Hostname: page-component-78c5997874-8bhkd Total loading time: 0 Render date: 2024-11-04T20:21:53.777Z Has data issue: false hasContentIssue false
  • English
  • Français

Human Values in the Team Leader Selection Process

Published online by Cambridge University Press:  10 January 2013

Núria Rovira ,
Sibel Özgen ,
Magda Medir ,
Jordi Tous  and
Joan Ramon Alabart
Núria Rovira
Affiliation:
Universitat Rovira i Virgili (Spain)
Sibel Özgen
Affiliation:
Universitat Rovira i Virgili (Spain)
Magda Medir
Affiliation:
Universitat Rovira i Virgili (Spain)
Jordi Tous*
Affiliation:
Universitat Rovira i Virgili (Spain)
Joan Ramon Alabart
Affiliation:
Universitat Rovira i Virgili (Spain)
*
Correspondence concerning this articles should be addressed to Jordi Tous Pallarès. Universitat Rovira i Virgili, Departament de Psicologia, Campus Sescelades. Edifici WO, 43007 Tarragona (Spain). E-mail: [email protected]
Get access Rights & Permissions [Opens in a new window]

Abstract

The selection process of team leaders is fundamental if the effectiveness of teams is to be guaranteed. Human values have proven to be an important factor in the behaviour of individuals and leaders. The aim of this study is twofold. The first is to validate Schwartz's survey of human values. The second is to determine whether there are any relationships between the values held by individuals and their preferred roles in a team. Human values were measured by the items of the Schwartz Value Survey (SVS) and the preferred roles in a team were identified by the Belbin Self Perception Inventory (BSPI). The two questionnaires were answered by two samples of undergraduate students (183 and 177 students, respectively). As far as the first objective is concerned, Smallest Space Analysis (SSA) was performed at the outset to examine how well the two-dimensional circular structure, as postulated by Schwartz, was represented in the study population. Then, the results of this analysis were compared and contrasted with those of two other published studies; one by Schwartz (2006) and one by Ros and Grad (1991). As for the second objective, Pearson correlation coefficients were computed to assess the associations between the ratings on the SVS survey items and the ratings on the eight team roles as measured by the BSPI.

El proceso de selección de los líderes de los equipos de trabajo es fundamental para garantizar el éxito de estos. Los valores humanos han demostrado ser un factor importante en el comportamiento individual y del líder. Este estudio tiene doble objetivo. El primero es validar el test de valores humanos de Schwartz. El segundo es determinar si existen relaciones entre los valores de los individuos y sus preferencias de rol en el trabajo en equipo. Los valores humanos han sido medidos por los ítems del test de Schwartz (SVS) y las preferencias de roles de trabajo en equipo han sido identificadas por el cuestionario de autopercepción de Belbin (BSPI). Ambos cuestionarios han sido respondidos por una muestra de estudiantes universitarios (183 y 177 estudiantes respectivamente). En relación al primer objetivo se ha llevado a cabo un análisis espacial (SSA) para ver si se adapta a la estructura de dos dimensiones, postulada por Schwartz, en esta población de estudio. A continuación, los resultados obtenidos de este análisis se han comparado y contrastado con dos estudios anteriormente publicados, el de Schwzartz (2006) y el de Ros y Grad (1991). En cuanto al segundo objetivo, se han calculado los coeficientes de correlación de Pearson para evaluar la relación entre los ítems del test SVS y los ocho roles de trabajo en equipo, medidos por el BSPI.

Keywords

human valuesBelbin team rolesteamworkleadershipundergraduate studentsvalores humanosroles de Belbintrabajo en equipoliderazgoestudiantes universitarios
Type
Research Article
Information
The Spanish Journal of Psychology , Volume 15 , Issue 1 , March 2012 , pp. 216 - 226
Copyright
Copyright © Cambridge University Press 2012

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Alabart, J. R., Özgen, S., Medir, M., Witt, H, & Witt, J. H. (2008, June). Development of the leadership competence by senior engineering students through a project-based learning experience. Paper presented at the Research Symposium on PBL, Session 1009, Aalborg, Denmark.Google Scholar
Alderfer, C. P. (1964). Work motivation. Hillsdale, NJ: LEA.Google Scholar
Aritzeta, A., Swailes, S., & Senior, B. (2005). Team roles: Psychometric evidence, construct validity, and team building. Research memorandum. Centre for Management and Organizational Learning, Business School, University of Hull, England.Google Scholar
Bardi, A., & Schwartz, S. H. (2003). Values and behavior: Strength and structure of relations. Personality and Social Psychology, 29, 1207–1220. http://dx.doi.org/10.1177/0146167203254602CrossRefGoogle ScholarPubMed
Bass, B. M. (1990). Bass and Stogdill's handbook of leadership. Theory, research and managerial applications (3rd ed.). New York, NY: The Free Press.Google Scholar
Belbin, M. (1981). Management teams: Why they succeed or fail. London, England: Butterworth-Heinemann.Google Scholar
Belbin, M. (1993). Team roles at work. Oxford, England: Butterworth-Heinemann.Google Scholar
Dose, J. J. (1999). The relationship between work values similarity and team-member and leader-member exchange relationships. Group dynamics: Theory, research, and practice, 3, 20–32. http://dx.doi.org/10.1037//1089-2699.3.1.20Google Scholar
Elizur, D. (1984). Facets of work values: A structural analysis ofwork outcomes. Journal of Applied Psychology, 69, 379–389. http://dx.doi.org/10.1037//0021-9010.69.3.379Google Scholar
Elizur, D., Borg, I., Hunt, R., & Beck, I. M. (1991). The structure of work values: A cross cultural comparison. Journal of Organizational Behavior, 12, 21–38. http://dx.doi.org/10.1002/job.4030120103CrossRefGoogle Scholar
England, G. W., & Lee, R. (1974). The relationship between managerial values and managerial success in the United States, Japan, India, and Australia. Journal of Applied Psychology, 59, 411–419. http://dx.doi.org/10.1037/h0037320CrossRefGoogle Scholar
Gómez, A., & Martínez-Sánchez, E. (2000). Implicaciones del modelo de valores de Schwartz para el estudio del individualismo y el colectivismo. Discusión de algunos datos obtenidos en muestras españolas. [Implications of Schwartz's value model for the study of individualism and collectivism. Discussion of data from Spanish samples]. Revista de Psicología General y Aplicada, 53, 279–301.Google Scholar
Guttman, L. (1968). A general nonmetric technique for finding the smallest coordinate space for a configuration of points. Psychometrica, 33, 469–506. http://dx.doi.org/10.1007/BF02290164Google Scholar
Hay Group (1994). Managerial style questionnaire. Trainer's Guide. Boston, MA: Hay Group, Hay Resources Direct.Google Scholar
Hoevemeyer, V. A. (2006). High impact interview questions: 701 behavior based questions to find the right person for every job. New York, NY: AMACOM.Google Scholar
Inglehart, R. (1977). The silent revolution. Princeton, NJ: Princeton University Press.Google Scholar
Kluckhohn, C. K. M. (1951). Values and value orientations in the theory of action. In Parsons, T. & Schils, E. (Eds.), Toward a general theory of action (pp. 388–433). Cambridge, MA: Harvard University Press.Google Scholar
Levy, S. (1990). Values and deeds. Applied Psychology: An International Review, 39, 379–400. http://dx.doi.org/10.1111/j.1464-0597.1990.tb01062.xGoogle Scholar
Lorenzo-Seva, U., & Ten Berge, J. M. F. (2006). Tucker's congruence coefficient as a meaningful index of factor similarity. Methodology, 2, 57–64. http://dx.doi.org/10.1027/1614-2241.2.2.57CrossRefGoogle Scholar
Maslow, A. H. (1954). Motivation and personality. New York, NY: Harper & Row.Google Scholar
Myers, B. I. (1991). MBTI: Inventario Tipológico Forma G . Manual. [MBTI: Typology Inventory Form G. manual]. Madrid, Spain: TEA Ediciones.Google Scholar
Özgen, S., Alabart, J. R., & Medir, M. (2008, June). A team leader selection process for project based learning experiences. Paper presented at the Proceedings of the Annual Conference, ASEE, Session 1552, Pittsburgh, PA.CrossRefGoogle Scholar
Partington, D., & Harris, D. (1999). Team role balance and team performance: An empirical study. The Journal of Management Development, 18, 694–705. http://dx.doi.org/10.1108/02621719910293783Google Scholar
Rokeach, M. (1973). The nature of human values. New York, NY: Free Press.Google Scholar
Ros, M., & Grad, H. M. (1991). El significado del valor trabajo como relacionado a la experiencia ocupacional: una comparación de profesores de E.G.B. y estudiantes del C.A.P. [The meaning of work value as related to occupational experience: a comparison of EGB teachers and students C.A.P.]. Revista de Psicología Social, 6, 181–208.Google Scholar
Ros, M., & Gouveia, V. V. (2001). Psicología social de los valores humanos. Desarrollos teóricos, metodológicos y aplicados [Social psychology of human values. Theoretical developments, methodological and applied]. Madrid, Spain: Biblioteca Nueva.Google Scholar
Sagie, A. 1994. Assessing achievement motive: Construction and application of a new scale using Elizur's multifaceted approach. The Journal of Psychology, 128, 51–61. http://dx.doi.org/10.1080/00223980.1994.9712711Google Scholar
Sarros, J. C., & Santora, J. C. (2001). The transformational-transactional leadership model in practice. Leadership and Organization Development Journal, 22, 383–394. http://dx.doi.org/10.1108/01437730110410107Google Scholar
Schwartz, S. H. (1987). An invitation to collaborate in cross-cultural research on values. (Master's thesis). The Hebrew University of Jerusalem. Jerusalem, Israel.Google Scholar
Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. In Zanna, M. (Ed.), Advances in Experimental Social Psychology (vol. 25, pp. 1–65). New York, NY: Academic Press.Google Scholar
Schwartz, S. H. (1994). Beyond individualism - collectivism: New cultural dimensions of values. In Kim, U., Triandis, H. C., Kagitcibasi, C., Choi, S. C., & Yoon, G. (Eds), Individualism and collectivism: Theory, method, and applications (pp. 85–122). Thousands Oaks, CA: Sage.Google Scholar
Schwartz, S. H. (2001). ¿Existen aspectos universales en laestructura y contenido de los valores humanos? [Are there universal aspects in the structure and content of human values]. In Ros, M. G. & V. V., (Ed.), Psicología social de los valores humanos. Desarrollos teóricos, metodológicos y aplicados [Social psychology of human values. Theoretical developments, methodological and applied] (pp. 23–77). Madrid, Spain: Biblioteca Nueva.Google Scholar
Schwartz, S. H. (2006). Basic human values: Theory, measurement and applications. Revue Française de Sociologie, 47, 249–288.Google Scholar
Senior, B. (1997). Team roles and team performance: Is there really a link? Journal of occupational and organizational Psychology, 70,241–258. http://dx.doi.org/10.1111/j.2044-8325.1997.tb00646.xCrossRefGoogle Scholar
Thomas, W. I., & Znaniecki, F. (1918-20). The Polish peasant in Europe and America. Vols. 1–2. Urbana, IL: University of Illinois Press.Google Scholar
Tucker, L. R. (1951). A method for synthesis of factor analysis studies. Personnel Research Section Report (Vol. 984). Washington DC: Department of the Army.Google Scholar
van de Water, T., Ahaus, K., & Rozier, R. 2008. Team roles, team balance and performance. Journal of Management Development, 27, 499–512.Google Scholar
Westwood, R. I., and Posner, B. Z. (1997). Managerial values across cultures: Australia, Hong Kong, and the United States. Asia Pacific Journal of Management, 14, 31–66.Google Scholar
Yukl, G. (1998). Leadership in organizations. (4th ed.). Upper Saddle River, NJ: Prentice Hall.Google Scholar