Who benefits from teams? Comparing workers, supervisors, and managers

被引:103
作者
Batt, R [1 ]
机构
[1] Cornell Univ, New York State Sch Ind Labor Relat, Dept Human Resource Studies, Ithaca, NY 14853 USA
来源
INDUSTRIAL RELATIONS | 2004年 / 43卷 / 01期
关键词
D O I
10.1111/j.0019-8676.2004.00323.x
中图分类号
F24 [劳动经济];
学科分类号
020106 ; 020207 ; 1202 ; 120202 ;
摘要
This article 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 off-line problem-solving teams.
引用
收藏
页码:183 / 212
页数:30
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