Team Efficacy Research Articles

Train one and get a crew: a multilevel evaluation of team-centric leadership training for airport security screening crew leaders

PurposeThis study aims to introduce a team-centric leadership training program tailored for leaders of critical action teams. It emphasizes the critical role of effective teamwork in high-stakes environments.Design/methodology/approachThe authors developed a team-centric leadership training program for crew leaders of airport security teams. The training program comprised in-class teaching on the psychological foundations of teamwork and practical simulations. The training program’s effectiveness was assessed at the individual and team levels using Kirkpatrick’s evaluation model to obtain a complete evaluation of its effectiveness. First, a pre- and posttraining questionnaire recorded changes in self-efficacy, knowledge and skills about teamwork at the individual level from 62 leaders. Second, the authors assessed the transfer effects of the team-centric leadership training on self-reported team processes and team performance during a work shift of 37 crews.FindingsResults indicate an improvement in the application of teamwork skills but not in self-efficacy or knowledge among crew leaders who underwent the training. Additional analysis revealed that leaders with initially high self-efficacy in teamwork experienced a reduction posttraining, whereas those with initially low levels reported an increase. Teams led by trained leaders demonstrated a higher engagement in key team processes than those led by untrained leaders. No effect has been found on team performance.Originality/valueThis study offers a cost-effective alternative to conventional teamwork training methods, specifically designed for high-pressure security contexts. The authors advocate for the adoption of this training model by security professionals, aiming to elevate team processes and operational efficacy in critical action teams.

The Impact of Servant Leadership on Trust, Team Efficacy, and Intrinsic Motivation in Healthcare

This study aims to investigate the intricate dynamics of servant leadership and its impact on intrinsic motivation within the medical field, with a particular focus on the roles of trust as a moderator and team efficacy as a mediator. A sample of 200 hospital employees was surveyed using self-administered questionnaires. Data were analyzed using SmartPLS software to test the hypothesized relationships. The findings reveal that servant leadership significantly enhances intrinsic motivation, with trust amplifying this effect as a moderator, and team efficacy serving as a crucial mediator. Specifically, trust strengthens the relationship between servant leadership and team efficacy, which in turn, boosts intrinsic motivation. These results provide valuable insights into how servant leadership can be leveraged in healthcare settings to foster a motivated and effective workforce. The study addresses a critical gap in leadership literature by highlighting the dual roles of trust and team efficacy in the servant leadership process. The implications of this research suggest that healthcare organizations should focus on cultivating servant leadership qualities among their leaders, as well as fostering a trust-rich environment and promoting team efficacy to enhance employee motivation and overall performance.

Enhancing Emergency Response: The Role of Collective Competence in Epidemiological Teams for Effective Laboratory Data Collection and Analysis

Background: Health systems globally face ncreasing challenges from health crises and epidemic threats, necessitating the pivotal role of epidemiological teams in emergency response. This study investigates the significance of collective competence within these teams, focusing on their ability to collect, analyze, and manage laboratory data effectively. Methods: A cross-sectional descriptive study design was used to survey epidemiological teams in Saudi Arabia. A structured questionnaire was developed based on existing literature and distributed electronically to participants. Data analysis was performed using the Statistical Package for the Social Sciences (SPSS), using descriptive and inferential statistics to summarize participant characteristics and explore associations between variables. Results: A total of 208 epidemiological teams member completed the questionnaire, yielding insights into their The Role of Collective Competence in Epidemiological Teams. The findings reveal high levels of agreement regarding the effectiveness of management approaches, knowledge sharing, and team collaboration, with the average score exceeding 4.0 on a 5-point scale. Notably, team efficacy was found to significantly enhance the efficiency of laboratory data collection and analysis, accounting for approximately 25.9% of the variance in efficacy. Discussion: These findings underscore the need to invest in developing team competencies within epidemiological teams to improve emergency response capabilities. The study provides practical insights into enhancing team collaboration and coordination, ultimately contributing to more effective public health interventions in future health crises.

In-Depth Assessment of the Influence of Leadership Styles on Team Performance through the Lens of Wisdom Leadership

Examining team efficacy with the lens of leadership styles' effects on team performance of Wisdom Leadership (WL) highlights how different leadership styles impact team performance and highlights the part that WL plays in directing and improving team results through careful, well-considered decision-making. WL can be difficult to assess and use consistently in a variety of circumstances due to its subjective character, and it can ignore environmental considerations and practical limits that impact team effectiveness. There are 195 participants’ data are collected in leadership styles’ impact on team performance through the WL lens was gathered at random. Some questionnaires are also randomly gathered. Decision-making effectiveness (DME), conflict resolution skills (CRS), emotional intelligence (EI), visionary thinking (VT), team cohesion (TC), and employee satisfaction (ES) these factors are used to determine with the lens of WL, how leadership styles affect team performance. The statistical of PLS-SEM, Cronbach's Alpha, discriminate validity tests, Average Variance Extracted (AVE), and Exploratory Factor Analysis (EFA) to evaluate leadership styles' impact on team performance, ensuring reliability and theoretical alignment. The results validate all of the hypotheses and demonstrate that variables such as DME, CRS, EI, VT, TC, and ES significantly positively correlate with WL.When examining how team performance is affected by leadership styles through the perspective of WL. The WL approaches provides a supportive and moral atmosphere that greatly improves team performance. The significance of incorporating wisdom into leadership techniques is underscored by the way that type of leadership fosters trust, efficient communication, and sustained success.

Effects of coaches' autonomy support on athletes' aggressive behavior and athlete burnout: verification of the mediating effects of coach-athlete relationship and team efficacy.

This study investigated the relationships between perceived autonomy support, coach-athlete relationship, team efficacy, aggressive behavior, and athlete burnout among team sports athletes. It verified the mediating effects of the coach-athlete relationship and team efficacy on the relationship between autonomy support and athlete burnout. A questionnaire survey on autonomy support, coach-athlete relationships, aggressive behavior, and athlete burnout was administered to 336 team sports athletes (292 male athletes and 44 female athletes). A cross-sectional research design was used to collect the data. To analyze the collected data, frequency, reliability, descriptive statistical, and correlation analyses were performed using SPSS version 26.0. In addition, confirmatory factor analysis, convergent validity tests, and structural model analysis were conducted using AMOS version 24.0. Bootstrapping was used to examine the mediating effects. The fit of the measurement model was assessed by calculating the fit indices as follows: x 2 = 329.689, df = 124, p < 0.001, TLI = 0.945, CFI = 0.956, RMSEA = 0.070 (90% CI = 0.061-0.080), and SRMR = 0.060. Autonomy support positively affected the coach-athlete relationship (β = 0.841) and team efficacy (β = 0.338). The coach-athlete relationship positively affected team efficacy (β = 0.479). Furthermore, autonomy support did not significantly influence aggressive behavior (β = -0.053), and negatively affected athlete burnout (β = -0.305). The coach-athlete relationship also did not significantly affect aggressive behavior (β = 0.054), and negatively affected athlete burnout (β = -0.303). Team efficacy negatively affected aggressive behavior (β = -0.516) and athlete burnout (β = -0.201). Finally, autonomy support was found to affect athlete burnout through the coach-athlete relationship and team efficacy. Considering that autonomy support affects athlete burnout through coach-athlete relationship and team efficacy, coaches need to enhance the quality of the coach-athlete relationship and improve team efficacy to reduce athlete burnout. Above all, the study findings suggest that coaches need to provide autonomy-supportive behaviors.

Linking team emergent states to achieve persistence with a business idea in student teams

AbstractThe expanding research on team emergent states explains many facets of team dynamics in an entrepreneurial context. However, the interactions between team emergent states are still unknown. Detached from team emergent states, studies on student entrepreneurship have disclosed findings clustered around students' entrepreneurial intentions while neglecting the issue of persistence with a developed business idea. This study contributes to the literature by proposing an intersection between team emergent states and student entrepreneurial education research via a model where transactive memory systems mediate the effect of team efficacy on team persistence. The model is tested on a sample of student teams using a partial least‐square structural equation modelling approach. The findings support the proposed indirect effect. The study offers theoretical implications for team emergent states and policy implications for entrepreneurial education.

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

Purpose Based 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/approach The 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. Findings The findings indicate that entrepreneurial collective efficacy is positively associated with team effectiveness through instrumental support, especially in small teams. Originality/value This 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).

A LIGAÇÃO ENTRE A CAPACIDADE DE INTERAÇÃO PROATIVA COM O DESEMPENHO DA EQUIPE DE TRABALHO EM HOTÉIS CINCO ESTRELAS

Objective: This research aims to use proactive interaction capability as a mediating variable for the influence of knowledge sharing on work team performance. Method: This research method was developed in a causal research design in which research hypotheses will be tested, with the aim of identifying causal relationships between variables. The population in this study were all department managers in the 5 Star hotel industry in West Java with a sample of 22 hotels. These departments include Front Office, Food and Beverage service, Food and Beverage products, Housekeeping, Accounting, HRD, Engineering, Marketing and Security. Apart from that, the hotel owner is a member of the Indonesian Hotel and Restaurant Association (PHRI) and the hotel has been operating for more than 10 (ten) years. The data source used in this research is primary data with data collected using a list of statements submitted directly to respondents. The data analysis method used in this research uses variance-based or component-based SEM structural equation modeling techniques which include several steps including preparing flow diagrams, model fit research, and structural model assessment. Results and Discussion: The results of this research show several findings, including (1) the work team efficacy variable is not able to mediate proactive interaction capability and work team performance, (2) the proactive interaction capability variable is able to mediate knowledge sharing on work team performance. Originality/Value: Proactive interaction capability in this research is a new initiative in explaining the process of how knowledge sharing can improve work team performance.

Performance differences and determinants of success in world men's handball championships

Abstract - Aim It is to compare performance indicators among World Men's Handball Championships, 2017, 2019 and 2021. Taking into consideration that the last one took place under pandemic restrictions, and thus affecting all stages of preparation and competition, we also investigated indicators that mostly affected the teams’ ranking. Methods: The sample consisted of sets of performance indicator variables specifically related to court player and goalkeeper efficacy, offense, defense, and punishment of all participant teams. We used the analysis of variance and the ordinary least square regression. Results: No significant differences in shots (p = 0.165, η2 = 0.046) and goals per game (p = 0.211, η2 = 0.040) were found in the last three successive world championships examined in our study. However, significant differences were found in court player efficacy at 6 m (p = 0.000, η2 = 0.226) and breakthrough (p = 0.047, η2 = 0.077) while for goalkeeper efficacy, differences were observed at 6 m (p = 0.000, η2 = 0.199), penalty (p = 0.049, η2 = 0.099) and fast break (p = 0.005, η2 = 0.132). From the set of variables related to offense, defense and punishment, significant differences were observed only for assists per game (p = 0.004, η2 = 0.134). Conclusion: The determinants of success of the top teams were the variables of court player efficacy and goalkeeper efficacy at 9 m followed by goalkeeper breakthrough efficacy, technical faults and 2-min suspensions per game.

What Should Healthcare Systems Consider When Modernizing Call Centers? Early Considerations From the Veterans Health Administration.

Growing numbers of hospitals and payers are using call centers to answer patients' clinical and administrative questions, schedule appointments, address billing issues, and offer supplementary care during public health emergencies and national disasters. In 2020, the Veterans Health Administration (VA) implemented VA Health Connect, an enterprise-wide initiative to modernize call centers. VA Health Connect is designed to improve the care experience with the convenience, flexibility, and simplicity of a single toll-free number connected to a range of 24/7 virtual services. The services are organized into four areas: administrative guidance for scheduling and general inquiries; pharmacy support for medication matters; clinical triage for evaluation of symptoms and recommended care; and virtual visits with providers for urgent and episodic care. Through a qualitative evaluation of VA Health Connect, we sought to identify the factors that affected the development of this program and to compile considerations to support the implementation of other enterprise-wide initiatives. The evaluation team interviewed 29 clinical and administrative leads from across the VA. These leads were responsible for the modernization of their local service networks. PhD-level qualitative methodologists conducted the interviews, asking participants to reflect on barriers and facilitators to modernization and implementation. The team employed a rapid qualitative analytic approach commonly used in healthcare research to distill robust results. A review of the early implementation of VA Health Connect found: (1) deadlines proved challenging but provided momentum for the initiative; (2) a balance between standardized processes and local adaptations facilitated implementation; (3) attention to staffing, hiring, and training of call center staff before implementation expedited workflows; (4) establishing national and local leadership commitment to the innovation from the onset increased team cohesion and efficacy; and (5) anticipating information technology infrastructure needs prevented delays to modernization and implementation. Our findings suggest that healthcare systems would benefit from anticipating likely obstacles (e.g., delays in software implementations and negotiations with unions), thus providing ample time to secure leadership buy-in and identify local champions, communicating early and often, and supporting flexible implementation to meet local needs. VA leadership can use this evaluation to refine implementation, and it could also have important implications for regulators, federal health exchanges, insurers, and other healthcare systems when determining resource levels for call centers.

Team efficacy, feeling of reduced personal accomplishment, and individual creative performance: Team trust as a moderator

We studied the interaction of team efficacy and team trust on feeling of reduced personal accomplishment. Data were obtained from a survey conducted with 270 teams made up of 1,787 individual employees of a multinational shipbuilding corporation headquartered in South Korea. We found that when team trust was low, team efficacy was positively related to individual burnout, whereas the relationship was nonsignificant when team trust was high. The feeling of reduced personal accomplishment, was, in turn, negatively related to individual creative performance. Contrary to common intuition about the positive effects of team efficacy, the results suggest that high team efficacy can lead to increased burnout and, ultimately, have a negative impact on creativity under conditions of low team trust. In the process, we also discussed the relative salience of the team as an extension of the self.

The Impact of Virtual Simulation in Capstone Design: Enhancing Communication, Critical Thinking, and Team Efficacy

The Impact of Virtual Simulation in Capstone Design: Enhancing Communication, Critical Thinking, and Team Efficacy

Emotional intelligence training for sports coaches – evaluation of a time-effective online intervention and its effects on coaching efficacy

Emotional Intelligence (EI) describes the way an individual manages one’s own and others’ emotions. In the context of sports, higher EI has been associated with more successful performance and coping. Past studies with athletes have shown that EI can be improved through training. However, the present study is the first evaluating an EI training specifically designed for sport coaches. Therefore, 57 coaches from individual sports (e.g., running, swimming, triathlon; recreational to international level) were randomized into intervention group (EI training) and control group (health and well-being training). Both trainings consisted of five weeks (15 sessions of 10-15 minutes), and in response to coaches’ needs for accessible and time effective training tools they were carried out online. Coaches’ EI and beliefs in their coaching skills (i.e., coaching efficacy) were assessed before and after the training. We found that coaches’ interpersonal emotional competencies, game strategy efficacy, and team efficacy improved in the intervention group, but not in the control group. In addition, results replicated a positive correlation between EI and coaching efficacy. The present study contributes to EI research and coaching science, especially by addressing the call for empirically evaluated coaching education. Overall, we can recommend the implementation of an EI training for coaches in applied sport psychological work and for coaching education programs. Lay summary: An EI training addressing coaches’ needs for accessible and time effective training through an online-based format was evaluated. Compared to a control group training, the EI training enhanced coaches’ interpersonal emotional competencies and their perceived skills to influence athletes in competitions (game strategy efficacy) and their team dynamics (team efficacy).

Effect of changes in the net height, court size, and serve limitations on technical-tactical, physical, and psychological aspects of U-14 female volleyball matches.

The objective was to analyze the effect of a reduction of the net height and the court size and serve limitations on the technical-tactical actions, physical actions, and psychological aspects in youth volleyball players. The sample was 29 under-14 female volleyball players (three regional club teams). A quasi-experimental design was implemented to assess the effect of modification in three tournaments. The independent variables were: a) official rules tournament (no changes in the rules), b) Experimental Tournament 1 (reduction in the net height from 2.10 m to 2 m, no jump serves, and a maximum of two serves per player and rotation), and c) Experimental Tournament 2 (reduction in net height from 2.10 m to 2 m, reduction in court size from 9 × 9 m to 8 × 8 m, no jump serves, and a maximum of two serves per player and rotation). The dependent variables were: ball contact done (type), quality and efficacy of the technical actions, team game phases occurrence, quality and efficacy, continuity index, number of jumps, player's jump load in the take-off and landing, number of hits, average heart rate, Rate of Perceived Effort, time between ball contacts, serve velocity, perceived individual and collective self-efficacy, perceived enjoyment, and perceived satisfaction. Experimental Tournament 1 involved an increase in the efficacy of serves and a decrease in the efficacy of side-out phases. The imbalance between serve and reception did not impact game continuity but reduced the attack and blocks. Experimental Tournament 2 involved a decrease in the efficacy of serves and an increase in the efficacy of side-out phases. The balance between serve and reception increased reception efficacy, the occurrence of attacks and blocks, game continuity, and players' effort. players' effort. Scaling the net and court and adapting the serve rules (Experimental Tournament 2) resulted in game dynamics for these U-12 teams that were more similar to those of posterior stages of player through the balance between serve and reception and the adaptation of the net height and court size.

Transformational Leadership of School Administrators and High Team Engagement: Mediated by Team Efficacy and Citizenship Behavior

Transformational Leadership of School Administrators and High Team Engagement: Mediated by Team Efficacy and Citizenship Behavior

Team Efficacy Profiles: Congruence Predicts Objective Performance of Athlete Pairs.

Efficacy beliefs targeting personal (self-efficacy), teammates' (other-efficacy), and conjoint (collective efficacy) abilities are each associated with performance of athlete pairs. The purpose of this study was to examine (a)congruence/incongruence of efficacy beliefs between athletes in a pair as a predictor of quality of individual and team performance and (b)quality of performance relative to efficacy congruence at high, moderate, and low levels of efficacy. Eighty-two cheerleading pairs, composed of one base and one flyer, completed questionnaires assessing self-, other, and collective efficacy prior to a national collegiate competition. Individual and team performances were assessed using objective criteria. Polynomial regression analyses indicated that team performance was predicted by congruence of (a)both athletes' collective efficacy beliefs and (b)base self-efficacy and flyer other efficacy. Findings supported that congruence at moderate to high levels of efficacy was associated with better performance relative to incongruent efficacy beliefs across the two athletes.

The Effects of University Students&amp;apos; Team Efficacy on Learning Engagement and Learning Outcomes in Team-Based Learning of General Education

The purpose of this study is to examine the effects of team efficacy on learning engagement and learning outcomes in team-based learning. For this purpose, we analyzed class cases conducted through team-based learning at C University's College of General Education. To achieve our purpose, the results of team efficacy, learning engagement, and learning outcomes of 130 learners who experienced team-based learning were analyzed. As a result of the study, first, from analyzing the correlation between team efficacy, learning engagement, and learning outcomes, we found that there was a significant positive correlation between the differences among the three variables. Second, in team-based learning, team efficacy had a positive effect on learning engagement and learning outcomes. Third, from analyzing whether there were differences in team efficacy, learning engagement, and learning outcomes by gender and field in team-based learning, we found that female students partook in higher learning engagement than their male counterparts. However, we also found the same statistically significant difference between female and male students in regards to their majors, as the data showed that female students enrolled in the humanities scored higher when it came to their learning engagment, but not as high as male students taking science and engineering courses. Based on the results of this study, we suggest that systematic instructional design is needed to promote the formation and development of team efficacy in order to increase learner engagement in team-based learning and to maximize learning outcomes.

A practical tool for managing change: cross-sectional psychometric assessment of the safe surgery organizational readiness tool.

Strengthening health systems through planned safety and quality improvement initiatives is an imperative to achieve more equitable, resilient, and effective care. And yet, years of organizational behavior research demonstrate that change initiatives often fall short because managers fail to account for organizational readiness for change. This finding remains true especially among surgical safety and quality improvement initiatives in low-income countries and middle-income countries. In this study, our aim was to psychometrically assess the construct validity and internal consistency of the Safe Surgery Organizational Readiness Tool (SSORT), a short survey tool designed to provide change leaders with insight into facility infrastructure that supports learning and readiness to undertake change. To demonstrate generalizability and achieve a large sample size ( n =1706) to conduct exploratory factor analysis (EFA) and confirmatory factor analysis (CFA), a collaboration between seven surgical and anesthesia safety and quality improvement initiatives was formed. Collected survey data from health care workers were divided into pilot, exploration, and confirmation samples. The pilot sample was used to assess feasibility. The exploration sample was used to conduct EFA, while the confirmation sample was used to conduct CFA. Factor internal consistency was assessed using Cronbach's alpha coefficient. Results of the EFA retained 9 of the 16 proposed factors associated with readiness to change. CFA results of the identified 9 factor model, measured by 28 survey items, demonstrated excellent fit to data. These factors (appropriateness, resistance to change, team efficacy, team learning orientation, team valence, communication about change, learning environment, vision for sustainability, and facility capacity) were also found to be internally consistent. Our findings suggest that communication, team learning, and supportive environment are components of change readiness that can be reliably measured prior to implementation of projects that promote surgical safety and quality improvement in low-income countries and middle-income countries. Future research can link performance on identified factors to outcomes that matter most to patients.

Agile work practices and team creativity: the mediating role of team efficacy

PurposeThis study aims to examine the impact of two dimensions of agile work practices (i.e. agile taskwork and agile teamwork) on team efficacy and creativity. Further, it examines the mediating effect of team efficacy in the relationship between two dimensions of agile work practices and team creativity.Design/methodology/approachThe data were collected from 563 professionals working in 290 information technology (IT) companies in India using a self-reporting structured questionnaire. Partial least squares-structural equation modeling (PLS-SEM) was used to test the hypothesized model.FindingsThe results demonstrate that agile taskwork and agile teamwork positively impact team creativity and team efficacy, and team efficacy positively impacts team creativity. Furthermore, team efficacy partially mediates the impact of agile taskwork and agile teamwork on team creativity.Practical implicationsThis study shows the importance of agile work practices and team efficacy to enhance team creativity. The research offers managers strategies to boost team creativity.Originality/valueThere is a dearth of research examining the distinct effects of agile taskwork and agile teamwork on team efficacy and team creativity. Also, this study is one of its kind that examines the mediating mechanisms that explain the effect of agile taskwork and agile teamwork on team creativity.

임상간호사의 공유리더십과 팀효능감이 회복탄력성에 미치는 영향

Objectives This study investigates the effects of shared leadership, team efficacy on resilience Clincal nursre. Methods Data collection was conducted on 194 Clincal nursre from April 10 to April 30, 2023, at P city and the responses to the questionnaire were analyzed by descriptive analysis, t-test, One-way ANOVA, Pearson's corre-lation coefficient, and Hierarchical Multiple Regression Analysis. Results As results of this study, shared leadership scored 3.91 out of 5, Team efficacy 3.84 out of 5 and Resilience 3.60 out of 5. Shared leadership was significantly higher the position (F=3.644, p&lt;.05) and Team efficacy was higher with more clinical experience (F=2.683, p&lt;).05), the higher the position, the higher it was(F=3.234, p&lt;.05). The resilience of the older you are (F=4.626, p&lt;.05), the higher the clinical career (F=3.811, p&lt;.01), and the higher the position, the higher the position, the higher the clinical career(F=5.284, p&lt;.01). Clinical nurses' of resilience was correlated with shared leadership (r=.393, p&lt;.001)and there was a correlation with team efficacy (r=.582, p&lt;.001). More clinical experience (β=.364, p&lt;.01), had an effect on team efficacy is resilient (β=.608, p&lt;.001) and explaining 40.6% of the variance(F=12.522, p&lt;.001). In other words, it was results show that the resilience of clin-ical nurses increased were associated with enhanced as the clinical experience, the team efficacy. Conclusions Based on the results of this study, it can be concluded that management measures such as the de-velopment and application of programs to improve resilience of clinical nurse are needed.