The nature and consequences of group cohesion in a miltary sample

Abstract

The first objective of this study was to explore the dimensionality of a work-adapted version of the Group Environment Questionnaire (GEQ; Carron, Widmeyer, & Brawley, 1985). The second was to investigate how cohesion relates to job performance, job satisfaction, and psychological distress. To this end, Canadian Forces employees ( n = 447, 93% males, 7% females) completed the GEQ, along with measures of job performance, job satisfaction, and psychological distress. The findings of this study offer some substantiation for the conceptual model of cohesion proposed by Carron et al. (1985). In terms of factorial validity, confirmatory factor analyses suggested that the hypothesized 4-factor model of the GEQ (ATG-Social, ATG-Task, GI-Social, GI-Task) provided a better fit to the data than did models hypothesizing one factor of cohesion, the two oblique factors of group integration and individual attraction to the group (GI-ATG), or the two oblique factors of task and social cohesion (Task-Social). The findings of this study also offer support for the predictive validity of the GEQ. That is, the dimensions of cohesion differentially predicted perceptions of job performance, job satisfaction, and psychological distress. In particular, the path-analytic results indicated two paths from cohesion to performance, a direct path involving elements of both task and social cohesion, and an indirect path involving task cohesion and mediated by job satisfaction. Two paths from cohesion to psychological distress were also uncovered: a direct path involving elements of both task and social cohesion, and an indirect path involving task cohesion and mediated by job satisfaction. The relevance of social identity with respect to the path model is discussed.