Humphrey Stephen E, Hollenbeck John R, Meyer Christopher J, Ilgen Daniel R
Department of Management, Florida State University, Tallahassee, FL 32306-1110, USA.
J Appl Psychol. 2007 May;92(3):885-92. doi: 10.1037/0021-9010.92.3.885.
In this article, the authors argue that there is no one best way to make placement decisions on self-managed teams. Drawing from theories of supplementary and complementary fit, they develop a conceptual model that suggests that (a) maximization principles should be applied to extroversion variance (i.e., complementary fit), (b) minimization principles should be applied to conscientiousness variance (i.e., supplementary fit), and (c) extroversion variance and conscientiousness variance interact to influence team performance. They also argue that previous research has underestimated the effect of extroversion and conscientiousness variance on performance because of suboptimal design. The authors, therefore, present an alternative method for making team placement decisions (i.e., seeding) that can be used to maximize or minimize variance in teams.
在本文中，作者认为在自我管理团队中做出人员配置决策不存在一种最佳方式。借鉴补充性适配和互补性适配理论，他们构建了一个概念模型，该模型表明：（a）最大化原则应应用于外向性差异（即互补性适配）；（b）最小化原则应应用于尽责性差异（即补充性适配）；（c）外向性差异和尽责性差异相互作用以影响团队绩效。他们还认为，由于设计欠佳，先前的研究低估了外向性和尽责性差异对绩效的影响。因此，作者提出了一种用于做出团队人员配置决策的替代方法（即排序），该方法可用于使团队中的差异最大化或最小化。
