El consenso estratégico en equipos de trabajo es un proceso grupal relativo a la comprensióncompartida entre los integrantes, sobre las estrategias definidas para alcanzar las metas de trabajo. El estudio realizado buscó verificar la capacidad de predicción del consenso estratégico en relación al desempeño. Los datos fueron recogidos de docentes y coordinadores de 70 planteles educativos ecuatorianos, a partir de los que se construyó el modelo de predicción. Las respuestas individuales fueron agregadas por plantel para obtener puntajes grupales. Los resultados mostraron que el consenso estratégico predice aproximadamente 6% de los resultados del desempeño del equipo evaluado por el coordinador. Concluimos que son necesarios más estudios para entender mejor el papel del consenso en equipos de trabajo.

Strategic consensus is a group process that can be described as the agreement among team members on strategic matters for success at work. The psychometric evidences of the validity of an assessment scale measuring strategic consensus in pedagogic teams are analyzed. Participants were 140 school teachers in Quito (Ecuador). Statistical analyses of the applied scale containing 14 items revealed a uni-dimensional factor structure explaining 49.7% of the variance. The internal consistency of the scale was satisfactory (α = .92; r item-total = .66). Results show that the scale is an useful tool for the diagnosis of the existence of consent among members of pedagogic teams and contributes to a full understanding of the phenomenon.

Strategic consensus in work teams is a group process related to the shared comprehension among team members of the strategies defined to attain work goals. This study aimedto verify the predictive power of strategic consensus in relation to team performance. The prediction model was constructed based on data collected from teachers and coordi-nators of 70 educational institutions in Ecuador. The individual data were aggregated per institution to obtain group level scores. The results indicate that strategic consensus predicts about 6% of the team performance as rated by the coordinator. We concluded that more studies are required to gain a better understanding of the role of strategic consensus in workteams.

The role of self-concept in the context of the way in which work teams function has not been clearly identified, demonstrating the importance of studying this phenomenon. The objective was to evaluate the explanatory power of professional self-concept and personal beliefs in relation to affective commitment. The study was performed with data from 405 Brazilian employees, using a questionnaire with satisfactory reliability indices (α between .75 and .91). The results showed a significant influence of self-concept and personal beliefs in the prediction of commitment (R² = .20). Thus, the vision that workers have of themselves and their beliefs about team work are important predictors of the bonds that they develop with their teams.

Se estudia las evidencias psicométricas de validez de una escala de evaluación del consenso estratégico en equipos pedagógicos. El consenso estratégico es un proceso grupal descrito como la concordancia entre los miembros sobre asuntos estratégicos para el éxito del trabajo. Los participantes fueron 140 profesores de escuelas de Quito (Ecuador). La escala aplicada cuenta con 14 ítems y los análisis estadísticos realizados revelaron una estructura unifacto-rial que explica 49.72% de la variancia. La confiabilidad interna fue satisfactoria (α = 0.92; rítem-total = 0.66). Los resultados revelan que la escala constituye una herramienta útil para el diagnóstico del consenso existente entre miembros de equipos pedagógicos y contribuye para la mejor comprensión del fenómeno.

El papel del autoconcepto en relación con el funcionamiento de los equipos aún no ha sido claramente identificado, hecho que demuestra la importancia de avanzar en el estudio de ese fenómeno. El objetivo de esta investigación fue identificar el poder de predicción del auto concepto profesional y las creencias personales, en relación al compromiso afectivo. El estudio fue realizado con datos recogidos de 405 empleados brasileños, mediante un cuestionario con índices de confiabilidad satisfactorios (α entre .75 y .91). Los resultados revelan la influencia significativa del auto concepto y las creencias personales en la predicción del compromiso (R² =.20). De ese modo, la visión que los trabajadores tienen de sí mismos y sus creencias sobre el trabajo en equipos son importantes elementos de explicación de los vínculos que desarrollan con sus equipos.

Strategic consensus in work teams is a group process related to the shared comprehension among team members of the strategies defined to attain work goals. This study aimedto verify the predictive power of strategic consensus in relation to team performance. The prediction model was constructed based on data collected from teachers and coordi-nators of 70 educational institutions in Ecuador. The individual data were aggregated per institution to obtain group level scores. The results indicate that strategic consensus predicts about 6% of the team performance as rated by the coordinator. We concluded that more studies are required to gain a better understanding of the role of strategic consensus in workteams.

The role of self-concept in the context of the way in which work teams function has not been clearly identified, demonstrating the importance of studying this phenomenon. The objective was to evaluate the explanatory power of professional self-concept and personal beliefs in relation to affective commitment. The study was performed with data from 405 Brazilian employees, using a questionnaire with satisfactory reliability indices (? between .75 and .91). The results showed a significant influence of self-concept and personal beliefs in the prediction of commitment (R² = .20). Thus, the vision that workers have of themselves and their beliefs about team work are important predictors of the bonds that they develop with their teams.

Strategic consensus is a group process that can be described as the agreement among team members on strategic matters for success at work. The psychometric evidences of the validity of an assessment scale measuring strategic consensus in pedagogic teams are analyzed. Participants were 140 school teachers in Quito (Ecuador). Statistical analyses of the applied scale containing 14 items revealed a uni-dimensional factor structure explaining 49.7% of the variance. The internal consistency of the scale was satisfactory (? = .92; r item-total = .66). Results show that the scale is an useful tool for the diagnosis of the existence of consent among members of pedagogic teams and contributes to a full understanding of the phenomenon.