Performance and interactional dimensions of organizational work groups.
Performance and interactional dimensions of organizational work groups.
复制标题
组织工作组的绩效和互动维度。
DOI：
10.1037/h0023361
复制
发表时间：
1966
影响因子：
9.9
通讯作者：
F. Friedlander
中科院分区：
文献类型：
--
作者：
F. Friedlander
对某研发机构12个工作小组的91名成员对小组充分性和互动过程的感知进行了因素分析。6个可靠的维度发展，这些维度跨越了几个先前定义的结构，并将12个工作组彼此区分开来。01水平进行方差分析。在群体现象的总方差中，33%是由问题解决中的群体有效性的单一维度所解释的。这一维度与以下因素呈负相关：（1）群体的职业和教育水平，（2）群体的教育异质性，（3）群体规模，（4）群体在组织层级中的地位。这些研究结果表明，不同的原则可能会支配传统组织的工作组与专门为实验目的而成立的特设小组。(21参考文献）（PsycINFO数据库记录（c）2016阿帕，保留所有权利）
Perceptions of group adequacy and interaction processes by 91 members of 12 work groups in a research and development organization were factor analyzed. 6 reliable dimensions evolved which cut across several previously defined constructs and differentiated the 12 work groups from each other beyond the. 01 level by analyses of variance. Of the total group phenomena variance, 33% was accounted for by a single dimension of group effectiveness in problem solving. This dimension correlated negatively with:(1) the occupational and educational level of the group,(2) the educational heterogeneity of the group,(3) group size, and (4) the level of the group in the organizational hierarchy. These findings suggest that different principles may govern traditionally organized work groups vs. ad hoc groups formed specifically for the purpose of an experiment.(21 ref.)(PsycINFO Database Record (c) 2016 APA, all rights reserved)