Personality in Teams and Team Roles
13 important questions on Personality in Teams and Team Roles
What are the vife personality dimensions in the big five personality model in "Costa & McCrae (1985/1992)"?
Conscientiousness: hard-working, orderly, thorough, industrious
Extraversion: ethusiastic, energetic, optimistic, social
Agreeableness: helpfull, cooperative, getting along with others, empathic
Emotional stability: secure, feeling-well, easy going, feel good generally
How does mean team personality impact team performance in "the relationship between team members' personality... - Han et al. (2024)"?
Agreeableness = positively
Conscientiousness = positively
Neuroticism = not sig., but negative with outliers removed
Openness to experience = positively
How does variability (standard deviation) in team members' personality impact team performance in "the relationship between team members' personality... - Han et al. (2024)"?
Agreeableness = not sig.
Conscientiousness = not sig.
Neuroticism = not sig., but positive with outliers removed
Openness = not sig.
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True or false: teams (mean) high in openness to experience will benefit from task conflict, whereas teams low in openness will suffer from task conflict in "team personality and task conflict, Bradley et al. (2013)"?
True or false teams (mean) high in emotional stability (i.e., low neuroticism) will benefit from task conflict, teams low in emotional stability (i.e., high neuroticism) will suffer from task conflict in "team personality and task conflict, Bradley et al. (2013)"?
Emotional stability affects conflict-performance relation in three ways, emotionally stable people ... in "team personality and task conflict, Bradley et al. (2013)"?
Well-adjusted (maintain positive emotions during conflict)
View themselves and others positively (efficacy expectations)
Openness to experience affects conflict-performance relation in three ways, open-minded people ... in "team personality and task conflict, Bradley et al. (2013)"?
Flexible (i.e., open to different solutions to the conflict)
Open discussions (good for effective conflict resolution)
How are strategic core roles of a team defined in "characteristics of core role holders and team performance - Humphrey et al. (2019)"?
Greater exposure to tasks that the team performs
More centraal to workflow of team
True or false: career experience and job-related skills of core role holders was less strongly related to team performance than was the career experience of non-core role holders in "characteristics of core role holders and team performance - Humphrey et al. (2019)"?
True or false: higher levels of resource allocation (i.e., salaries) in core roles are associated with higher levels of overall team performance in "characteristics of core role holders and team performance - Humphrey et al. (2019)"?
In "characteristics of core role holders and team performance - Humphrey et al. (2019)" shows that central roles are ...strongly related to team performance than non-central roles and investing into them yields unique performance ...
What are negative consequences of explicitly formulating a "strategic core" for an ongoing team, from a holder of central roles perspective in "characteristics of core role holders and team performance - Humphrey et al. (2019)"?
What are negative consequences of explicitly formulating a "strategic core" for an ongoing team, from the rest of the team perspective in "characteristics of core role holders and team performance - Humphrey et al. (2019)"?
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