John Mathieu, Ph.D.
Professor & Friar Chair in Leadership & Teams, Management, School of Business (Affiliate) University of Connecticut
- Storrs CT
Dr. Mathieu's research focuses on teamwork, leadership, and organizational behaviors.
Biography
Areas of Expertise
Education
University of Connecticut
B.A.
Psychology
1980
Old Dominion
M.S.
Psychology
1982
Old Dominion
Ph.D.
Industrial/Organizational Psychology
1985
Affiliations
- Academy of Management : fellow.
- American Psychological Association, Division 14 : fellow.
- Society for Industrial and Organizational Psychology, Inc. : fellow.
Social
Media Appearances
Professional, not personal, familiarity works for virtual teams
Science Daily online
2018-10-23
Knowing that your colleague on a project once owned a business, earned a specialized degree, or is a technology genius can foster improved working partnerships.
But the fact that she likes chocolate ice cream, fast cars, and the Red Sox is not essential to a productive business collaboration, and can even be detrimental to productivity.
Those are the findings of UConn management professors Lucy Gilson and John Mathieu, and two colleagues, in a recent study titled, "Do I Really Know You -- And Does It Matter? Unpacking the Relationship Between Familiarity and Information Elaboration in Global Virtual Teams."
Articles
A Meta-Analysis of Different Forms of Shared Leadership–Team Performance Relations
Journal of Management2016
Using 50 effect sizes from both published and unpublished studies (team n = 3,198), we provide meta-analytic support for the positive relationship between shared leadership and team performance. Employing a random effects model, we found that the theoretical foundation and associated measurement techniques used to index shared leadership significantly moderated effect size estimates ...
The Problem with [in] Management Theory
Journal of Organizational Behavior2016
Theory is essential to everything that we do as people studying and practicing industrial/organizational psychology and organizational behavior. But, I think that our field has lost its way recently and become enamored by shiny objects and interesting puzzles. Advancing management theory seems to have become an end state in and of itself. We seemed to be far more concerned with the entertainment ...
Conflict in Teams: Modeling Early and Late Conflict States and the Interactive Effects of Conflict Processes
Group & Organization Management2017
We introduce a model of teams’ early and late conflict states, conflict processes, and performance. In a study of 529 individuals in 145 teams, we provide a theoretical framework and empirically test a series of hypotheses pertaining to the influence of conflict states, including task and relationship conflict, on performance, as well as the moderating effect of two conflict processes (cooperative and ...
A Century of Work Teams in the Journal of Applied Psychology
Journal of Applied Psychology2017
Work groups are a vital link between individuals and organizations. Systematic psychological research on the nature and effects of work groups dates back at least to the Hawthorne studies of the 1920s and 1930s. Yet little to none of this work appeared in the Journal of Applied Psychology until the 1950s when groups were treated primarily as foils against which to compare the performance of individuals ...
Understanding “It Depends” in Organizational Research: A Theory-Based Taxonomy, Review, and Future Research Agenda Concerning Interactive and Quadratic Relationships
Organizational Research Methods2017
The study of interaction effects is critical for creating, extending, and bounding theory in organizational research. Integrating and extending prior work, we present a taxonomy of two-way interaction effects that can guide organizational scholars toward clearer, more precise ways of developing theory, advancing hypotheses, and interpreting results. Specifically, we identify three primary interaction ...
