Influence Team Dynamics Research Articles

Comparative Analysis of Leadership Styles in Public vs. Private Secondary Schools

The study's goals were to determine how leadership styles—transformational, transactional, authoritarian, democratic, and laissez-faire—differ between public and private secondary schools. Leadership styles encompass various approaches that influence team dynamics and organizational effectiveness. Understanding these styles is essential for fostering employee engagement and achieving strategic goals. The population was drawn from every high school in the Kasur district. To gather the data, multistage sampling approaches were employed. Data was gathered via a questionnaire. SPSS was used to analyze the data. Inferential statistics (Independent sample t-test) were employed. With the exception of laissez-faire leadership, the study's results showed a highly significant difference in leadership styles. Future studies should examine how environmental and cultural elements affect the efficacy of different leadership philosophies in diverse organisational contexts. Longitudinal studies could also look at how leadership philosophies change over time and how they affect workers' performance and happiness over the long run.

The mediating effect of team trust on shared leadership and team performance

PurposeAs team members temporarily assume the role of leader, a system of shared leadership emerges. This study had three purposes: (a) to test the underlying three dimensions of shared leadership behaviors, (b) to examine the relationship between shared leadership behaviors and team performance, and (c) to examine the mediating effect of trust between team members’ perceptions of shared leadership and performance.Design/methodology/approachWe used the sub-dimensions of shared leadership: relation-oriented shared leadership (ROSL), task-oriented shared leadership (TOSL), and creativity-oriented shared leadership (COSL). We collected survey data from college student teams at two different time points.FindingsThis study’s factor analysis results supported a second-order factor model that explains shared leadership with TOSL, ROSL, and a new COSL construct. Additionally, we discovered that shared leadership behaviors predicted team performance both directly and indirectly through team trust.Originality/valueThis study confirms the role of the new sub-dimension of COSL originally discovered by video analysis of project teams (Leight et al., 2018), thereby adding value to shared leadership research. This quantitative study supports the COSL with TOSL and ROSL in a second-order model where each component contributes unique input into the team dynamics. Our findings underscore the significance of shared leadership in elevating team trust, ultimately resulting in improved team performance. This insight holds particular relevance for educational management and leadership, offering a framework for understanding how shared leadership practices can positively influence team dynamics within academic contexts.

Fostering product development efficiency through cross-functional team leadership: Insights and strategies from industry experts

This study investigates the impact of leadership models on the efficiency and innovation outcomes of cross-functional teams (CFTs) in product development contexts. With the aim of identifying effective leadership practices, the research focuses on how transformational, shared, and situational leadership models influence team dynamics, communication, collaboration, and ultimately, product development efficiency. Employing a systematic literature review combined with content analysis, the study analyzes peer-reviewed articles and scholarly books published from 2013 to 2024. This methodology facilitates a comprehensive examination of current leadership models and their applicability to CFTs. Key findings reveal that transformational leadership inspires and motivates team members, shared leadership enhances ownership and accountability, and situational leadership adapts to the dynamic needs of product development projects. These leadership models significantly contribute to fostering an environment conducive to open communication and collaboration, driving innovation and efficiency in product development processes. Based on these insights, strategic recommendations for industry leaders include adopting flexible leadership styles, promoting open communication, encouraging shared leadership, and investing in leadership development. These strategies are pivotal for leveraging the diverse expertise within CFTs and enhancing product development outcomes. The study underscores the critical role of leadership in maximizing the potential of CFTs for innovation and efficiency. It highlights the need for leaders to adapt their strategies to the unique challenges of managing diverse teams, offering a path forward for effective team leadership in product development. Keywords: Cross-functional teams, Leadership models, Product development efficiency, Innovation outcomes.

When people start getting real: The Group Living Skills Survey for extreme work environments.

Group living skills (GLS), that is, being tidy and considerate of others, are an important skillset for teams who live and work together. However, this construct does not have a validated measure to enable an understanding of how group living skills influence team dynamics over time. We developed and validated a short measure of group living skills for teams living in extreme work environments. We collected data from 83 individuals in 24 teams living and working in space and spaceflight analog environments on missions of 45-240 days. We provide evidence of reliability and validity for the GLS Survey over time and identify a two-factor structure. We also demonstrate its use as a measure of team-level dynamics and its utility as a sociometric measure to identify a person's degree of group living skills. We outline recommendations for using this new measure in future research and applied settings to understand this unique aspect of teams living and working together.

Primary health care team faultlines and team performance: the mediating role of knowledge sharing.

Family doctor teams, serving as health gatekeepers, are extensively advocated in China. Their composition, comprising a heterogeneous mix of professionals, contributes to a more comprehensive service, but also poses challenges. Consequently, scholarly interest has arisen in comprehending how these compositions, known as faultlines, influence team dynamics and outcomes. However, there is a lack of comprehensive exploration into how faultlines influence team members' communication processes and knowledge sharing. This study aims to provide insights into the associations between faultlines in primary care teams and team performance, specifically exploring how knowledge sharing may mediate these effects, with the goal of revealing key insights to optimize contracted family doctor services. Survey data from 291 family doctor teams in China was utilized to test hypotheses, revealing a negative association between (social-category and information-based) faultlines and knowledge sharing. Team knowledge sharing acts as a mediator in the relationship between these faultlines and team performance. Our findings advance faultlines theory and emphasize the mediating role of knowledge sharing in elucidating the interplay between faultlines and team performance. These insights are crucial for fostering collaboration, managing faultlines, and enhancing healthcare team performance.

Fluid and Virtual Teams

Numerous contemporary work teams encompass both virtuality, marked by geographically dispersed members relying on technology for communication, and fluidity, involving the rapid assembly of members with limited prior experience for immediate, time-sensitive tasks. Instances include global virtual teams, military command and control teams, and similar contexts in which rapidly assembled distributed teams are prevalent. However, research on fluid virtual teams remains scarce. In this article, we expound upon the concept of team fluidity, explain how fluid virtual contexts influence team dynamics, and explore the implications for effectively supporting fluid virtual teams.

Assessment of Personality for Influencing Team Dynamics

Personality and team dynamics are closely related and can have a significant impact on the effectiveness of a team. Having a diverse range of personalities on a team can bring new ideas and solutions, but it can also lead to conflicts if team members have difficulty communicating or working together effectively. Personality and team dynamics play an important role in determining the effectiveness of a team. A diverse range of personalities can bring new ideas and solutions, but itcan also lead to conflicts if team members have difficulty communicating or working together effectively. This is a literature based research to find team dynamics under different personality. The development of innovative solutions to complex problems in the field of information systems (IS) has become increasingly challenging. In order to meet these challenges, many organizations have adopted the use of cross-functional teams in their IS development process. These teams consist of both users, such as accountants and salespeople, and IS professionals, such as systems analysts and programmers. The goal of these teams is to work together effectively in order to produce successful systems. The team-building literature suggests that teams should have high levels of satisfaction with their performance, but in reality, this is not always the case. This suggests that there may be challenges in effectively implementing teams in the IS development process.

The influence of personality on psychological safety, the presence of stress and chosen professional roles in the healthcare environment.

Healthcare teams are expected to deliver high quality and safe clinical care, a goal facilitated by an environment of psychological safety. We hypothesised that an individual's personality would influence psychological safety, perceived stressors in the clinical environment and confer a suitability for different professional roles. Staff members were recruited from the Emergency or Critical Care Departments of one National Health Service Trust. Qualitative interviews explored participants' experiences of personality, incorporating quantitative surveys to evaluate psychological safety and perceived stressors. The 16 Primary Factor Assessment provided a quantitative measure of personality. Participants demonstrated midrange scores for most personality traits, highlighting an ability to adapt to changing environments and requirements. There was a signal that different personality traits predominated between the two professional groups, and that certain traits were significantly associated with higher psychological safety and certain perceived stressors. Personality was described as having a strong influence on teamwork, the working environment and leadership ability. Our analysis highlights that personality can influence team dynamics and the suitability of individuals for certain clinical roles. Understanding the heterogeneity of personalities of team members and their likely responses to challenge may help leaders to support staff in times of challenge and improve team cohesiveness.

Responsibility as professional leadership and decision making: Interviews with non-medical Responsible Clinicians

BackgroundResponsible Clinicians are professionals who are primarily accountable for the care and treatment of patients detained under the Mental Health Act, 1983 in England and Wales. The role has only been taken up by under 100 nurses and psychologists since 2007. The aim of this study was to explore the experiences of non-medical Responsible Clinicians, to inform our understanding of interprofessional dynamics and professional identity in contemporary mental healthcare. MethodsA qualitative study comprising thematic analysis of interviews with twelve non-medical Responsible Clinicians. ResultsA major theme of ‘Interpretations of responsibility’ emerged, with two sub themes: ‘Responsibility as leadership ‘and ‘Responsibility as decision making’. Taking on the role had implications beyond the care of specific patients. Participants saw themselves as having the power to shape their team and service whilst exercising their authority to make difficult decisions about risk and restrictions. ConclusionsMore widespread adoption of the non-medical Responsible Clinician role should not be seen solely as a solution to workforce shortages or lack of opportunities for professional advancement. Consultant nurses and psychologists who take on this role are seising the opportunity to steer service developments more widely, influencing team dynamics and perceptions of accountability.

Collective aspirations: collective regulatory focus as a mediator between transformational and transactional leadership and team creativity

This paper examines the mediating role of two emergent team states—collective regulatory focus (CRF) and team initiative—for transmitting the effects of transformational and transactional leadership and team members’ chronic-regulatory focus on team creative performance. We conducted two studies. An experimental team-level study of 54 teams (n = 157) and a survey study conducted among employees who work in teams (n = 141). Team-level analysis of study 1 reveals that CRF and team initiative mediate the effect of leadership and team members’ chronic regulatory focus on creative performance. In addition, collective promotion moderates the negative effects of collective prevention on both team initiative and creativity. Study 2 confirms the relationships between leadership styles, team CRF, and team initiative with employees at the individual level. Understanding the collective mechanisms that enable transformational leadership to foster team creativity contributes to the ability of organizations and managers to increase the creativity of team production by influencing team dynamics. This study expands our knowledge on leader–follower dynamics at the team level and on the ability of these dynamics to shape team creativity. It also expands our knowledge on the emergence of regulatory focus at the team-level and its potential antecedents.

Capitalising teamwork for enhancing project delivery and management in construction: empirical study in Malaysia

PurposeTeamwork in the construction industry has attracted much attention from both academic and industrial circles. Most importantly, improving team effectiveness will increase the likelihood of successful project delivery. Recognising the factors influencing team dynamics is important for enhanced team performance.Design/methodology/approachBased on a detailed literature review, a survey questionnaire containing 10 aspects and 25 attributes of teamwork relevant to construction is used to collect feedback from Malaysian construction practitioners from client, consultant and contractor organisations to prioritise these hypothesised variables. The data are then subjected to reliability analysis, descriptive statistics (means, standard deviations, and frequencies), a one-sample t-test, the Kruskal–Wallis ANOVA and exploratory factor analysis.FindingsThe significance of these aspects and attributes is then presented. The three most crucial aspects are “project performance”, “decision-making capability” and “problem-solving ability”. The most influential attributes are “effective communication between project team members”, “efficient team leadership”, “well-defined team responsibilities and roles”, “clear team goals and objectives” and “good collaboration between all project leaders”. The Kruskal–Wallis ANOVA reveals five attributes having statistically significant differences with respect to company size, namely “clear team goals and objectives”, “commitment to the project”, “adequate resources”, “team or task processes” and “creativity and innovation”. Six underlying dimensions are found, comprising (1) participative engagement and task commitment; (2) team responsibility structure and accountability; (3) culture of trust and respect; (4) leader's skills and abilities; (5) top management support; and (6) synergic working environment.Practical implicationsThe identification of these dimensions for team effectiveness provides rigorous basis for formulating useful team-building strategies for integrating a collaborative environment among project stakeholders and consequently improving project performance.Originality/valueThis paper bridges the identified knowledge gap concerning the dimensionality of teamwork attributes in construction-based setting and adds to existing knowledge of how team effectiveness can be leveraged to improve project performance in the construction management literature.

The Behavioral Biology of Teams: Multidisciplinary Contributions to Social Dynamics in Isolated, Confined, and Extreme Environments.

Teams in isolated, confined, and extreme (ICE) environments face many risks to behavioral health, social dynamics, and team performance. Complex long-duration ICE operational settings such as spaceflight and military deployments are largely closed systems with tightly coupled components, often operating as autonomous microsocieties within isolated ecosystems. As such, all components of the system are presumed to interact and can positively or negatively influence team dynamics through direct or indirect pathways. However, modern team science frameworks rarely consider inputs to the team system from outside the social and behavioral sciences and rarely incorporate biological factors despite the brain and associated neurobiological systems as the nexus of input from the environment and necessary substrate for emergent team dynamics and performance. Here, we provide a high-level overview of several key neurobiological systems relevant to social dynamics. We then describe several key components of ICE systems that can interact with and on neurobiological systems as individual-level inputs influencing social dynamics over the team life cycle—specifically food and nutrition, exercise and physical activity, sleep/wake/work rhythms, and habitat design and layout. Finally, we identify opportunities and strategic considerations for multidisciplinary research and development. Our overarching goal is to encourage multidisciplinary expansion of team science through (1) prospective horizontal integration of variables outside the current bounds of team science as significant inputs to closed ICE team systems and (2) bidirectional vertical integration of biology as the necessary inputs and mediators of individual and team behavioral health and performance. Prospective efforts to account for the behavioral biology of teams in ICE settings through an integrated organizational neuroscience approach will enable the field of team science to better understand and support teams who work, live, serve, and explore in extreme environments.

Experiences of nurses and other health workers participating in a reflective course on compassion-based care.

the risk of compassion fatigue in healthcare staff is real, especially when considering the current financial pressures. A course in compassion-based care (CBC) was delivered to mental health staff at a hospital in north-west England, with the intention of rehabilitating ward culture and, subsequently, improving patient experience. to explore staff experiences of participating in the CBC course. a qualitative study using semi-structured interviews with participants (n=12) was conducted. All staff attending the course were eligible and were invited to participate. Interview transcripts were thematically analysed. five themes characterising participant experience emerged from the data: meeting a need; creating the space; reorientation; prioritising self-care; and influencing team dynamics. Data overwhelmingly indicated the success of the CBC course. the CBC course appeared to have a profound effect on participants; it should be considered for further rollout and evaluation.

Have a Heart: Predictability of Trust in an Autonomous Agent Teammate through Team-Level Measures of Heart Rate Synchrony and Arousal

Have a Heart: Predictability of Trust in an Autonomous Agent Teammate through Team-Level Measures of Heart Rate Synchrony and Arousal

Team trust and control in new venture emergence

PurposeEffective internal dynamics of new venture teams is seen as a key contributor to venture success. The purpose of this paper is to investigate the ways in which new venture teams consisting of nascent entrepreneurs initiate trust and control during venture emergence.Design/methodology/approachDimensions of trust and control are developed into an analytical framework applied to documented team norms. Coding detects frequency of trust and control dimensions. Supplementary data triangulate findings and explore follow-on effects in team dynamics and venture emergence.FindingsFrequency of coded dimensions generates a venture team profile. Teams prime their dynamics through use of trust and/or control language in documented norms. Priming is seen to influence entrepreneurial perseverance during venture emergence, stemming either directly from team dynamics, or indirectly from key shareholder relationships or environmental conditions.Research limitations/implicationsData are bounded to a specific contextual setting representing incubation and education, where the nascent entrepreneurs are simultaneously students. The complexity of venture emergence means that multiple factors influencing new venture teams may influence trust and control in ways currently unaccounted for.Practical implicationsExploration of trust and control during venture emergence emphasizes soft-skills critical to entrepreneurial perseverance and venture success. Team norms can be designed to prime toward trust or control, and can be indicative of teams’ sensitivity to external factors, enabling evidence for intervention.Originality/valueThe paper illustrates ways in which trust and control influence team dynamics during venture emergence.

How do analogizing and mental simulation influence team dynamics in innovative product design?

AbstractThe aim of this study was to gain further insight into how analogical reasoning and mental simulation, two cognitive strategies, influence team dynamics in innovative product design. A particular emphasis was placed on exploring the association between these two strategies and team cohesion and team collaboration. Analogies were coded for “analogical distance” (i.e., within domain or between domain) and “analogical purpose” (i.e., problem identification, function finding, solution generation, and explanation). The results indicated that the presence of either analogizing or mental simulation was related to team cohesion and team collaboration, with mental simulation having an especially marked association with team collaboration. Within-domain analogizing was found to enhance team collaboration, but it did not influence team cohesion. Furthermore, all types of analogical purpose showed a similar association with team cohesion, whereas solution generation and function finding had a stronger association with team collaboration. We propose that analogizing and mental simulations are strategies that serve valuable functions in engendering enhanced cohesion and collaboration, which might be expected to lead to more effective design outcomes, although this remains an empirical question in need of further corroboration.

Understanding the Dynamics of Global Teams

The presentations in this symposium examine various aspects of global team dynamics. Across four presentations, we explore participation patterns in global teams (Gibbs, Gibson, and Grushina), the benefits that accrue to individuals from managing cultural differences (Jang), how language asymmetries influence team dynamics (Zellmer- Bruhn, Yu, Maloney, and Bresman), and the role of agents in transferring practices across cultural divides (Thomason, Hinds, Varlander, and Pearce). Together, the presentations address pressing issues in global teams, advancing our theoretical understanding of global team dynamics, as well as providing practical implications for managing and leading global teams. Understanding Global Team Participation Presenter: Jennifer Gibbs; Rutgers U. Presenter: Cristina Gibson; U. of Western Australia Presenter: Yana Grushina; U. of Western Australia Cultural Brokerage and Creativity in Multicultural Teams Presenter: Sujin Jang; INSEAD The Role of Agents in Global Practice Transfer Presenter: Bobbi Thomason; Stanford U. Presenter: Pamela Hinds; Stanford U. Presenter: Sara Varlander; Stockholm U. Presenter: Brandi Pearce; U. of California, Berkeley Language and Knowledge Processes in Multi-Cultural Teams Presenter: Mary Zellmer-Bruhn; U. of Minnesota Presenter: Lingtao Yu; U. of Minnesota Presenter: Mary M. Maloney; U. of St. Thomas Presenter: Henrik Bresman; INSEAD