Collective Team Research Articles

Team collective efficacy as a mediator of coaching leadership effects on exhaustion: a multilevel investigation

Purpose Team-based work is increasing within organizations nowadays. Despite calls for differentiation between individual and team levels of analysis, research on leadership effects at multiple levels is still limited. By integrating the Conservation of Resources and Social Cognitive theories, this paper aims to analyze the relationships between coaching leadership, team collective efficacy and individual exhaustion via multilevel modeling. Design/methodology/approach This paper opted for an exploratory study testing a 2-2-1 multilevel mediational model, positing team collective efficacy as a key factor in mediating the relationship between coaching leadership at the team level and exhaustion at the individual level. The hypotheses were tested on a sample of 311 employees, nested in 72 teams (Msize = 5.70, SDsize = 2.82 team members) of a large Italian company that provides financial services. Findings Results supported the positive association between coaching leadership and team collective efficacy, which, in turn, was negatively associated with team members’ average score in exhaustion and fully mediated the effect of coaching leadership on exhaustion, even controlling for team design features (i.e. task interdependence and team virtuality). The association between coaching leadership and exhaustion was only indirect, explained by team collective efficacy. Research limitations/implications Because of the self-report nature of the measures and the cross-sectional nature of the data, this research results might raise problems of variance in common methods and not allow causal conclusions to be drawn. Therefore, researchers are encouraged to test the proposed propositions further. Practical implications This paper includes several practical implications for enhancing group efficacy beliefs, which have an impact on individual well-being within the team. Originality/value This paper addresses the lack of empirical findings on the multilevel nature of the relationship between coaching-based leadership, collective team effectiveness and individual exhaustion.

Perceived Individual Team Member Value Creation in In-Class Permanent Teams. Analysis of evidence from individual peer reviews in a Team-Lecture Hybrid instructional strategy.

This study analyzes individual peer review assessment data in order to understand the following: contributions of individual team members to in-class permanent team outcomes; social loafing and loss of social interdependence among team members; and the achievement of the Team Lecture Hybrid(TLH) instructional strategy learning outcomes in a team learning environment. A value creation theoretical framework was used to assess perceived value creation in 952 statements recorded in 341 intra-group assessment narratives from 127 students in 28 in-class permanent teams across 11 courses. Participants were drawn from public affairs, leadership, and healthcare administration courses, in two US institutions of higher learning from January 2012 to May 2016. Fifteen emerging themes organized under four predetermined domains including preparednesss (14.3%), contribution to productivity (53.4%), respect for others (13.8%), and flexibility (18.1%; and one emergent domain including teacher contribution (1.15%); revealed the following about individual performance: 1. either added to, or subtracted from collective team performance; 2. were empirically aligned with four value creation cycles in the value creation conceptual framework; and 3. advanced four expected student learning outcomes. Social loafing and loss of social interdependence was identified in team member interactions and they interfere with student learning outcomes. Permanent team members desired and expected the following five attributes from their team members: 1. to be prepared for project activities; 2. to contribute substantially or intangibly to team productivity by sharing knowledge, having good work habits, improving the team product, and helping with leadership and coordination; 3. to be respectful of others;4. to seek consensus and comprise; and 5. to show flexibility in their interaction with others They also see their teacher as an intangible resource in the permanent team who provides knowledge, moral leadership, structure, and mentoring. Instructors and student should consider these findings when they participate or facilitate learning activities in in-class permanent teams.

Experienced emotions, emotion regulation strategies, and regulation depletion in collective team collapse and performance recovery situations

The collective collapse of a team’s performance is typically triggered by a critical event, such as performance failure or scoring of the opponent, evoking unhelpful emotions and their transfer between team members. These changes in emotional states also affect athletes’ cognitive processes and behaviors, maintaining the team collapse and prohibiting the team from recovering its performance. However, not every critical event and the emotions that accompany it evoke a team collapse, which is why athletes’ emotion regulation may play a key role in determining the performance outcome of a critical event for the team. To investigate this hypothesis, we conducted a retrospective-online survey study with 69 team sport athletes, assessing the emotion regulation strategies they applied in past team collapse vs. performance recovery situations, and how these strategies impacted them. We used quantitative measures to assess experienced emotions, individual and interpersonal emotion regulation, and depleting effects of emotion regulation in both situations and an open-ended qualitative question to assess interpersonal emotion regulation strategies in more detail. Athletes reported more unhelpful emotions and the increased use of affect-worsening and performance hindering individual and interpersonal emotion regulation strategies in the team collapse compared to the performance recovery situation. Athletes further indicated higher levels of effort regulating emotions and higher depletion levels in the team collapse situation. Our results highlight the importance of individual and interpersonal emotion regulation strategies in team collapse situations and indicate the use of more effective and less depleting strategies for sport teams to mitigate against a team collapse. Lay summary: This correlational study explored experienced emotions, individual and interpersonal emotion regulation, and its depleting effects in team collapse situations vs. situations where teams recovered their performance after a critical event. Athletes used inefficient, affect-worsening strategies, experienced more unhelpful emotions, and felt more depleted in team collapse vs. performance recovery situations.

Expectant Casualty Care Training Needs for Future Conflicts.

The demands of future large-scale combat operations may require medics and corpsmen to increasingly perform expectant casualty care (ECC). However, no detailed guidelines currently exist for providing ECC within military medicine. To guide the development of education and training guidelines and advance team training of both medics and non-medics, an in-depth understanding is first needed regarding caregivers' experiences providing ECC in recent conflicts as well as perceived training gaps. Therefore, this study explored the experiences of medics and physicians providing ECC and investigated their perceptions of training needs in this area for future conflicts characterized by large-scale combat operations and prolonged casualty care operational settings. We conducted an engaged qualitative phenomenological study to explore ECC training needs for future conflicts. We interviewed 9 senior health care professionals (medics and physicians) who had extensive combat and deployment experiences and served primarily in the Role 1 environment. The interviews averaged 45 min each and were conducted via phone. To analyze this interview data, we reviewed the interview transcripts and then noted terms, phrases, and concepts within the interview transcripts that we found to be salient to answering the research question. Our team then met to review these codes and grouped them into categories. These categories served as the themes of this study that illustrated the participants' perceptions and experiences. Five themes emerged from our data: (1) There is a current gap in ECC training for enlisted Role 1 caregivers throughout the military; (2) ECC training is needed to shift organizational culture; (3) ECC training should be comprehensive; (4) ECC training should be deliberate; and (5) Time is the greatest challenge to implementing ECC training. Our participants noted that developing guidelines and filling training gaps is not only critical for preparing Role 1 providers for effective and ethical military medical decision-making but also for addressing death and dying on the battlefield and building moral resilience across the medical corps. Our results provide direction for development of ECC clinical guidance and collective team training recommendations. Following these guidelines may increase life-saving capabilities on the far-forward battlefield and equip medical directors and medics to provide ethical and compassionate care to those who cannot be saved in the setting of limited resources and evacuation opportunities.

Kepemimpinan Transformasional Kelompok Kerja Guru (KKG) Pendidikan Agama Islam (PAI) Sekolah Dasar di Kecamatan Ciracas Jakarta Timur

Teachers are a primary factor in determining the quality of education. The high qualifications, competence, and dedication of teachers will produce students who are academically, skillfully, emotionally, morally, and spiritually mature. PAI is a conscious and planned effort to prepare students to know, understand, appreciate, believe, be devout, and have noble morals in practicing Islamic religious teachings with the primary sources of Al-Qur’an and Hadith. Through KKG, teachers have the opportunity and potential to discuss solving problems in class.Transformational leadership is a way in which leaders strengthen attitudes of mutual cooperation and believe in collective self-improvement and team learning. The research aims to find out how transformational leadership is possessed by the PAI SD KKG at Ciracas district in East Jakarta. The qualitative research method used was observation, interviews, and documentation with five KKG members, namely deputy chairman, secretary, treasurer I, treasurer II, coordinator for creativity and arts as the primary informant and two members as supporting informants.The research concluded that transformational leadership in the PAI SD KKG at Ciracas district in East Jakarta is excellent because the members are very satisfied with the chairman's leadership.

Entrepreneurial collective efficacy and team effectiveness in new venture teams: an investigation of moderated mediation mechanisms

PurposeBased on the collective agentic perspective of social cognitive theory and supplemented by social support theory, this study aims to investigate how the entrepreneurial collective efficacy of entrepreneurial teams impacts team effectiveness. Specifically, this study hypothesizes that entrepreneurial collective efficacy is a critical factor affecting effectiveness through the mechanism of instrumental support to varying extents, depending on team size.Design/methodology/approachThe hypotheses were tested on a Chinese sample of new venture teams (N teams = 81; N individuals = 335). A multisource questionnaire that included questions for team leaders and other team decision makers was designed. The data on entrepreneurial collective efficacy (six items) and instrumental support (four items) comprised the aggregate responses from all team members; the data on team effectiveness (seven items) was reported by team leaders.FindingsThe findings indicate that entrepreneurial collective efficacy is positively associated with team effectiveness through instrumental support, especially in small teams.Originality/valueThis study makes important contributions to the research related to exploring in uncertain environments (entrepreneurship) how (instrumental support) entrepreneurial collective efficacy impacts team effectiveness, as well as more particularly under what conditions (team size), all within the specific context of collectivistic cultures (China).

The roles of team collective voice and team autonomy in promoting team innovative performance through routine changes

PurposeThe team collective voice (TCV) concept has received limited attention in existing research despite its potential significance, particularly within Eastern cultural contexts. Hence, this paper aims to extend the employee voice literature by conducting a comprehensive exploration of the role of TCV as opposed to individual voice (IV) in promoting team innovative performance (TIP).Design/methodology/approachThe theoretical model is tested with survey data collected among ICT employees who work in large telecommunication organizations in Vietnam.FindingsTCV was used more by participants than IV. Both IV and TCV exhibited noteworthy influences on TIP explained by the role of routine changes, with TCV serving as a full mediator for the relationship between IV and TIP. In addition, team autonomy (TA) also significantly enhanced TIP.Originality/valueBy measuring TCV as shared and consensus team voice, this study makes significant contributions to employee voice literature. It not only confirms the prevalence but also offers insightful explanations for why Vietnamese employees tend to favor TCV over IV. Additionally, the findings enrich the innovation literature by presenting a novel perspective on how employee voice can enhance TIP through the introduction of exogenous routine changes. It introduces a unique perspective on employee voice as a form of a search routine, distinct from Nelson and Winter's (1982) conceptualization of search, generating changes in lower-order routines, ultimately contributing to enhanced team innovation and performance.

Mechanisms of Organizational Mindfulness on Employee Well-Being and Engagement: A Multi-Level Analysis

This article investigates the currently limited multidisciplinary research front in emerging areas of mindfulness practice, employee well-being, and engagement. This evidence-based study aims to explore multifaceted mechanisms on how an organizational mindfulness development may affect well-being and engagement at multiple levels. This study employed a qualitative case study research design using Nvivo 12 software for a data analysis. The job demand–resource (JD-R) model was adopted as a theoretical framework. In-depth interview data were collected from diverse multi-stakeholders, including management and employees, in a Thai manufacturing company. Our findings uncover that the organizational mindfulness program can improve employee’s psychological capital, emotional intelligence, and perceived resources, and alleviate perceived demands. The result implies the importance of the mindfulness practice since it can support well-being and engagement at multiple levels, specifically from individual work and a collective team of colleagues, and toward enhanced organizational performance. Our proposed emergent model also advances the JD-R theoretical framework, by adding mindfulness and emotional intelligence as essential components to enhance engagements at three levels (i.e., work, team, and organizational engagement). Overall, the result critically provides the theoretical development and insightful managerial implications for professional and organizational development.

The influence of volleyball training classes on the psychological health of students of higher education institutions in the conditions of martial law in the country

This scientific article examines the impact of volleyball training sessions on the psychological state of students in collective teams of higher educational institutions during the martial law in Ukraine. The study focuses on the study of aspects of psychological well- being and stress resistance of the participants. The research methodology includes the analysis of psychological indicators of students before and after participation in volleyball training sessions in the collective teams of higher education institutions. The obtained monitoring results allow us to understand how sports activity affects the psychological health of student youth in the stressful conditions of military service, in particular. The results of the study also indicate possible practical applications in the field of psychological support of students during the military conflict through the implementation of volleyball training programs. This can become the basis for the development of physical education programs aimed at increasing psychological stability and balancing the psychological well- being of the student community during the period of crises in the country. In addition, the article analyzes the relationship between participation in volleyball training sessions and the level of social interaction among the student community under martial law. Evidence of the beneficial effect of such classes on the psychological state of students can serve as an increase in their level of self-esteem and general well-being, contributes to the formation of a positive psychological climate in the university environment during difficult historical periods. The study offers new opportunities for studying the impact of sports activities on the mental health and social adaptation of students in countries with a difficult political situation.

The Eye in the Sky—A Method to Obtain On-Field Locations of Australian Rules Football Athletes

The ability to overcome an opposition in team sports is reliant upon an understanding of the tactical behaviour of the opposing team members. Recent research is limited to a performance analysts’ own playing team members, as the required opposing team athletes’ geolocation (GPS) data are unavailable. However, in professional Australian rules Football (AF), animations of athlete GPS data from all teams are commercially available. The purpose of this technical study was to obtain the on-field location of AF athletes from animations of the 2019 Australian Football League season to enable the examination of the tactical behaviour of any team. The pre-trained object detection model YOLOv4 was fine-tuned to detect players, and a custom convolutional neural network was trained to track numbers in the animations. The object detection and the athlete tracking achieved an accuracy of 0.94 and 0.98, respectively. Subsequent scaling and translation coefficients were determined through solving an optimisation problem to transform the pixel coordinate positions of a tracked player number to field-relative Cartesian coordinates. The derived equations achieved an average Euclidean distance from the athletes’ raw GPS data of 2.63 m. The proposed athlete detection and tracking approach is a novel methodology to obtain the on-field positions of AF athletes in the absence of direct measures, which may be used for the analysis of opposition collective team behaviour and in the development of interactive play sketching AF tools.

Political Skill of B to B Sales Team as a Dynamic Capability: A Strategic Resource Perspective

ABSTRACT Purpose To identify the key internal and external collective conditions and determinants for sales managers in the B to B context, which would allow the articulation of Team Political Skill as a firm’s dynamic capability at organizational and strategical level. Methodology/approach This study employs qualitative methods based on grounded theory, with an exploratory discovery, which jointly used in-depth interviews and online focus groups targeting sales management positions (Sales managers, sales supervisors) and CEOs of 24 B to B different firms in Chile and Peru. Findings The study reports that the political skill of B to B sales teams is articulated as a dynamic capacity when it is capable of generating organizational co-creation routines and an identification culture based on innovation, which translates into intrafirm collaborative organizational learning, strengthening its strategic intelligence, customer orientation and providing a distinctive and differentiating seal in the market at organizational level. Research implications This research suggests from the perspective of resource-based theory that B to B salespeople team political skills not only is a tactical resource to achieve sales results but also becomes an active differentiator of high strategic value for B to B firms in their organizational performance. Therefore, the sales team acts as a key predictor of higher social effectiveness and work performance. Additionally, this study highlights the pivotal role of the sales supervision role and competitive environment in the evolution of individual salespersons’ political skills toward group consolidation. Practical implications The current work offers initial strategies regarding for B to B sales managers can establish political skill development plans in their salespeople and to incorporate innovative supervision and supporting mechanisms that bolster the B to B sales team as a strategic resource in an ever-increasing competitive and complex environment, as seen in the recent post pandemic environment. Originality/value/contribution of the paper To identify unexplored dimensions and collaborative processes in B to B salespersons’ individual and collective team political skills and how these potentially consolidate themselves as a distinctive firm’s dynamic capability in their sales performance.

Leading under pressure: a contextualised development approach

PurposeThe study’s aim was to design and test a leadership development approach using blended learning, to equip leaders for strengthening their own resilience and that of their teams.Design/methodology/approachA contextualised leadership development intervention was produced and evaluated following the principles of design-based research. Participants were from three organisations that work internationally to address the impact of economic disadvantage. Initial research used the behavioural event interview technique. Online assessment incorporated measures of situational judgement, emotion recognition and attributional style. Validity measures were multi-rater feedback (criterion), and NEO-PI 3 (construct). Individual feedback and a simulation-based peer workshop were followed by a four-to-six month period of experience-driven development and a final peer workshop for consolidating and evaluating learning outcomes.FindingsThe online assessment was a valid measure of leaders’ personal resilience resources and their resilience-building capability. Overall, the intervention improved participants’ understanding of, and engagement with, the processes of strengthening individual and collective (team) resilience.Research limitations/implicationsThe target sample size for the study was relatively small, to ensure it would be practical to replicate the approach when designing similar interventions for a senior leadership population in other contexts. Significant results provided robust evidence for the validity of the assessment approach. Findings for the workshops and experience-driven development phase were more tentative, but the value of the design iterations was clearly demonstrated.Practical implicationsThe leadership development approach is suitable for application in other organisations, if similar principles are followed to produce and evaluate materials relevant to each broad sector context. Roll-out is cost-effective, with relatively few hours of blended or virtual delivery supporting experience-driven learning.Social implicationsThe impact leaders have on the wellbeing of those who report to them is well established, but less has been done to develop and formally evaluate practical, cost-effective interventions to improve this impact. The approach validated in this study can be applied more widely to benefit employee wellbeing as well as performance.Originality/valueThe study developed and evaluated a new approach to preparing leaders for the challenge of building team resilience, an aspect of leadership capability that has been given relatively little attention to date.

Classical and team reasoning in the Centipede Game

AbstractThis study analyses behaviour in non‐zero‐sum finite multi‐stage games, particularly the Centipede Game. The classical Nash Equilibrium fails to explain empirical behaviour and intuitive logic and has therefore been challenged. This paper introduces the ‘Pure Collective Equilibrium’, or PCE, which describes the equilibrium reached when agents assess their utility not by their own payoffs but by the mean collective payoff of the team, as outlined by some team‐reasoning hypotheses. Classical behaviour and purely collective team reasoning then both represent special cases—the first in which agents and their counterparts are on the Nash Equilibrium path, and the second in which agents and their counterparts are purely collective team reasoners. It is argued that agents intentionally and consistently deviate from classical rationality in the Centipede Game, even in the absence of philanthropic altruists or error‐plagued populations.

The analysis of collective orientation and process feedback in relation to coordination and performance in interdependently working teams.

Effective teamwork is not only essential for teams themselves, but also for organizations and our society. To facilitate team processes and enhance team performance, feedback interventions are a widely used means. However, different types of feedback (i.e., individual vs. team-level feedback, performance vs. process feedback) can have various effects leaving the question of their effectiveness unanswered. This is especially important when team members' attitudes (namely collective orientation) are considered. Thus, understanding the interplay between types of feedback and team members' attitudes would reveal new opportunities for fostering reliable teamwork. The methodology of the present study is based on a laboratory approach. Teams (N = 142) of two worked together over four scenarios to extinguish forest fires in a microworld. We examined the effects of collective orientation on team coordination and team performance. To understand the interplay between feedback and attitudes we examined the effect of different feedback interventions on team performance and on a change in collective orientation. For analyzing multilevel mediation and changes over time, Bayesian multilevel models were applied. Results show a positive relationship between collective orientation and team performance mediated by coordination. Additionally, team-level process and performance feedback seem to be slightly more beneficial for maintaining performance over time with increasing difficulty of the task compared to individual-level process feedback. Feedback can lead to an increase in collective orientation if these values are low at the beginning. Our research highlights the importance of collective orientation and feedback interventions on team processes and performance for interdependently working teams.

Exploring the Path of “Project Team Style” Faculty Development for Applied Undergraduate Programs

Applied undergraduate education plays a crucial role in higher education, serving as a key platform for nurturing innovative talents. However, the lack of practical and innovative skills among teachers in applied undergraduate programs, who primarily come directly from academic institutions, hinders the cultivation of students' abilities in these areas. This limitation also affects the professional growth of teachers. The Internet of Things engineering program at Guangdong Institute of Science and Technology has successfully implemented a 'project team type' teacher training approach over three years, yielding positive outcomes. By utilizing diversified integration within project teams, this model fosters collective team development. Such a model holds significant value in enhancing the quality of applied undergraduate faculty and driving the transformation and advancement of local undergraduate institutions.

From I to we in humor research: a systematic review of the antecedents and consequences of humor in groups

Abstract While most of the literature has focused on the individual-level effects of humor, the number of studies addressing and analyzing humor in its social context as a group-level phenomenon has also started to increase. Yet there is still increased heterogeneity of results, as well as problems regarding conceptualization and measurement of humor in groups. To further our understanding of humor as an emergent multilevel construct, we conducted a systematic literature review on the antecedents and consequences of humor in groups. The findings indicate that factors such as group composition, interpersonal familiarity, task structure, trust, cohesion, positive team environment, communication norms, communication channels, and timing dynamics play important roles in the emergence and type of humor expressed within groups. The consequences of humor in groups include the emergence of cohesion, the delineation of group boundaries and identity formation, influence on group atmosphere and affective dynamics, facilitation of collective coping and team engagement, and potential effects on team performance. We discuss research progress and gaps, and conclude by outlining future research directions.

Конвергенція індивідуальних і організаційних елементів в інклюзивній культурі підприємства: інноваційні та маркетингові підходи

In today’s business environment, enterprises face demands to support diversity and inclusion, which requires a comprehensive approach to the convergence of individual and organizational elements in corporate culture. The diversity of staff with different experiences, cultural and social characteristics creates new challenges for enterprises, in particular in the aspect of ensuring the unity of the corporate culture, which corresponds to the individual values of employees and at the same time supports the strategic interests of the organization. The main aim of this study is to identify ways of convergence of individual and organizational elements of the inclusive corporate culture of the enterprise through the use of innovative approaches and marketing aspects that contribute to strengthening the integration of these elements into the overall culture of the organization. The study identifies and systematizes the factors that influence the formation of an inclusive corporate culture, focusing on individually-oriented and organizationally-oriented components. The proposed systematization helps enterprises better understand how different elements can interact, creating a more integrated and inclusive work environment. The article allocates three main levels of corporate culture: individual, collective (team), and organizational. Each of these levels is characterized by its specific elements and aspects that play a significant role in building an inclusive environment. The individual level includes the personal values and attitudes of employees, the collective level is focused on team interaction and cooperation, and the organization-wide level covers policies and practices that contribute to the formation of a single inclusive strategy at the organizational level. Convergence between these levels allows you to build a more harmonious and integrated corporate culture, which not only meets the needs of individual employees, but also contributes to the achievement of the overall goals of the enterprise. The innovative approach proposed in the study emphasizes the importance of an inclusive culture not only as a means of increasing social responsibility, but also as a strategic marketing tool that can help an enterprise attract and retain talented employees, as well as form a positive image among customers and partners. Applying marketing aspects to evaluate an inclusive culture allows organizations to position themselves more efficiently in the market, creating additional value for the brand and increasing its attractiveness.

Implementing team-based learning in a large environmental chemistry course and its impact on student learning and perceptions

Team-based learning (TBL) is an instructional strategy where students participate in a set of activities including, applying course concepts to real-life case studies in instructor-selected teams. Here, we describe how TBL has been incorporated into a 3rd year, large, environmental chemistry course and investigate the benefits of using this strategy. A combination of pre/post survey and coursework data were analyzed to understand: (1) What were student perceptions of TBL? (2) How did using TBL to deliver content influence student learning, measured by exam performance? (3) How did students’ team skills evolve? Post-survey results indicate that students perceived TBL as enhancing their interest in course content, creating real-world connections, and most helpful for achieving practical critical thinking skills. Student performance on TBL-related final exam items was significantly better (Mean = 73%, SD = 21%) than non TBL-related final exam items, (Mean = 65%, SD = 21%), despite the level of complexity being similar between the two categories. The pre/post survey results indicate that, as compared to the start of term, students reported being significantly more comfortable expressing opinions in group meetings (t(78) = 4.25, p < 0.001, Cohen's d = 0.48), and leading group discussions (t(78) = 3.11, p = 0.003, Cohen's d = 0.35), by the end of the term. The one-minute reflections (completed following the first and fifth TBL activities) indicated that there was a 14% increase (77% vs. 91%) in the number of students reporting on collective team decision making. This study demonstrates the wide-ranging positive impacts of TBL to student learning in a large Environmental Chemistry course all while enhancing active learning and applying chemistry concepts to relevant and real-life case studies.

Developing a Patient-Focused Integrated Data Dictionary and Repository

Ontario Health Teams (OHTs) are a newer model of intersectoral health care in Ontario, Canada designed to provide integrated care across a variety of sectors and organizations to a large attributed population. With the first cohort of OHTs being approved in 2019 and 4 cohorts being approved thereafter, each existing OHT is in a varying degree of maturity. Under the OHT model, community organizations coordinate with OHTs as a unified team to provide integrated and cohesive care with a focus on population health. This type of coordination invites the challenge of organizing and sharing data across organizational partners in a stream-lined way to deliver timely and evidence-based care. Two OHTs addressed this challenge by developing a data dictionary and repository to better integrate data flow and identify gaps in services to better serve all members of the communities.
 Based on the collective insights drawn from two OHTs, we present the results of a population health-based data development initiative. This process began with extensive engagement with partner organizations within each OHT and the collective governance teams, including patient and family advisory members. We then developed frameworks to begin asset mapping for data dictionary indicators to develop an understanding of what the current state was in the OHTs. After the indicator mapping was completed, key indicators that were relevant for the current priorities of the OHT as determined in a collective stakeholder process were identified to develop a dynamic and timely data repository within the OHTs.
 Significant learning has occurred with the development of the data dictionary and repository with the process encountering unexpected needs for education around data literacy and strategies to engage patients and collective governance structures. Because these projects were being engaged simultaneously in two different OHTs that varied by cohort and attributed population demographics, a comparison to identify common and differing enablers and challenges will be undertaken. Next steps once the data dictionary and repositories have been completed will be to evaluate the process and identify educational modules and frameworks that can be developed to promote data development and capacity within the OHTs in order to help them provide evidence-based integrated care to their communities. These resources will enable future collaboration, inform planning and decision-making, and identify existing and potential data gaps within the OHTs. Beyond the OHTs, understanding this process with the resulting frameworks and modules will be applicable across integrated care models of care that desire to build data literacy and capacity and engage in population health.

When boss puts off, the team worse off: The mitigating role of initiative-enhancing HRM systems

The negative role of workplace procrastination is widely recognized, while much less research focuses on leader procrastination. We bring our attention to this domain and investigate the implications of leader procrastination. By drawing insights from social information processing theory and identifying team procrastination climate as a new construct, which describes the collective perceptions team members hold regarding procrastination at work, we develop a moderated-mediation model to examine how leader procrastination and initiative-enhancing human resource management (HRM) systems foster conditions to inhibit or facilitate team procrastination climate and subsequent team effectiveness, operationalized as team performance and team organizational citizenship behavior (OCB). We tested the theoretical model with two-source data collected from 550 members of 124 teams across three time periods. Results showed that leader procrastination facilitated the development of team procrastination climate that undermined team effectiveness. Further, the effects of leader procrastination were significant only under low levels of initiative-enhancing HRM systems. These results offer new insights into theoretical implications for research on procrastination at work and provide practical implications on how to counteract the development of team procrastination climate.