Team design and stress
A multilevel analysis
Bibliographic Data
| ID | 9889162 |
|---|---|
| Authors | Kevin S Cruz (0000-0002-4961-5917, The University of Texas at El Paso, corresponding author), Frits K Pil (0000-0001-5267-2042, University of Pittsburgh) |
| Year | 2011 |
| Volume | 64 |
| Issue | 10 |
| Pages | 1265-1289 |
| Publication date | 2011-10-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Human Relations (JOURNAL) |
| Journal identifiers | ISSN: 0018-7267 • E-ISSN: 1741-282X |
| Publisher | SAGE Publications (PUBLISHER • US) |
| DOI | 10.1177/0018726711409264 |
| OpenAlex | W2120746726 |
| Language | EN |
| Citations received | 6 |
| References cited | 89 |
Using a sample of 1708 team members in 292 team-based establishments, we examine the relationship between team member stress, and team autonomy in the form of team decision making, team leader appointment, and team responsibility. We also examine the relationship between stress, and intrateam interdependence in the form of team member interdependency and team-based job rotation. We further examine whether the relationships between team design and stress are mediated by team member job demands and job control. We find that an increase in job demands indirectly mediates the positive relationships between team decision making and team responsibility, and stress. We also find that a decrease in job demands indirectly mediates the negative relationship between team-based job rotation and stress. Our results suggest that the optimal design of a team, with respect to stress, is a team that has a low degree of autonomy and a high degree of intrateam interdependence
Autonomy · Interdependence · Job design · Job performance · Job satisfaction · Job stress · Knowledge management · Political science · Psychological safety · Sociology · Stress (linguistics · Team composition · Team effectiveness · Applied Psychology · Computer Science · Customer Service Quality and Loyalty · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Team Dynamics and Performance
A Theory and Procedure of Scale Analysis
A Critical Assessment of the High‐Performance Paradigm
The Job Demand-Control (-Support) Model and psychological well-being
Relations between stress and work outcomes
An empirical examination of self-reported work stress among U.S. managers.
The relationships between work characteristics and mental health
What Makes Teams Work
Strategies for Measuring Stress in Studies of Psychiatric and Physical Disorders
Hierarchical Linear Models
Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models
SPSS and SAS procedures for estimating indirect effects in simple mediation models
The Oxford Handbook of Human Resource Management
Hierarchical linear models
Work and Employment in the High Performance Workplace
The New American Workplace
Psychology of Group Influence
Why Teamwork Fails
The measurement of well‐being and other aspects of mental health
An Investigation of the Influences of Job Autonomy and Neuroticism on Job Stressor-Strain Relations
Stress‐related aftermaths to workplace politics
Stress and the union steward's role
Stress in the workplace
Stress experienced by active members of trade unions
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Cross‐national job stress
A framework for testing meso‐mediational relationships in Organizational Behavior
Consistency of implications of three role stressors across four countries
An appraisal perspective of justice, structure, and job control as antecedents of psychological distress
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A Theory and Procedure of Scale Analysis
Occupational Stress, Social Support, Job Control, and Psychological Well-Being
Perceptions of Organizational Politics
How Do Respondents Construe Ambiguous Response Formats of Affect Items
The moderator–mediator variable distinction in social psychological research
The moderator-mediator variable distinction in social psychological research
Mokken Scale Analysis
Integrating Job Stress and Social Exchange Theories to Predict Employee Strain in Reformed Public Sector Contexts
Episodic and semantic knowledge in emotional self-report
Some social psychological effects of group decision rules
Measurement error masks bipolarity in affect ratings
Work Reorganization in an Era of Restructuring
Working for the Japanese
High-Involvement Work Design and Job Satisfaction
The New American Workplace
Reconsidering Baron and Kenny
Team Membership and the Experience of Work in Britain
| Unique citing works | 6 |
|---|---|
| Citations per year | 0,46 |
| Citation span | 2013 - 2026 (14) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 6 |