A utilização de equipas como forma de estruturar e materializar o trabalho a desen-volver é uma r... more A utilização de equipas como forma de estruturar e materializar o trabalho a desen-volver é uma realidade nas organizações. Conhecer o funcionamento das equipas de modo a aumentar a sua competitividade e desempenho é pois um objetivo importante a alcançar. Este livro, de um modo claro e acessível, apresenta instrumentos de avali-ação de equipas de trabalho (construídos ou validados pela equipa de investigação dos autores), que, permitindo fazer diagnósticos do estado atual de grupos de traba-lho, conduzem a uma ação e prática mais esclarecida na intervenção dos gestores. Sendo um precioso auxiliar para todos os profissionais que desenvolvam a sua ativi-dade em contexto grupal e/ou que tenham a responsabilidade de coordenar grupos, e também para estudantes ou investigadores que pretendam aprofundar conhecimentos sobre fenómenos grupais como a cultura, os conflitos ou a aprendizagem, este livro dirige-se e interessa a todos os que desenvolvem a sua atividade tanto em empresas como no meio académico.
This book deals with the «social side» of social psychology from diverse points of view. Several ... more This book deals with the «social side» of social psychology from diverse points of view. Several European authors analyse this topic from different theoretical and methodological perspectives. In particular, special attention is given to socio-historical frameworks, ideologies, and normative and cultural meaning systems in order to develop a psychosocial understanding of the phenomena under study. The work is composed of two parts. The first part, with five chapters, is centered on theoretical reflection, discussion and conceptual integration. The second part, with four chapters, focuses on specific empirical fields that illustrate paths by which research can express societal concerns for the study of social psychology in contemporary societies.
With the present article we intend to clarify if the type of conflict present in work teams has s... more With the present article we intend to clarify if the type of conflict present in work teams has significant impact on teams’ affective outcomes (positive and negative emotions). Moreover, we aim to test the hypothesis that the link between task conflict and team emotions is mediated by socio-affective conflict. Data was collected from 60 teams/groups of several different functions and organizational contexts, from industry, services and sports. The Intragroup Conflict Assessment Scale (EACI; Dimas, Lourenço, & Miguez, 2005) was used to evaluate the kind of conflict emerging in the team/group; emotions were assessed using the Portuguese Job Related affective well-Being Scale (PJAWS; Ramalho, Monteiro, Lourenço, & Figueiredo, 2008).We found that socio-affective conflict has a significantly higher connection with negative emotions than task conflict and that socio-affective conflict mediates the positive relationship between task and negative emotions as well as the negative relationship between task conflict and positive emotions.
The purpose of this study was to examine the effects of coaching behaviours provided by peers and... more The purpose of this study was to examine the effects of coaching behaviours provided by peers and by the leader on the emotions experienced by interprofessional health and social care teams and on members' satisfaction with the team, as well as on team performance. Data were obtained from a survey among 344 employees working in 52 interprofessional health and social care teams from nine Portuguese organizations. The results show that leader coaching and peer coaching have a positive effect on the level of team members' satisfaction with the team and on positive emotions, and a negative effect on negative emotions. Furthermore, coaching provided by peers presents a positive effect on team performance as assessed by the leader of the team. Our findings put forward the importance of engaging in coaching behaviours to promote quality of the team experience, as well as the achievement of team performance objectives. Further studies should explore how coaching behaviours impact the patient, whose well-being is the ultimate objective of a team in the health and social care system, namely in terms of the patient's perception of quality care or patient outcomes.
O estudo das emoções no contexto dos grupos e equipas de trabalho tem vindo a ganhar relevo nas i... more O estudo das emoções no contexto dos grupos e equipas de trabalho tem vindo a ganhar relevo nas investigações realizadas no campo das ciências organizacionais (Bartel & Saavedra, 2000). No entanto, esta importância é ainda muito recente, o que se reflecte numa escassez de instrumentos que permitam aceder a este constructo (Ramalho, Monteiro, Lourenço, & Figueiredo, 2008). Um dos instrumentos mais utilizados no estudo das emoções no contexto do trabalho é a Job Related Affective Well-Being Scale (JAWS), desenvolvida por Katwyk, Spector, Fox e Kalloway (2000), e que tem por base o Modelo do Circumplexo das emoções desenvolvido por Russell (1980). A presente investigação surge no seguimento do estudo levado a cabo por Ramalho et al. (2008), que procedeu à adaptação da JAWS para a língua portuguesa, e para o contexto dos grupos/equipas, dando origem à Escala Portuguesa do Bem-Estar Afectivo no Trabalho (PJAWSN). Recorrendo a uma amostra de 978 indivíduos, pertencentes a 163 grupos prove...
Negotiation and Conflict Management Research, 2015
ABSTRACT The effects of intragroup conflict and conflict management on team out- comes were analy... more ABSTRACT The effects of intragroup conflict and conflict management on team out- comes were analyzed in two empirical studies with a multilevel approach. In the first study, 68 production teams from eight industrial companies were surveyed. In the second study, we analyzed 77 workgroups from 14 companies. Hierarchical regression analysis was computed to test the hypotheses at the team level, and hierarchical linear modeling was con- ducted to test the hypotheses at the individual level. The results revealed a negative impact of task conflict on team effectiveness and a positive effect of integrating. No moderator effects were found. Our results, being simi- lar in both studies, come out against the importance of the type of task on the relationship between conflict and team outcomes. Furthermore, our findings suggest that reducing intragroup conflict and providing team members with the abilities to manage conflict cooperatively is a way to increase group performance and team members’ satisfaction.
A importância crescente dos grupos no seio das organizações torna premente a investigação neste d... more A importância crescente dos grupos no seio das organizações torna premente a investigação neste domínio. Assim, é essencial conhecer o seu funcionamento e compreender as suas dinâmicas. Com o presente estudo procuramos perceber, tendo por base o Modelo de Inteligência Emocional Grupal de Druskatt e Wolff (2001a, 2001b), de que forma a Inteligência Emocional dos Grupos evolui ao longo das fases de existência grupal propostas por Miguez e Lourenço (2001) no seu Modelo Integrado de Desenvolvimento Grupal. Na prossecução deste objectivo, foi desenvolvido um estudo empírico de natureza não experimental, situado ao nível de análise grupal, com recurso a dois questionários (PDE e QIEG). A amostra foi constituída por 74 grupos de trabalho provenientes de empresas e sectores diversificados. No global, os resultados obtidos apontam para a existência de diferenças significativas, relativamente aos níveis de Inteligência Emocional Grupal, entre algumas das diferentes fases de desenvolvimento em...
Introdução Apesar de os estudos sobre grupos e fenómenos sociais colectivos re-montarem a muitos ... more Introdução Apesar de os estudos sobre grupos e fenómenos sociais colectivos re-montarem a muitos séculos atrás a procura de compreensão e a análise/ estudo sistemático do fenómeno dos pequenos grupos é muito mais recente. Com efeito, os primeiros artigos começaram a aparecer somente por volta de 1900, de Lourenço (2002), e também Dimas (2007), consideramos que, apesar da multiplicidade de enfoques, abordagens, mo-delos e quadros teóricos que têm sido desenvolvidos no domínio da Psicologia dos Grupos, a diversidade existente é passível de ser categorizada em duas grandes linhas de investigação: a primeira, associada sobretudo à Psicologia Social, caracteriza-se pelo estudo dos grupos em laboratório e enfatiza os processos intra e intergrupais (e.g., coesão, normas, conformidade) e o seu impacto nos membros do grupo; a segunda, essencialmente relacionada com...
With the present article we intend to clarify if the type of conflict present in work teams has s... more With the present article we intend to clarify if the type of conflict present in work teams has significant impact on teams’ affective outcomes (positive and negative emotions). Moreover, we aim to test the hypothesis that the link between task conflict and team emotions is mediated by socio-affective conflict. Data was collected from 60 teams/groups of several different functions and organizational contexts, from industry, services and sports. The Intragroup Conflict Assessment Scale (EACI; Dimas, Lourenço, & Miguez, 2005) was used to evaluate the kind of conflict emerging in the team/group; emotions were assessed using the Portuguese Job Related affective well-Being Scale (PJAWS; Ramalho, Monteiro, Lourenço, & Figueiredo, 2008).We found that socio-affective conflict has a significantly higher connection with negative emotions than task conflict and that socio-affective conflict mediates the positive relationship between task and negative emotions as well as the negative relationsh...
O estudo das emoções no contexto dos grupos e equipas de trabalho tem vindo a ganhar relevo nas i... more O estudo das emoções no contexto dos grupos e equipas de trabalho tem vindo a ganhar relevo nas investigações realizadas no campo das ciências organizacionais (Bartel & Saavedra, 2000). No entanto, esta importância é ainda muito recente, o que se reflecte numa escassez de instrumentos que permitam aceder a este constructo (Ramalho, Monteiro, Lourenço, & Figueiredo, 2008). Um dos instrumentos mais utilizados no estudo das emoções no contexto do trabalho é a Job Related Affective Well-Being Scale (JAWS), desenvolvida por Katwyk, Spector, Fox e Kalloway (2000), e que tem por base o Modelo do Circumplexo das emoções desenvolvido por Russell (1980). A presente investigação surge no seguimento do estudo levado a cabo por Ramalho et al. (2008), que procedeu à adaptação da JAWS para a língua portuguesa, e para o contexto dos grupos/equipas, dando origem à Escala Portuguesa do Bem-Estar Afectivo no Trabalho (PJAWSN). Recorrendo a uma amostra de 978 indivíduos, pertencentes a 163 grupos prove...
Resumo: Com o objetivo de estudar o fenómeno do coaching de equipas, de líderes e pares, e a sua ... more Resumo: Com o objetivo de estudar o fenómeno do coaching de equipas, de líderes e pares, e a sua influência nas emoções, conflitos e eficácia grupal, foram analisadas 75 equipas pertencentes a 22 organizações portuguesas. Os resultados obtidos revelaram a existência de uma relação positiva entre os dois tipos de coaching analisados. Verificou-se também a presença de uma influência positiva das duas formas de coaching sobre as emoções positivas e a satisfação dos membros e de uma influência negativa sobre as emoções negativas e os conflitos. No seu global, os resultados obtidos na investigação realizada apontam para a importância do coaching no funcionamento e eficácia dos grupos de trabalho, sugerindo tratar-se de uma ferramenta de relevo para o trabalho em equipa.
Resumo: Com base na teoria dos sistemas dinâmicos não lineares (NDS), e no âmbito do desenvolvime... more Resumo: Com base na teoria dos sistemas dinâmicos não lineares (NDS), e no âmbito do desenvolvimento grupal, esta investigação teve como objectivo a construção e validação de conteúdo de um instrumento de avaliação de alguns processos grupais (e.g., liderança, conflitos, comunicação, interdependência, coesão, cultura). A criação/adaptação dos itens ancorou-se nas definições e instrumentos de referência na literatura da especialidade. A validação de conteúdo foi feita com recurso a três estudos piloto e junto de um painel de quatro peritos. O instrumento, composto maioritariamente por escalas analógicas visuais, integra duas partes – uma de resposta individual e outra grupal – e revelou possuir adequada validade de conteúdo. Sendo objectivo aplicá-lo em estudos com abordagem NDS, que requer design longitudinal com múltiplas aplicações, as escalas analógicas visuais e a utilização de um número reduzido de itens por constructo podem revelar vantagens, as quais serão discutidas neste tr...
A utilização de equipas como forma de estruturar e materializar o trabalho a desen-volver é uma r... more A utilização de equipas como forma de estruturar e materializar o trabalho a desen-volver é uma realidade nas organizações. Conhecer o funcionamento das equipas de modo a aumentar a sua competitividade e desempenho é pois um objetivo importante a alcançar. Este livro, de um modo claro e acessível, apresenta instrumentos de avali-ação de equipas de trabalho (construídos ou validados pela equipa de investigação dos autores), que, permitindo fazer diagnósticos do estado atual de grupos de traba-lho, conduzem a uma ação e prática mais esclarecida na intervenção dos gestores. Sendo um precioso auxiliar para todos os profissionais que desenvolvam a sua ativi-dade em contexto grupal e/ou que tenham a responsabilidade de coordenar grupos, e também para estudantes ou investigadores que pretendam aprofundar conhecimentos sobre fenómenos grupais como a cultura, os conflitos ou a aprendizagem, este livro dirige-se e interessa a todos os que desenvolvem a sua atividade tanto em empresas como no meio académico.
This book deals with the «social side» of social psychology from diverse points of view. Several ... more This book deals with the «social side» of social psychology from diverse points of view. Several European authors analyse this topic from different theoretical and methodological perspectives. In particular, special attention is given to socio-historical frameworks, ideologies, and normative and cultural meaning systems in order to develop a psychosocial understanding of the phenomena under study. The work is composed of two parts. The first part, with five chapters, is centered on theoretical reflection, discussion and conceptual integration. The second part, with four chapters, focuses on specific empirical fields that illustrate paths by which research can express societal concerns for the study of social psychology in contemporary societies.
With the present article we intend to clarify if the type of conflict present in work teams has s... more With the present article we intend to clarify if the type of conflict present in work teams has significant impact on teams’ affective outcomes (positive and negative emotions). Moreover, we aim to test the hypothesis that the link between task conflict and team emotions is mediated by socio-affective conflict. Data was collected from 60 teams/groups of several different functions and organizational contexts, from industry, services and sports. The Intragroup Conflict Assessment Scale (EACI; Dimas, Lourenço, & Miguez, 2005) was used to evaluate the kind of conflict emerging in the team/group; emotions were assessed using the Portuguese Job Related affective well-Being Scale (PJAWS; Ramalho, Monteiro, Lourenço, & Figueiredo, 2008).We found that socio-affective conflict has a significantly higher connection with negative emotions than task conflict and that socio-affective conflict mediates the positive relationship between task and negative emotions as well as the negative relationship between task conflict and positive emotions.
The purpose of this study was to examine the effects of coaching behaviours provided by peers and... more The purpose of this study was to examine the effects of coaching behaviours provided by peers and by the leader on the emotions experienced by interprofessional health and social care teams and on members' satisfaction with the team, as well as on team performance. Data were obtained from a survey among 344 employees working in 52 interprofessional health and social care teams from nine Portuguese organizations. The results show that leader coaching and peer coaching have a positive effect on the level of team members' satisfaction with the team and on positive emotions, and a negative effect on negative emotions. Furthermore, coaching provided by peers presents a positive effect on team performance as assessed by the leader of the team. Our findings put forward the importance of engaging in coaching behaviours to promote quality of the team experience, as well as the achievement of team performance objectives. Further studies should explore how coaching behaviours impact the patient, whose well-being is the ultimate objective of a team in the health and social care system, namely in terms of the patient's perception of quality care or patient outcomes.
O estudo das emoções no contexto dos grupos e equipas de trabalho tem vindo a ganhar relevo nas i... more O estudo das emoções no contexto dos grupos e equipas de trabalho tem vindo a ganhar relevo nas investigações realizadas no campo das ciências organizacionais (Bartel & Saavedra, 2000). No entanto, esta importância é ainda muito recente, o que se reflecte numa escassez de instrumentos que permitam aceder a este constructo (Ramalho, Monteiro, Lourenço, & Figueiredo, 2008). Um dos instrumentos mais utilizados no estudo das emoções no contexto do trabalho é a Job Related Affective Well-Being Scale (JAWS), desenvolvida por Katwyk, Spector, Fox e Kalloway (2000), e que tem por base o Modelo do Circumplexo das emoções desenvolvido por Russell (1980). A presente investigação surge no seguimento do estudo levado a cabo por Ramalho et al. (2008), que procedeu à adaptação da JAWS para a língua portuguesa, e para o contexto dos grupos/equipas, dando origem à Escala Portuguesa do Bem-Estar Afectivo no Trabalho (PJAWSN). Recorrendo a uma amostra de 978 indivíduos, pertencentes a 163 grupos prove...
Negotiation and Conflict Management Research, 2015
ABSTRACT The effects of intragroup conflict and conflict management on team out- comes were analy... more ABSTRACT The effects of intragroup conflict and conflict management on team out- comes were analyzed in two empirical studies with a multilevel approach. In the first study, 68 production teams from eight industrial companies were surveyed. In the second study, we analyzed 77 workgroups from 14 companies. Hierarchical regression analysis was computed to test the hypotheses at the team level, and hierarchical linear modeling was con- ducted to test the hypotheses at the individual level. The results revealed a negative impact of task conflict on team effectiveness and a positive effect of integrating. No moderator effects were found. Our results, being simi- lar in both studies, come out against the importance of the type of task on the relationship between conflict and team outcomes. Furthermore, our findings suggest that reducing intragroup conflict and providing team members with the abilities to manage conflict cooperatively is a way to increase group performance and team members’ satisfaction.
A importância crescente dos grupos no seio das organizações torna premente a investigação neste d... more A importância crescente dos grupos no seio das organizações torna premente a investigação neste domínio. Assim, é essencial conhecer o seu funcionamento e compreender as suas dinâmicas. Com o presente estudo procuramos perceber, tendo por base o Modelo de Inteligência Emocional Grupal de Druskatt e Wolff (2001a, 2001b), de que forma a Inteligência Emocional dos Grupos evolui ao longo das fases de existência grupal propostas por Miguez e Lourenço (2001) no seu Modelo Integrado de Desenvolvimento Grupal. Na prossecução deste objectivo, foi desenvolvido um estudo empírico de natureza não experimental, situado ao nível de análise grupal, com recurso a dois questionários (PDE e QIEG). A amostra foi constituída por 74 grupos de trabalho provenientes de empresas e sectores diversificados. No global, os resultados obtidos apontam para a existência de diferenças significativas, relativamente aos níveis de Inteligência Emocional Grupal, entre algumas das diferentes fases de desenvolvimento em...
Introdução Apesar de os estudos sobre grupos e fenómenos sociais colectivos re-montarem a muitos ... more Introdução Apesar de os estudos sobre grupos e fenómenos sociais colectivos re-montarem a muitos séculos atrás a procura de compreensão e a análise/ estudo sistemático do fenómeno dos pequenos grupos é muito mais recente. Com efeito, os primeiros artigos começaram a aparecer somente por volta de 1900, de Lourenço (2002), e também Dimas (2007), consideramos que, apesar da multiplicidade de enfoques, abordagens, mo-delos e quadros teóricos que têm sido desenvolvidos no domínio da Psicologia dos Grupos, a diversidade existente é passível de ser categorizada em duas grandes linhas de investigação: a primeira, associada sobretudo à Psicologia Social, caracteriza-se pelo estudo dos grupos em laboratório e enfatiza os processos intra e intergrupais (e.g., coesão, normas, conformidade) e o seu impacto nos membros do grupo; a segunda, essencialmente relacionada com...
With the present article we intend to clarify if the type of conflict present in work teams has s... more With the present article we intend to clarify if the type of conflict present in work teams has significant impact on teams’ affective outcomes (positive and negative emotions). Moreover, we aim to test the hypothesis that the link between task conflict and team emotions is mediated by socio-affective conflict. Data was collected from 60 teams/groups of several different functions and organizational contexts, from industry, services and sports. The Intragroup Conflict Assessment Scale (EACI; Dimas, Lourenço, & Miguez, 2005) was used to evaluate the kind of conflict emerging in the team/group; emotions were assessed using the Portuguese Job Related affective well-Being Scale (PJAWS; Ramalho, Monteiro, Lourenço, & Figueiredo, 2008).We found that socio-affective conflict has a significantly higher connection with negative emotions than task conflict and that socio-affective conflict mediates the positive relationship between task and negative emotions as well as the negative relationsh...
O estudo das emoções no contexto dos grupos e equipas de trabalho tem vindo a ganhar relevo nas i... more O estudo das emoções no contexto dos grupos e equipas de trabalho tem vindo a ganhar relevo nas investigações realizadas no campo das ciências organizacionais (Bartel & Saavedra, 2000). No entanto, esta importância é ainda muito recente, o que se reflecte numa escassez de instrumentos que permitam aceder a este constructo (Ramalho, Monteiro, Lourenço, & Figueiredo, 2008). Um dos instrumentos mais utilizados no estudo das emoções no contexto do trabalho é a Job Related Affective Well-Being Scale (JAWS), desenvolvida por Katwyk, Spector, Fox e Kalloway (2000), e que tem por base o Modelo do Circumplexo das emoções desenvolvido por Russell (1980). A presente investigação surge no seguimento do estudo levado a cabo por Ramalho et al. (2008), que procedeu à adaptação da JAWS para a língua portuguesa, e para o contexto dos grupos/equipas, dando origem à Escala Portuguesa do Bem-Estar Afectivo no Trabalho (PJAWSN). Recorrendo a uma amostra de 978 indivíduos, pertencentes a 163 grupos prove...
Resumo: Com o objetivo de estudar o fenómeno do coaching de equipas, de líderes e pares, e a sua ... more Resumo: Com o objetivo de estudar o fenómeno do coaching de equipas, de líderes e pares, e a sua influência nas emoções, conflitos e eficácia grupal, foram analisadas 75 equipas pertencentes a 22 organizações portuguesas. Os resultados obtidos revelaram a existência de uma relação positiva entre os dois tipos de coaching analisados. Verificou-se também a presença de uma influência positiva das duas formas de coaching sobre as emoções positivas e a satisfação dos membros e de uma influência negativa sobre as emoções negativas e os conflitos. No seu global, os resultados obtidos na investigação realizada apontam para a importância do coaching no funcionamento e eficácia dos grupos de trabalho, sugerindo tratar-se de uma ferramenta de relevo para o trabalho em equipa.
Resumo: Com base na teoria dos sistemas dinâmicos não lineares (NDS), e no âmbito do desenvolvime... more Resumo: Com base na teoria dos sistemas dinâmicos não lineares (NDS), e no âmbito do desenvolvimento grupal, esta investigação teve como objectivo a construção e validação de conteúdo de um instrumento de avaliação de alguns processos grupais (e.g., liderança, conflitos, comunicação, interdependência, coesão, cultura). A criação/adaptação dos itens ancorou-se nas definições e instrumentos de referência na literatura da especialidade. A validação de conteúdo foi feita com recurso a três estudos piloto e junto de um painel de quatro peritos. O instrumento, composto maioritariamente por escalas analógicas visuais, integra duas partes – uma de resposta individual e outra grupal – e revelou possuir adequada validade de conteúdo. Sendo objectivo aplicá-lo em estudos com abordagem NDS, que requer design longitudinal com múltiplas aplicações, as escalas analógicas visuais e a utilização de um número reduzido de itens por constructo podem revelar vantagens, as quais serão discutidas neste tr...
RESUMO: As abordagens tradicionais do conflito sublinham o seu carácter prejudicial e postulam qu... more RESUMO: As abordagens tradicionais do conflito sublinham o seu carácter prejudicial e postulam que o seu evitamento contribui para manter a estabilidade do grupo, essencial para o alcance dos objectivos grupais. A perspectiva em que nos situamos considera, no entanto, que os conflitos, além de inerentes à vida organizacional e grupal, podem impulsionar a inovação e a criatividade dos comportamentos, atitudes e cognições e constituem mesmo um processo decisivo no desenvolvimento dos grupos/equipas de trabalho. O presente artigo centra-se no estudo das relações entre os tipos de conflito (conflito de tarefa vs. conflito afectivo), as estratégias de abordagem utilizadas na sua gestão e o nível de existência grupal. Tendo presente que um grupo assume particularidades que o diferenciam no tempo, procuramos contribuir para uma melhor inteligibilidade da dimensão temporal dos conflitos nos grupos/equipas de trabalho.
The study is part of a research whose goal is identifying what predictors determine either a posi... more The study is part of a research whose goal is identifying what predictors determine either a positive or a dysfunctional use of Internet. The factor at stake is here social support. Specifically our study, carried out through an online questionnaire, hypothesized a moderation of Offline Social Support in the relationship between Online Social Support, Problematic Internet Use, and Life Satisfaction. The study found that while Offline Social Support reduces the chances of developing a Problematic Internet Use, Online Social Support increases them. Furthermore the data supported the moderation of Offline Social Support in the outcomes of Online Social Support: when the first is low, as the latter increases the Problematic Internet Use gets higher; when Offline Social Support is high, an increase in Online Social Support determines a decrease in Problematic Internet Use. By contrast the moderation of Offline Social Support on the relationship between Online Social Support and Life Satisfaction was not confirmed. Our research show that when investigating psychological constructs related to Internet activity these must be considered in their offline and online variations to provide an answer to the debate on psychological outcomes of undertaking social interactions in Internet land. Our results suggest that the usage of the Web may become dysfunctional when it is meant to compensate for lacks of the “offline life”.
This study seeks to analyze a) if the frequency with which group choose to use a certain
strateg... more This study seeks to analyze a) if the frequency with which group choose to use a certain
strategy is associated with the type of conflict represented in a given situation and b) if, for
different types of conflict, different conflict handling patterns (the frequency of their use)
could be considered significant predictors of group effectiveness, measured through group
performance and satisfaction. We developed a correlational empirical study with a sample
composed of 73 work groups, taken from 14 organizations in the industrial and service
sectors. The results showed that groups in task conflict situations choose integrative strategies
more often than when in relational conflict situations. Moreover, avoiding strategies were
more likely to be used in relational conflict situations than in task conflict situations. On
the other hand, our results showed that the frequency with which a group uses an integrative
strategy can be considered a significant (positive) predictor of group satisfaction for both
types of conflict situations (task and relationship). Our results are discussed and compared
with our previous literature review, as well as the implications and limitations of the study,
along with some thoughts on further investigation.
Purpose
– The purpose of this paper was to contribute to the clarification of the conditions unde... more Purpose – The purpose of this paper was to contribute to the clarification of the conditions under which teams can be successful, especially those related to team learning. To attain this goal, in the present study, the mediating role played by team members’ motivation on the relationship between teamlearningconditions(sharedlearningbeliefsandteamlearningsupport)andmembers’satisfaction with the team was analysed. Design/methodology/approach – An empirical study with a multilevel design was carried out. Data concerning learning conditions, motivation and satisfaction were obtained from a survey among 398 employees working in 71 teams that perform complex tasks from 24 companies. A multilevel analysis was conducted. Findings – Overall, the results showed that both team learning conditions – shared learning beliefs and team learning support – had a significant positive effect on members’ satisfaction, which was mediated by members’ motivation. Originality/value – The proliferation of groups in the organizational setting has set new challenges for organizational research. In fact, more than ever it is necessary to study the conditions under which teams can be successful. Our findings put forward the relevance of creating conditions in the team to learn to increase team effectiveness, namely, in terms of team members’ satisfaction.
Journal of Work and Organizational Psychology 30 (2014) 123-132, 2014
The purpose of this study was to contribute to the clarification of the conditions under which te... more The purpose of this study was to contribute to the clarification of the conditions under which teams can be
successful. To attain this goal, the direct and interactive effects of diversity and of the team’s cultural
orientation towards learning on team outcomes (team performance, team members’ satisfaction) were
analyzed.
Data were obtained from a survey among 73 teams from different industrial and service
companies, which perform complex and non-routine tasks. In order to test the hypotheses, multilevel
analysis and hierarchical regression analysis were conducted.
The results show a significant (although
marginal) effect of diversity on members’ satisfaction with the team. The team orientation towards learning
presented positive effects on both team performance and members’ satisfaction with the team. No
interactive effects were identified. Although the positive impact of a learning culture on organizational
effectiveness has already been studied and is well established in the literature, this is one of the first
studies that provides empirical evidence of the impact of this kind of culture at the team level. At an
intervention level, this study points to managers who want to create successful teams that they may be
advised to enhance the levels of the team orientation towards learning, creating conditions in the team to
promote and support the acquisition of knowledge.
Journal of Spatial and Organizational Dynamics, Vol. III, Issue 1, Mar 31, 2015
This study seeks to analyze a) if the frequency with which group choose to use a certain strategy... more This study seeks to analyze a) if the frequency with which group choose to use a certain strategy is associated with the type of conflict represented in a given situation and b) if, for different types of conflict, different conflict handling patterns (the frequency of their use) could be considered significant predictors of group effectiveness, measured through group performance and satisfaction. We developed a correlational empirical study with a sample composed of 73 work groups, taken from 14 organizations in the industrial and service sectors. The results showed that groups in task conflict situations choose integrative strategies more often than when in relational conflict situations. Moreover, avoiding strategies were more likely to be used in relational conflict situations than in task conflict situations. On the other hand, our results showed that the frequency with which a group uses an integrative strategy can be considered a significant (positive) predictor of group satisfaction for both types of conflict situations (task and relationship). Our results are discussed and compared with our previous literature review, as well as the implications and limitations of the study, along with some thoughts on further investigation.
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The work is composed of two parts. The first part, with five chapters, is centered on theoretical reflection, discussion and conceptual integration. The second part, with four chapters, focuses on specific empirical fields that illustrate paths by which research can express societal concerns for the study of social psychology in contemporary societies.
The work is composed of two parts. The first part, with five chapters, is centered on theoretical reflection, discussion and conceptual integration. The second part, with four chapters, focuses on specific empirical fields that illustrate paths by which research can express societal concerns for the study of social psychology in contemporary societies.
strategy is associated with the type of conflict represented in a given situation and b) if, for
different types of conflict, different conflict handling patterns (the frequency of their use)
could be considered significant predictors of group effectiveness, measured through group
performance and satisfaction. We developed a correlational empirical study with a sample
composed of 73 work groups, taken from 14 organizations in the industrial and service
sectors. The results showed that groups in task conflict situations choose integrative strategies
more often than when in relational conflict situations. Moreover, avoiding strategies were
more likely to be used in relational conflict situations than in task conflict situations. On
the other hand, our results showed that the frequency with which a group uses an integrative
strategy can be considered a significant (positive) predictor of group satisfaction for both
types of conflict situations (task and relationship). Our results are discussed and compared
with our previous literature review, as well as the implications and limitations of the study,
along with some thoughts on further investigation.
– The purpose of this paper was to contribute to the clarification of the conditions under
which teams can be successful, especially those related to team learning. To attain this goal, in the
present study, the mediating role played by team members’ motivation on the relationship between
teamlearningconditions(sharedlearningbeliefsandteamlearningsupport)andmembers’satisfaction
with the team was analysed.
Design/methodology/approach
– An empirical study with a multilevel design was carried out.
Data concerning learning conditions, motivation and satisfaction were obtained from a survey among
398 employees working in 71 teams that perform complex tasks from 24 companies. A multilevel
analysis was conducted.
Findings
– Overall, the results showed that both team learning conditions – shared learning beliefs
and team learning support – had a significant positive effect on members’ satisfaction, which was
mediated by members’ motivation.
Originality/value
– The proliferation of groups in the organizational setting has set new challenges
for organizational research. In fact, more than ever it is necessary to study the conditions under which
teams can be successful. Our findings put forward the relevance of creating conditions in the team to
learn to increase team effectiveness, namely, in terms of team members’ satisfaction.
successful. To attain this goal, the direct and interactive effects of diversity and of the team’s cultural
orientation towards learning on team outcomes (team performance, team members’ satisfaction) were
analyzed.
Data were obtained from a survey among 73 teams from different industrial and service
companies, which perform complex and non-routine tasks. In order to test the hypotheses, multilevel
analysis and hierarchical regression analysis were conducted.
The results show a significant (although
marginal) effect of diversity on members’ satisfaction with the team. The team orientation towards learning
presented positive effects on both team performance and members’ satisfaction with the team. No
interactive effects were identified. Although the positive impact of a learning culture on organizational
effectiveness has already been studied and is well established in the literature, this is one of the first
studies that provides empirical evidence of the impact of this kind of culture at the team level. At an
intervention level, this study points to managers who want to create successful teams that they may be
advised to enhance the levels of the team orientation towards learning, creating conditions in the team to
promote and support the acquisition of knowledge.