Linking Personality Trait Variance in Self-Managed Teams to Team Innovation

Hartog, Sophie C. den; Runge, J. Malte; Reindl, Gudrun; Lang, Jonas W. B.

doi:10.1177/1046496419865325

Cited by 20 publications

(23 citation statements)

References 88 publications

(158 reference statements)

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“…Research on team composition showed that a higher proportion of collectivist-oriented team members predicted moderately higher perceived team cooperation (Eby & Dobbins, 1997). Besides, Den Hartog et al (2020) found a positive association of less variance in extraversion and conscientiousness with team innovation over time. The combination of minimal conscientiousness variance and maximized extraversion variance predicted the best short-term and long-term performance (Humphrey et al, 2011).…”

Section: Model Of Ksaos For Smt Performancementioning

confidence: 87%

“…However, the authors did not report the optimal share of conscientious members. Diversity regarding openness was unrelated to team innovation, although, interestingly, low variance in agreeableness was associated with lesser team innovation over time (Den Hartog et al, 2020). Team diversity in proactive behavior predicted worse teamwork behavior, and consequently less team proactive performance (Williams et al, 2010).…”

Section: Model Of Ksaos For Smt Performancementioning

confidence: 99%

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Individual Competencies for Self-Managing Team Performance: A Systematic Literature Review

Doblinger

2021

Small Group Research

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Self-managing teams are popular but they can only benefit team performance if their members are competent to navigate within self-managing systems. Based on a systematic literature search on self-managing, self-directing, and self-leading teams, we reviewed 84 studies related to KSAOs and traits in self-managing teams. Grounded on existing models of team effectiveness and individual KSAOs, we integrated all findings into one KSAO model and showed the relations of single KSAOs with team performance. The results resembled other KSAO frameworks but were more comprehensive and provided practical application and future research guidance, for example, studying team compositions of individual KSAOs.

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Section: Model Of Ksaos For Smt Performancementioning

confidence: 87%

Section: Model Of Ksaos For Smt Performancementioning

confidence: 99%

Individual Competencies for Self-Managing Team Performance: A Systematic Literature Review

Doblinger

2021

Small Group Research

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“…As an initial research step, we chose not to alter the data’s information by any centering, but rather present it in accordance with its structure. Yet, an additional reason behind our decision to take such a course of action arose from disagreements between the different centering methods published by the various literature (Braun et al, 2020; den Hartog et al, 2020; English et al, 2004). The empty, or null, level model, describes the partition between variance at the student’s level and at the group-level.…”

Section: Resultsmentioning

confidence: 99%

“…Additionally, extraversion has been shown to be related to team processes such as stimulating discussion (Mohammed & Angell, 2003) or supportive behavior (Porter et al, 2003). In turn, there are findings indicating the advantage of homogeneous grouping in extraversion (den Hartog et al, 2020).…”

Section: Group Formation By Personality Traitsmentioning

confidence: 99%

Effects of Group Formation on Student Satisfaction and Performance: A Field Experiment

Müller

Bellhäuser

Konert

et al. 2021

Small Group Research

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This study analyzes the relation of group formation on outcomes of a 4-week online course for prospective students. Group formation was experimentally manipulated based on predefined criteria, personality traits conscientiousness and extraversion. As research questions, groups were considered advantageous if they were formed (a) heterogeneously in extraversion, and (b) homogeneously in conscientiousness. As a result, no uniform outcome was identified. Most variance could be explained on group level, but no significant main effect for experimental grouping was found. Significant interaction between both main effects hint that the results do not provide final answers, but guidance for further research.

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“…I.e., the distinct person (their characteristics/traits etc) as opposed to the 'context' of individual is what is driving the adoption. This suggests the need for a return to trait theory alongside considering the role of network hubs in considering the adoption of innovation in service-based organisations(den Hartog et al, 2020;Davies et al, 2018).…”

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confidence: 99%

What Influences the Adoption of Innovations in Healthcare in Wales

Bell¹

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In a time of limited resources, but increased complexity and demand, innovation presents a pathway to improve quality and efficiency in the provision of healthcare in the National Health Service (NHS) in Wales. There is little scarcity in the availability of quality innovations to the NHS, but there is a clear gap in the ability of the organisation to effectively adopt and spread these innovations into wider use. Research into the adoption of innovations across multiple disciplines has been extensive. Numerous influences have been investigated via mainly quantitative approaches that utilise an array of technology adoption theories. This study explored the adoption of innovation in healthcare in Wales via a pragmatic mixed methods approach using the Technology-Organisation-Environment framework as a theoretical basis. Semi-structured open-ended interviews were conducted with participants experienced in healthcare innovation in Wales. Findings were analysed by a combination coding approach and content analysis. Forty-four factors of influence were discovered, including sixteen novel factors that were not identified in relevant literature. The high importance of individuals and the interactions between people was easily apparent. Therefore, the conceptual framework of ‘People-Organisation-Environment-Technology’, or the ‘POET’ framework, was developed. Theoretical support for this was provided by the Socio-technical systems theory, which acknowledges the importance of people in the social subsystem of an organisation. The POET framework builds upon previous theory by adding the relative levels of importance of and overlap between the four contexts. Second stage analysis assessed the relative importance of factors, their interrelationships, and their propensity to act as barriers or enablers to adoption. The POET framework embraces the complexity in innovation adoption in Wales and is effective for investigating and analysing cases in this setting, and has the potential for generalisability. The findings indicate that NHS Wales should invest in and investigate the influence of people to support innovation adoption.

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Linking Personality Trait Variance in Self-Managed Teams to Team Innovation

Cited by 20 publications

References 88 publications

Individual Competencies for Self-Managing Team Performance: A Systematic Literature Review

Individual Competencies for Self-Managing Team Performance: A Systematic Literature Review

Effects of Group Formation on Student Satisfaction and Performance: A Field Experiment

What Influences the Adoption of Innovations in Healthcare in Wales

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