RELATIONS BETWEEN WORK TEAM CHARACTERISTICS AND EFFECTIVENESS: A REPLICATION AND EXTENSION

Authors


  • Paul R. Sackett was the acting editor for this manuscript. The authors thank Catherine Higgs at Allstate Insurance Company for her ideas and support. Thanks also to Robert Liden and his colleagues associated with the University of Illinois Center for Human Resource Management for help with the data collection and comments on the paper. Finally, thanks to the managers and employees who participated in the study and to the three anonymous reviewers for their constructive comments.

and requestsfor reprints should be addressed to Michael A. Campion, Krannert School of Management, Purdue University, West Lafayette IN 47907-1310.

Abstract

Previous research has demonstrated that work team characteristics can be related to effectiveness (Campion, Medsker, & Higgs, 1993). This study provides a replication with professional knowledge worker jobs, different measures of effectiveness, and work units that varied in the degree to which members identified as a team. Data were collected from 357 employees, 93 managers, and archival records for 60 teams in a financial services organization. Team characteristics were measured with questionnaires completed by employees and managers. Effectiveness measures included immediate manager judgments at two points in time, senior and peer manager judgments, employee judgments, and archival records of employee satisfaction and performance appraisals. Results were similar to previous findings in that most team characteristics were related to most effectiveness criteria. Relationships were strongest for process characteristics, followed by job design, context, interdependence, and other characteristics. Further, work units higher on single-team identity were higher on many team characteristics and effectiveness measures.

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