss, A. (1990). Grounded theory research: Procedures, canons, and evaluative criteria. Qualitative Sociology, 13(1), 3–21. doi.org/10.1007/BF00988593
Costa, P. L., Passos, A. M., & Bakker, A. B. (2012). Team work engagement: Considering team dynamics for engagement (Business Research Unit [BRU-IUL] Working Paper No. 12/06). ISCTE–IUL.
Costa, P. L., Passos, A. M., Bakker, A. B., Romana, R., & Ferrão, C. (2017). Interactions in engaged work teams: A qualitative study. Team Performance Management: An International Journal, 23(5/6), 206–226. doi.org/10.1108/TPM-12-2016-0054
Cronin, M. A., Weingart, L. R., & Todorova, G. (2011). Dynamics in groups: Are we there yet? Academy of Management Annals, 5(1), 571–612. doi.org/10.5465/19416520.2011.590297
Dulebohn, J. H., & Hoch, J. E. (2017). Virtual teams in organizations. Human Resource Management Review, 27(4), 569–574. doi.org/10.1016/j.hrmr.2016.12.004
Dutton, J. E., Roberts, L. M., & Bednar, J. (2010). Pathways for positive identity construction at work: Four types of positive identity and the building of social resources. Academy of Management Review, 35(2), 265–293. doi.org/10.5465/amr.35.2.zok265
Edwards, B. D., Day, E. A., Arthur Jr, W., & Bell, S. T. (2006). Relationships among team ability composition, team mental models, and team performance. Journal of Applied Psychology, 91(3), 727–736. doi.org/10.1037/0021-9010.91.3.727
Edwards, R. (2005). Predicting aggression amongst mentally disordered offenders: The role of narcissism, self-concept clarity and aggressive cognitive bias (Doctoral thesis, University College London). UCL Discovery. discovery.ucl.ac.uk/id/eprint/1444700/
Farndale, E., Pai, A., Sparrow, P., & Scullion, H. (2014). Balancing individual and organizational goals in global talent management: A mutual-benefits perspective. Journal of World Business, 49(2), 204–214. doi.org/10.1016/j.jwb.2013.11.004
Fetterman, D. M. (2019). Ethnography: Step-by-step (4th ed.). Sage Publications.
Fiol, C. M., & O'Connor, E. J. (2005). Identification in face-to-face, hybrid, and pure virtual teams: Untangling the contradictions. Organization Science, 16(1), 19–32. doi.org/10.1287/orsc.1040.0101
Gallup. (2023). State of the global workplace: 2023 report. https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
Geertz, C. (1973). Deep play: Notes on the Balinese cockfight. In The interpretation of cultures (pp. 412–453). Basic Books.
Gilson, L. L., Maynard, M. T., Jones Young, N. C., Vartiainen, M., & Hakonen, M. (2015). Virtual teams research: 10 years, 10 themes, and 10 opportunities. Journal of Management, 41(5), 1313–1337. doi.org/10.1177/0149206314559996
Gilson, L. L., Maynard, M. T., Jones Young, N. C., Vartiainen, M., & Hakonen, M. (2015). Virtual teams research: 10 years, 10 themes, and 10 opportunities. Journal of Management, 41(5), 1313–1337. doi.org/10.1177/0149206314559946
Gioia, D. A., Corley, K. G., & Hamilton, A. L. (2013). Seeking qualitative rigor in inductive research. Organizational Research Methods, 16(1), 15–30. doi.org/10.1177/1094428112452151
Glikson, E., & Erez, M. (2020). The emergence of a communication climate in global virtual teams. Journal of World Business, 55(6), Article 101001. doi.org/10.1016/j.jwb.2019.101001
Hammersley, M., & Atkinson, P. (2007). Chapter 10: Ethics. In Ethnography: Principles and practice (pp. 209–229). Routledge. doi.org/10.4324/9781315146027
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268–279. doi.org/10.1037/0021-9010.87.2.268
Hatfield, E., Bensman, L., Thornton, P. D., & Rapson, R. L. (2014). New perspectives on emotional contagion: A review of classic and recent research on facial mimicry and contagion. Interpersona: An International Journal on Personal Relationships, 8(2), 159–179. doi.org/10.5964/ijpr.v8i2.162
Hatfield, E., Cacioppo, J. T., & Rapson, R. L. (1993). Emotional contagion. Current Directions in Psychological Science, 2(3), 96–100. doi.org/10.1111/1467-8721.ep10770953
Hatfield, E., Rapson, R. L., & Le, Y. L. (2009). Emotional contagion and empathy. In J. Decety & W. Ickes (Eds.), The social neuroscience of empathy (pp. 19–30). MIT Press. doi.org/10.7551/mitpress/9780262012973.003.0003
He, H., Zhu, W., & Zheng, X. (2014). Procedural justice and employee engagement: Roles of organizational identification and moral identity centrality. Journal of Business Ethics, 122, 681–695. doi.org/10.1007/s10551-013-1774-3
Henry, K. B., Arrow, H., & Carini, B. (1999). A tripartite model of group identification: Theory and measurement. Small Group Research, 30(5), 558–581. doi.org/10.1177/104649649903000504
Hopkins, J., & Bardoel, A. (2023). The future is hybrid: How organisations are designing and supporting sustainable hybrid work models in post-pandemic Australia. Sustainability, 15(4), Article 3086. doi.org/10.3390/su15043086
Ilgen, D. R., Hollenbeck, J. R., Johnson, M., & Jundt, D. (2005). Teams in organizations: From input–process–output models to IMOI models. Annual Review of Psychology, 56, 517–543. doi.org/10.1146/annurev.psych.56.091103.070250
Janssen, O., & Huang, X. (2008). Us and me: Team identification and individual differentiation as complementary drivers of team members' citizenship and creative behaviors. Journal of Management, 34(1), 69–88. doi.org/10.1177/0149206307309263
Jimenez, A., Boehe, D. M., Taras, V., & Caprar, D. V. (2017). Working across boundaries: Current and future perspectives on global virtual teams. Journal of International Management, 23(4), 341–349. doi.org/10.1016/j.intman.2017.05.001
John, B., Alsamarra'i, Z., & Panteli, N. (2025). Reconfiguring digital embeddedness in hybrid work: The case of employee experience management platforms. Information Systems Journal, 1–30. doi.org/10.1111/isj.12545
Kagan, J. (1958). The concept of identification. Psychological Review, 65(5), 296–303. doi.org/10.1037/h0041313
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. doi.org/10.5465/256287
Kelman, H. C. (1958). Compliance, identification, and internalization: Three processes of attitude change. Journal of Conflict Resolution, 2(1), 51–60. doi.org/10.1177/002200275800200103
Kozlowski, S. W. J., & Klein, K. J. (2000). A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes. In K. J. Klein & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 3–90). Jossey-Bass. doi.org/10.2307/3094811
Kniffin, K. M., Narayanan, J., Anseel, F., Antonakis, J., Ashford, S. P., Bakker, A. B., ... Van Vugt, M. (2021). COVID-19 and the workplace: Implications, issues, and insights for future research and action. American Psychologist, 76(1), 63–77. doi.org/10.1037/amp0000716
Kooij, D. T., De Lange, A. H., Jansen, P. G., Kanfer, R., & Dikkers, J. S. (2011). Age and work‐related motives: Results of a meta‐analysis. Journal of Organizational Behavior, 32(2), 197–225. doi.org/10.1002/job.665
Kozlowski, S. W., & Ilgen, D. R. (2006). Enhancing the effectiveness of work groups and teams. Psychological science in the public interest, 7(3), 77-124. doi.org/10.1111/j.1529-1006.2006.0003
Kozlowski, S. W., Gully, S. M., Nason, E. R., & Smith, E. M. (1999). Developing adaptive teams: A theory of compilation and performance across levels and time. In E. D. Pulakos (Ed.), The changing nature of work performance: Implications for staffing, personnel actions, and development (pp. 240–292). Jossey-Bass.
KPMG. (2022). KPMG global tech report 2022. https://kpmg.com/xx/en/home/insights/2022/09/kpmg-global-tech-report-2022.html
Lai, J. Y., Chan, K. W., & Lam, L. W. (2013). Defining who you are not: The roles of moral dirtiness and occupational and organizational disidentification in affecting casino employee turnover intention. Journal of Business Research, 66(9), 1659–1666. doi.org/10.1016/j.jbusres.2012.12.012
Lechner, A., & Mortlock, J. M. T. (2022). How to create psychological safety in virtual teams. Organizational Dynamics, 51(2), Article 100849. doi.org/10.1016/j.orgdyn.2021.100849
Lee, C. C., Aravamudhan, V., Roback, T., Lim, H. S., & Ruane, S. G. (2021). Factors impacting work engagement of Gen Z employees: A regression analysis. Journal of Leadership, Accountability and Ethics, 18(3), 147–159. doi.org/10.33423/jlae.v18i3.4414
Liao, J., O'Brien, A. T., Jimmieson, N. L., & Restubog, S. L. D. (2015). Predicting transactive memory system in multidisciplinary teams: The interplay between team and professional identities. Journal of Business Research, 68(5), 965–977. doi.org/10.1016/j.jbusres.2014.09.024
Macey, W. H., Schneider, B., Barbera, K. M., & Young, S. A. (2009). Employee engagement: Tools for analysis, practice, and competitive advantage. John Wiley & Sons.
Malhotra, A., & Majchrzak, A. (2014). Enhancing performance of geographically distributed teams through targeted use of information and communication technologies. Human Relations, 67(4), 389–411. doi.org/10.1177/0018726713495284
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52(1), 397–422. https://doi.org/10.1146/annurev.psych.52.1.397
Microsoft Work Lab. (2021). The next great disruption is hybrid work—Are we ready? https://www.microsoft.com/en-us/worklab/work-trend-index/hybrid-work
Miles, M. B. (1994). Qualitative data analysis: An expanded sourcebook (2nd ed.). Sage Publications.
Mirbabaie, M., Stieglitz, S., Brünker, F., Hofeditz, L., Ross, B., & Frick, N. R. (2021). Understanding collaboration with virtual assistants – The role of social identity and the extended self. Business & Information Systems Engineering, 63(1), 21–37. doi.org/10.1007/s12599-020-00672-x
Mohammed, S., & Dumville, B. C. (2001). Team mental models in a team knowledge framework: Expanding theory and measurement across disciplinary boundaries. Journal of Organizational Behavior, 22(2), 89–106. doi.org/10.1002/job.86
Newell, S., David, G., & Chand, D. (2007). An analysis of trust among globally distributed work teams in an organizational setting. Knowledge and Process Management, 14(3), 158–168. doi.org/10.1002/kpm.284
Nordbäck, E. S., & Espinosa, J. A. (2019). Effective coordination of shared leadership in global virtual teams. Journal of Management Information Systems, 36(1), 321–350. doi.org/10.1080/07421222.2018.1558943
O'Leary, M. B., Mortensen, M., & Woolley, A. W. (2011). Multiple team membership: A theoretical model of its effects on productivity and learning for individuals and teams. Academy of Management Review, 36(3), 461–478. doi.org/10.5465/amr.2009.0275
Orlikowski, W. J., & Scott, S. V. (2016). Digital work: A research agenda. In D. Courpasson & S. V. Scott (Eds.), A research agenda for management and organization studies (pp. 88–95). Edward Elgar Publishing. doi.org/10.4337/9781784717025.00014
Panteli, N., & Sivunen, A. (2019). “I am your fan; Bookmarked!” Members’ identification development in founder-led online communities. Journal of the Association for Information Systems, 20(6), 824–841. doi.org/10.17705/1.jais.00552
Panteli, N., Chiasson, M., & Yan, L. (2008). Regulated and emergent identifications: The case of a virtual organization. In N. Panteli & M. Chiasson (Eds.), Exploring virtuality within and beyond organizations: Social, global and local dimensions (pp. 126–150). Palgrave Macmillan. doi.org/10.1057/9780230593978_6
Panteli, N., Yalabik, Z. Y., & Rapti, A. (2019). Fostering work engagement in geographically-dispersed and asynchronous virtual teams. Information Technology & People, 32(1), 2–17. doi.org/10.1108/ITP-07-2017-0232
Pearsall, M. J., & Ellis, A. P. (2006). The effects of critical team member assertiveness on team performance and satisfaction. Journal of Management, 32(4), 575–594. doi.org/10.1177/0149206306289
Pearsall, M. J., Ellis, A. P. J., & Bell, B. S. (2010). Building the infrastructure: The effects of role identification behaviors on team cognition development and performance. Journal of Applied Psychology, 95(1), 192–200. doi.org/10.1037/a0017781
Polzer, J. T., Crisp, C. B., Jarvenpaa, S. L., & Kim, J. W. (2006). Extending the faultline model to geographically dispersed teams: How colocated subgroups can impair group functioning. Academy of Management Journal, 49(4), 679–692. doi.org/10.5465/amj.2006.22083024
Posthuma, R. A., & Campion, M. A. (2009). Age stereotypes in the workplace: Common stereotypes, moderators, and future research directions. Journal of Management, 35(1), 158–188. doi.org/10.1177/0149206308318617
Pratt, M. G. (1998). To be or not to be?: Central questions in organizational identification. In D. A. Whetten & P. C. Godfrey (Eds.), Identity in organizations: Building theory through conversations (pp. 171–207). Sage. doi.org/10.1002/9781405186407.wbieco026
Raghuram, S., Hill, N. S., Gibbs, J. L., & Maruping, L. M. (2019). Virtual work: Bridging research clusters. Academy of Management Annals, 13(1), 308–341. doi.org/10.5465/annals.2017.0020
Ramarajan, L. (2014). Past, present and future research on multiple identities: Toward an intrapersonal network approach. Academy of Management Annals, 8(1), 589–659. doi.org/10.5465/19416520.2014.912379
Reade, C. (2001). Antecedents of organizational identification in multinational corporations: Fostering psychological attachment to the local subsidiary and the global organization. International Journal of Human Resource Management, 12(8), 1269–1291. doi.org/10.1080/09585190110083794
Reicher, S. D., Spears, R., & Postmes, T. (1995). A social identity model of deindividuation phenomena. European Review of Social Psychology, 6(1), 161–198. doi.org/10.1080/14792779443000049
Riketta, M. (2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior, 66(2), 358–384. doi.org/10.1016/j.jvb.2004.05.005
Rockmann, K. W., & Pratt, M. G. (2015). Contagious offsite work and the lonely office: The unintended consequences of distributed work. Academy of Management Discoveries, 1(2), 150–164. doi.org/10.5465/amd.2014.0016
Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance, 6(1), 19–38. doi.org/10.1108/JOEPP-06-2018-0034
Salanova, M., Agut, S., & Peiró, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: The mediation of service climate. Journal of Applied Psychology, 90(6), 1217–1227. doi.org/10.1037/0021-9010.90.6.1217
Sanford, N. (1955). The dynamics of identification. Psychological Review, 62(2), 106–117. doi.org/10.1037/h0044055
Santillan, E. G., Santillan, E. T., Doringo, J. B., Pigao, K. J. F., & Von Francis, C. M. (2023). Assessing the impact of a hybrid work model on job execution, work-life balance, and employee satisfaction in a technology company. Journal of Business and Management Studies, 5(6), 13–38. doi.org/10.32996/jbms
Schein, E. H. (1969). Process consultation: Its role in organization development. Addison-Wesley.
Shaik, F. F., & Makhecha, U. P. (2019). Drivers of employee engagement in global virtual teams. Australasian Journal of Information Systems, 23, Article 1770. doi.org/10.3127/ajis.v23i0.1770
Shaik, F. F., Makhecha, U. P., & Gouda, S. K. (2020). Work and non-work identities in global virtual teams: Role of cultural intelligence in employee engagement. International Journal of Manpower, 42(1), 51–78. doi.org/10.1108/IJM-03-2019-0118
Shuck, B., Adelson, J. L., & Reio Jr., T. G. (2017). The employee engagement scale: Initial evidence for construct validity and implications for theory and practice. Human Resource Management, 56(6), 953–977. doi.org/10.1002/hrm.21811
Sivunen, A. (2006). Strengthening identification with the team in virtual teams: The leaders' perspective. Group Decision and Negotiation, 15(4), 345–366. doi.org/10.1007/s10726-006-9046-6
Spradley, J. P. (1979). Interviewing an informant. In The ethnographic interview (pp. 46–68). Waveland Press.
Spradley, J. P. (2016). The ethnographic interview (2nd ed.). Waveland Press.
Sun, L., & Bunchapattanasakda, C. (2019). Employee engagement: A literature review. International Journal of Human Resource Studies, 9(1), 63–80. doi.org/10.5296/ijhrs.v9i1.14167
Sun, R., Li, J. Y. Q., Lee, Y., & Tao, W. (2023). The role of symmetrical internal communication in improving employee experiences and organizational identification during COVID-19 pandemic-induced organizational change. International Journal of Business Communication, 60(4), 1398–1426. doi.org/10.1177/232948842110506
Sundstrom, E., McIntyre, M., Halfhill, T., & Richards, H. (2000). Work groups: From the Hawthorne studies to work teams of the 1990s and beyond. Group Dynamics: Theory, Research, and Practice, 4(1), 44–55. doi.org/10.1037/1089-2699.4.1.44
Taras, V., Baack, D., Caprar, D., Dow, D., Froese, F., Jimenez, A., & Magnusson, P. (2019). Diverse effects of diversity: Disaggregating effects of diversity in global virtual teams. Journal of International Management, 25(4), Article 100689. doi.org/10.1016/j.intman.2019.100689
The Association for Talent Development. (2012). Team relationships: Time differences are hampering virtual teams. TD Magazine. https://www.td.org/content/td-magazine/team-relationships-time-differences-are-hampering-virtual-teams
Torrente, P., Salanova, M., & Llorens, S. (2013). Spreading engagement: On the role of similarity in the positive contagion of team work engagement. Revista de Psicología del Trabajo y de las Organizaciones, 29(3), 153–159. doi.org/10.5093/tr2013a21
Torrente, P., Salanova, M., Llorens, S., & Schaufeli, W. B. (2012). Teams make it work: How team work engagement mediates between social resources and performance in teams. Psicothema, 24(1), 106–112. https://www.redalyc.org/pdf/727/72723431017.pdf
Tsui, A. S., & O’Reilly III, C. A. (1989). Beyond simple demographic effects: The importance of relational demography in superior-subordinate dyads. Academy of Management Journal, 32(2), 402–423. doi.org/10.5465/256368
Turner, J. C., Brown, R. J., & Tajfel, H. (1979). Social comparison and group interest in ingroup favouritism. European Journal of Social Psychology, 9(2), 187–204. doi.org/10.1002/ejsp.2420090207
Tyler, T. R., & Blader, S. L. (2003). The group engagement model: Procedural justice, social identity, and cooperative behavior. Personality and Social Psychology Review, 7(4), 349–361. doi.org/10.1207/S15327957PSPR0704_07
Van Dick, R., Christ, O., Stellmacher, J., Wagner, U., Ahlswede, O., Grubba, C., ... & Tissington, P. A. (2004). Should I stay or should I go? Explaining turnover intentions with organizational identification and job satisfaction. British Journal of Management, 15(4), 351–360. doi.org/10.1111/j.1467-8551.2004.00424.x
Van Maanen, J. (2006). Ethnography then and now. Qualitative Research in Organizations and Management: An International Journal, 1(1), 13–21. doi.org/10.1108/17465640610666615
Van Maanen, J. (2011). Ethnography as work: Some rules of engagement. Journal of Management Studies, 48(1), 218–234. doi.org/10.1111/j.1467-6486.2010.00980.x
Wessel, L., Davidson, E., Barquet, A. P., Rothe, H., Peters, O., & Megges, H. (2019). Configuration in smart service systems: A practice-based inquiry. Information Systems Journal, 29(6), 1256–1292. doi.org/10.1111/isj.12268
Whillans, A., Perlow, L., & Turek, A. (2021). Experimenting during the shift to virtual team work: Learnings from how teams adapted their activities during the COVID-19 pandemic. Information and Organization, 31(1), Article 100343. doi.org/10.1016/j.infoandorg.2021.100343
Wiesenfeld, B. M., Raghuram, S., & Garud, R. (1999). Communication patterns as determinants of organizational identification in a virtual organization. Organization Science, 10(6), 777–790. doi.org/10.1287/orsc.10.6.777
WTW. (2021). 2021 employee experience survey. https://www.wtwco.com/en-in/insights/2021/07/2021-employee-experience-survey
Yun, M., & Beehr, T. (2024). Work engagement contagion from leader to follower through cognitive and affective mechanisms. Leadership & Organization Development Journal, 45(1), 153–166. doi.org/10.1108/LODJ-04-2023-0200
Zakaria, N., & Yusof, S. A. M. (2020). Crossing cultural boundaries using the internet: Toward building a model of swift trust formation in global virtual teams. Journal of International Management, 26(1), Article 100654. doi.org/10.1016/j.intman.2018.10.004
Zhang, Y., & Chen, C. C. (2013). Developmental leadership and organizational citizenship behavior: Mediating effects of self-determination, supervisor identification, and organizational identification. The Leadership Quarterly, 24(4), 534–543. doi.org/10.1016/j.leaqua.2013.03.007
Zhu, W., Wang, G., Zheng, X., Liu, T., & Miao, Q. (2013). Examining the role of personal identification with the leader in leadership effectiveness: A partial nomological network. Group & Organization Management. Advance online publication. https://doi.org/10.1177/1059601112456595
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Farheen Fathima Shaik, Upam Pushpak Makhecha, Biju Varkkey, Sirish Kumar Gouda
This work is licensed under a Creative Commons Attribution-NonCommercial 3.0 Unported License.
AJIS publishes open-access articles distributed under the terms of a Creative Commons Non-Commercial and Attribution License which permits non-commercial use, distribution, and reproduction in any medium, provided the original author and AJIS are credited. All other rights including granting permissions beyond those in the above license remain the property of the author(s).
