TEAM COHESION: A MULTI METHOD STUDY OF BANK EMPLOYEES IN TURKEY

Öz

Team cohesion is one of the most crucial drivers of team effectiveness. However, despite its importance, cohesion research fails to reach an agreement on conceptualization and dimensionality of the construct. Furthermore, previous studies of team cohesion have mostly focused on sports context, necessitating further research in work context. This paper aims to address these gaps in the literature by investigating team cohesion in a work context in Turkey. A qualitative study has been conducted to explore the construct and build a model, followed by a quantitative study that has empirically tested the specified model. The results showed that while the four- dimensionality in the literature (social-task-individual-group) is confirmed, social-task cohesion distinction is more apparent than individual-group distinction. Furthermore sub dimensions have been found to have differential effects on the outcome variables of work effort and team collaboration. Finally, team cohesion is found to vary over time, confirming the dynamic nature of the construct.

Anahtar Kelimeler

• Team cohesion,teamwork,social cohesion,task cohesion

TAKIM SARGINLIĞI: TÜRKİYE’DEKİ BANKA ÇALIŞANLARI ÜZERİNE ÇOK YÖNTEMLİ BİR ÇALIŞMA

Öz

Takım sargınlığı, takım etkinliğini belirleyen en önemli unsurlar arasında yer almaktadır. Ancak, bu derece önemli bir unsur olmasına rağmen, sargınlık üzerine günümüze dek yapılan araştırmalar, kavramın tanımı ve boyutları hakkında ortak bir sonuca ulaşamamıştır. Bunun yanı sıra, takım sargınlığı araştırmaları genel olarak spor takımları bağlamında gerçekleştirilip iş ortamında daha fazla araştırmaya ihtiyaç duyulmaktadır. Bu makale, yazındaki mevcut eksikliklere değinerek takım sargınlığı kavramını Türkiye’de iş ortamı bağlamında incelemeyi hedeflemektedir. Kavramın anlam ve boyutsallığını araştırmak ve bir model oluşturmak amacıyla düzenlenen bir kalitatif çalışma ardından, kantitatif bir araştırma ile oluşturulan model test edilmiştir. Sonuçlar, yazındaki dört boyutlu modeli (sosyal-görev-birey-takım) doğrulamakla birlikte, sosyal-görev sargınlığı ayrımının, birey-grup ayrımından daha belirgin ortaya çıktığını göstermektedir. Ayrıca, bu boyutların iş gayreti ve takım işbirliği üzerinde değişken etkileri bulunmuştur. Son olarak, takım sargınlığının, takımda geçirilen zamana göre arttığı bulgusu ile, sargınlık kavramının dinamik doğası onaylanmıştır. 

Anahtar Kelimeler

• Takım sargınlığı,takım çalışması,sosyal sargınlık,görev sargınlığı

Kaynakça

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