Eberhardt School of Business, University of the Pacific, Stockton, CA, USA.
Psychol Rep. 2020 Jun;123(3):844-871. doi: 10.1177/0033294118821299. Epub 2019 Jan 17.
The present study replicated and extended research on the influence of team assignment methods on task performance and fairness perceptions. This study examined the influence of team assignment methods, goal commitment, and partner status on team member performance and fairness perceptions in a laboratory setting. The assignment conditions were comprised of three variables: assignment method (random, self-decision, and ability), performer status (assigned or unassigned), and partner status (unassigned team member stayed or left during task performance). A significant interaction was found between assignment method and performer status when the unassigned team member left during task performance, but not when the unassigned team member stayed. Random and self-decision assignment methods resulted in higher levels of goal commitment and task performance than did ability-based assignment conditions. Lastly, goal commitment was found to mediate the relationship between assignment method and task performance. The implications of these findings for the task performance and organizational justice literatures, as well as for managers in general, are discussed.
本研究复制并扩展了团队分配方法对任务绩效和公平感知影响的研究。本研究在实验室环境中考察了团队分配方法、目标承诺和伙伴地位对团队成员绩效和公平感知的影响。分配条件包括三个变量：分配方法（随机、自我决策和能力）、表演者地位（分配或未分配）和伙伴地位（在任务执行过程中未分配的团队成员留下或离开）。当任务执行过程中未分配的团队成员离开时，分配方法和表演者地位之间存在显著的交互作用，但当未分配的团队成员留下时，没有交互作用。随机和自我决策分配方法比基于能力的分配条件产生更高的目标承诺和任务绩效。最后，目标承诺被发现调节了分配方法和任务绩效之间的关系。这些发现对任务绩效和组织公正文献以及一般管理者的意义进行了讨论。
