Personality Traits Composition and Team Performance (original) (raw)
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
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.
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 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 ...
Personality and group performance: The importance of personality composition and work tasks
Personality and Individual Differences, 2014
We examine whether group members' Big Five personality composition (variability, minimum, and maximum) affects the group's performance. We employed an experimental design where participants were paid based on their performance in two different group-based experimental tasks: an additive task (where group performance is based on the sum of efforts of all group members) and a conjunctive task (where group performance is based on the performance of the weakest group member). Results indicate that variability in extraversion is positively related to group performance on the additive task but not on the conjunctive task. Conversely, neuroticism maximum score is negatively related to group performance on the conjunctive task but not on the additive task.
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.
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.
Managing Group Behavior-A Study of Personality Factor Role in the Creation of Effective Teams
Modern organizations realized the significance of Teamwork, for the reason that Teams produces synergy. Individual based working environment has been radically changed, the competitive advantage with teams are apparently decisive in today's market economics. Although there is a clear distinction in many facets between individual and team working, it is all about a psychological contract. In this arena the intensity of personality factor role is obviously ultimate. The successful teams are the results of understanding group dynamics and workplace demography i.e. collectively called group behavior. This paper presents various issues and frontage associated with personality factor part in the creation and development of effective teams with special focus on sustaining organizational occupational creativity.
Personality characteristics that are valued in teams: Not always "more is better"?
International journal of psychology : Journal international de psychologie, 2018
This study investigates the relationships between personality traits and contributions to teamwork that are often assumed to be linear. We use a theory-driven approach to propose that extraversion, agreeableness and conscientiousness have inverted U-shaped relationships with contributions to teamwork. In a sample of 220 participants asked to perform a creative task in teams, we found that extraversion, agreeableness and conscientiousness were curvilinearly associated with peer-rated contributions to teamwork in such a way that the associations were positive, with a decreasing slope, up to a peak, and then they became negative as personality scores further increased. We replicated the results concerning the non-linear association between extraversion, conscientiousness and peer-rated contributions to teamwork in a sample of 314 participants engaged in a collaborative learning exercise. Our results support recent claims and empirical evidence that explorations of personality-work-rela...