Interteam Cooperation Research Articles

Inter-team cooperation: an overlooked imperative in South Korea's transition to the technological frontier

ABSTRACT The transition for Newly Industrialized Countries to the technology frontier is critical for continued development. Now at this juncture, South Korea's performance indicates problems creating and commercialising new technology products. Various explanations exist but none is complete. We posit that the study of the inter-team dynamics of South Korean national-level project teams in public research institutes, governmental organisations and businesses provides important insights into understanding this problem. Using Social Interdependence Theory, we test for team cooperation as it is crucial for creativity and new technology innovation requisite at the technology frontier. Our findings show that team activity management at the local organisational level is perceived as positive by the teams, but they have serious concerns over the present government top-down directorial policy. This suggests the adoption of a more collaborative approach between the levels of the National System of Innovation.

Modeling and analyzing multiteam coordination task safety risks in socio-technical systems based on FRAM and multiplex network: Application in the construction industry

The dynamically changing working environment and complex task requirements in modern industries emphasize the necessity of multiteam with different functions to work collaboratively. The multiteam coordination performance dominates the task process and the achievement of the superordinate goal, which will inevitably influence task safety. Although previous research has broadly identified the importance of inter-team cooperation to task performance, the analysis of the relationship between multiteam coordination structure, process, and system safety has not been fully addressed. Moreover, there is still a lack of an effective method to quantitatively analyze the functional interdependencies, interaction processes, and potential safety risks among teams in multiteam coordination tasks. Based on the construction industry background, this study combines FRAM and multiplex network to describe the multiteam coordination structure and task process variability. The relationship between multiteam coordination performance and construction safety risk is qualitatively and quantitatively analyzed. Case studies are adopted to verify the feasibility of the proposed method. The findings demonstrate the method's advantages in revealing the details of the influence of multiteam coordination performance on complex task safety, which is beneficial for developing targeted countermeasures to control safety risks from the perspective of the multiteam system.

Visual analysis on regulation of necroptosis with Chinese medicine based on VOSviewer and CiteSpace knowledge graphs

The study was conducted by searching the literature related to the regulation of necroptosis with Chinese medicine from January 1, 2005 to December 31, 2021 in CNKI, VIP, Wanfang, Web of Science(WoS), and PubMed. The obtained literature were imported into NoteExpress for eliminating duplicates and screening, and the final included articles were imported into Excel to plot the publication trend. The core authors were identified according to Price's law, and VOSviewer 1.6.17 was used to draw a collaborative view of the core authors and sort the high-frequency keywords. Then CiteSpace 5.8.R3 was employed to analyze keywords clustering, burst, and timeline view. Finally, 98 Chinese articles and 72 English articles were included in the study. The number of publications on the regulation of necroptosis with Chinese medicine has been increasing year by year. China ranked among the top in the world in terms of the number of publications, and Chinese authors played a central role in this field. Specifically, LIU Hua published the most Chinese literature while CHEN X P had the most English publications. The collaborative view of the core authors showed more intra-team cooperation and less inter-team cooperation. The Chinese and English keywords formed ten clusters separately, indicating that the research hotspots of regulation of necroptosis with Chinese medicine mainly focused on disease, prescription, related factors, and mecha-nism. Further, the analysis of Chinese and English keywords revealed that regarding disease treatment, tumor, ischemia-reperfusion injury, neurodegenerative diseases, and inflammatory diseases were studied most. The Chinese medicines that received much attention in this field were curcumin, shikonin and tanshinone. The main protein factors involved were Ripk1, Ripk3, Mlkl, and TNF-α, and Ripk1/Ripk3/Mlkl and p53 signaling pathways were predominant. Moreover, single herbs and herbal monomers were the hotspots of the included articles. In the future, scholars need to expand the study of classical Chinese herbal compounds and explore their mechanism of action in the occurrence and development of various diseases, to provide new ideas and experimental basis for the treatment of clinical diseases with Chinese medicine.

Interproject Conflict Management Through Cooperation in an Enterprise System Implementation Program

To achieve desired business benefits from the implementation of an enterprise system (ES), current practitioners often adopt a multiple-project (program) approach instead of a conventional single-project strategy. Unfortunately, during such an implementation, issues arising from task-related conflicts among different teams within the ES program are frequently observed; to successfully resolve these task-conflict issues, the adoption of a collaborative problem-solving strategy is essential. Collaborative conflict management theory encourages parties to develop solutions for the problems they encounter. However, less explanation has been provided about how collaborative problem-solving strategy influences the relationship between interteam conflicts and the final ES implementation program outcome. In this study, based on conflict management theory, we propose that interteam cooperation effectiveness serves as a critical partial mediator between the interteam task conflict and final ES program implementation performance, whereas interteam dialectical problem solving provides a direct positive influence on interteam cooperation effectiveness. Furthermore, the negative impact of interteam task conflict on ES implementation performance is moderated by interteam cooperation effectiveness. For this study, a survey examines the relationships among the aforementioned factors in ES program implementation. The results confirm that both interteam dialectical problem solving and interteam trust serve as antecedents of interteam cooperation effectiveness.

Intergroup relational identity: Development and validation of a scale and construct

In their theory of intergroup leadership, Hogg, van Knippenberg, and Rast proposed the novel concept of intergroup relational identity. An intergroup relational identity (IRI) refers to a form of social identity that is defined in terms of the cooperative and mutually promotive relationship between subgroups. This article outlines the development of a five-item scale to measure IRI. We conducted five studies with over 1,700 participants from different countries. The unidimensional factor structure of the five-item scale replicated across studies, and the latter three studies provided evidence of construct (convergent and discriminant) and criterion-related validity. Intergroup relations are often overlooked in organizational behavior and management research. However, our results support the idea that IRI affects intergroup or inter-team cooperation and collaboration, as well as leadership effectiveness—enhanced perceptions of an IRI is a promising way to reduce conflict between subgroups within a larger collective. To date, no measure of IRI has been published. These studies present the first empirical test of and support for the newly developed IRI measure, and provide evidence demonstrating the benefit of promoting an IRI for both leadership and intergroup relations more broadly.

Interteam Cooperation and Competition and Boundary Activities: The Cross-Level Mediation of Team Goal Orientations.

Drawing on Dragoni’s cross-level model of state goal orientation, this research aims to examine the cross-level mediating effect of team goal orientation on the relationships between interteam cooperation and competition and three forms of boundary activities. Study 1 tested the proposed mediating relationships by collecting survey data from 249 members of 45 South Korean work teams. Additionally, we conducted a two-wave longitudinal study (Study 2) on 188 undergraduate students to replicate the relationships between three types of team goal orientation and their relevant forms of boundary activities. In Study 1, we found positive associations between interteam cooperation and team learning goal orientation, and between interteam competition and team performance-prove and performance-avoid goal orientations. Team learning and performance-prove goal orientations were positively related to boundary spanning and reinforcement. As predicted, team learning goal orientation had a stronger relationship with boundary spanning than team performance-prove goal orientation, whereas team performance-prove goal orientation had a stronger relationship with boundary reinforcement than team learning goal orientation. While team learning goal orientation mediated the relationship between interteam cooperation and boundary spanning and reinforcement, team performance-prove goal orientation mediated the relationship between interteam competition and boundary spanning and reinforcement. The results of Study 2 demonstrated the positive lagged effects of team performance-prove goal orientation on boundary reinforcement and of team performance-avoid goal orientation on boundary buffering.

Diagnosis of organisational culture within an NHS Emergency Department

BackgroundThe academic literature demonstrates that organisational culture contributes to variation between healthcare organisations in outcomes and performance, patient satisfaction, innovation, healthcare quality and safety and employee job satisfaction.Objectives/methodsThe aims of...

Interteam Cooperation and Competition, Team Goal Orientation and Boundary Activities

Despite increasing scholarly interest in boundary activities in organizational teams, little research has explored mediating mechanisms between interteam cooperation and competition and boundary ac...

Development of a Needs Scale for Nurses Receiving In-Service Palliative Care Education.

Nurses play pivotal roles on palliative care teams and are able to spend more time with patients and their families than are other healthcare professionals. As a consequence, assessing the needs for palliative care education in connection with in-service classes for nurses is clearly extremely important and can help in the planning of appropriate palliative care classes to enhance the quality of care. The goals of this study were to investigate the content needs of nurses with regard to a palliative care in-service education program and to perform exploratory factor analysis on those needs. This study used a cross-sectional questionnaire survey. A total of 614 questionnaires were distributed, and 600 valid questionnaires were returned (97.72%). Data analysis was performed by means of descriptive statistics, reliability analysis, factor analysis, and Pearson correlation. The 6 factors discovered by exploratory factor analysis were handling of pain and symptoms, ethical issues concerning terminal patients, hospice preparation and care, the concept of palliative care, communication and counseling, and cultural and spiritual factors, which together explained 77.22% of the variance. The results of this study shed light on the program needs for in-service education about palliative care and the 6 factors most associated with those needs. In order to realize the whole-person concept of care, future efforts should target the planning of palliative care in-service education programs, strengthening of nurse training, coordination of administrative resources, and interteam cooperation.

The nursing shortage and nursing retention strategies in Taiwan

A chronic shortage of working nurses has led hospitals in Taiwan to close wards and reduce bed numbers. Work overload and job stress are major causes of this shortage. The purpose of this study is to propose a solution to improve the nursing workload situation. We reviewed literature articles and conference presentations to synthesize relevant measures, which included reforming the current care model; using innovation to simplify nursing practice; and creating a culture of workplace respect and inter-team cooperation. Based on this, we proposed our nursing retention strategy after reviewing national Department of Health development policies on nursing manpower.

L’équipe mobile de soins palliatifs en service de neurologie : présentation de deux groupes interdisciplinaires et pluriprofessionnels fruits d’un projet commun de diffusion de la démarche palliative et d’aide à la réflexion éthique

This article describes how a mobile team of palliative care and a department of neurology learned to cope with many complex end-of-life situations. After a brief introduction to inter-team cooperation, clinical work of the mobile team with patients and families and its cooperation with the neurology team are presented. The specificity of supportive care in neurology is also analyzed. Two interdisciplinary and multi-professional tools – the Palliative Care Resource Group and the Ethics Consultation Group – are described, with their activities and their goals. The Palliative Care Resource Group is a specific entity whose identity lies at the crossroads between commonly recognized organizational units: clinic staff, clinical practice, ethical or organizational analysis groups (Balint, 1960), discussion groups (Rusznievski, 1999), training groups. It has several objectives: 1) create a robust conceptual environment enabling the pursuit of palliative care practices without relying on the empty paradigm of stereotypical actions; if suffering cannot be avoided, psychic development and transformation can be promoted; 2) attempt to prevent caregiver burnout; 3) help support and strengthen the collective dimension of the team, learning a mode of care which goes beyond the execution of coded actions; 4) enhance the primary dimension of care, i.e. taking care, especially in clinical situations where conventional wisdom declares that “nothing more can be done.”; 5) promote group work so new ideas arising from the different teams influence the behavior of all caregivers. The Ethics Consultation Group organizes its work in several steps. The first step is discernment, clearly identifying the question at hand with the clinical staff. This is followed by a consultation between the clinical team, the patient, the family and the referring physician to arrive at a motivated decision, respecting the competent patient's opinion. The final step is an evaluation of the decision and its consequences. The Ethical Consultation Group, which meets at a scheduled time at a set place, unites the different members of the neurology and palliative care teams who come to a common decision. These specific moments have an important impact on team cohesion, creating a common culture and a convergence of individual representations about making difficult decisions. Specific clinical cases are described to illustrate some of the difficulties encountered in palliative care decision-making. These cases provide insight about the decision to create a palliative care gastrostomy for a man with progressive supranuclear palsy, the suffering experienced by a medical team caring for a young woman with Creutzfeldt-Jacob encephalopathy, or a woman's experience with the post-stroke life-and-death seesaw. Theoretical divisions, illustrated with clinical stories, can be useful touchstones for neurology teams.

Global Innovation in MNCs: The Effects of Subsidiary Self‐Determination and Teamwork*

The ability of multinational corporations (MNCs) to leverage their innovation competencies across globally dispersed subsidiaries is an increasingly valuable source of competitive advantage. As multinational enterprises turn to foreign subsidiaries for research and development (R&D) and product development, questions arise regarding the most effective organizational structures for global innovation. Although organizational conditions that satisfy the needs for self‐determination and teamwork have long been considered intrinsic motivators, past research has not analyzed the consequences of intrinsic motivators on global innovation. The basic research question is this: In globally dispersed subsidiary R&D units, what organizational conditions and motivators are associated with the highest knowledge output? A sample of 275 globally dispersed R&D subsidiaries were studied from 1995 to 2002. Data were collected from a postal survey, field and telephone interviews, and secondary sources. Subsidiary self‐determination and teamwork were found to have a significant effect on knowledge output, as objectively measured by patent citations. Subsidiary self‐determination on inputs such as sourcing and hiring, and self‐determination on outputs such as marketing and product development, emerged as positive determinants of knowledge generation in R&D subsidiaries. In addition, interteam cooperation and intrateam cooperation were significant determinants of knowledge generation by subsidiaries. These findings highlight the importance of self‐determination, teamwork, and cooperation to knowledge creation and innovations. Managers face the tough challenge of how to motivate globally dispersed knowledge workers to conduct research that will generate knowledge and will strengthen firm performance. The results provide theoretical and practical insights on how MNCs can leverage their innovation competencies across foreign R&D subsidiaries.

Teamwork in Technical Services

The recent reorganization of the Michigan State University Libraries Technical Services Division implemented a team concept and outlined a model for Division workflow which emphasized inter-team cooperation. Thesis processing was selected as the first application of this model because of increasing backlogs and patrons' concerns regarding the availability of these items. An internal task force chaired by the Principal Cataloger and composed of representatives from appropriate Technical Services Division Teams developed a procedure designed to use each team's strengths to process both the backlog and current receipts in a continuous workflow. Theses were received in the Monograph Acquisitions Team and groups of theses to be processed were delivered weekly to the Copy Cataloging Team, where descriptive records were created by student workers using the Cataloging MicroEnhancer Plus software. The theses groups were then delivered to the Original Cataloging Team, where subject analysis was completed. The final step involved transfer of the theses to the Database Management Team, where the records were uploaded from disk into OCLC and theses were processed for shelving. In the first full year of the project, 1,669 theses were processed.

Cooperation and the reduction of intergroup bias: The role of reward structure and social orientation

Two studies report a test of aspects of Brewer and Miller's (1984) model of the effects of cooperative contact on intergroup discrimination. Study 1 tested the hypothesis that conditions promoting an interpersonal orientation during contact would reduce ingroup bias between experimentally created social categories more than contact under conditions of task orientation. Subjects were randomly categorized as “overestimators” and “underestimators” and then assigned to teams composed of members of both categories. Teams engaged in a cooperative problem-solving task under conditions of interteam cooperation verus competition and under instructional conditions that promoted an interpersonal or task focus or with no such instructions. Results indicated that interteam reward structure and social orientation had additive and parallel effects on post-contact ingroup bias. Ingroup favoritism in reward allocations and evaluation of members of subjects' own team was least under conditions of interteam cooperation and interpersonal orientation, and these effects generalized to members of other teams. Study 2, using a scenario rating methodology, verified the assumption that the effects of interteam reward structure (competition versus cooperation) are mediated by the relationship between reward structure and task orientation.