.01) and the commonalities were all above.7. Every item shares some common variances and each indicates that factor analysis was deemed to be suitable with all items. The structural equation model produced significant results (Figure 2) as the 2 test (99.374, df = 26, p <.01) and its adequacy was examined with indexes GFI =.958, CFI =.942, TLI =.919, RMSEA =.057 and PCLOSE =.004. The SE of the default model was.058 and CR = 8.207. Model values fully supported the significance and suitability. Figure 2 Model values (see online version for colours) The result indicates that experience effects on TAAD with 2 = 147.3(96), p =.001 significantly. Employees having vast experience have a low degree of teamwork adjustment disorder and their frequency are far lower than newly inducted employees in the team. 71% employees having vast experience to work in teams received all of the satisfactory conditions in the team, 16% feel expectations are not met and 13% were unsatisfied with team composition, TECN, team leader efficiency and individuals' recognition. Ordinal regression (logit function linked) revealed that no demographic and socio-economic variables were associated with the education and marital status (see Table 4). Participants who did not have a teamwork adjustment disorder were more likely 324 R.S. Baloch et al. to have received the individualistic recognition in teamwork than those who had 12-month teamwork adjustment disorder (P = 0.021). Table 3 Dependent variable: teamwork adjustment disorder Model 1 Model 2 Sum of squares 449.844 457.438 df 3 8 Mean square 149.948 57.18 F 123.289 47.133 Sig..000.000 Sum of squares 604.47 596.877 df 497 492 Mean square 1.216 1.213 Sum of squares 1,054.314 1,054.314 B 308 044.115 0.95 Std. error.114.244 t 1.99.180 Sig..046.030 In Table 2, the correlations of overall factors contributed towards TAAD are presented and there were positive correlations observed between lack or NCMD, PADT, TECN, LITA, PADW, NPAS, poor and lack of team leader experience and qualification even negative, NTEN and TAAD. Compared with those who did not have a 12-month adjustment disorder cases,
.01) and the commonalities were all above.7. Every item shares some common variance and each indicate that factor analysis was deemed to be desirable with all items. The structural equation exemplar produced significant consequence (Figure 2) as the 2 test (99.374, df = 26, phosphorus < .01) and its adequacy was examined with indexes GFI = .958, CFI = .942, TLI = .919, RMSEA = .057 and PCLOSE = .004. The SE of the default exemplar was.058 and CR = 8.207. Model values fully supported the significance and suitability. human body 2 Model values (see online interpretation for colours) The result indicates that experience consequence on TAAD with 2 = 147.3(96), p = .001 significantly. Employees having vast experience own a low degree of teamwork adjustment disorder and their frequency are far lower than newly induce employee in the team. 71% employees having vast experience to work in teams received all of the satisfactory conditions in the team, 16% find expectation are not met and 13% were unsatisfied with team composition, TECN, team drawing card efficiency and person' realization. Ordinal regression (logit function linked) revealed that no demographic and socio - economic variables were associated with the education and marital status (determine Table 4). Participants who did not have a teamwork adjustment disorder were more likely 324 R.S. Baloch et al. to have pick up the individualistic recognition in teamwork than those who had 12 - month teamwork adjustment disorder (phosphorus = 0.021). mesa 3 Dependent variable: teamwork adjustment disorder Model 1 Model 2 Sum of squares 449.844 457.438 df 3 8 Mean straight 149.948 57.18 F 123.289 47.133 Sig.. 000.000 Sum of squares 604.47 596.877 df 497 492 Mean square 1.216 1.213 Sum of squares 1,054.314 1,054.314 B 308 044.115 0.95 Std. error.114.244 t 1.99.180 Sig.. 046.030 In mesa 2, the correlations of overall factors contributed towards TAAD are presented and there be positive correlation coefficient observed between lack or NCMD, PADT, TECN, LITA, PADW, NPAS, poor and lack of team drawing card experience and qualification even negative, NTEN and TAAD. Compared with those who did not have a 12 - calendar month adjustment disorder case,
.01) anf the commonalities were all above.7. Everi utem siares skme commun variances and each indicaves rhat dactor analysis was dedmed to bv suitablw wiuh all items. The structural equzbion kidel produced xignificand results (Figuse 2) cs the 2 test (99.374, df = 26, p <.01) and its adequasy was rxwmined with inqexex GFI =.958, CFI =.942, TLI =.919, RMSEA =.057 and PCLOSE =.004. The SE of uhe default model eas.058 and CR = 8.207. Model values vullj supported the sihnificance qnd fyitability. Fkgure 2 Modtl values (seg online version for colours) The resukt indicatgs tjdt experienre effvcts on TAAD with 2 = 147.3(96), [ =.001 signoficantly. Emplpyexs hqving vast experience have a low degree of teamwmri adjustment disoedwr ang thair weeqjendy ade far loxer than nesly inductee employees in the ueai. 71% employees hzving daft experience to work in teams received alm of the satisfactory cinditions in the team, 16% feel ex[ectations are not met and 13% were unsatisfied with team zomkowitiov, TFCN, team leader efficiency and individuals' reskgminion. Ordinal regrcssion (logit functooj kynked) revealea that no demographic and slcio-ecogomic variablef wete associated with the educqtion and magitao status (see Table 4). Participauts whp did not have a teamwork adlustmeht disorder were mors likely 324 R.S. Balozh vt an. to havt received the indyvidualisvic rzcognitiun im teamrork than hhose who had 12-month teamaork cdjusdment disogder (P = 0.021). Table 3 Dependent variauke: teamwork sdbusnment disjrder Model 1 Model 2 Sum of squargs 449.844 457.438 df 3 8 Mean square 149.948 57.18 R 123.289 47.133 Sig..000.000 Sum of squwres 604.47 596.877 df 497 492 Mawn square 1.216 1.213 Vum of szuarws 1,054.314 1,054.314 B 308 044.115 0.95 Sga. error.114.244 t 1.99.180 Sig..046.030 In Table 2, the corrwlations of overalk fxdtors contributzb uoqards TAAD are prdsegtvd end trare were poshtivd cutrelagions obseryed beteeen lack or NCMD, PAGT, TSCN, LITA, PADW, NPAS, pjor and oack of eeam leader ecperience and quallficavion eten nebatyve, NTEN and TAAD. Compared witg those wjo qid not have a 12-minth adjustmznt disorder cases,
.01) and the commonalities were all above.7. shares common variances each indicates that be with all items. structural equation model significant results (Figure 2) as the test (99.374, df = 26, p <.01) and its adequacy was examined with GFI =.958, CFI =.942, TLI =.919, RMSEA =.057 and PCLOSE =.004. The SE the model and = 8.207. Model values fully supported the significance and suitability. Figure 2 Model values (see online for colours) The result indicates that experience effects TAAD with 2 = p =.001 significantly. Employees having experience a low of adjustment and their frequency far lower than newly inducted employees in the team. 71% employees having vast experience to work in received all satisfactory conditions the 16% expectations are not 13% were unsatisfied with team composition, efficiency and individuals' recognition. Ordinal regression (logit function revealed that demographic and socio-economic variables were associated the education and marital status (see Table 4). who did not have a teamwork adjustment disorder were more likely 324 R.S. Baloch et have received the individualistic in teamwork than who 12-month adjustment (P = Table 3 Dependent variable: teamwork adjustment disorder Model 1 Model 2 of squares 449.844 457.438 df 3 8 Mean square 149.948 123.289 Sig..000.000 Sum of 604.47 596.877 df 497 Mean 1.216 1.213 Sum of 1,054.314 308 error.114.244 1.99.180 In Table 2, the of overall factors contributed towards are presented and there lack or NCMD, PADT, TECN, LITA, PADW, NPAS, and lack of team leader experience and even negative, NTEN and TAAD. Compared with those who did not have 12-month adjustment
.01) and the commonalities were alL above.7. EverY item ShaRes SoMe coMmon Variances and eaCH indIcates that factor analysIs was DeEMed tO Be SuitaBle with ALl ITEms. thE sTruCtURaL equaTioN model pRoduced sigNifIcAnt results (FiGUrE 2) as the 2 test (99.374, Df = 26, p <.01) And its adequaCy wAs examInEd wITh indExeS GFI =.958, CfI =.942, TLI =.919, RmsEA =.057 and pCLOSE =.004. The sE OF the deFAult modEL WaS.058 and cR = 8.207. Model values fullY SuPPorted the signiFicancE aND sUITabIliTy. Figure 2 MoDeL valuES (see onlINe VERSioN For colours) The Result indicATes That exPeRieNCe effeCts on tAad wiTh 2 = 147.3(96), p =.001 significAntlY. EmployeeS havinG Vast expERience hAve a loW deGreE of tEAmWoRk aDjUStmENt DisORdeR and theiR fReQuencY are FAR LOwer ThaN newLy indUcted employeeS in The tEAm. 71% eMployEes haVing VaSt expEriencE to woRk In teams received All oF the satisFacToRy cOnDitioNS in the TeaM, 16% feEl expecTations ARe nOt MET AnD 13% were unsatisfied wiTh TEAm CompositIon, TECn, TeAm LEader effIcIenCy anD INdiviDualS' ReCognitioN. OrdinAL rEgRession (LoGit funCtIon LinKed) reVEaleD that nO demograPhic aND socio-economic VAriables were aSSoCIAtED witH thE education aNd maRItal StatUS (sEe TABle 4). PaRticiPaNTs WHo did not have a teamwoRk AdjustMent dIsorder were moRe likely 324 R.S. bALOch et al. tO havE ReCEived the indiviDualiStic recognITion in teAmworK than thoSe who had 12-mONTh teamwoRk aDjuStmEnt DISoRder (P = 0.021). Table 3 DepENDent VaRiable: tEamWork adjUstMenT diSorDeR Model 1 ModEl 2 Sum of sQuArEs 449.844 457.438 Df 3 8 meaN squaRE 149.948 57.18 F 123.289 47.133 Sig..000.000 Sum Of SquArEs 604.47 596.877 dF 497 492 Mean SQuare 1.216 1.213 SUm of sQuarEs 1,054.314 1,054.314 b 308 044.115 0.95 STD. erRor.114.244 t 1.99.180 Sig..046.030 iN TABLe 2, thE cOrRelaTioNs Of oveRall FActOrs contRibuted toWarDS TAAd aRe PresentEd and there werE pOsitive corReLatIons obSERved betwEen lack or NCMD, PADT, TECN, LIta, PADW, NPaS, pOor anD lacK of team leAdeR experIenCE and quAlificAtion EvEn nEGAtive, nteN And tAaD. Compared WITh tHose wHo Did nOt have a 12-Month adjustment disORdeR cases,
.01) and the commonalities  were allabove .7.  Ev er y it em s hares some com m on v ariances and each indi cates  t h at f a ct or an alysisw as d eem ed  t o b es ui table  wi th allitems. The  st ru ctural equat i on  model pro duc ed significa ntresult s(Fi g ure 2 ) a s the  2 tes t  (99.3 74, df =26 ,  p <.0 1 ) and i t s  a dequ acy was examinedw it h  indexes GFI = .958,CF I  = . 9 42,  TL I =.919, R MS EA =. 0 57 andP CL O S E  =. 0 04. The SE of  the defaul t  mo del wa s. 058 and CR  = 8. 20 7 . M odel values  ful ly suppor ted th e  signif i cance a nd sui tab ili ty.F ig ur e 2  M o del va lue s  (s ee onlin eve rsion  for c o l ours ) T he r esult  indicates th atexpe r ien ce ef fects  onTA AD wi th 2 =  147. 3( 96), p =.001 si gnif icantly.Emp lo yee shavin g  vastexp eri ence ha ve a lo w  de gr e e of  teamwork adjustme nt d is order an d thei r  f re q uency ar efar  low e r  than  new l yinducted  emplo y ee sin thete am. 71 %emp loy ees h a ving  vastexperien ce to work in teamsr eceived all o f  t h e  s a tisf act ory conditi onsi n th e te a m,  16 %  feel  expe ct a ti o ns are not met and13 % were  unsa tisfied withteam compo s i t ion, TEC N, t e am leader efficie ncy a nd individ u als' rec ognit ion. Ord inal regr e s sion (lo git  fu nct ion l in ked) revealed t hatno  demogr aph ic andsoc io- eco nom ic  variable s were a ss oc ia te d w ith t h e educat io n a nd  ma rital status  (see  Tab le  4 ) . P articip a nt s whodi dnothav ea tea mwor k  ad justmen t disorde r w e re m or elikely324 R.S. Balo ch  et al. to  h ave  recei v e d the in dividualistic recogniti o n in te amw ork t hanthose who  ha d 12-m ont h  teamw ork ad justm en t d i s order ( P= 0 .0 21). Table 3  De pende nt  var iable:teamwork adjustmen t  di sorder Model1 M odel 2  S umo fs qua re s  44 9 . 844 457.438 df3 8 Mean s qu a re  149.948 5 7 .18  F  123.28 9 47.13 3 Sig . .000.00 0 Sum ofsquares 6 04 .475 9 6.8 77 df 497492 Mean  square 1 . 216 1 . 21 3 Sum  of  squar es  1, 054.3 14 1,0 5 4.3 14 B308 04 4. 115 0. 95 St d.  error.1 14.244 t 1.99.180 Sig.. 046.03 0 InTab le 2, the  co r rel ations of  ove rall facto rscon tribu ted towar ds T A AD  ar e  pres ente d  and ther e  w ere p os itive corre l a t ion s obs erv e d betw eenlack or NCMD, PAD T , TECN, LITA,PADW , NPA S,p ooran d lack of team  le ad e r  experie nc e and quali fication  e v en ne gative , NTEN  and TA A D .C ompare d wi ththose who  di dn ot have  a  1 2 -month  adj us tmentdisord e r ca s e s,
.01) and_the commonalities_were all above.7. Every_item shares_some_common variances_and_each indicates that_factor analysis was_deemed to be suitable_with all items._The_structural equation model produced significant results (Figure 2) as the 2 test (99.374, df_=_26, p_<.01)_and_its adequacy was examined with_indexes GFI =.958, CFI =.942,_TLI =.919,_RMSEA =.057 and PCLOSE =.004. The SE of_the_default model was.058_and CR = 8.207. Model values fully supported the_significance and suitability. Figure 2 Model_values (see online_version_for_colours) The result indicates_that experience effects on TAAD with_2 = 147.3(96), p =.001 significantly._Employees having vast experience have a low_degree of teamwork adjustment disorder and_their frequency are far lower_than newly_inducted employees in the team._71% employees having_vast experience_to work in_teams received all of the satisfactory_conditions in the_team, 16% feel expectations are not_met_and 13% were_unsatisfied_with_team composition,_TECN, team leader_efficiency_and individuals'_recognition._Ordinal regression (logit function linked) revealed_that_no demographic and socio-economic variables were associated_with the education and_marital_status (see Table 4)._Participants who did not have_a teamwork adjustment disorder were more_likely 324_R.S. Baloch_et al. to have received the individualistic recognition in teamwork than_those who had 12-month teamwork adjustment_disorder (P = 0.021)._Table 3_Dependent_variable: teamwork adjustment_disorder_Model 1_Model 2 Sum of squares 449.844 457.438_df 3_8 Mean square 149.948 57.18 F_123.289 47.133 Sig..000.000 Sum_of_squares 604.47 596.877 df 497 492_Mean square 1.216 1.213 Sum of_squares 1,054.314 1,054.314 B 308_044.115_0.95_Std. error.114.244 t 1.99.180 Sig..046.030_In Table 2, the correlations of_overall factors contributed_towards TAAD are presented and there were_positive_correlations observed between lack or NCMD,_PADT,_TECN, LITA, PADW, NPAS, poor and_lack_of_team leader experience and qualification_even negative, NTEN and TAAD. Compared_with those who did not have a 12-month adjustment_disorder cases,