Staffing work teams: Testing for individual-level knowledge, skill, and ability requirements for teamwork
Abstract
The knowledge, skill, and ability requirements (KSAs) needed to be an effective team member in self-managed groups were examined. While substantial literatures address the proper design and management of these teams at group- and organizational-levels, little is known about the necessary characteristics of effective individual team members. An extensive review was conducted to identify these characteristics, focusing on (1) KSAs rather than traits or dispositions, (2) elements at the individual rather than higher levels and (3) factors most salient to teamwork aspects of performance rather than technical/task aspects. The review generated a conceptual framework of individual team member characteristics consisting of Self-management KSAs (i.e., goal setting, performance management, planning, and task coordination) and Interpersonal KSAs (i.e., conflict resolution, collaborative problem-solving, and communication). This guided development of a content valid Teamwork-KSA test to efficiently evaluate candidates for selection decisions. Standard test construction procedures were followed to obtain adequate test reliability, item-discriminability, and reading level difficulty. The resulting test included 35 multiple-choice items (internal consistency =.80) at the eighth grade reading level. Two concurrent validation studies were conducted to evaluate the construct, criterion-related, and incremental validity of the Teamwork-KSA test. Study 1 (n = 70) showed construct validity with a battery of employment aptitude tests and a structured interview. Criterion-related and incremental validities were shown via supervisor ratings of teamwork and technical performance. With teamwork performance, the Teamwork-KSA test showed criterion-related (r =.44), and incremental validity beyond the interview ($\Delta R\sp2$ =.05) and aptitude tests ($\Delta R\sp2$ =.08). With technical performance, the Teamwork-KSA test showed criterion-related (r =.56), and incremental validity beyond the interview ($\Delta R\sp2$ =.06). Study 2 (n = 72) also included an aptitude test battery, but expanded criterion measures by adding peer and self-ratings. Results showed expected construct validity. With teamwork performance, the Teamwork-KSA test showed criterion-related validity for supervisor ratings (r =.21) and peer ratings (r =.23), but no incremental validity beyond the aptitude tests. With technical performance, the Teamwork-KSA test showed criterion-related validity for supervisor ratings (r =.25), but no incremental validity. It is concluded that these initial findings provide encouraging support for the theoretical conceptualization of teamwork KSAs presented and the practical value of the Teamwork-KSA test based upon it.
Degree
Ph.D.
Advisors
Campion, Purdue University.
Subject Area
Management
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