JavaScript is disabled for your browser. Some features of this site may not work without it.
Who Benefits From Teams? Comparing Workers, Supervisors, and Managers

PERMANENT LINK(S)
Metadata
Show full item recordAuthor
Batt, Rosemary
Abstract
This paper offers a political explanation for the diffusion and sustainability of team-based work systems by examining the differential outcomes of team structures for 1200 workers, supervisors, and middle managers in a large unionized telecommunications company. Regression analyses show that participation in self-managed teams is associated with significantly higher levels of perceived discretion, employment security, and satisfaction for workers and the opposite for supervisors. Middle managers who initiate team innovations report higher employment security, but otherwise are not significantly different from their counterparts who are not involved in innovations. By contrast, there are no significant outcomes for employees associated with their participation in offline problem-solving teams.
Date Issued
2003-06-01Subject
human resources; teams; employees; supervisors; managers; performance
Related DOI:
https://doi.org/10.1111/j.0019-8676.2004.00323.xRights
Required Publisher Statement: Reprinted with permission of Wiley-Blackwell Publishing. Final version published as Batt, R. (2004). Who benefits from teams? Comparing workers, supervisors, and managers. Industrial Relations, 43(1), 183-212.
Type
article