Sociometric and ability‐based assignment to work groups: Some implications for personnel selection

Research output: Contribution to journalArticlepeer-review

24 Scopus citations

Abstract

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.

Original languageEnglish
Pages (from-to)187-196
Number of pages10
JournalJournal of Organizational Behavior
Volume13
Issue number2
DOIs
StatePublished - Mar 1992

Fingerprint

Dive into the research topics of 'Sociometric and ability‐based assignment to work groups: Some implications for personnel selection'. Together they form a unique fingerprint.

Cite this