Premium
Sociometric and ability‐based assignment to work groups: Some implications for personnel selection
Author(s) -
Colarelli Stephen M.,
Boos Amy L.
Publication year - 1992
Publication title -
journal of organizational behavior
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 3.938
H-Index - 177
eISSN - 1099-1379
pISSN - 0894-3796
DOI - 10.1002/job.4030130208
Subject(s) - workgroup , psychology , sociometry , cohesion (chemistry) , sociometric status , group cohesiveness , social psychology , job satisfaction , computer network , chemistry , organic chemistry , computer science
We conducted a longitudinal field experiment to examine whether sociometric and ability‐based assignment methods have different effects on multiple outcomes. We assigned subjects ( N = 258) to sociometric or ability‐based conditions, and assembled them into three‐person workgroups. Subjects in the sociometric condition chose their own workgroup members; we assigned subjects in the ability‐based condition to groups on the basis of ability. The results show that sociometric workgroups report higher levels of communication, coordination, peer ratings, group cohesion, and job satisfaction than workgroups in the ability‐based condition. In addition, the results indicate that organizational forces tended to equalize the influence of ability on performance.