Team Effectiveness Research Articles

ENHANCING TEAM EFFECTIVENESS THROUGH CONFLICT MANAGEMENT: STRATEGIES AND INTERVENTIONS

This study explores how conflict management strategies and interventions can enhance team effectiveness across diverse cultural contexts. The research examines the interplay between team empowerment, knowledge sharing, intra-group conflict, and team performance. A review of 26 academic publications on team dynamics, conflict management, and their impact on team effectiveness was conducted. Archival research methods were employed, including a systematic search strategy for relevant articles and a thematic analysis approach to extract key themes. The findings suggest that team empowerment can influence knowledge sharing and intra-group conflict. Cultural dimensions, such as power distance and collectivism, are argued to moderate the effectiveness of conflict management strategies. The research highlights the need for culturally- sensitive interventions to bridge the gap between theory and practice. Future research avenues are proposed, emphasizing the importance of intervention studies to explore the effectiveness of various conflict management strategies across cultures.

Movers or thinkers: the effect of new venture teams’ regulatory mode on innovation

Movers or thinkers: the effect of new venture teams’ regulatory mode on innovation

Team-centered IDAC: Modeling and simulation of operating crew in complex systems - Part 2: Simulation aspects and application

Complex systems operations, such as Nuclear Power Plants (NPPs), generally require professional operating teams. Factors associated with teamwork, such as inappropriate communication and coordination, are important contributing factors to accidents and unsafe behavior. The impact of crew interactions on team effectiveness and, consequently, on the entire system, has yet to be fully and quantitatively explored in high-risk environments such as NPPs. Since a team is an interactive social system, team-specific issues must be studied and evaluated from a “team perspective”—based on team dynamics and processes. This paper is a part of a two-papers series that presents a simulation-based Team Model for NPP control room operations. Part 1 describes the theoretical fundaments of the model and details its elements. The current paper, Part 2, describes the simulation aspects and a full application of the method to an NPP four-steam generator feedwater system pipe break. It presents how to set up the simulation elements, such as hardware and humans within a team, using MATLAB Simulink. The method is demonstrated through a case study of an NPP four-steam generator feed water system pipe break. The results are discussed and assessed against theoretical and experimental findings.

Top management team stability and maturity mismatch between investment and financing: the moderating effects of state ownership and institutional ownership

PurposeAccording to the resource-based theory, a firm’s unique resources and capabilities are the key to its competitive advantage. This paper aims to investigate the effect of top management team (TMT) stability, an important intangible resource of the firm, on the maturity mismatch between investment and financing of companies. Additionally, we explore the moderating effects of state ownership and institutional ownership in this context.Design/methodology/approachThis study conducts an empirical analysis based on the ordinary least squares (OLS) model with a sample of Chinese companies listed on the Shanghai and Shenzhen stock exchanges from 2010 to 2022.FindingsThe results show that TMT stability significantly mitigates the degree of maturity mismatch. Both state ownership and institutional ownership weaken the negative effect of TMT stability on maturity mismatch. Besides, alleviating financing constraints is a crucial pathway through which TMT stability influences maturity mismatch.Practical implicationsThe findings help firms to effectively retain TMT talents and reduce the occurrence of maturity mismatch.Originality/valueThis paper not only helps to expand the research on the economic effects of TMT stability but also provides new ideas on how to alleviate the maturity mismatch of companies.

Performance support team effectiveness in elite sport: a narrative review

ABSTRACT In pursuit of competitive advantage, elite sport organizations are increasingly relying on the support of diverse sport medicine and sport science staff, who are collectively referred to as the performance support team. Whilst it has been suggested that the accumulative input from diverse multiteam systems has the potential to contribute to a resultant whole that is greater than the sum of its parts, team effectiveness is reliant on more than the mere aggregate of diverse experts. The aim of this narrative review was to appraise, summarize, and apply pertinent performance support team literature to a conceptual framework for teamwork and team effectiveness in sport. It specifically explores team effectiveness, with reference to its inputs (i.e. characteristics of individual, team, and environment) and mediators (i.e. team processes and emergent states). This review provides an insight into the individual (i.e. disciplinary knowledge, technical competency, and interpersonal qualities), team (i.e. team composition and leadership), and external (i.e. hierarchical arrangement and environmental factors) inputs that are necessary for team effectiveness, as well as the mediators (i.e. behavioral processes and emergent states) that translate such inputs into desired outcomes.

Effect of multidisciplinary team-style continuity of care and nutritional nursing on lung cancer: randomized study.

Aim: The clinical efficacy of systemic chemotherapy is limited due to the nonspecific delivery of anticancer drugs and is associated with serious systemic adverse effects. Therefore, integrated treatment and comprehensive care are particularly important for postoperative chemotherapy patients with lung cancer.Materials & methods: This study aimed to ascertain the application effect of multidisciplinary team (MDT)-style continuity of care combined with whole-process nutritional nursing in postoperative chemotherapy patients with lung cancer. Nutritional indices, immune function, adverse emotions, self-efficacy, self-care ability, quality of life and toxic reactions during chemotherapy were recorded in postoperative chemotherapy patients with lung cancer receiving routine care (control group) and MDT-style continuity of care combined with whole-process nutritional care (intervention group).Results: After care, the intervention group performed higher BMI, PA, TP and ALB, CD3+, CD4+ and CD4+/CD8+, lower levels of CD8+, lower self-rating anxiety scale, self-rating depression scale and QLQ-C30 symptom domain scores and higher general self-efficacy scale, exercise of self-care agency scale and QLQ-C30 functional domain scores versus the control group (all p<0.05).Conclusion: MDT-style continuity of care combined with whole-process nutritional care can improve the nutritional status of postoperative chemotherapy patients with lung cancer, and in turn enhance their quality of life.

An Operational Assessment of Team Cognition for Long-Distance Space Missions

Long-duration and long-distance space missions create a complicated context for collaboration. The combination of environmental and psychosocial factors will negatively impact individual and team cognition, potentially jeopardizing mission success. To provide a richer understanding of the issues surrounding team cognition for future space exploration missions, this paper describes an operational assessment to identify the key team cognition factors most likely to affect problem solving. Semi-structured interviews were conducted to elicit team cognitive and associated factors relevant to long-duration spaceflight missions. Ten NASA employees (e.g., astronauts, mission controllers) were interviewed to provide a more complete and accurate representation of individual and team cognitive demands. Our goal was to explicate critical cognitive processes associated with team effectiveness in space missions and provide guidance on technology and training collaborative problem solving for space missions.

Cluster randomized trial of a team communication training implementation strategy for depression screening in a pediatric healthcare system: a study protocol

BackgroundPediatric depression is a global concern that has fueled efforts for enhanced detection and treatment engagement. As one example, the US Preventive Services Task Force recommends depression screening for adolescents ages 12–18 years. While many health systems have implemented components of depression screening protocols, there is limited evidence of effective follow-up for pediatric depression. A key barrier is timely team communication and coordination across clinicians and staff within and across service areas for prompt service linkage. However, team effectiveness interventions have been shown to improve team processes and outcomes and can be applied in healthcare settings.MethodsThis project aims to refine and test a team communication training implementation strategy to improve implementation of an existing pediatric depression screening protocol in a large pediatric healthcare system. The team will be defined as part of the study but is expected to include medical assistants, nurses, physicians, and behavioral health clinicians within and across departments. The implementation strategy will target team mechanisms at the team-level (i.e., intra-organizational alignment and implementation climate) and team member-level (i.e., communication, coordination, psychological safety, and shared cognition). First, the project will use mixed methods to refine the team training strategy to fit the organizational context and workflows. Next, a hybrid type 3 implementation-effectiveness pilot trial will assess the initial effectiveness of the team communication training (implementation strategy) paired with the current universal depression screening protocol (clinical intervention) on implementation outcomes (i.e., feasibility, acceptability, appropriateness, workflow efficiency) and clinical/services outcomes (increased frequency of needed screening and reduced time to service linkage). Finally, the study will assess mechanisms at the team and team member levels that may affect implementation outcomes.DiscussionTeam communication training is hypothesized to lead to improved, efficient, and effective decision-making to increase the compliance with depression screening and timely service linkage. Findings are expected to yield better understanding and examples of how to optimize team communication to improve efficiency and effectiveness in the pediatric depression screening-to-treatment cascade. This should also culminate in improved implementation outcomes including patient engagement critical to address the youth mental health crisis.Trial registrationNCT06527196.Trial Sponsor: University of California San Diego.

Integrating artificial intelligence into team decision‐making: Toward a theory of AI–human team effectiveness

AbstractArtificial intelligence (AI), a technological advancement radically affecting the workplace of the future, offers benefits for decision‐making processes. The most critical organizational decisions typically occur through teams. However, team theories are fundamentally psychosocial, and AI disrupts this context by introducing a non‐human actor. Therefore, negative implications of AI's role must also be understood. Toward theory on the effective integration of AI into team decision‐making, we synthesize the literatures on team effectiveness and team decision‐making with research from cognate disciplines on human–technology interaction and teaming. Based on this synthesis, we offer propositions highlighting key variable relationships and negative side effects that must be accounted for in AI–human team decision‐making and follow with practical suggestions for management's adaption to this new context. Overall, our analysis emphasizes critical themes, constructs, and relationships valuable for further research aimed at modernizing theory and practice in the face of this emerging technological shift.

Teamwork in Rural Emergency Health Care: A Simulation-Based Cross-over Study of Co-located and Distributed Teams.

Despite the increasing use of distributed healthcare teams, performance evaluation is largely lacking. This study examined rural emergency health care in Sweden to determine the effect of teams being either co-located or distributed with remote physicians accessible via telemedicine. In this crossover study, 17 three-person teams were video recorded during co-located and distributed simulated scenarios. Team performance in the video recordings was evaluated using the TEAM instrument. Co-located scenarios had significantly higher Total ratings for the instrument (items 1-11), in the teamwork domain (items 3-9), and in overall performance (item 12) compared with distributed scenarios (P < 0.005). Item-level analysis revealed that co-located teams were better at completing tasks on time (item 4) and showed greater adaptability to changing situations (item 7). The higher rating of the performance of co-located teams underscores the challenges facing distributed teams. Given that distributed healthcare teams are a reality in rural areas in northern Sweden, education and training must be adapted to address these challenges. This adaptation is crucial for ensuring high-quality patient care by distributed teams.

A Multilevel, Emergent Journey to Unpack Team Process Dynamics

In this essay, I reflect on my journey as a scientist endeavoring to unpack team processes and effectiveness, offering observations, learning points, and insights I gained along the way. I have organized my journey into three phases; (1) developing multilevel theory as a set of meta-theoretical principles that provide a foundation for theory and research on team processes and effectiveness, (2) substantive theory and research focused on learning, regulation processes, development, adaptation and team leadership, and (3) process theorizing, team dynamics, and computational theorizing and modeling. I close with some recommendations for advancing the science of team process dynamics and effectiveness.

The emergence of team compassion: Theoretical implications and practical interventions

With the recent experiences involving COVID-19, there is a growing need for organisations to better understand compassion in addressing employees’ suffering and boosting their well-being. Particularly, as teamwork is becoming ubiquitous, organisational scholars have identified positive benefits of compassion at the team level such as improving communication, decreasing interpersonal conflicts and boosting team effectiveness. Using a multilevel theoretical framework in reviewing compassion research, this article advances our understanding of team-level compassion by elucidating the processes through which individual-level compassion gives rise to team-level compassion. First, we delineate composition and compilation models of the emergence of team compassion and review empirical studies with respect to the two models. Second, we explain three social mechanisms in teams – social learning, emotional contagion and reciprocity – that shape the emergence of team compassion. Finally, we discuss interventions that can facilitate the emergence of team compassion and offer practical guidance for managers seeking to foster team compassion. JEL Classification: D23, I31

The Influence of Cultural Backgrounds on Team Dynamics and Decision Making in Multicultural Environments

With the deepening development of globalization, cross-cultural communication is becoming increasingly frequent, and the role of multicultural teams in enterprises, education, scientific research, and other fields is becoming increasingly prominent. However, while multicultural teams bring innovation and competitive advantages, they also face challenges such as cultural conflicts and communication barriers. This study aims to explore the strategies and challenges of multicultural teams in cross-cultural communication, as well as how to improve team effectiveness through effective management. Using case analysis method, multiple multinational corporations were selected as research objects, and data was collected through literature review and other methods to analyze the operational mode and management strategy of multicultural teams. Research has found that cultural sensitivity training, cultivation of cross-cultural communication skills, establishment of shared values, and flexible management styles are key strategies for enhancing the effectiveness of multicultural teams. Meanwhile, cultural conflicts and communication barriers are the main challenges. Effective management of multicultural teams is crucial for enhancing team effectiveness. Enterprises should attach importance to cross-cultural training, strengthen communication and understanding among team members, in order to overcome the challenges brought by cultural differences and achieve collaborative development of the team.

Collaborative strategies for adolescent suicide prevention: insights from Slovakia and Kyrgyzstan

ObjectiveThe study aimed to gain insights about the collaborative efforts of various professionals involved in preventing adolescent suicide within multidisciplinary teams in Slovakia and Kyrgyzstan.Materials and methodsA qualitative research method was employed, involving semi-structured interviews with 10 specialists from Slovakia and Kyrgyzstan.ResultsDespite differing levels of development and implementation of multidisciplinary team concepts, findings revealed a generally positive impact of collaborative efforts in both countries (more structured in Slovakia and less developed in Kyrgyzstan). Multidisciplinary teams in educational settings strive to create supportive environments for adolescents, contributing significantly to mitigating various issues during their formative years.ConclusionsPrevention efforts require coordinated action among multiple social institutions with unified strategies. While progress has been made, there remains potential for further development, particularly in improving cooperation among specialists, national recognition of youth suicide as a critical issue, and institutionalizing procedures to elevate the status and education of multidisciplinary teams.SignificanceThis research provides innovative insights into the effectiveness of multidisciplinary teams in suicide prevention among adolescents. By suggesting comprehensive strategies for team collaboration, it offers valuable contributions to reducing youth suicide rates in both Slovakia and Kyrgyzstan.

Влияние количественного состава защитной линии футбольной команды на её оборонительную эффективность

In order to compare the defensive effectiveness of football teams using tactical systems with different quantitative composition of the defensive line, the defensive effectiveness of teams from five European leagues and the Russian Premier League for 8 full seasons 2014-2022 was compared on a number of indicators (goals conceded, shots allowed on their own goal, expected goals conceded) based on electronic data resource understat.com. According to statistical analysis, tactical systems with two central defenders are more defensively effective than tactical systems with three central defenders, according to the xGa indicator (expected goals conceded). Significant differences in xGa were obtained for the English Premier League, the Spanish La Liga; differences at the trend level in xGa were obtained for the French Ligue 1 and all the championships considered in general. Further research is needed, taking into account not only the type of tactical system of the team, but also the type of the opposing team and other factors affecting the defensive effectiveness of the team.

The Relationships Between Organizational Citizenship Behavior, Affective Commitment and Team Effectiveness in A Non-Profit Organization

Non-profit organizations play a crucial role in fostering healthy communities by providing vital services that contribute to economic stability and mobility. However, the effectiveness of these organizations hinges on the positive and engaged behavior of their employees. These organizations may face challenges in staffing and resource management that can hinder performance and funding, making team effectiveness and organizational citizenship behavior essential for success. This study investigates the relationships between organizational citizenship behavior (OCB), affective commitment, and team effectiveness in a non-profit organization based in Selangor. Utilizing a cross-sectional design and a quantitative approach, 118 employees across local and international branches of a non-profit organization participated in an online survey. Data analysis was conducted using SPSS version 26. The study found that conscientiousness, courtesy, and civic virtue are the dimensions of (OCB) that positively influence team effectiveness, while altruism and sportsmanship did not show a significant impact in the non-profit context. Conscientious employees who are diligent and responsible, along with those who exhibit courtesy by being considerate and communicative, and those who actively participate in organizational activities, contribute meaningfully to team success. Furthermore, affective commitment, or employees' emotional attachment and identification with the organization, was also found to enhance team effectiveness, highlighting the role of an engaged and committed workforce in driving positive outcomes.

Dimensional Perspectives of Human Resource Development

Human Resource Management (HRM) is a collective term for all the formal systems created to help in managing employees and other stakeholders within an organization. It is tasked with four main functions, namely, the recruitment, utilization, development and motivation of employees. Ideally, the role of HRM is to find the best way to increase the productivity of an organization through its employees. Until recently, an organisation’s human resource department was categorized in the lower rungs. This is surprising considering the crucial role that this department plays in replenishing and nourishing an organization’s resources. It has transformed significantly from the task-oriented nature of administration it used to be in the 1980s. It is now viewed as a strategy-focused extension of every organisation. This department thrives on specific principles, such as commitment and competence, Another core function of HRM is employee orientation and development. Orientation is the process of teaching new recruits the necessary skills, knowledge, and behaviors so that they can transition to the new organisation effectively. Employee orientation is a broad process conducted by the HR department, and it’s done through different methods, including lectures, meetings, videos, mentoring, and team-building exercises. The main objective of the orientation is to provide new recruits with adequate information regarding the organisation’s targets, rules, policies, and activities. Employee development refers to all the efforts for improving individual, team, and organizational effectiveness. One aspect the human resource department tackles is talent development. This involves aligning the employees’ skills with the organisation’s needs. In addition to hiring, training, and orienting employees, HRM should alsoimprove their career opportunities.

Training for cultural intelligence and communication in remote work: challenges and opportunities

This article explores the challenges and opportunities of cultural intelligence (CQ) and communication training in remote work settings. With the increasing prevalence of virtual work, understanding and managing cultural differences have become crucial for effective collaboration. The study reviews the literature on CQ, emphasizing its importance in fostering communication, building trust, and ensuring successful teamwork in globally dispersed teams. It also addresses the role of emotional intelligence and intercultural skills in enhancing remote work dynamics. The findings highlight the need for tailored training programs to develop these competencies, considering different virtual teams' unique needs and dynamics. By integrating CQ into remote work strategies, organizations can improve team cohesion, performance, and effectiveness in a globalized work environment.

Refinement and Validation of the Team Effectiveness Scale for Nursing Units.

Understanding that the complexity and dynamic nature of the nursing care setting creates diverse conditions for teamwork is important when developing tools to measure nursing unit team effectiveness. The Team Effectiveness Scale for Nursing Units (TES-NU), based on the Integrated Team Effectiveness Model, was developed without confirmatory factor analysis and only tested on one nursing organization. It needs further research to prove its validity and reliability. This study aims to refine and validate the TES-NU in various nursing organizations. We designed this methodological study to refine the TES-NU by establishing its validity and reliability. The study included 330 clinical nurses from six general hospitals in South Korea, selected via convenience sampling. The TES-NU's refinement process includes item analysis, exploratory factor analysis, confirmatory factor analysis, item analysis, and convergent validity. The KMO of 22 preliminary items was 0.89, the cumulative variance of the five factors was 67.58%, and the commonality was >0.40. Confirmatory factor analysis indicated the revised model fit well with better indices: CMIN/DF = 1.687, CFI = 0.936, TLI = 0.924, RMSEA = 0.059, and SRMR = 0.057. We simplified the refined scale to 22 items in 5 subdomains: "head nurses leadership", "job satisfaction", "cohesion", "work performance", and "nurses competence". Convergent validity (r = 0.69, p < 0.001) and reliability (Cronbach's alpha = 0.92) were validated for the revised TES-NU. A refined TES-NU has tested their validity and reliability. Nursing managers can use this tool to manage the performance of individual nurses as well as nursing units, which will contribute to improving the work performance of the nursing organization.

Team-centered IDAC: Modeling and simulation of operating crew in complex systems – Part 1: Team model and fundamentals

Operation of highly complex systems such as Nuclear Power Plants (NPPs) generally require highly trained professional operating teams. Factors associated with teamwork, such as ineffective communication and coordination, can be important contributing factors to accidents and unsafe behavior. The impact of crew interactions on team effectiveness and, consequently, on the entire system, has not been fully and quantitatively explored in high-risk environments such as NPPs. Since a team is an interactive social system, team-specific issues must be studied and evaluated from a “team perspective”—based on team dynamics and processes. This paper is part of a two-papers series that presents a simulation-based Team Model for NPP control room operations. The current paper, Part 1, describes the theoretical fundaments of the model and details its elements. The accompanying paper describes the simulation aspects, and a full application of the method to a pipe break accident in a four- four-loop steam generator feedwater system. The proposed model is based on the IDAC (Information, Decision, and Action in Crew context) cognitive model framework. The resulting model, Team-centered IDAC (Tc-IDAC), examines the team activities “Collaborative information collection,” “Shared decision making,” and “Distributed action execution” through specific modules for Team Error Management. These modules include error detection, error indication and error correction, and team performance shaping factors.