Empowerment hypthnov9shortpreso210pm (5)

The Empowerment Hypothesis: Control, Collaboration, and

Success in Online Teams

Amy Sauers, PhD Lynn Grinnell, PhD Frank Appunn, PhDLarry Mack, DBA

St. Petersburg CollegeCollege of Business

http://www.youtube.com/watch?v=jF80RqLkl6E

Research Problem

Background

Key Variables

Measures

Methods

DiscussionOnline Teams: The Empowerment

Hypothesis

•Research Problem•Qualitative: In-person teams happier.•“Practice has outpaced research” (Salas, et al, 2003).

•Significance•“Half would not get education” (Bower, et al, 2000).•Virtual teams are less effective.

Online Team

Varying Conscientious-ness Dysfunction

Differences in conscientiousness dissatisfaction (Gevers & Peeters, 2009)

Research Problem

Complementary skills

Common purpose/ goal

Mutually

accountable

Background:Teams

The Wisdom of Teams (Katzenbach & Smith, 1993)

“Traits”• Locus of control/

empowerment• Conscientious-

ness

Communication processes• Interactions/

collaboration• Emotion• Trust

Success outcomes• Satisfaction• Task success/

performance

Background: Process Model

Background: Empowerment

Empowerment (Zimmerman, et al, 1992)

(Personally)Empowered

Tested

Team Performance &

Success

Locus of

control

•Rotter (1966): Outcomes depend on internal/external factors.

•Intra-personal empowerment (Zimmerman, et al, 1992).

Conscientious-

ness

•One of "Big Five” personality traits.

•Costa, McCrae, & Dye’s NEO PI-R (1991).

Background:“Inputs”

Collaboration

• Dillenbourg P. (1999): Creating new value together by sharing knowledge; building consensus; mutually-beneficial.

Emotion• Buck (1976): Underlying

motivational states.• Evolved to promote the

survival of species.

Trust• Morgan & Hunt (1994):

Basis for all human transactions; act in a reliable way.

Background:“Process”

Satisfaction • Keller (1987): ARCS model of academic motivation.

Performance and Success

• Fortune & Utley (2005): Quantity, quality, meeting expectations.

Background:“Output”

Research Problem

Background

Key Variables

Measures

Methods

DiscussionOnline Teams:

The Empowerment Hypothesis

Key Variables

Process-Collaboration

-Emotion-Trust

Success Outcomes-Satisfaction

-Performance/ Task Success

Measures: Inputs

Locus of control/Empowerment

-I feel I don’t have enough control over team outcomes.

-I feel empowered in this team.

Conscientiousness-I am always prepared.

-I don’t see things through.-I get chores done right away.

-I carry out my plans.-I make plans and stick to

them.

Measures: Process

Emotion-I feel friendly

towards my team.-I feel resentful in

my team.-I feel proud of my

team.

Trust

-I trust the people

on my team.

-My team acts

honestly.

-I can count on the

people on my

team.

Measures: Output

Satisfaction-I am satisfied with my team

experience.-I am satisfied with my team’s

effectiveness.-I am satisfied with my learning experience.

Performance/Task Success-The team work meets the

deadlines.-The quality of our work

meets expectations.-The quantity of our work

meets expectations.

Research Problem

Background

Key Variables

Measures

Methods

DiscussionOnline Teams:

The Empowerment Hypothesis

Methods

•80 respondents

•Across 4-5 COB course sections

•Ran from mid-June to July, 2010

https://www.surveymonkey.com/s/SPCTeams

Methods

•Age mix

•65% Female

•Career mix

•Most had 6+ team experiences https://www.surveymonkey.com/s/SPCTeams

Discussion

8 Factors Explain ~85% of Variance1. Empowered2. Conscientiousness (Use of time)3. Conscientiousness (Planning)4. Trust5. Emotions6. Collaboration7. Satisfaction8. Performance/Task Success

Discussion

8 Factors and Loadings: Empowered1. Feel empowered in team .852. Feel confident in team .833. No control over team -.74

Discussion

8 Factors and Loadings: Conscientiousness (Use of time)

1. I waste my time .742. I shirk .713. I don’t see things through to finish .70

Discussion

8 Factors and Loadings: Conscientiousness (Planning)1. I’m always prepared .722. My chores are done right away .663. I make plans and stick to it .654. I pay attention to detail .625. I carry out plans .60

Discussion

8 Factors and Loadings: Trust1. I trust my teammates .862. I can count on my team .833. My team members are honest .71

Discussion

8 Factors and Loadings: Emotions1. Feel proud .872. Feel friendly .793. Feel resentful -.67

Discussion

8 Factors and Loadings: Collaboration1. Collaborated well .892. Good team interaction .893. Mutual benefit to teamwork .85

Discussion

8 Factors and Loadings: Satisfaction1. Satisfied with team effectiveness .882. Satisfied with the team .863. Satisfied with the learning experience .86

Discussion

8 Factors and Loadings: Performance/Task Success1. Teamwork is of high quality .892. Quantity of teamwork meets expectations .87

Discussion: Linear Regressions

Empowered Emotions

Trust

Collaboration

Satisfaction

Performance/ Task Success

.80

Standardized beta

coefficients significant

at .01 level

.66

.88

.77

.76

Discussion

Next Steps Test model Increase power Understand unique role of

conscientiousness Empowerment as experimental

design in online teams

Research Problem

Background

Key Variables

Measures

Methods

DiscussionOnline Teams:

The Empowerment Hypothesis