Department of Psychology, University of Central Florida, P.O. Box 161390, Orlando, FL 32816-1390, USA.
J Appl Psychol. 2010 Jan;95(1):32-53. doi: 10.1037/a0017328.
Major theories of team effectiveness position emergent collective cognitive processes as central drivers of team performance. We meta-analytically cumulated 231 correlations culled from 65 independent studies of team cognition and its relations to teamwork processes, motivational states, and performance outcomes. We examined both broad relationships among cognition, behavior, motivation, and performance, as well as 3 underpinnings of team cognition as potential moderators of these relationships. Findings reveal there is indeed a cognitive foundation to teamwork; team cognition has strong positive relationships to team behavioral process, motivational states, and team performance. Meta-analytic regressions further indicate that team cognition explains significant incremental variance in team performance after the effects of behavioral and motivational dynamics have been controlled. The nature of emergence, form of cognition, and content of cognition moderate relationships among cognition, process, and performance, as do task interdependence and team type. Taken together, these findings not only cumulate extant research on team cognition but also provide a new interpretation of the impact of underlying dimensions of cognition as a way to frame and extend future research.
团队有效性的主要理论将新兴的集体认知过程置于团队绩效的核心驱动因素地位。我们对 65 项关于团队认知及其与团队合作过程、激励状态和绩效结果的关系的独立研究进行了荟萃分析，共汇集了 231 个相关系数。我们考察了认知、行为、动机和绩效之间的广泛关系，以及团队认知的 3 个基础，作为这些关系的潜在调节因素。研究结果表明，团队合作确实有一个认知基础；团队认知与团队行为过程、激励状态和团队绩效有很强的正相关关系。元分析回归进一步表明，在控制了行为和激励动态的影响后，团队认知解释了团队绩效的显著增量差异。涌现的性质、认知的形式和认知的内容调节了认知、过程和绩效之间的关系，任务相互依赖和团队类型也是如此。总之，这些发现不仅总结了现有的团队认知研究，还为认知的潜在维度的影响提供了新的解释，为框架和扩展未来的研究提供了一种方法。
