ABSTRACT
As organizations enter a modern competitive environment, they have turned to the increased use of teams to help meet their needs for increased adaptation, productivity, and performance (Hollenbeck et al., 1995; Kozlowski & Bell, 2003). With teams becoming a more critical part of the foundation of work in organizations, there are increased pressures for team researchers to identify the key variables and processes that explain how teams and their constituent members interact with one another and how their interaction facilitates or hinders the development of valued outcomes such as enhanced flexibility, performance, and learning.
