The influence of demographic and cognitive diversity and personality factors on team performance 인구통계학적 다양성, 인지다양성 및 성격 특성을 중심으로
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Nov 30, 2012
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The purpose of this study was to investigate the effects of team composition on team performance. A total of 67 student teams participated in their team-based task for more than 10 weeks and a team is an unit of analysis. The composition variables included demographic diversity (gender and college starting year), cognitive diversity, and Big Five personality factors. To test the hypothesis that there will be significant differences in team performance between three groups (low-, medium-, and high-diversity) varying with demographic (gender and college starting year) and cognitive diversity, one-way ANOVAs and post-hoc analyses were used. Findings regarding gender diversity revealed that team performance was greater for medium- and low-diversity groups than for high-diversity group. While findings regarding college starting year revealed that team performance was greater for low- and high-diversity groups than for medium-diversity group, findings regarding cognitive diversity measured by diversity of attending colleges revealed that team performance was greater for medium-diversity group than for high-diversity group. These findings suggest that there will be an optimal level of diversity for enhancing team performance. Then we examined the relationships between Big Five personality factors as team composition variables and team outcomes. Team extroversion showed positive relationships with the creative part and team presentation. However, the minimum of team agreeableness showed negative relationships with the logical part of team performance, which was the opposite of our hypothesis. We discussed that the personality factors for team composition could vary with task characteristics.
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Roh, Y., & Sohn, Y. (2012). The influence of demographic and cognitive diversity and personality factors on team performance: 인구통계학적 다양성, 인지다양성 및 성격 특성을 중심으로. Korean Journal of Industrial and Organizational Psychology, 25(4), 861–887. https://doi.org/10.24230/kjiop.v25i4.861-887
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Empirical Articles
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
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민윤기 (2004). 사회과학 연구법과 결과해석. 서울: 시그마프레스.
성상현, 이종건, 박헌준 (2007). 다양성이 프로젝트 팀의 성과에 미치는 영향, 인사조직연구, 15(2), 39-70.
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한국교육심리학회 (1999). 교육심리학 용어사전. 서울: 학지사.
한주희 (1998). 팀조직의 생산성에 관한 연구: 팀의 성격 특성, 팀경영 및 팀성과의 관계. 생산성논집, 12(3), 381-403.
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Arthur, W., Jr., Bell, S. T., & Edwards, B. D. (2007). A longitudinal examination of the comparative criterion-related validity of additive and referent-shift consensus operationalizations of team efficacy. Organizational Research Methods, 10, 35-58.
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Bunderson, J. S., & Sutcliffe, K. M. (2002). Comparing alternative conceptualizations of functional diversity in management teams: Process and performance effects. Academy of Management Journal, 45, 875-893.
Chan, D. (1998). Functional relations among constructs in the same content domain at different levels of analysis: A typology of comparison models. Journal of Applied Psychology, 83, 234-246.
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Cox, T., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive, 5(3), 45-56.
Dahlin K. B., Weingart, L. R., & Hinds, P. J. (2005). Team diversity and information use. Academy of Management Journal, 48, 1107-1123.
Devine, D. J., & Phillips, J. L. (2001). Do smarter teams do better? A meta-analysis of cognitive ability and team performance. Small Group Research, 32, 507-532.
Fenwick, G. D., & Neal, D. J. (2001). Effect of Gender Composition on Group Performance. Work & Organization, 8, 205-225.
Fields, D. L., & Blum, T. C. (1997). Employee satisfaction in work groups with different gender composition. Journal of Organizational Behavior, 18, 181-196.
Frank, B. B. (1986). Cognitive styles and teacher education: Field dependence and areas specialization mong teacher education majors. Journal of Educational Research, 1, 19-22.
Goldberg, L. R. (1999). A broad-bandwidth, public-domain, personality inventory measuring the lower-level facets of several five-factor models. In Merviedle, I. Deary, F. De Fruyt, & F Ostendorf(Eds.), Personality psychology in Europe( Vol. 7, pp.7-28). Tilburg University Press: The Netherlands.
Graziano, W. G., Hair, E. C., & Finch, J. F. (1997). Competitiveness mediated the link between personality and group performance. Journal of Personality and Social Psychology, 73, 1394-1408.
Griffith, B., & Hesketh, B. (2004). Why openness to experience is not a good predictor of job performance. International Journal of Selection and Assessment, 12, 243-251.
Hambrick, D. C., Cho, T. S., & Chen, M. J. (1996). The influence of top management team heterogeneity on firms’ competitive moves. Administrative Science Quarterly, 41, 659- 684.
Harrison, D. A., Price, K. H., & Bell, M. P. (1998). Beyond relational demography: Time and the effects of surface- and deep-level diversity on work group cohesion. Academy of Management Journal, 41, 96-107.
Harrison, D. A., Price, K. H., Gavin, J. H., & Florey, A. T. (2002). Time, teams and task performance: Changing effects of surface- and deep-level diversity on group functioning. Academy of Management Journal, 45, 1029-1045.
Hollenbeck, J. R., DeRue, D. S., & Guzzo, R. (2004). Bridging the gap between I/O research and HR practice: Improving team composition, team training, and team task design. Human Resource Management, 43, 353- 366.
Horwitz, S. K., & Horwitz, I. B. (2007). The effects of team diversity on team outcomes: A meta-analytic review of team demography. Journal of Management, 33, 987-1015.
Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The Big Five revisited. Journal of Applied Psychology, 85, 869- 879.
Jackson, C. L., Colquitt, J. A., Wesson, M. J., & Zapata-Phelan, C. P. (2006) Psychological collectivism: A measurement validation and linkage to group member performance. Journal of Applied Psychology, 91, 884-899.
Jackson, S. E. (1992). Team composition in organizational settings: Issues in managing an increasingly diverse work force. In S. Worchel, W. Wood, & J. A. Simpson (Eds.), Group Process and Productivity, (pp.138-173). Thousand Oaks, CA: Sage.
Jackson, S. E., & Joshi, A. (2004). Diversity in social context: a multi-attribute, multilevel analysis of team diversity and sales performance. Journal of Organizational Behavior, 25, 675-702.
Jackson, S. E., Joshi, A., & Erhardt, N. L. (2003). Recent research on team and organizational diversity: SWOT analysis and implications. Journal of Management, 29, 801-830.
Jackson, S. E., May, K. E., & Whitney, K. (1995). Understanding the dynamics of diversity in decision-making teams. In R. A. Guzzo & E. Salas (Eds.), Team effectiveness and decision making in organizations (pp.204-261). SanFrancisco: Jossey-Bass.
James, L. R., Demaree, R. G., & Wolf, G. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69, 85-98.
Jehn K. A., & Bezrukova, K. (2004). A field study of group diversity, workgroup context, and performance. Journal of Organizational Behavior, 25, 703-729.
Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44, 238-251.
Jehn, K. A., Northcraft, G. B., & Neale, M. A. (1999). Why differences make a difference: A field study in diversity, conflict, and performance in workgroups. Administrative Science Quarterly, 44, 741-763.
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