The purpose of this paper is to expand the nomological network of a relational efficacy construct, transpersonal efficacy, and examine its effect on attitudes and behaviors important for team performance. The authors identify several antecedents to transpersonal efficacy, including task interdependence, agreeableness and conscientiousness. The authors also find that transpersonal efficacy is related to relational attitudes and behaviors in teams.,This study consists of an online cross-sectional survey completed by participants representing a wide range of occupations, team types, contexts and industries. Participants reported on their working relationships with team members and various behavioral outcomes. Participants used the Occupational Information Network (O*NET) to describe their teammates’ job requirements and to evaluate each teammate’s ability to complete required tasks. Confirmatory factor analysis and structural equation modeling were used to test hypotheses.,Findings suggest that people in highly interdependent teams have more confidence in their teammates. Further, transpersonal efficacy predicts relationship, task and process conflict when controlling for team task interdependence and virtualness, along with individual differences including agreeableness and conscientiousness. Transpersonal efficacy also contributes to the prediction of relationship conflict beyond the explained variance of collective efficacy.,This paper contributes to our understanding of individuals in teams by using social cognitive theory, expectancy theory and uncertainty reduction theory as a base for predicting the value of transpersonal efficacy in driving relational team behaviors. The authors uniquely consider efficacy as an interpersonal construct that is related to individual behaviors and attitudes that target specific teammates, rather than the team as a whole.

中文翻译：

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我认为您可以：团队中的超人效能

本文的目的是扩展关系效能构造，超人效能的名词学网络，并研究其对团队绩效重要的态度和行为的影响。作者确定了超人效能的几个先决条件，包括任务相互依赖，友好和认真。作者还发现，超人效能与团队中的关系态度和行为有关。本研究包括参与者完成的在线横断面调查，代表广泛的职业，团队类型，背景和行业。参与者报告了他们与团队成员的工作关系以及各种行为结果。参与者使用职业信息网（O * NET）描述队友的工作要求并评估每个队友完成所需任务的能力。验证性因素分析和结构方程模型被用来检验假设。研究结果表明，高度依赖的团队中的人们对队友更有信心。此外，当控制团队任务的相互依赖性和虚拟性时，超人的效能可以预测关系，任务和流程的冲突，以及个体差异，包括和agree和认真。超人效能还有助于预测超出解释的集体效能方差的关系冲突。，本文通过使用社会认知理论有助于我们对团队中的个体的理解，期望理论和减少不确定性理论作为预测超人效能在驱动关系团队行为中的价值的基础。作者独特地认为功效是一种人际关系构造，与针对特定队友而不是整个团队的个人行为和态度有关。