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Team personality composition and team effectiveness in the virtual context: The role of degree of virtualness and time.

机译：虚拟环境中的团队个性组成和团队有效性：虚拟度和时间的作用。

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摘要

Virtual teams are extensively used in the workplace. Virtual teams are generally conceptualized as a group of people who are geographically dispersed, perform interdependent tasks, and coordinate their work primarily with various electronic information and communication media (e.g., telephone, fax, e-mail, teleconferencing, videoconferencing; Potter & Balthazard, 2002). Although research on virtual teams is increasing, one area that requires more research concerns virtual team composition and particularly the role of personality in virtual teams (Martins, Gilson, & Maynard, 2004). Indeed, scholars have studied the role of team member personality in traditional face-to-face (FTF) teams, but very few studies have extended this work to virtual teams. The present study sought to investigate the role of personality characteristics in team effectiveness (i.e., team performance, satisfaction, commitment and viability) and how that relationship is influenced by the team's degree of virtualness and the course of time. In this dissertation, theoretically-driven hypotheses made specific predictions about the way in which team-level personality should be operationalized depending on the nature of the trait and the criterion of interest. The study employed a between-subjects design where 161 participants were randomly assigned to 45 teams (17 FTF, 13 hybrid, and 15 virtual) and were asked to work on a task for four consecutive weeks. Team effectiveness criteria were measured both midway through and upon completion of the study. Results showed that mean levels of agreeableness, extraversion, and honesty-humility were related to affective outcomes in FTF teams; mean levels of conscientiousness and emotionality were related to affective outcomes in hybrid teams; virtual teams' mean conscientiousness was inversely related to team effectiveness criteria whereas virtual teams' mean extraversion, emotionality, openness to experience and honesty-humility was related to team effectiveness outcomes. Additionally, support was found for some of the moderating effects of degree of virtualness and time on the relationship between personality and team effectiveness criteria. Results and their implications are discussed.;Keywords. Personality, Teamwork, HEXACO, Virtual Teams, Team Effectiveness, Computer-mediated-communication.
机译：虚拟团队在工作场所广泛使用。虚拟团队通常被概念化为一群人，他们分散在不同的地理位置，执行相互依赖的任务，并主要与各种电子信息和通信媒体（例如电话，传真，电子邮件，电话会议，视频会议，Potter＆Baltazar， 2002）。尽管对虚拟团队的研究正在增长，但需要更多研究的领域涉及虚拟团队的组成，尤其是个性在虚拟团队中的作用（Martins，Gilson和Maynard，2004年）。确实，学者们已经研究了团队成员个性在传统面对面（FTF）团队中的作用，但是很少有研究将这项工作扩展到虚拟团队。本研究旨在研究人格特征在团队效能中的作用（即团队绩效，满意度，承诺和生存能力）以及这种关系如何受到团队的虚拟程度和时间进程的影响。在本文中，理论驱动的假设根据特质的性质和兴趣标准对团队级别人格应该如何操作进行了具体的预测。该研究采用对象间设计，其中161名参与者被随机分配到45个团队（17个FTF，13个混合动力和15个虚拟）中，并被要求连续四个星期完成一项任务。在研究中途和完成时均测量团队效力标准。结果表明，在FTF小组中，平均的同意程度，外向性和诚实谦逊与情感效果有关。混合团队的尽责程度和情感平均水平与情感结果有关；虚拟团队的平均责任心与团队效率标准成反比，而虚拟团队的平均性格外向，情绪化，开放性和诚实谦逊与团队效率结果相关。此外，还发现了虚拟度和时间对人格与团队效能标准之间关系的某些调节作用的支持。讨论了结果及其含义。个性，团队合作，HEXACO，虚拟团队，团队效率，计算机媒介沟通。

著录项

  • 作者

    Vasilatos, Ourania R.;

  • 作者单位

    Hofstra University.;

  • 授予单位 Hofstra University.;
  • 学科 Psychology Social.;Psychology Personality.;Sociology Organizational.;Psychology Industrial.;Business Administration Management.
  • 学位 Ph.D.
  • 年度 2010
  • 页码 288 p.
  • 总页数 288
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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