본 연구는 커뮤니케이션 밀도와 및 커뮤니케이션 집중성이 어떻게 팀 성과에 영향을 미치는지 그 관련성을 파악하고자 진행된 실험실연구이다. 특히 기존 연구들과는 달리 팀성과를 팀효과성과 팀효율성으로 구분하여 이들 독립변수들이 어떤 차별적인 영향을 미치는지를 탐구하였다. 연구결과 커뮤니케이션 밀도가 높고, 커뮤니케이션 집중도가 낮은 팀은, 혁신적이며, 정보공유와 지식 아이디어가 많고, 업무의 효율성이 높은 것으로 나타났다. 반면 커뮤니케이션 집중성이 높고, 밀도가 낮은 팀은 신속한 의사결정을 하는 것으로 나타났다. 또한 집중성과 밀도가 동시에 낮은 팀은 보다 자율적인 팀으로 나타났다. 향후 연구에서는 실험실상황이 가져오는 외적 타당성의 문제를 해결하기 위하여 보다 현실적인 리더십, 조직풍토 등의 변수가 포함되어야 한다.
본 연구는 커뮤니케이션 밀도와 및 커뮤니케이션 집중성이 어떻게 팀 성과에 영향을 미치는지 그 관련성을 파악하고자 진행된 실험실연구이다. 특히 기존 연구들과는 달리 팀성과를 팀효과성과 팀효율성으로 구분하여 이들 독립변수들이 어떤 차별적인 영향을 미치는지를 탐구하였다. 연구결과 커뮤니케이션 밀도가 높고, 커뮤니케이션 집중도가 낮은 팀은, 혁신적이며, 정보공유와 지식 아이디어가 많고, 업무의 효율성이 높은 것으로 나타났다. 반면 커뮤니케이션 집중성이 높고, 밀도가 낮은 팀은 신속한 의사결정을 하는 것으로 나타났다. 또한 집중성과 밀도가 동시에 낮은 팀은 보다 자율적인 팀으로 나타났다. 향후 연구에서는 실험실상황이 가져오는 외적 타당성의 문제를 해결하기 위하여 보다 현실적인 리더십, 조직풍토 등의 변수가 포함되어야 한다.
This is an experimental study which is designed to identify the joint relationship between communication density and centrality as independent factors to team performance, discovering how they would jointly affect work team performance. Specially different from existing studies, separating team perf...
This is an experimental study which is designed to identify the joint relationship between communication density and centrality as independent factors to team performance, discovering how they would jointly affect work team performance. Specially different from existing studies, separating team performance into team efficiency and team effectiveness, we identified differential influences to the two independent factors. Findings suggest a competing relationship between communication density and centrality. A framework was proposed to help managers understand the joint effect of density and centrality on performance. Work team has high communication density and low centrality is "Innovating", which is likely to have a great extent of ideas, knowledge and information sharing, and reach high effectiveness. Team with high centrality and low density is characterized as "centralized". Such communication structure may reduce diversity of perspectives and accelerate team decision making. When both density and centrality are low, the team is "Autonomous". To increase external validity, other factors such as leadership, organizational climate influencing on team performance should be reflected in the future research.
This is an experimental study which is designed to identify the joint relationship between communication density and centrality as independent factors to team performance, discovering how they would jointly affect work team performance. Specially different from existing studies, separating team performance into team efficiency and team effectiveness, we identified differential influences to the two independent factors. Findings suggest a competing relationship between communication density and centrality. A framework was proposed to help managers understand the joint effect of density and centrality on performance. Work team has high communication density and low centrality is "Innovating", which is likely to have a great extent of ideas, knowledge and information sharing, and reach high effectiveness. Team with high centrality and low density is characterized as "centralized". Such communication structure may reduce diversity of perspectives and accelerate team decision making. When both density and centrality are low, the team is "Autonomous". To increase external validity, other factors such as leadership, organizational climate influencing on team performance should be reflected in the future research.
* AI 자동 식별 결과로 적합하지 않은 문장이 있을 수 있으니, 이용에 유의하시기 바랍니다.
문제 정의
Furthermore, this study also discussed how communication density and centrality would jointly affect team performance. By adopting K-mean grouping and ANOVA analysis, all groups participated experiment were categorized into four categories.
가설 설정
H1: highly centralized communication would have positive impact on team efficiency.
H2: highly centralized communication would have negative impact on team effectiveness.
H3: Density and centrality will show differential interaction effects to performance in a way of improving effectiveness while costing of efficiency.
제안 방법
A regression analyses were performed to examine the influence of communication density and centrality on effectiveness and efficiency. An extra moderated regression analysis was conducted to examine the interactive effect between communication density and centrality. Regression analyses were conducted by using SPSS 18.
In order to better understand the connection between communication structure and performance, we conducted an additional study, adopted K-mean method and categorized all groups into four categories according to variables of density and centrality. In category 1, very high density with very low centrality allowed highest effectiveness and lowest efficiency among all four categories.
Secondly, by discussing the joint effect of communication density and centrality, this study proposed four types of teams—innovating, centralized, autonomous, and balanced.
We employed a laboratory study to test proposed hypotheses. The laboratory study is designed to create a situation that a group performs on a task, which is to answer a set of questions. Since density changes in a different rate according to group size, we employed a four member group setting since it gives more complexity than a three member group and less likely to separate into subgroups than a group with five or even more members.
This study adopted “density” and another important factor “communication centrality” —the degree of which communication centralized in one or a very few team members, intend to discover how degree of communication centralization and density would jointly affect effectiveness and efficiency, so that affect team performance.
This study is basically conducted in experimental design regardless of realistic situations including other factors such as leadership, organizational climate influencing on team performance. Those limitations decreased external validity of this study.
데이터처리
A regression analyses were performed to examine the influence of communication density and centrality on effectiveness and efficiency. An extra moderated regression analysis was conducted to examine the interactive effect between communication density and centrality.
이론/모형
This study adopted Tang’s (2014) perspective of dividing performance into effectiveness and efficiency, and discussed the influence centralized communication network on task team performance.
성능/효과
As a conclusion, more frequent communication between members is expected to have positive influence on task team’s effectiveness and have negative influence on its efficiency.
참고문헌 (23)
Balkundi, P. and D. A. Harrison. "Ties, leaders, and time in teams: Strong inference about the effects of network structure on team viability and performance". Academy of Management Journal, 49, pp.49-68, 2006.
Cross, R., and J. N. Cummings. "Tie and Network Correlates of Individual Performance in Knowledge-Intensive Work". Academy of Management Journal, 47, pp.928-937, 2004.
Edland, A., "Time Pressure and the Application of Decision Rules-Choices and Judgments among Multiattribute Alternatives". Scandinavian Journal of Psychology. 35, pp. 281-291, 1994
Han-Jin, J. Ghee-Young, N. "Structural Model of health status in Rural Community", Journal of Digital Convergence, 13(8), pp.483-493, 2015.
Hedlund, J. "Decision Accuracy in Computer-Mediated versus Fact-to-Face Decision-Making Teams". Organizational Behavior and Human Decision Processes, 76, 1, pp.30-47, 1998.
Hirokawa, R. Y. and D. D. Johnston. "Toward a General Theory of Group Decision-Making: Development of an Integrated Model". Small Group Behavior, 20, 4, pp.500-523, 1989.
Hyun-Jeong, J. and jOONG-Gyoo. K. "The Influence of Convergence Corporate Cultural Management Activities Upon Organizational Effectiveness", 13(8), pp.191-2016, 2015.
Kerstholt, J. H. "The Effect of Time Pressure on Decision-Making Behavior in a Dynamic Task Environment. Act Psychological", 86, pp.89-104, 1994.
Larson Jr., J. R., C. Christensen, T. M. Franz, and A. S. Abbott. "Diagnosing groups: The pooling, management, and impact of shared and unshared case information in team-based medical decision making". Journal of Personality and Social Psychology, 75, pp.93-108, 1998.
Lechner, C., K. Frankenberger, and S. W. Floyd. "Task Contingencies in The Curvilinear Relationships Between Intergroup Networks and Initiative Performance". Academy of Management Journal, 53, pp.865-889, 2010.
Lieder, M. "Integrated Evaluation of Resource efficiency and cost effectiveness in production systems. KTH Royal Institute of Technology", Doctoral dissertation, 2014.
Lockheed, M. E. and E. Hanushek. "Concepts of Educational Efficiency and Effectiveness". Working papers, 1994.
Man-Ki, M, "A Study on the Communication Strategy to Risk Management of Agri-marine Products Distribution Policy", Journal of Digital Convergence, 6(1), 2008.
Parise, S. "Knowledge Management and Human Resource Development: An Application in Social Network Analysis Methods". Advances in Developing Human Resources, 9, pp.359-383, 2007.
Perez-Nordtvedt, L., B. L. Kedia, D. K. Datta, and A. A. Rasheed. "Effectiveness and Efficiency of Cross-Border Knowledge Transfer: An Empirical Examination". Journal of Management Studies, 45, 4, pp.714-744, 2008.
Provan, K. G., A. Fish, and J. Sydow. "Inter- organizational Networks at the Network Level: A Review of the Empirical Literature on Whole Networks". Journal of Management, 33, pp.479-516, 2007.
Simon, H. A. Administrative Behavior: "A study of decision-making process in administrative organization (4th ed.)". New York, NY: The Free Press. 1997(1945).
Sparrowe, R. T., R. C. Liden, S. J. Wayne, and M. L. Kraimer. "Social Networks and the Performance of Individuals and Groups". The Academy of Management Journal, 44, pp.316-325, 2001.
Tang, Wei. "Competing Relationship between Effectiveness and Efficiency: A Study on the Influences of Communication Density on Task Performance with respect to Task Complexity". Hanyang university, Doctoral dissertation, 2014.
Thompson, J. D. "Organization in Action". New York, NY: McGraw-Hill. 1967.
※ AI-Helper는 부적절한 답변을 할 수 있습니다.