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Field
Primary Outcomes (Explanation)
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Before
Primary Outcomes (explanation)
Individual level:
Employee Engagement (survey measure): Employees’ self-reported engagement in the group task, measured using the following self-developed 3-item scale which has been piloted with students:
During the group discussion, I…”
1. saw myself as an important part of the discussion.
2. did my best to come up with good ideas
3. experienced the presentation as interesting
Participants respond on a 5-point likert scale.
Work Satisfaction (survey measure): Employees’ self-reported work-satisfaction engagement in the group task, measured using the Dolbier et al. (2005) item adapted to the group task:
All in all, how satisfied are you with the discussion you had with you colleagues about the Lyse of the future.
Participants respond on a 7-point likert scale.
Group level:
Group Engagement (video recording measure): The number of times the person contributing least has contributed to the discussion. Videos are transcribed by two external reviewers who are trained, who work independently and are blind to treatment assignment.
Group Performance (ppt measure): The output created by each group in the group-work session (Power Point presentation with suggestions) is evaluated in terms of value for the strategic question of the company by the HR department of the company who are blind to treatment assignment.
Group Creativity: Creativity is measured using the “Unusual Uses Task” developed by Guilford (1967) using the construct definition from Bradler et al. (2019).
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After
Primary Outcomes (explanation)
Individual level:
Employee Engagement (survey measure): Employees’ self-reported engagement in the group task, measured using the following self-developed 3-item scale which has been piloted with students:
During the group discussion, I…”
1. saw myself as an important part of the discussion.
2. did my best to come up with good ideas
3. experienced the presentation as interesting
Participants respond on a 5-point likert scale.
Work Satisfaction (survey measure): Employees’ self-reported work-satisfaction engagement in the group task, measured using the Dolbier et al. (2005) item adapted to the group task:
All in all, how satisfied are you with the discussion you had with you colleagues about the Lyse of the future.
Participants respond on a 7-point likert scale.
Group level:
Group Engagement (video recording measure): The number of times the person contributing least has contributed to the discussion. Videos are transcribed by two external reviewers who are trained, who work independently and are blind to treatment assignment.
Group Performance (ppt measure): The output created by each group in the group-work session (Power Point presentation with suggestions) is evaluated in terms of value for the strategic question of the company by the HR department of the company who are blind to treatment assignment.
After receiving the first contributions of the work teams (being blind to treatment), we defined the following measures for group performance together with the HR department of the company:
Relevance to the strategy discussion:
Measured using the following 5 point scale:
5 We will definitely include this idea in the strategy discussion
4 We might include this idea in the strategy discussion
3 We will not include this concrete idea but the general topic in the strategy discussion
2 We will probably not consider this idea or the general topic in the strategy discussion
1 We will definitely not consider this idea or the general topic in the strategy discussion
Each work team’s score is the average score across ideas.
In addition, the HR department will evaluate the ideas based on originality.
Originality is measured using the following 5-point scale:
5 The proposed idea is novel, unique, exciting, brings up a new topic
4 The proposed idea is unusual, exciting, brings up a new aspect
3 The proposed idea is interesting
2 The proposed idea is interesting but has already been discussed in the company (is not new)
1 The proposed idea is common, mundane, boring.
We will use a second measure of group performance using the average across the work teams’ relevance and originality score.
Group Creativity: Creativity is measured using the “Unusual Uses Task” developed by Guilford (1967) using the construct definition from Bradler et al. (2019).
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Field
Keyword(s)
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Before
Behavior, Education, Firms And Productivity, Labor
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After
Behavior, Education, Firms And Productivity, Labor
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