The purpose of this study was to examine the effects of coaching behaviours provided by peers and... more The purpose of this study was to examine the effects of coaching behaviours provided by peers and by the leader on the emotions experienced by interprofessional health and social care teams and on members' satisfaction with the team, as well as on team performance. Data were obtained from a survey among 344 employees working in 52 interprofessional health and social care teams from nine Portuguese organizations. The results show that leader coaching and peer coaching have a positive effect on the level of team members' satisfaction with the team and on positive emotions, and a negative effect on negative emotions. Furthermore, coaching provided by peers presents a positive effect on team performance as assessed by the leader of the team. Our findings put forward the importance of engaging in coaching behaviours to promote quality of the team experience, as well as the achievement of team performance objectives. Further studies should explore how coaching behaviours impact the patient, whose well-being is the ultimate objective of a team in the health and social care system, namely in terms of the patient's perception of quality care or patient outcomes.
ABSTRACT Research projects conducted under the action research approach are expected to present a... more ABSTRACT Research projects conducted under the action research approach are expected to present a dual contribution: to solve real problems and to add some new knowledge. This chapter introduces a case in which the researcher and the research client are the same entity. The research question and the problem to be solved concern communication in communities of practice using information technology. A description of the community of practice under study is provided, as well as the action research approach and the research cycles concluded. Results concerning the research question, the problem under resolution and the ethical question (researcher and research client being the same entity) are discussed. The evaluation of the results leads to the main conclusion that the action research approach is helpful for both learning processes and problem solving, even when the researcher and the research client are the same entity.
ABSTRACT Research projects conducted under the action research approach are expected to present a... more ABSTRACT Research projects conducted under the action research approach are expected to present a dual contribution: to solve real problems and to add some new knowledge. This chapter introduces a case in which the researcher and the research client are the same entity. The research question and the problem to be solved concern communication in communities of practice using information technology. A description of the community of practice under study is provided, as well as the action research approach and the ...
Resumo: Com base na teoria dos sistemas dinâmicos não lineares (NDS), e no âmbito do desenvolvime... more Resumo: Com base na teoria dos sistemas dinâmicos não lineares (NDS), e no âmbito do desenvolvimento grupal, esta investigação teve como objectivo a construção e validação de conteúdo de um instrumento de avaliação de alguns processos grupais (e.g., liderança, conflitos, comunicação, interdependência, coesão, cultura). A criação/adaptação dos itens ancorou-se nas definições e instrumentos de referência na literatura da especialidade. A validação de conteúdo foi feita com recurso a três estudos piloto e junto de um painel de quatro peritos. O instrumento, composto maioritariamente por escalas analógicas visuais, integra duas partes – uma de resposta individual e outra grupal – e revelou possuir adequada validade de conteúdo. Sendo objectivo aplicá-lo em estudos com abordagem NDS, que requer design longitudinal com múltiplas aplicações, as escalas analógicas visuais e a utilização de um número reduzido de itens por constructo podem revelar vantagens, as quais serão discutidas neste tr...
This study seeks to analyze a) if the frequency with which group choose to use a certain
strateg... more This study seeks to analyze a) if the frequency with which group choose to use a certain
strategy is associated with the type of conflict represented in a given situation and b) if, for
different types of conflict, different conflict handling patterns (the frequency of their use)
could be considered significant predictors of group effectiveness, measured through group
performance and satisfaction. We developed a correlational empirical study with a sample
composed of 73 work groups, taken from 14 organizations in the industrial and service
sectors. The results showed that groups in task conflict situations choose integrative strategies
more often than when in relational conflict situations. Moreover, avoiding strategies were
more likely to be used in relational conflict situations than in task conflict situations. On
the other hand, our results showed that the frequency with which a group uses an integrative
strategy can be considered a significant (positive) predictor of group satisfaction for both
types of conflict situations (task and relationship). Our results are discussed and compared
with our previous literature review, as well as the implications and limitations of the study,
along with some thoughts on further investigation.
Purpose
– The purpose of this paper was to contribute to the clarification of the conditions unde... more Purpose – The purpose of this paper was to contribute to the clarification of the conditions under which teams can be successful, especially those related to team learning. To attain this goal, in the present study, the mediating role played by team members’ motivation on the relationship between teamlearningconditions(sharedlearningbeliefsandteamlearningsupport)andmembers’satisfaction with the team was analysed. Design/methodology/approach – An empirical study with a multilevel design was carried out. Data concerning learning conditions, motivation and satisfaction were obtained from a survey among 398 employees working in 71 teams that perform complex tasks from 24 companies. A multilevel analysis was conducted. Findings – Overall, the results showed that both team learning conditions – shared learning beliefs and team learning support – had a significant positive effect on members’ satisfaction, which was mediated by members’ motivation. Originality/value – The proliferation of groups in the organizational setting has set new challenges for organizational research. In fact, more than ever it is necessary to study the conditions under which teams can be successful. Our findings put forward the relevance of creating conditions in the team to learn to increase team effectiveness, namely, in terms of team members’ satisfaction.
Journal of Work and Organizational Psychology 30 (2014) 113-121, 2014
In the contemporary context of high competitiveness between organizations, organizational learnin... more In the contemporary context of high competitiveness between organizations, organizational learning
culture and knowledge management (KM) have been considered key concepts in both academic and
managerial settings. This study aims to provide empirical support for the relationship between
organizational learning culture and knowledge management, specifically concerning the prediction of
learning culture on KM processes. Data collection was carried out through questionnaires in 50 Portuguese
manufacturing firms. Data was analyzed at the organizational level using standard multiple regressions.
The results showed a significant and positive relationship between learning culture and KM practices.
Concerning the two dimensions of learning culture, internal integration was the main predictor for KM
formal practices, KM informal practices and strategic management of knowledge, whereas the external
adaptation dimension was shown to predict only the strategic management of knowledge. The present
study contributes to theoretical and empirical findings concerning the relationship between learning
culture and knowledge management processes.
Journal of Work and Organizational Psychology 30 (2014) 123-132, 2014
The purpose of this study was to contribute to the clarification of the conditions under which te... more The purpose of this study was to contribute to the clarification of the conditions under which teams can be
successful. To attain this goal, the direct and interactive effects of diversity and of the team’s cultural
orientation towards learning on team outcomes (team performance, team members’ satisfaction) were
analyzed.
Data were obtained from a survey among 73 teams from different industrial and service
companies, which perform complex and non-routine tasks. In order to test the hypotheses, multilevel
analysis and hierarchical regression analysis were conducted.
The results show a significant (although
marginal) effect of diversity on members’ satisfaction with the team. The team orientation towards learning
presented positive effects on both team performance and members’ satisfaction with the team. No
interactive effects were identified. Although the positive impact of a learning culture on organizational
effectiveness has already been studied and is well established in the literature, this is one of the first
studies that provides empirical evidence of the impact of this kind of culture at the team level. At an
intervention level, this study points to managers who want to create successful teams that they may be
advised to enhance the levels of the team orientation towards learning, creating conditions in the team to
promote and support the acquisition of knowledge.
Purpose The aim of this study is to assess the relationship between some variables (organizatio... more Purpose The aim of this study is to assess the relationship between some variables (organizational structure, organizational dimension and age, human resource characteristics, the external environment, strategy and quality) and organizational learning culture and evaluate ...
The purpose of this study was to examine the effects of coaching behaviours provided by peers and... more The purpose of this study was to examine the effects of coaching behaviours provided by peers and by the leader on the emotions experienced by interprofessional health and social care teams and on members' satisfaction with the team, as well as on team performance. Data were obtained from a survey among 344 employees working in 52 interprofessional health and social care teams from nine Portuguese organizations. The results show that leader coaching and peer coaching have a positive effect on the level of team members' satisfaction with the team and on positive emotions, and a negative effect on negative emotions. Furthermore, coaching provided by peers presents a positive effect on team performance as assessed by the leader of the team. Our findings put forward the importance of engaging in coaching behaviours to promote quality of the team experience, as well as the achievement of team performance objectives. Further studies should explore how coaching behaviours impact the patient, whose well-being is the ultimate objective of a team in the health and social care system, namely in terms of the patient's perception of quality care or patient outcomes.
ABSTRACT Research projects conducted under the action research approach are expected to present a... more ABSTRACT Research projects conducted under the action research approach are expected to present a dual contribution: to solve real problems and to add some new knowledge. This chapter introduces a case in which the researcher and the research client are the same entity. The research question and the problem to be solved concern communication in communities of practice using information technology. A description of the community of practice under study is provided, as well as the action research approach and the research cycles concluded. Results concerning the research question, the problem under resolution and the ethical question (researcher and research client being the same entity) are discussed. The evaluation of the results leads to the main conclusion that the action research approach is helpful for both learning processes and problem solving, even when the researcher and the research client are the same entity.
ABSTRACT Research projects conducted under the action research approach are expected to present a... more ABSTRACT Research projects conducted under the action research approach are expected to present a dual contribution: to solve real problems and to add some new knowledge. This chapter introduces a case in which the researcher and the research client are the same entity. The research question and the problem to be solved concern communication in communities of practice using information technology. A description of the community of practice under study is provided, as well as the action research approach and the ...
Resumo: Com base na teoria dos sistemas dinâmicos não lineares (NDS), e no âmbito do desenvolvime... more Resumo: Com base na teoria dos sistemas dinâmicos não lineares (NDS), e no âmbito do desenvolvimento grupal, esta investigação teve como objectivo a construção e validação de conteúdo de um instrumento de avaliação de alguns processos grupais (e.g., liderança, conflitos, comunicação, interdependência, coesão, cultura). A criação/adaptação dos itens ancorou-se nas definições e instrumentos de referência na literatura da especialidade. A validação de conteúdo foi feita com recurso a três estudos piloto e junto de um painel de quatro peritos. O instrumento, composto maioritariamente por escalas analógicas visuais, integra duas partes – uma de resposta individual e outra grupal – e revelou possuir adequada validade de conteúdo. Sendo objectivo aplicá-lo em estudos com abordagem NDS, que requer design longitudinal com múltiplas aplicações, as escalas analógicas visuais e a utilização de um número reduzido de itens por constructo podem revelar vantagens, as quais serão discutidas neste tr...
This study seeks to analyze a) if the frequency with which group choose to use a certain
strateg... more This study seeks to analyze a) if the frequency with which group choose to use a certain
strategy is associated with the type of conflict represented in a given situation and b) if, for
different types of conflict, different conflict handling patterns (the frequency of their use)
could be considered significant predictors of group effectiveness, measured through group
performance and satisfaction. We developed a correlational empirical study with a sample
composed of 73 work groups, taken from 14 organizations in the industrial and service
sectors. The results showed that groups in task conflict situations choose integrative strategies
more often than when in relational conflict situations. Moreover, avoiding strategies were
more likely to be used in relational conflict situations than in task conflict situations. On
the other hand, our results showed that the frequency with which a group uses an integrative
strategy can be considered a significant (positive) predictor of group satisfaction for both
types of conflict situations (task and relationship). Our results are discussed and compared
with our previous literature review, as well as the implications and limitations of the study,
along with some thoughts on further investigation.
Purpose
– The purpose of this paper was to contribute to the clarification of the conditions unde... more Purpose – The purpose of this paper was to contribute to the clarification of the conditions under which teams can be successful, especially those related to team learning. To attain this goal, in the present study, the mediating role played by team members’ motivation on the relationship between teamlearningconditions(sharedlearningbeliefsandteamlearningsupport)andmembers’satisfaction with the team was analysed. Design/methodology/approach – An empirical study with a multilevel design was carried out. Data concerning learning conditions, motivation and satisfaction were obtained from a survey among 398 employees working in 71 teams that perform complex tasks from 24 companies. A multilevel analysis was conducted. Findings – Overall, the results showed that both team learning conditions – shared learning beliefs and team learning support – had a significant positive effect on members’ satisfaction, which was mediated by members’ motivation. Originality/value – The proliferation of groups in the organizational setting has set new challenges for organizational research. In fact, more than ever it is necessary to study the conditions under which teams can be successful. Our findings put forward the relevance of creating conditions in the team to learn to increase team effectiveness, namely, in terms of team members’ satisfaction.
Journal of Work and Organizational Psychology 30 (2014) 113-121, 2014
In the contemporary context of high competitiveness between organizations, organizational learnin... more In the contemporary context of high competitiveness between organizations, organizational learning
culture and knowledge management (KM) have been considered key concepts in both academic and
managerial settings. This study aims to provide empirical support for the relationship between
organizational learning culture and knowledge management, specifically concerning the prediction of
learning culture on KM processes. Data collection was carried out through questionnaires in 50 Portuguese
manufacturing firms. Data was analyzed at the organizational level using standard multiple regressions.
The results showed a significant and positive relationship between learning culture and KM practices.
Concerning the two dimensions of learning culture, internal integration was the main predictor for KM
formal practices, KM informal practices and strategic management of knowledge, whereas the external
adaptation dimension was shown to predict only the strategic management of knowledge. The present
study contributes to theoretical and empirical findings concerning the relationship between learning
culture and knowledge management processes.
Journal of Work and Organizational Psychology 30 (2014) 123-132, 2014
The purpose of this study was to contribute to the clarification of the conditions under which te... more The purpose of this study was to contribute to the clarification of the conditions under which teams can be
successful. To attain this goal, the direct and interactive effects of diversity and of the team’s cultural
orientation towards learning on team outcomes (team performance, team members’ satisfaction) were
analyzed.
Data were obtained from a survey among 73 teams from different industrial and service
companies, which perform complex and non-routine tasks. In order to test the hypotheses, multilevel
analysis and hierarchical regression analysis were conducted.
The results show a significant (although
marginal) effect of diversity on members’ satisfaction with the team. The team orientation towards learning
presented positive effects on both team performance and members’ satisfaction with the team. No
interactive effects were identified. Although the positive impact of a learning culture on organizational
effectiveness has already been studied and is well established in the literature, this is one of the first
studies that provides empirical evidence of the impact of this kind of culture at the team level. At an
intervention level, this study points to managers who want to create successful teams that they may be
advised to enhance the levels of the team orientation towards learning, creating conditions in the team to
promote and support the acquisition of knowledge.
Purpose The aim of this study is to assess the relationship between some variables (organizatio... more Purpose The aim of this study is to assess the relationship between some variables (organizational structure, organizational dimension and age, human resource characteristics, the external environment, strategy and quality) and organizational learning culture and evaluate ...
A utilização de equipas como forma de estruturar e materializar o trabalho a desen-volver é uma r... more A utilização de equipas como forma de estruturar e materializar o trabalho a desen-volver é uma realidade nas organizações. Conhecer o funcionamento das equipas de modo a aumentar a sua competitividade e desempenho é pois um objetivo importante a alcançar. Este livro, de um modo claro e acessível, apresenta instrumentos de avali-ação de equipas de trabalho (construídos ou validados pela equipa de investigação dos autores), que, permitindo fazer diagnósticos do estado atual de grupos de traba-lho, conduzem a uma ação e prática mais esclarecida na intervenção dos gestores. Sendo um precioso auxiliar para todos os profissionais que desenvolvam a sua ativi-dade em contexto grupal e/ou que tenham a responsabilidade de coordenar grupos, e também para estudantes ou investigadores que pretendam aprofundar conhecimentos sobre fenómenos grupais como a cultura, os conflitos ou a aprendizagem, este livro dirige-se e interessa a todos os que desenvolvem a sua atividade tanto em empresas como no meio académico.
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Papers by Teresa Rebelo
strategy is associated with the type of conflict represented in a given situation and b) if, for
different types of conflict, different conflict handling patterns (the frequency of their use)
could be considered significant predictors of group effectiveness, measured through group
performance and satisfaction. We developed a correlational empirical study with a sample
composed of 73 work groups, taken from 14 organizations in the industrial and service
sectors. The results showed that groups in task conflict situations choose integrative strategies
more often than when in relational conflict situations. Moreover, avoiding strategies were
more likely to be used in relational conflict situations than in task conflict situations. On
the other hand, our results showed that the frequency with which a group uses an integrative
strategy can be considered a significant (positive) predictor of group satisfaction for both
types of conflict situations (task and relationship). Our results are discussed and compared
with our previous literature review, as well as the implications and limitations of the study,
along with some thoughts on further investigation.
– The purpose of this paper was to contribute to the clarification of the conditions under
which teams can be successful, especially those related to team learning. To attain this goal, in the
present study, the mediating role played by team members’ motivation on the relationship between
teamlearningconditions(sharedlearningbeliefsandteamlearningsupport)andmembers’satisfaction
with the team was analysed.
Design/methodology/approach
– An empirical study with a multilevel design was carried out.
Data concerning learning conditions, motivation and satisfaction were obtained from a survey among
398 employees working in 71 teams that perform complex tasks from 24 companies. A multilevel
analysis was conducted.
Findings
– Overall, the results showed that both team learning conditions – shared learning beliefs
and team learning support – had a significant positive effect on members’ satisfaction, which was
mediated by members’ motivation.
Originality/value
– The proliferation of groups in the organizational setting has set new challenges
for organizational research. In fact, more than ever it is necessary to study the conditions under which
teams can be successful. Our findings put forward the relevance of creating conditions in the team to
learn to increase team effectiveness, namely, in terms of team members’ satisfaction.
culture and knowledge management (KM) have been considered key concepts in both academic and
managerial settings. This study aims to provide empirical support for the relationship between
organizational learning culture and knowledge management, specifically concerning the prediction of
learning culture on KM processes. Data collection was carried out through questionnaires in 50 Portuguese
manufacturing firms. Data was analyzed at the organizational level using standard multiple regressions.
The results showed a significant and positive relationship between learning culture and KM practices.
Concerning the two dimensions of learning culture, internal integration was the main predictor for KM
formal practices, KM informal practices and strategic management of knowledge, whereas the external
adaptation dimension was shown to predict only the strategic management of knowledge. The present
study contributes to theoretical and empirical findings concerning the relationship between learning
culture and knowledge management processes.
successful. To attain this goal, the direct and interactive effects of diversity and of the team’s cultural
orientation towards learning on team outcomes (team performance, team members’ satisfaction) were
analyzed.
Data were obtained from a survey among 73 teams from different industrial and service
companies, which perform complex and non-routine tasks. In order to test the hypotheses, multilevel
analysis and hierarchical regression analysis were conducted.
The results show a significant (although
marginal) effect of diversity on members’ satisfaction with the team. The team orientation towards learning
presented positive effects on both team performance and members’ satisfaction with the team. No
interactive effects were identified. Although the positive impact of a learning culture on organizational
effectiveness has already been studied and is well established in the literature, this is one of the first
studies that provides empirical evidence of the impact of this kind of culture at the team level. At an
intervention level, this study points to managers who want to create successful teams that they may be
advised to enhance the levels of the team orientation towards learning, creating conditions in the team to
promote and support the acquisition of knowledge.
strategy is associated with the type of conflict represented in a given situation and b) if, for
different types of conflict, different conflict handling patterns (the frequency of their use)
could be considered significant predictors of group effectiveness, measured through group
performance and satisfaction. We developed a correlational empirical study with a sample
composed of 73 work groups, taken from 14 organizations in the industrial and service
sectors. The results showed that groups in task conflict situations choose integrative strategies
more often than when in relational conflict situations. Moreover, avoiding strategies were
more likely to be used in relational conflict situations than in task conflict situations. On
the other hand, our results showed that the frequency with which a group uses an integrative
strategy can be considered a significant (positive) predictor of group satisfaction for both
types of conflict situations (task and relationship). Our results are discussed and compared
with our previous literature review, as well as the implications and limitations of the study,
along with some thoughts on further investigation.
– The purpose of this paper was to contribute to the clarification of the conditions under
which teams can be successful, especially those related to team learning. To attain this goal, in the
present study, the mediating role played by team members’ motivation on the relationship between
teamlearningconditions(sharedlearningbeliefsandteamlearningsupport)andmembers’satisfaction
with the team was analysed.
Design/methodology/approach
– An empirical study with a multilevel design was carried out.
Data concerning learning conditions, motivation and satisfaction were obtained from a survey among
398 employees working in 71 teams that perform complex tasks from 24 companies. A multilevel
analysis was conducted.
Findings
– Overall, the results showed that both team learning conditions – shared learning beliefs
and team learning support – had a significant positive effect on members’ satisfaction, which was
mediated by members’ motivation.
Originality/value
– The proliferation of groups in the organizational setting has set new challenges
for organizational research. In fact, more than ever it is necessary to study the conditions under which
teams can be successful. Our findings put forward the relevance of creating conditions in the team to
learn to increase team effectiveness, namely, in terms of team members’ satisfaction.
culture and knowledge management (KM) have been considered key concepts in both academic and
managerial settings. This study aims to provide empirical support for the relationship between
organizational learning culture and knowledge management, specifically concerning the prediction of
learning culture on KM processes. Data collection was carried out through questionnaires in 50 Portuguese
manufacturing firms. Data was analyzed at the organizational level using standard multiple regressions.
The results showed a significant and positive relationship between learning culture and KM practices.
Concerning the two dimensions of learning culture, internal integration was the main predictor for KM
formal practices, KM informal practices and strategic management of knowledge, whereas the external
adaptation dimension was shown to predict only the strategic management of knowledge. The present
study contributes to theoretical and empirical findings concerning the relationship between learning
culture and knowledge management processes.
successful. To attain this goal, the direct and interactive effects of diversity and of the team’s cultural
orientation towards learning on team outcomes (team performance, team members’ satisfaction) were
analyzed.
Data were obtained from a survey among 73 teams from different industrial and service
companies, which perform complex and non-routine tasks. In order to test the hypotheses, multilevel
analysis and hierarchical regression analysis were conducted.
The results show a significant (although
marginal) effect of diversity on members’ satisfaction with the team. The team orientation towards learning
presented positive effects on both team performance and members’ satisfaction with the team. No
interactive effects were identified. Although the positive impact of a learning culture on organizational
effectiveness has already been studied and is well established in the literature, this is one of the first
studies that provides empirical evidence of the impact of this kind of culture at the team level. At an
intervention level, this study points to managers who want to create successful teams that they may be
advised to enhance the levels of the team orientation towards learning, creating conditions in the team to
promote and support the acquisition of knowledge.