Identifying critical process and outcome-related team performance antecedents that characterize overall team performance

Date

2022-12

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Abstract

A review of current literature identifies a lack of research on the relative impact that process and outcome-related antecedents have on overall team performance. This research aims to quantitatively examine the impact of these team performance antecedents by answering the following two research questions: 1) Which process and outcome-related factors have the highest impact on overall team performance? 2) To what extent does the research interest in a given team performance factor appear to match the given factor’s impact on overall team performance? To answer the research questions, this dissertation consists of two refereed journal articles [Manuscripts 1 and 2] and one journal manuscript in preparation [Manuscript 3]. Manuscript 1 utilizes a bibliometric systematic literature review to investigate research trends and gaps in team performance. Manuscript 2 further explores the trends and gaps in team performance by identifying which process and outcome-related antecedents have the highest impact on overall team performance in existing research. This examination is performed with a meta-analysis utilizing statistical analyses on correlations and effect sizes obtained from prior research. To further advance the results from the meta-analysis, Manuscript 3 employs a survey-based study to assess the significance and strength of relationships between process and outcome-related team performance antecedents. The survey assessment was performed during a global workforce shift to virtual work environments caused by the COVID-19 pandemic. In addition, Manuscript 3 analyzes two moderators of team performance, virtuality and team composition by gender. The analysis of these two categories as moderators to team performance has minimal literature, as recognized in Manuscript 1. Manuscript 1 found that some of the most frequently studied team performance factors included individual skillset/knowledge, collaboration, personality, culture, and leadership. In contrast, some lesser studied factors included virtuality and team composition by gender. Manuscript 2 identifies factors that most strongly contribute to overall team performance include efficiency, schedule performance, and innovation. At a more granular level, Manuscript 3 established that responsiveness to change had the most critical impact on team performance, while virtuality and team composition by gender can act as moderators between team performance variables. Along with contributing to the body of knowledge for academic research in team performance, the results from this research can benefit industry practitioners by helping managers create or support shared team priorities and identify focus areas to optimize team performance.


Embargo status: Restricted until 01/2025. To request the author grant access, click on the PDF link to the left.

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Keywords

team performance

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