Team climate, climate strength and team performance. A longitudinal study

González-Romá, Vicente; Fortes-Ferreira, Lina; Peíró, José M.

doi:10.1348/096317908x370025

Cited by 143 publications

(142 citation statements)

References 55 publications

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“…As was the case with previous research (González-Romá et al, 2009), there were high intercorrelations of team climate dimensions. Future studies could also evaluate the climate of the teams to supplement the questionnaire items.…”

Section: Limitations and Future Researchsupporting

confidence: 79%

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Team Climate and Media Choice in Virtual Teams

Figl

Saunders²

2011

THCI

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As work teams become more distributed, effective computer-mediated communication is increasingly impacting their performance. This study investigates how team climate influences communication frequency among team members and their use of different communication media. Data were collected in two information systems courses offered at an Austrian university in which 50 student teams developed web-based applications and conducted usability tests. A team climate framework based on task and social orientation was used to assess the teams' performance and communication patterns. We found that both task and social dimensions of team climate were positively related to higher communication frequency as well as objective and subjective performance. Among other things, the results suggest that a task-oriented climate is especially linked to the use of e-mail, while social orientation is linked to the use of face-to-face meetings. We also found differences in communication patterns and performance across four different types of team climates (fully functioning, cozy, cold, and dysfunctional). The results underscore the importance of both task and social dimensions for a team to perform well. Our study contributes to both the academic literature that investigates factors affecting media choice and the practitioner literature that examines how to manage virtual teamwork effectively.

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Section: Limitations and Future Researchsupporting

confidence: 79%

“…Therefore, both frequent communication and a task-oriented team climate were important for performance. Unlike González-Romá et al(2009), we found a relationship between team climate and performance, not only for subjective but also for objective performance.…”

Section: Discussioncontrasting

confidence: 61%

Team Climate and Media Choice in Virtual Teams

Figl

Saunders²

2011

THCI

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“…risk behavior) to be contingent not only on priority of safety but also pressure for production, thereby enabling us to provide a more complex picture of the interplay between different safety climate dimensions. This is important from a theoretical and practical perspective as our findings ascertain the boundary conditions under which the impact of managerial commitment to safety on employee risk behavior is enhanced or attenuated (for the relevance of moderating effects in climate research, see González-Romá, et al, 2009), which in turn can inform managers about the situations in which their actions and behaviors are particularly influential for reducing employee risk behavior and accidents on site. To our knowledge this is the first study in the safety climate literature to test and find a higher-order interaction between safety climate dimensions, which deserves attention given the difficulty of finding higher-order interactions due to lower statistical power in field research (McClelland and Judd, 1993).…”

Section: Safety Climate Dimensions and Risk Behavior: Interactive Effmentioning

confidence: 91%

Safety climate dimensions as predictors for risk behavior

Bosak

Coetsee

Cullinane

2013

Accident Analysis & Prevention

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This study examines the interactive relationship between three dimensions of safety climate (management commitment to safety, priority of safety, and pressure for production), and their impact on risk behavior reported by employees. The sample consisted of 623 employees from a chemical manufacturing organization in South Africa. Hierarchical regression analyses were carried out to test the direct effects and the interaction effect of the three safety climate dimensions on risk behavior. The results showed that, as expected, employees' risk behavior was negatively related to management commitment to safety and priority of safety and positively related to pressure for production. Moreover, as expected, the three-way interaction between management commitment to safety, priority of safety and pressure for production was significant. When pressure for production was high, management commitment to safety was positively related to risk behavior, regardless of level of priority of safety on plant. When pressure for production was low, the effect of management commitment to safety on risk behavior was nullified under conditions of high, as compared to low priority of safety on plant. These findings highlight the importance of managerial commitment to safety in contexts where employees experience tensions between production deadlines and safety procedures.

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“…This study also investigates the possibility that PJ climate level and strength function as contextual moderators, which reinforce the individual-level relationship between PJ perceptions and individual work outcomes. An identical PJ perception level may lead to different attitudes and behavior that are relative to the average level of PJ perceptions within the group and the extent to which members agree on the level of their fairness perceptions (Colquitt et al 2002;González-Romá et al 2009). …”

Section: Research Frameworkmentioning

confidence: 99%

Multi-level Longitudinal Dynamics Between Procedural Justice and Interpersonal Helping in Organizational Teams

Shin

Choi

2014

J Bus Psychol

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Purpose Procedural justice (PJ) is a meaningful predictor of prosocial behavior. This study expands prior studies by theorizing and empirically validating the potential multilevel effects of PJ on the helping behavior of group members. Specifically, we examined the effects of individual PJ perceptions and group-level PJ climate on helping behavior. We further propose theoretically plausible mediators of the PJ-helping relationship and the potential moderating functions of the PJ climate strength. Methodology We employed multi-wave data collected from 1,064 employees in 107 work teams over a three-year period to test the multi-level effects of PJ on helping behavior. Results of the multi-level analysis showed that PJ climate enhances helping behavior by two intervening processes, namely, the group-level coworker trust climate and individual-level organizational commitment. Moreover, the level and strength of PJ climate served as crosslevel moderators that amplify the individual-level effect of PJ perceptions on helping behavior. Implications By employing a three-wave time-lagged design, this study demonstrated the interplay between PJ perceptions and PJ climate, which induced changes in the helping behavior of group members by multi-level mediating and moderating processes that unfold over a substantial period of time. Originality/Value This study theorized and empirically validated multi-level processes involving PJ as a predictor of individual helping behavior by specifying the intermediate mechanisms and boundary conditions that account for these unexplored interpersonal phenomena. The use of multi-wave data revealed the temporal development of this multi-level dynamics in organizational teams.

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Team climate, climate strength and team performance. A longitudinal study

Cited by 143 publications

References 55 publications

Team Climate and Media Choice in Virtual Teams

Team Climate and Media Choice in Virtual Teams

Safety climate dimensions as predictors for risk behavior

Multi-level Longitudinal Dynamics Between Procedural Justice and Interpersonal Helping in Organizational Teams

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