The objectivity of the implementation is ensured by the questionnaire form, the written instruction with sample answers and the anonymity of the individual team members. The objectivity of the evaluation is ensured by the automated data evaluation and the presentation of the results in an evaluation report. The self-explanatory evaluation report with means and standard deviation for the individual dimensions, the noticeable distinct items and the guidelines for evaluation in the team as well as the available reference values guarantee objectivity of interpretation.
The following internal consistency coefficients were identified for the single dimensions (Cronbach's Alpha, N = 9.299, for the dimension work-related learning activities N = 122):
|(1) Goal & performance orientation:||.79|
|(2) Commitment & Accountability:||.81|
|(3) Team Communication:||.90|
|(4) Team Leadership:||.91|
|(5) Team Organization:||.80|
|(6) Task-oriented Learning Activities:||.85|
|(7) Organizational Integration:||.78|
Case studies (three cross-sectional and one longitudinal studies) have proven the validity of the criteria. Correlations of the 7 TeamPuls® dimensions with key performance indicators vary between r = .36 and r = .89 and between r = -.22 and r = - .65 with the number of errors made in the team. A cross-lagged panel analysis showed that team quality can be used as a predictor for key performance indicators. Construct validity was veryfied by exploratory (N = 558 persons, 75 teams) and confirmatory factor analyses (N = 122, 12 teams), the results of which largely correspond to the theoretical model assumptions. The explained variance of the explorative factor solution is 50.3%. The characteristic values of the confirmatory factor analysis are as follows: Chi² = 286.39 (p > .05), CFI = .93, RMSEA = .066, SRMR = .0619.