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extent (DeShon et al., 2004). Thus, when human resources personnel were asked what they considered their number-one priority, they answered that teamwork and how to capitalize on it so as to make it work better was the major issue for them (Roomkin et al., 1998). In a comprehensive review of the history of groups and team usage, Sundstrom et al. (2000) found that the surge of work group applications can be found everywhere in the organization ranging from production, service, management, and projects. Aside from management’s perspective, the researcher’s focus on the process has led to many new insights as to the “correct” makeup of a team that is likely to achieve organizational goals. For example, Beal et al. (2003) argue that one of the important goals of organizational research, especially as it relates to teams, is to identify the factors and processes that give rise to increased performance. What exactly constitutes a team? Similar to the definition deployed by other researchers in the field, we define a team as two or more people, each with separate responsibilities and/or assignments, working together for a common goal (Salas et al., 1992). It is the latter part of the definition that is most critical as it helps to concretize the dependent variable here. Achieving the team’s, and therefore, the organization’s goal can be objectified by examining the team’s performance, usually through a quantitative measure. By integrating the distinctive skills and characteristics of team members, better performance is expected as compared to individuals working independently to achieve the same goal (Naquin and Tynan, 2003). Leadership When discussing a team, it seems contradictory to also talk about leThe Essay is provided by UK Assignment http://www.szdhsjt.com adership. If a team is truly working together, where is the place of a leader in such a situation? Yet, even a team has a dominant person who, for our purposes, can be called a leader who may very well play a central role in determining group performance. However, little is known of the impact of this dominant team member. The studies on leadership have avoided group performance and tended to focus on antecedents and outcomes related to the individual (see Lim and Ployhart, 2004). In a meta-analysis of leadership correlates, not a single study with a group measure of performance was included (Judge et al., 2002). Usually, leadership is studied in the context of criteria such as of individual characteristics and situational factors each of which may also affect team performance (e.g., DeShon et al., 2004). Our purpose, here too, is to see if we can develop a prediction equation consisting of various types of antecedents. |
