Team effectiveness: the predictive role of team identity

Abstract

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.

The Power of Empowerment: Predictors and Benefits of Shared Leadership in Organizations

“…A large body of organizational research has evidenced the resulting benefits of these social identities, including employee performance, team satisfaction, and TE (e.g., Tanghe et al, 2010;Steffens et al, 2014;Reis and Puente-Palacios, 2019). Furthermore, a meta-analysis has shown that when employees identify strongly with their team or organization, this also benefited their health and well-being (Steffens et al, 2017).…”

Relationship between team learning and team effectiveness

“…In relation to predicting satisfaction, it is important to highlight that this is one of the effective results most-studied in the team context, being explained by meso level and individual level variables (Mathieu et al, 2008;Reis and Puente-Palacios, 2019). Although the literature of the area indicates that this is a phenomenon at the micro-level, as it is about individuals' perceptions about their team, the construct was operationalized as a collective score.…”

“…A number of studies in this area (Mathieu et al, 2008;Reis and Puente-Palacios, 2019) demonstrate the pertinence of adopting satisfaction as evidence of success in the functioning of a team or team effectiveness criterion. It should also be pointed out that scholars of this field defend the link between learning behaviors and satisfaction, as presented in the learning model proposed by Van den Bossche et al (2011).…”

“…Another practical contribution relates to team effectiveness. In this study, member satisfaction with the team was adopted as a criterion of effectiveness, following the guidelines of area authors (Lacerenza et al, 2018;Reis and Puente-Palacios, 2019) and this was derived, at least partially, from the learning process. Thus, team managers should also pay attention to the levels of worker satisfaction with these performance units and remember that they result both from individual perceptions about learning behaviors and from shared cognitions about the presence of those behaviors.…”