دانلود رایگان مقاله انگلیسی نقش های تیم: روابط آنها با شخصیت ها و رضایت شغلی - تیلور و فرانسیس 2016

ABSTRACT

Well-functioning teamwork has frequently been linked to increased work satisfaction and performance. However, there is a paucity of research on the different types of roles in teams. Recently, a new model of role behavior in teams was proposed (comprising seven such team roles: Idea creator, information gatherer, decision-maker, implementer, influencer, energizer, and relationship manager), but an assessment instrument was lacking so far. The present study describes the construction of an instrument for the assessment of these roles in two samples (N = 291 and 274) and examines their relationships with character strengths and job satisfaction. Results show that the team roles are positively related to job satisfaction and most character strengths. The findings support the important role of character strengths in work-related settings and lay ground for further studies on team roles.

Discussion

The present study is the first in considering team roles from a positive psychology perspective and in studying their relationship to character strengths and work satisfaction. The study provides initial support for the notion that the VIA Team-Roles Inventory is a highly reliable measure for assessing the degree to which one masterfully performs one or more of the seven team roles as suggested by the VIA Institute on Character (2013). The items of the VIA Team-Roles Inventory yielded a clear factor structure in two samples and the team role scales are, in line with expectations, related, but far from indicating redundancy. Also, the team roles showed the expected relationships to different aspects of role behavior (e.g. the frequency of performing a role, or the relevance of the role in the current team) and aspects of teamwork (e.g. the amount of time spent with teamwork).

Further, masterfully performing the team roles was found to be robustly related to character strengths: All character strengths were involved in the prediction of team roles. Whereas the strengths of zest, teamwork, leadership, and hope seemed to play a crucial part for most roles, several other strengths such as creativity, persistence, self-regulation, or social intelligence were important predictors for specific roles. Other strengths, such as appreciation of beauty and excellence or love of learning showed only small relationships with team roles and are therefore considered of lesser importance for team behavior (but still might be important for other work-related aspects). Nonetheless, all team roles were positive predictors of job satisfaction; explaining together 30% of its variance. Whereas all roles were predictive for job satisfaction over and above the influence of character strengths, a substantial part of job satisfaction was predicted by the shared variance of team roles and character strengths. Since strengths are trait-like and permanent (Peterson & Seligman, 2004) and therefore expected to be more stable personal characteristics than the more temporary and situation-specific team roles (Cattell, 1963), one might assume that this shared variance is the part of job satisfaction that character exerts via role behavior.