scholarly journals Personality Traits Composition and Team Performance

2020 ◽  
Vol 25 (3) ◽  
pp. 33
Author(s):  
Svetlana Radović ◽  
Jelena Sladojević Matić ◽  
Goran Opačić
Keyword(s):  
Personality Traits ◽  
Team Performance ◽  
Work Performance ◽  
Group Performance ◽  
Research Question ◽  
Group Processes ◽  
Team Work ◽  
Personality Factors ◽  
Personality Factor ◽  
Team Members

Research Question: This paper investigates a relationship between the composition of personality traits of team members and teamwork performance as well as team behavioural competences. Motivation: Our primary motivation was to link and integrate organizational psychology and the field of management science. The study builds on existing literature that highlights the influence of personality factors and their composition on group processes. As stated in the literature, personality traits determine individual behaviour in work environment and therefore influence group processes and group performance (Barric, Steward, Neubert, & Mount, 1998). According to that, if we can determine such combinations of personality traits of team members that contribute to better or worse team performance, we can raise the team’s efficiency to a maximum. Idea: The main idea of ​​the research was to examine whether there is a combination of personality traits in a team that influences team performance. The importance of this topic is reflected in the increasing attention paid by organizations to working teams and their formation in order to increase productivity, so the adequate selection criteria of team members is of great importance. Data: The research was conducted in one Telecommunication Company. The final sample consisted of 20 teams formed by 87 subjects (42 male and 45 female). Every team consisted of 4-6 members and the team supervisor. The teams were generally similar in terms of education. Tools: Personality traits of team members were measured with the instrument based on the Big five model. We used the average values of the team member’s personality traits as the predictors, and team work performance as criteria. Beside descriptive statistics, we used correlation analysis and canonical and quasi canonical correlation analyses. Findings: Our findings mostly agree with similar studies in other countries - the average group result of Extraversion and Openness proved to be very important for the teamwork performance. The results strongly support the existence of one general personality factor which is connected to the teamwork performance. It therefore confirms a hypothesis that adequately formed teams contribute considerably to the success of an organization. Contribution: Perhaps the most important contribution of this paper lies in the fact that there are very few similar studies in our area and including our population, and the practical implications for management are huge.

scholarly journals Million dollar personality: a systematic literature review on personality in crowdfunding

2021 ◽  
Author(s):  
Julia Neuhaus ◽  
Andrew Isaak ◽  
Denefa Bostandzic
Keyword(s):  
Literature Review ◽  
Personality Traits ◽  
Research Question ◽  
Dark Triad ◽  
Third Party ◽  
Future Research ◽  
Personality Factors ◽  
Individual Level ◽  
Replication Studies ◽  
The Relationship

AbstractExpressed personality traits can play a pivotal role in convincing investors in crowdfunding. Our study answers the research question: What is the current body of knowledge regarding the relationship between personality factors and crowdfunding success and where are knowledge gaps where the literature is silent? In our literature review, we therefore analyze and categorize (1) the results provided by quantitative studies on the relationship between the personality of entrepreneurs and crowdfunding success and (2) the research gaps identified by the authors investigating personality in crowdfunding. We find that studies investigating the entrepreneur's personality, i.e. the Big Five, other baseline personality traits (self-efficacy, innovativeness, locus of control, and need for achievement) and the Dark Triad, find positive relationships between openness and crowdfunding success, while narcissism shows an inverted u-shaped relationship with crowdfunding success across articles. However, the effects of other personality traits on crowdfunding success are largely inconclusive. Further, we identify four main gaps in the literature. First, future studies should examine non-linear relationships between expressed personality traits and crowdfunding success. Second, there is a need for more studies that employ different methods like qualitative or mixed-method approaches. Third, replication studies in similar and different contexts are urgently needed. Fourth, a plurality of personality perspectives would strengthen future research (e.g., investor perspective, third party perspective). To our knowledge this is the first literature review of personality traits in crowdfunding. Our work aims to enrich our understanding of individual-level components in the underexplored alternative finance market.

The Effect of Conflict and Knowledge Sharing on the Information Technology Project Team Performance

2020 ◽  
Vol 16 (1) ◽  
pp. 1-20
Author(s):  
Barbara Hewitt ◽  
Diane B. Walz ◽  
Alexander McLeod
Keyword(s):  
Information Technology ◽  
Knowledge Sharing ◽  
Team Performance ◽  
Group Processes ◽  
Project Team ◽  
Team Members ◽  
Technology Project ◽  
Proposed Model ◽  
It Project ◽  
Information Technology Project

The existent literature lacks papers that explored the proposed model, which examines how process, relationship, and task conflict impacts knowledge sharing and the subsequently perceived team performance in the information technology (IT) development process. The proposed research model adds knowledge sharing to prior studies that explored how the types of conflict impacted team performance. The hypotheses were tested using a field survey, which was distributed to IT project team members. While team members who experience task conflicts tend to share more knowledge and perform better, members who experience more process or relationship conflicts are less likely to share knowledge, and the team performance is also impacted. The results offer insights to explain how the different types of conflict can affect knowledge sharing and subsequently group processes within IT project teams and, ultimately, improve or degrade performance.

The Effect of Team Work Quality on Team Performance in Global Software Engineering

2019 ◽  
pp. 322-331
Author(s):  
Mazni Omar ◽  
Mawarny Md Rejab ◽  
Mazida Ahmad
Keyword(s):  
Software Engineering ◽  
Team Performance ◽  
High Performance ◽  
Team Work ◽  
Team Members ◽  
Geographically Dispersed ◽  
Data Collection Process ◽  
Active Communication ◽  
Global Software Engineering ◽  
The Impact

Global software engineering (SE) has increased in popularity and is now commonplace in most software organizations. This is due to the fact that business and technology have evolved, which has had an impact on the borderless world. As a consequence, software teams are often geographically dispersed, though they all have the same goal—to produce high-quality software. In order to achieve that goal, quality teamwork is important to build a high-performance team. This study aims to get an in-depth understanding of what quality teamwork is, as well as investigate how communication and socialization can have an impact on team performance. This study took a qualitative approach to the data collection process by carrying out interviews with three experts of agile distributed teams. The results of this study demonstrate that active communication stimulates socialization, and thus increases and maintains morale and motivation among team members. Future studies could focus on the impact of other quality teamwork, such as the influence of trust on team performance among global SE teams.

Chinese students’ group work performance: does team personality composition matter?

2019 ◽  
Vol 61 (3) ◽  
pp. 290-309
Author(s):  
Kwok Hung Lau ◽  
Qian Jin
Keyword(s):  
University Students ◽  
Personality Traits ◽  
Undergraduate Students ◽  
Group Work ◽  
Work Performance ◽  
Group Performance ◽  
Chinese Education ◽  
Content Type ◽  
Group Members ◽  
Team Personality

Purpose The purpose of this paper is to investigate if team personality composition has any effect on group work performance of undergraduate students in China. Design/methodology/approach Using a questionnaire based on the Big-Five framework to collect data on personality traits, this study investigated whether in the Chinese education setting overall effectiveness of university students working in groups was related to the different personalities of the group members. Students of two undergraduate business programs jointly run by an Australian university and a Chinese university in Shanghai participated in the research. Findings The findings reveal that aggregated personality traits have no effect on team effectiveness but homogeneity in emotional stability among group members does have a positive impact on group performance. Based on a comprehensive review of studies concerning the Chinese education approach, it is believed that the outcome of this study may reflect to a certain extent the influence of traditional learning method on how university students interact with team members in group work hence affecting group performance. Research limitations/implications This study has surveyed 166 undergraduate students on their personality traits and performance in group work. A larger sample size can help improve the generalizability of the findings. Practical implications The findings of this study shed light on how group work can be used more effectively in learning through proper assessment task design and guidance from the facilitator. Social implications The outcome of this research also provides insight on how group work in higher education can better prepare students for the Chinese workforce. Originality/value While studies on relationship between personality mix and team effectiveness in business setting are plenty, there is relatively little research on how team personality composition can impact on group performance in education especially in Asian countries. This study is one of the first attempts to supplement the inadequacy in this regard.

Being open matters: the antecedents and consequences of cross-understanding in teams

2015 ◽  
Vol 21 (1/2) ◽  
pp. 6-18 ◽  
Author(s):  
Nicoleta Meslec ◽  
Daniel Graff
Keyword(s):  
Team Performance ◽  
Group Performance ◽  
Empirical Support ◽  
Future Research ◽  
Cognitive Diversity ◽  
Team Cognition ◽  
Content Type ◽  
Team Members ◽  
Resampling Procedure ◽  
Antecedents And Consequences

Purpose – The aim of the current paper is to explore the role of cross-understanding as a mediator between openness to cognitive experience and reflective communication cognitions on the one hand and team performance on the other hand using the input-mediator-output-input (IMOI) model as a framework (Ilgen et al., 2005). Design/methodology/approach – The sample consisted of 156 participants organized in 37 student teams. Two mediation models were estimated while using a nonparametric resampling procedure of bootstrapping developed by Hayes (2012). Findings – Cross-understanding positively mediates the relation between openness to cognitive diversity and team performance and the relation between reflective communication cognition and team performance. Reflective communication cognition has a direct and negative relation to team performance. Additionally, the percentage of women within groups positively relates to group performance. Research limitations/implications – Future research could explore the validity of this model in other organizational settings and while using different indicators for team performance. Practical implications – Practitioners should encourage an open climate toward knowledge diversity and different perspectives within teams, as this might create the optimal conditions for cross-understanding to emerge. Team members should also be encouraged to learn not only about the knowledge of other team members but also about their beliefs, preferences and things they are sensitive to, as this awareness is beneficial for the overall team performance. Originality/value – This paper contributes to the team cognition literature by bringing empirical support for a relatively less investigated concept: cross-understanding. The paper establishes its relation to team performance and two of its potential antecedents – openness to cognitive diversity and reflective communication cognition.

scholarly journals Resting-State Functional Brain Connectivity Best Predicts the Personality Dimension of Openness to Experience

2018 ◽  
Vol 1 ◽  
Author(s):  
Julien Dubois ◽  
Paola Galdi ◽  
Yanting Han ◽  
Lynn K. Paul ◽  
Ralph Adolphs
Keyword(s):  
Personality Traits ◽  
Resting State ◽  
Small Sample ◽  
Openness To Experience ◽  
Fmri Data ◽  
Personality Factors ◽  
Personality Factor ◽  
Personality Dimension ◽  
Human Connectome Project ◽  
Neuroimaging Data

AbstractPersonality neuroscience aims to find associations between brain measures and personality traits. Findings to date have been severely limited by a number of factors, including small sample size and omission of out-of-sample prediction. We capitalized on the recent availability of a large database, together with the emergence of specific criteria for best practices in neuroimaging studies of individual differences. We analyzed resting-state functional magnetic resonance imaging (fMRI) data from 884 young healthy adults in the Human Connectome Project database. We attempted to predict personality traits from the “Big Five,” as assessed with the Neuroticism/Extraversion/Openness Five-Factor Inventory test, using individual functional connectivity matrices. After regressing out potential confounds (such as age, sex, handedness, and fluid intelligence), we used a cross-validated framework, together with test-retest replication (across two sessions of resting-state fMRI for each subject), to quantify how well the neuroimaging data could predict each of the five personality factors. We tested three different (published) denoising strategies for the fMRI data, two intersubject alignment and brain parcellation schemes, and three different linear models for prediction. As measurement noise is known to moderate statistical relationships, we performed final prediction analyses using average connectivity across both imaging sessions (1 hr of data), with the analysis pipeline that yielded the highest predictability overall. Across all results (test/retest; three denoising strategies; two alignment schemes; three models), Openness to experience emerged as the only reliably predicted personality factor. Using the full hour of resting-state data and the best pipeline, we could predict Openness to experience (NEOFAC_O:r=.24,R2=.024) almost as well as we could predict the score on a 24-item intelligence test (PMAT24_A_CR:r=.26,R2=.044). Other factors (Extraversion, Neuroticism, Agreeableness, and Conscientiousness) yielded weaker predictions across results that were not statistically significant under permutation testing. We also derived two superordinate personality factors (“α” and “β”) from a principal components analysis of the Neuroticism/Extraversion/Openness Five-Factor Inventory factor scores, thereby reducing noise and enhancing the precision of these measures of personality. We could account for 5% of the variance in the β superordinate factor (r=.27,R2=.050), which loads highly on Openness to experience. We conclude with a discussion of the potential for predicting personality from neuroimaging data and make specific recommendations for the field.

scholarly journals Hierarchical cultural values predict success and mortality in high-stakes teams

2015 ◽  
Vol 112 (5) ◽  
pp. 1338-1343 ◽  
Author(s):  
Eric M. Anicich ◽  
Roderick I. Swaab ◽  
Adam D. Galinsky
Keyword(s):  
Cultural Values ◽  
Group Performance ◽  
Group Processes ◽  
High Stakes ◽  
Team Coordination ◽  
Team Members ◽  
Country Level ◽  
Himalayan Mountain ◽  
Mountain Climbers

Functional accounts of hierarchy propose that hierarchy increases group coordination and reduces conflict. In contrast, dysfunctional accounts claim that hierarchy impairs performance by preventing low-ranking team members from voicing their potentially valuable perspectives and insights. The current research presents evidence for both the functional and dysfunctional accounts of hierarchy within the same dataset. Specifically, we offer empirical evidence that hierarchical cultural values affect the outcomes of teams in high-stakes environments through group processes. Experimental data from a sample of expert mountain climbers from 27 countries confirmed that climbers expect that a hierarchical culture leads to improved team coordination among climbing teams, but impaired psychological safety and information sharing compared with an egalitarian culture. An archival analysis of 30,625 Himalayan mountain climbers from 56 countries on 5,104 expeditions found that hierarchy both elevated and killed in the Himalayas: Expeditions from more hierarchical countries had more climbers reach the summit, but also more climbers die along the way. Importantly, we established the role of group processes by showing that these effects occurred only for group, but not solo, expeditions. These findings were robust to controlling for environmental factors, risk preferences, expedition-level characteristics, country-level characteristics, and other cultural values. Overall, this research demonstrates that endorsing cultural values related to hierarchy can simultaneously improve and undermine group performance.

scholarly journals What can the Instinctive Drive system™ Offer the Workplace? A Qualitative Exploration

2006 ◽  
Vol 1 (2) ◽  
Author(s):  
Anneke Fitzgerald ◽  
Ann Dadich ◽  
John Fitzgerald
Keyword(s):  
Team Performance ◽  
Personal Development ◽  
Quantitative Research ◽  
Group Performance ◽  
Personal Responsibility ◽  
Individual Performance ◽  
Personal Attributes ◽  
Future Research ◽  
Team Members ◽  
Inherent Value

Despite the potential benefits afforded by teamwork within the workplace, it can be difficult for employers and senior personnel to establish and maintain teams that gel. It is a juggling act involving the delicate interplay of organisational goals and interpersonal dynamics. In the pursuit of enhancing team performance within the workplace, organisational and psychological literature has concentrated on the personal attributes of individual team members, as well as relevant societal factors. However, one area that is receiving increasing attention is the influence of the innate abilities of individual team members – those natural qualities that are constant and invariable. The Instinctive Drive (I.D.) system™ offers a method for gauging individual instinctive drives, and recent quantitative research affirms that the tool is statistically reliable and valid. However, for the purpose of thoroughness, it is important to triangulate these quantitative findings with qualitative research. It is thus the purpose of this paper to qualitatively investigate the inherent value of the I.D. system™ among some of its users. More specifically, ten senior personnel and ten general employees were interviewed to explore the perceived influence of the I.D. system™ on individual performance, group performance and leadership. This consultative process was guided by a semi-structured open-ended interview schedule. Consequent research material was analysed for emerging themes, using an interpretive and a reflexive approach. Collectively, the interviewees recognised great value in the I.D. system™. It was a catalyst for greater communication between co-workers and with clients; it served as a window, providing users with an improved understanding of themselves and of others; it also initiated personal development as well as team development. These views were juxtaposed by a few unfavourable sentiments. Some for instance, warned that the use of this taxonomy might negatively stereotype individuals. Conversely, its focus on innate abilities may provide individuals with an opportunity to abdicate personal responsibility. Despite these potential shortcomings, the qualitative material presented in this paper complements previous quantitative research on the I.D. system™, and thus affirms its inherent value. This has important repercussions for business and behavioural sciences, particularly those efforts to improve team performance within the workplace. It highlights the need to focus future research endeavours on tools that not only expound individual difference, but also facilitate effective dialogue.

scholarly journals Exploring the Effect of Songs of Various Genres on Young Adults’ Thoughts, Feelings and Actions

2015 ◽  
Vol 3 (2) ◽  
Author(s):  
Ms Aheli Chakraborty ◽  
Dr. Durgesh K. Upadhyay ◽  
Prof. (Dr.) Manju Agrawal
Keyword(s):  
Young Adults ◽  
Personality Traits ◽  
Young Adulthood ◽  
Big Five ◽  
Well Being ◽  
Personality Factors ◽  
Personality Factor ◽  
Age Group ◽  
Big Five Inventory ◽  
Action Tendencies

The purpose of this study was to find out whether songs (with lyrics) of various genres had any effect on the thoughts (cognitive), feelings (affective) and actions (conative) of young adults with varied personality traits. This study further examined which personality factor was more associated with thoughts, feelings and action tendencies generated through songs of various genres. A sample of 60 young adults (30 boys and 30 girls) of age group 18-27 years, pursuing graduation and post-graduation degrees from Amity University, Lucknow campus were selected. Tools used were Big Five Inventory (by John & Srivastava) and a 4-point Cognitive, Affective and Conative (CAC) scale (developed by Authors). Findings provide insights about the significance of music as media in day-to-day lives of young adults, particularly on their cognition and the amount of affect based on their personality factors. The time phrase i.e. young adulthood, what has been called the most crucial age, needs to be exposed to such music which does not only prove to be a source for chills and enjoyment but also which fosters its well-being.

scholarly journals In Leaders We Trust, or Should We? Supervisors’ Dark Triad Personality Traits and Ratings of Team Performance and Innovation

2021 ◽  
Vol 12 ◽  
Author(s):  
Oana C. Fodor ◽  
Petru L. Curşeu ◽  
Nicoleta Meslec
Keyword(s):  
Personality Traits ◽  
Performance Appraisal ◽  
Team Performance ◽  
Dark Triad ◽  
Team Members ◽  
Team Innovation ◽  
Mediating Role ◽  
Team Outcomes ◽  
Member Exchange ◽  
Supervisory Ratings

Our study tests in a sample of 87 organizational groups (297 employees and 87 supervisors) the mediating role of leader-member exchange (LMX) and collective narcissism in the relationship between supervisors’ dark triad (SDT) personality traits and ratings of team outcomes made by supervisors and team members. We show that LMX mediates the association between SDT and team performance and innovation as rated by team members, while collective narcissism mediates the association between SDT and supervisory ratings of team innovation and team performance. Moreover, collective narcissism also mediates the association between SDT and team innovation as rated by team members. Results show that team-level performance appraisal is influenced by supervisory attributes and that the quality of relational exchanges and collective narcissism are plausible mechanisms explaining this association. The use of supervisory ratings of team outcomes in empirical research should also account for the supervisory attributes.

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