Abstract
The relationships between team members’ personality traits and their team’s performance have been studied for decades, yet the relationships remain unclear. The field has evolved as new assessments of team performance and novel insights from empirical studies are introduced. Furthermore, collaboration and team-relevant topics have been spotlighted by policymakers and stakeholders. Thus, new systematic investigations into such relationships are needed. Accordingly, we sought to fill these gaps and produce more integrative results by updating and extending earlier meta-analyses by exploring several moderators. We focused on task performance and the means and standard deviations of team members’ Big Five personality traits. The results revealed that several team personality traits were weakly related to team performance and key moderators influenced the relationships.
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