Putting the "Team" into Teamwork: Alternative Theoretical Contributions for Contemporary Management Practice
提出团队合作取决于成员如何感知团队及其角色，运用社会认同和自我归类理论解释认知、评价和情感过程如何激励个体融入团队并最大化贡献，对管理者和研究者有启示。
This paper establishes that teamwork is a function of how team members perceive the team and their role in it. Social identity theory (Hogg & Abrams, 1993; Tajfel & Turner, 1986) and self-categorization theory (Turner, 1987) offer explanations for the cognitive, evaluative, and emotional processes which motivate individuals to join a social group and enhance their ability to contribute to the maximum of their ability, which would be desirable for many team tasks. Social identity theory posits that the motivation for thinking, feeling, and thus working as a cohesive unit is socially constructed. Highly productive teamwork requires that team members recognize the team as a unit and as an attractive work arrangement. Fundamental assumptions of contemporary management, and management research, are challenged to integrate social identity findings.