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首页> 外文期刊>IEEE Transactions on Professional Communication >Ingroup Dynamics and Perceived Effectiveness of Partially Distributed Teams
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Ingroup Dynamics and Perceived Effectiveness of Partially Distributed Teams

机译：组内动力学和部分分布式团队的感知效率

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Research problem: Partially distributed teams (PDTs) are virtual teams that consist of at least two distinct geographically dispersed subgroups that communicate mainly through information and communication technology (ICT). As such teams become increasingly prevalent, it is important to understand how to manage them to maximize team effectiveness. The perceptions of effectiveness of PDTs may be significantly decreased when they are characterized by ingroup dynamics, consisting of preferential attitudes and actions toward collocated members, with accompanying conflict and lack of trust in regard to the distant subteam(s). Research questions: Do ingroup dynamics negatively impact perceptions of effectiveness in PDTs and, if so, how strongly? What factors can lessen ingroup dynamics-specifically, can training or reliable ICT support decrease ingroup dynamics? Does organizational context affect these relationships? Does whether or not the PDT is international affect these relationships? Does the number of subgroups in a PDT affect these relationships? Literature review: Social identity theory suggests how ingroup dynamics may emerge and create fault lines between subteams in a PDT. Effectiveness is defined in terms of process performance, which refers to how well the teamwork process has been undertaken. Prior research suggests that ICT reliability and training for work in distributed teams may decrease ingroup dynamics and improve effectiveness. International members, the specific organizational context, and the number of subteams per team might moderate these relationships. Methodology: An online survey of professionals with experience in PDTs was conducted, with two subsamples-one from a single large telecommunications company and one from a mix of organizations. Partial least squares regression was used to build and test a model of the relationships among the variables measured. Results: Ingroup dynamics have a strong negative relationship with perceived effectiveness. Overall, technology reliability and training significantly reduce ingroup dynamics. In the telecommunications company, training increased ingroup dynamics; thus, training may not always be beneficial, depending on organizational culture and the modes and types of training provided by a specific organization. Neither international membership on the team nor the number of subgroups per team was a significant multigroup moderator on any path in our model. Conclusions: These results help to extend social identity theory into this domain as they elucidate specifically that ICT reliability and training promote effectiveness of PDTs and that ingroup dynamics affect the perceptions of effectiveness in such teams. The results give managers guidance on what issues of PDTs to focus on to promote the effectiveness of PDTs.
机译：研究问题：部分分布式团队（PDT）是虚拟团队，由至少两个不同的地理上分散的子组组成，这些子组主要通过信息和通信技术（ICT）进行通信。随着这样的团队变得越来越普遍，了解如何管理它们以最大化团队效率非常重要。当PDT具有群体动态特征时，PDT的有效性感知可能会大大降低，群体动态包括对并置成员的优先态度和行动，伴随的冲突和对远方子团队的不信任。研究问题：群体动态是否会对PDT的有效性产生负面影响？哪些因素可以减少群体动态，具体而言，培训或可靠的ICT支持能否减少群体动态？组织环境会影响这些关系吗？ PDT是否具有国际性会影响这些关系吗？ PDT中子组的数量是否会影响这些关系？文献综述：社会认同理论提出了群体动力可能如何出现并在PDT的子团队之间产生断层线。有效性是根据流程绩效定义的，流程绩效是指团队合作流程的执行情况。先前的研究表明，ICT可靠性和对分布式团队工作的培训可能会降低团队动态并提高有效性。国际成员，特定的组织环境以及每个团队的子团队数量可能会缓和这些关系。方法：对具有PDT经验的专业人员进行了在线调查，其中包括两个子样本，一个来自一家大型电信公司，另一个来自多个组织。使用偏最小二乘回归来构建和测试所测变量之间的关系模型。结果：小组内动态与感知的效果之间存在强烈的负相关关系。总体而言，技术的可靠性和培训显着降低了团体内的动力。在电信公司中，培训增加了团队内动态；因此，取决于组织文化以及特定组织提供的培训模式和类型，培训可能并不总是有益的。在我们模型的任何路径上，团队的国际成员资格或每个团队的子组数量都不是重要的多组主持人。结论：这些结果有助于将社会认同理论扩展到这一领域，因为它们明确阐明了ICT的可靠性和培训可提高PDT的有效性，而群体动态会影响此类团队对有效性的看法。结果为管理人员提供了有关PDT哪些问题的指南，以重点提高PDT的有效性。

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