Team tenure is a key component of models of team effectiveness. However, the nature of the relationship between team tenure and team performance is unclear due to underdeveloped theory on the nature of team tenure, various unintegrated theoretical conceptualizations of team tenure, and mixed empirical findings. Further, there is a lack of theory as to the intervening team processes and emergent states that account for the “black box” of the team tenure–team performance relationship. Accordingly, we conducted meta‐analyses of the relationships of team tenure with team processes and performance. Our results, based on 622 effect sizes reported in 169 studies, show that team tenure, conceptualized as additive team tenure, collective team tenure, and team tenure dispersion, is positively related to team performance. Relative weights analysis found additive team tenure to be a relatively more important predictor of team performance than collective team tenure or team tenure dispersion. We found that team cognition, motivational‐affective states, and behavioral processes mediate the relationships of additive team tenure, collective team tenure, and team tenure dispersion with team performance, respectively. We discuss the implications of these findings for research and practice.

中文翻译：

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团队任期和团队绩效：元分析和过程模型

团队任职是团队效率模型的关键组成部分。但是，由于关于球队任期性质的理论欠发达，关于球队任期的各种不完整的理论概念化以及混合的实证研究结果，不清楚球队任期与球队绩效之间关系的本质。此外，关于介入团队流程和突发状态的理论缺乏解释，这些原因解释了团队任期与团队绩效关系的“黑匣子”。因此，我们对团队任期与团队流程和绩效之间的关系进行了荟萃分析。我们的结果基于169项研究中报告的622个效应量，表明团队任期（概念化为加性团队任期，集体团队任期和团队任期分散）与团队绩效成正相关。相对权重分析发现，相加团队任期比集体团队任期或团队任期分散更能预测团队绩效。我们发现团队认知，动机情感状态和行为过程分别介导了加成团队任职，集体团队任职和团队任职分散与团队绩效之间的关系。我们讨论了这些发现对研究和实践的意义。