In 1994, Stevens and Campion introduced the Teamwork Knowledge, Skills, and Ability test (teamwork KSA test) for selecting employees for team-based organizations. Using experimental data from 57 ad hoc student teams (N 227), we examined this test's relationship with both the behavior of the assigned leader in a team and the behavior of the other team members, respectively. We found that the teamwork KSA test successfully predicted individual team member behavior as indexed by external raters (r .31) and peers (r .34) such that higher scores on the teamwork KSA test related to greater individual effectiveness within the team. The teamwork KSA test was unrelated to the behavior of the assigned leader in the teams studied. Self-efficacy for teamwork was not related to individual behavior in teams, nor did it moderate the relationship between the teamwork KSA test and individual performance in teams. Limitations as well as directions for future research in team selection are discussed.

Many factors contribute to choice of employment other than compensation. This study extends the current hteralure by testing whether a compensating differential exists in employment sectors deemed morally satisfying. Data from the 1998 salary survey ofthe National Association for Business Economics (NABE) and sector rankings addressing moral satisfaction provided by a sample of college students are used in a regression analysis. When we include a self selection correction in the salary regression, business economists in the for-profit sector earned almost 150 percent more than their nonprofit counterparts, once controlling for the choice of employment sector and human capital variables. Average wages were economically and statistically higher for business economists situated in the middle and low moral satisfaction groupings compared to those in the high moral satisfaction sector. Results suggest a compensating differential for those employed in morally satisfying industry sectors.

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