PERSONALITY DISPOSITIONS AND EFFECTIVENESS OF SELF-MANAGED WORK TEAMS
 
Rothmann, S. and Coetzee, S., Potchefstroom University for CHE, South Africa
 
Self-managing work teams require team members to learn multiple jobs or tasks, and to take on tasks that were once reserved for supervisors or managers. The change from supervisory to participatory structures means that workers in a self-managing work team will experience day-to-day work life in vastly different ways than workers in a traditional management system. It seems necessary to identify the nature of these inputs, which include dispositional factors of team members. No empirical research results were found regarding the influence of dispositional factors on the experiences and outcomes of self-managing work team members in South Africa. The general objective of the research was to determine whether there is a relationship between dispositional variables in a self-managing work team and the effective performance and quality of work life of these members and to determine whether dispositional variables can predict variables of quality of work life and effectiveness of members in self- managing work teams. A cross-sectional survey design was used to determine the personality dimensions, effective performance and quality of work life of members in a self-managing team. The sample included members of self- managing work teams in South African organisations (N = 200). The Orientation to Life Questionnaire, a Self-efficacy Scale, the Locus of Control Questionnaire, Personality Characteristics Inventory were used to measure dispositional variables. Quality of work life (including trust, commitment and satisfaction), and team members effectiveness were used as dependent variables. The results will be discussed against the background of international research findings.