Abstract
In a quasi-experiment of 38 self-managed undergraduate teams, we examined the effects of team designs that differed with respect to the form of member evaluation and team leadership. Relative to teams that relied on external evaluations, teams with peer evaluations had higher levels of workload sharing, voice, cooperation, performance, and member satisfaction. Relative to teams that relied on leader emergence, teams that rotated leadership among members had higher levels of voice, cooperation, and performance. Overall, results of the study demonstrate the potential importance of team-design decisions in self-managed teams.
| Original language | English (US) |
|---|---|
| Pages (from-to) | 929-948 |
| Number of pages | 20 |
| Journal | Personnel Psychology |
| Volume | 55 |
| Issue number | 4 |
| DOIs | |
| State | Published - 2002 |
| Externally published | Yes |
ASJC Scopus subject areas
- Applied Psychology
- Organizational Behavior and Human Resource Management
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