Pro-active Behaviour in Context of Team Climate

Abstract

Employees are considered to be the main source of creativity, innovation, change and development of the enterprise, which can be considered as key success factors. However, if the company climate does not encourage employee activity, development may slow or stagnate. This article focuses on the possibility of prediction of personal initiative and employee silence based on quantification of the team climate. Relationships between constructs (1) “Team climate” and (2) “Pro-active Behaviour” are evaluated on the basis of Exploratory and Confirmatory factor analysis. All factors of the construct “Team climate”: (T1) Future olrientation, (T2) Peer support of change, (T3) Team Vision and (T4) Regular Contact, have a significant impact on the factors of the construct “Pro-active Behaviour”: (P1) Initiative and a negative impact on (P2) Defence silence. No statistically significant effect in relation to the factors (P3) Loyalty and (P4) Stagnation was identified. The effects, in relation to the initiative of the employees were identified in the interval r = |0.305| − |0.488|. The factor of Defence silence of employees effects “Team climate” factors in the interval r = |0.329| − |0.550|. In both cases this concerns medium dependence. The research results can be used to quantify the quality of team climate in order to enhance the individuals’ long-term initiative and organisational effectiveness. This knowledge serves managers as the basis for leadership and development of pro-active behaviour of team members.

Keywords

• Team climate
• Initiative
• Employee Silence
• Defence Silence
• loyalty
• Stagnation