| While a vast amount of research has been conducted to explore the antecedents of team effectiveness, little attention has been paid to the role of perceived person-environment fit as a predictor of team effectiveness. Further, empirical work in the area of person-environment fit has rarely attempted team-level analyses of fit effects. Integrating the person-environment fit framework with the input-process-output model, this study aimed at examining the effects of three types of perceived team person-environment fit (i.e., person-organization, person-group, and person-job fit) on team process and performance, with a particular emphasis on the mediating and moderating effects of the fit-team performance relationships as well as the relative importance of perceived team person-organization and person-group fit on team process perceptions.; Data were collected from 331 members and 56 leaders of 56 Korean work teams. Team-member surveys were administered at two points in time and used to assess the three fit variables, team process perceptions, and task interdependence. Team-leader surveys were used to assess team performance. Contrary to predictions, team process perceptions did not mediate the relationships between the three types of team-level fit and team performance. The three types of fit were positively associated with team process perceptions, but not related to team performance. The results of this study provided support for the moderating effect of task interdependence on the relationships between perceived team person-organization fit and team process perceptions and between perceived team person-job fit and team process perceptions. Findings also demonstrated that perceived team person-group and person-job fit had a greater impact on team process perceptions than did perceived team person-organization fit. In addition, several exploratory post-hoc analyses were conducted. Taken together, results suggest that in order for teams to engage in effective team process, their members should collectively fit the organization, team, and jobs and that assigning interdependent tasks is a way to strengthen the effect of fit to the organization and jobs on team process. Implications and limitations of the study are discussed. |
