VIST

The VIST model (Hertel, 2002) is a model of motivational processes in teams. Its name is an acronym of its four components which are supposed to be essential for the individual motivation of team members: Valence, Instrumentality, Self-efficacy and Trust. Valence is defined as the subjective importance of team goals for team members. Instrumentality is defined as the perceived indispensability of individual contributions. Self-efficacy is defined as the perceived capability to fulfill the tasks required in a team. Finally, trust is seen as a willingness to rely or depend on some event, process, individual, group or system in whom one has confidence or faith. The original model differed between trust directed towards team colleagues and technological equipment. Here, we differ between three facets of trust: (1) trust in members integrity/honesty, (2) trust in members task abilities, and (3) trust in members work related attitudes.

The following items are given in German and English. The scales showed good internal consistencies, homogeneity, and discriminant validity, both in several field studies (e.g., Hertel, Konradt, & Orlikowski, 2004; Hertel, Niedner, & Herrmann, 2003) and in experimental studies (e.g., Hertel, Deter, & Konradt, 2003; Geister, Konradt, & Hertel, 2006).

For more information see here http://wy2x05.psychologie.uni-wuerzburg.de/ao/index.php?lang=en. The given Cronbachs alphas are based on the study of 735 employees in 132 organizational teams (Konradt, Andressen, & Hoch, 2006).

Valence of the team goal
  
It is very important to me that my team reaches its goal. Für mich ist es sehr wichtig, dass mein Team sein Ziel erreicht.
For the success of my team I am willing to show particular strong efforts. Für den Erfolg meines Teams bin ich bereit mich besonders stark zu engagieren.
The success of my team is more important to me than other goals. Der Erfolg meines Teams ist für mich wichtiger als andere Ziele.
Reliability: a = .80  
Perceived Instrumentality
  
Other members of my team ask me for advice when task specific problems occur. Bei fachlichen Problemen werde ich von anderen Mitgliedern meines Teams angesprochen.
In difficult situations, the success of my team depends especially on my contribution. In fachlich schwierigen Situationen innerhalb meines Teams kommt es besonders auf meinen Beitrag an.
My personal contribution is very important for the success of my team. Mein persönlicher Beitrag ist für den Erfolg meines Teams sehr wichtig.
Reliability: a = .77  
Percieved Self-efficacy  
I feel capable to accomplish the tasks within my team. Ich fühle mich der Durchführung meiner Aufgaben für mein Team gewachsen.
For each problem that arises out of my team work, I can find a solution. Für jedes Problem, das sich mir aus der Arbeit im Team ergibt, kann ich eine Lösung finden.
When I encounter a new task in connection with my work on the team, I know how to handle it./ If a new task arises from my team work, I know how to handle it. Wenn im Zusammenhang mit meiner Arbeit für das Team eine neue Aufgabe auf mich zukommt, weiß ich, wie ich damit umzugehen habe.
Response anchors:1= disagree strongly, 2 = disagree, 3 = partially agree, 4 = agree, 5 = agree strongly Antwortformat: 1 = stimme gar nicht zu, 2 = stimme eher nicht zu, 3 = teils teils, 4 = stimme eher zu, 5 = stimme voll zu
Reliability: a = .76  

 

Trust in members integrity/honesty  
The members of my team treat each other fairly. Meine Teammitglieder gehen fair miteinander um.
I do not think that other team members take advantage of my work. Ich glaube, dass niemand im Team meine Arbeit ausnutzen würde.
I am confident that members of my team are reliable and trustworthy when handling information, which regards the team. Ich kann mich darauf verlassen, dass die Teammitglieder zuverlässig und vertraulich mit teambezogenen Informationen umgehen.
Reliability: a = .85  
Trust in members task abilities  
I do not think that I have any additional work due to the lack of competence of other members in my team. Mir entsteht kein zusätzlicher Aufwand aufgrund mangelnder Qualifikation der Mitglieder meines Teams.
I have no doubts about the professional competence of other team members. Ich zweifle nicht an der fachlichen Kompetenz der Teammitglieder.
I feel that I am able to depend on the abilities of other team members. Ich denke, ich kann mich auf die Fähigkeiten der anderen Teammitglieder verlassen.
Reliability: a = .87  
Trust in members work related attitudes  
I do not doubt the motivation of the members in my team. Ich zweifle nicht an der Motivation meiner Teammitglieder.
I do not think that I have any additional work due to the lack of willingness of other members in my team. Mir entsteht kein zusätzlicher Aufwand aufgrund mangelnder Einsatzbereitschaft der Mitglieder meines Teams.
I think that the members of my team have high expectations regarding the completion of their tasks. Ich glaube, meine Teammitglieder setzen hohe Ansprüche an die Erfüllung ihrer Aufgaben.
Response anchors:1= disagree strongly, 2 = disagree, 3 = partially agree, 4 = agree, 5 = agree strongly Antwortformat: 1 = stimme gar nicht zu, 2 = stimme eher nicht zu, 3 = teils teils, 4 = stimme eher zu, 5 = stimme voll zu
Reliability: a = .86  

References

Geister, G., Konradt, U. & Hertel, G. (2006). Effects of process motivation, satisfaction, and performance in virtual teams. Small Group Research, 37, 459-489.

Hertel, G. (2002). Management virtueller Teams auf der Basis sozialpsychologischer Theorien: Das VIST Modell [Managing virtual teams based on models from social psychology: The VIST model]. In E.H. Witte (Hrsg.), Sozialpsychologie wirtschaftlicher Prozesse (S. 172-202). Lengerich, Germany: Pabst Publishers.

Hertel, G., Deter, C. & Konradt, U. (2003). Motivation gains in computer-mediated work groups. Journal of Applied Social Psychology, 33, 2080-2105.

Hertel, G., Konradt, U., & Orlikowski, B. (2004). Managing distance by interdependence: Goal setting, task interdependence, and team-based rewards in virtual teams. European Journal of Work and Organizational Psychology, 13, 1-28.

Hertel, G., Niedner, S., & Herrmann, S. (2003). Motivation of software developers in open source projects: An internet-based survey of contributors to the Linux kernel. Research Policy, 32, 1159-1177.

Konradt, U., Andressen, P. & Ellwart, T. (2006). Self-leadership in organizational teams: A multilevel analysis of moderators and mediators. Paper submitted for publication.

Konradt, U., Andressen, P., & Hoch, J. (2006). Distributed leadership and motivation in virtual teams. Unpublished data.