Team Level Research Articles

Building Interdisciplinary Skills and Mentorship Opportunities in a 2-Week Research Experience

ABSTRACT A framework for a 2-wk summer research course is presented, with a mindset of discovery and self-advocacy that is interdisciplinary and inclusive. The foundations of the course are built upon 2 pillars: (a) a well-defined educational plan focused on cellular engineering, with a goal to instill an engineering mindset into the cell biology field; and (b) a tailored Dimensions of Mentoring policy, which uses a structured feedback system to define and strengthen mentor attributes and provide multiple opportunities for mentorship and mentorship training. Undergraduate and master’s student participants work with PhD students or postdoctoral/professor team leaders in small teams in discovery-based research projects. Multiple teams work in parallel during the 2-wk period and convene in course-wide meetings to share findings and give feedback. Working in small teams with multiple levels of peer and team lead mentoring, students experience advancement in research and technical skills. Participants also experience gains in their understanding of the overarching educational goals in cellular engineering and science communication skills through course-wide activities. The principles from the Dimensions of Mentoring were also effective, with mentors at different levels building strong inclusive teams, coaching practical skills, and promoting individual advocacy. Meeting basic needs, providing relatable role models, and prioritizing enjoyable team-building activities were found to be critical factors in providing inclusive and productive environments. Overall, participants report high satisfaction with a discovery-based interdisciplinary research experience because of a supported environment. This creation of a strong community benefits individual career development and contributes to sustainable research productivity.

The influence of organisational learning ambidexterity on process innovation performance: the role of KM capability

ABSTRACT This study examined the relationship between organisational learning ambidexterity and process innovation in micro and small sized companies and the moderating role of Knowledge Management capability. Exploratory and exploitative learning were conceptualised as multi-dimensional constructs occurring at team and organisational level and as inter-organisational and intra-organisational processes. Regarding the organisational learning ambidexterity, the combined approach was used, which assumes that exploratory and exploitative learning are mutually supportive. Knowledge Management capability was based on three knowledge processes: knowledge acquisition, sharing, and application. Due to the relative lack of validated understanding of the organisational learning ambidexterity effects on process innovation, it contributes to the development of theory explaining this interaction and its effects. The results provide additional insights whether exploitative and exploratory learning are complementary. Finally, Knowledge Management capability plays an important role in the relationship between organisational learning ambidexterity and process innovation.

Rudeness and team performance: Adverse effects via member social value orientation and coordinative team processes.

A growing body of research shows that rudeness negatively affects individual functioning and performance. Considerably less is known about how rudeness affects team processes and outcomes. In a series of five studies aimed at extending theories of the social-cognitive implications of rudeness to the team level, we show that rudeness is detrimental to team functioning. Using an experimental design, Study 1 shows that teams encountering rudeness perform worse than other teams. Study 2, a medical simulation study, explains this effect by showing that medical teams exposed to rudeness are less likely than other teams to share information and workload and, in turn, execute a variety of medical procedures less well. Studies 3a and 3b highlight the mediating role played by social value orientation (SVO), demonstrating that rudeness elicits these effects by diminishing members' SVO (i.e., making team members less prosocial and more pro-self). In turn, Study 4 shows that rudeness-diminished SVO explains reduced information sharing in teams. Finally, Study 5, a laboratory study, tests a full serial mediation model, demonstrating that rudeness decreases team members' SVO, which in turn reduces team information sharing and, as a result, encumbers team performance. Overall, these findings show that rudeness can have severe implications for team functioning and may even have life-threatening consequences. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Enabling radical and potentially disruptive innovations through interdisciplinarity: challenges and practices in industrial companies

The motivation behind this paper and the underlying research is to shed light on how companies deal with interdisciplinary innovation activities, especially looking at the development of radical and potentially disruptive innovations. This includes the analysis of methods, processes, and organizational structures applied to support interdisciplinary innovation activities as well as challenges faced. Whereas this thematic field has been widely investigated for academic institutions and, in companies on a team level, there is only a little information on industrial companies’ current state. This understanding is especially important as shortening development cycles, and technological convergence combined with intersectoral innovations might lead to increases in radical and potentially disruptive innovations and thereby create the need for improved methods and structures throughout the innovation process. To gain insights into challenges and current practices of interdisciplinary collaboration in innovation activities, semi-structured exploratory interviews were carried out with representatives from seven industrial companies. Among others, the results of the study revealed that whereas many methodologies are said to support interdisciplinary innovation activities, a wide majority of these methodologies are applied for other reasons which make supporting interdisciplinarity seem like a kind of byproduct.

The role of boundary-spanning behaviour in enhancing individual innovation performance: a cross-level investigation

PurposeThis study aims to investigate the impact of team boundary-spanning behaviours (BSBs) on innovation performance at both individual and team levels. The study specifically focuses on the mediating effects of knowledge sharing and creative self-efficacy, as well as the boosting influence of perceived superior trust.Design/methodology/approachThis study employs a multi-level structural equation model to examine the data collected from 108 teams and 596 individuals. The aim is to investigate both the direct and indirect effects of BSBs on innovation.FindingsThe findings indicate that BSBs have a dual impact on innovation performance, both directly and indirectly through knowledge sharing and creative self-efficacy. Moreover, this impact is magnified by the perceived confidence from higher-ranking individuals.Practical implicationsThe study indicates that managers should cultivate boundary-spanning behaviours (BSBs) and create a trusting environment in order to promote innovation. Facilitating the dissemination of knowledge and enhancing one's belief in their ability to be creative are crucial tactics.Originality/valueThis study provides fresh perspectives on how the behaviours of a team impact the individual results of creativity, emphasising the crucial role of trust in amplifying the beneficial benefits of BSBs on innovation. This study enhances the existing knowledge in the field of organisational behaviour and innovation management by providing a comprehensive analysis of the specific ways in which BSBs influence innovation performance.

Interactions between the context of a health-care organisation and failure: the situational impact of failure on organisational learning

PurposeThis study aims to explore how health-care organisations learn from failures, challenging the common view in management science that learning is a continuous cycle. It focuses on understanding how the context of a health-care organisation and the characteristics of failure interact.Design/methodology/approachSystematically collected empirical studies that examine how health-care organisations react to failures, both in terms of learning and non-learning, were reviewed and analysed. The key characteristics of failures and contextual factors are categorised at the individual, team, organisational and global level.FindingsSeveral factors across four distinct levels are identified as being susceptible to the situational impact of failure. In addition, these factors can be used in the design and development of innovations. Taking these factors into account is expected to stimulate learning responses when an innovation does not succeed. This enhances the understanding of how health-care organisations learn from failure, showing that learning behaviour is not solely dependent on whether a health-care organisation possesses the traits of a learning organisation or not.Originality/valueThis review offers a new perspective on organisational learning, emphasising the situational impact of failure and how learning occurs across different levels. It distinguishes between good and bad failures and their effects on a health-care organisation’s ability to learn. Future research could use these findings to study how failures influence organisational performance over time, using longitudinal data to track changes in learning capacity.

The influence of set speed on the attack efficacy of the outside hitter in elite male volleyball

The purpose of this study was twofold: a) to analyze if the set speed can predict the attack efficacy of the outside hitter; and b) if the team level is a predictor of set speed and attack efficacy. A total of 32 games of elite competitions were observed, and 260 attack actions performed by the outside hitters from six national teams were analyzed throughout the Kinovea Software. Independent-sample t-tests were conducted and, when differences between groups were significant (i.e., p < .050), those variables were included in the model as covariates. Additionally, to analyze the predictor variables of efficacy, logistic binary regression and linear regression were used. Results showed that the better the reception, the higher the set speed; however, neither the set speed nor the team level predict the attack efficacy. Thus, it can be concluded that the individual performance of the outside hitter should be developed instead the set speed. Notwithstanding, to increase the speed of the game, teams should improve the receptor efficacy. It is important for teams to find a set speed that balances the benefit of a faster set with the need for control and accuracy from the outside hitter. Keywords: Volleyball; sports performance; kinovea software; side-out phase; game model.

How to Design Effective Audit and Feedback Interventions With Nurses: A Set of Hypotheses Based on Qualitative and Quantitative Evidence.

To propose practical hypotheses on audit and feedback that support the effectiveness with nurses. Audit and feedback interventions have been mainly studied with physicians; however, the processes have been practiced by nurses for years. Nurses' response may differ from that of physicians and other healthcare disciplines because of their roles, power, and the configuration of nursing activities. A comparative analysis of the Clinical Performance Feedback Intervention Theory was conducted using nursing-specific empirical data from: 1) a mixed-methods systematic review and 2) a pilot study of audit and feedback with a team of primary care nurses. Researchers hypothesize that audit and feedback interventions are more effective when: 1) feedback emphasizes how it relates to the relational aspect of nursing; 2) indicators are measured and reported at team level; and 3) feedback is provided in a way that highlights benefits to nurses' practice, such as the potential to reduce workload. These proposed hypotheses provide concrete guidance to researchers and managers for an effective use of audit and feedback as a quality improvement strategy with nurses.

Tailored leadership training in emergency medicine: qualitative exploration of the impact of the EMLeaders programme on consultants and trainees in England

BackgroundEmergency medicine (EM) consultants are expected to provide leadership to facilitate optimal clinical results, effective teamwork and learning. To foster leadership skills, the Emergency Medicine Leadership Programme (EMLeaders) was launched...

Subjective Assessment of Impact Quantity and Magnitude in Rugby: A Comparative Analysis with >8G Impact Values from MEMS Technology

Purpose: The main objective of this research was to develop a questionnaire for the subjective evaluation of the quantity and magnitude of impacts experienced by rugby players. Methods: Thirty-six male rugby union players (mean ± SD, age; 23.5 ± 3.6 years, height; 179 ± 10.0 cm, body mass; 89.58 ± 13.6 kg) participated in this study, comprising eighteen forwards and fourteen backs. Participants were tasked with completing self-reported questionnaires assessing their perception of the quantity and magnitude of impacts after thirteen consecutive matches. Objective data were concurrently collected using Micro-Electrical Mechanical Systems (MEMS) integrated with a GPS device (WIMU, Realtrack Systems, Almeria, Spain). Results: The statistical analysis revealed that 49.7% of players overestimated and 39.8% underestimated the number of impacts above 8G, with a mean team error of 0.017 impacts. Bayesian methods indicated a 95% high-density interval for the mean error between −0.46 and 0.45, with 95.8% within the region of practical equivalence, signifying negligible bias at the team level. Positional variations were notable, with Halfbacks overestimating and Fullbacks and Second Row underestimating impacts. The errors and number of impacts displayed a non-linear relationship, better described by an exponential model. Additionally, the study identified significant correlations between the number of impacts players estimated and the actual impacts received, further underlined by position-specific trends, suggesting that players’ estimation abilities are influenced by the actual exposure to impacts and their playing positions. Conclusions: The utilization of a subjective impact questionnaire is a valid tool to assess rugby players level of impacts during a match. This approach proves particularly valuable in situations where technology is unavailable, showcasing its adaptability as a practical tool in diverse sporting contexts.

Trust and quality of life: A study in organizations for individuals with intellectual disability

BackgroundBased on social exchange within organizations for individuals with intellectual disability, we explore trust between supervisors and team members and its association with organizational performance oriented to the quality of life of service users. AimsWe examine the mediating role of teams’ trust in supervisors in the relationship between supervisors’ trust in teams and performance focused on improving the quality of life of service users. We expect teams to reciprocate supervisors’ trust by reporting greater levels of trust in supervisors and better performance. Method and proceduresWe tested this trust-mediated model with a sample of 139 supervisors (reporting trust in their teams), 1101 team members (reporting trust in their supervisors), and 1468 family members (reporting performance focused on quality of life). Outcomes and resultsOur findings confirmed a cross-level mediation process. Supervisors’ trust in their teams leads to teams’ trust in their supervisors. This trust at the team level in turn is positively associated with organizational performance oriented to improving the quality of life of individuals with intellectual disability, reported by family members. Conclusions and implicationsOur study builds on and extends an established stream of research on trust theory by considering trust and its association with performance focused on quality of life.

Systems-Informed PERMA + 4: Measuring Well-being and Performance at the Employee, Team, and Supervisor Levels

Past research has relied on employees to self-report their levels of well-being and performance in the workplace. Systems-informed positive psychology has been proposed to understand the dynamic interrelationships of the employee in their social and environmental context. PERMA + 4 is a comprehensive framework designed to measure the building blocks of well-being at work. Using an international sample of employees (N=2000), this study developed a systems-informed (i.e., at the individual (I), team (T), and supervisor (S) levels) PERMA + 4 measure and examined the associations with well-being and work performance. Full-time employees who worked on a team of two or more individuals, and had a direct supervisor were recruited to take an online survey assessing their work-related well-being and performance. Findings supported convergent, discriminant, and incremental validity of individual, team, and supervisor PERMA + 4 with well-being and work performance outcomes. Scholars and practitioners may consider using a systems-informed PERMA + 4 approach to measure and evaluate workplace programs and interventions that target the well-being of individuals, teams, and leaders. Such a systems-level approach may contribute to improved work performance.

The impact of sensory modulation in acute mental health units: an organisational case study analysis

PurposeSensory modulation intervention involves using calming and grounding sensory stimuli to support coping with distress and intense emotions. Evaluating the impact of sensory modulation is challenging in inpatient settings due to the numerous variables influencing outcomes in ward environments. This study aims to determine the impact of sensory modulation across all organisational levels including service users, staff confidence and attitudes, ward climate and seclusion events.Design/methodology/approachOrganisational case studies were conducted in two Aotearoa New Zealand inpatient mental health services, using qualitative and quantitative data to explore the effects of a sensory modulation programme.FindingsResults showed that sensory modulation enhanced staff knowledge and confidence in fostering therapeutic relationships and reducing restrictive practices, positively impacted ward climate and provided service users with sensory strategies to use in everyday life.Practical implicationsThe findings captured the complexity of implementation and impact of sensory modulation programmes at individual, group and organisational levels. It is important to recognise the influencing factors and impact of sensory modulation across all levels of service delivery.Originality/valueOrganisational case study methodology offered a unique approach to evaluating the impact of sensory modulation within inpatient mental health services. Data analysis suggests that in addition to managing acute service user distress, sensory modulation impacts broader staff, team and service level outcomes.

Injury Prevention Training in Girls' and Women's Elite Football in Denmark: A Survey of Practices and Perceptions.

Through a national cross-sectional survey, the present study investigated the use and content of injury prevention training (IPT), and associated attitudes and beliefs, involving stakeholders in Danish girls' and women's elite football (U14, U16, U18, and Danish Women's League teams). A total of 168 stakeholders (coaches, physical performance coaches, physiotherapists, medical doctors, and club management) from 18 Danish elite clubs were invited to participate. Of these, 158 were eligible to participate, and 110 participants (69.6% response rate) provided 191 valid survey responses, as some provided more than one response due to multiple affiliations within the same club. The use of IPT ranged from 91.1% to 100% across team levels, with approximately 50% reporting up to 1-2 h/week. Interestingly, only 52.9%-72.7% of the responses indicated use of an evidence-based IPT program, with lowest adoption at the U14 and Danish Women's League teams. The FIFA 11+ was the most used evidence-based IPT program. The majority of the participants (>72%) had positive perceptions regarding IPT impact on injury reduction. These findings indicate that, while IPT is broadly used across Danish girls' and women's elite football teams, the implementation of evidence-based IPT programs varies, with lower adoption of these programs among the youngest and senior elite teams. Hence, there is a need to enhance integration of IPT programs proven effective in girls' and women's elite football. Notably, stakeholders expressed positive perceptions regarding the impact of IPT on injury reduction, which provides valuable support for future efforts to strengthen IPT in football practice.

Experiences of the Parents of Children Admitted to PICU.

A pediatric intensive care unit (PICU) is a highly technological and fast-paced setting in a hospital. To explore the experiences of the parents in the critical care area of a selected tertiary care facility. In a qualitative study, we interviewed 10 purposively selected parents of the children admitted to PICU using a pre-validated in-depth interview schedule. All parents, whose children were admitted to PICU for more than 5 days, who understood Hindi or English and were willing to participate in the study, were enrolled in the study. Parents of critically ill children having readmission to PICU or prolonged stay of more than 15 days and not accompanied by parents were excluded. Parents had unmet needs, such as the need for information, counseling and education from the healthcare team (HCT) members, having trusting relationship with the HCT, and expecting receiving orientation of the routines and the protocols of PICU, and empathy from the various levels of PICU team. The majority of subjects expressed the desire to talk to a dedicated person for their queries. The parents had multiple feelings of distress, hopelessness, helplessness, guilt, and the fear of losing the child and used various coping strategies. Parents of critically ill children in the PICU have unmet needs. Healthcare team members should take initiative in relieving parental distress and improving their coping abilities. Kichu S, Joshi P, Bhandari S, Lodha R, Jaykrishnan K. Experiences of the Parents of Children Admitted to PICU. Indian J Crit Care Med 2024;28(7):696-701.

The Emergence of Neuroleadership in the Knowledge Economy

“The Emergence of Neuroleadership in the Knowledge Economy” explores the field of neuroleadership in today’s constantly changing economy, highlighting the transition from traditional leadership to neuroleadership. Neuroleadership renders itself as a novel approach to the leadership theory, which brings together insights from neuroscience, psychology, and leadership studies. It emphasizes understanding the workings of the brain and human behavior in order to drive leadership effectiveness, at individual, team, and organizational levels. Additionally, the knowledge economy is characterized by the significant role of knowledge and intellectual capital when it comes to driving economic growth and organizational development. It highlights the creation, dissemination, and sharing of knowledge as important pillars for productivity and competitive advantage, shaping industries and transforming leadership traditional models. Through an extensive literature review and by employing the Dulewicz and Higgs leadership model, the authors showcase what are the intellectual, managerial, and emotional competencies that make neuroleadership the next natural step in leading teams and organizations. This article proposes a comparative matrix between traditional leaders and neuroleaders, and highlights a novel framework for better understanding neuroleadership.

A facilitator's reflection on the democratizing potential of emancipatory practice development.

Emancipatory practice development (ePD) is a practitioner-led research methodology which enables workplace transformation. Underpinned by the critical paradigm, ePD works through facilitation and workplace learning, with people in their local context on practice issues that are significant to them. Its purpose is to embed safe, person-centred learning cultures which transform individuals and workplaces. In this article, we critically reflect on a year-long ePD study in an acute care hospital ward. We explore the challenges of practice change within systems, building collective strength with frontline collaborations and leadership to sustain new learning cultures. Our work advances practice development dialogue through working closely with the underpinning theories. Our critique analyses how ePD can enact and sustain change within a complex system. We argue that ePD works to strengthen safety cultures by challenging antidemocratic practices through communicative action. By opening communicative spaces, ePD enables staff to collectively deliberate and reach consensus. Their raised awareness supports staff to resist ways of working which conspire against safe patient care. Sustainability of practice change is fostered by the co-operative democracies created within the frontline team and meso level enablement. We conclude that the democratising potential of ePDt generates staff agency at the frontline.

Investigating the implementation of a complex intervention to reduce central line-associated bloodstream infections in the Neonatal Intensive Care Unit, using Normalisation Process Theory

BackgroundCare bundles may reduce neonatal CLABSIs by 60% though it is often unclear if it is the intervention, the implementation, or both, that results in CLABSI reductions. This study aimed to investigate the implementation of a CLABSI care bundle in a UK neonatal intensive care unit (NICU). MethodsA focused ethnographic design was used underpinned by Normalisation Process Theory. Data collection included Normalisation MeAsure Development (NoMAD) surveys, observations of practice with dyadic think aloud interviews, and semi-structured interviews. Outcome and processes measures were collected. Data analysis used descriptive statistics and thematic analysis. ResultsThere was only partial bundle implementation, with minimal changes in survey scores and influences across individual, team and organisational levels moderating bundle adoption. Organisational culture sometimes undermined implementation and there were challenges relating to reinforcement and endorsement. ConclusionsThe introduction of a care bundle into a tertiary UK NICU did not result in sustained reductions in CLABSIs, which is one of few negative studies. Understanding the mechanisms by which an intervention works (or not) in specific contexts is important to optimise the delivery of evidence-based care.

Integrating AI in organizations for value creation through Human-AI teaming: A dynamic-capabilities approach

Although the potentialities of artificial intelligence (AI) are motivating its fast integration in organizations, our knowledge on how to capture organizational value out of these investments is still scarce. Relying on an approach to dynamic capabilities that focuses on the team level, we examine how humans and AI create interactions that engage both agents in productive dialogue for value co-creation. Our analysis is based on a longitudinal case of the development of a recruitment algorithm at a national subsidiary of Santander bank. Our results allow to identify three main sets of human-AI teaming interactions: achieving interoperability, building trust, and producing mutual knowledge gains. We elaborate a set of propositions on how the value of AI is increased when such interactions are created through productive dialogue, opening the scope for further research on the teaming dynamics that turn the collaboration between both agents into a source of value creation for companie

Allied health new graduates’ voice behavior – new perspectives using realist synthesized narratives

PurposeEffective voice behavior in healthcare workers is critical for patient safety, quality improvement and workforce well-being. A review of the literature on voice behavior in healthcare highlights that little is known about the voice behaviors of new graduates in allied health and that current theory, from medical and nursing research, does not adequately apply to this sector. New knowledge about voice behavior for this sector of the workforce will support education and healthcare institutions in building and sustaining a healthy voice behavior culture.Design/methodology/approachThis paper reports on phase two of a two-phase study looking at the voice behavior experiences of new allied health graduates over one year. Using a realist perspective and narrative analysis, we uncover and illustrate what works, with whom and under what conditions.FindingsFour synthesized narratives outline the contexts and mechanisms that result in different voice behavior outcomes – speaking up effectively, speaking up with unmet expectations, not speaking up and a reduction in speaking up over time. Experiences of positive interprofessional collaboration and reflective supervision supported effective voice behavior.Research limitations/implicationsThis study used a case study approach, focusing on healthcare providers within a large New Zealand city and a cohort of 10 participants. Some researchers argue that small numbers limit the generalization of findings to different populations. Realists argue that, given the way in which knowledge is developed using realist methodologies, the resultant theory is portable. Interviews were conducted online during the COVID-19 pandemic. This may have impacted the connection between the interviewer and interviewee, causing the interviewees to not express their true thoughts. However, the interviewer did take time to connect with the interviewees and build trust over the three interviews over one year. Participants did not capture the diversity in the allied health workforce – most identified as female and none identified as Māori/Indigenous. And finally, participants could inhibit or exaggerate information due to the influence of social desirability. This does not appear to be a significant limitation in this study, given the many examples shared by the participants highlighted their challenges.Practical implicationsThis study provides an in-depth exploration of how new graduates in allied health experience speaking up. Our findings enrich the knowledge of speaking up by using synthesized narratives to provide insights into what factors can enable a healthy speaking up culture within the new graduate allied health workforce. This is new knowledge that will be of interest at the individual, team and organizational levels of healthcare. The findings will support curriculum design and new graduate support frameworks for the education and health sectors. Highlighted in this study are the importance of the following factors in supporting speaking up for allied health new graduates: the employment of reflective supervision, purposeful facilitation of team belonging and interprofessional collaboration and tailored speaking up training for allied health new graduates and leaders in healthcare.Originality/valueBy taking a realist perspective and using narrative analysis, we gain an understanding of the voice behavior experiences of new graduates in allied health and the contextual factors and mechanisms that activate effective voice behavior in sub-acute and rehabilitation settings. These findings differ from nursing and medicine and highlight the benefits of reflective supervision and interprofessional collaborative practice.