Doctoral Dissertations

Date of Award

8-1990

Degree Type

Dissertation

Degree Name

Doctor of Philosophy

Major

Industrial and Organizational Psychology

Major Professor

Eric Sundstrom

Committee Members

John Lounsbury, Joyce Russell, Dudley Dewhirst

Abstract

Research on small group dynamics has focused on many variables that may affect group performance. Very few definitive conclusions have been drawn, especially in the area of group interaction process and its relationship to group performance. The purpose of this study is to investigate group performance as a function of group interaction process, using SYMLOG as a method of documenting group interaction. The SYMLOG adjective rating method allows raters to categorize interpersonal group behavior on three dimensions; dominance/submissiveness, friendliness/unfriendliness, and acceptance/non-acceptance of task orientation. Participants included students performing the Jungle Survival Situation in class or for extra credit outside of class. Participants performed the exercise alone first, then in mixed-gender groups of four to six. Group members rated themselves and each other person in the group on the SYMLOG adjective rating form. The relationship between performance scores on the exercise and observed interaction processes was of primary interest. No relationship between group performance and group processes was found. Indices of interpersonal processes included the SYMLOG effectiveness score, Euclidean distances as an indicator of cohesiveness, deviations from the optimal SYMLOG profile, and summary ratings on the three SYMLOG dimensions. A relationship was found between SYMLOG ratings and the nominated task leader of a group. The task leader was perceived as more dominant and accepting of task-orientation, but less friendly than other group members. Additionally, the best performing member of a group was also found to be less friendly and more task-oriented than other group members. Implications from this finding were mentioned. Limitations to the study were discussed, including the inadequate psychometric properties of the SYMLOG rating form, lack of history in the groups, the artificial setting, and the short lived nature of group interaction. Suggestions for future research included using a slightly different version of the SYMLOG rating form, conducting the research in an organizational setting using intact work teams, and using a relevant measure of performance.

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