Selecting Individuals in Team Settings: The Importance of Social Skills, Personality Characteristics, and Teamwork Knowledge (original) (raw)
Work teams: Selecting members for optimal performance
Canadian Psychology, 1998
Teams are a growing phenomenon in the Canadian workplace as organizations face constant pressure to flatten the traditional hierarchy and maintain a structure that allows constant adaptation to the changing business environment. When teams are successful they have the potential of providing many benefits such as increased flexibility and creativity. However, when teams fail, they waste considerable resources. Therefore, organizations need to be concerned with maximizing the probability of team success. One of the simplest ways of doing this is to focus on team membership. Personality, which has been shown to contribute to the prediction of individual performance may also have a role in predicting team performance. The purpose of this paper is to establish what we currently know about personality as an individual and team selection measure, to establish a systematic research plan for team selection using personality, and to suggest the implications of what we do know about personality as a team selection measure.
Personality in teams: Its relationship to social cohesion, task cohesion, and team performance
European Journal of Work and Organizational Psychology, 2001
This study continued past research on the relationship between personality composition in teams and social cohesion and team performance (Barrick, Stewart, Neubert, & Mount, 1998). Results from the Barrick et al. sample (N= 50) were compared with data from two new samples, one comprising drilling teams in the US (N= 24), and the other comprising student teams in The Netherlands (N= 25). Furthermore, this study examined the relationship between personality composition and task cohesion, usually considered to be a stronger ...
Frontiers in Public Health
This study explores whether team-organization fit (T-O fit) and team-job fit (T-J fit) play a mediating role between team personality, team job satisfaction, and team performance. Conscientiousness and openness to experience are common antecedents of team personality. Additionally, T-O fit and T-J fit are derived from person-environment fit theory, which is used to discuss the interaction between team members and the environment that affects behavior. The research purpose is to understand the factors that affect job satisfaction and performance from a team perspective. This is different from previous studies based on an individual perspective. The research object of this study has 365 respondents from 81 teams in different industries, and the structural equation modeling is applied to the empirical analysis. The research results show that T-J fit has a significant mediating effect on team personality and team job satisfaction. The team job satisfaction has also a significant mediati...
Personality and team performance: a meta‐analysis
European Journal …, 2006
Using a meta-analytical procedure, the relationship between team composition in terms of the Big-Five personality traits (trait elevation and variability) and team performance were researched. The number of teams upon which analyses were performed ranged from 106 to 527. For the total sample, significant effects were found for elevation in agreeableness (r ¼ 0.24) and conscientiousness (r ¼ 0.20), and for variability in agreeableness (r ¼ À0.12) and conscientiousness (r ¼ À0.24). Moderation by type of team was tested for professional teams versus student teams. Moderation results for agreeableness and conscientiousness were in line with the total sample results. However, student and professional teams differed in effects for emotional stability and openness to experience. Based on these results, suggestions for future team composition research are presented.
Perspectives of Innovations, Economics and Business, 2009
The objective of the paper is to consider the applicability of the behavioral and personality assessment instruments in recruitment, appraisal and development of organization's teams' effectiveness. It discusses the application of several widely accepted instruments: extended DiSC, MBTI and Belbin on the basis of the function to build the effective team. Each of the instruments provides insight into the team from the unique perspective and thus helps identifying team's strong and weak points. This constitutes important learning points for the improvement of the team effectiveness. The paper's major conclusion is that the combined use of the these instruments improves the quality of the managerial decision making concerning setting up and the developing of the effective organizational teams.
Effects of Team Personality Composition on Member Performance: A Multilevel Perspective
Group & Organization Management, 2016
Personality traits are often theorized to affect team performance by predisposing members to perform individual-level behaviors. Yet, member personality traits may also affect team performance by creating contextual influences on member behaviors. As such, the purpose of the present study was to examine the effect of team personality composition on individual-level performance using hierarchical linear modeling. A range of effects for team-level elevation were observed, but few effects emerged for team-level heterogeneity. Main effects from elevation in Extraversion and Openness to Experience were consistently observed across analyses. The main effects from team elevation in Conscientiousness and Agreeableness, however, were only observed prior to controlling for individual-level trait scores or when using a group-mean centering method for individual-level trait scores. In addition, elevation in Conscientiousness and heterogeneity in Emotional Stability moderated the relationships b...
Personality Traits Composition and Team Performance
Management:Journal of Sustainable Business and Management Solutions in Emerging Economies
Research Question: This paper investigates a relationship between the composition of personality traits of team members and teamwork performance as well as team behavioural competences. Motivation: Our primary motivation was to link and integrate organizational psychology and the field of management science. The study builds on existing literature that highlights the influence of personality factors and their composition on group processes. As stated in the literature, personality traits determine individual behaviour in work environment and therefore influence group processes and group performance (Barric, Steward, Neubert, & Mount, 1998). According to that, if we can determine such combinations of personality traits of team members that contribute to better or worse team performance, we can raise the team’s efficiency to a maximum. Idea: The main idea of the research was to examine whether there is a combination of personality traits in a team that influences team performance. T...
Human Resource Management Review, 2011
Over the last half century there has been a great deal of interest in the role of personality in teams. In this article we review the theoretical and empirical research on this topic to summarize what we have learned and also to provide a foundation for future research necessary for application of this knowledge to human resource management decisions. We describe research that emphasizes both team-and individual-levels of analysis and theory, and we discuss recent efforts that attempt to bridge these two levels. We conclude by identifying several issues that should take precedence in research in order to advance our understanding of the role of personality in teams.
Personality and Team Performance: A Meta-Analysisy
2006
Using a meta-analytical procedure, the relationship between team composition in terms of the Big-Five personality traits (trait elevation and variability) and team performance were researched. The numberof teams upon which analyses were performed ranged from 106 to 527. For the total sample, significant effects were found for elevation in agreeableness (r ¼0.24) and conscientiousness (r ¼0.20), and for variability in
Influence of personality on Teamwork behaviour and communication
Periodica Polytechnica Social and Management Sciences, 2010
Job characteristics of the operator teams of the Nuclear Power Plant are complex and highly controlled in which there are considerable demands and pressures to behaviour conformity and a person is restricted in the range of own behaviour. Thus, individual differences in personality characteristics are more likely to influence the specific behaviour a person adopts. This type of environment determines and regulates the communication flow among team members that consist of quantity and quality information exchanges. All these circumstances lead our focus on analysing the relationship between the employees' communication and observable behaviour and their personality traits. We video registered 17 operator teams (N=90) in a Simulator Centre of a Hungarian Nuclear Power Plant and analysed the correlation between the team input (operator personnel's personality traits) and team process (communication hidden patterns, traceable teamwork-oriented social skills and taskoriented professional skills), and ultimately team output (team performance evaluated by instructors). This study reveals some relationships between personality traits and team-oriented communication utterances. Extroversion and Openness to experience personality factors show positive correlation with Politeness and Relation communication indicators, but contrary to our expectation the Agreeableness personality factor negatively relates with these indicators. The Team-performance has several relationships with personality traits. First of all Professional knowledge and Coordination behaviour markers show correlations with Neuroticism and Conscientiousness personality factors. Team-performance as an output of the team process is directly influenced by the Conscientiousness and the Extraversion personality factors.