Team-based work (TBW) plays a crucial role in the success and quality of public services. In the context of the Spanish public sector, our study evaluates if a low level of hierarchical distance (HD) in public organizations condition the public employees’ commitment (EC) as well as TBW, assessed in terms of participation and consensus among team members. Simultaneously, we evaluated to what extent EC help to enhance TBW. Employing a sample of 213 government organizations from the south of Spain through a model of structural equations, we were able to answer the above questions. Our results revealed that team-based work functions more successfully within public organizations where there exists little verticality in their structures, norms, values and rules – in simplest terms, where there is minimal organizational HD. Such results also suggest that although regulations exist in the Spanish public sector, should public organizations attempt to be less vertical and more horizontal, they would perhaps have public servants that were more committed to their organizations. As a result, servants view the organization as their own and remain loyal. Finally, from an academic perspective, this study could be one of few to research and evaluate the hierarchical role and employees’ commitment to the functioning of public employees based on participation and consensus in their work teams.

中文翻译：

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等级距离和员工承诺作为西班牙公共部门团队工作的条件

基于团队的工作 (TBW) 在公共服务的成功和质量中起着至关重要的作用。在西班牙公共部门的背景下，我们的研究评估了公共组织中低水平的等级距离 (HD) 是否会影响公共雇员的承诺 (EC) 以及 TBW，根据团队成员之间的参与和共识进行评估。同时，我们评估了 EC 在多大程度上有助于增强 TBW。通过结构方程模型，我们利用西班牙南部 213 个政府组织的样本，回答了上述问题。我们的结果表明，基于团队的工作在公共组织中更成功地发挥作用，因为公共组织的结构、规范、价值观和规则几乎没有垂直性——简单来说，组织的 HD 最少。这样的结果还表明，虽然西班牙公共部门存在法规，但如果公共组织试图减少垂直和水平，他们可能会有更忠于其组织的公务员。因此，仆人将组织视为自己的组织并保持忠诚。最后，从学术的角度来看，这项研究可能是少数研究和评估基于工作团队的参与和共识的公共雇员职能的等级角色和雇员承诺的研究之一。仆人将组织视为自己的组织并保持忠诚。最后，从学术的角度来看，这项研究可能是少数研究和评估基于工作团队的参与和共识的公共雇员职能的等级角色和雇员承诺的研究之一。仆人将组织视为自己的组织并保持忠诚。最后，从学术的角度来看，这项研究可能是为数不多的基于工作团队的参与和共识来研究和评估等级角色和员工对公职人员职能的承诺的研究之一。