Identidade com equipes de trabalho: Teoria e medida

Reis, Daniela Pinheiro dos; Puente-Palacios, Katia

doi:10.5935/1678-4669.20160017

Cited by 3 publications

(3 citation statements)

References 14 publications

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“…To verify the adequacy of the proposed predictive model, the data were collected using the work team identity scale (Reis and Puente-Palacios, 2016), the work team satisfaction scale (Puente-Palacios and Borges-Andrade, 2005) and the team performance scale (Puente-Palacios et al , 2016b). Two questionnaires were administered.…”

Section: Methodsmentioning

confidence: 99%

Team effectiveness: the predictive role of team identity

Reis¹,

Puente-Palacios

2019

RAUSP

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Purpose The purpose of this study was to identify the explanatory power of the affective, cognitive and evaluative aspects of identity with work teams in predicting team effectiveness, represented by the variables: satisfaction with the team, manager-assessed team performance and objective indicators of performance. Design/methodology/approach Data were collected from 131 work teams of a Brazilian public organization with units in all state capitals of the country. Work team identity scale, the work team satisfaction scale, the team performance scale and objective performance indicators collected based on the achievement of the goals set for the units that make up the organization were used. To test the predictive model, three regressions were conducted using the stepwise method. Findings Regression analysis results showed that the evaluative dimension explains about 6% of the performance assessment given by managers, whereas the affective dimension explains 63% of the satisfaction with work teams. No significant results were found for the objective performance indicators. Originality/value The observed findings demonstrate the pertinence of understanding the work team identity as a collective and multidimensional phenomenon, as well as the contribution of its different components in explaining variables that represent effectiveness.

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Section: Methodsmentioning

confidence: 99%

Team effectiveness: the predictive role of team identity

Reis¹,

Puente-Palacios

2019

RAUSP

Self Cite

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“…A work team generates positive synergy through a coordinated effort, in which individual efforts result in a level of performance more incredible than the sum of individual contributions (Ciampone & Peduzzi, 2000;Puente-Palacios & Brito, 2017). Its members have specific and unique roles, where each person's performance contributes to collective success (Reis & Puente-Palacios, 2016;Zaccaro et al, 2001). This collective success derives from the team's competencies, which arise when its members share their knowledge, skills, and attitudes, which will result in the construction of a collective arrangement (Puente-Palacios & Brito, 2017).…”

Section: Fashion Design Teamsmentioning

confidence: 99%

Explanatory factors of collective competencies in fashion design teams

et al. 2022

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This article aims to identify the explanatory factors of collective competencies in fashiondesign teams using a survey of 22 fashion designers from Santa Catarina. Exploratory factordata analysis and analysis of variance techniques were applied. The results showed fourexplanatory factors: collective spirit, interaction, cooperation, and relationship. Our findingsmade evident how relevant these factors are in the composition and formation of groups,manifesting themselves as descriptive and essential attributes for collective competencies.The synergistic combination of the factors allows the teams to develop shared actions infavor of work organization based on interactions and visions, which, although distinct, canbe shared.

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“…A new perspective that has been discussed within this theme, addresses that performance evaluation facilitates team integration and management, making it possible to analyze not only the individual but also the collective performance (Santos et al 2019). The objective behind team performance assessment is focused on generating research, providing feedback, training development, and long-term planning (Salas et al, 2017), as work teams need to work in complex and dynamic environments (Reis & Puente-Palacios, 2016).…”

Section: Introductionmentioning

confidence: 99%

A management instrument for team performance evaluation

Silva

Ghedine

Pereira

et al. 2021

Rev. Prod. Desenvolv.

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Purpose: This article aims to develop an instrument to assess the collective performance of work teams' production. Associated with this, this evaluation instrument is applied to two production teams from the same company in Santa Catarina, to validate it. Methodology: The study is characterized as descriptive, quantitative and survey strategy. In order to develop the performance evaluation instrument, the literature review presented was taken as a starting point to guide the selection of the 10 indicators and 30 evaluation criteria enabling the elaboration f the questionnaire. Results: In general, it is possible to observe that the teams performed “good” in most of their indicators, and none of the indicators showed “poor”, “bad” or “regular” evaluations. It is suggested to develop some strategies to overcome the weakness shown by the communication indicator in both teams. Regarding the use of the instrument, it proved to be adequate to assess the collective performance, pointing out its strengths and weaknesses. Limitation: Singularity of application in a single company, not allowing generalizations to be made to other production teams. Originality: The proposal of an instrument to evaluate production teams ‘performance, indicating the team’s strengths and weaknesses.

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Identidade com equipes de trabalho: Teoria e medida

Cited by 3 publications

References 14 publications

Team effectiveness: the predictive role of team identity

Team effectiveness: the predictive role of team identity

Explanatory factors of collective competencies in fashion design teams

A management instrument for team performance evaluation

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