How differences in perceptions of own and team performance impact trust and job satisfaction in virtual teams
研究发现，虚拟团队成员常高估自身绩效，这种“感知过度表现”通过降低对团队的信任，进而损害工作满意度，对管理者设计绩效沟通有启示。
Employees frequently engage in social comparison processes and tend to perceive their own performance as superior compared to that of their peers. We expect this to be particularly salient in virtual teams where employees receive few cues upon which the comparison with other members of their team can be based. With reliance on social comparison and social exchange theory, we propose that such “perceived overperformance” has negative effects on job satisfaction, which is mediated by trust in the team. We confirm this with a sample of field-service employees (n = 753) using structural equation modeling with bootstrapping. We corroborated our findings in focus groups, which suggest the need for performance indicators that are easily communicated to and comprehended by employees to maintain trust and satisfaction.