Kellstadt Graduate School of Business, Department of Management, DePaul University, 1 East Jackson Boulevard, Chicago, IL 60604-2287, USA.
J Appl Psychol. 2011 Mar;96(2):247-62. doi: 10.1037/a0020929.
We examined the influences of different facets of psychological collectivism (Preference, Reliance, Concern, Norm Acceptance, and Goal Priority) on team functioning at 3 different performance depictions: initial team performance, end-state team performance, and team performance change over time. We also tested the extent to which team-member exchange moderated the relationships between facets of psychological collectivism and performance change over time. Results from multilevel growth modeling of 66 teams (N = 264) engaged in a business simulation revealed differential effects across facets of psychological collectivism and across different performance measurements. Whereas facets concerned with affiliation (Preference and Concern) were positively related to initial team performance, reliance was negatively related to initial team performance. Goal Priority was a strong predictor of end-state performance. Team-member exchange moderated the relationship between performance change and 3 of the 5 facets of psychological collectivism (Preference, Reliance, Norm Acceptance). Implications for team composition and team training are discussed.
我们考察了心理集体主义的不同方面（偏好、依赖、关心、规范接受和目标优先级）对团队功能的影响，表现在 3 种不同的绩效描述上：初始团队绩效、最终状态团队绩效和团队绩效随时间的变化。我们还测试了团队成员交换在多大程度上调节了心理集体主义的各个方面与随时间变化的绩效之间的关系。对 66 个团队（N=264）进行的多层次增长模型的结果显示，心理集体主义的各个方面和不同的绩效测量结果存在差异。与隶属关系相关的方面（偏好和关心）与初始团队绩效呈正相关，而依赖与初始团队绩效呈负相关。目标优先级是最终状态绩效的有力预测指标。团队成员交换调节了绩效变化与心理集体主义的 5 个方面中的 3 个（偏好、依赖、规范接受）之间的关系。讨论了对团队组成和团队培训的影响。
