This study focuses on the good, the bad and the ugly of using videoconferencing for work-related meetings during the COVID-19 pandemic Using a text mining process and qualitative content analysis 

https://journals.sagepub.com/doi/pdf/10.1177/10464964211015286

Virtual Work Meetings During the COVID-19 Pandemic: The Good, Bad, and Ugly

The present research is aimed at clarifying meta-analytically the relation of so-called Dark Triad (DT; i.e., narcissism, Machiavellianism, or psychopathy) traits to factor analytic models covering the basic personality space. Unlike recent meta-analyses that investigated such relations at the bivariate level, we used 2-stage structural equation modeling (TSSEM) meta-analysis to explore the full complexity of structural relations between DT traits and the five-factor model (FFM) and HEXACO dimensions, as well as the higher-order personality factors labeled Alpha (or stability) and Beta (or plasticity). Based on pooled matrices, covering k = 108 samples with a total N of 40,818, our findings point to the following major conclusions: (a) common elements among DT traits constitute a higher-order factor D that is not covered by Alpha and Beta; (b) no common general factor underlies all 3 higher-order traits; (c) at the dimension level of DT and the FFM, there are cross-loadings from D onto agreeableness and conscientiousness, as well as from Beta onto narcissism; (d) after adding HEXACO dimensions, the higher-order structure remains basically intact, but the low pole of HEXACO honesty-humility becomes an integral part of higher-order D; and (e) moderator analyses of different DT measures largely reveal structural equivalence of original measures of single DT traits with the Short Dark Triad, but less so with the Dirty Dozen DT measure. Overall, the results appear to converge on a coherent picture of several pieces of information on the structure of "dark" and "bright" personality that were previously discussed in a piecemeal fashion. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

The place of the "Dark Triad" in general models of personality: Some meta-analytic clarification.

Video-conferencing is essential for many companies, but its limitations in conveying social cues can lead to ineffective meetings. We present MeetingCoach, an intelligent post-meeting feedback dashboard that summarizes contextual and behavioral meeting information. Through an exploratory survey (N=120), we identified important signals (e.g., turn taking, sentiment) and used these insights to create a wireframe dashboard. The design was evaluated with in situ participants (N=16) who helped identify the components they would prefer in a post-meeting dashboard. After recording video-conferencing meetings of eight teams over four weeks, we developed an AI system to quantify the meeting features and created personalized dashboards for each participant. Through interviews and surveys (N=23), we found that reviewing the dashboard helped improve attendees’ awareness of meeting dynamics, with implications for improved effectiveness and inclusivity. Based on our findings, we provide suggestions for future feedback system designs of video-conferencing meetings.

MeetingCoach: An Intelligent Dashboard for Supporting Effective & Inclusive Meetings

Workplace incivility refers to low-intensity negative behaviors that violate workplace norms of respect. Incivility is known to be a type of stressor in the workplace, with recent research drawing attention to how it may differentially affect employees with varying personality traits. Drawing from a stressor-strain theoretical framework, we examined the moderating effects of four of the Big Five personality traits (agreeableness, conscientiousness, neuroticism, and extraversion) on the relationship between individuals’ experienced incivility and their subsequent emotional exhaustion and perpetrated incivility toward others in the organization. Results from a 2-wave survey of 252 working adults indicate that personality traits moderated the relationship between the stressor of experienced incivility and the examined strains. Agreeableness strengthened the relationship between experienced incivility and the strains examined here. On the other hand, highly conscientious employees were less likely (than employees scoring low on this trait) to perpetrate incivility toward others or become emotionally exhausted in response to experiencing incivility. No moderating effects were found for the personality traits of neuroticism and extraversion. Implications for research and practice are discussed.

/pdf/effects-of-employee-personality-on-the-relationships-between-1rj12ny78n.pdf

Effects of employee personality on the relationships between experienced incivility, emotional exhaustion, and perpetrated incivility.

A primary goal of remote collaboration tools is to provide effective and inclusive meetings for all participants. To study meeting effectiveness and meeting inclusiveness, we first conducted a large-scale email survey (N=4,425; after filtering N=3,290) at a large technology company (pre-COVID-19); using this data we derived a multivariate model of meeting effectiveness and show how it correlates with meeting inclusiveness, participation, and feeling comfortable to contribute. We believe this is the first such model of meeting effectiveness and inclusiveness. The large size of the data provided the opportunity to analyze correlations that are specific to sub-populations such as the impact of video. The model shows the following factors are correlated with inclusiveness, effectiveness, participation, and feeling comfortable to contribute in meetings: sending a pre-meeting communication, sending a post-meeting summary, including a meeting agenda, attendee location, remote-only meeting, audio/video quality and reliability, video usage, and meeting size. The model and survey results give a quantitative understanding of how and where to improve meeting effectiveness and inclusiveness and what the potential returns are. 
Motivated by the email survey results, we implemented a post-meeting survey into a leading computer-mediated communication (CMC) system to directly measure meeting effectiveness and inclusiveness (during COVID-19). Using initial results based on internal flighting we created a similar model of effectiveness and inclusiveness, with many of the same findings as the email survey. This shows a method of measuring and understanding these metrics which are both practical and useful in a commercial CMC system.

Meeting Effectiveness and Inclusiveness in Remote Collaboration

The purpose of this study is to provide a deeper understanding of uncivil meeting behaviors (UMBs) by exploring their frequency, potential predictors, and perceived impact on meeting outcomes. Five forms of UMBs were identified and examined. Key situational variables (meeting characteristics) and individual differences (Big Five factors and the Dark Triad of personality) were explored as potential predictors of UMBs. We collected data from two independent samples of meeting participants (N
 s
  = 345, 170) via two online surveys. We used confirmatory factor analysis, correlations, hierarchical multiple regressions, and relative weight analyses to analyze the data. The findings demonstrated that attendees’ perceptions of UMBs were linked to lower ratings of meeting satisfaction and effectiveness. In particular, the ratings were most affected by the observation of attendees who did not participate actively and who showed inappropriate interpersonal behavior. Results further suggest situational variables (meeting purpose and meeting norms) and individual differences (narcissism, psychopathy, and agreeableness) as potential predictors of UMBs. By showing the consequences of UMBs on meeting outcomes and by providing insights into potential causes of engagement in UMBs, this study offers valuable input for running and leading work meetings. No previous study has empirically examined how different forms of UMBs affect meeting outcomes. Additionally, the paper introduces situational and personality variables that may act as potential predictors of UMBs.

Incivility in Meetings: Predictors and Outcomes

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Incivility in Meetings: Predictors and Outcomes