東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back to Search results for [ null ]

Switch To: Labeled | MARC Mode | ISBD

Diversity in Conscientiousness and T...

Hua, Linda A.

Linked to FindBook

Google Book

Amazon

博客來

Diversity in Conscientiousness and Team Composition: Their Relationships with Team Conflict, Performance, and Satisfaction.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Diversity in Conscientiousness and Team Composition: Their Relationships with Team Conflict, Performance, and Satisfaction./
Author:	Hua, Linda A.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2013,
Description:	110 p.
Notes:	Source: Dissertation Abstracts International, Volume: 75-03(E), Section: B.
Contained By:	Dissertation Abstracts International75-03B(E).
Subject:	Occupational psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3603305
ISBN:	9781303577864

Diversity in Conscientiousness and Team Composition: Their Relationships with Team Conflict, Performance, and Satisfaction.
Hua, Linda A.

Diversity in Conscientiousness and Team Composition: Their Relationships with Team Conflict, Performance, and Satisfaction. - Ann Arbor : ProQuest Dissertations & Theses, 2013 - 110 p.

Source: Dissertation Abstracts International, Volume: 75-03(E), Section: B.

Thesis (Ph.D.)--Alliant International University, 2013.

This study examines the effects of team composition (i.e. gender diversity, ethnic diversity, cognitive diversity, and team conscientiousness) on team outcomes (i.e. task conflict, relationship conflict, team performance, and team satisfaction). The goal of this study was to understand which combination of team member factors was most predictive of effective teams. While there were studies linking cognitive diversity to conflict, team performance, and team satisfaction, there were no studies that simultaneously included the groups' average level of conscientiousness, gender diversity, and ethnic diversity as predictors.

ISBN: 9781303577864Subjects--Topical Terms:

2122852
Occupational psychology.

Diversity in Conscientiousness and Team Composition: Their Relationships with Team Conflict, Performance, and Satisfaction.
LDR:03009nmm a2200325 4500 001 2126815
005 20171129072652.5
008 180830s2013 ||||||||||||||||| ||eng d
020 $a 9781303577864
035 $a (MiAaPQ)AAI3603305
035 $a AAI3603305
040 $a MiAaPQ $c MiAaPQ
100 1 $a Hua, Linda A. $3 3288925
245 1 0 $a Diversity in Conscientiousness and Team Composition: Their Relationships with Team Conflict, Performance, and Satisfaction.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2013
300 $a 110 p.
500 $a Source: Dissertation Abstracts International, Volume: 75-03(E), Section: B.
500 $a Adviser: Rebecca A. Turner.
502 $a Thesis (Ph.D.)--Alliant International University, 2013.
520 $a This study examines the effects of team composition (i.e. gender diversity, ethnic diversity, cognitive diversity, and team conscientiousness) on team outcomes (i.e. task conflict, relationship conflict, team performance, and team satisfaction). The goal of this study was to understand which combination of team member factors was most predictive of effective teams. While there were studies linking cognitive diversity to conflict, team performance, and team satisfaction, there were no studies that simultaneously included the groups' average level of conscientiousness, gender diversity, and ethnic diversity as predictors.
520 $a Results showed that neither ethnic diversity nor cognitive diversity influenced task conflict, relationship conflict, team satisfaction, or team performance. On the other hand, teams' average level of conscientiousness was found to have significant relationships with team satisfaction and team performance. Gender diversity also had a significant relationship with task conflict. Interestingly, task conflict and relationship conflicts were found to be highly negatively correlated with both team satisfaction and team performance.
520 $a Moreover, contrary to popular management belief that task conflict may be beneficial to team performance, both task conflict and relationship conflict were found to have strong and negative relationships with team satisfaction and team performance. Importantly, the two types of conflict interacted to potentially influence team performance, such that an increase in both types of conflict may result in poorer team performance. The recommendation for practice is that investments should be made early in a team's lifecycle during which team members establish shared expectations for communicating and getting work done. Further, teams should develop a plan for identifying and addressing conflict. Having a deft process consultant or impartial facilitator may also be a best practice in navigating disruptive conflicts.
590 $a School code: 1634.
650 4 $a Occupational psychology. $3 2122852
650 4 $a Management. $3 516664
650 4 $a Personality psychology. $3 2144789
690 $a 0624
690 $a 0454
690 $a 0625
710 2 $a Alliant International University. $b San Francisco-CSPP-OP. $3 3172877
773 0 $t Dissertation Abstracts International $g 75-03B(E).
790 $a 1634
791 $a Ph.D.
792 $a 2013
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3603305