Performance and interactional dimensions of organizational work groups

Abstract

Perceptions of group adequacy and interaction processes by 91 members of 12 work groups in a research and development organization were factor analyzed. 6 reliable dimensions evolved which cut across several previously defined constructs and differentiated the 12 work groups from each other beyond the .01 level by analyses of variance. Of the total group phenomena variance, 33% was accounted for by a single dimension of group effectiveness in problem solving. This dimension correlated negatively with: (1) the occupational and educational level of the group, (2) the educational heterogeneity of the group, (3) group size, and (4) the level of the group in the organizational hierarchy. These findings suggest that different principles may govern traditionally organized work groups vs. ad hoc groups formed specifically for the purpose of an experiment. (21 ref.) (PsycInfo Database Record (c) 2025 APA, all rights reserved)