TY - JOUR
T1 - A validation study of Belbin's team roles
AU - Fisher, Stephen G.
AU - Hunter, T.A.
AU - Macrosson, W.D.K.
PY - 2001/6/1
Y1 - 2001/6/1
N2 - The Belbin team role preferences of the members of 55 teams were assessed by three independent methods: (1) Cattell's 16PF (Form 5) personality questionnaire, (2) video observation of a business simulation exercise and subsequent analysis with a Belbin behavioural checklist, and (3) Saville and Holdsworth's Occupational Personality Questionnaire. The 338 participants were drawn in
approximately equal measure from managerial and non-managerial levels from equal numbers of manufacturing and public service organizations. A multitrait- multimethod correlation matrix derived from the data collected from the
participants was employed to evaluate the convergent and discriminant validities of the Belbin team roles. Application of the Campbell and Fiske criteria to the
matrix did not produce clear support for discriminant validity. Application of a correlated uniqueness model in a confirmatory factor analysis showed the Belbin
team role model to be overparameterized and to lack both convergent and discriminant validity. Further modelling revealed that the Belbin team roles fit easily into a "Big Five" five-factor personality framework.
AB - The Belbin team role preferences of the members of 55 teams were assessed by three independent methods: (1) Cattell's 16PF (Form 5) personality questionnaire, (2) video observation of a business simulation exercise and subsequent analysis with a Belbin behavioural checklist, and (3) Saville and Holdsworth's Occupational Personality Questionnaire. The 338 participants were drawn in
approximately equal measure from managerial and non-managerial levels from equal numbers of manufacturing and public service organizations. A multitrait- multimethod correlation matrix derived from the data collected from the
participants was employed to evaluate the convergent and discriminant validities of the Belbin team roles. Application of the Campbell and Fiske criteria to the
matrix did not produce clear support for discriminant validity. Application of a correlated uniqueness model in a confirmatory factor analysis showed the Belbin
team role model to be overparameterized and to lack both convergent and discriminant validity. Further modelling revealed that the Belbin team roles fit easily into a "Big Five" five-factor personality framework.
KW - Belbin team role
KW - occupational psychology
KW - work
UR - http://www.imese.gr/courses/BelbinValidation.pdf
UR - http://openurl.ingenta.com/content?genre=article&issn=1359-432X&volume=10&issue=2&spage=121&epage=144
U2 - 10.1080/13594320143000591
DO - 10.1080/13594320143000591
M3 - Article
VL - 10
SP - 121
EP - 144
JO - European Journal of Work and Organizational Psychology
JF - European Journal of Work and Organizational Psychology
SN - 1359-432X
IS - 2
ER -