Gibbard Katherine, Griep Yannick, De Cooman Rein, Hoffart Genevieve, Onen Denis, Zareipour Hamidreza
Department of Psychology, University of Guelph, Guelph, ON, Canada.
Department of Psychology, University of Calgary, Calgary, AB, Canada.
Front Psychol. 2017 Nov 9;8:1966. doi: 10.3389/fpsyg.2017.01966. eCollection 2017.
With the knowledge that team work is not always associated with high(er) performance, we draw from the Multi-Level Theory of Psychological Contracts, Person-Environment Fit Theory, and Optimal Distinctiveness Theory to study shared perceptions of psychological contract (PC) breach in relation to shared perceptions of complementary and supplementary fit to explain why some teams perform better than other teams. We collected three repeated survey measures in a sample of 128 respondents across 46 teams. After having made sure that we met all statistical criteria, we aggregated our focal variables to the team-level and analyzed our data by means of a longitudinal three-wave autoregressive moderated-mediation model in which each relationship was one-time lag apart. We found that shared perceptions of PC breach were directly negatively related to team output and negatively related to perceived team member effectiveness through a decrease in shared perceptions of supplementary fit. However, we also demonstrated a beneficial process in that shared perceptions of PC breach were positively related to shared perceptions of complementary fit, which in turn were positively related to team output. Moreover, best team output appeared in teams that could combine high shared perceptions of complementary fit with modest to high shared perceptions of supplementary fit. Overall, our findings seem to indicate that in terms of team output there may be a bright side to perceptions of PC breach and that perceived person-team fit may play an important role in this process.
鉴于团队合作并不总是与高（或更高）绩效相关联，我们借鉴心理契约多层次理论、人-环境匹配理论和最优区分理论，研究心理契约（PC）违背的共同认知与互补性和补充性匹配的共同认知之间的关系，以解释为什么有些团队比其他团队表现更好。我们在46个团队的128名受访者样本中收集了三项重复的调查测量数据。在确保满足所有统计标准后，我们将焦点变量汇总到团队层面，并通过纵向三波自回归调节中介模型分析数据，其中每个关系都有一个时间滞后。我们发现，PC违背的共同认知与团队产出直接负相关，并通过补充性匹配的共同认知下降与感知到的团队成员有效性负相关。然而，我们也证明了一个有益的过程，即PC违背的共同认知与互补性匹配的共同认知正相关，而互补性匹配的共同认知又与团队产出正相关。此外，最佳团队产出出现在能够将高互补性匹配的共同认知与适度到高补充性匹配的共同认知相结合的团队中。总体而言，我们的研究结果似乎表明，就团队产出而言，PC违背的认知可能有积极的一面，并且感知到的人与团队的匹配可能在这一过程中发挥重要作用。
