Person-Job Fit Applied to Teamwork

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A pleasure working together? The effects of dissimilarity in team member conscientiousness on team temporal processes and individual satisfaction (2009, result): “achievement oriented (Barrick & Mount, 1991; Digman, 1990; Molleman et al., 2004).”
The Big Five Personality Traits and Individual Satisfaction With the Team (2006, background): “Indeed, Molleman et al. (2004) found that the individual level of conscientiousness did not predict individual team member task satisfaction, but the team level of conscientiousness did.”
Personality and team performance: a meta‐analysis (2006, background): “Results of separate studies support this expectation (Barrick et al., 1998; Kichuk & Wiesner, 1998; Molleman et al., 2004).”
The faultline activation process and the effects of activated faultlines on coalition formation, conflict, and group outcomes (2010, background): “Most past research attempting to address team level personality characteristics has examined aggregated individual scores (e.g., Molleman et al., 2004) or variance across members (e.g., Barrick et al., 1998) and has ignored the configural aspects.”
The Effects of Diversity Faultlines and Team Task Autonomy on Decision Quality and Social Integration (2007, methodology): “The effectiveness of the team task-autonomy manipulation was assessed by means of a 5- item scale (Molleman et al., 2004; e.g., “Our team is free to plan work” and “We are free to choose our work methods”) (α = .81).”