Identifying the personality characteristics that inhere in successfully performing members of global virtual teams will address an existing gap in the literature dealing with global virtual team performance. This cross-sectional qualitative study employed semistructured in-depth interviews. Key contacts from two Fortune 500 American-based international companies contacted team members in search of 10 volunteers from each organization. The study encompassed 20 personnel who were living and functioning as virtual team members in widely dispersed locations throughout the world. Participants represented a variety of disciplines ranging from operations to sales and were involved with providing services and or products. These interviewees were contacted at their work sites including Canada, Mexico, United Kingdom, Argentina, Brazil, India, Germany, and various locations within the United States. The data from the interviews, analyzed using NVivo 8 software, yielded themes focused on trait characteristics. A number of these characteristics appeared in the literature review. Examples of these characteristics include collaboration, trust, and communications. Other identified characteristics, not discussed in prior research, included the ability to ensure a comprehensive understanding of project expectations, a strong focus on innovation, and the key finding that certain trait characteristics preclude successful performance as members of widely dispersed virtual teams. The results from this study have the potential to be incorporated into quantitative research and, subsequently, developed into a web-based aptitude screening instrument to enhance the recruiting efforts of human resources and management.
|School:||University of Phoenix|
|School Location:||United States -- Arizona|
|Source:||DAI-A 71/02, Dissertation Abstracts International|
|Keywords:||Personality, Self-managed, Trust, Virtual teams|
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