A Review and Integration of Classification Systems Relevant to Teams in Organizations

By Dennis J. Devine. 2002

212 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/fecafbf674112562439ad957306b8c2c51048dba

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Beyond the Big Five: Leader Goal Orientation as a Predictor of Leadership Effectiveness (2007, methodology): “Using existing team typologies, the teams in our study would be classified as hierarchical production teams ( Devine, 2002 ; Hackman, 1990 ; LePine, Hollenbeck, Ilgen, & Hedlund, 1997 ).”
Feedback, a powerful lever in teams: A review (2012, background): “In organizational settings, the participating teams were mainly engaged in organizational-level decisions (i.e., executive teams as defined in Devine (2002) or in highly procedural special projects or inquiries entailing judgments or plans (i.e., commissions as defined in Devine (2002).”
The effects of groups' variety and disparity on groups' cognitive complexity (2007, background): “In modern organizations, complex cognitive tasks ranging from decision making to strategy development are generally given to groups rather than individuals (Cooke, Kiekel, Salas, Stout, Bowers, & Cannon Bowers, 2003; Devine, 2002; Weber & Donahue, 2001).”
Beyond Team Types and Taxonomies: A Dimensional Scaling Conceptualization for Team Description (2012, methodology): “Indeed, task type was one of the dimensions used by Devine (2002) to generate another classification system that created fourteen new and different types of teams, over and above those documented in Table 1.”
A Review and an Integration of Frameworks (2012, background): “For instance, in organizational settings, some types of work teams, such as parallel teams (Cohen & Bailey, 1997) and advisory teams (Devine, 2002), have a narrow number of subtasks to accomplish (e.g., diagnose problems, make a specific decision, or suggest solutions).”
A Meta-Analytic Review of Relationships Between Team Design Features and Team Performance (2006, background): “Building on the theoretical work of Devine (2002), studies were then coded into two broad classifications related to primary work tasks.”
Teamwork and associated psychological factors: A review (2006, background): “The psychological variables related to teamwork have been the subject of quite a substantial amount of research (Choi, 2002; Devine, 2002; Hertel, Geister, & Konradt, 2005).”
Team viability for long-term and ongoing organizational teams (2011, background): “Team viability should be important for teams that have an indefinite life cycle (i.e., ongoing organizational teams) such as executive, production, service, military, and sports teams (see Devine, 2002).”
Team Effectiveness 1997-2007: A Review of Recent Advancements and a Glimpse Into the Future (2008, background): “In a meta-analysis of 19 studies, Devine and Philips (2001: 523) concluded “that the functional amount of cognitive ability in teams does indeed predict team performance across a broad variety of team contexts.” They submitted that the effects would likely be most pronounced for teams who performed ”
Connecting the dots: social network structure, conflict, and group cognitive complexity (2012, background): “Modern organizations heavily rely on teamwork to accomplish a variety of tasks ranging from production to strategic decisions (Devine 2002), and teamwork skills become a valuable asset for employees in most industries (Burch and Anderson 2004).”
Heed, a missing link between trust, monitoring and performance in knowledge intensive teams (2008, result): “The data were collected among naturally occurring research teams whose task and team characteristics (low task programmability, high output interdependence, high levels of autonomy and the temporary nature of the team) are very similar to those classified in the literature as project teams or task f”
Task and person-focused leadership behaviors and team performance: A meta-analysis (2016, unknown): “Devine (2002) defined action teams as groups consisting of highly specialized individuals that engage in relatively brief real-time performance events that are unpredictable.”
Getting Specific about Demographic Diversity Variable and Team Performance Relationships: A Meta-Analysis (2011, background): “Finally, executive teams (i.e., top management teams; TMTs) engage in a variety of ambiguous, ill-defined tasks that influence the organization’s direction as a whole (Devine, 2002).”
Is there a “Big Five” in Teamwork? (2005, background): “A number of researchers have proposed team taxonomies (e.g., Devine, 2002; McGrath, 1984; Sundstrom, 1999) to assist in more clearly delineating the tasks a team may engage in and the needed competencies, the stability of team membership, the interaction and communication of team members, and the…”