Team Effectiveness Research Articles

Comparing four methods for assessing interprofessional learning in a practice setting

ABSTRACT Healthcare practitioners must be trained to collaborate in a dynamic environment where patients are complex and teams can change from day-to-day, but choosing the right measures to assess the effectiveness of interprofessional teamwork among learners is challenging. This study used measures representing four different perspectives to assess student teams in a practice setting where team composition varied each day. We tested the strength of the relationships between these measures, and we examined the impact of additional variables on each measure. Participants were students from different health professions at a single university and patients in a community-based wellness program. We sampled 100 wellness visits where an interprofessional student team met with a patient, and we assessed team effectiveness using student perceptions of their team, patient ratings, observer ratings, and faculty assessments of team healthcare plans for the patient. We calculated bivariate correlations between the four measures and used regression analyses to assess the impact of predictors including student, patient, and clinic/site characteristics, on each measure of team effectiveness. There were small but significant negative correlations between the assessments of faculty and observers (r = – 0.23), as well as between faculty and patients (r = – 0.14). Conversely, a small but significant positive correlation was found between the assessments of patients and observers (r = 0.15). Among the regression models, faculty and patient ratings of team effectiveness were more strongly related to the predictors measured (R-squared = 53.6% and 41.7%, respectively). Patient age and number of clinic visits, team size, and clinic site were significant factors for predicting team effectiveness across the two measures. Our findings provide evidence that different perspectives of team effectiveness measure different constructs. While all approaches have value, in IPE practice settings, team effectiveness should be evaluated with multiple measures to understand performance and identify opportunities for improvement. Teamwork in dynamic healthcare environments is complex, and simple measurement approaches may mischaracterize learning and clinical outcomes.

Effectiveness of training hospital management teams in tier three hospitals in Kiambu County and utilization of routine health information

Health information is essential for health decision-making at all levels of the health pyramid. This study investigated the effect of training HMTs in tier three hospitals in Kiambu County and utilization of routine health information. The study design was interventional, employing a quasi-experimental research design that guided the study in the 12 tier-three hospitals. There was an intervention cluster and a control cluster, each with six hospitals. The study adopted a census technique, and all 240 HMT members were included. The study used both qualitative and qualitative data collection techniques. Data was analysed using Fisher’s exact test for the bi-variate analysis, logistics regression to ascertain the statistical relationships, Mann-Whitney U-test to test the difference in means at baseline and end-line, Difference in Difference technique was used to establish the average treatment effect of the intervention. The study used thematic content analysis to analyse qualitative data. The County Health Management Teams and the Sub County Health Management Teams participated in the Key Informant interviews. The results revealed a significant association between the training and the odds of good utilization (A.O. R=9.01, p=0.0001). Those who received training are 9 times more likely to utilize RHI. The study concludes that, designing HIS should be based on the users’ desired needs and that the intervention was highly effective in promoting the use of the RHI among HMTs. The study recommends that Kiambu County Department of Health should provide strategies for sustaining effective utilization RHI and should provide guidelines to ensure all HMTs are trained to enable them manage hospitals better. The study recommends that; further research be conducted in the lower-level health facilities to generate recommendations appropriate for the different levels of health care systems, similar studies should be replicated in other countries to compare results and enable the drawing of triangulated policy recommendations and a follow-up study be done to determine whether the increase in utilization translates into improved health outcomes or efficiencies within the health system.

Task interdependence and shared leadership: A structural perspective on the distribution of leadership in teams

Shared leadership has consistently been shown to predict team effectiveness. However, research also indicates that different teams may require different configurations of shared leadership, and achieving maximum sharedness in leadership does not always guarantee superior team outcomes. This reality underscores the need for a normative theory of shared leadership that can extend our understanding of the construct and facilitate its adoption in organizations. Despite the significance of such a theory, little attention has been given to its development and our understanding of how shared leadership should be distributed across different teams remains quite limited. In this article, we adopt a structural perspective to propose that the task interdependence network can serve as a robust foundation for devising effective shared leadership strategies. Our conceptual framework outlines the nuanced implications of the task interdependence network—from determining the optimal level of shared leadership necessary for performance to identifying potential members for shared leadership responsibilities. In doing so, we emphasize that the specific implications of the task interdependence network may vary, rather than remain uniform, across different dimensions of shared leadership.

Research on the Correlation between Certain Metrics for Evaluating Team Effectiveness in an Industrial Enterprise

Research on the Correlation between Certain Metrics for Evaluating Team Effectiveness in an Industrial Enterprise

Development of spiritual and intellectual qualities in future specialists in the field of management

The article is devoted to the analysis of the importance of the development of spiritual and intellectual qualities in future specialists in the field of management and their influence on managerial activity. In the conditions of today's dynamic business environment, managers have not only a high level of intellectual competence, but also the ability to self-regulate, emotional stability, make ethical decisions and create a healthy organizational culture. Special attention is paid to the analysis of theoretical approaches to the development of spiritual-intellectual qualities, such as emotional intelligence, transcendental leadership, the model of moral management, the concept of a whole person, and managerial ethics. Because these qualities integrate intellectual abilities, moral, ethical and emotional characteristics, they contribute to the formation of sustainable and ethical leaders who are able to interact effectively with the team, provide successful leadership and maintain moral standards in organizations. The article examines the main aspects that determine the role of spiritual and intellectual qualities in the professional development of future managers: the ability to reflect, emotional stability, moral responsibility and harmonious interaction with others. Research confirms that these qualities largely determine management decisions, leadership style, and team effectiveness. Also, the author emphasizes the importance of forming such qualities in the process of training future specialists, as it contributes not only to their professional competence, but also to moral maturity, which is necessary for building a healthy organizational culture and successful management in conditions of instability. The article also emphasizes the integration of spiritual and intellectual aspects into the educational process of higher educational institutions, which will increase the competitiveness of future managers in the labor market. Pedagogical strategies and methods that can be implemented to develop these qualities in students of higher education are considered separately. The formation of spiritual and intellectual qualities is an important component of professional training, which contributes to the creation of leaders who are able to adapt to changes and effectively manage human resources in organizations.

SOCIAL COMPETENCIES OF STATE FIRE SERVICE COMMANDERS AND THE OPERATIONAL EFFICIENCY OF RESCUE TEAMS: A CASE STUDY OF SELECTED RESCUEAND FIREFIGHTING UNITS

The article analyses the impact of social competencies of commanders in the State Fire Serviceon the effectiveness of rescue teams during rescue operations. Interpersonal skills such ascommunication, team management and conflict resolution support better coordination ofactivities and influence decision-making speed in critical moments. High social competenciesfoster trust and motivation within teams, leading to more efficient rescue operations. The analysisconfirms the hypothesis that there is a significant correlation between leaders’ social skills andrescue efforts’ effectiveness. The recommendations presented in the article emphasize the need forfurther development of social competencies among State Fire Service commanders, as this maycontribute to enhanced operational outcomes given growing challenges faced by rescue teams. Itis also essential to continue research on training methods that enable more effective developmentof interpersonal skills, thereby increasing readiness and effectiveness in crises. Conducting furtherstudies in this area will be crucial for strengthening the professionalism and effectiveness of StateFire Service interventions.

Artificial Intelligence in Consumer-driven Contract Testing of Distributed Systems

This article explores the case of the usage of artificial intelligence (AI) for optimizing the process of covering distributed systems with consumer-driven contract test, analyzing the pros and cons of this approach. Considering the complexity of development of modern distributed systems, like microservices, and the need to ensure the system components interactions keep reliable as long as the system keeps evolving this study is focused on finding the most effective way to introduce the contact testing into such systems to maximize the contracts tests coverage while minimizing development costs. The contract testing has its challenges: steep learning curve, impact on the delivery lifecycle, spreading the approach consistently across the organization. These challenges often lead to teams sacrificing the benefits of the approach and using more traditional ways of testing, like end-to-end (E2E) testing, which however does not fit well into distrusted system. The described methodology includes generating (by AI platform) the contract between the parties (consumer and provider), generating the consumer test to verify the provider is compatible with the expectations the consumer has of it. It is proposed to use following inputs for AI as the source for generation: request-response pairs, OpenApi specification, consumer codebase. The research employs Pact as a tool that allows to define a contract between a consumer and a provider as well as verify that both sides adhere to this contract. NodeJS is used as a framework for consumer and provider development. PactFlow platform with its HaloAI executes contracts and tests generation. The proposed approach simplifies the road to introduce the contact testing into the distributed systems, increases the development team effectiveness in system implementation and a confidence in its stability

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.

Why expert leaders matter: a study on the mechanism of team value creation in knowledge-intensive teams

In the knowledge economy, expert-led teams emerge as a pivotal strategy for organizations to secure and maintain a competitive edge. Expert leaders have been shown to have a significant influence on team effectiveness in numerous knowledge-intensive teams. Using an evolutionary game model, this study explores the fundamental mechanism in the value creation process by experts-led teams and finds out: First, experts’ role modeling, coaching, and professional authority motivate team members to contribute their efforts and abilities, leading to the 1 + 1 > 2 synergistic effect. Second, among various forms of team value creation, expert-led teams are a crucial organizational structure which enables stable and long-term enhancements in accumulating team human capital to improve productivity. Moreover, the greater the role played by expert leaders, the faster the evolution progresses of team members’ abilities. This study emphasizes the importance of using expert leaders in human resource management to promote the effectiveness of knowledge-intensive teams.

Studi Literatur Penerapan Human Relation dalam Organisasi

Human relations or relationships between people are one of the important elements in the success of an organization. This concept includes communication, social interaction, and effective leadership within the organization. This journal aims to review the importance of human relations in increasing employee productivity and welfare, based on an analysis of several scientific journals. Based on existing literature, the implementation of good human relations contributes greatly to creating a positive work environment and increasing team effectiveness.

The Science of Team Dynamics: A Review of Psychological Factors Influencing Team Performance in Sports

Psychological factors play a crucial role in team dynamics and overall performance in competitive sports. This review explores the complex interplay of various psychological aspects, including communication, leadership styles, and group cohesion, and their impact on team effectiveness and success. Effective communication is essential for building trust, enhancing collaboration, and facilitating the exchange of feedback and strategies among team members. However, barriers such as language differences and emotional misunderstandings can hinder communication and negatively affect performance. Leadership styles also significantly influence team dynamics, with transformational leadership fostering trust and motivation, while autocratic leadership may diminish teamwork and performance. Coaches play a vital role in shaping team dynamics by creating a supportive environment that promotes communication and emotional control. Group cohesion, comprising task and social cohesion, is another critical factor in team success. Cohesive teams exhibit better teamwork, trust, and motivation, leading to improved performance outcomes. Strategies to enhance group cohesion include team-building activities, clear communication channels, and a focus on shared goals. The review highlights the need for tailored psychological approaches that consider these factors to support athlete development and team performance. Further research is necessary to deepen our understanding of the psychological elements influencing team dynamics in sports and to inform targeted training practices based on psychological principles.

Many hands make light work: the cross-level influence of top management team behavioral integration on group ambidextrous innovation

PurposeThis study aims to explore the cross-level effect of the top management team (TMT) on group ambidextrous innovation and to analyze the mediating role of group behavioral integration and the moderating effect of group expertise heterogeneity.Design/methodology/approachWe conducted a multi-source and multi-stage survey. We collected valid data from 43 companies in China, resulting in 141 samples from 43 TMTs and 462 valid responses from 111 organizational groups. The proposed theoretical model and hypotheses were tested using structural equation modeling.FindingsThe study findings demonstrated that TMT behavioral integration was positively related to group behavioral integration. Group behavioral integration mediates the relationship between TMT behavioral integration and these two types of innovations. Furthermore, we found that group expertise heterogeneity magnified the positive effect of group behavioral integration on exploratory innovation.Originality/valueThis study reveals the cross-level effects of TMT behavioral integration on other organizational groups and enriches the existing literature on TMT behavioral integration and ambidextrous innovation.

Interprofessional team-based primary care practice and preventive cancer screening: evidence from Family Health Teams in Ontario, Canada.

Health care reforms introduced interprofessional team-based primary care to optimize access to health care and preventive services. In this context, preventive cancer screening represents an important measure as it is essential for the early detection of cancer and treatment. We investigated the effects of Family Health Teams (FHTs), an interprofessional team-based primary care practice setting, on cancer screening rates in Ontario, Canada. By utilizing comprehensive health administrative data from April 1st 2011 to March 31st 2023, we determined the effect of FHT on screening rates for breast, cervical, and colorectal cancer while controlling for relevant physician and patient characteristics. Our analytical framework employs fractional probit models, including the Mundlak procedure, and generalized estimating equations to assess the impact of practicing in FHTs on cancer screening rates, while accounting for unobserved physician heterogeneity. Our results indicate that compared to non-FHTs, physicians practicing in FHTs have higher breast (2.4%), cervical (2%), and colon (0.8%) cancer screening rates per physician per year. The effectiveness of FHTs in promoting cancer screenings is particularly pronounced in smaller practices and among populations in rural and economically deprived areas. Our findings highlight the role of teams in enhancing preventive health care services potentially through task shifting mechanisms and suggest that such models may offer a pathway to improving access to preventive health care, especially in marginalized populations. Our research contributes to the literature by providing empirical evidence on the benefits of interprofessional team-based primary care in improving cancer screening.

Top Management Team Connectedness and Greenwashing

ABSTRACTThis paper examines the effect of top management team (TMT) connectedness on greenwashing from the lens of social network view. Using a sample of Chinese listed firms during 2015–2020, we find that TMT connectedness is positively related to greenwashing. This finding is robust based on a battery of empirical tests. Additionally, the internal governance curbs the association, while the role of market competition and environmental regulation is very limited. Our findings are also in accordance with social network theory, suggesting that well‐connected TMTs use their power and influence in the social hierarchy to take greenwashing behaviour and reap private benefits. Overall, we contribute to the literature by providing evidence that social connectedness is an important driver of greenwashing.

The Effects of Blended Team-Based Learning on the Cross-Cultural Readiness of Tourism and Hospitality Students: A Mediation Study

ABSTRACT Blended team-based learning (BTBL) has become a popular pedagogical method in tourism and hospitality (T&H) education. However, its efficacy in developing industry competencies remains underexplored. This study addresses this gap by applying Social Learning Theory to examine how BTBL constructs perceived enjoyment, individual learning, team effectiveness, and knowledge-sharing influence cross-cultural readiness (CR). This study employed correlation and regression analyses using SPSS Process Model 81 on data from 272 T&H university students enrolled in BTBL-based courses. This study provides novelty by confirming the relationship among the BTBL constructs and extending the model to determine the chain-mediation effects of BTBL in influencing CR. These imply that BTBL enhances learners’ competencies through social learning. As a pedagogical implication, this study recommends that T&H educators develop CR and related industry skills by implementing BTBL activities, which provide learners exposure to “real-world” scenarios and autonomy to discuss collaboratively and make critical decisions as a team.

Disparities in patients' understanding of cardiovascular disease management.

Non-communicable diseases, including cardiovascular disease (CVD), are some of the leading causes of mortality worldwide. Despite the effectiveness of early diagnostic and treatment options, patient screening, disease detection and disease progression remain a challenge, resulting in suboptimal outcomes. Consequently, cardiovascular diseases remain underdiagnosed and undertreated, particularly in developing countries. Several barriers, including paucity of recommended cardiovascular health information and low literacy levels, lead to a poor understanding of the importance of intervention in terms of modifiable risk factors as well as treatment adherence. This narrative review focuses on cardiovascular patients' understanding of their disease, and the need for compliance with their medication and lifestyle modifications. Low levels of perception and insufficient knowledge of CVDs among patients continue to be indispensably important factors in health behaviour. Increased awareness of these issues has the potential to improve the effectiveness of the multidisciplinary cardiovascular team and ultimately improve the care provided to these patients.

Effectiveness of Virtual Care Team Guided Management of Hospitalized Patients with HFrEF by Ethnicity.

IMPLEMENT-HF demonstrated a virtual team-based care strategy was safe and improved prescription of guideline directed medical therapy (GDMT) in hospitalized patients with heart failure and reduced ejection fraction (HFrEF). We evaluated differences in efficacy and safety outcomes by ethnicity in IMPLEMENT-HF. IMPLEMENT-HF evaluated a provider-facing virtual team-based care strategy vs. usual care in hospitalized patients with HFrEF from October 2021 to June 2022. The primary outcome was change in a guideline directed medical therapy (GDMT) optimization score from hospital admission to discharge, with positive changes reflecting net optimization. In this post-hoc analysis, we assessed heterogeneity in treatment effects by ethnicity (Hispanic vs. non-Hispanic). Outcomes included prespecified primary and secondary effectiveness outcomes and adjudicated safety events. Of 808 screened patient admissions, 252 (31%) from 198 unique patients met inclusion criteria. Hispanic patients (n=43) were more likely to have diabetes and end-stage kidney disease than non-Hispanics; 70% spoke Spanish as a primary language. GDMT optimization score was lower among Hispanic vs. non-Hispanic patients (-0.44, 95% CI: -1.88 to 0.99 vs. +1.62, 95% CI: +1.02 to +2.21; p-value of interaction by ethnicity= 0.002). Allocation to the virtual care team intervention vs. usual care increased the proportion of patients experiencing >1 new initiation or dose up-titration among non-Hispanic patients but did not among Hispanic patients (absolute difference non-Hispanic vs. Hispanic: +31% vs. -19%; p-value of interaction = 0.003). Similar trends were seen among individual HF therapy and for the proportion of patients with optimization score >0 (absolute difference non-Hispanic vs. Hispanic: +29% vs. -20%; p-value of interaction = 0.005). Safety outcomes were similar among Hispanic and non-Hispanic patients. A provider-facing, virtual care team guided strategy for HFrEF GDMT optimization was less effective in Hispanic patients. Efforts to identify and reduce bias contributing to this observed difference and more diverse implementation studies are needed.

The Influence of Cultural Diversity on Team Performance in Multinational Corporations

The primary objective of this research is to examine and analyze the impact of cultural diversity on the overall effectiveness and productivity of teams operating inside international organizations. The primary objective of this research is to bridge the existing knowledge deficit in the domain of cross-cultural management and organizational behavior. This is achieved by conducting an investigation into the intricate association between cultural diversity and team performance inside MNCs. In the context of this study, a mixed-methods approach is considered the most suitable methodology. This methodology enables a thorough examination of the correlation between cultural diversity and team performance, encompassing the utilization of both quantitative and qualitative data. The results emphasize the importance for MNCs to implement comprehensive strategies that take into account the specificities of leadership, organizational culture, and team dynamics in order to effectively use the benefits of cultural diversity. By engaging in such practices, firms can effectively tackle the complexities associated with cultural diversity and bolster their global competitive advantage. Through the implementation of these strategies, MNCs have the opportunity to effectively utilize the advantages presented by cultural diversity, hence enhancing their competitive advantage within the global market.

Team Effectiveness Trends through the Seven Decades Onset: Bibliometric Analysis

Team Effectiveness Trends through the Seven Decades Onset: Bibliometric Analysis

Duality of Workload in Teams: A Daily Investigation of Team Workload and Team Functioning

While workload has been traditionally studied as a type of challenge stressor with motivational benefits for employees, recent research suggests that the nature of workload is more complex and nuanced than merely eliciting positive reactions. Although this perspective has emerged in the study of workload at the individual level, research on collective workload in teams and the associated team-based mechanisms remains underexplored. Particularly, team-based work arrangements come with both enhanced capabilities to meet task goals and heightened expectations for team members; encountering and handling collective workload can motivate team members’ engagement in collective actions (i.e., team processes) and at the same time drive their appraisals of teamwork experience as depleting. To examine this dual account, we draw from job demands–resources theory to elucidate how and when team workload impacts team effectiveness via both positive and negative pathways. Using daily diary and objective record data collected from 610 employees working in 99 bank branches (i.e., teams) for five workdays, we found daily team workload enhanced daily team processes, which in turn benefited team member satisfaction at the end of each workday and team performance during the study period. We also found daily team workload elevated daily team member depletion, which hindered end-of-work team member satisfaction. Further, we found team members’ perceived task significance and positive affect at the beginning of each workday strengthened and buffered, respectively, the positive association between daily team workload and daily team processes or daily team member depletion. Theoretical and practical implications are discussed.