Reflexiviteit van teams: ontwikkeling van een instrument

2005 ◽  
Vol 18 (2) ◽  
Author(s):  
Michaéla C. Schippers ◽  
Deanne N. Den Hartog ◽  
Paul L. Koopman
Keyword(s):  
Team Performance ◽  
Work Teams ◽  
Future Research ◽  
Positive Relationships ◽  
Factor Analyses ◽  
Two Factors ◽  
Two Measures

Team reflexivity: developing an instrument Team reflexivity: developing an instrument Michaéla C. Schippers, Deanne N. Den Hartog & Paul L. Koopman, Gedrag & Organsiatie, Volume 18, April 2005, nr. 2, pp. 83-102 Reflexivity – the extent to which teams reflect upon and modify their functioning - has been identified as an important factor in the effectiveness of work teams. In this article the results of a study among fifty-nine teams from fourteen different organizations are described. The aim was to develop a questionnaire to measure (aspects of) reflexivity. Confirmative factor analyses identified two factors of reflection: Evaluation/learning and discussing processes. Positive relationships between reflexivity and two measures of team performance were found. The implications and possible areas of future research are discussed.

Team Political Skill Composition as a Determinant of Team Cohesiveness and Performance

2015 ◽  
Vol 44 (3) ◽  
pp. 1001-1028 ◽  
Author(s):  
Elena Lvina ◽  
Gary Johns ◽  
Christian Vandenberghe
Keyword(s):  
Team Performance ◽  
Team Effectiveness ◽  
Work Teams ◽  
Team Building ◽  
Political Skill ◽  
Dark Side ◽  
Future Research ◽  
Team Cohesiveness ◽  
Skill Composition ◽  
Task Cohesion

This study examines the role of team political skill in predicting team effectiveness. Extending the current paradigm of individual political skill and contributing to the team effectiveness literature, we offer a theoretical framework for team political skill composition and test a model whereby task and social cohesion mediate the relationship between team political skill and team performance. On the basis of the results obtained from 189 student project teams and 28 business work teams, we demonstrate that team political skill benefits extend to groups. In both samples, team political skill directly related to subjective and objective team performance. Among several team political skill composition models, the interaction between the group skill mean and standard deviation (“skill strength”) was found to be the best predictor of team emergent states and outcomes. Team political skill was related to objective team performance via social and task cohesion in the student teams and via task cohesion in the work teams. Finally, we investigated the potential dark side of high team political skill but failed to support the too-much-of-a-good-thing hypothesis. Given the social focus of the construct, an aim for future research is to further understand how the composition of individual political skill influences team dynamics and outcomes. Multiple organizational implications extend to recruitment, training, development, and team building.

scholarly journals What We Know and What We Do Not Know about Trust in Work Teams: A Systematic Literature Review

2020 ◽  
Vol 5 (3) ◽  
Author(s):  
Catalina Diana Dumitru ◽  
Alexandra Mittelstadt
Keyword(s):  
Systematic Review ◽  
Team Performance ◽  
Work Teams ◽  
Future Research ◽  
Organizational Studies ◽  
Review Of The Literature ◽  
Research Gaps ◽  
Research Directions ◽  
Future Research Directions ◽  
And Control

Trust in work teams is a growing field of research. Numerous studies research trust in work teams in connection to team effectiveness and team performance. But this substantial amount of work lacks continuity and systematization in terms of conceptualization and operationalization. With this research project we take stock of the knowledge from previous studies and carry out a systematic review of the literature on trust in work teams. We analyze a total of 64 papers addressing trust in work teams, published between 1999 and 2019 (inclusive). In our review we focus on how trust in teams has been conceptualized and operationalized, how trust develops and is maintained in work teams, and on the tangled relationships between trust, distrust, and control. With this paper we contribute to the field of management and organizational studies by offering a theoretical framework of the antecedents of trust in work teams and by identifying current research gaps and future research directions. 

Development of a German-Language Questionnaire to Measure Collective Orientation as an Individual Attitude

2017 ◽  
Vol 76 (3) ◽  
pp. 91-105 ◽  
Author(s):  
Vera Hagemann
Keyword(s):  
Team Performance ◽  
Reliability And Validity ◽  
Future Research ◽  
German Language ◽  
Team Members ◽  
Collective Orientation ◽  
Team Research ◽  
German Speaking ◽  
Individual Variables ◽  
The Individual

Abstract. The individual attitudes of every single team member are important for team performance. Studies show that each team member’s collective orientation – that is, propensity to work in a collective manner in team settings – enhances the team’s interdependent teamwork. In the German-speaking countries, there was previously no instrument to measure collective orientation. So, I developed and validated a German-language instrument to measure collective orientation. In three studies (N = 1028), I tested the validity of the instrument in terms of its internal structure and relationships with other variables. The results confirm the reliability and validity of the instrument. The instrument also predicts team performance in terms of interdependent teamwork. I discuss differences in established individual variables in team research and the role of collective orientation in teams. In future research, the instrument can be applied to diagnose teamwork deficiencies and evaluate interventions for developing team members’ collective orientation.

Parasocial Interaction as More Than Friendship

2011 ◽  
Vol 23 (3) ◽  
pp. 122-132 ◽  
Author(s):  
Jayson L. Dibble ◽  
Sarah F. Rosaen
Keyword(s):  
Parasocial Interaction ◽  
Future Research ◽  
Two Measures ◽  
Traditional Approaches

This study supports the refinement of the concept of parasocial interaction (PSI) to apply to mediated personae that viewers might dislike. By contrast, traditional approaches have treated PSI as a sort of friendship with the mediated persona. Participants (N = 249) were randomly assigned to self-select a liked or disliked television persona. Various viewer reactions to that character were measured using two different measures of PSI. The data revealed that participants did experience PSI with disliked characters as well as liked characters, and that the two measures of PSI did not appear to assess the same construct. Implications for future research are discussed.

Questions

2018 ◽  
Author(s):  
James L. Gibson ◽  
Michael J. Nelson
Keyword(s):  
United States ◽  
African Americans ◽  
Supreme Court ◽  
Legal System ◽  
Public Support ◽  
The United States ◽  
Future Research ◽  
White Americans ◽  
Two Factors ◽  
The U.S

We have investigated the differences in support for the U.S. Supreme Court among black, Hispanic, and white Americans, catalogued the variation in African Americans’ group attachments and experiences with legal authorities, and examined how those latter two factors shape individuals’ support for the U.S. Supreme Court, that Court’s decisions, and for their local legal system. We take this opportunity to weave our findings together, taking stock of what we have learned from our analyses and what seem like fruitful paths for future research. In the process, we revisit Positivity Theory. We present a modified version of the theory that we hope will guide future inquiry on public support for courts, both in the United States and abroad.

Designing an Emergency Management Simulation Testbed to Investigate Incident Management Team Performance

2020 ◽  
Vol 64 (1) ◽  
pp. 1881-1885
Author(s):  
Changwon Son ◽  
Farzan Sasangohar ◽  
S. Camille Peres ◽  
Jukrin Moon
Keyword(s):  
Emergency Management ◽  
Team Performance ◽  
Real Life ◽  
Management Team ◽  
Future Research ◽  
Incident Management ◽  
Emergency Operations ◽  
Management Domain ◽  
Qualitative Approaches ◽  
Complex Phenomena

Investigating real-life disasters and crises has been challenging due to accompanying difficulties and risks posed by these complex phenomena. Previous research in the emergency management domain has largely relied on qualitative approaches to describe the event after it occurred. To facilitate investigations for more generalizable findings, this paper documents ongoing efforts to design an emergency management simulation testbed called Team Emergency Operations Simulation (TEOS) in which an incident management team (IMT) is situated. First, we describe the design process based on our previous work. Next, we present the overall description of TEOS including representative roles, tasks, and team environments. We also propose measures of team performance of the IMT and propose future research that can be realized through TEOS.

Mines in the End Zone: Are there Downsides to Team Performance?

2020 ◽  
Vol 23 ◽  
Author(s):  
Troy V. Mumford ◽  
M. Travis Maynard
Keyword(s):  
Team Performance ◽  
Role Overload ◽  
Future Research ◽  
Negative Consequences ◽  
Regression To The Mean ◽  
Occupational Psychology ◽  
Team Success ◽  
The Mean ◽  
Overconfidence Bias

Abstract Research on teams in organizations tends to focus on understanding the causes of team performance with a focus on how to enjoy the benefits of team success and avoid the negative consequences of team failure. This paper instead asks the question, ‘what are some of the negative consequences of team success?’ A review of the literature on teams is augmented with research from cognitive science, sociology, occupational psychology, and psychology to explore the potential negative long-term consequences of teamwork success. The general topics of groupthink, overconfidence bias, regression to the mean, role overload, and strategy calcification are reviewed while discussing the implications for future research streams and practical team management.

Discretionary Effort and the Performance Domain

2008 ◽  
Vol 1 ◽  
pp. 22-34 ◽  
Author(s):  
Rosemarie Lloyd
Keyword(s):  
Regression Analysis ◽  
Hierarchical Model ◽  
Future Research ◽  
Factor Analyses ◽  
Confirmatory Factor Analyses ◽  
Discretionary Effort ◽  
Confirmatory Factor ◽  
Explained Variance ◽  
Three Factor

AbstractThis study had two main aims. (1) To examine the role of discretionary effort (DE) in the multidimensional performance domain consisting of in-role behaviour (IRB) and organisational citizenship behaviour (OCB); and (2) to assess whether skills and autonomy are important predictors of DE and show variance in common with DE over and above IRB and OCB. A managers/supervisors sample (n = 476) and a sample with both managerial and nonmanagerial employees (n = 424) were employed. Confirmatory factor analyses showed that the three factor hierarchical model was superior compared to three other models tested, indicating that DE is a separate construct to both IRB and OCB but together with these forms part of the performance domain. Regression analysis showed that both skills and autonomy are important predictors of DE; however, only autonomy explained variance in DE over and above IRB, OCB and skills. Together these results add to the construct validity of DE. Implications and suggestions for future research are discussed.

Reciprocal Expertise Affirmation and Shared Expertise Perceptions in Work Teams: Their Implications for Coordinated Action and Team Performance

2012 ◽  
Vol 62 (3) ◽  
pp. 359-381 ◽  
Author(s):  
Hanneke Grutterink ◽  
Gerben S. Van der Vegt ◽  
Eric Molleman ◽  
Karen A. Jehn
Keyword(s):  
Team Performance ◽  
Work Teams ◽  
Coordinated Action

Knowledge Sharing, Social Relationships, and Contextual Performance

2015 ◽  
Vol 27 (2) ◽  
pp. 58-73 ◽  
Author(s):  
Jianping Peng ◽  
Jing Quan ◽  
Guoying Zhang ◽  
Alan J. Dubinsky
Keyword(s):  
Knowledge Sharing ◽  
Social Relationships ◽  
Positive Impact ◽  
Contextual Performance ◽  
Interpersonal Interaction ◽  
Future Research ◽  
Core Competitiveness ◽  
Two Factors ◽  
Sustained Innovation ◽  
It Training

A firm's core competitiveness results primarily from its ability to innovate. Knowledge sharing plays an important role in promoting sustained innovation. This research examines two factors that enable employee knowledge sharing. Using responses from a questionnaire that was distributed to professionals in a research and development (R&D) department of a Chinese commercial elevator firm, the investigation examines whether social relationships and contextual performance influence knowledge sharing through the moderating effect of employee IT competence. Study findings reveal that social relationships—which include both the degree of centrality of the employee's social network and frequency of interpersonal interaction—and employee contextual performance have a significant positive impact on knowledge sharing. This association, however, is found to be positively moderated by employee IT competence. The findings provide managerial and future research insights pertaining to promoting knowledge sharing by enhancing employee social relationships, rewarding contextual performance, and providing regular IT training for employees.

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