earticle

영어

Organizations use a team-based structure to respond quickly to environmental changes and customers’ needs. Each team member brings different skills, knowledge and experiences into a team, which contribute to the performance of the team. Team goal orientation has been a key variable that has received considerable interest from researchers as a predictor of team performance (Bunderson and Sutcliffe, 2003). Goal orientation is a disposition which refers to the personal goal preferences in achievement situations (Dweck and Leggett 1988). Goal orientation can be classified into learning orientation and performance orientation (Dweck, 1986; Dweck and Leggett, 1988). Team goal orientation refers to the shared perceptions of team members regarding their teams’ climate and achievement goals (Bunderson and Sutcliffe, 2003; Dragoni, 2005). Team goal orientation has been found to predict a number of team outcomes such as team adaptation, team performance, team efficacy, and team commitment (Bunderson and Sutcliffe, 2003; DeShon et al., 2004; LePine, 2005; Porter, 2005). The purpose of this study was to investigate the mediating role of team efficacy in the relationship between team goal orientation and team organizational citizenship behavior (OCB). OCB is defined as extra-role, discretionary behavior that can enhance organizational effectiveness (Organ, 1988). Due to the increase in job complexity and task interdependence, team members’ voluntary effort and cooperation have become progressively important to team functioning and effectiveness. In the present study, we propose team learning and performance goal orientation as antecedents of team OCB. More specifically, we predict that team learning goal orientation will be positively associated with team change-oriented OCB, whereas team performance goal orientation will be positively related to team interpersonally-directed OCB (OCBI). We also expect that the two types of goal orientation will have a significant relationship with team efficacy, which in turn will significantly predict team change OCB and OCBI. Furthermore, we propose that team efficacy will mediate the relationships between team learning goal orientation and change-oriented OCB and between team performance goal orientation and OCBI. To test these propositions, we collected survey-based data from 117 leaders and 641 members of 117 teams from July, 2011 through December, 2011. To reduce problems resulting from common method variance, we used team members’ responses as measures of team goal orientation and efficacy and team leaders’ ratings as measures of team-level change OCB and OCBI. The results of the regression analysis demonstrated no direct links between the two types of goal orientation and team-level change OCB and OCBI. However, as predicted, both team learning and performance goal orientation were positively related to team efficacy, and team efficacy had a significant, positive relationship with team-level change OCB and OCBI. Furthermore, the relationships between the two types of goal orientation and team-level change OCB and OCBI were mediated by team efficacy. These findings suggest that although team goal orientation did not directly affect team OCB, team goal orientation was linked to team OCB through the intervening mechanism of team efficacy. The findings of the present study provide important theoretical and practical implications for team research.

한국어

본 연구는 팀 목표 지향성(학습 지향, 성과 지향)과 팀 조직시민행동(변화지향, 대인지향) 간의 관계에 대한 팀 효능감의 매개효과를 회귀분석을 통하여 검증하고자 하였다. 자료수집기간은 2011년 7월부터 2011년 12월까지 6개월간이었으며, 18개 기업의 117개 팀에 속한 117명의 팀장과 641명의 팀원의 응답이 최종적인 통계분석에 사용되었다. 독립변수로는 팀의 학습 목표 지향성과 성과 목표 지향성을, 매개변수로는 팀의 효능감을, 종속변수로는 팀의 변화지향 및 대인지향 조직시민행동을 사용하였다. 회귀분석 결과, 팀의 목표 지향성(학습 지향, 성과 지향)은 두 유형의 팀 조직시민행동과 유의미한 관계를 갖지 않는 것으로 나타났다. 그러나, 팀의 학습 목표 및 성과 목표 지향성은 팀 효능감과 각각 유의미한 정(+)의 관계를 나타내었으며, 팀 효능감은 팀의 변화지향 및 대인지향 조직시민행동을 유의미하게 예측한다는 사실이 발견되었다. 더욱이, 팀 효능감은 팀의 학습 및 성과 목표 지향성과 변화지향 및 대인지향 조직시민행동 간의 관계에 유의미한 매개효과를 갖는 것으로 나타났다. 이러한 결과는 목표 지향성 및 조직시민행동 연구에 이론 및 실무적인 시사점을 제시한다