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Cultura e desempenho de equipes de projetos globais: um estudo em empresas multinacionais brasileiras; Culture and global project team performance: a study in Brazilian multinational companies

Rodrigues, Ivete
Fonte: Biblioteca Digitais de Teses e Dissertações da USP Publicador: Biblioteca Digitais de Teses e Dissertações da USP
Tipo: Tese de Doutorado Formato: application/pdf
Publicado em 04/08/2010 Português
Relevância na Pesquisa
56.08%
A internacionalização das empresas brasileiras traz uma nova realidade: a necessidade de implementação de projetos globais. Estes trazem, em seu bojo, o desafio do gerenciamento de equipes multiculturais. Sendo um fenômeno recente, com pouco desenvolvimento teórico, o presente estudo buscou entender as relações entre características culturais e desempenho de equipes de projetos globais em multinacionais brasileiras, em contextos de alta e baixa distância cultural. Uma vez identificadas estas relações, tratou-se de entendê-las à luz do processo de gerenciamento de equipes. Para levar avante esta discussão, empreendeu-se um estudo de campo com enfoque tanto quantitativo quanto qualitativo junto a 34 projetos globais de multinacionais brasileiras, em que participaram pessoas oriundas de 22 países. Os resultados indicam que características culturais estão, sim, associadas ao desempenho da equipe, seja técnico ou humano, e que essa associação tem diferentes intensidades a depender do contexto. A proximidade hierárquica e o coletivismo foram mais importantes em contextos de baixa distância, enquanto que a feminilidade e a propensão ao risco foram mais importantes em contexto de alta distância cultural. Em que pesem estes resultados...

Team climate, climate strength and team performance: a longitudinal study

González-Romá, Vicente; Fortes-Ferreira, Lina; Peiró, José Maria
Fonte: Repositório Comum de Portugal Publicador: Repositório Comum de Portugal
Tipo: Artigo de Revista Científica
Publicado em //2009 Português
Relevância na Pesquisa
46.33%
We tested the hypothesis that the relationship between team climate and team performance is moderated by climate strength. The study sample was composed of 155 bank branches, and a two-wave panel design was implemented. We measured four team climate facets (support, innovation, goal achievement and enabling formalization). We obtained two subjective indicators of team performance (ratings provided by team members and by team managers) and a financial indicator of team performance. Seven out of the 12 interaction effects tested were statistically significant and showed the expected sign. When financial team performance was the criterion, only the interaction term was significant. This suggests that only strong climates are related to financial team performance over time.

O desempenho das equipas numa perspectiva temporal: as diferentes trajectórias de desempenho

Mendes, Margarida Isabel da Lage
Fonte: Instituto Universitário de Lisboa Publicador: Instituto Universitário de Lisboa
Tipo: Dissertação de Mestrado
Publicado em //2009 Português
Relevância na Pesquisa
46.39%
Mestrado em Psicologia Social e das Organizações; Apesar das recomendações de alguns investigadores serem no sentido de avaliar o desempenho das equipas ao longo do tempo, a grande maioria dos estudos continua a ignorar a natureza temporal e dinâmica do desempenho das equipas. Contudo, ao nível individual a preocupação com esta temática tem delineado algumas considerações relevantes para o desenvolvimento de estudos ao nível das equipas. Assim, este estudo tem como principal desafio compreender de que forma as equipas mudam o seu desempenho ao longo do tempo. O nosso ponto de partida foi analisar o desempenho de 501 equipas, envolvidas numa competição, ao longo de cinco episódios de desempenho. Através de uma análise de clusters identificámos quatro diferentes trajectórias de desempenho. De forma exploratória as diferenças entre as trajectórias de desempenho também foram investigadas usando duas variáveis de composição: experiência na tarefa e dimensão da equipa. Os resultados mostraram que não houve diferenças significativas entres as trajectórias quando se teve em conta as variáveis descritas acima. Globalmente, este estudo, para além de desafiar os modelos lineares que frequentemente, avaliam a eficácia das equipas numa perspectiva sincrónica...

Expectations on team performance, collective efficacy and team effectiveness

Teixeira, Catarina Raquel
Fonte: Instituto Universitário de Lisboa Publicador: Instituto Universitário de Lisboa
Tipo: Dissertação de Mestrado
Publicado em //2013 Português
Relevância na Pesquisa
56.35%
Thesis submitted as partial requirement to obtain the degree Master in Human Resources Management / JEL Classification System: M12 – Business Administration (Personnel Management);; O objetivo deste estudo é contribuir para a investigação sobre a eficácia de equipas, investigando o impacto das expectativas dos membros sobre o desempenho da equipa a que pertencem, considerando-se o papel mediador da eficácia coletiva, para promover a performance da equipa e satisfação. Existindo já diversa pesquisa empírica sobre a importância da eficácia coletiva como um preditor de eficácia, este estudo pretende contribuir para uma melhor compreensão do seu efeito no papel de mediador, no modelo de de eficácia da equipas, IMOI (Input-mediador-Input-Output), assumindo as expectativas de desempenho como um importante input no processo. Os dados para este estudo correlacional foram obtidos a partir de 175 equipas (799 pessoas) que participaram numa competição de estratégia e gestão, Global Management Challenge. Uma simulação da vida empresarial onde equipas são responsáveis pela gestão de uma empresa fictícia com o objetivo de alcançar o maior valor de ação na simulada bolsa de valores. Os resultados mostram que as expectativas dos membros da equipa sobre o desempenho estão relacionados com a eficácia coletiva...

It takes two flints to make a fire : understanding work engagement at the team level

Costa, Patrícia Lopes
Fonte: Instituto Universitário de Lisboa Publicador: Instituto Universitário de Lisboa
Tipo: Tese de Doutorado
Publicado em //2014 Português
Relevância na Pesquisa
46.3%
Tese de doutoramento em Psicologia / PsycINFO Classification Categories and Codes: 3660 Organizational Behavior; 3020 Group & Interpersonal Processes; The main goal of the present thesis is to propose, validate and understand the construct of team work engagement. The thesis includes one theoretical article and five empirical articles. Theoretically, team work engagement is defined as a shared emergent state that mediates the relationship between interpersonal team processes and team effectiveness. In studies 1 and 2, we aimed at validating the construct. Our results indicate that work engagement can be empirically assessed at the individual and team levels. Moreover, the findings support the proposed mediation role of team work engagement. Study 3 was aimed at investigating a specific interpersonal team process variable, team conflict, in the relationship between team resources and team effectiveness. Results show that task and relationship conflict are contextual variables that have a negative impact on team work engagement. Task conflict, however, can strengthen the positive relationship between team work engagement and team performance. In study 4 we investigated the cross-level influence of team work engagement and individual positive emotions on perceptions of team viability. Our results indicate that team-level states have a “protective” effect on this specific outcome. Finally...

What makes a good team?

Monteiro, Maria Teresa Bessa
Fonte: NSBE - UNL Publicador: NSBE - UNL
Tipo: Dissertação de Mestrado
Publicado em /01/2010 Português
Relevância na Pesquisa
56.08%
A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics; Created in organizations to solve problems, provide services or create products, teams are seen as mechanisms that enable organizations to efficiently respond to customers demands. When studying team work one observes that at the same time that members are working to a common purpose and objective, each member fosters the achievement of these through their individual contributions. However, just as too much individuality creates problems, so does too much coesion. In this sense, the importance of achieving a balance, as well as an interrelation between individual contribution and collective work is crucial to enhance team performance.

Mutual Accountability and Its Influence on Team Performance

Rashid, Faaiza
Fonte: Harvard University Publicador: Harvard University
Tipo: Thesis or Dissertation; text Formato: application/pdf
Português
Relevância na Pesquisa
46.41%
Many teams, especially in dynamic knowledge-intensive environments, face interdependent tasks with unscripted responsibilities. The centrality of this challenge to the team process notwithstanding, theories of how team members hold one another accountable for accomplishing interdependent work are underdeveloped. I integrate theory and research on accountability and teams to advance the construct of team mutual accountability – a reciprocally authorized behavior among team members of evaluating one another’s progress on the team’s task. Unlike performance pressure, which is externally enforced accountability on a team, mutual accountability is internal to a team. I theorize the effects of team mutual accountability and performance pressure on team performance and develop a model of team mutual accountability, proposing its antecedents and outcomes. I test this model in a multi-organization multi-method field study. Findings from qualitative research on five teams in two knowledge-based organizations show that team mutual accountability varies across teams, verify that the theoretical construct of team mutual accountability can be operationalized in organizations, and help develop survey items for measuring team mutual accountability. Results of survey research on 45 teams in five knowledge-based organizations show that team mutual accountability is positively associated with team performance...

De la diversité des équipes : étude du rôle des vecteurs de failles sur la performance.

Rabbat, François
Fonte: Université de Montréal Publicador: Université de Montréal
Tipo: Thèse ou Mémoire numérique / Electronic Thesis or Dissertation
Português
Relevância na Pesquisa
46.34%
Malgré que plus de 50 ans nous séparent des premières études empiriques s’attardant à la diversité dans les équipes de travail, il demeure difficile de tirer des conclusions claires et cohérentes quant à la nature et à la direction des relations qu’elle entretient avec la performance groupale. Ce constat a amené de nombreux auteurs à formuler diverses recommandations visant à sortir le domaine de recherche de l’impasse. Dans un contexte où, d’une part, les organisations tendent à s’appuyer de plus en plus sur des équipes afin d’assurer leur efficacité et, d’autre part, la diversité ne cesse de s’accroitre au rythme de l’immigration et de la spécialisation du savoir, il devient particulièrement pertinent de poursuivre les efforts de recherche en fonction de ces recommandations afin de clarifier les impacts de la diversité sur la performance. La présente thèse s’inscrit dans un courant de recherche en pleine croissance qui répond aux appels des chercheurs du domaine et qui vise à évaluer les effets de la structure de la diversité plutôt qu’uniquement ceux de la quantité de diversité dans les équipes. La théorie des vecteurs de failles (Lau & Murnighan, 1998), qui sont des lignes hypothétiques divisant les membres d’une équipe lorsque des caractéristiques de diversité concordent et créent des sous-groupes homogènes...

An Agent-based Model of Team Coordination and Performance

Rojas-Villafane, Jose A
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica Formato: application/pdf
Português
Relevância na Pesquisa
46.39%
This research is based on the premises that teams can be designed to optimize its performance, and appropriate team coordination is a significant factor to team outcome performance. Contingency theory argues that the effectiveness of a team depends on the right fit of the team design factors to the particular job at hand. Therefore, organizations need computational tools capable of predict the performance of different configurations of teams. This research created an agent-based model of teams called the Team Coordination Model (TCM). The TCM estimates the coordination load and performance of a team, based on its composition, coordination mechanisms, and job’s structural characteristics. The TCM can be used to determine the team’s design characteristics that most likely lead the team to achieve optimal performance. The TCM is implemented as an agent-based discrete-event simulation application built using JAVA and Cybele Pro agent architecture. The model implements the effect of individual team design factors on team processes, but the resulting performance emerges from the behavior of the agents. These team member agents use decision making, and explicit and implicit mechanisms to coordinate the job. The model validation included the comparison of the TCM’s results with statistics from a real team and with the results predicted by the team performance literature. An illustrative 26-1 fractional factorial experimental design demonstrates the application of the simulation model to the design of a team. The results from the ANOVA analysis have been used to recommend the combination of levels of the experimental factors that optimize the completion time for a team that runs sailboats races. This research main contribution to the team modeling literature is a model capable of simulating teams working on complex job environments. The TCM implements a stochastic job structure model capable of capturing some of the complexity not capture by current models. In a stochastic job structure...

Effect of obstetric team training on team performance and medical technical skills: A randomised controlled trial

Fransen, A.; van de Ven, J.; Merien, A.; de Wit-Zuurendonk, L.; Houterman, S.; Mol, B.; Oei, S.
Fonte: Wiley Publicador: Wiley
Tipo: Artigo de Revista Científica
Publicado em //2012 Português
Relevância na Pesquisa
56.33%
OBJECTIVE  To determine whether obstetric team training in a medical simulation centre improves the team performance and utilisation of appropriate medical technical skills of healthcare professionals. DESIGN  Cluster randomised controlled trial. SETTING  The Netherlands. SAMPLE  The obstetric departments of 24 Dutch hospitals. METHODS  The obstetric departments were randomly assigned to a 1-day session of multiprofessional team training in a medical simulation centre or to no such training. Team training was given with high-fidelity mannequins by an obstetrician and a communication expert. More than 6 months following training, two unannounced simulated scenarios were carried out in the delivery rooms of all 24 obstetric departments. The scenarios, comprising a case of shoulder dystocia and a case of amniotic fluid embolism, were videotaped. The team performance and utilisation of appropriate medical skills were evaluated by two independent experts. MAIN OUTCOME MEASURES  Team performance evaluated with the validated Clinical Teamwork Scale (CTS) and the employment of two specific obstetric procedures for the two clinical scenarios in the simulation (delivery of the baby with shoulder dystocia in the maternal all-fours position and conducting a perimortem caesarean section within 5 minutes for the scenario of amniotic fluid embolism). RESULTS  Seventy-four obstetric teams from 12 hospitals in the intervention group underwent teamwork training between November 2009 and July 2010. The teamwork performance in the training group was significantly better in comparison to the nontraining group (median CTS score: 7.5 versus 6.0...

Performance assessment of military teams in simulator and live exercises

Mjelde, Frode V.
Fonte: Monterey, California: Naval Postgraduate School Publicador: Monterey, California: Naval Postgraduate School
Tipo: Tese de Doutorado
Português
Relevância na Pesquisa
56.3%
Approved for public release; distribution is unlimited; The purpose of this paper is to present and evaluate a tool designed to assess the performance of military teams participating in complex military training exercises and to investigate the effectiveness of simulator training and live training from the matching of inherent stressors. Specifically, this study evaluates a tool that has been used by Norwegian military subject matter experts (SMEs) to assess the performance of eight cadet teams at the Royal Norwegian Naval Academy (RNoNA) during two separate 4-hour simulator exercises and a 48-hour live exercise. The resulting positive Spearman rank correlation coefficients between team performance assessments in the simulator exercises and the live exercise were strongest when the simulator scenario emphasized the stressors inherent in the live exercise and weakest when the simulator scenario did not facilitate the task demands in the live exercise. The study showed that (1) team performance measured in simulator training exercises can predict performance in a subsequent live training exercise, and (2) that scenario-based simulator training can realistically and effectively represent training demands for live operations. Our findings show the RNoNA tool can be easily applied to team training exercises and provide a meaningful evaluation of a team's future performance.; Outstanding Thesis; Lieutenant Commander...

The effect of personality style and team organization on team performance

Hannen, Timothy W.
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Tese de Doutorado Formato: xvi, 63 p. : col. ill.
Português
Relevância na Pesquisa
56.29%
The continual advancement of technology and the increasing complexity of the operational environments for the military have necessitated the proliferation of teambased operations. The use of personality styles is one possible way to go beyond normal demographics when attempting to predict team performance. This study provides an analysis of two personality styles and their potential for predicting team performance. The tenets of Human Systems Integration (HSI) state that it is critical to view the human as a component of any system. This study examined the effect of team personality style on team performance. Additionally, the effect of team command and control organization was examined by building upon the Office of Naval Research's Adaptive Architecture for Command and Control (A2C2) project. The results of the study were inconclusive. There was no significant difference between the performance of teams high in conscientiousness and high in agreeableness (A+C+) and the performance of teams low in conscientiousness and low in agreeableness (A-C-). Furthermore, there was no difference between teams utilizing different command and control organizations. The results of the study reveal that, currently, A+C+ and AC- personality styles are not viable as selection tools Further research concerning the many possible personality styles is required.; US Navy (USN) author.

The effects of the outdoor experiential ropes course on perceived team performance

O'Bannon, Patricia Melise
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica
Português
Relevância na Pesquisa
46.33%
The purpose of this quasi-experimental study was to explore the perceived effects of the Ropes Course on the performance of intact work teams. The dependent variable, team performance, was measured by the Team Performance Assessment, a 20 question inventory. The Ropes Course, the independent variable, was an outdoor experiential training program presently marketed as a highly effective team building training program. Issues the team addressed in the highly emotional and physical environment were purported to transfer back to the work environment and act as a catalyst for change The Ropes Course in this study consisted of a day long series of outdoor mental, emotional and physical exercises addressing the issues of goal-setting, role expectations, accountability, trust, respect, communication, problem-solving and decision-making. The 68 subjects, 37 in the treatment group and 31 in the control were employees of a large international financial institution. They were not chosen by random selection. The work teams' managers recognized a need to improve team morale, performance and functioning due to corporate reengineering and downsizing resulting in team members' job losses. Control teams were partially matched to the treatment teams on the basis of professional composition and similar job descriptions. The pretest of the Team Performance Assessment was given the morning of the Ropes Course treatment and the posttest was given three to five weeks later. The control teams received the pretests and posttests at about the same time intervals at their work location but received no Ropes Course treatment. The treatment teams' scores and the control teams' scores were statistically compared using the Multivariate Analysis of Variance (MANOVA) and the Multivariate Analysis of Covariance (MANCOVA) at the .05 level of significance. The statistical analysis revealed a significant difference between the control and experimental teams after the team building Ropes Course training as measured by the Team Performance Assessment (Gilbert...

Les effets des pratiques de leadership sur la performance de l’équipe : rôle médiateur de l’engagement des membres envers les objectifs d’équipe

Masse, Marie-Hélène
Fonte: Université de Montréal Publicador: Université de Montréal
Tipo: Thèse ou Mémoire numérique / Electronic Thesis or Dissertation
Português
Relevância na Pesquisa
56.4%
Le but de cette recherche est la vérification des relations entre les pratiques de leadership et la performance de l’équipe. Nous nous concentrons sur deux pratiques de leadership distinctes : le leadership d’empowerment et le leadership autocratique. Cette recherche vise également à comprendre le rôle médiateur de l’engagement des membres envers les objectifs d’équipe dans ces relations. De plus, nous examinons la combinaison des deux pratiques de leadership chez un même responsable d’équipe, à savoir si l’adoption d’un style de leadership peut réduire ou amplifier l’effet de l’autre style de leadership. Les données de types secondaires ont été colligées auprès de 381 membres faisant partie de 101 équipes ainsi que des 101 supérieurs immédiats de ces équipes œuvrant dans une organisation de sécurité publique canadienne. Ces données ont été recueillies grâce à un questionnaire. Des analyses factorielles confirmatoires et des analyses de régression hiérarchique ont permis de vérifier nos huit hypothèses. Les résultats montrent que les pratiques de leadership sont modérément et significativement liées à la performance d’équipe. Les pratiques de leadership sont également liées fortement et significativement à l’engagement des membres envers les objectifs d’équipe. Par ailleurs...

Bringing in the Experts: How Team Composition and Collaborative Planning Jointly Shape Analytic Effectiveness

Kosslyn, Stephen; Woolley, Anita Williams; Gerbasi, Margaret E.; Hackman, J. Richard; Chabris, Christopher
Fonte: Sage Periodicals Press Publicador: Sage Periodicals Press
Português
Relevância na Pesquisa
56.25%
This study investigates the separate and joint effects of the inclusion of experts and collaborative planning on the performance of analytic teams. Teams either did or did not include members with expert-level task-relevant cognitive abilities, and either did or did not receive an intervention that fostered collaborative planning. Results support the authors' hypothesis that analytic performance requires both task-appropriate expertise and collaborative planning to identify strategies for optimally using that expertise. Indeed, high expertise in the absence of collaborative planning actually decreased team performance. Teams engaging in collaborative planning were more likely to effectively integrate their information on key aspects of the analytic problem, which significantly enhanced their analytic performance. Furthermore, information integration mediated the effects of the interaction of expertise and collaboration on performance. The implications of the findings for the optimal use of team member skills and the development of team performance strategies are discussed.; Psychology

When Power Makes Others Speechless: The Negative Impact of Leader Power on Team Performance

Tost, Leigh Plunkett; Gino, Francesca; Larrick, Richard P.
Fonte: Academy of Management Publicador: Academy of Management
Tipo: Artigo de Revista Científica
Português
Relevância na Pesquisa
66.17%
We examine the impact of subjective power on leadership behavior and demonstrate that the psychological effect of power on leaders spills over to impact team effectiveness. Specifically, drawing from the approach/inhibition theory of power, power-devaluation theory, and organizational research on the antecedents of employee voice, we argue that a leader's experience of heightened power produces verbal dominance, which reduces perceptions of leader openness and team open communication. Consequently, there is a negative effect of leader power on team performance. Three studies find consistent support for this argument. The implications for theory and practice are discussed.

Team Performance with Test Scores

Kleinberg, Jon; Raghu, Maithra
Fonte: Universidade Cornell Publicador: Universidade Cornell
Tipo: Artigo de Revista Científica
Publicado em 30/05/2015 Português
Relevância na Pesquisa
46.34%
Team performance is a ubiquitous area of inquiry in the social sciences, and it motivates the problem of team selection -- choosing the members of a team for maximum performance. Influential work of Hong and Page has argued that testing individuals in isolation and then assembling the highest-scoring ones into a team is not an effective method for team selection. For a broad class of performance measures, based on the expected maximum of random variables representing individual candidates, we show that tests directly measuring individual performance are indeed ineffective, but that a more subtle family of tests used in isolation can provide a constant-factor approximation for team performance. These new tests measure the 'potential' of individuals, in a precise sense, rather than performance; to our knowledge they represent the first time that individual tests have been shown to produce near-optimal teams for a non-trivial team performance measure. We also show families of subdmodular and supermodular team performance functions for which no test applied to individuals can produce near-optimal teams, and discuss implications for submodular maximization via hill-climbing.

Development and validation of the Spanish version of the Team Climate Inventory: a measurement invariance test

Antino,Mirko; Gil Rodriguez,Francisco; Martí Ripoll,Margarita; Barrasa,Angel; Borzillo,Stefano
Fonte: Anales de Psicología Publicador: Anales de Psicología
Tipo: info:eu-repo/semantics/article; journal article; info:eu-repo/semantics/publishedVersion Formato: text/html; application/pdf
Publicado em 01/05/2014 Português
Relevância na Pesquisa
56.14%
The present study analyzed the psychometric properties and the validity of the Spanish version of the Team Climate Inventory (TCI). The TCI is a measure of climate for innovation within groups at work and is based on the four-factor theory of climate for innovation (West, 1990). Cronbach's alpha and omega indexes revealed satisfactory reliabilities and exploratory factor analysis extracted the four original factors with the fifth factor as reported in other studies. Confirmatory factorial analysis confirmed that the five-factor solution presented the best fit to our data. Two samples (Spanish health care teams and Latin American software development teams) for a total of 1099 participants were compared, showing metric measurement invariance. Evidences for validity based on team performance and team satisfaction prediction are offered.

Multiple project team membership and performance: empirical evidence from engineering project teams

Chan,Kai-Ying
Fonte: South African Journal of Economic and Management Sciences Publicador: South African Journal of Economic and Management Sciences
Tipo: Artigo de Revista Científica Formato: text/html
Publicado em 01/01/2014 Português
Relevância na Pesquisa
56.37%
Individuals are increasingly involved in more than one project team. This implies that an employee simultaneously has multiple memberships in these project teams, a phenomenon known as multiple team membership (MTM). Previous, predominantly theoretical studies have acknowledged the impacts that MTM has on performance but very scarce empirical evidence exists. The aim of this study is to provide empirical support for some of these theoretical claims using data collected from 435 team members in 85 engineering project teams in South Africa. Results show that MTM has an inverted-U shaped relationship with individual performance and a positive linear relationship with team performance. When a person is working in multiple project teams simultaneously, he/she may encounter more diverse sources of ideas across all teams and thus enhances his/her innovative performance. However, as the number of MTM increases, the negative effect of task switching and fragmented attention will negatively impact on individual performance. At the project team level, a large number of MTM in a focal team allows the team members to integrate diverse sources of knowledge and resources into the focal team. This study also found that individuals' emotional skills and cognitive skills impact on individual performance. It is recommended to programme and project portfolio managers...

Intra project team disagreement, conflict communications, and team performance in cross-functional new product project teams: a decision-making quality perspective

Chang,Tsun-Jin; Yeh,Shang-Pao
Fonte: South African Journal of Economic and Management Sciences Publicador: South African Journal of Economic and Management Sciences
Tipo: Artigo de Revista Científica Formato: text/html
Publicado em 01/01/2014 Português
Relevância na Pesquisa
66.16%
This paper develops and examines a model of the antecedents and consequences of decision-making comprehensiveness during the new product development process. This model suggests first a concave relationship between intrateam task disagreement and decision-making comprehensiveness. It also conjectures that conflict communications influence the effectiveness of decision-making comprehensiveness on new product project teams' performance. An empirical test of the proposed framework involves a survey of 220 cross-functional new product project teams. The findings show that an inverse U-shaped relationship exists between a project's intrateam task disagreement and its decision-making comprehensiveness. It also indicates that collaborative communication has a negative effect on innovativeness, whereas contentious communication adversely affects constraint adherence. However, decision-making comprehensiveness partially moderates the relationships between conflict communications and project team performance. Some managerial and research implications of the findings were also discussed in this study.