The Knowledge, Skill, and Ability Requirements for Teamwork: Revisiting the Teamwork‐KSA Test's validity

Abstract

The Teamwork -Knowledge, Skills, and Ability (KSA) Test was developed by Stevens and Campion to operationalize their comprehensive taxonomy of teamwork competencies.The test is generally considered 'valid' and has been used frequently in organizations. Our review of the literature found an average criterion validity of .20 for the Teamwork-KSA Test, although there was considerable variability across studies.We could find no research on the item properties, factor structure, or subscale reliabilities, and no extensive investigations of the nomological net of this test. In our field sample, we found subscale reliabilities to be generally inadequate, no meaningful factor structure, and low predictivenes of employees' performance on team-related dimensions.Although the taxonomy it purports to measure is preeminent, the Teamwork-KSA Test itself may have serious limitations.

How “situational” is judgment in situational judgment tests?

“…Results echoed those of Study 1: Split-half reliabilities of the applied SJTs were low (all estimates below .30), which-considering the small number of items per SJT in Study 2 -is in line with the SJT literature (e.g., O'Neill et al, 2012). No significant differences occurred in terms of internal consistency reliabilities between the two SJT versions.…”

“…Sample sizes in the two groups were n ϭ 298 (with situation description) and 254 (without situation description). Please note that O'Neill et al (2012) obtained an equally low value for the relative noncentrality index (RNI), which is equivalent to comparative fit index (CFI). The two-factor model was chosen due to its significantly lower chi-square value in the condition with situation description.…”

Analysing computer science students' teamwork role adoption in an online self-organised teamwork activity

“…Teamwork role identification is a topic of interest in management science and psychology [13,[21][22][23]. In response to the recognition that research on teamwork was fragmented, Salas, Sims [22] undertook an extensive review of the literature to classify common teamwork components and as a result identified five core components of teamwork: team leadership, mutual performance monitoring, backup behaviour, adaptability, and team orientation.…”

Organizational change capacity and composition of management teams

“…The findings in this study would support this tradition but also suggests that some people are more prone to become victims of habits than others. It suggests that selecting people with strong personality profiles may impose limits to adaptability, which could be of interest both in selection and in leadership development aiming for better self-awareness (London, 2002;Mazutis & Slawinski, 2008;O'Neill, et al, 2012) Building competence in team reflection processes may be a more practical approach to improving team effectiveness than selection by personality tests. The most practical value of testing would then be to enhance selfawareness as a prerequisite of team process competence, which is in accordance with many approaches to leadership development (Conger & Toegel, 2003;Quirk & Fandt, 2000;West, 2002) Limitations:…”