We examine how peers form talent appraisals of team members, reframing talent identification as a status-organising social process. Using decision trees, we modelled configurations of characteristics and behaviours that predicted dominant versus parallel routes to achieving the status of most talented team member. Across 44 multidisciplinary teams, talent status was most often granted to peers perceived as having both leadership and analytic talent; a STEM degree served a dominant signalling function. Where previous studies assumed that degree operates as a specific status characteristic, we show that a STEM degree operates as a diffuse status characteristic, which predicts status in general. We thus discovered that status hierarchies in teams are also based on the type of talent—and not just the level of talent—members are perceived to possess. In so doing, we offer a proof of concept of what we call ‘talent hierarchies’ in teams, for future research to build on.

中文翻译：

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将人才识别重新定义为状态组织过程：通过数据挖掘检查人才层次结构

我们研究了同行如何形成对团队成员的人才评估，将人才识别重新定义为一个地位组织的社会过程。使用决策树，我们对特征和行为的配置进行了建模，这些配置和行为预测了实现最有才华的团队成员地位的主要途径和平行途径。在 44 个多学科团队中，人才地位通常授予被认为同时具有领导力和分析才能的同行；STEM 学位具有主要的信号功能。以前的研究假设学位是作为一种特定的地位特征运作的，而我们表明，STEM 学位是一种扩散的地位特征，它通常可以预测地位。因此，我们发现团队中的地位等级也基于人才的类型——而不仅仅是人才水平——成员被认为拥有。在这样做的过程中，我们提供了团队中我们所谓的“人才层次结构”的概念证明，以供未来研究的基础。