通信网络和团队绩效:为网络职位选择成员
Jerry Guo1, Linda Argote2, Jonathan Kush3
1Frankfurt School of Finance and Management, Frankfurt, Germany.
Frontiers in psychology
|September 8, 2023
概括
当团队选择他们的通信网络角色时,性能会提高. 允许成员选择网络职位,特别是中心角色,通过将技能与任务相匹配来提高组结果.
科学领域:
- 组织行为组织行为.
- 社会心理学 社会心理学
- 沟通研究 沟通研究
背景情况:
- 卡内基观点强调个人选择如何塑造组织结构.
- 通信网络研究探讨了网络位置如何影响群体动态和绩效.
- 了解个人如何被选入网络角色对于团队的有效性至关重要.
研究的目的:
- 调查自我选择进入通信网络职位如何影响群体绩效.
- 将卡内基观点与专业知识的认可相结合,以解释网络形成.
- 测试允许网络位置的选择是否与随机分配相比改善了组结果.
主要方法:
- 进行了一项实验室研究,以检查通信网络的形成.
- 参与者在两个条件下被分配到集中通信网络中的职位:选择与随机分配.
- 在培训阶段测量了沟通活动,以确定中心角色选择的预测因素.
主要成果:
- 在培训期间具有较高沟通活动的个人更有可能被选中担任中央网络职位.
- 选择中心成员对团队绩效的积极影响是由所选成员的沟通活动介导的.
- 选择中心成员的小组的表现与随机分配中心成员的小组相比,往往要好.
结论:
- 网络职位的团队内部选择过程显著影响了团队的表现.
- 通过选择将个人专业知识与网络角色相匹配,提高了小组的有效性.
- 这项研究支持并扩展了卡内基的观点,强调了团队级网络开发过程的作用.
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