“…Though teams are frequently reported to fail (Hackman, 1990), and employee resistance has long been recognized as a key constraint on the success of organizational change initiatives (Odiorne, 1981), it is only recently that employee attitudes towards working in teams have been empirically investigated. Factors that have been found to influence employees' attitudes towards working in teams include dispositional explanations, such as a low tolerance for change (Kirkman et al, 2000) and cultural values Shapiro, 1997, 2001), as well as the situational variables of justice perceptions (Kirkman et al, 1996;Kirkman et al, 2000;Shapiro and Kirkman, 1999), managerial support for team decision making, role clarity, workload distribution and team social support (Jones and Lindley, 1998) and trust (Kirkman et al, 2000).…”