Team behaviors as antecedents for team members' work engagement in interdisciplinary health care teams.

Introduction: Due to the increasing complexity and diversity of work tasks in teams, teams need team members who are dedicated and energetic, both characteristics attributed to team members' work engagement. Especially in the domain of health care, high demands at work impact professionals' work engagement. Despite teams being the main work unit in this domain, team research on antecedents of work engagement has been neglected. The present study examines the role of team behaviors such as reflection activities in the relationships between demands at work and team members' work engagement. In doing so, the study aims to extend findings on team behaviors by considering cognitive and work-task related team behaviors as well as team behaviors that focus on emotional aspects. Methods: Data of 298 team members of 52 interdisciplinary teams of health and social care organizations which provide care and assistance were collected in this cross-sectional survey study. Relationships between team demands at work, team learning behaviors, dealing with emotions in the team and team members' work engagement were estimated in a mediation model using structural equation modeling (SEM). Results: The results indicate that team members' work engagement is positively related to team learning behaviors and dealing with emotions in the team. Cognitive team demands at work such as the complexity of work tasks, were found to relate positively to team members' work engagement, while emotional team demands such as the amount of emotional labor at work had a negative relationship. Team learning behaviors and dealing with emotions in the team were found to mediate the relationship between team demands at work and team members' work engagement. Discussion: Our results provide insights into the actual behavior of teams in the domain of health care, both on cognitive and emotional aspects, and the capability of team learning behaviors and dealing with emotions in the team to mediate the relationship between team demands at work and team members' work engagement. The findings encourage future researchers and practitioners to address cognitive, emotional and motivational components in team research to provide a better understanding of team conditions, team behavior and team outcomes.

Supporting the Sharing of Mental Health Challenges in the Workplace: Findings from Comparative Case Study Research at Two Mental Health Services.

Personal experience with mental health (MH) challenges has been characterized as a concealable stigma. Identity management literature suggests actively concealing a stigma may negatively impact wellbeing. Reviews of workplace identity management literature have linked safety in revealing a stigma to individual performance, well-being, engagement and teamwork. However, no research to date has articulated the factors that make sharing MH challenges possible. This study employed a comparative case study design to explore the sharing of MH challenges in two Australian MH services. We conducted qualitative analyses of interviews with staff in direct service delivery and supervisory roles, to determine factors supporting safety to share. Workplace factors supporting safety to share MH challenges included: planned and unplanned "check-ins;" mutual sharing and support from colleagues and supervisors; opportunities for individual and team reflection; responses to and management of personal leave and requests for accommodation; and messaging and action from senior organizational leaders supporting the value of workforce diversity. Research involving staff with experience of MH challenges provides valuable insights into how we can better support MH staff across the workforce.

Building Innovative Teams: Exploring the Positive Contribute of Emotions Expression and Affective Commitment.

The current challenging organizational context demands that organizations adapt quickly and continuously in order to survive and maintain their competitive advantage. Considering this need, one of the responses given by companies has been the valorization of work teams and their capacity for innovation, as well as fostering positive skills and emergent states in employees, such as emotional carrying capacity and affective commitment, respectively. The aim of this research is thus to study the relationship between emotional carrying capacity and group innovation, considering affective commitment as the mediating variable. To test these relationships, an empirical cross-sectional study was conducted including 138 Portuguese work teams belonging to different sectors of activity, composed of 625 members and their respective leaders. The results were analyzed through structural equation modeling (SEM) and showed positive relationships between emotional carrying capacity and affective commitment, as well as between affective commitment and group innovation. In addition, the mediating role of affective commitment in the relationship between emotional carrying capacity and group innovation was also supported. Therefore, the results suggest that a work context in which members openly express their emotions contributes to reinforcing their affective attachment to the group, making them feel more involved and available to test and implement new ideas and procedures. The findings reinforce the benefits of promoting the expression of emotions and the development of healthy bonds between team members.

Differences in cortisol following cooperative and competitive work-related tasks with same-sex versus opposite-sex partners.

Previous research indicates that circulating concentrations of cortisol increase during interactions with opposite-sex others in the presence of mating cues. However, it remains unknown whether this phenomenon extends to work-related tasks in which explicit mating cues are absent. In a series of two studies, we assessed women's and men's salivary cortisol concentrations before and after completing a cooperative brainstorming (Study 1) and competitive negotiation (Study 2) task wherein they worked with same- or opposite-sex partners. Both studies revealed significant participant sex by partner sex interactions. Specifically, male participants demonstrated significantly larger increases in salivary cortisol concentrations when working alongside opposite-sex as opposed to same-sex partners on a cooperative task. In contrast, female participants demonstrated significantly larger increases in salivary cortisol concentrations when working with opposite-sex as opposed to same-sex partners on a competitive task. Opposite-sex teams also produced fewer novel ideas relative to same-sex teams on the cooperative brainstorming task; however, differences in cortisol did not account for this effect. Our research extends previous research demonstrating elevated cortisol during opposite-sex interactions in the presence of explicit mating cues to a work-related context that is divorced from mating cues.

The Conceptualization of Team Flow.

Despite the noted potential for team flow to enhance a team's effectiveness, productivity, performance, and capabilities, studies on the construct in the workplace context are scarce. Most research on flow at the group level has been focused on performance in athletics or the arts, and looks at the collective experience. But, the context of work has different parameters, which necessitate a look at individual and team level experiences. In this review, we extend current theories and essay a testable, multilevel model of team flow in the workplace that includes its likely prerequisites, characteristics, and benefits.

Impacto das Competências de Equipes sobre o Desempenho / Impact of Team Competencies on Performance

Resumo As competências para o trabalho têm sido tradicionalmente compreendidas como atributos de indivíduos; entretanto, estudos mais recentes tornam pertinente defender a sua ocorrência como atributos coletivos. O objetivo deste estudo foi demonstrar que competências individuais podem transformar-se em competências coletivas e, nesse nível, predizer o desempenho da equipe. A testagem empírica foi realizada em 51 aeródromos brasileiros, totalizando 106 equipes (entre 3 e 32 integrantes). Instrumentos respondidos pelos membros focaram nas competências enquanto os respondidos pelos lideres indagaram sobre o desempenho das equipes. Os resultados revelaram que as competências coletivas explicam aproximadamente 20% do desempenho das equipes. Disso depreende-se que as competências podem se manifestar como atributos coletivos que predizem resultados de equipes de trabalho.

ABSTRACT Job competences have been traditionally understood as individual properties. However, due to the increasing implementation of teams in organizations, is defended also that competences can be treated as a collective characteristic. The main goal of this study was demonstrate that competencies are collective properties and they act as predictors of team performance. The empirical study was undertaken with information collected from 51 Brazilian airports which tasks are organized on teams (106; 3 until 33 members). Team members offered information about competences, and leaders offered information about performance of teams. The results demonstrated that collective competencies explain around 20% of the performance. Based on those results, team competences are defended as collective characteristic that predict results of teams.

The Knowledge Management Processes at Different Stages of Group Development / Os Processos de Gestão do Conhecimento nas Diferentes Fases do Desenvolvimento Grupal

ABSTRACT Based on a developmental approach, this study intended to analyze the extent to which the different stages of group development differ regarding the use of knowledge management processes. The sample comprised 211 teams belonging to a Portuguese military organization. In order to test the hypotheses a multivariate analysis of variance was conducted. The results showed that more mature and cooperative groups (Restructuring/Realization phase) apply to a greater degree the processes of knowledge management, while groups in which there is high intragroup competition and in which members try to "gain power" among themselves (Reframing phase), apply these processes to a lesser degree.

RESUMO Com base em uma perspetiva desenvolvimental, este estudo analisou em que medida os diferentes estágios de desenvolvimento de um grupo diferem no que diz respeito à utilização dos processos de gestão do conhecimento. O estudo incidiu em uma amostra composta por 211 equipes pertencentes a uma organização militar portuguesa. Para testar as hipóteses formuladas, foi utilizada a análise multivariada da variância. Os resultados revelaram que grupos mais maduros e cooperativos (fase Reestruturação/Realização) aplicam em maior grau os processos de gestão do conhecimento, enquanto grupos em que existe elevada competição intragrupo e em que os membros procuram "ganhar poder" entre si (fase Reenquadramento), aplicam esses processos em menor grau.

Identidade com equipes de trabalho: Teoria e medida / Identity with work team: Theory and measurement / Identidad con equipos de trabajo: Teoría y medición

Resumo O objetivo desse estudo é desenvolver e validar uma escada de identidade com equipes de trabalho composta pelas dimensões afetiva, cognitiva e avaliativa. Dois estudos foram conduzidos. O estudo 1 buscou evidências de validade para uma escala de identidade com equipes de trabalho. Os dados foram coletados em uma amostra de 364 pessoas. O estudo 2 verificou a estabilidade da solução fatorial encontrada no estudo 1. A amostra foi composta por 367 empregados de uma organização pública brasileira. A estrutura fatorial final compõe-se por 20 itens distribuídos em três fatores e capaz de explicar 65% da variância. Indicadores de consistência interna foram satisfatórios (0,79 < α < 0,94 para o Alpha de Cronbach e 0,52 < x < 0,75 para a média de correlações item-total). A escala desenvolvida pode ser considerada uma contribuição teórica e um avanço para a mensuração da identidade com equipes de trabalho.

Abstract The aim of this study is to develop and validate a scale of identity with work teams composed of affective, cognitive, and evaluative dimensions. Two studies were conducted. Study 1 sought evidence of validity for a scale of identity with work teams. Data were collected from a sample of 364 people. Study 2 verified the replicability of the factor solution found in Study 1. The sample consisted of 367 employees of a Brazilian public organization. The final factor structure consists of 20 items divided into three factors, capable of explaining 65% of the variance. Indicators of internal consistency were satisfactory (0.79 < α < 0.94 for Cronbach's Alpha and 0.52 < x < 0.75 for the item-total correlations mean). The scale developed can be considered a theoretical contribution and an advance for the measurement of identity with work teams.

Resumen El objetivo de este estudio fue desarrollar y verificar las evidencias de fiabilidad de una escala de identidad con el equipo de trabajo, compuesta por las dimensiones afectiva, cognitiva y evaluativa. Dos estudios fueron realizados. El primero busco evidencias de fiabilidad de la escala de identidad con los equipos de trabajo. Los datos fueron recogidos de una muestra de 364 personas. El estudio 2 se propuso verificar la replicabilidad de la solución factorial encontrada en el estudio 1. La muestra estuvo compuesta por las respuestas dadas por 367 empelados de una organización pública brasileña. La estructura factorial final se compuso de 20 ítems distribuidos en tres factores y fue capaz de explicar 65% de la varianza. Los indicadores de consistencia interna fueron satisfactorios (0,79 < α < 0,94 para Alpha de Cronbach y 0,52 < x < 0,75 para el valor medio de la correlación ítem-total). El desarrollo de la escala puede ser considerada una contribución teórica al campo, así como un avance en dirección de la medición de la identidad con equipos de trabajo.

Identidade com equipes de trabalho: teoria e medida / Identity with work team: theory and measurement / Identidad con equipos de trabajo: Teoría y medición

O objetivo desse estudo é desenvolver e validar uma escada de identidade com equipes de trabalho composta pelas dimensões afetiva, cognitiva e avaliativa. Dois estudos foram conduzidos. O estudo 1 buscou evidências de validade para uma escala de identidade com equipes de trabalho. Os dados foram coletados em uma amostra de 364 pessoas. O estudo 2 verificou a estabilidade da solução fatorial encontrada no estudo 1. A amostra foi composta por 367 empregados de uma organização pública brasileira. A estrutura fatorial final compõe-se por 20 itens distribuídos em três fatores e capaz de explicar 65% da variância. Indicadores de consistência interna foram satisfatórios (0,79 < α < 0,94 para o Alpha de Cronbach e 0,52 < x < 0,75 para a média de correlações item-total). A escala desenvolvida pode ser considerada uma contribuição teórica e um avanço para a mensuração da identidade com equipes de trabalho.

The aim of this study is to develop and validate a scale of identity with work teams composed of affective, cognitive, and evaluative dimensions. Two studies were conducted. Study 1 sought evidence of validity for a scale of identity with work teams. Data were collected from a sample of 364 people. Study 2 verified the replicability of the factor solution found in Study 1. The sample consisted of 367 employees of a Brazilian public organization. The final factor structure consists of 20 items divided into three factors, capable of explaining 65% of the variance. Indicators of internal consistency were satisfactory (0.79 < α < 0.94 for Cronbach's Alpha and 0.52 < x < 0.75 for the item-total correlations mean). The scale developed can be considered a theoretical contribution and an advance for the measurement of identity with work teams.

El objetivo de este estudio fue desarrollar y verificar las evidencias de fiabilidad de una escala de identidad con el equipo de trabajo, compuesta por las dimensiones afectiva, cognitiva y evaluativa. Dos estudios fueron realizados. El primero busco evidencias de fiabilidad de la escala de identidad con los equipos de trabajo. Los datos fueron recogidos de una muestra de 364 personas. El estudio 2 se propuso verificar la replicabilidad de la solución factorial encontrada en el estudio 1. La muestra estuvo compuesta por las respuestas dadas por 367 empelados de una organización pública brasileña. La estructura factorial final se compuso de 20 ítems distribuidos en tres factores y fue capaz de explicar 65% de la varianza. Los indicadores de consistencia interna fueron satisfactorios (0,79 < α < 0,94 para Alpha de Cronbach y 0,52 < x < 0,75 para el valor medio de la correlación ítem-total). El desarrollo de la escala puede ser considerada una contribución teórica al campo, así como un avance en dirección de la medición de la identidad con equipos de trabajo.

Clima organizacional e estresse em equipes de trabalho / Organizational climate and stress in work teams

A influência do clima da organização sobre comportamentos e desempenhos dos trabalhadores tem sido constante objeto de estudo de pesquisadores da área. Entretanto, o seu impacto sobre o estresse investigado enquanto manifestação coletiva de equipes não está claramente estabelecido. Assim, a presente pesquisa teve como objetivo verificar o impacto do clima sobre o estresse relatado em equipes de trabalho. Os dados foram levantados de uma amostra composta por 2.071 unidades de desempenho, totalizando 48.538 pessoas. O clima foi mensurado por escala composta de quatro fatores que focaram em aspectos como promoção, recompensa e benefícios; relacionamento com os pares; características da tarefa; e relacionamento com a chefia. O estresse foi mensurado por escala unifatorial. O modelo preditivo explicou 21,1% do estresse relatado pelas equipes. A análise detalhada revelou que o fator denominado Promoção, recompensa e benefícios exerce um efeito mais intenso que os outros fatores da escala, de sorte que quanto melhor o clima percebido nesse aspecto, menor estresse é relatado pela equipe. Assim, os resultados encontrados contribuem para a compreensão dos efeitos diferenciados dos fatores do clima sobre estresse, permitindo desenhar intervenções focadas na especificidade de cada elemento preditor.

The effect of an organization's climate on the behavior and performance of their its employees has been a constant object of study of for researchers in organizational psychology. However, the impact of the organization's climate on the amount of stress levels as a collective manifestation of teams has not been clearly established. Thus, the present study's had as objective was to verify the impact of organizational climate on the reported amount of stress in work teams. Data were analyzed of from 2,071 performance units, containing 48,538 persons overall. Organizational climate was measured by on a scale composed of four factors focusing on aspects like such as: promotion, rewards, and benefits; relationship with colleagues; task characteristics; and relationship with the directionmanagement. Stress was measured by on a unidimensional scale. The predictive model explained 21.1% of the teams' reported stress. Detailed analysis revealed that, of the four climate factors, the promotion, rewards, and benefits factor had the biggest strongest effect. This effect was negative, so higher values of the promotion factor were related to less reported stress by the work team. The results of this study will hopefully contribute to a better understanding of how the differing impacts different factors of organizational climate factors impact on work related stress, and facilitatebeing able the to planning of specific interventions to reduce this type of stress.

Clima organizacional e estresse em equipes de trabalho / Organizational climate and stress in work teams

A influência do clima da organização sobre comportamentos e desempenhos dos trabalhadores tem sido constante objeto de estudo de pesquisadores da área. Entretanto, o seu impacto sobre o estresse investigado enquanto manifestação coletiva de equipes não está claramente estabelecido. Assim, a presente pesquisa teve como objetivo verificar o impacto do clima sobre o estresse relatado em equipes de trabalho. Os dados foram levantados de uma amostra composta por 2.071 unidades de desempenho, totalizando 48.538 pessoas. O clima foi mensurado por escala composta de quatro fatores que focaram em aspectos como promoção, recompensa e benefícios; relacionamento com os pares; características da tarefa; e relacionamento com a chefia. O estresse foi mensurado por escala unifatorial. O modelo preditivo explicou 21,1% do estresse relatado pelas equipes. A análise detalhada revelou que o fator denominado Promoção, recompensa e benefícios exerce um efeito mais intenso que os outros fatores da escala, de sorte que quanto melhor o clima percebido nesse aspecto, menor estresse é relatado pela equipe. Assim, os resultados encontrados contribuem para a compreensão dos efeitos diferenciados dos fatores do clima sobre estresse, permitindo desenhar intervenções focadas na especificidade de cada elemento preditor.(AU)

The effect of an organization's climate on the behavior and performance of their its employees has been a constant object of study of for researchers in organizational psychology. However, the impact of the organization's climate on the amount of stress levels as a collective manifestation of teams has not been clearly established. Thus, the present study's had as objective was to verify the impact of organizational climate on the reported amount of stress in work teams. Data were analyzed of from 2,071 performance units, containing 48,538 persons overall. Organizational climate was measured by on a scale composed of four factors focusing on aspects like such as: promotion, rewards, and benefits; relationship with colleagues; task characteristics; and relationship with the directionmanagement. Stress was measured by on a unidimensional scale. The predictive model explained 21.1% of the teams' reported stress. Detailed analysis revealed that, of the four climate factors, the promotion, rewards, and benefits factor had the biggest strongest effect. This effect was negative, so higher values of the promotion factor were related to less reported stress by the work team. The results of this study will hopefully contribute to a better understanding of how the differing impacts different factors of organizational climate factors impact on work related stress, and facilitatebeing able the to planning of specific interventions to reduce this type of stress.(AU)

O impacto do clima no comprometimento afetivo em equipes de trabalho / The impact of climate on affective commitment in work teams

As equipes de trabalho constituem células de desempenho utilizadas com bastante freqüência nas organizações, tendo em vista as vantagens que podem oferecer à efetividade. Os relatos de pesquisas científicas, porém, não mostram resultados consistentes quanto aos antecedentes da efetividade das equipes. Ao analisar os preditores de comportamento e desempenho humano no trabalho observa-se o efeito do clima organizacional. Assim, a partir dessas constatações estabeleceu-se como objetivo investigar o poder explicativo do clima sobre a efetividade das equipes. Coletaram-se informações de 303 membros de equipes mediante aplicação de instrumentos previamente validados. Utilizou-se uma regressão padrão como técnica de análise das relações preditas. Os resultados evidenciaram que a qualidade das relações entre o líder e os membros, o espaço para a inovação e o conhecimento das demandas de desempenho explicam 26 por cento da variância do comprometimento, considerado critério afetivo de efetividade. Esses resultados permitem a identificação dos elementos do clima relacionados aos vínculos afetivos estabelecidos com a equipe.(AU)

The work teams are cells of performance used quite often in organizations with a view to the benefits they can offer to effectiveness. The reports of scientific research, however, do not show consistent results regarding the process and predictors of the effectiveness of teams. In examining the predictors of behavior and human performance at work it is notable the influence of organizational climate. From these findings, this study aimed to investigate the explanatory power of climate on the effectiveness of teams. To this end, information was collected from 303 team members by using instruments previously validated. A standard regression as a analysis technique to predicted relations was used. The results showed that the quality of relations between the team leader and the members, the space for innovation and knowledge of performance demands explain 26 percent of the variance of commitment, adopted as an affective criterion of effectiveness. These results show the elements of climate effectively related to the affective bonds established with the team.(AU)

O impacto do clima no comprometimento afetivo em equipes de trabalho / The impact of climate on affective commitment in work teams

As equipes de trabalho constituem células de desempenho utilizadas com bastante freqüência nas organizações, tendo em vista as vantagens que podem oferecer à efetividade. Os relatos de pesquisas científicas, porém, não mostram resultados consistentes quanto aos antecedentes da efetividade das equipes. Ao analisar os preditores de comportamento e desempenho humano no trabalho observa-se o efeito do clima organizacional. Assim, a partir dessas constatações estabeleceu-se como objetivo investigar o poder explicativo do clima sobre a efetividade das equipes. Coletaram-se informações de 303 membros de equipes mediante aplicação de instrumentos previamente validados. Utilizou-se uma regressão padrão como técnica de análise das relações preditas. Os resultados evidenciaram que a qualidade das relações entre o líder e os membros, o espaço para a inovação e o conhecimento das demandas de desempenho explicam 26 por cento da variância do comprometimento, considerado critério afetivo de efetividade. Esses resultados permitem a identificação dos elementos do clima relacionados aos vínculos afetivos estabelecidos com a equipe.

The work teams are cells of performance used quite often in organizations with a view to the benefits they can offer to effectiveness. The reports of scientific research, however, do not show consistent results regarding the process and predictors of the effectiveness of teams. In examining the predictors of behavior and human performance at work it is notable the influence of organizational climate. From these findings, this study aimed to investigate the explanatory power of climate on the effectiveness of teams. To this end, information was collected from 303 team members by using instruments previously validated. A standard regression as a analysis technique to predicted relations was used. The results showed that the quality of relations between the team leader and the members, the space for innovation and knowledge of performance demands explain 26 percent of the variance of commitment, adopted as an affective criterion of effectiveness. These results show the elements of climate effectively related to the affective bonds established with the team.

Relación entre grupos/equipos de trabajo y cambio organizacional en una empresa comercializadora de la ciudad de Bogotá / Relationship between groups / teams of work and organizational change in a commercial company in Bogota city

El propósito de esta investigación fue establecer la relación entre grupos/ equipos de trabajo y el cambio organizacional en funcionarios de una empresa comercializadora de Bogotá, D.C. Para ello se aplicó el cuestionario de evaluación de equipos de trabajo y el instrumento de medición del cambio (IMC) a 40 participantes, la metodología propuesta para esta investigación es de carácter correlacional, de manera que pretende la cuantificación y medición de las variables de trabajo para calcular el índice de correlación entre ellas y determinar el grado de relación y posible influencia entre las variables. A partir de los resultados obtenidos en el instrumento IMC se muestra un bajo nivel de obstaculización al cambio. Además, se evidenció correlación significativa entre las variables participación eficacia organizativa, cultura de cambio responsabilidad, nivel grupal eficacia de resultados; determinando que existen factores obstaculizadores o facilitadores del cambio que se relacionan con el trabajo en equipo.

The purpose of this research was to establish the relationship between groups / teams and organizational change with workers in a marketing company in Bogota, D.C. It was used a questionnaire for team work assessment and the instrument for change measurement (IMC). The methodology for this research was correlational designed with the purpose of quantify and measure variables at work and to calculate the index of correlation between them. From results it was obtained a low level of hindrance to change. Also it was found a significant correlation between participation organizational efficacy, change culture responsibility and group level efficacy with the team work instrument. In conclusion there are obstacles and facilitators of change related to team work.

Desenvolvimento de uma medida de comprometimento com a equipe / Development of a measure of team commitment

O objetivo do presente trabalho foi adaptar e validar psicometricamente uma escala de mensuração do comprometimento afetivo com a equipe de trabalho, considerado um indicador de efetividade. Trata-se de construto de natureza afetiva, caracterizado pelo desejo de se manter como parte da equipe, compartilhar os valores dela e se preocupar com o seu futuro. Os dados foram coletados de uma amostra de 244 participantes. O instrumento aplicado consta de 9 itens, respondidos em escala tipo Likert de 7 pontos. As análises estatísticas iniciais sustentaram a fatorabilidade da matriz de dados. A solução mais satisfatória foi a unifatorial, que explica 61,3% da variância do fenômeno. A confiabilidade interna da escala (α = 0,92; r item-total = 0,72) mostrou-se satisfatória. Os resultados revelam que a medida de comprometimento afetivo constitui uma ferramenta útil para a mensuração da intensidade desse vínculo afetivo dos membros com as suas equipes de trabalho, contribuindo, portanto, para a compreensão da efetividade dessas unidades de desempenho.

The purpose of this study was to adapt and psychometrically validate a scale for measuring affective commitment to the work team, regarded as a gauge of effectiveness. This is understood as a construct, affective in nature, characterized by the desire to remain as part of the team, share its values, and worry about its future. The data for the adapted instrument were gathered on a 7-point Likert scale. The adapted scale, consisting of 9 items, was completed by 244 respondents. Initial statistical analysis supported the factorability of the correlation matrix. Factor analysis indicated the scale was unidimensional and explained 61,3% of the total variance of the phenomenon. The internal consistency of the questionnaire proved quite satisfactory (α = 0.92; r item-total = 0.72). The results of this study indicate that the adapted instrument is a useful tool for measuring the intensity of this affective bond of members with their work teams, thus, contributing to an understanding of the effectiveness of work teams.

Equipes de trabalho: fundamentos teóricos e metodológicos da mensuração de seus atributos / Work teams: methodological and theoretical foundations of attribute measurement

As equipes de trabalho constituem unidades de desempenho cada vez mais utilizadas no âmbito organizacional. Entretanto, o conhecimento científico que explica a natureza do seu funcionamento ainda é escasso e não tem apresentado resultados conclusivos. Esse descompasso está acompanhado da falta de medidas adequadas ao nível das equipes, que contemplem a especificidade dessas células de trabalho. Tendo em vista esse cenário, o objetivo do presente ensaio é apresentar as peculiaridades que devem ser observadas ao se desenvolver instrumentos para mensurar certos atributos relativos às equipes. Com a finalidade de ilustrar a construção dessas medidas, toma-se como exemplo a medida de potência, considerada um dos atributos mais característicos para a análise pretendida em decorrência das suas propriedades teóricas. Ao fazer esta apresentação serão descritas as especificidades teóricas e metodológicas que caracterizam esses instrumentos. A partir disso, espera-se contribuir com o avanço do conhecimento relativo às medidas desenvolvidas com o objetivo de mensurar atributos das equipes, as quais possuem uma natureza e diferenciada daquela observada em medidas do nível individual.(AU)

Work teams are performance units increasingly used in organizational contexts. However, scientific knowledge explaining its functioning is still scarce and until now no conclusive results have been presented. These facts are accompanied by a lack of appropriate team level measures contemplating the specificity of work teams. Therefore, the objective of the present study is to present aspects that should be taken into consideration when developing measures related to specific team attributes. In order to illustrate the development of such measures, the potency measure is used as an example because of its relevant theoretical properties. Methodological and theoretical elements that characterize those measures are also presented. As a result, we intend to contribute to the progress of knowledge related to measures developed to assess team attributes, which are different from instruments designed for the individual level.(AU)

Ser ou parecer diferente: o papel da diversidade na satisfação de equipes de trabalho / To be or to look different: the role of diversity in teamwork's satisfaction

Na atualidade, o contexto empresarial é caracterizado pela globalização e por avanços tecnológicos que têm demandado o desenvolvimento de conhecimento relativo à administração e melhor aproveitamento da diversidade humana, cada vez mais presente nas organizações inseridas nesse cenário. Concomitantemente, nessas organizações as equipes de trabalho são cada vez mais utilizadas como unidades de desempenho. Essa realidade acentua a necessidade de compreensão do efeito da diversidade na satisfação das equipes de trabalho. Para tal, realizou-se um estudo empírico com dados coletados em equipes que trabalham em consultórios odontológicos. A amostra foi composta por 68 profissionais de saúde. A coleta de dados ocorreu mediante aplicação de questionários autoexplicativos, a fim de levantar informações relativas às diferenças percebidas, às diferenças reais e à satisfação com a equipe. A realização de análises preditivas revelou que a satisfação é explicada somente pela diversidade percebida (p=0,01) e não pela diversidade real (p=0,70), atingindo 9,2% de explicação da variância. Observou-se que profissionais que acreditam ser diferentes dos seus colegas de trabalho estiveram menos satisfeitos com o trabalho da equipe do que aqueles que eram "realmente" diferentes em função da idade.

The current organizational context is characterized by globalization and advanced innovations that require the development of knowledge related to the management of how to improve the benefits of human diversity, each day more present in the organizations involved in this scenario. At the same time, in these organizations, work teams are being frequently used as units of performance. This situation increases the need to understand the effects of diversity on the satisfaction of work teams. To that end, empirical data was collected in odontological work teams. The sample was composed of 68 health professionals, being 75% women. The information was raised using self-applied questionnaires that focused on perceived differences, real differences and on the satisfaction of the work teams. The results showed that satisfaction is predicted only by perceived differences (p=0,01), and not by real differences (p=0,70), obtaining a 9,2% of variance explained. Therefore, the professionals that perceived themselves as different from their colleagues were less satisfied than those who were visibly different age wise.

Ser ou parecer diferente: o papel da diversidade na satisfação de equipes de trabalho / To be or to look different: the role of diversity in teamwork's satisfaction

Na atualidade, o contexto empresarial é caracterizado pela globalização e por avanços tecnológicos que têm demandado o desenvolvimento de conhecimento relativo à administração e melhor aproveitamento da diversidade humana, cada vez mais presente nas organizações inseridas nesse cenário. Concomitantemente, nessas organizações as equipes de trabalho são cada vez mais utilizadas como unidades de desempenho. Essa realidade acentua a necessidade de compreensão do efeito da diversidade na satisfação das equipes de trabalho. Para tal, realizou-se um estudo empírico com dados coletados em equipes que trabalham em consultórios odontológicos. A amostra foi composta por 68 profissionais de saúde. A coleta de dados ocorreu mediante aplicação de questionários autoexplicativos, a fim de levantar informações relativas às diferenças percebidas, às diferenças reais e à satisfação com a equipe. A realização de análises preditivas revelou que a satisfação é explicada somente pela diversidade percebida (p=0,01) e não pela diversidade real (p=0,70), atingindo 9,2% de explicação da variância. Observou-se que profissionais que acreditam ser diferentes dos seus colegas de trabalho estiveram menos satisfeitos com o trabalho da equipe do que aqueles que eram "realmente" diferentes em função da idade(AU)

The current organizational context is characterized by globalization and advanced innovations that require the development of knowledge related to the management of how to improve the benefits of human diversity, each day more present in the organizations involved in this scenario. At the same time, in these organizations, work teams are being frequently used as units of performance. This situation increases the need to understand the effects of diversity on the satisfaction of work teams. To that end, empirical data was collected in odontological work teams. The sample was composed of 68 health professionals, being 75% women. The information was raised using self-applied questionnaires that focused on perceived differences, real differences and on the satisfaction of the work teams. The results showed that satisfaction is predicted only by perceived differences (p=0,01), and not by real differences (p=0,70), obtaining a 9,2% of variance explained. Therefore, the professionals that perceived themselves as different from their colleagues were less satisfied than those who were visibly different age wise(AU)