Abstract
Prior research has focused more on employee engagement than team engagement. The current work presents a theoretical framework proposing the antecedents and consequences of team engagement. Antecedents of team engagement include two types of team cognitions (shared mental models and transactive memory systems). Consequences of team engagement include team performance and team satisfaction. A longitudinal study was conducted with 27 service-management teams involving 178 students in a restaurant setting. Hierarchical linear modeling results indicate the (a) direct relationships between team cognitions and team engagement, and between team engagement and team outcomes, and (b) mediation effects of team engagement.
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