Linking Positive Psychological Capital to Team Effectiveness through Team Learning Behaviors

This cross-sectional study examined the mediator role of global and multidimensional team learning behaviors in the relation between positive psychological capital (PsyCap) and multiple team effectiveness criteria (team performance, team member satisfaction,and team viability). The sample comprised 190 employees working in 20 teams activating in various fields of activity. Findings indicate thetotally mediating effect of global team learning behaviors on the relation between PsyCap and team satisfaction.Furthermore, PsyCap enhancesteam performance and team member satisfaction as team effectiveness criteria through fewindividual team learning behaviors.

Relationships of role differentiation, cohesion, team member satisfaction and perceived group performance

The purpose of the present research was to investigate the structural relationships of role differentiation, cohesion, team member satisfaction, and perceived group performance and to examine the moderating effects of barrack’s structure and squad leader’s initiating structure in these relationships. A total of 924 ROK Army soldiers participated in this research and data were collected through survey. Results of the structural equation modeling analysis showed that role differentiation was positively related to cohesion, team member satisfaction, and perceived group performance, respectively. Also, cohesion mediated the relationships between role differentiation and team member satisfaction as well as between role differentiation and perceived group performance. The moderating effect of barrack’s structure in the relationship between role differentiation and team member satisfaction was significant, suggesting that team member satisfaction was higher in the hierarchical barrack than in the horizontal barrack when soldiers perceived that the role differentiation was high. The moderating effect of squad leader’s initiating structure in the relationship between role differentiation and perceived group performance was also significant, suggesting that the relationship between role differentiation and perceived group performance was stronger when squad leader’s initiating structure was high than low. Lastly, the results, implications, and limitations of this research were discussed.

Task Characteristics and Team Performance: The Mediating Effect of Team Member Satisfaction

Team design characteristics are important antecedents in Input-Process-Outcome models. The aim of this study was to explore the relationships among traditional task characteristics (task meaningfulness, autonomy, and feedback), team performance, and team member satisfaction within the same framework. We collected data from 382 members and 100 managers of 100 teams. The results of structural equation analysis partly supported our theoretical framework. Team member satisfaction mediated the effects of task autonomy and feedback on the team performance. Task meaningfulness had a directly positive effect on team performance. These results draw attention to the different effects of the aspects of traditional task characteristics and the satisfaction-performance relationship in a team context.