Cilj istraživanja bio je provjeriti korisnost modela timskih uloga u predviđanju zadovoljstva timom u hrvatskim startupima, te provjeriti metrijske karakteristike upitnika koje do sada nisu bile poznate. Startupi su definirani kao male tvrtke koje na tržištu nude toliko inovativne proizvode da stvaraju potpuno novo tržište i koriste visoke tehnologije na kreativan način. Primijenjen je upitnik timskih uloga Francisa i Younga (1992) te upitnik zadovoljstva timom Seniorove (1997), a u istraživanju je sudjelovalo 13 startupa s ukupno 51 djelatnikom. Upitnik timskih uloga pokazao je vrlo loša psihometrijska svojstva – vrlo niske razine pouzdanosti subskala koje idu nisko čak do α=.359, zbog čega je bilo nužno izbaciti iz obrade čak 4 od ukupno 10 subskala upitnika. Upitnik zadovoljstva timom pokazao je svojstva slična kao u originalnom radu te je bilo moguće startupe smjestiti u dvodimenzionalni prostor pri čemu su dimenzije interpretirane kao Organizacisjka klima i Radni zadaci. Nije nađena veza između izraženosti timskih uloga i zadovoljstva timom. S druge strane, dobivena je značajna korelacija između varijance timskih uloga i prve dimenzije koja je u suprotnosti s modelom timskih uloga. Model timskih uloga nije se pokazao korisnim za predviđanje zadovoljstva timom.The aim of this study was to investigate utility of team roles model in predicting team satisfaction in Croatian startups and to investigate psychometric properties of those two questionnaires which were until now not known. Startups are defined as small companies which offer products so inovative that they create a market of their own and they make use of IT in creative ways. Team Roles Questionnaire by Francis and Young (1992) and Team Satisfaction Questionnaire (Senior, 1997) were used in this study. 13 Croatian startups, with total of 51 emplyees have participated in this study. Team Roles Questionnaire has proven to be of very low psychometric properties – reliabilty of subscales was as low as α=.359 which forced the author to remove from further analysis four out of ten subscales in questionnaire. Team Satisfaction Questionnaire showed properties similiar to those reported by Senior (1997) and we were able to position participating startups in two dimensional space. This dimensions were interpreted as Organizational Climate and Work Tasks. No correlation between team satisfation and level of team roles in startups was found. On the other hand, significant correlation between variance of team roles and first dimension was found and it contradicts team roles model. It is argued that team roles model is not useful for prediction of team satisfaction
