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ASSESSING THE INCREMENTAL VALIDITY OF TEAM CONSENSUS RATINGS OVER AGGREGATION OF INDIVIDUAL-LEVEL DATA IN PREDICTING TEAM EFFECTIVENESS 总被引:1,自引:0,他引:1
Using data collected from 98 work teams, empowerment levels were assessed based on the aggregation of individual team member ratings as well as on a team consensus approach utilized after aggregation. These 2 methods of measuring team empowerment were then compared on their ability to predict manager ratings of team effectiveness on 4 dimensions. Findings demonstrated that the consensus method of measuring team empowerment explained significantly greater variance in team effectiveness than did the aggregation method alone. We discuss implications for team research and practice based on these findings and include a discussion on when using consensus after aggregation may be most appropriate. 相似文献
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PAUL E. SPECTOR TAMMY D. ALLEN STEVEN A. Y. POELMANS LAURENT M. LAPIERRE CARY L. COOPER MICHAEL O'DRISCOLL JUAN I. SANCHEZ NUREYA ABARCA MATILDA ALEXANDROVA BARBARA BEHAM PAULA BROUGH PABLO FERREIRO GUILLERMO FRAILE CHANG-QIN LU LUO LU IVONNE MORENO-VELÁZQUEZ MILAN PAGON HOREA PITARIU VOLODYMYR SALAMATOV SATORU SHIMA ALEJANDRA SUAREZ SIMONI OI LING SIU MARIA WIDERSZAL-BAZYL 《Personnel Psychology》2007,60(4):805-835
A study of work interference with family (WIF) among managers is described, contrasting four clusters of countries, one of which is individualistic (Anglo) and three of which are collectivistic (Asia, East Europe, and Latin America). Country cluster (Anglo vs. each of the others) moderated the relation of work demands with strain-based WIF, with the Anglo country cluster having the strongest relationships. Country cluster moderated some of the relationships of strain-based WIF with both job satisfaction and turnover intentions, with Anglos showing the strongest relationships. Cluster differences in domestic help were ruled out as the possible explanation for these moderator results. 相似文献
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